Thesis (MA (School of Public Management and Planning))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: South Africa is a developing country and is experiencing all the problems, challenges and opportunities associated with that situation, one of which is a very definite shortage of relevant and appropriate human resource, technical and managerial skills. This is having a negative effect in many areas, including in the public sector. Public sector organisations are faced with another dilemma arising from the shortage of skilled employees. The issues relating to service delivery which have led to violent protests in communities around the country at the time of writing (August 2009) have been in part been exacerbated by the ever-increasing lack of managers and other personnel. There is also the problem of experienced personnel who have accepted more senior positions in their organisations or have accepted positions in other organisations, being replaced with qualified, but inexperienced staff. A third problem which occurs is when new, but inexperienced personnel are appointed in an organisation. It is necessary, in all instances, to develop the skills within the organisation through a mixture of formal and informal approaches to ensure that the people-related short-, medium- and long-term goals of the organisation are addressed. One of the interventions which can be utilised to deal with the lack of administrative, technical and managerial skills in the public sector in South Africa is coaching. A literature review is presented which covers a historical and conceptual overview of coaching and an in-depth review of a variety of coaching models and their application. There is also a literature review of the public sector in South Africa, the history and the key legislation and policy documents setting out the human resource approaches and strategies to to Copyright © 2009 Stellenbosch University All rights reserved 3 establish a link between the problems, challenges and opportunities in the public sector and coaching as an intervention to improve individual performance. A model for coaching which can be utilised in the public sector has been constructed utilising the latest concepts and theories. This model has been reviewed and evaluated by subject matter experts to assess its relevance and appropriateness as a suitable intervention to deal with people-related issues in the public sector in South Africa. / AFRIKAANSE OPSOMMING: Suid Afrika is ʼn ontwikkelende land en ondervind al die probleme, uitdagings en geleenthede wat met daardie situasie verband hou, een waarvan die baie definitiewe tekort aan relevante en geskikte menslike hulpbron-, tegniese- en bestuursvaardighede. Dit het ʼn negatiewe effek in baie areas, insluitend in die openbare sektor. Openbare sektor organisasies staar ʼn ander dilemma in die gesig wat uit die tekort aan bekwame werknemers voortspruit. Die geskilpunte rondom dienslewering wat tot die geweldadige protesaksies in baie gemeenskappe (Augustus 2009) is gedeeltelik vererger deur die toenemende tekort aan bestuurders en ander personeel. Daar is ook die probleem van ervare personeel wat meer senior posisies in hul organisasies aanvaar het of posisies in ander organisasies aanvaar het en wat deur gekwalifiseerde, maar onervare personeel vervang word. ʼn Derde probleem wat voorkom is wanneer nuwe, maar onervare personeel in ʼn organisasie aangestel word. Dit is nodig, in alle gevalle, om die vaardighede binne ʼn organisasie te ontwikkel, deur ʼn mengsel van formele en informele benaderings, om te verseker dat die mensverwante kort-, medium- en langtermyn doelwitte van die organisasie geadreseer word. Een van die intervensies wat gebruik kan word om aandag aan die tekort aan administratiewe, tegniese en bestuursvaardighede in die openbare sektor in die Suid Afrikaanse te gee is “coaching” (dit is interessant dat daar nog geen geskikte Afrikaanse woord vir “coaching” na vore gekom het). ʼn Literatuuroorsig word aangebied wat ʼn historiese en konseptuele oorsig van “coaching” dek en ʼn indiepte oorsig van ʼn verskeidenheid van “coaching”-modelle en hul aanwending. Daar is ook ʼn literatuuroorsig van die openbare sektor in Suid Afrika, die geskiedenis en die belangrikste Copyright © 2009 Stellenbosch University All rights reserved 5 wetgewing wat die benaderings oor menslike hulpbronne en die strategieë om skakel tussen die probleme, uitdagings en geleenthede in die openbare sektor en “coaching” as ʼn intervensie om indiwiduele prestasie te verbeter. ʼn Model vir “coaching” wat in die openbare sektor kan gebruik kan word is uit die jongste konsepte en teorieë saamgestel. Hierdie model was deur onderwerpdeskundiges nagegaan en geëvalueer om die relevansie en geskiktheid daarvan as ʼn intervensie om mensverwante-geskilpunte te hanteer in die openbare sektor in Suid Afrika.

Thesis (MPhil (Sustainable Development Planning and Management))--University of Stellenbosch, 2007. / This project proposal looks at the construction of a high school for the Sri Sathya Sai Organisation in South Africa using ecological design principles and Vastu Architecture as guiding strategies. The document discusses the need for sustainable development in relation to the built environment. The mechanisms, objectives and reasons for existence of the Sri Sathya Sai Organisation are also discussed. The proposal also introduces the science of Vastushastra as a science that can benefit human beings on both material and spiritual levels. The proposal lists the various alternative technologies that are available to make the built environment more sustainable and then goes further to present the relevant technologies that will be used in the project.

Thesis (MPA (School of Public Management and Planning))--Stellenbosch University, 2008. / Within the context of South African government departments, Supply Chain Management (SCM) is a fairly new discipline that was introduced in 2003 in order to move away from the rule-based procurement system to an integrated SCM system that would promote the New Public Management model by means of improved financial management, efficiency, efficacy and economy in the public sector and provide value added goods and services to the customers of government. Government action is primarily driven by legislation. Accounting officers of government departments, management teams and other levels of staff are faced with the problem that they need to have a sense of and understanding of the values or principles entrenched in the legislative framework affecting SCM that require institutionalisation in their organisations to support the “living” of SCM in those organisations. The aim of the thesis is to identify the principles or values entrenched in the concept of SCM and the legislative framework at a high level that will assist public sector organisations to institutionalise SCM in their organisations and that supports the evolutionary implementation process of SCM. As SCM is not a new terrain in the global context information was collected by means of a literature study on the subject of SCM. The study incorporates the philosophy, phenomena, processes, practices, and activities relating to the institutionalisation of SCM. In addition, South African statutes relevant to SCM will be examined. Other relevant public sector documents such as green papers, white papers, departmental annual reports, budget statements, organisational structures, reviews, policy documents, guideline documents, reports, strategic plans and best practice documents will also be consulted. The principles and values contained in the concept of SCM and those entrenched in the legislative framework that relates to SCM are similar. Institutionalisation of SCM is manifested in South African statutes and is an evolutionary process. Failure to institutionalise the SCM and legislative principles and values affect both the organisation and the customer. At all levels institutionalisation of SCM demands leadership; organisational and behavioural change; integration; commitment; excellence; communication; teamwork; long term relationships; trust; risk, benefit; reward; information sharing; joint planning; positive attitudes; participation; an ongoing process of learning, training and development - changes the mindset; all of which is best supported by a team of professionals and proper units of measure. The evidence in this thesis suggest that the institutionalisation of the values and principles entrenched in the concept of SCM and the South African legislative framework related thereto will assist public sector organisations with the evolutionary implementation process of SCM. The consequential “living” of SCM in public sector organisations will enhance the quality of financial management, but more importantly provide value added goods and services to the public as customers of government. Negative attitudes and behaviour of people in the public sector SCM environment must be overcome through change management processes in order to implement SCM at the desired pace and scale.

Thesis (MPA (School of Public Management and Planning))--University of Stellenbosch, 2006. / The National Treasury of South Africa has recognised supply-chain management (SCM) as forming one of the key financial management reform focus areas. The SCM Regulations issued by the National Treasury are so new to local government that their particular relevance to the different municipalities is, as yet, unknown. The implications of the Regulations are being phased in over a 12-month period, giving municipalities the opportunity to draft, adopt, and implement their SCM policies. No guide or model therefore yet exists that can be adapted to suit Matatiele Municipality in its quest to implement all the components of SCM in order to improve service delivery.

Thesis (MPA (School of Public Management and Planning))--University of Stellenbosch, 2006. / The focus of this research is on the analysis of Namibian land reform policy. The primary objective is to identify the prevailing values behind the land reform, formulate precise objectives that reflect the inherent values, and analyse the existing options with a view to identifying the delivery mechanism(s) most appropriate to meeting the land reform objectives and to delivering the desired outcomes in a sustainable way. Namibia inherited skewed land ownership. The land reform debate focuses mainly on the redistribution of commercial farms, which are mostly owned by whites, and the tenure reform in the communal areas. The Namibian land reform rests on a tripartite scheme: Resettlement, Affirmative Action Loan Scheme (AALS) and the Development of Communal Areas (DCA). These approaches are governed by a number of policies and laws. Land reform is a very complex and emotion-laden phenomenon with multiple dimensions, which include moral, historical, social, economic, environmental and technical aspects. The land question in Namibia is a race question. While politicians argue publicly that land reform is important to boost the economy and reduce poverty, in reality the focus is on having more black Namibians own more of Namibia’s commercial farmland. This discrepancy between public pronouncements and actual motive may be responsible for the lack of clear objectives for the land reform policy. The analysis of Namibian land reform policy will require formulation of precise objectives. Because Namibia is the driest country south of the Sahara, sustainable management of land is imperative. Finding ways of achieving a politically acceptable racial balance of commercial land ownership and sustainable utilisation of redistributed land within an optimum time span is a challenge. The formulation of Namibian land reform policy was not preceded by any attempt at prior policy analysis. An ad hoc and crisis-management approach prevailed. A policy issue analysis approach has been used in this study. It is based primarily on a literature review augmented with questionnaires and interviews with selected key stakeholders. A stratified sampling technique was applied in the selection of the key stakeholders. The three groups identified were the policy-formulation and implementation group, the commercial farmers and the emerging farmers. VISA, a multi-criteria decision analysis package, was used to analyse and compare the three land reform approaches, while PolicyMaker software was used to analyse political actors and suggest strategies that can enhance the policy’s feasibility. The literature review and questionnaires revealed that the objectives of the land reform policy include correcting the skewed ownership of commercial farmland to reflect the demography of Namibia, alleviating poverty and achieving social and economic equity for all citizens. The programme should be sociologically, economically and environmentally sustainable. Combining all these objectives as criteria for evaluation, VISA demonstrates that the affirmative action loan scheme has the greatest potential for meeting the objectives followed by resettlement and development of communal areas respectively. Using the PolicyMaker software, stakeholders were categorised into supporters, opponents and non-mobilised; opportunities and obstacles were identified and strategies devised to harness opportunities and diffuse opposition. / cmc2010

Thesis (MPA (School of Public Management and Planning))--University of Stellenbosch, 2005. / Public sector reform in South Africa became a reality with the change in political dispensations in 1994. In South Africa the transformation of the public sector became critical in order to provide for a better life for all. This required regulatory frameworks that could establish good governance and a holistic transformation of the public sector. Similar, to other countries financial management reform became critical to establish high performance public sector institutions, but specific to South Africa, to support equity in society. In this study the assumption is made that Internal Audit has a critical role toward the supply chain management framework, especially in relation to the two broad underlying motivations for procurement reform in South Africa. These are good governance and preferential procurement toward socio-economic empowerment. Both Internal Audit and supply chain management are private sector management methodology that forms part of the financial management reform of the public sector.

Thesis (MA (Public and Development Management))--University of Stellenbosch, 2006. / Since the vogue of the New Public Management, public sector organisations pursue solutions to analyse, measure, plan, and manage performance in order to meet the objective of outcomes-based governance. Performance management is a complex and intensive undertaking that emphasise the value of electronic support to establish and sustain performance standards within modern public organisations. Software based on performance management models, such as the balanced scorecard, is globally used to provide a balanced analysis across the scope of an organisation’s functions and processes. The study explores and provides viable options for utilising performance management with electronic support in a public sector organisation. The Microsoft Business Scorecards Accelerator is applied to compare theoretically the software results with current organisational outputs established without electronic aid. The research provides a summary of the benefits and weaknesses. It also emphasises the advantages of an electronic system over a manual performance management system to reduce errors and benefit business performance in both public and private sector organisations.

Thesis (MPA (School of Public Management and Planning))--University of Stellenbosch, 2007. / Efficiency is an important measure to determine to what extent government achieved its goals. In this thesis various definitions of efficiency are discussed, the relationship between efficiency and performance, as well as performance measurement techniques. The objective of this document is to analyse the following four subject matters:- 􀁸 What is meant by “efficiency” in the public sector. For the purpose of this discussion the definition of Gershon in his report for the British Treasury (2004: 6) is accepted and adapted. 􀁸 To learn about the different techniques in performance measurement available to measure efficiency or performance. The measurement of performance is mostly used to determine the level of efficiency. Techniques available to measure performance are discussed, namely benchmarking analysis, which is subdivided into parametric or regression based estimators and non-parametric or mathematically programming estimators, as well as economic analysis...

Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The objective of the study was to critically assess the management practices of Dr Yusuf Dadoo Public Hospital in terms of the five public management functions, namely: policy-making, planning, organising, leading and controlling. From the study it is evident that managers of the public hospitals work in a complex and dynamic environment. This is as a result of the pressure felt due to expectations of the public on the quality of service rendered in the hospitals. The primary function of public managers is to ensure that efficient and effective services are rendered to the public. Therefore, all public managers are subject to compliance to the unique guidelines of the relevant legislative framework. In the study, the five public management functions were explained in terms of the broad theoretical framework on management practices on the part of the public sector. The research approach was qualitative and the diagnostic evaluation design was used. The target population for the study included all 48 managers of Dr Yusuf Dadoo Public Hospital who occupy supervisory and higher positions. From the results in the analysis of the questionnaire it is evident that the five public management functions, namely, policy-making, planning, organising, leading and controlling were satisfactory - except the leadership function that needed attention. Public managers of hospitals are an important link between the legislature and the community who are the recipients of policy and are involved at the ground level in the execution of policy. These managers are at an advantage to identify the shortcomings in the existing policy and bring them to the attention of policy-makers. Policies and procedures at Dr Yusuf Dadoo Public Hospital were developed, interpreted and implemented. When discipline on employees was taken, relevant policies as stipulated in the Labour Relations Act, no 66 of 1995, were followed. Policies that support personal development through training and development were not implemented satisfactorily. The existing updated policy manuals were not adequately available to all the employees of Dr Yusuf Dadoo Public Hospital. The function of planning at the hospital referred to the planning processes and mechanisms that were designed to facilitate the planning work. The purpose of planning as a management function was to give guidelines to the managers of Dr Yusuf Dadoo Public Hospital on what they would do in the future. Management of Dr Yusuf Dadoo Public Hospital ensured that employees understood the vision and mission of the hospital. These employees were involved in developing the operational plan of the hospital. Management of Dr Yusuf Dadoo Public Hospital also ensured that operational plans of the employees supported the overall goals of the hospital. Recruitments, selections and appointments were done by human resource department, as was the orientation of new employees to the job. The organisational structure gave employees a clear idea of their responsibilities, the authority they had, and the person to whom they had to report. The functional structure of Dr Yusuf Dadoo Public Hospital grouped together similar or related occupational classes. Expectations were clearly explained by supervisors to subordinates when assigning tasks. Activities and functions were organised and managers allocated responsibility commensurate to authority when delegating tasks to subordinates. Personnel expenditure at Dr Yusuf Dadoo Public Hospital did not impede service delivery. The hospital needed strong leadership to survive and overcome challenges that managers faced. The leadership function at Dr Yusuf Dadoo Public Hospital related to the way management defined what the future of the hospital would look like, to align people with the vision and inspire them to make things happen. Not enough was done by the management of the hospital in this area. The management of Dr Yusuf Dadoo Public Hospital should do everything it could to train and develop managers and those employees who show potential in this area. The five public management functions, namely, policy-making, planning, organising, leading and controlling are executed in a complex and dynamic environment. It is necessary to assess, regularly, the management practices of public hospitals, focusing on the five public management functions. It is also necessary for public managers of Dr Yusuf Dadoo Public Hospital to ensure that the public management functions are carried out, to realise the set goals of the hospital. / AFRIKAANSE OPSOMMING: Die doel van die studie was om die bestuurspraktyke van Dr. Yusuf Dadoo Openbare Hospitaal krities te assesseer in terme van die vyf openbare bestuursfunksies, naamlik beleidmaking, beplanning, organisering, leiding en beheer. Uit die studie is dit duidelik dat bestuurders van openbare hospitale in ’n komplekse en dinamiese omgewing werk. Dit is die gevolg van die druk wat ervaar word vanweë verwagtinge van die publiek ten opsigte van die gehalte van dienslewering in die hospitale. Die primêre funksie van openbare bestuurders is om te verseker dat doeltreffende en effektiewe dienste aan die publiek gelewer word. Derhalwe is alle openbare bestuurders onderworpe aan voldoening aan die unieke riglyne van die betrokke wetgewende raamwerk. In die studie is die vyf openbare bestuursfunksies verduidelik in terme van die breë teoretiese raamwerk vir bestuurspraktyke aan die kant van die openbare sektor. Die navorsingsbenadering was kwalitatief en die diagnostiese evalueringsontwerp is gebruik. Die teikenpopulasie vir die studie het al 48 bestuurders van Dr. Yusuf Dadoo Openbare Hospitaal wat toesighoudende en hoër posisies beklee, ingesluit. Uit die resultate van die ontleding van die vraelys het dit geblyk dat die vyf openbare bestuursfunksies, naamlik beleidmaking, beplanning, organisering, leiding en beheer, bevredigend is – behalwe die leierskapsfunksie wat aandag moet geniet. Openbare bestuurders van hospitale is ’n belangrike skakel tussen die wetgewer en die gemeenskap wat die ontvangers van beleid is en op grondvlak betrokke is by die uitvoering van beleid. Hierdie bestuurders het die voordeel dat hulle die tekortkominge in die bestaande beleid kan identifiseer en onder die aandag van beleidmakers kan bring. Beleide en prosedures by Dr. Yusuf Dadoo Openbare Hospitaal is ontwikkel, vertolk en geïmplementeer. Wanneer dissiplinêre stappe teen werknemers gedoen is, is toepaslike beleide gevolg soos voorgeskryf in die Wet op Arbeidsverhoudinge, no. 66 van 1995. Beleide wat persoonlike ontwikkeling deur opleiding en ontwikkeling ondersteun, is nie bevredigend geïmplementeer nie. Die bestaande bygewerkte beleidshandleidings is nie toereikend vir al die werknemers van Dr. Yusuf Dadoo Openbare Hospitaal beskikbaar nie. Die funksie van beplanning by die hospitaal verwys na die beplanningsprosesse en meganismes wat ontwerp is om die beplanningswerk te vergemaklik. Die doel van beplanning as bestuursfunksie is om riglyne aan die bestuurders van Dr. Yusuf Dadoo Openbare Hospitaal te verskaf oor wat hulle in die toekoms sal doen. Die bestuur van Dr. Yusuf Dadoo Openbare Hospitaal het seker gemaak dat werknemers die visie en missie van die hospitaal verstaan. Hierdie werknemers was betrokke by die ontwikkeling van die bedryfsplan van die hospitaal. Die bestuur van Dr. Yusuf Dadoo Openbare Hospitaal het ook seker gemaak dat bedryfsplanne van die werknemers die oorkoepelende doelwitte van die hospitaal ondersteun. Werwing, keuring en aanstelling word deur die menslikehulpbron-departement gedoen, asook die oriëntering van nuwe werknemers. Die organisasiestruktuur gee aan werknemers ’n duidelike idee van hul verantwoordelikhede, hul gesag en die persoon aan wie hulle moet rapporteer. Die funksionele struktuur van Dr. Yusuf Dadoo Openbare Hospitaal groepeer soortgelyke of verwante beroepsklasse saam. Verwagtinge word duidelik deur toesighouers aan ondergeskiktes verduidelik wanneer take toegewys word. Aktiwiteite en funksies is georganiseerd en bestuurders wys verantwoordelikheid in ooreenstemming met gesag toe wanneer take aan ondergeskiktes gedelegeer word. Personeeluitgawes by Dr. Yusuf Dadoo Openbare Hospitaal belemmer nie dienslewering nie. Die hospitaal het sterk leierskap nodig om uitdagings waarmee bestuurders te doen het, te oorleef en te oorkom. Die leierskapsfunksie by Dr. Yusuf Dadoo Openbare Hospitaal hou verband met die manier waarop die bestuur die toekoms van die hospitaal gedefinieer het, die belyning van mense met die visie en die inspirasie van mense om dinge te laat gebeur. Nie genoeg is deur die bestuur van die hospitaal op hierdie gebied gedoen nie. Die bestuur van Dr. Yusuf Dadoo Openbare Hospitaal moet alles moontlik doen om bestuurders en daardie werknemers wat potensiaal op hierdie gebied toon, op te lei en te ontwikkel. Die vyf openbare bestuursfunksies, naamlik beleidmaking, beplanning, organisering, leiding en beheer, word uitgevoer in ’n komplekse en dinamiese omgewing. Dit is noodsaaklik om die bestuurspraktyke van openbare hospitale gereeld te assesseer deur op die vyf openbare bestuursfunksies te fokus. Dit is ook noodsaaklik dat openbare bestuurders van Dr. Yusuf Dadoo Openbare Hospitaal verseker dat die openbare bestuursfunksies uitgevoer word om die gestelde doelwitte van die hospitaal te verwesenlik.

Thesis (MPhil (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The thesis examines whether a residential solar power system (comprising a solar photovoltaic [PV] system and a solar water heater [SWH]), a demand-side option, has a lower life-cycle cost than a coal-fired power plant, a supply-side option, or vice versa. It also investigates whether a million residential solar power systems could potentially replace a 4 800 MW coal-fired power plant in South Africa. The study also explores, should a million solar power systems be installed on residential units, what the total energy output, the equivalent in coal-fired generation capacity, and the comparative costs of the two power systems would be. The common belief is that solar PV technology is unviable for electricity production because it is too expensive compared to coal-based electricity. Statements such as these are made because the initial capital costs (procurement costs) are often used as the primary (and sometimes only) criterion for project, equipment or system selection based on a simple payback period. Due to life-cycle stages, often the real costs of the project or equipment are not reflected by the upfront capital costs. In this thesis, a methodology is developed to investigate the life-cycle cost effectiveness of a residential solar power system (comprising a 5 kW PV roof tile system and a 300 litre SWH) and a 4 800 MW coal-fired plant in order to choose the most cost effective alternative in terms of the project‟s functional unit (kWh). A 5 kW solar PV roof tile system and a 300 litre SWH system have been installed at Lynedoch Eco-village. The operational results from this experiment was used as a basis for developing a model for a million residential rooftops that will have a 5 kW PV roof tile system plus a 300 litre SWH system. The focus of the million rooftops model is operating costs over the lifetime of the solar power system, on the assumption that the capital costs will be financed from coal-fired generation capacity that will no longer be needed. The results of the study indicate that a residential solar power system is most cost effective over a 40-year life-cycle period in terms of the project‟s functional unit (kWh). The thesis also finds that a million residential solar power systems (comprising a 5 kW PV system and a 300 litre SWH) could potentially replace 40% of a 4 800 MW coal-fired generation capacity. In total, 2.3 million residential solar power systems are needed to replace a 4 800 MW coal-fired generation capacity. Emissions of 37 million tonnes of CO2 equivalent per year could be avoided if 2.3 million residential solar power systems were to be installed. However, the investment needed to install Lynedoch solar power systems (comprising a 5 kW PV roof tile system and a 300 litre SWH) on 2.3 million residential rooftops is fifteen times more than the investment needed to build a 4 800 MW coal-fired power plant. The investment needed to install 2.3 million Lomold residential solar power systems (comprising a 5 kW Lomold PV roof tile system and a 300 litre SWH) is six and half times more than the investment needed for a 4 800 MW coal-fired power plant. It was established during the study that if Lynedoch residential solar power systems were to be installed on the roofs of a million South African households, 152 308 jobs would be created in the manufacturing and installation supply chain. For the 2.3 million Lynedoch residential solar power systems needed to replace an entire 4 800 MW of coal-fired generation capacity, 340 690 jobs would be created in the manufacturing and installation supply chain. Installation of a million Lomold residential solar power systems would create 63 929 jobs in the supply chain. Installation of 2.3 million Lomold residential solar power systems would essentially create 147 298 jobs. / AFRIKAANSE OPSOMMING: Die tesis stel ondersoek in na die vraag of ʼn residensiële sonkragstelsel (bestaande uit ʼn fotovoltaïese (FV) stelsel en ʼn sonwaterverhitter [SWV]), ʼn vraagkant-opsie, ʼn laer lewensikluskoste as ʼn steenkoolkragsentrale, ʼn aanbodkant-opsie, het of omgekeerd. Daar word ook ondersoek of ʼn miljoen residensiële sonkragstelsels potensieel ʼn 4 800 MW-steenkoolkragsentrale in Suid-Afrika kan vervang. Verder word daar ondersoek, indien ʼn miljoen sonkragstelsels op residensiële eenhede aangebring word, wat die totale energie-uitset, die gelykstaande uitset van steenkool-opwekkingskapasiteit en die vergelykende koste van die twee kragstelsels sal wees. Die algemene oortuiging is dat sonkrag- FV tegnologie ongeskik is vir elektrisiteitsopwekking omdat dit te duur is in vergelyking met steenkoolgebaseerde elektrisiteit. Sodanige stellings word gemaak omdat die aanvanklike kapitaalkoste (aankoopkoste), gegrond op ʼn eenvoudige terugbetalingstydperk, dikwels as die primêre (en soms selfs die enigste) maatstaf tydens die keuse van ʼn projek, toerusting of stelsel dien. Die werklike kostes van ʼn projek of toerusting word egter dikwels nie in kapitaalkostes weerspieël nie, omdat hierdie maatstaf nie totale lewensikluskoste in ag neem nie. In hierdie tesis word ʼn metodologie ontwikkel om die lewensiklus-kostedoeltreffendheid van ʼn residensiële stelsel (bestaande uit ʼn 5 kW FV-dakteëlstelsel en ʼn 300 liter-SWV) en ʼn 4 800 MW-steenkoolkragsentrale te bereken sodat die kostedoeltreffendste opsie in terme van die projek se funksionele eenheid (kWh) gekies kan word. ʼn Residensiële sonkragstelsel bestaande uit ʼn 5 kW FV-dakteëlstelsel en ʼn 300 liter-SWV is in Lynedoch Eco-village geïnstalleer. Die operasionele resultate van die eksperiment is gebruik as grondslag vir die ontwikkeling van ʼn model vir die installering van ʼn 5 kW sonkrag-FV-dakteëlstelsel en ʼn 300 liter-SWV op ʼn miljoen residensiële dakke. Die fokus van die hierdie model is die operasionele koste oor die leeftyd van die sonkragstelsel, gegrond op die aanname dat die kapitaalkoste gefinansier sal word deur fondse wat nie meer vir die oprig van steenkoolkragsentrales benodig word nie. Die tesis se bevindinge dui daarop dat ʼn residensiële sonkragstelsel die kostedoeltreffendste is oor ʼn lewensiklustydperk van 40 jaar in terme van die projek se funksionele eenheid (kWh). Daar is ook gevind dat ʼn miljoen residensiële sonkragstelsels (bestaande uit ʼn 5 kW FV-dakteëlstelsel en ʼn 300 liter-SWV) potensieel 40% van ʼn 4 800 MW-steenkoolkragsentrale se kapasiteit kan vervang. Altesaam 2.3 miljoen residensiële sonkragstelsels is nodig om die kapasitiet van ʼn 4 800 MW-steenkoolkragsentrale ten volle te vervang. Gasvrystelling van 37 miljoen ton CO2-ekwivalent per jaar kan vermy word as 2.3 miljoen residensiële sonkragstelsels geïnstalleer word. Die belegging wat benodig word om Lynedoch-sonkragstelsels (bestaande uit ʼn 5 kW FV-dakteëlstelsel en ʼn 300 liter-SWV) op 2.3 miljoen residensiële dakke te installeer, is egter vyftien keer groter as die belegging wat benodig word om ʼn 4 800 MW-steenkoolkragsentrale te bou. Die belegging wat benodig word om Lomold- residensiële sonkragstelsels (bestaande uit ʼn 5 kW Lomold-FV-dakteëlstelsel en ʼn 300 liter-SWV) te installeer, is ses en ʼn half keer groter as die belegging wat nodig is om ʼn 4 800 MW-steenkoolkragsentrale op te rig. Die studie het bepaal dat as Lynedoch- residensiële sonkragstelsels op die dakke van ʼn miljoen Suid-Afrikaanse huishoudings geïnstalleer word, 152 308 werksgeleenthede in die vervaardigings- en installeringsaanbodketting geskep sal word. Met die 2.3 miljoen Lynedoch- residensiële sonkragstelsels wat benodig word om ʼn 4 800 MW-steenkoolkragsentrale te vervang, sal 340 690 werksgeleenthede in die vervaardigings- en installeringsaanbodketting geskep word. Die installering van ʼn miljoen Lomold- residensiële sonkragstelsels sal 63 929 werksgeleenthede in die voorsieningsketting skep, terwyl die installering van 2.3 miljoen Lomold- residensiële sonkragstelsels 147 298 werksgeleenthede sal skep. / Centre for Renewable and Sustainable Energy Studies