Problems and perceptions of crime and security have grown dramatically in recent decades. Organisations feel the need to protect their investment, their employees and the general public from crime. There are not sufficient public police to provide adequate response and protection to businesses; therefore, private security agents have grown in number as a response to this perceived need. This thesis examines private security and surveillance in the hotel industry. There is a general introduction to contemporary security issues in society. The specific nature of these problems is examined within the context of the hotel industry. These issues are analysed in relationship to recent scholarly literature. Since so little has been written about problems of security in the hotel industry, it was decided to conduct in-depth interviews, using multiple case studies and field observations. The thesis examines issues of security in seven major hotels in Australia. Although there are many alternative ways that security can be organised, this thesis examines the application of a differentiated model of security as contrasted to an imbedded model in which all employees are involved with security procedures.

Thesis (MA)--University of Stellenbosch, 2007. / Bibliography. Also available via the Internet.

Thesis (M.A.) - Carleton University, 2006. / Includes bibliographical references (p. 126-131). Also available in electronic format on the Internet.

Thesis (M.S.S.(Political Science))--University of Pretoria, 2008. / Includes bibliographical references.

Criminology and Security Science / D. Litt. et Phil. (Criminology)

Background In order for the South African Police Service to fulfil its mandate of creating a safe and secure environment, various human, financial, and technological resources are required. Hence, the availability of adequately trained human resources is considered critical in ensuring that the South African Police Service is able to fulfil its roles and responsibilities. Without the efforts, knowledge, capabilities, and committed behaviour of its police officers, the organisation would not be able to achieve its objectives and deliver on its mandated duties. However, recent data published by the South African Police Service revealed an increase in employee turnover, particularly at senior levels within the organisation and among highly skilled/specialist staff. Due to the stringent requirements of law-enforcement positions, the recruitment and selection of police officers is a lengthy, costly and often complex process. This is even more applicable to those in senior and highly skilled and/or specialist positions. It is, therefore, of paramount importance that an effective retention strategy is put in place to curb voluntary employee turnover and thus ensure the retention of scarce skills within the police force. Aim of the Study Being able to retain and engage police officers, a scarce resource, is vital for the South African Police Service in ensuring that it is able to fulfil its legislated mandate. Therefore, the aim of the present study was to identify the push and pull factors and/or the reasons that are most commonly related to voluntary turnover among the employees of the organisation. Identification of these factors would make it possible to present recommendations and/or to propose strategies, policies and practices that could be implemented to increase the retention of skilled senior staff. Method A descriptive research design was utilised. To address the research question, copies of archived exit-interview questionnaires were obtained from the South African Police Service. When an employee tenders his/her resignation, an exit interview is conducted by a trained interviewer (typically a social worker, psychologist or chaplain). During this meeting, an exit-interview questionnaire is completed and archived. This questionnaire consists of both closed-ended and open-ended semi-structured questions. A sample of exit-interview questionnaires (n=91) that comprised questionnaires from employees who held the rank of Sergeant, Warrant Officer or Captain and who had voluntarily resigned from the Western Cape South African Police Service during the 2016/17 fiscal year was obtained. Both qualitative and quantitative data obtained from the exit-interview questionnaires were analysed. Findings The findings suggested that overall, the South African Police Service was considered a good employer. The most prevalent reason for employee turnover was found to be related to the perceived safety of individuals and the risk to employees’ lives in carrying out their duties. The reasons given for resigning from the organisation were divided into two categories, namely individual factors (i.e., related to the person) and organisational factors (i.e., related to the organisation). Individual factor variables provided by respondents as reasons to leave included health, relocation, further studies, family time, rest, long service, and age. Organisational factors included better career opportunities; business opportunities; unfair treatment; lack of recognition, promotion or advancement opportunities; undesirable working hours; and issues with leadership/management. Recommendations Based on the findings, it is recommended that an effective retention strategy is implemented within the South African Police Service that includes career development, health and wellness, reward and recognition, work-life balance, and leadership. This recommended retention strategy should value transparency and empowerment and should aim to create a workplace that is conducive to good working conditions through enhancing team cohesion; creating opportunities for learning; and improving service delivery, the quality of work life, and work-life balance.

The aim of this study was to determine the current operational skills requirements for Close Protection Operatives (CPOs) in South Africa. Operational skills refer to those skills that are vital in order for a CPO to effectively protect a designated person (this person is referred to as the `Principal'). In order to determine any shortcomings in the Close Protection industry, twenty in-depth interviews were conducted with current operational CPOs. A detailed literature review was also done in order to create a solid platform for the research and to assist in the verification of the information. During the research, it was found that the task of providing Close Protection could be divided into various sub-categories. This was necessary in order to gain a rounded perspective of a CPO's roles and duties. CPO's tasks in their entirety had to be unpacked into their smaller sub-components. In fact there were many ways to subdivide the skills requirements and functions of CPOs. It was, however, found that the actual subdivisions were less important than the gaining of a comprehensive understanding of how all the aspects are interrelated and should function synergistically. The need for regulation of the South African Close Protection industry was identified as a major concern among all interview respondents. In order to determine the relevant factors involved in regulation, the way countries such as the United Kingdom (UK), Australia and Israel regulate their industries, was assessed. It was noted that the industry in South Africa is `partially regulated'. This means that there is some sort of registration process for CPOs but no comprehensive monitoring and enforcement of accepted minimum competency standards. Currently in South Africa private sector CPOs are rated on the same scale as security guards and must be registered as a Grade level C with the Private Security Industry Regulatory Authority (PSIRA). This is not an effective manner to regulate CPOs. CPOs should be viewed as professionals and specialists since their skills far exceed those of a security guard (Grade C). According to South Africa's Skills Development Plan all industries will fall under Sector Education and Training Authorities (SETAs). Close Protection is grouped under the Police, Private Security, Legal, Correctional Services and Justice Sector Education and Training Authority (POSLEC SETA). There is currently a South African Qualifications Authority (SAQA) Unit Standard for Close Protection (Protection of Designated Persons, Units Standard number: 11510). However, the research revealed that while the unit standard correctly outlines the operational skills requirements of CPOs there are no assessment guidelines or clearly defined minimum skills requirements. Before the unit standard can be effectively implemented, agreed industry minimum standards for the relevant skills divisions in Close Protection need to be identified and implemented. But currently there is some confusion regarding which body is responsible for, firstly developing acceptable unit standards; secondly, getting the industry as a whole to agree and accept such standards; thirdly, to see to it that training on those standards is provided; and finally the monitoring of these standards in practice. In this study various training related factors were identified and examined in order to assess whether the way CPOs are trained in South Africa is effective or not. Aspects such as the intensity, focus, duration and content were examined. In general it was found that it is important for the following to be implemented: 1. Effective screening and pre-training evaluation of potential trainees. 2. Training should be job orientated and focus on training CPOs for the functions that they will actually have to perform. 3. Training methodologies should focus on an outcomes based approach and utilise the fundamentals of adult based education. 4. Training should simulate reality including the related stress factors that are placed on operational CPOs such as lack of sleep and high levels of activity interspersed with boring waiting periods. 5. Ongoing training and re-training are vital components to a CPO maintaining operational competency. 6. Close Protection instructors need to have both an operational background and training in instructional methodologies before being considered competent. It is important that in the long term international recognition of South African Close Protection qualifications is achieved. This is essential since many South African CPOs operate internationally. Globalisation and improvements in technology have made it easier for international networking to take place. This has meant that clients are using CPOs in different countries and international comparisons are inevitable. If South African CPOs are to be considered `world class' then internationally recognised minimum standards need to be implemented for the South African Close Protection industry. The research indicated and highlighted various trends that may affect the Close Protection industry. The trends identified that seemed most relevant to the South African Close Protection industry were as follows: * Increased public awareness of international terrorism has resulted form acts such as the 9/11 attacks. This has made people more aware of the need for and benefits of security. Use of well trained CPOs is one of the ways that potential clients are able to minimise their exposure to any potential terrorist attack. * A CPO's ability to communicate and liaise with all relevant parties involved in the Close Protection environment is vital to the success of any operation. Therefore it is vital that these aspects receive the relevant focus during training. * The CPO needs to be well trained in use of unarmed combat and alternative weaponry. He/she can no longer rely on the use of a firearm as the primary force option. * A CPO needs to be able to adapt to many different situations. It is important that a CPO is trained to blend in and use the correct protocol in any given situation. The focus of operations should be on operating in a low profile manner to avoid unnecessary attention. * A CPO needs to be well trained in all aspects of planning and avoidance. The skills needed to proactively identify and avoid threats are vital to modern day operations. The CPO also needs to be quick thinking and adaptable in order to function effectively. * A CPO needs to have a working knowledge of all security related aspects that could enhance the safety of his/her Principal (i.e. multi-skilled). In addition to the above mentioned factors, other recommendations emanating from this study focused on minimum competency standards for the identified subdivisions of close protection. Examples of possible assessment guidelines and criteria were identified covering the following broad classifications: * Prior educational qualifications * Physical abilities * CPO skills * Prior experience in guarding * Firearm skills * Unarmed combat * Protective skills * First aid skills * Security knowledge * Advanced driver training * Protocol and etiquette * Management and business skills * Related skills / Criminology / (M.Tech (Security Management))

The aim of this study was to determine the current operational skills requirements for Close Protection Operatives (CPOs) in South Africa. Operational skills refer to those skills that are vital in order for a CPO to effectively protect a designated person (this person is referred to as the `Principal'). In order to determine any shortcomings in the Close Protection industry, twenty in-depth interviews were conducted with current operational CPOs. A detailed literature review was also done in order to create a solid platform for the research and to assist in the verification of the information. During the research, it was found that the task of providing Close Protection could be divided into various sub-categories. This was necessary in order to gain a rounded perspective of a CPO's roles and duties. CPO's tasks in their entirety had to be unpacked into their smaller sub-components. In fact there were many ways to subdivide the skills requirements and functions of CPOs. It was, however, found that the actual subdivisions were less important than the gaining of a comprehensive understanding of how all the aspects are interrelated and should function synergistically. The need for regulation of the South African Close Protection industry was identified as a major concern among all interview respondents. In order to determine the relevant factors involved in regulation, the way countries such as the United Kingdom (UK), Australia and Israel regulate their industries, was assessed. It was noted that the industry in South Africa is `partially regulated'. This means that there is some sort of registration process for CPOs but no comprehensive monitoring and enforcement of accepted minimum competency standards. Currently in South Africa private sector CPOs are rated on the same scale as security guards and must be registered as a Grade level C with the Private Security Industry Regulatory Authority (PSIRA). This is not an effective manner to regulate CPOs. CPOs should be viewed as professionals and specialists since their skills far exceed those of a security guard (Grade C). According to South Africa's Skills Development Plan all industries will fall under Sector Education and Training Authorities (SETAs). Close Protection is grouped under the Police, Private Security, Legal, Correctional Services and Justice Sector Education and Training Authority (POSLEC SETA). There is currently a South African Qualifications Authority (SAQA) Unit Standard for Close Protection (Protection of Designated Persons, Units Standard number: 11510). However, the research revealed that while the unit standard correctly outlines the operational skills requirements of CPOs there are no assessment guidelines or clearly defined minimum skills requirements. Before the unit standard can be effectively implemented, agreed industry minimum standards for the relevant skills divisions in Close Protection need to be identified and implemented. But currently there is some confusion regarding which body is responsible for, firstly developing acceptable unit standards; secondly, getting the industry as a whole to agree and accept such standards; thirdly, to see to it that training on those standards is provided; and finally the monitoring of these standards in practice. In this study various training related factors were identified and examined in order to assess whether the way CPOs are trained in South Africa is effective or not. Aspects such as the intensity, focus, duration and content were examined. In general it was found that it is important for the following to be implemented: 1. Effective screening and pre-training evaluation of potential trainees. 2. Training should be job orientated and focus on training CPOs for the functions that they will actually have to perform. 3. Training methodologies should focus on an outcomes based approach and utilise the fundamentals of adult based education. 4. Training should simulate reality including the related stress factors that are placed on operational CPOs such as lack of sleep and high levels of activity interspersed with boring waiting periods. 5. Ongoing training and re-training are vital components to a CPO maintaining operational competency. 6. Close Protection instructors need to have both an operational background and training in instructional methodologies before being considered competent. It is important that in the long term international recognition of South African Close Protection qualifications is achieved. This is essential since many South African CPOs operate internationally. Globalisation and improvements in technology have made it easier for international networking to take place. This has meant that clients are using CPOs in different countries and international comparisons are inevitable. If South African CPOs are to be considered `world class' then internationally recognised minimum standards need to be implemented for the South African Close Protection industry. The research indicated and highlighted various trends that may affect the Close Protection industry. The trends identified that seemed most relevant to the South African Close Protection industry were as follows: * Increased public awareness of international terrorism has resulted form acts such as the 9/11 attacks. This has made people more aware of the need for and benefits of security. Use of well trained CPOs is one of the ways that potential clients are able to minimise their exposure to any potential terrorist attack. * A CPO's ability to communicate and liaise with all relevant parties involved in the Close Protection environment is vital to the success of any operation. Therefore it is vital that these aspects receive the relevant focus during training. * The CPO needs to be well trained in use of unarmed combat and alternative weaponry. He/she can no longer rely on the use of a firearm as the primary force option. * A CPO needs to be able to adapt to many different situations. It is important that a CPO is trained to blend in and use the correct protocol in any given situation. The focus of operations should be on operating in a low profile manner to avoid unnecessary attention. * A CPO needs to be well trained in all aspects of planning and avoidance. The skills needed to proactively identify and avoid threats are vital to modern day operations. The CPO also needs to be quick thinking and adaptable in order to function effectively. * A CPO needs to have a working knowledge of all security related aspects that could enhance the safety of his/her Principal (i.e. multi-skilled). In addition to the above mentioned factors, other recommendations emanating from this study focused on minimum competency standards for the identified subdivisions of close protection. Examples of possible assessment guidelines and criteria were identified covering the following broad classifications: * Prior educational qualifications * Physical abilities * CPO skills * Prior experience in guarding * Firearm skills * Unarmed combat * Protective skills * First aid skills * Security knowledge * Advanced driver training * Protocol and etiquette * Management and business skills * Related skills / Criminology and Security Science / (M.Tech (Security Management))

Afrikaans text / The researcher was approached by the security industry to identify leadership shortcomings and to design a leadership course aimed at supervisory level. The research question YJas: "Is it possible to identify shortcomings in individuals in respect of leadership qualities and to address these shortcomings by means of a leadership training model?" After a background study, a leadership training model was developed ·and a bottom-up needs analysis was executed. The developed questionnaire was distributed and the response was statistically processed and interpreted. The target group was identified. The course was designed, presented and evaluated. The impact of this course will be determined through research after a period of 12 to 18 months by comparing and interpreting personnel statistics on aspects like absence without leave, personnel turnover, sick leave and a number of disciplinary hearings. / Die navorser is deur 'n sekuriteitsmaatskappy genader om leierskap­ tekortkominge te identifiseer en 'n kursus te antwerp en aan te bied wat op toesighouervlak gerig is. Die navorsingsvraag is : "Is dit moontlik om tekortkominge ten opsigte van leierskapkwaliteite te identifiseer en deur middel van 'n leierskap­ opleidingsmodel aan te spreek?" Na afloop van 'n agtergrondstudie, is 'n leierskapmodel ontwikkel en 'n onder-na-bo-behoeftebepaling uitgevoer. Die ontwikkelde vraelys is versprei en die terugvoere is statisties verwerk en ge'interpreteer. Die teikengroep is ge'identifiseer. Die kursus is antwerp, aangebied en geevalueer. Die impak van die kursus sal deur middel van verdere navorsing na 'n periode van 12 tot 18 maande getoets word deur die vergelyking en interpretering van personeelstatistieke met betrekking tot afwesighede sander verlof, personeel omset, siekteverlof en die aantal dissplinere verhore. / Curriculum and Instructional Studies / M. Ed. (Didaktiek)

This thesis examines the expansion of private maritime security provision, its regulation and implications for national and global security. The main research question addressed is: How are private maritime security companies (PMSCs) regulated in the context of the contemporary trend towards international security privatisation? However, further questions stem from this: Is the complex framework of the PMSCs’ business model adequately regulated? To what extent could the existing practices and regulatory framework affect international security in governance and policy, strategic, social and commercial terms? Qualitative research methods were used, strongly supported by empirical data collection – available due to extensive professional experience and personal engagement of the author with the private maritime security industry. Using a case study of PMSCs’ operations off Somalia from 2005-2013, and a plethora of selected data from primary sources and semi-structured interviews, the paper argues that there is need for more effective regulation of PMSCs and the establishment of international standards. Following an analysis of the current conceptual framework of private security, focussing particularly on maritime security, in the context of contemporary academic literature and professional practice, the paper provides a detailed theoretical justification for the selection of the methodology used. After broadening and deepening the analysis of the privatisation of security ashore, the concerns raised are then transferred to the maritime domain. The situation becomes even more complicated in the high seas due to inconsistencies between flag states’ regulations, the unregulated vastness of the oceans and the reluctance of any international body (such as the IMO) to undertake the essential task of regulating PMSCs. Building on this, an analytical framework that enables the integration of maritime security and contemporary piracy into the contemporary paradigm of global security is developed. An historical overview of piracy then demonstrates that modern piracy is an ancient phenomenon with contemporary local characteristics. The maritime crime’s causal factors remain more or less the same throughout human history and, the paper argues, PMSCs serve as a short term response to address the symptoms rather than the root causes. Given that PMSCs have so far been used primarily as measures against Somali piracy, activities in this specific region provide an appropriate case study. The development of a typology of piracy offers a deeper understanding of the regional distinctiveness of the phenomenon, which is essential to acquiring a holistic picture of the operational environment in which PMSCs are deployed. The above considerations are used as a basis for analysing the complexities of the PMSCs’ business model, in legal, operational and ethical terms. The questionable practices involved in these are not fully regulated by national states. Hence, their contract and deployment raise ethical, legal and operational concerns. In the penultimate chapter, these are further assessed in terms of the extent to which the existing regulatory framework and PMSCs’ practices affect international security in governance and policy, strategic, social and commercial terms. The research indicates that states are increasingly outsourcing the monopoly they have exercised in security provision - a trend that has also expanded the private sector’s activities and business at sea. However, the lack of international laws and the consequent unstandardized plethora of flag states’ regulations has meant that the burgeoning private security services are dependent on the global market to regulate themselves. States’ reluctance and/or inability to regulate these companies has allowed controversial practices to persist and the lack of an international body responsible for their regulation and vetting on a worldwide basis has inevitable consequences in terms of global security. The overall outcome of this thesis is an elucidation of the potential implications of the privatisation of maritime security - both positive and negative. Most significantly, it suggests this could present a significant threat to international security in the near future.