PhD (African Studies) / Department of Development Studies / Protests for basic services in South Africa are a relatively new phenomenon. Noticeably, they now happen almost on a daily basis. The manner in which they manifest is at times worrisome. Under the new political dispensation after 1994, South Africa has seen an unprecedented mushrooming of protests for services. Like other provinces across the country, Mpumalanga Province was also hit by the protests for services between 2004 and 2010. Since 2008, Gert Sibande District Municipality has experienced more intensified protests for service delivery, wherein communities were mobilized and marched to various local municipalities demanding improved services by these municipalities. The study aimed to establish some of the sources of these protests, their trends and their impact with the view to propose some solutions. To achieve this goal, the study used document analysis and empirical data obtained through interviews. Firstly, the study provides a historical background and overview of the three municipalities which fall under Gert Sibande District Municipality, namely: Msukaligwa, Mkhondo and Dr. Pixley Ka Isaka Seme. It further investigates the causes of violent protests for services in these municipalities. Attention is given to various pieces of legislation that establishes Local Government in South Africa. The socio-economic conditions of the three municipalities are also examined. The key findings from the interviews that were conducted pointed out factors that gave rise to the violent protests at the three municipalities. Amongst them was that the protests were politically motivated. Some were caused by lack of resource allocation and lack of human capacity to deliver services, lack of the political will by both the political and government representatives to deliver on their mandate, as well as the criminal elements that hijacked the protests. It is the mandate of government to deliver quality services to the people uninterrupted as prescribed by the Constitution. This will minimise the ongoing protest for services in the country. / NRF

Thesis (MPAM.) -- University of Limpopo, 2019 / The purpose of this study was to investigate municipal-citizen communication channels of the Thulamela Local Municipality, and their implications on service delivery. The study adopted a mixed method, qualitative-quantitative sequential approach. Qualitative data was sourced from key-informants comprised of community leaders, Ward Committee members, and a Community Development Workers. Quantitative data was sourced from ordinary community members of Dumasi village. Semi-structured interviews and questionnaires were used as data collection tools for both the qualitative and quantitative phases. Thematic Content Analysis was used to analyse the qualitative data. Data analysis for the quantitative data was conducted using Cronbach’s Alpha, t-test and ANOVA test. The findings from both studies revealed that respondents perceived Thulamela Municipality’s communication channels to be ineffective. Community members’ reluctance to attend community meetings and lack of proper feedback were identified as the main causes. The findings further revealed that ineffectiveness of the communication channels leads to an increase in the number of community service delivery protests. Several suggestions are made resulting from the findings of this study. These include the designing and implementation of context-specific, municipal-citizen communication channels, in consultation with local communities.

Thesis (MPAM.) -- University of Limpopo, 2019 / The purpose of the study was to investigate citizens’ level of trust in service delivery in Makhado Municipality by assessing the relationship between the performance of local government and the level of trust of citizens in the Municipality. In addition, the study sought to establish whether citizens’ involvement in decision-making in local government has an effect on their level of trust; and to establish the approaches which are important to improve citizens’ trust in local government. Data was collected through a questionnaire which was administered to 100 residents of Makhado Municipality. The findings of the study revealed that the citizens of Makhado Municipality do not trust in the service delivery in the Municipality. Residents are dissatisfied with most of the services they are receiving from the Municipality. It was determined that water shortage is the biggest problem in the Municipality, and residents spend days without water which poses serious risks to their health. Housing provision is another area that residents are displeased with. There is no transparency in the allocation of RDP houses, nepotism and corruption are rife and the quality of these houses is also poor. The area of roads and storm water supply is also of concern. Roads and streets in the municipality are in a bad state with potholes everywhere. Some roads and streets that were tarred have been turned into gravel roads, gravel roads in villages are also in a bad state of disrepair because they are not consistently maintained. The findings further revealed that service delivery challenges in the Municipality are caused by a lack of consultation and leadership, as well as corruption and if these three factors are addressed, service delivery will improve and trust would be fostered amongst citizens. This study recommends that the Municipality should develop its own anti-corruption strategies; invest in research and form partnerships with tertiary institutions; improve public participation and consultation; and collaborate with other government departments. Unfortunately, the research findings cannot be generalised to other municipalities since they differ in terms of categories and responsibilities. Nonetheless, some ideologies of the recommendations can be applied to other municipalities.

Thesis (MPAM.) -- University of Limpopo, 2021 / The study investigated the effectiveness of intergovernmental relations in improving service delivery in the Thabazimbi Local Municipality. Literature argue that despite the relationship between the three spheres of government, Intergovernmental Relations (IGR) does not always promote the constitutional objectives of cooperative governance which impacts on how socio-economic rights such as the provision of adequate housing are implemented. The study was conducted under the premise of quantitative methodology. A purposive sample of 42 respondents was used representing different department/sections/subsections of the Municipality, namely; Office of the Mayor, Office of the Municipal Manager, Chief Financial Officer, Town Planning and Economic Planning, and Cooperate Office. The outcome pointed out that the majority of participants agreed that the IGR framework and other legislation governing the IGR process to enhance service delivery were not fully known and understood to them. The results of the study revealed that there are no structures or forums in place to promote and facilitate intergovernmental relations and provide for appropriate mechanisms to ensure an improved service delivery. Some of the recommendations of the study include appointment of the IGR practitioner, that the TLM should embark on community programmes to inform people on the importance of IGR in developing the Municipality.

Thesis (MBA.) -- University of Limpopo, 2021 / Local government is seriously affecting governance due to lack of leadership, management, technical skills and knowledge within government. Shortage of skills is a continuous challenge at district level and in skills development activities despite considerable expenditure on skills development. The district officials are compromised because human resource development directorates have poorly planned effective training. The Local Government Municipal Systems Act (South Africa, 2000) relating to municipalities state that staff development is important for effectiveness and efficiency in compliance with legislation and enabling the performance of functions. The above challenges have stimulated the researcher to embark on this research. The study was aimed to investigate the importance of managerial skills in the implementation of the Regional Bulk Infrastructure Grant in Mopani District Municipality, Limpopo Province.The study determined the managerial skills possessed by officials, attempted to understand how the officials in Mopani District Municipality manage the implementation of the Regional Bulk Infrastructure Grant. The study further explored training programmes that can equip municipal officials with managerial skills. Mopani District Municipality has a mandate as the local government to service communities. National Treasury funds the Regional Bulk Infrastructure Grant; usage of the grant must be accounted for, regulations and frameworks guide its implementation. An overview of Water Infrastructure development by the Deputy Director-General NWRI from the Department of Water Affairs, shows that there are 27 District including MDM that are allocated the Regional Bulk Infrastructure Grant for the new infrastructure development, refurbishment, for the ageing infrastructure to be upgraded and replaced and extensive areas across municipal boundaries to be serviced. The Department of Water Affairs report indicates that due to delays in the procurement of material, engineering new appointments and other services, projects for 2017/18 financial year in Limpopo province have been delayed to the 2018/19 financial year. The research approach that was used in this study is qualitative research because it enables the researcher to critically investigate the importance of managerial skills in the implementation of the Regional Bulk Infrastructure Grant in Mopani District Municipality, Limpopo Province. The study employed both interviews and questionnaires for data collection. The interview was done at Mopani District Municipality and Mopani Community (Beneficiary) were given semi-structured questionnaires. The findings reveal that officials in Mopani District Municipality do not possess business skills. The officials that are trained received either traditional or competencybased training and do not possess managerial skills for implementation of RBIG. The study further noted that Mopani District Municipality is no longer an implementing agent due to the challenges the district encountered. The project had challenges that made the project not being completed within a stipulated period which was 2018. The Department of Water Affairs appointed Lepelle Northern Water as RBIG implementing agents due to the above challenges. Based on the findings, the following recommendations were made to Mopani District Municipality officials: • The district Human Resource Development office must afford officials training prior to being appointed. The HRD must conduct a skills audit to be able to know which officials need skills development. • Department of Water Affairs, Lepelle Northern Water and Mopani District Municipality must forge good intergovernmental relations ensuring that end service is delivered to residents. • Mopani District Municipality must partner with the University of Limpopo, University of Venda, Tshwane University of Technology, University of South Africa and so forth for providing effective traditional training.

The Constitution, 1996 requires that the public participate in policy making and planning in local government. To ensure compliance, legislation prescribes that local government needs to establish mechanisms, processes and procedures for public participation. However, neither the Constitution, 1996 nor legislation describes what public participation is, and how it should be implemented. Moreover, different people view public participation differently. There is thus a lack of definition and implementation of public participation in the policy making and planning processes of local government. To understand what public participation means, a conceptual analysis was conducted, resulting in the delivery of a working definition of public participation. The definition conveyed indicators of public participation, namely, the public, the levels of participation, the mechanisms for participation, the scope of participation and public influence in decision-making in participation. These indicators were studied qualitatively for description in a metropolitan municipality in South Africa in a single case study using multiple methods. The methods used were a survey questionnaire, a document study and analysis and an interview questionnaire. The findings indicate that the public who participated in the policy making and planning processes in the metropolitan municipality were mainly advantaged instead of disadvantaged people. They participated at the levels of informing, consulting, implementing, and reviewing. Public participation was not attained at the levels of educating, deciding and reporting back. The study established that the municipality employed various public participation mechanisms for informing and consulting the public. The scope of public participation was found to be reasonably broad. Though evidence suggests that the public participated in decisions pertaining to budget ward allocations, no evidence could be found that the public had an influence in decision-making in participation on the whole. It was found that public officials had the influence over public participation decision-making while politicians had the final say. / Public Administration and Management / M. Admin. (Public Administration)

Thesis (MBA.) -- University of Limpopo, 2022 / Local governments have been identified as the main catalyst for service delivery provisions. However, challenges, such as capacity and lack of financial sustainability, means many municipalities struggle to meet this obligation. This study sought to evaluate the challenges the Musina Local Municipality faces in their attempt to manage their finances for financial sustainability. The study adopted a quantitative approach. A structured self-administered questionnaire was employed as a data collection tool from sampled respondents. Statistical Package for Social Sciences (SPSS) was used to analyse the gathered data. The findings of this study indicate that the main challenge confronting the Musina Local Municipality was the low revenue collection. This is mostly as a consequence of community members’ inability to pay for services due to their unaffordability. The findings reveal that the Musina Local municipality made most of its revenue income from property rates, services charged on tariffs and fines. As such, failure by customers often left it in financial distress. The municipality’s poor financial position leads to other challenges, such as inability to pay creditors, lack of financial reserves, diversion of grant funding to fund the operation deficits. The study, therefore, concludes that the municipality is not financially sustainable. The study recommends that the municipality should develop a sound billing and revenue collection structure and place more emphasis on revenue collection of monies owed to them for amenities rendered.

PhD. (Business Administration, Department of Human Resource Management, Faculty of Management Sciences), Vaal University of Technology. / Given the inevitable changes and dynamics in the nature of the global market, the recruitment, attraction, employment, motivation and retention of valuable workers has become critical for the continued success of both employees and organisations. Organisations are continuously faced with the dilemma of uncovering and understanding employment packages that are essential in attracting fitting individuals to join their establishment and remain in such organisations for a longer period of time. Similarly, people spend a substantial amount of effort and time searching for organisations and jobs that matches their qualifications and skills; fulfil their specific needs, while meeting their goals and values. This study investigated the influence employee fit dimensions (person-job fit, person-environment fit and person-organisation fit) on job satisfaction, organisational citizenship behaviour and intention to stay. These different conceptualisations of fit have typically been studied independently, but this study responded to calls that proposed for a study that incorporated multiple types of employee fit dimensions in a single study. When deliberating on the different fit concepts, some empirical evidence confirmed the existing conceptual distinctions between the three types of fit such as person-job fit, person-environment fit, and person-organisation fit and how each fit dimension positively or negatively influences job satisfaction and the extent to which job satisfaction influences organisational citizenship behaviour. Furthermore, the study examined the influence of organisational citizenship dimension on intention to stay. This study is embedded in a post-positivist quantitative research paradigm. The positivism paradigm was adopted as its underlying philosophy is grounded on cause-effect relationships amongst constructs within a given theoretical model. Since the study was descriptive in nature, the reliability and validity of data was analysed and correlation analysis and regression analysis were also computed. The exploratory factor analysis was performed using the Kaiser-Meyer-Olkin test and the Bartlett’s test of sphericity in order to examine the appropriateness of data for factor analysis and to establish the interrelationship amongst constructs. Preceding the main study’s data collection process, a pilot survey was undertaken to examine the correctness and accuracy of the questionnaire. The data collected were examined with the use of the Statistical Package for the Social Sciences (SPSS) 25.0. The KMO values of all the constructs were above 0.80 which is well within the acceptable value of 0.50. Normality tests were performed using the skewness and kurtosis values and the standard deviation values ranged from 0.65311 to 1.05471 indicating that data was normally distributed. To confirm the consistency of the measuring instrument and its items, reliability tests were carried out and the results indicated that all the constructs were within range (0.786 to 0.891), having surpassed the threshold for reliability of 0.70. The results of the consistency of measures demonstrated that the measuring instrument was reliable. The correlation analysis revealed that there is a strong relationship between person-job fit, person-environment fit, person-organisation fit and job satisfaction. The results further disclosed a moderate association between job satisfaction with altruism, courtesy and civic virtue. A negative relationship is reported between job satisfactions and sportsmanship. A weak but positive relationship is shown between job satisfaction and conscientiousness. The results further indicate a moderate relationship between altruism, conscientiousness and intention to stay. The relationship between courtesy, sportsmanship and intention to stay is reportedly weak. The results indicate that a positive relationship exists between civic virtue and intention to stay. Regression analysis was also performed in order to establish the predictive relationships between variables. The regression analysis results indicate that person-job fit, person-environment fit and person-organisation fit are positive predictors of job satisfaction. Further, altruism, courtesy, civic virtue and conscientiousness contributed positively towards predicting job satisfaction. The results further reveal that sportsmanship showed no relationship with job satisfaction and weak predictor of job satisfaction. The results of the regression analysis further revealed that altruism, courtesy, civic virtue and conscientiousness showed no predictive relationship with intention to stay. However, sportsmanship showed strong predictive relationship towards intention to stay. The study proposes both the theoretical and practical contributions to the organisational behaviour and human resource management literature in the form of recommendations. Limitations and implications for further research is alluded to. The outcome of this study advanced a framework of the influence of employee fit dimensions on job satisfaction, organisational citizenship behaviour and intention to stay which may possibly benefit future researchers.

Thesis (MPAM.) -- University of Limpopo, 2022 / The study sought to assess the effectiveness of Integrated Development Planning as a tool to promote community participation in Fetakgomo Tubatse Municipality, Limpopo Province. A qualitative approach was used for data collection from a sample size of 20 municipal officials. An interview schedule was the chosen research instrument. Data was analyzed through thematic analysis. Measures were taken to ensure that the study results were credible, transferable, dependable, and confirmable. The study findings revealed that the effectiveness of the IDP as a tool for enhancing community participation was being hampered by loss of confidence in the IDP by the community; the COVID-19 pandemic; poor participation and lack of leadership commitment. In addition to the fact that community participation within the municipality was affected by challenges such as low literacy levels in the community the municipality also failed to deliver on past promises and logistical challenges. It was recommended that the municipality put plans into action to regain public confidence; introduce ward-level participation; use social media to reach wider audience and form an oversight committee to oversee the municipality’s financial accountability issues.

Thesis (Ph.D. (Public Administration)) -- University of Limpopo, 2022 / The New Public Management (NPM) movement brought about by the changes that occurred after the first democratic elections in South Africa in 1994. The changes impact on how the three spheres of government; that is, National, Provincial and Local ought to operate when rendering services to the public. These imperatives inspired this research project. Furthermore, quality service is expected to meet acceptable service standards as promulgated in the Act of Parliament. One of them being the Batho Pele White Paper (White Paper on the Transformation of the Public Service, 1997). Public Administration is governed by principles and values as enshrined in Chapter 10 of the Constitution, Section 195(1). These legislations and related regulations bring competitive public value approach in the running of local municipalities. Locals municipalities are considered drivers of service delivery in the local government sphere, one may call it the engine or heart of Public Administration. This study, therefore, seeks to highlight leadership challenges in South African municipalities from an organisational culture and leadership perspective, with the City of Tshwane Metropolitan Municipality as a research site. This study is guided by the following research questions: Why is service delivery remaining a challenge amidst the existence of regulatory and institutional frameworks in South African municipalities? How can leadership be used to influence change in the municipalities? In South Africa, the local government has undergone numerous reforms, yet elements of bureaucracy are still highly prevalent. Bureaucratic structures like municipalities require leaders and employees with specific behaviours in a particular manner and according to a specific rule. Bureaucracy by its nature limits leaders from being flexible in making decisions that are suitable to address specific issues in different situations while at the same time being compliant with the legislation that governs them. Municipalities are then faced with a challenge of not having flexible and innovative leadership that is willing to boldly take calculated risks to address the challenges of service delivery within the legal framework. This leadership challenge makes it difficult to embed culture change in the public sector. This study posits that there is a need for a culture change to outgrow the outdated bureaucracies in an effort to allow for flexibility, innovation in leadership to ease the tension between these bureaucracies and have the desire to provide quality service while being compliant with the legislation. This research argues that organisational culture is tied to leadership traits when attempting to address service delivery challenges in South African municipalities. A responsive and accountable culture should model the values and principles of the Constitution without fear or favour, and make realistic cost-effective and visible change that will address the imbalances of apartheid municipal system of government. This research has it that leadership influences culture and supports and operationalises it. As much as it acknowledges other theories of leadership in the context of the current diverse challenges that municipalities confront, this study perceives that the contingency theory stands out. The contingency theory allows innovation and flexibility for different situations. It is not rigid and allows for the internal and external adaptation of culture that is effective and suitable for different situations. One size does not fit all in the application of the contingency theory leadership approach. Municipalities and organisations need leadership that is open to change, encourage and support innovation for its competitiveness and survival. For the success of culture change, leaders of organisations need to change their leadership practices, behaviour, decision making, communicate, and create a conducive environment for new ideas, constructive criticism, responsive and accountable. Kanyane (2014:89) reminds us that “the need to improve performance was underpinned by the State’s acceptance of the municipal service delivery challenges that to access descent municipal services was no longer a privilege to be enjoyed by a few.” Leaders are agents and catalyst of change. As Schein,2004: 20 puts it, “Leadership and change are two sides of a coin, the one cannot exist without the other.” Further, leaders must walk the talk if they want to lead. Should they fail to manage the sub-cultures in the organisations they lead, those sub-cultures will end up managing the overall organisational culture. Municipalities and organisations need leaders who are keen to introduce effective culture change that is results-oriented. The stability of effective culture change comes through feedback from the environment and not from the leader because the recipient of service shall have experienced it (Kuppler & Schein, 2016 / National Institute for the Humanities and Social Sciences (NIHSS) and South African Humanities Deans’ Association (SAHUDA)