Thesis (MPhil)--Stellenbosch University, 2011. / ENGLISH ABSTRACT: People diagnosed as being HIV positive or having AIDS develop depression as they attempt to cope with their daily lives. Some studies have indicated the prevalence of depression and anxiety in people living with HIV/AIDS is higher than in the general population. An evaluation of gender related factors that lead to depression after a diagnosis with HIV/AIDS will highlight the incidences and frequency of what individuals experience in their daily lives. The research is a descriptive study in which the factors that cause depression after HIV/AIDS diagnosis were identified and related to gender. Both quantitative and qualitative methods were used to analyse the responses elicited from the participants in the sample. Twenty five PLHAs who had been diagnosed with depression were selected from patients attending both Nthabiseng and Luthando Clinics at Chris Hani Baragwanath Hospital in Soweto, Johannesburg. A questionnaire was designed to gather demographic as well as information regarding family, social and economic history. A short interview was also conducted with selected patients to determine in their own words what causes their depression. The selected patient hospital charts were analysed to gain additional information to complete the equation. A semi structured interview was conducted with 13 selected health care professionals to gather information on how they see depression in the presence of HIV and whether they are adequately equipped to detect and manage this condition. The findings from this study supported the view depression is present or develops after a positive HIV diagnosis and a difference was detected in the causes of depression in women and that of men. Common causes of depression after HIV diagnosis were denial, fear of death and social insecurity. Women were more likely to attribute their depression to denial and worry about work and family responsibility. Men attributed their depression to failure to provide for their family and loss of social status. Recognising the causes of and gender differences in the causes of HIV-related depression may help in designing more effective counselling strategies and improve management and care of PLHAs. / AFRIKAANSE OPSOMMING: Daar is 'n aantal mense wat nie aan depressie ly voordat hulle met HIV gediagnoseer word nie. Meeste studies dui aan dat die voorkoms van depressie en angstigheid by mense wat lewe met MIV en VIGS heelwat hoër is as die algemene MIV populasie. Baie mense, insluitende gesondheidsorgwerkers, neem aan dat depressie 'n onontsnapbare newe-effek is van MIV/VIGS diagnose. Dus mag dit gebeur dat depressie ongesiens verby gaan, onbehandeld, met die gevolg van oneffektiewe behandeling, riskante optrede, swak bestuur van MIV/VIGS en 'n lae lewenskwaliteit vir hierdie pasiënte. Hierdie navorsingsartikel kyk na die geslags-verwante faktore wat lei tot depressie na die diagnosering van MIV/VIGS. Die navorsing is 'n beskrywende studie waarin faktore wat depressie in MIV/VIGS gediagnoseerde pasiënte veroorsaak identifiseer en gedifferensieer word afhangende van geslag. Kwantitatiewe asook kwalitatiewe metodes is gebruik. Dertig PLHAs wat met depressie gediagnoseer is, word behandel in Nthabiseng asook Luthando Kliniek by die Chris Hani Baragwanath Hospitaal in Soweto, Johannesburg. Nthabiseng is die MIV Kliniek en Luthando is die psigiatriese kliniek vir MIV/VIGS pasiënte. 'n Vraelys is saamgestel om demografiese asook familie, sosiologiese en ekonomiese inligting te verkry. 'n Kort onderhoud is ook met sommige pasiënte gehou om in hul eie woorde te hoor wat hul glo hul depressie veroorsaak. Die geselekteerde pasiënte se hospitaal kaarte is geanaliseer, met die doel om die dokter se insette of redes te kry oor die pasiënte se depressie. 'n Semi-gestruktureerde onderhoud was gedoen met gesondheidsorgwerkers in Luthando- en Nthabiseng klinieke om inligting te verkry oor hoe hierdie professionele gesondheidsorgwerkers depressie sien by MIV/VIGS pasiënte en of hul bevoegd is om dit te identifiseer en te behandel. Die studie het bevind dat daar 'n verskil is by oorsake van depressie by vroue en oorsake van depressie by mans. Mees algemene oorsake van depressie by MIV/VIGS pasiënte is ontkenning, vrees van dood en sosiale onstabiliteit. By die vroue het ontkenning en bekommernis oor werk- en familie verantwoordelikhede meestal bygedra tot hierdie depressie, en by die mans was dit meer asof daar 'n algemene terleurstelling geheers het in hul gemoed. 'n Terleurstelling deurdat hul nie vir hul families sal kan sorg nie asook die vernedering in die sosiale netwerk. Om die verskille in MIV-geassosieerde depressie gebasseer op geslag te kan herken mag bydra tot die ontwerp van meer effektiewe beradingstrategië.

Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2005 xii, 127 leaves / The knowledge, attitude and training needs of line managers at the South African Sugar Association (SASA) with regards to the management of HIV/AIDS infected employees. Background: The rapid spread of HIV/AIDS is having an increasingly adverse impact on the operations of companies. Due to the changing environment in which line managers have to operate as a result of HIV/AIDS, line managers will increasingly be faced with handling HIV/AIDS infected employees and all the issues surrounding this epidemic. The research investigates the knowledge, attitude and training needs of line managers in SASA with regards to the management of HIV/AIDS infected employees. Objective: The goals of the research are; 1). To ascertain the prevailing level of knowledge, attitude and training needs of line managers at SASA with regards to the management of HIV/AIDS infected employees. 2). To establish the relationship between the biographic variables and knowledge, attitude and training needs with regards to the management of HIV/AIDS infected employees.

Introduction: South Africa is currently experiencing one of the most severe AIDS epidemics in the world with South Africa‘s public sector under great stress and under-resourced whilst there exists a vibrant private healthcare sector. Private healthcare sector doctors have a pivotal role to play in the management of HIV and AIDS infection. However not much is known about the extent of private healthcare sector doctor involvement in the management of HIV and AIDS patients. In addition these doctors need to have an accurate knowledge of the management of the infection, and a positive attitude towards the treatment of persons with HIV and AIDS. With the availability of antiretroviral drugs only since around 1996, many of the doctors who were trained prior to 1996 would not have received any formal training in the management of HIV and AIDS patients, further it is very important that these doctors constantly update their knowledge and obtain information in order to practise high-quality medicine. Although private sector doctors are the backbone of treatment service in many countries, caring for patients with HIV brings a whole new set of challenges and difficulties. The few studies done on the quality of care of HIV patients, in the private sector in developing countries, have highlighted some problems with management thus it becomes important to ascertain these doctors‘ training needs together with where these doctors source information on HIV/AIDS to stay updated. In South Africa two thirds of the doctors work in the private sector. To address some of the resource and personnel shortages facing the public sector in South Africa, partnerships between the public and private sectors are slowly being forged. However, little is known about the willingness on the part of private sector doctors in the eThekwini Metro of KwaZulu-Natal, to manage public sector HIV and AIDS patients. Though many studies have been undertaken on HIV/AIDS, fewer have been done in the private sector in terms of the management of this disease which includes doctors‘ adherence monitoring practices, their training needs and sources of information and their willingness to manage public sector patients. A study was therefore undertaken to assess the involvement of private sector doctors in the management of HIV, their training needs and sources of HIV information, the quality of HIV clinical management that they provided, together with their strategies for improving adherence in patients. Further the study assessed factors that affect adherence in patients attending private healthcare, and finally investigated whether private sector doctors are willing to manage public sector HIV infected patients. A literature review of the barriers that prevent doctors from managing HIV/AIDS patients was also undertaken. Method: A descriptive cross sectional study was undertaken using structured self reported questionnaires. All private sector doctors practising in the eThekwini Metro were included in the study. The study was divided into different phases. After exclusions a valid sample of 931 participants was obtained in Phase 1. However only 235 of these doctors indicated that they managed HIV infected patients, of which only 190 consented to be part of Phase 2 of the study. In Phase 2 the questionnaires were administered by trained field workers to the doctors after confirming doctors‘ consent. The questionnaires were thereafter collected, the data captured and analysed using SP55 version 15. Results: Although 235 (71.6%) doctors managed HIV and AIDS patients, 93 (28.4%) doctors did not, and of the latter 48 (51.61%) had not encountered HIV and AIDS patients, twenty five (26.88%) referred such patients to specialists, six (6.45%) cited cost factors as reasons for not treating such patients, whilst twelve (12.90%) doctors, though they indicated that there were other reasons for not managing HIV infected patients, did not specify their reasons. Two doctors (2.15%) indicated that due to inadequate knowledge they did not manage HIV and AIDS patients. Significantly younger (recently qualified) doctors rather than older (qualified for more years) doctors treated HIV/AIDS patients (p<0.001). Most doctors (76.3%) expressed a need for more training/knowledge on the management of HIV patients. Eighty five doctors (54.5%) always measured the CD4 count and viral load levels at diagnosis. Both CD4 counts and viral load were always used by 76 doctors (61.8%) to initiate therapy. Of the doctors 134 (78.5%) initiated therapy at CD4 count < 200cells/mm3. The majority of doctors prescribed triple therapy regimens using the 2 NRTI +1 NNRTI combination. Doctors who used CD4 counts tended to also use viral load (VL) to assess effectiveness and change therapy (p<0.001). At initiation of treatment 68.5% of the doctors saw their patients monthly and 64.3% saw them 3-6 monthly when stable. The majority of the doctors (92.4%) obtained information on HIV and AIDS from journals. Continuing Medical Education (CME), textbooks, pharmaceutical representatives, workshops, colleagues and conferences were identified as other sources of information, while only 35.7% of doctors were found to use the internet for information. GPs and specialists differed significantly with regard to their reliance on colleagues (52.9% versus 72.7%; p < 0.05) and conferences (48.6% versus 78.8%; p < 0.05) as sources of HIV information. Of the respondents, 78.9% indicated that they monitor for adherence. Comparison of GPs and specialists found that 82.6% of the GPs monitor for adherence compared to 63.6% of the specialists. (p=0.016). Doctors used several approaches with 60.6% reporting the use of patient self reports and 18.3% pill counts. Doctors (68.7%) indicated that their adherence monitoring is reliable, whilst 19.7% stated they did not test the reliability of their monitoring tool. The most common strategy used to improve adherence of their patients was by counseling. Other strategies included alarm clocks, SMS, telephoning the patient, encouraging family support and the use of medical aid programmes. One hundred and thirty three (77.8%) doctors were willing to manage public sector HIV and AIDS patients, with 105 (78.9%) reporting adequate knowledge, 99 (74.4%) adequate time, and 83 (62.4%) adequate infrastructure. Of the 38 (22.2%) that were unwilling to manage these patients, more than 80% cited a lack of time, knowledge and infrastructure to manage them. Another reason cited by five doctors (3.8%) who were unwilling was the distance from public sector facilities. Of the 33 specialist doctors, 14 (42.4%) indicated that they would not be willing to manage public sector HIV and AIDS patients, compared with only 24 (17.4%) of the 138 GPs (p < 0.01). There was no statistical difference between adherence to treatment and demographics of the respondent patient such as age, gender and marital status. In this study 89.1% of patients were classified as non-adherent and reasons for non-adherence included difficulty in swallowing medicines (67.3%) (p = 0.01); side effects (61.8%) (p = 0.03); forgetting to take medication (58.2%) (p = 0.003); and not wanting to reveal their HIV status (41.8%) (p = 0.03). Common side effects experienced were nausea, dizziness, insomnia, tiredness or weakness. Reasons for taking their medicines included that tablets would save their lives (83.6%); they understood how to take the medication (81.8%); tablets would help them feel better (80.0%); and that they were educated about their illness (78.2%). All participants that were on a regimen that comprised protease inhibitors and two NRTIs were found to be non-adherent. Conclusion: All doctors in the private healthcare sector were not involved in the management of HIV/AIDS patients. Doctors indicated that they required more training in the management of HIV/AIDS patients. However private sector doctors in the eThekwini Metro do obtain information on HIV from reliable sources in order to have up-to-date knowledge on the management of HIV-infected patients, with the majority of private sector doctors being compliant with the current guidelines, hence maintaining an acceptable quality of clinical health care. These doctors do monitor for adherence and employ strategies to improve adherence in their patients who do have problems adhering to their treatment due to various factors. Many private sector doctors are willing to manage public sector HIV and AIDS patients in the eThekwini Metro, potentially removing some of the current burden on the public health sector. / Thesis (Ph.D.)-University of KwaZulu-Natal, Durban, 2010.

Ministering in the face of HIV and AIDS has posed many challenges. The work of ministers before HIV and AIDS experienced many problems which resulted in ministry burnout. HIV and AIDS have increased the demand for ministers because of the sick, the dying and the grieving people. The increase number of funerals means that a minister conducts many funerals over the weekend and sometimes during the week. This is not the only task of the minister; there are other duties such as house visitation, administration matters, counseling, Sunday services, confirmations and teachings in the church. Furthermore, ministers are often most intensively involved with people in times of crisis and distress. This research deals with the ways ministers are coping or not coping with ministry burnout which may be a result of ministering to people suffering from HIV and those dying of AIDS. This study recognises that an understanding of the minister's problems, as well as helping them to cope, by all who are involved in the church as a vocational system is necessary in the face of HIV and AIDS. The major beneficiary of care and support to ministers will be pastoral ministry itself and the church. Interest in this study therefore stems from both academic and pastoral concerns. Academically, one would like to see the discipline of pastoral care making a scientific and academic contribution that is capable of helping ministers. As for the pastoral concern, one believes that this study and similar studies are ways by which ministry can be strengthened and supported. There is need to equip the church to observe, listen to and respond to ministers in pain more knowledgeably and sympathetically. The researcher endeavours to describe these phenomena accurately through narrative type descriptions, interviews and pastoral conversations. Furthermore, Rediger created a model for avoiding burnout called AIM, which has led to a creation of a model to cope with ministry burnout in the face of HIV and AIDS, which is AIMS: A-Awareness, 1- Impose, M-Management, S-Support. The model has been created in the face of the emotional involvement of ministers in HIV and AIDS / Thesis (M.Th.)-University of KwaZulu-Natal, Pietermaritzburg, 2006.

No abstract available. / Thesis (M.Dev.Studies)-University of Natal, Durban, 2002.

This research focused on the legal response to the HIV/ AIDS epidemic in South Africa. The response adopted by the South African legislators embraces the protective model of the law. The philosophy underpinning this legislation is to engender respect for individuals and to promote human rights and in the context of HIV/AIDS, reduce the presence of stigmas and discrimination. Such an approach is commendable however in South Africa given the nature and extent of the crisis a more proactive legal response is required. Such a response is encapsulated within the empowerment model of legislation. The aim of this research was to demonstrate the need for such an approach in a work environment. In order to do so, a study of the Durban Metropolitan Unicity Municipality was undertaken. As a public institution such an entity is obliged to follow all employment laws and guidelines. This characteristic ensures that problems and advantages that arise regarding the implementation of protective legislation can be easily ascertained. The research was conducted by using a case study approach within a qualitative research methodology. The snowball method of sampling was relied on for obtaining respondents and the data collection technique adopted was interviewing specifically, semi-structured interviewing. Members of the Durban Metropolitan Unicity Municipality were interviewed on the primary aspects of its workplace policy on HIV/AlDS, which is based on the guiding principles of the protective employment laws of South Africa. The main findings of this research suggest that the protective model of legislation has not achieved a noteworthy level of success in the workplace of the Durban Metropolitan Unicity Municipality. This finding is derived from the Iow levels of awareness of employment legislation and the workplace policy, high incidence of discrimination prevalent and stigmas still attached to one's HIV/AlDS status, and general dissatisfaction with specific provisions of the workplace policy that are based on the principles of protective employment legislation. An alternative legal response was advocated namely, the empowerment model of legislation which is much more proactive in its application. This model of law focuses on the legal empowerment of people and is conducive to stimulating positive social changes. / Thesis (M.Dev.Studies)-University of Natal, Durban, 2001.

The current South African labour laws have evolved through decades of transitions. It originated from an autocratic employment relationship to the fight for worker rights and finally, to the equal rights and freedom of workers. However the rights of workers were always regulated by the idiosyncrasies and oppression of the political fabric of this country. One of the greatest contributing factors that enhanced worker confidence is the introduction of the previous Interim Constitution and the now, Final Constitution, which provided for equality for all South African citizens. All such laws have impacted intensely on the South African labour framework. Currently, we exist in a country where there are laws that ensure worker protection. On the face of it, the labour laws are clearly democratic. However, in practice, there exist many gaps in the law. This study is primarily based on identifying the areas of the labour laws where such laws do not adequately cater for the South African population and its diversities, and where it is not consistent with the International Labour standards. Major emphasis will be placed on the application of the law and the intention behind the drafters of such legislation. One area of focus is the application of the law to the HIV/AIDS crisis in South Africa. HIV/AIDS is seen as an epidemic that is adversely penetrating the workforce and a company's productivity. The disease itself is growing at an enormous pace and already, a small percentage of the population is affected by it. The disease inevitably leads to a drop in a company's output through the increase in employee absenteeism and deaths, and it also obligates employers to re-arrange their staff or hire new staff. Companies have been forced to change their policies and to create awareness in the workplace to adequately cater for workers who suffer from this epidemic. The laws itself have not made sufficient provision for applying itself to the growth in the percentage of AIDS employees. With a large percentage of the workforce having the disease, there has not been sufficient protection of such persons and their families. There are three stages in the HIV/AIDS cycle and the last stage weakens employees to the extent that they are unable to work. And with medical costs being as high as it is today, it won't be long before such employees lack the financial means to survive. Hence there is little protection to workers after contracting the AIDS virus. This is merely one of the areas of the HIV/AIDS crisis that requires review of the current labour laws. The labour laws are new to providing protection to workers. Inevitably, it is the responsibility of workers to protect themselves, either through saving on their own or entering into endowment or similar policies. However, with the instability in our current economic climate, it is difficult for employees to invest or to save. Employment Equity has been another area that requires development within the South African labour framework. Such equity is based on rectifying the political ravages of the past, where previously disadvantaged persons were prejudiced in various areas of the employment arena. Affirmative Action has been one area of change that many companies and corporations were forced to deal with. The International Labour Organization (ILO) has always attempted to diversify its laws to cater for the diversities of the world population. South Africa adopted many of its laws, specifically with regards to the HIV/AIDS crisis. However, considering that the labour laws are seen as a rapidly-changing area in the world economy, such areas are making it difficult for the current laws to be consistent with such changes. Emphasis is now placed on the application of the laws to such changes. This study is a very much theoretical to the extent that it identifies the areas of applicable law and the areas that require improvement or change in order to satisfy the "democracy" in a democratic country. / Thesis (M.B.A.)-University of Natal, Durban, 2003.

Thesis (MPhil)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: HIV-positive employees that receive treatment for HIV/AIDS by having their employers pay for the treatment are being taxed on their lifesaving HIV benefits paid by their employer. This comes after the Commissioner of Inland Revenue (CIR) or South African Revenue Service (SARS) identified the provision of treatment by employers as a “fringe benefit” in terms of paragraphs 2(e), 2(h) and 2(i) of the Seventh Schedule to the Income Tax Act1 and as such is taxable if the treatment is given from the work place. The treatment contribution is included in an employee’s remuneration package as a fringe benefit. Pay-as-you-earn (PAYE) and other assessed taxes are calculated from that. The taxable benefit is included on the employees’ annual IRP5 certificates. In order for the employer’s Human Resources department to affect this on the IRP 5 certificates the affected employee has to disclose his HIV/AIDS status and accordingly pay the PAYE on the fringe benefit. In terms of paragraph 2(e) of the Seventh Schedule to the Income Tax Act No. 58 of 1962, any service rendered at the expense of the employer to the employee, whether by the employer or by some other person, which has been utilised by the employee for private or domestic use, such value of the service must be included in the employee’s consideration for remuneration. Paragraph 2(h)2 taxes the employees on debts paid by the employer on behalf of the employees and paragraph 2(i)3 taxes a one third contribution benefit back in the hand of an employee for contributions to medical aids. If the employee were to receive chronic medication from a medical aid for HIV/AIDS treatment this will be included in the fringe benefit tax as a medical contribution.The Employment Equity Act No. 55 of 19984 promotes the elimination of unfair discrimination in the work place and ensures the implementation of Employment Equity to redress the effects of discrimination. Above all it also promotes the constitutional right to equality. In terms of confidentiality of the employees HIV/AIDS status; the Income Tax Act No. 58 of 1962 (Income Tax Act)5 as interpreted seems to be in conflict with the Employment Equity Act No. 55 of 1998. A solution therefore has to be sought where: - The anonymity of an employee in terms of his/her HIV/AIDS status is protected as envisaged by the Employment Equity Act6. - It is also necessary to understand whether there is in fact conflict between the Income Tax Act7 and the Employment Equity Act8. - It is also necessary to establish whether there are any misconceptions in the interpretation of the legislation and - Try to find the best possible solution to minimise the impact of Income Tax and yet protect the confidentiality of the employees concerned. / AFRIKAANSE OPSOMMING: MIV-positiewe werknemers wat behandeling vir MIV/VIGS ontvang by hul werkgewers word belas op hul lewensreddende MIV voordele wat deur hul werkgewers betaal word. Hierdie word bepaal nadat die Kommisaris van Binnelandse Inkomste (KBI) of die Suid- Afrikaanse Belastingsdiens (SAB) die voorsiening van behandeling deur werkgewers ag as ‘n belastingbyvoordeel in terme van paragrawe 2(e), 2(h) en 2(i) van die Sewende Skedule van die Inkomste belastingwet9 indien die diens gelewer word buite die werksplek. Die bydrae tot behandeling word ingesluit in die werknemer se vergoedingspakket as ‘n belasbare byvoordeel. Werknemersbelasting of LBS en ander aangeslaande belastings word hiervandaan bereken. Die byvoordeel word op die werknemer se IRP5 sertifikaat aangedui. Om hierdie aan te dui op die IRP5 sertifikaat van die geaffekteerde werknemer moet die werknemer se MIV status aan die werkgewer se Menslike Hulpbron departement bekend wees om die nodige byvoordeel te bereken. In terme van paragraaf 2(e)10 van die Sewende Skedule van die Inkomste Belastingwet nr. 58 van 1962, word enige diens gelewer deur die werkgewer namens die werknemer, of deur die werkgewer of deur sekere ander persone, wat gebruik word deur die werknemer vir privaat en huishoudelike gebruik geag as vergoeding te wees en die diens moet ingesluit wees in die vergoedingspakket. Paragraaf 2(h)11 belas die werknemers op skuld betaal namens die werknemer deur die werkgewer en paragraaf 2(i)12 belas een derde van die bydrae terug in die hand van die werknemer vir bydraes betaal deur die werkgewer aan mediese fondse. Indien die werknemer kroniese medikasie ontvang van die mediese fonds vir MIV/VIGS behandeling sal dié belas word as ‘n belasbare byvoordeel. Die Gelyke Indiensnemingwet nr 55 van 199813 bevorder die eliminasie van ongeregmatige diskriminasie in die werksplek en verseker dat die implementasie van die wetgewing die impak van diskrimasie reg aanspreek. Die wetgewing bevorder die konstitisionele reg tot gelykheid. In terme van die vertroulikheid van die MIV/VIGS status van werknemers bleik die Inkomstebelastingwet in konflik te wees met die Gelyke Indiensnemingswetgewing. ‘n Oplossing moet dus gevind word, waar: - Die anonimiteit van die werknemers in terme van hul MIV/VIGS status beskerm word soos veronderstel word in die Indiensnemingsekwiteitswetgewing - Dit is ook nodig om te verstaan of daar inderdaad konflik is tussen die onderskeie wetgewings, naamlik die Inkomstebelastingwet en die Indiensnemingsekwiteitswetgewing. - Dit is ook belangrik om te bepaal of daar enige miskonspesies in die interpretasie van die wetgewing is en - Om te probeer om die bes moontlike oplossing te vind om die impak van Inkomstebelasting te verminder en terselfdertyd die konfidensialiteit van die werknemers te verseker.

Thesis (MPhil)--Stellenbosch University,2005. / ENGLISH ABSTRACT: The aim of this research is to investigate the impact of HIV/AIDS among different organizations in Lesotho and how they respond to the challenge; and to determine whether these organizations respond positively/effectively to the challenge of the pandemic in their respective organizations and whether they have developed workplace programmes and policies which address the issue, and if they do exist, whether they are effective. Lesotho is one of the countries in the world with a very severe HIV/AIDS infection rate. It is estimated that 28.9% of the entire population was living with HIV/AIDS as of December 2003 (UNAIDS, 2004). The increasing number of HIV/AIDS infectees in the country is affecting the entire labour force; therefore to effectively respond to the pandemic, the government of Lesotho and its development partners and civil society organizations are doing everything within their means to control it. Therefore, work place programmes that deal with HIV/AIDS on the work environment should be an answer to the social capital issue; the most valuable resource being human capital, since the programmes would promote prevention, information, education and training. It would also promote the rights of staff members and their dependants living with and/or affected by the HIV/AIDS pandemic. The population where the investigation was done is made up of corporate places of work stratified into five types of organizations found in Maseru, the capital of Lesotho: o Non-governmental organizations o Private sector o Development partners ( Diplomatic Missions/Donors) o Parastatals o Government The results of the study indicated that the majority of these organizations have workplace programmes and policies which are effective and appreciated by the employees, while others are in the process of drawing up their policies or already have them in draft form. Despite all the efforts being put in place, the feeling among some of the organizations is that HIV infection in Africa will continue to increase because of the way it is being addressed; what they call ‘The Western way’. They feel that if it is addressed situationally, not academically, there will be a slight difference. For example, they claim that Africans do not feel comfortable about bringing their private behaviours in the open; for instance, speaking about sex and sexuality. The belief systems of the Basotho are also identified as great influencers in the pandemic. These include the culture/traditions, relations with the family and pressure from peers, people whom we trust and the fulfilment of women's sexual desires. The conclusion reached is that the different organizations in Lesotho address the challenge of HIV/AIDS positively and in others effectively, and with more effort the pandemic could be brought under control in the near future. The recommendation after viewing the findings, is that the issue of care and support, stigma and discrimination are still issues that need to be worked on, since employees are scared to know their status due to fear of being stigmatized. Therefore, the above cannot be addressed properly unless they are seen in practice. / AFRIKAANSE OPSOMMING: Die doel van hierdie studie is 'n ondersoek na die impak van MIV/Vigs op, en reaksie van verskillende ondernemings in Lesotho. Volgens beraming is die infeksiekoers van Lesotho 28.9% en is die invloed daarvan op die werkersmag beduidend; dit kan selfs katastofies raak indien dit nie doeltreffend aangespreek en bestuur word nie.. Data is versamel by by vyf kategorië van ondernemings in Maseru ten einde te verseker dat al die belangrikste sektore deur die studie betrek word.. Resultate toon aan dat die meeste ondernemings wel werksplekprogramme en MIV/Vigs-beleid in plek het. Die persepsie van werkers binne die ondernemings wat in die ondersoek gebruik is toon egter 'n negatiewe prognose ten opsigte van die doelteffende bestuur van die pandemie. Die gevoel is dat die benadering te reglynig en "Westers" is en dat die metafore en tradisies van Afrika meer effektief in voorkomingsprogramme sal wees. Voorstelle in hierdie verband word gemaak. Voorstelle vir meer doeltreffende voorkomingsprogramme word gemaak en voorstelle vir verdere studies in Lesotho word aan die hand gedoen.

Thesis (MPhil)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: The present article is a research study aimed at providing an accurate picture of the problem of HIV and Aids-related stigma and discrimination within a company, by identifying the possible factors that help fuelling it, and describing the relationships among them. On the basis of these findings, I propose initiatives that may help to overcome the main barriers for stigma mitigation within the company, and provide suggestions for inclusion in the company’s HIV and Aids policy of strategies and positions that may thwart stigma among the workforce. / AFRIKAANSE OPSOMMING: Die doel van hierdie studie was om ‘n akkurate beskrywing te gee van stigma en diskriminasie wat romdon MIV/Vigs bestaan. Die studie is in ‘n maatskappy in Maputo, Mosambiek, uitgevoer. Moontlike faktore wat hierdie stigma en diskriminasie aanwakker is gegee en ook die verhouding tussen die faktore. Voorstelle word gegee om stigma binne die maatskappy te verminder en ook om dit by die maatskappy se MIV/Vigs beleid in te sluit.