Thesis (M.Dev.) -- University of Limpopo, 2017 / The study focused on the participation of public schools in LED. Public schools are viewed as the corner-stone of community development. They are institutions which are based within the community to cater for their needs. The South African School Act 84 of 1996 section 36, subsection (1) authorizes a governing body of public schools to take all reasonable measures within its means to supplement the resources supplied by the state in order to improve the quality of education provided by the school to all learners at the school. The purpose of this study was to explore the feasibility of using school assets as a means to access the untapped potential of public schools to serve as basis of LED. The objective of the study was to determine activities that public schools can engage in to enhance LED opportunities. Quantitative, qualitative and explorative researches were used.

This dissertation examines the changing perceptions which black history educators and learners have held toward secondary school history education from 1948 to 2008. The province of Mpumalanga is focused upon, although the perceptions held about history education by black secondary school educators and learners within the wider historical context of South Africa is also examined. It is argued that while the history education offered to black learners in South Africa secondary schools during the apartheid era was unpopular largely due to its pro-government subject matter, post-apartheid secondary school education is in danger of becoming increasingly marginalized within the school curriculum as it cannot successfully compete with a modern, technological and materialistically orientated society. / History / M.A. (History)

Teachers leaving the profession is an ongoing problem; fewer teachers enter the profession each year and the number of teachers leaving the profession has increased. Many teachers listed job satisfaction as a reason for leaving the education profession, whilst citing the lack of mentoring as a cause of job dissatisfaction. Mentoring is known as the planned paring of a more experienced person with a lesser individual to help with the professional development of that individual and reduce teacher turnover. The aim of the study is to explore the impact of an effective mentoring programme at primary schools by developing and implementing such a mentoring programme to support and improve job satisfaction among beginner teachers in the province of Mpumalanga entering the profession for the first time. The following quantitative techniques were used during this study: document analysis and Likert-scale questionnaires, completed by 1 000 male and female teachers (principals, deputy principals, heads of departments, teachers and student teachers) from different races and cultures (20 teachers per school) from 50 randomly selected rural primary schools, private primary schools and Quintile 4 and 5 primary schools in the province of Mpumalanga. The analysis of data enabled me to identify a series of factors that were utilised to develop a mentoring programme that school management can implement in their schools to help beginner teachers to cope in their new work environment in order to improve job satisfaction and improve teacher retention. The factors identified include: aspects of job satisfaction that support leaners in achieving their goals; aspects of school management; the contribution of mentoring programme on the job satisfaction of beginner teachers; the responsibility of a mentor in developing a mentoring programme; the responsibility of a mentee in developing a mentoring programme; the responsibility of schools in developing a mentoring programme and characteristics that should be demonstrated by a mentor. From the data gathered, a mentoring programme was developed, namely the Hugo mentoring model. This model outlined the roles and responsibilities of mentors, mentees and school management throughout the mentoring process. The model also provided steps that should be taken into consideration when organising meetings between mentors and mentees. / Educational Studies / D. Ed.

This dissertation examines the changing perceptions which black history educators and learners have held toward secondary school history education from 1948 to 2008. The province of Mpumalanga is focused upon, although the perceptions held about history education by black secondary school educators and learners within the wider historical context of South Africa is also examined. It is argued that while the history education offered to black learners in South Africa secondary schools during the apartheid era was unpopular largely due to its pro-government subject matter, post-apartheid secondary school education is in danger of becoming increasingly marginalized within the school curriculum as it cannot successfully compete with a modern, technological and materialistically orientated society. / History / M.A. (History)

The study analysed the management constraints in the distribution of qualified mathematics and science teachers in a post-1994 education system of South Africa. The study was qualitative and 14 participants were purposively sampled and semi-structured interviews were used to collect data from the identified participants. The interview transcripts were constantly compared and analysed and the data was classified into three main categories of management constraints and patterns: beliefs, experiences on management constraints and strategies for the elimination of management constraints. Turning vision into practice (TVP) framework was used to explain the relationship between its seven pillars of managing teacher recruitment and the links in the development, adoption, implementation, monitoring and evaluation of a teacher deployment system, focusing on mathematics and science. Findings of this study suggest that the current hybrid post establishment model is generic and focuses more on cost curtailment than on the supply of qualified mathematics and science teachers. The shortcomings of the model are exacerbated by the transgressions of the Employment of Educators Act. Contrary to the Employment of Educators Act, entry-level vacancies are not advertised in the province. In addition, the appointment and service conditions of qualified teachers are differential. While teachers from government bursary schemes are appointed immediately on permanent status and without probation, other qualified and long-serving mathematics and science teachers remain on temporary status for almost two years and without fringe benefits. The differential treatment leads to job insecurity and facilitates the exit of these qualified mathematics and science teachers from the profession. Moreover, schools horde and use qualified mathematics and science teachers in subjects they are not qualified to teach. It is recommended that through the suggested TVP framework, the current teacher recruitment and deployment strategies be revisited regularly to ensure effectiveness of teacher usage in mathematics and science. It is further recommended that school principals and other educational leaders should be provided with personnel management skills to ensure maximum effective recruitment and deployment of qualified mathematics and science teachers, particularly to the impoverished schools. / Educational Management and Leadership / D. Ed. (Education Management)

The purpose of the research was to determine the underlying contributory factors in an obstetric unit at the district hospital in Mpumalanga province, South Africa, regarding neonatal deaths and to propose strategies for midwifery practice. Quantitative, nonexperimental, descriptive, exploratory and retrospective (ex-post facto) design was used to explore and describe the factors contributing to neonatal deaths. Data collection was done using an audit tool. The conclusions drawn from this study supported the assumptions that there are factors related to antenatal, intrapartum, postnatal and neonatal care that contribute to neonatal deaths, thus emphasizing the urgency of improving the care of pregnant mothers and their babies through effective implementation of programmes and protocols / Health Studies / M.A. (Health Studies)

Thesis (MPA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Aim: To investigate whether Mpumalanga Province's representation in the NCOP can be improved. Problem: The Mpumalanga Provincial Legislature is not performing as expected in the NCOP. The views of Mpumalanga Province are not articulated well in the NCOP. This may be as a result of a lack of research capacity within the Provincial Legislature. The available researchers are not experienced in the political and policy environment. The NCOP meeting cycle or timetable also does not allow enough time for the provinces to adequately prepare for pieces of legislation. There is further little or no interaction between the chairpersons of the Provincial Portfolio Committees and their counterparts in the NCOP. There is poor coordination, planning and communication within the provincial legislature. The Mpumalanga NCOP Liaison Office in Cape Town is not adding value to the information flow from Parliament to the Mpumalanga Provincial Legislature. It is acting as a post box by passing information on without any further research and analysis. The research question is: How to improve the effectiveness of the Mpumalanga representation in the National Council of Provinces? Hypothesis: The role of the Mpumalanga NCOP Liaison Office in Parliament needs to be redefined, and the research capacity of the Mpumalanga Provincial Legislature needs to be enhanced, in order to increase the effectiveness of the representation of Mpumalanga Province in the NCOP. Methodology: The following methods were used in this study; • Face to face interviews with the Chairperson of the NCOP, Ms N Pandor. • A structured questionnaire was sent to the Chief Whip of the NCOP, Mr. E Surty and selected members from the Mpumalanga Provincial Legislature. • Participant observation was used, as the researcher was, at the time of this study, an employee of the Mpumalanga Provincial Legislature stationed at the NCOP. • A literature study was also undertaken. Scope: The study concentrated on the Mpumalanga Provincial Legislature while lessons were drawn from other provinces. There is no universally agreed upon criterion to judge what constitutes organizational effectiveness. Evidence from the literature revealed that in order to improve organizational effectiveness, the Goal Attainment, Systems and Strategic Constituencies Approaches to organizational effectiveness need to be combined. These approaches are not mutually exclusive. The focus of the Goal Attainment Approach is mainly on ends while the Systems Approach concentrates on means to achieve the ends. The Strategic Constituencies Approach seeks to appease those stakeholders, in the environment, with potential to threaten organizational stability. Major Findings: Observation, personal experience and the responses from the informants tended to confirm the hypothesis. This study revealed that the researchers of the Mpumalanga Provincial Legislature were not empowered to deal with legislative matters. Major ConclusionslRecommendations: The most important recommendations are; .:. That Parliament should introduce legislation that will enable Provincial Legislatures to confer authority on their delegations to cast votes uniformly on their behalf in the NCOP . •:. That the brief of the provincial research unit be clearly specified. That a research agenda for each session of Parliament be set. .:. That the role of Regis House staff be expanded to include research, administration and liaison work. .:. That all researchers and senior staff of the organization be re-briefed on the functioning of the Provincial Legislature . •:. That comparative research be conducted on KwaZulu Natal and Western Cape who seemed to produce the best results. / AFRIKAANSE OPSOMMING: Doelwit: Om ondersoek in te stel of die Mpumalanga Provinsie se verteenwoordiging op die Raad van Provinsies verbeter kan word. Probleem: Die Mpumalanga Wetgewer presteer nie na verwagting in die Nasionale Raad van Provinsies (NRVP) nie. Die sieninge van die Mpumalanga Provinsie word nie goed weergegee in die NRVP nie. Dit mag wees as gevolg van 'n gebrek aan navorsingskapasiteit in die Provinsiale Wetgewer (PW). Die beskikbare navorsers het nie ondervinding in die politieke en beleidsomgewing nie. Die NRVP siklus of tydskedule gee nie genoeg tyd aan provinsies om behoorlik vir wetgewing voor te berei nie. Daar is min of geen interaksie tussen die voorsitters van die Provinsiale Portefeulje Komitees en hul kollegas in die NRVP nie. Daar is ook swak koordinasie, beplanning en kommunikasie in die Provinsiale Wetgewer. Die Mpumalanga NRVP se skakelkantoor in Kaapstad voeg geen waarde toe tot die vloei van inligting van die Parlement na die Mpumalanga Provinsiale Wetgewer nie. Tans dien dit net as 'n posbus, wat inligting deurgee sonder verdere navorsing en analise. Die navorsingsvraag is, hoe kan die verteenwoordiging van die Mpumalanga Provinsie in die NRVP verbeter word? Hipotese: Die rol van die Mpumalanga skakelkantoor in die Parlement moet herdefinieer word en die navorsingskapasiteit van die Provinsiale Wetgewer moet versterk word, om die effektiwiteit van die verteenwoordiging van die Mpumalanga provinsie te verbeter in die NRVP. Metodologie: Die volgende metodes is gebruik in hierdie studie: • Persoonlike onderhoude met die Voorsitter van die NRVP, Me N Pandor. • 'n Gestruktureerde vraelys is gestuur na die Hoofsweep van die NRVP, Mnr E Surty en die teikengroep lede van die Mpumalanga Provinsiale Wetgewer. • Deelnemende waarneming is gebruik, omdat die navorser tydens die studie 'n werknemer van die Mpumalanga Provinsiale Wetgewer was, gestasioneer by die NRVP. • 'n Literatuurstudie is ook onderneem. Omvang: Die studie het gekonsentreer op die Mpumalanga Provinsiale Wetgewer, terwyl lesse geleer is vanaf ander provinsies. Daar is geen universeel ooreengekome kriteria waarop organisasies se effektiwiteit beoordeel kan word nie. Die geraadpleegde literatuur bevestig die hipotese. Die skrywers se gevolgtrekkings toon aan dat die volgende benaderinge tot organisatoriese effektiwiteit gekombineer moet word om 'n organisasie se effektiwiteit te verbeter: die doelwitbereikingsbenadering; sisteem en strategiese kiesafdelingsbenadering. Hierdie benaderings is nie onderling uitsluitend nie. Die fokus van doelwitbereikingsbenadering is hoofsaaklik op resultate terwyl die sisteembenadering konsentreer op maniere om die gevolge te bereik. Die strategiese kiesafdelingsbenadering probeer al die rolspelers met die potensiaal om organisatoriese stabiliteit te bedreig, bevredig,. Hoof Bevindinge: Waarneming, persoonlike ervaring en terugvoering vanaf die respondente het die hipotese deurgaans bevestig. Die studie het getoon dat die navorsers van die Mpumalanga Provinsiale Wetgewer nie wetgewende sake behoorlik kan hanteer nie. Belangrikste Gevolgtrekkings/Aanbevelings: Dit sluit in: ~ Die Parlement moet wetgewing voorlê wat die Provinsiale Wetgewers sal toelaat om hul afgevaardigdes te magtig om hul stemme eenvormig te kan uitbring in die NRVP namens daardie wetgewers. ~ Dat die opdrag van die provinsiale navorsingseenheid duidelik uitgespel word ~ Dat 'n navorsingsagenda bepaal word vir elke sessie van die Parlement ~ Dat die rol van Regis House personeel uitgebrei word om navorsing, administrasie en skakelwerk in te sluit ~ Dat alle navorsers en senior personeel van die organisasie geherorienteer word rakende die werksaamhede van die Provinsiale Wetgewer ~ Dat vergelykende navorsing gedoen word oor KwaZulu Natal en Wes Kaap wat die beste resultate lewer.

Thesis (M. Dev.) -- University of Limpopo, 2015 / Although a number of studies have recognised the relationship between human resource development (HRD) and organisational performance, the mechanisms through which HRD leads to school performance remain still unexplored. The purpose of this study is to clarify the significance of human resource development and its effect on school performance in the White Hazy Circuit, in Mpumalanga Province. HRD plays a critical role in directing school programmes and the realisation of the set goals. Educators and the management of the schools are the engines in the operation of the school. Alignment of the individual goals to the school goal creates a comprehensive working environment. The purpose of HRD is to build a capacitated workforce that will enhance school performance. Performance management does not entail one activity only, it is part of the employee development life cycle. The results of the survey indicate that performance management and the development processes should not be underestimated. School managers should ensure that goals are clearly communicated. Thus, this study does not only support that HRD has a positive influence on school performance but also explains the mechanisms through which HRD improves school performance.

The study analysed the management constraints in the distribution of qualified mathematics and science teachers in a post-1994 education system of South Africa. The study was qualitative and 14 participants were purposively sampled and semi-structured interviews were used to collect data from the identified participants. The interview transcripts were constantly compared and analysed and the data was classified into three main categories of management constraints and patterns: beliefs, experiences on management constraints and strategies for the elimination of management constraints. Turning vision into practice (TVP) framework was used to explain the relationship between its seven pillars of managing teacher recruitment and the links in the development, adoption, implementation, monitoring and evaluation of a teacher deployment system, focusing on mathematics and science. Findings of this study suggest that the current hybrid post establishment model is generic and focuses more on cost curtailment than on the supply of qualified mathematics and science teachers. The shortcomings of the model are exacerbated by the transgressions of the Employment of Educators Act. Contrary to the Employment of Educators Act, entry-level vacancies are not advertised in the province. In addition, the appointment and service conditions of qualified teachers are differential. While teachers from government bursary schemes are appointed immediately on permanent status and without probation, other qualified and long-serving mathematics and science teachers remain on temporary status for almost two years and without fringe benefits. The differential treatment leads to job insecurity and facilitates the exit of these qualified mathematics and science teachers from the profession. Moreover, schools horde and use qualified mathematics and science teachers in subjects they are not qualified to teach. It is recommended that through the suggested TVP framework, the current teacher recruitment and deployment strategies be revisited regularly to ensure effectiveness of teacher usage in mathematics and science. It is further recommended that school principals and other educational leaders should be provided with personnel management skills to ensure maximum effective recruitment and deployment of qualified mathematics and science teachers, particularly to the impoverished schools. / Educational Leadership and Management / D. Ed. (Education Management)

No abstract available. / Thesis (M.Sc.)-University of Natal, Durban, 1993.