Th e study was triggered as a result of declining performance of learners in Botswana and it was aimed at fi nding solutions that would enhance sound academic performance in junior secondary schools. A phenomenological design was selected for the study while a qualitative approach was adopted using focus group interviews as the source of data collection from participants. Th e fi ndings of this study revealed that the inability of the government of Botswana to implement job satisfaction measures in educators inhibited adequate transfer of knowledge to learners, which resulted in a decline in performance. Learners' gross misconduct and their parents' inability to counsel them contributed to their decline in performance. Also, learners and educators admitted that the current system of education should be replaced with another productive system. Another fi nding of this study confi rmed that learners are tired of corporal punishment and they want it to be replaced with detention. Th e study recommendation is that the Ministry of Education of Botswana should apply motivational and job satisfaction factors to encourage educators to adequately transfer knowledge to learners.
Payment for municipal services in South Africa, especially in the North West province, has been a contentious issue as consumer debt keeps on escalating despite the managerial measures taken by municipal role-players to stop debt accruals. The purpose of this study was to identify the factors that could enhance payment compliance for municipal services, as well as to propose a payment culture framework for municipal services. Residents living within the municipal areas in the four district municipalities of the North West province, municipal role-players, councilors, as well as traditional leaders were involved in this study. Data were collected using a structured questionnaire and were analysed using SPSS. Findings obtained from the study indicate vast opportunities for municipalities to strategically enhance payment compliance. It was discovered that fiscal exchange is the most influential factor to induce residents’ inclination to pay for municipal services. Other factors identified to influence payment compliance include deterrence messages, social influence, payment education, budget transparency, service administration, traditional leadership, communication dynamics and adoption of emerging innovation options. Findings also indicate a lack of collaboration between municipal role-players and politicians resulting in administrative versus political dichotomy. The study recommended that municipalities should provide adequate services to residents and initiate payment enforcement measures, communication dynamics, emerging sustaining innovation options, effective collaborations, as well as encouraging traditional leadership to facilitate payment compliance for municipal services in the North West province.
Talent management refers to the attraction, selection, and retention of employees, which involves a combination of HR processes across the employee life cycle. This study explored the best practice in talent management to ensure high potential talents are employed and retained due to the rising rate of employee turnover in the South African public service. A literature review and meta-analysis were conducted to explore different authors' views on the three main objectives of the study, which are to know the competencies of talent managers in developing high potential employees; explore the mechanisms talent managers can adopt in keeping high potential employees and to reveal the best practices in talent management. Findings from the study revealed that talent management is essential in assisting the employees in advancing their skills, improving their performance, and feeling engaged and motivated, thus allowing them to achieve desired goals. The ability to facilitate good planning, decision-making, change management, interpersonal relationships, emotional intelligence, programme implementation, and learning opportunities are the competencies required of talent managers to develop potential talents. Effective communication and feedback, promotion and advancement, efficient leadership, work-life balance, good organisational culture, development and training, and organisational commitment are the competencies required of talent managers to retain talents in the organisation. Regarding the best talent management practice, the study recommended that talent managers should specify the skills they need and select from a diverse pool of candidates. Other factors include onboarding practices, learning and development, performance management, an effective reward system, and a succession plan.
The purpose of this study was to identify the strategic leadership qualities required of municipal role-players to cultivate a payment culture for municipal services in the North West Province in South Africa. A systematic review and comparative study were conducted to compare the strategic competencies of executives in Canada, the United States of America, and the United Kingdom. These are considered leading countries in service provision. The study proposes that municipalities should be visionary and result-driven, and engage people, while collaborating with relevant stakeholders to achieve desired results. The study further recommends that municipal role players adopt strategic leadership to achieve change through a planning and development process that involves assessing future goals and mapping specific actions. Furthermore, municipalities should achieve their goals through a strategic process of analysis, formulation, implementation, and evaluation, all of which entail a number of constituent tasks.
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