D.Ed. / With the dawning of the new democratic South Africa the 'dream' of a a unified education system was realised. Children who previously attended racially segregated schools are now all being educated in desegregated schools. This meteoric change has been eagerly embraced by most of the people of South Africa. Change at macro level often means change at micro level as well. For teachers within the education system this meant the challenge of providing equitable education for all. Schools in Lenasia, previously administered by the House of Delegates (concerned specifically with the education of Indian), began admitting black children from Soweto and the informal settlements around Lenasia since 1989. Soon after their admission teachers from some of the schools requested assistance from the school psychologist attached to the now defunct House of Delegates. They reported that they were experiencing difficulty teaching the children from the informal settlements. This request by the teachers provided the impetus for the research. The overriding aim was to determine what the concerns were and to develop strategies for addressing the concerns. A review of the research literature revealed that the concerns would be most appropriately identified within the naturalistic paradigm. The teachers were chosen as the unit of analysis. This was based on the finding that there was a dearth of research studies which focused on "teachers' voices". Listening to the teachers themselves is important. The aims of the research were a) to gather information on the teachers' experiences of teaching children from the informal settlements b) to describe the conditions which prevail, beliefs and attitudes which are held, processes which are going on and trends which are developing and c) to present strategies that may assist the teachers in their task. The research was conducted at primary schools in Lenasia. The participants were teachers teaching primary school children at these schools. A pilot study was conducted to eliminate potential unforeseen difficulties in the planned research. Data was gathered by means of a combination of methods, namely, four focussed group interviews, four phenomenological interviews, analysis of pupils' workbooks, analysis of pupils' school reports, analysis of the proceedings at a conference on Multilinguality and field notes. Interviews were audio-taped and transcribed verbatim. The proceedings at the conference were video-taped and also transcribed verbatim. The data was content and phenomenologically analysed by using Kerlinger's Method of Content Analysis (1986) and Giorgi's Method of Data Analysis (1985). Quality was built into the research by the application of strategies such as triangulation, persistent observation, referential adequacy materials, peer debriefing, member checks, purposive sampling, reflexive journals, dependability audits, confirmability audits and literature control. Several categories and themes emerged from the analysis of the data. The experiences of the teachers were categorised into the following divisions: pupil related experiences; parent related experiences; community related experiences; administration related experiences; didactic experience; personal experiences; strategies and suggestions. Teachers' attributed the difficulties that the children from the informal settlements were experiencing primarily to their lack of knowledge of English. The schools being English medium schools they expected the children to know English. They perceived the difficulties as arising from a number of factors such as a) pupils' emotional vulnerability, lack of motivation, classroom misbehaviour, ethnic groupings and cultural differences b) mother tongue instruction at their previous schools c) parents socio-economic status and illiteracy and d) social problems and lack of support from the community. It was generally felt that teachers did not have the necessary training and experience needed to teach children who spoke languages other than English. In addition, the children were of a different cultural group and they did not have the expertise to deal with this issue. Teachers perceived the administrators and subject advisors as not been sufficiently supportive and unable to guide them in their efforts to teach the children from the informal settlements. Further, practical problems such as the large number of children per class, wide range of ability groups in their classes, inappropriate placement of children, syllabus demands, and the policy of condoned passes was complicating their teaching. This often led to frustration, resentment, and 'burn-out'. In spite of these difficulties most teachers had attempted to address the difficulties in innovative ways. Understanding and empathising with the children's difficulties and being flexible in their teaching was one of the strategies used by the teachers. Other strategies included the provision of extra tuition in English. The analysis also revealed that some teachers had reflected deeply about their teaching instruction. From their reflections they concluded that they themselves had to change to meet the new demands in teaching. The literature review and control revealed many similarities between studies undertaken in South Africa and some differences and uniqueness. Drawing the threads of the various studies resulted in the development of the strategies suggested. In essence it involves a) the need for teachers to get in touch with their own beliefs, attitudes, strengths and weaknesses and address the needs b) teachers need to empower the children from the informal settlements to meet the demands of the school. This can be accomplished by a) improving their knowledge, skills, and expertise in addressing the concerns expressed b) enlisting the assistance of the parents and the community c) demanding that administrators and subject advisors provide the necessary guidance support and resources need to accomplish their task. Administrators and education advisors need to support, guide and enhance the teachers' expertise. Ways in which this can be accomplished is by providing appropriate, relevant, practical and challenging in-service training, presenting workshops and seminars, initiating staff development programmes and "just being there" for the teachers by valuing them and encouraging them.

D.Ed. / The focus of this research is on the proposals to improve the implementation of developmental appraisal in schools in the Northern Province (Limpopo). The research is aimed at probing the essence of developmental appraisal in schools, establishing the opinions and problems related to developmental appraisal in schools, establishing effective ways in which the school development team (SDT) can function for the support and development of educators and to make recommendations on the basis of the findings about the role developmental appraisal can play in restoring the culture of teaching and learning if well implemented. The central problem here is: How can developmental appraisal be implemented to satisfy both the appraisers and the appraises' expectations and lead to school improvement? The research starts with the background and orientation of the study giving the rationale of conducting this research. A focused literature study is then conducted, probing the essence of developmental appraisal in schools. The research strategy and the research methods follow a focused literature study. This was done against the background of a qualitative research using qualitative focus group interviews. Seven focus group interviews were held and tape-recorded with educators in the Northern Province (Limpopo). Transcriptions of tape-recorded interviews are included in this research as Appendices. The data of the report are then presented for further analysis. In analysing data, Miles and Huberman's approach was used, that is, data reduction, data display and conclusion drawings and verification. The research report is concluded with the findings and interpretation of data. Recommendations and topics for further research on the implementation of developmental appraisal in schools in the Northern Province (Limpopo) are finally given.

M.Ed. (Education Management) / The eradication of the apartheid education system and subsequently the 're-admission' of the Republic of South Africa to the international arena does not only entail that the education system be effectively managed and governed but also that the potential of all stakeholders in education be maximized. The foundation for performance is linked to investment in people to capitulate high returns in education in the form of skilled personnel, a productive and competitive workforce and an effective and efficient educational community ...

As argued by authors like Franzen on whose work the greater part of the introduction, the main problem and sub-problem has been based, the objective of this study was to establish the extent to which the performance evaluation system currently in use at the subject Institution conforms to the benchmark performance management systems as espoused in literature. Further, the objective was to establish the differences and commonalities between the performance management systems practiced in the corporate sector and current practice at the subject Institution. Best practice was thus lifted to form part of the recommendation of this study. A questionaire was designed based on the guidelines in the literature study in order to determine how the subject Institution conducts its performance appraisal and how this relates to the four general purposes of performance management mentioned in the study. The respondents' opinion obtained from the questionaire were compared with the guidelines in literature and clustered around the four identifiable general purposes of performance management. The study concludes with a statement of current practice at the subject Institution, and outlines the extent of conformance to benchmark practice on performance management systems. Recommendations are made based on best practice and direction is given to future research into contemporary practices with the express aim of enhancing quality in higher education applying the quality-related procedures of industry and commerce, where quality is crucial to success (Winch, 1996: 9-13). The current performance management system at the subject Institution proves to be largely conforming to the benchmark. However it should require comments made by the respondents that pertain to improvement.

This study examined the existing levels of effectiveness and efficiency in local government with the application of performance management systems in the provision of municipal services. The provision of district-wide water services in Cacadu District Municipality in the Province of the Eastern Cape, South Africa is used for particular reference. Local government reforms after 1994 led to the creation of the district municipality (which groups together a number of local municipalities) to drive district-wide services provision, the introduction of systematic services provision standards and performance management as part of management reforms in municipalities. The problem for the research deals with how the Cacadu District Council and the councils of the local municipalities within the district are collaborating in using performance management systems, what effects this could have on programmes and services provision and how communication of performance information would improve service provision. Conceptual and practical difficulties encountered in effective and efficient utilisation and some obstacles that contribute to impeding progress in the use of performance management systems in municipalities were analysed. The qualitative research included a review of documents from the public administration and management literature; discourse analysis of interviews with municipal councilors and appointed officials, community members and provincial managers. The document review included a review of municipal documents that incorporated performance management or described development and use of performance management systems. It also included the legal frameworks and statutory requirements for municipal government and administration. All the responding municipal councils within the Cacadu District Municipality reported using performance management over the past five years yet little empirical evidence explains usage for district-wide programmes and services provision. Research shows that a comprehensive performance management approach to programmes and services has a more effective and efficient impact on service improvement than utilisation of personnnel appraisal (Ammons and Rivenbark, 2005). Despite the expected benefits, personnel performance appraisal is often flawed and the need exists in the district municipal model to develop and utilise performance management systems that validly assess the work performance of personnel (Hindo, 2010). Performance management system utilisation in decision making management is more related to the long-term benefits of effectiveness and efficiency than personnel appraisal for performance rewards and reporting. To overcome and address a situation of managing performance without a performance management system the study proposes a programme performance measurement and management system which incorporates information on management inputs, programme-specific data and citizens' feedback for outcomes and impact of the service. The suggested design for district-wide and specific municipal services provision elicit and provide relevant and appropriate performance information for management, decision-making and accountability to community. The effectiveness of the proposed system is to provide information for decision-making, long-term planning, strategic management and accountability reporting. The proposal is built on the exisiting method and thus efficient in the utilisation of resources. This has implications both for the theory of Public Administration and Management and the practical application of performamce management in public institutions. The study explicity provides a Public Administration perspective on management in a multi-municipal district context with different authorities. The study contributes to the theory of administrative policy and management context of the municipality with special attention to functions for which different authorities are responsible and the role of a performance system for better insught into managing overlapping authority, gaps and duplications. A central purpose of public management research is to theorise and influence practice. The practical utilisation of the proposed method is intended to assist managers and politicians with better understanding of a sustainable performance management system.

This study investigated whether the PGCE adequately develops the WIL skills of student teachers. WIL skills have contributed extensively to the effectiveness of the facilitation of teaching and learning in schools. The definitions of WIL in this study refer to the skills required to succeed in practice. The four domains of Danielson provide the WIL skills, namely Preparation and Planning, the School Environment, Instruction and Professional Responsibilities. The study showed that there is a link between the four domains and the capacity of student teachers to integrate the theory they acquire at the HEIs and practice in the schools. The quantitative approach is referred to by Creswell (2005:39) as a type of educational research in which the researcher decides what to study, asks specific narrow questions, collects numeric data, which is numbered data from participants, analyzes these numbers using statistics, and conducts the inquiry in an unbiased, objective manner. As this study requires numeric data that ask specific questions, two questionnaires were distributed. One questionnaire was directed at school – based mentors and the other at PGCE student teachers. The mentors rated the students’ capacity in the four domains and the students rated themselves on the same items based on the four domains. The research instrument provides insight from school-based mentors with regard to whether there is a balance between the theoretical knowledge provided by HEIs and the WIL skills that student - teachers need. The questionnaires completed by PGCE student teachers provided perspectives from the students with regard to the relevance of their WIL skills for the schools at which they were placed. The hypothesis for this study is: The PGCE makes a significant contribution to the development of the WIL skills of ITE student teachers. Some of Some of the key findings in this study indicated that: • Constant curriculum changes in the schools create uncertainty for student teachers. • Student teachers need assistance to motivate learners to take pride in their work and achievements. • Managing learner behaviour is cause for concern for student teachers. • Language proficiency continues to be problematic in the teaching and learning environment, because it impacts on questioning, discussion techniques and the student teachers’ capacity to explain concepts. • Student teachers need assistance with the pacing of their lessons. • Adjusting their lessons, which requires spontaneity from student teachers is needed. • Opportunities need to be created for student teachers to gain access to the parents of their learners. • Student teachers need to devote more time to the development of reflective skills. • Excessive administrative tasks hamper delivery in the classroom and teacher and learner productivity. The findings strongly suggested that a significant relationship exists between the WIL skills of PGCE students and their effectiveness as facilitators of learning. The findings of the study indicated that the PGCE curriculum needs to incorporate the crucial WIL skills as identified in the four domains. The findings of this study supported the hypothesis that the PGCE makes a significant contribution to the development of the WIL skills of Initial Teacher Education student teachers (ITE).

This study focused on exploring and finding the ideal performance management system suitable for the South African Broadcasting Corporation by establishing an understanding of employees’ experiences and perceptions of the previous and a proposed performance management systems and their value to SABC employees. This was done by eliciting how employees see, make sense of and interpret their everyday experiences of performance management systems, in order to develop a more suitable inclusive performance management system. A qualitative study was used to seek answers to the research questions. A focus group interview was selected for data collection. The data was analysed according to guidelines indicated and proposed by Creswell (1998:147-148). The researcher made use of convenience sampling to select 45 participants in 5 groups for the focus groups. One group consisted of managers/supervisors, and the other four groups were employees from four different business units. Participants were guaranteed confidentiality. Credibility, transferability, dependability and conformability were used as the main components in the model, to determine the truth-value of the study. Findings indicated that there was a fair understanding of the previous performance management system but there had been poor implementation of the system. The participants concurred that the previous performance iv management systems in the organisations were not adding any value to their lives. They pointed out that there was no reward in place for high performers and no action taken for non-performers, and this impacted negatively on how implementation was perceived and experienced. The recommendations are that the revised performance management system should have a stronger emphasis on effective management, monitoring, feedback and reward. Furthermore, the system should close the current gaps of reward for high performance and correction of low performance. It was further concluded that for a performance management system to be effective, it should incorporate updated job descriptions, performance measures and standards, as well as evaluator training and guidelines for improvement, employee input, compensation and/or rewards.

Training is widely conducted in organizations and is actively encouraged by the recent legislation in South Africa. Millions of Rands are spent building human resource capabilities. Organizations therefore need to know whether this investment in training is bearing fruit in terms of changes in individual performance and overall impact on service delivery. The need to improve Transversal Training Management Agency (TTMA) training programmes and skills development impact to government departments has triggered the survey. Three interdependent themes are explored: training evaluation in `government departments, influence of non-training factors and human dynamics between stakeholders in the training evaluation process. Structured questionnaires, based on best practises in literature were administered to key stakeholders involved in TTMA training programmes. Training managers and the Office of the Premier (OTP) Human Resource Development (HRD) officials were interviewed, while supervisors, trainees and trainers verified the data by post. Data were collected from the Department of Basic Education, Eastern Cape (EC), TTMA trainers and trainees. Findings show that The Department of Basic Education in the EC does not fully follow a system’s approach. Evaluations done during classroom sessions focus mainly on the reaction of participants to training and not on the behaviour change in the workplace. Training participants are not prepared for training; sometimes they do not even know why they attend training. Some trainees go to training just to get certificates that increase their CV’s for promotion purposes or to run away from the stressful work environment and not for individual growth. Recommendations to use a systemic evaluation approach and involvement of trainees in their career development process are made. Further research is recommended on the managing of non-training factors that impede learning transfer.

M.Ed. / The literature study cleary revealed that the continuous interaction of human beings with their environment is beneficial both to the environment and to human beings, but with a price attached which has to be paid by the environment. The price paid is evident in the environmental problems with which the world is currently faced. The environmental crisis is characterised by an increase in the human population which is threatening the earth at an alarming rate and which leads in turn to soil erosion, air and water pollution and the application of destructive pressure on resources. The habitats of natural life forms are currently in the process of disappearing and certain species have already become extinct (Smith, Carlson, Masters & Donaldson, s.a.:3). UNESCO-UNEP (1988:25/30/31) corroborated the above by indicating that the primary problem involved in respect of all environmental problems is the population explosion, which places more pressure on resources (plants, animals, energy, water, soil and air). The interaction of human beings with nature has, in fact, entailed certain advantages for nature, but at the same time has also created new problems which have plunged the environment into a crisis. There is ample proof to be found in literature that an environmental crisis has been identified and that possible solutions to the problem have been found. The call to action culminated in 1972 in the Stockholm Conference, which was attended by world government structures. The outcome of this was the Belgrade Charter of 1975. Subsequently, the awakening of environmental awareness reached a catalytic phase in 1977 with the Tbilisie Conference which laid the foundation for the establishment fo principles, objectives and aims for Environmental Education. The central role which should be played by the educationist in this connection, is clearly outlined: Agenda 21 (Chapter 36): "...education is critical for the promotion of sustained development" (EEP1, 1995b:12). In every respect, South Africa forms part of this international environmental issue. The fact that this is, in fact, generally realised is evident in the White Paper on Environmental Education of 1989, which was a result of the meeting on Environmental Education at Treverton College, Mooi River. The term Environmental Education is now recognised as a full-fledged concept in its own right in formal education (White Paper on Education and Training (1995:20); the Reconstruction and Development Programme (RDP) document (1994); the International Development Research Centre (IDRC) document (1994:6); and the Committee on teacher eduction policy [norms and standards for teacher education] (Cotep) document (1995:41)), as quoted by Joubert & S teen kamp (1995:26/27). In this way, the problem of the community has also become the problem of the school curricula. It should therefore be accepted that schools should accord a high priority to environmentally-related problems in the community. The central role played by the teacher in environmental awareness is corroborated by various documents and writers. Two quotations will suffice in this connection: The Brutland report of 1987 states the problem as follows: '... the world's teachers ... have a crucial role to play in helping to bring about the extensive social changes needed for sustainable development" (EEPI, 1995b:12). Knapp (1975:209), as quoted by Raath (1994:4) states in this connection: Teachers and students alike can teach a lot about care and respect for the environment. They can also teach disregard and destruction of the earth": In this study, the status of the knowledge of aspirant teachers was revealed in respect of six environmental issues, namely, overpopulation, air pollution, water, soil, and plant and animal species. The relationship between factors such as external responsibility, restriction on individuals and responsibility for environmental education were also investigated. The respondents were comprised of aspirant teachers (final-year student teachers) of three South African Universities, namely the Rand Afrikaans University, the University of the Orange Free State and Vista (Free State) in the following study fields: Languages, Mathematics, Humanities, Economics and Physical Sciences, as well as other fields.

Submitted in fulfilment of the requirements for the degree DOCTOR OF EDUCATION in the Department of Educational Psychology and Special Education of the Faculty of Education at the University of Zululand, 2006. / This study involves an investigation into the effectiveness of the Superintendents of Education Management (SEMs). In order to gain insight into the effectiveness of the SEMs relevant literature pertaining to effective leadership was reviewed. The literature review deals mainly with the following aspects: > Effective leadership. > Characteristics of effective SEMs. > Tasks of effective SEMs. Literature on the following aspects of effective leadership was also reviewed: > The occupational world of the SEMs. > Building and maintaining of relationships. The descriptive method of research was used to collect data with regard to the effectiveness of the SEMs. The investigation was aided by an empirical research comprising a structured questionnaire completed by 153 principals in the Msinga Circuit Management Centre, Ukhahlamba Region of the KwaZuIu-Natal Department of Education, in an effort to obtain the views of the principals on the effectiveness of the SEMs in their circuits. The respondents consisted of one hundred and nine (109) male principals and forty four (44) female principals. The age of the respondents ranges from thirty one (31) to over fifty (+50) years. Thirty two (32) out of 185 principals could not afford to complete the questionnaires citing different reasons. The descriptive method of research was used to analyse the collected data. From the information gathered the following are the most important findings of the research regarding the effectiveness of the SEMs: > SEMs trust the principals as their colleagues and have empathy for the task they perform. > SEMs base their leadership on the values of the community. > SEMs have good management skills and base their leadership on the needs of their subordinates. > SEMs understand the importance of a healthy school climate for effective teaching and learning. > Principals have a high opinion of sound tactics used by SEMs in matters involving cultural groups. > SEMs are open-minded and work collaboratively with the principals by taking their opinion into account. > SEMs play a vital role in encouraging the networking of schools in their circuits. The study also revealed that: > There is no effective cooperation between the SEMs and the teacher unions. > Principals are not happy with the salary backlog for educators because it affects the performance of educators in the classrooms. > SEMs do not communicate their circuit mission statements to all stakeholders. > SEMs have done nothing to assist the educators who failed to meet the curriculum objectives, which has a negative impact on the schools' final results. Based on the findings, the following recommendations were submitted: > That the SEMs should encourage and monitor the implementation of Whole School Evaluation (WSE), the Developmental Appraisal System (DAS) and Integrated Quality Management Systems (IQMS). This will provide the SEMs with relevant information concerning the performance of educators in schools. The analysis of information from the abovementioned systems will provide the department with the grey areas that need urgent attention. >. That the SEMs in consultation with all the stakeholders should formulate the circuit policy. > That the schools should be divided into clusters in terms of proximity and cluster coordinators. This will help SEMs with timeous distribution of information to schools. In conclusion a summary was presented based on the findings of the study. The following are some of the recommendations that have been made for further study: > That the influence of the SEMs in the final school results, more especially Grade 12, be investigated. > That the impact of the salary backlog on educators in their teaching and learning tasks in the schools be investigated. > "Why a lack of punctuality seems to be a way of life for some educators in high ranking positions.