The purpose of the research was to explore the experiences of educators regarding the training for the implementation of inclusive education in a Full Service school. A qualitative research design was chosen, using a case study. Three methods of gathering data were used, namely individual interviews, focus group interviews and observations. The study was conducted in a primary schools in the North West province that was converted into a fullservice school in 2008. The findings indicated that educators demonstrated misunderstanding of the Screening, Identification, Assessment and Support strategy. The misunderstanding can be ascribed to the kind of training educators received. The training lacked in–depth content and practical demonstration. Recommendations on the content and the dynamics of the training process are made. The overarching recommendation on the dynamics of the training indicated that the training should be revisited for improved methods of training. / Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2011.

Twee navorsingsvrae word deur hierdie studie beantwoord, naamlik “Wat is die Chronosisteemverwante faktore wat gelei het tot bende–betrokkenheid in ’n landelike gebied in die Wes–Kaap vanuit die perspektief van oud–bendelede?” en “Watter riglyne kan daar gestel word ter voorkoming van bende–betrokkenheid by jonger kinders in Sir Lowry’s Pass Village, gebaseer op die chronosisteemverwante faktore wat geïdentifiseer word?” ’n Gevallestudie–ontwerp is gevolg waar retrospektiewe beskrywings van oorsaaklike faktore deur oud–bendelede lig gewerp het op aspekte wat relevant is in die voorkoming van bende–betrokkenheid by jonger kinders in ’n kwesbare landelike gebied, naamlik Sir Lowry’s Pass Village in die Wes–Kaap. Chronosisteemverwante faktore wat gelei het tot bende–betrokkenheid in ’n landelike gebied in die Wes–Kaap, naamlik Sir Lowry’s Pass Village, moet vasgestel word aangesien dit ’n kettingreaksie tot gevolg het. Sir Lowry’s Pass Village is ’n gevaarsone vir kinders wat bende–betrokkenheid betref. Indien die faktore vasgestel kan word, kan dit as ’n riglyn vir die bekamping van bende–betrokkenheid dien. Hierdie studie poog om riglyne daar te stel gebaseer op die bevindinge sodat kinders teen bende–betrokkenheid beskerm kan word. / Thesis (M.A. (Psychology))--North-West University, Potchefstroom Campus, 2012.

The purpose of the research was to explore the experiences of educators regarding the training for the implementation of inclusive education in a Full Service school. A qualitative research design was chosen, using a case study. Three methods of gathering data were used, namely individual interviews, focus group interviews and observations. The study was conducted in a primary schools in the North West province that was converted into a fullservice school in 2008. The findings indicated that educators demonstrated misunderstanding of the Screening, Identification, Assessment and Support strategy. The misunderstanding can be ascribed to the kind of training educators received. The training lacked in–depth content and practical demonstration. Recommendations on the content and the dynamics of the training process are made. The overarching recommendation on the dynamics of the training indicated that the training should be revisited for improved methods of training. / Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2011.

Twee navorsingsvrae word deur hierdie studie beantwoord, naamlik “Wat is die Chronosisteemverwante faktore wat gelei het tot bende–betrokkenheid in ’n landelike gebied in die Wes–Kaap vanuit die perspektief van oud–bendelede?” en “Watter riglyne kan daar gestel word ter voorkoming van bende–betrokkenheid by jonger kinders in Sir Lowry’s Pass Village, gebaseer op die chronosisteemverwante faktore wat geïdentifiseer word?” ’n Gevallestudie–ontwerp is gevolg waar retrospektiewe beskrywings van oorsaaklike faktore deur oud–bendelede lig gewerp het op aspekte wat relevant is in die voorkoming van bende–betrokkenheid by jonger kinders in ’n kwesbare landelike gebied, naamlik Sir Lowry’s Pass Village in die Wes–Kaap. Chronosisteemverwante faktore wat gelei het tot bende–betrokkenheid in ’n landelike gebied in die Wes–Kaap, naamlik Sir Lowry’s Pass Village, moet vasgestel word aangesien dit ’n kettingreaksie tot gevolg het. Sir Lowry’s Pass Village is ’n gevaarsone vir kinders wat bende–betrokkenheid betref. Indien die faktore vasgestel kan word, kan dit as ’n riglyn vir die bekamping van bende–betrokkenheid dien. Hierdie studie poog om riglyne daar te stel gebaseer op die bevindinge sodat kinders teen bende–betrokkenheid beskerm kan word. / Thesis (M.A. (Psychology))--North-West University, Potchefstroom Campus, 2012.

This dissertation attempts to understand the causes and levels of work stress and burnout in a department of the South African Public Service, by using three quantitative questionnaires, namely the ‘Work Experience Life Questionnaire’, ‘Maslach Burnout's Questionnaire’, and a ‘Biographical Questionnaire’. A qualitative questionnaire was administered to illicit in-depth responses in relation to the quantitative aspects of the study. The sample constituted of 341 senior officials whose positions ranged from Assistant Director to the Director-General. 231 quantitative questionnaires were completed, pointing to an acceptable response rate of 67.7%, which accounts for more than two thirds of the total study population. Qualitative questionnaires were emailed to 20 individuals, resulting in a returned response rate of 50%. A cross-sectional approach was adopted. The literature review was followed by an empirical investigation. The quantitativequalitative research approach, with a focus on Creswell's dominant-less-dominant model was used, where the quantitative phases were the dominant approach. A non-experimental approach was followed in the form of a cross-sectional study to examine the relationship between job stress and burnout in a specific time of study, by using the experience of Work and Life Circumstances Questionnaire (WLQ) and Maslach's Burnout (MBI-General Survey). In order to address the gaps with regards to the above-mentioned two questionnaires, a qualitative investigation was also conducted, where semi-structured questionnaires were sent to a number of officials. The qualitative survey was carried out to give an in-depth meaning to the quantitative data. It also extensively addressed the issues of organizational politics. / Hierdie verhandeling se hoof fokus is om die vlakke en oorsake van bestuurder stres en –uitbranding in ʼn departement van die Suid-Afrikaanse staatsdiens te ondersoek, deur gebruik te maak van 3 kwantitatiewe vraelyste (Ervaring van Werk en Lewens vraelys, Maslach se Uitbrandings vraelys, en ʼn biografiese vraelys), sowel as ʼn kwalitatiewe navorsings gedeelte. Vanuit ʼn populasie van 341 senior amptenare in poste vanaf assistentdirekteur tot Direkteur-generaal het 231 die vraelyste voltooi (67.7%). ʼn Kruis-seksionele benadering is toegepas. Hierdie studie voorsien ʼn in-diepte, en uitgebreide teoretiese perspektief en bespreking oor stres, werk stres, en werk uitbranding in die staatsdiens. In hoofstuk drie is ʼn in-diepte uiteensetting gegee oor die rol wat organisasie politiek in die werk organisasie speel. Meer spesifiek dui die literatuur oorsig aan dat daar ʼn sterk verhouding tussen organisasie politiek, werk stres en –uitbranding bestaan. ʼn Belangrike tekortkoming in hierdie oorsig is dat daar nie baie literatuur oor die onderwerp beskikbaar is nie en dat van die bronne ook baie verouderd is. Die literatuur studies, internasionaal en plaaslik, in hoofstuk vier, dui aan dat hoë vlakke van stres lei tot gesondheidsprobleme, wat dan ook kan lei tot hoë vlakke van personeelomset en –uitbranding in vroulike en manlike werknemers. Die literatuurstudie is opgevolg deur ʼn empiriese ondersoek. Die kwantitatiefkwalitatiewe navorsing benaderings, met ʼn fokus op Creswell se dominant-less-dominant model, waar die kwantitatiewe fases as oorheersende benadering gebruik is. ʼn Nieeksperimentele benadering is gevolg in die vorm van ʼn kruis-seksionele studie om die verhouding tussen werk stres en -uitbranding op een spesifieke tyd te bestudeer deur gebruik te maak van die ervaring van Werk- en Lewensomstandighede vraelys (WLV) en Maslach se Uitbrandings vraelys (MBI- Algemene Opname). Om die behoeftes van die twee vraelyste aan te spreek is ʼn kwalitatiewe ondersoek uitgevoer waar semi-gestruktureerde vraelyste aan ʼn aantal amptenare gestuur is. Die kwalitatiewe opname is uitgevoer om ʼn in-diepte betekenis aan die kwantitatiewe data te gee. Verder het dit ook die kwessies van organisasie politiek breedvoerig aangespreek. / Thesis (PhD)--University of Pretoria, 2014. / gm2014 / Psychology / Unrestricted

In this dissertation a study was undertaken of the function of the public sector manager at the central level of government and of the role which the public manager plays in the human resources management. South Africa is a three-tier state, which consists of the central, provincial and local levels of government. The central government is the supreme body of government entrusted with the responsibility of making policies, rules and giving direction to the entire citizenry. The central government is manned by politicians from different political parties who have to decide on behalf of their electorates. It is a given fact and a reality that politicians alone cannot deliver the services to the communities. So public officials are appointed to implement the policies enacted by Parliament. Public managers have to interpret policies and give direction to the various structures of government. Among the activities of government, public managers have also to give direction as to the management of human resources in the public sector. This study investigated the function of the public manager at the central government with a reference to the management of human resources. This research was necessitated by the fact that since the new constitutional dispensation in South Africa, many changes have taken place most of which implied that the management of human resources in the public sector would have to reflect such changes. Public managers perform various functions, including generic administrative functions, auxiliary functions and functional activities. These functions are performed at senior management level. Furthermore, these functions performed by public managers will be viewed from the human resource management. Particular, attention is focused on the staffing in the public sector and how public managers can best perform their function in absorbing proper personnel in the public sector. AFRIKAANS : 'n Studie is onderneem om die funksie van die openbare sektor bestuurder op sentrale regeringsvlak te ondersoek asook die rol wat die openbare bestuurder speel in menslike hulpbronbestuur. Die verantwoordelikheid van die openbare sektor is om dienste te verskaf aan die landsburgers en om dit suksesvol te bereik meet die openbare sektor oor goed opgeleide personeel beskik. Ten einde personeel te kan bestuur behoort openbare bestuurders kennis te dra van die behoeftes, vrese en verwagtinge van die publiek. Een van die vernaamste funksies van die openbare bestuurder is om leiding te gee aan andere. Suid Afrika is 'n driedelige staat, wat bestaan uit die sentrale, provinsiale en plaaslike vlakke van regering. Die sentrale regering is die hoogste regeringsliggaam verantwoordelik vir beleidmaking, die daarsteling van reëls en om rigting te gee aan alle landsburgers. Die sentrale regering word gevorm deur politici van verskillende politieke partye wat namens hul ondersteuners besluite moet neem. Dit is 'n onomstootlike feit en werklikheid dat politici nie alleen die dienste aan die gemeenskap kan verskaf nie. Daarom word openbare amptenare aangestel om die beleid wat deur die Parlement aanvaar is, te implementeer. Openbare bestuurders moet beleid interpreteer en leiding gee binne die verskillende strukture van die regering. Die aktiwiteite van die regering bring mee dat openbare bestuurders leiding moet gee rakende die bestuur van menslike hulpbronne in die openbare sektor. Hierdie studie het die funksie van die openbare bestuurder in die sentrale regering ondersoek met verwysing na die bestuur van menslike hulpbronne. Die navorsing was genoodsaak deur die feit dat sedert die nuwe grondwetlike bedeling in Suid Afrika baie veranderinge plaasgevind het waarvan meeste impliseer dat die bestuur van menslike hulpbronne in die openbare sektor sodanige veranderinge sal reflekteer. Openbare bestuurders voer verskeie funksies uit insluitende generiese administratiewe funksies, hulpfunksies en funksionele aktiwiteite. Hierdie funksies word op senior bestuursvlak uitgevoer. Verder word hierdie funksies wat deur openbare bestuurders uitgevoer word beskou vanuit 'n menslike hulpbron oogpunt. Spesifieke aandag is gegee aan die personeel in die openbare sektor en hoe openbare bestuurders hulle funksies tot die beste van hul vermoë kan uitvoer deur bekwame personeel in diens te neem in die openbare sektor. Die studie toon aan dat daar tydens die transformasie van die Suid-Afrikaanse staatdiens politieke oorweging geskenk sal moet word aan die vervanging van wit persone met swartes, vrouens en gestremdes. In partypolitieke terme beteken dit geensins 'n balans tussen diegene wat die waardes van die ou orde aanhang en diegene wat die waardes van die nuwe orde bevorder nie. Die Grondwet van die Republiek van Suid-Afrika, 1996 volg 'n humanistiese benadering, wat beteken dat die armes, werkloses, verwaarloosde en wanhopige mense gehelp moet word wat in sigself nie 'n partypolitieke kwessie is nie. Verder toon internasionale onderving dat die radikale transformasie van grondwette dikwels vrees, onsekerheid en paniek onder inwoners veroorsaak. Hierdie gevoelens word dikwels op verskillende wyses deur verskillende gemeenskappe tot uiting gebring. S.A. is daarom geen uitsondering nie. Die vermoë van die staatsdiens om dienste te lewer sal nie net afhang van die politieke leierskap en bestuursvaardighede van die politieke ampsbekleders nie, maar ook van die professionalisme van staatsamptenare. Copyright / Dissertation (MAdmin)--University of Pretoria, 2012. / School of Public Management and Administration (SPMA) / Unrestricted

Preface - Biotechnology is generally considered to be the wave of the future. To facilitate accurate and rapid development of medication and treatments, it is critical that we are able to simulate the human body. One section of this complex model would be the human energy system. Pharmaceutical companies are currently pouring vast amounts of capital into research regarding general simulation of cellular structures, protein structures and bodily processes. Their aim is to develop treatments and medication for major diseases. Some of these diseases are epidemics like cancer, cardiovascular diseases, stress, obesity, etc. One of the most important causes of these diseases is poor blood glucose control. Current management methods for insulin dependent diabetes are limited to trial and error systems: clearly ineffective and prone to errors. It is critical that better management systems be developed, to ease the diabetic epidemic. The blood glucose control system is one of the major systems in the body, as we are in constant need of energy to facilitate the optimum functioning of the human body. This study makes use of a developed simulation model for the human energy system to ease the management of Diabetes mellitus, which is a malfunction of the human energy system. This dissertation is presented in two parts: The first part discusses the human energy simulation model, and the verification thereof, while the second presents possible applications of this model to ease the management of Diabetes. The human energy system simulation model - This section discusses the development and verification of the model. It also touches on the causes, and current methods, of managing diabetes, as well as the functioning of the human energy system. The human energy model is approached with the conservation of energy in mind. A top down model is developed, using data from independent studies to verify the model. Application of human energy simulation model - The human energy simulation model is of little use if the intended audience cannot use it: people suffering from malfunctioning energy systems. These include people having trouble with obesity, diabetes, cardiovascular disease, etc. To facilitate this, we need to provide a variety of products useable by this group of people. We propose a variety of ways in which the model can be used: Cellular phone applications, Personal digital assistants (PDAs) applications, as well as computer software. By making use of current technology, we generate a basic proof-of-concept application to demonstrate the intended functionality. / MIng (Mechanical Engineering) North-West University, Potchefstroom Campus, 2004

Preface - Biotechnology is generally considered to be the wave of the future. To facilitate accurate and rapid development of medication and treatments, it is critical that we are able to simulate the human body. One section of this complex model would be the human energy system. Pharmaceutical companies are currently pouring vast amounts of capital into research regarding general simulation of cellular structures, protein structures and bodily processes. Their aim is to develop treatments and medication for major diseases. Some of these diseases are epidemics like cancer, cardiovascular diseases, stress, obesity, etc. One of the most important causes of these diseases is poor blood glucose control. Current management methods for insulin dependent diabetes are limited to trial and error systems: clearly ineffective and prone to errors. It is critical that better management systems be developed, to ease the diabetic epidemic. The blood glucose control system is one of the major systems in the body, as we are in constant need of energy to facilitate the optimum functioning of the human body. This study makes use of a developed simulation model for the human energy system to ease the management of Diabetes mellitus, which is a malfunction of the human energy system. This dissertation is presented in two parts: The first part discusses the human energy simulation model, and the verification thereof, while the second presents possible applications of this model to ease the management of Diabetes. The human energy system simulation model - This section discusses the development and verification of the model. It also touches on the causes, and current methods, of managing diabetes, as well as the functioning of the human energy system. The human energy model is approached with the conservation of energy in mind. A top down model is developed, using data from independent studies to verify the model. Application of human energy simulation model - The human energy simulation model is of little use if the intended audience cannot use it: people suffering from malfunctioning energy systems. These include people having trouble with obesity, diabetes, cardiovascular disease, etc. To facilitate this, we need to provide a variety of products useable by this group of people. We propose a variety of ways in which the model can be used: Cellular phone applications, Personal digital assistants (PDAs) applications, as well as computer software. By making use of current technology, we generate a basic proof-of-concept application to demonstrate the intended functionality. / MIng (Mechanical Engineering) North-West University, Potchefstroom Campus, 2004

Subjective career success has been the focus of research for a number of years. The term refers to the individual’s personal perception of how successful he/she is in a career. In many qualitative studies subjective career success is found to be a multi-dimensional construct. Although there are quantitative instruments that measure subjective career success, they do not measure the construct on multiple dimensions. The first objective of this study was to determine the validity and reliability of two existing multi-dimensional instruments that measure subjective career success, especially in the South African context. These are the Perceived Career Success Scale (Gattiker & Larwood, 1986) and the Life-success Measures Scale (Parker & Chusmir, 1992). The second objective was to determine which predictors can be found for subjective career success. Literature differentiates between three broad categories of variables, namely demographical (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training, and development opportunities). A convenience sample of 754 personnel from the South African Police Service was taken at stations and training colleges in the Free State, South Africa. A measuring battery that assesses subjective career success was used. This entailed the Perceived Career Success Scale as well as the Life-success Measures Scale. In addition, questions were used to ascertain the three types of variables demographic (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training and development opportunities). The following statistical analyses were done to analyse the data: descriptive and inferential statistics, Cronbach’s alpha coefficients, product-moment correlations, confirmatory factor analysis and linear regression analysis. The results of these analyses indicate that subjective career success is indeed a multi-dimensional construct. Three dimensions (job success, interpersonal success and non-organisational success) of the Perceived Career Success Scale (Gattiker & Larwood, 1986) could be established. These dimensions yielded good reliability, but the validity remained problematic. In contrast, the Life-success Measures Scale (Parker & Chusmir, 1992) yielded four dimensions (security, social contribution, professional fulfilment and personal fulfilment). The psychometric properties of these dimensions were acceptable and showed to be reliable and valid. In addition, various demographic, human capital and organisational variables were found to be predictors of subjective career success. Career planning, training and developmental opportunities, as well as perceived organisational support, explained the most variance. Various recommendations were made for the context of the South African Police Service, and also for future research. The organisation is advised to apply the results from this study to adjust policies and practices in such a way that employees will experience higher levels of subjective career success. Furthermore, career discussions may be held in order to enhance opportunities for career planning and provide opportunities for relevant training and development that are aligned to the business drive of the organisation. Interventions that will increase perceived organisational support and congenial relationships could be implemented and maintained. More research on the two subjective career success measures is needed, in order to 1) verify the validity of the Perceived Career Success Scale and 2) to apply it and the Life-success Measures Scale to other sectors and industries. It is also recommended that a more heterogeneous sample be utilised as well as longitudinal research designs in future research studies relating to subjective career success. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

Subjective career success has been the focus of research for a number of years. The term refers to the individual’s personal perception of how successful he/she is in a career. In many qualitative studies subjective career success is found to be a multi-dimensional construct. Although there are quantitative instruments that measure subjective career success, they do not measure the construct on multiple dimensions. The first objective of this study was to determine the validity and reliability of two existing multi-dimensional instruments that measure subjective career success, especially in the South African context. These are the Perceived Career Success Scale (Gattiker & Larwood, 1986) and the Life-success Measures Scale (Parker & Chusmir, 1992). The second objective was to determine which predictors can be found for subjective career success. Literature differentiates between three broad categories of variables, namely demographical (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training, and development opportunities). A convenience sample of 754 personnel from the South African Police Service was taken at stations and training colleges in the Free State, South Africa. A measuring battery that assesses subjective career success was used. This entailed the Perceived Career Success Scale as well as the Life-success Measures Scale. In addition, questions were used to ascertain the three types of variables demographic (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training and development opportunities). The following statistical analyses were done to analyse the data: descriptive and inferential statistics, Cronbach’s alpha coefficients, product-moment correlations, confirmatory factor analysis and linear regression analysis. The results of these analyses indicate that subjective career success is indeed a multi-dimensional construct. Three dimensions (job success, interpersonal success and non-organisational success) of the Perceived Career Success Scale (Gattiker & Larwood, 1986) could be established. These dimensions yielded good reliability, but the validity remained problematic. In contrast, the Life-success Measures Scale (Parker & Chusmir, 1992) yielded four dimensions (security, social contribution, professional fulfilment and personal fulfilment). The psychometric properties of these dimensions were acceptable and showed to be reliable and valid. In addition, various demographic, human capital and organisational variables were found to be predictors of subjective career success. Career planning, training and developmental opportunities, as well as perceived organisational support, explained the most variance. Various recommendations were made for the context of the South African Police Service, and also for future research. The organisation is advised to apply the results from this study to adjust policies and practices in such a way that employees will experience higher levels of subjective career success. Furthermore, career discussions may be held in order to enhance opportunities for career planning and provide opportunities for relevant training and development that are aligned to the business drive of the organisation. Interventions that will increase perceived organisational support and congenial relationships could be implemented and maintained. More research on the two subjective career success measures is needed, in order to 1) verify the validity of the Perceived Career Success Scale and 2) to apply it and the Life-success Measures Scale to other sectors and industries. It is also recommended that a more heterogeneous sample be utilised as well as longitudinal research designs in future research studies relating to subjective career success. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2014