Browsing by Author "Ferreira, Ignatius Wilhelm."

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A comparative perspective of academic brain drain at selected universities in Ethiopia and South Africa.
(2019) Gurmessa, Zelalem Bayisa.; Ferreira, Ignatius Wilhelm.; Wissink, Henry Frank.
The aim of this study was to examine the possible factors contributing to the intention of scholarly staff to withdraw at three sub-Saharan Africa (SSA) universities, specifically at Addis Ababa University (AAU), Haramaya University (HU) and the University of KwaZulu-Natal (UKZN). The information was gathered from 596 scholastic staff individuals and 29 purposively chosen key sources who are senior scholarly individuals who have been working in different managerial positions as dignitaries, scholarly pioneers or heads of offices, deputy-vice chancellors and vice presidents at the three universities. The investigation comprised a mixed methods research approach whereby the quantitative information was gathered by means of surveys and the qualitative information was by means of face-to-face personal meetings. Both descriptive and inferential statistics were utilised to break down quantitative information using the Statistical Package for Social Sciences (SPSS) programming version 24, while thematic analysis was utilised to dissect subjective information. Examination of the data demonstrated that selected demographic factors predicted the intention of scholarly staff to depart from the two Ethiopian universities whereas none of the factors predicted this at UKZN. Notwithstanding the above findings, the impact of selected factors on the scholarly staff’s intention to withdraw uncovered that the job-related attributes of the quality of work life (QWL_JC), procedural justice (OJ_PJ) and rewards and benefits (R&B) dimensions were noteworthy for AAU. The examination of subjective information demonstrated that compensation, poor working conditions and poor maintenance approaches and systems are of the key reasons why academic scholars intend to leave their institutions. On the contrary, the job characteristics dimension of QWL, leader-subordinate relationship (LMX) and R&B were found to be significantly influencing academic staff’s propensity to leave Haramaya University. In this regard, subjective outcomes demonstrate that aspects such as compensation, poor working conditions, poor retention policies and strategies, politics and legislative issues, lack of appropriate technology and infrastructure, a sentiment of dissatisfaction, absence of adaptable guidelines and structures, and geographic setting of the university were the reasons causing academic staff to depart at HU. In contrast to this, only R&B were found to be significant at UKZN. In addition, analysis of qualitative information revealed that remuneration, poor working conditions, dissatisfaction, and retirement are the main reasons for the propensity of academic staff to depart. Based on the analysis of both qualitative and quantitative data, conclusions have been drawn and key recommendations have been forwarded to help the institutions retain their academics.
The crime prevention role of street committees in selected townships in the eThekwini Municipal area.
(2022) Ngcobo, Nhlanhla Floyd.; Ferreira, Ignatius Wilhelm.; Wissink, Henry Frank.
The role of street committees (SCs) in crime prevention in South Africa (SA) is key to combatting crime. Black local authorities (BLAs) commenced in 1982, leading to the formation of several civic structures. BLAs served the black population, but they were never accepted by the black majority for political reasons. They were regarded as apartheid projects. Moreover, BLAs allegedly contributed to the social stratification of society, and individuals who represented them developed a confrontational attitude towards the local community structures that boycotted them. In areas, such as Lingelihle in Cradock, boycotts led to the resignation of councillors from the BLAs. The Cradock Residents Association (CRADORA) was instrumental in the resignation of councillors in this area, owing to the pressure it had applied. It appears that, because of this pressure, CRADORA paved the way for the first formation of SCs in the country, although, before the advent of BLAs, civic organisations had been formed by the Committee of Ten (CoT) in Soweto in 1977. CRADORA was responsible for recruiting numerous township residents for the SCs, although the introduction of these structures in other areas differed from one community to another. SCs were robust structures that the security forces and police of the apartheid government could not control or disband. However, in 1988, SCs were ended by the repressive apartheid government that declared a state of emergency with a view to supressing political protest, rather than dealing with the crime prevalent in the 1980s. However, these structures continued to operate clandestinely. Numerous crime prevention strategies have been used by the government. The crime scourge has ravaged many families, communities, businesses, and other societal sectors. This has necessitated the ANC-led government and a president of the country to call for the resuscitation of SCs to assist in crime prevention. This study focussed on the role of SCs in preventing crime in the townships of Chesterville and Clermont in the eThekwini Municipal Area. The investigation followed a mixed-methods methodology, and a case study design to collect and analyse data. The contribution to knowledge is that municipalities should enact by-laws that recognise street committees
Employee fraud and prevention strategies at universities in KwaZulu-Natal.
(2015) Sivnarain, Ranesh.; Ferreira, Ignatius Wilhelm.; Wissink, Henry Frank.
The results of continuing global research, including this study, have found that employee fraud is ubiquitous. An analysis of the crime statistics relating to fraud in South Africa reflects a similar picture. This study delved into employee fraud at universities in KwaZulu-Natal by evaluating the nature and causes of this phenomenon as well as the preventative measures that are, or should be, implemented to obviate the risk of fraud at universities. The study of fraud and corruption at universities in KwaZulu-Natal represents a microcosm of such crimes at national and international universities. The objectives of this study were to gain knowledge and understanding of the causes and nature of employee fraud and to establish other measures that could prevent fraud as well as to propose a conceptual model and recommendations which universities could use to prevent fraud. In order to achieve these objectives, the study included an extensive review of recent and relevant literature, an empirical survey, review of case files and interviews with knowledgeable individuals in the field of fraud risk management. In addition, the study provides an overview of historical and philosophical origins of the theoretical concepts and frameworks and models relating to employee fraud, fraud risk management, internal controls and governance of fraud risks. Results indicate that employee fraud is considered a risk to the sustainability of higher education, vis-à-vis the provision of tertiary education to the community. A conceptual model is proposed to address employee fraud at universities. The conceptual input/output transformational systems model adapted from Easton (A systems analysis of political life (1979)) was utilised as a sophisticated addition to the set of recommendations provided in the last chapter. Despite its particular shortcomings, this model would be useful as a concept clarifier to those entrusted with designing and implementing policy at universities destined to elevate the fraud prevention process. The conceptual model advocates a holistic approach to prevent fraud. In responding to stakeholder demands to combat fraud, universities should implement specific policies that would transform any such dysfunctionalities within its operations to enable it to achieve its predetermined educational goals. Supplementary to the adapted input/output transformational systems model for prevention of fraud and corruption at universities in KwaZulu-Natal, a set of recommendations is proposed that is intended to provide policy-makers with information about the inputs from the environments that impact the achievement of goals and that proposes a conversion mechanism which could support achieving, maintaining and enhancing of predetermined goals. The prevention of employee fraud would be beneficial to all stakeholders, such as the community, government and universities, nationally and internationally.
Integrated development planning as a means to facilitate public participation in George Municipality.
(2016) Ngqele, Sandile Wiseman.; Ferreira, Ignatius Wilhelm.; Wissink, Henry Frank.
Abstract available in PDF file.
A normative model for evaluating lecturing personnel at tertiary educational institutions with special reference to the Port Elizabeth Technikon.
(1993) Ferreira, Ignatius Wilhelm.; Bayat, Mahomed Saheed.; Wissink, Henry Frank.
In this dissertation a study is undertaken of personnel evaluation of lecturing personnel at tertiary educational institutions. References are made to other tertiary educational institutions, but for reasons of confidentiality specific references are made to the Port Elizabeth Technikon in the text of the research document. This dissertation is based on the assumption that no uniform method exists for personnel evaluation for lecturing personnel at the Port Elizabeth Technikon. This assumption was strengthened during conversations with various academic personnel members on different post levels on the subject of personnel evaluation for lecturing personnel at tertiary educational institutions and during which a degree of negativity was detected about this subject. As it is known that various authors in the field of Personnel Administration regard personnel evaluation as an essential part of the personnel administration process, it was decided to embark on a research project on the subject of personnel evaluation for lecturing personnel at tertiary educational institutions. The complexity of the subject of personnel evaluation of professional employees, such as lecturing personnel, was duly recognised from the outset, and as a result thereof it was decided in consultation with the supervisors to do a normative study only, and to design and propose a normative model for evaluating lecturing personnel at tertiary educational institutions. In view of the importance of personnel evaluation in the development and motivation of personnel in organisational structures, it was decided to utilise the potential respondents currently available at the Port Elizabeth Technikon for an empirical study in order to research current attitudes on personnel evaluation at the Port Elizabeth Technikon. Firstly, however, a literature search was embarked upon, describing a theoretical framework for personnel evaluation. Certain normative criteria were extracted from the literature surveyed, and those were used in the empirical survey among lecturing personnel at the Port Elizabeth Technikon that followed the literature search. The research findings of the empirical survey were statistically analysed and reported, and a normative model for evaluating lecturing personnel at tertiary educational institutions was constructed. Certain recommendations were made regarding the research, and possibilities for further study into the subject under discussion were pointed out.
A normative model for managing orientation procedures for effective and efficient public personnel management in post-apartheid South Africa.
(1996) Ferreira, Ignatius Wilhelm.; Bayat, Mahomed Saheed.; Wissink, Henry Frank.
No abstract available.