There has been a debate regarding the extent of graduate unemployment in South Africa and how it has affected the youth. The main focus of this study was therefore to identify the determinants of employment status among graduates, particularly the length of unemployment endured by young graduates in South Africa. The focus on graduates was necessary, given the understanding that once one has a university degree, the opportunities to get a job are assumed to be high. It was also on the premise of the substantial resources that are invested in higher education with the hope of a higher return. The objectives of the study were categorised into theoretical and empirical. The theoretical objectives were: to define unemployment and graduate unemployment, review literature on various types of unemployment, conduct a review on the problem of youth unemployment from a global, regional and South African perspective, review the trend of graduate unemployment in South Africa, and evaluate the factors that affect graduate unemployment. The empirical objectives were: to determine the average time it takes a graduate to find employment measured in months, assess if the employed graduates are employed in their fields of study, determine if degree choice plays a significant role in the employment prospects of graduates and to establish the personal and social economic factors that determine the employment status of graduates in South Africa. In achieving these objectives, a quantitative research method was adopted. The study used 233 questionnaires collected via an online survey that was circulated to the alumni database of the university in question. The study employed descriptive, cross tabulation and a regression analysis to achieve the set empirical objectives. The study had a well-balanced gender distribution with females making up 58% of the sample and males 42%. The average time it took graduates in the sample to find employment after graduation was seven months. Further analysis revealed that out of the graduates that were employed, more than 70% were employed in their fields of study with about 27% in jobs that they did not study for. Additional analysis to determine the state of the graduate’s current job showed that many of them were in jobs below their desired field, suggesting a problem of under-employment. The results from the regression analysis indicated that age, race, field of study, major module and job searching skills were significant predictors of unemployment length. Religion, gender, and marital status were not significant in this regard. The study indicated that 11.2% of the surveyed graduates were unemployed and the majority were between the age of 21 and 24, implying that young graduates are more likely to be unemployed than their older counterparts. Many of those who were unemployed had qualifications in Humanities with majors in the arts subjects. The average job waiting period was also found to be the highest for graduates with these arts majors. An analysis was also done on the perceptions about graduate unemployment. The results showed that surveyed graduates perceived the lack of job market information, lack of job experience and not having political connections as some of the factors that influence graduate unemployment. In contrast, age, race, self-confidence and higher education institution attended were perceived as factors not having any influence on unemployment among graduates. The study therefore concluded that the most important factors affecting graduate unemployment are qualifications and majors held by graduates, which seem not to be aligned with labour market requirements. This provides an opportunity for higher education institutions to collaborate with the government and private sector to bridge the gap that exists in academia and the world of work. Further analysis can be done on a broader scale by increasing the sample size and doing the same study at several universities in Gauteng.

There has been a debate regarding the extent of graduate unemployment in South Africa and how it has affected the youth. The main focus of this study was therefore to identify the determinants of employment status among graduates, particularly the length of unemployment endured by young graduates in South Africa. The focus on graduates was necessary, given the understanding that once one has a university degree, the opportunities to get a job are assumed to be high. It was also on the premise of the substantial resources that are invested in higher education with the hope of a higher return. The objectives of the study were categorised into theoretical and empirical. The theoretical objectives were: to define unemployment and graduate unemployment, review literature on various types of unemployment, conduct a review on the problem of youth unemployment from a global, regional and South African perspective, review the trend of graduate unemployment in South Africa, and evaluate the factors that affect graduate unemployment. The empirical objectives were: to determine the average time it takes a graduate to find employment measured in months, assess if the employed graduates are employed in their fields of study, determine if degree choice plays a significant role in the employment prospects of graduates and to establish the personal and social economic factors that determine the employment status of graduates in South Africa. In achieving these objectives, a quantitative research method was adopted. The study used 233 questionnaires collected via an online survey that was circulated to the alumni database of the university in question. The study employed descriptive, cross tabulation and a regression analysis to achieve the set empirical objectives. The study had a well-balanced gender distribution with females making up 58% of the sample and males 42%. The average time it took graduates in the sample to find employment after graduation was seven months. Further analysis revealed that out of the graduates that were employed, more than 70% were employed in their fields of study with about 27% in jobs that they did not study for. Additional analysis to determine the state of the graduate’s current job showed that many of them were in jobs below their desired field, suggesting a problem of under-employment. The results from the regression analysis indicated that age, race, field of study, major module and job searching skills were significant predictors of unemployment length. Religion, gender, and marital status were not significant in this regard. The study indicated that 11.2% of the surveyed graduates were unemployed and the majority were between the age of 21 and 24, implying that young graduates are more likely to be unemployed than their older counterparts. Many of those who were unemployed had qualifications in Humanities with majors in the arts subjects. The average job waiting period was also found to be the highest for graduates with these arts majors. An analysis was also done on the perceptions about graduate unemployment. The results showed that surveyed graduates perceived the lack of job market information, lack of job experience and not having political connections as some of the factors that influence graduate unemployment. In contrast, age, race, self-confidence and higher education institution attended were perceived as factors not having any influence on unemployment among graduates. The study therefore concluded that the most important factors affecting graduate unemployment are qualifications and majors held by graduates, which seem not to be aligned with labour market requirements. This provides an opportunity for higher education institutions to collaborate with the government and private sector to bridge the gap that exists in academia and the world of work. Further analysis can be done on a broader scale by increasing the sample size and doing the same study at several universities in Gauteng.

Thesis (MA)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: THE COMPETENCY PROFILE OF A TRAUMA DEBRIEFER IN THE SOUTH AFRICAN POLICE SERVICE: Trauma debriefing interventions are done in the South African Police Service to prevent the onset of Post Traumatic Stress Disorder. The existing trauma debriefing team rendering this service consists of psychologists, social workers and chaplains. There is currently no selection model or procedure available to select successful trauma debriefers and evidently not all professionals can automatically function effectively in a trauma work environment. The need has thus arisen to develop a competency profile of a successful trauma debriefer from which a selection battery can be develop. Before a profile can be compiled, a job analysis has to be done to discover the competencies of a trauma debriefer. For the purpose of this study the functional job analysis method was used and it can be described as: "Who performs what action for wat reason with which tools, equipment or job aids following what instructions." The information gathered from questionnaires to debriefers, questionnaires to victims of trauma, the critical incident method and a focus group were used to compile a job description for a trauma debriefer. Information was also obtained regarding the competency potential of a successful trauma debriefer specifically concerning knowledge (capacity) and personality traits (dispositions). Ten different trauma debriefer competencies were identified and discussed in conjunction with the mentioned competency potential. The given profile can now form the basis for the development of a selection battery for a successful trauma debriefer. / AFRIKAANSE OPSOMMING: Trauma-ontlonting in die Suid-Afrikaanse Polisie diens word gedoen om Posttraumatiese Stresversteuring sover moontlik te voorkom. Trauma-ontlonters, wat uit sielkundiges, maatskaplike werkers en kapelane bestaan, word gebruik om die diens te lewer. Daar bestaan egter geen keuringsmodel vir die keuring van die traumaontlonters nie. Die literatuur en die praktyk het dit bewys dat nie alle professionele persone noodwendig effektiewe traumawerkers is nie. Die nodigheid het dus ontstaan om 'n bevoegdheidsprofiel van 'n suksesvolle ontlonter saam te stel en daaruit 'n keuringsbattery te ontwikkel. Alvorens 'n profiel saamgestel kan word, moet 'n posontleding gedoen word om inligting oor die bevoegdhede van die trauma-ontlonter te bekom. Vir die doeleindes van hierdie studie is die funksionele posontledingsmetode gebruik wat beskryf kan word as: "Who perform what action for what reason with what tools, equipment or job aid following what instruction." Om die inligting te bekom is van vraelyste aan ontlonters, vraelyste aan getraumatiseerde lede, kritieke insident metode en 'n fokusgroep gebruik gemaak. Hieruit is die trauma-ontlonter se posbeskrywing opgestel. Verder is inligting bekom oor bevoegdheidspotensiaal van 'n suksesvolle traumaontlonter. Dit behels kennis (kapasiteite) en persoonseienskappe (disposisies). Dit is ook uit die literatuur en vanaf onderwerpkundiges bekom. Tien ontlontersbevoegdhede is geïdentifiseer wat omskryf is en waarby die bevoegdheidspotensiaal ingeweef is. Vanuit hierdie profiel kan 'n keuringsbattery ontwikkel word.

M. Tech. Business Administration / Failure to use appropriate procurement and management policies and guidelines for the routine maintenance of buildings cost the South African National Biodiversity Institute (SANBI) more than necessary, and the practice has resulted in lack of efficiency. The cost of maintenance is an integral part of the business process, and needs to be assessed, monitored and evaluated based on empirical evidence and due process. The study aimed to analyse factors that affect the cost of building maintenance at SANBI, and find out ways and means in which the cost of maintenance could be reduced without compromising the quality of workmanship. It is against this background that the purpose of this study was to identify factors that affect the cost of maintenance of buildings at the South African National Biodiversity Institute (SANBI) in Pretoria and investigate how the factors influence maintenance cost.

M. Tech. Policing / One of the greatest challenges facing the South African Police Service (SAPS) as well as other law enforcement agencies elsewhere is how to maintain the enthusiasm officers shared before graduating from the academy whilst on the job. Critical areas of police service policy and procedure is not only affecting officer's morale, but also having a severely detrimental effect on the public's confidence in the police as a whole. Officers within the SAPS Public Order Policing Unit in Tshwane Metropolitan area exhibit low morale, a loss of interest in their work, and are not fully engaged in the workplace or their duties. The general appearance of members and job dissatisfaction are also common signs in a workplace where members have low morale. Employees assigned or deployed within the Unit often fail to participate or pull their weight in the spirit of collaboration with their colleagues. Discipline issues, such as insubordination and poor attendance, are also signs of low morale. The fundamental purpose of this study is to determine the main causes of low morale within the SAPS Public Order Policing Unit in Tshwane Metropolitan area.

M. Tech. Human Resources Management / The objectives of this research are to determine employees perceptions about performance management system contracting, to determine the performance management system evaluation within South African Post Office. It also looks at the perceptions of South African Post Office employees about the outcomes of the performance management system.

Thesis (MPA)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: This research study explores the impact of organisational culture with specific reference to the South African Police Service (SAPS) culture on service delivery. The two interrelated concepts "organisational culture and service delivery are discussed broadly in terms of their challenges for the contemporary policing function which put emphasis on the provision of police service and accounatbility to the broader community. The premise of the study is based on literature research evidence that organisational culture is an important factor to influence employee behaviour towards organisational effectiveness and also determine how they respond to its external environment. At the same time a strong organisational culture can be rigid and become a hindrance to change. Service delivery is a critical challenge to the government's ongoing efforts to ensure that its delivery process is efficient and responsive, particularly to the needs of the previously disadvantaged communities. In recent years, this challenge reinforced the government to embark on broad transformation mechanisms in order to position public institutions in an environment where service delivery meets the public needs and expectations. Some of these mechanisms include the promulgation of legislation, regulations and a series of policy frameworks notably, The White Paper on Reconstruction and Development (ROP), 1994, The White Paper on the Transformation of the Public Service of 1995, Public Service Regulation of 1999 etc. However, the provision of efficient service delivery in public institutions is usually constrained by various factors such as lack of capacity and shortage of competency skills, financial and technological resources as opposed to the private sector which normally have these resources in abundance. Since lack of sufficient financial resources will always be a challenge for public service delivery enhancement, this study suggests that public institutions can incorporate some private sector strategies in order to be innovative and improve efficiency. Apart from a lack of the above mentioned resources as contributing factor to inefficient service delivery, available theory on organisational culture state that it is an all encompassing factor that influences employee behaviour in public institutions. Chapter 3 provides a theoretical framework on the concept of organisational culture, its formation, and its sources, how it is sustained in the organisation. Various models and examples of organisational culture as found in small and big organisations such as those associated with government agencies are analysed and distinguish in terms of why the size of the organisation can determine its prevailing culture. Small organisations with flat structures are considered to be flexible, autonomous, innovative and responsive to customer needs. On the other hand the traditional bureaucratic organisations such as government agencies like police organisations tend to be characterised by highly formal hierarchical structure with too many layers, operational rules and regulations which are intended to enforce control measures. However, type of structures are criticised for rigid systems, autocratic, and slow. Models for changing organisational culture in order to increase its effectiveness are suggested. After a theoretical discussion on both the concepts organisational culture and service delivery, the SAPS was used as a case study to establish the applicability and the extent to which organisational culture impact on service delivery. The first stage consist of analytical perspective of the SAPS historical military culture since its inception in 1913 and giving critical accounts of its operational phases that it had undergone until the new dispensation. Since the early 1990s until after April 1994 elections, marked a new era in the SAPS which embarked on broad transformation initiatives in order to change policing function from that of a narrow law and order maintenance to a fully integrated community policing which makes police officers to be accountable to the broader community by rendering police service and problem solving within a human rights culture. However, police culture has been widely criticised as a source of resistance to change and reform, and is often misunderstood. The prevailing police culture which was inherited from the previous paramilitary legacy such as the autocratic leadership style, traditional bureaucratic structure, corruption, secrecy, mistrust are some of the dominant indicators which are identifiable and commonalities among the different police agencies. These dominant features cause any resistance to any change initiative and are perceived with negative image. After contextualising the description of the SAPS, the study describes the methods and procedures used to conduct an empirical research project in the form of a pilot study conducted in two police stations in Cape Town. Data collection methods include the following: 1) literature review, 2) open-ended one-an-one interviews with the station commissioners from the selected stations, 3) distributing survey questionnaires which consist of close ended questionnaires to junior officers at police stations to determine their attitudes towards the organisations they work in, and 4) by means of observation. Theoretical evidence proves that police culture which is characterised by paramilitary, bureaucracy, rigid systems and procedures, inflexible structure still prevail in the SAPS and contributes significantly to lack of coordination, slow response and results inefficient service delivery. It is concluded that police stations are the primary centres where the public gets first hand experience when reporting their cases or need the help of police officers to solve problems in the community. In order to provide efficient police service, units which provide interrelated functions need to be fully integrated under one unit commander in order to improve coordination and prompt response. Policing crime is still the primary function of the police and police officers need to be fully equipped with competency skills and other capacity building programs that are consistent with the contemporary policing function. / AFRIKAANSE OPSOMMING: Hierdie navorsingstudie stelondersoek in na die impak van organisasiekultuur met spesifieke verwysing na die Suid-Afrikaanse Polisiediens (SAPD) se kultuur op dienslewering. Die twee verwante konsepte "organisasiekultuur"en "dienslewering"word breedvoerig bespreek teen die agtergrond van die agtergrond van die uitdagings wat dit stel vir die hedendaagse polisieringsfunsie wat dit beklemtoon dat die polisie 'n diens moet lewer en aanspeeklik moet wees teenoor die breer gemeenskap. Die studie se aanname is gebasseer op literatuurnavorsing wat toon dat organisasiekultuur 'n faktor is wat werknemersgedrag beinvloed ten opsigte van organisasie-effektiwiteit asook hoe werknemers reageer teenoor die eksterne omgewing. 'n Sterk organisasiekultuur word beskou as 'n bindende faktor tussen werkers en die organisasie en dit skep kosekwentheid en rigting. 'n Sterk organisisasiekultuur kan terselfdetyd rigied wees en 'n struikelblok word in die weg van voorgestelde verandering aangesien verandering beskou kan word as inmenging in die normale gang van die organisasie. Hierteenoor het 'n meer buigsame kultuur die voordeel van aanpasbaarheid ten opsigte van verandering. Dienslewering is 'n volgehoue uitdaging vir die regering se se volgehoue pogings om te verseker dat sy leweringsproses effektief is en die behoeftes van spesifiek die voorheen benadeelde groepe aanspreek. Hierdie uitdaging het die regering genoop om transformasie-meganismes daar te stel ten einde openbare instellings in staat te stelom leweringsagente te word wat die behoeftes en uitkomste-verwagtinge van almal aanspreek. Van die meganismes sluit in die promulgering van wetgewing en beleid soos die Heropbou-en Ontwikkelingsprogram (HOP) Witskrif, 1994, die Transformasie van Openbare Dienste Witskrif, 1995, die Openbare Diens Reguleringswet van 1999 ensomeer. Die lewering van effektiewe dienste word gewoonlik beperk deur deur veskeie faktore soos 'n gebrek aan kapasiteit en vaardighede, asook finasiele en tegnologiese hulpbronne wat normaalweg tot die beskiking van die private sektor is. Gegewe dat 'n tekort aan finansiele hulpbronne altyd 'n uitdaging vir effektiewe openbare sektor dienslewering sal wees, stel hierdie studie voor dat openbare instellings sekere privaatsektor strategiee kan inkorporeer ten einde innovasie en effektiwiteit te verbeter. Behalwe bogenoemde beperkende faktore, stel beskikbare organisasiekultuur-teorie dit dat dit ook organisasiekultuur is wat openbare sektor amptenare se gedrag is wat die kwaliteit en vlak van dienslewering beinvloed. Hoofstuk drie bied 'n teoretiese raamwerk vir die konsep organisasiekultuur ten opsigte van hoe dit geskep en in stand gehou word binne organisasies. Verskeie modelle en voorbeelde van organisasiekultuur binne klein sowel as groor organissaies word ontleed en daar word gekyk na hoe die grootte van 'n organisasie organisasiekultuur beinvloed. Klein organisasies met 'n plat struktuur word beskou as buigsaam, outonoom, innoverend en daartoe in staat om die vebruiker se behoeftes aan te spreek. Daarteenoor word tradisionele burokratiese organisasies soos polisie-organisasies gekenmerk deur formele strukture met te veel vlakke, operasionele reels en regulasies ten einde volle beheer te he oor prosedures. Die rigiede stelsels, outokrasie, en stadiege leweringsproses van sulke strukture word dikwels gekritiseer. Modelle om organisasiekultuur te verander ten einde effektiwiteit te verbeter word voorgestel. Die teoretiese bespeking van die konsepte organisasiekultuur en dienslewering word gevolg deur 'n gevallestudie van die SAPD ten einde te bepaal die mate waartoe organisasiekultuur impakteer op dienslewering. Die eerste fase behels 'n analitiese perspektief van die SAPD se historiese militere kultuur sedert 1913 asook' n kritiese blik op operasionele fases waardeur die SAPD gegaan het tot en met die nuwe dispensasie. Die vroee 1990s tot net na die April 1994 verkiesing verteenwoordig' n nuwe era in die SAPD ten opsigte van transformasie inisiatiewe wat daarop gerig was om die polisieringsfunksie te verander van 'n agent wat eng gefokus was op die handhawing van wet en orde na 'n geintegreerde polisiediens wat aanspeeklik is teenoor die bree gemeenskap. Dit behels die lewering van 'n polisiediens sowel as probleem-oplossing binne die konteks van 'n menseregte-kultuur. Polisiekultuur word, as gevolg van misverstande, dikwels beskou as 'n bron weerstand teen verandering. Die heersende organisasiekultuur - wat 'n nalatenskap is van die vorige paramilitere styl byvoorbeeld outokratiese leierskapstyl, tradisionele burokratiese strukture, korrupsie, geheimhouding, wantroue - is van die dominante indikatore wat gemeenskaplike eienskappe is van die verskeie polisie-agentskappe. Hierdie dominante kenmerke veroorsaak weerstand teen enige veranderingsinisiatief en word as negatief beskou. Die beskrywing van die SAPD word gevolg deur' n uiteensetting van metodes en prosedures wat gebruik was tydens die empiriese navorsing wat gedoen was by twee polisiestasies in Kaapstad. Data insamelingsmetodes sluit in: 1) lieratuurnavorsing, 2) ope een-tot-een onderhoude met die stasiekomisarisse van die twee stasies, 3) die verspreiding van geslote vraelyste aan junior offisiere by polisiestasies ten einde hul houding te bepaal teenoor die organisaies waar hulle werk, en 4) observasies. Teoretiese bewyse toon dat die polisiekultuur wat normaalweg gekenmerk word deur paramilitere, buroktariese, rigiede stelsels en prosedures steeds bestaan binne die SAPD en dat dit bydra tot swak koordinasie, swak response en oneffektiewe dienslewering. Ten slotte word gemeld dat polisiedienssentra plekke is waar die publiek eerstehands kennis maak met dienslewering. Ten einde 'n effektiewe diens te lewer, behoort eenhede wat verwante diense lewer geintegreer te word onder die bevel van een bevelvoerder. Misdaadvoorkoming is steeds die primere funksie van die SAPD en beamptes moet toegerus word met die nodige bevoegdhede, vaardighede asook kapasiteitsbouprogramme wat in lyn is met die kontemporere polisieringsfunksie.

Thesis (MBA)--University of Stellenbosch, 2011. / The global business environment has evolved since 1990. This change has brought companies new realities in the form of new business opportunities for growth and, at the same time has exposed them to new competitors. This has caused companies to invest many resources in devising new effective strategies to take advantage of the new opportunities, whilst protecting their market positions, which are crucial to their continued economic existence. Effective implementation of strategy has become the goal of many organisations. However, in translating their grand plans into action, unacceptably high rates of failure have been reported among many companies. In most organisations, this responsibility has been left to lower levels of management. The purpose of this research was to establish what factors affected the implementation of strategy and more specifically, what role lower levels of management play in the implementation process. A qualitative study was undertaken where in-depth interviews were held with a senior executive and middle managers of a global company. Eight propositions were posited after a detailed review of literature on strategy implementation and middle managers. These were tested in relation to the results of the research and conclusions were then drawn. The data was analysed using content analysis and frequency tables. The research findings showed that middle managers play a critical role in facilitating the effective implementation of strategy. It also showed that the execution process is fraught with numerous challenges, some of which are lack of sufficient budgets, high staff turnover affecting continuity and the destructive nature of internal competition.

Thesis (MBA (Business Management))-- University of Stellenbosch, 2009. / ENGLISH ABSTRACT: The South African health care industry is fragmented between the private and public sector. The disparity of resources between the private and public sectors as well as the escalating cost of health care services is threatening the sustainability of the private health sector and interferes with the national health policy objectives. Optometry shares the same concerns as the wider South African health industry with regards to accessibility, affordability, quality and equity of services. Deregulation of optometry has been suggested to address these concerns to the benefit of the consumer. But it seems to contradict the proposed higher regulatory environment of the greater private health sector. The objective of the research is to assess whether deregulation is the best way forward for the optometry industry. It also intends to get a more diverse perspective from service providers on the possible effects that deregulation might have on the industry. The study is conducted in three phases. The first two phases involves secondary data and includes an industry analysis and an assessment of the current regulatory framework of the optometry industry. The international deregulation trends in optometry are investigated as well as the deregulation trends of similar industries in South Africa. The third phase of the research includes an online questionnaire and approximately 2000 service providers were invited to participate. The 229 responses was analysed to assess the overall perception of deregulation. The skewed distribution of optometrists between the private and public sectors illustrates the need for more accessible and affordable eye care. Service providers are reluctant to get involved in community service and are not optimistic about the positive effect of deregulation. Professionalism and profitability are feared to be negatively influenced while trends in deregulation suggest that it is beneficial to consumers at least in the short term. Alternative options to deregulation should be investigated. But until the optometry industry increases their contribution to address industry issues, deregulation is the best alternative to improve accessibility, affordability, quality and equity of eye care services. AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse gesondheidsorg industrie is gefragmenteer tussen die private en publieke sektor. Die verskil in verspreiding van hulpbronne tussen die private en publieke sektore sowel as die stygende koste van gesondheidsorgdienste dreig die volhoubaarheid van die private sektor en belemmer die doelwitte van die nasionale gesondheidsbeleid. Oogkunde deel dieselfde bekommernisse as die groter Suid-Afrikaanse gesondheidsorg industrie in terme van toeganglikheid, bekostigbaarheid, kwaliteit en gelykheid van dienste. Deregulasie van oogkunde is voorgestel om die kwessies aan te spreek tot voordeel van die verbruiker. Maar dit lyk teenstrydig te wees met die voorgestelde strenger regulasie van die groter private gesondheid sektor. Die doel van die navorsing is om te bepaal of deregulasie die beste weg vorentoe is vir die oogkunde industrie. Dit beoog ook om ‘n meer diverse perspektief van diensverskaffers te verkry rakende die moontlike effek wat deregulasie op die industrie mag hê. Die studie word gedoen in drie fases. Die eerste twee fases behels sekondêre data en sluit ‘n industrie analise en ‘n assessering van die huidige regulatoriese raamwerk van die industrie in. Die internasionale deregulasie neigings in oogkunde word ondersoek sowel as die deregulasie neiging van soortgelyke industrieë in Suid-Afrika. Die derde fase van die navorsing behels ‘n aanlyn vraelys en ongeveer 2000 diensverskaffers is uitgenooi om deel te neem. Die 229 responsies is geanaliseer om die oorsigtelike persepsie van deregulasie te bepaal. Die skewe verspreiding van oogkundiges tussen die private en publieke sektore illustreer die nodigheid van meer toegangklike en bekostigbare oogsorg. Diensverskaffers is huiwerig om betrokke te raak by gemeenskapsdiens en is nie optimisties oor die positiewe effek van deregulasie nie. Daar word gevrees dat professionalisme en winsgewendheid negatief beïnvloed sal word, terwyl neigings in deregulasie wys dat dit tot voordeel van die verbruikers is, ten minste in die korttermyn. Alternatiewe opsies tot deregulasie moet ondersoek word. Maar totdat die oogkunde industrie hulle bydrae verhoog om die kwessies van die industrie aan te spreek, is deregulasie die beste alternatief om toeganglikheid, bekostigbaarheid, kwaliteit en gelykheid van oogsorgdienste te verbeter.

Thesis (PhD)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: The broad objective of this study was to identify single nucleotide polymorphisms (SNP) markers associated with tick resistance in South African Nguni cattle and it was addressed by three specific objectives. The first objective was to assess tick load and prevalence in Nguni cattle in different agro-climatic regions of South Africa using tick count data collected monthly from 586 Nguni cattle reared under natural grazing conditions, over two years. Tick counts were assessed under natural challenge at ARC Roodeplaat and Loskop farms (warm climate), and Mukhuthali Nguni Community and University of Fort Hare farms (cool climate). The second objective was to estimate genetic parameters for tick counts in Nguni cattle. The third objective was to identify SNPs associated with tick resistance in Nguni cattle. Counts for each tick species were conducted on each animal in the herd once a month on different body locations, including the head, ears, neck, back, legs, belly, perineum and tail. Distribution of counts was determined using the PROC FREQ (SAS, 2002 - 2010). The tick counts were then analysed with the PROC GLM procedure using the two fixed effect models. Genetic parameters for log-transformed counts were estimated from univariate animal and sire models and bivariate sire models using the ASREML program. Animals were genotyped using Illumina BovineSNP50K assay. After Quality Control (call rate >90%, minor allele frequency > 0.02), 40 436 SNPs were retained for analysis. Association analysis for tick resistance was carried out using two approaches: genome-wide association (GWA) analysis using the GenABEL package and a Regional Heritability Mapping (RHM) analysis. Six tick species were identified: Amblyomma hebraeum (42%), Rhipicephalus evertsi evertsi (22%), Rhipicephalus (Boophilus) spp. (16%), Rhipicephalus appendiculatus (11%), Hyalomma marginatum (5%) and Rhipicephalus simus (4%). Tick infestation was significantly affected by location, season, year, month of counting and age of the animal. Loskop farm, as the warmest location, had the highest tick counts and also showed the largest variation in tick loads. Higher tick counts were also observed in the hot-dry (September to November) and hot-wet (December to February) seasons compared to the other seasons. Amblyomma hebraeum was the dominant tick species across all four locations. Heritability estimates for tick count varied according to season and trait (body part or tick species) and ranged from 0.01±0.01 to 0.26±0.01. Genetic correlations ranged from -0.79±0.33 to 1.00±0.00 among counts for different body parts and 0.00±0.00 to 0.99±0.00 among tick species. Phenotypic correlations ranged from 0.06±0.01 to 0.72±0.01 among body parts and 0.01±0.02 to 0.44±0.01 for tick species. Whole body count was highly correlated to the perineum and the belly. These two traits appear to be the most suitable surrogates for whole body count. Several genomic regions of interest were identified for different traits by both the GWA and RHM approaches. Three genome-wide significant regions on chromosomes 7, 10 and 19 were identified for total tick count on the head, total A. hebraeum ticks and for total number of A. hebraeum in the perineum region. Suggestive significant regions were identified on chromosomes 1, 3, 6, 7, 8, 10, 11, 12, 14, 15, 17, 19 and 26 for several of the tick traits analysed. The GWA approach identified more genomic regions than did the RHM approach. These findings provide information that would be useful in developing strategies for genetic improvement of tick resistance through selection. The chromosome regions identified as harbouring quantitative trait loci (QTL) underlying variation in tick burden form the basis for further analyses to identify specific candidate genes related to cattle tick resistance and provide the potential for marker-assisted selection in Nguni. / AFRIKAANSE OPSOMMING: Die doel van hierdie studie was om enkel nukleotied polimorfismes (ENPs) merkers te identifiseer wat verwant is aan bosluisweerstand in Suid-Afrikaanse Nguni beeste; dit is aangespreek deur drie doelwitte. Die eerste doelwit was om bosluislading en -voorkoms van bosluise in Nguni beeste in verskillende landbou-klimaatstreke van Suid-Afrika te bepaal deur die gebruik van bosluistelling data wat maandeliks van 586 Nguni beeste, grootgemaak op natuurlike weiding, oor 'n tydperk van twee jaar versamel was. Die tweede doelwit van die studie, was om die genetiese parameters te bepaal vir die bosluistellings in die Nguni beesras. Om hierdie doelwit aan te spreek, is vier verskillende datastelle onderskei in die bosluistelling data wat oor die twee jaar periode versamel was. Genetiese parameters is derhalwe beraam vir die telling van bosluise om sodoende die beste seisoen te identifiseer vir die insameling van bosluistelling data om ten einde strategieë te ontwikkel vir die genetiese seleksie vir vehoogde weerstand teen bosluise. Die derde doelwit was om ENP streke te identifiseer wat verband hou met bosluisweerstand in Nguni beeste. Verskillende bosluisspesies was getel op elke dier in die kudde een keer per maand op verskillende plekke op die liggaam, insluitend die kop, ore, nek, rug, bene, maag, perineum en stert. Bosluistelling data is ontleed met behulp van die SAS program om bosluislading variasie te bepaal. Genetiese parameter skattings vir log getransformeerde bosluistellings data was bereken vanaf twee-veranderlike vaar modelle en een-veranderlike dier- en vaar modelle met behulp van die ASREML program. Om ‘n genomiese wye assosiasie studie (GWAS) uit te voer, is DNS geïsoleer en genotipering gedoen met behulp van die Illumina BovineSNP50K toets. Na kwaliteit kontrole (oproep frekwensie>90%, klein alleelfrekwensie>0.02) is 40.436 ENPs behou vir ontleding. Assosiasie analise vir bosluisweerstand is uitgevoer met behulp twee benaderings, d.i. 'n genoom-wye assosiasie (GWA) analise met behulp van die GenABEL pakket en 'n plaaslike oorerflikheid karterings (POK) analise. Ses bosluisspesies is geïdentifiseer, d.i. Amblyomma hebraeum (42%), Rhipicephalus evertsi evertsi (22%), Rhipicephalus (Boophilus) spp. (16%), Rhipicephalus appendiculatus (11%), Hyalomma marginatum (5%) en Rhipicephalus simus (4%). Bosluis besmetting was beduidend beïnvloed deur die plek, seisoen, jaar, maand tel en ouderdom van die dier. Loskop plaas het die warmste weer ervaar en het die hoogste bosluis tellings en ook die grootste variasie in bosluislading gehad. Hoër bosluistellings is ook waargeneem in die warm droë (September tot November) en warm nat (Desember-Februarie) seisoene in vergelyking met die ander seisoene. Amblyomma hebraeum is geïdentifiseer as die mees dominante bosluisspesies oor al vier lokaliteite. Die voorkeur aanhegtingsarea vir die bosluise was onder die stert, perineum en maag areas op die liggaam. Die oorerflikheid beraming vir bosluistelling, soos beïnvloed deur die seisoen en eienskap (d.i. deel van die liggaam of bosluisspesies), het gewissel van 0.01±0.01 tot 0.26±0.01. Genetiese korrelasies het gewissel van -0.79±0.33 tot 1.04±0.01 vir bosluistellings op verskillende liggaamsdele en tussen 0.00±0.00 en 0.99±0.19 vir bosluisspesies. Fenotipiese korrelasies was laag tot matig en het gewissel van 0.06±0.01 tot 0.72±0.01 vir liggaamsdele en 0.01±0.02 to 0.44±0.01 vir bosluisspesies. Die datastel D wat September-Januarie bosluistellings bevat het die hoogste genetiese variasie aangedui. Heel liggaam bosluistellings was hoogs gekorreleerd met bosluistellings rondom die perineum en maag. Hierdie twee lokaliteite blyk die mees geskikte plaasvervanger vir die heel liggaam bosluistelling te wees. Verskeie genoom gebiede van belang is geïdentifiseer vir die verskillende eienskappe van beide die GWA en RHM benaderings. Drie genoom-wye beduidende streke (op chromosome 7, 10 en 19) is geïdentifiseer vir die totale bosluistelling op die kop, totale A. hebraeum bosluise en vir die totale aantal A. hebraeum in die perineum streek. Aanbevelende beduidende streke is geïdentifiseer op chromosome 1, 3, 6, 7, 8, 10, 11, 12, 14, 15, 17, 19 en 26 vir 'n paar van die bosluis eienskappe wat ontleed was. Die GWA benadering identifiseer meer genoom gebiede as die POK benadering. Hierdie bevindinge bied nuttige inligting vir die ontwikkeling van strategieë vir die genetiese verbetering van bosluisweerstand deur seleksie. Die chromosome streke hier geïdentifiseer is skuiling kwantitatiewe eienskap loki (KEL) vir die onderliggende variasie in bosluislading en vorm die basis vir verdere ontledings vir spesifieke kandidaat gene te identifiseer wat verband hou met die vee bosluisweerstand en bied die potensiaal vir merkerbemiddelde seleksie in Nguni.