Thesis (D. Min.)--Westminster Theological Seminary, Philadelphia, 1998. / Includes vita. Includes bibliographical references (leaves 190-198).

Pentecostal churches are growing significantly across the world, but occasionally theological tensions arise within Pentecostal churches, sometimes related to intergenerational differences, which hinder both quantitative and qualitative growth. This study analyses the dynamics of a particular generation gap in one South African Pentecostal congregation. It explores the initiatives of a cell group from the younger generation, aimed at enhancing the credibility and effectiveness of the congregation's witness. The cell group initiatives highlighted issues of leadership, biblical hermeneutics, and the need for a theological re-assessment of local traditions that had always acted as identity markers for the older generation. This study contends that the conflict between a more collectivist older generation and a more individualist younger generation can be bridged through well prepared conflict resolution processes led by credible intervention teams and through some form of accommodation of the views and desires of both generations. / Christian Spirituality, Church History and Missiology / D.Th. (Missiology)

Never before in living memory has the gap in mutual acceptance and understanding between generations been as large as it is now. Massive societal and cultural shifts, fuelled by changing technology, increasing rates of change, globilisation and disconnectedness, have caused a deep divide between those born in the first two-thirds of this century and those born in the latter decades. This dissertation aims to identify the causes of this divide, quantify the effects and suggest solutions. Although generally applicable to many different organisations in society, especially schools, parenting, businesses with young and old employees or those with generationally diverse target markets, this dissertation focuses specifically in application on the context of local churches. It aims to provide an understanding of the concept of a "generation gap" and practical guidelines for churches seeking to become truly multi-generational in their structures and ministries. / Practical Theology / M. Diac. (Youth Work Direction)

Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: People's life experiences and backgrounds shape who they are - whether they are young or old, male or female, and across all races, ethnicities and religions. Today's workplace environment represents the largest diversity of generations of any time in history, and with this diversity comes new challenges. These challenges are directly due to the different generations and associated gaps based on different approaches, expectations and perceptions regarding culture and leadership in the workplace. There are generally four different generations employed in today's workplace: Traditionalists (Builders), Baby Boomers (Yuppies), Generation X (Yiffies), and Generation Y (Millennials). According to generation theory, Traditionalists were born between 1930 and 1949, Baby Boomers between 1950 and 1969, Generation X between 1970 and 1989, and Generation Yafter 1990. Although there are very few Traditionalists in contemporary workplaces, there are still some left to consider. More important than understanding the Traditionalists, though, is the need for a better understanding of the fast-growing group of Generation Y employees who are entering the workforce. At Sishen Iron Ore Mine (Sishen) there are also four generations employed, each with different approaches, expectations, perceptions, attitudes, loyalties, frames of reference, views of authority, job strengths, work ethics, relationships, work/life balances and other beliefs. The question that arises is whether the management team of the Engineering Department at Sishen can be more effective and productive through an improved and in-depth understanding of each generation's approaches, expectations and perceptions regarding culture and leadership. The purpose of this research study is to analyse the specific correlation of the different workforce generations in the Engineering Department with the general theoretical knowledge available about each generation by focusing more specifically on approaches, expectations and perceptions. The study also includes some recent research information regarding Generation Y and the related opportunities, challenges and effective ways of managing this generation. By focusing on the research results within the multigenerational workforce and the generation gaps, the possible solutions for managing conflict can improve through a better understanding of each generation. Each generation's typical characteristics are discussed in detail by means of a thorough literature study, with the overall aim of enhancing both team and organisational success. The employees and permanent contractors at the Engineering Department number approximately 1 945. The randomly selected participants in the generations survey were from the pool of permanent employees, excluding the contractors. The information was collected by means of a short questionnaire representing the typical characteristics of each generation. A sample of 250 participants from eight different sections within the department was asked to complete the questionnaire, but unfortunately a response rate of only 34% (85 questionnaires) was recorded. The research showed that the typical characteristics of the Traditionalists and Baby Boomers could be used to represent almost the entire Engineering Department. It also revealed specific influences in the working and social environment, leadership styles, and the mine's culture that affect the different generations regarding their approaches, expectations and perceptions. The report concludes with an assessment of the strengths and weaknesses of the study, as well as a few key findings and a summary, conclusion, and recommendations. / AFRIKAANSE OPSOMMING: Alle mense word gevorm deur lewensondervindings en agtergrond wat bepaal wie hulle is - ongeag of hulle oud of jonk, manlik of vroulik is, asook oor alle rasse, etniese groepe en geloofsoortuigings heen. Hedendaagse werksomgewings word gekenmerk deur die grootste generasiediversiteit van alle tye, wat nuwe uitdagings meebring. Die uitdagings is die direkte gevolg van die verskillende generasies en gepaardgaande gapings gebaseer op verskillende benaderings, verwagtinge en persepsies aangaande kultuur en leierskap in die werksplek. Daar is tans oor die algemeen vier verskillende generasies in diens in werksplekke, naamlik Tradisionaliste, Baby Boomers, Generasie X en Generasie Y. Volgens generasieteorie is Tradisionaliste persone gebore tussen 1930 en 1949, terwyl Baby Boomers tussen 1950 en 1969, Generasie X tussen 1970 en 1989 en Generasie Y na 1990 gebore is. Hoewel daar min Tradisionaliste in die werksplek oor is, is daar nog enkeles wat in ag geneem moet word. Van groter belang is egter die behoefte om die vinnig groeiende Generasie Y wat nou tot die werksmag toetree, beter te verstaan. By Sishen Ysterertsmyn (Sishen) is daar ook vier verskillende generasies in diens, elk met verskillende benaderings, verwagtinge, persepsies, houdings, lojaliteite, verwysingsraamwerke, menings oor gesag, werksverwante sterkpunte, werk-etiek, verhoudings, lewensbalanse asook ander oortuigings. Die vraag wat ontstaan, is of die bestuurspan van die Ingenieurswese Departement by Sishenmyn meer effektief en produktief kan wees deur hul kennis en begrip van elke generasie se benaderings, verwagtinge en persepsies ten opsigte van kultuur en leierskap te verbeter. Die doel van die studie is om te ontleed of daar 'n spesifieke ooreenstemming is tussen die verskillende generasies by die Ingenieurswese Departement en die algemene teoretiese inligting beskikbaar oor elke generasie deur meer spesifiek op benaderings, verwagtinge en persepsies te fokus. Die studie sluit ook onlangse navorsingsinligting aangaande Generasie Y in, met die gepaardgaande geleenthede, uitdagings en effektiewe maniere om die generasie te bestuur. Deur te fokus op die navorsingsresultate binne die multigenerasie-werksmag en die ooreenstemmende gapings, kan daar moontlik oplossings ontstaan om te help met konflikbestuur wat op 'n beter begrip van die generasies gegrond is. Elke generasie se tipiese eienskappe word in diepte bespreek deur middel van 'n deeglike literatuurstudie, met die oorhoofse doel om span- sowel as organisasiesukses te verhoog. Die totale aantal werknemers, insluitend permanente kontrakteurs, van die Ingenieurswese Departement is ongeveer 1 945. Die deelnemers aan die generasieopname is lukraak gekies, maar die kontrakteurs is uitgesluit. Die inligting is ingesamel met behulp van 'n kort vraelys wat die tipiese eienskappe van elke generasie verteenwoordig. Uit 'n steekproef van 250 deelnemers uit agt verskillende seksies binne die departement wat gevra is om die vraelys te voltooi, is 'n betreklik swak responskoers van 34% (85 vraelyste) behaal. Die navorsing het bevind dat die tipiese eienskappe van die Tradisionaliste en Baby Boomers tans gebruik kan word om feitlik die hele department te verteenwoordig. Dit toon verder ook dat daar spesifieke invloede in die werks- en sosiale omgewing, leierskapstyle en die myn se kultuur is wat die verskillende generasies se denkpatrone rondom benaderings, verwagtinge en persepsies vorm. Die navorsingsverslag word afgesluit met 'n bepaling van die sterk- en swakpunte van die studie, 'n paar kernbevindings en 'n opsomming, gevolgtrekking en aanbevelings.

Cette recherche s’intéresse aux propriétés politiques du médium audiovisuel, et plus spécifiquement de la pratique cinématographique, devant un problème concret : la marginalisation de la jeunesse dans la société américaine contemporaine, symptomatique d’une perte d’espoir en l’avenir. Guidé par la théorie politique de Hannah Arendt, l’argumentaire consiste d’abord en deux analyses filmiques : une première de Kids (1995), réalisé par Larry Clark, porte sur l’invisibilité sociale de la jeunesse et la faculté du médium audiovisuel à confronter le spectateur. La seconde se penche sur le pouvoir systématisé auquel sont soumis les jeunes dans une institution scolaire bureaucratique, tel qu’il est mis en scène dans Elephant (2003) de Gus Van Sant, et interroge la capacité du médium à susciter la pensée chez le spectateur. Dans un troisième temps, une réflexion plus globale sur la situation actuelle de la culture cinématographique au sein du domaine audiovisuel dominé par le divertissement de masse explore la possibilité d’une polis audiovisuelle. Cette troisième et dernière partie reprend les thèmes soulevés dans les précédentes dans une perspective politique basée directement sur la pensée d’Arendt : ils donnent lieu aux questions de l’apparaître et de la durabilité du monde, qui sont les principales fonction de la polis, ainsi qu’à la question du rôle du spectateur. / This research is about the political properties of the audiovisual media, focusing on cinema as a specific practice, in front of a concrete problem: marginalized youth in contemporary American society, which is symptomatic of a loss of hope for the future. Guided by Hannah Arendt’s political theory, the arguments start with two film analyses: a first one of Larry Clark’s Kids (1995) concerns the social invisibility of youth, and audiovisual media’s faculty to confront the spectator. The second one takes a look at the systematized power to which youths are submitted in a bureaucratic educational establishment, as it is featured in Gus Van Sant’s Elephant (2003), and examines media’s capacity to bring the viewer to think. Third and last, a more overall reflection on the current situation of film culture within the audiovisual field dominated by mass entertainment explores the possibility of an audiovisual polis. This last part pursues the themes discussed in the two former ones in a politic perspective, directly based on Arendt’s thoughts: they lead to considerations on appearance and durability of the world, which are the main functions of the polis, as well as considerations on the spectator’s role.

Pentecostal churches are growing significantly across the world, but occasionally theological tensions arise within Pentecostal churches, sometimes related to intergenerational differences, which hinder both quantitative and qualitative growth. This study analyses the dynamics of a particular generation gap in one South African Pentecostal congregation. It explores the initiatives of a cell group from the younger generation, aimed at enhancing the credibility and effectiveness of the congregation's witness. The cell group initiatives highlighted issues of leadership, biblical hermeneutics, and the need for a theological re-assessment of local traditions that had always acted as identity markers for the older generation. This study contends that the conflict between a more collectivist older generation and a more individualist younger generation can be bridged through well prepared conflict resolution processes led by credible intervention teams and through some form of accommodation of the views and desires of both generations. / Christian Spirituality, Church History and Missiology / D.Th. (Missiology)

Never before in living memory has the gap in mutual acceptance and understanding between generations been as large as it is now. Massive societal and cultural shifts, fuelled by changing technology, increasing rates of change, globilisation and disconnectedness, have caused a deep divide between those born in the first two-thirds of this century and those born in the latter decades. This dissertation aims to identify the causes of this divide, quantify the effects and suggest solutions. Although generally applicable to many different organisations in society, especially schools, parenting, businesses with young and old employees or those with generationally diverse target markets, this dissertation focuses specifically in application on the context of local churches. It aims to provide an understanding of the concept of a "generation gap" and practical guidelines for churches seeking to become truly multi-generational in their structures and ministries. / Philosophy, Practical and Systematic Theology / M. Diac. (Youth Work Direction)

This study examined the work-life balance (WLB) and subjective well-being (SWB) of Baby Boomers, Generation X and Generation Y in the current world of work. The instruments used in this study for data collection was Work-life Balance Scale, the Trait Emotional Intelligence Questionnaire, and the Work Engagement Questionnaire. The research was conducted from the perspective of a positive psychological paradigm and investigated the interrelationship dynamics between the constructs of generations and work-life balance and work-life balance and subjective well-being, as well as the differences between the levels of work-life balance and subjective well-being across generations in a South African sample. This study calculated Exploratory Factor Analyses (EFA) and Confirmatory Factor Analyses (CFA) to examine the psychometric structure of a proposed SWB construct and to test the hypothesis that SWB is a latent variable comprising of Happiness, Optimism, Self-Esteem, and Engagement. Based on the results of the two EFA and CFA models, there is enough statistical evidence to accept this hypothesis. Correlational analysis and structural equation modelling revealed the relationships between work-life balance and subjective well-being. Regression analysis and tests for significant differences identified the differences in work-life balance and subjective well-being levels across the generations. The results revealed that there were some statistically significant differences between generations. For Baby Boomers and Generation X work-life balance was influenced by SWB factors, whilst Generation Y were mostly influenced by biographical variables. The results showed that hours worked, and hours paid were predictors of work interfering with personal life (WIPL) for both Generation X and Generation Y. Self-esteem was a significant predictor for the Baby Boomers. With regards to personal life interfering with work (PLIW) hours worked and happiness were found to be predictors for Generation X, whereas hours paid was a negative predictor for Generation Y. Furthermore, hours worked, happiness and engagement were found to predict work and personal life enhancement (WPLE) for Generation X. An overall difference was noted for happiness across the generations, with Generation Y employees having significantly lower levels of happiness than Generation X, whilst no significant difference was noted between Generation X and Baby Boomers. The current study linked the emerging constructs of positive psychology in general by investigating the relationships and differences between generations, WLB and SWB. The results could be used as a framework for IOP.The research makes a contribution to the field of Industrial and Organisational Psychology on three levels, namely, on a theoretical, an empirical and a practical level. / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)

Observateur invétéré des réalités quotidiennes de son milieu natal, Seydou Badian a publié, en 1957, un roman intitulé Sous l’orage. Témoin oculaire des événements journaliers de son terroir natal, surtout ceux du milieu professionnel, Marcel Khombe Mangwanda a publié de son côté, en 2008, un ouvrage intitulé Le Porte-parole du président. Après une lecture méticuleuse des deux romans, on constate que ces deux écrivains africains ont examiné avec finesse, dans leurs productions littéraires respectives un thème commun, à savoir le conflit des générations. Qu’entendent-ils par conflit des générations? Comment conçoivent-ils et exploitent-ils ce thème dans ces romans? Quelles solutions proposent-ils aux vieux et aux jeunes d’une part, au pouvoir et au peuple d’autre part pour éradiquer le conflit qui demeure, en Afrique, non seulement un obstacle pour l’épanouissement de l’individu, mais aussi un frein pour le développement de leurs pays et de la société africaine? / Seydou Badian, inveterate observant of the daily realities of his native milieu published in 1957 a novel called Sous l’Orage. Marcel Khombe Mangwanda, eyewitness of his native terrirory daily events, mostly those of the professional milieu, on his side, published in 2008 a book called Le Porte-parole du président. After a careful reading of the two novels, we can notice that the two African writers have carefully scrutinized a common theme in their literary work, conflict of generations. What do they mean by conflict of generations? How do they understand and exploit this theme in their respective novels? Which solutions do they propose to old people and to the youths on one hand, to leaders on power and to the people on the other hand, to eradicate the conflict which is in Africa, not only an obstacle to individual blossoming, but also an obstruction for the development of the society, of the country and of the African continent? / Classics & World Languages / M.A. (French)

Text in French / Observateur invétéré des réalités quotidiennes de son milieu natal, Seydou Badian a publié, en 1957, un roman intitulé Sous l’orage. Témoin oculaire des événements journaliers de son terroir natal, surtout ceux du milieu professionnel, Marcel Khombe Mangwanda a publié de son côté, en 2008, un ouvrage intitulé Le Porte-parole du président. Après une lecture méticuleuse des deux romans, on constate que ces deux écrivains africains ont examiné avec finesse, dans leurs productions littéraires respectives un thème commun, à savoir le conflit des générations. Qu’entendent-ils par conflit des générations? Comment conçoivent-ils et exploitent-ils ce thème dans ces romans? Quelles solutions proposent-ils aux vieux et aux jeunes d’une part, au pouvoir et au peuple d’autre part pour éradiquer le conflit qui demeure, en Afrique, non seulement un obstacle pour l’épanouissement de l’individu, mais aussi un frein pour le développement de leurs pays et de la société africaine? / Seydou Badian, inveterate observant of the daily realities of his native milieu published in 1957 a novel called Sous l’Orage. Marcel Khombe Mangwanda, eyewitness of his native terrirory daily events, mostly those of the professional milieu, on his side, published in 2008 a book called Le Porte-parole du président. After a careful reading of the two novels, we can notice that the two African writers have carefully scrutinized a common theme in their literary work, conflict of generations. What do they mean by conflict of generations? How do they understand and exploit this theme in their respective novels? Which solutions do they propose to old people and to the youths on one hand, to leaders on power and to the people on the other hand, to eradicate the conflict which is in Africa, not only an obstacle to individual blossoming, but also an obstruction for the development of the society, of the country and of the African continent? / Classics and World Languages / M.A. (French)