Time Fields: Chamber Concerto #3 for fifteen players (2004) is a composition for five woodwinds, three brass, one percussionist, piano, string quartet and double bass with an approximate duration of 14 minutes. This work addresses the nature of musical time and its role in the organisation of the large-scale structure of the piece. Four differing states of musical time, which I refer to as Temporal Textures (Static, Obscure, Temporal Counterpoint and Clear), are employed in particular alternations to form a single movement work in four distinct sections.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: Commericial organizations operate in a free-market economic system. The goal of commercial organizations in a free-market economic system is to utilise scarce resources at their disposal to optimally maximise their profits. To achieve this goal, the human resources function is tasked with the responsibility to acquire and maintain a competent and motivated workforce in a manner that would add value to the bottom-line. The human resource management interventions are therefore a critical tool in regulating human capital in such a manner that it optimally adds value to the business. Personality tests are used in the world of work to determine individual differences in behaviour and performance. There was recently a dispute over the effectiveness of the use of personality tests in predicting job performance, but personality is nowadays regarded as a an influential causal antecedent in the prediction of job performance. From the first democratic elections held in 1994, greater demands have been placed on the cultural appropriateness of psychological testing in South Africa. The use of cross-cultural assessments in South Africa are therefore currently very prominent. The use of psychological tests, including personality tests, is now strictly controlled by legislation, including the Employment Equity Act 55 of 1998. In order to make informed decisions, industrial psychologists and registered psychology practitioners need reliable and valid information about the personality construct which will enable them to make accurate predictions on the criterion construct. This argument provides significant justification for the primary purpose of this study, namely an equivalence and invariance study of the second edition of the Fifteen Factor Questionnaire (15FQ +) in a sample of Black, Coloured and White South Africans. Bias in psychological testing can be described as ‘troublesome’ factors that threaten the validity of cross-cultural comparisons across different groups e.g., ethnic groups (Van de Vijver & Leung, 1997). These factors can be caused by construct bias, method bias and/or item bias. It is therefore essential that the information provided by the test results must have the same meaning across all the various reference groups. This assumption necessitates evidence of equivalent and invariant measurements across different groups. Equivalence and invariance in this study is investigated by making use of Dunbar, Theron and Spangenberg (2011)'s proposed steps. Complete measurement invariance and full measurement equivalence is the last step and implies that the observed measurements can be compared directly between the different groups. / AFRIKAANSE OPSOMMING: Kommersiële Organisasies word bedryf in ‘n vrye-mark ekonomiese stelsel. Die doel van kommersiële organisasies is dus om skaars hulpbronne tot hul beskikking optimaal aan te wend ten einde wins te maksimeer. Daarom is dit belangrik vir die menslikehulpbron funksie om ‘n bevoegde en gemotiveerde werksmag te verkry en in stand te hou op ‘n wyse wat waarde tot die onderneming byvoeg. Dit is daarom uiters belangrik om die regte menslikehulpbron intervensies in organisasies te implementeer om die menslike kapitaal so te reguleer dat hulle optimaal waarde tot die onderneming byvoeg. Persoonlikheidstoetse word gebruik in die wêreld van werk om individuele verskille in gedrag en werksprestasie te bepaal. Daar was onlangs ‘n dispuut oor die effektiwiteit van persoonlikheidstoetse se gebruik in die voorspelling van werksprestasie, maar persoonlikheid word hedendaags beskou as ‘n invloedryke oorsaaklike veranderlike in die voorspelling van werksprestasie. Vanaf die eerste demokratiese verkiesing van 1994 word daar sterker eise geplaas op die kulturele toepaslikheid van sielkundige toetse in Suid Afrika. Kruis-kulturele assesserings in Suid Afrika is daarom tans baie prominent. Die gebruik van sielkundige toetse, ingesluit persoonlikheidstoetse, word nou streng beheer deur wetgewing, onder andere die Wet op Gelyke Indiensneming 55 van 1998. Ten einde ingeligte besluite te kan neem, benodig bedryfsielkundiges en geregistreerde sielkundé praktisyns betroubare en geldige inligting oor die persoonlikheidskonstruk om hul in staat te stel om akkurate voorspellings van die kriteriumkonstruk te maak. Dit bied wesenlik die regverdiging vir die primêre oogmerk van hierdie studie, naamlik om ‘n ekwivalensie en invariansie studie van die tweede uitgawe van die Vyftien Faktor Vraelys (the Fifteen Factor Questionnaire, 15FQ+) op ‘n steekproef van Swart, Kleurling en Wit Suid Afrikaners te onderneem. Sydigheid in toetse kan beskryf word as ‘lastige’ faktore wat die geldigheid van kruis-kulturele vergelykings oor verskillende groepe (bv. Etniese groepe) bedreig (Van de Vijver & Leung, 1997). Hierdie faktore kan veroorsaak word deur konstruksydigheid, metodesydigheid en/of itemsydigheid. Dit is dus noodsaaklik dat die informasie wat verskaf word deur die toetsresultate dieselfde betekenis moet hê oor al die verskillende verwysingsgroepe. Hierdie aanname noodsaak bewyse van ekwivalente en invariante metings oor verskillende groepe. Ekwivalensie en Invariansie in hierdie studie word ondersoek deur gebruik te maak van Dunbar, Theron en Spangenberg (2011) se voorgestelde stappe. Volle ekwivalensie en invariansie is die laaste stap en impliseer dat waargenome metings oor verskillende groepe direk met mekaar vergelyk kan word.

Orientation In this study the interrelationship between specific personality and interests measures were explored to improve understanding of the respective constructs and their interrelations. A literature study and empirical research was conducted to serve the purpose of this study. Research purpose The purpose of this study was to explore the interrelationship between personality and interests using the measures of the OPQ, the 15FQ+, and the SDS. Motivation for study Much research has been done on the importance of the use of personality and interest questionnaires for career guidance and other purposes. However, a correlation between the SDS and OPQ and between the SDS and 15FQ+ has not been researched. As such, this study was intended to provide valuable insight into the interrelation between the personality and interests as measured by the OPQ, the SDS and the 15FQ+, which should enhance the interpretation of the respective constructs. Research Methodology An exploratory research method was used, as it was a systematic investigation of the relationship among two or more variables. A quantitative strategy of inquiry was used for this study. Main findings A canonical correlation analysis showed moderate to strong interrelationship between personality traits and vocational interest. The interrelation of the OPQ, the SDS and the 15FQ+ are significant. The findings indicated how personality and interests differ and converge for enhancing interpretation purposes. Practical/managerial implications Holland’s theory of vocational interests focuses on the application of the SDS for career purposes, as well as for measuring job fit and job satisfaction. A better understanding of the interrelationship between personality and interests help practitioners to optimize the use of the measures within various contexts. Contributions/value additions The study will enable practitioners to more effectively utilize the personality and interest measures, combined or separately, as the interrelationships are now better known and construct validity is enhanced. Conclusion The objective of this research was successfully achieved, as satisfactory evidence was provided to address the overarching research purpose. / Dissertation (MSc)--University of Pretoria, 2014. / Human Resource Management / MSc / Restricted

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Le régime juridique de l'Enfant Associé aux Forces et Groupes Armés âgé de plus de quinze ans auteurs d'infractions graves est incohérent. En effet, il permet à son titulaire d'obtenir le statut de combattant, sans que pour autant sa responsabilité ne soit automatiquement engagée en cas de commission d'infractions graves. Cette situation s'explique par le fait que la communauté internationale est divisée sur sa nature juridique: il est perçu en tant que victime ou criminel. Cette incertitude a pour conséquence de créer de l'insécurité juridique car il ne sais pas au préalable quel sort lui sera réservé par la Justice. Cette réalité profite au recruteur qui le pousse à commettre les crimes les plus graves. L'enfant se sent ainsi tout-puissant. Toutefois, à l'issue du conflit, il risque d'être rejeté par sa communauté l'identifiant en tant que bourreau. Sa réinsertion est donc compromise. Afin de pallier cette situation, une harmonisation de l'âge du combattant devrait être envisagée afin de clarifier son régime de responsabilité. En attendant, le stand minimal est de quinze ans. S'il n'est pas considéré comme étant trop jeune pour prendre les armes, il doit être aussi en capacité de rendre des comptes. Mais comment ? À travers la Justice Transitionnelle de manière générale et plus précisément par la création d'un Tribunal Spécial pour Enfants Auteurs d'Infractions Graves qui a pour fonction de juger ceux qui ont le plus au degré de responsabilité dans la commission des crimes. Pour les autres, il est envisagé la valorisation de mécanismes de Justice Restauratrice qui répondent à leurs besoins, à celles de leurs victimes et de leur communauté tout entière. / The legal justice mechanism of the Child Associated with Armed Forces and Groups of more than fifteen years old of serious offenders is inconsistent. In fact, this kid's allowed to obtain the combatant status even if he never assumes automatically his responsibilities when he commits serious offences. It's because the international community is divided and considers him as a victim or a criminal. This uncertainty creates the effect of legal insecurity since he doesn't know how he'll be treated by Justice. This situation benefits to his recruiter who encourages him to commit the most serous crimes. The child feels almighty. But at the end of the conflict, he may probably rejected by this community who considers him as an executioner. So, his reintegration is compromise. To rectify this situation, harmonizing the age of the fighter should be a solution to clarity his accountability status. For the moment, fifteen years old appears as minimum standard. If the child isn't so youth to take arms, he can bear his accountability. But how? Whith Transitional Justice in general and more specifically the creation of a Special Court for Serious Violations which judge those who have the highest level of responsibility in the commission of the crime. For the others, we propose Restorative Justice that meet their needs, those of their victims and their entire community.