Thesis (M. P. A.)--Texas State University-San Marcos, 2004. / "Fall 2004." Includes bibliographical references (leaves 83-86).

Thesis (MPA)--University of Stellenbosch, 2007. / Bibliography. Also available via the Internet.

Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1999. / Source: Masters Abstracts International, Volume: 45-06, page: 2934. Typescript. Abstract precedes thesis as 2 preliminary leaves. Includes bibliographical references (leaves 59-66).

Thesis (Ph. D.)--State University of New York at Binghamton, Department of Economics, 2009. / Includes bibliographical references.

Thesis (M.A.) - Carleton University, 2000. / Also available in electronic format on the Internet.

Thesis (M.P.A.)--Kutztown University of Pennsylvania, 2004. / Source: Masters Abstracts International, Volume: 45-06, page: 2964. Typescript. Abstract precedes thesis as 2 leaves (iii-iv). Includes bibliographical references (leaves 94-97).

Thesis (DTech (Public Management))--Cape Peninsula University of Technology, 2008. / Public service professionals can no longer afford to be ethnocentric, inward looking, focused on the past, and defensive. They must be forward-looking, globally oriented, innovative, adaptable, and ready to take advantage of opportunities to serve the community more effectively. Public Administration, if it is to be well done, must be aggressive, not a passive enterprise; in the pursuit of public interest (Cooper et al., 1998). Industrial era Public Administrators, characterized by high degrees of centralization and large driven bureaucracies, cannot meet the needs and challenges of the new information era. New kinds of Public Institutions are therefore required which are more flexible and more customer and results oriented. This trend follows what is emerging outside the public sector where organizations are promoting flatter management structures, decentralization of authority and a greater focus on improving quality and customer service. The many decades of dormancy in the administrative and organizational structure of the public sector were reflected in and influenced by the unchanging nature of public service culture (Caiden, 1990). In contrast, there has been a rush for reform during the past 12 years, reflected in new policies, structures, financial management frameworks and service outcomes aimed at enhancing public sector accountability, transparency and efficiency. This, however, has not been accompanied by a vision for a new public sector organizational culture, of more customer driven and business like mentality.

Despite the existence of enabling governmental policies, programmes and legislation, such as the Construction Regulations gazetted in 2003, Preferential Procurement Policy Framework Act No. 5 of 2000, Occupational Health and Safety Act No. 83 of 1993, the White Paper on the Transformation of the Public Service (WPTPS) of 1997, the Constitution of the Republic of South Africa Act No. 108 of 1996 and the Batho Pele principles, the NDPW is still perceived to be unable to improve on its service delivery record. The aim of this research was to examine the improvement of effective service delivery by the NDPW, the efficiency of government policies, legislation and programmes to address service delivery, and whether the NDPW is in actual fact rendering poor service delivery. A quantitative approach has been implemented in this research; a questionnaire was designed to acquire primary, factual and attitudinal data from NDPW employees; and the secondary data were acquired through a survey of the literature. The results revealed that the NDPW has not yet achieved service delivery improvement. This inadequacy may be attributed to employees’ poor involvement and legislation that has not yet positively impacted on the NDPW service delivery. Here the problem would appear to be a lack of training and education on service delivery. Despite existing policies, programmes and legislation, the NDPW has to date been unable to deliver its services effectively and efficiently. Apparently, their staff is not fully involved in the implementation of such service delivery. The White Paper on the Transformation of the Public Service of 1997 encourages poverty-alleviation programmes that are difficult in practice to implement.

A dissertation submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, Johannesburg, in partial fulfillment of the academic requirements for the degree of Masters in Development Theory and Policy, / The present study contributes to the subjective well-being literature by looking at how the provisioning of government service affects subjective well-being in South Africa, how this differs by various groups, and whether the relationships have changed over time, specifically between 2009 and 2016. The study aims to provide an updated analysis of how subjective well-being and government service provision are linked within the current political climate for differing groups within the South African context. This paper utilises the South African Social Attitudes Survey (SASAS) data for both the 2009 and 2016. The SASAS survey is a nationally representative survey. The dependent variable (Y), life satisfaction, is derived from the question in the SASAS data set that is phrased as “Taking all things into consideration, how satisfied are you with your life as a whole these days?”. Ordered probit regression modelling is used in the empirical analysis to explore the indicated research outcomes. The results suggest a decline in the effect that access to government services have on individuals’ life satisfaction in South Africa. In 2009, access to electricity and access to a flushed toilet were both positively and significantly related to SWB. However, in 2016, only access to piped drinking water was statistically significant with a positive effect. This effect was particularly large in 2016 for those living in formal areas and for women, suggesting that service delivery affects different groups’ SWB in different ways. The various control variables (unemployment, education, health, etc.) had the expected effects on SWB given evidence in the existing international and South African literature on this topic, providing some confidence in the specification and data reliability. / PH2020

<p>Perceptions of performance management in the South African Public Sector was characterised by high levels of unfairness owing to a bias in favour of those individuals that can write essays well. The essays would provide the evaluation team with an indication of the achievement of the individual as its relates to job performance, knowledge, insight, interpersonal relations and leadership qualities. Although the Performance Management system has changed from what was called the Performance Appraisal System to the Personnel Performance Management System that involves both supervisor and employee inputs, fairness perceptions remain unchanged. This study aimed to ascertain perceptions of fairness toward performance appraisals amongst public service raters and ratees on Level 1 to 12 who are subject to use the Personnel Performance Management System in the office of a public service organisation: National Department of Land Affairs Chief Directorate : Surveys and Mapping.</p>