https://ir.unisa.ac.za/handle/10500/21679 Fri, 19 Jun 2026 17:45:48 GMT 2026-06-19T17:45:48Z https://ir.unisa.ac.za/handle/10500/32567 The implementation of employment equity : the case of the Department of Employment and Labour Makgolane, Lerato Annikie This study explored perceptions on the implementation of employment equity within the Department of Employment and Labour in South Africa, a key institutional player in promoting workplace fairness and equality. Following the transition to democracy, the South African government enacted the Employment Equity Act, 1998 (Act 55 of 1998) to redress historical imbalances and provide equal employment opportunities to all citizens. The study employed a case study design and adopted a mixed-methods approach, combining quantitative and qualitative data collection techniques to gain an in-depth understanding of the research problem. A stratified random sample of 50 employees was drawn from a larger population in the Department. Data collection instruments included structured questionnaires with Likert-scale items and semi-structured open-ended questions. The study was underpinned by the Compliance Theory, particularly the deterrence and normative perspectives, to examine how employees perceive and respond to employment equity mechanisms within the Department of Employment and Labour. The findings revealed that while there are commendable efforts toward compliance with the Act, full implementation has not yet been achieved. Participants acknowledged improvements in diversity and inclusivity but highlighted challenges such as inadequate enforcement, limited stakeholder engagement and gaps in leadership commitment. The study recommends enhanced educational programmes to promote diversity, improved resource allocation, transparent promotion criteria, and regular evaluation of equity initiatives. These strategies aim to accelerate the implementation of employment equity and foster a more inclusive public sector work environment. Overall, the study offers a critical reflection on both progress made and areas needing improvement in the implementation of employment equity within South Africa's public service.; Thuto ye e lekotse dikgopolo ka ga phethagatso ya tekatekano ya mesomo ka gare ga Kgoro ya Mesomo le Basomi ka Afrika Borwa, yeo e tsewago bjalo ka sebapadi se segolo sa setheo ka go lesolo la go ya go toka le tekatekano ya mafelong a mosomo. Mmuso wa Afrika Borwa, ka morago ga go hlongwa ga mmuso wo o kgethilwego ka temokrasi, o ile wa dira molao wa Tekatekano ya Mesomo, 1998 (Molao wa 55 wa 1998), wo o ikemiseditsego go lokisa go se lekalekane ga nako ye e fetilego le go fa badudi ba wona ka moka dibaka tsa go lekana tsa mesomo. Thuto e latela tlhamo ya nyakisiso ya mohlala, mola e amogela mekgwa ya boleng le ya boleng ya kgoboketso ya datha ka nepo ya go hwetsa kwesiso ye e tseneletsego ya taba ya nyakisiso yeo e lego ka seatleng. Sampole ya go se kgethe ye e arotswego ka maemo ya basomi ba 50 e ile ya nepiswa go tswa go baagi ba bantsi go tswa go Kgoro ya Mesomo le Basomi. Didiriswa tse di somisitswego di be di akaretsa dipotsiso tseo di bego di akaretsa dipotsiso tse di tswaletswego tseo di nago le motheo go tswa go sekaleng sa Likert, gammogo le dipotsiso tse di bulegilego tseo di sa rulaganywago ka botlalo. Dikutollo di laetsa gore, le ge go na le maitapiso ao a retegago a go obamela Molao wa Tekatekano ya Mesomo, 1998 (Molao wa 55 wa 1998), kobamelo ka botlalo ga se ya phethagatswa. Go bolela nnete, batswasehlabelo ba tiiseditse mokgwa wo mokaone wa go akaretsa bohle le go fapafapana, eupsa ba supa ditlhohlo tse dingwe tseo di lekanyetsago phethagatso ka botlalo. Thuto e sisinya gore go godisa khuetso ya tekatekano ya mesomo, Kgoro e swanetse go etisa pele mananeo a thuto go tswetsa pele go fapafapana, go netefatsa kabo ya methopo ye e lekanego, go hloma dikelo tse di kwagalago tsa go hlatlosetswa maemong, le go sekaseka ka mehla go soma gabotse ga maitapiso a yona. Ditshisinyo tse di ikemiseditse go kaonafatsa lebelo le go soma gabotse ga mekgwa ya tekatekano ya mesomo, go tsenya letsogo tikologong ya lefelo la mosomo ye e lekalekanego kudu le ye e akaretsago bohle. Thuto e fa tshekatsheko ye bohlokwa ka ga bobedi dikatlego le mafelo ao a swanetsego go kaonafatswa ka phethagatsong ya tekatekano ya mesomo ka lefapheng la mmuso la Afrika Borwa.; Lolu cwaningo lucubungule imibono mayelana nokuqaliswa kokulingana kwezemisebenzi eMnyangweni Wezokuqashwa Nezabasebenzi eNingizimu Afrika, othathwa njengenhlangano ebambe iqhaza elibalulekile emkhankasweni wokubheka ubulungisa nokulingana emsebenzini.. Uhulumeni waseNingizimu Afrika, kulandela ukusungulwa kukahulumeni okhethwe ngentando yeningi labantu, washaya uMthetho Wokulingana Kwezokuqashwa, we-1998 (uMthetho wama-55 we-1998), okuhloswe ngawo ukulungisa ukungalingani kwesikhathi esedlule kanye nokuhlinzeka ngamathuba omsebenzi alinganayo kuzo zonke izakhamuzi zawo. Ucwaningo lulandela umklamo wocwaningo, kuyilapho kusetshenziswa izindlela zokuqoqa idatha zenani nekhwalithi ukuze kuqondwe kabanzi udaba locwaningo oludingidwayo. Isampula ehleliwe engahleliwe yabasebenzi abangama-50 yayiqondiswe kubantu abaningi abavela eMnyangweni Wezokuqashwa Nezabasebenzi. Amathuluzi asetshenzisiwe afaka phakathi uhlu lwemibuzo oluhlanganisa imibuzo evaliwe enesisekelo esikalini se-Likert, kanye nemibuzo evulekile enesakhiwo esakhiwe kancane. Okutholakele kukhomba ukuthi, nakuba kunemizamo encomekayo yokuthobela uMthetho Wokulingana Kwezokuqashwa, 1998 (uMthetho wama-55 ka-1998), ukuthotshelwa kwemithetho ngokugcwele akukenziwa. Eqinisweni, ababambiqhaza baqinisekise indlela engcono yokuhlanganisa nokuhlukahluka, kodwa bakhomba izinselele ezithile ezikhawulela ukuqaliswa okuphelele. Ucwaningo luphakamisa ukuthi ukuze kuthuthukiswe umthelela wokulingana kwezemisebenzi, uMnyango kufanele ubeke eqhulwini izinhlelo zemfundo ukuze kuthuthukiswe ukwehlukahlukana, uqinisekise ukwabiwa kwezinsiza ezanele, umise indlela ecacile yokukhushulwa, futhi uhlole njalo ukusebenza ngempumelelo kwezinhlelo zawo. Lezi zincomo zihlose ukuthuthukisa ijubane nokusebenza ngempumelelo kwezinqubo zokuqasha ngokulingana, okunomthelela endaweni yokusebenza enokulingana nefaka wonke umuntu. Lolu cwaningo luhlinzeka ngesithombe esibucayi kukho kokubili okuzuziwe kanye nezindawo okufanele zenziwe ngcono ekuqalisweni kokusebenza ngokulingana emkhakheni kahulumeni waseNingizimu Afrika. Abstracts in English, Zulu and Northern Sotho Mon, 01 Sep 2025 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32567 2025-09-01T00:00:00Z https://ir.unisa.ac.za/handle/10500/32525 Control and oversight measures for ethical conduct in procurement processes at the Raymond Mhlaba local municipality Dobela, Yola Colleen In 1994, after the end of apartheid, the South African government initiated reforms to address socio-economic challenges, focusing on improving public finance management. One key reform was the introduction of a new approach to procurement and supply chain management (SCM), aimed at ensuring efficient resource use and meeting citizens' needs. Previously, public sector procurement was governed by outdated rules that prioritised the lowest price, lacked integration with budgeting and failed to address broader strategic goals. To rectify this, a new SCM Policy Framework for Public Sector Procurement in South Africa, was introduced on 10 September 2003 to standardise and improve the consistency of procurement practices across the public sector. Despite these reforms, issues like fraud and corruption persist, primarily due to weak controls and poor procurement management. The aim of the study is to assess the effectiveness of the current control and oversight mechanisms in place in promoting and enforcing ethical conduct within procurement processes and to explore the underlying reasons for non-compliance with the legislative and regulatory framework guiding procurement processes. The literature reviewed in the study explored various control and oversight measures designed to ensure ethical conduct in procurement processes; procurement processes in the public sector; challenges faced when procuring goods and services; ethical conduct in the public service; causes of unethical behaviour; ethical dilemmas in procurement processes as well as measures to ensure ethical conduct. The theories of ethics were used to explain the motivations behind an individual's actions and describe the characteristics that define a virtuous person. The literature further examined the legislative and regulatory framework that guides procurement processes in the South African public sector. The study was conducted using a qualitative research method. Data was collected through document analysis and interviews with demand and acquisition management, asset management and project management sections at the Raymond Mhlaba Local Municipality. The findings of the study show that, internal controls at the Raymond Mhlaba Local Municipality are not functioning effectively, resulting in deficiencies. The study also revealed that there was non-compliance with SCM legislation and SCM regulations at the Raymond Mhlaba Local Municipality. The proposed conceptual framework may enhance the effectiveness of control and oversight measures to ensure ethical conduct in procurement processes, ultimately leading to improved service delivery and reduced risks of corruption and misconduct. The current study contributes to the existing body of knowledge on weak internal controls and increased ethical risks in public procurement, demonstrating how recurring deficiencies enable non-compliance and misconduct. Additionally, the findings of this study contribute to the existing body of knowledge on oversight failures and persistent audit issues which signal deeper cultural resistance to reform.; Ngo 1994, emva kokuphela kocalucalulo, urhulumente woMzantsi Afrika waphumeza uhlaziyo lokulungisa imingeni yezentlalo noqoqosho, kugxilwe ngakumbi ekuphuculeni ulawulo lwemali yoluntu. Olunye uhlaziyo olubalulekileyo yayikukwaziswa kwendlela entsha yokuthengwa kweempahla neenkonzo kunye nolawulo lwekhonkco lonikezelo (SCM), eyayijolise ekukhuthazeni ukusetyenziswa kwezixhobo ngokufanelekileyo nasekuzalisekiseni iimfuno zabemi boMzantsi Afrika. Ngaphambili, ukuthengwa kweempahla neenkonzo kwicandelo likarhulumente kwakulawulwa yimigaqo ephelelwe lixesha eyayibeka phambili ixabiso eliphantsi, ingenandibaniselwano nohlahlo-lwabiwo-mali, kwaye isilela ingazixhasi iinjongo ezibanzi zesicwangciso qhinga. Ukulungisa le miba, iNkqubosikhokelo yoMgaqonkqubo weSCM wokuThengwa kweMpahla neNkonzo kwiCandelo loLuntu eMzantsi Afrika yaziswa ngomhla we10 kweyoMsintsi 2003, ukuze kumiselwe imigangatho nokuphuculwa kokungaguquguquki kweendlela zokuthengwa kweempahla neenkonzo kulo lonke icandelo likarhulumente. Nangona olu hlaziyo lwenziwayo nje, imingeni efana nobuqhophololo norhwaphilizo isaqhubeka, ikakhulu ngenxa yolawulo olubuthathaka kunye nolawulo olulambathayo lokuthengwa kweempahla neenkonzo. Injongo yesi sifundo sophando, ibikukuhlola ukusebenza kolawulo olukhoyo kunye neendlela zokongamela ekukhuthazeni nasekunyanzeliseni indlela yokuziphatha ngokweenqubo ezisesikweni kwiinkqubo zokuthengwa kwempahla neenkonzo, nokuphanda izizathu eziyingcambu zokungathotyelwa kwesikhokelo esingumgaqo nkqubo womthetho, nemimiselo esisikhokelo esilawula ukuthengwa kweempahla neenkonzo. Uncwadi oluhlaziywe kolu phando, luhlolisise amanyathelo ahlukeneyo okulawula kunye nokongamela okwenzelwe ukuqinisekisa ukuziphatha okufanelekileyo kwiinkqubo zokuthenga; iinkqubo zokuthengwa kwempahla karhulumente; imingeni ekujongenwe nayo xa kuthengwa iimpahla neenkonzo; ukuziphatha okungafanelekanga kwinkonzo karhulumente; izizathu zokuziphatha kakubi; iimeko ezohlukeneyo zokuziphatha kwiinkqubo zokuthenga; kunye namanyathelo okuqinisekisa ukuziphatha okufanelekileyo. Kusetyenziswe iithiyori zokuziphatha ukuchaza izizathu ezikhuthaza indlela abantu abaziphatha ngayo kunye neempawu zomntu oziphethe kakuhle. Uncwadi luqhubeleke lwahlola umgaqonkqubo womthetho nemimiselo elawula iinkqubo zokuthengwa kweempahla neenkonzo kwicandelo likarhulumente eMzantsi Afrika. Esi sifundo sophando sisebenzise indlela yokuphanda ngeenkcukacha magama (qualitative research approach) ukufumana ulwazi. Idatha iqokelelwe ngohlalutyo lwamaxwebhu kunye nodliwanondlebe nabasebenzi abavela kulawulo lwemfuno nokuthengwa, ulawulo lwempahla kunye namacandelo olawulo lweprojekthi kuMasipala weNgingqi iRaymond Mhlaba. Iziphumo zibonise ukuba ulawulo lwangaphakathi kulo masipala alusebenzi kakuhle, nto leyo ekhokelela kwiziphene nokusilela. Uphando lutyhile ukungathotyelwa komthetho nemimiselo yeSCM kulo masipala. Ze emva koko, wanikwa ingcebiso yokwenza umgaqo sikhokhelo ngenjongo yokuphucula ukusebenza kweendlela zolawulo kunye nemilinganiselo yokongamela kunye nokukhuthaza ukuziphatha okufanelekileyo kwiinkqubo zokuthengwa kweempahla neenkonzo, nto leyo eya kuthi ekugqibeleni ikhokelele ekuphuculweni kokunikezelwa kwenkonzo kunye nokunciphisa imingcipheko yorhwaphilizo nokuziphatha gwenxa. Olu phando longeza kulwazi osele lukhona malunga nolawulo lwangaphakathi olubuthathaka kunye nokwanda kwemingcipheko yokuziphatha kwiinkqubo zokuthengwa kweempahla neenkonzo zikawonkewonke, lubonisa indlela ukusilela neziphene eziphindaphindiweyo ezivumela ngayo ukungathotyelwa nokuziphatha gwenxa. Ngaphezu koko, iziphumo zonyusa ulwazi olukhoyo malunga nokusilela kolongamelo kunye nemiba yophicothozincwadi eqhubekayo ebonisa ukuxhathisa okunzulu kokungafuni ukwamkela utshintsho.; In 1994, na die einde van apartheid, het die Suid-Afrikaanse regering hervormings geïmplementeer om die sosio-ekonomiese uitdagings die hoof te bied met spesifieke fokus op die verbetering van openbare finansiesbestuur. ’n Belangrike hervorming was die bekendstelling van ’n nuwe benadering tot verkryging en aanbodkettingbestuur (AKB), wat gemik is op die bevordering van doeltreffende hulpbronbenutting en die voorsiening van burgers se behoeftes. Openbare sektor-verkryging is voorheen deur verouderde reëls beheer wat die laagste prys geprioritiseer het, wat geen begrotingsintegrasie gehad het nie, en wat nie breër strategiese doelwitte ondersteun het nie. Ten einde hierdie kwessies reg te stel, is die Beleidsraamwerk vir Aanbodkettingbestuur (AKB) op 10 September 2003 in die openbare sektor van Suid-Afrika ingestel om verkrygingspraktyke regoor die openbare sektor te standaardiseer en die konsekwentheid daarvan te verbeter. Ten spyte van hierdie hervormings duur uitdagings soos bedrog en korrupsie voort, hoofsaaklik as gevolg van swak beheermaatreëls en gebrekkige verkrygingsbestuur. Die doel van hierdie studie was om die doeltreffendheid van huidige beheer- en toesigmeganismes in die bevordering en afdwinging van etiese gedrag in verkrygingsprosesse te evalueer, en om ondersoek in te stel na die onderliggende redes vir nie-nakoming van die wetgewende en regulatoriese raamwerk wat as riglyn vir verkryging dien. Die literatuuroorsig van die studie het verskeie beheer- en toesigmaatreëls ondersoek wat ontwerp is om etiese gedrag in verkrygingsprosesse te verseker; verkrygingsprosesse in die openbare sektor; uitdagings wat ervaar word tydens die verkryging van goedere en dienste; etiese gedrag in die openbare diens; oorsake van onetiese gedrag; etiese dilemmas in verkrygingsprosesse; en maatreëls om etiese gedrag te verseker. Etiekteorieë is toegepas om individue se motiverings en die eienskappe van ’n deugsame persoon te verduidelik. Die literatuur het verder ook die wetgewende en regulatoriese raamwerk ondersoek wat verkrygingsprosesse binne die Suid-Afrikaanse openbare sektor beheer. Die navorser het ’n kwalitatiewe navorsingsbenadering vir die studie gekies. Data is deur middel van dokumentanalise en onderhoude met personeel van vraag- en verkrygingsbestuur, batebestuur sowel as die projekbestuurafdeling van die Raymond Mhlaba Plaaslike Munisipaliteit ingesamel. Die bevindinge dui daarop dat die interne beheermaatreëls van die munisipaliteit nie doeltreffend funksioneer nie en dus ontoereikendheid veroorsaak. Die studie het ook nie-nakoming van AKB-wetgewing en -regulasies by die munisipaliteit aan die lig gebring. ’n Konseptuele raamwerk is voorgestel met die oog op die verbetering van die doeltreffendheid van beheer- en toesigmaatreëls en die bevordering van etiese gedrag in verkrygingsprosesse, wat uiteindelik lei tot verbeterde dienslewering en verminderde risiko’s van korrupsie en wangedrag. Hierdie studie dra by tot die bestaande kennisbasis oor swak interne beheer en verhoogde etiese risiko’s in openbare verkryging, deur aan te toon hoe herhalende tekortkominge nie-nakoming en wangedrag moontlik maak. Verder dra die bevindinge by tot die bestaande kenniskorpus oor toesigversuim en volgehoue ouditkwessies wat op ’n dieper kulturele weerstand teen hervorming dui. Abstract in English, Xhosa and Afrikaans Fri, 01 Aug 2025 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32525 2025-08-01T00:00:00Z https://ir.unisa.ac.za/handle/10500/32477 The perceived effects of remote working on performance management at an ODeL institution of higher learning Mahlangu-Matjila, Maskhosana La-Portia The global coronavirus (COVID-19) pandemic restrictions affected traditional face-to-face, physical office presence service provision, necessitating a shift to online remote work supported by technology. A shift that significantly transformed operations, and service delivery. The primary aim of this article is to investigates the effectiveness of remote working as a sustainable model for executing service delivery in a post-COVID-19 world. Exploring both scholarly and literature on to enhance and support continuous service delivery, upholding financial sustainability and the resilience of institutions in the aftermath of the pandemic. The secondary aim is to assess how institutions have adapted to remote working, its impact on productivity, employee well-being, stakeholder satisfaction, the development of technological infrastructure and conducive remote working environments. Using a mixed-methods research design, qualitative interviews were conducted with the human resources departmental heads as well as online quantitative questionnaires were distributed amongst the academic staff, administrative staff and students at the institution of higher learning. The study revealed the gaps that exists in the educational environment at open institutions of higher learning, where service provision and service delivery were altered from traditional physical presence, face-to-face, in a physical office environment, to working remotely supported by technology. The study also revealed the challenges brought by the pandemic in the working environment, employee engagements, communication, productivity, performance management, evaluation methods, and institutional effectiveness. Analysing both benefits and challenges of remote working, this study aims to provide insights into optimising performance strategies. To develop a remote working framework policy and advocate for student support in online environments highlight the importance of effective communication, the role of technology in facilitating performance assessments and the need for adaptive management strategies to support remote employees. The study concludes with recommendations for the development of a remote working framework to manage and evaluate remote working performance. Enhancing the evaluation and assessment of operations output in remote working settings, ensuring that ODeL institutions can maintain high standards of online education, service delivery, and operational efficiency.; Dithibelo tsa leroborobo la lefatshe lotlhe la coronavirus (COVID-19) di amile tlamelo ya tirelo ya sefatlhego le sefatlhego, ya go nna teng mo ofising, mme seno sa dira gore go tlhokege gore go fetogelwe kwa tirong e e dirwang kwa kgakala ya inthanete e e tshegediwang ke thekenoloji. Phetogo e e fetotseng thata ditiro, le thebolo ya ditirelo. Maikaelelo a konokono a athikele eno ke go batlisisa ka katlego ya go dira o le kgakala jaaka sekao se se tswelelang pele sa go diragatsa thebolo ya ditirelo mo lefatsheng la morago ga COVID-19. Go sekaseka bobedi barutegi le dikwalo ka ga go tokafatsa le go tshegetsa thebolo ya ditirelo e e tswelelang, go tshegetsa tsweletsopele ya matlole le go itsetsepela ga ditheo morago ga leroborobo. Maikaelelo a bobedi ke go sekaseka ka fao ditheo di tlwaetseng go dira kwa kgakala, khuetso ya yona mo ntshodikunong, itekanelo ya badiri, kgotsofalo ya bannaleseabe, tlhabololo ya mafaratlhatlha a thekenoloji le mafelo a a siametseng go dira kwa kgakala. Ka go dirisa thulaganyo ya patlisiso ya mekgwa e e tlhakaneng, go ne ga dirwa dipotsolotso tsa boleng le ditlhogo tsa mafapha a tsa badiri mmogo le go anamisiwa ga dipampiri tsa dipotso tsa dipalopalo tsa mo inthaneteng mo gare ga badiri ba thuto, badiri ba botsamaisi le baithuti kwa setheong sa thutogodimo. Thutopatlisiso e senotse diphatlha tse di leng teng mo tikologong ya thuto kwa ditheong tse di bulegileng tsa thutogodimo, koo tlamelo ya ditirelo le thebolo ya ditirelo di neng tsa fetolwa go tswa mo go nneng teng ga tlwaelo ka namana, sefatlhego le sefatlhego, mo tikologong ya ofisi ya mmatota, go ya go go bereka o le kgakala o tshegediwa ke thekenoloji. Thutopatlisiso e senotse gape dikgwetlho tse di tlisitsweng ke leroborobo mo tikologong ya tiro, go nna le seabe ga badiri, tlhaeletsano, ntshodikuno, taolo ya tiragatso, mekgwa ya tshekatsheko, le go dira sentle ga setheo. Go sekaseka melemo le dikgwetlho tsa go dira o le kgakala, thutopatlisiso eno e ikaeletse go tlamela ka dintlha tsa go tokafatsa maano a go dira. Go tlhama pholisi ya letlhomeso la go dira kwa kgakala le go buelela tshegetso ya baithuti mo ditikologong tsa mo inthaneteng go tlhagisa botlhokwa jwa tlhaeletsano e e nang le matswela, seabe sa thekenoloji mo go tlhofofatseng ditshekatsheko tsa tiragatso le tlhokego ya maano a botsamaisi a fetofetogang go tshegetsa badiri ba ba kwa kgakala. Thutopatlisiso e konela ka dikgakololo tsa go tlhama letlhomeso la go dira kwa kgakala go laola le go sekaseka tiragatso ya go dira kwa kgakala. Go tokafatsa tshekatsheko le tlhatlhobo ya dipholo tsa ditiro mo mafelong a go dira a a kgakala, go netefatsa gore ditheo tsa ODeL di ka tshegetsa maemo a a kwa godimo a thuto ya inthanete, thebolo ya ditirelo, le bokgoni jwa go dira.; Imikhawulo yomkhuhlane we-corona (COVID-19) ephasini loke ithinte ukuhlinzekwa kweenkonzo zokuqalana ubuso nobuso, ukuba khona ehhovisini, okwenza bona kutlhogeke ukutjhugulukela emsebenzini we-inthanethi osekelwa yithekhnoloji. Itjhuguluko elitjhugulule khulu imisebenzi, nokulethwa kweenkonzo. Umnqopho omkhulu wale-atikili kuphenya ukusebenza kuhle kokusebenza kude njengendlela esimemeko yokufeza ukulethwa kweenkonzo ephasini ngemva kwe-COVID-19. Ukuhlolisisa zombili izazi nemitlolo ukuthuthukisa nokusekela ukulethwa kweenkonzo okuragela phambili, ukusekela ukusimama kwezezimali nokuqina kwamaziko ngemva kobhubhane. Umnqopho wesibili kukuhlola bona iinkhungo zitjhuguluke njani ekusebenzeni ukude, umthelela wakho ekukhiqizeni, ukuphila kuhle kwabasebenzi, ukwaneliseka kwabathintekako, ukuthuthukiswa kwesakhiwo sethekhnoloji kanye neendawo ezifaneleko zokusebenza ukude. Ngokusebenzisa umklamo weendlela ezihlangeneko zokwenza irhubhululo, kwenziwa iintjumayelo zekhwalithi neenhloko zomnyango wezabasebenzi begodu namaphepha wemibuzo we-inthanethi asabalaliswe hlangana nabasebenzi bezefundo, abasebenzi bokuphatha nabafundi esikhungweni semfundo ephakemeko. Irhubhululo liveze iinkhala ezikhona endaweni yefundo eenkhungweni ezivulekileko zefundo ephakemeko, lapho ukunikelwa kweenkonzo nokulethwa kweenkonzo kwatjhugululwa ukusuka ekubeni khona ngokwesiko, ubuso nobuso, endaweni ye-ofisi ebonakalako, ukuya ekusebenzeni ukude kusekelwe yithekhnoloji. Irhubhululo libuye laveza iintjhijilo ezilethwe bulwelwe lobu endaweni yokusebenza, ukuzibandakanya kwabasebenzi, ukukhulumisana, ukukhiqiza, ukulawulwa kokusebenza, iindlela zokuhlola, nokusebenza kuhle kwesikhungo. Ukuhlaziya zombili iinzuzo neentjhijilo zokusebenza ukude, irhubhululo leli lihlose ukunikela ilwazi lokuthuthukisa amaqhinga wokusebenza. Ukuthuthukisa umthethomgomo wohlaka lokusebenza ukude nokukhuthaza ukusekelwa kwabafundi eendaweni ze-inthanethi kuveza ukuqakatheka kokukhulumisana okuphumelelako, indima yethekhnoloji ekusizeni ukuhlolwa kokusebenza kanye nesidingo samaqhinga wokulawula atjhugulukako ukusekela abasebenzi abakude. Irhubhululo liphetha ngeencomo zokuthuthukisa ihlelo lokusebenza ukude ukulawula nokuhlola ukusebenza kokusebenza ukude. Ukuthuthukisa ukuhlolwa nokuhlolwa kwemiphumela yokusebenza eendaweni zokusebenza ezikude, ukuqinisekisa bona iinkhungo ze-ODeL zingagcina amazinga aphezulu wefundo ye-inthanethi, ukulethwa kweenkonzo, nokusebenza kuhle. Text in English with summaries in Setswana and Ndebele Fri, 25 Jul 2025 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32477 2025-07-25T00:00:00Z https://ir.unisa.ac.za/handle/10500/32188 Employee health and wellness for a productive workforce: a case study of the KwaZulu-Natal Department of Social Development Kunene, Caiphus Mhlonipheni The work-related stress is a growing concern within the KZN-DSD that affects not only the health and wellbeing of employees, but also the productivity of employees within the workplace. The limited resources in human and finance is unable to respond to the unlimited needs of the KZN-DSD employees. The work stress is caused by work demands which supersedes the employees’ capacity because the KZN-DSD is not adequately staffed. The employees of the KZN-DSD are under immense pressure because of the work demands that are greater than they can comfortably manage. The employee health and wellness program does not feature prominently in the KZNDSD’s executive management meetings and the unit is not well structured. The impact and significance of employee health and wellness program within the KZN-DSD must not be underestimated. Therefore, it becomes extremely difficult to provide effective health and wellness interventions to the employees of the DSD. The study used a specific set of research method such as a questionnaire to elicit information from the recipients of a health and wellness program. The participants were asked to answer research questions on employee health and wellness. Therefore, the qualitative research method was employed to seeks answers to questions on the implementation of health and wellness program. The most significant findings of the study were, employees cannot be productive at work if stress management, work-life balance, commitment to employee health and wellness are overlooked. The employee health and wellness program cannot be effectively implemented if the unit on health and wellness is not structured and human and financial resources are not adequately provided. The failure of the KZN-DSD in implementing health and wellness programs was largely attributed to the lack of commitment by the top management who fails to consider health and wellness as a significant program to optimise employees’ performance in the workplace. The primary contribution of the study is, it generates new knowledge which seeks to improve the practical implementation of health and wellness program, reduce the impact of stress and increase productivity of employees at work. Abstract and text in English Mon, 01 Jan 2024 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32188 2024-01-01T00:00:00Z