Masters Degrees (School of Public Leadership)

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Now showing 1 - 5 of 704
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    An assessment of conservation agriculture adaption by smallholder farmers : a case of Goromanzi, Zimbabwe
    (Stellenbosch : Stellenbosch University, 2024-03) Dangwa, Lorraine; Morokong, Tshepo; Stellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership.
    ENGLISH SUMMARY: Conservation agriculture (CA) builds the resilience of farming systems and supports rural livelihoods. The practice is normally known for its benefits of promoting better crop yields and soil fertility in a sustainable way as a climate adaptation strategy. This study assesses factors influencing the adoption of conservation agriculture by smallholder farmers in Goromonzi District, Zimbabwe. The study focuses on the following objectives: to identify factors influencing the adoption of conservation agriculture by smallholder farmers; to identify types of CA practices being done by smallholder farmers; and to identify farmers’ perceptions of the role of CA in solving environmental issues. Overall, a total of 60 smallholder farmers and two extension officers participated in the study, and the research data was collected using household surveys and interviews. The analysis techniques applied in this study were descriptive statistics, the ordinal probit model and thematic analysis. The results show that 83% of the farmers are already practising CA based on the three principles, whereas 2% adopted soil cover and minimum soil disturbance, 2% adopted crop rotation and minimum soil disturbance, 2% adopted crop rotation only, and the remaining 7% were non-adopters of CA. This shows that CA is being adopted mostly in the area, despite a few smallholder farmers adopting only two CA practices and those not adopting at all. Using the ordinal probit model, the following variables were used to assess CA adoption: age, gender, education, experience in CA, and CA adoption solves climate change environmental issues. The research only found the following variables to be significant: age, gender and education, whereas experience in CA and CA adoption solves climate change environmental issues were found to be insignificant. The following policy recommendations can be made to improve CA adoption: information and training content should be disseminated that will help female smallholder farmers; the government should arrange an agriculture extension network to assist smallholder farmers; and smallholder farmers should get a chance to get access to credit facilities.
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    An analysis of the human resources development policy framework 2012 – the case of the Department of Public Service Management, office of the prime minister (OPM) in Namibia
    (Stellenbosch : Stellenbosch University, 2024-03) Shikokola, Matilde-Sirkka Patemoshela; Van der Berg-Ross, Ashlene; Stellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership.
    ENGLISH SUMMARY: Namibia recorded incredibly insufficient human resources development at independence in 1990. For this history, the Namibian government has placed a strong priority on developing the human capital of the nation since the government was forced to import experienced and skilled human capital to close the skills gaps in the labour market (National Planning Commission of Namibia, 2012: ii). In an effort to enhance service deliver, the government was pressured by these demands to develop the competencies of the public servants. At the same time, the public sector has to implement the key legal and policy frameworks, coordinate public sector reforms, and uphold the provision of the Republic of Namibia’s Constitution (Human Resources Development Policy Framework, 2012: ii). As part of the sustainable development milestones, the country introduced and committed to long-term development strategies including the National Human Resources Plan (NHRP), the five-year National Development Plans (NDPs), and Namibia Vision 2030 (Human Resources Development Policy Framework, 2012: ii). Subsequently, the introduction and implementation of Harambee Prosperity Plan I which ran from 2016 to 2020 and Harambee Prosperity Plan II (HPPs) which ran from 2021 to 2025 has consequently made it necessary to embark on a human resources development journey. To achieve the objectives of Vision 2030, and implement the strategic aims of NDPs, the National Planning Commission of Namibia (2012: ii) as stated in the National Human Resources Plan emphasised that Human Resources Development (HRD) and Institutional Capacity Building (ICB) are the major strategic prerequisites. These are the fundamental components for maintaining a balance between supply and demand in the labour market as well as a wheel to a learned citizens and economic emancipation. To enable the implementation of these broader strategies and major objectives of the national aspirations, the government’s collective responses and efforts are required (Human Resources Development Policy Framework, 2012: ii). It is therefore, evident that the government is taking these concerns very serious through the Office of the Prime Minister (OPM), under the Department of Public Service Management (DPSM), a department responsible for ensuring that public policies and guidelines are developed and implemented. In addition, it is the responsibility of the Department to devise ways to improve implementation and service delivery in Offices/Ministries/Agencies and Regional Councils (OMAs and RCs) and in particular DPSM. DPSM is responsible for developing public service policies and staff rules. Therefore, it is in this regard that the Department developed and implemented the first version of the Training Policy of the Public Service of Namibia in 1990. The Human Resources Development (HRD) Policy Framework for Accelerated Service Delivery in the Public Service of Namibia 2012, also known as the Policy Framework, was changed in the future and is the result of this policy's revisions. As an implementing provision for the Policy Framework, the Public Service Staff Rules (PSSRs) on Training and Development (T&D) were developed in 2016. Despite all these strategic efforts, the pressing concern of the OMAs, RCs and the DPSM is the implementation system currently perceived as bureaucratic, time-consuming, budgetary allocation, outdated policies and guidelines, and management support. In this regard, and within the parameters of DPSM, DPSM has been mandated to develop the human resources in the public service. DPSM provides a comprehensive roadmap through the development and maintenance of public policies and PSSRs. This role is reinforced by legal frameworks, such as the Namibian Constitution of 1990 and the Public Service Act 1995 (No. 13 of 1995), to steer public service performance. As a result, public policies, procedures and guidelines are the public service’s hymn toward efficiency and performance improvement. However, without sound implementation, policies and programmes will yield a waste of resources. The aim of this study is to develop alternative approaches and solutions to address the challenges encountered during the implementation and execution of the Policy Framework. This analysis aims to ensure improved and enhanced performance concerning the strategic priorities of the revised Policy Framework within the Department. To unpack the challenges, the study employed qualitative and quantitative approaches. Questionnaires were distributed among department employees to determine potential solutions concerning the challenges in implementing the Policy Framework. In addition, secondary data were reviewed to extract information and another platform of discussion with the authorities in the field of HRD is also included as a data source for the study. In order to benchmark and learn from the process and mistakes made in the implementation of their HRD strategies, the study also examined a number of best practices for the implementation of HRD Policy plans from other countries. Conclusively, based on the insights gained from various country and data collected through questionnaires, secondary data extraction, and discussion platforms with participants, suggestions are proposed to facilitate the effective execution of the revised HRD Policy Framework, 2012.
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    Enhancing the effectiveness of data management to improve data quality for evidence-based decision-making : a case study of Pelonomi Tertiary Hospital
    (Stellenbosch : Stellenbosch University, 2024-03) Malahleha, Mafumane Alice; Ajam, Tania; Stellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership.
    ENGLISH SUMMARY: We are currently living in an era where effective data management has become a critical process for improving data quality and informing rational management decision-making across organisations. New technologies show promising results globally for managing data. The healthcare sector produces heterogenous data daily and big data solutions are used internationally to manage voluminous data as traditional data management systems cannot keep up. In the healthcare sector, the need for effective decision-making is high and the consequences of ill-informed decisions could lead to loss of life; this compels the decision-makers to have real-time data, sound data management policies and other essential resources to manage and improve the quality of data produced and used to inform such decisions. Good data management practices can assist in minimising potential errors by establishing efficient processes and policies for usage and building confidence in the data being used to make rational decisions about patient care and health outcomes across healthcare institutions. The study aims to enhance the effectiveness of data management practices at Pelonomi Tertiary Hospital to improve data quality for evidence-based decision-making. A qualitative case study approach is utilised. Self-administered questionnaires and semi-structured interviews have been deployed as data collection methods, purposeful sampling was done and an appropriate sample size was selected. The findings of the study revealed that gradual adoption of new technologies can assist in overcoming the system fragmentation and harmonise data management practices for improved data quality that can be used confidently for evidence-based decision-making. Management support is key to achieving data of high quality and there is a need to comply with data management human resource requirements as stipulated in the District Health Information Management Systems policy. The placement of data management personnel on the organogram needs urgent management attention if the hospital is to maintain high data quality and enhance data management practices. This will also assist in role clarification in data management activities and improve levels of accountability and ownership of data produced.
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    Exploring the effects of public participation at ward committee level, the case of Stellenbosch
    (Stellenbosch : Stellenbosch University, 2024-03) Sigenene, Dumisani Advocate; Douglas, Johnny; Stellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership.
    ENGLISH SUMMARY: In democratic procedures, holding public meetings is a frequent tactic, although the results are typically not very good in underdeveloped nations. If applied properly, however, it might work out to be the most successful tactic available. The general population ought to be granted the authority and freedom to direct, own, and influence every single development that occurs within its borders. Using the larger Stellenbosch Municipality as a case study, this research examines the Khayamandi community. While there are explicit legal requirements for public engagement in South Africa, underprivileged areas like Khayamandi have not yet reached the necessary degree of genuine and empowered public participation. The study utilised a qualitative research paradigm, collecting primary data through interviews, questionnaires, focus groups and observation, with an evaluative design to assess the effectiveness of an intervention or strategy. The most important data that this research uncovered is that public participation in poor communities is not achieving its objectives, as these communities are often left out of decision-making processes of programmes and projects in the form of local economic development targeted at these communities.
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    Exploring the role of healthcare management in improving patient adherence to end- stage renal disease treatment - the case of Pietersburg Renal Dialysis Unit
    (Stellenbosch : Stellenbosch University, 2024-04) Thema, Momotho Georgina; Burger, Werner, (Public administration specialist); Stellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership.
    ENGLISH SUMMARY: End-Stage Kidney Disease (ESKD) is a global health and healthcare burden that is rapidly increasing. The growing number of ESRD patients necessitates dialysis management for better outcomes and well-being; thus, adherence to prescribed treatment is critical. Adherence is a major issue in chronic kidney disease patients. Patients may be disobedient to various aspects of their treatment regimen, such as medications, dialysis, dietary and fluid restrictions. As a result, healthcare management intervention is required to increase patient adherence to the ESRD treatment regimen. The purpose of this study was to explore how healthcare management can play a role in improving adherence to ESRD treatment regimens among patients in Pietersburg Hospital, in Limpopo Province. The detailed objectives were to understand and describe the literature on adherence management and explore management-related interventions that can enhance patient adherence, to understand the governance role of public health management, in terms of the legislative framework that informs public health in South Africa, to contextualise, describe and explain the challenge of non-adherence to the treatment regimen of ESRD patient at Pietersburg hospital, to explore the perceptions of healthcare management regarding their role in managing patient adherence and the effectiveness of the existing programmes in ensuring patient adherence and to recommend possible ways in which healthcare management and healthcare providers can improve adherence to the treatment regimen for ESRD patients at Pietersburg Hospital. A qualitative method approach was used. An exploratory case study design was used where qualitative data was collected in the form of questionnaires and semi-structured interview schedules. The data collected was to explore the perceptions of healthcare management regarding their role in managing patient adherence and the effectiveness of the existing programmes in ensuring patient adherence. Non- probability -Purposive sampling was used in selecting participants for the questionnaire and interviews. For the questionnaires, a total sample of 15 participants was selected and for the semi-structured interview schedule, a total sample of 15 participants was selected. Descriptive analysis using “measures of frequency” to develop a percentage was used to analyse the data collected through questionnaires. A thematic framework approach and Atlas.ti version 9.0 was used to analyse data collected through interviews. The institutional management theories such as Systems theory, Contingency theory, and Resource theory were used to guide the study. The study’s participants' ages ranged between 32-60+. The following key challenges faced by renal patients in attending their dialysis treatment were identified,12(63%) transport,10(52%) distance, 4(21%) financial problems,3(16%) time -Allocated slots, and 2(11%) for lack of support from families. The following 5 themes with their sub-themes were discovered from the analysis of the transcripts, challenges of non-adherence, perceptions of healthcare management regarding their role, governance role of public health management, organisational factors, strategies, and recommendations. Adherence to treatment regimens by renal patients is important, and healthcare management can play a role in improving the adherence of ESRD patients to treatment regimens by implementing the suggested recommendations. More studies are needed to explore the unit costs of hospitalisation of renal patients due to non-adherence to treatment and the benefits of decentralisation of nephrology treatment.