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An investigation into organisational development and project and programme management as approaches for integrated and improved service delivery in the SAPSViljoen, Izana 12 1900 (has links)
Thesis (MPA)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: With the democratic reform in South Africa, The Constitution of 1996 and the
White Paper on Transforming Public Service Delivery of 1997 made an important
contribution to a new attitude amongst public servants and citizens regarding
service delivery. It is said that these two documents ushered in a period of
instilling an attitude of Batho Pele, namely ‘people first’, with public servants. The
South African Police Service (SAPS) as a government entity, also had to comply,
and having one of the most important functions of, ‘ensuring a safer and secure
environment for all’, caused the SAPS to rethink the way they would manage this
new attitude.
Organisational Development and Change, Project and Programme Management
and Service Delivery are a few of the approaches captured within the public
administration and public management discipline, which refers to a theory of the
most recent paradigm change in the way the public sector must be governed. A
comparative perspective is given on how these approaches could have a positive
impact on the SAPS and other organisations.
The foundation of this study is based on the creation of a theoretical base relating
to Organisational Development and Change Management, Project and
Programme-based Management as well as Service Delivery in the Public Sector.
This is the point of departure for the proposed Service Delivery Improvement
Model that indicates the integration of these approaches within the organisation. The background and current situation regarding service delivery within the SAPS
is also discussed.
Data is collected through structured interviews with SAPS managers and opinion
surveys, which were completed by service members. The interviews as well as
the surveys were used to motivate the aim of the proposed model.
The study concludes with recommendations that were made by the researcher
with the completion of the research done. The necessity, importance of
implementation and the marketing of project and programme-based management
within the SAPS is emphasised. / AFRIKAANSE OPSOMMING: Met die demokratiese hervorming in Suid Afrika, het die Konstitusie van 1996 en
die Wit Skrif van die Transformasie van Openbare Dienslewering van 1997 ‘n
belangrike bydrae gemaak tot ‘n nuwe gesindheid onder openbare amptenare ten
opsigte van dieslewering. Daar word genoem dat hierdie twee dokumente ‘n
periode vir die inboesem van ‘n gesindheid van Batho Pele, naamlik ‘mense
eerste’, by openbare amptenare aangekondig het. Die Suid Afrikaanse Polisie
Diens (SAPD) as ‘n regerings entiteit, moes ook voldoen hieraan, met die
inagneming van een van die belangrikste funksies, ’om ‘n veiliger en sekureerde
omgewing vir almal te verseker’, is die SAPD genoodsaak om die wyse hoe hulle
hierdie nuwe gesindheid gaan bestuur, te heroorweeg.
Organisasie Ontwikkeling en Verandering, Projek en Program-gebaseerde
Bestuur asook Dienslewering, is ‘n paar van die benaderings vervat binne die
Publieke Administrasie en Openbare Bestuur dissipline, wat verwys na ‘n teorie
van die mees onlangse paradigma verandering oor hoe die openbare sektor
regeer moet word. ‘n Vergelykende perspektief word weergegee oor hoe hierdie
benaderings ‘n positiewe impak op die SAPD en ander organisasies kan
bewerkstellig.
Die fondament van hierdie studie is gebaseer op die skepping van ‘n teoretiese
basis met verband tot Organisasie Ontwikkeling en Verandering, Projek en
Program-gebaseerde Bestuur asook Dienslewering. Hierdie word die vertrekpunt
vir die voorgestelde Dienslewerings Verbeterings Model wat die intergrasie van hierdie benaderings binne die organisasie voorstel. Verder word die agtergrond
en huidige situasie in die SAPD rakende dienslewering ook bespreek.
Data word versamel deur middel van gestruktureerde onderhoude met SAPD
bestuurders en opinie opnames wat deur lede van die diens voltooi is. Die
onderhoude sowel as die opnames is gebruik om die doel van die voorgestelde
model te motiveer.
Die studie word afgesluit met aanbevelings wat na afleiding van die navorsing
deur die navorser gemaak is. Die toepaslikheid, noodsaaklikheid van die
implimentering en die bemarking van projek en program-gebaseerde bestuur
binne die SAPD word veral beklemtoon.
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Methodological challenges in the measurement of police cynicism : a critique of the Niederhoffer's police cynicism scale as applied in the South African Police Service (SAPS)Mokotedi, Prince Nkitsing 03 1900 (has links)
Thesis (MPhil (Sociology and Social Anthropology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Niederhoffer developed a scale in the early 1960s to measure the level of cynicism among
police officials. Niederhoffer concluded that cynicism is prevalent among police officials and
that professionalization of the police occupation is the root cause of cynicism. The
Niederhoffer scale was subjected over years to a number of methodological tests. It was
found to be multi-dimensional whilst some authors found that the scale is invalid. In this
study, we confirmed these findings to some extent in that it was found that the Niederhoffer’s
scale is indeed multi-dimensional and that it has a low internal reliability. This study also
replicated some of Niederhoffer’s substantive hypotheses which were supported by our
empirical data. The various dimensions of scale were also correlated with an Attitude
Towards Organizational Change scale. It was found that cynicism is related most strongly to
both fear of change and acceptance of change. / AFRIKAANSE OPSOMMING: In die vroeë 1960’s het Niederhoffer ‘n skaal ontwikkel om die vlakke van sinisme onder
polisie-amptenare te meet. Niederhoffer vind sinisme onder polisie-amptenare en skryf dit
toe aan die professionalisering van dié beroep. Niederhoffer se skaal is geruime tyd al aan ‘n
aantal metodologiese toetse onderwerp en die bevinding was dat dit meerdimensioneel is,
hoewel sommige outeurs dit ongeldig bevind het. In hierdie studie is ook bevind dat
Niederhoffer se skaal meerdimensioneel is met ‘n lae interne betroubaarheidstelling. Die
studie herhaal sommige van Niederhoffer se hipoteses en bied steun aan die meeste van sy
hipoteses. Die verskeie skaaldimensies is met die Houding Teenoor Organisatoriese
Verandering-skaal in verband gebring en die bevinding is dat sinisme aan beide vrees vir
verandering en aanvaarding van verandering verwant is.
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Guidelines for the handling of sexual harassment in the South African Police ServiceRetief, Rita Theresa 03 1900 (has links)
Thesis (MA)--Stellenbosch University, 2000. / ENGLISH ABSTRACT: Sexual harassment is an old problem for the women who are its victims but is relatively new
as a social issue. Studies carried out in South Africa and internationally indicate that sexual
harassment is a problem in virtually every organisation and that a substantial proportion of
working women are the recipients of unwanted sexual attention in the workplace.
A number of misconceptions, myths as well as stereotyping regarding sexual harassment in
the workplace have added to the frustration female employees experience in trying to have
their sexual harassment complaints recognised. Like many organisations, the South African
Police Service (SAPS) knows the problem exists, but is unaware of its full extent or the
destructive effects it has on employees and the workplace.
As sexual harassment usually occurs in private, the women in the SAPS who are being
harassed usually do not know how to react or how to handle the harassing situation and
conseq uently suffer in silence. Most female employees despair of having the traditionally
male dominated management component in the SAPS understand how much sexual
harassment humiliates and frustrates them. They also despair of having the support of
managers in addressing the problem of sexual harassment in the workplace.
Even though the SAPS has a sexual harassment policy, the problem of sexual harassment
continues to occur in the workplace. The only protection for the organisation and its
employees, is prevention, or lacking that, immediate and appropriate action, following
notification of a sexual harassment complaint. Prevention is only likely when the sexual
harassment policy has been well communicated to all parties and enforced consistently and
fairly. Inher capacity as a social worker in the SAPS, the researcher became aware that even
though managers and employees are aware that this type of misconduct occurs, they avoid
addressing this sensitive issue because of a lack of proper guidelines.
Therefore, the aim of the study was to present guidelines for the composition of a training
programme for the implementation of the existing policy document regarding the handling
of sexual harassment in the SAPS. The purpose was to ensure that intervention and
prevention of sexual harassment in the SAPS will be handled more effectively. Existing
literature on the subject of sexual harassment was studied and presented in a theoretical
framework.
The history, legislation and dimensions of sexual harassment in the workplace i.e.
internationally as well as in South Africa and the SAPS, were discussed. The development
and consequences of sexual harassment for the organisation and all employees concerned were
emphasized. Preventative measures and implementation guidelines for addressing sexual
harassment in the SAPS, were explored. The prevalence of sexual harassment in the workplace and the subsequent experience(s) of and effects on female employees regarding
such harassment (in the SAPS) is brought into focus.
Exploratory - descriptive research was done with the aid of a questionnaire as an instrument
for data-collection, at police stations in one area of the West Metropole in the SAPS (Western
Cape) where social workers are rendering services. The opinions and attitudes of female
employees with regard to their experience(s) or knowledge of the occurrence and the handling
of sexual harassment in the SAPS, were determined. Information obtained from the
questionnaire is presented in six categories, namely : demographic characteristics of
respondents, behaviour of male employees toward female employees, the person(s)
responsible for the sexual harassment incident, reactions to the sexual harassment incident,
effects of sexual harassment experience(s) on women as well as on the workplace and the
addressing of sexual harassment in the workplace.
Conclusions and recommendations are made regarding the opinions, knowledge and sexual
harassment experiences of female employees in the SAPS as well as how sexual harassment
should be handled by various parties such as managers and social workers employed by the
SAPS. The implementation of a sexual harassment training programme can be of great value
to the South African Police Service and all its employees, provided the staff at management
level, professional personnel (social workers, psychologists and personnel practitioners) and
all other levels of employees commit themselves to working together on addressing and
preventing sexual harassment in the workplace. Regular evaluations should be done by the
social worker after the sexual harassment training programme has been implemented, in order
to determine the effectiveness of the prevention training programme for addressing sexual
harassment in the SAPS. Social workers in the SAPS should endeavour to clarify the extent
of the problem of sexual harassment and should bring the seriousness of the problem to the
attention of managers and all other employees. Social workers therefore have a crucial role
in assisting with the implementation of the organisation's sexual harassment policy and in
doing further research regarding sexual harassment in the workplace. / AFRIKAANSE OPSOMMING: Seksuele teistering is 'n ou probleem vir die vroue wie die slagoffers daarvan is, maar dit is
relatief nuut as 'n sosiale kwessie. Studies wat in Suid-Afrika en internasionaal uitgevoer is,
dui aan dat seksuele teistering 'n probleem in feitlik elke organisasie is en dat 'n aansienlike
getal werkende vroue ongewensde seksuele aandag in die werkplek ervaar.
Die bestaande wanopvattings, mites sowel as stereotiperings wat in die werkplek voorkom
rakende seksuele teistering, dra by tot die frustrasie wat vroulike werknemers ervaar in hul
poging om die bestuur hul klagtes oor seksuele teistering te laat insien. Soos baie organisasies,
is die Suid-Afrikaanse Polisiediens (SAPD) bewus dat die probleem voorkom, maar onbewus
van die omvang daarvan of die skadelike gevolge wat dit inhou vir werknemers en die
werkplek.
Aangesien seksuele teistering gewoonlik plaasvind in privaatheid, weet die vroue in die SAPD
wat geteister word gewoonlik nie hoe om te reageer of hoe om die teisterende situasie te
hanteer nie. Gevolglik ly hulle in stilte. Baie vroulike werknemers is in vertwyfeling oor hoe
om die bestuurskomponent in die SAPD, wie tradisioneel oorheers word deur mans, te laat
besef hoe vernederend en frustrerend seksuele teistering vir hulle is. Hulle is ook desperaat
om die ondersteuning van bestuurders te kry ten einde die probleem van seksuele teistering
in die werkplek aan te spreek.
Alhoewel die SAPD oor 'n beleidsdokument vir seksuele teistering beskik, kom die probleem
van seksuele teistering steeds voor in die werkplek. Die enigste beskerming vir die
organisasie en die werknemers, is voorkoming of indien dit ontbreek, onmiddellike en gepaste
optrede nadat 'n klagte van seksuele teistering aangemeld word. Voorkoming kan slegs
geskied indien die beleid ten opsigte van seksuele teistering, goed bekend gemaak word aan
alle partye en dit konsekwent en regverdig toegepas word. Die navorser het in haar kapasiteit
as maatskaplike werker in die SAPD bevind dat alhoewel bestuurders en werknemers bewus
is dat hierdie tipe misdryf voorkom, hulle die hantering van die sensitiewe probleem ontwyk
as gevolg van 'n gebrek aan behoorlike riglyne.
Die doel van die studie was gevolglik om riglyne daar te stel vir die samestelling van 'n
opleidingsprogram vir die implementering van die bestaande beleidsdokument vir die
hantering van seksuele teistering in die SAPD. Die doel was om te verseker dat intervensie
en voorkoming van seksuele teistering meer effektief hanteer sal word in die SAPD.
Bestaande literatuur ten opsigte van die onderwerp van seksuele teistering is bestudeer en
aangebied in 'n teoretiese raamwerk. Die geskiedenis, wetgewing en omvang van seksuele teistering op internasionale vlak, sowel
as in Suid-Afrika en die SAPD is bespreek. Die ontwikkeling en gevolge van seksuele
teistering vir die organisasie en al die betrokke werknemers is beklemtoon.
Voorkomingsmaatreëls en riglyne vir die implimentering van die bestaande beleidsdokument
oor seksuele teistering in die SAPD is verken. Die voorkoms van seksuele teistering in die
werkplek en die gevolglike ervaring(s) en effek daarvan op vroulike werknemers in die SAPD
is in fokus gebring.
'n Verkennende-beskrywende studie is gedoen met behulp van 'n vraelys, as instrument vir
data-versameling, by polisiestasies in een area van die Wes-Metropool in die SAPD (Wes-
Kaap) waar maatskaplike werkers dienste lewer. Die opinies en houdings van vroulike
werknemers met betrekking tot hul ervaring(s) of kennis is bepaal ten opsigte van die
verskynsel en die hantering van seksuele teistering in die SAPD. Inligting verkry vanaf die
vraelys, is aangebied in ses kategorieë naamlik: demografiese kenmerke van respondente,
gedrag van manlike werknemers teenoor vroulike werknemers, die persoon verantwoordelik
vir die seksuele teisterende insident, reaksies ten opsigte van die seksuele teisterende insident,
effekte wat die seksuele teistering ervaring(s) vir die vroue en die werkplek inhou asook die
aanspreek van seksuele teistering in die werkplek.
Gevolgtrekkings en aanbevelings is gemaak rakende die opinies, kenmerke en ervarings van
vroulike werknemers ten opsigte van seksuele teistering in die SAPD, asook ten opsigte van
die hantering van seksuele teistering deur die verskeie partye soos, byvoorbeeld bestuurders
en maatskaplike werkers in diens van die SAPD. Die implementering van 'n
opleidingsprogram ten opsigte van seksuele teistering kan waardevol wees vir die Suid-
Afrikaanse Polisiediens en al die werknemers mits die bestuurders, professionele personeel
(maatskaplike werkers, sielkundiges en menslike hulpbronbestuur) hulself verbind tot
samewerking ten opsigte van die aanspreek en voorkoming van seksuele teistering in die
werkplek. Gereelde evaluerings deur die maatskaplike werker moet gedoen word na die
implementering van die seksuele teistering opleidingsprogram, ten einde die effektiwiteit van
die voorkomingsprogram te bepaal vir die aanspreek van seksuele teistering in die SAPD.
Maatskaplike werkers in die SAPD moet hulself beywer om duidelikheid te verkry oor die
omvang van die probleem van seksuele teistering en moet die erns van die probleem onder
die aandag bring van bestuurders en alle ander werknemers. Maatskaplike werkers het dus
'n beslissende ondersteuningsrol om te vervul ten opsigte van die implimentering van die
organisasie se beleid vir seksuele teistering, asook om verdere navorsing ten opsigte van
seksuele teistering in die werkplek aan te moedig.
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An evaluation of the "Healthy lifestyle" and "Coping with change" personnel capacity building programmes of the S.A. Police Service / by Anna J.E. Jansen van VuurenJansen van Vuuren, Anna Johanna Elizabeth January 2006 (has links)
Background: Due to various factors, such as the restructuring of the South African Police Service (SAPS) in 1996, Police Social Work Services decided to broaden the scope of its services by developing and introducing proactive personnel capacity building programmes (PCBP's). Fifteen PCB programmes had been developed by 1999, which gave rise to the need for a comprehensive impact assessment of these programmes. This resulted in the Evaluation of Personnel Capacity Building Programmes (EPCBP) research project that was launched in 2001.
The evaluation of the Healthy Lifestyle and Coping with Change programmes formed part of this comprehensive study.
Objectives: The primary aim of the study was to determine the effect of the Healthy Lifestyle (HLS) and Coping with Change (CWC) programmes on the knowledge, attitude and behaviour of SAPS personnel.
Method: The comparison group pre-test and post-test design and triangulation were used during this research. Six measuring scales and a presenter's evaluation questionnaire were developed and completed by 196 (HLS) and 184 (CWC) experimental group respondents, 38 (HLS) and 41 (CWC) comparison group members and 10 (HLS) and 7 (CWC) presenters.
Results: With the help of various measuring instruments and the triangulation of
measurements, it was determined that the Healthy Lifestyle and Coping with Change
programmes had a practical significant effect on the knowledge, attitude and behaviour of the respondents. It was concluded that these programmes were effective tools in the hands of Police Social Work Service (PSWS) because they not only empowered SAPS personnel to lead more productive professional lives, but also enhanced their personal well-being. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2006.
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Personal identity and the police occupation in South AfricaFaull, Andrew Gordon January 2015 (has links)
This thesis explores the question, 'Who do South African police officers think they are and how does this shape police practice?' Based on eight months of ethnographic fieldwork in Cape Town and the Eastern Cape province of South Africa in 2012/13, it is an exploration of the deep-seated perceptions, stories and imaginings that South African Police Service (SAPS) officers have of themselves, their occupation and their country, in the early twenty-first century. It unpacks how officers’ individual narratives shape, and are shaped by organisational narratives and forces, and how this interplay influences police practice in an unequal and violent young democracy. The thesis suggests that a job in the SAPS is primarily just that, a job. It is a means to strive and survive in a country saturated in vulnerability and risk. Most officers join the organisation after other dreams have slipped out of reach. Once recruited they re-write their self-narratives to accommodate their new circumstances. Recruited from lineages long-oppressed, the meaning and income the job brings to their lives is usually more important to them than the work they carry out. As a result, they seek first to please their institutional overseers and ease the pressure of the job. This is achieved by enacting institutional performances that promote the idea that the SAPS is a rational, effective, evidence-based and rule-bound organisation made of up well trained officers performing common-sense crime prevention tasks, while hiding the darker side of police work. Using carefully choreographed performances, the SAPS and its officers present a strategically crafted façade behind which individual officers strive to secure their sense of self. When the façade is challenged, some resort to violence in an attempt to garner the respect they seek.
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Specialised units in the SAPS : a case study of the waterwing in GautengBooysen, Roland 03 1900 (has links)
Dissertation / This dissertation analyses the effectiveness of specialised units within the South African
Police Services as exemplified by the Gauteng Waterwing Unit. Factors influencing the
effectiveness are analysed, and the advisability of making these units permanent units within
the South African Police Services structure is evaluated. Different policing styles are
discussed with regard to their effectiveness in different situations and their applicability in the
water policing context. Possible corrective actions to reduce the influence of factors
hindering service delivery are proposed. The analyses were accomplished by examination of
the literature supplemented by practical field observations and interviews. / Police Practice / M.Tech (Policing)
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Factors impacting on the criminal investigation process in Cape Town, South AfricaPrinsloo, Megan Renay January 2004 (has links)
Masters of Public Health - see Magister Public Health / The World Health Organization (WHO) considers violence to be a global public
health problem. It is estimated that 1.6 million people worldwide lost their lives to
violence in 2000. This translates to a global rate of 28.8 deaths per 100 000
population. The end of Apartheid in South Africa in 1994 brought about various economic, social and political transitions within the country, resulting in rapid urbanization, increasing unemployment and deepening inequalities. Consequently, these conditions also brought about increased incidences of crime and violence. The
South African Police Service (SAPS) recorded approximately 2.58 million crimes
in 2000. The SAPS faced many challenges in transforming the eleven South African Police Forces to a combined South African Police Service in 1994. Literature has indicated that while serious crimes increased, the chances of an offender being caught and punished declined between 1994 and 2000.
During the 2002-2003 financial year the SAPS recorded a national homicide rate
of 47.4 per 100 000 population. The Western Cape and Limpopo province had the
highest and lowest provincial homicide rate of 84.8 and 12.1 per 100 000
population respectively. Other studies indicated that city-specific homicide rates
for Cape Town increased from 84 to 88 per 100 000 population between 1999 and
2001.
A pilot study conducted in Cape Town during 2003 to determine victim-perpetrator
relationships and motives for homicide that occurred in 1999 was
hampered by difficulties in tracing police dockets, inconsistencies in data
capturing, and the absence of perpetrator information due to some court cases not
being finalized.
It was therefore decided to conduct a qualitative, descriptive, comparative study
between two police stations in Cape Town. Semi-structured interviews were
conducted with police officers at different ranks to document the procedures and
route of reported crimes and to explore the factors impacting on the criminal
investigation process. The interviews were audio-recorded, transcribed and
analysed using thematic content analysis.
The interviews provided an insight to the contextual environment and the attitudes
of police officers regarding the transformation of the SAPS, and identified the
factors impacting on the criminal investigation process at the two selected police
stations. Issues discussed are discipline, restructuring and motivational factors
regarding the transformation process, as well as training courses, the court impact
and the relationship between the detectives and prosecutors. The main constraints
identified at both police stations were human resources, training courses and
vehicles. Social support and community factors are also discussed.
The interviews with police officers revealed that there are various issues of
management at national and provincial level that need to be addressed, such as
detective recruitment standards, training courses and the management of different
crime types to reduce the workload of detectives. The need for closer
collaboration with the courts to avoid the misplacement of dockets and to
minimise delays in the finalisation of court cases was also identified. Previous
studies have also identified blockages within the South African criminal justice
system and it is hoped that this study could highlight those issues that still need to
be addressed.
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An impact and cost-benefit analysis of some SAPS personnel capacity-building programmes / by Alice May BlignautBlignaut, Alice May January 2007 (has links)
Thesis (Ph.D. (Social Work))--North-West University, Potchefstroom Campus, 2008.
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Experiences of diversity in the SAPS / Henriette van der WesthuizenVan der Westhuizen, Henriette January 2007 (has links)
Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.
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Employment relationship satisfaction of constables in South African Police Services in Tshwane region.Theledi, Nkosinathi Louis. January 2015 (has links)
M. Tech.Labour Relations / The South African Police Service (SAPS) will not be able to function if Constables fail to perform their duties efficiently and effectively. Constables are the face and hands of the SAPS at societal level, but face severe challenges and obstacles in their jobs. It is therefore critically important that they are satisfied in their employment relationships with their immediate supervisors. The researcher believes that many forms of undesirable organisational behaviour among Constables in the SAPS could be related to low levels of satisfaction in their employment relationships with their immediate supervisors. The primary purpose of this study is to investigate the employment relationship satisfaction of a group of Constables in the SAPS: Tshwane region. The investigation will focus on levels of employment relationship satisfaction and the significance of differences in employment relationship satisfaction levels of constables with different biographical characteristics (e.g. race, age, gender, language, marital status, length of service, qualifications)
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