1,721,029 research outputs found
Decentralisation and capacity-building : paradigm shifts in local self-governance
Get PDFDuring the past two decades both developed and developing countries are
delegating responsibilities to lower-level governments as a component of public
service reforms. The earlier reforms emphasised decentralisation as improved
administration at sub-national levels. In contrast, the most recent decentralisations
are emphasising enhanced service delivery that demands capacitation of
municipalities. The article endeavours to utilise the theoretical connection amongst
decentralisation and capacity-building for a broadened analysis in a South African
context. The article emphasises political, fiscal and administrative decentralisation
in order to identify capacity gaps in the system. There are assumptions that “coupled
with the inexperience and weak capacity of local governments, decentralisation is
often blamed for not fulfilling its promises - and for not having a positive impact
on development” (Yilmaz et al. 2010:286). Against this background the article
analyses the relevant literature to argue that decentralisation can be considered as
a causative factor to enhance local government capacities
The status and political participation of women in the Democratic Republic of Congo (1960-2010): a critical historical reflection.
Get PDFOne of the central demands of the feminist movement (which started in the
1880s globally [but first arose in France in 1870]) has been and continues to
be women’s exercise of their full and active citizenship, which they consider
was denied them as a result of not being recognised as equals at the moment
of the definition and construction of citizenship in the eighteenth century.
Since then, the women’s movement and feminist movement have denounced
this exclusion, calling for equal citizenship for women. At first, between
the end of the nineteenth century and the beginning of the twentieth, the
feminist movement demanded the right to vote along with other civic, civil,
and political rights, considered as a first wave of feminism.1 The second wave
of feminism during the 1960s and 1970s continued to demand the expansion
of women’s citizenship in the case of the African continent as a whole, and
called for a redefinition of the private sphere in which women were isolated.
In this sphere they were excluded from certain human rights and were thus
unable to fully exercise rights expressing an equal citizenship.2 In for example
the Democratic Republic of Congo (DRC), as the focus for this discussion,
the participation of Congolese women in the decision making of the country
by 2011 was supported by the recently promulgated constitution of the DRC
in 2006. The constitution promotes equal opportunity for men and women,
but the current government has to date not yet achieved what was promised
then. This paper is a critical historical reflection of women’s status and political participation in the DRC. It also argues that the DRC government should
encourage women to become actively involved in political parties so that
they are eventually able to achieve the highest office in the country in order
to serve justice to human rights. Furthermore, the government should take
the initiative to introduce a quota system for women in the different state
structures. The paper also calls upon political parties of the DRC to encourage
the participation of women in party politics
Integrating traditional leadership structures with contemporary public administration machinery for innovative governance and improved service delivery
No full texthttp://dx.doi.org/10.1201/b14660-12http://www.crcnetbase.com/doi/abs/10.1201/b14660-1
The impact of global partnership for development (Goal number 8) in achieving the millennium development goals in Africa
No full textIn 2000, the United Nations (UN) made a Millennium Declaration that commits governments across the globe to develop the lives of the people by 2015. This declaration is known as Millennium Development Goals (MDGs). This paper will examine the role that every government has to play in achieving the goals by focusing on Goal number 8, which encourages global partnerships for development. It will interrogate the agreements that
respective countries enter into in the quest to achieve the MDGs and what
these agreements mean. There are only five years left for the MDGs to be met. This paper will refl ect on the progress of Africa and its agreements on a country level to achieve the MDGs; evaluate the agreements that each country enters into with another country; and discuss the level of benefi ciation each country has on the other for the development of each countr
Capacity building programmes for the skills development of employees at the Gauteng Department of Education
Get PDFMA (Public Management and Administration), North-West University, Vaal Triangle Campus, 2014Since the inception of the National Skills Development Framework for Employees in Public Education in 2006, every organisation has its own WSP to offer skills development training to employees. This study aims to analyse the implementation challenges of the capacity building programme/s at head office of the Gauteng Department of Education. These programmes, including internships, workplace skills plan and short courses were explored from the circumstantial status at the national level (general) and will focus on the Gauteng Department of Education (specific context). In this context, the study sets out to explore the following specific problem exploring that there are challenges in the effective implementation of capacity-building programmes for job-related skills development of employees at Gauteng Department of Education at managerial levels. In the search for answers to the research problem, a hypothesis was formulated, and various primary and secondary sources were utilised. The findings from the literature review and empirical research undertaken in this study indicate that there are significant challenges to overcome in the effective implementation of capacity-building programmes. The study offers relevant recommendations to improve the challenges.Master
Monitoring and evaluation mechanisms for sustainable development in Sedibeng District Municipality
Get PDFPhD (Public Management and Governance), North-West University, Vaal Triangle Campus, 2014In South Africa, democracy has brought transformative improvement in the system of governance. The Constitution of the Republic of South Africa (1996) implemented in the post-apartheid era, has raised the status of the lowest sphere of government, by granting these authorities delegated responsibilities. This sphere of governance is known as local government (municipal government) and in the present context developmental local government is both democratically elected and decentralized. The restructuring of local governance requires municipalities to serve the communities within their areas of jurisdiction. This has brought capacity challenges for the municipalities. They are charged with delivering acceptable standards of services to the residents. The current lack of deliverance is evident in the widespread protests, with community members showing their dissatisfaction with sub-standard service delivery and backlogs. Furthermore, municipalities are required to formulate their own by-laws improve the lives of community members, and to implement their legislative mandates satisfactorily. In order for the municipalities to perform more effectively, a transformative model is necessary. The quality of services currently delivered at municipal level must be reviewed. Monitoring and evaluation are the key elements of assessment which must be undertaken. The rationale behind this monitoring and evaluation is to make the system of governance more effective through an even-handed assessment of policies, programmes, projects, strategies, performance of personnel, and the organization as a whole. For the purpose of this study, the researcher explored the challenges regarding monitoring and evaluation and its impact on sustainable development in Sedibeng District Municipality utilizing the quantitative research approach. A model is proposed for improvement called as Monitoring and Evaluation for Sustainable Development (MESD).Doctora
A workplace skills plan for enhanced service delivery at Nigel Local Municipality
Get PDFThesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2009.The importance of human resource development as a means of ensuring that the organisation and institution maintain their competitiveness cannot be over-emphasised. Training and development of employees are critical to organisations, because it ensures the acquisition of required skills, which is paramount for the provision of effective service delivery, in particular local sphere of government. The Workplace Skills training that refers to the strategic human resource training and development, aims at developing the workforce, labour skills capacity, thereby achieving the institutional goals, policies and objectives of the institution. The Workplace Skills Plan is the key strategic planning document relating to workplace training, career pathing and employment equity for the Municipality. It details the training planned by a municipality in a given financial year as legislated by the Local Government Sector Education Training Authority (LGSETA). Workplace Skills Plan, through LGSETA, the Skills Development Legislative framework and the Employment Equity Act, makes provision, ensuring that employees in the public service should enhance their skills in order to deliver effective services to its customers, the public. For quality and effective service delivery at the Nigel Local Municipality to take place, the implementation of the Workplace Skills training is imperative for the enhancement of a skill workforce that will be able to ensure that the customer is satisfied with the product and service rendered by the employees.Master
Implementation of e–administration for enhanced service delivery at Sedibeng District Municipality
Get PDFThesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2011The Sedibeng District Municipality (SDM), according to its Integrated Development Planning Report 2009, is a Category C municipality established in the Gauteng Province. It is the only area of the Gauteng Province that is situated on the banks of Vaal River and Vaal Dam, covering the area formally known as the Vaal Triangle including of Nigel and Heidelberg. It includes the towns of Vereeniging, Vanderbijlpark, Meyerton, and Heidelberg as well as the historic townships of Evaton, Sebokeng, Bophelong, Sharpville, and Ratanda, which have a rich political history and heritage. The SDM covers the entire southern area of Gauteng Province, extending along 120 km axis from East to West. The total geographical area of the municipality is 4630 square kilometers and the numbers of households living are 241223. In order to serve the communities, the municipality needs technologically advanced systems to deliver services efficiently. The study therefore focused on the implementation of e-administration for enhanced service delivery at SDM. The review of Sedibeng District Municipality Integrated Development Plan 2009 regarding service delivery does not indicate any statement recorded regarding e-government as the tool to help speedup service. According to SDM IDP, 2009 the Sedibeng District Municipality has other ICT initiatives such as the implementation of the CCTV in Vanderbijlpark CBD. While Sedibeng District Municipality Website 2009 states that the e-government will be implemented, even the Sedibeng District Municipality‘s website has outdated information. Other pages are still on development viz. visitors, business and residents. There is not much information on the clusters regarding their plans‖. In order to improve the challenge, the study hypothesized that ―lack of effective implementation of e-administration may lead to inefficient service delivery at Sedibeng District Municipality. The findings from the literature review and the empirical research support the central statement. Findings indicate that the SDM is aware regarding the significance of e-administration. The employees at the SDM are therefore receiving training from external service providers to enhance their expertise in the field of e-administration. The SDM needs to be aware and empower community members to understand the utility of e-administration for fast and convenient delivery of services. The SDM needs to invest in human resources to advance the service delivery through appointment of skilled and expert personnel. The adequate implementation of e-administration at the SDM level and the appropriate e-participation by the community members are the foundation blocks of improved and enhanced service delivery. The study recommends that SDM needs to appoint personnel advanced in technology; organize training sessions to enhance technological skills of existing employees on continuous basis; organize public participation forums for community members regarding the significance and utility of e-administration for improved service delivery; organize training sessions for community members to empower them with the technological means of participation; improve its website for the community members to log-in their requests; establish one-stop centres for the community members to utilize the e-administration. This is an imperative step as not all community members have access to computers and internet at home; deploy facilitators to train community members regarding the procedures of e-administration in their local language(s); and to improve on e-infrastructure in the form of establishment of kiosks in rural areas. This will assist geographically scattered community members to approach the municipal officials with ease The study recommends to further explore the concept of e-administration to combat bureaucracy and enhance transparency in the government processes in general and at the grass-roots level in particular.Master
The implementation of human resource development strategy for total quality management within the Department of Correctional Services : focus on Groenpunt management area
Get PDFThesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.To improve on service delivery, the challenge is to ensure that the correctional officials understand and are skilled in dealing with demands for better standard of service delivery by the public. There is a perception that current training programmes are too fragmented and that training does not receive the priority it deserves. There is also a feeling that current training is still too much focused on the training needs of the ''top" echelons (managers) and not the "bottom" end of the Department of Correctional Services, especially those directly dealing with day to day work situation. This study was therefore designed to examine how human resources are developed within the Department of Correctional Services, emphasizing on Human Resource Development Strategy for Total Quality Management within the Department. The research methods utilized in the investigation are qualitative and exploratory, since no comparative research on the implementation of Human Resource Development Strategy has yet been conducted in the Department of Correctional Services. The study took place at the Groenpunt Management Area. In order to obtain data, questionnaires and interviews were used and administered by the researcher with randomly selected individuals from the employees within Groenpunt Management Area. The investigation was based on the hypothesis that the effective implementation of human resource development strategy may lead to efficient total quality management in Groenpunt Management Area. The Department of Correctional Services (DCS) should utilize strategies to provide training and education to further the employees' development and chances of advancement to leadership positions. The DCS must be concerned to implement techniques that could serve to improve productivity and better service delivery. Greater employee involvement and development need to be encouraged. The findings of the study explore that the Human Resource Development Strategy for the DCS must be aimed at addressing the major human resource capacity constraints currently hampering the effective and equitable service delivery. The DCS must become a true learning organization and to ensure this the DCS must ensure that conditions necessary for improving service delivery have been established. The implementation of the HRD Strategy will ensure that the capacity of the staff within the DCS is built up to a level of competence that will ensure access to equal and competent service. The study concludes with the recommendation that appropriate human resources are required to implement strategies. The DCS further needs to have the right kind of people trained in the appropriate manner in order to carry out strategic plans. Where the implementation of strategies requires new knowledge and skills, it must be ensured that the information is built into the existing training courses and that new courses are developed if necessary.Master
Human resources strategies for effective management applications at Gauteng Department of Sports, Arts, Culture and Recreation
Get PDFThesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.This study investigates the restructuring and alignment processes within the Gauteng Department of Sports, Arts, Culture and Recreation. The nature of the study was neither inclusive nor an exclusive study accommodate every input of the sub-directorate, and review the staff capacity to meet with set objectives of the Department. It also investigates some of the problematic areas shortsighted by the restructuring and alignment processes in the hub and areas of concerns which included: Accommodation (office space and sports fields); support of staff by senior managers; contracting and performance reviews; transport; progress review meeting of the hub system; budgeting and its implementation; equipment demand; administration tools leading severe problems; contracting of contract workers leading severe problems; and overtime and excessive workload in the hubs. It was showed in the research that problems occurred due to the inappropriate alignment of internal programmes complimented with inadequate human resources strategic planning and implementation. The problem of restructuring and alignment are due to oversight on the processes and implementation of the programmes at the foundational level, the lack of follow-ups on Service Level Agreement (SLA) with local government (still not signed), interdepartmental and intergovernmental integration strategy not in place, inadequate facilities for offices, consultation with community and stakeholders which only took place at the later stage. The respondents seriously commented regarding the organisational structure that has been changed thrice since its implementation. This led to overcrowding of staff hubs, with no career path strategy. Further causes are lack of alignment of human resource management strategy with programmes, and structural arrangement of all the departmental sub-directorates, confusing the implementation of programmes and the reporting systems. Considering the challenges of restructuring and alignment at the Gauteng Department of Sports, Arts, Culture and Recreation, the study concludes that there is a need for further restructuring and alignment of the human resource strategy to manage the objectives of the Department effectively and efficiently.Master
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