Visual records of place remain to a large degree inadequate when attempting to make visible the ephemeral states of consciousness that underlie the damage wrought by brutal regimes, let alone make visible the extraordinary histories and power structures encoded in images and views. This practice-led dissertation examines an emerging critical landscape genre in post-apartheid South Africa and Namibia, and its relationship to specific themes such as identity, belonging, trauma and memory. The landscape genre was traditionally considered inadequate to use in expressions of resistance under apartheid, particularly in the socially conscious and reformist discourse of South African documentary photography. I argue that, as a result of historical and cultural shifts after the demise of apartheid in 1994, a shift in aesthetic and subject matter has occurred, one that has led to a more rigorous and interventionist engagement with the landscape genre. I demonstrate how, after 1994, photographers of the long-established documentary tradition, which was meant to record 'what is there' in a sharp, clear, legible and impartial manner, would continue to draw on devices of the documentary aesthetic, but in a more idiosyncratic way. I show how these post-apartheid, documentary landscapes both disrupt and complicate the conventional expectations involved in converting visual fields into knowledge. I further investigate, through my own experimental documentary work, the ideologically fraught aspects of landscape representation with their links to Calvinist and German Romantic aesthetics. I appropriate and disrupt certain tropes still prevalent in popular landscape depictions. I do this in an effort to reveal the complex and troubled relationship that these traditions share with issues of willed historical amnesia and recognition in contemporary Namibia. Through my practice and the examination of other photographers' and artists' work, this project aims to further a self-reflective and critical approach to the genre of landscape and issues of identity in post-apartheid South Africa and Namibia.

The primary aim of this study was to investigate the implementation of the affirmative action policy within the Pretoria district of the South African Police Service. There is a need to examine and understand how the SAPS remove unfair discrimination in recruitment and selection processes in the implementation of affirmative action measures. Prior to 1994 the South African Police Force was male dominated and racism was fully institutionalised. Black people (Africans, Indians and coloureds), women and disabled people were marginalised and denied appropriate employment and advancement opportunities. The focus of the study was to identify challenges or problems encountered by the SAPS during the implementation of affirmative action policy; propose the strategies through which the SAPS can address discrimination in personnel staffing processes; and to assess and describe the criteria utilised by the SAPS in identifying the beneficiaries of affirmative action. The study includes the survey of international and national literature on the implementation of affirmative action. The study was conducted at 35 police stations within the district of Pretoria. The survey questionnaires were distributed to the respondents whereby three hundred and seventy (370) returned completed questionnaires, meeting the required sample figures. The respondents were selected by using a quota sampling. Qualitative research methodology was utilised in the interpretation and analysis of data. In addition, data was also collected through the documentary study. The major findings of this study illustrated that job requirements and responsibilities are seldom adjusted to accommodate disabled people. The communication of affirmative action policy is seen by respondents as being problematic. Respondents believe that affirmative action discriminates against certain groups within the disadvantaged groups. The research has divulged that the usage of interviews and involvement of supervisors in interview panels would minimise unfair discrimination in the allocation of promotional positions. Diversity management is not fully implemented to support affirmative action. People of all races are not employed to positions on the basis of their qualifications, experience and competencies as they deserve. The SAPS does not consider academic qualifications as criterion in the allocation of promotions. / Public Administration & Management / M. Admin. (Public Administration)

The primary aim of this study was to investigate the implementation of the affirmative action policy within the Pretoria district of the South African Police Service. There is a need to examine and understand how the SAPS remove unfair discrimination in recruitment and selection processes in the implementation of affirmative action measures. Prior to 1994 the South African Police Force was male dominated and racism was fully institutionalised. Black people (Africans, Indians and coloureds), women and disabled people were marginalised and denied appropriate employment and advancement opportunities. The focus of the study was to identify challenges or problems encountered by the SAPS during the implementation of affirmative action policy; propose the strategies through which the SAPS can address discrimination in personnel staffing processes; and to assess and describe the criteria utilised by the SAPS in identifying the beneficiaries of affirmative action. The study includes the survey of international and national literature on the implementation of affirmative action. The study was conducted at 35 police stations within the district of Pretoria. The survey questionnaires were distributed to the respondents whereby three hundred and seventy (370) returned completed questionnaires, meeting the required sample figures. The respondents were selected by using a quota sampling. Qualitative research methodology was utilised in the interpretation and analysis of data. In addition, data was also collected through the documentary study. The major findings of this study illustrated that job requirements and responsibilities are seldom adjusted to accommodate disabled people. The communication of affirmative action policy is seen by respondents as being problematic. Respondents believe that affirmative action discriminates against certain groups within the disadvantaged groups. The research has divulged that the usage of interviews and involvement of supervisors in interview panels would minimise unfair discrimination in the allocation of promotional positions. Diversity management is not fully implemented to support affirmative action. People of all races are not employed to positions on the basis of their qualifications, experience and competencies as they deserve. The SAPS does not consider academic qualifications as criterion in the allocation of promotions. / Public Administration and Management / M. Admin. (Public Administration)

Peacekeeping is a means by which international or regional organizations control conflict situations that are likely to endanger international peace and security. Most scholars have viewed the contributions of peacekeeping forces only in terms of failures, and they have not investigated fully the political-military circumstances" under which conflict control measures succeed. This dissertation is an attempt to bridge this gap and to show how the OAU compares with the UN in carrying out peacekeeping missions. The method of research was the case study method in which primary and secondary data was used to describe the situations in which six peacekeeping forces operated. The content of resolutions, official reports and secondary data were examined for non-trivial evidences of impediments to implementation of mandates. Findings from the research indicate that peacekeeping missions not properly backed by political efforts at settlement of disputes, cooperation of the superpowers, and financial and logistic support were ineffective and usually unsuccessful. Lack of consensus and pursuit of national interests have resulted in ambiguous or unrealistic mandates and have reduced the effectiveness of peacekeeping operations. Moreover, parties to a conflict were interested only in solutions that favored their interests and were often skeptical about the role and credibility of peacekeeping forces. But the continued violations of ceasefire agreements in defiance of the presence of peacekeeping forces were due partly to the force's inability to use force except in self-defense , Most of the forces operated under serious operational and logistical difficulties and they were inadequately funded. But none of the three factors has been responsible alone for the failure of peacekeeping missions. The coordination of UN operations has been better than that of the OAU. In civil war situations, national governments have requested peacekeeping forces because they could not, unaided, put down their opponents. The UN has deployed its forces only as a means of relaxing tensions while member-states have pursued other interests.