El proceso de formación de un gobierno –que, según algunos de los conceptos que se manejan sobre cohesión social, permitiría avanzar por la senda del progreso de la sociedad– carece de procesos articuladores que permitan su funcionamiento eficiente en la práctica. En ese sentido, se hace necesaria la creación de mecanismos que permitan el ejercicio comunicacional entre la población y sus instituciones públicas, de modo que la ejecución de proyectos se acerque al objetivo último que debería ser el bien común. Este trabajo propone un modelo que busca la efectividad comunicacional entre ciudadanía y organismos públicos, sobre la base de una conceptualización de la cohesión y articulación social desde una mirada comunicacional, considerando los aspectos, procesos y presunciones con los que actualmente actúan algunas instituciones públicas peruanas. Se plantea el concepto de desfragmentación organizacional, el cual contribuye a entender las brechas que alejan a la sociedad de la cohesión / The process of forming a government -which, according to some of the concepts that are handled on social cohesion, would advance along the path of progress of society- lacks articulators processes to function efficiently in practice. In that sense, is necessary the creation of mechanisms enabling the communication exercise between the population and public institutions, so that project implementation to the ultimate objective should be the common good approach. This paper proposes a model that seeks the communicational effectiveness between citizens and public institutions, based on a conceptualization of cohesion and social articulation from a communicational glance, considering the aspects, processes and assumptions with currently operating some Peruvian public institutions. The concept of organizational defragmentation arises, which helps to understand the gaps that keep society cohesion.

Strategic planning as a technique had its peak in Brazil around 1990 in business, and this positive expectation expanded to public organizations as a panacea for all the ills of the sector. Questioning the excessive optimism, this study analyzed the strategic decisions of public managers of the Municipality of Santiago / RS follow the formal strategic planning. This paper is a case study and in order to achieve the proposed goal, this assumes descriptive and qualitative treatment of data using the technique of analysis of content. Participated in the research seven managers from different hierarchical levels of the municipal government, and were used as instruments for data collection the analysis of documents and guided interviews by a predetermined script (protocol). The interviews were transcribed under the authorization of the respondents that the analysis of content by Bardin's vision was made. For this, the interviews were subjected to successive readings in order to identify the presence of certain contents, whose analysis categories were: the planning cycle, programmed and non-programmed decisions (intuition), the bureaucracy, the importance of strategic planning in the public sector, the continuity of strategic actions, the federal and state legal / political changes, community involvement, innovative profile. In a second moment, it started the search for factors that would fit in the categories analyzed. That is, we sought to find the words that were relevant to all the contents of each answer, and they had the same sense, and were eliminated those without pertinence to this research. The interviews took place in the months of March and July 2014. The main results expose that strategic planning influences the decision- making of municipal managers because in the thirteen years of its development and implementation reached 83% of the actions performed in 2013. However, the feeling of managers and your leadership profile are essential to deal with emergency situations and coin the differential in public management. / O planejamento estratégico como técnica teve seu auge no Brasil por volta de 1990 nas empresas, e essa expectativa positiva expandiu-se para as organizações públicas como uma panaceia para todas as mazelas desse setor. Questionando o otimismo excessivo, este estudo analisou se a tomada das decisões estratégicas dos gestores públicos da Prefeitura Municipal de Santiago/RS segue o planejamento estratégico formal. O presente trabalho é um estudo de caso e, a fim de atingir o objetivo proposto, este assume caráter descritivo e com tratamento qualitativo dos dados através da técnica de análise de conteúdo. Participaram da pesquisa sete gestores de diferentes níveis hierárquicos da prefeitura municipal, e utilizaram-se como instrumentos de coleta de dados a análise de documentos e entrevistas guiadas por um roteiro (protocolo) pré-estabelecido. As entrevistas foram transcritas sob a autorização dos respondentes para que fosse feita a análise de conteúdo à visão de Bardin (2006). Para tanto, as entrevistas foram submetidas a sucessivas leituras de modo a identificar a presença de certos conteúdos, cujas categorias de análise foram: ciclo de planejamento, decisões programadas e não programadas (intuição), burocracia, a importância do planejamento estratégico no setor público, a continuidade das ações estratégicas, as mudanças políticas/legais federal e estadual, participação comunitária e perfil inovador. Em um segundo momento, iniciou-se a procura de fatores que se enquadrassem nas categorias em análise. Ou seja, buscou-se encontrar as palavras que eram relevantes em todo o conteúdo de cada resposta e que possuíam o mesmo sentido, e foram eliminados aqueles sem pertinências para esta pesquisa. As entrevistas ocorreram nos meses de março e julho de 2014. Os principais resultados encontrados expõem que o planejamento estratégico influencia a tomada de decisão dos gestores municipais, pois nos treze anos de sua elaboração e implementação atingiu 83% das ações executadas, em 2013. No entanto, o feeling dos gestores e seu perfil de liderança são essenciais para lidar com situações emergenciais e cunhar o diferencial na gestão pública.

Wie kann ein Transfer zwischen Hochschule und Gesellschaft gelingen? Am Beispiel der Profillinie Bibliothekspädagogik im Masterstudiengang Bibliotheks- und Informationswissenschaft an der Hochschule für Technik, Wirtschaft und Kultur Leipzig (HTWK Leipzig) wird gezeigt, wie durch eine enge Verknüpfung von Lehre und Praxis Studierenden ein Einstieg in gesellschaftliches Engagement ermöglicht wird. Die Bedingungen und positiven Faktoren des Gelingens von Service Learning von der organisatorischen Planung bis zur Umsetzung werden anhand dieses Beispiels dargestellt. Dabei wird nicht nur die Perspektive der Lernenden, sondern auch die der Lehrenden und der Praxiseinrichtungen betrachtet.

Thesis (MPA.) -- University of Limpopo, 2021 / In developing countries like South Africa, a skills shortage is already one of the most important problems of the twenty-first century. Consequently, South African public institutions have adopted an internship programme to enhance skills development, knowledge and experience, concentrating on a particular population. An internship, as established by the South African Cabinet in December 2002, is a graduate work experience programme aimed at unemployed graduates aged 18 to 35. Therefore, the study assessed the impact of the internship programme on skills development in selected government departments in Limpopo Province. Secondary to the aim, the study explored the nature of internship programme and skills development in public institutions. It also evaluated the link between an internship programme and skills development and concluded by highlighting challenges and opportunities for an internship programme. The researcher used a combination of qualitative and quantitative research methods, with semi-structured questionnaires for current and previous interns, to achieve the study's goals. Face to face interviewing method was used to collect data from public officials in the three selected government departments in Limpopo Province - Department of Education (DOE), Provincial Treasury, and Department of Sport, Arts and Culture. Although public institutions are regarded as hosts of internship programme, pitfalls associated with the internship programme in the South African public institutions persist. The study found, to a large extend, a huge impact of internship programme on skills development in the three selected government departments in Limpopo Province. The study further established that not all participants were clear with the job description of the internship programme. The imprecise job description could confuse interns as they would not know their expected daily performance in government departments. The study argues that such may result in displacement and a lack of sense of belonging among interns within their respective government departments. / (Services SETA)

No description available.

No description available.

Mit der Privatisierung von öffentlichen Unternehmen ist die Frage verknüpft, ob und auf welche Weise die bisher bei den öffentlichen Unternehmen beschäftigten Beamten bei den privatisierten Unternehmen zu beschäftigen sind, und welche Rechtsfolgen sich für die bei privaten Unternehmen beschäftigten Beamten aus dieser "Zwischenstellung" zwischen öffentlichem Dienstrecht und privatem Arbeitsrecht ergeben. Da bei der Privatisierung öffentlicher Einrichtungen in der Regel der bisherige von dem Beamten besetzte Dienstposten verloren geht, ist eine dauernde Zuweisung des Beamten an die privatisierte Einrichtung unerläßlich. Im Fall der formellen Privatisierung im kommunalen Bereich fehlt es - anders als bei den Privatisierungsprojekten "Post und Bahn" des Bundes - sowohl an einer verfassungsrechtlichen Grundlage, die einen Einsatz von Beamten im privatwirtschaftlichen Sektor gegenüber Art. 33 Abs. 4 und 5 GG verfassungsrechtlich absichert, als auch an einfachgesetzlichen Bestimmungen, die sich mit der Rechtslage der in den privatisierten Einrichtungen beschäftigten Beamten befassen. So ist der durch das Gesetz zur Reform des öffentlichen Dienstrechts vom 24.02.1997 eingefügte § 123a Abs. 2 BRRG eine Ermächtigungsnorm, die die Zuweisung der Beamten an eine privatisierte Einrichtung des öffentlichen Rechts auch ohne Zustimmung des betroffenen Beamten in Verbindung mit einer formellen Privatisierung ermöglicht. Die Rechtsverhältnisse zwischen Privatisierungsbeamten, öffentlichem Dienstherrn und privater Gesellschaft sind anders als im PostPersRG bzw. DBGrG nicht ausgestaltet worden. Trotz der Tätigkeit für eine private Gesellschaft bleibt für die bei der DBAG und bei den Nachfolgeunternehmen der Deutschen Bundespost wie auch für die gemäß § 123a Abs. 2 BRRG zugewiesenen Beamten der Beamtenstatus erhalten. Dies ergibt sich insbesondere aus der normierten "Wahrung der Rechtsstellung" in Art. 143a Abs. 3 Satz 3, Art. 143b Abs. 3 Satz 1 GG sowie den Ausführungsgesetzen und in § 123a Abs. 3 BRRG. Denn unter Wahrung der Rechtsstellung ist nicht lediglich der Beibehalt des Amtes im statusrechtlichen Sinn, sondern auch der Beibehalt der bereits erworbenen beamtenrechtlichen Position und der damit verbundenen Rechte und Pflichten zu verstehen. Insbesondere wird die Dienstherrenfähigkeit nicht auf die privatisierten Unternehmen übertragen. Eine Übertragung von Dienstherrenbefugnissen findet lediglich auf die DBAG und auf die Nachfolgeunternehmen der Deutschen Bundespost statt, nicht aber auf die privatisierten Einrichtungen der Kommunen. Damit wird die Anbindung des zugewiesenen Beamten an seinen öffentlichen Dienstherrn gestärkt und das Direktions- und Weisungsrecht gesichert. Der privaten Gesellschaft verbleibt lediglich eine sachbezogene Kontrolle der Arbeitsergebnisse. Der beamtenrechtliche Pflichtenkanon wie auch das Disziplinarrecht bleiben für die privatisierten Beamten anwendbar. Auch für den beschäftigungsbezogenen Bereich ist eine Anwendung des Arbeitsrechts ausgeschlossen. Ein Streikrecht steht weder den privatisierten Beamten im Bund noch den zugewiesenen Beamten in den Kommunen zu. Für die Interessenvertretung finden sich für die Post- und Bahnbeamten unterschiedliche Regelungen. Einheitlich besteht jedoch für die Wahl zum Betriebsrat eine gesetzliche Arbeitnehmerfiktion. Da eine solche Regelung für die nach § 123a Abs. 2 BRRG zugewiesenen Beamten nicht vorgesehen, und die normierte Arbeitnehmerfiktion auch nicht analog auf die gemäß §123a Abs. 2 BRRG zugewiesenen Beamten anwendbar ist, verbleibt es sowohl in statusrechtlichen als auch in betrieblichen Angelegenheiten bei der Zuständigkeit des Personalrats der Entsendebehörde bzw. bei deren Auflösung des Personalrats derjenigen Personalbehörde, die den Beamten planstellenmäßig führt. / During the last years several former public institutions have been taken into private ownership. In this context, the privatisation of the Deutsche Bundespost and the Deutsche Bundesbahn were the initial projects of outsourcing in Germany. However, the transfer of the civil servants to a private employment is still a major issue of discussion. In order to avoid any conflict with the Article 33 GG the German Constitution has been changed prior to the privatisation of the Deutsche Bundespost and the Deutsche Bundesbahn. In addition, with the amendment of the civil service law in 1997, a new paragraph 123a Abs. 2 BRRG was introduced, allowing the transfer of civil servants to private companies even against their will under the condition that the government is sharing the majority of the private company. Despite this amendment, the consequences of such a transfer of a civil servant to a private employment are not precised by law, except some complicate and misunderstandable arrangements for post and railway officials (PostPersRG and DBGrG). Therefore, this study aimed to investigate whether public civil service law or civil industrial law is applicable for these civil servants. In conclusion, civil service law is applicable for civil servants in a private company as well as for regular civil servants. That includes the application of all rights and duties in relation to the civil service, especially disciplinary proceedings, the prohibition of strike, the responsibility of the public employer and the competence of the staff council for civil servants.

The research investigates the retention of employees in the institutions of higher learning and the focus is placed on the Central University of Technology: Free State (CUT). The research is undertaken because the employees at the Central University of Technology: Free State, are resigning from their positions and join rival institutions and other organisations. This creates a problem on part of students, fellow employees and management. There is therefore, a need to find reasons behind these mass resignations of employees and also to look at the retention strategies that can be employed to keep employees at the Central University of Technology: Free State. In order to address the above purpose of the research, various retention strategies to keep talented employees are discussed, and factors that lead to employees leaving the institutions are also placed under the spotlight. The discussion shows that talent management has a direct relationship with employee needs and motivation. Qualitative and quantitative methods of research are used to analyse the retention strategies employed at the Central University of Technology: Free State. The findings of the research reveal that factors such as working environment, satisfying work-life, personal career development, emotional exhaustion as well as rewards versus performance exacerbate mass exodus of talented employees at the institution. It is also disclosed that there are retention strategies in place but are not effectively implemented. The findings revealed that managers and supervisors play crucial roles in the interpretation and implementation of strategies. Working conditions should be improved so that employees stay with the institution and perform to the best of their ability. Training should be made compulsory for every employee as it provides necessary skills. Best performance and rewards should match performance in order to keep employees at the institution. / Public Administration & Management / M.Admin. (Public Administration)

This thesis deals with the prevention of youth delinquency in the Czech Republic. The theoretical basis is characteristic of individual in adolescence and system description prevention of youth delinquency. The section devoted to adolescence describes individuals aged 15-18years, describes the psychological and developmental characteristics. An Attention is paid to the causes of youth delinquency. The prevention part explains the theoretical foundations on which is a system of prevention in the Czech Republic. This thesis describes the system and highlights the continuity and consistency between the elements of the system. Special attention is given to prevention at the school and local community. The empirical part is devoted to identifying the opinions and attitudes of the respondents in the area of prevention. The survey used two methods of qualitative research - questionnaires and brainstorming. Keywords youth, adolescence, delinquency, prevention, public institutions, private institutions, schools, local location, street work, Ide - threshold institution, interview, brainstorming

The research investigates the retention of employees in the institutions of higher learning and the focus is placed on the Central University of Technology: Free State (CUT). The research is undertaken because the employees at the Central University of Technology: Free State, are resigning from their positions and join rival institutions and other organisations. This creates a problem on part of students, fellow employees and management. There is therefore, a need to find reasons behind these mass resignations of employees and also to look at the retention strategies that can be employed to keep employees at the Central University of Technology: Free State. In order to address the above purpose of the research, various retention strategies to keep talented employees are discussed, and factors that lead to employees leaving the institutions are also placed under the spotlight. The discussion shows that talent management has a direct relationship with employee needs and motivation. Qualitative and quantitative methods of research are used to analyse the retention strategies employed at the Central University of Technology: Free State. The findings of the research reveal that factors such as working environment, satisfying work-life, personal career development, emotional exhaustion as well as rewards versus performance exacerbate mass exodus of talented employees at the institution. It is also disclosed that there are retention strategies in place but are not effectively implemented. The findings revealed that managers and supervisors play crucial roles in the interpretation and implementation of strategies. Working conditions should be improved so that employees stay with the institution and perform to the best of their ability. Training should be made compulsory for every employee as it provides necessary skills. Best performance and rewards should match performance in order to keep employees at the institution. / Public Administration and Management / M. Admin. (Public Administration)