Thesis (MPA (Public Administration))--University of Stellenbosch, 2000. / 105 leaves single sided printed, preliminary pages i-xii and numbered pages 1-92.Includes bibliography and list of tables and figures. / Scanned using a Hp Scanjet 8250 Scanner to pdf format (OCR). / ENGLISH ABSTRACT: This study assessed the performance of South Africa's Housing Policy in Ivory Park, an informal settlement in Midrand. The study used effectiveness, efficiency, equity, responsiveness and affordability, as criteria for assessment. Research was carried out using a literature review; and face-to-face interviews with officials from the Midrand Metropolitan Local Council, and the residents of Ivory Park who had already moved into the newly built houses. The study found that the performance of the policy in Ivory Park is mixed. From the point of view of effectiveness, the policy has had a positive impact on the lives of beneficiaries. The bigger picture of housing delivery, and the way the policy is being assessed by other spheres of government however, has reduced assessment of the policy to the numbers of housing built, and not taken sufficient consideration of the value of other elements of the policy. The greatest efficiency drawback has been the speed of implementation. The policy is moving at a relatively slow pace. The distribution of the resources of the policy has been equitable, in that the unemployed and households with irregular incomes have been reached by the housing policy. However, there have been difficulties in stimulating the local materials supply industries in the area, but efforts have gone into activating that part. The policy has been responsive, and beneficiaries are satisfied with the role played by the local authority, community organisations and contractors involved in housing delivery. Although the new houses built have not themselves adversely affected the cost of living of beneficiaries, the poverty level in the area, would continue to make services such as housing, unaffordable to households. The study recommends that in future, there be increased consultations with intended beneficiaries of a housing policy, in order to align the views of policymakers with those of beneficiaries. There is also a need to develop indicators that take into account all the objectives government pursues in the housing sector. The local authority should also track ownership of the built houses, to ensure that any change in ownership does not compromise the welfare of beneficiaries, and lead to the subsidisation of housing acquisitions of well-off households. Housing polices should have a more economic development slant, as the new services coming with housing would not have a greater impact in situations of persistent poverty. / AFRIKAANSE OPSOMMING: Hierdie studie het die Suid-Afrikaanse Behuisingsbeleid beoordeel in Ivory Park, 'n informele nedersetting in Midrand. Hierdie beoordeling het die volgende kriteria gebruik, te wete doeltreffendheid, doelmatigheid, eweredigheid, die respons van die inwoners en bekostigbaarheid deur die inwoners. Navorsing is uitgevoer deur middel van 'n literatuuroorsig en persoonlike onderhoude met Raadslede van die Midrandse Metropolitaanse Raad asook die inwoners van Ivory Park wat alreeds in hul nuutgeboude wonings ingetrek het. Die studie het gemengde bevindings ten opsigte van die beleid binne Ivory Park opgelewer. Vanuit 'n doelmatigheidsoogpunt gesien het die beleid 'n positiewe uitwerking op die lewens van die begunstigdes uitgeoefen. Binne die groter geheel van behuisingsvoorsiening, asook die manier waarop die beleid beoordeel word deur ander regeringsfere, blyk dit egter dat die beleid slegs beoordeel word op grond van die aantal wooneenhede gelewer sonder om die ander elemente van die behuisingsbeleid te verdiskonteer. Die implementeringspoed van die beleid was die grootste nadeel vanuit 'n doeltreffendheidsoogpunt gesien aangesien die beleid teen 'n relatiewe stadige pas beweeg. Die bronne van die beleid is eweredig versprei deurdat werkloses en huishoudings met ongereelde inkomste deur die beleid bevoordeel is. Probleme is ook ondervind met die stimulasie van plaaslike boumateriaal voorsieningsindustrieel binne die gebied, maar inisiatiewe is geloods om die gedeelte te aktiveer. Die respons van die gemeenskap, binne die konteks van behuisingsvoorsiening, dui ook op hul tevredenheid met die rol van die plaaslike owerheid, gemeenskapsorganisasies en die betrokke kontrakteurs. Alhoewel die nuwe behuising nie die lewenskoste van die begunstigdes nadelig beinvloed het nie, dra die hoe armoede vlak in die omgewing daartoe by dat behuising vir vele inwoners onbekostigbaar bly. Die studie beveel aan dat daar in die toekoms toenemend met die beoogde begunstigdes van die behuisingsbeleid gekonsulteer moet word ten einde die sienings van die beleidmakers en die begunstigdes in ooreenstemming te bring. Ontwikkelingsindikatore en regeringsdoelwitte moet ook in berekening gebring word binne die behuisingsektor. Die plaaslike owerheid moet ook die eienaarskap van die nuwe wooneenhede navolg om te verseker dat eienaarskap nie die welsyn van die begunstigdes negatief affekteer nie, of dat dit nie lei tot die subsidering van die meer gegoedes in die verkryging van wooneenhede nie. Die behuisingbeleid moet ook 'n groter ekonomiese onderbou he ten einde armoede te bekamp.

Thesis (MPA)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: There is a growing tendency towards the establishment of semi-autonomous revenue authorities to collect taxes on behalf of the government. This is necessary for the efficient tax collection by which the state finances its administrative organs. Tax administration as part of the general civil service has suffered due to budget restrictions, inefficiency and corruption resulting from the mere characteristics of the field of public administration. As a remedy, modern tax administrations are now introducing the principles and methods used in the private sector. The trend in public administration, thus, seems to be towards autonomy and professionalization. Strengthening tax administration is thus critical to the successful implementation of the whole tax system. Tax administration, to be successful, needs the simplification of tax policy, commitment at the political and managerial level, and the existence of a comprehensive set of strategies. There is evidence that the creation of semi-autonomous tax authorities has enabled some developing countries to dramatically increase tax revenue. These semi-autonomous revenue authorities are created with the aim of generating additional revenue, improving the tax system and ensuring more equitable taxation. The revenue authorities' model keeps the better employees by better compensation, is flexible in human resources management, integrates tax operations, and is flexibile in budget management. Despite their similarity in objective there are some variations of organizational design of revenue authorities from country to country, with differences in their legal foundation, governance structures, staffing, funding basis, and internal organization. However, there are arguments against semi-autonomous revenue authorities and that they are not a panacea of tax administration. The arguments against the revenue authorities' model are higher costs, discontent of the wider civil service (because of inequities of salary), risks involved in the autonomy, potential for corruption, sustainability and necessity. Nevertheless, the advantages of revenue authorities weigh more than the disadvantages. To overcome the disadvantages of semiautonomous revenue authorities, there should be a clearly defined relationship between the government and the revenue authorities, there should be an appropriate regulatory framework and public accountability, and the structure should be as simple as possible. / AFRIKAANSE OPSOMMING: Daar is 'n groeiende tendens na die totstandkoming van semi-outonome inkomste owerhede om belasting namens die regering in te vorder. Dit is nodig vir die doeltreffende invordering van belasting deur middel waarvan die staat sy administratiewe organe finansier. Belasting administrasie, as deel van die algemene staatsdiens het gely deur begrotingsbeperkings, ondoeltreffendheid en korrupsie wat voortvloei uit die blote kenmerke van die gebied van die openbare administrasie. As 'n remedie, is moderne belasting administrasies besig om die beginsels en metodiek wat in die privaat sector gebruik word in te voer. Die tendens in publieke administrasie is dus gerig op outonomiteit en professionalisme. Die versterking van belasting administrasie is dus krieties vir die suksesvolle implimentering van die hele belastingsisteem. Belasting administrasie, om suksesvol te wees, benodig die vereenvoudiging van belasting beleid, verbondenheid op politieke en bestuursvlak en die bestaan van 'n omvattende stel strategieë. Daar is getuienis dat die totstandkoming van semi-outonome belastingowerhede het sekere ontwikkelende lande in staat gestelom dramaties die belasting inkomste te vermeerder. Hierdie semi-outonome inkomste owerhede is tot stand gebring met die doelom addisionele inkomste te genereer, die belastingsisteem te verbeter en om meer billike belastingte verseker. Die belastingowerhede model behou die beter werknemers deur middel van beter kompensasie, is buigsaam t.o.v. menslike hulpbronbestuur, integreer belastingsprosesse en is buigsaam in begrotingsbestuur. Nieteenstaande hul eendersheid t.o.v die doelwitte, is daar wel variasies van organisasie ontwerp van belastingowerhede van land tot land, met verskille in hul regsgrondslag, "governance" strukture, personeelvoorsiening, basis van bevondsing en die interne organisasie. Daar is wel argumente teen semi-outonome belastingowerhede en dat hulle nie die wondermiddel vir belasting administrasie is nie. Die argumente teen die belastingowerhede model is dié van hoer kostes, ontevredenheid van die breë openbare administrasie (weens die onbillikheid van salarisse), die risko verbondce aan die outonomiteit, die potensiaal vir korrupsie, volhoubaarheid en noodsaaklikheid. Desnieteenstaande, die voordele van belastingowerhede weeg sterker as die nadele. Om die nadele te oorkom, moet daar 'n duidelike uiteengesette verhouding tussen die regering en die belastingowerhede wees, daar moet 'n toepaslike regulerende raamwerk en openbare toerekenbaarheid en die struktuuer moet so eenvoudig moontlik wees.

Thesis (MPA)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: Since democracy, South Africa underwent significant changes and an encompassing integration and re-design of the state and society took place structurally, functionally and value-wise. The type of reform is accompanied with decentralisation or centralisation of powers and functions. Decentralisation is utilized by governments to achieve certain goals, and arguments that are normally raised in favour of decentralisation relate to efficiency of administration, democratisation, social and economic development, freedom and nation-building. The study investigates only political and bureaucratic/administrative structural decentralisation phenomena that appeared in local authorities in the Cape Metropole since democracy. A comparative perspective is given on phenomena that appeared in the City of Tygerberg and the City of Cape Town and the decentralisation phenomena are evaluated in terms of criteria for successful decentralisation. To be able to give the decentralisation comparative perspective, the study followed a variety of approaches. Firstly, the nature and extent of decentralisation is investigated. Secondly, decentralisation under the democratic state in the different spheres of government is investigated. Thirdly, South African policy which guides decentralisation initiatives on local government level is investigated. Fourthly, the study focusses on the two local government organisations the City of Tygerberg and the City of Cape Town to investigate which political and bureaucratic/administrative structural decentralisation phenomena appeared, and to which degree the phenomena complied with the values and requirements for successful decentralisation. / AFRIKAANSE OPSOMMING: Sedert demokrasie het Suid-Afrika aansienlike hervormings ondergaan en het daar 'n omvattende integrasie en herontwerp van die staat en samelewing struktureel, funksioneel en waardegewys plaasgevind. Die tipe hervorming gaan gepaard met desentralisasie of sentralisasie van magte en funksies. Desentralisasie word deur regerings aangewend om sekere doelwitte te bereik en argumente wat normaalweg ten gunste van desentralisasie gevoer word, hou verband met doeltreffendheid van administrasie, demokratisering, sosiale en ekonomiese ontwikkeling, vryheid en nasiebou. Die studie ondersoek slegs politieke en burokratiese/administratiewe strukturele desentralisasie verskynsels wat in plaaslike owerhede in die Kaapse Metropool sedert demokrasie voorgekom het. 'n Vergelykende perspektief word gegee van desentralisasie verskynsels wat in die Stad Tygerberg en die Stad Kaapstad voorgekom het en die desentralisasie verskynsels word geëvalueer aan die hand van kriteria vir suksesvolle desentralisasie. Om die desentralisasie vergelykende perspektief te kon gee, volg die studie verskillende benaderinge. Eerstens word die aard en omvang van desentralisasie ondersoek. Tweedens word desentralisasie onder die demokratiese staat in die verskillende vlakke van regering ondersoek. Derdens word Suid-Afrikaanse beleid bestudeer wat desentralisasie-inisiatiewe rig op plaaslike regeringsvlak. Vierdens word op die twee plaaslike owerheidsorganisasies Stad Tygerberg en Stad Kaapstad gefokus om te ondersoek watter politieke en burokratiese/administratiewe strukturele desentralisasie verskynsels voorgekom het en in watter mate die verskynsels aan die waardes en vereistes wat vir suksesvolle desentralisasie gestel word, voldoen.

Thesis (MPA)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: This research study explores the impact of organisational culture with specific reference to the South African Police Service (SAPS) culture on service delivery. The two interrelated concepts "organisational culture and service delivery are discussed broadly in terms of their challenges for the contemporary policing function which put emphasis on the provision of police service and accounatbility to the broader community. The premise of the study is based on literature research evidence that organisational culture is an important factor to influence employee behaviour towards organisational effectiveness and also determine how they respond to its external environment. At the same time a strong organisational culture can be rigid and become a hindrance to change. Service delivery is a critical challenge to the government's ongoing efforts to ensure that its delivery process is efficient and responsive, particularly to the needs of the previously disadvantaged communities. In recent years, this challenge reinforced the government to embark on broad transformation mechanisms in order to position public institutions in an environment where service delivery meets the public needs and expectations. Some of these mechanisms include the promulgation of legislation, regulations and a series of policy frameworks notably, The White Paper on Reconstruction and Development (ROP), 1994, The White Paper on the Transformation of the Public Service of 1995, Public Service Regulation of 1999 etc. However, the provision of efficient service delivery in public institutions is usually constrained by various factors such as lack of capacity and shortage of competency skills, financial and technological resources as opposed to the private sector which normally have these resources in abundance. Since lack of sufficient financial resources will always be a challenge for public service delivery enhancement, this study suggests that public institutions can incorporate some private sector strategies in order to be innovative and improve efficiency. Apart from a lack of the above mentioned resources as contributing factor to inefficient service delivery, available theory on organisational culture state that it is an all encompassing factor that influences employee behaviour in public institutions. Chapter 3 provides a theoretical framework on the concept of organisational culture, its formation, and its sources, how it is sustained in the organisation. Various models and examples of organisational culture as found in small and big organisations such as those associated with government agencies are analysed and distinguish in terms of why the size of the organisation can determine its prevailing culture. Small organisations with flat structures are considered to be flexible, autonomous, innovative and responsive to customer needs. On the other hand the traditional bureaucratic organisations such as government agencies like police organisations tend to be characterised by highly formal hierarchical structure with too many layers, operational rules and regulations which are intended to enforce control measures. However, type of structures are criticised for rigid systems, autocratic, and slow. Models for changing organisational culture in order to increase its effectiveness are suggested. After a theoretical discussion on both the concepts organisational culture and service delivery, the SAPS was used as a case study to establish the applicability and the extent to which organisational culture impact on service delivery. The first stage consist of analytical perspective of the SAPS historical military culture since its inception in 1913 and giving critical accounts of its operational phases that it had undergone until the new dispensation. Since the early 1990s until after April 1994 elections, marked a new era in the SAPS which embarked on broad transformation initiatives in order to change policing function from that of a narrow law and order maintenance to a fully integrated community policing which makes police officers to be accountable to the broader community by rendering police service and problem solving within a human rights culture. However, police culture has been widely criticised as a source of resistance to change and reform, and is often misunderstood. The prevailing police culture which was inherited from the previous paramilitary legacy such as the autocratic leadership style, traditional bureaucratic structure, corruption, secrecy, mistrust are some of the dominant indicators which are identifiable and commonalities among the different police agencies. These dominant features cause any resistance to any change initiative and are perceived with negative image. After contextualising the description of the SAPS, the study describes the methods and procedures used to conduct an empirical research project in the form of a pilot study conducted in two police stations in Cape Town. Data collection methods include the following: 1) literature review, 2) open-ended one-an-one interviews with the station commissioners from the selected stations, 3) distributing survey questionnaires which consist of close ended questionnaires to junior officers at police stations to determine their attitudes towards the organisations they work in, and 4) by means of observation. Theoretical evidence proves that police culture which is characterised by paramilitary, bureaucracy, rigid systems and procedures, inflexible structure still prevail in the SAPS and contributes significantly to lack of coordination, slow response and results inefficient service delivery. It is concluded that police stations are the primary centres where the public gets first hand experience when reporting their cases or need the help of police officers to solve problems in the community. In order to provide efficient police service, units which provide interrelated functions need to be fully integrated under one unit commander in order to improve coordination and prompt response. Policing crime is still the primary function of the police and police officers need to be fully equipped with competency skills and other capacity building programs that are consistent with the contemporary policing function. / AFRIKAANSE OPSOMMING: Hierdie navorsingstudie stelondersoek in na die impak van organisasiekultuur met spesifieke verwysing na die Suid-Afrikaanse Polisiediens (SAPD) se kultuur op dienslewering. Die twee verwante konsepte "organisasiekultuur"en "dienslewering"word breedvoerig bespreek teen die agtergrond van die agtergrond van die uitdagings wat dit stel vir die hedendaagse polisieringsfunsie wat dit beklemtoon dat die polisie 'n diens moet lewer en aanspeeklik moet wees teenoor die breer gemeenskap. Die studie se aanname is gebasseer op literatuurnavorsing wat toon dat organisasiekultuur 'n faktor is wat werknemersgedrag beinvloed ten opsigte van organisasie-effektiwiteit asook hoe werknemers reageer teenoor die eksterne omgewing. 'n Sterk organisasiekultuur word beskou as 'n bindende faktor tussen werkers en die organisasie en dit skep kosekwentheid en rigting. 'n Sterk organisisasiekultuur kan terselfdetyd rigied wees en 'n struikelblok word in die weg van voorgestelde verandering aangesien verandering beskou kan word as inmenging in die normale gang van die organisasie. Hierteenoor het 'n meer buigsame kultuur die voordeel van aanpasbaarheid ten opsigte van verandering. Dienslewering is 'n volgehoue uitdaging vir die regering se se volgehoue pogings om te verseker dat sy leweringsproses effektief is en die behoeftes van spesifiek die voorheen benadeelde groepe aanspreek. Hierdie uitdaging het die regering genoop om transformasie-meganismes daar te stel ten einde openbare instellings in staat te stelom leweringsagente te word wat die behoeftes en uitkomste-verwagtinge van almal aanspreek. Van die meganismes sluit in die promulgering van wetgewing en beleid soos die Heropbou-en Ontwikkelingsprogram (HOP) Witskrif, 1994, die Transformasie van Openbare Dienste Witskrif, 1995, die Openbare Diens Reguleringswet van 1999 ensomeer. Die lewering van effektiewe dienste word gewoonlik beperk deur deur veskeie faktore soos 'n gebrek aan kapasiteit en vaardighede, asook finasiele en tegnologiese hulpbronne wat normaalweg tot die beskiking van die private sektor is. Gegewe dat 'n tekort aan finansiele hulpbronne altyd 'n uitdaging vir effektiewe openbare sektor dienslewering sal wees, stel hierdie studie voor dat openbare instellings sekere privaatsektor strategiee kan inkorporeer ten einde innovasie en effektiwiteit te verbeter. Behalwe bogenoemde beperkende faktore, stel beskikbare organisasiekultuur-teorie dit dat dit ook organisasiekultuur is wat openbare sektor amptenare se gedrag is wat die kwaliteit en vlak van dienslewering beinvloed. Hoofstuk drie bied 'n teoretiese raamwerk vir die konsep organisasiekultuur ten opsigte van hoe dit geskep en in stand gehou word binne organisasies. Verskeie modelle en voorbeelde van organisasiekultuur binne klein sowel as groor organissaies word ontleed en daar word gekyk na hoe die grootte van 'n organisasie organisasiekultuur beinvloed. Klein organisasies met 'n plat struktuur word beskou as buigsaam, outonoom, innoverend en daartoe in staat om die vebruiker se behoeftes aan te spreek. Daarteenoor word tradisionele burokratiese organisasies soos polisie-organisasies gekenmerk deur formele strukture met te veel vlakke, operasionele reels en regulasies ten einde volle beheer te he oor prosedures. Die rigiede stelsels, outokrasie, en stadiege leweringsproses van sulke strukture word dikwels gekritiseer. Modelle om organisasiekultuur te verander ten einde effektiwiteit te verbeter word voorgestel. Die teoretiese bespeking van die konsepte organisasiekultuur en dienslewering word gevolg deur 'n gevallestudie van die SAPD ten einde te bepaal die mate waartoe organisasiekultuur impakteer op dienslewering. Die eerste fase behels 'n analitiese perspektief van die SAPD se historiese militere kultuur sedert 1913 asook' n kritiese blik op operasionele fases waardeur die SAPD gegaan het tot en met die nuwe dispensasie. Die vroee 1990s tot net na die April 1994 verkiesing verteenwoordig' n nuwe era in die SAPD ten opsigte van transformasie inisiatiewe wat daarop gerig was om die polisieringsfunksie te verander van 'n agent wat eng gefokus was op die handhawing van wet en orde na 'n geintegreerde polisiediens wat aanspeeklik is teenoor die bree gemeenskap. Dit behels die lewering van 'n polisiediens sowel as probleem-oplossing binne die konteks van 'n menseregte-kultuur. Polisiekultuur word, as gevolg van misverstande, dikwels beskou as 'n bron weerstand teen verandering. Die heersende organisasiekultuur - wat 'n nalatenskap is van die vorige paramilitere styl byvoorbeeld outokratiese leierskapstyl, tradisionele burokratiese strukture, korrupsie, geheimhouding, wantroue - is van die dominante indikatore wat gemeenskaplike eienskappe is van die verskeie polisie-agentskappe. Hierdie dominante kenmerke veroorsaak weerstand teen enige veranderingsinisiatief en word as negatief beskou. Die beskrywing van die SAPD word gevolg deur' n uiteensetting van metodes en prosedures wat gebruik was tydens die empiriese navorsing wat gedoen was by twee polisiestasies in Kaapstad. Data insamelingsmetodes sluit in: 1) lieratuurnavorsing, 2) ope een-tot-een onderhoude met die stasiekomisarisse van die twee stasies, 3) die verspreiding van geslote vraelyste aan junior offisiere by polisiestasies ten einde hul houding te bepaal teenoor die organisaies waar hulle werk, en 4) observasies. Teoretiese bewyse toon dat die polisiekultuur wat normaalweg gekenmerk word deur paramilitere, buroktariese, rigiede stelsels en prosedures steeds bestaan binne die SAPD en dat dit bydra tot swak koordinasie, swak response en oneffektiewe dienslewering. Ten slotte word gemeld dat polisiedienssentra plekke is waar die publiek eerstehands kennis maak met dienslewering. Ten einde 'n effektiewe diens te lewer, behoort eenhede wat verwante diense lewer geintegreer te word onder die bevel van een bevelvoerder. Misdaadvoorkoming is steeds die primere funksie van die SAPD en beamptes moet toegerus word met die nodige bevoegdhede, vaardighede asook kapasiteitsbouprogramme wat in lyn is met die kontemporere polisieringsfunksie.

Thesis (MPA)--Stellenbosch University, 2007. / ENGLISH ABSTRACT: The focus of this study is to determine the perception of entry-level constables, field training officers and supervisors with regard to the level of competencies in the condensed Police Basic Training Programme. The research was done in the Pretoria area, which consisted oftwenty-one stations and the Pretoria West Basic Training College. The entry-level constable should complete both the college phase and the field training phase to be declared competent. The entry-level constable completed a questionnaire after completion of the college training and completed a second questionnaire after completion of the field training. The sample group consisted of a convenience group based in the Pretoria area representing the majority of the stations in the area. The supervisors of the entry-level constables were also requested to complete a similar questionnaire. The researcher interviewed the field training officers and mentors by means of a semistructured questionnaire. The entry-level constables were questioned on thirty-seven competencies during both the college and field training. Some competencies included were basic, whilst the other were classified as complex competencies. The duration of the college training and the field training were each four months. The entry-level constables were taught on various subjects in academics that included Law, Elements of a crime, Specific crimes, Statutory and Common Law, Communication, Detention and Law of evidence. Other areas of training were Musketry, Drill and Physical training. / AFRIKAANSE OPSOMMING: Die fokus van hierdie studie is om die persepsie van intree-vlak konstabels, veldopleidingsbeamptes en toesighouers te bepaal aangaande die vlak van bevoegdhede in die gekondenseerde Polisie Basiese Opleidingsprogram. Hierdie navorsing is in die Pretoria-area voltooi, en sluit 21 stasies asook die Pretoria-Wes Basiese Opleidingskollege in. Die intree-vlak konstabel moes beide die kollege- en die veldopleidingsfase voltooi het om bevoegd verklaar te word. Die intree-vlak konstabel het 'n vraelys voltooi na die voltooiing van beide die fases van opleiding. Die proefgroep het uit 'n geskiktheidsgroep bestaan wat in die Pretoria-area gestasioneer is en verteenwoordig die oorgrote meerderheid van die stasies in die area. Die toesighouers oor die intree-vlak konstabels is ook versoek om 'n vraelys te voltooi. Die navorser het onderhoude gevoer met die veldopleidingsbeamptes en mentors met behulp van semigestruktureerde vraelyste. Die vraelys het 37 bevoegdhede van die intree-vlak konstabels getoets wat hulle tydens beide hul kollege- en veldopleiding aangeleer het. Sommige van hierdie bevoegdhede was basies terwyl ander as komplekse bevoegdhede geklassifiseer is. Die tydsduur van die kollege- en veldopleiding was vier maande elk. Die intree-vlak konstabels het opleiding in verskeie vakke ontvang insluitende Regte, Elemente van 'n oortreding, Spesifieke oortredings, Landswette en Gemene reg, Kommunikasie, Aanhouding en Regte van bewyse. Ander areas van opleiding sluit in skietkuns, driloefeninge en fisieke opleiding.

Thesis (PhD)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: The management of change in the South African public sector is facing a number of challenges. An integrated management model for the effective management of change in public sector organisations, which recognises the characteristics and environment of the public sector and integrates different approaches towards the management of organisational change, is not generally known or available to change agents in the public sector. The overall research objective is to develop an integrated management model for the effective management of change in the public sector. The differences and similarities in the management of change in public and private sector organisations will also be examined. Strategic management, organisational development and transformation as approaches towards management of change are analised in terms of processes, techniques, interventions and guidelines to manage the organisation through the change process. The concepts of organisation culture, leadership, power, authority, communication, ethics and role of change agents are studied. International case studies of the transformed public sectors of the United States of America and Britain are examined for guidelines that can be applied to the South African public sector. The case studies revealed that the success of public sector transformation resulted from the application of private sector management principles and practices. From the author's research it was found that changes in the political, economic and socio-cultural environment of the South African public sector, the new Constitution, new legal and policy frameworks, directives for transparency and inclusivity as well as the required social, political and administrative organisational cultures have a strong impact on the process and contents of management of change in the public sector. Supporting evidence was found that the application of strategic .management in the public sector provides direction for organisations, assists in analysing the external environment systematically and promotes the co-ordination of change management activities, provided the characteristics of the public sector are taken into account. Organisational culture can be changed through incremental processes and actions whilst culture replacement can be managed through revolutionary processes. Leaders and change agents should consolidate management and organisational behavioural competencies in an integrative approach towards the management of change. They must also aquire and demonstrate the necessary knowledge and skills to give direction, empower, communicate, validate, advise and inspire people on organisational, group and individual level. The change process requires a well planned and broadly consulted communication plan, structures and channels. Internal change agents (leaders, managers, etcetera) and external change agents (consultants, new members of top management, etcetera) should be appointed as members of a multi-disciplinary transformation team that will plan, facilitate and monitor the change process. Through research, the author has developed an integrated management model for the management of change in the public sector, comprising of 5 phases and 16 steps, some of which should be executed simultaneously and others consecutively to ensure a holistic process and the advantages of integrating the various approaches towards the management of change in the public sector. / AFRIKAANSE OPSOMMING: Die bestuur van verandering in die Suid-Afrikaanse publieke sektor kom voor verskeie uitdagings te staan. 'n Geintegreerde bestuursmodel vir die effektiewe bestuur van verandering in publieke-sektor-organisasies, wat die aard en omgewing van die publieke sektor erken en verskeie benaderings tot die bestuur van organisasieverandering integreer, is nie algemeen aan veranderingsagente in die publieke sektor bekend of beskikbaar nie. Die oorkoepelende navorsingsdoel is om 'n ge"integreerde bestuursmodel vir die effektiewe bestuur van verandering in die publieke sektor te ontwikkel. Die wesenlikheid van verskille en ooreenkomste in die bestuur van verandering in die privaat- en publieke-sektor-organisasies word ondersoek. Strategiese bestuur, asook organisasie-ontwikkeling en -transformasie, word ontleed as benaderings tot bestuur van verandering in terme van prosesse, tegnieke, intervensies en riglyne wat gevolg kan word om organisasies deur die veranderingsproses te bestuur. Die konsepte van organisasiekultuur, leierskap, mag, gesag, kommunikasie, etiek en die rol van veranderingsagente word ondersoek. Internasionale gevallestudies van die getransformeerde publieke sektore van die Verenigde State van Amerika en Brittanje word ondersoek vir riglyne wat in die Suid-Afrikaanse publieke sektor toegepas kan word. Die gevallestudies het aan die lig gebring dat die suksesvolle publieke-sektortransformasies die gevolg was van die toepassing van privaatsektorbestuursbeginsels. Uit die skrywer se navorsing is bevind dat die politieke, ekonomiese en sosio-kulturele omgewing van die Suid-Afrikaanse publieke sektor, die nuwe Grondwet, verskeie nuwe wetgewende en beleidsraamwerke en direktiewe aangaande deursigtigheid, inklusiwiteit sowel as die vereiste sosiale, politieke en administratiewe organisasiekulture, 'n sterk impak op die proses en program vir die bestuur van verandering in die publieke sektor het. Ondersteunende bewys is gevind dat, met inagname van die unieke aard van die publieke sektor, strategiese bestuursprosesse rigtinggewend vir die publieke-sektor-organisasies is. Hierdie bestuursprosesse help om veranderings in die eksterne omgewing sistematies te ontleed, en dit bevorder die koordinerinq van veranderingsaktiwiteite. Veranderingsagente moet toesien dat bestuurskundigheid met organisasiegedragskundigheid gekonsolideer word in 'n qeinteqreerde benadering tot die bestuur van verandering. Organisasiekultuurverandering kan deur inkrementele prosesse en aksies plaasvind terwyl organisasiekultuurvervanging deur revolusionere prosesse plaasvind. Leiers wat verandering effektief wil lei moet paslike kundigheid en vaardighede bekom en demonstreer ten einde rigtinggewend, stroombelynend, bemagtigend, kommunikerend, fasiliterend, adviserend en inspirerend op organisasie-, groep- en individuele vlak te wees tydens organisasieverandering. Die veranderingsproses vereis 'n kommunikasieprogram en kommunikasiestrukture en -kanale wat deeglik gekonsulteer, beplan en ge'implementeer is. Interne veranderingsagente (Ieiers, bestuurders, ensovoorts), en eksterne veranderingsagente (konsultante, nuwe lede van topbestuur, ensovoorts), behoort as lede van 'n multi-dissiplinere transformasiespan aangestel te word om die veranderingsproses te beplan, te fasiliteer en te moniteer. Die skrywer het 'n qeintegreerde bestuursmodel vir die bestuur van verandering in die publieke sektor uit die navorsing ontwikkel, wat uit 5 fases en 16 stappe bestaan. Sommige van die stappe behoort gelyktydig en ander stappe agtereenvolgend uitgevoer te word ten einde 'n holistiese proses en die voordeel van die integrasie van verskeie benaderings tot die bestuur van verandering in die model te verseker.

Thesis (MPA)--University of Stellenbosch, 2002 / ENGLISH ABSTRACT: The primary focus of this study is the civil service system as an organization and the extent to which it is institutionalized within a specific society. Within the ambit of organizational science the emphasis is on the concept of institutionalization, more specifically the institutionalization of the civil service system. Several aspects pertain to the field of Public Administration; these include the study of public organization structures and processes, the formulation and execution of public policy and the general administration and management of the public organization. Civil service systems form an integral part of public administration. The civil service is viewed as the focal point in this study as it represents a collective organization that incorporates the different public organizations within the system. This study focuses on four concepts identified by Bekke, Perry, & Toonen (1996) in their book Civil Service Systems - In Comparative Perspective. These concepts act as indicators of institutionalization within civil service organizations. The concepts are briefly explained as: boundedness (the influence of the boundaries between civil service system and society), exchange (the interaction that occurs externally between the civil service and society, and internally within the system), routinization (the extent to which the organizations within the system are rule and routine-bound) and connectedness (the extent to which the different components of the system are connected). Each of the indicators is developed within a theoretical framework that supports scientific operationilization. With operationilization each of the indicators are explored according to a set of questions. The answers to the questionnaires developed for a specific indicator represents the extent to which the civil service is institutionalized. The information supplied by all the different questionnaires provide for the creation of a profile that indicates to the level of institutionalization of the civil service system. This information can be utilized within a comparative analysis of civil service systems. These questionnaires and the information they provide can also be utilized in the identification of key concepts, they can improve understanding concerning relationships among concepts and the underlying logic or dynamic of different organizational relations within civil service organizations. / AFRIKAANSE OPSOMMING: Die primêre fokus van hierdie studie is die staatsdiensstelsel as 'n organisasie en die mate waartoe dit geinstitusionaliseerd is binne 'n bepaalde samelewing. Die doel van die studie behels die ontwikkeling van 'n navorsingsinstrument wat gebruik kan word binne 'n vergelykende studie aangaande die institusionalisering van staatsdienssteiseis. Verskeie akademiese dissiplines dra by tot die aard van vergelykende studies. Die primêre fokus van hierdie studie omvat twee van hierdie dissiplines, naamlik Publieke Administrasie en Organisasiekunde Wetenskap. Verskeie aspekte hou verband met Publieke Administrasie as "n studieveld, insluitend die bestudering van openbare organisasiestrukture en prosesse, die formulering en die uitvoering van openbare beleid asook die algemene administrasie en bestuur van "n openbare instelling. Staatsdiensstelsels vorm 'n integrale deel van publieke administrasie. Hierdie studie fokus hoofsaaklik op die staatsdiens as "n kollektiewe organisasie wat die verskillende openbare instellings inkorporeer en verteenwoordig. Binne die strekking van die organisasiewetenskap is die klem op die konsep institusionalisering en meer spesifiek die institusionalisering van die staatsdiens. Die klem val veralop die vier konsepte wat deur Bekke, Perry & Toonen (1996) in hulle boek Civil Service Systems - In Comparative Perspective geidentifiseer is. Hierdie konsepte word gebruik as indikatore om die mate van institusionalisering van die staatsdiens aan te dui. Die konsepte kan kortliks beskryf word as begrensing (die invloed van instellingsgrense of afbakenings tussen die staatsdienssisteem en die samelewing), uitruiling (die interaksie wat plaasvind tussen die staatsdiens en die samelewing asook die interaksie binne die staatsdiens), roetineering (die mate waartoe instellings binne die staatsdiens verbonde is tot reëls en roetine) en verbondenheid (die mate waartoe die verskillende komponente van die stelsel aan mekaar verbind is). Elkeen van hierdie komponente word omskryf deur middel van "n teoretiese raamwerk wat die wetenskaplike operasionalisering van elke komponent ondersteun. Met die operasionalisasie word die verskillende konsepte toegepas binne "n bepaalde vraelys. Die antwoorde op die vrae bied 'n aanduiding van die mate waartoe die instelling geinstitusionaliseerd is. Die inligting wat verskaf word deur die verskillende vraelyste gee aanleiding tot die samestelling van 'n profiel wat die vlak van institusionalisering binne "n bepaalde staatdiensstelsel aandui. Sulke profiele kan gebruik word binne 'n vergelykende studie van verskillende staatsdienssteiseis. Die vraelys inligting kan ook gebruik word vir die identifikasie van sleutel konstepte binne staatsdienssteiseis, asook die verklaring van bepaalde verhoudings en onderliggende logika of dinamika tussen die verskillende instellings binne die staatsdiens.

Thesis (MA)--Stellenbosch University, 2003 / ENGLISH ABSTRACT: Recent developments in legislation pertaining to local government in South Africa depict performance management as a means to enable local government managers to actively plan, manage and measure the performance of the organisation. In order to ensure the implementation of performance management, local governments are required to develop and adopt an integrated performance managements system, which should consist of seven elements, namely performance planning; a framework for performance management; key performance indicators and targets; shared responsibility for performance; performance monitoring and measurement; performance review and reports; and performance improvement. However, the successful implementation of the performance management system is dependent on the availability of competent managers that possess the necessary knowledge, skills and abilities to implement and manage the performance management system. Performance management training is seen as a fast and effective way to ensure the obtainment of competent managers to implement the performance management. However, to ensure that training programmes address the most critical needs in a cost-effective manner, training should be preceded by a comprehensive training needs assessment. This research aims to development a normative framework developed in this research, describing several knowledge elements, skills and abilities necessary for effective performance management, upon which a formal training needs assessment for local government managers may be based. Recommendations are also made pertaining to the development of performance management training activities to ensure the development of performance management capacity under local government managers. / AFRIKAANSE OPSOMMING: Onlangse beleidsontwikkelinge rondom die bestuur van plaaslike owerhede in Suid-Afrika beskryf prestasiebestuur as 'n wyse waardeur plaaslike owerheid bestuurders die prestasie van die organisasie aktief kan beplan, bestuur en meet. Om die implementering van prestasiebestuur te verseker word plaaslike owerhede deur die wet verplig om 'n geïntegreerde prestasiebestuurstelsel te ontwikkel en formeel aan te neem. So 'n stelsel sal uit sewe elemente bestaan, naamlik prestasie beplanning; 'n raamwerk vir prestasiebestuur; kern prestasie indikatore en mikpunte; gedeelde verantwoordelikheid vir prestasie; prestasie monitering en meting; prestasie hersiening en rapportering; en prestasie verbetering. Die suksesvolle implementering van 'n munisipale prestasiebestuurstelsel is egter onderhewig aan die beskikbaarheid van kundige personeel wat oor die nodige kennis, vaardighede en vermoëns beskik om die stelsel te implementeer en bestuur. Prestasiebestuur opleiding word beskou as 'n vinnige en effektiewe manier om bevoegde personeel te bekom waardeur die implementering van prestasiebestuur verseker kan word. Gegee die hoë koste verbonde aan opleiding programme, is dit wenslik dat sulke intervensies vooraf gegaan word deur 'n omvattende opleiding behoefte bepaling. Hierdie navorsing mik op die ontwikkeling van 'n normatiewe raamwerk, saamgestel uit verskeie kennis elemente, vaardighede en vermoëns noodsaaklik vir die implementering van 'n prestasiebestuurstelsel, waarop 'n formele opleiding behoefte bepaling vir plaaslike owerhede gebaseer kan word. Aanbevelings word ook gemaak vir die ontwikkeling van prestasiebestuur opleiding intervensies waardeur prestasiebestuur kapasiteit onder plaaslike owerheidsbestuurders bevorder kan word.

Thesis (MPA)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: This paper that is composed of six chapters discusses the basic issues of modem tax administration and the extent to which Eritrean tax administration adheres to the requirements contained in these issues. The first chapter includes a general introduction, brief historical background of Eritrea, premise, problem definition, objective, design and methods, scope and limitation of the study. The second chapter deals with the literature review on the theoretical perspective of tax system and administration. There are detailed discussions about the types, characteristics, and functions, ethics of taxes and efficiency and effectiveness of tax administration. This theoretical aspect discusses the basic issues of modem tax administration trends and their development and reforms. The reforms are mainly concerned with prevention of tax evasion, avoidance, corruption and measures taken for making tax administration more efficient and reducing the complexity of taxation laws. Chapter three explores international success stories in dealing with major tax issues, thereby using the solutions as benchmarks. Experiences in Singapore, Bolivia, Croatia, Jamaica, Guatemala and Spain are used as standards to examine the level of efficiency and effectiveness of tax administration in Eritrea. This chapter also shows that modem tax administrations are concerned with a stronger focus on taxpayers, employees and their development, usage of technology, financial independence and privatisation of those areas that could be better performed by the private sector. To accomplish the above mentioned goals, the abovementioned countries have set in motion to reform tax administrations with the aim of solving key problems such as low salaries and the connected problems of attracting and retaining high quality personnel and curbing corruption. The fourth chapter presents the actual situation of tax administration in Eritrea. It deals with missions, objectives, functions, human resource condition, facilities, the level of application of modem technology and the weaknesses and strength of the Inland Revenue Department (lRD). It also describes the measures, which have been taken by IRD administration to motivate its employees and to enhance the voluntary compliance of taxpayers. The fifth chapter provides a consolidated assessment of the present situation of tax administration in Eritrea based on international experiences of tax administration and on theoretical aspects of taxation. This chapter also scrutinizes the amendments of Proclamation No. 62/1994 and 64/1994 and their effect on tax administration, saving, consumption and investment in Eritrea. The sixth chapter provides a conclusion and recommendations that could be used by tax authorities in Eritrea to implement the best practices of tax administration used in the abovementioned countries. This study provides an overview on IRD's present situation and how it could successfully manage organisational transformation to achieve significantly increased customer satisfaction, enhanced organisational flexibility, employee motivation and increase in tax collection by following the recommendations based on theory and the experiences of other countries. / AFRIKAANSE OPSOMMING: In hierdie studie wat bestaan uit ses hoofstukke, word die basiese kwessies om moderne belasting administrasie bespreek en die mate waartoe die belasting administrasie van Eritrië daaraan voldoen. Die eerste hoofstuk sluit die volgende in: 'n algemene inleiding, 'n kort historiese agtergrond oor Eritrië, 'n voorafgaande stelling, 'n probleem definisie, asook die doelwitte, metodes, omvang en delimitasies van die studie. Die tweede hoofstuk bevat 'n literatuur oorsig oor die teoretiese perspektief op belastingsisteme en administrasie. Daar is gedetailleerde besprekings van die tipes, kenmerke en funksies van belasting asook die etiek daarvan en die doeltreffendheid en effektiwiteit van die belasting administrasie. Hierdie hoofstuk bespreek die basiese kwessies i.v.m. die tendense in belasting administrasie, hoe hulle ontwikkel en hoe hulle hervorm kan word. Die hervormings het meestal betrekking op die voorkoming van belasting ontduiking en vermyding, korrupsie, en metodes om die belasting administrasie meer effektief te maak en om die wette minder ingewikkeld te maak. Hoofstuk drie gaan in op internasionale suksesverhale i.v.m. belasting en die oplossings word as bakens gebruik. Die effektiwiteit van Eritrië se belastingstelsel word gemeet aan wat gebeur het in ander lande soos Singapore, Boliwië, Kroatië, Jamaika, Guatemala en Spanje. Hierdie hoofstuk toon ook dat moderne belasting administrasie meer fokus op belastingbetalers, werknemers, die gebruik van tegnologie, finansiële onafhanklikheid en die privatisering van areas wat beter deur die privaatsektor bedryf kan word. Om die bostaande te bereik, het die genoemde lande maatreëls ingestelom die belasting administrasie te hervorm en om die volgende sleutelprobleme op te los: lae salarisse, die lok en behou van hoë kwaliteit personeel en die voorkoming van korrupsie. In die vierde hoofstuk word die eintlike werklikheid van belasting administrasie in Eritrië bespreek. Dit behandel die doelwitte en funksies van die belasting department (IRD) asook die sterktes en swakhede daarvan en tot hoe 'n mate moderne tegnologie gebruik word. Dit beskryf ook wat die belasting departement gedoen het om sy wernemers te motiveer en om die samewerking van belasting betalers te verseker. Die vyfde hoofstuk is 'n waardebepaling van die eintlike huidige situasie van belasting administrasie in Eritrië gemeet teen internasionale ondervindings en die teoretiese aspekte van belasting. In hierdie hoofstuk word ook gekyk na die amendemente tot Proklamasie No 62/1994 en 64/1994 en hulle uitwerking op belasting administrasie, spaar, verbruik en belegging 10 Eritrië. In die sesde hoofstuk is daar gevolgtrekkings en aanbevelings wat die outoriteite in Eritrië kan gebruik. Hulle kan die praktyke wat die beste in ander lande gewerk het, implementeer. Hierdie studie verskaf 'n oorsig oor die huidige situasie in die Binnelandse Inkomste Departement in Eritrië en oor hoe organisatoriese hervorming kan plaasvind wat sal lei tot beter belasting betalers tevredenheid, meer organisatoriese vlugheid, werknemers motivering en 'n dramatiese vermeerdering in belasting invordering. Hierdie hervorming moet gegrond wees op die aanbevelings soos geformuleer uit die ondervindings van ander lande.

Thesis (MPA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: During 1994 to 1997, local authorities in the Cape Metropolitan area underwent a transformation process aimed at, amongst other things, improving service delivery to all inhabitants. The transformation process dealt with, inter alia, the physical transferring of personnel from the former Cape Metropolitan Council to the former Tygerberg Municipality. This historic study identifies several theoretical aspects of organisational change and the personnel transferring processes that public managers should take cognisance of should they wish to successfully complete similar changes and personnel transferring processes in the future. This study analyses the transferring process as followed by the Cape Metropolitan Council and the Tygerberg Municipality in a systematic manner, and tests the perceptions of the "transferred" personnel and the "receivers" of the "new" personnel by means of the questionnaire method. Following this, normative suggestions are made for future personnel transferring processes at local authorities. An important fmding of this study revealed that respondents were of the opinion that although the physical transferring process were "successfully" executed and completed (measured against the relevant legislation), the transferring process was less successful when measured against the human (especially psychological) factors involved in the transferring process. / AFRIKAANSE OPSOMMING: Gedurende 1994-1997 was plaaslike owerhede in die Kaapse Metropolitaanse gebied besig met 'n transformasieproses met, onder meer, die doel om aan alle inwoners doeltreffende diens te lewer. Die transformasieproses het onder meer verband gehou met die fisiese oorplasing van personeel vanaf die voormalige Kaapse Metropolitaanse Raad na die voormalige Munisipaliteit Tygerberg. Hierdie historiese studie identifiseer verskeie teoretiese aspekte wat betrokke is by organisatoriese verandering en personeeloorplasingsprosesse waarvan openbare bestuurders kennis behoort te neem indien hulle soortgelyke verandering en personeeloorplasingsprosesse suksesvol wil deurvoer. Die studie analiseer die oorplasingsproses soos gevolg deur die Kaapse Metropolitaanse Raad en die Munisipaliteit Tygerberg op 'n sistematiese wyse uiteen, en toets die persepsies van die "oorgeplaasde" personeel en die "ontvangers" van die "nuwe" personeel deur middel van die vraelysmetode. Voorts word normatiewe voorstelle gemaak vir toekomstige personeeloorplasingsprosesse by plaaslike owerhede. 'n Belangrike bevinding van die studie is dat respondente van mening is dat hoewel die fisiese oorplasingproses "suksesvol" uitgevoer en afgehandel was (gemeet aan die hand van relevante wetgewing), die oorplasingproses minder suksesvol was indien dit gemeet word aan die hand van die menslike (veral sielkundige) aspekte betrokke by die oorplasingsproses.