Wicked problems are a special subset of particularly complex issues that current problem-solving tools fail tofully address. Because of this deficiency, a new tool for evaluating and resolving wicked problems must be developed. Theories such as anti-positivism and systems thinking are explored in order to understand the nature of wicked problems, which are often defined by the involvement of multiple stakeholders as well as non-linear interrelations between various elements of the problem. Although traditional problem-solving methods are inadequate for wicked problems, there are certain tools that are more appropriate for handling such problems. These tools include the analytic hierarchy process, positional analysis, mess maps and heat maps. With their organized structures, visual languages and collaborative processes, these methods provide features that are well suited for tackling wicked problems. However, no single tool incorporates all of the necessary features. Therefore, a combination of the tools explored can yield a new and even more effective tool for wicked problems. This new tool, called STORM, is demonstrated through an evaluation of oil shale exploitation in Estonia. With Estonia currently dependent on energy from oil shale despite the environmental drawbacks, the situation is an ideal example of a wicked problem. The Estonian example shows how STORM can provide a greater understanding of wicked problems and allow resolutions to be negotiated. As sustainable development issues are usually considered to be wickedto sustainable development research.

Syftet med denna studie är att undersöka lärarens arbete med lärplattor i förskolan. Studien har tre frågeställningar; 1) Hur beskriver förskollärarna sin syn på lärplattan som pedagogiskt verktyg? 2) Hur beskriver förskollärarna sitt arbete med lärplattan? 3) Hur beskriver förskollärarna lärplattans tillgänglighet för alla barn? Studien genomfördes på en förskola i Mellansverige. Intervjuer med fyra förskollärare genomfördes. Intervjuerna utfördes med en semistrukturerad design; en intervjuform där det finns goda möjligheter anpassa intervjun efter respondenten. Intervjuerna transkriberades för att senare bearbetas genom en tematisk analys ur vilket fyra teman framträdde som således utgör resultatet. Det mest framträdande resultatet var förskollärarnas positiva inställning till lärplattan samt deras uttryck för behov av fortsatt kunskap för att främja möjligheterna till utveckling av dess användande in förskolan. / The purpose of this research is to investigate the teacher’s work with digital notepads in preschool. The study has three questions: 1) How do preschool teachers describe their view of the digital notepad as a pedagogical tool? 2) How do preschool teachers describe their working with the digital notepad? 3) How do preschool teachers describe the availability of the digital notepad for all children? The research was conducted at a preschool in the middle of Sweden. Interviews with four teachers were conducted. The interviews were carried out through a semi-structured design; a form of interview where there is ample room to adapt the interview to the respondent. The interviews were transcribed in order to undergo a thematic analysis from which four themes emerged that thusly making out the result. The most prominent result was the preschool teachers’ positive attitude toward the digital notepad and their statements regarding further knowledge to promote the possibilities to develop its usability in preschool.

The demand for forensic social work as a specialist field is increasing rapidly, due to the increasing moral decline of the community and consequent higher demands set to generic social workers. Amendments to existing acts as well as the development of new legislation, lead to more opportunity for the prosecution of the perpetrator, and therefore a higher utilization of the forensic social worker. A need was experienced to do research regarding the gaps experienced by social workers or any other workers who are currently executing forensic assessments with the sexually traumatised child. The aim of the investigation was to determine which gaps social workers experience in the field when assessing a child forensically. A recording procedure was used to obtain qualitative as well as quantitative data. A purposive sampling was used were interviews were held with five participants to obtain the data. A selfdeveloped questionnaire was used as measuring instrument. It is clear from the findings that there are definite gaps within the field of forensic social work and the need of further research within the field of forensic social work in South Africa is highlighted. / Thesis (MIng (Mechanical Engineering))--North-West University, Potchefstroom Campus, 2012.

The central objective of this study was to establish the extent to which public procurement, as applied at Sedibeng District Municipality, contributes to the development of designated suppliers. Previously, procurement was considered just another function of government responsible for purchasing and receiving goods. Currently, procurement is considered a strategic function that can be utilized by government to achieve certain policy objectives, such as Black Economic Empowerment (BEE) and Local Economic Development (LED).If implemented properly, without favoritism, nepotism and corruption, public sector procurement will promote the empowerment of designated groups. In this way, it will address socio-economic imbalances of the past. The study's hypothesis implied that Sedibeng District Municipality has laudable objectives to promote black economic empowerment through procurement. However, the implementation procedures and processes showed considerable constraints. Academic literature and government procurement documents were reviewed; and interviews were conducted at Sedibeng municipal area. The literature study was based on best procurement practices both in government and private sector. Empirical research was conducted on Sedibeng District Municipality's procurement unit practices, Small, Medium and Micro Enterprise development and the benefits of procurement to designated suppliers. The purpose was to determine the role that procurement policies play in promoting black economic empowerment. Eventually, a number of models and systems were recommended to improve procurement policies and procedures at Sedibeng District Municipality. These methods include: Management Assessment System; Realistic Objectives System; Departmental Evaluation Plan; Contract Progress Report Form; and Checklists. In the view of the researcher, a combination of these methods can assist to improve procurement policies and procedures. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2009.

The Balanced Scorecard (BSC) is a strategic management tool that provides the manager with a clear and concise picture of the business's health and progress in reaching the goals of the business (Norton & Kaplan, 1992: 71-79). The BSC is a set of financial and non-financial measures relating to a company's critical success factors. Of late the BSC was also used as a personal development tool – measuring the individual's performance towards set personal growth targets. The BSC process has been part of ArcelorMittal, Vanderbijlpark Works for many years. This process can add great value to a company if managed effectively- the question is thus: is the BSC effectively implemented in ArcelorMittal, Vanderbijlpark Works? It was decided to conduct a study to determine the status of the BSC with one main objective and two secondary objectives, namely to – • establish whether ArcelorMittal, Vanderbijlpark Works is effectively using the BSC tool as a performance measurement and a personal development tool (main objective); • determine if there is a difference between the effective implementation of the BSC as a performance management and personal development tool within the different business units within ArcelorMittal, Vanderbijlpark Works. These units are Iron Making, Steel Making, Rolling, Engineering and Staff (Secondary objective 1): and • determine if there is a difference between the effective implementation of the BSC as a performance management and personal development tool between different role gradings (these roles are defined as E, F and G roles) in ArcelorMittal, Vanderbijlpark Works (Secondary objective 2). An empirical study was conducted in ArcelorMittal, Vanderbijlpark Works. A questionnaire was used as the measuring instrument and was issued via the HR Department to a target group of 724 employees. The questionnaires consisted of 25 questions divided into 2 sections to test both the effectiveness of the BSC as a performance management tool and a personal development tool. To analyse the data, descriptive statistics and frequency distributions were used and calculated in Microsoft PHStat. From these results the following conclusions were drawn. • The BSC process is well entrenched in ArcelorMittal, Vanderbijlpark Works, but lacks overall effectiveness; • The BSC does encourage people to self-develop, but development plans are lacking, not enough time for training is given and managers must show a real intent to develop their people. From the study and the conclusions drawn, the following recommendations were made. • Address the issue of mistrust between the employees and their supervisory management. • Managers should make allowance for individuals to make mistakes. • Encourage innovation in the organisation. • More effort should be applied to translate the company strategic objectives into workable (and measurable) KPI 's at the lower levels of the organisation. • ArcelorMittal should make a concerned effort to allow more time for training and self-development during normal working hours. • Revisit all KPI's for weight allocation. All the departments and all the levels in the organisation see this as a drawback of the BSC system. • Test the applicability of the KPis. Ensure that the KPis on the BSC are clear and that these reflect the effort the company requires form the individual. • Allow more participation of the individual during the compilation of the BSC (this will improve buy-in). • The E-role level communicates very well downwards to the lower levels in the organisation. Take key learning aspects from this group, and skill the F-role and G-role levels to the same extent. / Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2010.

The Municipal Systems Act (32 of 2000) stipulates that municipalities must establish a performance management system that is proportionate with its resources, and more importantly advance a culture of performance management among its political structures, office bearers, councillors as well as administrators, and further administer its affairs in an economical, effective, efficient and accountable manner. To ensure that the culture of accountability prevails, structures such as the Mayoral and Audit Committees were established, whose primary function was to oversee the implementation of regulations and policies enacted by parliament and councils. It is however not clear what prevents these structures to function as stipulated in legislations. This would be important to know as this would assist the government to identify challenges faced by our municipalities to perform as expected. Currently, a number of municipalities are said to be underperforming against targets as set both by Provincial and National spheres of government. As a result, local communities have taken to the streets to vent their discontentment over poor performance by our local municipalities through the emergence of pressure groups called “Concerned Groups”. This is evident that the accountability and performance of our municipalities is being questioned. The prime objective of this study was to conduct research into the successes or failures of the implementation of Performance Management at Fezile Dabi District municipality. The process of research included among others, literature review as well as empirical research in order to test the validity of the hypothesis that effective policy implementation depends on the successful implementation of Performance Management system across all municipal departments, a practice the Fezile Dabi District Municipality has not successfully implemented. A number of officials’ views were tested through the use of a structured questionnaire. The study found, among others: That half of Fezile Dabi District Municipality’s employees have limited knowledge and understanding of Performance Management regulations. Performance Management feedback sessions, when conducted, focused only on section 57 managers and all other employees were not included. The structures such as Audit Committee have not been meeting as expected and thus its monitoring role was compromised. The Performance Management section at the municipality is under-resourced, thus it is difficult to coordinate all performance matters pertaining to the municipality. In conclusion, recommendations are made in an attempt to assist the municipality to implement policy through effective, efficient and transparent Performance Management strategies. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2011

The central objective of this study was to establish the extent to which public procurement, as applied at Sedibeng District Municipality, contributes to the development of designated suppliers. Previously, procurement was considered just another function of government responsible for purchasing and receiving goods. Currently, procurement is considered a strategic function that can be utilized by government to achieve certain policy objectives, such as Black Economic Empowerment (BEE) and Local Economic Development (LED).If implemented properly, without favoritism, nepotism and corruption, public sector procurement will promote the empowerment of designated groups. In this way, it will address socio-economic imbalances of the past. The study's hypothesis implied that Sedibeng District Municipality has laudable objectives to promote black economic empowerment through procurement. However, the implementation procedures and processes showed considerable constraints. Academic literature and government procurement documents were reviewed; and interviews were conducted at Sedibeng municipal area. The literature study was based on best procurement practices both in government and private sector. Empirical research was conducted on Sedibeng District Municipality's procurement unit practices, Small, Medium and Micro Enterprise development and the benefits of procurement to designated suppliers. The purpose was to determine the role that procurement policies play in promoting black economic empowerment. Eventually, a number of models and systems were recommended to improve procurement policies and procedures at Sedibeng District Municipality. These methods include: Management Assessment System; Realistic Objectives System; Departmental Evaluation Plan; Contract Progress Report Form; and Checklists. In the view of the researcher, a combination of these methods can assist to improve procurement policies and procedures. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2009.

The Balanced Scorecard (BSC) is a strategic management tool that provides the manager with a clear and concise picture of the business's health and progress in reaching the goals of the business (Norton & Kaplan, 1992: 71-79). The BSC is a set of financial and non-financial measures relating to a company's critical success factors. Of late the BSC was also used as a personal development tool – measuring the individual's performance towards set personal growth targets. The BSC process has been part of ArcelorMittal, Vanderbijlpark Works for many years. This process can add great value to a company if managed effectively- the question is thus: is the BSC effectively implemented in ArcelorMittal, Vanderbijlpark Works? It was decided to conduct a study to determine the status of the BSC with one main objective and two secondary objectives, namely to – • establish whether ArcelorMittal, Vanderbijlpark Works is effectively using the BSC tool as a performance measurement and a personal development tool (main objective); • determine if there is a difference between the effective implementation of the BSC as a performance management and personal development tool within the different business units within ArcelorMittal, Vanderbijlpark Works. These units are Iron Making, Steel Making, Rolling, Engineering and Staff (Secondary objective 1): and • determine if there is a difference between the effective implementation of the BSC as a performance management and personal development tool between different role gradings (these roles are defined as E, F and G roles) in ArcelorMittal, Vanderbijlpark Works (Secondary objective 2). An empirical study was conducted in ArcelorMittal, Vanderbijlpark Works. A questionnaire was used as the measuring instrument and was issued via the HR Department to a target group of 724 employees. The questionnaires consisted of 25 questions divided into 2 sections to test both the effectiveness of the BSC as a performance management tool and a personal development tool. To analyse the data, descriptive statistics and frequency distributions were used and calculated in Microsoft PHStat. From these results the following conclusions were drawn. • The BSC process is well entrenched in ArcelorMittal, Vanderbijlpark Works, but lacks overall effectiveness; • The BSC does encourage people to self-develop, but development plans are lacking, not enough time for training is given and managers must show a real intent to develop their people. From the study and the conclusions drawn, the following recommendations were made. • Address the issue of mistrust between the employees and their supervisory management. • Managers should make allowance for individuals to make mistakes. • Encourage innovation in the organisation. • More effort should be applied to translate the company strategic objectives into workable (and measurable) KPI 's at the lower levels of the organisation. • ArcelorMittal should make a concerned effort to allow more time for training and self-development during normal working hours. • Revisit all KPI's for weight allocation. All the departments and all the levels in the organisation see this as a drawback of the BSC system. • Test the applicability of the KPis. Ensure that the KPis on the BSC are clear and that these reflect the effort the company requires form the individual. • Allow more participation of the individual during the compilation of the BSC (this will improve buy-in). • The E-role level communicates very well downwards to the lower levels in the organisation. Take key learning aspects from this group, and skill the F-role and G-role levels to the same extent. / Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2010.

The Municipal Systems Act (32 of 2000) stipulates that municipalities must establish a performance management system that is proportionate with its resources, and more importantly advance a culture of performance management among its political structures, office bearers, councillors as well as administrators, and further administer its affairs in an economical, effective, efficient and accountable manner. To ensure that the culture of accountability prevails, structures such as the Mayoral and Audit Committees were established, whose primary function was to oversee the implementation of regulations and policies enacted by parliament and councils. It is however not clear what prevents these structures to function as stipulated in legislations. This would be important to know as this would assist the government to identify challenges faced by our municipalities to perform as expected. Currently, a number of municipalities are said to be underperforming against targets as set both by Provincial and National spheres of government. As a result, local communities have taken to the streets to vent their discontentment over poor performance by our local municipalities through the emergence of pressure groups called “Concerned Groups”. This is evident that the accountability and performance of our municipalities is being questioned. The prime objective of this study was to conduct research into the successes or failures of the implementation of Performance Management at Fezile Dabi District municipality. The process of research included among others, literature review as well as empirical research in order to test the validity of the hypothesis that effective policy implementation depends on the successful implementation of Performance Management system across all municipal departments, a practice the Fezile Dabi District Municipality has not successfully implemented. A number of officials’ views were tested through the use of a structured questionnaire. The study found, among others: That half of Fezile Dabi District Municipality’s employees have limited knowledge and understanding of Performance Management regulations. Performance Management feedback sessions, when conducted, focused only on section 57 managers and all other employees were not included. The structures such as Audit Committee have not been meeting as expected and thus its monitoring role was compromised. The Performance Management section at the municipality is under-resourced, thus it is difficult to coordinate all performance matters pertaining to the municipality. In conclusion, recommendations are made in an attempt to assist the municipality to implement policy through effective, efficient and transparent Performance Management strategies. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2011

Being an immigrant in a Swedish school today might not be easy. It´s quite difficult to be accepted and becoming a part of an already functioning group. Difficulties with the Swedish language doesn´t make it easier. Besides that the requisites of the school curriculum program are very demanding and Swedish students are often in advantage already being a part of the system for many years. By following five immigrant boys in grade 6 during ten ensemble lessons, one concert and individual interviews with the boys as well as with their teacher, this study aims to investigate how ensemble playing can function as a social tool and promote interaction as well as integration. The results in this study show that ensemble playing in fact can function as a social tool. The boys developed abilities in playing an instrument as well as cooperating and analyzing by using the social tool of ensemble playing. The results even show that ensemble playing can promote interaction as well as integration. Above everything was the concert where the boys acted in front of their classmates and were treated with great respect and acceptance.