Thesis (MBA)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: The term DERI stands for Defence Evaluation and Research Institute. DERls are strategic institutes, established primarily to provide technological support to the Department of Defence. They are responsible for the cost-effective development, maintenance and application of advanced technologies and concentrate on specific application areas in the South African Defence Force, corresponding to the User Support Teams in the Armament Technology Acquisition Secretariat. The research problem is how to strategically manage such a DERI in terms of vision, mission, goals, structure of organisation, clients, alliances and resources such as funding, personnel, facilities and equipment, to optimally provide the best possible service to the main client, the DoD and in the process ensure the long term sustainability of the DERI. An interview was held with the senior executive manager of each of the five official DERls and also with two very knowledgeable persons on the subject of Defence and Evaluation Research management, with the aim of determining which attributes or factors they deem important in the strategic management of a DERI. The interviews were typed ver batim and all the attributes were included in a questionnaire. A few more attributes determined from literature and discussions with De Wet, were also added. Afterwards the abovementioned managers completed a questionnaire in which they indicated the relative importance of the various attributes. The attributes that scored the highest rating were grouped into clusters and are analysed accordingly. The clusters are as follows: • ''people" cluster since it is about the knowledge, skills and trust of people • ''value-for-money cluster since the attributes are about planning, funding and objectives • "you-have-to-earn-your-survival cluster since it is about disciplines, application of R&D and the right of existence of a DERI All three clusters are enlightened by the comments, remarks, suggestions and concerns raised during the interviews with the senior executive managers. People attributes came out as being the most critical success factor in the strategic management of a DERI. "People" can effectively be divided into two categories - the DERI's employees on the one hand and the clients' employees on the other. Everything concerning people is seen as important namely: training. remuneration, quality service (internal and external), trust, growth and development, communication, Black Economic Empowerment, stakeholder interface, etc. There is a concern about the longer-term survival of the DERls because they are currently situated in two different organisations in two different state departments with different visions, missions and goals. A clear indication of the road ahead should be given as soon as possible. A solution to the integration question would be an independent investigation by people who have no vested interests in the outcome of the decision. Whatever the final answer (one of the two current state departments or a new organisation or the slatus quo), both departments (Arts, Science and Technology and Defence) should not feel endangered and the solution should be a win-win situation for both parties. / AFRIKAANSE OPSOMMING: DERI is die verkorte vorm vir Defence Evaluation and Research Institute oftewel Evaluasie- en Navorsingsinstituut vir die Weermag. DERI's is strategiese institute wat daargestel is om tegnologiese ondersteuning aan die Departement van Verdediging te bied. DERI's is verantwoordelik vir die koste-effektiewe ontwikkeling, instandhouding en aanwending van gevorderde tegnologiee en fokus op spesifieke toepassingsareas in die Suid-Afrikaanse Weermag. Die ondersteuning vind plaas in ooreenstemming met die behoeftes van gebruiker ondersteuningspanne in die Wapen Tegnologie Aanskaffingsekretariaat. Die navorsingsonderwerp is hoe om 'n DERI strategies te bestuur in terme van visie, missie, doelwitte, struktuur van organisasie, kliente en bronne soos befondsing, personeel, fasiliteite en toerusting, Ten einde die bes moontlike diens aan die hoofklient, die Departement van Verdediging, te lewer en terselfdertyd die DERI volhoubaar te maak oor die lang termyn. 'n Onderhoud is gevoer met die senior uitvoerende bestuurder van elke DERI sowel as met twee baie kundige persone op die gebied van Verdedigingsevaluasie en Navorsingsbestuur. Die doel hiervan was om te bepaal watter faktore as die belangrikste in die strategiese bestuur van 'n DERI, beskou word. Die onderhoude is woordeliks getik en al die faktore aangedui, in 'n vraelys opgeneem. 'n Verdere aantal faktore, wat uit literatuurstudies en gesprekke met De Wet verkry is. is ook ingesluit in die vraelys. Die vraelys is aan die betrokke persone gestuur met die versoek om die relatiewe belangrikheid van die faktore aan te dui. Die faktore wat die meeste gewig dra, is in groepe saamgevoeg en sodanig ontleed. Die groeperings is as volg: • "mense" groepering aangesien dit handel oor kennis, vaardighede en onderlinge vertroue tussen mense • "waarde-vir-geld" groepering aangesien dit handel oor beplanning, befondsing en strategiese doelstellings • "moet-jou-oorlewing-verdien" groepering aangesien dit handel oor dissiplines, die toepassing van navorsing en ontwikkeling en die bestaansreg van 'n DERI Die drie groepe word toegelig deur kommentaar, opmerkings en voorstelle van die bestuurders tydens die onderhoude. Die "mens"-faktor is verreweg die belangrikste sukses faktor in die strategiese bestuur van 'n DERI. "Mense" kan in twee kategoriee verdeel word - die DERI se werknemers aan die een kant en die van die klient aan die ander kant. Alle aspekte rakende mense, word beskou as belangrik naamlik: opleiding, vergoeding, kwaliteit van diens (intern sowel as ekstern), vertroue, groei en ontwikkeling, kommunikasie, Swart Ekonomiese bemagtiging, kontak met belangehouers, ensovoorts. Daar bestaan onsekerheid oor die voortbestaan van die DERl's oor die langtermyn as gevolg van die feit dat hulle tans deel is van twee organisasies binne twee verskillende staatsdepartemente. Hierdie departemente het verskillende visies, missies en doelstellings. 'n Aanduiding van die pad vorentoe moet so gou as moontlik verskaf word.

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.

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.

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.

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.

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.

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.

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.

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.

Thesis (MMil)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: HIV/AIDS is spreading through Africa in epidemic proportions. Hundreds and thousands of people are infected on a daily basis. This pandemic destroys the emotional and physical strength of individuals. In Sub-Saharan Africa there is an estimated 28,1 million people living with HIV/AIDS. The military forces of Africa are not immune to this. Growing concern has shifted the focus of HIV/AIDS to the armed forces because they generally have higher levels of HIV/AIDS than the civilian population. Within the military it is critical that HIV/AIDS be managed in a manner that retards the spread of the virus as well as the negative impact that it has. The cornerstone of combat efficiency within the SANDF is its infantry section, a group of people forming the basis for the rest of the operational force structure that is deployed within an operational area. The deployment areas are dangerous and unstable and are conducive to the spread of HIV/AIDS. When forces are deployed within the operational area, they forge a bond built on trust, loyalty and a confidence in each other's work capability. HIV/AIDS impacts on this capability and results in an environment characterised by low morals, discrimination and stigma. The important element is to make soldiers aware of the implications of HIV/AIDS, and the perceptions that exist about people living with the disease. The success lies in the correct management in terms of prevention and protection. A clear understanding of the disease is the most important element in starting an effective prevention programme. People have to understand that HIV/AIDS is not only a medical problem, but also has far-reaching social and security implications. It not only affects the infected but also their families, relatives and friends. The infection has an enormous social impact that should not be underestimated. If left unchecked, HIV/AIDS will cripple the SANDF. implications. It not only affects the infected but also their families, relatives and friends. The infection has an enormous social impact that should not be underestimated. If left unchecked, HIV/AIDS will cripple the SANDF. / AFRIKAANSE OPSOMMING: MIVNIGS word tans in Afrika deur duisende mense versprei en bereik epidemiese vlakke. Hierdie virus val die mens se fisiese en geestelike krag aan. In Afrika benede die Sahara is daar omtrent 28,1 miljoen mense wat met MIVNIGS leef. Die militêre mag van Afrika is nie imuun teen die stryd. Grootskaal se kommer is gefokus op die gewapende magte van Afrika omdat die militêr geneig is om meer MIVNIGS positiewe mense te hê as die siviele omgewing. Binne die militêr is dit krities dat MIVNIGS op so "n manier bestuur word dat die verspreiding van hierdie siekte belemmer word. Die infanterie seksie is die hoeksteen van vuurkrag effektiwieteit binne die SANW. Hierdie seksie is die fondament van die operasionele mag wat binne operasionele gebiede ontplooi word. Hierdie gebiede word gekenmerk deur gevaar en onstabiliteit wat die verspreiding van MIVNIGS vergemakiIk. Wanneer hierdie mag ontplooi word, is dit op die beginsel van vertroue in mekaar, lojaliteit en in "n geloofwaardigheid in mekaar se werksvermoë. MIVNIGS impak direk op hierdie beginsels en veroorsaak "n omgewing wat deur lae morele waardes, diskriminasie en negatiewe persepsies gekenmerk word. Dit is belangrik dat die soldaat ingelig word oor die persepsies en impak wat MIVNIGS moontlik kan hê. Die korrekte bestuur sal die mate van sukses bepaal hoe hierdie virus gehanteer kan word. "n Volle begrip sal die deurslaggewende beginsel wees in die effektiewe beheer van MIVNIGS word. Mense moet verstaan dat MIVNIGS nie net "n mediese probleem is maar dat dit ook "n verreikende effek het op die sekuriteit en sosiale dele van ons lewens. Dit impak ook op die families van die wat siek is, en die impak moet nie onderskat word nie. Die SANW sal tot sy knie gebring word sou hierdie virus onbepaald voortgaan.