Thesis (MPA.) -- University of LImpopo, 2017 / The Internship programme has been used by many governments and employers throughout the world to integrate academic theory learnt at schools and Universities and practiced in the workplace. The South African government introduced the Public Service Internship Programme(PSIP) in 2002, and one of its objectives was to reduce the high rate of graduates who are unemployable by appointing them as graduate interns for a period of 12 months, thus providing them with the public service skills and experience required by the Public Service in South Africa. The purpose of this study was to investigate the implementation of the Public Service Internship Programme with regards to its contribution to the employability of graduates: The case of the Limpopo Department of Economic Development, Environment, and Tourism in the Republic of South Africa. The study used the qualitative research method to interview 80 respondents ranging from Executive Management, Senior Management, Middle Management, Junior Management, Operational employees, Mentors and Graduate Interns to solicit their views and understanding on the implementation of the Public Service Internship Programme within the department. The study used content analysis to analyse data obtained from the 80 research respondents. The analysis was made using themes in line with thematic content analysis. The research findings confirmed that Graduate Interns are obtaining the necessary and relevant skills that will make them employable after completing the PSIP. The PSIP imparts Graduate Interns with skills that contribute to their employability in both the public and private sectors. It instils confidence and provides exposure and experience to Graduates Interns to have competitive advantages during job interviews in the public service and the private sector. It is a very useful programme that must be supported and encouraged in the public service as it assisted many to get jobs and reduce the rate of graduate unemployment in South Africa. It is relevant, useful and necessary to deal with the unemployment of graduates. It is successful and must be promoted because most Graduate Interns are employable during and after the completion of the programme. The study made the following recommendations; That all stakeholders must be inducted on PSIP to ensure its successful implementation, mentors must be trained on mentoring and coaching prior to their appointment, Mentoring vi be linked to the key result areas and key performance indicators of employees for it to be recognised in terms of the Performance Management and Development System, PSIP must be monitored and evaluated like all other government programmes, that the assignment of duties to graduates must be in line with their qualifications and their careers, graduate interns should be allowed to attend departmental meetings and functions as part of their learning areas, that those interning on the departmental Human Resources Management and Development be granted access to the PERSAL system as it is an important system in the South African Public Service, exit interviews must be conducted to get feedback from the interns on the implementation of the programme, and that proper allocation of offices or work spaces must be done by the department to enhance and improve the working conditions of the Graduate Interns

Thesis (MPA.) -- University of LImpopo, 2017 / The Internship programme has been used by many governments and employers throughout the world to integrate academic theory learnt at schools and Universities and practiced in the workplace. The South African government introduced the Public Service Internship Programme(PSIP) in 2002, and one of its objectives was to reduce the high rate of graduates who are unemployable by appointing them as graduate interns for a period of 12 months, thus providing them with the public service skills and experience required by the Public Service in South Africa. The purpose of this study was to investigate the implementation of the Public Service Internship Programme with regards to its contribution to the employability of graduates: The case of the Limpopo Department of Economic Development, Environment, and Tourism in the Republic of South Africa. The study used the qualitative research method to interview 80 respondents ranging from Executive Management, Senior Management, Middle Management, Junior Management, Operational employees, Mentors and Graduate Interns to solicit their views and understanding on the implementation of the Public Service Internship Programme within the department. The study used content analysis to analyse data obtained from the 80 research respondents. The analysis was made using themes in line with thematic content analysis. The research findings confirmed that Graduate Interns are obtaining the necessary and relevant skills that will make them employable after completing the PSIP. The PSIP imparts Graduate Interns with skills that contribute to their employability in both the public and private sectors. It instils confidence and provides exposure and experience to Graduates Interns to have competitive advantages during job interviews in the public service and the private sector. It is a very useful programme that must be supported and encouraged in the public service as it assisted many to get jobs and reduce the rate of graduate unemployment in South Africa. It is relevant, useful and necessary to deal with the unemployment of graduates. It is successful and must be promoted because most Graduate Interns are employable during and after the completion of the programme. The study made the following recommendations; That all stakeholders must be inducted on PSIP to ensure its successful implementation, mentors must be trained on mentoring and coaching prior to their appointment, Mentoring vi be linked to the key result areas and key performance indicators of employees for it to be recognised in terms of the Performance Management and Development System, PSIP must be monitored and evaluated like all other government programmes, that the assignment of duties to graduates must be in line with their qualifications and their careers, graduate interns should be allowed to attend departmental meetings and functions as part of their learning areas, that those interning on the departmental Human Resources Management and Development be granted access to the PERSAL system as it is an important system in the South African Public Service, exit interviews must be conducted to get feedback from the interns on the implementation of the programme, and that proper allocation of offices or work spaces must be done by the department to enhance and improve the working conditions of the Graduate Interns .

This is a study of workplace bullying policy in the public service. The research draws on interviews with policy actors from three groups located in four Australian states and one Australian territory. The groups are senior managers, policy implementors and employee advocates. The study is also informed by research and popular literature to examine how assumptions about what the problem is in workplace bullying dictates the direction taken in policy development. Unlike much of the research into workplace bullying that is based on psychological theorisations, this study is influenced by scholars who focus on the power imbalances that underpin workplace bullying. The key argument in this thesis is that the conceptual dominance of 'gender neutrality' operates to mask the gendered power imbalances which perpetuate bullying behaviour. Hence, to start to address workplace bullying, the effects of power must be acknowledged and addressed in the organisational policy responses to the growing phenomenon of workplace bullying. However, analysing the effects of power is insufficient if gender is not made visible in the analysis. The methodological touchstone for this is Carol Bacchi's 'whats the problem' approach (1999), which is taken further through feminist organisational theory, post modernist understandings of power realtions and a critique of New Public Management practices. The thesis shows how workplace bullying policies in Australian public service administrations have been carefully crafted as gender-neutral, and interweaves data and literature to develop a thesis for why such an approach is a deeply flawed outcome of gender politics. This thesis concludes with some modest suggestions about how organizations might more effectively develop more effective gender-sensitive approaches to workplace bullying.

The theme of the thesis is ¡§The Research and Discussion of the Promotion of the Local Employment Policy of R.O.C.¡¨ It is divided into five chapters. The first chapter, Introduction, is started with the unemployment problems caused by the worse and worse situations of politics and the economic environment and the related solutions of the government. Chapter Two, the Backgrounds and the Models of the Promotion of the Local Employment Policy of R.O.C., discusses a series of policies of re-establishment of employment, everlasting employment construction and multiple-employment development, etc. Chapter Three, The Evaluation of the Domestic promotion of local employment policy and related methods, evaluates the advantages and disadvantages of the local employment policy from the points of view of social efficiency and the efficiency of employment. Chapter Four, The Research and Discussion of the Experiences of the Promotion of Local Employment Policies of Foreign Countries, discusses the points which deserve our analyzing and learning, taking reference from the related academic theories and practical policies of USA, EU, Korea, etc. Chapter Five, Conclusion, claims the new thinking of combining the Third Party NGO of Multiple-Employment Development Policy and the benefits caused by the Policy of ¡§Deep Cultivation Localization¡¨ To reduce the rate of unemployment is the purpose of domestic promotion of the local employment policy. Although there appear many disadvantages during the process of practicing of the policy, generally speaking, multiple employment development policy has the advantages of reducing the rate of unemployment, the re-distribution of income, the balance between cities and countries, activating the re-building of the community life and the promoting of local economic development, etc. It is so-called Deep Cultivation Localization which presents the characters and the needs of the communities

No abstract available. / Thesis (MPA)-University of Durban-Westville, 1987.

Thesis (M.A.)--Virginia Polytechnic Institute and State University, 1992. / Vita. Abstract. Includes bibliographical references (leaves 123-125). Also available via the Internet.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1975. / Typescript. Supported by grant no. 91-53-73-20 from the U.S. Dept. of Labor, Manpower Administration. Vita. Includes bibliographical references.

ollective bargaining continues to play a prominent role in shaping employment relations in South Africa, without which the individual worker is powerless and in a weaker bargaining position against his employer. Collective bargaining can be described as an interactive process that resolves disputes between the employer and employee. In South Africa the advent of democracy was accompanied by numerous interventions to level the historically uneven bargaining field. Therefore in examining the history of collective bargaining in South Africa it is necessary to reflect on the state of labour relations prior and post the 1994 democratic elections. The study provides an overview of the practices and processes of public service collective bargaining in the old and new public service. The public sector accounts for a very significant proportion of employment in all countries around the globe, South Africa is no exception. Although the state as employer is in a stronger position than its private sector counterpart, the public employee is potentially also in a stronger position than its private sector counterpart. A defining characteristic of most government activity and services is that they are the ones available to the public. This means that industrial action which disrupts such services has a very significant impact on the public, serving as a substantial leverage in collective bargaining. The bargaining councils in the public sector which ensure the effectiveness of collective bargaining are maintained, are examined to provide a comprehensive understanding of the workings of these institutions. Some of the gains and challenges are also explored to provide a holistic picture of state of collective bargaining in public service. A comparison of countries seeks to analyse and compare globally the developments of collective bargaining in public administrations. The different political systems around the world have developed various labour relations processes in the public service, an examination of the approaches and mechanisms provides alternative ways of doing things. Recommendations are made regarding the changes that need to be made, as well as matters, which need to be analysed and examined further.

No description available.

This thesis makes an argument for the importance of a high level of commitment from local departments of social services, area businesses, and community organizations to the implementation of the Job Opportunities and Basic Skills (JOBS) program. It contends that such a commitment is a necessary pre-condition for JOBS to ever be successful. It then examines the level of commitment these actors have to JOBS in Roanoke, Virginia in order to explore the process by which local commitment to JOBS is created. A case study was conducted to determine what mechanisms, if any, are currently in place to support such a commitment. Of even greater significance, this analysis suggests the importance of changing our method of evaluating social welfare policy. We need to move beyond analyzing the actions of participants and the impact a program has on participants to illuminating the entire process by which social welfare policy operates if we are to fully understand its impacts. Upon examining the legislative history of the Family Support Act of 1988 (JOBS is the centerpiece of this act) I found no substantial discussion of the importance of encouraging local commitment to JOBS. This suggests that sustaining local commitment was not considered a high priority by federal policy makers. An examination of the actual level of commitment from a local department of social services, area businesses, and community organizations suggests there is a great deal of work yet to be done in establishing an integrated community-based approach to welfare reform. Based on the results of this research, I concluded that community commitment to JOBS can best be established by increasing commitment from all three levels of government. I also developed a hypothesis. Higher levels of commitment from within a locality will be associated with more "successful" JOBS programs. Although the newness of JOBS precludes the immediate testing of this hypothesis, future research can be conducted to determine if we find higher levels of commitment in areas with more successful JOB programs. / Master of Arts