Management is a process requiring both an art and a skill in order to be effective in service rendering. In order for managers to be efficient and effective then in their managerial practices, there is a need for a formal management training programme by the organization. On the basis of this, the researcher has selected her subject of study to stress the importance of the development of a management training programme amongst staff officers and area managers within the SANDF Social Work Directorate. The study was conducted amongst staff officers and area managers within the SANDF Social Work Directorate consisting of men and women whose ages varies between thirty and fifty years. The researcher's motivation for choice of subject emanates from the observed difficulties experienced by some of the staff officers and area managers in the performance of some of the managerial tasks assigned to them such as the drawing of a budget. This resulted in the development of interest by the researcher in determining the need for a management training programme amongst staff officers and area managers within the SANDF Social Work Directorate. Literature review regarding the topic of management, needs assessment, management training and management training programme was done. The researcher consulted various sources to obtain the literature. Management functions and the different managerial approaches were explored. Needs assessment with the main focus on various levels of analysis, management training with specific reference to knowledge, skills and attitude, and the management training programme were looked into. A needs assessment for a management training programme questionnaire was administered amongst staff officers and area managers within the SANDF Social Work Directorate. According to the researcher, the findings indicate a definite need for a management training programme amongst staff officers and area managers within the SANDF Social Work Directorate. Through this management training programme, service rendering within the SANDF Social Work Directorate will definitely be enhanced. / Dissertation (MA)--University of Pretoria, 2013. / Social Work and Criminology / unrestricted

The overarching purpose of this collected papers dissertation was to examine the experience of being a gay officer in the masculinized industry of law enforcement (LE). In general, in LE careers, gay men are less accepted, perceived as less capable and less masculine, and typecast or pigeonholed into certain roles. Yet, research on the lived experiences of gay male law enforcement officers (LEOs) is scant. This dissertation unfolded across three studies and four collected papers. Study #1, a structured literature review of masculinized industries, supported a forward-looking understanding of what makes an industry masculinized, namely that these industries perpetuate implicit division between heterosexual and gay officers as a form of symbolic privilege and homo-resistance. Study #2, an explanatory and instrumental case study of gay former police officer Mike Verdugo, elucidated the possibility that LE, as a masculinized industry, may inhibit the experiences of gay LEOs by placing a greater value on the perspectives and opinions of heterosexual officers than on those of gay LEOs. Study #3.1, a phenomenology utilizing inductive analysis, articulated five tacit rules of engagement that 12 gay LEOs perceived and followed as a part of a survival consciousness developed to enable them to cope with LE as a heterosexual context that dictates dissimilar experiences across the domains of gender and sexual orientation. Study #3.2, a phenomenology utilizing deductive analysis, was based on Derlega and Grzelak’s (1979) five functions of self-disclosure (expression, self-clarification, social validation, relationship development, and social control). Study #3.2 shed light on some important aspects of the disclosure experiences of the 12 gay LEO participants, among these aspects that coming out is not always an option and that heteronormativity and microagressions limit control over disclosure processes and decisions. Overall, the insights from the data reported across all four collected papers provide clues for human resource and other professionals employed in law enforcement, who wish to be inclusive of gay officers but are not sure how to be so. The studies each provide hints that further understandings of how gay LEOs experience work as frequent exceptions to male privilege and gendered rules on the job.

Thesis "Procedural and financial aspects of human resources management in public administration, evaluation for selected cities", it focuses on personnel management activities in public administration. The thesis based on general procedures which are generally aplied to the private sector, it builds on the personnel management practices that are specially adapted to legislation for public administration and describes their practical application in the city of Nymburk and in the city of discrict Prague 7. Finally the present thesis assessts the above mentioned human resources management practices in public administration and formulates proposals for improvement.

Orientation: The available literature has revealed a polarised picture regarding the effects of race on CEO remuneration. This division centres on whether race is a beneficial factor or not with regard to the level and sensitivity of remuneration received. Introducing South Africa’s affirmative labour policies and the growing societal calls to better explain executive remuneration creates the unique opportunity to examine the effects of race on CEO pay. Research purpose: The purpose of the research centred on two important themes. Firstly the research sought to investigate the effects of race on the sensitivity of executive pay to corporate performance. Secondly the effects of race on the level and structure of executive pay was probed. Motivation for the study: The primary motivation of the study centred on determining whether race is has an affect, if any, on the remuneration paid to CEOs in South Africa. This will assist in understanding whether the affirmative polices implemented in South Africa have made any impact in the top level of executive remuneration. Research design: The study was designed to be quantitative, descriptive and longitudinal in nature utilising valid secondary data sources. The BFA Macgregor online financial database was selected as the most appropriate source of both corporate performance information and directors’ remuneration. Nineteen black CEOs were identified along with a random sample of 45 white CEOs. Following the data been analysed for reliability and validity it was then subject to primary and secondary statistical tests to determine significance and correlation strength. Main findings/results: All components of South African CEO remuneration studied were found to strongly correlate to PAT and EBITDA and to a lesser degree ROE and HEPS. ROE and HEPS have shown correlation strength growth in recent years. This collection of measures reflects a balanced basket of accounting-­‐based and non-­‐ accounting based measures. Black and white CEO mean remuneration when compared was found to have no significant difference due to race. A notable difference found was the higher degree of pay-­‐performance sensitivity and variability seen within the black CEO sample. Practical/Managerial implications: King III compels boards and remuneration committees to ensure remuneration of directors is fair and reasonable, sensitive to performance and aligned with the strategy of the organisation. Ensuring realistic pay-­‐ performance sensitivities are not just a corporate governance requirement but also help alleviate principle-­‐agent issues while correctly incentivising the CEO. Boards looking to appoint black or minority CEOs should continue to remunerate in a equitable and fair manner and be aware of such mental biases such as the “inverse Matthew effect” and other social out-­‐group biases especially when evaluating performance. Contribution: The study showed that race doesn’t affect the level of CEO remuneration but does impact on the pay-­‐performance sensitivity and the variability. The difference in sensitivity and variability could indicate the presence of mental biases such as the “inverse Matthew effect” and other social out-­‐group biases when evaluating performance. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

abstract: Discretion is central to policing. The way officers use their discretion is influenced by situational, officer, and neighborhood-level factors. Concerns that discretion could be used differentially across neighborhoods have resulted in calls for increased police transparency and accountability. Body-worn cameras (BWCs) have been promoted to further these goals through increasing oversight of police-citizen encounters. The implication is that BWCs will increase officer self-awareness and result in more equitable outcomes. Prior researchers have largely evaluated the direct impact of BWCs. Researchers have yet to examine the potential for BWCs to moderate the influence of neighborhood context in individual incidents. To address this gap, I use Phoenix Police Department data collected as part of a three-year randomized-controlled trial of BWCs to examine variation in police discretion. These data include over 1.5 million police-citizen contacts nested within 826 officers and 388 neighborhoods. I examine two research questions. First, how do proactivity, arrests, and use of force vary depending on situational, officer, and neighborhood contexts? This provides a baseline for my next research question. Second, examining the same contexts and outcomes, do BWCs moderate the influence of neighborhood factors on police behavior? As such, I examine the untested, though heavily promoted, argument that BWCs will reduce the influence of extralegal factors on officer behavior. Using cross-classified logistic regression models, I found that situational, officer, and neighborhood factors all influenced proactivity, arrest, and use of force. BWCs were associated with a lower likelihood of proactivity, but an increased likelihood of arrest and use of force. Officers were more proactive and were more likely to conduct arrests in immigrant and Hispanic neighborhoods. The moderating effects suggest that officers were even more likely to proactively initiate contacts and conduct arrests in immigrant and Hispanic neighborhoods when BWCs were activated. However, after BWCs were deployed, use of force was significantly less likely to occur in black neighborhoods. Given that high-profile police use of force incidents involving black suspects are often cited as a major impetus for the adoption of BWCs in American police agencies, this finding is a key contribution to the literature. / Dissertation/Thesis / Doctoral Dissertation Criminology and Criminal Justice 2020

The purpose of the study was to explore probation officers approach professionally and privately to clients who are convicted or suspected of crime. We wanted to highlight the emotional strain that the professional role can create. We used a qualitative research approach in which the data collection method consisted of semi-structured interviews with six probation officers. The result showed that within the occupation there was a two-part view of whether there was difficulties to remain neutral toward clients who have committed more severe types of crime. The result showed that there were probation officers whose private values were too strong. There was some challenges in keeping distance between the professional and the private role when a closeness to the client was created. However, the closeness was considered a fundamental part to create a supportive relationship in order to achieve successful rehabilitation, which in some ways showed to be complicated. / Syftet med studien var att undersöka yrkesgruppen frivårdsinspektörer och dess förhållningssätt både professionellt och privat gentemot de klienter som är dömda eller misstänkta för brott. Vidare ville vi belysa den emotionella belastningen som yrkesrollen skapar och hur denna hanteras. För att beskriva detta använde vi oss av en kvalitativ forskningsansats där datainsamlingsmetoden bestod av semistrukturerade intervjuer med sex stycken frivårdsinspektörer. Resultatet visade att det inom yrkesgruppen fanns en tvådelad syn gällande svårigheten att förhålla sig neutralt gentemot klienter som utfört svårare typer av brott. Detta då det framkom att det inom verksamheten fanns frivårdsinspektörer vars privata värderingar var för starka. Vidare visade resultatet en viss utmaning gällande att hålla distans mellan yrkesrollen och den privata då det skapades en närhet till klienten. Närheten ansågs dock grundläggande för att skapa en bärande relation i syfte att nå ett lyckat rehabiliteringsarbete, något som resulterade i ett komplext förhållningssätt.

The Swedish Army has seen many changes over the last thirty years and the role of the officer has had to adapt accordingly. Previously, officers at the Skaraborg Regiment began their careers as instructors of conscripted soldiers. As they progressed, they would typically become staff officers. In their formative years, their duties were centred on life in both the field and in the barracks with day-to-day contact with soldiers and other officers. At this level, an officer’s role would be to prepare and train conscripted soldiers for “the demands of war” based on the military logic. If this stage in the officer’s career went well, they would then progress towards administration and management. Taking the place of the barracks and the field, the workplace became headquarters and offices. There would be less contact with conscripted soldiers but instead there would be more interaction with fellow staff officers and civil servants - along with a greater emphasis on the understanding of law, regulations and rules. This part of the officer’s career was based on the civil service logic.    Today, the officer is a manager and employer of both professional soldiers and other officers. It is necessary for them to assume these roles early on in their career. This means that during their formative years they must be ready for changes between training for combat and working in an office; between leading units and following regulations. The officer of today is forced to live in two institutional logics that are totally disparate. Successful platoon and company commanders of today’s army must be fluid between the military logic and the civil service logic: as seamlessly as swapping weapons for pens.    In their daily lives, the military logic and the civil service logic are coupled. The platoon and company commanders of today live in the two institutional logics on a day-to-day basis. But there are conflicts of interest between the two that need to be addressed. The platoon and company commanders of today haven’t the time to work as much in the military logic as they have been able to in the past because the civil service logic takes up much of their time. It’s a little like the police often complaining that they are unable to get out on the beat as they are too busy filling out paperwork.   In order to meet a changed threat to national security, the Swedish Armed Forces wishes to increase the numbers of army brigades and recreate an army division. In order to staff this larger organisation, with its larger need of officers at brigade and division level, the requirement of the Swedish Armed Forces is to accelerate officers’ careers in order to meet demand. This is all well and good, but the challenge for platoon and company commanders still remains that it is essential that they gain enough experience and knowledge in order to become good enough leaders. Their skills must be good enough to lead and train platoons and companies thoroughly, whilst at the same time prepare themselves for battalion, brigade and divisional levels.   The purpose of this study is to increase the understanding of platoon and company how the clash of logics impacts the platoon and company commanders at the Skaraborg Regiment. The study is concluded by suggestions to the Swedish Armed Forces and to the Skaraborg Regiment to meet the growing challenges of the platoon and company commanders.

Stock options increasingly feature as part of CEO compensation, and there is evidence that CEOs of South African listed target companies engage in the practice of awarding themselves more options prior to takeover. This finding is consistent with CEO behaviour of foreign companies as explained by literature. After the recent financial crisis of 2008, there is a greater likelihood that financially stable companies might consider acquiring struggling companies with attractive potential future earnings. By gaining insight into the practices of stock option grants to CEOs, acquiring companies can ensure fair practice as well as not paying an undue premium for a target company. This study was conducted using a sample of 39 Johannesburg stock exchange (JSE) listed target companies, which were acquired during the period 2005- 2009. The focus was on the number of options awarded prior to the announcement date of the takeover in relation to subsequent options awarded. A median test, together with a Chi-squared test was used to evaluate the independence of option grants prior to acquisition and the actual acquisition transaction. Strong evidence was found that these two activities are not independent. Copyright / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Earlier research has claimed that the British officer corps did not go through professionalization until the emergence of institutionalized education for military officers in the 19th century. This study argues that British officers in service of the East India Company in India showed signs of professionalization before 1800, contrary to earlier claims. The theoretical framework is composed in many respects by opposite roles of the officer, representing the pre-paradigm ideal of “the fighting man” and the post-paradigm role of the professional and bureaucrat. By processing letters, official documents and accounts on armed conflicts in India using digital methods, verbs performed by military officers have been extracted, categorized and analysed to find patterns in their actions. From these patterns conclusions have been drawn about the different roles of the officer, and how they relate to officers as fighting men as well as professionals. The results show that officers had roles regarding movement, employment, subordination, independence, non-military roles regarding military law and diplomacy, being gentlemen, advancement, skill and showed significant indications of the a priori roles of fighting men, bureaucrats and professionals.

For an organization to become successful, creating an attractive environment with an atmosphere that both encourages, as well as motivates its employees, is vital. Furthermore, when wanting the employees to reach their optimal performance, good leadership is crucial. A leader’s visions and goals should be communicated to the employees to obtain maximized results within the organization. The research focuses on the motivation within the Swedish Police Department and its existing leadership. This paper aims to analyse and investigate the main motivational tools that are used by the Police Chiefs within the Swedish Police Department for motivating their subordinates. There will also be an investigation of whether the tools used correspond to the officers’ underlying motivation factors.In this paper, three different divisions of the Swedish Police Department were investigated: Field Operations, Criminal Investigations, and Crime Preventions. The reason for using different departments in this study was primarily to better reflect the Swedish Police Department. To answer the research question, a qualitative research method was used along with a data-collection consisting of interviews with a total of twelve respondents. The results showed that the used leadership tools do not fully correspond to police officers' motivation factors.