Assessment of the perception of employees on the effective administration of performance management in the Department of Water Affairs and Forestry (DWAF) head office

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dc.contributor.advisorRabie, Babette
dc.contributor.authorMolapo, Pogisoen_ZA
dc.contributor.otherUniversity of Stellenbosch. Faculty of Economic and Management Sciences. School of Public Management and Planning.
dc.date.accessioned2007-11-22T10:12:44Zen_ZA
dc.date.accessioned2010-06-01T09:06:03Z
dc.date.available2007-11-22T10:12:44Zen_ZA
dc.date.available2010-06-01T09:06:03Z
dc.date.issued2007-03en_ZA
dc.descriptionThesis (MPA (School of Public Management and Planning))--University of Stellenbosch, 2007.
dc.description.abstractThe Department of Water Affairs and Forestry (DWAF) has employeds about 18 000 officials in both the water and forestry domains. Employees in the same Forestry and Water sections perform differently. For example, some of these employees in the same sections complain that they have no work to do, while others in the same section complain that they have too much work. It is not clear how performance bonuses are allocated in the same Forestry and Water sections. The situation is affecting staff morale and eventually service delivery provided by DWAF. DWAF has a performance management system that is currently being implemented throughout the whole Department. As indicated, this system is not effective and it is not applied consistently with regard to all staff members in the same sections and also in different sections of the dDepartment. The study seeks to analyse the causes and circumstances why some that other employees have little work to do, while others have too much work to do. In short, it seeks to analyse as to why the current system is ineffective and inconsistently applied. The main methodology that informs this study is document and data analysis and thereafter, follow interviews with DWAF officials from different sections of DWAF. The recommendations based on conclusions and findings of this study are that it is important to align individual and organisational goals, that rewards and corrective measures should be part of the performance management system and that capacity building, training and support interventions are essential to ensure an effective and consistent performance management system.en_ZA
dc.format.extent449557 bytesen_ZA
dc.format.mimetypeapplication/pdfen_ZA
dc.identifier.urihttp://hdl.handle.net/10019.1/3092
dc.language.isoenen_ZA
dc.publisherStellenbosch : University of Stellenbosch
dc.rights.holderUniversity of Stellenbosch
dc.subjectSouth Africa -- Officials and employees -- Rating ofen_ZA
dc.subjectGovernment productivity -- South Africaen_ZA
dc.subjectAdministrative agencies -- South Africa -- Management -- Evaluationen_ZA
dc.subjectSouth Africa. Dept. of Water Affairs and Forestryen_ZA
dc.subjectDissertations -- Public management and planningen_ZA
dc.subjectTheses -- Public management and planningen_ZA
dc.subject.otherSchool of Public Management and Planningen_ZA
dc.titleAssessment of the perception of employees on the effective administration of performance management in the Department of Water Affairs and Forestry (DWAF) head officeen_ZA
dc.typeThesisen_ZA
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