M. Tech. Public Management and Administration. / The aim of the study was to evaluate factors that inhibit or promote the participation of women in decision-making processes. The study also seeks to understand more about the roles that these women play in leadership positions that they hold, and to assess whether these women are fighting for gender issues in representing women and uplifting the society. Prior to 1994, the South African Public Service systematically marginalised women across the colour spectrum. Post-1994, our Parliament has had one of the highest proportions of powerful, outspoken and committed women in the world.

M. Tech. Public Management / The research problem involves the challenges encountered during the implementation of the performance management and development system at the Department of Education (Gauteng North District) (Department). The study aimed at identifying the challenges which personnel face when implementing the system and to contribute towards the body of knowledge by suggesting an acceptable and simple method of implementing the performance management system in the Department. The performance management and development system is vital in the sense that every government department uses the system to measure the performance of personnel against the set standards of the Departments objectives. It should be borne in mind that without personnel performing according to the set objectives, the Department will not be able to achieve its goals.

Thesis (MPhil (Information Science))--University of Stellenbosch, 2006. / Although a number of studies into the reasons for merger failure point to cultural incompatibility as a major cause, little attention has thus far been given to the knowledge loss that occurs consequent to company mergers. Drawing on literature around knowledge, knowledge loss, reasons for mergers and acquisitions, organisational culture and merger failure, this case study examines the potential for knowledge loss in a company in the South African IT sector.

M.Cur (Professional Nursing) / This study of patient acuity level plans (PALP) to determine nursing levels for in-patients units was carried out by means of an exploratory, descriptive instrumental study within the context of a nursing situation with the literature study serving as background, a patient acuity level plan (PALP) was designed, according to accepted criteria, to find data on which to base post determination for nursing staff. This descriptive, instrumental study was done at a private research hospital in Johannesburg where all the patients and nursing staff (first- as welI as second-in-command) were involved. The patient acuity level plan (PALP) -instrument was designed by the researcher, and under supervision of the researcher it was implemented in seven nursing units in the hospital. (The instrument proved to be highly reliable i. e. 0,999). The difference between nursing post determination as recommended and determined by PALP, and nursing post determination as determined by means of a pragmatic subjective approach by the nursing service manager of the, hospital proved to be statistically insignificant. The PALP instrument showed, however, that more nursing staff were needed in four of the seven units. The quality of the nursing was not studied nor was a productivity study carried out. The grand total difference between the recommended and actual nursing hours needed for all the nursing units shows a statistically significant difference (p = 0,0001) on a 1% significance level. This instrument could also positively contribute towards a more cost-effective post determination in nursing.

M.Cur. (Professional Nursing) / The strike by student nurses at the Baragwanath Hospital has brought the reality of the trade union movement to the attention of the nursing profession in the Republic of South Africa. This has raised questions as to how informed nurses are in respect of the trade union movement and also how the trade union movement influences the professional ism of nurses as well as the personnel management function of the nursing service manager. An exploratory, descriptive study, within contextual framework was carried out. The purpose of the research was to determine the knowledge of registered nurses about the trade' union movement, as well as the influence thereof on the professionalism of the nurse on the one hand and on the other hand the influence thereof on the. personnel management function of the nursing service manager in selected private and pubt Lc hospitals in the Transvaal and the Orange Free State. The most important findings and conclusions resulting from this study are the lack of adequate knowledge amongst nurses concerning the trade union movement; the fact that the latter has a minor influence on the personnel management function of the nursing service manager and that the trade union movement has a deprofessionalising influence on the professionalism of the nurse. The most important recommendations include a program of resocialisation for the Subprofessional groups in nursing; in service training for all nurses concerning labour relationships and the trade union movement; elimination of matters causing dissatisfaction in the work situation of nurses; a much greater involvement of the South African Nursing Association in the affairs and the problems of the individual nurse as well as implementing purposeful professional discipline by the South African Nursing Council during strikes by nurses.

The analysis of jobs and roles is one of the most important techniques in personnel management. It provides the information required to produce job descriptions and person- and learning / training specifications. It is of fundamental importance in organisation and job design, recruitment and selection, performance management, training management development, career management, job evaluation and the design of pay structures. These constitute most of the key processes of personnel management. In terms of the Local Government: Municipal System Act, a municipal manager, within a policy framework determined by the municipal council and subject to any applicable legislation, must - • approve a staff establishment for the municipality ; • provide a job description for each post on the staff establishment ; • attach to those posts the remuneration and other conditions of service, as may be determined in accordance with any applicable labour legislation ; and • establish a process or mechanism to regularly evaluate the staff establishment and, if necessary, review the staff establishment and the remuneration and conditions of service. The overall purpose of the research was to develop a model for the implementation of the Tuned Assessment of Skills and Knowledge (T.A.S.K.) job evaluation system at municipalities, in the Eden/Overberg/Central Karoo region. The research methodology comprised of the following steps: • a literature study on job evaluation and a discussion of the different job evaluation systems with special reference to the T.A.S.K. job evaluation system ; • the development of a model for the implementation of the T.A.S.K. job evaluation system in the Eden/Overberg/Central Karoo region ; and • the empirical data required to achieve the research objective which was obtained by means of postal and electronic questionnaires to employees of the various municipalities in the geographical area that will be covered by this research. The following recommendations are made regarding the data obtained from this study: Firstly, briefing sessions at municipalities must include employees of all levels and the following methods must also be added to the process - • Insert articles in the in-house newsletter ; and • Attach a memorandum to employees’ pay advice, informing them about the T.A.S.K. job evaluation system and later on about the progress of the process. Secondly, all disputes regarding placement must be resolved before employees are allowed to draw up their relevant job descriptions.

M.Comm. / The South African gold mining industry has in the last decade increasingly come under pressure. The radical drop in the dollar price of gold, the lowest it has been in 16 years, has depressed revenues to the point where drastic action is needed. Furthermore, costs have been escalating. Where the South African Industry was the international leader in low cost production ten years ago, it has now become the most expensive. The following statement by the Chamber of Mines President, Bobby Godsell (1998: Godsell) , underlines the problem: "The gold mining industry world-wide is in a state of crisis, with the price of its product at a 16-year low. Few industries would not be in crisis if they were receiving 1982 prices for their product. In South Africa, two other features contribute to an even more acute crisis. Over the last decade South Africa has moved from being the lowest cost major gold producer to being the highest. Secondly, many South African gold companies are facing physical depletion of their ore reserves. Many companies have now been in operation for more than half a century. Eventually every mine must come to the end of its mineable reserves. Members of the Chamber are deeply committed to meeting the challenges of low prices, high costs and one depletion constructively and effectively. To this end the Chamber proposed a productivity-linked wage agreement last year. Since that agreement we have seen a further $30-drop in the gold price, with a third of Chamber member gold mines making losses, aggregating about R12-million a week. The Chamber shares the National Union of Mineworkers' concerns about job losses. Retrenchments are the consequences of the industry's problems - not their causes. Without addressing the causes, a moratorium on retrenchments will, in our view,achieve nothing, and possibly create expectations which would not be fulfilled. There is only one way to reduce job losses and this is to find ways to return companies to profitability and to make them cost-competitive with producers of gold elsewhere in the world. Much as it understands the National Union of Mineworkers' anger, the industry will not find a way forward through marches, protests or strikes. The combined wisdom, and then the combined effort of management, labour and government will be required to find a way forward for the South African gold industry."

M.Com. (Business Management) / South-Africa's market share in gold produced dropped from 80 percent in 1980 to about 34 percent currently. This is due to entrance of cheaper producers of gold on the world market. The USA is our main competitor with a market share of about 17 percent. The difference is that South-Africa's remaining reserves is deep below surface and the USA are using open pit techniques to mine cheaply. In order for South-Africa to stay competitive and win back the lost market share it will be necessary to utilise the current available ore resources to it's full potential. This will also create new jobs in a South-Africa that needs it desperately. The calculation of the pay limit is investigated and found to be adequate. The different types of pay limits and their usage was explained. It was found that the current method, of using the pay limit directly as a cutoff limit, was incorrect. The use of a proposed pay limit was suggested. The definition of the proposed pay limit is slightly different than the current pay limit changed in order to clarify the correct use of the pay limit. The inadequacies of the pay limit was recognised and explained. A new term in gold mining was formulated namely the optimal limit. The purpose of this cutoff limit is to determine the cutoff value at which the resultant grade will be such that the mine's profit will be maximised over the long term. The combined usage of the proposed pay limit and the optimal limit in order to manage the ore resource, was described. This method of ore resource management is easily understandable, easy to use and addresses the inadequacies of the current pay limit successfully.

The focus of this research is to understand the relevance of the Human Resource Development Strategy for the functioning of South African Public Service and its implications for the Emerging Management Development Programme (EMDP). One of the main challenges of the Human Resource Development Strategy (HRDS) is its translation into well designed training programmes that are aligned with the goals and objectives of the strategy. The Emerging Management Development Programme (EMDP) is meant to be the translation and interpretation of the HRDS for public sector training and development on emerging management level. The intention of this study is to evaluate, analyse and understand the alignment of the EMDP with the Human Resource Development Strategy for the South African pubic service and subsequently suggest proposals for the possible improvement of emerging middle management development. The objectives of the research will be stated in the form of two critical questions:  What are the main directives in the Human Resource Development Strategy for the Public Service regarding management development in general, and the gaps in the design and development of the Emerging Management Development Programme (EMDP) in particular?  How does the design and development of the current EMDP meet the strategic vision for management development as envisioned in the Human Resource Development Strategy for the Public Service? The research methodology applied in this study, is a qualitative research approach. This approach focuses on phenomena that occur in natural settings, i.e. in the real world and involve studying those phenomena in all of their complexity which is used to gather data. This data is preserved in descriptive narratives. A qualitative research approach also uses mainly the constructivist-interpretive perspective. The key finding is that as much as the EMDP is comprehensive, it is however not yet aligned with the Human Resource Development Strategy of the South African Public Service. The recommendation is that the conversion of the objectives of HRDS-SA into the learning outcomes of the EMDP in order to provide a framework for a comprehensive base of competencies that inform the curriculation of the EMDP is important. This will ensure that the learners are able to benefit from a multitude of skills development activities in the programme and, in so doing, render them more purposeful to improve their impact on the skills challenges of the country. / Public Administration and Management / M. Tech. (Public management)

The focus of this research is to understand the relevance of the Human Resource Development Strategy for the functioning of South African Public Service and its implications for the Emerging Management Development Programme (EMDP). One of the main challenges of the Human Resource Development Strategy (HRDS) is its translation into well designed training programmes that are aligned with the goals and objectives of the strategy. The Emerging Management Development Programme (EMDP) is meant to be the translation and interpretation of the HRDS for public sector training and development on emerging management level. The intention of this study is to evaluate, analyse and understand the alignment of the EMDP with the Human Resource Development Strategy for the South African pubic service and subsequently suggest proposals for the possible improvement of emerging middle management development. The objectives of the research will be stated in the form of two critical questions:  What are the main directives in the Human Resource Development Strategy for the Public Service regarding management development in general, and the gaps in the design and development of the Emerging Management Development Programme (EMDP) in particular?  How does the design and development of the current EMDP meet the strategic vision for management development as envisioned in the Human Resource Development Strategy for the Public Service? The research methodology applied in this study, is a qualitative research approach. This approach focuses on phenomena that occur in natural settings, i.e. in the real world and involve studying those phenomena in all of their complexity which is used to gather data. This data is preserved in descriptive narratives. A qualitative research approach also uses mainly the constructivist-interpretive perspective. The key finding is that as much as the EMDP is comprehensive, it is however not yet aligned with the Human Resource Development Strategy of the South African Public Service. The recommendation is that the conversion of the objectives of HRDS-SA into the learning outcomes of the EMDP in order to provide a framework for a comprehensive base of competencies that inform the curriculation of the EMDP is important. This will ensure that the learners are able to benefit from a multitude of skills development activities in the programme and, in so doing, render them more purposeful to improve their impact on the skills challenges of the country. / Public Administration and Management / M. Tech. (Public management)