Thesis (MBA)--Stellenbosch University, 2011. / The world as we know it is in a warming cycle. The rate of warming is being exacerbated by human activity; more specifically, the burning of fossil fuels to power expanding economies. Awareness that something must be done before a catastrophic point of no return is reached, has become more urgent. Before any strategies can be developed to reduce greenhouse gas emissions, the levels must be accurately measured to provide a benchmark and to determine reduction targets. The determination of an organisation’s carbon footprint is thus the starting point of the whole process. When the carbon footprint is known, various strategies can be implemented to reduce the carbon footprint. South Africa is classified as a developing country and is not required to comply with greenhouse gas reduction targets under the Kyoto Protocol. This may change at any time in the future and it is therefore necessary to be ready when targets become compulsory. The general public is not knowledgeable about global warming. All of these factors need to change to provide impetus to reduction strategies. The South African Police Service (SAPS) is one of the largest government departments and is situated in nearly every town in South Africa. The SAPS is thus in a position to provide leadership in government and in communities on issues like global warming. The carbon footprint of the SAPS has been calculated as prescribed by the Greenhouse Gas Protocol (2011). As a service organisation, the SAPS does not have industrial processes that may be the source of large quantities of greenhouse gases. In this research study, Scope 1 and scope 2 emissions were calculated and possible mitigation options are proposed. A survey conducted among a specific target group has indicated a general understanding of the concept of climate change. The respondents have difficulty in establishing a connection between climate change and increased crime levels. Behavioural change and education are necessary to promote a culture of energy efficiency and a reduction of greenhouse gases. Leadership is seen as an inhibiting factor, as top management does not consider global warming to be an influencing factor on crime levels. Government must provide strong leadership and formulate climate change strategies. Funding can be generated with carbon tax and emissions trading. On departmental level the energy efficiency of buildings can be improved and alternative fuels for vehicles be used.

Approved for public release, distribution is unlimited / This thesis studies police reform in El Salvador and South Africa. While both countries differ considerably in geographic size, culture, location, population, and economic and military strength, they share common security concerns. Under authoritarian rule, their primary security concerns were not military threats from other states, but rather internal threats due to economic, political, and social weakness. Civilian police forces became highly politicized and militarized, incapable of controlling crime, lacking accountability and oversight, and exhibiting total disregard for human rights. This thesis compares El Salvador and South Africa, two cases of negotiated war transitions. Although both countries faced similar militarization of internal security forces, South Africa seemed in a much better position to face challenges of consolidation. First, South Africa's military did not pose any opposition to police reform because the military and police had a long history of being organizationally separated. In contrast, El Salvador's police had a history of being controlled and directed by the military and they fell organizationally under the Defense Ministry. Second, in South Africa, the opposition group (ANC) rather than the rightist government won the foundational elections. Increased domestic support for internal security reform is more likely as the previous rightist government is discredited. Conversely, in El Salvador, the rightist ARENA government won the foundational elections indicating that it would more likely lead to lack of domestic support. The continuance of power would likely mean that the government would prefer the continuance of status quo to far-reaching reform. Finally, the international community was available to aid in the implementation and consolidation of reform in both countries. However, because domestic support was likely to be greater in South Africa, the international community's ability to influence the implementation of reform would also be greater. Yet, the outcome of reform efforts in both countries was surprisingly similar. This can best be explained by the overwhelming obstacles to the consolidation of police reform posed by the conditions of post-conflict societies. / Major, New Hampshire Air National Guard

This study investigates the question of investigative capacity of South African Police Service general detectives at the local station level with regard to fraud investigation. The research presented in this thesis is based on a qualitative thematic analysis of the systemic investigative capacity of the detectives handling fraud and related offences. Fraud related crimes are consistently dismissed and perceived as less serious than violent crime, yet the impact of fraud affects individuals, organisations, and society. This study includes interviews with n = 15 (83%) participants out of 18 (100%) using a semi-structured interview schedule for data collection. The available literature indicates the increasing incidents of general fraud being inadequately investigated at the local police stations because of investigative incapacity. The complexities of any criminal investigation require sufficient resources to achieve the highest level of investigative performance. In this regard, criminals are gradually outwitting the conventional methods of fraud investigation, especially in terms of technological advancements. The study’s findings reveal how general detectives are systematically tested to their capacity in relation to fraud investigation – inter alia, participants identified the following challenges to meeting investigative objectives: ambiguous general fraud investigation directives, poor training, limited resources, abuse of available resources, unreasonably high workloads, and human resource shortages. These institutional factors need consideration to allow progress in criminal investigation procedures. This study creates the context for the recommendation that a series of systemic reforms be introduced, based on a professional model, pertaining specifically to fraud investigation at the local police station level. This means some of the distinct investigative practices that are effective be inverted and strengthened in recognition of the scope and complexity of general fraud, and the influence this complexity has on investigative methodology. For example, setting up proper and recognised station-level fraud units to handle incoming “general fraud” cases, staffed with trained detectives, who have access to adequate resources. This would create an opportunity to address institutional issues around training to rectify general detectives’ core skill deficiencies prior to them being assigned to criminal cases. Training should include case management, investigative procedures, and the use of technology (to effectively combat digital fraud). Moreover, it is vital to maintain an oversight over the fraud mandates which differentiate the scope of practice between vii specialist and general detectives, with a thorough understanding of what constitutes general fraud and complex, organised fraud. It is furthermore suggested that local and international best practice trends be implemented by general detectives in their fraud investigations. / Thutopatlisiso eno e sekaseka ntlha ya bokgoni jwa go batlisisa jwa matseka a kakaretso a Tirelo ya Sepodisi sa Aforikaborwa kwa legatong la seteišene sa selegae malebana le dipatlisiso tsa boferefere. Patlisiso e e tlhagisitsweng mo thesising eno e theilwe mo tshekatshekong e e supang, e tlhatlhoba le go kwala ditiragalo tsa bokgoni jwa go dira dipatlisiso jwa matseka a a dirang ka ditlolomolao tsa boferefere le tse di amanang le tseo. Bosenyi jo bo amanang le boferefere gantsi bo kgaphelwa thoko mme bo tsewa e le bosenyi jo bo sa tsenelelang go tshwana le bosenyi jwa tirisodikgoka, fela ditlamorago tsa boferefere di ama batho, ditheo le setšhaba. Thutopatlisiso eno e akaretsa dipotsolotso le banni le seabe ba le n = 15 (83%) go tswa go ba le 18 (100%), go dirisiwa sejule ya dipotsolotso e e batlileng e rulagane go kokoanya tshedimosetso. Dikwalo tse di gona di supa koketsego ya ditiragalo tsa go se batlisisiwe go go lekaneng ga boferefere jwa kakaretso kwa diteišeneng tsa selegae tsa sepodisi ka ntlha ya tlhaelo ya bokgoni jwa go batlisisa. Marara a patlisiso epe fela ya bosenyi a tlhoka ditlamelo tse di lekaneng go fitlhelela tiragatso e e kwa godimo ya patlisiso. Mo ntlheng eno, disenyi di tlhalefetse mekgwa ya tlwaelo ya dipatlisiso tsa boferefere, bogolo segolo mo ntlheng ya tswelelopele ya thekenoloji. Diphitlhelelo tsa thutopatlisiso di bontsha ka moo bokgoni jwa matseka bo lebaganang le teko e e boitshegang ka gona malebana le dipatlisiso tsa boferefere – gareng ga tse dingwe, banni le seabe ba supile dikgwetlho tse di latelang malebana le go fitlhelela maitlhomo a dipatlisiso: dikaelo tse di sa tlhamalalang ka kakaretso malebana le dipatlisiso tsa boferefere, katiso e e bokoa, ditlamelo tse di tlhaelang, tiriso e e botlhaswa ya ditlamelo tse di gona, selekano sa tiro se se kwa godimo moo go sa amogelesegeng mmogo le tlhaelo ya badiri. Dintlha tseno tsa mo setheong di tlhoka go lebelelwa go kgontsha gore go nne le tswelelopele mo ditsamaisong tsa dipatlisiso tsa bosenyi. Thutopatlisiso eno e tlhoma bokao jwa dikatlenegiso tsa gore go itsesewe diphetogo tsa thulaganyo di le mmalwa, di theilwe mo sekaong sa porofešenale, se se totileng dipatlisiso tsa boferefere kwa legatong la seteišene sa selegae sa sepodisi. viii Seno se kaya gore ditiragatso dingwe tsa dipatlisiso tse di dirang sentle di rulaganngwe sešwa le go maatlafadiwa go lebeletswe bogolo le marara a boferefere ka kakaretso, mmogo le tshusumetso ya marara ano mo mokgweng wa dipatlisiso. Seno se kaya, go naya sekai, go tlhoma diyuniti tsa boferefere tse di siameng le tse di lemogwang kwa legatong la seteišene go samagana le dikgetse tse di tsenang tsa "boferefere jwa kakaretso", di na le matseka a a katisitsweng, a a kgonang go fitlhelela ditlamelo tse di maleba. Seno se tlaa dira tšhono ya go samagana le dintlha tsa setheo malebana le katiso go lolamisa tlhaelo ya bokgoni jwa botlhokwa jwa matseka a kakaretso pele ga ba ka rebolelwa dikgetse tsa bosenyi. Katiso e tshwanetse go akaretsa tsamaiso ya dikgetse, tsamaiso ya dipatlisiso le tiriso ya thekenoloji (go lwantsha boferefere jwa dijitale ka nonofo). Mo godimo ga moo, go botlhokwa go nna le tlhokomelo ya dithomo tsa boferefere e e farologanyang tiro ya matseka a baitseanape le a kakaretso, go tlhaloganngwa sentle pharologano magareng ga boferefere jwa kakaretso le boferefere jo bo marara jo bo rulaganeng. Gape go tshitshinngwa gore matseka a kakaretso a diragatse mekgwa ya tiragatso e e gaisang ya selegae le ya boditšhabatšhaba mo dipatlisisong tsa ona tsa boferefere. / Police Practice / D. Litt. et Phil. (Police Science)

The reform measures recommended by the Commission of Inquiry into Possible Illegal Activities and Associated Police Misconduct (referred to as the "Fitzgerald Inquiry") radically transformed the face of policing in Queensland. The most significant of these recommendations was the establishment of an external oversight body, the Criminal Justice Commission (CJC), which has independence from executive government and holds the power to investigate not only police but any public servant or politician. Other recommendations included "Whistleblower" legislation, increasing sanctions for serious misconduct, lateral recruitment and promotion by merit rather than seniority. The first main research question tested in this thesis is whether these reform measures have produced improvements in the following areas: the efficiency and effectiveness of the processes for dealing with complaints against police; public confidence in those processes and the public standing of the Queensland Police Service (QPS) generally; standards of police behaviour; the incidence of corrupt conduct; and police attitudes towards reporting misconduct by their fellow officers. These Fitzgerald Inquiry reforms were strategies primarily derived from two schools of thought describing the nature and cause of police corruption: deterrence based theory (including "individual" or "rotten apple" theory) and cultural (also labeled "cultural" or "socialisation") based theory. To date most strategies used to combat police corruption have been underpinned by these theories. A third theory - situational based theory (sometimes titled "environmental" or "opportunity" theory) - which has had success in crime prevention, has been scarcely used in the area of police corruption. However, an extensive body of research has affirmed the effects of situational factors on police behaviour, suggesting the potential for the application of situational crime prevention initiatives in combatting police corruption. The second research question proposed in this thesis is whether situational based theory could also be beneficial in the prevention of police corruption. Data drawn upon to test the first research question were interviews and surveys with police officers, public attitude surveys and statistics from the processing of complaints against police. Although each source has limitations, collectively the data are sufficiently comprehensive - and robust - to defend conclusions about the general direction of the changes which have occurred. These data indicate that the Fitzgerald Inquiry reforms have, at least to some degree, had their intended impact on the QPS. These reforms have contributed to an apparent improvement in public confidence in the complaints system and the QPS generally. Moreover, the available evidence suggests that the Fitzgerald Inquiry reforms have resulted in a weakening of the police code of silence. As far as the specific issue of corruption in the QPS is concerned, it is difficult to draw firm conclusions from existing data sources. However, the weight of the available evidence is that such conduct is less pervasive and occurs at lower levels than was the case in the pre-Fitzgerald Inquiry QPS. It is very difficult to ascertain which reform components were the most effective and which were not helpful at all, as these reform measures were initiated simultaneously. For example, the negative elements of the police culture may have been eliminated or reduced but whether it was the cultural strategies or one of the deterrence based strategies influencing officer behaviour remains unknown. The second main research question the thesis poses is that the use of situational crime prevention techniques has potential for contributing to the prevention of police corruption. A situational analysis of complaints against police data, including the development of a typology for classifying types of police corruption and misconduct, was used as an example of how this may be accomplished in Queensland. The study provides some, albeit limited, support for the hypothesis that situational crime prevention methods are applicable to police corruption. Based upon three years of complaints data, enough homogenous cases were gathered to enable the analysis of four categories of police corruption - Opportunistic Thefts, Driving under the Influence, Assault (while off-duty), and Theft from Employer. Given that this study only used three years of complaints data held by the CJC and more than nine years of data exist, productive situational analyses of many other categories of corruption is probable. This study also illustrated that complaints against police data are being under utilised by the QPS and the CJC. For future research in the situational analysis of complaints data, I recommend improving the gathering of data from complaints files for storage in electronic form to enable situational prevention analysis to be conducted more readily. A geographical example was used to illustrate further how complaints against police data could be more extensively utilised as a prevention tool. This analysis was conducted at an organisation unit level determined primarily by geographical factors. The complaint patterns of units of similar "task environments", as measured by unit size and type of duties performed, were compared in an attempt to identify those units experiencing the presence or absence of "bad apples" or a "negative culture". This study led to the conclusion that a divisional analysis of complaints data can provide information valuable in combatting police corruption. When task environment was held constant, it was possible to identify units experiencing the effects of possible "bad apples" and/or "negative cultures". Once these particular units were identified, intervention strategies to address the units' particular problem could be constructed. Future research in this area would involve ongoing divisional data analysis followed-up by individual assessment of officers identified as "bad apples", or a "compare-and-contrast" procedure to distinguish features requiring correction in units identified as having a "negative culture". The research findings presented in this thesis are that progress has occurred in a number of areas in addressing the problems identified by the Fitzgerald Inquiry, but that there is undoubtedly scope for more to be achieved. Despite the very significant increase in the resources and powers available to investigators post-Fitzgerald, it is still difficult to prove that a police officer engaged in misconduct, or that other officers were aware of this fact and had failed to take action, because of the constraints imposed by evidentiary and legal requirements. Thus, while it is vital to maintain an effective and credible independent complaints investigation system and ensure that there is a proper internal discipline process in place, the scope for increasing the "deterrent power" of the present system is limited. Putting more resources into complaints investigations might make a difference at the margins, but is unlikely to lead to a significant increase in the probability of a complaint being substantiated and a sanction imposed. Investing more resources in investigations has an additional cost in that such resources are then lost to other efforts to combat corruption that may provide more fruitful results in the long term. The value of an occasional substantiation is placed above the ability to engage in a large amount of prevention work. Inevitably then, three clear messages are apparent. First, continued effort must be made to modify the organisational climate of the QPS in terms of commitment to integrity. Recommended strategies to accomplish this end are to continue the recruitment of more educated, female and older officers to reduce police-citizen conflict and the negative elements of the police culture, and also to develop a comprehensive, integrated approach to ethics education for QPS officers at all ranks and positions. Second, other forms of deterrence against misconduct are needed such as the use of covert strategies like integrity testing which could be conducted in conjunction with the CJC. Third, a greater emphasis needs to be placed on developing and implementing preventive strategies. This thesis has shown that valuable prevention strategies can be gained from situational and divisional analysis of complaints data, and a range of proactive management options based upon situational crime prevention theory are recommended. These strategies have application in any police service.

警政部門雖是公共行政的一環，但是由於在傳統上，其任務多注重在社會治安的維護與公共秩序的維持，警察的角色被塑造或自我塑造成「犯罪的打擊者」、「法律的執行者」、「正義的捍衛者」。然而基於社會的變遷腳步，傳統的警察角色已逐漸無法適應不斷變遷的民眾需求，民眾要求的不但是警察的力量應足以保障生命與財產安全而已，更要求警政部門所採行的策略能解決他們最為切身的問題。 　　然而欲使警察的各項作為從「破大案，捉要犯」轉變為以探求民眾切身的問題為主的策略，等於是要警察從注重績效數字的文化轉變為注重品質的文化，在本質上，這是一種 「外部變革」(external change)，以滿足民眾的需求為目標，此與近年來歐、美各國公共部門所推動的「全面品質管理」(total quality management)以及警政部門所實施的「社區警政」(community policing)的理念與目標均甚為一致。學者們研究指出，欲達成此－「外部變革」的目標，必須要先完成組織的「內部變革」(internal change)，對警政領導階層而言 ，他們必須實施「品質領導」(quality leadership)，才能澈底改變員警對於警政服務工作的態度與滿意度。易言之，警政領導階層必須具備品質遠景、堅強的信念、以及採取行動的決心，積極扮演品質策略的發動者角色，才能引領所有員警澈底轉型，從自利的追求，轉而關注於公共利益的追求，此一理念就是Bernard M. Bass所倡導的「轉換型領導」(trandsformational leadership)與「交易型領導」(transactional leadership)的綜合運用。 　　因此，本研究首先將「交易型領導」視之為達成警政服務品質遠景的管理策略，而將「轉換型領導」視之為促使警察人員在態度上全盤轉變的文化轉型策略，深入探討這兩個理論的內涵以及二者的整合效果；第二，從思想演進、學術背景等兩方面探討警政服務品質的理論基礎，並依「全面品質管理」與「社區警政」的相關理念，指出「公正性」、「認真執勤」、「服務社區」等三個警政服務品質的決定性面向；第三，將「轉換型領導」與「警政服務品質」這兩個理論領域加以結合，提出提昇警政服務品質的轉換型領導策略；第四，以我國縣市警察局相關人員為研究對象進行實證研究，除了嚴格要求信度、效度、以及樣本代表性之外，並深入分析轉換型與交易型領導因素對警政服務品質的影響關係，從而驗證本文的研究架構；最後根據實證分析與說明提出研究發現，並從理論研究、實務運用、後續研究等三方面分別提出研究建議。

The aim of this study was to assess the effective functioning of the Middle Management Learning Programme (MMLP) within the South African Police Service (SAPS), as well as evaluate the performance and effectiveness of employees who were sent for training to enhance their skills and develop their capacity in order to improve service delivery within the broader South African society. The research focused specifically on middle managers who had completed the MMLP. The MMLP was presented at the SAPS Academy in Thabong from 2007 to 2011. According to Meyer et al. (2004:225), a learning programme is a coordinated combination of learning activities, methodologies, processes and other elements of learning, crafted to assist learners to acquire the required knowledge, skills and attitudes. The primary objective of this study was, therefore, to evaluate the effective functioning of the MMLP within the SAPS and to provide sound recommendations based on the empirical findings. Semi-structured interviews and questionnaires were used to determine the effectiveness of the MMLP and obtain information from the respondents who completed the programme during the 2007/8 and 2009/10 financial years. The literature review, interviews and completion of the questionnaires by respondents confirmed the objectives of this study. The overall results indicated that the MMLP had a positive impact on middle managers in the SAPS. The middle managers appear to be driven by a need for recognition, and authorities could exploit this to its advantage by providing a reward system for good performance. The study concludes by, inter alia, recommending that the SAPS review its military culture or style, because the managers who attended the MMLP are unable to advise their seniors, respondents feel overwhelmed, powerless, and helpless and this leads to ineffectiveness in their performance. The requirements to attend the MMLP should be placed on record and should not be compromised to suit particular individuals. The MMLP should also be made a prerequisite for promotion as invaluable skills are transferred to course attendees. / Thesis (Master of Development and Management)--North-West University, Potchefstroom Campus, 2013

The aim of this study was to assess the effective functioning of the Middle Management Learning Programme (MMLP) within the South African Police Service (SAPS), as well as evaluate the performance and effectiveness of employees who were sent for training to enhance their skills and develop their capacity in order to improve service delivery within the broader South African society. The research focused specifically on middle managers who had completed the MMLP. The MMLP was presented at the SAPS Academy in Thabong from 2007 to 2011. According to Meyer et al. (2004:225), a learning programme is a coordinated combination of learning activities, methodologies, processes and other elements of learning, crafted to assist learners to acquire the required knowledge, skills and attitudes. The primary objective of this study was, therefore, to evaluate the effective functioning of the MMLP within the SAPS and to provide sound recommendations based on the empirical findings. Semi-structured interviews and questionnaires were used to determine the effectiveness of the MMLP and obtain information from the respondents who completed the programme during the 2007/8 and 2009/10 financial years. The literature review, interviews and completion of the questionnaires by respondents confirmed the objectives of this study. The overall results indicated that the MMLP had a positive impact on middle managers in the SAPS. The middle managers appear to be driven by a need for recognition, and authorities could exploit this to its advantage by providing a reward system for good performance. The study concludes by, inter alia, recommending that the SAPS review its military culture or style, because the managers who attended the MMLP are unable to advise their seniors, respondents feel overwhelmed, powerless, and helpless and this leads to ineffectiveness in their performance. The requirements to attend the MMLP should be placed on record and should not be compromised to suit particular individuals. The MMLP should also be made a prerequisite for promotion as invaluable skills are transferred to course attendees. / Thesis (Master of Development and Management)--North-West University, Potchefstroom Campus, 2013

The primacy objective of this study is to determine if the acceptance of electronic payments will improve the service delivery at SAPS King William's Town? The secondary objectives are: * To determine if the SAPS are complying with sections 2 (d), (g) and (k) of the ECT Act * To make recommendations that can be used by management of the SAPS with regards to the acceptance of electronic payments as an e-government principle. Will the acceptance of electronic payments improve the service delivery of the SAPS King William's Town? The research design for the purpose of this mini dissertation will be that on an exploratory study. Data will be collected by means of questionnaires. The purpose of the mentioned technique is firstly to collect information from the SAPS to determine if the electronic payment of fines and bail would improve the efficiency and effectiveness of the SAPS at King William's Town. The population sample for this research project will be the employees of the South African Police Service in the Eastern Cape, members of the community and the clerks of the court Data was analyzed using qualitative methods. / Economics / M. Tech. (Business Administration)

The aim of this descriptive research was to determine the methods of case linkage (methods to link murder cases to each other as well as to link the murder series to one offender) employed by the South African Police Service (SAPS) to investigate serial murder in South Africa and to comprehensively explain them. A qualitative approach was employed with a multi-method data collection process which included case study, interviews and literature review in order to gain an in-depth understanding of the subject. The methods of case linkage are explained within three phases of a serial murder investigation: the identification phase, the investigation and apprehension phase, and the trial and sentencing phase. The main findings of the study revealed the need for further training of the SAPS members and the need for a Standing Operating Procedure to be implemented to specifically govern the system of investigation for a serial murder case. / Criminology and Security Science / M.A. (Criminology)

The aim of this study was to find the relationships between leadership style, organisational culture and organisational performance and subsequently develop a conceptual framework for enhancing Organisational Performance through the linkage between Leadership style and Organisational Culture in the public sector, in the South African Police Service (SAPS). Many of the previous studies have explored the direct relationship between specific culture domains and a specific performance measure and researchers have paid attention to mediators and moderators of the link between organisational culture and performance only in private sectors. According to the literature, leadership style and organisational culture have been independently linked to organisational performance (Ogbonna & Harris, 2000; Denison & Mishra, 1995; Xenikou & Simosi, 2006; Cameron & Quinn, 2011). All these authors focused on the effect of organisational culture and leadership style on organisational performance in the private sector. In order to achieve the research aim and objectives extensive an intensive literature review of the relevant and current literature was done. The mixed methods approach was applied. Data was collected by the use of self-administered questionnaires for the quantitative data and in-depth interviews and observations for the qualitative data. Regression analysis was used to investigate the relationships between the key study variables and more importantly the mediating and moderating effect on the effect of leadership style on organisational performance. The results of this study indicated that the transformational leadership style does not have a direct effect on organisational performance but rather through organisational culture as a mediating and moderating variable. It was also found that transformational leadership style and organisational culture affect each other. The implication was that leaders should cultivate an organisational culture which is conducive to work in order to enhance organisational performance. / Business Management / D.B.L.