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

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

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

M. Tech. Business Administration / The aim of this research is to investigate the effectiveness of South African National Defence Force retention of skilled employees scheme. It looks at the service conditions, pay and benefits. It also looks at working conditions, training, development and career management of soldiers.

Thesis (MMil)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: Managing any government institution has become increasingly complicated as the requirements for accountability; streamlined operations and greater flexibility have multiplied. As effective and efficient management becomes more complex and the demands of constant change are more insistent, consequently the role of information as an organisational resource assumes greater importance for management on all levels inside the organisation. Management relies heavily on information to thrive. The value of information is derived from the actions that managers take as a result of using information. Information management consumes a large portion of any organisations finite resources and it would be to the benefit of the South African National Defence Force to achieve goal congruence between the information management objectives and the organisational objectives. If information is to be viewed as a resource of comparable importance to staff assets, and finance it must be procured and managed as purposefully as any other resource. Information can be seen as a strategic resource for any organisation and must be managed accordingly. The Public Service Act, Act 103 of 1994, which classifies information as a strategic resource for the public sector, confirms this. The formal information management strategy of the Department of Defence must therefore enable the information systems of the South African National Defence Force to support the military and business objectives of the Department of Defence. This strategy specifies how an organisation matches its scares resources and capabilities with the opportunities in the environment to accomplish its objectives. The structure of the South African National Defence Force, before transformation, was centralised and structured into vertical silos. The current information systems in use are therefore functionally orientated supporting the centralised structure (vertical silos). Transformation restructured the South African National Defence Force into a more integrated forces concept (general support base concept), suggesting emphasis on co-operation, joint planning and joint operations. The management of information must move away from the islands and silos towards an integrated and shared environment that enables the integration of information amongst the integrated forces of the organisation. This joint engagement strategy places certain requirements on the resource information to enable it to support the military and business strategy of the Department of Defence. The South African National Defence Force is moving unavoidably closer to an accountability framework based on transparency and compliance with legislation and regulations. An integral part of this framework is the requirements to provide clear and unambiguous evidence of how and why decisions are made. If managers and commanders are going to be more accountable, information must be available to assist them in decision-making and control. With the introduction of the Public Finance Management Act and the Promotion of Access to Information Act, the ability to adhere to the requirements of accountability and responsibility has become a necessity. Relevant and timely information for decision-making and control purposes therefore must be provided to managers and commanders to assist them in decision-making and control. In its present state the available architecture of the information systems of the South African National Defence Force is inadequate to provide the required information for decision-making and control purposes. The information management practices including the information systems therefore must be improved to ensure adherence to the requirements of accountability and responsibility. This study is directed towards the improvement of the quality of information provided by the information systems of the Department of Defence to assist commanders and managers in decision-making and the provision of information for control purposes inside the general support base concept of the SANDF. This improvement can only be achieved by changing budget priorities to ensure a higher priority on information technology across the organisation. Failure to improve the information management practices will result in the ineffective execution of the defence strategies. / AFRIKAANSE OPSOMMING: Die bestuur van enige regeringsinstansie raak toenemend kompleks namate die eise van aanspreeklikheid, operasies en groter buigsaamheid meer word. Soos doeltreffende en doelmatige bestuur meer gekompliseerd en die vereistes vir voortdurende verandering meer veeleisend raak, word die rol van informasie as 'n organisasie hulpbron al hoe belangriker vir bestuurders op alle vlakke binne die organisasie. Bestuurders steun sterk op informasie om suksesvol te wees en die waarde van informasie word dan juis bepaal deur die aksies wat bestuurders neem deur informasie te gebruik. Informasiebestuur neem 'n groot deel van enige organisasie se beperkte hulpbronne in beslag en dit sal voordelig wees vir die Suid-Afrikaanse Nasionale Weermag om doelwitooreenstemming te bewerkstellig tussen informasiebestuurdoelwitte en organisasiedoelwitte. Indien informasie gesien word as 'n hulpbron van betreklike belang vir personeel, bates en finansies moet dit net so doelgerig as enige ander hulpbron bekom en bestuur word. Informasie is 'n strategiese hulpbron vir enige organisasie en moet dienooreenkomstig bestuur word. Dit word bevestig deur die Staatsdienswet, Wet 103 van 1994, waarin informasie as 'n strategiese hulpbron in die staatsdiens geklassifiseer word. Die formele informasie bestuurstrategie van die Departement van Verdediging moet dus die informasiestelsels van die Suid-Afrikaanse Nasionale Weermag in staat stel om die militêre en besigheidstrategie van die Departement van Verdediging te ondersteun. Hierdie strategie spesifiseer hoe 'n organisasie sy skaars hulpbronne en vermoëns verbind aan geleenthede in sy omgewing om sy doelwitte te bereik. Voor transformasie was die struktuur van die Suid-Afrikaanse Nasionale Weermag gesentraliseerd en in vertikale silo’s gestruktureer. Die informasiestelsels huidig in gebruik is derhalwe funksioneel georiënteer en ondersteun die sentrale struktuur (vertikale silo’s). Danksy transformasie is die Suid-Afrikaanse Nasionale Weermag hergestruktureerd in 'n meer geïntegreerde magtekonsep ("general support base concept") met die fokus op samewerking, gesamentlike operasies en gesamentlike beplanning. Die bestuur van informasie moet wegbeweeg van die eilande en silo’s-benadering na 'n meer geïntegreerde en gedeelde omgewing wat die integrasie van informasie tussen die geïntegreerde magte van die organisasie moontlik maak. Hierdie gesamentlike strategie stel sekere vereistes aan die hulpbroninformasie om die ondersteuning van die militêre en besigheidstrategie van die Departement van Verdediging moontlik te maak. Die Suid-Afrikaanse Nasionale Weermag beweeg onvermydelik nader aan ‘n aanspreeklikheidsraamwerk wat gebaseer is op deursigtigheid en die nakoming van wetgewing en regulasies. ‘n Integrale deel van hierdie raamwerk is die vereiste om duidelike en betroubare bewyse oor besluitneming te verskaf. Indien bestuurders en bevelvoerders meer aanspreeklik gehou gaan word, moet informasie beskikbaar wees om hulle by te staan in besluitneming en beheer. Met die implementering van die Wet op die Bestuur van Openbare Finansies ("The Public Finance Management Act") en die Wet op Openbaarmaking van Informasie ("Promotion of Access to Information Act") het die vermoë van organisasies om te voldoen aan die vereistes van aanspreeklikheid en verantwoordelikheid ‘n noodsaaklikheid geword. Relevante en tydige informasie vir besluitneming en beheer moet dus voorsien word aan bestuurders en bevelvoerders om hulle by te staan in besluitneming en beheer. Die huidige stand van argitektuur van die informasiestelsels van die Suid-Afrikaanse Nasionale Weermag is onvoldoende om die vereiste informasie vir besluitneming en beheer te verskaf. Die praktyke vir die bestuur van informasie moet dus verbeter word om uitvoering te gee aan die vereistes van aanspreekilikheid en verantwoordelikheid. Hierdie studie is gerig op die verbetering van die gehalte van informasie wat verskaf word deur die informasiestelsels van die Departement van Verdediging om bevelvoerders en bestuurders by te staan in besluitneming, asook die verskaffing van informasie vir beheer doeleindes binne die "general support base"-konsep van die SANW. Hierdie verbetering kan slegs bereik word deur begrotingsprioriteite te verander om te verseker dat ‘n hoër begrotingsprioriteit op informasietegnologie geplaas word reg deur die organisasie. Die onvermoë om die informasiebestuurspraktyke te verbeter sal die bereiking van die verdedigingstrategieë nadelig beïnvloed.

Thesis (MCom)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The Military Skills Development System (MSDS) of the South African National Defence Force (SANDF) is the military contribution towards the South African National Skills Development Strategy. The purpose of this study was to determine if the SANDF is succeeding in contributing towards youth development, by investigating the career maturity (CM) of MSDS members. The adolescent years are a critical time for youth to explore and confirm their career choices, and to make major decisions at what can be perceived as a turning point in their lives. The factors that influence CM were investigated in order to determine the most suitable focus for possible career guidance programmes or interventions within the MSDS. A sample of 310 MSDS members was used to gather information on CM and the most prominent factors that have an impact on CM were identified from the literature review. Data was collected by means of administering five questionnaires; The Career Maturity Inventory- Revised short form (CMI-R), The Career Decision Self-Efficacy scale short form (CDSE), The Military Hardiness Scale (MHS), the Seven Habits Profile (SHP) and a Biographical Information Form (BIF). The CM of the MSDS members was found to be moderate. MSDS members seem to have high levels of confidence in their abilities to make career decisions (self-efficacy) and they perceive themselves as being hardy and having very good life skills. Moderate and weak, positive relationships were discovered between all twenty of the factors (scales and subscales of independent variables) and CM (dependent variable); however, they were not all significant. Multiple regression analysis resulted in a set of predictor variables (factors) which were used as the focus for recommendation on how CM may be improved for MSDS in the SANDF. These factors include: self-efficacy, seeking occupational information, self-appraisal, commitment, challenge, conscientiousness and continuous improvement. / AFRIKAANSE OPSOMMING: Geen opsomming beskikbaar.

In a rapidly changing and competitive world organisations need to develop and improve their performance continuously to ensure a competitive advantage. Organisations need to determine their current status of performance constantly and identify organisational strengths and areas where improvements can be made. Periodic organisational self-assessments are therefore required to measure current management and operations policies, practices and procedures, in order to enhance overall business performance rather than solely concentrating on the quality of products or services. Traditionally, external inspections were more commonly used by educational and training institutions for the evaluation of institution and learner performance. These institutions are today taking part in a growing drive for internal self-evaluation, arising from the desire of institutions and Education, Training and Development (ETD) practitioners to assess their own performances. Self-assessment as part of an endeavour to sustain continuous improvement is therefore also appropriate for ETD providers in the South African National Defence Force (SANDF). A new defence dispensation and a changing ETD environment in South Africa have created new demands on ETD providers in the SANDF. Although training units within the SANDF may function in a unique military context, national legislation relevant to ETD and the latest approach of openness and transparency into matters of the Department imply that military as well as non-military ETD in the SANDF is to be closely aligned with national training and development initiatives. As legislation does not make a distinction between military and private ETD providers in South Africa, most traditionally assumed differences are no longer relevant. A case study explored the appropriateness of conducting organisational self-assessment as component of a Continuous Performance Improvement Strategy and Quality Assurance within the SANDF. The study also investigated the usefulness of a Total Quality Management approach to quality assurance in the ETD environment and the impact of the frameworks used, available assessment instruments and the selected assessment methods on the significance of organisational self-assessment by ETD providers. This study's investigation of the appropriateness and significance of regular organisational self-assessments by training units in the SANDF thus has broader implications, as recommendations are also applicable to other ETD providers. / Educational Studies / D. Ed. (Education Management)

In a rapidly changing and competitive world organisations need to develop and improve their performance continuously to ensure a competitive advantage. Organisations need to determine their current status of performance constantly and identify organisational strengths and areas where improvements can be made. Periodic organisational self-assessments are therefore required to measure current management and operations policies, practices and procedures, in order to enhance overall business performance rather than solely concentrating on the quality of products or services. Traditionally, external inspections were more commonly used by educational and training institutions for the evaluation of institution and learner performance. These institutions are today taking part in a growing drive for internal self-evaluation, arising from the desire of institutions and Education, Training and Development (ETD) practitioners to assess their own performances. Self-assessment as part of an endeavour to sustain continuous improvement is therefore also appropriate for ETD providers in the South African National Defence Force (SANDF). A new defence dispensation and a changing ETD environment in South Africa have created new demands on ETD providers in the SANDF. Although training units within the SANDF may function in a unique military context, national legislation relevant to ETD and the latest approach of openness and transparency into matters of the Department imply that military as well as non-military ETD in the SANDF is to be closely aligned with national training and development initiatives. As legislation does not make a distinction between military and private ETD providers in South Africa, most traditionally assumed differences are no longer relevant. A case study explored the appropriateness of conducting organisational self-assessment as component of a Continuous Performance Improvement Strategy and Quality Assurance within the SANDF. The study also investigated the usefulness of a Total Quality Management approach to quality assurance in the ETD environment and the impact of the frameworks used, available assessment instruments and the selected assessment methods on the significance of organisational self-assessment by ETD providers. This study's investigation of the appropriateness and significance of regular organisational self-assessments by training units in the SANDF thus has broader implications, as recommendations are also applicable to other ETD providers. / Educational Studies / D. Ed. (Education Management)

This dissertation is an exploratory study aimed at empirically identifying and examining manifestations of communication barriers in the South African National Defence Force. A convergence model of communication is presented, describing the stages involved when individuals share the same information. The convergence model of communication delineates the relationship among the physical, psychological, and social aspects of communication. Two complementary theorems deduced by Kincaid (1988) from the convergence principle and the basic cybernetic process involved in information processing are applied in the analyses. The theorems specify the conditions under which intercultural communication will lead to convergence between members of different cultures involved. An empirically testable model was developed to collect information about possible communication barriers. The barriers are an indication of the restrictions on communication in the system and therefore indicate the possibility of restricting cultural convergence. / Communication / M.A. (Communication)

Thesis (MA)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: The tendency to use adventure-based training as an intervention medium for the improvement of the self-concept has grown rapidly over the past few years. However, research results on the effect of adventure-based training on participants' self-concepts are very contradictory. Some studies revealed significant positive improvements, while others revealed no significant differences in pre- and post-measures. The effect of adventure training on the self-concept in the military context has so far not yet been investigated in South Africa. A sound self-concept is of critical importance to young career officers, as it enables them to function with self-confidence in both their work environment and their community roles. They enter the military environment as late adolescents, which implies that the successful mastering of specific developmental tasks such as the formation of identity or self-concept, is a prerequisite for their dynamic functioning in the world of work. The aim of this study was to determine whether adventure training can indeed be utilised to enhance the self-concepts and self-efficacy of young career officers in the South African National Defence Force. A quasi-experimental design with a pre-test, post-test and post-post-test was used to determine the effect of a Ropes Course Development Programme on the self-concepts of young career officers. Subjects for the experimental group were selected from the young career officer population at the Military Academy (n=33) and subjects for the control group were selected from the young career officer population at the SA Army Gymnasium (n=32). Two measuring instruments were administered, during three time intervals, namely the Self-description Questionnaire III and the General Self-efficacy Scale. From the results it can be concluded that the control group did not change much during the eight-week-period of the study. Only three significant withingroup changes occurred, namely in the scores of the mathematical skills selfconcept sub-scale, in the scores of the total academic self-concept and the GSE scale. All three measurements showed a significant increase for the pretest to post-post-test time interval. The experimental group showed a number of changes between pre-test and post-test, as well as pre- and post-test to post-post-test time intervals. The SOOIII sub-scales with declining scores were the participants' self-concept regarding their verbal skills (post- to post-post-test) and academic ability (preand post-test to post-post-test). The total academic self-concept score was also significantly lower from post-test to post-post-test measurement. Scores that were positively affected over time were their self-concepts regarding their relations with parents (for pre-test to post-test), religion (for pre-test to posttest and maintained to post-post- test), the total non-academic self-concept (pre- to post-test) and the total general self-concept score (from pre- to posttest). The experimental group did not change with regard to their GSE scores. The most evident between-group differences were observed during the postpost- test on the verbal skills, academic ability, and total academic selfconcept scores (control group> experimental group), and relations with same sex self-concept scores (experimental group> control group). A significant relationship between the total SOOIII score and the GSE scale over the three time periods was observed. Highly significant r-values were obtained for both groups on all but one measurement. The final conclusion is that the Ropes Course Development Programme was not an effective intervention medium to enhance the self-concepts and selfefficacy of young career officers. There is still a need for scientific research to motivate adventure-based programmes as training intervention in the South African military context. / AFRIKAANSE OPSOMMING: Die neiging om avontuurgerigte opleiding as ingreep vir die ontwikkeling van die selfkonsep te gebruik, het die afgelope paar jaar ingrypend toegeneem. Navorsingsresultate rakende die invloed van avontuurgerigte opleiding op deelnemers se selfkonsepte is egter teenstrydig. Sekere studies het beduidende positiewe verbeteringe aangedui, terwyl ander weer geen beduidende verskille in voor- en na-toetse getoon het nie. Die uitwerking van avontuuropleiding op die selfkonsep, is tot dusver nie binne militêre konteks in Suid-Afrika ondersoek nie. 'n Positiewe selfkonsep is van kritiese belang vir jong beroepsoffisiere, aangesien dit hulle bemagtig om met selfvertroue in sowel hul werksomgewing as hul gemeenskapsrolle te funksioneer. Hulle betree die militêre omgewing tydens adolessensie, wat impliseer dat die suksesvolle bemeestering van bepaalde ontwikkelingstake soos identiteitsvorming of die vorming van 'n selfkonsep 'n voorvereiste is om effektief in die werksomgewing te funksioneer. Die doel van hierdie studie was om te bepaal of avontuurgerigte opleiding wel gebruik kan word om die selfkonsepte en selfdoeltreffendheid van jong beroepsoffisiere in die Suid-Afrikaanse Nasionale Weermag te bevorder. 'n Kwasi-eksperimentele ontwerp met 'n voortoets, na-toets en na-na-toets is gebruik om die invloed van 'n Toubaan Ontwikkelingsprogram op die selfkonsep en selfdoeltreffendheid van die jong beroepsoffisiere te bepaal. Proefpersone vir die eksperimentele groep is geselekteer vanuit die groep jong beroepsoffisiere by die Militêre Akademie (n=33) en proefpersone vir die kontrolegroep is vanuit die jong beroepsoffisierpopulasie by die SA Leërgimnasium geselekteer (n=32). Twee meetinstrumente is tydens drie geleenthede geadministreer, naamlik die "Self-description Questionnaire III" (SDQIII) en die General Self-efficacy Scale (GSE). Van die resultate kan afgelei word dat die kontrolegroep nie veel verander het tydens die agt weke periode van die studie nie. Slegs drie beduidende binne- groep veranderinge het plaasgevind, naamlik in die wiskundige vaardigheid selfkonsep subskaal, in die totale akademiese selfkonsep en die Algemene Selfdoeltreffendheidtelling. AI drie tellings dui op 'n beduidende toename vir die voor-toets tot na-na-toets tydsinterval. Die eksperimentele groep het 'n beduidende aantal veranderinge getoon tussen voor- en na-toets, sowel as voor- en na-na-toets. Die SDQIII subskale wat 'n afname in tellings getoon het, was die deelnemers se selfkonsepte aangaande hulle verbale vaardighede (na-toets tot na-na-toets) en akademiese vaardigheid (voor en na-toets tot na-na-toets). Die totale akademiese selfkonseptelling was ook beduidend laer tussen die na-toets en na-na-toets meting. Tellings wat positief oor tyd beïnvloed was, was hulle selfkonsepte ten opsigte van verhoudings met ouers (vir voor-toets tot natoets, godsdiens (vir voortoets tot na-toets en in stand gehou tot na-na-toets), die totale nie-akademiese selfkonsep (voor- tot na-toets) en die totale algemene selfkonseptelling (van voor- tot na-toets). Die eksperimentele groep het nie ten opsigte van hulle GSE tellings verskil nie. Die mees klaarblyklike tussen-groep verskille in tellings is waargeneem tydens die na-na-toets met betrekking tot verbale vaardighede, akademiese vermoë, en totale akademiese selfkonseptellings (kontrole groep > eksperimentele groep) en selfkonsep betreffende verhoudinge met dieselfde geslag (eksperimentele groep> kontrole groep). 'n Betekenisvolle verband tussen die SDQIII en die GSE skale is oor die drie tydperke heen waargeneem. Hoogs beduidende r-waardes is vir albei groepe op alle metings waargeneem, met die uitsondering van een meting. Die finale bevinding dui daarop dat die Toubaan Ontwikkelingsprogram nie 'n effektiewe ingreep was om die selfkonsepte en selfdoeltreffendheid van jong beroepsoffisiere te verbeter nie. Daar bly dus steeds 'n behoefte aan wetenskaplik gefundeerde navorsing om die waarde van avontuurgerigte opleidingsprogramme in die Suid-Afrikaanse militêre konteks te motiveer.