An employee is usually entitled to representation in a disciplinary hearing. The question arises whether this representation includes legal representation or whether it is limited to representation by union representatives or a fellow employee? An employee's right to legal representation will in most cases be determined by a collective agreement, the employment contract or a disciplinary code. Over the years the Courts have indicated that they are not prepared to grant an absolute right to legal representation in disciplinary enquiries. Yet in some cases the courts found legal representation to be a sine qua non for a fair hearing and an intrinsic part of natural justice. It seems that the conclusion that can be drawn from this research is that legal representation might soon become a requirement for a fair disciplinary hearing in serious and complex matters. This research looks at numerous decisions both in die public and private sector before and after 1994. The right to legal representation is also discussed in the light of a fair hearing. The various advantages and disadvantages of legal representation are briefly examined. It is argued that all employees should be granted legal representation in complex and serious matters where the employee is likely to be dismissed. It is thus said that all presiding officers should be granted a discretion to allow legal representation in serious and complex matters. / Thesis (LL.M. (Labour Law))--North-West University, Potchefstroom Campus, 2006.

The transition for any executive into a new appointment is a challenge. This transition for the newly appointed Chief Information Officer (CIO) is especially challenging given the complexity and ambiguous nature of their role. Investment in information technology (IT) has steadily increased over the past twenty years and contributes to enabling business changes that drive organizational performance improvements. The role of the Chief Information Officer (CIO) has evolved into an executive who holds significant responsibility for leading the organization in realizing these investment benefits. Therefore unsuccessful CIO transitions can negatively impact the extent to which the organization’s IT benefits are fully realized. This research has one objective: to increase our understanding of the process of taking charge for the newly appointed Chief Information Officer (CIO). This increased understanding contributes to academic research as well as provides insights to practicing CIOs that will increase their probability of successfully taking charge of a new appointment. The project explores this phenomenon in depth from both the CIO’s and non-IT executive’s (CxO) perspective through semi-structured interviews with 43 executives. Participants included twenty-one Chief Information Officers and twenty-two C-suite, non-IT executives. The study integrates concepts from role theory and leader socialization with CIO leadership challenges. Findings indicate that the newly appointed CIO experiences a mutual adjustment process when they take charge. This adjustment occurs within their role set; the IT leadership team, the Chief Executive Officer (CEO) and the other top management team members (CxOs). The data suggests that CIOs experience three overlapping phases of taking charge; Entry, Stabilization and Renewal. These phases result in confidence, credibility and legitimacy as a new leader in the organization. The data further reveals that the type of transition (Start-up, Turnaround, Realignment or Success-sustaining) encountered by the CIO is a significant influence on the taking charge process. CIO socialization is influenced heavily by their role set and the expectations within it. CIOs will encounter CxO peers with varying preferences on interaction style and focus. In addition the CxOs in the study identified three different views of CIOs that reinforce the role ambiguity for the newly appointed CIO. The study reveals that CIOs experience organizational socialization in two domains of leadership. These domains are supply-side and demand-side leadership. The data suggests that supply-side socialization occurs prior to demand-side socialization. These socialization outcomes are dependent on transition type. This research extends previous work done on CIO transitions by identifying phases, activities and outcomes. An additional contribution is the first empirical model of new CIO socialization. Leader socialization research is enhanced with the study of a non-CEO executive. This model contributes a deeper understanding of the mutual adjustment process experienced by a newly appointed CIO. Practicing CIOs can apply these findings in developing transition plans and actions for taking a new appointment. The CxO types and attitudes can inform the newly appointed CIO on customizing their relationship building approaches. Understanding that taking charge requires 2-3 years can lead to more realistic expectations of the executive. The findings of this study can lead CIOs to a higher probability of success in taking charge of a new appointment.

This two-part study of the criminal investigation process first evaluated the frequency with which patrol officers solve cases assigned to the investigations division and then examined how detectives spent their time, both on case assignments and on other activity not related to current case assignment. Cases assigned to the investigations division for follow up were examined to determine how often a case was cleared by the patrol officer. The detective's time was then evaluated in order to determine how much time detectives spent on investigative tasks and other activities. This study confirms that the patrol officer should be given more time to conduct preliminary investigations for specific cases, and that tasks performed by detectives could be shifted to other personnel in the department. Both actions should serve to positively impact case clearance rates.

Approved for public release, distribution is unlimited / This thesis analyzes the retention of female Naval officers, focusing on the relationship between officer selection metrics and retention beyond minimum service obligation and the effect of lateral transfers on the retention of junior officer in the Unrestricted Line. The retention analysis utilizes data from Naval Academy cohorts 1988-1991, while the lateral transfer analysis uses data from officer cohorts 1986-1991 available through the Officer Promotion History File. The retention analysis focuses on whether the elements of the Naval Academy's Whole Person Multiple (WPM) are valid predictors of graduation and fleet retention beyond minimum service requirement for female officers. Results indicate that the WPM is generally a poor predictor of female graduation and retention, a result that is contrary to previous research that used mixed gender or male-only samples. Only the Math SAT, English/Math teacher recommendation score, and athletic/non-athletic extracurricular activities score have positive and significant relationships with retention beyond minimum service requirement. Thus, it is recommended that the Naval Academy Admissions Board develop a revised selection metric for females in order to select and commission female officers with a greater propensity for career service. The lateral transfer analysis seeks to determine the characteristics of officers in the Navy's lateral transfer system. Results reveal that women are more likely than men to transfer from Unrestricted Line to Restricted Line communities. This higher likelihood of lateral transfer for women is considered a major contributor to the low retention of female officers in Unrestricted Line communities. / Lieutenant, United States Navy

Doctor of Philosophy / Department of History / Donald J. Mrozek / This dissertation examines the development of the professional military studies curriculum at the United States Air Force Academy. The study explores the rationale behind establishing an Air Force Academy, along the lines similar to the U.S. Military Academy at West Point or the U.S. Naval Academy at Annapolis. The quest for an additional academy emphasized the need for specialized training of air force cadets and creating a common bond for its future officer corps, rather than recognizing the necessity to equip them with a professional military education regarding warfare and how air power influences war, for example. This trend continued in the two main studies used to justify the Air Force Academy, as well as the development of the initial curriculum, where an integrated academic curriculum, one that emphasized both the sciences and engineering as well as the social sciences and humanities, placed any discussion of professional military studies on the back burner. The challenge of the Academy’s general academic curriculum on the cadet’s time left little room for the development of a strong, rigorous professional military studies program. However, the confluence of a cheating scandal at West Point and the resulting report, as well as a reflection during the 25th anniversary of the Academy’s founding in 1979, which developed questions on the professional military studies program within the curriculum, led to the establishment of a Permanent Professor within the Deputy Commandant for Military Instruction, and resulted in drastic changes to the curriculum for the cadets, specifically involving professional military studies. Today, the United States Air Force Academy has a Department of Military and Strategic Studies under the overall authority of the Dean of Faculty. This department has as its charter the role to provide “the study of the context, theory, and application of military power”—with special emphasis on the role of airpower to the art and science of war. The document that helps define the duty of the department also states that this necessary study for officer candidates constitutes “the essence of a military academy education” and, most certainly, the central core of a professional military studies program.

Enlisted soldiers preferred to elect company- and regimental-level officers during the first year of the American Civil War. This thesis explores how early Confederate mobilization, class conflict between elites and non-elites, and Confederate military policies affected officer elections from spring 1861 to spring 1862 among Virginia Confederates. Chapter 1 explores how the chaotic nature of mobilization and common soldiers' initial expectations regarding their military service influenced elections from April 1861 until late July 1861. Chapter 2 details the changing nature of elections as elite officers faced challenges from non-elites and Confederate policies regarding furloughs and conscription forced officers to reconcile their men’s expectations of loose discipline with directives from senior commanders.

This case study discusses rape theories by performing a case study of a convicted serial rapist, hereafter referred to as “Carl Criminal.” This pseudonym has been used throughout this research effort in order to avoid the additional contributing to the celebrity status of the true rapist who has committed these vicious sexual assaults. Locations have also been changed in order to prevent contribution of further clues that may help identify the rapist and avoid embarrassment, humiliation, and further mental anguish for the rape victims. On January 18, 1999, Carl Criminal, a 38-year-old white male Sheriff’s Deputy with a local sheriff’s office was arrested and initially charged with five counts of aggravated rape. The charges were later amended to include a sixth charge of aggravated rape. At the time of his arrest, Carl Criminal was a veteran law enforcement officer for over nineteen years and had served as a plainclothes sergeant with the Juvenile Division. Carl Criminal’s arrest ended an extensive years-long rape task force investigation into a series of rapes that occurred between 1986 and 1997. Carl Criminal, upon being interviewed at his place of incarceration, admitted that he committed eleven rapes during the period of his criminal activity while serving as a sheriff’s deputy. This research project explores Carl Criminal’s history and chronicles his career as a law enforcement officer and as a rapist. The project represents a searched for possible explanations, causation, and motivation for his criminal behavior. This study attempts to dissect his aberrant behavior and analyze potential causes related to his nurturing. Furthermore, the study examines his relationships and attempted to discern early patterns of social deviance. Carl Criminal himself stated, “I wish someone could tell me what’s wrong with me.” This research study attempts to furnish answers to his question. This case study explores Carl Criminal’s current thoughts regarding the trauma he brought to his victims’ lives. Carl Criminal lamented the pain he now realizes his victims experienced. The research identified incidents in Carl Criminal’s youth that may now serve as markers to assist in identifying potential criminal behavior in the lives of other adolescents.

Sea Stories is a collection of creative nonfiction essays centered around the growth of a young woman through her experiences with water and ships. The pieces trace the origins of the narrator's tie to water from a childhood involving boating with her dad to sailing a brigantine across the Pacific Ocean and then a six-year career as an officer in the U.S. Coast Guard. The narrator's relationship with her father, predominantly viewed through their shared intimacy with water, is a base theme for the whole collection. Other themes explored in individual essays include reckoning expectations with reality, explorations of the self in and against a group, gender dynamics in military service, and the influence of fiction on life. Sea Stories shows that what we think we know, what we may have only imagined, and on the water, that self-constructed reality can be a dangerous thing.

Stress är något som finns ibland oss oavsett om vi blir påverkade eller inte, det finns både i vårt vardagliga liv och på arbetsplatser. Vissa människor påverkas mer än andra och hanterar stressen som finns runt omkring på olika sätt. Syftet med denna undersökning var att ta reda på hur nautiska befäl ombord på svenskflaggade ro-pax fartyg hanterar stress och om den upplevda stressen påverkar arbetet. Undersökningen genomfördes ombord på fartyg där intervjupersonerna tjänstgjorde. Studien utfördes med hjälp av kvalitativmetod och semi-strukturerad intervjumetod. Studiens resultat är från sju intervjuer med sjöbefäl och visade att det finns en hög stressnivå ombord som påverkar personalen och deras arbeten negativt, speciellt vid lastning och lossning. Studien visade också att sjöbefälen är beroende av det sociala stödet och tar hjälp av koffein för att hantera den upplevda stressen ombord. / Stress is something that exists among us whether we are affected or not, it is both in our everyday life and in the workplace. Some people are affected more than others and handle the stress that are available around in different ways. The purpose of this study was to find out how the nautical officers on board the Swedish flagged ro-pax ships handle stress and if the perceived stress affect the work. The survey was carried out on board ships where the respondents are served. The study was carried out with the help of qualitative method and semi-structured interview methods. The results of the study from the seven interviews with the ship's officers and showed that there is a high level of stress on board that affect staff and their work negatively, especially when loading and unloading. The study also showed that marine officer is dependent on the social support and take the help of caffeine to deal with the perceived stress on board.

This study is designed to investigate the relationship between the age and tenure of the chief executive officer of a corporation and his participation in innovation. The chief executive is assumed to be the key participant in the innovation process. Two questions form the basis of the study, Firsts, are younger chief executives more innovative than older executives? And second, does the tenure of chief executives affect performance in innovation?