Thesis (MPA)--Stellenbosch University, 2000. / ENGLISH ABSTRACT: The year 1999 was announced as the year of service delivery by the National Commissioner of Police, and the Police Plan for the RSA underwent a name change to the "policy priorities and objectives" in the same year. The Police Plan, consisting of policy priorities and objectives and internal focus areas, can be seen as the strategic plan of the South African Police Service. Such a strategic plan needs an implementation plan to put it into operation and ensure the involvement of every member in the Service. The prime objective of the South African Police Service is the establishment of a safe and secure environment in partnership with the community. The emphasis should therefore be on - • improving the quality and effectiveness of service to the community; • supporting the transformation process in South Africa in general and in the South African Police Service in particular; • instituting a new style of Community Policing and Management; and • establishing a process for efficient and effective policing. The above priorities consist of a number of objectives to put actions into operation in order to reach a desired outcome. These actions will be addressed at all managerial levels from top to lower levels through the integrated planning process. The South African Police Service in the Western Cape is divided into four policing areas at present, namely the Eastern Metropole, Western Metropole, Boland and Southern Cape. Each area consists of stations which are responsible to the Area, and each station must give feedback to the Area on its strategic management plan. The strategic management plan of the SAPS in the Western Cape can be seen as a combination of the Policing Priorities and Objectives for the province, the Service Delivery Improvement Programme (SDIP) and the Area Operational Plan. The main goal of this research project is to design an integrated Strategic Management model through which every Police Station in the Western Cape can provide feedback in the Strategic Management processes. / AFRIKAANSE OPSOMMING: Die jaar 1999 is tot die jaar van dienslewering deur die Nasionale Kommissaris van Polisie verklaar, en die Polisieplan vir die RSA het 'n naamverandering na die "beleidsprioriteite en doelwitte" in dieselfde jaar ondergaan. Die Polisieplan, wat bestaan uit beleidsprioriteite en doelwitte en interne fokusareas, kan as die strategiese plan van die Suid-Afrikaanse Polisiediens beskou word. So 'n strategiese plan benodig 'n implementeringsplan om dit in werking te stel en die betrokkenheid van alle lede van die Diens te verseker. Die hoofdoelwit van die Suid-Afrikaanse Polisiediens is om 'n veilige en beveiligde omgewing in 'n vennootskap met die gemeenskap te bewerkstellig. Daarom behoort die klem te val op - • verbetering van die kwaliteit en doeltreffendheid van die diens aan die gemeenskap; • ondersteuning van die transformasieproses in Suid-Afrika in die algemeen en in die Suid-Afrikaanse Polisiediens in die besonder; • die instelling van 'n nuwe styl van Gemeenskapspolisiëring en bestuur; en • die vestiging van 'n proses vir doelmatige en doeltreffende polisiëring. Bovermelde prioriteite bestaan uit 'n aantal doelwitte om aksies in werking te stel ten einde 'n beoogde resultaat te bereik. Hierdie aksies moet op alle bestuursvlakke vanaf topbestuur tot die laer vlakke deur die geïntegreerde beplanningsproses geloods word. Die Suid-Afrikaanse Polisiediens in die Wes-Kaap is in vier polisiëringsareas opgedeel, naamlik die Oos-Metropool, Wes-Metropool, Boland en Suid-Kaap. Elke area bestaan uit stasies wat aan die Area verantwoordelik is, en elke stasie moet aan die Area terugvoer verskaf oor sy strategiese bestuursplan. Die strategiese bestuursplan van die SAPD in die Wes-Kaap kan beskou word as 'n kombinasie van die Polisiëringsprioriteite en Doelwitte vir die provinsie, die Dienslewering Verbeteringsprogram (DVP) en die Area Operasionele Plan. Die hoofdoel van hierdie navorsingsprojek is om 'n geïntegreerde strategiese bestuursmodel te ontwerp waardeur alle polisiestasies in die Wes-Kaap terugvoer kan gee in die Strategiese Bestuursprosesse.

Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Electronic government or e-Government has become a global phenomenon and is seen as a tool to strengthen the performance of government and public administration. An efficient and effective state administration is a necessary requirement for economic and social development. This study describes to what extent the e-Government policy of the PGWC compares with other e-Government policies internationally and in particular the Australian e-Government policy. South Africa as a young democracy can use the transformational power of the e- Government approach to the benefit of government, business and the citizens of the country if this approach is applied appropriately. e-Government offers the opportunity to improve public services and can even reduce the gap that exists between those who are computer literate and those who are not. E-Government in the PGWC is still in the beginning phases compared to e- Government in Australia, which has developed rapidly over the last decade. The PGWC can learn from the Australian e-Government development process, with Australians being regarded as one of the leading e-Government nations in the world, according to the United Nations Organisation. Even though the e-Government policy of the PGWC and the Australian e- Government policy use a comparatively similar approach within the demographic boundaries in which they exist, it was found that the socio-economic challenges of South Africa as a developing country, still have an enormous influence on the optimal application of the e-Government policy. / AFRIKAANSE OPSOMMING: Elektroniese regering of e-Regering het ‘n wêreldwye verskynsel geraak en kan gesien word as ‘n maatstaf vir die versterking van regeringsoptrede en publieke administrasie. ‘n Effektiewe en doeltreffende staatsadministrasie is ‘n noodsaaklike vereiste vir ekonomiese en sosiale ontwikkeling. Hierdie studie beskryf tot watter mate die e-Regeringsbeleid van die Wes-Kaapse Provinsiale Regering met ander internasionale e-Regeringsbeleide vergelyk, veral met betrekking tot die e- Regeringsbeleid van Australië. As ‘n jong demokrasie kan Suid-Afrika die transformerende invloed van die eregerings benadering tot die voordeel van die regering, besigheid en die burgers van die land gebruik indien hierdie benadering korrek toegepas word. e-Regering bied die geleentheid om publieke dienste te verbeter en kan selfs die bestaande gaping vernou tussen diegene wat rekenaargeletterd is en diegene wat nie rekenaargeletterd is nie. e-Regering in die Wes-Kaapse Provinsiale Regering is nog in ‘n betreklike vroeë stadium vergeleke met e-regering in Australië waar dit oor die laaste dekade snel ontwikkel het. Die Wes-Kaapse Provinsiale Regering kan vanuit die ontwikkelingsproses van die Australiese e-Regering leer, daar Australië deur die Verenigde Volkere-organisasie as een van die voorste e-Regeringnasies in die wêreld beskou word. Selfs al toon die beleide van die Wes-Kaapse Provinsiale Regering en die van Australië ‘n relatief eenderse benadering tot e-Regering binne die demografiese grense waarin hulle bestaan, is gevind dat die sosio-ekonomiese uitdagings van Suid-Afrika as ‘n ontwikkelingsland steeds ‘n enorme invloed op die optimale aanwending van e-Regering het.

Thesis (MAdmin)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Sexual harassment has different meanings for different individuals. This is clearly evident from the wide variety of definitions that are noted on the theme. Sexual harassment can be divided into two main categories. Firstly there is quid pro quo harassment which boils down to the fact that an agreement must be established between two individuals where sexual favours are exchanged for more favourable work benefits. The next sexual harassment category is where one individual makes the working environment of the next individual intolerable in order to solicit sexual favours. Sexual harassment can be explained using a number of models. These models vary from the point of departure that sexual harassment is driven by the individual's sex drive to a model where the economy has an influence on the individual's behaviour. None of the existing models, however, fully explain sexual harassment and sexual harassment can best be explained using a synthesis between various models. These models have the advantage that a better understanding of the subject exists and could thus ease the prevention and management of sexual harassment in the workplace. Sexual harassment manifests over a wide varitey of actions. A difference can be drawn between direct and indirect harassment. Direct harassment could be physical and lead to charges of sexual assault or rape. Indirect harassment could be where an individual through his/her actions causes another individual to feel uncomfortable without the action being directed at that specific individual. It could be that sexually explicit pictures are being displayed without the intention to harass but that the mere displaying of the pictures is experienced as harassment by certain individuals. There are various actions leading up to sexual harassment. However, it was found that sexual harassment is not romantic attention with the view of courting towards a consenting love affair. Consenting love affairs may also exist in the workplace and although not prohibited by any rule or prescript the affair could end and then transform towards sexual harassment. Sexual harassment was found not to be restricted to one sex only. Although the profiles of male and female harassers differ both can present themselves as harassers. Sexual harassment is not restricted to harassing the opposite sex only and man to man and woman to woman harassment is also found. In the South African Civil Service there are certain acts that regulate sexual harassment. Sexual harassment is, however, not addressed by definition and general deductions must be made that could include atcs of sexual harassment. This was tested by contacting a variety of government departments and provincial administrations to gain insight into their sexual harassment policies. The majortiy of respondents did not have a formal or approved policy on sexual harassment. The sexual harassment policies that were \ analysed revealed certain inadequicies and a scientifically based questionnaire was developed to determine the prevelance of sexual harassment in the workplace. Normatively speaking certain guidelines or a definition of sexual harassment should exist to show which conduct or behaviour can be construed as sexual harassment. An employee's complaints procedure should at least contain a mechanism to ensure that policy is not ignored, that alternative methods of reporting sexual harassment are being catered for and that adequate training is provided to ensure that all employees are au fait with the complaints procedure. Confidentiality is a critical element and the employer should try to maintain this throughout the investigation. Investigation officers should have a certain knowledge on the theme of sexual harassment. The appointment of an investigation officer should also be sex sensitive. The imposing of sanctions after the investigation into complaints of sexual harassment should be done with due cognisance of the degree of seriousness of the violation and other mitigating and extenuating circumstances. / AFRIKAANSE OPSOMMING: Seksuele teistering het verskillende betekenisse vir verskillende indiwidue. Hierdie kom duidelik na vore uit die wye verskeidenheid van definisies wat oor die tema opgeteken is. Seksuele teistering kan in twee hoof groeperings ingedeel word. Eerstens is daar quid pro quo-teistering wat daarop neerkom dat daar 'n ooreenkoms tussen twee indiwidue tot stand moet kom, waar seksuele gunste vir werksvoordele uitgeruil word. Die ander tipe seksuele teistering is waar die een indiwidu die werksomgewing vir die volgende indiwidu ondraagbaar maak om die indiwidu tot seksuele gunste te laat toegee. Seksuele teistering kan aan die hand van 'n aantal modelle verklaar word. Hierdie modelle wissel vanaf die uitgangspunt dat dit deur die indiwidu se seksdrang aangedryf word tot waar die ekonomie 'n invloed op die indiwidu se gedrag kan hê. Nie een van die bestaande modelle gee egter 'n volledige verklaring van seksuele teistering nie en kan seksuele teistering aan die hand van 'n sintese tussen die modelle verklaar word. Hierdie modelle het die voordeel dat dit 'n beter begrip van die onderwerp stel en kan die voorkoming of bestuur van seksuele teistering in die werksplek hierdeur vergemaklik word. Seksuele teistering manifesteer oor 'n wye front van aksies. Daar kan 'n onderskeid tussen direkte en indirekte teistering getref word. Direkte teistering kan fisies wees en aanleiding tot klagtes van seksuele aanranding of verkragting wees. Indirekte teistering kan wees waar 'n indiwidu deur sy/haar optrede 'n volgende indiwidu ongemaklik laat voel sonder dat dit spesifiek teen daardie indiwidu gemik is. Dit sou kon wees dat seksueel eksplisiete prente sonder die bedoeling om te teister, opgeplak word, maar dat dit deur bepaalde indiwidue as teisterend ervaar word. Daar is verskeie aanleidende oorsake tot seksuele teistering. Seksuele teistering is egter gevind om nie romatiese aandag te wees met die oog op hofmakery vir 'n konsente liefdesverhouding nie. Konsente liefdesverhoudings kan ook in die werksplek voorkom en alhoewel dit nie teen enige reël indruis nie, kan die verhouding tot niet gaan en dan in seksuele teistering oorgaan. Seksuele teistering is gevind om nie net tot een geslag beperk te wees nie. Alhoewel die profiele van 'n manlike en vroulike teisteraar verskil, kan beide geslagte as teisteraar voordoen. Seksuele teistering is ook nie net tot die teenoorgestelde geslag beperk nie en kom man-tot-man en vrou-tot-vrou teistering ook voor. In die Suid-Afrikaanse Staatsdiens is daar bepaalde wetgewing wat seksuele teistering reguleer. Seksuele teistering word per se egter nie by definisie aangespreek nie en moet daar meer algemene afleidings gemaak word wat die oortreding van seksuele teistering sou kon insluit. Hierdie is getoets deur 'n verskeidenheid staatsdepartemente en provinsiale administrasies te nader om insae in hul seksueleteistering-beleide te kry. Die meerderheid respondente het nie oor 'n formele of goedgekeurde beleid oor seksuele teistering beskik nie. Die seksueleteistering-beleide wat wel ontleed was, het bepaalde gebreke getoon en is daar 'n wetenskaplik fundeerde vraelys ontwikkel om die voorkoms van seksuele teistering in die werksplek te bepaal. Normatief beskou behoort daar riglyne of 'n definisie te bestaan om aan te toon watter gedrag of optrede as seksuele teistering beskou kan word. 'n Werkgewer se klagteprosedure behoort minstens 'n meganisme te bevat om te verseker dat indiwidue nie beleid ignoreer nie, daar alternatiewe metodes voor voorsiening gemaak word om seksuele teistering te rapporteer en dat daar voldoende opleiding verskaf word om te verseker dat alle werknemers met die klagteprosedure vertroud is. Die handhawing van konfidensialiteit is 'n kritiese element en die werkgewer behoort te poog om gedurende ondersoek die hoogste graad van konfidensialiteit te handhaaf. Ondersoekbeamptes behoort 'n bepaalde kundigheid oor die onderwerp van seksuele teistering te hê. Die aanwys van 'n ondersoekbeampte behoort geslagsensitief gedoen te word. Die oplê van sanksies na ondersoek van klagtes van seksuele teistering behoort die ernstigheidsgraad van die oortreding en ander verswarende of versagtende getuienis in ag te neem.

Thesis (MPA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Aim: To investigate whether Mpumalanga Province's representation in the NCOP can be improved. Problem: The Mpumalanga Provincial Legislature is not performing as expected in the NCOP. The views of Mpumalanga Province are not articulated well in the NCOP. This may be as a result of a lack of research capacity within the Provincial Legislature. The available researchers are not experienced in the political and policy environment. The NCOP meeting cycle or timetable also does not allow enough time for the provinces to adequately prepare for pieces of legislation. There is further little or no interaction between the chairpersons of the Provincial Portfolio Committees and their counterparts in the NCOP. There is poor coordination, planning and communication within the provincial legislature. The Mpumalanga NCOP Liaison Office in Cape Town is not adding value to the information flow from Parliament to the Mpumalanga Provincial Legislature. It is acting as a post box by passing information on without any further research and analysis. The research question is: How to improve the effectiveness of the Mpumalanga representation in the National Council of Provinces? Hypothesis: The role of the Mpumalanga NCOP Liaison Office in Parliament needs to be redefined, and the research capacity of the Mpumalanga Provincial Legislature needs to be enhanced, in order to increase the effectiveness of the representation of Mpumalanga Province in the NCOP. Methodology: The following methods were used in this study; • Face to face interviews with the Chairperson of the NCOP, Ms N Pandor. • A structured questionnaire was sent to the Chief Whip of the NCOP, Mr. E Surty and selected members from the Mpumalanga Provincial Legislature. • Participant observation was used, as the researcher was, at the time of this study, an employee of the Mpumalanga Provincial Legislature stationed at the NCOP. • A literature study was also undertaken. Scope: The study concentrated on the Mpumalanga Provincial Legislature while lessons were drawn from other provinces. There is no universally agreed upon criterion to judge what constitutes organizational effectiveness. Evidence from the literature revealed that in order to improve organizational effectiveness, the Goal Attainment, Systems and Strategic Constituencies Approaches to organizational effectiveness need to be combined. These approaches are not mutually exclusive. The focus of the Goal Attainment Approach is mainly on ends while the Systems Approach concentrates on means to achieve the ends. The Strategic Constituencies Approach seeks to appease those stakeholders, in the environment, with potential to threaten organizational stability. Major Findings: Observation, personal experience and the responses from the informants tended to confirm the hypothesis. This study revealed that the researchers of the Mpumalanga Provincial Legislature were not empowered to deal with legislative matters. Major ConclusionslRecommendations: The most important recommendations are; .:. That Parliament should introduce legislation that will enable Provincial Legislatures to confer authority on their delegations to cast votes uniformly on their behalf in the NCOP . •:. That the brief of the provincial research unit be clearly specified. That a research agenda for each session of Parliament be set. .:. That the role of Regis House staff be expanded to include research, administration and liaison work. .:. That all researchers and senior staff of the organization be re-briefed on the functioning of the Provincial Legislature . •:. That comparative research be conducted on KwaZulu Natal and Western Cape who seemed to produce the best results. / AFRIKAANSE OPSOMMING: Doelwit: Om ondersoek in te stel of die Mpumalanga Provinsie se verteenwoordiging op die Raad van Provinsies verbeter kan word. Probleem: Die Mpumalanga Wetgewer presteer nie na verwagting in die Nasionale Raad van Provinsies (NRVP) nie. Die sieninge van die Mpumalanga Provinsie word nie goed weergegee in die NRVP nie. Dit mag wees as gevolg van 'n gebrek aan navorsingskapasiteit in die Provinsiale Wetgewer (PW). Die beskikbare navorsers het nie ondervinding in die politieke en beleidsomgewing nie. Die NRVP siklus of tydskedule gee nie genoeg tyd aan provinsies om behoorlik vir wetgewing voor te berei nie. Daar is min of geen interaksie tussen die voorsitters van die Provinsiale Portefeulje Komitees en hul kollegas in die NRVP nie. Daar is ook swak koordinasie, beplanning en kommunikasie in die Provinsiale Wetgewer. Die Mpumalanga NRVP se skakelkantoor in Kaapstad voeg geen waarde toe tot die vloei van inligting van die Parlement na die Mpumalanga Provinsiale Wetgewer nie. Tans dien dit net as 'n posbus, wat inligting deurgee sonder verdere navorsing en analise. Die navorsingsvraag is, hoe kan die verteenwoordiging van die Mpumalanga Provinsie in die NRVP verbeter word? Hipotese: Die rol van die Mpumalanga skakelkantoor in die Parlement moet herdefinieer word en die navorsingskapasiteit van die Provinsiale Wetgewer moet versterk word, om die effektiwiteit van die verteenwoordiging van die Mpumalanga provinsie te verbeter in die NRVP. Metodologie: Die volgende metodes is gebruik in hierdie studie: • Persoonlike onderhoude met die Voorsitter van die NRVP, Me N Pandor. • 'n Gestruktureerde vraelys is gestuur na die Hoofsweep van die NRVP, Mnr E Surty en die teikengroep lede van die Mpumalanga Provinsiale Wetgewer. • Deelnemende waarneming is gebruik, omdat die navorser tydens die studie 'n werknemer van die Mpumalanga Provinsiale Wetgewer was, gestasioneer by die NRVP. • 'n Literatuurstudie is ook onderneem. Omvang: Die studie het gekonsentreer op die Mpumalanga Provinsiale Wetgewer, terwyl lesse geleer is vanaf ander provinsies. Daar is geen universeel ooreengekome kriteria waarop organisasies se effektiwiteit beoordeel kan word nie. Die geraadpleegde literatuur bevestig die hipotese. Die skrywers se gevolgtrekkings toon aan dat die volgende benaderinge tot organisatoriese effektiwiteit gekombineer moet word om 'n organisasie se effektiwiteit te verbeter: die doelwitbereikingsbenadering; sisteem en strategiese kiesafdelingsbenadering. Hierdie benaderings is nie onderling uitsluitend nie. Die fokus van doelwitbereikingsbenadering is hoofsaaklik op resultate terwyl die sisteembenadering konsentreer op maniere om die gevolge te bereik. Die strategiese kiesafdelingsbenadering probeer al die rolspelers met die potensiaal om organisatoriese stabiliteit te bedreig, bevredig,. Hoof Bevindinge: Waarneming, persoonlike ervaring en terugvoering vanaf die respondente het die hipotese deurgaans bevestig. Die studie het getoon dat die navorsers van die Mpumalanga Provinsiale Wetgewer nie wetgewende sake behoorlik kan hanteer nie. Belangrikste Gevolgtrekkings/Aanbevelings: Dit sluit in: ~ Die Parlement moet wetgewing voorlê wat die Provinsiale Wetgewers sal toelaat om hul afgevaardigdes te magtig om hul stemme eenvormig te kan uitbring in die NRVP namens daardie wetgewers. ~ Dat die opdrag van die provinsiale navorsingseenheid duidelik uitgespel word ~ Dat 'n navorsingsagenda bepaal word vir elke sessie van die Parlement ~ Dat die rol van Regis House personeel uitgebrei word om navorsing, administrasie en skakelwerk in te sluit ~ Dat alle navorsers en senior personeel van die organisasie geherorienteer word rakende die werksaamhede van die Provinsiale Wetgewer ~ Dat vergelykende navorsing gedoen word oor KwaZulu Natal en Wes Kaap wat die beste resultate lewer.

Thesis (MPA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Education and training under apartheid can at best be described as fragmented and unequal along racial lines. The consequence of the decades of human resource neglect resulted in the virtual destruction of human resource potential, with devastating effects for social and economic development. At the organisational level witness to this has been the lack of career paths offered to workers and the debilitating effect on worker motivation and general productivity. In response to this state of affairs the South African government introduced a number of innovative laws aimed at reversing this downward spiral: The Skills Development Act, 1998 and the related legislation have as their single objective the establishment of a more enabling and responsive human resource environment. This will amount to the rebuilding of the South African workforce within organisations through the introduction of new sets of human resource processes, policies and principles. This study compares the activities of the Pioneer Foods Group with those of the Drakenstein Municipality in relation to the skills development regulatory framework and the subsequent obligations it places on organisations to establish new human resource practices. The study goes further and seeks to establish whether there is a causal link between the processes of skills development and Organisational Development (00). The study concludes that there is a definitive link between the skills development regulatory framework and 00. The two processes are regarded as mutually supportive, leading to the achievement of individual and organisational end goals. / AFRIKAANSE OPSOMMING: Opvoeding en opleiding onder die Apartheidsregering kan beskryf word as gefragmenteerd, ongelyk en geskoei op ras. Die gevolge van dekades van menslike hulpbron vernalting het geweldige en verreikkende ekonomiese en sosiale implikasies tot gevolg gehad. 'n Nadere blik op die vlak van organisasies dui aan dat vir werkers geen beroeps vooruitsigte was nie met die gevolg dat die motiverings vlak en veral produktiwiteit ontsettend laag was. Die respons vanaf die Suid Afrikaaanse regering was die bekendmaking van 'n reeks innoverende wetgewing gemik om die afwaartste kurwe te stop. Die Vaardigheids Ontwikkeling Wet, 1998 en die ander meegaande wette het as primêre doelwit die daarskep van "n meer verantwoordelike menslike hulpbron klimaat. Dit het ten doel die heropbou van die Suid Afrikaanse mense deur die bekendmaking van "n stel menslike hulpbron prosessese, beleid en beginsels. Hierdie studie fokus en vergelyk die vaardigheidsontwikkeling aktiwiteite van die Pioneers Voedsel Groep met die van die Drakenstein Munisipaliteit. Die studie gaan verder deur vas stel of daar n definitiewe verband is tussen die prossese van vaardigheidsontwikkeling en die van organisasie ontwikkeling. Die slotsom is die volgende: dat daar 'n definitiewe verbintenis is tussen vaardigheidsontwikkeling en organisasie ontwikkeling. Die twee prossese steun op mekaar deurdat beide ten doel het 'n verbeterde organisasie en individu, soos hulle strewe na die bereiking van doelwitte.

Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The Department of Health estimates that 80 percent of South Africans consult traditional healers before consulting modern medicine. The aim of this study is to investigate the extent of the use of traditional medicine in local communities in the Limpopo Province, and add value to a draft policy that was introduced by the Minister of Health. (South Africa, Department of Health 2007a) Traditional healers are regarded as an important national health resource. They share the same cultural beliefs and values as their patients. They are respected in their communities. In South Africa, traditional healers have no formal recognition as health care professionals. Despite the advantages of modern medicine, there is a dramatic evolution in traditional medicine developing and developed countries. In recognition of the value that traditional medicine has added to people’s health needs, government organisations have realised the gap and needed to embark on public participation to bring to light the solution, by implementing a relevant policy (Matomela 2004). According to research done by Pefile (2005), positive outcomes that resulted from the use of traditional medicine include a more holistic treatment, a wider choice of health care that suits people’s needs, and scientific advancement, this paves a way forward for a policy to be put into place for the legal recognition of traditional medicine. New legislations have been brought about in regulating traditional medicine and practitioners. This paper provides a synopsis of government initiatives to close the gap and address the concerns of integrating traditional and modern medicine. The thesis addresses the challenges involved in incorporating the two disciplines for the best possible impact of local communities in accessing their rights as vested in the constitution. The study is a qualitative study where relevant practicing traditional healers, users, Western doctors, nurses, managers and government policy makers were interviewed regarding the draft policy on traditional medicine. This was to obtain information on the challenges, gaps and possible solutions regarding the integration of African traditional medicine into the health care system of Southern Africa. Findings show the following: a majority of traditional healers do not agree to scientific trialling and testing on the herbs that they prescribe, and Western doctors feel that traditional healers should only treat patients spiritually unless they have a scientifically tested scope and limitations on their field. The study also found that traditional healers want to be registered and integrated into the health care system, but do not agree to have regulated price fixing. Other conclusions included that the communities seek traditional help for cultural reasons and more benevolent purposes, but are changing their focus towards seeking medical help from clinics where it is provided for them. However, people within the communities are still confused whether to seek traditional or western medicine and therefore seek both. It was found that medications are not readily available in district clinics and hospital waiting times force people into seeking traditional help. Nurses, doctors and caregivers acknowledge that traditional healers are hampering the health care of patients by delaying hospital treatment of patients hence progressing illnesses. However, they also state that traditional healers help people spiritually and mentally. Therefore policy makers have found solutions to educate healers and create regulatory boards to limit and create a scope of practice for traditional healers. Recommendations and solutions for the relevant policy are as follows: It is recommended that traditional health practitioners should only be allowed to practice and train over the age of 21. They must be prohibited from certain procedures, for example: drawing blood, treating cancers, and treating AIDS/HIV. They should only be allowed to practice midwifery if they have had training. They should be prohibited from administering injections and supervised drugs, unless trained at a tertiary level traditional healers can be used as home caregivers, spiritual healers, and traditional advice counselling entities in the communities. Traditional healers must be prevented from referring to themselves as a ‘doctor’ or ‘professor’. This misleads people into believing that they are allopathic doctors. ‘Traditional health practitioners’ must realise that they are holistic healers, and must be addressed as such. A strong recommendation is to rename ‘traditional health practitioners’ as ‘spiritual practitioners’. With regards to regulations, it must be imperative that every practicing traditional health practitioner be registered annually with the relevant board. A good suggestion is for traditional health practitioners (THP) to attend formal training courses, under an experienced herbalist, and it should be documented on paper. A written record of the location of practice, and specialty must also be documented. There must be policies on health and safety, hygiene and sterility that need to be in place. It is suggested that training on patient confidentially must be taught and implemented. A code of conduct and a standard of professional ethics must also be implemented. Health and safety regulations pertaining to the profession and the citizens must be listed. Efforts towards dispelling myths and making people aware, thereby filtering out the positive side of the traditional medicine (e.g. medical benefits with some herbs), and rooting out the ‘quack’ practices (e.g. the use of amulets around a patient’s body to cure diseases) should be practiced. Pertaining to co-operative relationships between modern medical doctors and traditional practitioners, it is recommended that the use of exchange workshops between the two professionals needs to be developed. Also scientific information and technology must be available to traditional healers. A continued professional development (CPD) programme should be a mandatory requirement, as for all other health care professionals. It seems the development of traditional hospitals, in which a scope of practice is defined, can be used as a recovery ward and a spiritual guidance centre. The above recommendations will encourage a healthier, safer and transparent health care system in South Africa, where all disciplines of medicine co-exist in one National Health Care System. / AFRIKAANSE OPSOMMING: Nadat navorsing deur die Departement van Gesondheid gedoen is, is daar gevind dat 80 persent van Suid-Afrikaners tradisionele genesers besoek. Die doel van hierdie navorsing is om ondersoek te doen na die gebruik van tradisionele medisyne deur landelike gemeenskappe in die Limpopo Provinsie, en om ook ‘n bydrae te lewer tot die konsepbeleid wat deur die Minister van Gesondheid bekendgestel is (South Africa, Department of Health 2007a). Tradisionele genesers kan beskou word as ‘n belangrike hulpbron in die nasionale gesondheidsdiens. Hulle deel in kulturele gelowe en waardes van hulle pasiente en word ook gerespekteer in hulle gemeenskappe. Suid-Afrika egter, gee geen erkenning aan tradisionele genesers of die feit dat hulle in die gesondheidsdiens is nie. Ondanks die feit van moderne geneesmiddels, is daar ‘n dramatiese evolusie wat besig is om plaas te vind in die Westerse Wêreld. Die erkenning en waarde van tradisionele medisyne wat bydra tot mense se gesondheidkwaliteit, het daartoe gelei dat Staatsorganisasies begin insien het dat daar ‘n gaping is en dat publieke peilings gedoen word om ‘n oplossing te vind en ‘n beleidsdokument saam te stel wat tradisionele genesers insluit (Matomela 2004). Die ondersoek wat Pefile (2005) gedoen het, het positiewe resultate getoon by die gebruik van tradisionele medisyne wat ‘n holistiese behandeling in ‘n wyer verskeidendheid van medisyne insluit by gebruikers. Ook die wetenskaplike vooruitgang van tradisionele medisyne het daartoe bygedra dat ‘n beleidsdokument in plek gesit word vir die wettige erkenning daarvan. Nuwe wetgewing is in werking gestel om beheer uit te oefen oor tradisionele genesers en tradisionele medisyne. Hierdie dokument verskaf ‘n sinopsis van die Staat se inisiatiewe om die gaping tussen moderne medisyne en tradisionele medisyne aan te spreek en ook om landelike gemeenskappe toe te laat om hulle reg uit te oefen soos wat in die Grondwet vervat is. Die studie is kwalitatief waar relevante praktiserende tradisionele genesers, verbruikers, Westerse dokters, verpleegkundiges, bestuurders en staatsdiensbeleidvormers ondervra is oor ‘n konsep beleidsdokument oor tradisionele medisyne. Dit was gedoen om informasie rakende die uitdaging , gapings en 'n moontlike oplossing te vind vir die integrasie van Afrika se tradisionele medisyne in die gesondheidsorgsisteem van Suidelike Afrika. Belangrike bevindings sluit die volgende in: die meerdeerheid tradisionele genesers stem nie saam dat wetenskaplike toetse gedoen word op kruie wat hulle voorskryf nie; tradisionele genesers will geregisteer en geïntegreer word in die gesondheidsorgsisteem maar stem nie saam oor prysregulering en prysvasstelling nie; Westerse dokters is van mening dat tradisionele genesers net pasiënte geestelik moet kan behandel tensy hulle ‘n wetenskaplik getoetse doel en beperkings in hulle veld het; Westerse dokters glo dat tradisionele genesers dwarsboom die gesondheidsorgsisteem deurdat hulle behandeling vetraag; die gemeenskap soek tradisionele hulp op vir kulturele redes en ander welwillendheidsredes maar gaan soek mediese hulp by klinieke waar dit aan hulle verskaf word; mense van gemeenskappe is verward en raadpleeg beide tradisionele genesers en Westerse dokters vir hulp; sommige medisyne is nie altyd by klinieke beskikbaar nie en mense sien nie kans om in lang rye te wag by hospitale nie en dit noop dat hulle tradisionele medisyne gebruik; verpleegkundiges en gesondheidswerkers erken dat tradisionele genesers mense vertraag om gesondheidsorg en behandeling by hospitale te kry, maar verstaan ook dat tradisionele genesers aan mense geestelike hulp verleen; en besleidskrywers moet oplossings vind om tradisionele genesers op te voed en om komitees te stig wat tradisionele genesers se ruimte van praktisering in toom te hou. Die volgende word as voorstelle tot aanpassing van die genoemde beleidsdokument geïdentifiseer:- Tradisionele genesers mag alleenlik praktiseer en opleiding verskaf na die ouderdom van 21 jaar. Hulle moet verbied word om sekere prosedures, byvoorbeeld die trek van bloed; behandeling van HIV/VIGS; om voor te gee dat hulle mediese praktisyns is; om vroedvroue te wees slegs indien gekwalifiseer daartoe; om inspuitings toe te dien en medisyne uit te reik slegs indien hulle tersiëre opleiding gehad het. Tradisionele genesers se dienste kan gebruik word as gemeenskapsgesondheid hulpwerkers, geestelike genesers, en kan tradisionele advies en begeleiding aan die gemeenskap lewer. Tradisionele genesers moet belet word om die titels “Dokter” en “Professor" te gebruik. Tradisionele genesers moet daarop let dat hulle holistiese genesers is en moet daarvolgens aangespreek word. Hulle moenie pasiënte mislei deur voor te gee dat hulle allopatiese geneeshere is nie. “Tradisionele genesers” moet hernoem word na “geestelike genesers”. Tradisionele genesers moet by ‘n erkende organisasie geregistreer word en moet so-ook jaarliks registrasie hernu. Formele onderrig wat deur ‘n ervare kruiegeneser aangebeid word moet bygewoon en gedokumenteer word. ‘n Geskrewe rekord van die ligging van die praktyk en betrokke spesialisering moet bygehou word. Beleidsvoorskrifte wat verband hou met gesondheid en veiligheid, hygiene en sterilisasie moet in die tradisionele gesondheidgeneserspraktyk geïmplementeer word. Opleiding in pasiëntkonfidensialiteit moet aangeleer en toegepas word. Samewerking en werkswinkels tussen moderne mediese dokters en tradisionele gesondheidgenesers moet geïmplementeer en ontwikkel word. Mediese wetenskapsinligting en tegnologie moet aan tradisionele genesers bekendgemaak word. Voorts moet ‘n voortgesette professionele ontwikkelingsprogram (POP) aan alle gesondheidswerkers voorgeskryf word. Dit blyk wenslik te wees om tradisionele hospitale tot stand te bring waar die bestek van praktyk gedefinieer word. Sulke hospitale kan dien as plekke waar pasiënte aansterk en geestelike onderskraging geniet. ‘n Etiese kode en standaard vir professionele etiek moet geskep word vir tradisionele genesers. Gesondheids- en sekureitsregulasies moet van toepassing wees en geïmplementeer word. Pasiënte moet ingelig word oor die wegdoen van mites en fabels. Daardeur kan die positiewe sy van tradisionele medisyne (byvoorbeeld mediese voordele van kruie), en uitroei van “kwakke” (byvoorbeeld dra van gelukbringers om die lywe), verdryf word. Dit sal die aanmoediging van ‘n gesonder, sekuriteitbewuste en deursigtige gesondheidsorg sisteem bewerkstellig in Suid-Afrika waar alle dissiplines van medisyne saam bestaan in die Nasionale Gesondheidsorgsisteem.

Thesis (MA)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: Botswana is one of the signatories of the Copenhagen Declaration, which was promulgated in Denmark in 1995. The Declaration, among others, called for signatories to eradicate poverty through decisive national actions and international cooperation as an ethical, social, political and economic imperative of humankind. This study, which takes the form of a policy systems analysis, seeks to establish the implementation path followed by the Government of Botswana in its endeavour to bring into effect its commitment to poverty alleviation, using the Copenhagen Declaration as a benchmark. The main methodology that informs this study is a comparative literature review of existing documentary sources, which include research reports and policy documents. This data is supplemented by interviews with some top officials involved in the planning, formulation and monitoring of poverty alleviation programmes. In addition, the author's experience of working as an Assistant District Officer in the Central District greatly supplements collected data. After presenting the background to the study and the research methodology that was followed, the study discusses the Copenhagen Declaration. It then explains the poverty situation at a global level. The picture is then narrowed to sub- Saharan Africa after which a more specific picture of the poverty situation in Botswana is explored. The findings of this study indicate that poverty alleviation policies and programmes implemented by the Government of Botswana are in line with the requirements of the Copenhagen Declaration. The most notable limiting factor affecting proper implementation of the commitments is lack of monitoring and evaluation, hence the study recommends that the Government put in place proper monitoring and evaluation mechanisms among others. / AFRIKAANSE OPSOMMING: Botswana is een van die ondertekenaars van die Kopenhaagse Verklaring wat in 1995 in Denemarke uitgevaardig is. Die Verklaring het, onder andere, 'n beroep aan ondertekenaars gerig om die uitwissing van armoede deur middel van indringende nasionale aksies en internasionale samewerking as eties, sosiaal, polities en ekonomies gebiedend vir die mensdom aan te spreek. Hierdie studie, wat in die vorm van 'n analise van beleidsstelsels aangepak is, poog om vas te stel watter implementeringsweg deur die Regering van Botswana gevolg is om uiting te gee aan die verbintenis tot die verligting van armoede, met die Kopenhaagse Verklaring as maatstaf. Die vernaamste metode wat gevolg is om aan die studie gestalte te gee, is 'n vergelykende letterkundige oorsig van bestaande dokumentêre bronne, wat navorsingverslae en beleidsdokumente ingesluit het. Hierdie inligting is aangevul met behulp van onderhoude met sommige hoogstaande amptenare wat betrokke is by die beplanning, formulering en monitering van programme om armoede te verlig. Hierbenewens is die versamelde inligting tot 'n groot mate aangevul uit die ondervinding wat die skywer deur haar werk as 'n Assistent Distriks Offisier in die Sentraal distrikte opgedoen het. Die agtergrond tot die studie en die navorsingsmetodologie wat gevolg is, word eers aangebied en gevolg deur 'n bespreking van die Kopenhaagse Verklaring. Daarna word die stand van armoede op globale vlak verduidelik. Vervolgens word die blik vernou tot die gebied in Afrika suid van die Sahara en uiteindelik is daar 'n meer spesifieke ondersoek om 'n spesifieke indruk van die stand van armoede in Botswana te verkry. Die bevindinge van die studie toon dat beleidsbesluite en programme vir die verligting van armoede wat deur die Regering in Botswana geïmplementeer is, by die vereistes van die Kopenhaagse Verklaring aansluit. Die mees opvallende beperkende faktor wat die behoorlike implementering van die verbintenis tot die verklaring affekteer, is 'n gebrek aan monitering en evaluering en die studie stel dus voor dat die Regering behoorlike meganismes vir monitering en evaluering opstel.

Thesis (MA)--University of Stellenbosch, 2002. / ENGLISH ABSTRACT: The complexity of environmental problems and the demands that these make on organisations to create integrated management outcomes in a participative way in a multilevel context with many role-players, have highlighted the search for new innovative organisational forms. Organisations have specific structural characteristics with regard to complexity, formalisation and (de)centralisation, that correspond with their core activities and their external circumstances. The traditional bureaucracy, as an organisational structure, is a rigid and hierarchical system that is based on formal rules, complex management systems and centralised decision-making. The spread of postmodernism highlighted the restrictions of bureaucracies and started a process, throughout the world, that is transforming organisations into flatter, less formal structures. The focus of this study was to determine to which extent organisations in the field of sustainable development adapt to new realities and experiment with innovative organisational forms. Greenpeace, as an international environmental organisation, a Representative Forum, as an Agenda 21 type institutional mechanism for interest groups in the integrated development planning processes at local government level, and Water Catchment Management Agencies, as organisational institutional form for the integrated management of all aspects with regard to water resources, were analysed as case studies. The case studies confirm the increase in and application of multilevel network type organisational forms in the field of natural resources management. It highlights a common vision, processes that work towards reaching consensus and the forming of partnerships. The rise of the network organisation, its advantages and potential problems, are finally discussed with a view to the future. / AFRIKAANSE OPSOMMING: Die kompleksiteit van omgewingprobleme en die vereistes wat dit stel aan organisasies om op 'n deelnemende wyse in 'n multivlak en multi-rolspeler konteks ge·'ntegreerde bestuursuitkomste te bewerkstellig, het die fokus op die soeke na nuwe innoverende organisasievorme laat val. Organisasies het bepaalde strukturele eienskappe in terme van kompleksiteit, formalisasie en (de)sentralisasie wat grootliks aanpas by hulle kernbedrywighede en die eksterne omstandighede waarin hulle hulself bevind. Die tradisionele burokrasie as organisasievorm is 'n rigiede en hierarqiese sisteem wat geskoei is op sentrale besluitneming, formele reels en komplekse bestuurstelsels. Met die koms van postmodernisme het die beperkinge van die reuse burokrasiee aan die lig gekom en is daar, regoor die wereld, 'n proses aan die gang gesit wat talle organisasies in platter, minder formele en losser strukture verander. In die studie is ondersoek ingestel tot watter mate organisasies in die veld van volhoubare omgewingsbestuur by die nuwe realiteite aanpas en met nuwe innoverende organisasievorme eksperimenteer. Greenpeace, as internasionale omgewingsorganisasie, 'n Verteenwoordige Forum as Agenda 21-tipe institusionele meganisme vir belangegroepe in die geYntegreerde ontwikkelingsbeplanningsprosesse op plaaslike regeringsvlak, en Wateropvanggebied-bestuursagentskappe as organisatoriese institusionele vorm vir die qemteqreerde bestuur van aile aspekte wat met waterhulpbronne te make het, is as gevallestudies ontleed. Die gevallestudies bevestig die toenemde voorkoms en aanwending van multivlak netwerk-tipe organisasievorme op die gebied van natuurlike hulpbronbestuur wat die klem laat val op 'n samebindende visie, konsensus-soekende prosesse en venootskapsvorming. Die opkoms van die netwerkorganisasie met sy voordele sowel as die potensiele probleme, word ten slotte in 'n toekomsblik beskou.

Thesis (MPA)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: Performance management is an activity of the greatest of importance in any organization, whether that organisation functions within the public or private sector. The importance of performance management has however grown greatly within the public sector due to a renewed focus on efficiency, effectiveness and economy of actions. Within an environment increasingly characterised by a scarcity of resources, the application of performance management has therefore become an essential component. This applied research study hence examines the role of performance management within the public sector. The importance of this essay is due to the fact that very limited research has been done in this field in So~th Africa concerning the modification and application of performance management, which was primarily a private sector initiative, on the more complex public sector. By making use of historical and descriptive research methods, the researcher furthermore analyses the usage of performance management within a particular educational facility. This research study therefore focuses on the formulation and implementation of a performance management instrument for the measurement of the performance of administrative and support personnel employed by the specific educational facility, with the objective to solve existing performance problems within the organisation. / AFRIKAANSE OPSOMMING: Prestasiebestuur is 'n aktiwiteit wat van allergrootste belang is in enige organisasie, hetsy die organisasie in die private sektor of die openbare sektor funksioneer. Die belangrike rol van prestasiebestuur binne die openbare sektor het egter aansienlik gegroei met die openbare sektor se hernude fokus op effektiwiteit, doeltreffendheid en ekonomie van aktiwiteite. Binne 'n omgewing wat toenemend gekenmerk word deur 'n skaarsheid van hulpbronne, word die toepassing van prestasiebestuur gevolglik 'n ononbeerlike komponent. Vervolgens bestudeer hierdie toegepaste meestersvlak navorsingstuk die rol van prestasiebestuur binne die openbare sektor. Die uiterste belangrikheid van hierdie navorsingstuk spruit uit die beperkte hoeveelheid navorsing wat daar binne hierdie veld gedoen is rakende die aanpassing en toepassing van prestasiebestuur, wat aanvanklik slegs binne die privaat sektor gebruik is, op die meer komplekse openbare sektor. Verder ondersoek die navorser deur middel van historiese en beskrywende navorsingsmetodes ook die gebruik van prestasiebestuur binne 'n spesifieke onderwysinstelling. Die werkstuk fokus gevolglik op die formulering en implementering van 'n prestasie metingsinstrument vir die meting van die prestasie van administratiewe en ondersteuningspersoneel verbonde aan die spesifieke onderwysinstelling, met die oog daarop om bestaande prestasie probleme binne die organisasie op te los.

Thesis (MPA)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: The transformation of the South African Police Service (SAPS) did not simply brought about a change in name; it meant a different new style of policing. A completely new concept of how a police service should function within a democratic society, had to be developed and learnt. One of the significant changes was the transformation of the old South African Police Force into the SAPS. Included in this process was the amalgamation of the eleven police agencies into one organisation. The transformation process had a major impact on productivity in the different components of the SAPS, as evidence suggests that change is difficult and that resistance may be expected whenever change involves a significant impact on the traditional behaviour, power, authority, culture and structure within an organisation. The objective of training is to achieve a change in the behaviour of those employees who are undergoing training. The SAPS therefore had to start using training programmes to ensure that all employees accept the change process easier. The researcher attended the Station Management Programme (SMP) at Stellenbosch University in 1999. The first module presented at the SMP comprised the concept of a learning organisation. After successfully completing the SMP, this management mechanism was implemented at Athlone Detective Service. This detective service is one of the components at the Athlone po lice station, which in turn forms part of 1096 po lice stations in South Africa. The high volume of cases on hand was one of the main reasons why it was decided to experiment there with the five disciplines of the learning organisation, as proposed by Peter Senge, at the beginning of July 1999. In Chapter one the research problem is identified, namely whether a learning organisation can be used to improve productivity at detective services. The objectives of this study are firstly to prove how the five disciplines of a learning organisation were implemented at Athlone detective service in order to increase productivity. Secondly, this study will give guidance to the other detective services in the SAPS on how to improve their own productivity. Related literature is reviewed in Chapter two, and these references are made applicable on the SAPS, and more specifically on the Athlone detective service in Chapter three. The gathering, analysis and interpretation of data are discussed in Chapter four. The data for this research has been gathered by means of computerised data, which has been collected from the Criminal Administration System (CAS) of the SAPS, and by means ofa questionnaire, which was distributed among the personnel at Athlone detective service. The collected data is analysed statistically and interpreted in this chapter to establish whether the disciplines of a learning organisation had an impact on productivity. The main focus points of each chapter are firstly summarised, while recommendations are made on the effective management thereof in Chapter five. A conclusion is also given in this last chapter. / AFRIKAANSE OPSOMMING: Die transformasie van die Suid-Afrikaanse Polisiediens (SAPD) het nie slegs 'n verandering in naam beteken nie, maar 'n totale verskillende manier van polisiering. 'n Algehele nuwe konsep van hoe 'n polisiediens binne 'n demokratiese samelewing behoort te funksioneer, moes ontwikkel en aangeleer word. Een van die vernaamste veranderings was die omskakeling van die Suid-Afrikaanse Polisiemag na die SAPD. Ingesluit in hierdie proses was die samesmelting van die elf verskillende polisieagentskappe in een organisasie. Hierdie proses het 'n negatiewe invloed op produktiwiteit in die verskillende afdelings van die SAPD gehad, aangesien daar al bewys is dat verandering moeilik is en dat weerstand verwag kan word wanneer hierdie verandering met tradisies, mag, gesag, kultuur en struktuur binne 'n organisasie te make het. Die doel van opleiding is om 'n verandering in die gedrag van werknemers te bereik; gevolglik het die SAPD met opleidingsprogramme begin om te verseker dat alle werknemers die veranderingsproses makliker aanvaar. Gedurende 1999 het die navorser die Stasiebestuursprogram (SBP) aan die Universiteit van Stellenbosch deurloop. Die eerste module wat gedurende die SBP aangebied is, was die konsep van lerende organisasie. Na die suksesvolle voltooiing van die SBP, is hierdie bestuursinstrument te Athlone speurdiens in gebruik geneem. Hierdie speurdiens is een van die afdelings van die Athlone polisiestasie, wat op sy beurt deel uitmaak van 'n totaal van 1096 ander polisiestasies in Suid-Afrika. Die vernaamste rede waarom besluit was om die vyf dissiplines van die lerende organisasie, soos deur Peter Senge voorgestel op die proef te stel was die groot aantal sake wat ondersoekbeamtes voorhande gehad het gedurende 1999. In hoofstuk een word die navorsingsprobleem geformuleer as: kan die lerende organisasie gebruik word om produktiwiteit in die speurdiens te verbeter? Die doel van hierdie navorsingsprojek is eerstens om te bewys hoe die lerende organisasie gebruik is om produktiwiteit te Athlone speurdiens te verbeter. Ten tweede is die doel van die navorsing om ander speurdienste, binne die SAPD, van riglyne te voorsien oor hoe om hulle eie produktiwiteit te verbeter. Hoofstuk twee bestaan uit 'n oorsig oor die toepaslike literatuur, terwyl die literatuur in hoofstuk drie op die SAPD van toepassing gemaak word. Die insameling, ontleding en vertolking van data word in hoofstuk vier bespreek. Vir die doeleindes van hierdie navorsing is van gerekenariseerde data gebruik gemaak wat vanaf die Misdaad-Administrasiestelsel (MAS) van die SAPD verkry is en uit vraelyste wat onder die Athlone speurdiens versprei is. Die data wat ingesamel is, word in hierdie hoofstuk statisties ontleed en vertolk, ten einde vas te stel of die dissiplines van die lerende organisasie weI 'n invloed op produktiwiteit gehad het. In hoofstuk vyf word die vernaamste bevindings eerstens opgesom en daarna word aanbevelings oor die doeltreffende bestuur daarvan gemaak. Laastens word 'n gevolgtrekking gegee.