A project report submitted to the Faculty of Engineering, University of the Witwatersrand, Johannesburg, in partial fulfillment of the requirements for the degree of Master of Science in Engineering. Johannesburg 1998. / Various studies have been done to show that labour-based construction can meet the high standards normally required in the construction of roads. The organisational requirements that were needed to ensure the efficient use of labour have also been dealt with in various studies. Tile need for alleviation of poverty, unemployment and the negative social impact thereof by increasing the labour input in construction is understood by all concerned. A further step is however necessary before the idea of increasing the . labour component in any kind of roadwork can be taken seriously. Engineers need to move forward from the policy and organisational issues associated with labour intensive construction and start to provide designers with sound and innovative engineering solutions to overcome the hurdles experienced on the ground. The study looks at the process of foam bitumen stabilisation of soils and gravels with a view of utilising this innovative method for labour intensive construction. The material after having been stabilised can be placed in a stockpile. Actual durations that the material can safely remain in stockpile have been determined in this study to be in excess of six months for recycled asphalt and in excess of four months for the foam stabilised sand. Foam stabilised gravel was also studied and showed that after a year in stockpile the material failed probably due to a weakening of the bitumen and aggregate bond. Covering the stockpiled material did not show any significant difference to that of a similar uncovered stockpile. The position within the stockpile also did not have much effect on the engineering properties of the stoc piled material. The fact that the foam stabilised material can be worked on when cold and that it can be stockpiled for several months implies that the material is labour friendly and can be used in labour intensive construction of road base course layers or wearing course layers. / AC2017

A project report submitted to the Faculty of Engineering, University of the Witwatersrand in partial fulfilment of the requirements for the degree of Master of Science in Engineering. / Until recently use of ionic chemical soil stabilisers seemed hit or miss. The paper by paige-Green and Bennett explains that the stabilisers work only on soils containing reactive clays. The author's findings confirm this conclusion. It was shown that a CBR test, which can be done in any road soils laboratory, can be used to measure the chanqe in strength caused by the treatment of the soil with a chosen ionic stabiliser. South Africa is faced with a serious unemployment problem. The World Bank and the International Labour Organisation have shown that employment in construction can be significantly increased by the use of labour instead of machinery. Field trials showed that ionic stabilisers can readily be applied labour intensively. These stabilisers could improve marginal materials to road-building standard and this could further reduce the dependence on machinery by reducing the need to transport quantities of high quality gravel. / Andrew Chakane 2019

Corruption is an area that has intrigued plenty of political scientists. This thesis is an attempt to examine how corruption is affected by the sheer amount of public outsourcing with a sample of countries used in a qualitative multivariate analysis. The variables used to control the correlation are inspired by previous research on what causes corruption, while the sample of countries used are those countries that had representation in the indexes used between 2012 to 2015. The main findings are that spending more on public outsourcing tend to lead to slightly less corruption. These results are inconclusive since the main findings was a non-statistically significant when introduced to my set of control variables. However, there is a silver-lining to this inconclusiveness, that being to pinpoint a mechanism for outsourcing and/or corruption: civil wages.

Out of the 100 biggest media companies in the world, only 6 have a female CEO. The lack of female representation in leadership roles is a known fact, and the media field is not an exception to that. However, in swedish public service media companies there seems to be significantly more women in leadership positions. SVT has now had four female CEO’s in a row, including the current one Hanna Stjärne. The purpose of this essay is to investigate why there are more female leaders in SVT public service than there are in the commercial media companies. To learn more I conduct semi- structured interviews with three women who currently work, or has worked, in high leadership roles at SVT. I ask them about their experiences of working for SVT and commercial companies, what motivates them, their style of leadership and the importance of diversity and networking. This resulted in a thematic analysis of 8 themes: Leadership, drive, SVT as a workplace, public service VS commercial companies, networking and mentorship, women and men in the workplace, diversity and advice. The results show that SVT being independently run by the state trough a foundation plays a big part in the company’s work for equality, and the results that it has had with more female leaders in the workplace.

O Governo, nacional e estadual, tem avançado nas leis que regem o gasto público. A Lei de Responsabilidade Fiscal é um marco na busca do equilíbrio das contas públicas. Entre outras atribuições, esta lei também deu origem, juntamente com a reforma constitucional de 1993, às bases para a avaliação por desempenho, à criação de sistemas de custos e ao uso de indicadores de desempenho na máquina pública. Apesar dos potenciais avanços que vêm ocorrendo com o uso destas ferramentas nos últimos anos, ainda existem dificuldades conceituais em sua operacionalização a fim de melhorar a eficiência da Administração Pública e, conseqüentemente, os resultados à população. Ainda se observa que, ao lado de um grande volume de trabalho e das demandas atendidas, há um conjunto de demandas reprimidas, paralelo a desperdícios ocorridos. Esta situação pode ser minimizada através da contínua avaliação dos gastos públicos, proporcionada pela utilização de sistemas de custos gerenciais pelos servidores públicos. Com os indicadores gerados por estes sistemas, torna-se possível melhorar o processo decisório de alocação de recursos. Este trabalho propõe uma sistemática de avaliação de desempenho dos gastos públicos que, usando sistemas de informática e bases de dados já existentes, portanto com baixo custo operacional, desenvolve um conjunto de indicadores de desempenho para acompanhar a gestão da coisa pública. A comparação destes indicadores cria um instrumento para comparação de custos na realização das atividades. Por fim, este instrumento pode ser vinculado à remuneração variável e políticas públicas, melhorando a gestão do Estado. No caso do Estado do Rio Grande do Sul, os indicadores podem ser construídos vinculandose informações do SCE (Sistema de Custos do Estado) com os resultados desejados. Em outros entes, o sistema pode ser construído com recursos amplamente disponíveis, como planilhas de cálculo. A partir destes indicadores se torna possível acompanhar a melhoria do indicador e seu custo, assim como estabelecer critérios claros vinculados à remuneração por desempenho para os diversos setores da máquina pública estatal. Para fins de validação, o trabalho apresenta também casos de sucesso ocorridos com a aplicação de etapas do método proposto em outras organizações públicas, o que demonstra sua viabilidade prática. A Secretaria da Fazenda possui um sistema de remuneração variável de sucesso. O Orçamento Matricial de Despesas e o da Receita validam novamente a qualidade das informações do Estado. Para uma cidade no interior, construíram-se os indicadores a partir de informações espalhadas, mesmo não havendo um sistema de informações como o Estadual. As diferenças e mudanças necessárias para sua aplicação ao caso prático gaúcho, assim como a sistemática, foram discutidas com representantes de diversos setores da sociedade e de todos os poderes, os quais endossaram a proposta. / The national and state government has advanced in the governing public spending controlling laws. The Law of Fiscal Responsibility is a milestone in the quest to balance the public accounts. Among other tasks, this law also led, together with the constitutional reform of 1993, to the basis for the evaluation of performance, to the creation of costs systems and to the use of performance indicators in the public engine. Despite potential progress that has occurred with the use of these tools in recent years, there are still conceptual difficulties in its operation to improve the efficiency of public administration and, therefore, the results to the population. It is still observed that, next to a large volume of met works and demands, there is a set of suppressed demands, parallel to occurring waste. This can be minimized by continuous evaluation of public expenditure, provided by the use of costs management systems by public officials. With the indicators generated by these systems, it is possible to improve the decision making process for allocating resources. This paper proposes a systematic evaluation of public spending performance through already existing computer systems and databases, therefore with low operational cost, developing a set of performance indicators to monitor the management of public affairs. The analysis of these indicators creates a tool for comparing costs in carrying out activities. Finally, this tool can be linked to variable remuneration and public policies, improving the management of the state. In the case of Rio Grande do Sul (most southern Brazilian state) the indicators can be built linking up information from SCE (State Costs System) with the desired results. In other entities, the system can be built with resources widely available, such as spreadsheets. From these indicators it is possible to monitor the improvement of the indicator and its cost, as well as establish clear criteria tied to the performance payment for the various sectors of the public state machine. For purposes of validation, the work also presents cases of success experienced with steps of the method proposed in other public organizations, which shows its practical feasibility. The Finance Department has a successful variable remuneration system. The Expenditure and Revenue Matrix Budget validates again the quality of the State information. For the countryside cities, the indicators were built up from scattered information, even with no information system as that of the State. The necessary differences and changes for their to practical application in Rio Grande do Sul, as well as the systematic, were discussed with representatives of various sectors of society and all powers, which endorsed the proposal.

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Employee absenteeism is a global management problem that affects organizational productivity, profits, justice, and employee motivation. A Zambian government agency has little knowledge about absenteeism and the lived experiences of clients regarding staff absenteeism and service delivery. The purpose of this qualitative phenomenological study was to explore employee absenteeism and service delivery through the lens of McGregor's theory x. The research question was about the lived experiences of the agency's clients regarding absenteeism and service delivery. The data were collected through semistructured interviews of 22 purposefully selected clients of the Zambian government agency and were analyzed using the van Kaam method. Findings indicated that health issues of staff and relatives, funerals, alcoholism, demotivation, lack of staff transport, chronic fatigue, staff shortages, poor working conditions and salaries, poor supervision, school runs, laziness and indiscipline, and the transfer of staff affected absenteeism. Absenteeism caused organizational financial losses, inefficiency, reduced productivity, delayed service delivery, damaged the organization's reputation, and created client stress, frustration, and hopelessness. Absenteeism can be significantly reduced by close collaboration between the managers and their subordinates through increased employee engagement, improved incentive rewards programs, and a better understanding of the effects of work-€related stress. Positive social change through the reduction of absenteeism in government agencies can enhance the quality of public services in critical public sectors such as education, health, social welfare, labor, and agriculture.

Thesis (LLM. (Labour Law)) -- University of Limpopo, 2013 / The study will analyse the fairness or unfairness of precautionary suspensions and the rights of employees in the Public Service who are placed on precautionary suspensions with reference to section 23(1) of the Constitution of the Republic of South Africa, 1996, which states that: (1) “ Everyone has the right to fair labour practices” Section 186(2)(b) of the Labour Relations Act 66 of 1995 defines what an unfair labour practice is with specific reference to a precautionary suspension. It reads thus: (2) “ Unfair labour practice means any unfair act or omission that arises between an employer and an employee involving – (b) the unfair suspension of an employee or any other unfair disciplinary action short of dismissal in respect of an employee” The study will also look at circumstances under which precautionary suspension is invoked on Senior Management Service employees in the public service in terms of chapter 7, clause .2.7(2) of the Senior Management Service Handbook, 2003. Decided cases will be referred to which shows that one of the reasons why many precautionary suspensions are set aside when challenged in court, is because some employees who are assigned to deal with labour issues in the government departments are not competent to deal with those issues. The issue of political appointments impacts directly on service delivery if people are appointed to positions because of political affiliation than competency.

The introduction of New Public Management reforms to the Australian Public Service in the 1980s and 1990s marked a substantial shift away from the traditional process-based public sector model to a market-driven one. These reforms accelerated with the election of the Howard government in 1996, which moved the public sector to become more like the private sector, but failed to address directly the changes needed in accountability and control of the APS. This study explores the evolution of corporate governance as a means of filling that gap in the APS. The ultimate responsibility for ensuring corporate governance is appropriately applied in departments of state rests jointly with the minister and the secretary, in their roles in administering and managing the organisation, and in particular fostering and modelling appropriate organisation citizenship behaviour. Corporate governance exists In the APS, as in the private sector, as a dichotomy offormal and informal elements, and the informal elements play a paramount role in achieving results for government that are lawful, fair and reasonable; adherence to formal corporate governance processes alone is insufficient to protect an organisation from failure. The example of DIMA was used to demonstrate that even an organisation with a proud international record in assisting the most vulnerable in the world through its refugee and humanitarian programs can fail if its corporate governance mechanisms are not universally and correctly applied throughout the organisation, resulting in outcomes described as "catastrophic" for the individuals concerned.

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