The use of whistle-blowing as means to curb unethical behaviour of police officers in the Nelson Mandela Bay is investigated in this study. In order to investigate this, various instruments were used, these are interviews and questionnaires. However the objectives of the study were: - To examine the implementation of whistle-blowing in the SAPS. - To develop strategies and measures that can be used to encourage whistle-blowing in the SAPS. Broadly speaking, these objectives have been achieved by providing empirical evidence which shows that: - Unethical behaviour by police officers is the most ethical challenge facing police officers in the Nelson Mandela Bay Area. This is based on the findings which eminate from the interviews. - Whistle-blowing is used by police officers as an early warning system that alerts the superiors about misconduct before it is too late as it defects and deters wrongdoing. However, the study suggests various strategies and measures to assist the implementation of whistle-blowing. These strategies include: - Development of hotlines. - Assurance of confidentiality and anonymity of disclosures. - Response plan development. - Training development. - Regarding whistle-blowing as an ongoing communication. This study also indicates that misconduct by police officers in the Nelson Mandela Bay area is not high. While whistle-blowing is considered as a key tool in promoting individual responsibility and accountability among police officers. In conclusion, recommendations are provided which could assist the SAPS and individual police officers to improve ethical conduct, and for improved measures and mechanisms to deal with unethical behaviour of police officers and recommendations for improved implementation of whistle-blowing process.

The aim of this study was to determine whether coping strategies of police officers help moderate the outcome of burnout resulting from job stress. The nature of the job demands of police officers is such that they may experience high levels of stress. A convenience sample (N = 89: n Males = 58; n Female = 29) of police officers in police stations in the Eastern Cape was surveyed. The Maslach Burnout Inventory – General Survey, Police Stress Inventory and COPE questionnaire were administered. Results for all the participants indicate that when the occupational stressor Lack of Resources occurs police officers implement Avoidance Coping (COPE) as a strategy, which leads to the experience of Exhaustion. Results also indicate that police officers use Active Coping, Cognitive Coping and Turning to Religion as means of moderating the stress-burnout relationship. Results also show that the coping strategy Avoidance Coping, used by male officers lead to Cynicism. When female police officers experience Job Demands and a Lack of Resources they make use of Seeking Emotional Support as a coping strategy. Male police officers were shown to make use of Active Coping as a strategy to regulate the stress-burnout relationship while female police officers implemented Active Coping and Turning to Religion to act as a buffer between job stress and burnout.

M.A. / Ethnic conflict, a reality throughout the world, demands strong action and firm control from the Military and Police Forces of affected societies. It is important that the Police, in any given society, should act impartially and objectively in the execution of their duties. Policing of ethnic groups in conflict should therefore take place without differentiating between population groups. This study investigates the attitudes of black policemen towards ethnic violence as related to (i) factors like ethnic identification, loyalty to the South African Police and their experience of violence and (ii) certain biographic factors namely mother tongue, age, academic qualifications, rank, division, area stationed, years of service, marital status, children, school going children, place of residence, acknowledgement of traditional tribal heads and period of participation in the study. In this study empirical research was conducted in which a questionnaire was completed by a sample of 298 black policemen. The questionnaire consisted of questions on the biographical background of black policemen as well as questions measuring their attitude towards ethnic violence, their ethnic identification, their loyalty to the South African Police and their experience of violence. To measure the above-mentioned factors, four scales were developed by means of factor analysis and item analysis. Ethnic identification, loyalty to the South African Police, experience of violence and attitude towards ethnic violence were further analysed in terms of the biographical background of policemen, making use of one-way analysis of variance and Scheffe's paired comparisons, Hotelling T2 and t tests and Pearsons correlation. It was found that black policemen who are South Sotho speaking identify stronger with their ethnic group than Zulu speaking policemen. It was further found that black policemen who joined the South African Police with service for their country as motive, who acknowledge traditional tribal heads and experienced verbal insult and intimidation in a high degree, have a strong identification with their ethnic group. With regard to loyalty to the South African Police, it was found that black policemen stationed in Soweto, are more loyal to the police than policemen stationed on the East Rand. It was also found that black policemen who joined the South African Police with service for their country as motive, and who are older, are more loyal to the police. Regarding black policemen's experience of violence, it was found that policemen who are stationed on the East Rand experienced more violence than black policemen stationed in Soweto. It was also found that black policemen who experience a high degree of verbal insult and intimidation, and those who participated in the study just after the election have experienced a high degree of violence. Regarding the intercorrelation between the different scales, it was found that the more black policemen identify with their ethnic group, the more they experience violence and the more they approve of ethnic violence. It was further found that black policemen who approve of ethnic violence, identify stronger with their ethnic group, are less loyal to the South African Police and experience violence to a higher degree.

The research problem that was investigated in this study was to identify, explore and confirm the problems and management obstacles encountered with the change process in the South African Police Service (SAPS) from the time when South Africa became a democracy in 1994. Although national legislation and SAPS policies and directives that encourage change in the SAPS indicated the movement towards change to implement transformation, it is questionable in what way these principles of transformation are successfully implemented, what the significance and implications of these legislation and directives are, and also the effect they have on transformation in the SAPS. Data was collected from questionnaires, a literature study, focus group interviews and interviews. Structured questionnaires concerning transformation in the SAPS were designed and distributed to 39 station commissioners in the Pretoria and Soweto policing areas. Furthermore, a literature study including material such as official SAPS documents, media and newspaper reports, library sources and national legislation regarding change has been presented. Data was also collected from non-commissioned officials who participated in four focus groups interviews, and four semi-structured interviews were conducted individually with four station commissioners in the Pretoria and Soweto policing areas. International best practices have also been consulted. The research conducted indicated that although progress has been made with transformation in the SAPS a breach exists between national legislation, SAPS policies and directives and the implementation thereof, which have an impeding influence on the transformation process in the SAPS. It is clear that internal communication is an essential and dynamic instrument in the SAPS, however, communication of the transformation process does not have the impact at ground level that it is supposed to have. It is also clear that members at ground level lack knowledge of the transformation process in the SAPS and the implementation thereof. In addition, conveying the sense of urgency to members at ground level need attention and must be communicated clearly and timeously. Training and development at the lower hierarchical levels of the SAPS also need priority to enhance service delivery, public relations, the morale and conduct of members. A high number of members also need to be motivated during transformation and their readiness towards the process has to be addressed to adapt to the changes. Reasons for resisting transformation in the SAPS need urgent attention as well because this has a negative effect on the daily functioning of members. The recommendations drawn from the conclusions made in this study may provide a number of solutions that can be implemented in the SAPS to reduce the obstacles impeding the transformation process in the SAPS to enhance and improve transformation in this organisation. / Criminal Justice / M. Tech. (Criminal Justice)

Employee Assistance Programmes (EAPs), when they first were introduced in the United States of America (USA), were support programmes providing assistance to alcohol addicted employees. During the 1960s, EAPs became comprehensive and offered employee assistance services (EAS) such as financial, marital and family, psychological, work-related stress, chemical dependency (alcohol and drugs), depression, health, anxiety, and even job boredom problems that affect employee work performance. Since then, EAPs have proven to be valuable because skilled and high performing employees who experienced problems could receive assistance in the workplace and once they overcame their problems, they often became more productive and more employers could benefit from EAPs. Due to the benefits provided by EAPs to both employees and employers, South Africa is one of the many countries that have adopted this performance-enhancing strategy. EAPs in South Africa are a relatively new workplace management phenomenon designed similarly to the USA model and thus do not have a long history. In the South African Police Service (SAPS), EAPs are as a result of the operational nature of policing services and the demanding conditions under which police services are carried-out. The EAPs are provided as a means of employee support to promote employee wellness and to create a working environment that is conducive to an effective and efficient delivery of police services. This research investigated the implementation of EAPs at Moroka Police Station, the biggest of the eleven (11) police stations that are situated within Soweto. This station serves approximately a total population of two hundred and fifty thousand (250 000) community members. The research gathered opinions of three selected groups of respondents (non-commissioned officers, EAP practitioners and commissioned officers) about the effectiveness of EAPs in the study area and how they can be improved. Employees in this police station, as in many others, are exposed to daily traumatic events since their duties require them to attend to crime scenes such as murder, collisions of varying seriousness, and often witness the murder of their colleagues. These incidents have a profoundly adverse impact on their psychological well-being and work performance. The findings show that even though remarkable progress has been made with the institutionalisation of EAPs, there are a few concerns which still require management’s attention. From the results of the interviews held with the non-commissioned officers, a few concerns, that if attended to could improve the effectiveness of EAP, include concerns about non-commissioned officers’ lack of knowledge of the functions of EAP, their general experience of EAP, the credibility and adherence by EAP practitioners to ethical guidelines, the frequency of the consultations as well as concerns about the accessibility of the EAP to them. The findings of the interviews held with EAP practitioners tended to be less complimentary than those gathered from non-commissioned officers, and a longer list of concerns was recorded. Numerous concerns that relate to the circumstance under which they administer EAS were articulated. These include concerns about how employees perceive the EAP and their understanding of EAS. Lastly the findings of the questionnaires administered to the commissioned officers, as compared to both the findings gathered from the non-commissioned officers and EAP practitioners, were more positive, especially their understanding of the EAP, how the EAP functions, their overall experience of the services provided through the EAP and their overall satisfaction of the EAS. Although the findings were positive there were few concerns that they identified as needing attention. These concerns are the functions of EAP, implementation of EAP, general experience of EAP, feedback from the EAP practitioners and resistance by employees to consult EAP practitioners. This research concludes by offering recommendations for each of the three groups, and by offering a research agenda for further investigation in this field. / Public Administration and Management / M.Tech. (Public Administration)

Text in Afrikaans / Summaries in English and Afrikaans / Die rol van die maatskaplike werker verbonde aan die Suid-Afrikaanse Polisiediens Hoofkantoor en sy afdelings is die onderwerp van hierdie studie. Hierdie rol is aan die hand van die take wat deur middel van die studie geTdentifiseer is, bepaal. Personeelmaatskaplikewerk het die teoretiese agtergrond vir hierdie studie gevorm. Maatskaplike werk in die Suid-Afrikaanse Polisiediens is fundamenteel in terme van sy ontstaan en ontwikkeling, missie en doelstellings beskryf.Die empiriese opname het volgens die nominale groepstegniek en 'n gestruktureerde onderhoudskedule plaasgevind. Maatskaplike werkers, kapelane, sielkundiges en bestuurders/bevelvoerders verbonde aan die Suid-Afrikaanse Polisiediens Hoofkantoor en sy afdelings was as respondente gebruik. Die navorser het die kennis wat deur hierdie studie opgedoen is, gebruik om spesifieke aanbevelings te maak ten opsigte van Maatskaplikewerkdienste in die Suid-Afrikaanse Polisiediens, Hoofkantoor-afdelings. / The role of the social worker attached to the South African Police Service, Head Office and its divisions is the subject of this study. This role has been prescribed by tasks which were dictated by the study. Industrial social work formed the theoretical background for this study. Social work in the South African Police Service is described in foundation in terms of its origin and development, mission and objectives. The empirical survey was carried out according to the nominal group technique and a structured interview schedule. Social workers, chaplains, psychologists and managers/ officers commanding on the staff of the South African Police Service, Head Office and its divisions, were used as respondents. The researcher has used the information gained by this study to make specific recommendations regarding Social Work Services, Head Office Divisions, in the South African Police. / Social Work / M.A.(Social Work)

Thesis (PhD)--University of Stellenbosch, 2000. / ENGLISH ABSTRACT: Although terms such as input, output, outcomes, productivity, quality, efficiency and effectiveness represent measures of performance, they also measure different aspects of performance. The question of the relevance of the measurement of performance for the South African Police Service (SAPS) invariably arises. The following three questions have, therefore, been formulated: • What is the relevance of performance measurement for the SAPS? • Which performance measurement determinants must be addressed and integrated into the process of performance measurement in the SAPS? • How could performance measurement improve the rendering of service? The purpose of the exploratory study was to provide a conceptual framework for performance measurement by developing a systematic and comprehensive performance measurement system (model) for the SAPS which will have longterm advantages for both the SAPS and the customers and/or communities they serve. The key aims were, "therefore, threefold: • To ensure that the SAPS is fulfilling its mission and accomplishing targeted results. • To measure police performance (successes) in respect of input, output, outcomes, effectiveness and efficiency which will have a direct impact on the combating of crime and is of value to customers and/or communi ties served by the police. • To compare a newly developed and pilot-tested model with the present performance measurement initiative used by the SAPS to prove that the new model has promise. Face-to-face and focus group interviews were conducted with 16 English and Welsh individuals. In addition, face-to-face and focus group interviews were also conducted with 12 police officials of the SAPS in order to determine the current state of affairs regarding police performance measurement. As part of the inductive study and to focus on the formulated questions and purpose, as well as to account for the data, three hypotheses were formulated for this study. The newly developed model will, therefore, enable the establishment of the extent to which: • Resources (human and physical) could be used effectively and efficiently by focussing on performance measurement. • Police operations and activities could be improved on an ongoing basis by focussing on targeted results. • Police operations and activities will have a positive impact on the combating of crime. A conceptual performance measurement framework was developed which reflects the fulfilment of the SAPS's mission and the accomplishment of targeted results. This model also measures the performance (successes) of the SAPS in respect of input, output, outcomes, effectiveness, and efficiency. Twenty police stations of one police area in the Western Cape were selected for the pilot-testing of the newly developed performance measurement system for the SAPS. After the model had been successfully piloted, it was compared with the performance measurement system used by the SAPS at present. The proposed model achieved a substantial higher mark in comparison with the present process/system used in the SAPS. Finally, the new performance measurement system for the SAPS that consists of the following performance measurement determinants namely, strategic direction, performance framework, performance measures, strategy-institutionalizing and performance assessment provides an important building block in the process of analysing the quality of service. In conclusion, according to this exploratory study the newly developed performance measurement system for the SAPS shows that the SAPS can apply the model, in its current format, fully and optimally. However, some shortcomings connected to the model, have been identified. / AFRIKAANSE OPSOMMING: Alhoewel terme soos insette, produksie (uitsette), gevolge (resultate), produktiwiteit, 'kwaliteit, doelmatigheid en doeltreffendheid maatstawwe van werkverrigting verteenwoordig, meet dit ook verskillende aspekte van werkverrigting. Die vraag na die toepaslikheid van die meet van werkverrigting vir die Suid-Afrikaanse Polisiediens (SAPD) tree telkens na vore. Die volgende drie vrae is derhalwe geformuleer: • In watter mate is die meet van werkverrigting op die SAPD van toepassing? • Aan watter beslissende faktore vir die meet van werkverrigting moet aandag geskenk word en watter van hierdie faktore moet in die proses van die meet van werkverrigting in die SAPD geïntegreer word? • Hoe kan die meet van werkverrigting dienslewering verbeter? Die doel met die verkenningstudie was om 'n voorstellingsraamwerk vir die meet van werkverrigting te verskaf deur 'n stelselmatige en omvattende stelsel (model) vir die meet van werkverrigting vir die SAPD te ontwikkel wat langtermynvoordele sal inhou vir die SAPD, sowel as die kliënte en/of gemeenskappe wat dit bedien. Die sleuteldoelwitte is daarom drievoudig: • Om te verseker dat die SAPD sy missie ten uitvoer bring en die beoogde resultate bereik. • Om die werkverrigting (suksesse) van die Polisie met betrekking tot insette, produksie, resultate, doelmatigheid en doeltreffendheid te meet wat 'n direkte invloed op die bekamping van misdaad sal hê en ook van waarde is vir kliënte en/of gemeenskappe wat die Polisie bedien. • Om die nuutontwikkelde en voorafgetoetse model te vergelyk met die metode wat die SAPD tans gebruik om werkverrigting te meet om te bewys dat die nuwe model belofte inhou. Persoonlike onderhoude is met 16 Engelse en Walliese persone gevoer en fokusgroepsbesprel<.ings is gehou. Persoonlike onderhoude is ook met 12 polisiebeamptes van die SAPD gevoer en fokusgroepsbesprekings is gehou om die huidige stand van sake oor die meet van werkverrigting in die Polisie te bepaal. As deel van die verkenningstudie en om op die gestelde vrae en doel te fokus, asook om 'n verldaringvir die data te gee, is drie hipoteses vir hierdie studie geformuleer. Die nuut ontwikkelde model sal dus die mate van die volgende kan bepaal: • Hulpbronne (menslik en fisies) doeltreffend en doelmatig benut word deur op werkverrigting te fokus. • Polisie-operasies en -aktiwiteite op 'n deurlopende grondslag verbeter kan word deur op die beoogde resultate te fokus. • Polisie-operasies en -aktiwiteite 'n positiewe invloed op die bekamping van misdaad sal hê. 'n Voorstellingsraamwerk vir die meet van werkverrigting is ontwikkel wat die uitvoeringvan die missie van die SAPD en die bereikingvan beoogde resultate weerspieël. Hierdie model meet ook die werkverrigting (suksesse) van die SAPD met betrekking tot insette, produksie, gevolge, doeltreffendheid en doelmatigheid. Twintig polisiestasies van een polisie-area in die Wes-Kaap is gekies vir die vooraftoetsing van die nuutontwikkelde stelsel vir die meet van die werkverrigting vir die SAPD. Nadat die model suksesvol getoets is, is dit vergelyk met die stelsel wat tans deur die SAPD gebruik word om werkverrigting te meet. Die voorgestelde model het 'n aansienlike hoër punt behaal in vergelyking met die stelsel wat tans in die SAPD gebruik word. Laastens bied die nuwe stelsel wat werkverrigting in die SAPD meet en wat bestaan uit die volgende bepalings vir die meet van werkverrigting, naamlik strategiese rigting, raamwerk vir werkverrigting, maatstawvve vir werkverrigting, strategiese institusionalisering en waardebepaling van werkverrigting 'n belangrike bousteen in die ontledingsproses van kwaliteit diens. Sammevattend toon die nuutontwikkelde stelsel VIr die meet van werkverrigting in die SAPD volgens hierdie verkenningstudie dat die SAPD die model in sy huidige formaat ten volle en optimaal kan toepas. 'n Paar tekortkomings met betrekking tot die model is egter geïdentifiseer.

The dissertation argues that police officers are not trained in handling mentally ill persons. Purpose The study explored police officers‟ knowledge of mental illness and skills necessary for handling mentally ill people. Research methods The descriptive quantitative investigation has been used as a research strategy to identify the knowledge and skills of police officers in handling mentally ill persons. Forty five police officers were randomly selected from a population of 136 police officers. A self administered questionnaire was used for collecting data. Data analysis was done manually and frequency distributions, cross-tabulations and correlations were carried out. Results The findings revealed that police officers do not have knowledge and skills to handle mentally ill people. Recommendations It is recommended that mental health care practitioners should engage the police in discussions on training in handling mentally ill people. iv Limitations Due to time and budgetary limitations, the study had to settle for a more modest investigation

The research problem that was investigated in this study was to identify, explore and confirm the problems and management obstacles encountered with the change process in the South African Police Service (SAPS) from the time when South Africa became a democracy in 1994. Although national legislation and SAPS policies and directives that encourage change in the SAPS indicated the movement towards change to implement transformation, it is questionable in what way these principles of transformation are successfully implemented, what the significance and implications of these legislation and directives are, and also the effect they have on transformation in the SAPS. Data was collected from questionnaires, a literature study, focus group interviews and interviews. Structured questionnaires concerning transformation in the SAPS were designed and distributed to 39 station commissioners in the Pretoria and Soweto policing areas. Furthermore, a literature study including material such as official SAPS documents, media and newspaper reports, library sources and national legislation regarding change has been presented. Data was also collected from non-commissioned officials who participated in four focus groups interviews, and four semi-structured interviews were conducted individually with four station commissioners in the Pretoria and Soweto policing areas. International best practices have also been consulted. The research conducted indicated that although progress has been made with transformation in the SAPS a breach exists between national legislation, SAPS policies and directives and the implementation thereof, which have an impeding influence on the transformation process in the SAPS. It is clear that internal communication is an essential and dynamic instrument in the SAPS, however, communication of the transformation process does not have the impact at ground level that it is supposed to have. It is also clear that members at ground level lack knowledge of the transformation process in the SAPS and the implementation thereof. In addition, conveying the sense of urgency to members at ground level need attention and must be communicated clearly and timeously. Training and development at the lower hierarchical levels of the SAPS also need priority to enhance service delivery, public relations, the morale and conduct of members. A high number of members also need to be motivated during transformation and their readiness towards the process has to be addressed to adapt to the changes. Reasons for resisting transformation in the SAPS need urgent attention as well because this has a negative effect on the daily functioning of members. The recommendations drawn from the conclusions made in this study may provide a number of solutions that can be implemented in the SAPS to reduce the obstacles impeding the transformation process in the SAPS to enhance and improve transformation in this organisation. / Criminal Justice / M. Tech. (Criminal Justice)

Text in Afrikaans / Summaries in English and Afrikaans / Die rol van die maatskaplike werker verbonde aan die Suid-Afrikaanse Polisiediens Hoofkantoor en sy afdelings is die onderwerp van hierdie studie. Hierdie rol is aan die hand van die take wat deur middel van die studie geTdentifiseer is, bepaal. Personeelmaatskaplikewerk het die teoretiese agtergrond vir hierdie studie gevorm. Maatskaplike werk in die Suid-Afrikaanse Polisiediens is fundamenteel in terme van sy ontstaan en ontwikkeling, missie en doelstellings beskryf.Die empiriese opname het volgens die nominale groepstegniek en 'n gestruktureerde onderhoudskedule plaasgevind. Maatskaplike werkers, kapelane, sielkundiges en bestuurders/bevelvoerders verbonde aan die Suid-Afrikaanse Polisiediens Hoofkantoor en sy afdelings was as respondente gebruik. Die navorser het die kennis wat deur hierdie studie opgedoen is, gebruik om spesifieke aanbevelings te maak ten opsigte van Maatskaplikewerkdienste in die Suid-Afrikaanse Polisiediens, Hoofkantoor-afdelings. / The role of the social worker attached to the South African Police Service, Head Office and its divisions is the subject of this study. This role has been prescribed by tasks which were dictated by the study. Industrial social work formed the theoretical background for this study. Social work in the South African Police Service is described in foundation in terms of its origin and development, mission and objectives. The empirical survey was carried out according to the nominal group technique and a structured interview schedule. Social workers, chaplains, psychologists and managers/ officers commanding on the staff of the South African Police Service, Head Office and its divisions, were used as respondents. The researcher has used the information gained by this study to make specific recommendations regarding Social Work Services, Head Office Divisions, in the South African Police. / Social Work / M.A.(Social Work)