This study analyzes the confirmation hearings discourse of Clarence Thomas and George Bush. Language constructs social reality. The United States has a history of racism and this history manifests itself in our language. The discourse of Clarence Thomas and George Bush created a social reality that equated opposition to Thomas' confirmation with racism using rhetorical strategies that included metaphor and narrative construction.

Under common law an employer enjoyed complete freedom of choice when recruiting and selecting employees. An employer had unfettered discretion in recruiting and selecting employees. There were no legal restrictions on the prerogative of the employer to appoint employees. Developments in labour law have, however, gradually diminished the employer's freedom of choice during the recruitment and selection process. The Employment Equity Act No. 55 of 1998 and the Code of Good Practice on the Integration of Employment equity into Human Resource Policies and Practices, 2005 as· well as impending labour legislation impose limitations on the employer's freedom of choice during the recruitment and selection process. The remaining problem therefore is: What is the extent of the limitations on the employer's freedom of choice in the recruitment and selection of employees? The study will be conducted by means of a literature study of relevant books, journal articles, statutes, case law and internet sources relating to restrictions which are placed by legislation and case law on the employer's freedom to choose employees during recruitment and selection. This research therefore investigates the extent to which developments in labour law have eroded the prerogative of an employer to appoint employees. This investigation will help clarify the limits within which an employer has to exercise its choice of an employee during recruitment and selection. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

Under common law an employer enjoyed complete freedom of choice when recruiting and selecting employees. An employer had unfettered discretion in recruiting and selecting employees. There were no legal restrictions on the prerogative of the employer to appoint employees. Developments in labour law have, however, gradually diminished the employer's freedom of choice during the recruitment and selection process. The Employment Equity Act No. 55 of 1998 and the Code of Good Practice on the Integration of Employment equity into Human Resource Policies and Practices, 2005 as· well as impending labour legislation impose limitations on the employer's freedom of choice during the recruitment and selection process. The remaining problem therefore is: What is the extent of the limitations on the employer's freedom of choice in the recruitment and selection of employees? The study will be conducted by means of a literature study of relevant books, journal articles, statutes, case law and internet sources relating to restrictions which are placed by legislation and case law on the employer's freedom to choose employees during recruitment and selection. This research therefore investigates the extent to which developments in labour law have eroded the prerogative of an employer to appoint employees. This investigation will help clarify the limits within which an employer has to exercise its choice of an employee during recruitment and selection. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

The main aim of the study was to investigate how the Vhavenḓa royal kingdom’s communicative functions and positions of royalty and settlement pattern were disempowered by the British colonists, the apartheid government, the Homeland system and the new democratic government which came into power in 1994. The arrival of the British colonists disempowered the Vhavenḓa Kingdom by reducing the title of the King to that of a mere chief. This was, among others, a leading cause for the fall and the end of the Vhavenḓa Kingdom. The Apartheid regime (1949-1994) also had a negative impact on the Vhavenda royal kingdom as the regime put a large number of people who were not of the royal families into chieftainship. This resulted in chieftaincy becoming an appointment rather than a birth right. The Homeland system, a creation of Apartheid, also caused confusion and disagreements among the Vhavenḓa. Some of those who were born of royal descent were removed from chieftainship positions and more educated Vhavenḓa citizens who were just mere commoners were put in those positions. The new democratic government (1994) tried to bring back the chieftaincy titles that were taken by former governments but this was complicated by the appointment of ward representatives, councilors and civic organisations. The democratic government split areas into wards, and, as a result, the system failed to work in unison with the Vhavenḓa Kingdom. Chiefs were reduced to ceremonial monarchs, and decision-making powers were the preserve of the politicians, and not the chiefs. This study utilized the theory of Ethnopragmatics. Both qualitative and quantitative methods were employed to collect data. Data were collected from the youth, royals, non-royal adults and chiefs by means of questionnaires and interviews. Data were then transcribed by the researcher and the coding system was used to analyse it. Coding methods used included open, axial and selective coding methods. Data were viii then presented, discussed and conclusions drawn. Results revealed that chiefs and their subjects have many concerns. Recommendations were also made to address the concerns raised by participants. / Anthropology and Archaeology

Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The purpose of the study was to identify an effective and appropriate framework or process for evaluation of software developers. Critical review of existing literature on the subject revealed that there are various factors that influence the evaluation of software developers for employment including the impact of the skills shortage; changes in the way software developers evaluate employers; and a fresh look at expanding the resource pool where software developers can be found. In addition to the literature review opinions of 11 purposively selected participants in the Westem Cape, which deal with this issue on a daily basis were obtained. For the research an interpretivist philosophy shaped the approach to a research strategy of grounded theory and data collection that was based on semi-structured interviews without pre-conceived theories, which gave the research its inductive and qualitative character. The research results presented findings that covered the following applicable areas: recruitment policies; minimum criteria that software developer candidates must meet; skill levels; desired characteristics; market related critical success factors; resource channels; evaluation processes and techniques in practise. In keeping with the approach to grounded theory research three major categories were identified namely: finding suitable software developers; the profile of a suitable software developer; and lastly, the approach to evaluate candidates. Analysis of the relationship between these categories and associated sub-categories led to the following conclusions: • in order to effectively assess a software developer's technical skill, it is necessary to administer a practical test or assignment; • formal and recognised tests of behavioural characteristics are not essential to form an accurate assessment of a candidate's character, but is advisable; • recruitment agencies may well be most effective as a source of candidates but cannot be regarded as the most effective channel to find suitable candidates. Herein lies a comparison of quantity versus quality. / AFRIKAANSE OPSOMMING: Die doel van die studie was om 'n effektiewe en gepaste raamwerk of proses te identifiseer vir die evaluasie van sagteware programmeerders. 'n Kritiese oorsig van bestaande literatuur op die onderwerp het laat blyk dat verskeie faktore 'n invloed het op die evaluasie van programmeerders met die oog op indiensstelling. Hierdie faktare sluit in die impak van die huidige vaardigheids tekort; verandering in die wyse waarop programmeerders potentiële werkgewers evalueer; en vernuwe denke met betrekking tot bronne waar sagteware programmeerders gevind kan word. Tot aanvulling van die literatuur is opinies op die onderwerp van 11 doel-geselekteerde verteenwoordigers van organisasies in die Wes-Kaap ingewin. 'n Navorsing strategie van 'gegronde teorie' and data insameling by wyse van semi-gestruktureerde onderhoude is gevolg. Versigtigheid om nie vooropgestelde idees en teorieë te laat geld nie het aan die navorsing 'n induktiewe en kwalitatiewe karakter gegee. Die bevindinge het die volgende toepaslike areas gedek: werwings beleid ; minimum kriteria waaraan programmerings-kandidate moet voldoen; vaardigheidsvlakke; verlangde karakter eienskappe; mark-verwante kritiese sukses faktore; werwings bronne; evaluasie prosesse en tegnieke. Onder leiding van die benadering tot gegronde teorie is die volgende drie hoof kategorieë geïdentifiseer: die vind van gepaste programmeerders; die protfel van 'n gepaste programmeerder en laastens, die benadering tot evaluasie van kandidate. Analise van die verwantskappe tussen hierdie, sowel as sub-kategorieë het tot die volgende slotsom gelei: • die afneming van 'n praktiese toets of taak is noodsaaklik vir effektiewe evaluasie van 'n programmeerder se tegniese vaardigheid; • formele en erkende toetse van gedrags eienskappe is nie noodsaaklik nie, maar wel aanbevole, om 'n akkurate beeld van 'n kandidaat se karakter te vorm; • werwings-agentskappe mag 'n effektiewe bron van kandidate wees, maar kan nie beskou word as die mees effektiewe bron van gepaste kandidate nie. 'n Vergelyking tussen kwaliteit en kwantiteit is hier ter sprake.

The aim of the study was to investigate why it was deemed necessary to train and localise the public and private sectors by the Swaziland government. The efforts began shortly before Swaziland attained independence in 1968. Many of the initiative to localisation started in pre-colonial Swaziland in 1966 leading to independence. The study also examined the drawbacks to training and localisation and how these were overcome. Swaziland inherited and was strongly dependent upon a strongly entrenched cadre of top-level public service and private administrators who were expatriates. The study also examined how far localisation has gone to date.

The main aim of the study was to investigate how the Vhavenḓa royal kingdom’s communicative functions and positions of royalty and settlement pattern were disempowered by the British colonists, the apartheid government, the Homeland system and the new democratic government which came into power in 1994. The arrival of the British colonists disempowered the Vhavenḓa Kingdom by reducing the title of the King to that of a mere chief. This was, among others, a leading cause for the fall and the end of the Vhavenḓa Kingdom. The Apartheid regime (1949-1994) also had a negative impact on the Vhavenda royal kingdom as the regime put a large number of people who were not of the royal families into chieftainship. This resulted in chieftaincy becoming an appointment rather than a birth right. The Homeland system, a creation of Apartheid, also caused confusion and disagreements among the Vhavenḓa. Some of those who were born of royal descent were removed from chieftainship positions and more educated Vhavenḓa citizens who were just mere commoners were put in those positions. The new democratic government (1994) tried to bring back the chieftaincy titles that were taken by former governments but this was complicated by the appointment of ward representatives, councilors and civic organisations. The democratic government split areas into wards, and, as a result, the system failed to work in unison with the Vhavenḓa Kingdom. Chiefs were reduced to ceremonial monarchs, and decision-making powers were the preserve of the politicians, and not the chiefs. This study utilized the theory of Ethnopragmatics. Both qualitative and quantitative methods were employed to collect data. Data were collected from the youth, royals, non-royal adults and chiefs by means of questionnaires and interviews. Data were then transcribed by the researcher and the coding system was used to analyse it. Coding methods used included open, axial and selective coding methods. Data were viii then presented, discussed and conclusions drawn. Results revealed that chiefs and their subjects have many concerns. Recommendations were also made to address the concerns raised by participants. / Anthropology and Archaeology

Agatha Christie set a number of her popular novels in British colonies in the Middle East, Africa and the Caribbean. While there is a lot of research about the portrayal of the colonised in the Middle East, there is only little to be found on those of Africa and the Caribbean. Therefore, this thesis aims to compare the portrayals of the Middle Eastern, African and Caribbean colonised by analysing Christie's The Man in the Brown Suit, Murder in Mesopotamia, Appointment with Deah, and A Caribbean Mystery.

A non-experimental, descriptive study was conducted to examine the criteria by which ad hoc labor arbitrators are selected in the petroleum refining industry. Three factors — arbitrator background, recognition, and arbitration practice — were examined to determine their relative importance to advocates selecting ad hoc labor arbitrators. The population of the study consisted of management and labor union advocates in the petroleum refining industry who routinely select ad hoc labor arbitrators. Participating management and union advocates completed a questionnaire used to gather respondents' evaluations of criteria considered in the selection of ad hoc arbitrators. Responses to statements designed for measuring relative importance of the criteria considered were recorded. Descriptive statistics, discriminant analysis, and tests of significance were used in the treatment of the data.

The purpose of this study was to produce functional criteria that could be used for the initial selection, reappointment and promotion of faculty in baccalaureate schools of nursing. The establishment of the criteria was derived from a tentative criteria that was developed from seventeen research questions. The review of nursing and related literature was conducted to focus on and to justify the tentative criteria. It was presented under the following categories: faculty selection, reappointment and promotion; academic preparation of nurse faculty; nursing research; and continuing education in nursing. The data indicated that a master's degree in a clinical nursing specialty is the minimum academic preparation for faculty in baccalaureate schools of nursing. There was a strong indication from the data that a doctoral degree in nursing will be the expected future academic preparation of collegiate nursing faculty. Continuing education, research, publication, and community service were given a high priority as criteria for reappointment and promotion. The criterion regarding work experience during the summer in a clinical practice setting is currently not given consideration, if any, for reappointment and promotion. However, it was given more consideration as one of the criteria that should be utilized in reappointment and promotion.