Thesis (PhD)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: The integration of the three former defence forces, four homeland forces and the one
self-defence unit into the South African National Defence Force (SANDF) drastically
changed the race composition of the Department of Defence (DoD). The integration
of these forces with their guerilla type warfare into a conventional force together with
the changed race composition, is having an influence on the organisational culture of
the DoD. The aim of this study is to investigate the organisational culture of the DoD
with the primary focus on values to determine a group identity and the required
behaviour. This investigation is conducted by researching the prescriptive legislation
and policy applicable to the DoD, values from the traditionally western and Ubuntu
culture, the vision of the Africa-Renaissance, tendencies in modern warfare and
functions of modern armies. A proposed value system for the DoD is then developed.
The way in which members of the DoD associate with this value system is tested by
means of a sample and deviations are identified. Lastly, corrective options are
proposed for these deviations.
The developed value system consists of key values such as military professionalism,
community/ethical orientation and military orientation. The collected data is
interpreted by means of factors such as values characteristic of authority, military
professionalism, military customs and human rights that concur with the key values.
Against all odds it was found that members of the DoD associate badly with values
traditionally associated with a defence force which is fully prepared. The following
was found:
• Members of the DoD do not identify with values such as commitment to
comrades, non-discrimination, no bad excuses, fair practices, no misuse of
rank, or pride and loyalty. Arms of service, rank groups, gender, population group and former force,
identify in an average way with values characteristic with authority, high with
professionalism, low with military customs and low with human rights.
• The lower rank groups identify the worst with values, and warrant officers the
highest. The senior officers identify the worst with human rights.
• No distinction was found between the gender groups in respect of identification
with values.
• As far as population groups are concerned, differences occurred between
whites and Africans in respect of their attitudes towards authority,
professionalism, military custom and human rights.
• As far as former force members are concerned, differences occurred between
South African Defence Force (SADF), Umkhonto we Sizwe (MK) and the
African People's Liberation Army (APLA) regarding their attitudes towards
authority, professionalism and military customs. In so far as human rights are
concerned, differences occurred between the SANDF and Transkei,
Boputhatswana, Venda and Ciskei (TBVC).
The study showed definite problem areas and remedial actions need to be
concentrated on this. It is clear that the different race groups and members of former
forces have different orientations towards the value system. This marginalisation of
groups into sub-cultures cannot be tolerated. A group identity with which every
member of the DoD can identify, needs to be established urgently.
As remedial options a process of socialisation can firstly be used to instill a group
identity and the desired behaviour in members of the DoD. Those who do not fit the
group identity and required behaviour must be discharged. A value system must
secondly be lived and the generals and officers of the DoD must be role models as far
as the living of the value system is concerned. Thirdly, posters on notice boards are
of little use if the values do not become visible in the behaviour of every member of
the SANDF. There is no place for buzz words without any meaning. Fourthly, values must be validated by means of norms. These norms must be made known to all
members of the DoD to ensure that the desired organisational culture and value
system is instilled. In this regard the publication The Service Guide for Newcomers
should be rewritten and given to every member of the DoD. / AFRIKAANSE OPSOMMING: Die integrasie van die drie verdedigingsmagte, vier tuislandmagte en een
selfverdedigings-eenheid in die Suid-Afrikaanse Nasionale Weermag (SANW) het 'n
drastiese verandering in die bevolkingsamestelling van die Departement van
Verdediging (DvV) teweeggebring. Die integrasie van die bevrydingsmagte, met hul
guerrilla-tipe van oorlogvoering, in 'n konvensionele mag is besig om tesame met die
veranderde bevolkingsamestelling 'n invloed op die heersende organisasie-kultuur
van die DvV uit te oefen. Die doeI van hierdie studie is om die organisasie-kultuur
van die DvV te ondersoek met die primere fokus op waardes ten einde 'n
groepsidentiteit en die verlangde gedrag vir die DvV te bepaal. Die ondersoek
geskied aan die hand van die voorskrifte van toepassing op die DvV, waardes vanuit
die tradisionele Westerse en Ubuntukulture, die Afrika-Renaissance-visie, tendense
in moderne oorlogvoering en funksies van hedendaagse weermagte. 'n
Waardestelsel wat die organisasie-kultuur van die DvV weerspieel, word vanuit
voorafgaande bronne ontwikkel. Die wyse waarop die lede van die DvV met die
waardestelsel vereenselwig word deur middel van 'n steekproef getoets en afwykings
word geidentifiseer. Ten slotte word remedierende opsies vir hierdie afwykings
voorgestel.
Die ontwikkelde waardestelsel bestaan uit kernwaardes, soos militere
professionalisme, militere orientering en gemeenskaps-/etiese orientering. Die
ingesamelde data word aan die hand van faktore soos waardes kenmerkend van
gesag, militere professionalisme, militere gebruike en menseregte wat met die
kernwaardes ooreenstem, vertolk.
Teen alle verwagtinge in is daar bevind dat lede van die DvV hulself swak
vereenselwig met waardes wat tradisioneel as baie belangrik vir 'n parate weermag
geag word. Die volgende is bevind: Daar word nie met waardes soos toewyding aan makkers, geen
diskriminasie nie, geen swak verskonings nie, regverdige gebruike,
geen rangmisbruik nie, trots en lojaliteit geidentifiseer nie.
• Weermagsdele, ranggroepe, geslag, bevolkingsgroep en voormalige
weermagte identifiseer middelmatig met waardes kenmerkend van
gesagsvertolking, hoog met professionalisme, laag met militere
gebruike en swak met menseregte.
• In terme van ranggroepe toon die laer range die laagste en die
ranggroep adjudant-offisiere die hoogste metings betreffende die
identifisering met waardes. Die ranggroep senior offisiere identifiseer
die minste van al die ranggroepe met menseregte.
• Geen onderskeid tussen geslagte bestaan met betrekking tot die
identifisering van waardes nie.
• Ten opsigte van bevolkingsgroepe is beduidende verskille tussen wit en
Afrikaan se houding teenoor gesag, professionalisme, militere gebruike
en menseregte gevind.
• Daar is ten opsigte van voormalige weermagte gevind dat beduidende
verskille tussen die houding van die Suid-Afrikaanse Weermag (SAW)
en Umkhonto we Sizwe (MK) en die African People's Liberation Army
(APLA) teenoor gesagsvertolking, professionalisme en militere gebruike
bestaan. 'n Beduidende verskil kom voor in die houding van die SANW
en Transkei, Boputhatswana, Venda en Ciskei (TBVC) teenoor
menseregte.
Die studie Iê duidelike probleemareas bloot en alle regstellings behoort hierop te
fokus. Dit is duidelik dat die verskillende bevolkingsgroepe en lede van die
voormalige weermagte totaal uiteenlopende orienterings ten opsigte van die
waardestelsel het. Hierdie marginalisering van groepe in subkulture kan nie geduld
word nie. 'n Groepsidentiteit waarmee alle lede van die DvV hulself kan
vereenselwig, moet sonder versuim geskep word. As remedierende opsies word daar eerstens 'n sosialiseringsproses voorgestel ten
einde 'n groepsidentiteit en die verlangde gedrag by lede van die DvV te kweek.
Lede wat nie by die groepsidentiteit en die verlangde gedrag inskakel nie, moet
eenvoudig ontslaan word. Tweedens moet die waardestelsels geleef word en die
generale stat en offisiere behoort hier die rolmodelle te wees. Derdens moet die
waardes op die glansbiljette wat op kennisgewingborde verskyn aan elke individu
bekend wees en duidelik in die gedrag van alle lede van die DvV sigbaar te word.
Daar is geen ruimte vir niksseggende gonswoorde nie. Vierdens moet waardes in
terme van norme gekwantifiseer en aan alle lede van die DvV bekend gemaak word
ten einde te verseker dat die verlangde organisasie-kultuur en waardestelsel inslag
sal vind. Hiervoor moet die publikasie The Service Guide for Newcomers herskryf
word en aan alle individue beskikbaar gestel word.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/52137 |
| Date | 12 1900 |
| Creators | Jansen van Rensburg, Johannes Lodewikus |
| Contributors | Muller, J. J., Stellenbosch University. Faculty of Economic & Management Sciences . School of Public Leadership. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | af_ZA |
| Detected Language | Unknown |
| Type | Thesis |
| Format | 205 p. : ill. |
| Rights | Stellenbosch University |
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