The study sought to determine what palliative care services were provided to offenders at Medium B correctional center, which is located at Durban Management Area. It identified the perceptions of offender-patients about the services they received. The study also identified challenges that staff and offender-volunteer caregivers faced in rendering services within a correctional context in South Africa. The sample consisted of three stakeholders, namely, offender-patients who were terminally ill with AIDS at the prison hospital, staff and offender volunteer caregivers. The methods of data collection comprised of content analysis, semi-structured interviews with offender-patients and focus group discussions with staff and offender volunteer caregivers. The study revealed that efforts were made by the Department of Correctional Services to provide services to terminally ill AIDS patients. Legislation and policy frameworks were consistently being developed by the Department to meet the needs of patients and to keep abreast with international best practices. Some services were in accordance with the theoretical framework of palliative care. However, many challenges were experienced because of the contextual constraints in which the services were being rendered. Recommendations to improve the delivery of services were made by all participants in the study. The study concludes with the recommendations by the researcher and suggestions for future research. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2006.

This dissertation is a study of the mission of the Women's Manyano in the Methodist Church of Southern Africa, beginning from 1907 to 1997. It focuses on the barriers and successes this organisation has experienced during the years of its mission. It also examines the history of the formation and objectives of the organisation especially within the structures of the church. It attempts to analyse the reaction of the hierarchy of the church in order to understand why the organisation had no representation at executive meetings at the national level for a very long time. It will compare similarities and differences between the organisations that are within the church and the influence that it has on other organisations inside and outside the church. The organisation did not agree when the church called for the unification of all the churchwomen's organisations. Manyano saw this as a call to its downfall because they had no real similarities with other women's organisations within the church. Although the Women's Manyano is the largest in the church, her representation at national conferences was still minima. At the same time the church proclaim a message of Priesthood of all believers. Women's Manyano is the backbone of the Methodist Church of Southern Africa. Without such an organisation the church could not have grown very fast. / Thesis (M.A.)-University of Durban-Westville, 2002.

No abstract available. / Thesis (Ph.D.)-University of Durban-Westville, 1999.

We consider the solidification of a binary alloy in a mushy layer subject to Coriolis effects. A near-eutectic approximation and large far-field temperature is employed in order to study the dynamics of the mushy layer in the form of small deviations from the classical case of convection in a horizontal porous layer of homogenous permeability. The linear stability theory is used to investigate analytically the Corio lis effect in a rotating mushy layer for, a diffusion time scale used by Amberg & Homsey (1993) and Anderson & Worster (1996), and for a new diffusion time scale proposed in the current study. As such, it is found that in contrast to the problem of a stationary mushy layer, rotating the mushy layer has a stabilising effect on convection. For the case of the new diffusion time scale proposed by the author, it is established that the viscosity at high rotation rates has a destabilising effect on the onset of stationary convection, ie. the higher the viscosity, the less stable the liquid. Finite amplitude results obtained by using a weak non-linear analysis provide differential equations for the amplitude, corresponding to both stationary and overstable convection. These amplitude equations permit one to identify from the post-transient conditions that the fluid is subject to a pitchfork bifurcation in the stationary case and to a Hopf bifurcation associated with the overstable convection. Heat transfer results were evaluated from the amplitude solution and are presented in terms of the Nusselt number for both stationary and overstable convection. They show that rotation enhances the convective heat transfer in the case of stationary convection and retards convective heat transfer in the oscillatory case, but only for low values of the parameter X I = 8 Pr ~ 0 So· The parameter 1/ X I represents the coefficient of the time derivative term in the Darcy equation. For high X I values, the contribution from the time derivative term is small (and may be neglected), whilst for small X I values the time derivative term may be retained. / Thesis (Ph.D.)-University of Durban-Westville, 2000.

No abstract available. / Thesis (M.A.)--University of Durban-Westville, 2004.

The condition of women in African societies has always been object of intense discussion The present research takes its move from an analysis of four main literary works in Zulu, and a number of supporting texts, to monitor, as it were, the development of attitudes towards women during the second half of the 20th century. Literature is considered, in fact, a mirror of society. Traditional Southern African society is strongly patriarchal and conservative. A woman's role is generally viewed as the life-giver and the nurturer of the new generation of her husband's offspring. She is in charge of the gardens, where she grows the family food, while her husband is busy with his wars, cattle raiding ventures and politics. Patriarchy may reach severe forms of women oppression through the systems of ilobolo (bride-wealth) and of polygamy, but is also expressed by the exclusion of women from the economic, artistic and legal fields. Forms of freedom - of movement, or sexual or economic - allotted to men are never considered for women. Each of the four chosen texts emphasises one or more aspect of women oppression by the male dominated society, as reflected in popular life at the time of writing. So Uvalo Lwezinhlonzi, written in 1956, is a manifesto for freedom in the choice of a life partner, which is generally obstructed by the father's greed for ilobolo cattle and his ambition to be recognized among the notables of the district. Inkinsela YaseMgungundlovu (1961) fights for women's equal rights in the financial field. NguMbuthuma-ke Lowo (1982) is a desperate cry in the face of abuses in polygamous families. And Ikhiwane Elihle (1985) fights aspects of the new morality that accepts sexual freedom for women, since men also claim such freedom. The thesis is topical, and, to render it even more so, it often avails itself of ideas of feminist writers and critics, although such theories have not touched the nerve of the Zulu public as yet. / Thesis (M.A.)-University of Durban-Westville, 2002.

The overall aim of this study was to research the status of social work in South Africa by examining what factors contribute towards social workers in South Africa leaving their country to seek employment in the UK. Further, current frustrations, problems and needs of social workers in South Africa and those working in the UK were investigated. The benefit of the study therefore was to evaluate the status of the social work profession at present, and to expand future professional services. The study utilised both the qualitative and quantitative research methods. The research was undertaken in two phases utilising three different sample groups. The two phases were: (1) Phase One - in which the researcher quantitatively researched social workers frustrations, problems and needs in South Africa and (2) Phase Two - in which the researcher qualitatively explored the difficulties, experiences and accomplishments of South African social workers who have relocated to the UK. In sample group 1 in Phase One of the study, eighty social workers who had applied to work in the UK were selected. While, in sample group 2, in Phase One of the study, eighty social workers who were remaining in South Africa, were randomly selected. In sample group 3, in Phase Two of the study, thirty social workers were derived from the social work relocation list of a known Recruitment Agency. The research tool was a mailed questionnaire for the two sample groups in Phase One of the study. Reasons to relocate or remain were asked of both sample groups, along with their suggestions for improving the image of social work in South Africa and contributing to its survival. In Phase Two of the study the researcher chose the qualitative method of data collection, namely focus group interviews. Within the focus group interviews social workers in the UK were able to share their experiences of relocation. Focus group thematic questions guided the group discussions to generate a rich understanding of the social workers' experiences and beliefs. In this study, research evidence was provided on the concerns plaguing the profession such as safety and security, service conditions, poor salaries, staff turnover, lack of supervision and support from agencies, ineffective graduates/educators, curriculum change, and continuing education. Alongside this research results also indicated that culture, family, social ties and climate were significant factors preventing social workers from leaving the country. Recommendations were made by social workers to improve the image of social work as a way of contributing to its survival. These recommendations included a unifying role to be played by the Council of Social Service Professions to tackle cogent issues such as service conditions; staff development/training in accord with the need for continuous professional development; relevancy of training curricula to the new developmental paradigm; competent educators; research, and using auxiliary workers in service delivery. These recommendations need to be incorporated into policy/plans set up to address relevancy, image and survival issues facing the profession. Other general recommendations for the profession to survive, was the need for a partnership to be established between employers, workers and educators working together to create new supportive structures and develop knowledge and skills on an on-going basis. A further component to consider in addressing the exodus of social workers was for policy-makers, employers, educators and the South African Council of Social Service Professions (SACSSP) to prevent any further under-valuing of the profession and its practitioners. Social workers need to be presented as valued and crucial role players in our newly developed democracy. / Thesis (Ph.D.)--University of Durban-Westville, 2004

International research has shown conclusively that the struggle for employment equity and gender equality is a major challenge to both the private and the public sectors. In South Africa, with the legacy of colonialism and apartheid fresh in one's mind the question of gender equality and equity has been debated thoroughly both in academic and other intellectual forums as well as in political platforms. The reality is that both the elements of equity and equality in terms of gender are elusive in terms of actual implementation in South Africa. The present thesis is a policy-oriented examination of the process and implementation of gender equity at a "Historically Black Institution", the University of Durban Westville, which in 2004 will join the University of Natal to create the University of KwaZulu Natal. It is thus, a case study of the implementation of existing legislation associated with affirmative action and employment equity. The thesis recognises the reality that women in South Africa face a great number of challenges because they still lag far behind in the equity stakes at all levels of society and economy. This reality is based on a number of macro and micro roots and present circumstances. Thus one of the reasons for choosing UDW as a case study was to uncover such reasons and roots, examine and analyse their dynamics and draw significant lessons. This was because UDW had led provincial and national struggles for transformation for many years. UDW staff, for example, was in the forefront of the creation of UDUSA and its relentless efforts for transformation in education, before and after 1990. The concepts of affirmative action and gender equity are examined in their national and international dimensions in the literature review. As affirmative action has its supporters and detractors, the debates were examined in their social and historical contexts. The various theories and societal applications of the quota and target strategies were touched upon in this section of the thesis that utilised both international and national literature as its guide in the understanding of the dynamics of a much debated, disputed and challenging phenomenon. The post-1994 South African legislation that made gender equity and affirmative action an inseparable ingredient of the new democracy was examined in direct relation to the measures, rules and regulations that inform public policy on these phenomena. The Employment Equity Act and the Skills Development Act were scrutinised in order for the reader to comprehend their vital role in the shaping of new relationships and societal and legal dynamics. The relevant historical and recent South African literature dealing with gender equity was examined in order to give the reader the picture of the debates and viewpoints that informed the process from apartheid to the post 1994 period. This section acclimatised the reader with the various initiatives and forums that were to become the stepping stones for the policy strategists of the post- I 994 Department of Education. The empirical component of the thesis was based on both comparative quantitative and qualitative methods. Primary documents related to human resource realities at UDW were analysed. There followed a thorough scrutiny of the "3 Year Rolling Plans" of the University, i.e. the official documents that unveiled the strategic initiatives of its leadership to implement affirmative action and gender equity. Additionally, the empirical, mostly qualitative analysis of a large number of interviews of key stakeholders and role players, revealed a set of social, historical, administrative and political dynamics associated with these processes. In the pursuit of the empirical realities characterising gender equity at UDW, the following hypotheses were formulated: Although there were affirmative action initiatives there was a narrow focus on race that excludes gender equity as a powerful ingredient of equity within the institution. The participation of stakeholders and role players at UDW regarding gender equity initiatives was limited. The dissemination of information regarding major steps to address affirmative action and equity at UDW was restrictive. There were limited efforts to review and monitor equity targets and plans. The non-existence of gender-related forums, committees, monitoring and review structures was a major impediment in the achievement of gender equity. Gender equity never became a key priority area at UDW. Capacity building efforts at UDW for all levels of staff were limited 8. There was no tangible research or other such incentives for women researchers at an institutional level at UDW. Monitoring and review mechanisms to ensure the advancement of women to decision-making and leadership positions were non-existent. Following the empirical analysis, at both qualitative and quantitative levels, it was shown that all hypotheses were confirmed in their entirety. Some reasons for such a reality were identified in the study as historical legacies; apathy amongst staff in general; poor management and leadership, a lack of political will on the part of management etc. This seems a disturbing picture; however, it cannot disguise the achievements that several UDW constituencies have gained through their relentless struggles and continuous sacrifices. The new paradigm of transformation in terms of gender equity and equality cannot be based only on a number of legal measures promuigated by the new government. In fact, it is up to the leadership of institutions, stakeholders, and role players to ensure implementation of progressive legislative frameworks. There was change at UDW but it lacked solid policy guidelines, direction of energy, as well as the honest, continuous and active participation of all the stakeholders and role players. There was little evidence of well-coordinated cooperative efforts that could carry transformation forward. The legacy of struggle of UDW should not become a burden to the new institution, but its management culture and organisational dynamics could. / Thesis (Ph.D.)--University of Durban-Westville, 2004.

No abstract available. / Thesis (M.A.)--University of Durban-Westville, 2002

Philosophiae Doctor - PhD / It has become a world trend that the opportunity for university education should be made available to all. The twentieth century witnessed the partial demolition of the barrier that retained higher education as the privilege of the élite group. Attendance at a university is seen today as the gateway to the membership of a profession, and to all the benefits of improved economic and social status. Rapid economic and industrial development in South Africa and overseas in the second half of this century has caused a general shortage of scientific manpower. Malherbe (1977, 496) stresses that full opportunities for developing the talent of every individual are no longer an idealistic aim but an economic necessity. The Wiehahn Commission (1980, 12), appointed by the South African Government to inquire into labour legislation and labour systems in South Africa, reported that a serious shortage of skilled manpower for professional, managerial and technical positions still exists. The universities, now having a major responsibility in the preparation of such personnel, have assumed greater significance as far as the public and private sectors are concerned. Educated people are a part of the nation's best human resources, and because education is one of the chief assets of the individual, there is a compelling need for research to improve the academic performance of students at all levels, especially at university. Arising from the shortage of skilled manpower and the increasingly growing demand for tertiary -education, more students enter universities. The rapid increase in university enrolment has brought with it new interest and concern relating to those students who fail or drop out. The problems of failure and drop-out at university have been the subject of many investigations in Western countries, especially Great Britain (Miller, 1970; Butcher and Rudd, 1972) and the United States of America (Pervin et aZ, -1965; Astin, 1971). In South Africa, the Government appointed a Commission of Inquiry into White universities (Van Wyk de Vries, 1974). Included in its terms of reference were: transition from school to university, and the high failure rate among undergraduates. As Astin (1975, 1) points out, most studies take the view that decision-makers legitimately want to know more about how to increase the students' chances of graduating. This concern is based, inter aZia, on: loss of talent; waste of limited educational resources; vocational and personal setbacks resulting from the student's impeded career development; futile expenditure of money, time and effort. The incidence of failure and drop-out evokes painful responses not only from the student but also from others, including his parents and his university. To parents, the admission to university of their son or daughter often represents a fulfilled ambition and the fruition of years of struggle and hope. Therefore failure or drop-out by the student is also a shattering experience for most parents - many of whom feel that they have failed as parents