Healthcare practitioners, whom perform accurate sub-maximal exercise tests in healthy individuals, need to understand the physiological demands and normal cardiovascular (CV) responses with exercise. Exercise testing delivers valid information about the physiological systems of individuals that may identify healthy individuals at risk of developing future cardiovascular disease (CVD). Exercise is a common way to assess physiological stress experienced by an individual, because CV abnormalities that are not present at rest, can be elicited during exercise testing and be used to determine the adequacy of cardiac function. Cardiovascular markers like, resting heart rate (HR) and systolic blood pressure (SBP) have been used as simple non-invasive and useful biomarkers of the fundamental status of blood circulation and the CV system in healthy individuals. Studies have contributed to exercise under sub-maximal and maximal stress testing. Modern- day literature lacks information on the safe HR and SBP responses to an increase in workload during a sub-maximal exercise protocol in healthy individuals. Consequently, the first purpose of this study was to identify the current evidence in the literature on CV response during a sub-maximal incremental exercise protocol. Different protocols and modalities contribute to various CV responses over a wide age group and gender. Heart rate and SBP increases in a linear fashion with an increase in workload, irrespective of protocol and modality. The amount of this increase, or the response of these markers, is still a grey area in the literature, especially in healthy individuals. The second purpose of this study was to analyse the HR and SBP response in healthy adults during a sub-maximal incremental exercise test, with an increase in workload (watt). The systematic review found mean changes from baseline for HR and SBP to be 75.7% and 63.5% respectively, on bicycle protocols (N = 3). The treadmill protocols (N = 2) found similar mean changes from baseline of 113.3% for HR and 36.1% for SBP. Descriptive measures as well as Linear regression analyses were performed, using Generalised estimated equations (GEE). An independent t-test was used to compare the males with the female participants: HR and SBP response to an increase in workload (watt). GEE adjustments were made for age, body mass index (BMI) and workload (watt). Significant difference levels were set at p ≤ 0.05. The present once-off subject availability results revealed that male subjects were heavier and taller than their female counterparts (p ≤ 0.05). They also had a noteworthy higher SBPrest, as well as BMI (p ≤ 0.05). The results from the GEE analyses we presented prediction equation, with all variables significant, except for the BMI (p = 0.972 females; p = 0.169 males). In conclusion, the literature review indicated a lack of information on the HR and SBP response with workload in healthy adults. It is advised that further research is needed to test the prediction equations in healthy individuals to determine the validity and reliability. They need to be tested in a controlled clinical environment, where the participants are monitored more thoroughly. By putting these predicted equations to the test, healthcare practitioners will be able to identify an exaggerated HR and SBP response with an increase in workload. If the individual’s response is exaggerated, the healthcare practitioner can intervene to prevent future cardiovascular events. / Thesis (MSc (Biokinetics))--North-West University, Potchefstroom Campus, 2013

Healthcare practitioners, whom perform accurate sub-maximal exercise tests in healthy individuals, need to understand the physiological demands and normal cardiovascular (CV) responses with exercise. Exercise testing delivers valid information about the physiological systems of individuals that may identify healthy individuals at risk of developing future cardiovascular disease (CVD). Exercise is a common way to assess physiological stress experienced by an individual, because CV abnormalities that are not present at rest, can be elicited during exercise testing and be used to determine the adequacy of cardiac function. Cardiovascular markers like, resting heart rate (HR) and systolic blood pressure (SBP) have been used as simple non-invasive and useful biomarkers of the fundamental status of blood circulation and the CV system in healthy individuals. Studies have contributed to exercise under sub-maximal and maximal stress testing. Modern- day literature lacks information on the safe HR and SBP responses to an increase in workload during a sub-maximal exercise protocol in healthy individuals. Consequently, the first purpose of this study was to identify the current evidence in the literature on CV response during a sub-maximal incremental exercise protocol. Different protocols and modalities contribute to various CV responses over a wide age group and gender. Heart rate and SBP increases in a linear fashion with an increase in workload, irrespective of protocol and modality. The amount of this increase, or the response of these markers, is still a grey area in the literature, especially in healthy individuals. The second purpose of this study was to analyse the HR and SBP response in healthy adults during a sub-maximal incremental exercise test, with an increase in workload (watt). The systematic review found mean changes from baseline for HR and SBP to be 75.7% and 63.5% respectively, on bicycle protocols (N = 3). The treadmill protocols (N = 2) found similar mean changes from baseline of 113.3% for HR and 36.1% for SBP. Descriptive measures as well as Linear regression analyses were performed, using Generalised estimated equations (GEE). An independent t-test was used to compare the males with the female participants: HR and SBP response to an increase in workload (watt). GEE adjustments were made for age, body mass index (BMI) and workload (watt). Significant difference levels were set at p ≤ 0.05. The present once-off subject availability results revealed that male subjects were heavier and taller than their female counterparts (p ≤ 0.05). They also had a noteworthy higher SBPrest, as well as BMI (p ≤ 0.05). The results from the GEE analyses we presented prediction equation, with all variables significant, except for the BMI (p = 0.972 females; p = 0.169 males). In conclusion, the literature review indicated a lack of information on the HR and SBP response with workload in healthy adults. It is advised that further research is needed to test the prediction equations in healthy individuals to determine the validity and reliability. They need to be tested in a controlled clinical environment, where the participants are monitored more thoroughly. By putting these predicted equations to the test, healthcare practitioners will be able to identify an exaggerated HR and SBP response with an increase in workload. If the individual’s response is exaggerated, the healthcare practitioner can intervene to prevent future cardiovascular events. / Thesis (MSc (Biokinetics))--North-West University, Potchefstroom Campus, 2013

The influence of the work circumstances of high school teachers on their attitude towards their work and their levels of motivation. 1Introduction The working circumstances of high school teachers have changed over the past few years, and more specifically since the implementation of OBE and the rationalisation of teachers. The research presumption is that, as a result of the changes, teachers’ workloads have increased and consequently, they have less time to complete more work. The latter includes preparation for the various learning areas, as well as OBE administration. 2Background Certain elements in teachers’ work circumstances which influence attitudes include the following: The change in work circumstances has resulted in a greater workload which consequently led to an increase in stress levels. Higher stress levels are experienced by teachers worldwide, and not only in South Africa. Teachers have to work longer hours to complete their work. Many teachers don’t experience job satisfaction in their present circumstances. Changes in education influence the attitudes, achievements and performance of teachers. This causes a decrease in their motivation levels. Statistics prove that teachers have a low morale country wide. 3Research Methodology Research question: How did the changed work circumstances of teachers influence their attitude towards their work and their motivation levels? This is a qualitative study in which interviews, six in total, with teachers with more than eight years’ experience of parallel medium (former Model C schools) and black schools were used. / Dissertation (MEd (Educational Leadership))--University of Pretoria, 2006. / Education Management and Policy Studies / MEd / unrestricted

In terms of section 186(1)(e) of the Labour Relations Act 66 of 1995 constructive dismissal occurs where an employee terminated a contract of employment with or without notice because the employer made continued employment intolerable. Work stress is becoming more and more imminent in the workplace. Some employees feel that the amount of work stress also makes their continued employment intolerable, and then they claim constructive dismissal. This raises the question whether the courts should apply the same tests they apply in constructive dismissal cases as well as in cases where the employee resigns because of work stress. But, if the same tests that are used to determine if there has been a constructive dismissal are used in a case where an employee resigns because of work stress, a real danger exists because then it can lead to the misuse of a claim of constructive dismissal by employees who cannot handle a minimum amount of work stress. Over the years the courts have indicated that they apply an objective test in cases of constructive dismissal. This leads to the argument whether subjectivity should play a role, and whether one should look at the subjective perspective of both the employer and the employee. This research looks at numerous court decisions, from both the South African legal system as well as the United Kingdom legal system, in order to determine which tests the South African courts need to apply when they are confronted with a constructive dismissal claim where the employee resigned due to work stress. Constructive dismissal – resignation – work stress – stress due to an excessive workload – work stress and employee wellness – stress based claims. / Thesis (LL.M. (Labour Law))--North-West University, Potchefstroom Campus, 2011

In terms of section 186(1)(e) of the Labour Relations Act 66 of 1995 constructive dismissal occurs where an employee terminated a contract of employment with or without notice because the employer made continued employment intolerable. Work stress is becoming more and more imminent in the workplace. Some employees feel that the amount of work stress also makes their continued employment intolerable, and then they claim constructive dismissal. This raises the question whether the courts should apply the same tests they apply in constructive dismissal cases as well as in cases where the employee resigns because of work stress. But, if the same tests that are used to determine if there has been a constructive dismissal are used in a case where an employee resigns because of work stress, a real danger exists because then it can lead to the misuse of a claim of constructive dismissal by employees who cannot handle a minimum amount of work stress. Over the years the courts have indicated that they apply an objective test in cases of constructive dismissal. This leads to the argument whether subjectivity should play a role, and whether one should look at the subjective perspective of both the employer and the employee. This research looks at numerous court decisions, from both the South African legal system as well as the United Kingdom legal system, in order to determine which tests the South African courts need to apply when they are confronted with a constructive dismissal claim where the employee resigned due to work stress. Constructive dismissal – resignation – work stress – stress due to an excessive workload – work stress and employee wellness – stress based claims. / Thesis (LL.M. (Labour Law))--North-West University, Potchefstroom Campus, 2011

Current policy to extend early childhood education by placing grade R in public primary schools is politically, economically and educationally motivated. Quality education in grade R has definite long term economic advantages and could ensure equal educational opportunities. The educator is a key factor in this issue and her perception of her work life determines to a large extent the success of the initiative. The work fulfilment of the grade R educator is approached in this research from a labour law perspective and was conducted in the field of Education Law. The philosophic base of Education Law is found in the German educational term geborgenheit, which refers to the safety and security of all role players in education. The experience of security is regarded as a prerequisite for work fulfilment. The Constitution, education legislation, labour law, relevant case law and the common law were studied as legal determinants for work fulfilment. A qualitative enquiry into educators’ perceptions of their work life was conducted amongst participants in a specific area, which included schools from different socio–economic and cultural backgrounds. The essence of the findings is that, in spite of the existence of legislation which in principle should provide for physical and psychological security, educators still experience insecurity and therefore a lack of work fulfilment because of the ineffective implementation of law and policy. Widespread ignorance regarding the nature of quality education in grade R exists and the insistence on educator centralised teaching limits the work fulfilment of especially well–trained educators. Awareness of the advantages of a play based, whole–child approach has to be developed. This approach, as well as knowledge of legal determinants, promote work fulfilment, since both serve the best interests of the child as well as the educator. / Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2011.

Current policy to extend early childhood education by placing grade R in public primary schools is politically, economically and educationally motivated. Quality education in grade R has definite long term economic advantages and could ensure equal educational opportunities. The educator is a key factor in this issue and her perception of her work life determines to a large extent the success of the initiative. The work fulfilment of the grade R educator is approached in this research from a labour law perspective and was conducted in the field of Education Law. The philosophic base of Education Law is found in the German educational term geborgenheit, which refers to the safety and security of all role players in education. The experience of security is regarded as a prerequisite for work fulfilment. The Constitution, education legislation, labour law, relevant case law and the common law were studied as legal determinants for work fulfilment. A qualitative enquiry into educators’ perceptions of their work life was conducted amongst participants in a specific area, which included schools from different socio–economic and cultural backgrounds. The essence of the findings is that, in spite of the existence of legislation which in principle should provide for physical and psychological security, educators still experience insecurity and therefore a lack of work fulfilment because of the ineffective implementation of law and policy. Widespread ignorance regarding the nature of quality education in grade R exists and the insistence on educator centralised teaching limits the work fulfilment of especially well–trained educators. Awareness of the advantages of a play based, whole–child approach has to be developed. This approach, as well as knowledge of legal determinants, promote work fulfilment, since both serve the best interests of the child as well as the educator. / Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2011.