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Idealised redesign : the South African Military Academy by the year 2030Fokkens, Andries Marius 12 1900 (has links)
Thesis (MPhil)--Stellenbosch University, 2011. / The changing external environment of the security sector and higher education influences the
South African Military Academy (SAMA) as an institution within the broader Department of
Defence, which is also associated with Stellenbosch University (SU) through the SAMA’s
Faculty of Military Science (FMS). Graduates of the SAMA operate mostly within this
changing security environment where their abilities and competencies are required. The
research problem investigates the triggers that will initiate change and the drivers that will
bring about paradigm shifts on the SAMA as an institution that delivers graduates for a
changing security environment.
The research question is to forecast an ideal SAMA in the year 2030. This ideal comes forth
from critical analyses of current literature and qualitative data collected from experts through
the Delphi technique. Sub-questions of the research question includes the programme
content of the academic and military training programmes, the profile of the academic and
administrative personnel, the student profile upon entering and exiting the SAMA, the
organisational structure required, the infrastructure and finally the financial model.
Furthermore, triggers and drivers identify actions to bring about change and critical success
factors determine the requirements to achieve an ideal SAMA in 2030.
The SAMA is a unique military unit that houses the only Faculty of Military Science in Southern
Africa. The research report will empower decision-makers in the DOD and SU, including the
unit members of the SAMA, to identify the triggers that will precipitate a coming change and
properly manage the drivers pressuring change from the perspective of functionality, politics
and society.
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The supervisory training course of the SANDF : an occupational social work evaluation / by Hester Sophia McGimpseyMcGimpsey, Hester Sophia January 2006 (has links)
The productivity and well-being of the SANDF are dependent on the effective
functioning of its individual members, positive relationships amongst various
groups of members and between members and the organization. Military social
work, based on occupational social work, was established in order to support the
well-being of the organization. Supervisors within the South African National
Defence Force play a fundamental role in the management and assistance of
employees and organizational units whose performance is affected by a range of
problems. These supervisors are the key role players in the identification and
effective referral of 'employees whose performance is affected by problem
situations. The Supervisory Training Course was developed and implemented by
military social workers as a training aid to equip supervisors in appropriate ways
of managing and assisting employees and organizational units. The Supervisory
Training Course (a very comprehensive package) is currently presented on a
small scale amongst SANDF supervisors. These supervisors are not using
acquired knowledge and skills effectively regarding the management of their
subordinates. This situation motivated the researcher to undertake this study. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2006.
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The supervisory training course of the SANDF : an occupational social work evaluation / by Hester Sophia McGimpseyMcGimpsey, Hester Sophia January 2006 (has links)
The productivity and well-being of the SANDF are dependent on the effective
functioning of its individual members, positive relationships amongst various
groups of members and between members and the organization. Military social
work, based on occupational social work, was established in order to support the
well-being of the organization. Supervisors within the South African National
Defence Force play a fundamental role in the management and assistance of
employees and organizational units whose performance is affected by a range of
problems. These supervisors are the key role players in the identification and
effective referral of 'employees whose performance is affected by problem
situations. The Supervisory Training Course was developed and implemented by
military social workers as a training aid to equip supervisors in appropriate ways
of managing and assisting employees and organizational units. The Supervisory
Training Course (a very comprehensive package) is currently presented on a
small scale amongst SANDF supervisors. These supervisors are not using
acquired knowledge and skills effectively regarding the management of their
subordinates. This situation motivated the researcher to undertake this study. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2006.
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'n Motiveringstrategie vir verpleegdiensbestuurders in die Suid-Afrikaanse militêre gesondheidsdiensteFischer, Annemarie 06 December 2011 (has links)
M.Cur. / The establishment of the South African National Defence Force (SANDF) in 1994 was coupled with problems for all the members that were integrated into the new defence force. The perception exists that members of the former non-statutory forces are receiving preferential treatment to the members of the old South African Defence Force. These perceptions create a spirit of negativity amongst members of the former statutory forces. On the other hand members of the former non-statutory forces are frustrated because they feel that top management in the SANDF is resistant to change. The South African Medical Health Service (SAMHS) is an integral part of the SANDF, and therefore the changes that took place in the last five years have had a direct effect on the members of the service, inter alia, the nursing staff It seems as though nursing service managers in the South African Military Health Service are suffering from a lack of motivation. At the moment they are also unable to motivate their subordinates. The following research questions were posed: What are the perceptions of the nursing service managers in the SAMHS with regard to their own level of motivation? What problems do the nursing service managers in the SAMHS encounter with regard to the motivation of their subordinates? Which factors motivate nursing service managers in their work setup (SAMHS and SANDF)? Which factors demotivate nursing service managers in their work setup (SAMHS and SANDF)? Which strategy must be developed to enhance the motivation of the nursing service managers in the SAMHS?
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Career maturity across career stages in the South African militaryThemba, Mfaniselwa Abednigo 03 1900 (has links)
The present study explores career maturity across career stages in the South African
military. The Career Development Questionnaire (CDQ) and a biographical
questionnaire were administered to a sample of South African military officers (n = 333).
The data were statistically analysed for significant mean differences in career maturity
according to demographic and military-specific variables. The results revealed an
adequate level of career maturity among the participants. The participants’ overall mean
scores in career maturity showed no significant mean differences according to
demographic variables. Significant mean differences were, however, observed for the
sample according to their arm of service in the South African military. Whilst the results
did not indicate a developmental progression of career maturity among the participants,
it did reflect the equivocal nature of previous career maturity research. Conclusions for
the study are made, limitations are discussed, and recommendations are provided for
practice and future research. / Industrial and Organizational Psychology / M.A. (Industrial and Organizational Psychology)
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The mentoring of officers commanding in the SA Military Health Service (SAMHS): a military social work perspectiveRadebe, Chrystal 03 1900 (has links)
Thesis (M Social Work (Social Work))--University of Stellenbosch, 2009. / An exploratory research design together with a quantitative research approach were
chosen to determine whether military social workers possess the necessary
knowledge, skills and values to mentor Officers Commanding (OCs) in the South
African Military Health Service (SAMHS). The motivation for this study was based on
questions the researcher asked as to whether there was a link between the methods
in social work intervention processes, supervision and mentoring processes. During
the preliminary investigation, the researcher found that no prior research under this
specific subject was undertaken. The researcher also determined from her role as
consultant to Officers Commanding in the SAMHS, that whereas military social
workers received supervision upon joining the South African National Defence Force
(SANDF), OCs, received no formal mentoring. It was also found that although a
mentoring policy in the Department of Defence (DOD) existed, no evidence existed
that a mentoring programme was implemented in the SAMHS. The goal of the study
is therefore to provide military social workers with a framework of a mentoring
process for Officers Commanding in the SAMHS.
The literature study firstly focused on describing the military social work environment
in which the military social worker is employed, as well as theoretical frameworks that
guide the military social worker’s task. Although more than one theoretical framework
was discussed, the main focus was on the systems theory and ecological
perspective. The work environment of the OC was also included, as well as the
challenges of their functions, tasks and roles in the SAMHS. Primarily, the literature
study explored the knowledge, skills and values of the military social worker and the
mentoring process.
The sample that was selected for this study was 46 military social workers that
represented all the chief military social workers in specialist posts and those with a
higher ranking from Captain to Colonel. A quantitative investigation was undertaken
by means of a questionnaire which was completed in groups in the respective
provinces.
The results of the investigation largely confirmed the findings of the literature study
namely that military social workers do fit the requirements to mentor. These
requirements to mentor were evident in the results of the knowledge, skills and
values of military social workers and their understanding of the parallels between the methods in social work, supervision and the mentoring process. The results gave an
indication of the knowledge, skills and values of military social workers to mentor
Officers Commanding in the SAMHS, and the framework of the mentoring process
and how it relates to the casework, group work and supervision processes in social
work.
The recommendations demonstrated that a central body should be identified to coordinate
and plan a mentoring programme in the SAMHS. The recommendations
also include that the Directorate Social Work should provide clear guidelines on how
military social workers should implement the DOD Mentoring policy, and ensure that
military social workers are trained in staff development methods and its processes.
The recommendations included further research: both quantitative and qualitative
research by means of questionnaires and interviews with OCs, as well as monitoring
and evaluation of the mentoring process. This information will benefit military social
workers in their training as mentors. In implementing these recommendations,
military social workers will be able to contribute significantly to the development of
Officers Commanding in the SAMHS and the profession of social work.
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Career maturity across career stages in the South African militaryThemba, Mfaniselwa Abednigo 03 1900 (has links)
The present study explores career maturity across career stages in the South African
military. The Career Development Questionnaire (CDQ) and a biographical
questionnaire were administered to a sample of South African military officers (n = 333).
The data were statistically analysed for significant mean differences in career maturity
according to demographic and military-specific variables. The results revealed an
adequate level of career maturity among the participants. The participants’ overall mean
scores in career maturity showed no significant mean differences according to
demographic variables. Significant mean differences were, however, observed for the
sample according to their arm of service in the South African military. Whilst the results
did not indicate a developmental progression of career maturity among the participants,
it did reflect the equivocal nature of previous career maturity research. Conclusions for
the study are made, limitations are discussed, and recommendations are provided for
practice and future research. / Industrial and Organizational Psychology / M.A. (Industrial and Organizational Psychology)
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The impact of HIV serodiscordancy on married couples attending the infectious diseases clinic at 1 Military HospitalMabuza, Poppy Lydia 15 August 2011 (has links)
HIV/AIDS is severely affecting the armed forces in South Africa. Combating HIV/AIDS demands a high level of commitment from the Ministry of Defence and all the Divisions and Services at all levels in the Department of Defence. Prevention practice for HIV/ AIDS is a challenged because the nature and full extent of the impact on the forces, and in particular on serodiscordant couples, are not known. This research study explored the experiences of serodiscordant couples regarding the impact of serodiscordancy on their marriages. The Infectious Disease Clinic engages serodiscordant couples as active participants in dealing with their HIV status. The researcher explored the impact of HIV serodiscordancy on married couples attending the Infectious Disease Clinic at 1 Military Hospital with the intended outcome of informing intervention and prevention strategies and programmes for serodiscordant couples. The study utilised a qualitative research approach and the research design was an instrumental case study. The population for the study was all the married serodiscordant couples in the Infectious Disease Clinic at 1 Military Hospital. The sample consisted of 20 serodiscordant couples attending the Infectious Disease Clinic for at least the past two years. The data was collected through semi-structured interviews. The study concluded that empowerment programmes on HIV/AIDS should include knowledge of, as well as coping skills and guidance for couples dealing with serodiscordancy, including disclosure and discrimination; marital and parenting roles; health management, building of trust; facilitating open and positive communication; and financial management. Based on the conclusions of the study, the main recommendation is that prevention strategies and empowerment programmes for serodiscordant couples should be based on a holistic, well-integrated intervention plan which contextualises strategies and programmes for prevention, treatment, counselling, empowerment and continuous support of the employee, their spouse and their family, including home visits, as required by the serodiscordant couple. Furthermore, it should clearly conceptualise the role of each team member at both the Infectious Disease Clinic and the relevant units of the SANDF, in particular the role of the social worker. / Dissertation (MSW)--University of Pretoria, 2010. / Social Work and Criminology / unrestricted
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