Thesis (MPA)--University of Stellenbosch, 2006. / ENGLISH ABSTRACT: Thc purpose of this research was to design a model for the delegation of roles and responsibilities within a performance management system (PMS) that will assist Oudtshoom Municipality in the implementation ofPMS. The motivation for the study was the fact that performance management is a relatively new legislative requirement for local government in South Africa. Local government authorities are currently experiencing many problems in the delivering of services to their respective communities, and this makes performance management a contemporary issue. The objectives of this research project are to o Explain what PMS is; o Explain how I'MS fits into the legislative framework in local government in South Africa; o Explain the importance of defining roles and responsibilities in a PMS; o Design a model for the delegation of roles and responsibilites within a PMS for Oudtshoorn Municipality; o Make recommendations for the successful implementation of PMS at Oudtshoorn Municipality. The research design that was used in this study was a combination of a model-building design and a case study design. The study was qualitative in nature and was a combination of non-empirical and empirical studies. Semi-structured interviews were held with a selected group of individuals who are key role-players in I'MS at Oudtshoorn Municipality. Some of the aims of the interviews were to establish the respondents understanding of PMS, and roles and responsibilities. The same respondents were given a table of different roles and responsibilities, to determine whether they knew what the different roles and responsibilities are of the different stakeholders in the PMS. The data analysis showed that the stakeholders (participants in the research) within the PMS at Oudtshoorn Municipality could not assign roles and responsibilities correctly. In order for PMS to be implemented successfully at Oudtshoorn Municipality, stakeholders in the PMS need to know exactly what is expected of them. It is not only from an organisational point of view that roles and responsibilities are important, but it is also a legislative requirement that roles and responsibilities need to be clarified before implementing a PMS. This problem created the need to design a model for the delegation of roles and responsibilities within a PMS that will assist Oudtshoorn Municipality in the implementation of PMS. The model is presented and an explanation of the model is given to understand how to use the model. Since Oudtshoorn Municipality is in the process of developing a PMS, a few recommendations are made to assist the municipality in the implementation of PMS. / AFRIKAANSE OPSOMMING: Die doel van hierdie navorsing was om 'n model te ontwikkel vir die delegering van rolle en verantwoordelikhede binne 'n prestasie besluurstelsel, wat Oudtshoom Munisipaliteit kan help met die implementering van 'n prestasie bestuurstelsel. Die motivering vir die studie was die lcit dat prestasie bestuur 'n relatiewe nuwe wetlike vereiste vir plaaslike regering in Suid-Afrika is. Plaaslike regerings owerhede ondervind tans baie probleme met dienslewering aan hulle onderskeie gemeenskappe en dit maak prestasie bestuur 'n kontemporere saak. Die doel van hierdie navorsingsprojek is om, o Te beskryfwat 'n prestasie bestuurstelsel is; o Te beskryf hoe 'n prestasie bestuurstelsel inpas in die wetlike raamwerk van plaaslike regering in Suid-Atrika; o Te beskryf die belangrikheid om rolle en verantwoordelikhede binne 'n prestasie bestuurstelsel te definieer; o Om 'n model vir die delegering van rolle en verantwoordelikhede binne 'n prestasie bestuurstelsel vir Oudtshoorn Munisipaliteit te ontwikkel; en o Aanbevelings te maak vir die suksesvolle implementering van 'n prestasie bestuurstelsel by Oudtshoorn Munisipaliteit. Die navorsingsontwerp wat gebruik was in hierdie studie was 'n kombinasie van modelbou ontwerp en 'n gevallestudie ontwerp. Die studie was kwalitatief van aard en was 'n kombinasie van nie-empiriese en empiriese studies. Semi-gestruktureerde onderhoude was gevoer met 'n geselekteerde groep individue wat sleutel rolspelers is, in prestasie bestuur, by Oudtshoom Munisipaliteit. Sommige van die mikpunte van die onderhoude was om vas te stel die respondente se verstaan van prestasie bestuurstelsels en rolle en verantwoordelikhede. Dieselfde respondente het ook 'n tabel voltooi wat verskillende rolle en verantwoordelikhede van die onderskeie rolspelers binne 'n prestasie bestuurstelsel aandui. Die data analise hel getoon dat rolspelers (deelnemers in die navorsing) binne die prestasie bestuurstelsel by Oudtshoom Munisipaliteit nie rolle en verantwoordelikhede korrek kon toeken nie. Om 'n prestasie bestuurstelsel suksesvol by Oudtshoom Munisipaliteit te implementeer, is dit belangrik dat elke rolspeler presies sal weet wat van homlhaar verwag word. Dit is nie net vanuit 'n organisatoriese oogpunt belangrik dal rolle en verantwoordelikhede gedefinieer moet word nie, maar wetgewing vereis ook dat rolle en verantwoordelikhede duidelik moet wees voordat 'n prestasie bestuurstelsel geimplementeer word. Die probleem wat hier ontstaan het, het die geleentheid geskep om 'n model te ontwikkel vir die delegering van rolle en verantwoordelikhede binne 'n prestasie bestuurstelsel wat Oudtshoom Munisipaliteit kan help met die implementering van 'n prestasie bestuurstelsel. Die model, met 'n verduideliking hoc om die model te verstaan, word ook voorgestel. Oudtshoorn Munisipaliteit is tans besig om 'n prestasie bestuurstelsel te ontwikkel. Aanbevelings word gemaak om die munisipaliteit te help met die implementering van 'n prestasie besluurstelsel.

In response to challenging situations physiological and psychological adaptations result in elevated levels of arousal and when these levels are 'optimal' performance is enhanced. There are however, limitations to the amount of physiological and mental stimulation one can tolerate, with cumulative fatigue effects being the outcome when stressful conditions are imposed on the individual over an extended period of time. As a result of the extreme physical and cognitive demands placed on military forces while in combat, with soldiers being thrust into battle and required to make critical life-or-death determining decisions followed by appropriate motor responses, the physical and psychological capabilities of the troops are pushed to maximal limits, often resulting in undesirable decrements in physical and mental performance, with consequential human and materiel losses. Thirty-two soldiers participated in a battery of combat-related field and laboratory tests, first under 'normal' conditions with no prior physical activity and then immediately after the participation of an intensive bout of exercise. Physiological and perceptual responses plus standard of performance were measured at various stages of testing. Results of the Rating of Perceived Exertion (RPE), Body Discomfort Scale and heart rate responses revealed significantly higher levels of psychophysical strai,n in response to the strenuous physical activity. Despite these findings, the electromyographic (EMG) activity and efficiency of the combat-related skills were not negatively affected. Rather, nominal improvements in post-activity performance were noted, specifically response time, and this was attributed to elevated arousal and activation as a result of the exercise that was of sufficient duration to enhance arousal without imposing long term cumulative fatigue effects.

Thesis (MPA)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: The purpose of this thesis is to assess the performance appraisal system, namely the Performance Enhancement Process (PEP), of the South African Police Services at Parow. The premise of the study is that PEP is a sound policy document, but that there are potential problems with its implementation at station level. To this end, the reader is presented with an overview of the relevant literature pertaining to performance appraisals. The shift in managerial philosophy and the organisational change from a force to a service and its effect on performance appraisals are discussed. The results of the empirical study are presented and it is concluded that there are various problems with the implementation of PEP at station level. The researcher presents the following practical recommendations: - Conduct an audit; - Eliminate structural problems; - Adequate appraiser training; - Appraisee training; - Connect the PA system to other organisation systems; and - Obtain a charter from top management. The reader is then presented with a conclusion of the research. / AFRIKAANSE OPSOMMING: Die doel van die tesis is om die prestasie waardering stelsel van die Suid Afrikaanse Polisie Dienste, naamlik die Prestasie Verbeterings Proses (PEP), te evalueer te Parow. Die uitgangspunt van die studie is dat PEP ‘n gesonde beleidsdokument is, maar dat daar egter potensiële probleme is met die implementering daarvan op stasie vlak. Om hieraan te voldoen, word die leser voorsien van ‘n oorsig oor die toepaslike literatuur betrokke tot prestasie waardering. Die verskuiwing in bestuursfilosofie en die organisatoriese verandering van ‘n mag tot ‘n diens en die effek op prestasie waardering word bespreek. Die uitslae van die empiriese studie word aangebied en die gevolgtrekking word gemaak dat daar wel verskeie probleme is met die implementering van PEP op stasievlak. Die navorser bied die volgende prakiese aanbevelings aan: - Die aanvoer van ‘n oudit; - Eliminering van struktuele probleme; - Voldoende “appraiser” opleiding; - “Appraisee” opleiding; - Opkoppeling van die waardeeringstelsel met ander organisatoriese stelsels; en - Kry ‘n handves van topbestuur. Die leser voorsien van ’n gevolgtrekking oor die studie.