In many instances, the South African Constitution is been seen as the most advanced constitutions in the world. Section 196(4)(f)(ii) of the Constitution has made provision for the Public Service Commission(PSC) to investigate grievances of employees in the Public Services and furthermore to recommend appropriate remedies. However, there is a contradiction when implementing these procedures, as the PSC tends to follow their own set of guidelines with regard to the relevant procedures to be followed when dealing with grievances. Due to this, the public servant [s] rights are been under minded and they seem to lose all confidence and faith with the system. The individual have the potential of resolving the differences that exist amongst them, if it is based on the honest and transparent manner. As mentioned above, even though it is the duty of the PSC to implement the proper grievance procedure at work, its fairness and objectivity will be tested and discuss further in detail in this research. However, in the South African Police Services, due to the nature of their protocol which emphasised on the seniority dominated by rank structure, creates an environment of inequality. Meaning that junior officers are not encourage to challenge their superior on the hostile treatment as it will be viewed as a lack of discipline on the part of the junior officer. The grievance procedure therefore, serves as the formal vehicle which the union will encourage the employee to follow in seeking for justice against unfair treatment. In most case the employee are sceptical to file a grievance against their seniors, for fear of victimization, however, this might worsen the situation if it was not brought to the attention of the management. On many occasions the employees have rather taken a decision to resign due to pressure from the management. In terms of section 186(1)(e) of the Labour Relations Act, continued employment are made intolerable if the discontent experience by the employees becomes more and more imminent in the work environment. In a situation where the continued employment has become intolerable, the employee can claim constructive dismissal. This research looks at the different ways which the courts arrive at, when deciding on cases from the South African legal system, in order to determine which tests to apply when dealing with constructive dismissal.

Thesis (Master). / Title from PDF title screen (viewed July 28, 2009).

Thesis (Master).

Thesis (MEdPsych)--University of Stellenbosch, 2005. / Bibliography. Also available via the Internet.

M. Tech. Policing / The purpose of this study was to solicit the views of the South African Police Service (SAPS) members, both at local police and the Commercial Crime Branch levels, as well as from the wider representatives from the community, regarding the weaknesses of the SAPS Commercial Crime Branch strategies towards responding to syndicate fraud activities.

The aim of this study was to determine whether a relationship exists between job satisfaction and organisational commitment. A sample of 73 employees from the South African Police Services - Stanger was utilised. Data was collected using questionnaires and unstructured interviews. The job satisfaction questionnaire designed by Weiss, Dawis, Lofquist and England (1977) was used to measure the different dimensions of job satisfaction whilst the organisational commitment questionnaire developed by Allen and Meyer (1990) was used to measure the different dimensions of organisational commitment. The results indicated variations in the subject's levels of job satisfaction, whereas moderate levels of affective, normative and continuous commitment was found. The correlation analysis showed no significant relationship among the dimensions of organisational commitment (Affective, Normative and Continuance). In terms of job satisfaction, significant relationships occurred among pay, working conditions, supervision, opportunities for advancement and recognition but there was no significant relationship among pay and equitable rewards. No significant relationship occurred between the dimensions of job satisfaction and affective and continuance commitment but there was a significant relationship between job satisfaction dimensions and normative commitment. There was no significant difference in the organisational commitment dimensions and job satisfaction dimensions among gender. No significant difference was found between affective and continuance commitment among the other biographical variables. However, there was a significant difference in the level of normative commitment among the age group, home language group and ethnic group. A significant difference was found between the job satisfaction dimensions and the other biographical variables. According to the results of the multiple regression, opportunities for advancement was the best predictor of affective commitment, working conditions, supervision, relation with co-workers and equitable rewards were the best predictors of normative commitment and relation with co-workers was the best predictor of continuance commitment. / Thesis (M.Admin)-University of KwaZulu-Natal, Westville, 2004.

Thesis (MSocSci(Social Work and Criminology))-University of Pretoria, 2008. / Includes bibliographical references.

This study focussed on the evaluation of the implementation of the South African Police Service sector policing in the Eastern Cape province of South Africa. A mixed methods approach was used to gather, collect and analyse data for this study. The data were collected through semi-structured in-depth interviews, focus groups discussions and a survey. The quantitative approach dominated in data collection, whilst the qualitative approach was used to corroborate the quantitative findings. For the quantitative approach, 265 questionnaires were administered to 121 volunteer participants targeting the station commanders, cluster commanders and sector commanders. A hundred and forty questionnaires were also administered to the Sector Crime Forum chairpersons who were selected using simple random sampling from 32 police stations. The sector commanders were used for in depth interviews. The rationale behind was that the sector commanders are playing a key role in the implementation of sector policing. Simple random sampling was used to select the participants. The study area was in the Eastern Cape, where the research sample and participants were drawn. The findings of the study indicated that although sector policing minimum standards have been achieved by many stations, the study found out that there are some stations that have not yet attained the policy goals in terms of optimal implementation of sector policing in the Eastern Cape Province. The study established that the farm and rural and remote police stations were not complying with the minimum standards laid down in the National Instruction 3/2009. The problem of non-compliance emanates from the shortages of resources. Further findings on this study were based on the experiences and challenges of the implementers of sector policing. The study found that there were challenges confronted by them in the implementation process. Although some of the participants were indicating their enjoying working closely with their communities, there were some major challenges that they experienced in the process of executing their duties. The results of the study indicate that resources were not adequate to ensure that this new policing strategy is properly executed. Another important finding which was identified by the study was the fact that sector policing, as a new policing strategy, was not adequately communicated and marketed for it to be accepted and to for it to achieve the necessary buy in from stakeholders. The study further established that training, development and capacity building were lacking to capacitate the implementers of the new policing strategy. Further, sector to sector collaboration was identified as another challenge by the study. Team work was very much limited. The study further revealed that command and control was not enhanced by the sector commanders in their sectors. The sector patrol reports were not available in the files and AVL reports were also not retrieved and monitored. The factors highlighted above have a negative bearing on the reduction of crime. Poor police visibility and stakeholder participation in crime prevention programmes are not reducing crime.

The matter of the language policy of the SAPS and the language attitudes of police officials is a topical, but largely unexplored issue. Little progress has been made to address this issue. This thesis investigates language attitudes of SAPS constables and the impact thereof on language planning in the SAPS. This study tests the hypothesis that the absence of a language policy in the SAPS leads to a discrepancy between the constitutional provisions and language practice in the SAPS. Furthermore, this discrepancy has an impact on the language attitudes of constables in the SAPS. This poses challenges for language planning. The main aims of the study are to ascertain the current language practice in the SAPS and to investigate the language attitudes and preferences of constables. The investigation was conducted in accordance with the triangulation method, i.e. conclusions were only drawn after the data presented by the literature study and each of the empirical components were compared and verified by means of, inter alia, statistical methods. The literature review, which is an exposition of the language policy and language practice in both the SAPS and South Africa, provides the theoretical framework for the empirical study. The empirical study includes a questionnaire completed by constables and interviews with constables and other stakeholders at the helm of policy, management and training. Chapter 1 states the background, problem, hypotheses and objectives of the study. A theoretical exposition of language policy, language planning and language attitude is presented in Chapter 2. Chapter 3 contains a description of the language context of the constables with reference to the language policy, trends and practice in South Africa. The discrepancy between language policy and language practice in the SAPS is highlighted in Chapter 4. This entails a discussion on the language policy and practice in the SAPS, the training of the constables, as well as problems resulting from the current language practice in the SAPS. The empirical research design is discussed in Chapter 5. The results of the empirical research are discussed in Chapter 6, and conclusions and recommendations are stated in Chapter 7. The results show that English is the predominant language in the SAPS. The constables have a positive attitude towards English in the SAPS in spite of their poor proficiency in the language. Afrikaans is used in official situations in the SAPS, but the indigenous languages are used mostly in informal situations. The respondents reported a positive attitude towards the indigenous languages. The research also highlights the lack of language training in basic police training as well as in-service training. The use of English and Afrikaans on an interim basis in the absence of an official language policy is a contributing factor to the poor language proficiency of especially constables who are not mother tongue speakers of the languages in question. It is recommended that language training should form part of the basic police training and in-service training. The SAPS should also finalise a language policy which entails the promotion of multilingualism and development of the indigenous languages for official use. / Prof. M. Pienaar Prof. H. Kroes

M.Comm. / The South African Police Services (SAPS) undertake to provide security and safety for the South African public. This study seeks to find out the causes of motivation and demotivation within the SAPS, in order to contribute towards improving services rendered to the public. The researcher worked in the SAPS and observed lower ranked police officers as being demotivated - leading to an interest in, and an exploration of, the causes of this demotivation. The aim of this study is to assess the impact of rewards as motivation for members of the SAPS in the Polokwane Police Station in the Limpopo province. This study was conducted in the SAPS with the population of police officers at lower ranks (constable to inspector) in order to survey what effectively motivates them. The variables surveyed were monetary-based rewards (promotion, pay progression and incentives), and non-monetary rewards that include internal systems and human resources practices. There were 115 respondents from a pool of 288 police officers. Human resources managers can use rewards to motivate employees to be more productive and rewards are generally viewed as an important motivational tool for any organisation. According to two noted experts in this field, Fred Luthans and Robert Kreitner, whether employees maintain high productivity depends on how they perceive the consequences of their efforts. If they believe high productivity will be rewarded, they will be more likely to work to achieve it. For this reason, organisations should place considerable emphasis on rewards that employees perceive as desirable (Sherman & Colander, 1992). The objective of the study is to determine how successfully the rewards on offer motivate police officers at lower ranks in the Limpopo Province to perform their functions effectively. Although this is mainly a quantitative study, two types of research methods were used, namely qualitative and quantitative. A qualitative pilot study was conducted in order to refine the main questionnaire that is quantitative. The research findings illustrate that the rewards are not having the intended impact as police officers are dissatisfied with the monetary-based rewards and ambivalent towards the internal systems and human resources practices. There were statistically significant differences between the various biographical characteristics in the sample. The measuring instrument yielded an overall Chronbach Alpha coefficient of 0. 79 thus yielding internal consistency in the measuring instrument. The study was limited to police officers of the Limpopo Province at lower ranks and the results should not be generalised. It would be interesting to do a broader study that included more senior ranking officers. Since police officers form the frontline of the criminal justice system, improving their work through motivation has crucial implications. A motivated police officer will perform his or her work with vigour and passion and the significance of motivating employees' growth cannot be over-emphasised.