Abstract
M.Phil.
The South African Police Service was formed in 1913 to realise the maintenance of Law
and Order and hierarchies. As a result the SAPS lacked the credibility and legitimacy in
the eyes of the majority of South Africans
The Police Force was associated with the abuse of human rights. When the Government
of national unity assumed power in 1994, they decided there was a need to restructure the
service. One of the post-1994 Government's foremost tasks was to transform the Public
Service into an efficient and effective instrument capable of delivering equitable services
to all citizens. This necessitated that structures, management style, approaches and
practices be redesigned.
Restructuring the SAPS was one of the processes of transforming the service to restore
the credibility and legitimacy.
It is nearly seven years since the new structure was introduced. The purpose of the
research is to uncover challenges brought by the new structure.
An assessment of the effect of such restructuring is necessary in order to ensure that the
change of direction is appropriate. It is time for the SAPS to take stock. The main findings of the research are that, the new SAPS rank structure is conducive for
the effective delivery of service as well as appropriate to achieve the Mission and Vision
of the SAPS. The findings, however, revealed that the new SAPS lacked discipline. Because members
are not disciplined, the community does not respect police officers like before. Again,
with the new ranks juniors do not respect seniors like previously.
The attitude study revealed that, although a large number of members were satisfied with
the fact that they were promoted, serious dissatisfaction was caused by the system of
promotion, in which the rank system undoubtedly had a major role.
An assumption that SAPS employees are not happy has been proven to be true. It has
generally been indicated that they were happier with the previous structure than the
present one. Some of their happiness was related to facilities that were now available,
achievements, recognition and advancement. The dissatisfaction brought about by the
new structure was related to policies, management style and administration, promotions
system, advancement, supervision, security, wages, as well as relationships with fellow
employees. Among the recommendations, the main one was that members of the SAPS need to
recommit themselves in order to achieve a safe and secure environment for all the people
of South Africa with dignity to render a responsible and effective service of high quality
and continuous strive towards improving the Service.