Marine tourism has been growing over the years to a diverse and large industry providing for a variety of markets. Across the world tourists enjoy activities of different types including kayaking, scuba diving, snorkelling, surfing and travelling to beaches for leisure reasons. Travelling to coastal towns with the purpose of visiting a beach has always been a great attraction for people across the world. Not only resulting in beaches becoming one of the tourism industry’s biggest markets but also a great contributor to local economies. In 200,1 South Africa adopted the Blue Flag Programme, a beach award which focuses on clean bathing water and pollution free environments. The programme was first established on the French coastline in Europe by the Foundation for Environmental Education (FEE). Since then 244 beaches and 208 marinas across 10 countries now boast with a Blue Flag award. The award requires beaches to adhere to four sets of criteria. These are water quality, environmental management, environmental education and information and safety and security. The programme also has specific periods allocated to beaches in which the beach has to meet all the stipulated standards.  Previous research has stated that the programme has great drawing power for tourists.  In contrast, other studies revealed that it has no benefits for the tourism industry, whatsoever.  Some studies have stated that it is a symbol of quality recognised by all across the world. The literature review conducted for this study revealed that the programme holds great benefits for conservation of the environment. Seen from a tourism point of view, however, it is still unclear whether the programme benefits the tourism industry or has any impact on it whatsoever. The primary goal of this dissertation is to determine the influence of Blue Flag status on the decision-making process of beach visitors when they select a beach, thereby determining whether or not the Blue Flag programme adds any value to the tourism industry. A literature review was conducted on important aspects concerning this study, namely the Blue Flag Programme, the tourist decision-making process, travel behaviour of tourists and tourist behaviour, to gain insight into the type of research. Thereafter an empirical study was conducted on six beaches in KwaZulu-Natal which involved the distribution of a self-administered questionnaire. The sampling method used for the study was quantitative, probability sampling with systematic sampling which involved the fieldworkers to approach every second person/group of people on the beach. The survey took place from 28 March to 4 April 2013. A total of 572 usable questionnaires was collected from a sample of 600 beach visitors. The data was captured using Microsoft™ Excel™ 2010 and analysed using Statistical Package for Social Sciences (SPSS version 21). Exploratory factor analyses were performed as well as a linear mixed-effect model analysis to analyse the impact of the Blue Flag Programme on tourism. To achieve the goal set for this study, two articles were produced. The aim of chapter 3 (article 1) was to determine the push and pull motives of beach visitors. The results revealed the profile of respondents to be female, married with an average age of 39 years and originating from Gauteng. They have a diploma or degree from a tertiary institute and like to visit the beach for an average of eight nights at a time. To identify the push and pull motives of beach visitors, the travel motives were first identified by means of a principal axis factoring analysis, with Oblimin and Kaiser Normalisation. The aspects yielded three factors, familiarity, family relaxation and escape and beach characteristics. The most important factor was determined to be familiarity. The analysis further revealed two push and two pull motives. The push factors are escape and relaxation (most important push motive) and familiarity. The pull motives are beach attributes (most important pull motive) and cognizance. This article showed that the familiarity of a beach plays an important role as to the motives of beach visitors as well as the fact that visitors to these beaches want to escape and relax away from everyday life. The aim of the chapter 4 (article 2) was to identify the influence of Blue Flag status on visitors’ decision-making when selecting a beach as well as to determine whether any statistically significant differences exist between the visitors to Blue Flag beaches and visitors to non-Blue Flag beaches. A principal axis factoring analysis was conducted to determine the decision-making aspects of beach visitors. This analysis yielded five actors, environmental education, safety and access, cleanliness, landscape and popularity. The most important factor was identified as cleanliness with a mean value of 4.37. Furthermore, a linear mixed-effect model analysis was conducted which identified one statistically significant difference with the factor popularity, which has a p-value of 0.002. No other differences were identified. This study thus found that Blue Flag status does not influence visitors’ decision in selecting a beach. What was interesting was the fact that the aspects which are of importance to beach visitors (such as cleanliness) form part of the criteria on which the programme is based (environmental education and information, environmental management, safety and security and water quality). Thus having Blue Flag status does impact positively on tourism. Since this was the first study of its kind in South Africa, it can benefit all beach destinations in the country. From the findings it is clear that marketing needs to be conducted regarding the Blue Flag programme and the benefits that could be reaped for both the local community and beach visitors. Furthermore, beach management can make use of the motives identified in chapter 3 as well as the decision-making aspects identified in chapter 4 to increase visitor numbers to the beach and gain competitive advantage. Tailor-made marketing strategies can be implemented which will improve the efforts of beach managers and municipalities as well as managers of the Blue Flag Programme to market the programme and raise awareness. Recommendations are made regarding further study on the Blue Flag programme to identify ways in which awareness of the programme amongst the public can be raised. Similar research can also be conducted on other environmental and tourism award systems, such as the Seaside award. This research contributes to the literature on marine tourism, seeing as this was the first time such a study was conducted in a South African setting. / MCom (Tourism Management), North-West University, Potchefstroom Campus, 2014

Marine tourism has been growing over the years to a diverse and large industry providing for a variety of markets. Across the world tourists enjoy activities of different types including kayaking, scuba diving, snorkelling, surfing and travelling to beaches for leisure reasons. Travelling to coastal towns with the purpose of visiting a beach has always been a great attraction for people across the world. Not only resulting in beaches becoming one of the tourism industry’s biggest markets but also a great contributor to local economies. In 200,1 South Africa adopted the Blue Flag Programme, a beach award which focuses on clean bathing water and pollution free environments. The programme was first established on the French coastline in Europe by the Foundation for Environmental Education (FEE). Since then 244 beaches and 208 marinas across 10 countries now boast with a Blue Flag award. The award requires beaches to adhere to four sets of criteria. These are water quality, environmental management, environmental education and information and safety and security. The programme also has specific periods allocated to beaches in which the beach has to meet all the stipulated standards.  Previous research has stated that the programme has great drawing power for tourists.  In contrast, other studies revealed that it has no benefits for the tourism industry, whatsoever.  Some studies have stated that it is a symbol of quality recognised by all across the world. The literature review conducted for this study revealed that the programme holds great benefits for conservation of the environment. Seen from a tourism point of view, however, it is still unclear whether the programme benefits the tourism industry or has any impact on it whatsoever. The primary goal of this dissertation is to determine the influence of Blue Flag status on the decision-making process of beach visitors when they select a beach, thereby determining whether or not the Blue Flag programme adds any value to the tourism industry. A literature review was conducted on important aspects concerning this study, namely the Blue Flag Programme, the tourist decision-making process, travel behaviour of tourists and tourist behaviour, to gain insight into the type of research. Thereafter an empirical study was conducted on six beaches in KwaZulu-Natal which involved the distribution of a self-administered questionnaire. The sampling method used for the study was quantitative, probability sampling with systematic sampling which involved the fieldworkers to approach every second person/group of people on the beach. The survey took place from 28 March to 4 April 2013. A total of 572 usable questionnaires was collected from a sample of 600 beach visitors. The data was captured using Microsoft™ Excel™ 2010 and analysed using Statistical Package for Social Sciences (SPSS version 21). Exploratory factor analyses were performed as well as a linear mixed-effect model analysis to analyse the impact of the Blue Flag Programme on tourism. To achieve the goal set for this study, two articles were produced. The aim of chapter 3 (article 1) was to determine the push and pull motives of beach visitors. The results revealed the profile of respondents to be female, married with an average age of 39 years and originating from Gauteng. They have a diploma or degree from a tertiary institute and like to visit the beach for an average of eight nights at a time. To identify the push and pull motives of beach visitors, the travel motives were first identified by means of a principal axis factoring analysis, with Oblimin and Kaiser Normalisation. The aspects yielded three factors, familiarity, family relaxation and escape and beach characteristics. The most important factor was determined to be familiarity. The analysis further revealed two push and two pull motives. The push factors are escape and relaxation (most important push motive) and familiarity. The pull motives are beach attributes (most important pull motive) and cognizance. This article showed that the familiarity of a beach plays an important role as to the motives of beach visitors as well as the fact that visitors to these beaches want to escape and relax away from everyday life. The aim of the chapter 4 (article 2) was to identify the influence of Blue Flag status on visitors’ decision-making when selecting a beach as well as to determine whether any statistically significant differences exist between the visitors to Blue Flag beaches and visitors to non-Blue Flag beaches. A principal axis factoring analysis was conducted to determine the decision-making aspects of beach visitors. This analysis yielded five actors, environmental education, safety and access, cleanliness, landscape and popularity. The most important factor was identified as cleanliness with a mean value of 4.37. Furthermore, a linear mixed-effect model analysis was conducted which identified one statistically significant difference with the factor popularity, which has a p-value of 0.002. No other differences were identified. This study thus found that Blue Flag status does not influence visitors’ decision in selecting a beach. What was interesting was the fact that the aspects which are of importance to beach visitors (such as cleanliness) form part of the criteria on which the programme is based (environmental education and information, environmental management, safety and security and water quality). Thus having Blue Flag status does impact positively on tourism. Since this was the first study of its kind in South Africa, it can benefit all beach destinations in the country. From the findings it is clear that marketing needs to be conducted regarding the Blue Flag programme and the benefits that could be reaped for both the local community and beach visitors. Furthermore, beach management can make use of the motives identified in chapter 3 as well as the decision-making aspects identified in chapter 4 to increase visitor numbers to the beach and gain competitive advantage. Tailor-made marketing strategies can be implemented which will improve the efforts of beach managers and municipalities as well as managers of the Blue Flag Programme to market the programme and raise awareness. Recommendations are made regarding further study on the Blue Flag programme to identify ways in which awareness of the programme amongst the public can be raised. Similar research can also be conducted on other environmental and tourism award systems, such as the Seaside award. This research contributes to the literature on marine tourism, seeing as this was the first time such a study was conducted in a South African setting. / MCom (Tourism Management), North-West University, Potchefstroom Campus, 2014

The effectiveness of the Environmental Impact Assessment process has been questioned by its critics both locally and internationally, as there is a perception that EIA process is merely a rubber stamping exercise. The objective of this study was to determine whether or not the relevant provincial authorities in South Africa have issued EIA refusals and if so what the main reasons for refusal were. Both Basic Assessment and full EIA processes were considered. Access to the EIA refusals from the various provincial environmental departments and environmental consultants was limited. Only seventeen EIA refusals were received after extended requests over a 12-month period, after which each of these were analysed. The reasons for the EIA refusals encountered in this study have been categorised into seventeen sub-classes relating to the following environmental issues: site location, socio-economics, land use/zoning, lack of justification, Spatial Development Framework (SDF), biodiversity, incompleteness of information, legislation discouraging development, visual/noise impacts, lack of alternatives, services issues, cumulative effects, groundwater, waste, specialist studies, gross non-compliance and air pollution. It is important to note that an EIA application could potentially have more than one screening trigger, and therefore it is possible that the percentages explained in this study can add up to more than 100%. The highest number of the EIA refusals’ screening triggers (8 of 17 = 47.06%) were found to be due to the transformation and rezoning of undeveloped or vacant land, and 5 of 7 (71.4%) of those particular EIA refusals were attributed to applications for residential development. Biodiversity and ecological sensitivity of the site location, as well as construction of infrastructure were next on the scale, with three (17.65%) EIA refusal screening triggers each. Finally, concentration of animals for production and storing and handling of hazardous substances both had two (11.76%) screening triggers. Only one EIA refusal did not include any substantive reasons for refusal and was refused on purely procedural grounds. The lack of justification of the development, lack of technical information and inadequate alignment with future spatial planning also constituted reasons for negative authorisations. From the results it was evident that although it is usually the procedural issues that hinder EIA, this study encountered many substantive issues, making up the majority of the reasons for EIA refusal here. This goes against international opinion that EIAs are usually turned down due to lack of adherence to process. Other findings from this study of particular interest include that no database is maintained for the number and reasons of EIA refusals that are processed, only for those that are authorised. It was also found that there were provinces that have never issued an EIA refusal. Furthermore, it was interesting to note that the reasons given in the findings for the analysed EIA refusals did not necessarily correlate with the screening triggers. / Thesis (Master of Environmental Sciences)--North-West University, Potchefstroom Campus, 2012.

The effectiveness of the Environmental Impact Assessment process has been questioned by its critics both locally and internationally, as there is a perception that EIA process is merely a rubber stamping exercise. The objective of this study was to determine whether or not the relevant provincial authorities in South Africa have issued EIA refusals and if so what the main reasons for refusal were. Both Basic Assessment and full EIA processes were considered. Access to the EIA refusals from the various provincial environmental departments and environmental consultants was limited. Only seventeen EIA refusals were received after extended requests over a 12-month period, after which each of these were analysed. The reasons for the EIA refusals encountered in this study have been categorised into seventeen sub-classes relating to the following environmental issues: site location, socio-economics, land use/zoning, lack of justification, Spatial Development Framework (SDF), biodiversity, incompleteness of information, legislation discouraging development, visual/noise impacts, lack of alternatives, services issues, cumulative effects, groundwater, waste, specialist studies, gross non-compliance and air pollution. It is important to note that an EIA application could potentially have more than one screening trigger, and therefore it is possible that the percentages explained in this study can add up to more than 100%. The highest number of the EIA refusals’ screening triggers (8 of 17 = 47.06%) were found to be due to the transformation and rezoning of undeveloped or vacant land, and 5 of 7 (71.4%) of those particular EIA refusals were attributed to applications for residential development. Biodiversity and ecological sensitivity of the site location, as well as construction of infrastructure were next on the scale, with three (17.65%) EIA refusal screening triggers each. Finally, concentration of animals for production and storing and handling of hazardous substances both had two (11.76%) screening triggers. Only one EIA refusal did not include any substantive reasons for refusal and was refused on purely procedural grounds. The lack of justification of the development, lack of technical information and inadequate alignment with future spatial planning also constituted reasons for negative authorisations. From the results it was evident that although it is usually the procedural issues that hinder EIA, this study encountered many substantive issues, making up the majority of the reasons for EIA refusal here. This goes against international opinion that EIAs are usually turned down due to lack of adherence to process. Other findings from this study of particular interest include that no database is maintained for the number and reasons of EIA refusals that are processed, only for those that are authorised. It was also found that there were provinces that have never issued an EIA refusal. Furthermore, it was interesting to note that the reasons given in the findings for the analysed EIA refusals did not necessarily correlate with the screening triggers. / Thesis (Master of Environmental Sciences)--North-West University, Potchefstroom Campus, 2012.

There is currently no legislation counteracting the impact of workplace bullying on South African employees, consequently generating an open invitation for all perpetrators in the organisation. The significance of bullying by superiors and bullying by colleagues is explored in this regard. Workplace bullying refers to behaviour which harasses, offends, excludes and affects the employees’ work tasks. This behaviour occurs repeatedly, frequently and over a period of time. As a result, the impact of bullying on employees has massive consequences on the absenteeism, profitability, turnover intention and the compensation claims of the organisation. The most common solution of workplace bullying results in resignation. Thus, this study also explores perceived organisational support (POS), acting as a moderator, to counteract workplace bullying in this regard. POS is defined by employees experiencing: role clarity, participation in decision–making, colleagues’ support, having sufficient job information and good supervisory relationships. This will not necessarily put an end to this phenomenon but creates awareness in the South African context. Many international researchers focused on defining bullying, exploring different perpetrators and identifying characteristics associated with targets of bullying. Nationally, research is still in its infancy, hence, this research explores workplace bullying in general, by focusing on different sectors across South Africa. This research addresses the main perpetrators, the impact on turnover intention and explores POS acting as a moderator in the relationship between workplace bullying and turnover intention. The objectives of this research was 1) to determine how workplace bullying, perceived organisational support and turnover intention are conceptualised according to the literature; 2) to determine the relationships between workplace bullying by superiors/colleagues, the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) and turnover intention; 3) to determine the moderating role of the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) in the relationship between workplace bullying (superiors and colleagues) and turnover intention. An availability sample of N =13911 participants were gathered over a spectrum of 9 provinces and 5 sectors. Hierarchical regression analyses was conducted in order to determine if POS acts as a moderator in the relationship between workplace bullying (either by superiors or by colleagues) and turnover intention. Results highlighted the prevalence of workplace bullying in the South African context. The statistical analysis revealed that workplace bullying by superiors and by colleagues has a negative relationship with all the sub–facets of POS. This implies that when bullying by superiors or colleagues increases, the sub–facets of POS will decrease. The intention to leave the organisation correlated negatively with the sub–facets of POS. This suggests that when POS exists in organisations employees will be retained. There is a positive relationship between both bullying by superiors and bullying by colleagues and the propensity to leave the organisation. In practice, this implies that when bullying increases (by either superiors or colleagues) more targets of bullying will be inclined to leave the organisation. According to the empirical results, POS, role clarity, participation in decision–making and supervisory relationships, was the only facets which acted as moderators in the relationship between workplace bullying by superiors and turnover intention, whereas no moderation was found with bullying by colleagues. Recommendations were made for the organisation and future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

There is currently no legislation counteracting the impact of workplace bullying on South African employees, consequently generating an open invitation for all perpetrators in the organisation. The significance of bullying by superiors and bullying by colleagues is explored in this regard. Workplace bullying refers to behaviour which harasses, offends, excludes and affects the employees’ work tasks. This behaviour occurs repeatedly, frequently and over a period of time. As a result, the impact of bullying on employees has massive consequences on the absenteeism, profitability, turnover intention and the compensation claims of the organisation. The most common solution of workplace bullying results in resignation. Thus, this study also explores perceived organisational support (POS), acting as a moderator, to counteract workplace bullying in this regard. POS is defined by employees experiencing: role clarity, participation in decision–making, colleagues’ support, having sufficient job information and good supervisory relationships. This will not necessarily put an end to this phenomenon but creates awareness in the South African context. Many international researchers focused on defining bullying, exploring different perpetrators and identifying characteristics associated with targets of bullying. Nationally, research is still in its infancy, hence, this research explores workplace bullying in general, by focusing on different sectors across South Africa. This research addresses the main perpetrators, the impact on turnover intention and explores POS acting as a moderator in the relationship between workplace bullying and turnover intention. The objectives of this research was 1) to determine how workplace bullying, perceived organisational support and turnover intention are conceptualised according to the literature; 2) to determine the relationships between workplace bullying by superiors/colleagues, the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) and turnover intention; 3) to determine the moderating role of the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) in the relationship between workplace bullying (superiors and colleagues) and turnover intention. An availability sample of N =13911 participants were gathered over a spectrum of 9 provinces and 5 sectors. Hierarchical regression analyses was conducted in order to determine if POS acts as a moderator in the relationship between workplace bullying (either by superiors or by colleagues) and turnover intention. Results highlighted the prevalence of workplace bullying in the South African context. The statistical analysis revealed that workplace bullying by superiors and by colleagues has a negative relationship with all the sub–facets of POS. This implies that when bullying by superiors or colleagues increases, the sub–facets of POS will decrease. The intention to leave the organisation correlated negatively with the sub–facets of POS. This suggests that when POS exists in organisations employees will be retained. There is a positive relationship between both bullying by superiors and bullying by colleagues and the propensity to leave the organisation. In practice, this implies that when bullying increases (by either superiors or colleagues) more targets of bullying will be inclined to leave the organisation. According to the empirical results, POS, role clarity, participation in decision–making and supervisory relationships, was the only facets which acted as moderators in the relationship between workplace bullying by superiors and turnover intention, whereas no moderation was found with bullying by colleagues. Recommendations were made for the organisation and future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

A company’s success is predominantly measured by how well it does financially. Management and shareholders are interested in increased production and profits. In order to increase the profit margin, the issue of productivity needs to be addressed. Research had shown that there is a correlation between job satisfaction and productivity (Clark, 2003:1; Javed, Maqsood&Durrani, 2004:7; Syptak, Marsland&Ulmer, 1999:26). Sugarbird, a division of Pioneer Foods Pty (Ltd), one of South Africa’s leading food manufacturers, has embarked on integrating the Mission-Directed Work Team programme (MDWT programme) into Sugarbird’s daily operating activities. This programme focuses on the development and establishment of meaningful practices that can be implemented throughout an organization in order to provide management and employees with the skills to benchmark themselves against world-best practices. As the basis of this study the researcher had chosen applied research, with the aim to evaluate the impact of the MDWT programme on job satisfaction at Sugarbird and to answer the following research question: “Does the MDWT programme have a positive impact on job satisfaction?” The population considered in this study was the 100 ground-level workers at Sugarbird. On the day and time the questionnaire was administered, 79 employees (23 males and 55 females) were present on site and were included in the study. Before the MDWT programme was launched in April 2007, an internal climate survey was conducted which indicated that employees experienced low levels of job satisfaction and that communication, transparency, decision-making and acknowledgement were issues that needed to be addressed. For the purpose of this study a questionnaire was designed to determine whether the MDWT programme had an impact on these variables. The results of the study indicated that the MDWT programme does have a positive impact on job satisfaction and that employees have taken ownership of this initiative. Employees are in general satisfied with the communication strategies within Sugarbird and it is positive to note that the majority of employees trust their supervisors. The majority of employees stated that they are satisfied with the manner in which transparency at Sugarbird is dealt with. An overwhelming majority of employees think that the opinion of workers is important in decision-making regarding day-to-day activities. When focusing on general opinions of employees, a significant number of employees indicated that their opinions are not being heard. All employees are in agreement that Sugarbird has a formal incentive programme that recognises employees’ achievements and the majority of employees indicated that Sugarbird does indeed acknowledge positive inputs from employees. There is however a strong discrepancy between the acknowledgements of major- versus small accomplishments as employees are of the opinion that major accomplishments are more easily recognised. In conclusion, it could be stated that the MDWT programme do have an impact on the job satisfaction levels of employees at Sugarbird and that communication, transparency, decision-making and acknowledgement did improve due to the MDWT programme. AFRIKAANS : ‘n Organisasie se sukses hang hoofsaaklik daarvan af van hoe goed dit finansieël doen. Bestuur en aandeelhouers stel belang in verhoogde produksie en profit. Ten einde die winsmarge te verhoog moet produktiwiteit aangespreek word. Navorsing het bewys dat daar ‘n korrelasie tussen werkstevredenheid and produktiwiteit bestaan (Clark, 2003:1; Javed, Maqsood&Durrani, 2004:7; Syptak, Marsland&Ulmer, 1999:26). Sugarbird, ‘n divisie van Pioneer Foods Pty (Ltd) wat een van Suid Afrika se grootste voedselvervaardigers is, het ‘n Missie-Gefokusde Werkspan program [Mission-Directed Work Team programme (MDWT programme)] geimplementeer wat geïntegreer word in Sugarbird se daaglikse bedryfsaktiwiteite. Hierdie program fokus op die ontwikkeling en vestiging van betekenisvolle praktyke wat geïmplementeer kan word regdeur die organisasie ten einde bestuur en werknemers toe te rus met vaardighede waarmee hul hulself kan meet teenoor wêreld-beste praktyke. As basis vir hierdie studie het die navorser besluit op toegepaste navorsing, met die doelwit om die impak van die MDWT program op werkstevredenheid by Sugarbird te evalueer asook om die volgende navorsingsvraag te beantwoord: “Het die MDWT program ‘n positiewe impak op werkstevredenheid?” Hierdie studie se bestudeerde populasie was die 100 grondvlakwerkers by Sugarbird. Tydens die voltooiing van die vraelys, was daar 79 werknemers (23 manlik en 55 vroulik) teenwoordig wat almal by die studie ingesluit is. Alvorens die bekendstelling en implementering van die MDWT program in April 2007 is ‘n interne klimaatstudie gedoen wat aangedui het dat werknemers lae vlakke van werkstevredenheid openbaar het. Kommunikasie, deursigtigheid, besluitneming asook erkenning is aangedui as kwessies wat aangespreek moet word. Vir die doeleindes van hierdie studie is ‘n vraelys ontwikkel om te bepaal of die MDWT-program ‘n impak op hierdie veranderlikes gehad het. Die resultate van die studie dui aan dat die MDWTvii program wel ‘n positiewe impak op werkstevredenheid gehad het en dat werknemers eienaarskap van hierdie inisiatief geneem het. Oor die algemeen is werknemers tevrede met die kommunikasiestrategieë binne Sugarbird en is dit positief om te meld dat die meerderheid van werknemers hul toesighouers vertrou. Die meerderheid van werknemers het aangedui dat hulle tevrede is met die wyse waarop deursigtigheid by Sugarbird hanteer word en is van mening dat die opinie van werknemers belangrik geag word tydens dag-tot-dag besluite. ‘n Beduidende hoeveelheid werknemers het egter aangedui dat hulle algemene opinies nie gehoor word nie. Al die werknemers stem saam dat Sugarbird oor ‘n formele erkenningsprogram beskik wat erkenning gee aan werknemers se prestasies. Die meerderheid van werknemers het verder aangedui dat Sugarbird positiewe insette van werknemers erken. Daar is egter ‘n diskrepansie tussen die erkenning van groot- teenoor klein prestasies en die werknemers is van opinie dat groot prestasies meer geredelik erken word. Samevattend kan aangevoer word dat die MDWT-program ‘n positiewe impak op werkstevredenheid van werknemers by Sugarbird gehad het en dat kommunikasie, deursigtigheid, besluitneming en erkenning wel verbeter het as gevolg van die MDWT-program. Copyright / Dissertation (MSocSci)--University of Pretoria, 2010. / Social Work and Criminology / unrestricted

Since the democratic election in 1994 and the publishing of the SA Schools Act on the 16th of November 1996 the South African education system has undergone a fundamental transformation. Pupils are regarded as a specific interest group that stands in a partnership relationship with other interest groups (stakeholders) in the school. The principle of partnership advocated by the South African Schools Act invites pupils to partake in and share responsibility for the governance, organising and funding of public schools. To participate in school management pupils have to be part of participative structures. Two such structures for pupil participation and representation exist in South African schools, namely SRC's and the governing body of the school. The aim of this research is to develop a model for pupil participation in the management of schools and specific attention was given to participative management of pupils on the SRC and governing body of the school. In order to operationalize the above mentioned aim an analysis of the nature of participative management by pupils was done on the basis of theoretical approaches to participative management. Participative management by pupils can only be successful if the following participative management techniques namely pupil participation, pupil empowerment, influence. participative decision-making, delegation, democracy, decentralization, committees and meetings are interwoven with the participative management process. Pupil participation can also be successful if the advantages of such participation is realised by all school interest groups. The structure and functioning of pupil participation in the management activities of the school is reviewed firstly by giving attention to the practices of pupil participation in the education systems of a few international countries. This is done by analizing the structure of each education system, the statutory directives for pupil participation and the structures for pupil participation in these education systems. Secondly the managerial involvement of pupils in the management activities of SRC's and the governing bodies of schools was reviewed, while certain lacunas that resulted from the lack of information were addressed by empirical research. As a result of the preceding criteria a model for pupil participation in school management was developed and certain findings and recommendations were derived from it. / Thesis (Ph.D.)--Potchefstroom University for Christian Higher Education, 2000

Since the democratic election in 1994 and the publishing of the SA Schools Act on the 16th of November 1996 the South African education system has undergone a fundamental transformation. Pupils are regarded as a specific interest group that stands in a partnership relationship with other interest groups (stakeholders) in the school. The principle of partnership advocated by the South African Schools Act invites pupils to partake in and share responsibility for the governance, organising and funding of public schools. To participate in school management pupils have to be part of participative structures. Two such structures for pupil participation and representation exist in South African schools, namely SRC's and the governing body of the school. The aim of this research is to develop a model for pupil participation in the management of schools and specific attention was given to participative management of pupils on the SRC and governing body of the school. In order to operationalize the above mentioned aim an analysis of the nature of participative management by pupils was done on the basis of theoretical approaches to participative management. Participative management by pupils can only be successful if the following participative management techniques namely pupil participation, pupil empowerment, influence. participative decision-making, delegation, democracy, decentralization, committees and meetings are interwoven with the participative management process. Pupil participation can also be successful if the advantages of such participation is realised by all school interest groups. The structure and functioning of pupil participation in the management activities of the school is reviewed firstly by giving attention to the practices of pupil participation in the education systems of a few international countries. This is done by analizing the structure of each education system, the statutory directives for pupil participation and the structures for pupil participation in these education systems. Secondly the managerial involvement of pupils in the management activities of SRC's and the governing bodies of schools was reviewed, while certain lacunas that resulted from the lack of information were addressed by empirical research. As a result of the preceding criteria a model for pupil participation in school management was developed and certain findings and recommendations were derived from it. / Thesis (Ph.D.)--Potchefstroom University for Christian Higher Education, 2000

Text in Afrikaans / Sedert 1994 het drastiese veranderinge in die Suid-Afrikaanse onderwysstelsel plaasgevind, wat ’n direkte invloed het op die vlak van werkstevredenheid wat opvoeders ervaar. Alhoewel die ongelykhede van die verlede in hierdie beleid ondersoek is, word sekere organisatoriese faktore wat die moraal van opvoeders beïnvloed egter nie hierin erken nie. In hierdie navorsingstudie maak die navorser gebruik van die kombinasie van kwalitatiewe en kwantitatiewe navorsingsmetodes wat as triangulasie bekend staan. Semigestruktureerde onderhoude (kwalitatief) en vraelyste (kwantitatief) is as data-insamelingstegnieke gebruik om vas te stel wat die aard, omvang en moontlike oplossings vir die navorsingsprobleem is. Faktore wat werksbevrediging by opvoeders beïnvloed, is geïdentifiseer en ondersoek. Aanbevelings is gemaak rakende die rol van die Onderwysdepartement, prinsipaal, kollegas en ouers in opvoeders se werksbevrediging. Die vernaamste hiervan is dat prinsipale werkstevredenheid by opvoeders kan verhoog deur die bou van verhoudings van vertroue, betrokkenheid in die besluitnemingsproses en deur ondersteuningstrukture vir opvoeders in plek te stel. / Since 1994, drastic changes occurred in the education system in South Africa, which had a direct impact on the level of job satisfaction that teachers experienced. Although this policy addressed the inequalities of the past, certain organisational factors influencing the morale of teachers were not recognised herein. In this research study the researcher made use of a combination of qualitative and quantitative research methods, known as triangulation. Semi-structured interviews (qualitative) and questionnaires (quantitative) were used as data collection techniques to determine the nature, extent and possible solutions to the research problem. Factors affecting job satisfaction among educators were identified and examined. Recommendations were made regarding the role of the Department of Education, principals, colleagues and parents in teachers' job satisfaction. The main recommendation is that principals may maximise teachers’ job satisfaction through building relationships of trust, involvement in the decision-making process and by implementing support structures. / Educational Leadership and Management / M. Ed. (Onderwysbestuur)