The primary aim of this thesis was to undertake research in a Higher Education and Training Institution in a Provincial Government Department in the Western Cape to determine which variables affect the services that are being delivered and the quality of the services and how these services could be improved. The population selected for the purpose of the research was a large number of students at a Higher Education and Training Institution in a Provincial Government Department in the Western Cape. A research sample represented by a subset of participants from this organisation was selected. A biographical questionnaire and the SERVQUAL questionnaire were administered to a sample of 130 students enrolled at a Higher Education Institution in the Western Cape. The results indicate that there are significant relationships between selected biographical variables and perceptions of service quality. Moreover, there were also statistically significant differences in perceptions on the variables Reliability, Responsiveness, Assurance, Tangibles and Empathy. Tentative conclusions can be drawn from the results and recommendations regarding future research are highlighted.

Darbo objektas: Integralumo vadyba organizacijoje (Nyderlandų sveikatos apsaugos, gerovės bei sporto ministerijoje) Tyrimo problema: Organizacijų integralumo pažeidžiamumas yra labai dažnas. Norint, kad įmonė efektyviai funkcionuotų, būtina skirti dėmesio integralumui. Integralumo problema labai ryški, kaip ryškus yra atitrūkimas tarp vertybių ir faktų. Problemos ašis – kaip naikinti tą atitrūkimą-neatitikimą tarp žodžio (vertybės) ir veiksmo (fakto). Darbo tikslas: Įvertinti integralumo reiškinį ir jo vadybą organizacijoje. Darbo uždaviniai: 1. Apibrėžti integralios profesinės veiklos esmę ir sampratą. 2. Išskirti etapus įmonei diegiant integralumo modelį. 3. Atskleisti priemones, kaip organizacijos integralumo pažeidžiamumas (atitrūkimas-neatitikimas tarp vertybės ir fakto) naikinamas Nyderlandų sveikatos apsaugos, gerovės bei sporto ministerijoje (Ministerie van Volksgezondheid, Welzijn en Sport). Darbo metodai: 1. Literatūros analizė 2. Dokumentų analizė 3. Anketinė apklausa 4. Statistinė analizė Išvados: Išanalizavus Nyderlandų sveikatos apsaugos, gerovės ir sporto ministerijos integralumo veiklą, atskleista, kad: · Profesinis integralumas yra daugiau nei užduoties atlikimas, tai – profesinė ir socialinė atsakomybė. Valstybės tarnyboje privalu laikytis taisyklių ir elgesio kodeksų, kurie skatina būti kiek įmanoma sąžiningam. Labai svarbu, kad integralumas taptų mentaliteto dalimi. Valdžios pareigūnai, jos atstovai, vadovai privalo laikytis moralaus elgesio taisyklių... [toliau žr. visą tekstą] / The object of work: Integrity Management of the Organisation (Ministry of Health, Welfare and Sport in the Netherlands) The problem of research: organizations integrity vulnerabilities are very common. In order for a company to operate efficiently, it's need to focus the attention on integrity. Integrity problem is very bright, how bright is the rupture between the values and the fact. The axle of problems is how to overcome the distraction-discrepancies between words (values) and action (the fact). The aim of work: To evaluate the integrity of the phenomenon and its management in the organization. The goals of work: 1. to define the integral essence of professional activity and conception; 2. to indicate by text stage company installing the model of integrity; 3. to reveal the integrity of the Ministry of Health, Welfare and Sport in the Netherlands. To reveal the measures as an organization of integrity vulnerability (abruption-the discrepancy between the values and the fact) to destroy. Methods of research: 1. analysis of the literature; 2. analysis of documents; 3. questionnaires interview; 4. statistical analysis. Conclusions: to analyze the integrity activities of the Ministery of Health, Welfare and Sport revealed is that: · Professional integrity is more than a performance of the task, the professional and social responsibility. The public administration must comply with the rules and code of conduct that promote as much as possible to be honest. It is very... [to full text]

The challenges we face as a nation are complex and recalcitrant; to address them, we need to be equipped with multifaceted and resilient solutions. Yet, substantial pressures – such as significant fiscal constraints, growing citizen expectations, and the rapid pace of technology – prevent the U.S. Government from efficiently and effectively solving the nation’s ills alone. The public, private, and nonprofit sectors must partner and collaborate to create lasting social change and the best solutions to address our nation’s most pressing social issues lie in the power of social innovation. Drawing from nearly thirty years of scholarship, the views of leading experts in the field of social innovation, and three case studies of social innovation offices in the United States, this paper addresses the case for social innovation in the United States by answering four key questions: what is social innovation; why does the U.S. need it; what has the U.S. government done to support social innovation; and what is the future of social innovation in this United States.

Bakgrund Sedan efterkrigstiden har det skett en ökning av moderna organisationsidéer. En av dessa idéer är employer branding som utgör varumärket för företaget som arbetsgivare och som syftar till att locka till sig och behålla rätt personal. Offentlig verksamhet har börjat arbeta med detta begrepp som en följd av new public management men studier på detta område saknas. Syfte Syftet med studien är att skapa förståelse för de svårigheter som finns i att utforma ett employer brand i en offentlig verksamhet som karaktäriseras av new public management-idéer. Vi vill bidra till den företagsekonomiska diskussionen om employer branding genom att bidra med ett kritiskt förhållningssätt till begreppet inom offentlig verksamhet. Metod Studien är hermeneutisk med en abduktiv ansats. Fallstudier har använts för att samla in det empiriska materialet. 18 semistrukturerade intervjuer har utförts med personer på Växjö kommun. En observation har även genomförts. Slutsats I studien framkom det tre delar som skapar svårigheter för den offentlig verksamhet i employer branding-arbetet. Dessa är de vitt skilda yrkeskategorierna i verksamheten, den decentraliserade organisationen samt kompetensbristen kring employer branding i offentlig verksamhet. / Introduction Since post war era there has been an increase of modern organisational ideas. One of them is employer branding which is the characteristics of the company as an employer which purpose is to attract and retain the right employees. The public sector has now embarked the concept as a consequence of the new public management era. Field studies in this are absent. Purpose The purpose of this thesis is to increase the understanding about the difficulties of design an employer brand in the public sector which is characterized by new public management. The aim is to give a contribution to the discussion of employer branding, in the field of business administration, with a critical perspective towards the concept in the public sector. Method The study is hermeneutic with an abductive approach. We used a case study to collect the empirical material. 18 semi-structured interviews have been conducted within the municipality of Växjö. One observation did also take place. Conclusion In our study, we found, three parts in the public sector that makes it complicated to formulate an employer brand. They are: the large organisation with many different professions, the decentralization and the lack of knowledge about employer branding in the public sector.

本研究透過研究者從實務工作角度，整理自身和相關領域社工員於公部門從事社會工作之服務過程與經驗，以深度訪談的方式探究公部門社工員所擁有的專業自主發揮空間，以及提供專業服務過程常需考量及面對之問題，並歸納其存在之歸因與因應方式，從中思考社工專業制度是否有助於公部門社工專業自主性之發揮，並重新檢視社會工作專業存在於公部門扮演之角色及定位，找出可能的修正方向，期讓公部門的社會工作服務能與專業助人機制進行結合，讓社工專業能更貼近服務個案思考及服務。 　　本研究結果發現：（1）公部門社工專業角色定位不明，影響專業認同度；（2）政府的科層體制限制了公部門社工專業自主發展；（3）學校專業教育訓練是社工專業自主的基礎；（4）現行社工證照制度對於提升公部門社工專業自主性影響有限；（5）公部門督導功能受限於科層體制，影響公部門社工專業自主性的發揮。 根據研究結果，針對行政機關提出四點建議，包含：（1）建立公部門社工專業定位，釐清社工角色及職責；（2）各項福利申請或安置處遇的行政程序應盡量最簡化，減少繁瑣的行政作業，提升社工專業效能；（3）攸關弱勢權益的法規限制放寬其彈性，賦予社工員更多自主裁量空間，以彌補福利法規之不足及限制；（4）建構完善職前訓練制度。此外，針對目前社工專業制度提出三項建議，包含：（1）學校教育應重視培養社工獨立思考及專業自主能力；（2）重新檢視現行社工師證照資格認定方式，落實社工專業服務；（3）強化公部門督導專業角色，建立信任督導關係。最後，針對社會工作者自身則提出三項建議，包含：（1）堅定自我專業信念，建立專業自信及專業認同；（2）善用同儕支持與經驗分享，強化專業信念及專業知能，建構維持公部門社工專業自主的工作模式；（3）強化自我專業知能，累積實務工作技巧及能力，以實踐專業自主。 / The study by researchers from the substantive point of view, organizes their and public sector social workers’ service process and experience of social work and related areas. With in-depth interviews, the study explores that social workers of public sector have independence to develop their profession, finds the problems that often need to consider and face when providing professional services, and concludes with the cause and solution. Thus, it can further think if social worker’s profession system helps the public sector’s social workers have independence to develop their profession and re-examine the role and position that the social workers perform in public sector to find the way o amendments. Therefore, the public sector can be combined with a professional helping mechanism which allows the service to be closer to the social work profession case thinking and service. 　　The results of the study found that: (1) the role of public sector social worker is unknown that affects the degree of professional identity; (2) Government bureaucracy system limits the development of profession; (3) Professional schools of social work education and training is the foundation of professional autonomy (4) The current licensing system for enhancing the social public sector limited the autonomy of the social work profession influence;(5) Supervisory function is limited to the public sector bureaucratic system which affects public sector workers to develop professional autonomy. According to the research results, there are four-point proposal for the executive authorities, including: (1) Establish public-sector social work professional position and clarify the roles and responsibilities of social workers. (2)The placements of the case of an application for benefits or administrative procedures should be simplified as much as possible and be reduced cumbersome administrative operations in order to enhance the effectiveness of the social work profession. (3) The regulation of minority’s benefits should be more flexible so that it gives social workers more autonomy discretionary space to compensate for the lack of regulations and restrictions on welfare; (4) Establish a concrete pre-employment training system. In addition, there are three suggestions for the current system of social work profession made, including: (1) School education should focus on cultivating independent thinking and professional autonomy for social workers (2) Re-examine the existing qualification of social worker’s certificates to implement social work professional services; (3) strengthen the role of the public sector professional supervision and build a trust relationship of supervision. Finally, social workers themselves have proposed three suggestions, including: (1) firming self-professional belief and establishing professional confidence and professional identity; (2) use peer support and experience sharing, strengthen professional beliefs and professional knowledge and construct maintain professional autonomy of public sector workers working mode; (3) strengthen the self-professional knowledge, skills and ability to accumulate practical work to practice professional autonomy.

Bakgrund: Män har genom historien dominerat på arbetsmarknadens chefspositioner och därmed utformat chefskapets innehåll. Chefskapet är sammankopplat med agentic attribut som anses "manliga". Hur kvinnor hanterar sitt chefskap har mest studerats vid mansdominerade arbetsplatser där kvinnan är avvikare. Det finns en kunskapslucka i forskningen när det gäller kvinnors sätt att hantera chefskapet vid en kvinnodominerad arbetsplats där kvinnan är normen. Syfte: Syftet var att studera hur kvinnliga chefer vid kvinnodominerade arbetsplatser uttalar sig om manliga och kvinnliga egenskaper i sitt chefskap. Metod: Studien har en kvalitativ ansats där sex semistrukturerade intervjuer gjorts med kvinnliga chefer inom den offentliga sektorn. Intervjuerna har spelats in och transkriberats och analyserats med tematisk analysmetod som tolkats med social role theoy, role congruity theory . De två teorierna används för att belysa skillnader som vi menar beror på sociala konstruktioner av kön och könsordning som också används i analysen. Resultat: Intervjupersonerna upplevde att de blev respekterade som chefer och uttryckte ingen konflikt i rollen, att vara kvinna och samtidigt chef. De utgjorde normen inom offentlig sektor där de flesta omkring dem var kvinnor. Flertalet av cheferna ansåg inte att de behövde använda några särskilda strategier för att bli tagna på allvar eller få sin röst hörd. Kvinnorna ansåg inte att de hade specifika förväntningar att uppfylla för att de var kvinnor. Samtliga chefer beskrev sitt chefskap utifrån både communal och agentic egenskaper. De beskrev fler communal egenskaper som viktiga i sitt chefskap, vilket är långt ifrån det stereotypa agentic dominerade chefskapet. Det framkom att de ser chefskapet som en balansgång mellan communal och agentic egenskaper men communal egenskaper betonades mest. Resultatet visade även på en del upplevda skillnader mellan manliga och kvinnliga chefers förutsättningar. Kvinnorna har ibland ansetts som sämre chefer vid tillsättning av tjänster och en av de chefer som har fler män kring sig har vid några tillfällen upplevt att männen vill ta steget framför och överta ledarskapet. Flera kvinnor beskrev att de upplevde att män hade det lättare när det gällde att bli accepterade i chefsrollen och lättare blev accepterade i sin auktoritet / Men has dominated the labour markets management positions through the history and formed the qualities of leadership. The leadership is linked to agentic attributes that are considered "male". How women deal with a manager role has mostly been studied in male- dominated environments where women are deviants. There is a knowledge gap in the research regarding women’s ways of handling managerial positions in a female- dominated environment where the women is the norm. The aim of this study was to see how women managers in female- dominated places of work comment on male and female qualities in the manager role. The study has a qualitative approach where six semi- structured interviews with female managers in the public sector. The interviews were recorded and transcribed. The material is processed and analyzed by thematic analysis method which has been interpreted by social role theory and role congruity theory. The two theories are used to illuminate the differences that we believe is due to the social constructions of gender and the gender order witch also is used in the analysis. The respondents felt that they were respected as managers and expressed no conflict in the role, to be a woman and at the same time manager. They constituted the norm in social services where most around them were women. The majority of the managers did not feel that they needed to use some specific strategies to be taken seriously or get their voice heard. The women felt that they did not have specific expectations because they were women; they felt that their own expectations influenced them the most. All managers describe their leadership from both communal and agentic characteristics. They describe more communal characteristics as important in the manager role, which is far from the stereotypical agentic dominated manager role. It appears that they see management to be a balance between communal and agentic qualities but that communal characteristics emphasized most. The results reveal, however, some perceived differences between male and female managers conditions. The women have sometimes been regarded as inferior managers in recruitment and one of the managers who have more men around here, sometimes felt that men wanted to step in front and take over the leadership. One manager mentions strategies to get men to handle her straight communication. Several women described that they felt that men have it easier when it comes to being accepted into the managerial role and easier accepted in its authority. It also appears that some women find that they were expected to solve more problematic situations just because they were women

Magistro darbo tikslas – ištirti, kiek skaidri yra viešojo sektoriaus komunikacija. Darbo objektas – skaidrumas viešojo sektoriaus organizacijų komunikacijoje. Darbo uždaviniai: Apibrėžti viešojo sektoriaus sampratą bei veiklos specifiką; Išsiaiškinti viešajam sektoriui būdingus komunikacinės veiklos aspektus, naudojamas komunikacijos priemones; Apibrėžti, kas tai yra skaidrumas, nustatyti koks jo santykis su viešojo sektoriaus įstaigų komunikacija. Analizuojant mokslinę literatūrą susipažinta su viešajam sektoriui keliamais reikalavimais. Išsiaiškinta, kad čia vyrauja pakankamai griežtos taisyklės, kurios labai aiškiai apibrėžia veiklos procesus, veikiančios sistemos nustato tam tikras ribas. Sektorius veikia visuomenės pasitikėjimo pagrindu, todėl yra įpareigotas efektyviai bei skaidriai tenkinti jų poreikius. Prieš keletą dešimtmečių susirūpinta viešojo sektoriaus veiklos efektyvumu, todėl imtasi įvairių reformų nepaslankiai biurokratijai keisti. Šios reformos įtakojo ir naują komunikacijos, kaip strategiškai svarbios sektoriaus veiklos traktavimą. Ypatingas dėmesys imtas skirti komunikacijos skaidrumui, įstaigos atvirumui. Visuomenė ypač nori, kad įstaigos būtų atviros, matomos, sprendimai aiškūs, o komunikacija orientuota į tikslines auditorijas. Taip pat aptartas komunikacijos specialistų vaidmens išaugimas, jiems priskiriamų naujų funkcijų svarba. Teorinėms prielaidoms patvirtinti buvo atliktas tyrimas, kuris patvirtino literatūros analizės metu gautą medžiagą. Atlikus... [toliau žr. visą tekstą] / Transparency and openness of work processes and communication are very important in nowadays, especially in the public sector. Public sector is responsible for legislations, public services and wellbeing of the citizen’s. It operates on the foundation of public trust. It means that publics, communities have special rights and demands that influence public sector work and its communication. One and the most important is transparency. Transparency is very wide term, which contains such elements like openness, responsibility, accountability, clearness. Transparency of Communication is one of the main conditions of public sector in nowadays. The aim of this Master thesis is to survey the situation of transparency in the public sector communication. The main tasks are: to survey about public sector conception and work specific; to analyze public sector communication and its singularity; to identify what role transparency plays in public sector communication. Analysis of articles, researches, internet resources and databases where the main sources, which helped to unclose the main aims of this work. The ideas of these authors were used: Raipos, Backūnaitės, Ginevičiaus, Sūdžiaus, Ulevičiaus, Puškoriaus, Fairbanks, Lane, Pandey, Garnett and others. This Master thesis consists of four main parts. Firstly the conception of the public sector, its work specific and demands are presented. Also there are public administrating, the most important publics and the main reforms discussed in... [to full text]

In South Africa, private and public sector organizations have been experiencing conflict at an increasing rate during the past few decades and especially the last ten years. The prominence and high level with which conflict is regarded in this new democracy has made the study of this phenomenon more relevant. Especially within business organizations, between individuals, groups, and at management level, the influence of transformation and affirmative action has steadily affected interpersonal and intergroup relations. This situation makes it more difficult to handle or to manage. The lack of knowledge experienced in many business organizations causes mismanagement of conflict which eventually (directly or indirectly) affects the productivity of the employee corps and subsequently, the effectivity or profitability of the organization. The objective of this study was to establish by means of a comparative theoretical and empirical analysis, the nature, causes and handling/ management styles of conflict within a public and a private sector organization. Being respectively non-profit and profit driven organizations and having introduced affirmative action and transformation at different degrees, it was possible to evaluate the effect with regard to conflict. The research method followed in this study was both qualitative and quantitative. In the first five chapters a theoretical, qualitative approach was applied. Different theories of conflict, from the classical, neo-classical to modern systems, were analysed in order to establish sources of conflict. From this discussion, an analysis of conflict which was viewed by the theories of both Karl Marx and Ralph Dahrendorf to be a social interactive process characterized by force, strife and animosity, was accepted to form the basis of the study regarding the sources of conflict. Departing from this basis the various concepts of conflict as developed in the literature were studied in a comparative way. This was followed by a comparative analysis of conflict handling processes for which an adapted conflict process model was presented. The elements of this model form the core research of this study. Analysis of three key conflict handling style models (Thomas-Killman, ROC-II and CMS) were consequently compared to decide which one would be the most suitable for the empirical survey. The second part of this study consisted of a quantitative comparison of causes, handling styles and manifestation of conflict on an interpersonal basis within a local authority and an agricultural company. This was done by means of questionnaires containing designed variables obtained from the qualitative section of the study and a standardized section borrowed from Rahim's ROC-II model questionnaire. The descriptive statistical analysis was done with the SPSS-program in consultation with the STATCON Bureau of the Rand Afrikaans University. The empirical survey validated the viewpoints brought forward in the qualitative part of the study. By way of the results obtained from the analysis, the four hypotheses which were linked to the set objectives of the study were validated. The four hypothesis are: - A significant difference exists with regard to the causes of conflict between a local authority and agricultural organization. - A significant difference exists between employees of the local authority and the agricultural organization's perception of what effect conflict has on them. - A significant difference exists in the frequency with which different conflict-handling styles are used when compared to different background variables in both organizations. - A significant difference exists in the frequency with which different conflict-handling styles are used amongst employees of the agricultural organization and local authority Explicit findings with regard to the literature (qualitative) and empirical (quantitative) study were brought forward, and practical recommendations for management as well as recommendations for further research were made. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2005.

Pharmacists experience high levels of stress at work, especially from factors intrinsic to their jobs and management roles. In South Africa, the public sector is confronted with situational difficulties such as a shortage of staff and poor working conditions Accordingly, a comparative survey was conducted using a self–constructed questionnaire to obtain individual responses from the pharmacists in the public, as well as the private sector. The focus population was the pharmacists in the public, as well as the private hospitals in the North–West Province. The public sector consists of 30 hospitals and the private sector of 20. By using the convenient sampling method, 100 samples were taken. The questionnaire measured six factors of job satisfaction, namely: job design, salary/remuneration satisfaction, performance management, working arrangements, organisational climate, and professional development. The questionnaire was distributed to 100 pharmacists in total, and a response rate of 66% was obtained. The only medium practical significance shown in the results was between the averages of the private sector (2.89) in contrast with the public sector (3.38). This indicates that the public sector demonstrates less satisfaction with their performance management than the private sector. The data also indicated that the public sector pharmacists are less satisfied with job design, performance of management, professional development, and their working arrangements. The private sector showed only a small difference in the means, when compared to the public sector. It is clear that both sectors illustrate a moderate level of job satisfaction. Recommendations, therefore, included the revisiting of the job design by increasing job rotation and task identity. The need for self–actualization has to be acknowledged and the opportunity for promotion needs to be provided. The link between the actual activity and the bonus, with regards to performance management, has to be re–established, and there has to be transparency throughout. Decision–making control is extremely important and seeing that 82% of the pharmacists were female, the employer can consider accommodating family responsibilities, compressed working weeks, flexible working hours, job sharing, and part–time work. Professional development is also very important within any company and it is vital that the employer deposits time, money and skill into the staff. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

The non-formal adult (25-64 year olds) education in public and private teaching sectors on the basis of social and human capital, including both learners’ and non-formal education organizers’ situation is analyzed in this dissertational research. The specific purpose of this dissertation is seen through the reality that non-formal adult education is more oriented towards the expectations of employers for their employees’ better qualification(s) while placing the possibilities for personal growth and self-expression aside (i.e. escaping from human capital and putting the social capital into the first place). Also, the manifestations of social stratification in these processes are captured as well, by stressing such aspects as: the education of adult learners, the age factor and the sectors where adults work. While implementing the dissertational research, main statements to be defended were explored and confirmed as well: i) human capital remains more oriented towards social capital accumulation in the public and private sectors of non-formal adult education; ii) the differences between non-formal adult education public and private teaching sectors are rather slight. / Disertacijoje analizuojamas neformalusis suaugusiųjų (25-64 metų amžiaus) švietimas žmogiškojo ir socialinio kapitalo aspektu valstybiniame bei privačiame mokymo sektoriuose besimokančiųjų ir neformalųjį švietimą organizuojančių institucijų lygmenis. Formuluojama problematika, kad neformalusis suaugusiųjų švietimas, kaip vienas svarbiausių asmens sėkmingo veikimo visuomenėje, tenkinant jo/jos pažinimo, lavinimosi bei saviraiškos poreikius garantų, yra daugiau orientuotas į esamų darbdavių lūkesčius darbuotojų kvalifikacijai tobulinti/kelti, akivaizdžiai atsiejant individo saviugdos/asmenybės tobulėjimo bei saviraiškos galimybes (kitaip tariant, atitrūkstama nuo žmogiškojo kapitalo į pirmąją vietą iškeliant socialinį). Taip pat šiame procese pastebimos ir socialinės stratifikacijos apraiškos, ypač išskiriant besimokančiųjų grupių išsilavinimo, amžiaus bei sektorių, kuriuose dirbama, aspektus. Tyrimo eigoje buvo išanalizuoti bei patvirtinti ir ginamieji teiginiai, kad: a) neformaliajame suaugusiųjų švietime valstybinio ir privataus mokymo sektoriuose žmogiškasis kapitalas išlieka orientuotas į socialinio kapitalo kaupimą ir b) skirtumai tarp neformalųjį suaugusiųjų švietimą vykdančių valstybinio ir privataus mokymo sektorių yra nežymūs.