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Development of military leadership : a proposed model for the South African National Defence ForceErasmus, Willem Driesse 12 1900 (has links)
Thesis (PhD (Public Management and Planning
))—University of Stellenbosch, 2009. / ENGLISH ABSTRACT:
The result of this research is an alternative model for leadership character
development in the South African National Defence Force (SANDF). The SANDF
reflects the racial and cultural diversity of South Africa as a nation. The need for a
unifying leadership-related mechanism for the military milieu in which humane
leadership development will flourish, is evident. This statement is based on the
premise that no evidence is found that any previous efforts by the SANDF to instil a
leadership philosophy or policy as a way of military life was successful.
Further shortcomings in the current SANDF leadership development model, apart
from the reality that its selection process of officer candidates needs improvement,
are the absence of political guidance and participation in the development of its
military leaders, as well as emaciated attention to the development of the character
side of leaders during officer formative training. The SANDF, unlike the international
tendency, has no military leadership institution to ensure that its leadership
development policies and practices are based on sound academic research. Such an
institution will also ensure that the SANDF stays contemporary in the global field of
military leadership development.
The shortcomings of the current SANDF Model were identified by progressing
through the academic theories on leadership and leadership development to a
comparative analysis of leadership development practices in the militaries of
Germany, the United Kingdom, Canada and the SANDF. This supplied the
information needed to propose the Five Point Star Model (FPS Model) for leadership
character development in the SANDF. The five components of the FPS Model, which
address the shortcomings of the current SANDF Model, are Convergent Leadership,
Political Participation, Superior Selection, Interventions for Leadership Character
Development, and a Military Leadership Institution. / AFRIKAANSE OPSOMMING:
Die uitkoms van hierdie navorsing is ’n alternatiewe model wat die tekortkominge in
die ontwikkeling van leierskapkarakter in die Suid Afrikaanse Nasionale Weermag
(SANW) aanspreek. Die SANW weerspieël die rasse- en kulturele diversiteit van die
Suid Afrikaanse nasie, wat die behoefte aan ‘n samebindende leierskapsverwante
meganisme na vore bring. Hierdie stelling is gegrond daarop dat geen bewys, waar
die SANW daarin geslaag het om ’n samebindende leierskapsfilosofie of –beleid as
‘n militêre leefwyse te vestig, gevind is om sodoende die militêre milieu te skep
waarin mensgerigte leierskap sal floreer nie.
Verdere tekortkominge in die huidige Leierskapsontwikkelingsmodel van die SANW,
bo en behalwe dat die keuringsproses van kandidaat-offisiere uitgebrei en verbeter
moet word, is die afwesigheid van politieke deelname en rigtinggewing waar die
ontwikkeling van die land se jong militêre leiers ter sprake is. Te min aandag word
ook gewy aan die ontwikkeling van kandidaat-offisiere se karakter of inbors tydens
offisiersvorming kursusse. Die internasionale tendens is vir weermagte om ‘n militêre
leierskapsinstelling te hê. Die SANW het nie so ‘n instelling om te verseker dat
militêre leierskapsontwikkelingsbeleid en -praktyke op behoorlike akademiese
navorsing gefundeer is nie. Dit maak dit moeilik om ’n kontemporêre bydrae in die
internasionale veld van militêre leierskap te maak.
Die wyse waarop die tekortkominge van die huidige SANW
Leierskapsontwikkelingsmodel geïdentifiseer is, was om voort te bou op die
akademiese teorieë oor leierskap en leierskapsontwikkeling en om ’n vergelykende
studie tussen leierskapsontwikkelingspraktyke in die weermagte van Duitsland,
Brittanje, Kanada en die SANW te doen. Die vergelykende studie het inligting verskaf
om die Vyfpuntster Model vir die ontwikkeling van leierskapkarakter in die SANW
voor te stel. Die vyf komponente van die nuwe model spreek die tekortkominge van
die huidige SANW Model aan, en die komponente is Konvergerende Leierskap,
Politieke Deelhebberskap, Voortreflike Keuring, Intervensies vir Leierskapkarakterontwikkeling,
en ‘n Instansie vir Militêre Leierskap.
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Beleidstelselanalise van militêre opleiding in die Suid-Afrikaanse Nasionale WeermagCoetzee, Abraham Johannes Albertus 04 1900 (has links)
Thesis (PhD)--University of Stellenbosch, 2003. / 457 Leaves printed single pages, preliminary pages i-xxvii and 429 numberd pages. Includes bibliography. List of figures, List of tables. / ENGLISH ABSTRACT: POLICY SYSTEM ANALYSIS OF MILITARY TRAINING IN THE SOUTH
AFRICAN NATIONAL DEFENCE FORCE
Borders in a global economy market exist only to determine the sovereignty of
nations. Modern military interventions on the other hand are caught up in a struggle
to stabilise international focal points. In the midst of this struggle, is the South
Africa National Defence Force, in a process of change on the way to a supportive
role to the African Renaissance and an upliftment mandate of the South African
society. The South African government is caught in a battle against poverty,
illiteracy and unemployment of an abundance of general workers, opposing a
shortage of speciality skills measured against the National Qualifications
Framework. The National Defence Force in contrast, attempts to create a
meaningful military development training policy for the backbone of the National
Defence Force, the non-commissioned officer. This military development training
policy should not only adhere to economic restrictions of the Defence Budget, but
should also acknowledge the potential and skills of this specific group.
A literature survey as well as an empirical study of the non-commissioned officer's
military development training policy in respect of the different arms of service in the
National Defence Force shows that up to 18% of the personnel budget is spent on
training. In the midst of this tendency, military development training does not keep
up with changing training policy systems in South Africa, and that its effectiveness
should therefore be improved in an integrated military developmental training
system. The study has found that there are gaps in the military developmental
training policy where learners in the South African Army have to meet far more
course requirements than their peers in other Arms of the Service. Furthermore, the
standard of curricula of the different training courses is not the same. Both these
problems could be solved by way of one responsible, joint training department in the
National Defence Force.In an emotional protection of a defence force culture, the National Defence Force
creates a training budget monster, where seven different training units' supply the
same training. According to the different developmental training curriculums, with
small exceptions of arms of service specific training, developmental training could
easily be presented in one or two separate National Defence Force Units. This idea
will support the concept of one force and joint operations. In addition this idea will
ensure that the National Defence Force exists within a National Defence Force
culture followed by an arm of service culture that is supported by a functional
culture. / AFRIKAANSE OPSOMMING: BELEIDSTELSELANALISE VAN MILITÊRE OPLEIDING IN DIE SUIDAFRIKAANSE
NASIONALE WEERMAG
Grense bestaan in ’n globale ekonomiese omgewing slegs ten einde die
soewereiniteit van volke te bevestig. Moderne militêre intervensies hierteenoor is
gewikkel in ’n stryd om internasionale brandpunte te stabiliseer. Te midde van
hierdie stryd is die Suid-Afrikaanse Nasionale Weermag in ’n toetstand van
verandering, onderweg na ’n ondersteuningsrol tot die Afrika-Renaissance en
opheffingsopdrag van die Suid-Afrikaanse samelewing. Die Suid-Afrikaanse
regering veg teen armoede, ongeletterdheid en werkloosheid wat ’n oorvloed
algemene werkers bied, teenoor ’n skaarsste aan spesialisvaardighede, gemeet teen
die Nasionale Kwalifikasieraamwerk. Die Nasionale Weermag hierteenoor, poog
om vir die ruggraat van die Nasionale Weermag, die Onderoffisier, ’n betekenisvolle
militêre ontwikkelingsopleidingbeleid daar te stel. Hierdie ontwikkelingsopleidingsbeleid
moet nie slegs aan die ekonomiese beperkings van die Verdedigingsbegroting
voldoen nie, maar moet ook aan die ontwikkelingspotensiaal en
vaardighede van hierdie groep erkenning verleen.
’n Literatuuroorsig sowel as ’n empiriese ondersoek na die militêre ontwikkelingsopleidingsbeleid
van onderoffisiere ten opsigte van die verskillende weermagsdele
in die Nasionale Weermag toon dat die Weermag tot 18,2% van die
personeelbegroting aan opleiding spandeer. Te midde van hierdie tendens hou
militêre ontwikkelingsopleiding nie tred met die veranderende opleidingsbeleidstelsels
in Suid-Afrika nie en kan die effektiwiteit daarvan in ’n geïntegreerde
militêre ontwikkelingsopleidingstelsel verbeter word. Die ondersoek het bepaal dat
daar veral leemtes bestaan in die militêre ontwikkelingsopleidingsbeleid, aangesien
leerders in die Suid-Afrikaanse Leër aan veel meer kursusvereistes moet voldoen as
hulle gelykes in die ander weermagsdele. Verder is die standaard van die
kurrikulums van die verskillende opleidingskursusse ook nie dieselfde nie. Beide
hierdie probleme sou opgelos kon word deur middel van een verantwoordelike,
gesamentlike opleidingsdepartement in die Nasionale Weermag.In ’n emosionele beskerming van ’n weermagsdeelkultuur, skep die Nasionale
Weermag ’n opleidingsbegrotingsmonster, waar sewe verskillende opleidingseenhede
dieselfde opleiding verskaf. Die verskillende ontwikkelingsopleidingskurrikulums,
met die uitsondering van ’n beperkte aantal weermagsdele wat unieke
opleiding verskaf, kan gemaklik onder die vaandel van een of twee Nasionale
Weermagsdeeleenhede aangebied word. Hierdie gedagte sal steuning verleen aan
die Een Mag en Gesamentlike Operasionele gedagte van die Nasionale Weermag.
Verder sal hierdie visie verseker dat die Nasionale Weermag eerstens bestaan binne
’n Nasionale Weermag kultuur, gevolg deur ’n Weermagsdeelkultuur wat
gerugsteun word deur ’n funksionele kultuur.
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An analysis of the evolving military futures debate : explaining alternative military futures for the South African National Defence ForceVrey, Francois 04 1900 (has links)
Dissertation (PhD)--University of Stellenbosch, 2006. / ENGLISH ABSTRACT: Twenty-first century armed forces increasingly have to operate amidst unprecedented uncertainty
and complexity cascading onto the military domain. Not only are their roles and implicitly their
whole being now constantly questioned; the historic rationale for their existence is also under
pressure. New and even unorthodox responsibilities find their way into and increasingly begin to
eclipse and challenge traditional elements that configure the military sphere. Adjustments
towards new futures thus become essential, as the images of warless futures and endisms about
war remain merely that - images. Subsequently, notions about the adaptive military and armed
forces being open ended systems sensitive to and capable of remaining in step with unfolding
futures, become imperatives. In addition to learning from history, military futures now increasingly
co-feature as the domain to master in the pursuit of appropriate future armed forces.
Exploring the future through a recognised field of study allows for alternative futures to unfold that
are bound to differ from an historic review and its linear continuance. This also serves as a
tenable argument for military futures. Only by systematically peeling away the dogma that armed
forces are instruments for war and little else, can the required changes to and future contributions
of military establishments towards alternative military futures be exposed. Subsequently, military
forces become entities capable of changing alongside their societies towards futures not
predominantly shaped for and by war. To this end, the topic of alternative military futures offers
insights into the utility of armed forces as a more contributing and constructive future policy
instrument.
In researching alternative military futures through contiguous debates concerning the futuresmilitary
nexus, military change, the Revolution in Military Affairs, and the unfolding strategic
environment, it emerges that military change towards new futures is a rather slow and
incremental process. Furthermore, the Revolution in Military Affairs, in spite of its prominence,
offers limited future options to the majority of governments aspiring to exploit new ways and
means for engaging military futures. In turn, the future strategic environment premises strategic
futures leaving armed forces little choice but to prepare for a horizontal threat spectrum of
simultaneity and complexity, and a vertical dimension of a destructive-constructive merger. This
matrix calls for expanded military means to meet complex futures characterised by simultaneity
and variety through a response hierarchy comprising destructive and constructive ways and
means. These are future challenges also faced by the defence decision-makers and military
practitioners in South Africa. Alternative military futures for the South African National Defence Force (SANDF) comprise some
interface with the dynamics posited by theories on military change, contributions by the
Revolution in Military Affairs and threat-response continuum posited by the future strategic
environment. From this challenging premise alternative military futures embedded in the more
constructive and preventative use of its military policy instrument towards Africa in particular, a
South African defence paradigm is emerging for employing the South African National Defence
Force in future. Renouncing the warfighting option to bring about change, accepting the volatile
and complex African challenge and embracing democracy and multilaterism call for new defence
thinking to probe the future. This search is bound to reveal the unfolding of alternative military
futures that reach beyond the expectations of South African defence decision-makers and military
practitioners from both the apartheid and struggle generations. / AFRIKAANSE OPSOMMING: Militêre magte van die 21ste eeu opereer toenemend te midde van ongeëwenaarde onsekerheid
en kompleksiteit wat op hul terrein van verantwoordelikheid aanspoel. Nie net die bydraes wat
gewapende magte lewer nie, maar ook hul aard en wese word bevraagteken. Verskeie en selfs
vreemde verantwoordelikhede kruip tans op die militêre verantwoordelikheidsgebied aan, wat
weer die boustene van die militêre sfeer verwring of ondergrawe. Aanpassing om by
toekomskwessies aan te pas raak dus noodsaaklik aangesien verwagtinge dat oorlog en die nut
van militêre magte gaan verdwyn, 'n onderontwikkelde teorie verteenwoordig. Sieninge dat
gewapende magte oop sisteme en aanpasbaar is met 'n sensitiwiteit vir wat in hul saamlewings
plaasvind, asook dat hul in pas kan bly met hoe die toekoms ontvou, het noodsaaklike
eienskappe geraak. Ter aanvulling van die historiese lesse, raak toekomsaspekte van die
militêre domein nou kritiek vir die daarstelling van doelgeskikte en toekomsgerigte militêre magte.
'n Ondersoek van die toekomsveld deur van 'n erkende studieterrein gebruik te maak bevorder
sieninge oor wat moontlik kan ontvou. Hierdie vooruitskouinge kan weer die historiese
benadering en die linieêre voortsetting of projeksie daarvan aanvul. Hierdie onderlinge aanvulling
is ook tersaaklik in die geval van die militêre toekomsomgewing. Slegs deur die dogma dat
gewapende magte alleenlik geskik is vir die voer van oorloë en weinig anders, te weerlê, kan die
veranderinge en bydraes van gewapende magte binne nuwe toekomsdimensies ondersoek en
afgebaken word. Militêre magte kan dus voorgestel word as entiteite wat tog saam met hul
gemeenskappe aanpas by veranderinge en die toekoms tegemoet kan gaan sonder dat
laasgenoemde hoofsaaklik deur oorlog gevorm en onderlê word. Op hierdie wyse bied die
onderwerp bekend as alternatiewe militêre toekomste meerdere insigte rakende die langer
termyn nuttigheid van meer konstruktiewe gewapende magte.
Die naspeur van toekomstige militêre aangeleenthede deur van die toekoms-militêre samehang,
militêre verandering, die Rewolusie in Militêre Aangeleenthede, en die opkomende strategiese
omgewing gebruik te maak, bied bepaalde insigte: die aanwesigheid van 'n samehang tussen
toekomsstudies en die militêre faktor en dat die aard van militêre veranderinge as 'n
inkrementele proses waarneembaar is. Ten spyte van die prominensie wat dit geniet, blyk dit dat
die Rewolusie in Militêre Aangeleenthede beperkte opsies bied aan diegene wat beplan om die
weg te volg om militêre aspekte van die toekoms tegemoet te gaan. Die toekomstige strategiese
omgewing dui weer daarop dat gewapende magte min beweegruimte gegun word om vir
tradisionele rolle voor te berei. 'n Horisontale spektrum van gelyktydigheid en kompleksiteit vorm
saam met 'n vertikale destruktiewe-konstruktiewe kontinuum 'n matriks. Hierdie matriks vereis
nou van weermagte die totstandbringing van uitgebreide militêre vermoëns en middele om kompleksiteit wat deur gelyktydigheid en verskeidenheid gekenmerk staan te word, die hoof te
bied. Hierdie toekomstige kwessies word ook deur Suid-Afrikaanse besluitnemers en militêre
bevelvoerders in die gesig gestaar.
Toekomskwessies vir Suid-Afrikaanse Nasionale Weermag (SANW) word vervat in dieselfde
aspekte wat deur die aard van militêre veranderinge, die rol van die Rewolusie in Militêre
Aangeleenthede en verwikkeldheid van die strategiese omgewing gereflekteer word. Gegewe
hierdie uitdagende situasie, blyk dit dat alternatiewe vir die SANW neig om merendeels die
konstruktiewe en voorkomende gebruik van die militêre beleidsinstrument te weerspieël. Hierdie
neiging omvat dan ook 'n onteenseglike Afrika fokus met die gevolg dat die meer voorkomende
en konstruktiewe gebruik van die land se weermag prominent in die opkomende Suid-Afrikaanse
verdedigingsparadigma figureer. Deur die oorlogsopsie as 'n wyse om verandering te
bewerkstellig af te keur, die onstabiele en komplekse Afrika-uitdaging te aanvaar en demokrasie
en multilateralisme voor te staan, vereis nuwe verdedigingsdenke vir die toekoms. Vanuit hierdie
vertrekpunt is dit waarkynlik dat militêre alternatiewe en toekomskwessies kan ontvou wat veel
wyer strek as dit waarop besluitnemers vanuit beide die apartheids - sowel as struggle geledere
reken.
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The management and development of multi-cultural social work practice in the South African National Defence ForcePretorius, Andre Johannes 12 1900 (has links)
Thesis (DPhil)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: Multi-cultural social work practice necessitates that the social worker possesses
specific knowledge and practice skills in order to render a competent service to a
diverse client system. To date, the SANDF does not possess any definite guidelines
regarding multi-cultural social work practice. Consequently social work practitioners
are ill-equipped to render a needs-based, multi-cultural competent service to the
culturally different client system.
The purpose of this study, was to develop theoretical and practical guidelines for
multi-cultural social work practice within the SANDF. An attempt is made to ensure
that the social service delivery system is attentive to cultural diversity among clients,
whilst providing social work interventions to the client system. The objectives of the
study were: firstly, to present a profile of the current consumers of social work
services within the SANDF; secondly, to reflect on the nature and function of military
social work within the SANDF, and to investigate the need to incorporate
multi-cultural social work practice into the military setting; thirdly, to determine how
the existing social work programmes in the SANDF are meeting the needs of the
client system of diverse origin and culture; fourthly, to investigate the extent to which
the social worker gives attention to the different cultural backgrounds of the client
system; and fifthly, to explore the knowledge and practice skills needed by the social
work practitioner to render multi-cultural social work services in the military setting.
The study was confined to a purposive sample of 557 clients to assess their need for
multi-cultural social work services. They were representative of the unique diversity
in ethnic and cultural heritage, gender, and religious affiliations. The results were
analysed qualitatively as well as quantitatively. Structured interviews were
conducted with 16 key figures in social work management in order to assess how
existing social work programmes have been designed and are managed to meet the
requirements of multi-cultural social work. The results were also analysed
qualitatively and quantitatively. Furthermore, group interviews with a randomly
selected sample of 45 social work officers [production workersl, were conducted to
determine their knowledge and perceptions of and attitudes towards multi-cultural social work and to investigate the extent to which they were attentive to the cultural
backgrounds of clients when rendering social work services. These results were
again analysed both qualitatively and quantitatively.
The empirical study enabled the researcher to draw certain conclusions. From the
client system's responses it was obvious that social workers should be aware of the
client system's cultural, ethnic and/or religious background. Social work managers
on the other hand must be skilled in the management of a multi-cultural social work
personnel system. The processes used during strategic planning, which should
always be preceded by an environmental study, would have an effect on service
rendering within multi-cultural social work practice. Most social work programmes
have been adapted to suit the needs of a diverse client system. The research
results pointed out that the DSW's business plan should focus more on
developmental issues like HIV/AIDS. The majority of the social work managers
regarded their service rendering as being culturally competent. Although certain
misconceptions were evident, social work practitioners do understand the meaning
of a multi-cultural competent service rendering. Social work practitioners are not
clear whether their cultural, ethnic and/or language background has an influence on
their service rending. Concerning communication it was pointed out that
communication in a person's mother tongue is most effective during social work
intervention. Although all social work approaches are utilised by the practitioners,
their overall theoretical knowledge and skills application of these approaches are
questionable. In the light of these aspects confusion exists amongst the
respondents as to whether social work programmes are meeting the needs of a
multi-cultural client system.
A number of recommendations flow from the findings and conclusions. The DSW's
business plan should focus more on developmental social work aspects, and should
continuously stress the importance of having a diverse knowledge and skills base of
the most significant models and approaches. The social work delivery system
requires more theoretical knowledge and skills in the management and
implementation of a multi-culturally competent social work service, and should be
skilled in how to convert social work programmes into culturally competent programmes. The workers should further be competent at addressing problems
experienced within their own cultural/ethnic background, before engaging in any
social work intervention with a diverse client system. Social workers should further
be empowered regarding the role, function and implementation of social
development strategies within the daily service rendering and thus be guided to work
in a multi-cultural social work environment. In the broader sense, staff in each social
work office and/or section should identify the stumbling blocks that communication
has on their service delivery. Training programmes should be developed for
preparing or ongoing education of the social service delivery system regarding
cultural competence. Further research should be undertaken concerning factors
such as: decreasing stress experienced by social workers towards a diverse client
system; the effectiveness of social work programmes in reaching cultural
competence; and lastly, the effect of social work management on culturally
competent practice. / AFRIKAANSE OPSOMMING: Die praktyk van multi-kulturele maatskaplike werk vereis dat die maatskaplike werker
oor spesifieke kennis en praktykvaardighede moet beskik ten einde 'n bevoegde
diens aan die kultureel-diverse kliëntsisteem te lewer. Die Suid-Afrikaanse
Nasionale Weermag (SANW) beskik tans oor geen definitiewe riglyne rakende
multi-kulturele maatskaplikewerk-dienslewering nie. Gevolglik is maatskaplike
werkers nie toegerus om 'n behoefte-gebaseerde, multi-kulturele diens aan die
kultureel-diverse kliëntsisteme te lewer nie.
Die doel van hierdie studie is om teoretiese en praktiese riglyne vir multi-kulturele
maatskaplike werk in die SANW daar te stel. Daar is gepoog om die
maatskaplikewerk-diensleweringsisteem bedag te maak op die variasies van kultuur
wat by kliënte tydens maatskaplikewerk-dienslewering teenwoordig is. Die doelwitte
van die studie is soos volg: eerstens, om die huidige profiel van die verbruikers van
maatskaplikewerk-dienste in die SANW weer te gee; tweedens, om te fokus op die
aard en funksie van militêre maatskaplike werk in die SANW, en die nut van
multi-kulturele maatskaplike werk binne die militêre omgewing te ondersoek;
derdens, om vas te stel of die huidige maatskaplikewerk-programme binne die
SANW wel aan die behoeftes van 'n kultureel-diverse kliëntsisteem voldoen;
vierdens, om die mate waarin die maatskaplike werker aandag skenk aan die
kulturele agtergronde van kliëntsisteme te ondersoek; en laastens om vas te stel
watter kennis en vaardighede maatskaplike werkers benodig ten einde 'n
multi-kulturele maatskaplikewerk-diens binne die weermag opset daar te stel.
Die studie het 'n doelbewuste steekproef van 557 kliënte ingesluit om die behoefte
aan multi-kulturele maatskaplikewerk-dienste vas te stel. Hulle was
verteenwoordigend van 'n verskeidenheid van etniese en kulturele agtergronde,
geslag asook godsdienstige affiliasies. Die resultate is beide kwalitatief en
kwantitatief ontleed. Gestruktureerde onderhoude is gevoer met 16 sleutel figure
wat deel vorm van maatskaplikewerk-bestuur ten einde vas te stel hoe huidige
maatskaplikewerk-programme ontwerp en bestuur word ten einde aan die vereistes
van multi-kulturele maatskaplike werk te voldoen. Hierdie resultate is ook kwalitatief en kwantitatief ontleed. Voorts is groepsonderhoude gevoer met 'n ewekansige
geselekteerde steekproef van 45 maatskaplikewerk-offisiere [produksie werkers] om
hulle kennis, en menings van en houdings teenoor multi-kulturele maatskaplike werk
vas te stel. Daar is verder bepaal in hoe 'n mate hulle wel sensitief is vir kliënte se
kulturele agtergronde tydens dienslewering. Hierdie resultate is ook kwalitatief en
kwantitatief ontleed.
Na aanleiding van die empiriese ondersoek is bepaalde gevolgtrekkiogs gemaak.
Die kliëntsisteem het aangedui dat dit belangrik is vir maatskaplike werkers om
bewus te wees van die kulturele, etniese en godsdienstige agtergronde van die
kliënte. Maatskaplikewerk-bestuurders moet vaardig wees in die bestuur van 'n
multi-kulturele maatskaplike werk personeel sisteem. Die proses wat tydens
strategiese beplanning gebruik word, en voorafgegaan word deur 'n
omgewingsontleding, sal wel 'n effek hê op dienslewering binne 'n multi-kulturele
maatskaplike werk. Maatskaplikewerk-progamme is wel aangepas om aan die
behoeftes van 'n kultureel-diverse kliëntsisteem te voldoen. Die navorsing het
aangedui dat die Direktoraat Maatskaplikewerk-dienste se besigheidsplan meer op
ontwikkelingsaspekte soos MIV/VIGS moet fokus. Die meerderheid
maatskaplikewerk-bestuurders beskou hul dienslewering as kultureel aanvaarbaar.
Ten spyte van sekere wanopvattings, verstaan maatskaplikewerk-praktisyns wel die
betekenis van multi-kultureel bevoegde dienslewering. Onduidelikheid bestaan
egter of hulle eie kulturele/etniese/taal agtergrond wel dienslewering kan beïnvloed.
Met betrekking tot kommunikasie is aangedui dat maatskaplikewerk-intervensie
meer effektief is indien dit in 'n persoon se moedertaal plaasvind. Alhoewel die
meeste maatskaplikewerk-benaderings wel deur die praktisyns benut word, word hul
teoretiese kennis en die toepassing daarvan, bevraagteken. In die lig van veral
hiervan is die respondente in die war of die maatskaplikewerk-programme wel aan
die behoeftes van die multi-kulturele kliënt sisteem voldoen.
Aanbevelings na aanleiding van die bevindinge sluit in dat die besigheidsplan van
die Direktoraat Maatskaplikewerk-dienste meer moet fokus op ontwikkelingsaspekte
en die noodsaaklikheid moet aandui dat 'n verskeidenheid kennis- en
vaardigheidsbasisse nodig is van toepaslike modelle en benaderings in die praktyk. Die maatskaplikewerk-diensleweringsisteem benodig meer teoretiese kennis en
vaardighede in die bestuur en implementering van In multi-kulturele bevoegde
maatskaplikewerk-diens, asook die vaardigheid om maatskaplikewerk-programme in
kultureel aanvaarbare programme om te skakel. Hulle moet verder ook oor die
vaardigheid beskik om probleme binne hul eie kulturele/etniese agtergrond effektief
te hanteer, alvorens enige maatskaplikewerk-intervensie met In kultureel-diverse
kliëntsisteem kan plaasvind. Maatskaplike werkers moet ook bemagtig wees met
betrekking tot die rol, funksie en implementering van maatskaplike
ontwikkelingsstrategieë binne die konteks van daaglikse dienslewering en dus
gehelp word om binne die multi-kulturele maatskaplikewerk-omgewing te werk.
Verder moet personeel in elke maatskaplikewerk-kantoor en/of -afdeling
kommunikasie stuikelblokke identifiseer wat dienslewering negatief kan beïnvloed.
Opleidingsprogramme moet ontwikkel word vir die voorbereiding en voordurende
onderrig van die maatskaplikewerk-diensleweringsisteem rakende kulturele
bevoegdheid. Voorts moet navorsing onderneem word oor die verligting van
spanning by maatskaplike werkers teenoor In kultureel-diverse kliëntsisteem; die
effektiwiteit van maatskaplikewerk-programme om kulturele bevoegdheid te bereik;
en die effek van maatskaplikewerk-bestuur op In kutureelbevoegde-praktyk.
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Assessing alternatives in managing HIV positive officer candidates under training in the South African NavyRezelman, Rens (Rens Jan) 04 1900 (has links)
Thesis (MPA)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: South Africa has the world’s highest adult HIV infection rate in the world. Experts
estimate that over 1 500 people are being infected with the HIV virus per day in
South Africa. The virus is undoubtedly having a negative impact on the labour
population of the country and will ultimately affect the productivity of South Africa.
The Constitution of South Africa, Act 108 of 1996, firmly denounces any form of
unfair discrimination. The White Paper on Defence charges the South African
National Defence Force (SANDF) to be an operationally ready force.
The potentially crippling effect HIV and AIDS can have on the effectiveness of
SANDF is an area that needs to be researched. The military environment is
unique in that it is considered to be a high-risk organisation in terms of HIV
infection. Overseas deployment, male-dominated environments, risk-taking
ethos and monthly income are all elements that accelerate the spread of HIV
within the SANDF. The SANDF is a dominant member of the Southern African
Development Community (SADC) and is involved in Peace Support Operations
(PSO) throughout the African continent. This military intervention is predicted to
increase with time. HIV in sub-Saharan Africa has infected over 30 million
people – many with little or no primary health care.
The South African coastline is nearly 3 000km in length with six world-class
harbours. These are strategic points that contribute to South Africa’s economic
prosperity on the African continent. It is the SA Navy’s role to ensure that these
harbours are well-guarded. The personnel responsible for patrolling the waters of
the South African coastline need to be exposed to the proper training to be
competent at this task.
Military training needs to prepare learners in the event of combat. This
simulation of the combat environment may lead to injuries that heighten the
threat of HIV transmission. SANDF training units traditionally discharge those members who are medically unable to complete the mental and physical
requirements of the course. The Military Training for Officers Part One (MTO1)
course of the SA Navy is no different. HIV has created a new dynamic in that
medical confidentiality protects the status of those people who are infected.
Current SANDF policy does not offer sufficient guidelines to training units when
dealing with learners who are infected with HIV. Human rights are
constitutionally protected and unfair discrimination of any form is prohibited. The
SANDF still needs to be operationally deployable and uniform members with HIV
hinder this requirement. The question really is: is it fair discrimination to
disallow/remove uniform members from the MTO1 course if they are HIV
positive?
The purpose of this research is to establish what the best practises would be in
managing HIV positive learners in the military training environment. The work
environment would have to be researched to determine whether or not the threat
of HIV transmission exists. Learners would be approached to determine if they
felt they were at risk during training exercises. The training staff who execute the
training exercises would need to be asked if they felt endangered or exposed to
HIV infection during these exercises. Military medical personnel who deal with
either training or HIV in their everyday jobs would then review this data.
The social stigma surrounding HIV is one of the challenges within this research
design. The ethics and legality of mandatory HIV testing in the SANDF is an
area that has sparked reaction from human rights movements. The
compromising of human rights for the sake national security is an area of
proportionality that raises new debates with the advent of HIV.
There are various alternatives of managing HIV within the SANDF that should be
considered. The current SANDF HIV policy is, at best, vague when dealing with
specific training issues. This research intends on making policy-makers within the SANDF aware of the need to make definitive policy decisions to ensure that
HIV does not compromise the effectiveness of the SANDF. / AFRIKAANSE OPSOMMING: Die hoogste volwasse HIV infeksie in die wêreld, kom tans in Suid Afrika voor.
Deskundiges is van mening dat daar daagliks in Suid Afrika meer as 1500 mense
met die virus besmet word. Die virus het ‘n definitiewe negatiewe impak op die
Suid Afrikaanse arbeidsmark, en sal onomwonde die produktiwiteit van Suid
Afrika beinvloed. Die Suid Afrikaanse Grondwet, Wet 108 van 1996 verbied
onomwende enige vorm van onbillike diskriminasie. Die Witskrif ten opsigte van
Verdediging verwag van die Suid Afrikaanse Nasionale Weermag (SANW) om 'n
operasioneel voorbereide mag te wees.
Die potensiële krippelende effek wat HIV/VIGS op die effektiwiteit van die SANW
kan hê is ‘n area wat indiringende navorsing benodig. Die militere omgewing is
uniek in die opsig dat dit beskou word as ‘n hoë risisko organisasie in terme van
HIV infeksie. Internationale ontplooiings, manlik-georiënteerde omgewings,
risiko-bepalende faktore, en maandelikse inkomste is almal elemente wat die
verspreiding van HIV binne die SANW verhoog. Die SANW is die dominante lid
van die Suider Afrikaanse Ontwikkelings Gemeenskap en is betrokke in vredes
ondersteunnings operasies binne Afrika. Die word in die vooruitsig gesien dat
die bogenoemde intervensies met tyd sal toeneem. In die Sub-Saharastreek het
die HIV virus reeds 30 miljoen mense geïnfekteer – baie met min, of geen
primêre gesondheidsorg tot hul beskikking.
Die Suid Afrikaanse kuslyn is bykans 3 000 km in lengte, met ses wereldstandaard
hawens, geleë langs die kuslyn. Laasgenoemde is strategiese punte
wat bydra tot die ekonomiese vooruitgang binne die Afrika kontinent. Dit is die
SA Vloot se verantwoordelikheid om toe te sien dat die hawens goed bewaak
word. Die personeel verantwoordelik vir die patrolering van die waters langs die
Suid Afrikaanse kuslyn moet blootstelling kry aan voldoende opleiding om die
taak te kan verrig. Militêre opleiding moet leerders voorberei vir die moontlikheid van konflik.
Hierdie simulering van die gevegs/konflik omgewing mag lei tot beserings wat
die risiko ten opsigte van HIV verspreiding mag verhoog. Die SANW
opleidingseenhede, het tradisioneel lede ontslaan wat nie aan die fisiese en
geestelike vereistes van die kursus kon voldoen nie. Die Militêre opleiding vir
Offisiere Deel Een kursus (MOO1) binne die SA Vloot is presies dieselfde. HIV
het ‘n nuwe dinamika veroorsaak naamlik, mediese vertroulikheid, wat die status
van geaffekteerde lede beskerm. Huidige SANW beleid verskaf onvoldoende
riglyne aan opleidingseenhede vir die hantering van leerders wat die HIV virus
onder hande het. Mense-regte word konstitusioneel beskerm en enige vorm van
diskriminasie word verbied. Daar word egter steeds van die SANW verwag om
operasioneel ontplooibaar te wees, en uniform lede met HIV verhinder hierdie
bepaling. Die vraag is: Is dit billike diskriminasie om lede wat HIV positief is van
die MOO1 kursus te verwyder?
Die doel van hierdie navorsing is om te bepaal wat die beste praktyke sou wees
in die bestuur van HIV-positiewe leerders in die militêre opleidings omgewing.
Die werksomgewing sal nagevors moet word om te bepaal of die bedreiging van
HIV-verspreiding bestaan aldan nie. Leerders sal genader moet word om te
bepaal of hul ter eniger tyd gedurende opleidingsoefeninge gevoel het dat die
risisko van blootstelling te hoog was. Die opleidings staflede wat die opleidings
oefeninge oorsien sal gevra moet word of hul ter enige tyd bedreig of blootgestel
gevoel het tot HIV infeksie. Militêre mediese personeel wat daagliks met
opleiding of deur middel van hul daaglikse werk met HIV te doen het sal die data
hersien.
Die sosiale stigma ten opsigte van HIV-toetsing is een van die uitdagings binne
hierdie navorsings onderwerp. Die etiek en regsgeldigheid van verpligte HIVtoetsing
binne die SANW is ‘n area wat geweldige reakise ontlok het van
menseresgte bewegings. Die kompromittering van menseregte ten gunste van nasionale sekuriteit is ‘n area van proportionaliteit wat nuwe debatering openbaar
in die koms van HIV.
Daar is verskeie alternatiewe vir die bestuur van HIV binne die SANW, wat
oorweeg kan word. Die huidige SANW HIV beleid is, ten beste, uiters vaag met
die hantering van spesiefieke opleidingsgeleenthede. Die navorsing beoog om
beleidsmakers binne die SANW bewus te maak van die behoefte om definitiewe
besluite te verseker dat HIV nie die effektiwitet van die SANW beinvloed nie.
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The impact of emotional support offered during rehabilitation on the long-term quality of life and satisfaction with living of individuals with spinal cord injury : an exploratory study of individuals re-employed in the South African National Defence ForceParker, S. 03 1900 (has links)
Thesis (MScMedSc (Rehabilitation))--University of Stellenbosch, 2005. / Many South African National Defence Force (SANDF) soldiers have suffered spinal cord
injury either in the line of duty or otherwise. This injury affects all spheres of life
(physical, emotional, social and psychological). Servicemen are often considered heroes
of their country and are often the ones who need to set aside their emotions in order to
fulfil their roles as soldiers. However, it is anticipated that a permanent
impairment/disability e.g. SCI will have an impact on their quality of life (QOL) and
satisfaction with living (SWL).
This study aims to explore whether emotional support offered to soldiers with spinal cord
injury (SCI) during rehabilitation improve their long-term QOL and SWL.
Thirteen soldiers who have been re-employed post injury were asked to complete a selfcompiled,
self-administered questionnaire regarding the emotional support offered during
rehabilitation and the impact thereof on long-term QOL and SWL.
The questionnaire focused on their ratings of the QOL and SWL in different areas of their
lives and circumstances and asked what they would advise newly injured individuals
regarding SCI and rehabilitation. Data was analysed using a combination of qualitative and quantitative methods.
Pearson’s chi-square test and the M-L chi-square tests were used to analyse the data with
the Statistica programme. A p-value of < 0.05 were calculated as statistically significant.
Emotional support during rehabilitation showed a significant impact on QOL (p=0.0497).
Ninety-two percent (n=12) of participants rated their QOL as good or excellent while
77% (n=10) rated their SWL as good. Participants who were older than 26 reported a
significantly higher rate of SWL than younger ones (p=0.0292). Furthermore, results
showed that the family was the most constant source of support during rehabilitation
(54%, n=7). Despite that, 77% (n=10) of participants felt that they received excellent
emotional support from the rehabilitation team.
The study results are intended to facilitate growth and development in the rehabilitation
process and guide professionals in the offering of emotional support.
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A clash of cultures : exploring the perceptions and experiences of South African youth towards the military as an employer of choiceSmith, Megan 04 1900 (has links)
Thesis (MA)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: With the shift to an all-volunteer force and the end of the Cold War, armed forces across the globe
are finding it increasingly difficult to attract, recruit and retain the right quantity and quality of recruits
in the ranks. Similarly, the South African National Defence Force (SANDF) has expressed difficulties
with recruitment but more so with the ability to attract ‘high calibre’ recruits in order to staff a defence
force that is disciplined and technologically advanced. Although this is a consequence of various
economic, social and political factors, one of the greatest challenges facing recruiters is the changing
work values and preferences of the new millennial generation. As the title of this thesis postulates,
evidence from the West suggests a ‘clash’ in values between millennials, who are individualistic,
protected, ambitious and self-centred, and the military, which requires conformity, obedience and
structure. While there is a vast amount of literature regarding the all-volunteer force and youth values
of military service in the West, there is no study of this kind in South Africa.
In this study, I aim to fill this void by exploring young South Africans’ perceptions and experiences
of military service. As there is no existing literature on the propensity to enlist in South Africa, focus
groups and interviews were conducted with high school learners, Military Skills Development System
(MSDS) members who have completed one year of military service and recruitment officers who
come into contact with school-leavers from across South Africa. These discussions were framed
around two broad questions, namely what are the work values of young South Africans and what
factors attract young people to or deter them from the military job.
The conclusion is reached that the SANDF is not an employer of choice because of various
institutional and societal factors. The military job is largely unappealing to young South Africans,
who are risk-averse, individualistic and wish to be in close proximity to their families. The culture of
the military is also unattractive to the majority who are not receptive to authoritarian regimes that
expect unquestioning obedience and discipline and emphasise hegemonic masculine ideals. Besides
this, two societal forces have a significant impact on the ability of the ability of the SANDF to attract
recruits. The decline in the prestige of the military job and the presence of an ever-growing civilmilitary
gap indicate that youth are neither informed about the military nor see the military as a high
status job in society. Consequently, the inability of the SANDF to meet recruitment targets can be
detrimental to the ability of the SANDF to fulfil its mandate. / AFRIKAANSE OPSOMMING: Sedert die verskuiwing na weermagte wat geheel en al uit vrywilligers bestaan en die einde van die
Koue Oorlog vind gewapende magte wêreldwyd dit steeds moeiliker om voldoende rekrute van die
regte kwaliteit te lok, te werf en te behou. Ook die Suid-Afrikaanse Nasionale Weermag (SANW)
ervaar probleme met werwing, maar veral met die vermoë om ‘hoëkaliber’-rekrute te lok na ’n
weermag wat gedissiplineer en tegnologies gevorderd is. Hoewel dit die gevolg van verskeie
ekonomiese, sosiale en politieke faktore is, is een van die grootste uitdagings vir werwingspersoneel
die veranderende werkwaardes en werkvoorkeure van die nuwe milenniumgenerasie. Soos die titel
dit stel, dui getuienis uit die Weste op ’n ‘waardekonflik’ tussen hierdie generasie, wat
individualisties, beskut, ambisieus en selfgesentreerd is, en die militêr, wat konformiteit,
gehoorsaamheid en struktuur vereis. Hoewel daar ’n magdom literatuur oor vrywilligersmagte en
jeugwaardes van militêre diens in die Weste bestaan, is geen studie van hierdie aard nog in SuidAfrika
onderneem nie.
Met hierdie studie wil ek hierdie leemte vul deur jong Suid-Afrikaners se persepsies en ervarings van
militêre diens te verken. Aangesien daar geen literatuur bestaan oor geneigdheid om by die weermag
in Suid-Afrka aan te sluit nie, is fokusgroepe gehou en onderhoude gevoer met hoërskoolleerders,
MSDS-lede wat hul eerste diensjaar voltooi het en werwingsoffisiere wat met landwyd met
skoolverlaters in aanraking kom. Hierdie gesprekke is afgegrens deur twee breë vrae, naamlik wat
die werkwaardes van jong Suid-Afrikaners is en watter faktore jong mense na of van die militêre
werk lok of afstoot.
Die gevolgtrekking is dat die SANW om verskeie institusionele en maatskaplike redes nie ’n
voorkeurwerkgewer is nie. Jong Suid-Afrikaners, wat risikoweersinnig en individualisties is en naby
hulle familie wil bly, vind ʼn militêre loopbaan breedweg onaantreklik. Die militêre kultuur spreek
ook nie die meerderheid aan nie, wat nie ontvanklik is vir outoritêre regimes wat onverbiddelike
gehoorsaamheid en dissipline eis en hegemoniese manlike ideale beklemtoon nie. Hierbenewens is
daar twee samelewingsfaktore wat ʼn beduidende impak het op die SANW se vermoë om rekrute te
werf. Die kwynende prestige van ʼn militêre loopbaan en die teenwoordigheid van ʼn steeds groeiende
kloof tussen siviel en militêr dui daarop dat jongmense nóg oor die militêr ingelig is nóg dit as ’n
werk met status in die samelewing beskou. Gevolglik kan die SANW se onvermoë om
werwingsteikens te behaal sy vermoë om sy mandaat uit te voer nadelig beïnvloed.
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Professional military education in the South African national defence force : the role of the military academyEsterhuyse, Abel Jacobus 03 1900 (has links)
340 leaves printed on single pages, preliminary pages i-xvii and numbered pages 1-322. Includes bibliography, table of contents, list of figures, list of tables, list of abbreviations. / Dissertation (PhD)--University of Stellenbosch, 2007. / ENGLISH ABSTRACT: The study represents a descriptive analysis of the tensions that drive the need for an educated military in South Africa and, more specifically the role of the South African Military Academy in the provision thereof. The purpose of the research was to demarcate the proper role of the South African Military Academy in the academic and professional preparation of officers for the South African National Defence Force (SANDF). This purpose necessitated, firstly, an analysis of the need for education in armed forces in general and in South Africa in particular, with specific reference to the tensions underpinning military education and training. It secondly called for a broad assessment of the nature of professional military education in the SANDF at large to contextualise the role and function of the South African Military Academy. These discussions are based on a literature overview, document analysis and unstructured interviews with decision makers. In the first part of the study, a framework is developed for the education of officers. The framework is based on the assumption that modern military professionalism is rooted in a need for training to develop military skills, education to understand and develop the military body of knowledge and experience as the application of skills and knowledge. It is also based on the identification of four knowledge clusters that need to be the focus of officer education, namely the external security environment within which armed forces operate, the nature of armed forces as organisations, the professional employment of armed force(s), and the physical environment within which armed forces operate. The framework highlights three levels of officer development: the making of lieutenants, the making of colonels, and the making of generals. This framework is used for the analysis of education, training and development in the SANDF. Both the positive and negative attributes as well as trends in training and education in the SANDF are discussed. The discussion serves as the departing point for an outline of the debate about the role of the Military Academy since democratisation in 1994. It is argued that there is no clarity about the role and function of the Military Academy. Critical questions are also asked about the nature of the academic programmes offered to officers at the Military Academy. The departmental level agreement between the Department of Defence and the University of Stellenbosch is pointed out as the raison d'être for many of the problems with which the Military Academy is confronted. The study finally highlights the need for education as a requirement for officership in the SANDF, a reconsideration of military socialisation at the Military Academy, the difficult position of the Faculty of Military Science, the need for a core academic programme, and structural changes that are needed at the Military Academy. It is recommended that, like many foreign military academies, the future existence of the Military Academy be assured through national legislation. The involvement of the University of Stellenbosch in the education of young officers at the Military Academy should not be terminated. However, the existence, functioning, organisation and structure of the Military Academy should not be based on a “goodwill-approach” between the University and the Department of Defence. / AFRIKAANSE OPSOMMING: Die studie bied beskrywende analise van die spannings wat die behoefte aan opgevoede weermag in Suid-Afrika onderlê en, meer spesifiek, die rol van die Militêre Akademie in die voorsiening van opvoeding in dié verband. Die besondere oogmerk van die navorsing is die afbakening van die werklike rol van die Suid-Afrikaanse Militêre Akademie in die akademiese en professionele voorbereiding van offisiere vir die Suid-Afrikaanse Nasionale Weermag (SANW). Hierdie oogmerk vereis, eerstens, ontleding van die noodsaaklikheid vir die opvoeding van weermagte in die algemeen en in Suid-Afrika in die besonder, met spesifieke verwysing na die spannings wat militêre opvoeding en opleiding onderlê. Dit noodsaak, tweedens, breë waardering van die aard van professionele militêre opvoeding in die SANW om die rol en funksie van die Suid-Afrikaanse Militêre Akademie te kontekstualiseer. Die besprekings is gebaseer op literatuuroorsig, dokumentontleding en ongestruktureerde onderhoude. In die eerste deel van die studie word raamwerk vir die opvoeding van offisiere ontwikkel. Dié raamwerk is gebaseer op die aanname dat moderne militêre professionalisme gebaseer is op militêre opleiding om vaardighede te ontwikkel, opvoeding om die militêre kennisliggaam te verstaan en ontwikkel, asook ervaring as toepassing van vaardighede en kennis. Die raamwerk omvat ook die identifisering van vier fokus kennisareas, naamlik die eksterne omgewing waarin weermagte opereer, die organisatoriese aard van krygsmagte, die professionele aanwending van krygsmag(te), en die fisiese omgewing waarin krygsmagte opereer. Die raamwerk beklemtoon voorts drie vlakke van offisiersopvoeding: die ontwikkeling van luitenante, die ontwikkeling van kolonels, en die ontwikkeling van generaals. Die raamwerk word vervolgens vir ontleding van opvoeding, opleiding en ontwikkeling in die SANW gebruik. Beide die positiewe en die negatiewe kenmerke sowel as tendense van opleiding en opvoeding in die SANW word bespreek. Dié bespreking dien as vertrekpunt vir ontleding van die debat oor die rol van die Militêre Akademie sedert demokratisering in 1994. Daar word aangevoer dat daar geen duidelikheid oor die rol en funksie van die Militêre Akademie bestaan nie. Kritiese vrae word gevra oor die aard van die akademiese programme wat aan offisiere by die Militêre Akademie gebied word. Die departementele ooreenkoms tussen die departement van Verdediging en die Universiteit Stellenbosch word voorgehou as die raison d'être van baie probleme waarmee die Akademie gekonfronteer word. Die studie beklemtoon die behoefte aan opvoeding as vereiste vir offisierskap in die SANW, die heroorweging van militêre sosialisering by die Militêre Akademie, die heroorweging van die posisie van die Fakulteit Krygskunde, die behoefte aan akademiese kernleerplan, en strukturele veranderinge wat by die Militêre Akademie vereis word. Daar word aanbeveel dat, soos in die geval van verskeie buitelandse militêre akademies, die toekoms van die Militêre Akademie deur nasionale wetgewing verseker word. Die betrokkenheid van die Universiteit Stellenbosch in die opvoeding van offisiere moenie daardeur beëindig word nie. Die bestaan, funksionering, organisering en struktuur van die Militêre Akademie moet egter nie op “welwillendheidsooreenkoms” tussen die Universiteit en die Departement van Verdediging gebaseer wees nie.
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The supervisory training course of the SANDF : an occupational social work evaluation / by Hester Sophia McGimpseyMcGimpsey, Hester Sophia January 2006 (has links)
The productivity and well-being of the SANDF are dependent on the effective
functioning of its individual members, positive relationships amongst various
groups of members and between members and the organization. Military social
work, based on occupational social work, was established in order to support the
well-being of the organization. Supervisors within the South African National
Defence Force play a fundamental role in the management and assistance of
employees and organizational units whose performance is affected by a range of
problems. These supervisors are the key role players in the identification and
effective referral of 'employees whose performance is affected by problem
situations. The Supervisory Training Course was developed and implemented by
military social workers as a training aid to equip supervisors in appropriate ways
of managing and assisting employees and organizational units. The Supervisory
Training Course (a very comprehensive package) is currently presented on a
small scale amongst SANDF supervisors. These supervisors are not using
acquired knowledge and skills effectively regarding the management of their
subordinates. This situation motivated the researcher to undertake this study. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2006.
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The readiness of South African National Defence Force infantry commanders to manage disasters in Southern AfricaHerbst, Carel Augustyn. January 2014 (has links)
M. Tech. Business Administration / The purpose of the study was to investigate, evaluate and validate the state of readiness of South African National Defence Force infantry military commanders to manage disasters in southern Africa. A survey was conducted by means of a questionnaire that was completed by 122 respondents from three infantry battalions and the infantry formation headquarters across South Africa, representing a reasonable cross-section of infantry battalions leaders.
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