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.

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.

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

Magister Educationis - MEd / The Constitution provides that the primary object of the SANDF is to defend and protect the Republic, its territorial integrity and its people, in accordance with the Constitution and the principles of international law regulating the use of force. In this thesis I argue that an action research theory that finds its home in educational institutions like the schools of the industrialised countries of the North, cannot simplistically be applied to the set-up of the educational institutions of the developing countries of the Southern hemisphere, more so in a military context like that of the SANDF which is different from schools. Secondly, an action research theory that developed in the German-speaking countries and in some post-World War American institutions, cannot simply be applied to post-apartheid South African institutions like the SANDF, without first evaluating the nature of the transformation process of South African institutions from the yoke of an apartheid ethos and orientation into the institutions that are suited for meeting the needs of all South Africans. Thirdly, I argue for a need to share knowledge, skills, experience and expertise on the basis of equality between the institutions in the North and the South. On the one hand, this includes military and non-military institutions, and between and within the different sectors of the rapidly changing public service in South Africa, on the other. The main question at stake is: How to help soldiers in the new dispensation in South Africa develop a critical awareness of why they do certain things and why they view themselves and the world around them the way they do? In other words, When will the ways of thinking and acting in the SANDF contribute not only to the improvement of soldiers' interaction with each other, but also to the betterment of a quality of service that the Defence Force is responsible for delivering to the rest of the Country's citizens and to South Africa's neighbouring countries?

Thesis (MComm)--Stellenbosch University, 2012. / The contemporary military environment characterised by new technologies, advanced capabilities, novel knowledge and skills sets, and an increased participation of non-state actors is leading to a rapidly expanding, non-linear, multi-dimensional battle space. Military operations are becoming more distributed in time, space, and purpose. The military arena is becoming progressively more joint, multinational and interagency in nature. Military leaders have a mounting responsibility to teams and groups and their organisations to accomplish a variety of very diverse missions. Furthermore, military operations other than war have emerged as a fundamental approach to warfare, increasing dispersion of forces across wider areas of influence and rapidly changing situations. Scholars and strategists are of the opinion that militaries are in an era of “new wars”. The latter are contextual elements evident in current conflicts and are likely to be seen in future conflicts as well. Unquestionably, the landscape in which military leaders must operate has affected the competencies and training needed to be successful. The aim of this study was to explore the possible relationships between emotional intelligence (EI), psychological capital (PsyCap), sense of coherence (SOC) and leader success of junior officers in the South African National Defence Force (SANDF). The researcher argues that these intrapersonal and interpersonal skills (EI, PsyCap and SOC) are necessary for any contemporary leader to successfully fulfil his role in his military position and to fit the leadership profile set out by the organisation. The existence of relationships between the variables for this study was statistically investigated and the necessary conclusions were drawn. All the challenges discussed in this study for the SANDF link with each other and “cry” for education in EI, PsyCap and SOC. Future officers of the SANDF need to have the potential, skills, knowledge, education and competency to be specialists in the challenges of the next decade. Education in these variables can possibly assist leaders in their daunting tasks and ultimately contribute to leader success. A sample of 170 (n=170) junior officers, from the rank of Candidate officer (CO) to full Lieutenant (Lt), was drawn from the South African Military Academy (SAMA), Faculty of Military Science, Stellenbosch University. Participants completed existing valid and reliable instruments measuring their EI, PsyCap, SOC and leader success levels. Leader success was measured in terms of extra effort, effectiveness and satisfaction of the leader. Correlation analysis was done to determine the relationships between the independent variables and the dependent variable. Multiple regression analysis was done to determine which of the intrapersonal and interpersonal predictors contributed to leader success of junior officers in the SANDF. The results revealed significant positive relationships between the different components of EI, especially interpersonal EI skills, and the different components of PsyCap and leader success. Significant but low correlations were found for the intrapersonal EI skills, resilience (a component of PsyCap) and leader success. Significant but very low correlations and insignificant correlations were found between SOC and leader success. The multiple regression analysis was in line with the correlation results showing that total PsyCap (the strongest predictor) and total EI significantly made contributions to explaining and predicting leader success. The multiple regression analysis, in line with the correlation results, showed that SOC did not make a contribution to predicting leader success. The conclusion that was drawn from this study was that total EI and total PsyCap contribute to leader success.

The research problem of this study was to assess the extent to which the appraisal system for junior and middle level managers in the South African National Defence Force (SANDF) met the requirements and guidelines for performance appraisal as stipulated in the literature. To achieve this objective, the following procedure was followed: · A survey of existing literature, related to performance appraisal, was conducted. The literature study focused on the requirements for an effective performance appraisal system, appraisal methods and appraisal errors. Attention was also focused on who should take responsibility for performance appraisal and the importance of regularly evaluating the performance appraisal system to meet the demands of a changing environment. The second part of the literature study dealt with the guidelines for establishing an effective appraisal system as well as performance management processes and cycles that are critical for the effectiveness of an appraisal system. The theoretical study formed the basis for the development of a survey questionnaire to establish the extent to which junior and middle level managers in the SANDF agreed with the theoretical guidelines. The survey was administered to a randomly selected group of junior and middle level managers who were representative of the South African Army, Airforce and Medical Services. The empirical results indicated that there was concurrence with many of the guidelines in the literature, but that there were areas that could be improved. It became evident that many respondents felt that the current system was not entirely fair and was not adapted to meet the needs of the integrated SANDF. Specifically, results indicated that the system should be re-evaluated to eliminate bias and to enhance the development of clear standards, both on a quantitative and qualitative level. It became clear that training and communication were important to the successful development and utilisation of a performance appraisal system. An effective performance appraisal system that is integrated with the overall performance management system of an organisation will enhance productivity, satisfaction and the attainment of goals.