Thesis (M.Soc.Sc.)--University of Hong Kong, 1986. / Also available in print.

Thesis (M.A.)--University of Saskatchewan, 2005. / Title from PDF title page (viewed on Apr. 26, 2006). Includes bibliographical references (p. 113-117).

Thesis (M. Com.)--University of Canterbury, 2006. / Typescript (photocopy). Includes bibliographical references (leaves 95-100). Also available via the World Wide Web.

This study consists of an investigation of the relationship between the values of the organization, the work-related values of managers, and the career advancement of female managers within the British Columbia Public Service. Organizational value priorities were determined through the categorization by Deputy Ministers of fifteen organizational values. Through statistical analysis, the study established: the extent to which the values of public service managers are shared with those of their organization; the relationship between career advancement and value congruency; the change in managers' values over time; and managers' perceptions of the influence of other factors on career advancement. Anecdotal data were treated non-statistically. The study concludes that there are few individual value differences between The British Columbia Public Service and its managers regardless of level or gender. Although no significant differences were observed between the composite values of the various management groups and the organization, correlations between the values of the two bodies diminish as one descends the organizational hierarchy. These findings suggest that values do have an influence on the achievement of senior administrative positions, and that women at all management levels have the value potential to reach these positions. However, since women's level of attainment of top positions is much lower than that of their male colleagues, it is suggested that other value-based factors, possibly including educational level, family responsibilities and organizational bias against women may be as influential on career advancement as the organizational and work-related values examined in the study. On the whole, managers' values were not found to change significantly over their years of experience with the organization, therefore the study concludes that hiring practices within the British Columbia Public Service are effective in identifying managerial employees who share the organization's values, although this may be an unconscious process. It is also concluded that male junior managers may feel that their careers will be particularly vulnerable to the effects of the career advancement of female managers, and that managers of both genders feel undervalued as employees and are struggling to balance work and family responsibilities, although the latter problem appears to affect women more than it affects men. / Graduate

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2014. / Ethical conduct displayed by members of the public sector is integral to creating a sustainable democratic government, which upholds the constitutional tenets of accountability, transparency and professional ethicality. Furthermore, a true constitutional democracy emphasises and advocates the notion of service leadership that nurtures public participation and engages with citizens in a positive manner. Ethical conduct in the public sector earns public trust; it is hence a key principle in good governance. Yet, in the years since the advent of democracy in South Africa, the government has been plagued by rampant corruption and maladministration by public officials and politicians in leadership positions. The external control measures passed by government in an attempt to ensure ethicality and accountability within the public sector include codes of ethics, rules of conduct and the enactment of legislation. These are intended to shape the mindset of members of the public sector, with the ultimate aim of an efficient, effective, ethical and responsive public service. The purpose of the current study is to analyse non-compliance with external control measures within the public sector by means of selected case studies and to present the reasons for this occurrence. The three cases selected are: the South African Arms Deal, the corruption trial of Jackie Selebi, and the investigation of Bheki Cele regarding irregularities in the procurement of SAPS assets, the latter two who served as National Commissioners of the South African Police Service but were each dismissed from that post. The reasons for non-compliance with external control measures in the public sector as well as recommendations based on the findings to improve compliance will be undertaken. The three case studies demonstrate the experience and impact of corruption and/or maladministration, which have contributed to the increasing loss of confidence in political leadership in the country as elsewhere in the world. A qualitative methodology of inquiry, including a review of literature covering the theories applied to the case studies will be employed. Owing to the subject nature of the current study, the findings will be validated by an independent source, which has been identified as the Office of the Public Protector.

Civil service regulations according to the Act on Civil Service Abstract This diploma thesis is devoted to the civil service regulations according to the Act on Civil Service, governing logistical aspects of the service. The concept of logistical aspects of the service is not defined in the Act on Civil Service but it can be understood as the area of exercise of the power of appointing authorities, conditions of exercise of rights and obligations related to the civil service employment of civil servants and of other persons for whom the civil service regulations are binding. In addition, logistical aspects of the service also mean the systematization and organisational structure of service authorities. Civil service regulations impact not only the civil servants themselves, but also the public because the public is inevitably affected by the activities of the state administration. This diploma thesis is structured into five parts and its main purpose is to provide a comprehensive view of the issue of civil service regulations. The first part of the thesis deals with the Act on Civil Service, with its history and problems with its adoption. The second part defines civil service regulations and deals with their scope, both material and personal. It also examines the process of creation and issuance of civil...

Implementation of the Civil Service Act with regard to the stability of the service relationship Abstrakt The thesis aims to descript and evaluate the Civil Service Act. Particular attention is paid to its implementation, as well as to compensating the state of government before the law takes effect, and finally to the partial more detailed treatment of Kazuistic examples. At work, I have set out to objectively, with the help of available resources and data, whether in practice the objectives of the Civil Service Act are being met, that is to de-politicise the civil service, increase transparency and stability of government, increase professionalisation, but also enhance the efficiency and performance of service offices. In the first chapter, in the context of those objectives, I set out working hypotheses that will be verified during the process of the thesis and confirmed or rejected at the conclusion of the work. For the purposes of this work, I defined three hypotheses: 1. The implementation of the Civil Service Act will increase the stability of State Government 2. Implementing the Civil Service Act will increase the expenditure on performing this service i.e. the civil service will be far more costly. 3. Implementing the Civil Service Act will not improve the efficiency of the civil service, but there...

Civil service regulation 1918-1938 Abstract The civil service in the sense of the officials working within the state apparatus appeared in the Czech lands during the modern age, but it did not acquire a solid legal form until the second half of the 19th century. At this time, there was a need of normatively enshrining the rights and obligations of the civil servants, and the result of this effort was the adoption of Act No. 15/1914 Coll., so called the service pragmatics. This legal regulation was subsequently adopted into the Czechoslovak legal system. The service pragmatics thus applied during the First and Second Czechoslovak Republic, but during this period it was amended several times and some parts of it were changed to correspond to the new conditions within a democratic Czechoslovakia. In addition to the adjustment of the service pragmatics, which was already established by the Constitution from 1920 (it introduced, for example, an equality before the law, equal rights for women, who could subsequently enter the service, etc.), there were several other norms adopted during the 1920s and 1930s that amended or supplemented the provisions of the service pragmatics. Such legal regulations included, for example, Act No. 103/1926 Coll., the Salary Act, which amended the remuneration of the civil servants...

Who is the American bureaucracy's master in national government? At least three different sets of answers have been proposed. The first answer claims a single master of American bureaucracy, be it the president, Congress, or the courts. The second denies that there is any master over the bureaucracy and claims the existence of bureaucratic autonomy. In the middle of the two theories, there lies multiple masters theory. This dissertation attempts to advocate multiple masters theory by answering such questions as "Is the conception of multiple masters only theoretically conceivable, or is it historically supported?" or "Does the historical record suggest that multiple masters scheme was seriously in play in actual American constitutional dialogue?" To be a master, one should have at least one of the following powers - budget, personnel, information, and regulatory review. This dissertation focuses on one of them - the appointing power. To look at it historically, this dissertation chose four distinct periods of American history. They are the founding era, Jacksonian era, Republican era, and the Carter Administration. These eras were related to the four important civil service reform acts: the two Tenure of Office Acts of 1820 and 1867, Pendleton Act of 1883, and the CSRA of 1978. Congressional debates recorded in Congressional Record were analyzed to find evidences supporting multiple masters perspective. There were evidences that support the significant existence and role of the multiple masters perspective in all the four eras analyzed. Although weakened in the 1978 debate, the multiple masters theory was supported in important congressional debates by leading politicians of the day, providing historical foundation for the theory. The multiple masters perspective provides a need to construct a normative foundation for bureaucrats to adopt, because bureaucrats, in many cases, cannot avoid making decisions on which master to choose and which to ignore at a given time on a given issue. Under the multiple masters scheme, bureaucrats may have to play the role of balance wheel in the constitutional order, using their statutory powers and professional expertise to favor whichever constitutional masters need their help to preserve the purpose of the Constitution itself. / Ph. D.

Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: South African government employees are under extreme pressure to deliver quality and effective service to the public. They are also under extreme pressure to develop leadership and skills and to set high standards for quality service delivery. The Government therefore has a duty to ensure that employees are well equipped to render services needed by the public. The Department of Education is under scrutiny and pressure to address the skills shortage in the country and such skills must be of a globally acceptable standard. It is therefore most essential that new employees of the Department of Education at district level be well aware of the Department’s vision and mission and what the Department of Education stands for. The new employee needs to be well aware of the micro, macro and meso objectives of the Department. Employees at the district level of the Department of Education are there to provide guidance, governance and leadership to the leadership in the schools. This is a huge responsibility that needs employees who are aware of the Department of Education. By induction, the new employee can be made fully aware of what the organisation stands for. Through induction, the objectives, vision, mission, challenges, strengths and culture of the organisation can be transferred and emphasised. What the organisation believes and its objectives must be transferred by means of communication from the starting phase of the employee’s entry. This makes induction one of the important aspects of organisational development. It is important for each new employee in the South African public sector to be exposed to a sound induction programme. This research was undertaken with the aim of providing guidelines for the development of the induction programme of the Education Management Development Centre (EMDC) South. Data for emperical study was collected by means of focus groups discussions unstructured interviews and case study / AFRIKAANSE OPSOMMING: Werknemers van die Suid-Afrikaanse regering is onder geweldige druk om kwaliteit en effektiewe diens aan die publiek te lewer. Hulle is ook onder geweldige druk om leierskap en vaardighede te ontwikkel en om ‘n hoë standaard vir kwaliteit dienslewering daar te stel. Die Suid-Afrikaanse regering het dus ‘n plig teenoor sy werknemers om te verseker dat hulle goed toegerus is om die nodige dienste aan die publiek te lewer. Die Onderwysdepartement is ook onder die vergrootglas en onder druk om die vaardigheidstekort in die land aan te spreek en op ‘n manier wat voldoen aan globale aanvaarbare standaarde. Dit is daarom baie belangrik dat nuwe werknemers op die distriksvlak van die Onderwys Departement bewus moet wees van sy visie en missie, en wat die Onderwys Departement se stand van sake is met betrekking tot die bogenoemde kwessie. Die nuwe werknemers moet bewus wees van die mikro, makro en meso doelwitte van die Departement. Werknemers op distriksvlak van die Onderwys is daar om leiding, beheer en ondersteuning te bied aan die leierskap van die skole. Hierdie is ‘n baie groot verantwoordelikheid wat ‘n werknemer benodig bewus is van die operationele prosedures van die Onderwys Departement. Dit is deur induksie dat die nuwe werknemer ten volle bewus gemaak kan word van waarvoor die organisasie staan. Dit is deur induksie dat die doelwitte, visie, missie, uitdagings, sterk punte en kultuur van die organisasie oorgedra en beklemtoon kan word. Dit waarin die organisasie glo en sy doelwitte moet deur middel van kommunikasie vanaf die intree fase aan die werknemer in die organisasie oorgedra word. Induksie is daarom een van die belangrike aspekte van organisasie-ontwikkeling. Dit is belangrik dat elke nuwe werknemer in ons Suid-Afrikaanse publieke sektor aan ‘n goeie induksieprogram blootgestel word. Hierdie navorsing beoog om riglyne te gee vir die ontwikkeling van die induksieprogram vir die OBOS Suid. Die data vir die emperiese studie was ingesamel deur middel van fokusgroep besprekings, ongestruktureerde onderhoude en ‘n gevallestudie.