Thesis (M. Tech. (Fashion, Dept. of Visual Arts and Design)--Vaal University of Technology / This study was contracted by the African Warrior Project of the South African National Defence Force (SANDF). The goal was to explore and describe fit in terms of ease of selected female military upper garments, namely the closely fitted dress jacket and the loosely fitted combat shirt issued by the SANDF. The objectives of this study were firstly, to determine and interpret the amount of tolerance that will comply with the functional requirements related to the activities and comfort of an optimum number of wearers and result in an aesthetically acceptable fit; secondly to analyse and interpret the suitability of the key dimensions used to determine the current size designation in terms of body shapes and gender; thirdly, to determine and interpret the relevance and the validity of the currently used sizing system with regard to representativeness of the current population's measurements. The findings indicated that satisfaction with fit was influenced by fit preferences. Insufficient as well as excess case in a particular location resulted in discomfort or restricted movement and an aesthetically unacceptable garment. Insufficient or excess ease at one location impacted on the comfort experienced in another location on the same horisontal level. Subjects wearing smaller sizes were satisfied with less ease than plus-sized subjects wearing larger sizes. The key dimensions used for the dress jacket and the combat shirt did not ensure sufficient ease at other locations. It was therefore recommended to include the waist and hip dimensions as key dimensions in the size designation to accommodate various body shapes and assist with size allocation. Garments for female wearers carmot be issued according to male body dimensions. The sizing system needs to be revised to represent the population's measurements. / ERGOnomics TECHnologies; Vaal University of Technology

Thesis (MCom)--Stellenbosch University, 2015 / ENGLISH ABSTRACT : The continued and ever growing involvement of the South African National Defence Force (SANDF) to complex peacekeeping operations over the African continent has opened a platform in the academic field to better sharpen the SANDF’s performance and contribution to achieve peace in Africa. Previous deployments to various African countries has tested the SANDF’s level of preparedness. Although the organisation gives effort to train its forces to reach the desired level of combat readiness, the nature of the operations to which soldiers partake in has proven to be more demanding. This study was driven by the need to explore and provide a broader perspective of what constitute combat readiness. Utilising the SANDF, the study aimed to explore the relationship between the soldier’s relationship with the spouse (RWS) and the soldier’s relationship with the unit (RWU), and hardiness as a possible mediator variable to combat readiness (CR). Previous research and theories were explored to provide a theoretical background for the study variables. A non-experimental controlled inquiry was used to test the hypothesised relationship among the variables. A sample of 363 participants (across ranks, gender and race) was randomly selected from South African Infantry Battalion Group mobilising for a deployment to Sudan. Hypothesised relationships among the independent variables, mediator variable and dependent variable was determined using the correlational analysis (Spearman correlation). Partial Least Squares (PLS) – measurement and structural model was used to test the study model for combat readiness. The results showed significant correlations between the soldier’s RWS and CR. Furthermore, significant correlations were found between soldier’s RWU and CR. Partial mediation was explained by the path coefficients from RWU>hardiness>CR. No full mediating effect was found. The results also showed insignificant correlations between soldiers RWS and hardiness (rather than between soldier’s RWS and CR. These results were in support to previous research and proved to add insight to future research on CR. / AFRIKAANSE OPSOMMING : Geen opsomming beskikbaarbaar nie.

Magister Artium (Sport, Recreation and Exercise Science) - MA(SRES) / The job demands of naval members are such that they experience high levels of stress. Stress is often introduced during military training so that real-world stress is more familiar and easy to mitigate. This is often referred to as “train how you fight”. In order to train a stressful task, a stressful environment is often created in the military. The aim of the study was to develop a standardised appraisal tool for the Therapeutic Recreation Stress Management Intervention Model measuring stress, stress coping and leisure behaviour of military staff in the South African context. This study utilised a qualitative research design and followed a multi stage procedure in developing the appraisal tool while making use of the model of instrument development to achieve the aim. The model identified four stages of instrument development: Phase 1, preliminary phase; Phase 2, questionnaire development, Phase 3 pilot testing, Phase 4 Evaluation phase. For the purpose and scope of this study, the researcher focused on phases 1 and 2. Phase 1, the Preliminary phase focused on the translation of the study needs into variables, current literature, interviews and focus group discussions. Three focus groups comprised of eight participants per group and were purposefully selected from military naval staff. In addition, semi-structured interview guides were used for interviews conducted with key informants. Five senior officers and two psychologists from the Institute of Maritime Medicine (IMM) were interviewed. Data was analysed deductively due to the existence of pre-determined themes. In Phase 2, based on the data collected in phase 1, the researcher developed the appraisal tool. The appraisal tool was constructed within the scope of the theoretical framework focusing on the perceptions of naval staff on stress; previous and current leisure experiences; knowledge, skills, resources, behaviour; leisure-coping beliefs; and stress- coping strategies. The literature in the present study revealed that there were six pre-determined themes. The themes included: Theme 1 – Stressors in the military, Theme 2 –support in the military, Theme 3- operational deployment of military members, Theme 4- Impact of stress on military families have been identified as theme four, Theme 5- leadership and Theme 6- sport and recreation in the military. Salient topics included the following: Stress assessment salient topics are personal stress, occupational stress, wellness and operational deployment. Leisure behaviour salient topics include social activities, passive activities, physical activities and outdoor activities. The findings in the study revealed that stress had an adverse effect on military readiness and the wellbeing of staff. This study reiterated the need for greater attention in the rendering of support services needed to military members and their families, preparing families for separation and improved communication between deployed soldiers and the home front. Job-induced separations affect not only the soldier and the spouse, but also their children. The role of the supervisor played a large part in how satisfied and committed the members were regarding their job. Sport and Recreation programs are vital to alleviate the symptoms of stress. The appraisal tool developed needs to be piloted and evaluated in order to recommend it for use in SANDF information systems.

Since 2002 the Joint Senior Command and Staff Programme was annually presented at the South African National War College (SANWC) in Pretoria. This qualification was from 2008 to 2018 accredited with the Safety and Security Seta (SASSETA) as an NQF level 7 diploma in Defence Studies. In 2019 the qualification migrated to the Council on Higher Education as an NQF level 8, postgraduate diploma in Defence Studies. The aim of the qualification is to enable graduates to function as commanders and staff officers on the operational level of war (the planning and conduct of major operations and campaigns) to be utilised within the African battle space. It is also an entry requirement for the highest National Defence Force qualification, the Security and Defence Study Programme, presented at the South African National Defence College in Thaba Tshwane. This programme is accredited on NQF level 9, a master’s degree in Defence Studies. The credibility of the academic subject disciplines presented on the programme is an important facet of education and the development of problem-solving skills. Deep learning also develops a critical mindset in students with the approach that the educator’s knowledge is but an expression of current scientific research results, something that can change. The main research question is, to what extent did deep learning take place in the academic subjects on the programme of 2018? Secondly, why did the learning process during 2018 take place the way that it did? The third question is, what can be done to improve the level of deep learning as it stands to reason that it will contribute to the credibility of the qualification in a postgraduate dispensation? The research focused on the phases of the learning process, curriculum design, facilitation and assessment of selected subjects and educational quality assurance. The research findings were that the curriculum design only partially complied with the tenets of deep learning and the adherence to deep learning during the facilitation, and assessment processes were incidental. In accordance with the third research question, it is recommended that the learning process can be improved if some aspects of the programme are redesigned. / Thesis (PhD)--University of Pretoria, 2020. / pt2021 / Humanities Education / PhD / Unrestricted

Section 23(5) of the Constitution entrenches trade unions, employer's organisations and employers' right to engage in collective bargaining. For employees, collective bargaining is the key which opens the door to better wages, improved working conditions and an overall better standard of living to name but a few. The Labour Relations Act was promulgated to give effect to section 23 of the Constitution. However, in section 2 of the Labour Relations Act, members of the South African National Defence Force were excluded from the ambit of the Labour Relations Act (LRA). After the Constitutional Court regarded members of the South African National Defence Force (SANDF) to be "workers", they also had the right to engage in collective bargaining. However, because of the special duty that the members of the SANDF have to fulfil namely to ensure the safety of the republic and its citizens, they are not awarded the right to strike. The question therefor is: How do the members of the SANDF compel the SANDF to bargain with them? The aim of this study is to establish if a duty to bargain was implemented by Chapter XX of the General Regulations of the South African National Defence Force and the Reserve. Firstly, the new dispensation of voluntarism under the new LRA is examined to understand how collective bargaining would work in a normal situation and not that of the members of the SANDF. Freedom of association is also discussed. The reason for this was because members of the SANDF also have to right to associate with a trade union of their choice by sections 18 and 23(2) of the Constitution. Under the new LRA, organisational rights also play a major role in the bargaining process and afford trade unions more bargaining power. The voluntarist approach followed by the new LRA effectively removed the duty to bargain from collective bargaining. As explained above, the special situation applicable to the SANDF and its members are not governed by the LRA and therefor a duty to bargain might still exist in this specific system of collective bargaining managed by the regulations. The duty to bargain is based on representativeness and good faith which are also examined in this study. To establish if a duty to bargain was created by the courts, an examination of the judgements of the High Court, the Supreme Court of Appeal and the Constitutional Court. The Constitutional Court reiterated that there is no legally enforceable duty to bargain between the SANDF and the South African National Defence Union (SANDU). If Chapter XX of the regulations is scrutinised, it can however be seen that there is an initial duty on the SANDF to bargain with a registered military trade union over matter set out in regulation 36 which include most if not all matters of mutual interest. Therefor it would seem that a duty to bargain is created by Chapter XX. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

Section 23(5) of the Constitution entrenches trade unions, employer's organisations and employers' right to engage in collective bargaining. For employees, collective bargaining is the key which opens the door to better wages, improved working conditions and an overall better standard of living to name but a few. The Labour Relations Act was promulgated to give effect to section 23 of the Constitution. However, in section 2 of the Labour Relations Act, members of the South African National Defence Force were excluded from the ambit of the Labour Relations Act (LRA). After the Constitutional Court regarded members of the South African National Defence Force (SANDF) to be "workers", they also had the right to engage in collective bargaining. However, because of the special duty that the members of the SANDF have to fulfil namely to ensure the safety of the republic and its citizens, they are not awarded the right to strike. The question therefor is: How do the members of the SANDF compel the SANDF to bargain with them? The aim of this study is to establish if a duty to bargain was implemented by Chapter XX of the General Regulations of the South African National Defence Force and the Reserve. Firstly, the new dispensation of voluntarism under the new LRA is examined to understand how collective bargaining would work in a normal situation and not that of the members of the SANDF. Freedom of association is also discussed. The reason for this was because members of the SANDF also have to right to associate with a trade union of their choice by sections 18 and 23(2) of the Constitution. Under the new LRA, organisational rights also play a major role in the bargaining process and afford trade unions more bargaining power. The voluntarist approach followed by the new LRA effectively removed the duty to bargain from collective bargaining. As explained above, the special situation applicable to the SANDF and its members are not governed by the LRA and therefor a duty to bargain might still exist in this specific system of collective bargaining managed by the regulations. The duty to bargain is based on representativeness and good faith which are also examined in this study. To establish if a duty to bargain was created by the courts, an examination of the judgements of the High Court, the Supreme Court of Appeal and the Constitutional Court. The Constitutional Court reiterated that there is no legally enforceable duty to bargain between the SANDF and the South African National Defence Union (SANDU). If Chapter XX of the regulations is scrutinised, it can however be seen that there is an initial duty on the SANDF to bargain with a registered military trade union over matter set out in regulation 36 which include most if not all matters of mutual interest. Therefor it would seem that a duty to bargain is created by Chapter XX. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

340 leaves printed on single pages, preliminary pages i-xvii and numbered pages 1-322. Includes bibliography, table of contents, list of figures, list of tables, list of abbreviations. / Dissertation (PhD)--University of Stellenbosch, 2007. / ENGLISH ABSTRACT: The study represents a descriptive analysis of the tensions that drive the need for an educated military in South Africa and, more specifically the role of the South African Military Academy in the provision thereof. The purpose of the research was to demarcate the proper role of the South African Military Academy in the academic and professional preparation of officers for the South African National Defence Force (SANDF). This purpose necessitated, firstly, an analysis of the need for education in armed forces in general and in South Africa in particular, with specific reference to the tensions underpinning military education and training. It secondly called for a broad assessment of the nature of professional military education in the SANDF at large to contextualise the role and function of the South African Military Academy. These discussions are based on a literature overview, document analysis and unstructured interviews with decision makers. In the first part of the study, a framework is developed for the education of officers. The framework is based on the assumption that modern military professionalism is rooted in a need for training to develop military skills, education to understand and develop the military body of knowledge and experience as the application of skills and knowledge. It is also based on the identification of four knowledge clusters that need to be the focus of officer education, namely the external security environment within which armed forces operate, the nature of armed forces as organisations, the professional employment of armed force(s), and the physical environment within which armed forces operate. The framework highlights three levels of officer development: the making of lieutenants, the making of colonels, and the making of generals. This framework is used for the analysis of education, training and development in the SANDF. Both the positive and negative attributes as well as trends in training and education in the SANDF are discussed. The discussion serves as the departing point for an outline of the debate about the role of the Military Academy since democratisation in 1994. It is argued that there is no clarity about the role and function of the Military Academy. Critical questions are also asked about the nature of the academic programmes offered to officers at the Military Academy. The departmental level agreement between the Department of Defence and the University of Stellenbosch is pointed out as the raison d'être for many of the problems with which the Military Academy is confronted. The study finally highlights the need for education as a requirement for officership in the SANDF, a reconsideration of military socialisation at the Military Academy, the difficult position of the Faculty of Military Science, the need for a core academic programme, and structural changes that are needed at the Military Academy. It is recommended that, like many foreign military academies, the future existence of the Military Academy be assured through national legislation. The involvement of the University of Stellenbosch in the education of young officers at the Military Academy should not be terminated. However, the existence, functioning, organisation and structure of the Military Academy should not be based on a “goodwill-approach” between the University and the Department of Defence. / AFRIKAANSE OPSOMMING: Die studie bied beskrywende analise van die spannings wat die behoefte aan opgevoede weermag in Suid-Afrika onderlê en, meer spesifiek, die rol van die Militêre Akademie in die voorsiening van opvoeding in dié verband. Die besondere oogmerk van die navorsing is die afbakening van die werklike rol van die Suid-Afrikaanse Militêre Akademie in die akademiese en professionele voorbereiding van offisiere vir die Suid-Afrikaanse Nasionale Weermag (SANW). Hierdie oogmerk vereis, eerstens, ontleding van die noodsaaklikheid vir die opvoeding van weermagte in die algemeen en in Suid-Afrika in die besonder, met spesifieke verwysing na die spannings wat militêre opvoeding en opleiding onderlê. Dit noodsaak, tweedens, breë waardering van die aard van professionele militêre opvoeding in die SANW om die rol en funksie van die Suid-Afrikaanse Militêre Akademie te kontekstualiseer. Die besprekings is gebaseer op literatuuroorsig, dokumentontleding en ongestruktureerde onderhoude. In die eerste deel van die studie word raamwerk vir die opvoeding van offisiere ontwikkel. Dié raamwerk is gebaseer op die aanname dat moderne militêre professionalisme gebaseer is op militêre opleiding om vaardighede te ontwikkel, opvoeding om die militêre kennisliggaam te verstaan en ontwikkel, asook ervaring as toepassing van vaardighede en kennis. Die raamwerk omvat ook die identifisering van vier fokus kennisareas, naamlik die eksterne omgewing waarin weermagte opereer, die organisatoriese aard van krygsmagte, die professionele aanwending van krygsmag(te), en die fisiese omgewing waarin krygsmagte opereer. Die raamwerk beklemtoon voorts drie vlakke van offisiersopvoeding: die ontwikkeling van luitenante, die ontwikkeling van kolonels, en die ontwikkeling van generaals. Die raamwerk word vervolgens vir ontleding van opvoeding, opleiding en ontwikkeling in die SANW gebruik. Beide die positiewe en die negatiewe kenmerke sowel as tendense van opleiding en opvoeding in die SANW word bespreek. Dié bespreking dien as vertrekpunt vir ontleding van die debat oor die rol van die Militêre Akademie sedert demokratisering in 1994. Daar word aangevoer dat daar geen duidelikheid oor die rol en funksie van die Militêre Akademie bestaan nie. Kritiese vrae word gevra oor die aard van die akademiese programme wat aan offisiere by die Militêre Akademie gebied word. Die departementele ooreenkoms tussen die departement van Verdediging en die Universiteit Stellenbosch word voorgehou as die raison d'être van baie probleme waarmee die Akademie gekonfronteer word. Die studie beklemtoon die behoefte aan opvoeding as vereiste vir offisierskap in die SANW, die heroorweging van militêre sosialisering by die Militêre Akademie, die heroorweging van die posisie van die Fakulteit Krygskunde, die behoefte aan akademiese kernleerplan, en strukturele veranderinge wat by die Militêre Akademie vereis word. Daar word aanbeveel dat, soos in die geval van verskeie buitelandse militêre akademies, die toekoms van die Militêre Akademie deur nasionale wetgewing verseker word. Die betrokkenheid van die Universiteit Stellenbosch in die opvoeding van offisiere moenie daardeur beëindig word nie. Die bestaan, funksionering, organisering en struktuur van die Militêre Akademie moet egter nie op “welwillendheidsooreenkoms” tussen die Universiteit en die Departement van Verdediging gebaseer wees nie.

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.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: Since the 1970s, economic recession, industrial restructuring, technological changes, and intensified global competition has changed the nature of work. Consequently, employees have changed, many organisations are changing and jobs are minimized to keep up with global demands. However, military organisations and jobs seem to be lagging behind. Although the military is recruiting young generations, many of its jobs are still traditional military jobs that pose heavy demands and dangerous circumstances on the soldiers, hence, the purpose of this particular study. The aim of this study is to explore the relationship between subjective career success (SCS), work circumstances (WC) and personality factors (PF) of soldiers in the South African National Defence Force (SANDF). The existence of the relationship between the variables was explored through a non-experimental controlled inquiry. The variables under study were defined as follows: subjective career success is characterised by increase in the level of skills, increase in self-esteem, increased autonomy and responsibility in the position the person holds, and working with interesting colleagues; WC is defined as working conditions in which physical, mental, and emotional activities are directed towards accomplishing a specific task. Work circumstances encompass job demands, job characteristics, salary, and job security of soldiers; and PF includes locus of control in the workplace, self-efficacy and assertive behaviour in the workplace. A sample of 57 participants was selected from officers (Second Lieutenant – Captain and equivalent rank) studying at the South African Military Academy (here referred to as SAMA), Faculty of Military Sciences, Stellenbosch University. Another sample of 113 Non-Commissioned Officers (NCOs) (Leading-Seamen – Chief Petty Officers) was selected from SAS SALDANHA (South African Naval Gymnasium). In total, a sample of 170 was drawn for this research. Correlation analysis was used to determine the relationship between independent variables and dependent variable; and multiple regression analysis was used to determine factors that explain SCS of soldiers in the SANDF. The results showed a significant partial relationship between job characteristics and SCS. Furthermore, a significant correlation emerged between salary satisfaction and satisfaction with job security. Insignificant relationship emerged between job demands and SCS. Insignificant results also emerged in the relationship between locus of control, self-efficacy and assertive behaviour (PF) and SCS respectively. As a result, it was concluded that WC have a partial relationship with SCS; and PF does not have any relationship with SCS. However, the results of the multiple regressions analysis provided that only job security satisfaction, salary satisfaction, locus of control and self-efficacy explain SCS, concluding that WC and PF in this research partially explain SCS of soldiers. / AFRIKAANSE OPSOMMING: geen opsomming