The general view of educators at all levels of education as well as trainers in industry, that learners do not have the ability to use their knowledge inter-curricular and holistically in their lives prompted the study. A very superficial study that was done in 2000, regarding the same problem, acted as the starting point for this study. The main purpose of the study was to determine the reasons for the general perception by educators that learners do not use their embedded knowledge in an inter-curricular manner. It also aimed to determine the most effective facilitating styles and methods that would help the learners to develop the skills to learn with the main aim to achieve learning that lasts and not just learning to pass. The use of deconstruction as a learning activity forms the biggest part of this qualitative action research project which was based on the main principles of the hermeneutic approach namely, communication followed by interpretation in order to reach understanding. The principles of narrative therapy were also used in the project. The hermeneutic approach followed in this study also allows the reader to walk the road with the participants as a narrative, first person reporting style provides rich background information regarding all the participants of the study as well as the contexts in which the actions took place. The reader will also be able to feel the closeness that existed between the educator and the learners who were part of this study. / Educational Studies / M.Ed. (Didactics)

The postmodern organisation and its leaders are faced with relentless turbulence and change and a compelling economic drive for success. The recent exponential rise in the popularity of coaching can be ascribed to the business need for the development of leadership bench-strength. Appreciative inquiry (AI) claims to be a source of untapped strength for organisations in the postmodern world and a source of sustainable solutions and genesis for energy. However, the scarcity of evidence of coaching linked to a postmodern stance, incorporating AI principles, as well as using group-based coaching methods, provided an opportunity for this study to respond to the challenges and contribute to the theory and practice of leadership coaching in the organisational setting by investigating the transformative effects of a postmodern group-based leadership coaching programme (LCP) on leaders’ personal and professional perspectives. The premises suggest that postmodern group-based coaching is a practical and cost-effective methodology in multi-cultural international organisations. Furthermore, postmodern coaching in groups can transform the personal and professional perspectives of leaders, specifically in transforming future plans, goal-directedness, confidence, resilience, hope, subjective well-being and empowerment as a leader, as well as broadening life outlooks. Key transformative themes were identified: self-knowledge, appreciation of others, broader vision, self-control and work-life integration. This applied study has made a valuable contribution to the body of research in the area of postmodern and group-based coaching. Replication of the study in other industries, setting and with different levels of leadership, training of postmodern coaches and robust follow-up coaching were identified as opportunities for further exploration. / Industrial and Organisational Psychology / D.Lit. et Phil. (Industrial Psychology)

Summaries in Afrikaans and Engish / There is at present a lack of consensus in the Educational Psychological domain to a universal point of departure of a uniform approach for Educational Psychologists. Educational Psychologists have become increasingly aware that the therapy and theories that they use for diagnoses and therapy are not based on educational theories. They frequently fall back on existing psychological schools of thought with the result that very few of the educational theories feature there in. The purpose of this dissertation is therefore: • To devise an accountable educational psychological theory which will lead to the integrating of psychological and educational insights. • To devise diagnostic and research models to create an accountable design in practice. • To utilize the essence of educational psychology educational psychologists for diagnoses and therapy. / Daar bestaan tans in die Opvoedkundige Sielkundige vakgebied 'n gebrek aan konsensus ten opsigte van 'n gemeenskaplike vertrekpunt vir 'n eenheidsbenadering vir opvoedkundige sielkundiges. Opvoedkundige sielkundiges het toenemend daarvan bewus geword dat die terapie en teoriee wat hulle gebruik vir diagnose en terapie nie gebaseer is op opvoedkundige teoriee nie, maar gewoonlik terugval op bestaande sielkundige skole en denkrigtings met die gevolg dat baie min van die opvoedkundige teoriee daarin voorkom. Die doel van die proefskrif is gevolglik om: • 'n Verantwoordbare opvoedkundige sielkundige teorie: "Die Relasieterapieteorie" daar te stel wat sal lei tot die integrering van sielkundige- en opvoedkundige insigte. • Diagnoserings- en navorsingsmodelle daar te stel ten einde 'n verantwoordbare praktykontwerp te skep. • Die Relasieterapieteorie in praktyk te veroperasionaliseer om die opvoedkundige sielkundige essensies in die praktyk in te dra en aan opvoedkundige sielkundiges 'n gemeenskaplike vertrekpunt te gee vir diagnose en terapie. / Psychology of Education / D.Ed. (Sielkundige Opvoedkunde)

Les syndicats d’entreprise chinois souffrent d’un manque apparent de pertinence pour les salariés. Dans l’intervalle, les gouvernements et les fédérations de syndicats locaux mènent de plus en plus de réformes syndicales d’entreprise en vue de promouvoir la négociation collective et la démocratie syndicale. Ces deux tendances se produisant simultanément, c’est ainsi que les questions de recherche suivantes viennent à l’esprit: (1) D’une manière générale, la négociation collective et la démocratie syndicale améliorent-elles la pertinence des syndicats pour les salariés? (2) Dans le cas chinois, les réformes de la négociation collective et de la démocratie syndicale menées par les gouvernements et les fédérations de syndicats locaux améliorent-elles la pertinence des syndicats d’entreprise pour les salaries? Afin d’explorer et d’expliquer les variations de l’identification syndicale des employés et de l’identification des employés avec l’employeur, cette thèse développe un nouveau cadre théorique composé de quatre lignes d’analyse. Cette thèse examine d’abord les récits instrumentaux et constructivistes de l’identification syndicale des salariés. La possibilité d’une double identification, d’une identification unilatérale, ou d’une double désidentification ouvre une troisième ligne d’analyse, qui se concentre sur la relation entre l’identification des salariés – la configuration combinant l’identification syndicale des salariés et l’identification des salariés à l’employeur – et le cadre de référence pour les relations de travail. Enfin, en prenant en considération la spécificité du système chinois de relations de travail, cette thèse considère l’intervention du Parti-État en vue d’explorer comment une telle intervention affecte la démocratie syndicale et s’il existe ou non d’autres facteurs en jeu dans la relation entre la démocratie syndicale et l’intervention du Parti-Etat. Afin d’explorer ces quatre lignes d’analyse, cette thèse s’est appuyée sur des études de cas comparatives de six filiales d’entreprises multinationales étrangères dans, ce que nous appelons à des fins d’anonymat, la zone de développement économique et technologique de Binhai. Deux iv séries d’enquête sur le terrain comprenaient des entretiens dans chaque entreprise de l’échantillon avec le responsable syndical, trois à cinq membres du comité syndical, quatre ou cinq délégués syndicaux (le cas échéant), et cinq à sept membres syndicaux. Les principaux résultats empiriques sont résumés comme suit. Premièrement, trois types d’identité des syndicats d’entreprise chinois – le pont critique, le pont constructif, et le pont communicatif – à titre de pont entre les salariés et leur employeur et qui est assumé par un syndicat d’entreprise. Il existe par ailleurs une correspondance entre l’identité syndicale et l’identification des salariés. Deuxièmement, l’identification du syndicat des salariés est associée au caractère instrumental de syndicat et à la démocratie syndicale. La démocratie syndicale affecte non seulement directement l’identification du syndicat des salariés, mais affecte également le caractère instrumental de syndicat et, à son tour, a un impact indirect sur l’identification du syndicat des salariés. Les synergies entre le cadre de référence des relations de travail, la capacité stratégique syndicale, et la vitalité délibérative conduisent à la construction de l’identité syndicale. Troisièmement, le cadre de référence va du pluralisme adversarial à l’unitarisme autocratique, puis à l’unitarisme consultatif, et enfin, à l’unitarisme coordonné. En affectant l’instrumentalité syndicale, le cadre de référence affecte indirectement l’identification syndicale des salariés. Le cadre de référence affecte également l’amélioration des intérêts des salariés par un employeur et à son tour, a un impact indirect sur l’identification des salariés à l’employeur. Enfin, l’intervention du Parti-Etat affecte la démocratie syndicale mais comme modérée par la capacité stratégique. / Chinese enterprise unions suffer the apparent absence of relevance for employees. In the meantime, local governments and federations of trade unions are increasingly conducting enterprise union reforms with a view to promoting collective bargaining and union democracy. With these two trends occurring simultaneously, the following research questions come to mind: (1) Do collective bargaining and union democracy improve the relevance of trade unions for employees? (2) Do the reforms of collective bargaining and union democracy conducted by local governments and federations of trade unions in China improve the relevance of enterprise unions for employees? In order to explore and explain the variations in employee union identification and employee identification with the employer, this thesis develops a novel theoretical framework consisting of four lines of analysis. This thesis first examines the instrumental and constructivist accounts of employee union identification. The possibility of dual identification, unilateral identification, or dual disidentification opens up a third line of analysis, which focuses on the relationship between employee identification – the configuration combining employee union identification and employee identification with the employer – and the frame of reference for labour relations. Finally, in taking the specificity of the Chinese labour relations system into consideration, this thesis considers the intervention of the Party-State with a view to exploring how such intervention affects union democracy and whether or not there are other factors at play in the relationship between union democracy and the intervention of the Party-State. In order to pursue these four lines of analysis, this thesis drew on the comparative case studies of six subsidiaries of foreign multinational enterprises in, what we label for the purpose of anonymity, the Binhai Economic-Technological Development Area. Two rounds of fieldwork involved interviews in each sample enterprise with the union officer, three to five union committee members, four or five union stewards (when applicable), and five to seven union vi members. The major empirical findings are summarized as follows. First, three types of identity of the Chinese enterprise unions discussed – critical bridging, constructive bridging, and communicative bridging – emerge in terms of the role of the bridge between employees and their employer, which is played by an enterprise union. There is a link between trade union identity and employee identification. Second, employee union identification is associated with union instrumentality and union democracy. Union democracy not only directly affects employee union identification but also affects union instrumentality and in turn, has an indirect impact on employee union identification. Synergies between the frame of reference for labour relations, union strategic capacity, and deliberative vitality lead to union identity construction. Third, the frame of reference ranges from adversarial pluralism to autocratic unitarism, then to consultative unitarism, and finally, to coordinated unitarism. By affecting union instrumentality, the frame of reference indirectly affects employee union identification. The frame of reference also affects the improvement of employee interests by an employer and in turn, has an indirect impact on employee identification with the employer. Finally, the intervention of the Party-State affects union democracy but as moderated by strategic capacity.

No description available.

Swedish property law, when it comes to acquisition of movable property, the transferee does not acquire ownership as such, instead, the sale is considered protected against the claim of the seller’s creditors (borgenärsskydd). This is achieved through the delivery principle (traditionsprincipen), meaning in its Swedish sense that movable property must not necessarily be delivered into the trans- feree’s possession, but rather that the transferor’s possibility to dispose over the movable is severed. This principle has been subjected to considerable alterations, mainly due to allowing situations where the delivery principle would otherwise be practically impossible. These alterations raise the question of how far these legal solutions can be detached from the fundamental principle. Therefore, it is relevant to ponder, if these solutions, which can merely be considered as artificial solutions to satisfy a formal requirement, are like the constitutum possessorium of civil law orders This thesis will attend to this issue, addressing the following three questions: Question (i): how does the concept of ownership apply to legal questions in relation to the delivery principle in Swedish property law and the Draft Common Frame of Reference respectively? Question (ii): does Swedish property law grant protection against the transferor’s creditors although the movable is detained with the transferor? Question (iii): is there any systematic compatibility in relation to the delivery principle in Swedish property law and DCFR respectively? Espe- cially when the movable is detained with the transferor. In relation to question (i), it has been found that in DCFR, ownership is closely linked with possession, which means that ownership follows the delivery of possession. This is not necessarily the case in Swedish property law. Question (ii) is answered in connection to a study of Swedish case-law, which results in that the movable can be detained with the transferor, provided that some require- ments are fulfilled, only if it is a result of a physical action and not solely due to a contract. However, case-law has evolved this general rule to be subjected to a propensity of looking past, or creating new, requirements in order not to create unnecessary complications of compliance as far as it concerns honest transac- tions. This has resulted in a kind of peculiar flexibility. In answer to question (iii), due to the new types of solutions created not to complicate certain transactions, the possibility of reaching similar results as the continental principle is more prominent than one might have thought. Despite certain resemblances, the sys- tematic compatibility must be seen as limited, due to the difference in the respec- tive rules’ aim.

This study explores the world of human conflict in the workplace, the workplace (in this case) being a South African university. Using the academic tools of ethnography and autoethnography, I investigate the dimensions of human conflict management, which include intrapersonal, interpersonal and intra-group conflict management, from a psychological perspective. In this thesis I refer, in particular, to examples and extractions taken from case studies that focus on conflicts between employees. In doing so I used an eclectic, psychodynamic theoretical frame of reference. The data was collected and processed over a period of fourteen years. Another focus of this thesis is my reflections on my personal development as a counselling psychologist specialising in intrapersonal, interpersonal and intra-group conflict management within an institutional organisation. The participants‟ stories revealed intense emotional experiences and I have put forward suggestions on how these experiences could be explored and dealt with by means of psychologically orientated techniques and interventions within the boundaries of the ethical codes and values of counselling psychology. My eclectic choice of brief psychotherapy, strengths-based counselling, and psychodynamic-based intrapersonal, interpersonal and intra-group interventions are included in my personal narrative. This study serves only as a guideline to other counselling psychologists who deal with human conflicts in similar situations. I have not tried to present a generalised theory. In this study, I argue strongly that there is indeed a place for counselling psychologists and the application of psychological knowledge in the world of human resources departments in organisations. I believe that counselling psychologists can operate, alternatively, as individual counselling psychologists, workshop facilitators and co-facilitators, as consultants, and as members of multidisciplinary teams to address, among other, conflict management in a tertiary institution. / Psychology / D. Litt. et Phil. (Psychology)

This study explores the world of human conflict in the workplace, the workplace (in this case) being a South African university. Using the academic tools of ethnography and autoethnography, I investigate the dimensions of human conflict management, which include intrapersonal, interpersonal and intra-group conflict management, from a psychological perspective. In this thesis I refer, in particular, to examples and extractions taken from case studies that focus on conflicts between employees. In doing so I used an eclectic, psychodynamic theoretical frame of reference. The data was collected and processed over a period of fourteen years. Another focus of this thesis is my reflections on my personal development as a counselling psychologist specialising in intrapersonal, interpersonal and intra-group conflict management within an institutional organisation. The participants‟ stories revealed intense emotional experiences and I have put forward suggestions on how these experiences could be explored and dealt with by means of psychologically orientated techniques and interventions within the boundaries of the ethical codes and values of counselling psychology. My eclectic choice of brief psychotherapy, strengths-based counselling, and psychodynamic-based intrapersonal, interpersonal and intra-group interventions are included in my personal narrative. This study serves only as a guideline to other counselling psychologists who deal with human conflicts in similar situations. I have not tried to present a generalised theory. In this study, I argue strongly that there is indeed a place for counselling psychologists and the application of psychological knowledge in the world of human resources departments in organisations. I believe that counselling psychologists can operate, alternatively, as individual counselling psychologists, workshop facilitators and co-facilitators, as consultants, and as members of multidisciplinary teams to address, among other, conflict management in a tertiary institution. / Psychology / D. Litt. et Phil. (Psychology)

La comparaison des principes directeurs du droit des contrats dans les ordres internes (français et libanais), européen et international permet de déceler, d’une part, une convergence sur le plan de l’identification des principes directeurs du droit des contrats et, d’autre part, une divergence sur le plan de la mise en oeuvre de ces principes. La convergence se manifeste par le fait que les mêmes principes - à savoir les principes de liberté contractuelle, de loyauté contractuelle et de sécurité contractuelle - sous-tendent la théorie générale des contrats dans les trois ordres. Cette convergence s’explique par deux principaux facteurs : d’une part, un facteur logique à savoir le raisonnement par induction qui permet de dégager les principes directeurs du droit des contrats, et, d’autre part, un facteur politique en l’occurrence la concordance des objectifs généraux du droit des contrats dans les trois ordres. Quant à la divergence sur le plan de la mise en oeuvre des principes directeurs,elle se manifeste pratiquement par le renforcement, en droits européen et international,des principes directeurs de la liberté contractuelle et de la loyauté contractuelle ainsi que par l’aménagement du principe directeur de la sécurité contractuelle. Cette divergence a pu être expliquée par l’existence de besoins propres du commerce international. Toutefois, elle devrait plutôt être rattachée à l’influence de droits nationaux étrangers aux droits français et libanais. / The comparison of the guiding principles of contract law in French, Lebanese, European and international laws reveals on one hand a convergence in terms of identifying the guiding principles of contract law and on the other hand a divergence interms of implementing these principles.The convergence arises from the same principles - namely the principles of contractual freedom, contractual security and contractual “loyalty”2 - underlying the general theory of contracts in all three laws. This convergence is due to two mainfactors: firstly, a logical factor that is the inductive reasoning that allows extracting the guiding principles of contract law, and, secondly, a political factor based on the similarity of the general objectives of contract law in the three laws. As for the divergence in terms of guiding principles implementation, it is revealed through reinforcing in European and international laws, the guiding principles of contractual freedom and contractual “loyalty” as well as the adjustment of the guiding principle of contractual security. This divergence could be explained by the existence of specific needs of international trade. However, it should rather be related to the influence of foreign national laws different from French and Lebanese laws.

Text in Afrikaans / Psychology / D.Litt. et Phil (Psychology)