M.A. / Literature studies have shown that the organization, as well as the individual in the organization is directly affected by violence. The reasons and characteristics of violence have an emotional impact on the employee, and requires of him to work through the impact of incidents in his own time. The result of this process is delayed psychological growth, less creativity which eventually has an impact on productivity. Workmotivation is the force behind reaching goals individually as well as for the organization. External factors which includes violence, have an influence on the employee's ability to feel satisfied in his work situation. The goal of this research study is to determine if Eskom employees that were exposed to incidents of violence have a workmotivation profile that can be identified. A sample was selected with available statistics in Eskom, as well as the snowball method. The sample included 220 respondents. The respondents completed a unstuctured questionnaire, where they had to identify incidents in their work situation that made them feel good / happy, and incidents that made them feel bad / unhappy. The questionnaire was developed by Frederick Herzberg (1968) as part of his motivation hygiene theory where factors of worksatisfaction and rkdissatisfaction were identified. The results were computerized, and quantified by means of descriptive statistics. A workmotivation profile was constructed from the data. The study confirmed that a workmotivation profile of employees that have been subjected to incidents of violence can be identified. Determinants of worksatisfaction and work dissatisfaction were identified as responsibility, supervision, content of work, recognition, promotion, circumstances at work, personal circumstances and violence. On this profile violence received the highest percentage as a determinant of workdissatisfaction.

M.Ed. (Education Management) / The White paper 6 advocates the introduction of inclusive education in all public schools in South Africa, where all learners irrespective of their abilities, would have to be taught together.That leaves educators with the biggest challenges. Among others, the educators must change their method of teaching in order to be able to deal with multi-lingual and multi-cultural classrooms. Moreover, educators are expected to change their attitudes and perception on learners with special educational needs. In addition, they should be reskilled to serve as managers, counsellors and consultants. However, in South Africa there is no single model that could be used to address all the challenges left by the legacy of apartheid in public primary schools. The purpose of this study is to contribute and add to the existing body of knowledge on the challenges facing educators in implementing inclusive education. In order to accomplish this aim, the main endeavour is to reveal the biggest challenges facing educators in implementing inclusive education in public primary schools and to highlight the implications of inclusive education in schools. The researcher used the critical qualitative action research approach to probe eight educators and school principals regarding their training, whether they have the necessary skills to deal with the implementation of inclusive education in their mainstream schools and probing them about effective models of inclusion that are applicable to their schools. The research sample was randomly selected from two public primary schools in Gauteng Province in District 011. Interviews, classroom observation and closed questionnaires were used as instruments of obtaining relevant data. In this study, interaction schedules, coupled with other data processes such as inductive analysis and verifications were used to analyze data. Data collected was catergorise into themes and comparisons were made on patterns that appeared and reappeared during this study. The research study revealed that, there is a need for a change or shift from traditional practice to new paradigms where teachers as reflective practitioners, are expected to take a closure, critical look at their way of teaching, as dictated by the new curriculum. Furthermore, the study revealed that there is a need for a shift from a medical model to a understanding system located within an understanding of barriers to learning. Secondly, perceptions of educators on learners with barriers should change. Furthermore, there is a need of giving learners extra support so that they can fit or be integrated into the mainstream classrooms. Moreover, assessment should cater for diverse needs of all learners and very crucial, there should be a shift from pedagogy of exclusion to a pedagogy of possibilities that takes into consideration barriers to learning, different intelligences and learning styles. In order for the implementation of inclusive education to take place smoothly in public primary schools, the researcher recommended that: schools should develop effective partnership with parents, organizations and other community stakeholders. The Department of education in conjunction with schools should embark on an advocacy campaign. Furthermore, the Department of education should strengthen the site-based support teams (SBST) and ensure that educators receive quality training in inclusive education for human resource development and lastly, the Department should ensure that special schools are strengthened as resource centres.

M.Cur. / It is explicit that the change in the South African government since 1994 accompanied by the transformation of nursing services with its new policies and practices is inevitable, and poses challenges for the nursing service managers in Gauteng hospitals. The transformation of nursing services can be a difficult process creating a period of fear, uncertainty, stress and role ambiguity for the nursing service managers. The transformation has been so extensive that the nursing service manager's role responsibilities have changed to such an extent that they are now required to manage grossly reduced levels of resources, multicultural societies with different values, beliefs and attitudes and increased numbers of patients, resulting in overcrowded hospitals. The transformation of nursing services demands the demonstration of appropriate nursing service management. The abilities of the nursing service managers are critical to the effectiveness of the future. Most nursing service managers are unprepared for their new roles and the present concern is for the quality of the management of the transformation process. No written standards for transformation management in a nursing service are available in Gauteng public hospitals. Consequently, nursing service managers find themselves making major decisions about nursing service transformation with little information about the effectiveness of alternative approaches. The experiences and perceptions of the nursing service managers regarding transformation of nursing services in selected Gauteng hospitals are also not known. Understanding the nursing service managers' experiences and perceptions will provide a basis for the formulation of standards for transformation management in a nursing service.

M.Sc. (Geology) / Please refer to full text to view abstract

M.Cur. / Violence stalks the streets of our erstwhile civilised cities and towns, and has also involved too many homes, transforming them from places of protection into pits of powerlessness and victimization. No immunization to this epidemic is afforded by culture, social class, economic states, education or ever religious affiliation. It is time to lift the shroud of silence and to shine the spotlight of truth on this social dilemma (Couden, 1999: 5). This research begins with the journey of awareness, which is intended to lead to healing, mental health and wholeness for the victimised women. It is intended to give victimised women a voice, since they are the experts of their own lives. Through sharing of their experiences, it is hoped that such awareness will positively impact our families, communities, churches and the wider society. The objectives of this research are to: • Explore and describe the experiences of victimised women of group interventions in a psychiatric clinic. • Formulate guidelines for the promotion of mental health of victimised women of group interventions. • In phase one of the research, the researcher made conclusions that the group interventions had an effect on victimised women. Group interventions enabled these women to understand that they can do something about being victimised. The main themes that came out were ventilating of emotions, support for each other in the group interventions, a sense of being empowered and a sense of forgiveness towards their perpetrators. In phase two guidelines were described for the advanced psychiatric nursespecialist to facilitate and promote the mental health of victimised women. An empowerment programme based on the suggestions given by Goodman and Fallon (113) described on the survey list by Dickoff et al (1968: 423). Conclusions, limitations and recommendations for the nursing practice, nursing education and research in nursing have been made.

The role of NGOs has been widely recognised in eradicating poverty and creating sustainable development in communities. Governments and private corporations view them as complementary partners in enhancing the livelihoods of people. In order to survive, NGOs need to be financially sustainable to carry out their missions. Their existence is, however, threatened by the current economic and political climate. In South Africa, the recent global economic recession and the country’s recovery from the apartheid system since 1994 have both had a negative impact in funding financial flow to NGOs. Compounded by the growing demand for new NGOs, evidence shows that there is fierce competition between NGOs for the same funding and, since NGOs by nature do not produce commercial outputs, they are limited to pursue funding opportunities made available through donations. This study explored the issues of financial sustainability within local NGOs in the Gauteng Province. The aim was to build mechanisms that could be put in place to monitor organisational financial sustainability over time. The study used a qualitative methodology and the researcher adopted an exploratory design to gain insight and meaning into the issues faced by NGOs. A sample of ten members from local NGOs in the Gauteng Province was identified and data was collected through key informant interviews and questionnaires. The study found that the majority of NGOs face difficulties in achieving financial sustainability over the long-term. The results indicated that funding in the sector is shrinking, with very few NGOs surviving through endowments. Their major challenges in raising funds are due to area limitations, competition within the sector, lack of skills, staff shortage and visibility. They optimise available opportunities but also acknowledge that they are not implementing other fundraising strategies that could be effective in raising funds. Evidence also showed that these NGOs are meeting the requirements of good financial management practices, which could improve their likelihood to achieve financial sustainability. The research recommends that NGOs need to be empowered to negotiate restrictions under the grants, raise endowments through income-generating activities, manage stakeholder relationships and cost any future funding prospects for key decision making that is likely to have an impact on the structure and the strategic direction of an organisation.

The research describes how creativity in higher education can be introduced as a concept that could enhance the creative thinking and application of adult learners enrolled in the Advertising Management Diploma. A number of different routes were attempted in order to answer the research question „can creativity be taught? ‟ Cord and Clement (2010) stated that adult learners should be allowed to practice their skills and prior knowledge, and that the learning material should promote generic workplace skills. The research discovered that the learning material for the Advertising Management diploma does little to enhance or even cater for imagination and creative application. It is vital for accurate application to take place, as this will enhance creativity. The problem formation is centered on the lack of sufficient skills in using one‟s imagination to generate creative ideas. This research study included five research activities that employed a semi-structured interview that involved sessions spanning over a period of six months, aligned to the course material‟s learning outcomes, and creative application of such acquired knowledge. It was established that, in order to further the creative application of young adults, it is important that they are able to link theory to practical and so be able to create concrete examples of what they are capable of doing. / ABET and Youth Development / M. Ed. (Adult Education)

Summary in English. / When considering their dropout, many described experiences of being a misfit, or feeling uncomfortable with discourse practices in which they were expected to engage. Some had logistical difficulties in attending, such as transport or small children, but even greater than these was the fact that they had been disappointed. These learners believe the "literacy myth" that literacy, as a set of skills one can acquire, will result in significant improvements in one's life. They also equate literacy with education, and although they experience none of the benefits that are supposed to accrue to the literate, they continue to say that they believe in its power. However, in practice, attendance at adult centres is relatively poor in comparison with numbers of potential students, those termed "illiterate." It may be deduced that adult "illiterates" regard literacy as some kind of "saviour", a panacea for all ills. Even if it is not directly accessed, the fact of its existence and the notion of its power is enough to provide hope for a better future and comfort in hard times.

Thesis (Ph.D. (Public Administration)) -- University of Limpopo, 2022 / The New Public Management (NPM) movement brought about by the changes that occurred after the first democratic elections in South Africa in 1994. The changes impact on how the three spheres of government; that is, National, Provincial and Local ought to operate when rendering services to the public. These imperatives inspired this research project. Furthermore, quality service is expected to meet acceptable service standards as promulgated in the Act of Parliament. One of them being the Batho Pele White Paper (White Paper on the Transformation of the Public Service, 1997). Public Administration is governed by principles and values as enshrined in Chapter 10 of the Constitution, Section 195(1). These legislations and related regulations bring competitive public value approach in the running of local municipalities. Locals municipalities are considered drivers of service delivery in the local government sphere, one may call it the engine or heart of Public Administration. This study, therefore, seeks to highlight leadership challenges in South African municipalities from an organisational culture and leadership perspective, with the City of Tshwane Metropolitan Municipality as a research site. This study is guided by the following research questions: Why is service delivery remaining a challenge amidst the existence of regulatory and institutional frameworks in South African municipalities? How can leadership be used to influence change in the municipalities? In South Africa, the local government has undergone numerous reforms, yet elements of bureaucracy are still highly prevalent. Bureaucratic structures like municipalities require leaders and employees with specific behaviours in a particular manner and according to a specific rule. Bureaucracy by its nature limits leaders from being flexible in making decisions that are suitable to address specific issues in different situations while at the same time being compliant with the legislation that governs them. Municipalities are then faced with a challenge of not having flexible and innovative leadership that is willing to boldly take calculated risks to address the challenges of service delivery within the legal framework. This leadership challenge makes it difficult to embed culture change in the public sector. This study posits that there is a need for a culture change to outgrow the outdated bureaucracies in an effort to allow for flexibility, innovation in leadership to ease the tension between these bureaucracies and have the desire to provide quality service while being compliant with the legislation. This research argues that organisational culture is tied to leadership traits when attempting to address service delivery challenges in South African municipalities. A responsive and accountable culture should model the values and principles of the Constitution without fear or favour, and make realistic cost-effective and visible change that will address the imbalances of apartheid municipal system of government. This research has it that leadership influences culture and supports and operationalises it. As much as it acknowledges other theories of leadership in the context of the current diverse challenges that municipalities confront, this study perceives that the contingency theory stands out. The contingency theory allows innovation and flexibility for different situations. It is not rigid and allows for the internal and external adaptation of culture that is effective and suitable for different situations. One size does not fit all in the application of the contingency theory leadership approach. Municipalities and organisations need leadership that is open to change, encourage and support innovation for its competitiveness and survival. For the success of culture change, leaders of organisations need to change their leadership practices, behaviour, decision making, communicate, and create a conducive environment for new ideas, constructive criticism, responsive and accountable. Kanyane (2014:89) reminds us that “the need to improve performance was underpinned by the State’s acceptance of the municipal service delivery challenges that to access descent municipal services was no longer a privilege to be enjoyed by a few.” Leaders are agents and catalyst of change. As Schein,2004: 20 puts it, “Leadership and change are two sides of a coin, the one cannot exist without the other.” Further, leaders must walk the talk if they want to lead. Should they fail to manage the sub-cultures in the organisations they lead, those sub-cultures will end up managing the overall organisational culture. Municipalities and organisations need leaders who are keen to introduce effective culture change that is results-oriented. The stability of effective culture change comes through feedback from the environment and not from the leader because the recipient of service shall have experienced it (Kuppler & Schein, 2016 / National Institute for the Humanities and Social Sciences (NIHSS) and South African Humanities Deans’ Association (SAHUDA)

This research was initiated, based on the recommendations of Groenewald (2006:126-127), in the Evaluation of Programmes of Shelters for Victims of Abuse in Gauteng Province, to develop a shelter service delivery model. The research is exploratory in nature and outlines the literature review, methodologies, tested shelter model and findings based on the experiences of stakeholders. These stakeholders are responsible for the registration and management of shelters for victims of abuse in South Africa. They include nine Provincial Victim Empowerment Programme Co-ordinators and thirty-two shelter managers. The main objectives for shelter managers and Government Departments, such as Social Development, are to provide care, support and protection. The aim is also to empower those who were caught up in relationships, fraught with gender-based violence, as well as to break the cycle of violence. This is presented in the guidelines for a shelter service delivery model for victims of abuse. The shelter model focuses on three phases: o Intake procedures o Programmes and services o Exit strategy These three phases address both psycho-social issues and the self care of service providers. The main purpose of the shelter model is to provide social service providers with a structural format for intervention with victims of abuse and their significant others. The outcome, for most of them, should be to come to terms with themselves and create a personal vision for the future without abuse or, alternatively, to take a firm stand against such actions. The model is based on a person-centered approach in order to assist victims of violence, within a development model, to attain effective living. Other findings of the research are, among others, that there is neither legislation, nor registration procedures for shelters for victims of abuse in place, except for Non-Profit Organisations, which is voluntary. It is recommended that Government should consider the amendment of the Domestic Violence Act, 116 of 1998. These amendments should include accreditation of service providers, registration requirements, norms, standards and uniform funding criteria. / Social Work / D. Phil. (Social Work)