Thesis (MSD(Social Work and Criminology))-University of Pretoria, 2007. / Includes bibliographical references.

M.Phil. / A shortcoming which was identified in the developmental system of career officers in the South African National Defence Force (SANDF) is the basis on which this study was executed. The SANDF expects career officers to comply with all the. Demands and criteria of being an officer as described in Project KINGSROW ("Report on the training and development of permanent force officers", 1987). The demands of being an officer are described under five headings viz. "personal dimension, management skills, communication abilities/skills, military knowledge or background and environmental knowledge" in Section 3 of Project KINGSROW. Only the above four categories are addressed by the formal developmental system of officers. The development of the personal dimension of career officers is not addressed in the formal developmental programme(s). In spite of the omission of the development of the personal dimension in formal programmes, the attributes that constitute this dimension are used as some of the selection criteria when evaluating officers for promotion. This study is aimed at meeting the need in the development of "the personal dimension", with specific reference to the coping skills or personal skills or competencies which function as the building blocks thereof. This can be achieved through the design of development centre(s) as an enabling system within the SANDF. Before any design of evelopmental centres can be undertaken, the categories of the personal dimension, or competencies, which require development need to be identified. The identification of competencies and development thereof, cannot be isolated from effective role behaviour of career officers within the SANDF and include the following organization specific categories of competencies : managerial, intra-personal, interpersonal, contextual mobility, cognitive mobility, leadership, professionalism, process orientation, values orientation, organization climate orientation and an academic development. Within the framework of a qualitative research approach, a constructivist-interpretivist research strategy was designed for this study. The first phase of the strategy includes the description of personal skills/abilities by means of the concept effective maturity and within the framework of the "psychology of personal constructs" (Kelly, 1963). Against this background, a systemic analyses of the SANDF is undertaken by means of the application of "Living System Theory" (Miller, 1978). The "Repertory Grid' technique was utilized as the gathering technique during structured interviews with selected participants. The result of this technique is the deliverance of the effectivity paradigm of participants with reference to their personal competencies which are deemed to be important for effective role fulfillment. These competencies/skills now form the focus areas of development centres as an enabling system in the organisational context of the SANDF, thereby filling the shortcomings in the developmental system for officers in the SANDF.

資訊革命伴隨全球化時代的來臨，使得具備跨國性、複雜性的綜合安全議題，成為當代世界各國關注的焦點，同時也改變了過去以戰爭行動做為確保主權國家安全的傳統圖像，此一環境的改變，促使世界各國興起軍事國防轉型的熱潮。 中共受到1991年第一次波灣戰爭的啟示，以及藉由改革開放所帶來的經濟成長及綜合國力的提升，加速了其軍事現代化的腳步，對於我國國家安全的威脅更甚以往。我國除了面對國際社會體系變遷及全球化進程所衍生的新安全問題外，來自中共軍事的傳統威脅也日趨嚴峻。 在國內方面，受到整體政治環境隨著戒嚴與動員勘亂體制的廢除、黨禁、報禁的開放及透過憲法與法律制度的改革，在80年代逐漸由威權體制朝民主政體發展，進一步促成國防改革的驅動力。綜合上述國際環境、中共軍事威脅及國內政治體制變化，使得我國在國防政策上面臨轉型的重大的挑戰。 本研究主要目的，是透過自民國81年起至今發行的10本國防報告書及國、內外有關戰略及國防政策、戰略相關議題的著作、期刊、論文及官方文件的蒐集，藉由國際情勢、兩岸互動以及國內政治環境之變化等面向分析，提供讀者瞭解我國自民國81年以來國防政策的演變歷程與外在因素的關係。 關鍵字：國防報告書、國防政策、國防轉型 / With the coming era of globalization, a revolution of information does not only cause each country in world to place emphasis on addressing the comprehensive and complex issues with regard to the international security but reconstruct the framework of national security which is originally based on the warfare operation. This shifted the relationship among countries and contributed significantly to a trend of reform regarding national defense in each country around the world. What promoted the PRC’s military modernization are the domestic rapid economic growth and comprehensive national strength that is activated by the reform and open policy. However, this brings a serious threat to national security much more than ever before. Now, not only does our nation have to cope with the problems in globalization as well as power shift of the international society but we also have to confront the conventional military threat form the PRC. On the other hand, the development from an authority system to the democratic polity, which did away with the martial law and established open policy including abolishment of suppression of factions and restrictions on medium, facilitated our national defense system to reform in the 80s. In short, that are those factors with respect to the international relationship, military threats from the PRC, and shits of domestic polity bring the great challenge to our national defense policy while reforming. This paper explored ten national defense reports published in 1992 to date, and speculated works, journals and theses regarding discussion over national defense policy and strategy and the collections of official documents, so as to have readers comprehend the relations between the process of NDP reform and some outside factors. This research is based on the data analysis in 1992 to date within the realm of international circumstance, interactions across straight, and the shift in domestic policy. Key words: national defence report, national defence policy (NDP), national defence reform

Abstract: This article concentrates on the South African National Defence Force (SANDF), as a South African public sector department, its acceptance of the Batho Pele principles and the implementation of various organisational performance improvement programmes. However, despite accepting the principles and the programmes, it is uncertain whether the SANDF institutionalised them in order to effect continuous performance improvement.

Abstract: This article concentrates on the South African National Defence Force (SANDF), as a South African public sector department, its acceptance of the Batho Pele principles and the implementation of various organisational performance improvement programmes. However, despite accepting the principles and the programmes, it is uncertain whether the SANDF institutionalised them in order to effect continuous performance improvement.

Abstract: This article concentrates on the South African National Defence Force (SANDF), as a South African public sector department, its acceptance of the Batho Pele principles and the implementation of various organisational performance improvement programmes. However, despite accepting the principles and the programmes, it is uncertain whether the SANDF institutionalised them in order to effect continuous performance improvement.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Job satisfaction and organisational commitment are two of the most researched organisational behaviour constructs. It is generally agreed that low levels of satisfaction or commitment may result in employees voluntarily ceasing the employee-organisation relationship which results in organisations loosing professional and skilled individuals, which is a potentially crippling factor within any organisation, particularly Governmental Departments who relying on specialist and highly trained and skilled employees. The current study examined the organisational commitment, the level of job satisfaction and the relationship between satisfaction and commitment of fully functionally qualified permanent contract male and female officers on salary Grade C2 to Grade C6, extending across all occupational divisions and classes, namely operational, personnel, logistics, engineering and technical. The sampling technique used was a quantitative non-probability convenience sampling design with the sample consisting of 62 commissioned officers. The majority of the respondents were African with the sample being more representative of males than females. The majority of the respondents were married and between the age of 22 to 29 having at least a 3 year degree or diploma and from the operational occupational class. The respondent’s levels of satisfaction were measured by means of the Job Descriptive Index Questionnaire which measured the five job facets, namely pay, promotion, supervision, co-workers and the nature of work. The study found that respondents were moderately satisfied with their promotion opportunities, followed by the pay they receive. They were however, less satisfied with the supervision they receive, their co-workers and the work itself. Affective, continuance and normative commitment was assessed by means of the Organizational Commitment Scale. The findings of the study found that the respondents had below average levels of organisational commitment across all three components as well as overall commitment. Furthermore, results derived from the research indicated that there was a statistically significant and strong positive correlation between organisational commitment and job satisfaction. Additionally, the results of the study regarding differences between selected demographic variables and the core dependent and independent variable found that there was no statistically significant difference for organisational commitment or job satisfaction scores between males and females and tenure. There was however a statistically significant difference in organisational commitment and job satisfaction for different occupational classes.

Section 23(5) of the Constitution entrenches trade unions, employer's organisations and employers' right to engage in collective bargaining. For employees, collective bargaining is the key which opens the door to better wages, improved working conditions and an overall better standard of living to name but a few. The Labour Relations Act was promulgated to give effect to section 23 of the Constitution. However, in section 2 of the Labour Relations Act, members of the South African National Defence Force were excluded from the ambit of the Labour Relations Act (LRA). After the Constitutional Court regarded members of the South African National Defence Force (SANDF) to be "workers", they also had the right to engage in collective bargaining. However, because of the special duty that the members of the SANDF have to fulfil namely to ensure the safety of the republic and its citizens, they are not awarded the right to strike. The question therefor is: How do the members of the SANDF compel the SANDF to bargain with them? The aim of this study is to establish if a duty to bargain was implemented by Chapter XX of the General Regulations of the South African National Defence Force and the Reserve. Firstly, the new dispensation of voluntarism under the new LRA is examined to understand how collective bargaining would work in a normal situation and not that of the members of the SANDF. Freedom of association is also discussed. The reason for this was because members of the SANDF also have to right to associate with a trade union of their choice by sections 18 and 23(2) of the Constitution. Under the new LRA, organisational rights also play a major role in the bargaining process and afford trade unions more bargaining power. The voluntarist approach followed by the new LRA effectively removed the duty to bargain from collective bargaining. As explained above, the special situation applicable to the SANDF and its members are not governed by the LRA and therefor a duty to bargain might still exist in this specific system of collective bargaining managed by the regulations. The duty to bargain is based on representativeness and good faith which are also examined in this study. To establish if a duty to bargain was created by the courts, an examination of the judgements of the High Court, the Supreme Court of Appeal and the Constitutional Court. The Constitutional Court reiterated that there is no legally enforceable duty to bargain between the SANDF and the South African National Defence Union (SANDU). If Chapter XX of the regulations is scrutinised, it can however be seen that there is an initial duty on the SANDF to bargain with a registered military trade union over matter set out in regulation 36 which include most if not all matters of mutual interest. Therefor it would seem that a duty to bargain is created by Chapter XX. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

Section 23(5) of the Constitution entrenches trade unions, employer's organisations and employers' right to engage in collective bargaining. For employees, collective bargaining is the key which opens the door to better wages, improved working conditions and an overall better standard of living to name but a few. The Labour Relations Act was promulgated to give effect to section 23 of the Constitution. However, in section 2 of the Labour Relations Act, members of the South African National Defence Force were excluded from the ambit of the Labour Relations Act (LRA). After the Constitutional Court regarded members of the South African National Defence Force (SANDF) to be "workers", they also had the right to engage in collective bargaining. However, because of the special duty that the members of the SANDF have to fulfil namely to ensure the safety of the republic and its citizens, they are not awarded the right to strike. The question therefor is: How do the members of the SANDF compel the SANDF to bargain with them? The aim of this study is to establish if a duty to bargain was implemented by Chapter XX of the General Regulations of the South African National Defence Force and the Reserve. Firstly, the new dispensation of voluntarism under the new LRA is examined to understand how collective bargaining would work in a normal situation and not that of the members of the SANDF. Freedom of association is also discussed. The reason for this was because members of the SANDF also have to right to associate with a trade union of their choice by sections 18 and 23(2) of the Constitution. Under the new LRA, organisational rights also play a major role in the bargaining process and afford trade unions more bargaining power. The voluntarist approach followed by the new LRA effectively removed the duty to bargain from collective bargaining. As explained above, the special situation applicable to the SANDF and its members are not governed by the LRA and therefor a duty to bargain might still exist in this specific system of collective bargaining managed by the regulations. The duty to bargain is based on representativeness and good faith which are also examined in this study. To establish if a duty to bargain was created by the courts, an examination of the judgements of the High Court, the Supreme Court of Appeal and the Constitutional Court. The Constitutional Court reiterated that there is no legally enforceable duty to bargain between the SANDF and the South African National Defence Union (SANDU). If Chapter XX of the regulations is scrutinised, it can however be seen that there is an initial duty on the SANDF to bargain with a registered military trade union over matter set out in regulation 36 which include most if not all matters of mutual interest. Therefor it would seem that a duty to bargain is created by Chapter XX. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

Thesis (M. Tech. (Fashion, Dept. of Visual Arts and Design)--Vaal University of Technology. / This study was contracted by the African Warrior Project of the South African National Defence Force (SAND F), which focuses on the needs of the future soldier. Fit problems cause the wearers of these combat trousers physical discomfort during routine physical training as the trousers restrict movement. The goals of the study were to investigate problems experienced by the male soldiers regarding the fit of the combat trousers, and to make recommendations regarding possible fit solutions. The objectives of this study were to determine the nature of the fit complaints in terms of the wearer characteristics and activities related to aesthetic and functional aspects; to analyse the design of the combat trousers in terms of size, key dimensions, proportion, balance and ease to determine the source of the fit the problems; and to analyse the f1t of the combat trousers against the subjective fit preferences of the wearers, and objective fit opinions of an expert. The target population of the study was the male SANDF members in the target age group of the African Warrior Project, namely 18 to 35 years. The first sample group consisted of 60 SANDF members between the ages of 24 to 45 years. The second sample of 24 subjects was selected from the first sample group, using height and body shape as parameters. The methods included biographic profiling, focus group interviews, one-to-one interviews, motor tests, body and garment measuring, photographs, somatographs and pattern analysis. The findings indicate the possibility of an inadequate garment design in relation to specific wearer characteristics such as ethnicity and body shape. The complicated size designation system used, compounded by the waist as the only key dimension provided, contributed to the distribution of the incorrectly sized combat trousers to the wearers. Analysis of the design indicated that it does not adequately accommodate the body characteristics and fit preferences of the subjects, to ensure optimum functionality as well as an acceptable aesthetic appearance. These problems need to be addressed. / ERGOTECH; VUT