Thesis (MPA.) --University of Limpopo (Turfloop Campus), 2012 / This study focused on the impact of implementation of Supply Chain Management Policy (SCM) in Limpopo Department of Local Government and Housing (The Department of Local Government and Housing is officially known as the Department of Co-operative Governance, Human Settlements and Traditional affairs as from the 16 August 2011).The study analyzed the impact of implementation of SCM policy including the implications of non-compliance with this policy. The study also provides an analysis of the perceptions of officials of the Department of Local Government and Housing with regard to the impact of implementation of Supply Chain Management policy. The study also looked at Supply Chain Management in a public sector context including mechanisms that can be employed in order to improve implementation of Supply Chain Management policy. Qualitative research methods were used in this study. This means that primary data was collected using interviews and questionnaires. The findings from the study indicated that the Department experienced challenges in implementing the SCM policy and that there was a significant change in the behavioural patterns of the certain employees after the SCM policy was implemented. The study also revealed that the implementation of SCM policy had both positive and negative effects on the employees of the Department, service providers as well as the public. Furthermore, the research revealed that violation of SCM policy has a negative impact on service delivery. The study has provided answers to both the main research question and sub-questions. From the findings made, the study concluded that the implementation of Supply Chain Management policy has both the negative and positive impact on the Department.

published_or_final_version / Politics and Public Administration / Master / Master of Public Administration

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Human Resource Management (HRM) has undergone significant changes during the past twenty-five to thirty years in response to the demands made upon the Human Resource function. With the change in emphasis in HRM has come the need for human resource practitioners (HRPs) to adapt to the new demands made upon them to contribute directly to the bottom line success of their organisations It is argued that HRM is inherently ambiguous, attempting to meet both the needs of the business and the individual employee. This places pressure on HRPs to become "specialists in ambiguity" as they attempt to meet the demands of key stakeholders in the enterprise. The emphasis in the role of the HRP, has moved historically, from that of a welfare officer to that of a fully fledged member of the management team, held equally responsible for the success of the operation. As with most professions today, a price is exacted for participation in modem organisations in the form of increased work-related stress. Considerable research has been undertaken over the past thirty years into work-related stress among many professions~ but no identifiable, in depth studies into sources of work-related stress among HRPs were located. The significant shift that has taken place in the role of HRPs, from their original welfare orientated function, to the current role emphasis on contributing to direct bottom line success, provides the context for the increase in work related stress levels experienced by some HRPs. The study investigates the links between the career orientation of HRPs, role stress factors and burnout in an attempt to identify sources of stress among a sample of human resource practitioners drawn from the greater Durban area and the KwaZulu Natal coastal region. The report is diagnostic and not prescriptive in attempting to ascertain coping skills for stressed HRPs. The study model posits a juxtaposition between those HRPs who are "service" orientated with those who are "managemeng' orientated. The purpose is to establish in the current corporate environment, whether those who are more service orientated, would suffer greater work-related stress, in contrast to those who are more "management" orientated, who were conceived of as experiencing less work-related stress. No strong links are revealed between "service" and "general management' and Role Stress or Burnout. The combined effects of role stress and burnout are conceived in the study to illustrate work related stress. In contrast to the original study model, two other findings of significance emerged. Those HRPs who were entrepreneurially orientated showed the highest levels of workrelated stress. And, those who were technical/functional orientated were least likely to be affected by role stress and burnout. These findings are important in light of the current call for HRPs to be entrepreneurial and innovatively creative. Yet these HRPs reveal the greatest possibility of experiencing role stress and burnout. In contrast, those HRPs whose orientation is technical and functional are found to reveal the least possibility of suffering from work-related stress. These findings lead to a new paradigm revealing the presence of a different dilemma and tension for HRPs. Within the demand for a total business focus on the part of HRPs and HRM, emerges a tension between the more stressful entrepreneurial and innovative role and the more stable technical and functional role also demanded by the organisation. The study suggests that the ambiguity in HRM in practice presents itself in terms of dilemmas and contrasts with which the HRPs has to live. Role ambiguity and role overload appear to contribute most to the possibility of burnout. Role ambiguity has its origin in the very nature of HRM, which is shown to be inherently ambiguous. Role overload among management, is observed more as part of the nature of the modern work environment, whereas role ambiguity emerges as a feature of the nature of HRM. Role conflict is explained mostly as a normal element in the HRPs job of balancing competing demands in the work place. The ambiguous nature of HRM and the uncertainties which it generates adds to the work-related source of stress and leads to HRPs having to become "specialists in ambiguity". Role stress factors, rather than career orientation elements are shown to be the leading contributors to the possibility of increased levels of burnout The findings have implications for the selection and training of HRPs. The contemporary emphases require HRPs to balance a tough minded business focus with acceptable innovate approaches to the organisation's human resources and excellent ongoing functional services. This balancing of ambiguities needs to be accompanied by a sensitivity to people, without becoming the subject of role stress and raised levels of burnout. / Thesis (Ph.D.)-University of Natal, Durban, 2002.

Syftet med studien är att se hur Kriminalvårdens säkerhetsavdelningar kallade Fenixavdelningarna legitimeras, genom att göra en kritisk diskursanalys av synen på fångarna som placeras där. Vi gör det för att skapa en förståelse för de diskursiva processer som påverkar den kriminalpolitiska utvecklingen. Avsikten var att se till diskursen om de Fenixplacerade i ett dialektiskt förhållande till de institutioner som upprätthåller en särskiljning av fångarna inom fängelsesystemet. Studien är genomförd utifrån en kvalitativ ansats med Faircloughs metod av kritisk diskursanalys utifrån ett socialkonstruktivistiskt förhållningssätt. Den teoretiska ram som används är bland annat Foucaults teorier om den disciplinära makten, Goffmans om stigmatisering samt Maslows psykologiska teorier. Vi belyser även tidigare forskning inom de teoretiska fälten som komplement till teorierna. Resultatet påvisade att de diskursiva formationer som upprätthålls om de Fenixplacerade beskriver denna grupp fångar som särskilda eftersom de betraktas som ”psykiskt störda” och ”samhällsfarliga”. På så sätt legitimeras en disciplinerande isolering och avskildhet av dessa fångar för att kunna föra en nyliberal politik av ”hårdare tag” och strängare straff. Detta står i motsättning till det sociala arbetets mål om att skapa jämlika villkor i samhället. / The purpose of the study is to see how the “high security”-departments within the prison system in Sweden called “Fenixavdelningarna” are legitimized, by making a critical discourse analysis of the perception of the prisoners placed there. We do it to create an understanding of the discursive processes that affect criminal policy development. The intention was to look upon the discourse concerning this group of prisoners in a dialectical relationship with the institutions that maintains a separation of these prisoners within the prison system. The study was conducted based on a qualitative approach with Faircloughs critical discourse analysis approach based on the ideas of social construction. The theoretical framework used is among others Foucault's theories of disciplinary power, Goffman's theories of stigmatization and Maslow's psychological theories. To complement our theories we add earlier research within this field of knowledge. The results demonstrate that the discursive formations that are maintained on the prisoners placed in these “high security”-departments describes this as certain to other prisoners because they are considered to be "mentally disturbed" and "dangerous to society". Our conclusion is that this is legitimizing a disciplinary isolation and an exclusion of these prisoners in order pursue a neo-liberal policy of "hard on crime" and more severe punishments, and this development contradicts the objectives in social work.

Darbo tikslas: įvertinti slaugos ir palaikomojo gydymo skyrių slaugytojų pasitenkinimo darbu ir organizacinės kultūros sąsajas. Darbo uždaviniai: 1.Įvertinti slaugos ir palaikomojo gydymo skyrių slaugytojų pasitenkinimą darbu. 2.Ištirti slaugos ir palaikomojo gydymo skyriuose dominuojančią organizacinę kultūrą. 3.Įvertinti pasitenkinimo darbu ir dominuojančios organizacinės kultūros sąsajas slaugos ir palaikomojo gydymo skyriuose. Tyrimo metodika. Atliktas vienmomentinis anketinis – anoniminis tyrimas. Apklaustos 184 slaugos ir palaikomojo gydymo skyrių slaugytojos. Atsako dažnis 84 proc. Apklausa vyko naudojant P. Spector pasitenkinimo darbu klausimyną ir organizacinės kultūros klausimyną. Statistinė duomenų analizė atlikta naudojantis SPSS 17.0 kompiuterine programa. Atlikta aprašomoji duomenų statistika. Skirtumai statistiškai reikšmingi laikyti, kai reikšmingumo lygmuo p≤0,05, kai p<0,001 – labai reikšmingu. Rezultatai. Buvo nustatyta, kad bendrasis pasitenkinimas buvo vertinamas 148,78±15,4 balo – tai reiškia, kad dauguma slaugytojų yra patenkintos darbu. Mažiausias suminis balas, kuriuo įvertintas bendras pasitenkinimas darbu, buvo 102, didžiausias – 206. Pasitenkinimą darbu slaugytojoms sukelia jų darbo pobūdis (18,64±3,1 balo), vadovavimas (18,36±2,7 balo) bei santykiai su bendradarbiais (17,42±3,7 balo). Tyrime dalyvavusiuose slaugos ir palaikomojo gydymo skyriuose vyrauja klano organizacinė kultūra (3,92±0,7 balo), vos retesnis – adhokratijos organizacinės... [toliau žr. visą tekstą] / Objective. To evaluate connections between job satisfaction and organizational culture of nurses in the nursing and supporting treatment department. Objectives: 1. To evaluate job satisfaction nurses in nursing and supporting treatment department. 2. To investigate the organizational culture dominating in the department of nursing and supporting treatment. 3. To evaluate connections between job satisfaction and organizational culture in the nursing and supporting treatment department. Methodology. A onetime anonymous survey was carried out. 184 nurses in nursing and supporting treatment department were interviewed. The response rate was 84 percent. The survey was conducted using P. Spector job satisfaction questionnaire and organizational culture questionnaire. Statistical analysis was performed using SPSS 17.0 software. Descriptive data statistics were performed. The differences were statistically significant, when the significance level was p ≤ 0,05, when p < 0,001 - very significant. Results. It was found that overall satisfaction was 148,78±15,4 points - this means that the majority of nurses are satisfied with the work. The minimal summative score, which assessed overall satisfaction, was 102, the highest was 206. Job satisfaction for nurses is caused by nature of work (18,64±3,1 points), leadership (18,36±2,7 points) and relationships with co-workers (17,42±3,7 points). Nursing and supporting treatment departments participating in the study are dominated by clan... [to full text]

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