Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT:
The objective of the study was to critically assess the management practices of Dr
Yusuf Dadoo Public Hospital in terms of the five public management functions,
namely: policy-making, planning, organising, leading and controlling.
From the study it is evident that managers of the public hospitals work in a complex
and dynamic environment. This is as a result of the pressure felt due to expectations
of the public on the quality of service rendered in the hospitals. The primary function
of public managers is to ensure that efficient and effective services are rendered to the
public. Therefore, all public managers are subject to compliance to the unique
guidelines of the relevant legislative framework. In the study, the five public
management functions were explained in terms of the broad theoretical framework on
management practices on the part of the public sector.
The research approach was qualitative and the diagnostic evaluation design was used.
The target population for the study included all 48 managers of Dr Yusuf Dadoo
Public Hospital who occupy supervisory and higher positions. From the results in the
analysis of the questionnaire it is evident that the five public management functions,
namely, policy-making, planning, organising, leading and controlling were
satisfactory - except the leadership function that needed attention. Public managers of
hospitals are an important link between the legislature and the community who are the
recipients of policy and are involved at the ground level in the execution of policy.
These managers are at an advantage to identify the shortcomings in the existing policy
and bring them to the attention of policy-makers. Policies and procedures at Dr Yusuf
Dadoo Public Hospital were developed, interpreted and implemented. When
discipline on employees was taken, relevant policies as stipulated in the Labour
Relations Act, no 66 of 1995, were followed. Policies that support personal
development through training and development were not implemented satisfactorily.
The existing updated policy manuals were not adequately available to all the
employees of Dr Yusuf Dadoo Public Hospital. The function of planning at the
hospital referred to the planning processes and mechanisms that were designed to
facilitate the planning work. The purpose of planning as a management function was to give guidelines to the managers of Dr Yusuf Dadoo Public Hospital on what they
would do in the future.
Management of Dr Yusuf Dadoo Public Hospital ensured that employees understood
the vision and mission of the hospital. These employees were involved in developing
the operational plan of the hospital. Management of Dr Yusuf Dadoo Public Hospital
also ensured that operational plans of the employees supported the overall goals of the
hospital. Recruitments, selections and appointments were done by human resource
department, as was the orientation of new employees to the job. The organisational
structure gave employees a clear idea of their responsibilities, the authority they had,
and the person to whom they had to report.
The functional structure of Dr Yusuf Dadoo Public Hospital grouped together similar
or related occupational classes. Expectations were clearly explained by supervisors to
subordinates when assigning tasks. Activities and functions were organised and
managers allocated responsibility commensurate to authority when delegating tasks to
subordinates. Personnel expenditure at Dr Yusuf Dadoo Public Hospital did not
impede service delivery. The hospital needed strong leadership to survive and
overcome challenges that managers faced.
The leadership function at Dr Yusuf Dadoo Public Hospital related to the way
management defined what the future of the hospital would look like, to align people
with the vision and inspire them to make things happen. Not enough was done by the
management of the hospital in this area. The management of Dr Yusuf Dadoo Public
Hospital should do everything it could to train and develop managers and those
employees who show potential in this area.
The five public management functions, namely, policy-making, planning, organising,
leading and controlling are executed in a complex and dynamic environment. It is
necessary to assess, regularly, the management practices of public hospitals, focusing
on the five public management functions. It is also necessary for public managers of
Dr Yusuf Dadoo Public Hospital to ensure that the public management functions are
carried out, to realise the set goals of the hospital. / AFRIKAANSE OPSOMMING:
Die doel van die studie was om die bestuurspraktyke van Dr. Yusuf Dadoo Openbare
Hospitaal krities te assesseer in terme van die vyf openbare bestuursfunksies, naamlik
beleidmaking, beplanning, organisering, leiding en beheer.
Uit die studie is dit duidelik dat bestuurders van openbare hospitale in ’n komplekse
en dinamiese omgewing werk. Dit is die gevolg van die druk wat ervaar word vanweë
verwagtinge van die publiek ten opsigte van die gehalte van dienslewering in die
hospitale. Die primêre funksie van openbare bestuurders is om te verseker dat
doeltreffende en effektiewe dienste aan die publiek gelewer word. Derhalwe is alle
openbare bestuurders onderworpe aan voldoening aan die unieke riglyne van die
betrokke wetgewende raamwerk. In die studie is die vyf openbare bestuursfunksies
verduidelik in terme van die breë teoretiese raamwerk vir bestuurspraktyke aan die
kant van die openbare sektor.
Die navorsingsbenadering was kwalitatief en die diagnostiese evalueringsontwerp is
gebruik. Die teikenpopulasie vir die studie het al 48 bestuurders van Dr. Yusuf Dadoo
Openbare Hospitaal wat toesighoudende en hoër posisies beklee, ingesluit. Uit die
resultate van die ontleding van die vraelys het dit geblyk dat die vyf openbare
bestuursfunksies, naamlik beleidmaking, beplanning, organisering, leiding en beheer,
bevredigend is – behalwe die leierskapsfunksie wat aandag moet geniet. Openbare
bestuurders van hospitale is ’n belangrike skakel tussen die wetgewer en die
gemeenskap wat die ontvangers van beleid is en op grondvlak betrokke is by die
uitvoering van beleid.
Hierdie bestuurders het die voordeel dat hulle die tekortkominge in die bestaande
beleid kan identifiseer en onder die aandag van beleidmakers kan bring. Beleide en
prosedures by Dr. Yusuf Dadoo Openbare Hospitaal is ontwikkel, vertolk en
geïmplementeer. Wanneer dissiplinêre stappe teen werknemers gedoen is, is
toepaslike beleide gevolg soos voorgeskryf in die Wet op Arbeidsverhoudinge, no. 66
van 1995. Beleide wat persoonlike ontwikkeling deur opleiding en ontwikkeling
ondersteun, is nie bevredigend geïmplementeer nie. Die bestaande bygewerkte
beleidshandleidings is nie toereikend vir al die werknemers van Dr. Yusuf Dadoo Openbare Hospitaal beskikbaar nie. Die funksie van beplanning by die hospitaal
verwys na die beplanningsprosesse en meganismes wat ontwerp is om die
beplanningswerk te vergemaklik. Die doel van beplanning as bestuursfunksie is om
riglyne aan die bestuurders van Dr. Yusuf Dadoo Openbare Hospitaal te verskaf oor
wat hulle in die toekoms sal doen.
Die bestuur van Dr. Yusuf Dadoo Openbare Hospitaal het seker gemaak dat
werknemers die visie en missie van die hospitaal verstaan. Hierdie werknemers was
betrokke by die ontwikkeling van die bedryfsplan van die hospitaal. Die bestuur van
Dr. Yusuf Dadoo Openbare Hospitaal het ook seker gemaak dat bedryfsplanne van
die werknemers die oorkoepelende doelwitte van die hospitaal ondersteun. Werwing,
keuring en aanstelling word deur die menslikehulpbron-departement gedoen, asook
die oriëntering van nuwe werknemers. Die organisasiestruktuur gee aan werknemers
’n duidelike idee van hul verantwoordelikhede, hul gesag en die persoon aan wie hulle
moet rapporteer.
Die funksionele struktuur van Dr. Yusuf Dadoo Openbare Hospitaal groepeer
soortgelyke of verwante beroepsklasse saam. Verwagtinge word duidelik deur
toesighouers aan ondergeskiktes verduidelik wanneer take toegewys word.
Aktiwiteite en funksies is georganiseerd en bestuurders wys verantwoordelikheid in
ooreenstemming met gesag toe wanneer take aan ondergeskiktes gedelegeer word.
Personeeluitgawes by Dr. Yusuf Dadoo Openbare Hospitaal belemmer nie
dienslewering nie. Die hospitaal het sterk leierskap nodig om uitdagings waarmee
bestuurders te doen het, te oorleef en te oorkom.
Die leierskapsfunksie by Dr. Yusuf Dadoo Openbare Hospitaal hou verband met die
manier waarop die bestuur die toekoms van die hospitaal gedefinieer het, die belyning
van mense met die visie en die inspirasie van mense om dinge te laat gebeur. Nie
genoeg is deur die bestuur van die hospitaal op hierdie gebied gedoen nie. Die bestuur
van Dr. Yusuf Dadoo Openbare Hospitaal moet alles moontlik doen om bestuurders
en daardie werknemers wat potensiaal op hierdie gebied toon, op te lei en te
ontwikkel. Die vyf openbare bestuursfunksies, naamlik beleidmaking, beplanning, organisering,
leiding en beheer, word uitgevoer in ’n komplekse en dinamiese omgewing. Dit is
noodsaaklik om die bestuurspraktyke van openbare hospitale gereeld te assesseer deur
op die vyf openbare bestuursfunksies te fokus. Dit is ook noodsaaklik dat openbare
bestuurders van Dr. Yusuf Dadoo Openbare Hospitaal verseker dat die openbare
bestuursfunksies uitgevoer word om die gestelde doelwitte van die hospitaal te
verwesenlik.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/4222 |
| Date | 03 1900 |
| Creators | Sofohlo, Patrick Mbeko |
| Contributors | Uys, F., University of Stellenbosch. Faculty of Economic and Management Sciences. School of Public Management and Planning. |
| Publisher | Stellenbosch : University of Stellenbosch |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | Unknown |
| Type | Thesis |
| Rights | University of Stellenbosch |
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