Thesis (MPhil)--Stellenbosch University, 2011. / The changing external environment of the security sector and higher education influences the South African Military Academy (SAMA) as an institution within the broader Department of Defence, which is also associated with Stellenbosch University (SU) through the SAMA’s Faculty of Military Science (FMS). Graduates of the SAMA operate mostly within this changing security environment where their abilities and competencies are required. The research problem investigates the triggers that will initiate change and the drivers that will bring about paradigm shifts on the SAMA as an institution that delivers graduates for a changing security environment. The research question is to forecast an ideal SAMA in the year 2030. This ideal comes forth from critical analyses of current literature and qualitative data collected from experts through the Delphi technique. Sub-questions of the research question includes the programme content of the academic and military training programmes, the profile of the academic and administrative personnel, the student profile upon entering and exiting the SAMA, the organisational structure required, the infrastructure and finally the financial model. Furthermore, triggers and drivers identify actions to bring about change and critical success factors determine the requirements to achieve an ideal SAMA in 2030. The SAMA is a unique military unit that houses the only Faculty of Military Science in Southern Africa. The research report will empower decision-makers in the DOD and SU, including the unit members of the SAMA, to identify the triggers that will precipitate a coming change and properly manage the drivers pressuring change from the perspective of functionality, politics and society.

The productivity and well-being of the SANDF are dependent on the effective functioning of its individual members, positive relationships amongst various groups of members and between members and the organization. Military social work, based on occupational social work, was established in order to support the well-being of the organization. Supervisors within the South African National Defence Force play a fundamental role in the management and assistance of employees and organizational units whose performance is affected by a range of problems. These supervisors are the key role players in the identification and effective referral of 'employees whose performance is affected by problem situations. The Supervisory Training Course was developed and implemented by military social workers as a training aid to equip supervisors in appropriate ways of managing and assisting employees and organizational units. The Supervisory Training Course (a very comprehensive package) is currently presented on a small scale amongst SANDF supervisors. These supervisors are not using acquired knowledge and skills effectively regarding the management of their subordinates. This situation motivated the researcher to undertake this study. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2006.

The productivity and well-being of the SANDF are dependent on the effective functioning of its individual members, positive relationships amongst various groups of members and between members and the organization. Military social work, based on occupational social work, was established in order to support the well-being of the organization. Supervisors within the South African National Defence Force play a fundamental role in the management and assistance of employees and organizational units whose performance is affected by a range of problems. These supervisors are the key role players in the identification and effective referral of 'employees whose performance is affected by problem situations. The Supervisory Training Course was developed and implemented by military social workers as a training aid to equip supervisors in appropriate ways of managing and assisting employees and organizational units. The Supervisory Training Course (a very comprehensive package) is currently presented on a small scale amongst SANDF supervisors. These supervisors are not using acquired knowledge and skills effectively regarding the management of their subordinates. This situation motivated the researcher to undertake this study. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2006.

M.Cur. / The establishment of the South African National Defence Force (SANDF) in 1994 was coupled with problems for all the members that were integrated into the new defence force. The perception exists that members of the former non-statutory forces are receiving preferential treatment to the members of the old South African Defence Force. These perceptions create a spirit of negativity amongst members of the former statutory forces. On the other hand members of the former non-statutory forces are frustrated because they feel that top management in the SANDF is resistant to change. The South African Medical Health Service (SAMHS) is an integral part of the SANDF, and therefore the changes that took place in the last five years have had a direct effect on the members of the service, inter alia, the nursing staff It seems as though nursing service managers in the South African Military Health Service are suffering from a lack of motivation. At the moment they are also unable to motivate their subordinates. The following research questions were posed: What are the perceptions of the nursing service managers in the SAMHS with regard to their own level of motivation? What problems do the nursing service managers in the SAMHS encounter with regard to the motivation of their subordinates? Which factors motivate nursing service managers in their work setup (SAMHS and SANDF)? Which factors demotivate nursing service managers in their work setup (SAMHS and SANDF)? Which strategy must be developed to enhance the motivation of the nursing service managers in the SAMHS?

The present study explores career maturity across career stages in the South African military. The Career Development Questionnaire (CDQ) and a biographical questionnaire were administered to a sample of South African military officers (n = 333). The data were statistically analysed for significant mean differences in career maturity according to demographic and military-specific variables. The results revealed an adequate level of career maturity among the participants. The participants’ overall mean scores in career maturity showed no significant mean differences according to demographic variables. Significant mean differences were, however, observed for the sample according to their arm of service in the South African military. Whilst the results did not indicate a developmental progression of career maturity among the participants, it did reflect the equivocal nature of previous career maturity research. Conclusions for the study are made, limitations are discussed, and recommendations are provided for practice and future research. / Industrial and Organizational Psychology / M.A. (Industrial and Organizational Psychology)

Thesis (M Social Work (Social Work))--University of Stellenbosch, 2009. / An exploratory research design together with a quantitative research approach were chosen to determine whether military social workers possess the necessary knowledge, skills and values to mentor Officers Commanding (OCs) in the South African Military Health Service (SAMHS). The motivation for this study was based on questions the researcher asked as to whether there was a link between the methods in social work intervention processes, supervision and mentoring processes. During the preliminary investigation, the researcher found that no prior research under this specific subject was undertaken. The researcher also determined from her role as consultant to Officers Commanding in the SAMHS, that whereas military social workers received supervision upon joining the South African National Defence Force (SANDF), OCs, received no formal mentoring. It was also found that although a mentoring policy in the Department of Defence (DOD) existed, no evidence existed that a mentoring programme was implemented in the SAMHS. The goal of the study is therefore to provide military social workers with a framework of a mentoring process for Officers Commanding in the SAMHS. The literature study firstly focused on describing the military social work environment in which the military social worker is employed, as well as theoretical frameworks that guide the military social worker’s task. Although more than one theoretical framework was discussed, the main focus was on the systems theory and ecological perspective. The work environment of the OC was also included, as well as the challenges of their functions, tasks and roles in the SAMHS. Primarily, the literature study explored the knowledge, skills and values of the military social worker and the mentoring process. The sample that was selected for this study was 46 military social workers that represented all the chief military social workers in specialist posts and those with a higher ranking from Captain to Colonel. A quantitative investigation was undertaken by means of a questionnaire which was completed in groups in the respective provinces. The results of the investigation largely confirmed the findings of the literature study namely that military social workers do fit the requirements to mentor. These requirements to mentor were evident in the results of the knowledge, skills and values of military social workers and their understanding of the parallels between the methods in social work, supervision and the mentoring process. The results gave an indication of the knowledge, skills and values of military social workers to mentor Officers Commanding in the SAMHS, and the framework of the mentoring process and how it relates to the casework, group work and supervision processes in social work. The recommendations demonstrated that a central body should be identified to coordinate and plan a mentoring programme in the SAMHS. The recommendations also include that the Directorate Social Work should provide clear guidelines on how military social workers should implement the DOD Mentoring policy, and ensure that military social workers are trained in staff development methods and its processes. The recommendations included further research: both quantitative and qualitative research by means of questionnaires and interviews with OCs, as well as monitoring and evaluation of the mentoring process. This information will benefit military social workers in their training as mentors. In implementing these recommendations, military social workers will be able to contribute significantly to the development of Officers Commanding in the SAMHS and the profession of social work.

The present study explores career maturity across career stages in the South African military. The Career Development Questionnaire (CDQ) and a biographical questionnaire were administered to a sample of South African military officers (n = 333). The data were statistically analysed for significant mean differences in career maturity according to demographic and military-specific variables. The results revealed an adequate level of career maturity among the participants. The participants’ overall mean scores in career maturity showed no significant mean differences according to demographic variables. Significant mean differences were, however, observed for the sample according to their arm of service in the South African military. Whilst the results did not indicate a developmental progression of career maturity among the participants, it did reflect the equivocal nature of previous career maturity research. Conclusions for the study are made, limitations are discussed, and recommendations are provided for practice and future research. / Industrial and Organizational Psychology / M.A. (Industrial and Organizational Psychology)

HIV/AIDS is severely affecting the armed forces in South Africa. Combating HIV/AIDS demands a high level of commitment from the Ministry of Defence and all the Divisions and Services at all levels in the Department of Defence. Prevention practice for HIV/ AIDS is a challenged because the nature and full extent of the impact on the forces, and in particular on serodiscordant couples, are not known. This research study explored the experiences of serodiscordant couples regarding the impact of serodiscordancy on their marriages. The Infectious Disease Clinic engages serodiscordant couples as active participants in dealing with their HIV status. The researcher explored the impact of HIV serodiscordancy on married couples attending the Infectious Disease Clinic at 1 Military Hospital with the intended outcome of informing intervention and prevention strategies and programmes for serodiscordant couples. The study utilised a qualitative research approach and the research design was an instrumental case study. The population for the study was all the married serodiscordant couples in the Infectious Disease Clinic at 1 Military Hospital. The sample consisted of 20 serodiscordant couples attending the Infectious Disease Clinic for at least the past two years. The data was collected through semi-structured interviews. The study concluded that empowerment programmes on HIV/AIDS should include knowledge of, as well as coping skills and guidance for couples dealing with serodiscordancy, including disclosure and discrimination; marital and parenting roles; health management, building of trust; facilitating open and positive communication; and financial management. Based on the conclusions of the study, the main recommendation is that prevention strategies and empowerment programmes for serodiscordant couples should be based on a holistic, well-integrated intervention plan which contextualises strategies and programmes for prevention, treatment, counselling, empowerment and continuous support of the employee, their spouse and their family, including home visits, as required by the serodiscordant couple. Furthermore, it should clearly conceptualise the role of each team member at both the Infectious Disease Clinic and the relevant units of the SANDF, in particular the role of the social worker. / Dissertation (MSW)--University of Pretoria, 2010. / Social Work and Criminology / unrestricted