South African Government Departments Research Articles

Employee Perceptions: Disjuncture between Goals of Performance Management Systems and Effective Implementation in South Africa

This study sought to investigate employee perceptions of the implementation of the Employee Performance Management Development System in a South African government department. Quantitative and qualitative data were collected from employees in the department in the form of an on-line survey. The primary findings reveal a large gap between the goal of the system and its implementation. The results of the study indicate employees perceive the EPMDS to be an ineffective and inefficient system, largely because supervisors and managers are not implementing it objectively. As a result, employees believe the system is not fairly applied in managing their performance. The study makes a significant contribution by illuminating the misalignment between the intent of the system and its actual implementation. It also points to managerial bias and the focus on punitive action rather than rewarding performance according to goal achievement and developing future performance. A major implication of the results is that the need for a monitoring function as, as required by an EPMDS directive and framework. Employees perceive its implementation to be unfair, marked by bias and punitive measures.

Readiness factors affecting e-procurement in South African government departments

Readiness factors affecting e-procurement in South African government departments

Communication and leader-member exchange

This study partially replicated similar research conducted by Yrle, Hartman & Galle(2002:262) and Yrle, Hartman & Galle (2003:95-96) in the United States (US), whichexamined the correlations between communication style and leader-member exchange(LMX) in the South African context. It also took into consideration the potential impactof aspects such as gender, demographics and diversity on supervisor-subordinate LMXand communication considering the uniqueness of the South African environment.The research was conducted among supervisors and their subordinates at a South Africangovernment department. Forty-nine supervisors and subordinates, effectively representing27 organisational dyads, were able to participate in this study. It yielded some interestingresults, the most important of which is that the Pearson correlation coefficient statisticalanalysis supported the proposition that there is a correlation between LMX andcommunication in dyadic relationships.

Mapping and auditing digital literacy of civil servants in selected South African government departments

As digital technology becomes ubiquitous, workers will increasingly need an appropriate set ofdigital skills to access and process information, using digital systems and tools. Hence, the aimof the study was to map and audit the digital literacy of civil servants in selected South Africangovernment departments in KwaZulu-Natal (KZN). Through a survey, four government departments,considered to be central to service delivery, were targeted. To obtain a representative sample, asystematic sampling method was applied. Data were analysed using the SPSS statistical analysisprogramme. The results suggested that not enough is being done to equip civil servants with thedigital literacy skills they require to improve service delivery. As technology changes, so does theneed for training in new technologies. Developing digital literacy in the workplace is a definite wayfor businesses and organisations to increase their work productivity and creativity. It is importantto note that digital literacy is an essential requirement for effective and optimal participation in theworld’s economy. The digital era is not going to disappear, and the need for education to respondto the growing digital tide is rapidly increasing. A digitally literate workforce is crucial if governmentis serious about improving work productivity and creativity in the public sector.

Public Service, Leadership and Innovation in South Africa

In South Africa public service institutions are the implementing arm of government. These include services such as education, electricity, health, housing, transport and water. Government services such as municipalities are also part of this and have always bore the brunt of citizens who protest about the non-delivery of services. Community members demanding service delivery from government departments have been initiating unending strikes which are frequently destructive. Yet, various South African government departments have experienced employees’ non-commitment, corruption and wastage of government resources. The purpose of this article is to utilize literature review to examine the role of public service leaders in transforming public service for effective governance. Arguably, public service institutions with weak leadership and no vision will always falter. The discussion focuses on how conscientious leaders can employ values, ethics and ownership to strengthen the function of these public service institutions. Furthermore, the article examines how in a time of decolonization and transformation leaders could adapt strategies for revamped African public institutions. The conclusions show that it would not be enough for leaders to know the Batho Pele principles and the Constitution of the democratic South Africa of 1996, but it is being able to be a transformational and ethical leader that one can lead public service institutions.

Knowledge management awareness in South African provincial government departments: The case of KwaZulu-Natal Department of Public Works, Pietermaritzburg

Background: Knowledge management (KM) holds a major influence on the effective delivery of services in government departments as it is tactically affiliated to the formation, composition, and sharing of information to prevent ‘reinvention of the wheel’ by staffs when performing their jobs. However, few government departments within the South African context have implemented formal KM initiatives.Objectives: This research sought to examine the KwaZulu-Natal Department of Public Works (Pietermaritzburg) employees’ awareness of any KM initiatives, their benefits, and barriers that are preventing the successful implementation of a formal initiative.Method: A survey research approach was utilised in which structured questionnaires were administered to respondents. Data were analysed using the Statistical Package for the Social Science (SPSS).Results: The research established that KM initiatives are being practiced informally within the Department and there is a reasonably high level of awareness of these initiatives together with the benefits associated with them. The lack of a dedicated unit for KM and KM professionals are some of the barriers to the successful implementation of formal initiatives.Conclusion: The research concluded that the Department is in dire need of a formal KM initiative to reap the potential benefits and improve service delivery.

Factors Affecting Knowledge Sharing Intentions: The Mediation Role of Attitudes in the South African Government Department by Tarisai Fritz Rukuni and Patience Elleth Nkuna-Nomandla

Factors Affecting Knowledge Sharing Intentions: The Mediation Role of Attitudes in the South African Government Department by Tarisai Fritz Rukuni and Patience Elleth Nkuna-Nomandla

Organisational Ethics Management to Promote Good Governance in the South African Public Service

This paper summarizes the arguments and counterarguments within the scientific discussion on the issue of misconduct. The purpose of the research is to explore the need for organizational ethics management to promote good governance in the South African Department of Public Works and Infrastructure. Systematization of the literary sources and approaches for solving the problem of misconduct indicates that despite the legislative and institutional frameworks that are implemented, various forms of misconduct persist in the department, the cause of which could be institutional and explored and described in the study. The relevance of this scientific problem decision is that this study intends to promote good governance in one chosen department in South Africa, and the findings may also apply to other government departments. Investigation in the paper is conducted in the following logical sequence: conceptual frameworks of organisational ethics management and good governance are explained, followed by an explanation as to how organisational ethics management can promote good governance; after that, a contextual framework is discussed, exploring various cases of misconduct that impede good governance in the Department of Public Works and Infrastructure. The methodological tools of the research methods were conceptual and document analysis and synthesis. The paper presents the qualitative study results which show few institutional factors, such as lack of audit action plans, absence of funding models, ineffective internal control systems, and lack of compliance. These may be considered factors impeding good governance in the Department. The results show that organisational ethics management needs to incorporate various aspects of ethics into the Department, such as ethics training, code of conduct, establishing an ethics committee, promoting ethical behaviour, and disciplinary measures to combat misconduct and promote good governance. The results of the research could be helpful for other South African government departments to combat misconduct and promote good governance.

Knowledge management awareness in South African provincial government departments: The case of KwaZulu-Natal Department of Public Works, Pietermaritzburg

Background: Knowledge management (KM) holds a major influence on the effective delivery of services in government departments as it is tactically affiliated to the formation, composition, and sharing of information to prevent ‘reinvention of the wheel’ by staffs when performing their jobs. However, few government departments within the South African context have implemented formal KM initiatives. Objectives: This research sought to examine the KwaZulu-Natal Department of Public Works (Pietermaritzburg) employees’ awareness of any KM initiatives, their benefits, and barriers that are preventing the successful implementation of a formal initiative. Method: A survey research approach was utilised in which structured questionnaires were administered to respondents. Data were analysed using the Statistical Package for the Social Science (SPSS). Results: The research established that KM initiatives are being practiced informally within the Department and there is a reasonably high level of awareness of these initiatives together with the benefits associated with them. The lack of a dedicated unit for KM and KM professionals are some of the barriers to the successful implementation of formal initiatives. Conclusion: The research concluded that the Department is in dire need of a formal KM initiative to reap the potential benefits and improve service delivery.

Internal audit’s evolving performance role: lessons from the South African public sector

PurposeThe formal adoption of internal auditing within the South African public sector was made compulsory by the Public Finance Management Act, No. 1 of 1999. Despite internal auditing’s primary role of adding value and assisting organisations to accomplish pre-defined strategic objectives, the increasing frequency of service delivery protests in South Africa, suggests that mandatory internal auditing may not have contributed to improving public sector performance and enhancing service delivery, as envisaged. This paper aims to identify the factors preventing internal audits from effectively contributing to improved public sector performance and service delivery.Design/methodology/approachThe study adopted a sequential mixed-methods research approach. Firstly, a survey instrument was used to collect empirical data from survey respondents at South African national government departments. Secondly, semi-structured interviews and focus group discussions were held with a purposively selected sample of participants to explore the observations from the first phase. The observations from the first two phases were validated through an analysis of pertinent documents and records.FindingsDespite all departments adopting internal auditing, management’s expectations of internal auditing and the services provided by the internal audit function diverged. The results suggest that the emergence of a compliance approach to organisational governance together with poor performance management skills has impaired internal auditing’s ability to effectively contribute to strategic and performance management.Research limitations/implicationsDespite its South African orientation, as internal auditing is a global association and given that service delivery protests continue to occur in several countries around the world, increases the study’s international relevance. Moreover, the mandate of internal auditing requires it to add value to an organisation irrespective of its geographical location.Originality/valueThe study contributes to the existing body of knowledge on internal auditing, particularly its adoption and implementation in the South African public sector. In addition to identifying the factors inhibiting effective internal auditing, the study advances a suggested framework for the future of internal auditing.

Factors influencing adoption of business intelligence in South African national government departments

Factors influencing adoption of business intelligence in South African national government departments

Factors influencing adoption of business intelligence in South African national government departments

Factors influencing adoption of business intelligence in South African national government departments

An Evaluation of the Impact of Training and Development on Organisational Performance: A Case Study of the Gauteng Provincial Department of Economic Development

Orientation: Organisations relies on the expertise, standard, competence and performance of its employees for it to offer effectual service delivery. However, the framework and administration of Training and Development has not advanced in parallel to the new and ever changing business needs. Research purpose: The purpose of this study is to evaluate the impact of Training and Development on organisational performance using a case study, literature review and statistics of the Department of Economic Development in the Gauteng Province. Motivation for the study: The motivation of this study is that the South African government department spends millions of Rand’s on Training and Development of its workforce, however, these departments continue to perform poorly. Research approach/design and method: This study used a descriptive quantitative research design. Data analysis employed descriptive statistics and inferential statistics and the sample included 131 employees. Main findings: The main findings of the study are that Training and Development has a positive impact on the performance of the employees in the department. The department provides Training and Development programmes that are not relevant to the tasks of employees. Training evaluation is the most ignored step in the training process and the department does not have a tool to measure the impact of training and development. Practical/managerial implications: The study proposed that the department should adopt Kirkpatrick’s model for evaluating training programmes and skills and knowledge learned from training should be considered. Contribution/value-add: This study will bring new scientific knowledge of the impact of Training and Development on organisational performance within the Gauteng Provincial Department of Economic Development.

Towards a conceptual framework for protection of personal information from the perspective of activity theory

Background: Personal information about individuals is stored by organisations including government agencies. The information is intended to be kept confidential and strictly used for its primary and legitimate purposes. However, that has not always been the case in many South African government agencies and departments. In recent years, personal information about individuals and groups has been illegally leaked for other motives, in which some were detrimental. Even though there exists a legislation, Protection of Personal Information (POPI) Act, which prohibits such malpractices, illegally leaked information has however, not stopped or reduced. In addition to the adoption of the POPI Act, a more stringent approach is therefore needed in order to improve sanity in the use and management of personal information. Otherwise, the detriment that such malpractices cause too many citizens can only be on the increase.Objectives: The objectives of this study were in twofold: (1) to examine and understand the activities that happen with personal information leaks, which includes why and how information is leaked; and (2) to develop a conceptual framework, which includes identification of the factors that influence information leaks and breaches in an environment.Method: Qualitative research methods were followed in achieving the objectives of the study. Within the qualitative methods, documents including existing literature were gathered. The activity theory was employed as lens to guide the analysis.Result: From the analysis, four critical factors were found to be of influence in information leaks and breaches in organisations. The factors include: (1) information and its value, (2) the roles of society and its compliance to information protection, (3) government and its laws relating to information protection and (4) the need for standardisation of information usage and management within a community. Based on the factors, a conceptual framework was developed.Conclusion: This study can be used to guide implementation of information protection acts in any environment. It empirically contributes to societal awareness on how and why personal information is leaked and breached. Also, it will benefit academic domain, particularly in the use of activity theory.

Challenges in reporting on predetermined objectives to the Auditor-General: The case of Limpopo provincial departments

Limpopo provincial departments like all other South African government departments are required to report on performance against predetermined objectives in terms of Section 40 of the Public Finance Management Act 1 of 1999, read in conjunction with Section 5.1.1 of the Treasury Regulations. The purpose of this article is to report on a study that was undertaken to establish the challenges faced by the Limpopo provincial departments in reporting on performance against predetermined objectives to the Auditor-General (AG). Reporting on predetermined objectives has been a challenge over the past financial years and this is evident in the AG’s reports, in which Limpopo provincial departments continued to receive qualified audit reports. The literature review carried out for purposes of this study revealed that performance management is fundamental to enhancing organisational performance. A qualitative research design was used to collect and analyse data. Key findings of the study included that management should prioritise strategic planning, performance reporting, monitoring and evaluation to enable it to be in a position to make a determination as to whether what was planned by the department was actually realised. It is also of paramount importance that performance reporting is highly prioritised at strategic, tactical and operational management meetings to ensure more effective and efficient organisational performance.

Evaluating a public sector organisation for SDI Readiness – The case of a South African government department

Spatial data infrastructure (SDI) facilitates the collection and sharing of geographic information developed by different organisations. As a result, SDI initiatives are occurring in different countries. Various government departments are implementing SDI in order to contribute to the achievements of its objectives. SDI assessments to evaluate the implementation thereof is also occurring from local levels to international levels. This paper establishes the availability of geographic information within the Department of Environmental Affairs (DEA) by describing DEA’s contribution to the South African SDI objectives and by assessing DEA’s SDI readiness. The qualitative method was used to collect data. The techniques used in this research were literature review, interviews, mainly in-depth interview, document and internet analysis. The results indicate that geographic information is available and the department continues to make more means to make it available. They also reveal that there are some challenges with respect to accessibility. Currently there is a process to make it even more easily accessible. The results show DEA’s willingness and capacity to contribute to the South African SDI. The voluntary participation in SDI activities and the ability to obtain additional funding for geographic information is a clear indicator of DEA’s willingness to contribute to SASDI’s objectives. The results contribute to the body of knowledge that if an SDI is still in the early stages of development, it is challenging to make conclusions on some of the key SDI assessment indices. Future research is required once South African SDI has reached mature stages.

The development of disability-related employment policies in the South African public service

Worldwide, the employment of people with disabilities has been challenged by the slow development of ‘workplace specific’ disability employment policies. The focus has been on formulating legislation to overcome barriers and the implementation of national disability policies without ensuring that workplaces formulate such policies. While laws regarding disability have been on the statute books for two decades in South Africa, little is known about how effective they have been and their impact in the workplace. This article examines whether South African government departments have developed or reviewed employment policies for the benefit of people with disabilities, and determines whether policy makers were aware of the existence of the Disability Code (Republic of South Africa, 2002) and the Technical Assistance Manual (Republic of South Africa, 2005) when the policies were developed or reviewed. Human Resource Managers from 16 government departments in KwaZulu-Natal Province were interviewed. It was found that although HR policies were in place and some were being developed, very little has been done in terms of reviewing and/or developing disability employment policies. Furthermore, the existing prescripts were not extensively used as a resource during the development of disability-related employment policies. This has negatively affected the employment of people with disabilities in the public service. It is hoped that the results will assist management, HR practitioners as policy makers, and line managers to develop disability employment policies in order to attract and retain people with disabilities. The research also contributes to the existing body of literature on disability

An Exploratory Study Of Factors Influencing Organisational Justice Among Government Employees

Organisational justice has become prominent within the leadership literature as an underlying and important aspect of governance. This study set out to examine factors influencing employees organisational justice perceptions in a South African government department. The perceptions of the 289 participants were investigated by using the Organisational Justice Measurement Instrument (OJMI) as a measure of organisational justice. Descriptive statistics of the sample and factor analysis were conducted to analyse the data and to determine the factors that contributed to the perceptions of organisational justice of government employees. Results of the Cronbach alpha indicated that the OJMI is a reliable measuring instrument for the construct of organisational justice. The findings of this study identified the nine underlying factors that contributed to the perceptions of organisational justice as strategic direction, distributive, procedural, interactional, informational, service delivery and innovation, diversity management, customer relations, ethical leadership and management. This study suggests that to enhance the perceptions of organisational justice, leaders in government departments should focus on the identified nine factors. The implications of the findings are discussed and recommendations for future research are made.

Predicting Organisational Performance Through Innovation, Quality And Inter-Organisational Systems: A Public Sector Perspective

There remains a constant need for further empirical research on organisational performance in the public sector, in a bid to generate current and relevant solutions. Such an approach could be a panacea for performance-related problems that continue to affect public organisations in developing countries. The purpose of this study was to examine the relationship between organisational performance and three input factors; namely, innovation, inter-organisational systems and quality. A quantitative approach using the survey method was used in which a questionnaire was administered to 272 randomly selected managers and employees of a South African government department. Data were analysed using a combination of descriptive and non-parametric statistics. Spearmans rho was used to measure the strength of the relationships and regression analysis was used to measure the extent to which the input factors predicted organisational performance. Spearmans correlations showed strong positive relationships between organisational performance and all three factors while regression analysis also revealed that the three factors predicted organisational performance. The study is significant in that managers in public organisations can use the findings as a diagnostic tool in performance problems, with a view to enhance organisational performance among public sector organisations.

The perceptions and nature of service delivery innovation among government employees: An exploratory study

Innovation has become prominent within the leadership literature as an underlying and important aspect of service delivery. This study set out to determine the perceptions and nature of service delivery innovation among employees of a South African government department, using a sample of 289 participants. Statistical analysis was conducted to analyse the data which indicate that innovation is an important aspect of service delivery. This study suggests that to enhance service delivery employees should be encouraged to be innovative. The implications of the findings are discussed and recommendations for future research are made.