http://hdl.handle.net/10386/36 2013-06-20T05:34:36Z 2013-06-20T05:34:36Z Mphelo, Derick Harold Thabo http://hdl.handle.net/10386/867 2013-05-30T09:37:10Z 2006-01-01T00:00:00Z

Title: Recruitment of public managers in the Provincial Government Service from 1994, with particular reference to Limpopo Authors: Mphelo, Derick Harold Thabo Abstract: The main objective of the study was to scrutinize the difficulties that confront the recruitment and selection processes at provincial government level, which recruitment processes are required to be in conformity with national and provincial policies. Furthermore, the study will also endeavor to answer questions on problems emanating from the recruitment and selection of public managers since 27 April 1994. The population selected for purposes of this study was that of the management team of the Department of Public Works in the Limpopo Province. The population consisted of 281 management officials. A proportional stratified random sampling design was used for obtaining a sample, with head office and the six district offices forming the different stratas. 14% of managers in all stratas were taken as a sample. The data was collected using questionnaires and interviews, followed by the collection of selected government reports with appropriate data. In the case of interviews, the following three methods were iv used, namely, non-scheduled interviews, non-scheduled structured interviews and scheduled structured interviews. The study revealed that in the Department of Public Works:  There was a sustained or uncontrollable movement of managers hopping in and out of the department. This was exacerbated by the lack of a retention strategy for controlling this problem. As a result, the cream of the department’s most resourceful managers was lost.  The recruitment and selection processes in the department of Public Works were inappropriately guided due to a lack of proper planning. As a direct result thereof, the wrong managers were recruited.  The internal source was preferred over the external source in conducting the recruitment and selection processes. This limited the opportunities of employing the correct managers.  There have been biases in that the recruitment and selection processes were manipulated in order to benefit certain individuals v at the expense of others. This has had a negative impact on the morale of the rest of the staff. In view of the findings of this study, it is recommended that further research on a broader scope is imperative, with the population consisting of the entire management in the Limpopo Provincial Government. The purpose of such research should be to determine the extent to which the recruitment and selection of managers were impacting on service delivery, which is critical to the welfare of the Limpopo society in particular, and the South African society in general. Description: Thesis (MPA.) -- University of Limpopo, 2006

2006-01-01T00:00:00Z Bapela, Tshoane Jimmy http://hdl.handle.net/10386/835 2013-05-11T22:01:33Z 2012-01-01T00:00:00Z

Title: The efficacy of the School Governing Bodies in the governance of school finances in Tsimanyane Circuit, Limpopo Province Authors: Bapela, Tshoane Jimmy Abstract: The School Governing Body as the executive authority of every school has the role to govern the finance of the school efficiently, effectively and economically. It has to formulate financial policy and understand financial legislation framework in particular Public Finance Management Act, 1999, Procurement Policy and South African School Act, 1996. The problem in this study is to investigate the skills of the School Governing Body in the handling of school finances, its ability to formulate and implement school base financial policies and its implementation of South African Schools Act, 1996 and Public Finance Management Act, 1999. Description: Thesis (MPA.) -- University of Limpopo, 2012

2012-01-01T00:00:00Z Malatji, M.P. http://hdl.handle.net/10386/821 2013-05-11T22:00:51Z 2011-01-01T00:00:00Z

Title: Factors contributing to misallocation of RDP-Low cost houses to beneficiaries at Namakgale in Mopani District of Limpopo Province Authors: Malatji, M.P. Abstract: Refer to document Description: Thesis (MPA.) --University of Limpopo, 2011

2011-01-01T00:00:00Z Matjie, Mokgata Alleen http://hdl.handle.net/10386/820 2013-05-11T22:00:49Z 2010-01-01T00:00:00Z

Title: The relationship between transformational leadership, emotional competence and conflict management skills of managers in the public sector Authors: Matjie, Mokgata Alleen Abstract: In recent years, the South African government has put a lot of energy into the transformation of public sector departments. Effective leadership is a prerequisite in any effort to transform an organization. However, research findings indicate that there is a critical need to develop and train managers in the public sector to deal with numerous challenges in a fast changing world. They do not only need technical competencies but also soft skills to manage interpersonal relationships. This means that the public sector in South Africa needs to develop its leaders effectiveness in dealing with the human side of enterprises. Research in the first world countries on effective leadership behaviour has indicated the following: Firstly, leaders with high levels of emotional competence are more effective in interpersonal situations than those with low levels of emotional competence. Secondly, transformational leadership behaviour has a significant positive relationship with a leader s emotional competence. Lastly, a leader s conflict handling style is associated with his/her effectiveness as a leader. The purpose of the present study was to explore the relationship between managers transformational leadership style effectiveness, their level of emotional competence (emotional expression and constructive discontent) and their conflict management skills within the public sector in South Africa. A survey design was employed to collect data. Questionnaires were completed by 126 managers in a public sector department in the Limpopo Province. The questionnaires included items to assess transformational leadership, emotional competence and conflict management skills, and also to siphon demographic information of the managers. Frequencies for demographic information were computed, as well as correlations for transformational leadership, emotional competencies and conflict management styles in order to test out hypotheses about the relationship between the variables of interest.Findings indicated that the majority of the respondents were Black males under the age group of 41-50, on job levels 11-12, with managerial experience of 1-5 years. The main findings of the study showed the following: (a) There is a very weak,significant positive relationship between transformational leadership and emotional expression, and a negative relationship between transformational leadership style and constructive discontent; (b) There is a relatively weak but significant positive relationship between the transformational leadership style and the constrictive conflict management skills (collaborating and compromising interpersonal conflict management styles); (c) There is a weak but significant negative relationship between the compromising interpersonal conflict management style and emotional expression, and a very weak, non-significant negative relationship between collaboration interpersonal conflict management style and emotional expression; and (d) There is a weak but significant negative relationship between the compromising interpersonal conflict management style and constructive discontent, but a very weak non-significant negative relationship between collaboration interpersonal conflict management style and constructive discontent. These findings led the researcher to believe that the respondents are neither transformational leaders nor emotionally competent, and thus could not either compromise or collaborate with others when they are in an interpersonal conflict situation. It is recommended that managers should be trained to develop their leadership, as well as emotional and conflict management competencies. Even though small sample size was used in this study, there results will be generalized to the whole South African population of public service managers. Further research study with different research methodology is recommended within other public sector departments and provinces within the country. Description: Thesis (MPA. (Industrial Psychology)) --University of Limpopo, 2010

2010-01-01T00:00:00Z