The loss of ecosystem resilience and rangeland (often referred to as veld in South Africa) productivity is a major problem in the semi-arid Savanna environments of southern Africa. The over-utilization of rangelands in the Molopo region of the North- West Province in South Africa has resulted in profound habitat transformations. A common regional indicator of rangeland degradation is the imbalance in the grasswoody ratio, characterized by a loss of grass cover and density with increased shrub or tree density. This can result in major reductions of rangeland productivity for the grazing animal, forcing land users to apply active or passive restoration actions to improve rangeland condition, control the thickening of woody species (bush thickening), mitigate economic losses and restoring the aesthetical value of the Savanna environment for ecotourism and game hunting aspects. This study formed part of the multinational EU-funded PRACTICE project (“Prevention and restoration actions to combat desertification: an integrated assessment”). The first aim of the study was to evaluate locally applied restoration actions using a participatory approach, followed by interviews with certain stakeholders that formed part of a multi-stakeholder platform (MSP) related to the livestock and game farming community in the Molopo. Participants of the MSP ranked indicators according to their relative importance regarding the restoration actions on an individual basis. The individual ranking results were combined with quantitative bio-physical and qualitative socio-economic measurements for each indicator in a multi-criteria decision analysis (MCDA), whereby the alternative actions were ranked according to their relevancy and performance. The results were then shared with members of the MSP in order to stimulate discussion among the members and contribute to the social learning of the project outcome. The overall positive response and acceptance of results by members of the MSP changed the perceptions and objectives of the land users regarding rangeland management. This type of participatory assessment was therefore found to be very promising in helping to identify more sustainable actions to mitigate rangeland degradation in the Molopo Savanna region. There is, however, still an urgent need to create legal policy frameworks and institution-building, to support local-level implementation in all socio-ecological and economic settings, particularly in communal areas. The second aim was to evaluate the effect of two chemical bush control actions (chemical hand- (HC) and aeroplane control (AC)) as well as rotational grazing (RGM) on the Molopo Savanna vegetation. Results show that rangeland productivity, i.e. forage production and grazing capacity, was found to be negatively related to the woody phytomass in the savanna system studied. Bush thickening influenced grass species composition which was commonly associated with a decline in the abundance of sub-climax to climax grasses, respectively. All three actions (HC, AC & RGM) significantly reduced the woody phytomass and increased forage production and grazing capacity. Although AC resulted in the highest reduction of woody phytomass, the highest forage production and grazing capacity was found under RGM. The second highest grazing capacity was found in HC sites, which was due to a high abundance of perennial, palatable climax grass species. Results from this study also show that the patterns and compositions of grass species, grass functional groups (GFGs) and woody densities indicated by RGM and chemical HC, best resemble a productive and stable savanna system that provides important key resources to support both grazing and browsing herbivores. / MSc (Environmental Sciences), North-West University, Potchefstroom Campus, 2014

SASA (SA, 1996) caters for the participation of a wide range of stakeholders who have an interest in education. In terms of section 23 of SASA (SA, 1996) the membership of the School Governing Body (SGB) consists of representatives of parents, educators, learners, support staff and the principal as ex-officio member. Section 23 (6) of SASA (SA, 1996) states that SGBs may co-opt a member or members of the community to assist in discharging its duties. This implies that participation in school governance is extended to members of the community, who are referred to as external stakeholders in this study. Therefore the aim of this research study was to investigate the extent to which these external stakeholders participated in the activities of school governance. The research made use of a qualitative research design to determine the extent of participation by external stakeholders in school governance. The findings revealed a lack of participation by external stakeholders in activities of school governance. The study further highlighted some of the challenges that hindered participation by external stakeholders such as transport problems which resulted in non-attendance of meetings, poor communication of information, lack of trainings resulted in lack of knowledge of the roles and responsibilities of SGBs, language barrier, lack of time and lack of confidence from some stakeholders. A model is thus proposed as a solution to involve external stakeholders to participate in the activities of school governance. This model would assist SGBs to involve external stakeholders in school governance. / Thesis (PhD (Education Management))--North-West University, Potchefstroom Campus, 2013

The loss of ecosystem resilience and rangeland (often referred to as veld in South Africa) productivity is a major problem in the semi-arid Savanna environments of southern Africa. The over-utilization of rangelands in the Molopo region of the North- West Province in South Africa has resulted in profound habitat transformations. A common regional indicator of rangeland degradation is the imbalance in the grasswoody ratio, characterized by a loss of grass cover and density with increased shrub or tree density. This can result in major reductions of rangeland productivity for the grazing animal, forcing land users to apply active or passive restoration actions to improve rangeland condition, control the thickening of woody species (bush thickening), mitigate economic losses and restoring the aesthetical value of the Savanna environment for ecotourism and game hunting aspects. This study formed part of the multinational EU-funded PRACTICE project (“Prevention and restoration actions to combat desertification: an integrated assessment”). The first aim of the study was to evaluate locally applied restoration actions using a participatory approach, followed by interviews with certain stakeholders that formed part of a multi-stakeholder platform (MSP) related to the livestock and game farming community in the Molopo. Participants of the MSP ranked indicators according to their relative importance regarding the restoration actions on an individual basis. The individual ranking results were combined with quantitative bio-physical and qualitative socio-economic measurements for each indicator in a multi-criteria decision analysis (MCDA), whereby the alternative actions were ranked according to their relevancy and performance. The results were then shared with members of the MSP in order to stimulate discussion among the members and contribute to the social learning of the project outcome. The overall positive response and acceptance of results by members of the MSP changed the perceptions and objectives of the land users regarding rangeland management. This type of participatory assessment was therefore found to be very promising in helping to identify more sustainable actions to mitigate rangeland degradation in the Molopo Savanna region. There is, however, still an urgent need to create legal policy frameworks and institution-building, to support local-level implementation in all socio-ecological and economic settings, particularly in communal areas. The second aim was to evaluate the effect of two chemical bush control actions (chemical hand- (HC) and aeroplane control (AC)) as well as rotational grazing (RGM) on the Molopo Savanna vegetation. Results show that rangeland productivity, i.e. forage production and grazing capacity, was found to be negatively related to the woody phytomass in the savanna system studied. Bush thickening influenced grass species composition which was commonly associated with a decline in the abundance of sub-climax to climax grasses, respectively. All three actions (HC, AC & RGM) significantly reduced the woody phytomass and increased forage production and grazing capacity. Although AC resulted in the highest reduction of woody phytomass, the highest forage production and grazing capacity was found under RGM. The second highest grazing capacity was found in HC sites, which was due to a high abundance of perennial, palatable climax grass species. Results from this study also show that the patterns and compositions of grass species, grass functional groups (GFGs) and woody densities indicated by RGM and chemical HC, best resemble a productive and stable savanna system that provides important key resources to support both grazing and browsing herbivores. / MSc (Environmental Sciences), North-West University, Potchefstroom Campus, 2014

SASA (SA, 1996) caters for the participation of a wide range of stakeholders who have an interest in education. In terms of section 23 of SASA (SA, 1996) the membership of the School Governing Body (SGB) consists of representatives of parents, educators, learners, support staff and the principal as ex-officio member. Section 23 (6) of SASA (SA, 1996) states that SGBs may co-opt a member or members of the community to assist in discharging its duties. This implies that participation in school governance is extended to members of the community, who are referred to as external stakeholders in this study. Therefore the aim of this research study was to investigate the extent to which these external stakeholders participated in the activities of school governance. The research made use of a qualitative research design to determine the extent of participation by external stakeholders in school governance. The findings revealed a lack of participation by external stakeholders in activities of school governance. The study further highlighted some of the challenges that hindered participation by external stakeholders such as transport problems which resulted in non-attendance of meetings, poor communication of information, lack of trainings resulted in lack of knowledge of the roles and responsibilities of SGBs, language barrier, lack of time and lack of confidence from some stakeholders. A model is thus proposed as a solution to involve external stakeholders to participate in the activities of school governance. This model would assist SGBs to involve external stakeholders in school governance. / Thesis (PhD (Education Management))--North-West University, Potchefstroom Campus, 2013

There is currently no legislation counteracting the impact of workplace bullying on South African employees, consequently generating an open invitation for all perpetrators in the organisation. The significance of bullying by superiors and bullying by colleagues is explored in this regard. Workplace bullying refers to behaviour which harasses, offends, excludes and affects the employees’ work tasks. This behaviour occurs repeatedly, frequently and over a period of time. As a result, the impact of bullying on employees has massive consequences on the absenteeism, profitability, turnover intention and the compensation claims of the organisation. The most common solution of workplace bullying results in resignation. Thus, this study also explores perceived organisational support (POS), acting as a moderator, to counteract workplace bullying in this regard. POS is defined by employees experiencing: role clarity, participation in decision–making, colleagues’ support, having sufficient job information and good supervisory relationships. This will not necessarily put an end to this phenomenon but creates awareness in the South African context. Many international researchers focused on defining bullying, exploring different perpetrators and identifying characteristics associated with targets of bullying. Nationally, research is still in its infancy, hence, this research explores workplace bullying in general, by focusing on different sectors across South Africa. This research addresses the main perpetrators, the impact on turnover intention and explores POS acting as a moderator in the relationship between workplace bullying and turnover intention. The objectives of this research was 1) to determine how workplace bullying, perceived organisational support and turnover intention are conceptualised according to the literature; 2) to determine the relationships between workplace bullying by superiors/colleagues, the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) and turnover intention; 3) to determine the moderating role of the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) in the relationship between workplace bullying (superiors and colleagues) and turnover intention. An availability sample of N =13911 participants were gathered over a spectrum of 9 provinces and 5 sectors. Hierarchical regression analyses was conducted in order to determine if POS acts as a moderator in the relationship between workplace bullying (either by superiors or by colleagues) and turnover intention. Results highlighted the prevalence of workplace bullying in the South African context. The statistical analysis revealed that workplace bullying by superiors and by colleagues has a negative relationship with all the sub–facets of POS. This implies that when bullying by superiors or colleagues increases, the sub–facets of POS will decrease. The intention to leave the organisation correlated negatively with the sub–facets of POS. This suggests that when POS exists in organisations employees will be retained. There is a positive relationship between both bullying by superiors and bullying by colleagues and the propensity to leave the organisation. In practice, this implies that when bullying increases (by either superiors or colleagues) more targets of bullying will be inclined to leave the organisation. According to the empirical results, POS, role clarity, participation in decision–making and supervisory relationships, was the only facets which acted as moderators in the relationship between workplace bullying by superiors and turnover intention, whereas no moderation was found with bullying by colleagues. Recommendations were made for the organisation and future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

There is currently no legislation counteracting the impact of workplace bullying on South African employees, consequently generating an open invitation for all perpetrators in the organisation. The significance of bullying by superiors and bullying by colleagues is explored in this regard. Workplace bullying refers to behaviour which harasses, offends, excludes and affects the employees’ work tasks. This behaviour occurs repeatedly, frequently and over a period of time. As a result, the impact of bullying on employees has massive consequences on the absenteeism, profitability, turnover intention and the compensation claims of the organisation. The most common solution of workplace bullying results in resignation. Thus, this study also explores perceived organisational support (POS), acting as a moderator, to counteract workplace bullying in this regard. POS is defined by employees experiencing: role clarity, participation in decision–making, colleagues’ support, having sufficient job information and good supervisory relationships. This will not necessarily put an end to this phenomenon but creates awareness in the South African context. Many international researchers focused on defining bullying, exploring different perpetrators and identifying characteristics associated with targets of bullying. Nationally, research is still in its infancy, hence, this research explores workplace bullying in general, by focusing on different sectors across South Africa. This research addresses the main perpetrators, the impact on turnover intention and explores POS acting as a moderator in the relationship between workplace bullying and turnover intention. The objectives of this research was 1) to determine how workplace bullying, perceived organisational support and turnover intention are conceptualised according to the literature; 2) to determine the relationships between workplace bullying by superiors/colleagues, the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) and turnover intention; 3) to determine the moderating role of the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) in the relationship between workplace bullying (superiors and colleagues) and turnover intention. An availability sample of N =13911 participants were gathered over a spectrum of 9 provinces and 5 sectors. Hierarchical regression analyses was conducted in order to determine if POS acts as a moderator in the relationship between workplace bullying (either by superiors or by colleagues) and turnover intention. Results highlighted the prevalence of workplace bullying in the South African context. The statistical analysis revealed that workplace bullying by superiors and by colleagues has a negative relationship with all the sub–facets of POS. This implies that when bullying by superiors or colleagues increases, the sub–facets of POS will decrease. The intention to leave the organisation correlated negatively with the sub–facets of POS. This suggests that when POS exists in organisations employees will be retained. There is a positive relationship between both bullying by superiors and bullying by colleagues and the propensity to leave the organisation. In practice, this implies that when bullying increases (by either superiors or colleagues) more targets of bullying will be inclined to leave the organisation. According to the empirical results, POS, role clarity, participation in decision–making and supervisory relationships, was the only facets which acted as moderators in the relationship between workplace bullying by superiors and turnover intention, whereas no moderation was found with bullying by colleagues. Recommendations were made for the organisation and future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

Summaries in English and Afrikaans / Hierdie studie is onderneem om die effek van leierskap op verandering in 'n nie-winsgewende organisasie te bepaal. 'n Literatuur- en 'n empiriese studie is onderneem. Literatuur beklemtoon dat verandering 'n realiteit in 'n organisasie is, 'n veranderingsagent die proses meet dryf en dat die transformasieleierskapstyl die gewenste styl vir veranderingsbestuur is. Navorsing toon dat verandering vanwee eksterne invloede wel voorkom. Verwarring ten opsigte van wie die rol en verantwoordelikheid as veranderingsagent moet vertolk kom egter in die navorsing na vore. Die wyse en frekwensie waarop kommunikasie ten opsigte van verandering plaasgevind het, word oor die algemeen positief deur die respondente ervaar, maar respondente toon egter ook positiewe en negatiewe gedragsreaksies aan ten opsigte van verandering. Respondente toon dat die transformasieleierskapstyl met leierskapsgedrag/-kenmerke wat verband hou met integriteit toeganklikheid en objektiwiteit hul tot deelname aan verandering motiveer. Navorsing toon ook dat leierskapspotensiaal en die behoefte aan leierskapsontwikkeling by respondente teenwoordig is. Navorsing het bevestig dat leierskap 'n effek op verandering in 'n nie-winsgewende organisasie het. / This research aims to establish whether leadership has an effect on change in a not-for-profit organisation. A literature and empirical study were conducted. Literature indicated that change in organisations is a reality and that organisations need to appoint change agents in order to facilitate the change process. Research has shown that change in noHor-profit organisation was caused by external influences and indicated that confusion exists as to whom the role and responsibility of change agent belongs to. Respondents indicated that they were generally positive about the frequency and way in which change was communicated but they indicated both positive and negative behavioral reactions to change. The transformational leadership style is highlighted as the best leadership style to manage change. The transformational leadership style with leadership behavior such as integrity, approachability and objectivity motivates respondents to participate in the change process. Research also indicated that respondents have leadership potential and have a need for leadership development. This study confirmed that leadership has an effect on change in a not-for-profit organisation.

From its infancy, environmental psychology [which concerns itself with the coinfluencing interface between people and places] has required attention to actual context, and attention to social relevance. There has always been an emphasis on research into real problems within a context of meaningful theory, and on results which have potential not only for individuals, but also for policy-makers and those who execute that policy. This environmental psychology study is about the potential role of green open space in contributing towards quality of life in the city generally. It is also about a specific, wellloved urban open space in Namibia's capital city, Windhoek, the Avis dam environment, which is often the contentious target of proposed commercial development. At the moment, the Windhoek Municipality has no well-structured urban open space policy, and possibly also no full understanding of the meanings of the Avis dam for its users. This study hopes to make contributions to both these areas of policy-making. As the applicability of research findings to the development of public policies and community interventions depends very much on the suitability of the methodology and theories chosen (Stokols, 19911), this study begins with a discussion of systemic and ecosystemic thinking [Chapter Two]. They were chosen as the guiding metatheory for this study, not only because of their recognition of the inescapable connectedness between person and environment, but because of their personal appeal too. Chapter Three examines theories and models which are compatible with systems thinking, and which help understand the potentially positive psycho-social and socio-economic roles of urban open space generally, and how the extent of that potential in a specific open space may be appreciated and described. The implications of systemic/ecosystemic metatheory for the study's methodology and research design are discussed in Chapter Four, and the data collection methods, which comprised observation and interviewing, in Chapter Five. Ecosystemic thinkers do not believe that facts can be "found" [they are not there objectively, but co-emerge subjectively from people's individual and collective experience in a place], so Chapter Six deals with a co-emergent interpretation of the data gathered. Based on that interpretation, recommendations for urban open space policy generally, and the Avis dam environment specifically, are made in Chapter Seven. AFRIKAANS : Omgewingssielkunde (wat gemoeid is met die mede-beinvloedings tussen mense en plekke) het van sy vroegste jeug aandag benodig ten opsigte van werklike verband asook maatskaplike toepaslikheid. Daar was nog altyd klem op navorsing ten opsigte van daadwerklike probleme binne die verband van ‘n betekenisvolle teorie asook op die uitslae wat potensiaal het vir die individualis sowel as die beleidsbepalers en beleidsuitvoerders. Hierdie omgewingssielkundestudie gaan oor hoe groen oop spasies moontlik kan bydra tot kwaliteit van lewensgehalte in die stad oor die algemeen. Dit gaan ook oor ‘n besondere, geliefde stedelike oop ruimte in Namibia se hoofstad, Windhoek, nl. die Avisdamomgewing, wat voortdurend ‘n teiken is vir bedryfsontwikkeling. Tans beskik die Munisipaliteit van Windhoek nie oor ‘n welsaamgestelde beleid oor oop ruimtes nie en moontlik ontbreek ook by hulle die nodige begrip van die betekenis van die dam vir sy verbruikers. Hierdie studie be-oog om ‘n bydrae in die beleidsbepalings van altwee leemtes te lewer. Die toepaslikheid van navorsingsbevindings in die ontwikkeling van openbare beleid en gemeenskapsbemiddeling hang baie van die gepastheid van die metodologie en teorië (Stokols, 1991)2 af. Hierdie studie begin met ‘n bespreking oor sistemiese en ekosistemiese denke (Hoofstuk Twee). Hulle is as die leidende metateorieë gekies, nie alleen vir hul erkenning van die onontkombare verband tussen persone en hul omgewing nie, maar ook vir hulle persoonlike aantrekkingskrag. In Hoofstuk Drie word teorië en voorbeelde bestudeer wat verenigbaar is met sistemiese denke en wat help om die potensiële positiewe psigo-sosiale en sosio-ekonomiese rolle van stedelike oop ruimtes oor die algemeen te verstaan, asook hoe om die omvang van die potensiaal van ‘n spesifieke oop ruimte te kan waardeer en te kan beskryf. In Hoofstuk Vier word die implikasies van die sistemiese/eko-sistemiese metateorie vir hierdie studie se metodologie en navorsingsplan bespreek. Die dataversamelingsmetodes wat uit waarneming en onderhoude bestaan, word in Hoofstuk Vyf hanteer. Ekosistemiese denkers glo nie dat feite “gevind” word nie (dit is nie objektiewelik daar nie maar ontstaan subjektiewelik deur persone se individuele en gesamentlike ondervindinge van ‘n plek), dus word die vertolking van die saamgestelde data in Hoofstuk Ses bespreek. In die lig van dié vertolking word aanbevelings 2 Stokols, D. (1991). Conceptual strategies of environmental psychology. In D. Stokols& I. Altman (Eds), Handbook of environmental psychology, Vol. 1 (pp. 41-70). New York: John Wiley. vir stedelike oopruimtebeleid in die algemeen asook spesifiek vir die Avisdam omgewing in Hoofstuk Sewe hanteer. / Dissertation (MA)--University of Pretoria, 1998. / Psychology / unrestricted

Text in Afrikaans, summary in Afrikaans and English / Hierdie studie is onderneem om die effek van leierskap op verandering in 'n nie-winsgewende organisasie te bepaal. 'n Literatuur- en 'n empiriese studie is onderneem. Literatuur beklemtoon dat verandering 'n realiteit in 'n organisasie is, 'n veranderingsagent die proses moet dryf en dat die transformasieleierskapstyl die gewenste styl vir veranderingsbestuur is. Navorsing toon dat verandering vanwee ekstreme invloede wel voorkom. Verwarring ten opsigte van wie die rol en verantwoordelikheid as veranderingsagent moet vertolk kom egter in die navorsing na vore. Die wyse en frekwensie waarop kommunikasie ten opsigte van verandering plaasgevind het, word oor die algemeen positief deur die respondente ervaar, maar respondente toon egter ook positiewe en negatiewe gedragsreaksies aan ten opsigte van verandering. Respondente toon dat die transformasieleierskapstyl met leierskapsgedrag/-kenmerke wat verband hou met integriteit, toeganklikheid en objektlwiteit hul tot deelname aan verandering motiveer. Navorsing toon ook dat leierskapspotensiaal en die behoefte aan leierskapsontwikkeling by respondente teenwoordig is. Navorsing het bevestig dat leierskap 'n effek op verandering in 'n nie-winsgewende organisasie het. / This research aims to establish whether leadership has an effect on change in a not-for-profit organisation. A literature and empirical study were conducted. Literature indicated that change in organisations is a reality and that organisations need to appoint change agents in order to facilitate the change process. Research has shown that change in not-for-profit organisation was caused by external influences and indicated that confusion exists as to whom the role and responsibility of change agent belongs to. Respondents indicated that they were generally positive about the frequency and way in which change was communicated but they indicated both positive and negative behavioral reactions to change. The transformational leadership style is highlighted as the best leadership style to manage change. The transformational leadership style with leadership behavior such as integrity, approachability and objectivity motivates respondents to participate in the change process. Research also indicated that respondents have leadership potential and have a need for leadership development. This study confirmed that leadership has an effect on change in a not-for-profit organisation. / Social Work / M.Diac. (Maatskaplike Werk-rigting)

Since the democratic election in 1994 and the publishing of the SA Schools Act on the 16th of November 1996 the South African education system has undergone a fundamental transformation. Pupils are regarded as a specific interest group that stands in a partnership relationship with other interest groups (stakeholders) in the school. The principle of partnership advocated by the South African Schools Act invites pupils to partake in and share responsibility for the governance, organising and funding of public schools. To participate in school management pupils have to be part of participative structures. Two such structures for pupil participation and representation exist in South African schools, namely SRC's and the governing body of the school. The aim of this research is to develop a model for pupil participation in the management of schools and specific attention was given to participative management of pupils on the SRC and governing body of the school. In order to operationalize the above mentioned aim an analysis of the nature of participative management by pupils was done on the basis of theoretical approaches to participative management. Participative management by pupils can only be successful if the following participative management techniques namely pupil participation, pupil empowerment, influence. participative decision-making, delegation, democracy, decentralization, committees and meetings are interwoven with the participative management process. Pupil participation can also be successful if the advantages of such participation is realised by all school interest groups. The structure and functioning of pupil participation in the management activities of the school is reviewed firstly by giving attention to the practices of pupil participation in the education systems of a few international countries. This is done by analizing the structure of each education system, the statutory directives for pupil participation and the structures for pupil participation in these education systems. Secondly the managerial involvement of pupils in the management activities of SRC's and the governing bodies of schools was reviewed, while certain lacunas that resulted from the lack of information were addressed by empirical research. As a result of the preceding criteria a model for pupil participation in school management was developed and certain findings and recommendations were derived from it. / Thesis (Ph.D.)--Potchefstroom University for Christian Higher Education, 2000