Thesis (doctoral)--Friedrich-Alexander-Universität zu Erlangen.

Thesis (doctoral)--Universität zu Köln, 1969. / Includes bibliographical references (p. viii-xxiii).

Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1993. / Vita. Abstract. Includes bibliographical references (leaves 146-150). Also available via the Internet.

Thesis (M.S.)--University of North Texas, 2000. / Includes bibliographical references (leaves 46-50). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

Promoting participation in EHAPs (employee health and assistance programs) by those employees most in need of health improvements is important to increasing the effectiveness of these programs. Programs which are designed to reduce perceived barriers to participation and to meet the specific needs and interests of these employees have resulted in higher participation. The purpose of this investigation was to determine the extent to which demographics and perceived health status were associated with employees preferences and perceptions of EHAPs. This was done through survey analysis of four hundred and one employees of a municipal government. It was found that there were no significant differences in employees' anticipated use of these programs based on any of the demographic or perceived health variables studied with the exception of the variable "current frequency of exercise". However, different interests in program components were apparent among the various sub-groups of employees. There were also reported differences among the sub-groups for preferred program times and facilities. There were significant differences among some of the sub-groups in reported barriers to the use of EAPs and in reported comfort in exercising with fellow workers. It was also found that current frequency of exercise was significantly related to perceived health status. From these observations, recommendations for promoting participation among these sub-groups have been made. This research has added to the understanding of the differences between the various sub-groups of employees in terms of their preferences for EHAP components and the barriers they perceive toward participating in these programs. A better understanding of these factors as they pertain to employees in other workplaces may aid in the development of programs which better meet the needs of these employees, and hence, may increase their participation in EHAPs. / Education, Faculty of / Curriculum and Pedagogy (EDCP), Department of / Graduate

No description available.

D.Ed. (Educational Psychology) / The problem of strikes in South Africa has infiltrated the whole work industry, and has led to the Municipalities also participating in strike action; this affects service delivery and often has a negative impact on the mental health of those who participate. The overall goal of this study is to develop and describe a psycho-educational model to be used as a framework of reference to facilitate the mental health of workers involved in strike action, before during and after strikes. The research also focused on developing guidelines for operationalisation of the model for impact and sustainability of the therapeutic interventions after the termination phase. Garber's (1972) (in Myburgh, Niehaus &Poggenpoel2000: 150-156) psychoeducational developmental model was employed as a departure premise to for this study in order to capacitate the workers with the skills to manage the effects of strike action. Focus groups as well as individual interviews were held with workers and worker representatives of a Metropolitan Municipality respectively to identify empirical evidence and the central concepts for the model. A theory generative design that is, qualitative, explorative, descriptive and contextual in nature was used to develop the model and the operational guidelines. The model was developed according to the approach of Chinn and Kramer (1991); Walker and Avant (1995) of theory generation, which embraces the following steps: Concept analysis which includes identification of the central concepts for the model through conducting a field study to explore and describe the lived experiences of the workers as well as the worker representatives ...

Dissertation submitted in compliance with the requirements for the Master's Degree in Business Administration, Durban University of Technology, 2008. / The amalgamation of municipalities came into effect as a legislative requirement brought about a number of challenges for the local government. One such major challenge relates to the impact that these amalgamations will have on human resource practices of the various municipalities. Literature study reveals that during any merger or amalgamation, less attention is paid to the human element of a merger until the merger is almost complete. This lack of attention impacts negatively on the merger results. Like other municipalities, Ethekwini Municipality is a product of this legislative requirement. It was formed as a result of the amalgamation of different municipal entities that had different human resource practices. The problem facing eThekwini Municipality is the misalignment of human resources policies and their effect on the working environment. This study looks at the impact of this amalgamation on the human resources practices of the eThekwini Municipality. The sub-objectives of the study are: to ascertain employees' perceptions of amalgamation; to determine whether employees believe that the human resources' matters are handled in a manner that will bring about stability and equity in the workplace; and to establish whether different perceptions exist between employees of the former Durban Metro Central and those of the erstwhile entities. A stratified random probability sample of 150 employees was selected. The sample was drawn from 5 former entities that now form eThekwini Municipality, namely: Inner-west, Outer-west, Metro Central, North and South Operational entities. Using face-to-face interviews, employees were asked to complete a questionnaire. The results of the research revealed that there was generally a positive perception of the amalgamation process amongst employees. The study also revealed that different perceptions exist between the employees of the former entities and those of Metro central It is recommended that, during a merger, management should have detailed work plans. The plans should detail how the organization will deal with the structure of the organization, its people, culture, technology and processes. Secondly, management should consider a total reward system as opposed to total cost package. / M

Thesis (MDev. ) -- University of Limpopo, 2011 / The provision of Employee Assistance Programme in a working environment such as a municipality is very crucial. In order to determine the effectiveness of the implementation of the programme to justify its existence to the outside world and to assess the impact of its fulfilment to its objectives, evaluation is therefore necessary. The aim of this research study was to ascertain the implementation of the EAP at the Makhado Municipality in Vhembe District with special focus on the employees’ awareness of the programme, its utilization and also the programme adequacy. A qualitative approach was used in this study. Forty two (42) employees of various ranks or level’s in the municipality were randomly selected to participate in the study, and they were from all the four main centres of the municipality i.e. Makhado, Waterval, Dzanani and Vuwani. Summary of the Main Findings A high percentage (81%) of the employees knew of the existence of an EAP within the municipality, and meetings appeared to be the main awareness strategy. − The attitudes of employees towards the EAP were positive, this state of affairs points to the usefulness of the EAP service. − The EAP provided by the Municipality was viewed as accessible by the majority of employees. − The utilization rate of the EAP in the Municipality was very low as only 17% of respondents indicated that they had utilized the service before. − The majority of referrals were conducted by supervisors while only 9.1% were self referral. The majority of respondents did not answer the question implying various reason/s and could also mean lack or poor knowledge and information about referrals within the programme. (iv Implementation of the EAP at Makhado Municipality in Limpopo Province − The majority of employees did not respond to the question on whether they were satisfied with the EAP within the municipality, and that could translate into low knowledge and information about the programme. − The majority of employees were generally happy with the current location of EAP in the municipality. − The majority of employees viewed EAP as confidential and the level of trust in the EAP staff was high. − The majority of employees were not aware of the EAP policy and never participated in its formulation. − The majority of employees felt that EAP services were useful, and this means that provision of proper information might encourage employees to use the service. − Most employees suggested that frequent dissemination of information to employees through meetings, workshops and other regular contact sessions could enhance the EAP in the municipality. Recommendations The following recommendations with regard to the employees’ familiarity with the EAP are important: o That more awareness sessions be conducted with all employees, especially those at regions unit so that adequate information is cascaded to all employees of the municipality. o The awareness sessions should be conducted at least quarterly involving all regions, and the EAP Advisory Committee should meet at least bi-monthly to discuss aspects to improve and enhance EAP services in the municipality. o It is also recommended that additional qualified EAP personnel, with at least minimum qualifications in Social Work and, or Social Psychology, or any relevant (v Implementation of the EAP at Makhado Municipality in Limpopo Province qualifications and experience in EAP be appointed to run the programme on full-time basis. o That evaluation of the programme implementation should be conducted using the participatory strategies such as suggestion boxes, arranging focus groups and bench-marking with other institutions. The recommendation to allow employees opportunities to submit suggestions, in-puts and give feedback regarding the programme will no doubt assist in the improvement and promotion of the programme. o The Makhado Municipality should utilize different marketing strategies as recommended by EAP literature, such as the following: i. The use of promotional material such as brochures, leaflets, and posters that are user-friendly and in languages understandable by all employees of the municipality. ii. Outreach programmes: The EAP unit needs to regularly visit all the regional offices of the municipality in order to intensify information sharing to employees about the EAP. These can also include decentralising EAP workshops to the periphery offices in order to reach the employees who are far away from the head office in Louis Trichardt. The above-mentioned could serve as effective strategies in promoting and maximising the visibility of the EAP, and may close the gap on information not reaching all employees in the municipality thereby increasing its penetration rate.

Thesis ( M.Dev.) --University of Limpopo, 2011 / The provision of Employee Assistance Programme in a working environment such as a municipality is very crucial. In order to determine the effectiveness of the implementation of the programme to justify its existence to the outside world and to assess the impact of its fulfilment to its objectives, evaluation is therefore necessary. The aim of this research study was to ascertain the implementation of the EAP at the Makhado Municipality in Vhembe District with special focus on the employees’ awareness of the programme, its utilization and also the programme adequacy. A qualitative approach was used in this study. Forty two (42) employees of various ranks or level’s in the municipality were randomly selected to participate in the study, and they were from all the four main centres of the municipality i.e. Makhado, Waterval, Dzanani and Vuwani. Summary of the Main Findings A high percentage (81%) of the employees knew of the existence of an EAP within the municipality, and meetings appeared to be the main awareness strategy. − The attitudes of employees towards the EAP were positive, this state of affairs points to the usefulness of the EAP service. − The EAP provided by the Municipality was viewed as accessible by the majority of employees. − The utilization rate of the EAP in the Municipality was very low as only 17% of respondents indicated that they had utilized the service before. − The majority of referrals were conducted by supervisors while only 9.1% were self referral. The majority of respondents did not answer the question implying various reason/s and could also mean lack or poor knowledge and information about referrals within the programme. (iv Implementation of the EAP at Makhado Municipality in Limpopo Province − The majority of employees did not respond to the question on whether they were satisfied with the EAP within the municipality, and that could translate into low knowledge and information about the programme. − The majority of employees were generally happy with the current location of EAP in the municipality. − The majority of employees viewed EAP as confidential and the level of trust in the EAP staff was high. − The majority of employees were not aware of the EAP policy and never participated in its formulation. − The majority of employees felt that EAP services were useful, and this means that provision of proper information might encourage employees to use the service. − Most employees suggested that frequent dissemination of information to employees through meetings, workshops and other regular contact sessions could enhance the EAP in the municipality. Recommendations The following recommendations with regard to the employees’ familiarity with the EAP are important: o That more awareness sessions be conducted with all employees, especially those at regions unit so that adequate information is cascaded to all employees of the municipality. o The awareness sessions should be conducted at least quarterly involving all regions, and the EAP Advisory Committee should meet at least bi-monthly to discuss aspects to improve and enhance EAP services in the municipality. o It is also recommended that additional qualified EAP personnel, with at least minimum qualifications in Social Work and, or Social Psychology, or any relevant (v Implementation of the EAP at Makhado Municipality in Limpopo Province qualifications and experience in EAP be appointed to run the programme on full-time basis. o That evaluation of the programme implementation should be conducted using the participatory strategies such as suggestion boxes, arranging focus groups and bench-marking with other institutions. The recommendation to allow employees opportunities to submit suggestions, in-puts and give feedback regarding the programme will no doubt assist in the improvement and promotion of the programme. o The Makhado Municipality should utilize different marketing strategies as recommended by EAP literature, such as the following: i. The use of promotional material such as brochures, leaflets, and posters that are user-friendly and in languages understandable by all employees of the municipality. ii. Outreach programmes: The EAP unit needs to regularly visit all the regional offices of the municipality in order to intensify information sharing to employees about the EAP. These can also include decentralising EAP workshops to the periphery offices in order to reach the employees who are far away from the head office in Louis Trichardt. The above-mentioned could serve as effective strategies in promoting and maximising the visibility of the EAP, and may close the gap on information not reaching all employees in the municipality thereby increasing its penetration rate.