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 (LLM ( Labour Law)) --University of Limpopo, 2013. / The study will analyse the fairness or unfairness of precautionary suspensions and the rights of employees in the Public Service who are placed on precautionary suspensions with reference to section 23(1) of the Constitution of the Republic of South Africa, 1996, which states that: (1) “ Everyone has the right to fair labour practices” Section 186(2)(b) of the Labour Relations Act 66 of 1995 defines what an unfair labour practice is with specific reference to a precautionary suspension. It reads thus: (2) “ Unfair labour practice means any unfair act or omission that arises between an employer and an employee involving – (b) the unfair suspension of an employee or any other unfair disciplinary action short of dismissal in respect of an employee” The study will also look at circumstances under which precautionary suspension is invoked on Senior Management Service employees in the public service in terms of chapter 7, clause .2.7(2) of the Senior Management Service Handbook, 2003. Decided cases will be referred to which shows that one of the reasons why many precautionary suspensions are set aside when challenged in court, is because some employees who are assigned to deal with labour issues in the government departments are not competent to deal with those issues. The issue of political appointments impacts directly on service delivery if people are appointed to positions because of political affiliation than competency.

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.

Esta investigación tiene como finalidad determinar la correlación del estilo de liderazgo de los Directores en el clima laboral y desempeño de los funcionarios públicos del Ministerio del Interior. Se realizó una investigación cualitativa y cuantitativa con una muestra de 263 colaboradores distribuidos en las modalidades CAS y D.L. 276 que laboran en el Ministerio del Interior. El estudio estadístico ha sido utilizado para mostrar la correlación entre el liderazgo y las variables de clima y desempeño de los funcionarios públicos. Según las respuestas brindadas de los funcionarios públicos, el liderazgo predominante fue el transformacional seguido del transaccional con una media general de 3,948 y 3,873 respectivamente. Los resultados rechazan la hipótesis, es decir, si existe correlación entre el estilo de liderazgo, el clima laboral y el desempeño de los funcionarios públicos. Finalmente, se discuten las implicaciones para la práctica, y se sugiere mayor investigación para determinar la causalidad de la correlación entre el liderazgo, los objetivos del Plan Operativo Institucional del Ministerio del Interior, el clima laboral y el desempeño de los funcionarios públicos. / This research aimed to determine the correlation of the leadership style of Directors in the work environment and the performance of government officials from the Ministry of Interior. A qualitative and quantitative research was carried out with a sample of 263 employees that work in the Ministry of Interior divided over the CAS and D.L 276 modes. The statistical study has been used to show the correlation of the leadership with regards to the climate and performance variables of the government officials. According to the answers given by government officials, the prevailing leadership was the transformational one followed by the transactional one with an overall average of 3,948 and 3,873 respectively. The results reject the hypothesis, it means that there is a correlation between the leadership style, the work environment and the performance of public officials. And last but not least, the implications for the practice are discussed, and further research is suggested to determine the causality of the relationship among leadership, objectives of the Institutional Operational Plan of the Ministry of Interior, work climate and performance of government officials. / Tesis

Both development and post-structuralist anthropologists have critiqued development. Development anthropologists are concerned that development does not take adequate account of the social and cultural factors of developing nations, while post structuralists question the ontology of development and assert that domination over developing nations is inherent in the concept of development. To examine the social effects of development projects I conducted ethnographic research for a nine-week period on social relations at Sagana Fish Farm, located two kilometers from Sagana Township in the Kirinyaga District of the Central Province of Kenya. (The population of Sagana Township is approximately 5,885 people.) I obtained thirty-one semi-structured interviews, also relying on participant observation and informal interviews with civil servants (permanent employees) and casual laborers (temporary employees). I analyzed information obtained during interviews and participant observation within the context of power and resistance theory. Civil servants tended to value the presence of development projects because projects made structural enhancements and renovations to the fish farm. Development projects presented civil servants the possibility for skills development and additional income to fish farm employees and created temporary employment for individuals from neighboring communities. Civil servants stated that an inexpensive source of protein was available in the form of fish, chicken, and milk as a result of the work of development organizations. However, they also expressed concerns regarding the sustainability of development projects due to tension between expatriate development project workers and fish farm employees, inadequate information sharing and technology transfer, and financial and human resource mismanagement in the Kenya civil service. Casual laborers discussed the possibility of skills development through their work with development projects at the fish farm and expressed concern about their employment conditions. They were concerned about low wages in contrast with the intensity of their labor; insecure terms of employment; an absence of protective equipment at their work site; health and medical issues; and the availability of treated drinking water. Other concerns were associated with dignity, tribalism, and a fear of power of expatriate development workers and Kenyan civil service officers. Based on the above findings I made the following recommendations were made: implement cultural sensitivity training for expatriate development workers; develop project plans that foster a sense of investment in project operations; provide discounted fish to casual laborers; improve the work conditions of casual laborers; establish a health clinic; and provide informal loans to facilitate technology transfer. / Graduation date: 1999

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

The title of The Edifice Complex presents two metaphors which combine to form the focus of this study's research. The first of these refers to the Oedipus Complex of Freudian psychology: metaphorically, Marine recruits fall in love with the folklore of the Marine Corps they wish to join, yet unwittingly change that Corps over time, thus figuratively killing the older generations of Marines--their forefathers in uniform. In the second metaphor, the edifice is the structure of informal folklore and recorded history; the complex is the rites of passage or maze traversed in time by Marines. As Marines are indoctrinated in the Marine Corps' culture, they internalize the meanings of the edifice's building blocks: its symbols, rituals and myths. Bit by bit, generations of Marines individually and collectively alter the shape of the metaphorical maze and change the meanings of some elements of folklore. The purpose of the study was to analyze the causes and effects of cultural change affecting Marines and the Marine Corps from the mid-1950s to the mid1980s. Using ethnographic field methods and content analysis, the researcher investigated internal and external planned and unplanned changes in the Marine Corps. Cultural data was collected during 1984 and 1985 from print, motion picture and other media, and through interviews with Marine infantrymen, recruiters, journalists, drill instructors, historians, musicians and others, in several cultural settings. The study focused on the cultural reality of primarily male, enlisted Marines. Findings support the working hypothesis that folklore is a behavior-shaping tool which the Marine Corps effectively uses to control the behavior of Marines. Findings reveal that cultural changes have allowed or caused some Marines to value the Marine Corps materially as a source of valuable competencies and material rewards rather than professionally or patriotically as the calling of the profession of arms. Conclusions of The Edifice Complex parallel conclusions in organizational change theory, in that changes in the symbolic realm of the organization's culture are most difficult to change but have significant impact upon members of the organization. Findings and conclusions are also mutually supported in the educational, social and behavioral psychologies.

In this research, we found out that the cruel government officials not only have the stereotype of ¡§cruelity¡¨ but also have the image of ability. ¡§cruel¡¨ and ¡§ability¡¨ can be said to attributed to the every cruel government officials. Besides ¡§cruel¡¨ and ¡§ability¡¨, cruel government officials may probably have some characteristics that are rare. For example, honest, selfish, and end up in miserable conditions. In addition to these characteristics, the writer also writes from 1. the relationship between cruel government officials and the empire 2. cruel politics 3. the contrast between cruel politics and cruel government officials 4. the fate of the cruel government officials 5. Records of Historian and The Book of Han (Han-shu) write the different image of cruel government officials. The writers found that Records of Historian talked about the imaegs of the cruel government officials are much uglier than The Book of Han (Han-shu) and post The Book of Han (Han-shu). The reason of this is not the authors of thesse books rewrite the history,but the materials the authors choose are various and different. The difference between the cruel government officials imply that the history itself is objective- cruel government officials and their associated things change through the time. We can also found out the different associations from the author¡¦s motivations, grew up backgrounds. However, no matter how different of the cruel government officials image there are, the Records of Historian ,The Book of Han (Han-shu) and post Book of Han (Han-shu) writes form the same point of view. Perhaps it is because the different taste of the authors that cause the different images of the e cruel government officials. But from their abundant writing skills , we can know that theses authors are indulged in the portray of the cruel government officials. Also, since the cruel government officials means the certain types of government officials, their political states can not be neglected. Three history of cruel officials often given by the court fight against tyrannical¡A dignitaries, monitoring Baiguan, princes, dignitaries, and the fight against bandits task, These tasks usually require law enforcement thorough, competent officials for any object not be wide margin, has excellent political to have, Three history of cruel officials consistent both " cruel " and " ability¡¨, natural the court easily be assigned to these tasks. As the author of three history, are certainly cruel officials not small or even a significant contribution to the country, even certainly some cruel officials personality, but equally that the benevolent government of the people-oriented, long-term reliance on cruel officials of the lack of political.

Abstract A government free from corruption is the foundation of a country¡¦s competitiveness, and therefore the degree of incorruption is a major criterion to use when the effectiveness and efficiency of a country¡¦s governmental administration are to be judged. In fact, corruption prevention has long been a universal issue. For decades, our country has invested much in corruption prevention with certain advancements achieved, and yet the achievements still fall far behind people¡¦s expectations. The codes of ethics for government officials have been moving from hollow moral appeals towards concrete, detailed behavioral norms, and some have even become laws. However, we are still quite a distance from corruption prevention law completion and full-scale practice. Since the promulgation of the codes of ethics for government officials by the Administrative Yuan in 1994, there have been codes for government officials to follow when it comes to lobbying, banqueting, and bribery, but disappointingly, corruption has not been suppressed by much. So far, quite a number of studies can be referred to that are focused on common individual¡¦s ethical behavioral decision-making, and a variety of factors have been identified that affect the decisions. However, hardly any integrity-related behavioral decision-making models have been established especially for government officials. In this thesis, on the basis of L. K. Trevino¡¦s Person-Situation Interactionist Model, the author aims to explore the correlations among different factors that affect government official ethical behaviors so as to thereby offer more practical corruption prevention suggestions. This thesis analyzes personal factors, environmental factors, and the developmental stages of ethical awareness. In addition, indicators to these factors have been extracted from the literature concerned and put together into a questionnaire, which was filled out by Penghu County government officials. As a result, 424 valid questionnaires were retrieved and analyzed, revealing the following facts: 1. Government official attributes: including individual attributes and group attributes. Sex, age, seniority, education, and rank of position are the five individual-

This thesis mainly discusses the System of Counties in the Period of Spring And Autumn, the System of Prefectures and the Placement of Officials in the Period of Warring States.It contains various countries' prefectures and counties' officers and the origin of the placement of officials, its changing conditions, as well as its development and the distributed situation.The study is focused on whether these systems were closely conneted to its time and various districts.