The rhetoric of primary health care, health promotion and health service integration is ubiquitous in health policy development in post-apartheid South Africa. However the form in which oral health promotion elements have actually been incorporated into other areas of health care in South Africa and the extent to which they have been implemented, remains unclear. The central aim of this research was to critically analyse oral health promotion elements in health policies in South Africa and determine the extent to which they have been implemented. The study set out to test the hypothesis that oral health promotion is fully integrated into South African health policy and practice.

Thesis (MPhil)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: HIV/AIDS has been seen as a thorn in the Corporate World's flesh. It is destroying the workforce like a swarm of locust on a wheat field. The Government Departmental Sectors are no exceptions. This paper has been written after a through project that was undertaken at the Department of Transport and Public Works in Cape Town. It was found that there is a great need for HIV/AIDS Education and Life skills Training amongst all Government Departments. The objectives of the researcher were also based on the ILO's document and our South African Labour Law. The employees at 7 (Seven) District Offices were educated and workshoped on HIV/AIDS Education. It was impossible to have all three Employee Assistant Programmes conducted within 7 (Seven) months of the project. The programmes for HIV/AIDS Education and Training entailed Pre-Awareness, Awareness and Post-Awareness. Only the Pre- Awareness programme was completed with a bit of Awareness was covered. In the workplace situation, time means money and it seems as if less time is allocated to the health part of the employees. Common and better methods in facilitating for HIV/AIDS Education and Trainings were by "Cascade Model, On-Job-Training (OJT) or Front Line Training (FLT) and Workshop Sessions" seem to be more appropriate, yielding better communication skills between the employees and employers. A simple questionnaire was constructed on the basis that the sample group was workshopped. The response was great and constructive comments were received from the employees, for example a question was "Do you find it good to celebrate the 09th - 15th February: Condom Week; 16th May: International AIDS Candle Memorial Day and 01st December: World AIDS Day"? Answer: YES - It creates awareness and unites people for the same course. It became interesting to the researcher in noticing how HIV/AIDS Education and Life Skills Training(HAELST) is very much needed in both Corporate/Private Sectors and Government Departments. In conclusion, recommendations are suggested to all Government Departmental and Private Sectors in HIV/AIDS Education and Training. The ball remains in the Corporate World to apply them as a tool to avoid loosing well qualified and skilful employees because of HIV/AIDS. / AFRIKAANSE OPSOMMING: Die doel van hierdie navorsing was om die noodsaaklikheid van opleiding aan regeringsinstansies in MIV/Vigs en lewensvaardighede te beklemtoon. Die studie het op die Departement van Vervoer en Openbare Sake gefokus. Werknemers van 7 distrikskantore het werkswinkels in die verband bygewoon. Die werkswinkels het hoofsaaklik op voor-bewustheid, bewustheid en na-bewustheid van MIV/Vigs gefokus. Die data is deur middel van ‘n vraelys ingesamel wat die proefpersone na afloop van die werkswinkel voltooi het. Dit is bevind dat daar ‘n geweldige behoefte vir MIV/Vigs en lewensvaardigheid opleiding by privaat- sowel as regeringsinstansies is. Die aanbeveling is dat die instansies hul werknemers in die verband moet oplei op te verhoed dat hul gekwalifiseerde en vaardige werknemers as gevolg van MIV/Vigs verloor.

The general aim of the study was to explore and describe community development workers` perceptions of wellness at an HIV/AIDS organisation in Nelson Mandela Bay, South Africa. The population of 36 community development workers at the Nelson Mandela Bay office of this organisation participated in this study. The sampling technique employed can be described as a census as it involved sampling an entire finite population that included all community development workers in the organisation. These workers are predominantly Xhosa-speaking adults between the ages of 21 and 60 years, and include both males and females. Qualitative data were gathered by means of audio-recorded focus groups, utilising semi-structured interviews. Tesch`s method was used to analyse the data, while Guba`s guidelines were used to enhance the trustworthiness of the research. Focus group interviews with community development workers revealed seven common themes in the experience of working in the HIV/AIDS organisation: (a) participants’ understanding of wellness; (b) organisational factors that impact on wellness; (c) personal factors that impact on wellness; (d) family and community factors that impact on wellness; (e) participants’ wellness; (f) personal coping strategies; and (g) suggestions regarding organisational strategies to enhance employee wellness. It is envisaged that the research findings of this study will be used in future to direct interventions that will be beneficial for the short and long term planning for the wellness of the community development workers of the HIV/AIDS organisation and those around them. It was recommended that the organisation was to develop a workplace wellness programme, increase management support towards the staff wellness and to increase the staff capacity.

The White paper on Transforming Public Service Delivery no 1459 of 1997 stipulates that the wellbeing of employees needs to be accounted for. A directive to have employee health and wellness programmes established in all government departments was given by the director-general of the Department Public Service Administration in 2008. The Employee health and wellness programme is aimed at promoting and improving employee wellbeing, which is also linked to organizational wellness. The primary aim of the Employee Assistance Programme (EAP) is to make a positive contribution towards maximum employee productivity and effectiveness in the workplace. Employee health assessment conducted by the Department of Social Development in 2006 and 2009 confirmed that South African organizations, including the Department of Social Development, experience high levels of employee poor health. Studies suggest that both employees and the employers need to pay attention to the improvement of employee health and wellness. In 2012, an integrated employee health and wellness policy was developed to improve the Department of Social Development employee wellness. The interest to conduct the study emanates from the researcher‟s own supposition that the policy has not been fully implemented, this deduction is based on the fact that, although the policy has four critical focus areas, some of these areas, such as counselling, are not rendered. Literature reviewed includes the process of policy implementation and description of employee health and wellness, benefits of employee health and wellness programme for both employees and employer. A mixed method study was conducted to explore the implementation of the employee health and wellness policy as a strategy to improve both employee and organizational wellness within the Department of Social Development, Eastern Cape - Amathole District. The population of the study included both DSD management and non-managerial employees from Amathole District; the study also includes the Eastern Cape Department of Transport, Amathole District Municipality and South African Police Service (Mdantsane). Themes that were identified from qualitative data through semi- structured interviews by means of audio-recorder were triangulated through questionnaires and document analysis. Since the policy came into effect in 2012, results show that the implementation has been confronted with a number of challenges which include lack of support from the top management. Lack of buy in by DSD management has serious implications on the policy objectives; these include the inadequate distribution of capital, human and physical resources necessary to implement the policy. In order for the DSD to improve the implementation of employee health and wellness policy, the management needs to ensure that there is adequate provision of human and capital resources. Employees should be well-informed on policy guidelines and procedures and benefits to stimulate maximum utilisation. A decentralisation of implementation to Area offices is necessary to promote accessibility of services and prevent unnecessary delays in service delivery.

The objective of this study was (i) to determine the relationship between sense of coherence, work engagement and burnout; and (ii) to determine whether, in terms of the various socio-demographic groups, namely, gender, age, race, marital status, number of years in current position and number of years in public service, the sample differed significantly in terms of their levels of sense of coherence, work engagement and burnout. A quantitative study, using primary data, was conducted using a convenience sample (N = 172) of middle managers in a public service organisation. The psychometric properties of the Orientation to Life Questionnaire, the Utrecht Work Engagement Scale and the Maslach Burnout Inventory Scale were investigated before the hypothesis was tested. The statistical analysis of the data included descriptive statistics as well as inferential statistics. The Kaiser-Meyer Olkin and Bartlett’s test of sphericity techniques were used to determine the exploratory factor analysis of all three measuring scales. A correlation analysis between the one-factor sense of coherence, one-factor work engagement and the three burnout sub-dimensions (exhaustion, cynicism and professional efficacy) was conducted. The Pearson product-moment correlation was used to determine the strength of the relationships between the variables. The level of significance was set at a 95% confidence interval level (p 􀀂􀀁0,05). Standard multiple regression analysis was used to establish whether there is a significant relationship between sense of coherence, work engagement and burnout. The Wilk’s lambda technique was used to test the results for significance, while Levene's test of equality of error variances technique was used to test the results for significance on the sense of coherence and work engagement scales with regard to the demographic groups. The results showed that there was a significant relationship between the participants’ sense of coherence, work engagement and burnout levels. Significant differences were also found between respondents in the marital status group and the burnout dimension, depersonalisation or cynicism. The results also reflected the wellbeing status of middle managers and indicated that the respondents were flourishing (feeling good as they scored a high sense of coherence and functioning well as indicated by a high score for work engagement). It is anticipated that the findings of the study will contribute valuable knowledge to employee wellbeing programmes in public service. The study concludes by making recommendations for future research practice. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The general aim of this study was to investigate whether a relationship exists between employee wellness (specifically sense of coherence, burnout, sources of job stress and work engagement) and career anchors, and to determine whether gender, race, employment and age groups differed in terms of the employee wellness and career anchors variables. The study was conducted among a random sample of 90 employees in a typical South African work context. The data was collected by means of the Orientation to Life Questionnaire (OLQ), Maslach’s Burnout Inventory (MBI), Sources of Job Stress, the Utrecht Work Engagement Scale (UWES) and the Career Orientations Inventory (COI). Supporting evidence indicates significant associations between employee wellness and the career anchors variables. The results also showed significant differences between the career anchors of males, females, blacks, whites, permanent staff, contract staff and age groups. The findings contribute valuable new knowledge to the wellness and career literature and organisational practices related to employee wellness and career decision making. / Industrial and Organisational Psychology / M.Com. (Industrial and Organisational Psychology)

Many studies have been carried out on Human Immunodeficiency Virus (HIV) and Acquired Immune Deficiency Syndrome (AIDS). Despite these giant stride (HIV) and (AIDS) have remained a great threat to human existence across the globe. Studies have shown that South Africa has the largest number of people with (HIV) and (AIDS) in Southern Africa. This study examined the factors influencing the implementation of (HIV) and (AIDS) A quantitative research design was adopted in the study. Two hundred and fifty nine subjects were involved in the study (259) this consisted of the University of Fort Hare Alice Campus in Eastern Cape Province. Five hypotheses were generated and tested in the study at 0.05 alpha levels. This study made use of descriptive and hypothesis testing analysis. Descriptive statistics such as the mean, mode, median and the frequency distribution graphs were also used. The study also revealed that there are factors influencing the implementation of HIV/AIDS awareness Programmes at the university of Fort Hare Alice campus F = 9.233, df = 4, 247 and p-value = 0.000, The University of Fort Hare do effectively implement HIV/AIDS policies and programmes. F = 10.765, df = 4, 247 and p-value = 0.000 . There are factors affecting the implementation of HIV/AIDS policies and programmes at university of Fort Hare Alice campus F = 2.207, df = 4, 247 and p-value = 0.069, There are significant difference on the factors affecting the implementation of HIV/AIDS policies and programmes within university Fort Hare Alice campus Chi-square statistic test: = 84.035, df= 16 and p-value = 0.000 (Pearson Chi-square), There are ways to improving the implementation of HIV/AIDS policies and programmes in university of Fort Hare Alice campus. F = 9.233, df = 4, 247 and p-value = 0.000, However, this study recommended that there is need to review the existing policy on (HIV) and (AIDS), the incorporation of (HIV) and (AIDS) awareness programme in the first year curriculum.

Submitted in Fulfilment of the Requirements for the Degree: Master of Management Sciences: Marketing, Durban University of Technology, Durban, South Africa, 2017. / The immigration Act 19 of 2004 requires that all international students have proof of medical aid cover for a whole year from a provider that is registered with the South African Council for Medical Schemes in terms of Medical Schemes Act, 1998. Some medical insurance companies provide gifts to students to gain a larger market share in educational institutions. Health insurance products are very crucial in the lives of students and therefore the students must be familiar of medical product benefits and exclusions. Students lack relevant knowledge of health insurance products. Students seem have a perception that medical insurance products cover all healthcare expenses. Dissatisfied customers will tarnish the image of the respective medical aid companies, hence customer attrition. The purpose of this exploratory study was to determine the influence of promotional tools in awareness creation on higher education international students’ selection of medical products. The study was descriptive and quantitative in nature. A structured questionnaire with close-ended and scaled response questions was used as the research instrument. The sample comprised 400 international students studying at two universities in KwaZulu-Natal. Non probability sampling was used to select the sample. The results indicate that the respondents are very sensitive to price and majority of them are influenced by advertising and word of mouth. The results indicate that students react differently to each promotional tool. / M

Family planning services are rendered at no cost in all clinics in Mdantsane. Mdantsane is situated in the Eastern Cape and falls under Amathole District Municipality. The high rate of adolescent pregnancy in the area raises a question as to whether the family planning services are adequate. This issue reflects on the quality of family planning service delivery. According to Roux (1995:94), a quality service is a safe, easily available and readily acceptable service, delivered by well trained family planning personnel through well planned programmes. Aims and Objectives: To assess the quality of family planning service delivery by health providers to adolescents; determine the opinions of adolescents regarding accessibility, friendliness of staff, privacy, confidentiality, reproductive health information and resources at Mdantsane clinics from June to July 2009. Method: A questionnaire was designed to collect data. The questionnaire was administered on the adolescents utilizing the reproductive health services at eleven primary health clinics in Mdantsane. A sample consisting of 110 adolescent youth between 19 and 24 years was selected by using random sampling. A response of “yes” will indicate that the participant is satisfied with the specific item, while a response of “no” will indicate dissatisfaction with that item. A specially designed spreadsheet was developed to analyze the data. Data was analyzed by using the Microsoft Excel 2007 Version 6. Results: The results from this research study suggest that there is a definite need for improvement of adolescent reproductive health services at Mdantsane clinics. It is clear that the current available maternal and child health programmes, school health services and reproductive health services are not able to meet the adolescent sexual and reproductive needs. Conclusion: The research findings from this study indicated the constraints to good quality family planning health care service delivery. Satisfaction responses from the five categories: health facility amenities, accessibility, staff characteristics, availability of sexual and reproductive health services and availability of educational material accessibility were mostly below 70%. The responses regarding the question on the “full information about the available contraceptives”showed the least level of satisfaction. Deficiencies in physical facilities and equipment, disruptions in supplies, insufficient information provided to clients and providers‟ insensitivity to the feelings and needs of the clients are issues that discourage adolescents from utilizing contraceptive services. Recommendations: Adolescents need a safe and supportive environment that offers information and skills to equip them on all aspects related to sexual and reproductive health issues. To satisfy adolescent reproductive needs, the following key elements should be improved: accessibility of reproductive health services, friendliness of clinic staff, availability of information about reproduction and sexuality and maintenance of issues regarding confidentiality and anonymity. Quality requires the presence of trained personnel in well-equipped clinics where clients are treated courteously. To avoid issues of courtesy bias, there is a need to conduct a similar survey utilizing alternative community settings, namely homes of participants or a school.

MPM / Oliver Tambo Institute of Governance and Policy Studies