Text in Afrikaans / Lofprysing en aanbidding, wat die kern behoort le vorm van elke erediens, omdat God sentraal staan daarin, en wat ook die middelpunt van die erediens van die !ewe behoort le wees, omdat dit die reaksie van dankbaarheid op God se goedheid is, word in die Gereformeerde tradisie heel dik els met groot skeptisisme bejeen. Deels gebeur dit omdat die begrippe "lofprysing" en "aanbidding" dalk nog nie duidelik gedefinieer is nie en daar dikwels baie subjektiewe betekenis daaraan gegee word. Dis 'n groat jammerte omdat dit baie van die vreugde, die hartlikheid en die warmte van byeenkomste van die geloofsgemeenskap ontneem. Verder het dit tot gevolg dat sommige lid mate - en veral jongmense - hulle heil elders gaan soek, waar hulle behoeftes aangespreek word. Aangesien hierdie 'n studie is wat fokus op die Skriftuurlike en teologiese begronding van lofprysing en aanbidding, asook die behoeftes van jongmense, word aandag geskenk aan belangrike tendense wat 'n invloed uitoefen op hulle behoeftes, voor- en afkeure en algemene lewensuitkyk. Sake wat aan die orde kom is onder andere kultuur - met verwysing na subkulture en pop-kultuur - die sogenaamde Generasieteoriee en spiritualiteitstipes. Laastens word aanbevelings gemaak oor hoe gemeentes en kerke, met in agneming van veral die behoeftes van jongmense, lofprysing en aanbidding op 'n Skriftuurlike en teologiese verantwoorde wyse kan beplan en aanbied, terwyl jongmense in die proses bemagtig word om mede-verantwoordelikheid daarvoor te aanvaar. / Praise and worship, central to every church service, as a grateful response to God's goodness and mercy, is frequently met with scepticism within the Reformed tradition. This is, partly, due to different definitions, resulting in a variety of subjective interpretations. It deprives the faith community of the joy and warmth expected to be experienced at gatherings. It furthermore results in youth having to seek alternative pastures for their specific needs. This research focuses on the Scriptural and theological foundation of praise and worship, as well as the needs of the youth, relevant trends influencing their needs, their preferences and dislikes as well as their attitude towards life in general. Aspects such as culture and the so called Generational theories and types of spirituality will come under scrutiny. Lastly recommendations are made for planning and presentation of Scriptural sound praise and worship, whilst, at the same time, empowering them to take joint responsibility. / Philosophy, Practical & Systematic Theology / M. Diac. (Jeugwerk)

Text in Afrikaans / Lofprysing en aanbidding, wat die kern behoort le vorm van elke erediens, omdat God sentraal staan daarin, en wat ook die middelpunt van die erediens van die !ewe behoort le wees, omdat dit die reaksie van dankbaarheid op God se goedheid is, word in die Gereformeerde tradisie heel dik els met groot skeptisisme bejeen. Deels gebeur dit omdat die begrippe "lofprysing" en "aanbidding" dalk nog nie duidelik gedefinieer is nie en daar dikwels baie subjektiewe betekenis daaraan gegee word. Dis 'n groat jammerte omdat dit baie van die vreugde, die hartlikheid en die warmte van byeenkomste van die geloofsgemeenskap ontneem. Verder het dit tot gevolg dat sommige lid mate - en veral jongmense - hulle heil elders gaan soek, waar hulle behoeftes aangespreek word. Aangesien hierdie 'n studie is wat fokus op die Skriftuurlike en teologiese begronding van lofprysing en aanbidding, asook die behoeftes van jongmense, word aandag geskenk aan belangrike tendense wat 'n invloed uitoefen op hulle behoeftes, voor- en afkeure en algemene lewensuitkyk. Sake wat aan die orde kom is onder andere kultuur - met verwysing na subkulture en pop-kultuur - die sogenaamde Generasieteoriee en spiritualiteitstipes. Laastens word aanbevelings gemaak oor hoe gemeentes en kerke, met in agneming van veral die behoeftes van jongmense, lofprysing en aanbidding op 'n Skriftuurlike en teologiese verantwoorde wyse kan beplan en aanbied, terwyl jongmense in die proses bemagtig word om mede-verantwoordelikheid daarvoor te aanvaar. / Praise and worship, central to every church service, as a grateful response to God's goodness and mercy, is frequently met with scepticism within the Reformed tradition. This is, partly, due to different definitions, resulting in a variety of subjective interpretations. It deprives the faith community of the joy and warmth expected to be experienced at gatherings. It furthermore results in youth having to seek alternative pastures for their specific needs. This research focuses on the Scriptural and theological foundation of praise and worship, as well as the needs of the youth, relevant trends influencing their needs, their preferences and dislikes as well as their attitude towards life in general. Aspects such as culture and the so called Generational theories and types of spirituality will come under scrutiny. Lastly recommendations are made for planning and presentation of Scriptural sound praise and worship, whilst, at the same time, empowering them to take joint responsibility. / Philosophy, Practical and Systematic Theology / M. Diac. (Jeugwerk)

В данной работе проводится научное обоснование теоретических положений и разработка практических рекомендаций по созданию и использованию маркетингового интернет-инструментария для формирования и развития отношений со студенческой молодёжью. / This dissertation provides scientific substantiation of theoretical provisions and development of practical recommendations for the creation and use of Internet marketing tools for the formation and development of relations with students.

Orientation: The face of the workforce as we know it, is changing dramatically through globalisation and the retirement of the older generation, and organisations are confronted with the need to change. Company strategies for attraction and retention require adaption, as the ‘one-size-fits-all’ model no longer appears to be appropriate for today’s multigenerational workforce. As employers aim to attract and retain high-value youth employees, it is more important than ever to understand the total rewards expectations that will attract and retain them. Research purpose: To determine what changes and priorities organisations need to consider for their total rewards models to attract and retain qualified youths entering the workforce. Motivation for the study: The need to understand what intrinsic and extrinsic rewards are aligned with the aspirations and values of skilled youths, in an ongoing attempt to attract and retain them. Research methodology: The researcher utilised a sequential mixed-method research approach to evaluate the effectiveness of the reward categories of the WorldatWork (2015) Total Rewards Model and other reward elements identified during the literature review. Data were collected in two phases, using quantitative and qualitative methods. Phase I: The quantitative method entailed a research questionnaire, distributed to defined professional databases, tertiary institutions, private and public listed companies, as well as parastatals. The researcher distributed 450 questionnaires, of which 276 usable questionnaire responses were received — a response rate of 61.3%. Phase II: The qualitative method utilised interviews exploring the results obtained from Phase I; 11 interviews were conducted with qualified youths and human resource (HR) practitioners (HR generalists and recruitment-, remuneration-, and organisation development specialists). Their responses were captured and analysed. ABSTRACT DBL Thesis_Keshia Mohamed-Padayachee Student Number 71364684 Page 4 of 351 In both Phase I and Phase II, data were gathered while ensuring a high ethical standard and adhering to the defined research approaches. The data were analysed using appropriate statistical techniques to determine the relationship between the variables, ensuring reliability, consistency, and generalisability in Phase I, and transferability, credibility, dependability, and confirmability in Phase II, where a combination of deductive (for quantitative research) and inductive (for qualitative research) methods was applied. Main findings/results: It was evident from the results that a different approach was required for attraction and retention of the youth, and that the ‘one-size-fits-all’ approach of the past will not be effective in the future. Through the research processes, the researcher found that the reward categories of the WorldatWork (2015) model are currently effective in attracting and retaining young talent, but that more will be required in the future. A new total rewards framework was constructed, reflecting the youth’s priorities, to aid attraction and retention of this generation. Main outcomes: Attraction: Seven reward categories were found to affect the youth’s attraction to organisations. These, in order of importance, are: (1) leadership and environment — supportive management and work environment, (2) benefits — retirement fund, medical aid, and leave, (3) performance incentives — long- and short-term incentives and share options; (4) individual development, (5) a safe/secure working environment — coaching/mentoring, working in different organisations to maximise career growth, CSR, and long-term job security; (6) work‒life and resources — extended employee benefits and tools to execute one’s work; (7) performance recognition — informal recognition and non-financial rewards; and formal recognition — formal recognition and lump-sum and annual bonus payments. Retention: Seven reward categories were found to affect youths’ retention in organisations. These, in order of importance, are: (1) leadership and environment — supportive management and environment; (2) flexible and variable payment options — flexible payment options and Salary/Pay; (3) benefits — retirement fund, medical aid, and leave; (4) value-added benefits and services and individual development — employee wellness, CSR, employee discounts, formal coaching or mentoring, and extended time off; (5) recognition — informal and formal recognition ABSTRACT DBL Thesis_Keshia Mohamed-Padayachee Student Number 71364684 Page 5 of 351 and non-financial rewards; (6) career development — Career/Growth opportunities and learning and development; and (7) incentives — long- and short-term incentives and share options. Research limitations: This research was limited to skilled youths. Research implications, originality, and value: No empirical study exists that authenticates the WorldatWork (2015) Total Rewards Model and Generation Y theory. As employers strive to attract and retain high-value young employees, it is more important than ever to understand the expectations of these employees. This study contributes to the body of knowledge by identifying the reward preferences of the youth by offering a relevant rewards framework for attraction and retention of the youth. / Graduate School of Business Leadership / D.B.L.