This study explores the relationship between the government, private sector and local communities (public-private-community), through tourism and a culture-centered approach to communication for social change. Its focus is on the role of communication processes in amplifying the voices of the subaltern and how power relations affect this resonance in public-private-community tourism partnerships. Grounded in a pragmatic cultural studies approach which is self-reflexive, this study seeks to explore the connection between forms of power and lived experiences. The study is informed by Critical Social Science, which advocates a radical ethics concerned with power and oppression. It encourages the researcher to act as a bricoleur by taking up moral projects which serve to weave collaboration, agency and transformation. Case studies of two tourist camps in the African Ivory Route, which are government-funded, communityowned, and privately-operated, provide the ‘hunting ground’ for exposing the existing communicative processes between the partners and manifestations of power. The relationship between the government, community and private partner will be examined through Lauren Dyll-Myklebust’s (2011) schematic Public-Private-Community Partnership model, which was developed to account for the multiple dimensions of the type of development communication strategies employed in inaugurating operations in a public-privatecommunity partnership tourism initiative. This, together with my own reflexive analysis, will elucidate the kinds of communicative processes that exist in the partnership. An objective of the study is to identify ways in which communication in tourism development partnerships can facilitate subaltern agency. Tourism has often been criticised for its inability to function as a positive vehicle for development. This study aims to show that by listening to the voices of the subaltern, fostering dialogue and encouraging collaboration, tourism development initiatives can empower communities. / M.A. University of KwaZulu-Natal, Durban 2013.

South Africa is experiencing a process of formidable and fundamental change. Public administrators as well as politicians are under tremendous pressure as heavy demands are being placed on them. These demands include coping with interventions such as Affirmative Action, Employment Equity, and the importance of managing diversity in the workplace. Despite improvements in race relations in the past twenty years, dysfunctional and ineffective behaviour still occur. This may be a reflection of the discomfort and anxiety experienced by employees in the work setting. In order to comply with legislation, organisations created opportunities for Black, Asian and Coloured males and females, White females and disabled people. This, in return, leads to perceptions of preferential hiring. The view that Affirmative Action involves preferential hiring and treatment based on group membership creates resistance to its implementation and original purpose. The reason for this resistance might be linked to the fact that people still perceive discrimination and injustice in the workplace. These perceptions seem true in public organisations even though public organisations have taken a positive stance with regard to implementing Equal Employment and Affirmative Action plans. A qualitative design with an availability sample (N = 20) of employees working in a public organisation was used. The qualitative research makes it possible to determine the subjective experience of employees in a public organisation. Semi-structured interviews based on the phenomenological method were conducted with employees working in different sections and different positions in a public organisation. Non-directive questions were asked during the interview. The tape-recording of the interview was transcribed verbatim in order to analyse the information. Content analysis was used to analyse and interpret the research data in a systematic, objective and quantitative way. A literature-control has been done to investigate relevant research in order to determine the comparativeness and uniqueness of the current research. Results indicated that Affirmative Action has been used as a tool in achieving its goal by focusing on preferential hiring. From the responses it was clear that the majority of the participants are of opinion that preferential hiring led to the appointment of incompetent candidates. It appears from the interviews that appointments are made without basing it on merit. This is against the basic principle of the public organisation of hiring and promoting employees by set standards. Due to the fact that previous disadvantaged groups are being placed in positions of which they have no experience or are not trained in, job related knowledge seems to present a problem. From the interviews it appeared that employees felt that poor customer service increased across the organisation due to the appointment of incompetent candidates. This also seems to have an effect on the workload being handled. It seems that predominantly white employees tend to be ambivalent towards Affirmative Action. Part of the reason for this ambivalence is the fear of change, especially when that change involves a radical re-thinking of past strategies. White employees, employed by the old apartheid system, feel alienated and/or marginalised in the new Affirmative Action process. White employees are also leaving organisations because they seem not to be part of the Affirmative Action process. This leads to loss of expertise occurring in organisations. Though organisations show a considerable amount of improvement on relationships between black and white, discrimination still seems to present itself through the implementation of Affirmative Action. Managing diversity is crucial for the effective management and development of people. It is important not to focus only on cultural differences but also concentrate on individual needs and perceptions. Unfortunately, it appears that South Africa is in the process of making the same mistakes as other countries in focusing on a power game and corruption. Black employees in particular, seem to be actively recruited, placed in senior positions and given the related finishing. In other words top management are using their 'power' to enforce Affirmative Action. There are also those who want to abuse the system or maybe understand the system incorrectly. Corruption coming from top management tends to make employees negative. In order to address these issues, a succession and career planning process needs to exist which is closely tied to the organisations' strategic plan. Employment Equity, as a strategic objective, is managed by the organisation, but needs the Human Resources function in a support and consultancy role. As such, it requires translation into practical objectives for departments, managers and employees. Recommendations were made for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

BACKGROUND: Powerful public-private partnerships (PPPs) can only be established if the partners are able to deal with complexity. Such partnerships may serve to stimulate local community and economic development. Thus, it may maximise the effectiveness of local groups and resources in meeting the needs for rebuilding a community through a partnership representative of the public and private sectors. A problem that exists in South Africa, is the uneven distribution of population ratios dependent on public and private sector health care service delivery, in relation to the proportion of pharmaceutical service providers in the different sectors. OBJECTIVE: The main objectives of this qualitative research investigation were to examine the prospects for PPP development in the pharmaceutical sector of South Africa as well as to explore the possibilities of a proposition for a proposed generic public-private partnership model to be managed and used in the pharmaceutical sector of South Africa. METHOD: The study comprises of the exploration of the research questions by means of a qualitative research design. The study design implicated a balance between the in-depth literature study and a qualitative research process. The researcher employed a grounded theory approach to collect and analyse the data. Data collection represented the identifiable role players and opinion formulators in the South African health care sector. By following a combination of the various qualitative sampling methods and techniques, a total of 38 (n=38) interviews were conducted. The data collected from the interviewees and from the literature study were integrated and analysed by making use of computer assisted data analysis. SETTING: The researcher selected interviewees from the South African health care sector. The interviews included role players in the pharmaceutical sector in both the public and private sectors. The interviewees further represented eight different spheres of the pharmaceutical setting in South Africa. KEY FINDINGS: The investigation identified a range of prospects for PPP development in South Africa and these were reported in terms of views, expectations and scope for success. The management elements for developing and sustaining joint ventures between the public and private sectors were identified and a proposition was formulated in theory to serve as a proposed generic PPP model (PGM) in the pharmaceutical sector for the South African health care milieu. CONCLUSION The exploratory qualitative investigation surfaced the various facets of the complexity of PPPs. The investigation concluded that several barriers, such as competition and market entry disparities between the macro and micro level pharmaceutical entities, which impede PPP development, affected the prospects for PPP development in South Africa. The South African legislation, South African Treasury guidelines, regulations and the views of the SA Competition Commission need transformation to accommodate both the micro and macro level pharmaceutical service providers in the formation of PPPs. Capacity building within the sphere of pharmaceutical service delivery to the bigger population of South Africa may become sustainable on removal of these barriers. A series of recommendations were presented and several critical issues in need of supplementary research, have been identified. / Thesis (Ph.D. (Pharmacy Practice))--North-West University, Potchefstroom Campus, 2007.

If public-private partnerships (P3s) represent much beyond alternate service delivery (ASD) re-branded, then it is the addition of private financing (PFI) that differentiates P3s from plausible procurement alternatives. With PFI as the incremental difference, this paper analyzes the will to P3 given the nonrecourse finance deal structures used in P3s in practice. The will to P3 is shown to be a debt interest tax shield one firms garner without facing the trade-off between asset exposure and borrowing costs. The latter, lenders' monetization of the default risk of tax-transparent but limited liability P3 project companies, is P3 endogenous risk - incident on governments through P3 fees. In order to avoid assessing the causality of PFI to risk transfer beyond that achievable in ASD with fixed-price contracts and performance adjustments. P3 value for money (VfM) assessments are shown to reference an implausible alternative of pure public provision. Therein. the value of P3 risk transfer with which a non-P3 alternative is decisively discredited is shown not to be analyzed. but rather imported from guesstimates on early P3s.

This thesis is concerned with the development of small scale contractors in developing countries. The global trend towards privatisation has led to an increasing interest in the use of the private sector for the construction of buildings and infrastructure. In developing countries large projects are typically undertaken by large foreign contractors however, there are few small scale contractors to undertake small construction projects or maintenance work. The first stage of the study investigated three issues pertinent to the small scale contracting sector: 1. The problems experienced by small scale contractors and the inter-relationship of these problems 2. Contractor development projects to identify their support mechanisms and assess their level of success 3. A review of the construction industry framework in developed and developing countries to highlight the problems caused by their different structures. The second stage of the study proposes the use of a Contractor Support Agency as the most appropriate support mechanism for the development of the indigenous contracting sector and outlines the roles and activities that should be undertaken by the agency. The Contractor Support Agency model is reviewed by experts in the sector and the analysis of the results presented in the thesis. The thesis concludes that the proposed model is broadly correct and discusses small modifications that can be made to enhance its suitability in a range of different situations.

Over the last two decades the public sector has been the target of significant change driven primarily by advocates of public choice theory who argue that the public sector is too large and inefficient. Changes, grouped under the banner of New Public Management, have therefore been aimed at achieving greater financial accountability through the adoption of private sector management techniques and the opening up to competition of monopolistic government supplied services. Recent reappraisals of these changes have suggested that they have failed to adequately address issues of social justice. It has therefore been proposed that public sector organisations now need to consider more egalitarian methods of service delivery through greater public consultation and involvement in decision making processes. Studies over the last 20 years in the public sector have tended to concentrate on change aimed at achieving New Public Management outcomes. This study adds to theory of culture and culture change in public sector organisations through exploring a change purposefully enacted to enable an organisation to meet both economic rationalist and egalitarian objectives. The primary aim of this thesis is to explore a planned process of cultural change within a technically oriented, public sector organisation to determine the processes used to undertake such change, the resulting outcomes and why these outcomes occur. A case study was used to investigate these areas. The study was longitudinal and used a combination of methods including focus groups, interviews, non-participant observation and document analysis. Historical data was first obtained to form a base from which to examine the process of planned change over a two year period. This method allowed consideration of the impact of contextual changes on the planned process that resulted in some unintended consequences in regard to how change was being driven. The findings conclude that models of planned change that include mechanisms through which diversity is encouraged may provide arenas through which conflict can act as a positive dynamic for change. The outcome of the planned change evidences how a purposefully created hybrid organisational form may be capable of addressing the sometimes conflicting goals of economic rationalism and citizenship participation.

Flexibility is a term that is presumed to be meaningful across different levels of analysis in an organisation. It has been suggested that flexibility is required by organisations, groups, and individuals to deal with an increasingly complex and dynamic organisation and global environment. Authors have proposed that organisational flexibility enables a firm to achieve a better 'fit' with their environment and create a sustainable competitive advantage. The group level literature promotes flexibility at this level of analysis as important for group effectiveness and successful project completion. The individual flexibility literature suggests that people who are flexible are more likely to be satisfied and effective than individuals who are inflexible. Despite the importance placed on the construct of flexibility, it is a relatively under explored construct, both theoretically and empirically. This is due in part to the lack of definitional precision and inconsistency in the operationalisation of flexibility at each level of analysis. Consequently, little is known about the meaning of flexibility and the relationship of this construct with contextual and performance variables. This research addresses the limitations of the current literature on flexibility by developing a testable multi-level framework of flexibility. Flexibility is defined in this research as an organisation's, group's, and individual's ability to be proactive, adaptable, and resilient. Three primary research questions were addressed in this thesis. The first question addressed what are the characteristics of flexibility at the organisation, group, and individual level of analysis. The second overarching research question of interest in this thesis examines how flexibility at each level of analysis is related to performance. The third overarching research question examined what factors impact flexibility at each level of analysis. To address these three research questions at each level of analysis, a theoretical review and an empirical study were conducted. The first empirical study, focused on flexibility at the organisational level of analysis. This study involved the exploration of seven specific research questions that were developed from the theoretical review. This study used cross-sectional secondary data of private sector Australian organisations. Flexibility was defined as proactivity, adaptability, and resilience. This research examined the relationships between each of the flexibility components and improvements in several organisational level outcomes. Also, the impact of the contextual variables level of organisational control, degree of structure, and competition changes on the flexibility-performance relationship was investigated. Analysis techniques included moderated regression analysis. Results showed support for the positive association between flexibility and performance. Flexibility interacted with competition and structure to influence performance, but control was found to have no moderating effect on the flexibility-performance relationship. The second empirical study investigated group flexibility. This study took a sequential, mixed method research approach, using qualitative data to explore group flexibility and quantitative analysis to explore the broad relationships found among variables from the qualitative research. Using this approach, this study addressed five specific research questions that were developed from a theoretical review, including defining group flexibility, the nature of group flexibility conceptualisation, the relationship between flexibility and group performance, factors that may enhance group flexibility, and factors that may reduce group flexibility. Findings showed group flexibility was described consistently between participants and the existing literature, proposing group flexibility is a group's ability to search and consider alternatives, be adaptable, and resilient. Results also suggested a positive relationship between group flexibility and several outcomes, including stakeholder satisfaction, personal development and satisfaction, group morale, and group confidence. The final study examined individual level flexibility. Based on the theoretical exploration of individual flexibility, in this study, individual flexibility was defined as the ability to be proactive, adaptable, and resilient. This empirical research focused specifically on managerial level flexibility. Due to the similarities in descriptions of individual flexibility and managerial flexibility in the literature, the definition of individual flexibility was applied to the managerial level. The study investigated changes in flexibility levels over time using executive coaching as the literature promotes executive coaching as an individual flexibility developmental tool. This study examined eleven leaders undertaking executive coaching with individual flexibility being measured at three points in time, pre coaching, the middle of coaching, and post coaching. Findings were consistent with the proposition of the positive impact of executive coaching on flexibility as the data showed leaders' individual flexibility levels increased from pre coaching to post coaching, with a significant linear trend over time. The results of these three studies are integrated to inform the multi-level framework of flexibility which was developed in this thesis. This framework provides a systematic, comprehensive, and tangible definition of flexibility at each level of analysis, providing a rich description of the characteristics of each flexibility component. This research advances our understanding of flexibility, which I hope will encourage further research on the construct. For managers and practitioners, this research provides a clear description of flexibility at each level of analysis and offers indicators of flexibility at each level to encourage the measurement and development of organisational, group, and individual flexibility. Also, this research provides empirical evidence of the benefits of flexibility, helping to provide legitimacy for the inclusion of flexibility into the organisation, in areas including strategic planning, organisational design, group design, recruitment and selection, and training and development. Furthermore, this multi-level model allows practitioners to be more focused in developmental efforts for organisation, group, and individual flexibility. This research provides several interesting areas for future research.

Over the last decade there has been an increasing trend by governments in Australia and throughout the world to use the skills and expertise of the private sector in developing and implementing infrastructure projects. The agreement for these projects must allocate responsibility for dealing with the risks which may arise to either the government directly, or on behalf of consumers, or to the private sponsor. / This thesis investigates risk allocation in the private provision of infrastructure, particularly in build-own-operate (BOO) and build-own-operate-transfer (BOOT) projects. Its primary objective is to identify a framework for efficient risk allocation so that decision makers can assess the efficiency of the risk allocation in past projects and can attempt to increase the efficiency of the risk allocation in future projects. / This thesis defines an efficient situation as one where the risk allocation cannot be varied without the total risk premium for the entire project being increased, and approach based on Pareto optimality. As it is almost impossible to determine the true risk premium charged by parties for risk bearing, risks should be allocated to the party best able to control and manage them. This is explained to mean the party which is best able to control or manage the likelihood of the risk occurring or the size of its consequences if it does occur. It also means the party with the best access to reasonable mitigation techniques and the party which is least risk averse. Those exogenous risks which are not easily allocated in this way should be shared so that both parties, the sponsor and the government, have an incentive to manage them. Some of the options for sharing these risks are examined. / The application of the theory of efficient risk allocation is simplified by using a categorical risk framework. This approach is then tested on seven case studies of recent Australian projects spanning several industry sectors. Finally, the theoretical hypotheses and assumptions are tested in a survey of key participants in the Australian private infrastructure industry. This survey not only confirms that the basic theory for efficient risk allocation is valid but also identifies the key areas of concern to the private sector when it considers project risk allocation. Risks of concern are identified and possible options for risk sharing are investigated. / This thesis concludes that it is possible to achieve efficient risk allocations in practice, and that by achieving this outcome transaction costs can be reduced, allowing cheaper infrastructure services to be supplied to the community. However, several hurdles to achieving this outcome are identified. These include the peculiar characteristics of banks and their position in projects funded using non-recourse project finance, and the fact that most private firms fail to value potential upside risks as highly as they fear potential losses due to downside risks. / More work is needed to understand and overcome these hurdles if efficient risk allocation is to be achieved in the real world. It is only then that governments can be sure that they are providing private sector infrastructure services to the community at the lowest overall cost.

Over the last decade there has been an increasing trend by governments in Australia and throughout the world to use the skills and expertise of the private sector in developing and implementing infrastructure projects. The agreement for these projects must allocate responsibility for dealing with the risks which may arise to either the government directly, or on behalf of consumers, or to the private sponsor. / This thesis investigates risk allocation in the private provision of infrastructure, particularly in build-own-operate (BOO) and build-own-operate-transfer (BOOT) projects. Its primary objective is to identify a framework for efficient risk allocation so that decision makers can assess the efficiency of the risk allocation in past projects and can attempt to increase the efficiency of the risk allocation in future projects. / This thesis defines an efficient situation as one where the risk allocation cannot be varied without the total risk premium for the entire project being increased, and approach based on Pareto optimality. As it is almost impossible to determine the true risk premium charged by parties for risk bearing, risks should be allocated to the party best able to control and manage them. This is explained to mean the party which is best able to control or manage the likelihood of the risk occurring or the size of its consequences if it does occur. It also means the party with the best access to reasonable mitigation techniques and the party which is least risk averse. Those exogenous risks which are not easily allocated in this way should be shared so that both parties, the sponsor and the government, have an incentive to manage them. Some of the options for sharing these risks are examined. / The application of the theory of efficient risk allocation is simplified by using a categorical risk framework. This approach is then tested on seven case studies of recent Australian projects spanning several industry sectors. Finally, the theoretical hypotheses and assumptions are tested in a survey of key participants in the Australian private infrastructure industry. This survey not only confirms that the basic theory for efficient risk allocation is valid but also identifies the key areas of concern to the private sector when it considers project risk allocation. Risks of concern are identified and possible options for risk sharing are investigated. / This thesis concludes that it is possible to achieve efficient risk allocations in practice, and that by achieving this outcome transaction costs can be reduced, allowing cheaper infrastructure services to be supplied to the community. However, several hurdles to achieving this outcome are identified. These include the peculiar characteristics of banks and their position in projects funded using non-recourse project finance, and the fact that most private firms fail to value potential upside risks as highly as they fear potential losses due to downside risks. / More work is needed to understand and overcome these hurdles if efficient risk allocation is to be achieved in the real world. It is only then that governments can be sure that they are providing private sector infrastructure services to the community at the lowest overall cost.

Doctor of Philosophy / Public private partnerships [PPPs] are a product of policies and processes to modernise the delivery of infrastructure-based services. An examination of the modernisation literature establishes the broad analytical frame within which this thesis investigates PPPs. The macro-level overview of the recent transformation of the Australian public sector confirms that the dominant principles underlying modernisation are grounded in new institutional economics [NIE] that are implemented through private-sector derived accounting and management implementation technologies. It highlights the contextual complexities stemming from Australia’s federal system of government, explaining the decision to focus on investigating PPP experiences in Victoria. At the conceptual level, PPPs rely on risk management and modernisation of service delivery to achieve value for money [VFM] for governments. In Victoria, 2000 signals a change in the modernisation role of PPPs. Thereafter, risk inherent in PPPs was reduced by excluding the contractor from the delivery of core social services. Also, the state began to develop a number of PPP policies to guide, aid, control and rationalise decision making in the pre-contracting stage, and to clarify objectives. Analysis of PPP contracts and the failure of one pre-2000 PPP hospital project are illustrative of the controversies identified in the literature about ‘hidden’ aims, the role of technologies designed provide ‘objective’ evidence of VFM inherent in PPPs at the time of contracting, and the ‘fallacy’ of risk transfer to private contractors. An examination of prison contracts indicates the changing nature of the management and control of PPPs in the execution stage. Analysis of pre-2000 prison contracts reveals that these projects were intended to drive significant financial and nonfinancial modernisation reforms throughout the correctional services system. Despite problems with contractual specification of performance and payment mechanisms, and the failure of one of the three pre-2000 prisons, recent evidence suggests, contrary to conclusions in the previous literature, that sector-wide modernisation objectives are being achieved in PPP prisons. PPPs have been criticised on the grounds that they enable governments to avoid accountability for service provision. A survey of the extent, focus and characteristics of the performance audit of PPPs confirms that little PPP auditing has been undertaken in Australia per se, and also that much of the performance auditing has focused on examining adherence to mandated procedures in the pre-contracting stage. However, this thesis demonstrates that the Victorian government has undertaken significant evaluation of the operation of its pre-2000 PPP prisons, and that its thinking and policy development reflect lessons learnt. The evidence presented in this thesis challenges findings in the previous literature that modernisation has delivered less than promised. This thesis confirms the potency of longitudinal research to investigate outcomes of what is essentially an iterative process of reform and that ‘successful’ implementation of modernisation change is sensitive to the context to be reformed. In finding that the presence of goodwill trust is critical to the implementation of recent modernisation reform in the correctional services sector (including in the PPP prisons), this thesis also confirms recent critiques of the power of NIE theories to explain contracting practices in the PPP setting.