In its new democracy, South Africa is busy making endeavours to transform and correct the wrongs and problems of the past. In the process it is vital that obstacles to development such as corruption in the public sector should be uprooted as they inhibit quality service delivery and further damage the name of the public service.<br /> <br /> This study compares anti-corruption strategies in South Africa&rsquo / s Western and Eastern Cape provinces, in particular by looking at both the achievements and limitations that have been experienced. The focus area is the provincial administrations in both provinces. In order to contextualise the evaluation of the anti-corruption strategies pursued by the two provincial administrations, the study also includes an examination of the role of provinces in general in combating corruption.<br /> <br /> The research methods employed include a detailed survey of documentation published by the provincial governments&rsquo / anti-corruption agencies, as well as reports by civil society organizations focusing on corruption in the public sector. The study also draws on semi-structured interviews conducted with key stakeholders in the two provinces.<br /> <br /> The study concludes by summarizing the successes and limitations of the two provincial administrations in dealing with corruption. A number of practical recommendations are provided to strengthen the future design and implementation of anti-corruption strategies.<br /> The empirical research for this research report was carried out in 2003 before the national and provincial elections of 2004.

The Table Mountain group aquifer system has the potential to be an important supply of water. Although the aquifer system is used to some extent, a number of aspects relating to the aquifer system are poorly understood and unquantified. This study aimed to take into consideration the importance of differenct ecosytems, which is essential in predicting the effects of groundwater abstruction. However, the ecological requirements of systems that depend on groundwater are poorly understood. This project identified &quot / type areas&quot / for further detailed research into the impacts of large-scale groundwater abstraction from the Table Mountain group aquifer system based on the nature and functioning of ecosystems across groundwater dependent ecosystem boundaries of a regional scale.

Increasingly, organisations are realising that they have to establish an equitable balance between the employee&rsquo / s contribution to the organisation and the organisation&rsquo / s contribution to the employee. Establishing this balance is one of the main reasons to reward and recognise employees. Organisations that follow a strategic approach to creating this balance focus on the three main components of a reward system, which includes, compensation, benefits and recognition (Deeprose, 1994). Studies that have been conducted on the topic indicates that the most common problem in organisations today is that they miss the important component of recognition, which is the low-cost, high-return ingredient to a well-balanced reward system. A key focus of recognition is to make employees feel appreciated and valued (Sarvadi, 2005). Research has proven that employees who get recognised tend to have higher self-esteem, more confidence, more willingness to take on new challenges and more eagerness to be innovative (Mason, 2001). The aim of this study is to investigate whether rewards and recognition has an impact on employee motivation. A biographical and Work Motivation Questionnaire was administered to respondents (De Beer, 1987). The sample group (N= 184) consists of male and female employees on post-grade levels 5 to 12. The results of the research indicated that there is a positive relationship between rewards, recognition and motivation. The results also revealed that women, and employees from non-white racial backgrounds experienced lower levels of rewards, recognition and motivation. Future research on the latter issues could yield interesting insights into the different factors that motivate employees. Notwithstanding the insights derived from the current research, results need to be interpreted with caution since a convenience sample was used, thereby restricting the generalisability to the wider population.

This study explored the dynamics of local-level trade in plant-based mats and baskets in Khanyayo village, Eastern Cape. These dynamics include social aspects of harvesting, resource tenure and trade. It also includes institutional issues such as legislation that enhances or restricts the degree to which local people could benefit from the trade or direct use. The study also explored the contribution of the trading in mats and baskets to the livelihoods of the Khanyayo people.

The research explored the new health care service vehicle of South African with special reference to health service providers in Western Cape Department of health for the period 1995-2001. A study was made of the District Health System and the shift of emphasis from tertiary and secondary level of health care to the more cost effective Primary Health Care Service rendered at District level.

Motivation is considered to be the desired positive willingness that prompts a person to action. The factors that influence or lead to this positive willingness, are considered to be motivation factors, and include specific needs, wants, drives or impulses (Hersey &amp / Blanchard, 1988).<br /> <br /> People are motivated by different things, both intrinsic and extrinsic factors. For some, it is power and money that motivate them while for others, it is flexibility or a social workplace. According to Herzberg&rsquo / s theory, intrinsic factors are motivators or satisfiers and can be described as a person's relationship with what she or he does, many related to the tasks being performed (Buitendach &amp / De Witte, 2005 / Mehta, Anderson &amp / Dubinsky, 2000). Extrinsic factors, also known as hygiene factors or dissatisfiers, have to do with a person's relationship to the context or environment in which she or he performs a job (Buitendach &amp / De Witte, 2005 / Mehta et al., 2000). Some individuals are highly motivated by both intrinsic and extrinsic rewards. This is supported in a study amongst medical students (Beswick, 2002). In another study by Shim, Gehrt and Goldsberry (1999), it was found that students entering a career in retail viewed intrinsic aspects as the most important predictor of a retail career, followed by lifestyle flexibility aspects and then extrinsic aspects. Furthermore, research within a service organisation has indicated that various biographical factors have an influence on work motivation (Bezuidenhout, 2001). However, limited research has been conducted to determine whether biographical factors have an influence on work motivation within the retail industry.<br /> <br /> The aim of the study was to investigate the motivation of retail managers in a retail organisation in the Western Cape. Furthermore, it investigates whether the motivation levels of retail managers are influenced by their biographical variables. The Work Satisfaction and Motivation Questionnaire developed by De Beer (1987) and a self-developed biographical questionnaire was administered to elicit work content, promotion, supervision, reward and recognition in relation to work motivation. The questionnaires were distributed to the target population (n=236) of retail managers which were inclusive of store managers, store assistant managers and department managers. Convenience sampling was used to draw a sample (n=109) of male and female retail managers. Statistical analyses involved both descriptive and inferential statistics (ANOVA, Multiple Regression Analysis, Pearson&rsquo / s Correlation Co-efficient and Scheffe&rsquo / s test). The results revealed that there is a significant positive relationship between the investigated dimensions of work motivation and satisfaction. It was found that the investigated dimensions of motivation only account for 49.5% of the variance in total motivation experienced by retail managers. Furthermore, significant differences were found between the biographical variables and responses to the questionnaire. It is suggested, for future research that a proportionate stratified random sample be drawn which will allow the findings of the study to be reliably generalised to the population. Furthermore, it is also recommended that future research consider dimensions of motivation, such as, achievement, responsibility, security, autonomy, feedback and morale, which are not investigated in this study.

<p>In South Africa, some of the problems experienced in moving towards an inclusive education system are a lack of resources, a lack of commitment and a poor understanding of how to aid successful inclusion. The implementation of inclusion is a process that has been initiated by Education White Paper 6 (Dept. of Education, 2001) and is still in the process of developing the necessary education support. This study aimed to investigate the collaboration between the District Based Support Team, the School Based Support Team and the School Governing Body which represents the parents. The main objective was to investigate how the above bodies support and assist learners who experience barriers to learning, development and participation through a collaborative and consultative problem approach.</p>

<p>In virtually any field of endeavour today, access to information is a prerequisite for success. Library services are affected by financial considerations and staffing problems. This work evaluated library performance with the aim of improving service management. Its targets are UWC, and others such as the Stellenbosch University and the Cape Peninsula University of Technology. The application of selected service management techniques and measures used in business will be explored. The study also touched on transformation and change management.</p>

<p>In virtually any field of endeavour today, access to information is a prerequisite for success. Libraries form the repositories with user-friendliness their mission. This has lead to the need for new ways to evaluate library performance. Astute library managers will plan for such developments, taking into account current and future trends that impact on library services. Library services are also affected, for example, by financial considerations and staffing problems. Further complicating matters are the demands of their clients who have developed increased expectations of improved service, and also a desire for more self-service opportunities. Such changes raise the question: &ldquo / to what extent can libraries apply business performance management techniques to assess their performance.&rdquo / This, then, is the research question for this study.</p> <p><br /> This work will evaluate library performance with the aim of improving service management. Its targets are the UWC library, and others, such as the Stellenbosch University, and the Cape Peninsula University of Technology. The application of selected service management techniques and measures used in business will be explored. These techniques include The Balanced Scorecard, critical success factors and service quality. The study also touches on transformation and change management. An obvious source of information about library management is the corps of managers. The secondary source of information is the community of library users.</p>

<p>This study investigated the societal perception of refugee men as being a risk group, being polluted and the consequent risk of HIV infection they might face. It also determined the factors that could expose them to the risk of HIV infection while living in exile in South Africa.</p>