Family planning initiatives have been critical to development strategies since the 1950s. Family planning has been justified on various grounds including its contribution to poverty alleviation, improved maternal and infant health and the advancement of women's rights and choices. More recently, the discourse of 'women's empowerment' has been used in the advocacy of family planning. This discourse integrates a number of earlier justifications for fertility control promoting family planning as a strategy to enhance women's access to higher standards of living and improved health. It associates family planning with advances in women's rights as individual citizens in 'modern' economies and their greater involvement in paid work. This thesis investigates whether this empowerment discourse is evident in family planning programmes in Fiji and its relationship to the socio-economic development of that country. Critical analyses of the operation of power, development strategies and western assumptions about family size, human rights and economic wellbeing inform this research. In particular, Foucault's concept of 'biopower' is used to analyse narratives about family planning articulated by health practitioners, women's rights activists and officials in the Ministry of Health. The analysis of key informants' statements is complemented by consideration of official statistics, and existing empirical data such as documents and pamphlets. The thesis argues that an empowerment discourse is strongly evident in Fiji with respect to the statements made by key informants and available written sources. It looks critically at the narratives that construct family planning as empowering for women, particularly the tropes of choice, health and full citizenship. Close analysis of these narratives demonstrate that the 'stories' uniformly position women as potentially empowered 'modern' subjects. However, critical analysis of these stories about choice, health and citizenship found that family planning strategies were sometimes disempowering. The generic stories embodied by the empowerment discourse did not allow for the diversity of women's needs; this finding supported critiques of one-size-fits-all development strategies. I demonstrate that while the empowerment discourse provided women with the opportunity to control their fertility, engage in paid work and be empowered, it simultaneously created new challenges and different forms of subordination. This thesis found that the empowerment discourse was an unmistakable example of biopower at work

The aim of this research was to determine the role of the school principal in fostering the creativity and innovativeness of educators. This aim was explored by: determining the nature of creativity and innovativeness; determining the role of the principal in fostering the creativity and innovativeness of educators at schools; and investigating how the creativity and innovativeness of educators is currently fostered at schools. The literature survey on the nature of creativity and innovativeness revealed creativity as the generation of novel and useful ideas and the ability to combine them in a unique way, while innovativeness is the ability to be innovative, i.e. to implement creative outcomes to benefit an organisation or the practical application of ideas towards the organisation's objectives. Creativity and innovativeness can thus be fostered by creating a stimulating work environment that advocates enriched jobs and supporting management practices, an organisational culture that supports innovativeness and an environment that provides adequate resources. Therefore, creativity and innovativeness are a function of an organisational climate that promotes nine dimensions, namely, challenge and involvement, freedom, trust and openness, idea time, idea support, debate, risk-taking, conflict management and humour and playfulness. The empirical survey found that school-organisational climates generally foster educators' creativity and innovativeness in terms of the dimension thereof.-How it was found that some dimensions enjoy more prevalence at schools than others. It was also found that some aspects of these dimensions were inconsistent with the general finding that schools portray climates conducive to educators' creativity and innovativeness. For instance, the involvement of educators in vision review as a way of setting standards or as a pace-setter for performance, and educators having to seek permission before implementing their creative ideas were seen as not fostering creativity and innovativeness at schools. Although there were statistical differences in responses between principals and educators on all creativity and innovativeness dimensions, it was found that these were of no practical significance and thus could be attributed to chance or coincidence. This study therefore recommends that principals should adopt a holistic approach to school organisational creativity and innovativeness. In this way, all the dimensions will be fostered, thus creating school organizational climates that engender the creativity and innovativeness of all educators and focusing on all aspects of their work. Principals should also receive capacity building exercises, initiated both at school and at departmental levels. These exercises should focus on staff development that relates creativity and innovativeness to the achievement of teaching and learning outcomes. / Thesis (M.Ed.)--North-West University, Vaal Triangle Campus, 2005.

Masters in Public Administration - MPA / The Republic of South Africa is faced with an extremely problematic high rate of poverty, shortages of skills and youth unemployment. This phenomenon is amongst blacks (predominantly African and coloured). This thesis therefore, argues that job creation is a very important measure to address youth unemployment and related socio-economic problems though; the majority of youth in South Africa have been classified as unskilled, uneducated and unemployable. The implementation of skills development programmes remains a huge problem. It has been also assumed that youth development programme have been inaccurately interpreted. TheYouth development is an evolutionary development in which all young people are engaged in attempting to build skills, and competencies, to meet their social needs and for the development of the community (Pittman 1993: 3). It is in this regard that the researcher selected Belhar in the Western Cape as a setting to investigate the problematic mentioned above. Although the 2011 census report stated that people living in the area of Belhar have access to electricity, refuse removal, water and sanitation, up to now poverty and youth unemployment remain alarming in this community. The study indicates that there is a youth development policy existing on paper at all levels of South African governments however its implementation remains a major problem. The research is exploratory in nature and uses qualitative techniques of inquiry. The researcher also uses secondary data such as conference papers and the City of Cape Town’s budget documents as a form of gathering information for analysis. The study explores the present youth programme and local government’s capacity in the surrounding community of Belhar. The data collected during this study through interviews, reveals that the youth programme is in existence in Belhar, however there is incapacity and lack of cooperation between the councilors, Belhar youth leaders and the City of Cape Town’s Municipality. The study further reveals that since ever the youth programme started in December 2013 under the leadership of the Belhar councilors, there were only two beneficiaries from the “youth” of that entire community who got employment after attendance for skills training. The finding further indicates that the programme mostly did not achieve its goals.

Magister Artium (Sport, Recreation and Exercise Science) - MA(SRES) / In the last few years, women’s rugby has experienced unprecedented growth globally and is the fastest growing sport among women and girls. Owing to increasing support and expo-sure, the sport has grown exponentially. However, women’s rugby programmes face signif-icant obstacles globally and locally. Women’s rugby is not well researched, and there is a lack of relevant literature on existing programmes, in particular, the perspectives and expe-riences of those involved in the programmes. Consequently, the purpose of the study was to offer insight into stakeholders and their lived experiences, thoughts and views on the management and implementation of development programmes for women’s rugby in the Western Cape Province.

The public’s demand for competent and safe health care obligates the profession to meet the challenges of high quality care with current knowledge and skills. The maintenance of competence and the participation in continuous professional development (CPD) has firmly been established as a professional standard with the purpose of ensuring the safety of the public. The enhancement and maintenance of knowledge and skills can be obtained through participation in CPD programmes. Despite the importance of CPD, not many critical care nurse practitioners avail themselves of the opportunity to attend CPD programmes. The overall aim of this research was to reach consensus regarding the reasons for the unsatisfactory attendance of a CPD programme developed for critical care units in a private hospital in Gauteng. A consensus methodology was used to involve the critical care nurse practitioners in planning and prioritising strategies for a future continuous professional development programme. Using the nominal group technique the critical care nurse practitioners reflected on their experience related to the current CPD programme and provided inputs and ranked priorities. Fourteen critical care nurse practitioners participated in the nominal group session. Consensus was reached regarding five priorities that should be implemented as strategies to enhance attendance of future CPD programmes. In rank order these priorities were communication, continuous professional development, clinical training, time constraints and financial implications. A central theme “attitude” was included as attitude has a powerful effect on all of the above mentioned priorities. In conclusion the study focussed on identifying and discussing the reasons for unsatisfactory attendance of a CPD programme. Based on the reasons identified priorities were set and strategies were collaboratively developed to enhance future attendance of a CPD programme. / Dissertation (MCur)--University of Pretoria, 2013. / gm2015 / Nursing Science / MCur / Unrestricted

No / There is widespread debate within critical management studies (CMS) as to the possibility of introducing CMS principles and ideas into organizational life. There is similarly a critique of its potential to replace the hegemony of `mainstream' business school thinking with an alternative hegemonic practice. In this article we use a reflexive analysis of our involvement as critical thinkers within the delivery of leadership-development programmes to consider these debates and explore CMS perspectives with participants. Our initial attempts were naive, but a more nuanced understanding given by theorizing our own practices offers some ways of avoiding the substitution of one hegemony with another. Although working as critical thinkers within mainstream programmes will always be problematic, we suggest that using a dialogical approach in leadership training programmes is one way of struggling with the inherent difficulties, while introducing participants to different ways of theorizing their worlds.

The concept of campus environment and its implication to student development is important to any institution of higher learning and student affairs in particular. / Thesis (M.Ed.) - University of KwaZulu-Natal, Pietermaritzburg, 2008.

In a hospital environment the focus is on quality patient care. One of the important factors to improve the quality of patient care is the implementation of a continuous professional development programme. In a continuous professional development programme of a hospital three stakeholders namely management, clinical facilitators and the nurse practitioners are identified as partners. When the stakeholders reach a point where it is believed that the continuous professional development programme does not serve its purpose to improve the quality of patient care it is time to evaluate and refine the programme. This study evaluate the critical care and high care units in a private hospital in Gauteng’s continuous professional development programme and the conclusions and recommendations are therefore limited to this specific clinical setting. The refinements recommended cannot be utilised in other clinical setting but the evaluation and research methodology can be utilised to evaluate similar continuous professional development programmes. Evaluation of a continuous professional development has the potential to negatively influence the nurse practitioners attitude towards continuous professional development. The objective of the research approach chosen namely a 4-D Appreciative Inquiry approach was to gain the collaboration of all the stakeholders in an effort to ensure that the evaluation of the continuous professional development programme of the critical care and high care units in the private hospital in Gauteng does not negatively affect the delivery of quality patient care. The Appreciative Inquiry research approach with its positive approach lends it to be the most appropriate research methodology of the study. The study utilised a Focus Group Inquiry as data a collection mechanism. From the study In-service training emerged as the element that form an important element of an effective continuous professional development programme but that it is of the at most importance that an effective Workplace learning environment exists. The supportive role of Management for a continuous professional development programme also emerged as one of the main themes required for the implementation of a continuous professional development programme. These findings were utilised in the refinement for the continuous professional development programme for the critical care and high care units in the private hospital in Gauteng. The research recommends that a steering committee be appointed to implement a pilot continuous professional development programme that incorporate the refinement elements identified. Due to the continuous improvement nature of the Appreciative Inquiry methodology it is also recommended that the pilot continuous professional development programme been re-evaluation to ensure long-term success and improvement. / Dissertation (MCur)--University of Pretoria, 2013. / gm2014 / Nursing Science / unrestricted

Thesis (MA)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: Considering the growing poverty and unemployment in South Africa, there is clearly an urgent need for development, particularly among the historically disadvantaged communities where the level of inequality is the highest. Sport has been viewed by a number of scholars as a possible vehicle for developing communities. In this regard, involvement in sport and exercise has been linked to psychological wellbeing, capacity building and skills development among adolescents, which leads to the empowerment of individuals. This study investigates the functioning of a Sport Development Academy, which uses canoeing as a mechanism to improve the quality of lives of people living in a rural community in The Valley of a Thousand Hills in Kwa-Zulu Natal. This qualitative investigation targeted a group of seven young men, between the ages of nineteen and twenty-nine years old, who were interviewed in order to examine their lived experiences as a result of participating in the Academy and the extent to which the Academy impacted positively on their lives. The Positive Youth Development Paradigm, Bronfenbrenner’s Eco-Systems Theory and the Athlete-Coach relationship view, was used as a lens through which the research findings were examined. The Athletes in the Academy learnt a number of values and skills such as hard work, determination and respect. They became involved in pro-social behaviors as opposed to anti-social behaviors due to their participation in the sport development programme. This participation resulted in the gaining of social capital which can lead to upward social mobility. The capacity of these athletes has also been improved. These above factors improve the psychological wellbeing of the individuals and equip them with essential values and skills that make them more employable. The research findings suggest that the involvement of the seven young men in the Academy produced a number of positive impacts. Therefore, the results of the research indicate that sport can be used, to a certain extent, as a vehicle through which development can occur. / AFRIKAANSE OPSOMMING: Groeiende armoede en werkloosheid in Suid-Afrika dui dat daar duidelik 'n dringende behoefte vir ontwikkeling, veral onder die voorheen-benadeelde gemeenskappe is waar die vlak van ongelykheid die hoogste is. Sommige navorsers sien sport as 'n moontlike voertuig vir die ontwikkeling van hierdie gemeenskappe. In hierdie verband word betrokkenheid in sport en oefening gekoppel aan sielkundige welstand, kapasiteitsbou en die ontwikkeling van vaardighede onder tieners wat lei tot die bemagtiging van individue. Hierdie studie ondersoek die funksionering van 'n sportakademie wat gebruik maak van die sport kanovaart as 'n meganisme om die gehalte van die lewens van mense te verbeter wat woon in die landelike gemeenskap van die Vallei van 'n Duisend Heuwels in Kwa -Zulu Natal. Hierdie kwalitatiewe ondersoek van 'n groep van sewe jong mans, tussen die ouderdomme van negentien en nege-en-twintig jaar oud, het bestaan uit onderhoude wat gevoer is om hul ondervindinge te ondersoek as 'n gevolg van hul deelname aan die Akademie en die mate waarin dit ‘n positiewe impak op hul lewens gehad het. Die Positiewe Jeugontwikkeling Paradigma, Bronfenbrenner se Ekosisteemtoerie en die atleet - afrigter verhouding is gebruik as 'n lens waardeur die bevindinge ondersoek is. Die atlete in die Akademie het 'n aantal waardes en vaardighede aangeleer soos harde werk, deursettingsvermoë en respek. Hulle het betrokke geraak in pro-sosiale gedrag in teenstelling met anti-sosiale gedrag as gevolg van hul deelname in die ontwikkelingsprogram. Dit het gelei tot die toename van hul sosiale kapitaal wat gelei het tot groter sosiale mobiliteit. Die kapasiteit van hierdie atlete is ook verbeter. Die bogenoemde faktore het gelei tot die verbetering van hul sielkundige welstand en om hulle toe te rus met noodsaaklike waardes en vaardighede om hulle meer geskik te maak vir toekomstige loopbane. Die navorsing dui verder daarop dat die betrokkenheid van die sewe jong mans in die Akademie 'n aantal positiewe invloede tot gevolg het. Die resultate van die navorsing dui dus daarop dat sport tot ‘n sekere mate gebruik kan word as 'n middel waardeur ontwikkeling kan plaasvind.

Thesis (MBA)--University of Stellenbosch, 2011. / Research shows that identifying and developing new leaders should be a leader’s primary focus due to the impact it has on the productivity, performance and sustainability of the organisation. The Young Lions Programme was a leadership development programme for high-potential supervisory staff implemented by a major South African financial institution’s retail banking division in the Western Cape region in 2006. The programme ran for three years until it was discontinued in 2008 due to the organisation implementing a national leadership development programme for all team leaders. Many of the organisation’s other regions still run development programmes for high-potential staff. However, the Western Cape region has not implemented another programme aimed specifically at high-potential staff since 2009. The effectiveness of the programme was never measured, nor was any research conducted to determine best practices for leadership development programmes. The aim of this research report is therefore to analyse the success of the programme through qualitative analysis by measuring the data gathered against the objectives originally set for the programme. Furthermore, this report aims to identify best practices in leadership development through the completion of a literature review and to make recommendations to the organisation for future leadership development programmes. The findings of this report are that the programme was successful in many aspects as demonstrated by the positive responses from the respondents to the questionnaire, and by the data analysed from the organisation’s database. Notwithstanding the success of the programme, responses from the questionnaire as well as the relevant research suggest that improvements can be made to the programme to increase its effectiveness in identifying, developing and retaining leaders in the organisation. These recommendations are summarised in the final chapter of this report.