Corruption has a destructive impact on the achievement of good governance and this has become evident in the governance of South Africa. South Africa has a systemically corrupt public sector, making it one of the most corrupt countries on the continent. Having an understanding of the principles guiding public administration in the Constitution juxtaposed with the extent of corruption in the South African public service, it is apparent that whistle-blowing is a necessary tool in the eradication of corruption as a fundamental anti-corruption mechanism. However, due to the expanse of unethical behaviour in the public sector organisational culture, whistle-blowing is stigmatised and negatively perceived by public servants. When a wrongdoing is committed, retribution is faced by the whistle-blower and not the perpetrator. Whistleblowing is thus not institutionalised into the South African public sector despite the existence of legislation supporting and promoting whistle-blowing. This characterises the sector as one with a whistlegenic organisational culture. Given the context in which reporting wrongdoing exists, this study sought to explore the institutionalisation of whistle-blowing in the South African public sector. The primary objective of the study was to determine the current state of whistle-blowing, the challenges thereof, focusing primarily on the Gauteng provincial departments as the area informing the study. The study also aimed to investigate how an ethogenic organisational culture, in which whistle-blowing is embedded in the culture, can be achieved in the public service of South Africa. The study employed the qualitative research approach. E-mail interviews were conducted with the Integrity Management Unit of the Gauteng Province in addition to a focus group interview conducted with the ethics officers of the Gauteng provincial departments. The onus of promoting ethical behaviour and thereby the anti-corruption measures provincial departments lies on the selected participants making them suitable to inform the research. The study employed a thematic analysis to analyse the collated findings. The study found that there are numerous challenges faced within the public sector that deter employees from whistle-blowing, in addition to the fear of retaliation. Ultimately, these challenges are a consequence of a systemically corrupt organisational culture and weaknesses in leadership. Subsequently, the study provided feasible recommendations which may be applied in the public sector to achieve an ethogenic organisational culture. / Dissertation (MAdmin)--University of Pretoria, 2020. / School of Public Management and Administration (SPMA) / MAdmin / Unrestricted

This research focuses on agencification and quangocratisation (AQ) through a comparison of the experiences of South Korea and the UK. Although a number of studies of AQ have been produced recently, these reforms remain inadequately understood. Since AQ involves the structural disaggregation of administrative units from existing departments, executive agencies and quangos have distinct characteristics which are quite different from ordinary core departments. There are a number of factors which influence these changes; and this thesis explores nine existing theories which are available to explain these phenomena. Case studies are presented of Tate Modern in the UK and the National Museum of Modern and Contemporary Art (MMCA), which are carefully analysed to examine the validity of those nine arguments. Although cultural agencies, which show some unique features, have become increasingly an essential part of the national economy, they have scarcely been researched from the viewpoint of public policy. This thesis endeavours to explore distinctive characteristics of this policy area; and moreover, it examines the diverse variables which have an impact on policy formation and its results through the process of comparison of arguments. The major tasks of this thesis are to investigate the applicability of the nine arguments and to weigh their merits. As a corollary of this comprehensiveness, it examines the whole public sectors of both countries, in order to show the broader picture and to understand the processes of changes and their backgrounds. More profoundly, similarities and differences between both countries are compared from both macro and micro perspectives. At the same time, the results of AQ are analysed through the comparison of outputs or outcomes before and after these changes, with a view to exploring whether their rationales are appropriate. Furthermore, it also examines the institutional constraints which influence not only the change of agencies but also their performances. Besides which, it seeks to find strategies for overcoming these constraints. This thesis adopts systematic and comprehensive approaches regarding basic concepts and data. It draws on theories of comparative research, the scope of the public sector, the classification and analysis of agencies and quangos, and theories underlying the detailed components of each argument and epistemological assumptions. Therefore, it suggests various aspects which enable us to broaden our understanding of the changes within the public sector; and to generate practical understanding to inform real world reform.