Dissertations / Theses on the topic 'Defence force'

This thesis seeks to understand and critically discuss gender inequalities in the Australian Defence Force (ADF) as a barrier to full integration. This is achieved through an exploration of current literature, policy and legal documents, and from the point of view of a sample of ADF women. The purpose of this thesis is to determine whether constructions of gender devalue, exclude and therefore oppress women in the ADF and to determine whether constructions of gender legitimise the subordinate position of female personnel within the ADF. The study locates the ‘voices’, the experiences, and opinions of a group of female ADF personnel in order to hear from the ‘central’ players. The thesis contributes to current debates by: providing a platform for female members of the ADF to relate their experiences and opinions, thereby, giving a voluntary voice to women who are often not heard from in the debates; providing a feminist perspective -which in the Australian context is scant, as Australian feminisms have been reluctant to approach this controversial area; providing a critical perspective that is complementary to in-house research, through conducting the research from a position outside the ADF. The aims of the research are to explore the culture of the ADF, with the purpose of illustrating the underlying causes of barriers to full integration. It aims to understand where unequal treatment arises from, how inequity manifests, how this impacts on women, and how ADF resources are ultimately misused by the excluding of women from certain employments. Coming from a pacifist position I originally wanted to know why women would want to join the ADF, this question was easily answered through the beginning phases of the research. Through the research fieldwork I was led in the direction of focusing on the gendered nature of Defence culture. Government and ADF policy on combat exclusions I found to be a barrier to integration that impact upon career progression in the ADF. The research further revealed a disturbing realisation that Australian women continue to be denied full citizenship rights and responsibilities due to the inequities of restrictions on military service. The research led to the finding that women are excluded from roles in the ADF based on the mythology that women’s service is inferior to that of males. Issues presented in the arguments for cohesion, physical strength, and protectionism are military myths that seek to continue to exclude from positions of leadership, prestige and power in the ADF. Women’s current and potential roles in combat and peacekeeping are presented in the thesis as ultimate case studies revealing how women are denied equal employment rights in the ADF
Doctor of Philosophy (PhD)

Thesis (MMil)--Stellenbosch University, 2013.
ENGLISH ABSTRACT: Armed forces the world over have three primary functions — force development, force deployment and force employment. Defence policy plays a guiding role in all of these, but is especially important in establishing the rationale for the creation of those military capabilities that force development brings about. The end of the Cold War, which coincided with a new political dispensation in South Africa, also gave rise to a new security paradigm: a theory implying both a reduction in the utility of military force, and an adjustment in the use of military forces. This phenomenon changed the context within which states generate modern defence policy, but did not affect the causal relationship between policy publications and the outcomes of a military’s force development activities. Usually, a defence policy presupposes the development of armed forces that are effective and efficient at executing their mandate — a condition that is measurable in terms of the organisation’s levels integration, skill, quality and responsiveness. The thesis uses this concept, both as a point of departure and as a structural organising device, to describe the variance between defence policy and military capabilities. A general analysis of South Africa’s defence policy publications indicates that, indeed, the policymakers had thoroughly considered the armed forces’ effectiveness when they wrote the White Paper (1996) and the Defence Review (1998). By 2006, the South African Army has interpreted national defence policy and formulated a future strategy of its own, very much in alignment with the ‘modern system’ approach of the original policy publications. However, further analysis of the actual capabilities of the South African National Defence Force indicates a major variance between the relevant defence policy publications, the military’s force development outcomes, and the present demands of the South African security environment. There appears to be quite serious deficiencies in the attribute of integration, which arise primarily from political influences; furthermore, the military’s quality is under strain, mainly because of the defence force’s seeming inability to formulate a strategy that is not only acceptable, but also suitable and feasible. While the armed forces appear to be skilful enough to execute their present (peacetime) missions, success in the type of operations that policy demands is unlikely. In summary, the study suggests that the principal reason for the large variance between defence policy, military capabilities, and real operational demands stems from defence’s lack of responsiveness to its resource constraints and operational realities. The thesis therefore concludes that the defence force has been largely unsuccessful in complying with the demands of defence policy, irrespective of the fact that the policy by itself may be obsolete and/or inappropriate for the South African context; furthermore, that military effectiveness in meeting current operational demands is also doubtful. Finally, the defence force’s schizophrenic organisational culture may be the primary cause of it moving ever closer to reneging on its constitutional mandate.
AFRIKAANSE OPSOMMING: Gewapende magte wêreldwyd het drie primêre funksies — magsontwikkeling, magsontplooiing en magsaanwending. Verdedigingsbeleid vervul ‘n rigtinggewende rol in al hierdie funksies, maar is veral belangrik om die skepping van die militêre vermoëns, wat deur magsontwikkelingsaktiwiteite daargestel word, te regverdig. Gevolglik beoog hierdie tesis om die mate van ooreenkoms tussen die voorskrifte van Suid-Afrikaanse verdedigingsbeleid en die werklike militêre vermoëns van die Suid-Afrikaanse Nasionale Weermag te beskryf, soos dit ontwikkel het tussen 2000 en 2011. Die einde van die Koue Oorlog (samelopend met die totstandkoming van ‘n nuwe bedeling in Suid-Afrika) het geboorte gegee aan nuwe denke betreffende veiligheid, wat ook ‘n afname in die nuttigheid van militêre mag en ‘n aanpassing in die aanwending van militêre magte tot gevolg gehad het. Hierdie verskynsel het die omgewing waarbinne moderne state verdedigingsbeleid ontwikkel verander, maar nie die kousale verband tussen beleidspublikasies en die uitkomste van ‘n weermag se magsontwikkelingsaktiwiteite aangeraak nie. Gewoonlik veronderstel ‘n verdedigingsbeleid die ontwikkeling van gewapende magte wat doeltreffend en doelmatig is in die uitvoering van hul mandaat — ‘n toestand wat meetbaar is in terme van die organisasie se vlakke van integrasie, vaardigheid, kwaliteit, en hul vermoë om toepaslik op omgewigsinvloede te reageer. Die tesis gebruik hierdie konsep, beide as ‘n vertrekpunt en as ‘n strukturele ordeningsmeganisme, en om die verskille tussen verdedigingsbeleid en militêre vermoëns te beskryf. ‘n Algemene ontleding van Suid-Afrika se verdedigingsbeleidspublikasies toon dat, met die skryf van die Witskrif (1996) en Verdedigingsoorsig (1998), beleidmakers wel deeglike oorweging geskenk het aan die weermag se doeltreffenheid; so ook die Suid-Afrikaanse Leër, wat teen 2006 sy eie toekomsstrategie die lig laat sien het. Desnieteenstaande getuig verdere ontleding van die Suid-Afrikaanse Nasional Weermag se werklike vermoëns van diepgaande verskille tussen verbandhoudende beleidspublikasies, die weermag se ontwikkelingsuitkomste, en die huidige eise van die Suid-Afrikaanse veiligheidsomgewing. Dit wil voorkom asof daar ernstige integrasie-leemtes is, komende hoofsaaklik vanuit die politieke omgewing; verder is die gewapende magte se kwaliteit onder druk, hoofsaaklik vanweë die weermag se onvermoë om ‘n strategie te formuleer wat gelyktydig aanvaarbaar, geskik en uitvoerbaar is. Die gewapende magte mag dalk vaardig genoeg wees om hul huidige (vredestydse) take te verrig, maar dit is te betwyfel of hulle suksesvol sal wees in die voer van die tipe operasies soos beleid voorgeskryf. Ter opsomming dui die studie aan dat die groot verskille tussen verdedigingsbeleid, militêre vermoëns en werklike operasionel eise voor die deur van ‘n gebrek aan doelmatige aanpassing by hulpbrontekorte en operasionele werklikhede gelê kan word. Die tesis maak dus die gevolgtrekking dat die weermag grootliks onsuksesvol was om aan die vereistes van verdedigingsbeleid te voldoen, ongeag die feit dat verdedigingsbeleid op sigself verouderderd en/of ontoepaslik binne die Suid-Afrikaanse konteks mag wees; verder, dat militêre effektiwiteit ter voldoening aan huidige operasionele eise tans ook verdag is. Ten slotte is die weermag se tweeslagtige organisasiekultuur moontlik die belangrikste oorsaak van die neiging na die versaking van verdediging se grondwetlike mandaat.

This thesis seeks to understand and critically discuss gender inequalities in the Australian Defence Force (ADF) as a barrier to full integration. This is achieved through an exploration of current literature, policy and legal documents, and from the point of view of a sample of ADF women. The purpose of this thesis is to determine whether constructions of gender devalue, exclude and therefore oppress women in the ADF and to determine whether constructions of gender legitimise the subordinate position of female personnel within the ADF. The study locates the ‘voices’, the experiences, and opinions of a group of female ADF personnel in order to hear from the ‘central’ players. The thesis contributes to current debates by: providing a platform for female members of the ADF to relate their experiences and opinions, thereby, giving a voluntary voice to women who are often not heard from in the debates; providing a feminist perspective -which in the Australian context is scant, as Australian feminisms have been reluctant to approach this controversial area; providing a critical perspective that is complementary to in-house research, through conducting the research from a position outside the ADF. The aims of the research are to explore the culture of the ADF, with the purpose of illustrating the underlying causes of barriers to full integration. It aims to understand where unequal treatment arises from, how inequity manifests, how this impacts on women, and how ADF resources are ultimately misused by the excluding of women from certain employments. Coming from a pacifist position I originally wanted to know why women would want to join the ADF, this question was easily answered through the beginning phases of the research. Through the research fieldwork I was led in the direction of focusing on the gendered nature of Defence culture. Government and ADF policy on combat exclusions I found to be a barrier to integration that impact upon career progression in the ADF. The research further revealed a disturbing realisation that Australian women continue to be denied full citizenship rights and responsibilities due to the inequities of restrictions on military service. The research led to the finding that women are excluded from roles in the ADF based on the mythology that women’s service is inferior to that of males. Issues presented in the arguments for cohesion, physical strength, and protectionism are military myths that seek to continue to exclude from positions of leadership, prestige and power in the ADF. Women’s current and potential roles in combat and peacekeeping are presented in the thesis as ultimate case studies revealing how women are denied equal employment rights in the ADF

Abstract: This article concentrates on the South African National Defence Force (SANDF), as a South African public sector department, its acceptance of the Batho Pele principles and the implementation of various organisational performance improvement programmes. However, despite accepting the principles and the programmes, it is uncertain whether the SANDF institutionalised them in order to effect continuous performance improvement.

Abstract: This article concentrates on the South African National Defence Force (SANDF), as a South African public sector department, its acceptance of the Batho Pele principles and the implementation of various organisational performance improvement programmes. However, despite accepting the principles and the programmes, it is uncertain whether the SANDF institutionalised them in order to effect continuous performance improvement.

Abstract: This article concentrates on the South African National Defence Force (SANDF), as a South African public sector department, its acceptance of the Batho Pele principles and the implementation of various organisational performance improvement programmes. However, despite accepting the principles and the programmes, it is uncertain whether the SANDF institutionalised them in order to effect continuous performance improvement.

Australia has faced the growing problem of overweight and obesity along with other developed countries and almost two thirds of Australians are considered to be overweight or obese (Sturgiss, van Weel, Ball, Jansen, & Douglas, 2017). The surrounding environment encouraging excessive food intake and discouraging physical activity is the main cause for the current overweight and obesity epidemic (Velema, Vyth, & Steenhuis, 2017). Studies show that Australian Military personnel are no exception, even though considered as physically fit, they possess poor dietary habits (Booth & Coad, 2001; Forbes-Ewan, Probert, Booth, & Coad, 2008; Skiller, Booth, Coad, & Forbes-Ewan, 2005) and the occurrence of obesity is similar when compared to the general Australian population (Australian Institute of Health and Welfare, 2010). There is a pressing need for effective programs that can accomplish positive behaviour change to decrease the incidence of overweight and obesity in the Australian Defence Force. Social marketing is a discipline that applies commercial marketing techniques and concepts to improve the welfare of individuals and/or society by centring program design on individuals and an understanding of the environment in which they are located (Gordon, 2011). At its core the planning, analysis, execution and evaluation of social marketing programs is designed to influence the behaviour of target audiences (Andreasen, 2003; Lefebvre, 2013; Rundle-Thiele, 2015). In recent years social marketing has been used to increase healthful eating behaviour, mainly among children and adolescents (Keihner et al., 2011; Rosi et al., 2016; Young, Anderson, Beckstrom, Bellows, & Johnson, 2004), with relatively few interventions focusing on targeting young adults (Carins & Rundle-Thiele, 2014b). Andreasen’s (2002) social marketing benchmark criteria offers a useful guide to specify the extent that social marketing is employed within a change intervention and it includes six benchmarks namely behavioural change, formative research, segmentation, the use of marketing mix, exchange and competition. The National Social Marketing Centre (NSMC) extended the benchmark criteria by including eight elements, namely behaviour change, audience orientation, insight, segmentation, exchange, marketing mix, theory and competition (French & Blair- Stevens, 2006). This research includes consumer orientation, insight and healthful eating behaviour and is focussed on segmentation and theory. Segmentation is a process that groups target audiences into somewhat homogenous subgroups, or segments, and handles each segment separately based on the wants, needs and behaviours of the segments (Moss, Kirby, & Donodeo, 2009). Research shows that social marketing is more effective when more of the social marketing benchmarks are used (Carins & Rundle-Thiele, 2014b) and that segmentation is one of the least applied benchmarks (Kubacki, Rundle-Thiele, Lahtinen, & Parkinson, 2015). Segmentation discovers patterns of needs, wants and behaviours among groups within one target population and according to segmentation theory, different strategies should be tailored to each group to extend uptake (Donovan & Henley, 2010). Researchers have found that a better outcome may be produced when a program includes different strategies designed for different segments providing solutions that are more closely aligned to segment needs and wants (Dietrich, Rundle‐Thiele, Leo, & Connor, 2015). Theory offers a structured framework that can guide researchers and practitioners in the development and implementation of social marketing programs. Researchers have found that theory use is essential to accomplish successful programs (Eagle et al., 2013; Lefebvre, 2000). However, research shows that theory use in social marketing is rare (Luca & Suggs, 2013; Truong, 2014; Truong & Dang, 2017) and when theory use is reported its application is mainly weak (Pang, Kubacki, & Rundle-Thiele, 2017; Willmott, Pang, Rundle-Thiele, & Badejo, 2019). This thesis aims to test the replicability of theory-driven segments for healthful eating in young adult samples. This thesis begins by understanding the previously used segmentation bases and how (if at all) theory has been applied in social marketing healthful eating studies. Additionally, this thesis empirically tests the Motivation, Opportunity and Ability (MOA) framework in two young adult healthful eating contexts. More specifically, the aim of this research is to test if theory-driven healthful eating segments emerge from two young adult samples and to understand how each segment identified can be engaged to participate in a healthful eating program. To accomplish the aims of this research, two studies were conducted. Study 1 examined whether unique theory-driven segments emerged from a young adult sample. This study aimed to investigate which segmentation bases have previously been used to inform segment solutions; and apply the MOA framework (Rothschild, 1999) to determine if segments are evident in a young adult population. Post-hoc segmentation was used to establish the number and characteristics of segments with two-step cluster analysis. The findings from Study 1 indicate that the MOA framework can be used to explain healthful eating behaviour and two distinct segments were revealed with education, motivation to eat healthily and the Turconi eating behaviour score being the most important variables in segment formation. This study provides evidence of the value of including behavioural theory in segment formation. Study 2 was an empirical replication study that aimed to investigate to what extent similar healthful eating segments can be derived in two young adult populations. In line with replication principles Study 2 followed procedures applied in Study 1. The same segmentation variables were used to establish the number and characteristics of the segments. The findings from Study 2 indicate that the MOA framework once again explains eating behaviour in the second young adult sample and similar to Study 1 education was the most important variable. While the segment structure is similar to Study 1, differences were clear. Notably, the number of segments increased from two to three. The key outcome of this study is that care should be taken for segment identification given the number of segments differs in two different young adult populations. This research contributes to literature in four ways. First, this thesis identified segmentation bases that have previously been used by social marketers to derive segments and it identifies theories that have previously been used to inform segment solutions. Second, this thesis delivers a clear case study demonstrating that theory-informed segments exist within target populations. Application of a theoretically derived segmentation process can identify groups that have demonstrably different needs, wants and behaviours delivering actionable insights to inform program planning. Third, this thesis demonstrates the importance of generating a segmentation based profile in new young adult target populations given that differences emerge. Finally, this thesis delivers a practical contribution establishing how the segmentation process can be used to understand how each segment can be engaged to participate in a healthful eating program. Limitations and futures research directions are outlined.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Dept of Marketing
Griffith Business School
Full Text

Military staff are repeatedly exposed to stressful and unpleasant traumatic life events. These can cause psychological injury, leading to mental and emotional stress. The stigma of mental health problems in military settings runs deeper than in civil society. Being admitted with mental health problems while serving can be a career stopper, but at times can also be associated with cowardice or malingering. It is the primary responsibility of the military to maintain and promote high military/combat readiness among staff. The change in focus of modern military forces, such as the Botswana Defence Force (BDF), with units being deployed more often, places greater demands on troops. Such operations call for increased training exercises, planning sessions and equipment inspections. Training emphasizes discipline and integrity as the core values of the BDF. These form a foundation for healthy and successful coping strategies. The morale of employees is the starting point for measuring their wellness. Morale in the military is embedded in the fitness programs. These are biased towards military training, creating physical fitness, mental alertness and the qualities of military preparedness. The programs are normally involuntary, mandated through the commander, and form part of a soldier‘s military duties. Military recreation, morale and welfare programs were introduced as a way to provide soldiers with the opportunity to relax and rejuvenate. Recreation serves as a powerful tool for achieving an optimal experience, motivating people to change and improve their health and wellness. The problem identified for this study was that members of the BDF were exposed to situations in a military context, as well as in their personal lives, which caused stress. It was postulated that BDF members had little knowledge or the resources to utilize appropriate recreation-related coping strategies. The study aimed primarily to explore the use of sport and recreation activities in military settings as means to reduce and manage stress. To achieve this goal, it was necessary first to determine the current sport and recreation participation of BDF staff members, then to assess their existing stress levels, their overall psychological well-being, and any dysfunctional behaviours resulting from stress. On the basis of these findings, a Therapeutic Recreation Stress Management Intervention Model was proposed, designed to reduce stress and promote the psychological well-being of BDF members. A survey was carried out using a questionnaire. Descriptive statistics were used to summarize the collected data, offering a basic description of the data through frequency distributions, measures of central tendency, variances and relationships. Inferential statistics were used to draw conclusions from the data collected, giving the various factors. The results revealed that the BDF was a male-dominated institution, recruiting soldiers between the ages of 18 and 44, most of whom had some level of education. Most of the staff members came from the lower ranks and had experienced one or more deployments since being recruited into the military. The results further indicated that BDF staff members participated in sport and recreation activities, reflecting an active and healthy lifestyle, with satisfactory levels of involvement. Analysis of stress responses revealed that members experienced stress and that this was related not just to operational or non-operational military stressors but also to personal stressors resulting from their social, financial or emotional conditions. Members of the BDF did not receive the necessary social support from family members and friends to cope with these stressors. The findings on stress in relation to sport and recreation participation revealed that BDF members were intrinsically motivated to embrace healthy lifestyles which could contribute to lower levels of stress. This could even lead to a decrease in stress, supporting the literature which indicates that engaging in physical activities, as part of living a healthy lifestyle, might lead to a reduction in stress levels. The results on the stress-coping measures used by BDF members revealed that recreation activities were deliberately used to cope with stress. Although physical exercise was used as a way of coping with stress, sedentary recreation activities were more prevalent among BDF members. Positive stress-coping measures were adopted by respondents, contrary to the findings of previous studies which indicated that military staff adopted dysfunctional behaviour as a coping measure (e.g. excessive drinking) that formed part of the military culture. The stress-coping abilities of BDF members differed in terms of personal and military demographics from those of previous studies, posting a new contribution to military literature. The results further revealed that BDF members were not sufficiently skilled in coping with stress during military training. This study concluded that the Botswana Defence Force is no different from other military forces, experiencing operational and non-operational stress, as well as personal stress, which need to be addressed. Recommendations were made for further research on stress in military contexts and further guidelines were suggested to the BDF on the use of sport and recreation, together with more specific therapeutic recreation, as ways to reduce stress. A Therapeutic Recreation Stress Management Intervention Model was recommended for further testing in the BDF, as well as in other military forces.
Thesis (DPhil)--University of Pretoria, 2013.
gm2014
Biokinetics, Sport and Leisure Sciences
unrestricted

This thesis is a participant observer and action research case study of the Royal Air Force’s efforts to improve its senior leadership from2007 to 2010. It addresses the research question: what are the conditions required to establish an egalitarian team in a military hierarchy? It examines the establishment of the Senior Leadership Team, designed to operate as a forum for the dissemination of the leader’s intent, dissemination of information, and generation of ideas. The literature review argues there are four bodies of relevant knowledge that derive from the research question: forming large teams, use of power, changing culture, and building interpersonal trust. From the literature, two models are considered, one for formation of large teams and another for establishing an egalitarian culture in a hierarchy. The theoretical position to examine the case study from is a combination of the four areas and the two models. The conclusions emphasise the need for leadership and facilitation to deal with the issues of behaviour; charade of cooperation; homogeneity and heterogeneity; effects of power, particularly on trust; group size paradox; and creating open discussion. The thesis argues, in this context, culture is akin to organisational identity and it examines how culture might be changed and sustained in a strict hierarchical organisation to ensure open discussion where all opinions are equal. The thesis identifies the fundamental importance of interpersonal trust for large informational or consultative teams that hold a different culture to their host organisation. In conclusion, the thesis argues that the models examined do not provide an adequate framework for this case study and tentatively puts forward a 7-factor model representing the conditions required to establish an egalitarian team in a military hierarchy.
© Cranfield University, 2014

The conceptual understanding of security and the practicalities of national defence are interdependent. In many countries both are undergoing significant change. This work provides an international context but focuses on Australian defence, arguing that a transition is underway from old security thinking to new, and that this is evidenced by changes in policies and practical activities. The aim of this work is to demonstrate the interdependence between the current reconceptualisation of security and the practicalities of national defence. Old security thinking concerns military power relationships between states, in contrast with new security thinking, which uses a broader conceptual framework. These are described, providing benchmarks for the subsequent analysis. While it is acknowledged that change has occurred in security thinking throughout history, those developments observed since the end of the Cold War and the rise of globalisation signify a fundamental shift. To explore this shift, recent developments in the defence policies and military activities of four relevant nations are examined, providing an international context for the consideration of the primary case study of Australian defence. This case study draws on historical descriptions and empirical data to analyse developments in four spheres - Australian defence policy, current Australian Defence Force activities, recent military developments and contemporary Australian public debate. The weight of evidence supports the thesis of a transition in both security thinking, described as transitional security thinking, and ADF activities. Tensions are observed between the requirements of defending a nation against attack, and contributing to the expanding requirements of the broadened security agenda. Despite these tensions, the expansion in both security thinking and the associated activities of armed forces, is likely to continue. This expansion has important implications for Australia???s defence capabilities which are increasingly required to meet the demands of refocused national security. These demands contribute to the pressing challenges of convergence and overstretch. A strategy of integration is recommended to address these challenges and it follows the principles of whole-of-government security and sustainable partnerships. The application of these principles will require the ADF to emphasise capabilities with versatility and adaptability.

This thesis is a critical analysis of the law of self-defence in Scotland and England. It is argued that it is far more difficult to justify the use of lethal force in self-defence than is commonly assumed and that, drawing on the work of Uniacke, the most convincing justification is on the basis of a right to life, accompanied by a theory of forfeiture. That is, the victim of an attack is entitled to protect herself from an aggressor who threatens her right to life. The reason why she is permitted to kill the aggressor, but the aggressor is not permitted to kill her, is because an aggressor forfeits her right to life by virtue of becoming an unjust immediate threat to the life of another. However, the right to life is seen as a fundamental right that should be respected in relation to all human beings, even aggressors, as far as is reasonably possible. This is because, unlike almost all other types of loss, a deprivation of life is something from which the victim can never recover and for which the victim can never be compensated. As such, it is argued that an aggressor's right to life is only forfeited at the point where it is no longer reasonably possible to save both the life of the victim and the life of the aggressor. On this basis, the thesis proceeds to argue that the law of self-defence should contain strict rules on when it is permissible to take the life of another human being. As such, relatively restrictive rules are proposed in relation to five specific aspects of self-defence law: retreat, mistake, self-generated self-defence, imminence and proportionality. It is suggested that Scots law conforms to these strict rules to a greater extent than does English law.

This thesis makes an assessment of the factors influencing the involvement of the Australian Defence Organisation (ADO) in homeland security roles since 11 September 2001 (9/11). This is approached on a largely empirical basis, using document analysis and case studies supported with interviews with key individuals and experts. The thesis commences with an Introduction that provides brief context for the thesis and specifies its central question as ???what factors have shaped the role of the ADO in Australia's response to the homeland security environment that has emerged since 11 September 2001.??? Chapter One provides an historical and theoretical context for the key concepts of homeland security and the challenges confronting Western governments in the homeland security arena. Chapter Two explores the implications of those challenges for Australia, before outlining the research method and providing a literature review. Chapter Three is an historical exposition of homeland security in Australia from British settlement in 1788 until 2001. The Chapter examines events in increasing detail in the 30 years immediately prior to 2001, including a detailed case study of ADO support to the Sydney 2000 Olympic and Paralympic Games, before drawing some broad conclusions on the Australian experience of the involvement of its Defence Organisation in homeland security pre-9/11. Chapter Four establishes the pre-9/11 status quo in relation to the ADO???s involvement in homeland security role before analysing the general pattern of those roles. Chapter Five analyses and draws conclusions about the reasons for the ADO???s pre-9/11 involvement in homeland security roles, introducing an hypothetical construct to explain causal factors. Chapter Six examines the ADO???s involvement in homeland security roles post-9/11, including cases studies of ADO support to the conduct of the 2002 Commonwealth Heads of Government Meeting and the Melbourne 2006 Commonwealth Games. Chapter Seven analyses and identifies the factors led to the ADO???s pattern of involvement in homeland security post-9/11, further developing the hypothetical construct introduced in Chapter 5. Chapter Seven also contains supporting case studies on the ADO???s contribution to Australia???s national chemical, biological, radiological and nuclear response capability and on the state of New South Wales??? homeland security capabilities. Chapter Eight draws overall conclusions, including recommendations for Australian policy development and areas for further research. The essential conclusion reached is that the ADO???s involvement in homeland security roles, both before and since 9/11, has been shaped mostly by pragmatic political and managerial considerations of governments. Developments have normally occurred in an episodic and incremental fashion in response to ???trigger events,??? although 9/11 altered this pattern somewhat by acting as a ???threshold??? event that re-calibrated demands and expectations for ADO involvement. Supporting Appendices provide detail on the Australian Government???s strategic guidance on ADO involvement in homeland security since 1973; on Australia???s policy for Defence Assistance to the Civilian Community and Defence Force Aid to the Civil Authorities; and on the involvement of former Department of Defence employees in non-Defence homeland-security related roles. A Bibliography provides details of sources used.

Thesis (M.S. in Management)--Naval Postgraduate School, September 2006.
Thesis Advisor(s): George Thomas. "September 2006." Includes bibliographical references (p.159-162). Also available in print.

This study investigates the women in decision-making positions in the South African Defence Force (SANDF), with a special focus on the Human Resources Division. The Security Sector, a previously male-dominated sector, is investigated. The environment, the enabling qualities, policy formulation, implementation of gender-sensitive policies, monitoring of the implementation of gender policies and opportunities are explored to investigate their impact on decision-making by women. This research report is based on the hypothesis that, despite the appointment of women in key-decision-making positions, their role in these positions does not make an impact on their overall decision-making, as they are not empowered to perform at their best due to various factors that are analysed in this report. Factors that contribute to or impede impactful decision-making by women in decision-making positions in the Security Sector are investigated in this report. This report acknowledges the efforts made by the SANDF to comply with the required legislation for the empowerment of women in decision-making positions. However the environment, stereotypes and other factors pose a challenge to the impact that women potentially have in decision-making positions. The number of women in decision-making positions poses a challenge to the influence that these appointed women can have in their positions.

This thesis presents research findings on current environmental management practices used by the South African National Defence Force (SANDF). Two case studies are presented; the first is the Grahamstown Military Installation (6 South African Infantry Battalion) and the second the South African Army Combat Training Centre (42 Brigade). A combination of three sampling techniques, namely, the stratified, purposive and link-tracing (snowball) samplings were employed and structured questionnaires and semi-structured interviews with key SANDF officials were used as primary data. In addition, secondary data sources in the form of inter alia the first and second editions of the Environmental Management Plan for Defence (2001 & 2008 respectively); the development and implementation of environmental education and training in the military: a joint United States-Republic of South Africa Environmental Working Group Project (2003); Overarching Strategic Statement for 2011; Integrated Environmental Management Information Series: Linking Environmental Impact Assessment and Environmental Management Systems (2004); The Department of Defence Strategic Plan (2010): Republic of South Africa and the South African Defence Review (2012) were studied. In addition, field observations were also carried out within the two military installations training areas between July, 2011 and November, 2013. Primary data on the conditions of training areas, waste removal after training exercises, pollution prevention measures, and rehabilitation efforts to restore degraded training ranges were collected. Furthermore, composite surface sediment samples and water samples were collected for analysis. A total of fifty-six surface sediments and thirty water samples were analysed for the concentrations of heavy metals using the ICP-MS. These attitudes and perceptions are predominantly positive. Statistical analysis (ANOVA) did not reveal any significant differences in responses, especially, between military ranks. However, sporadic significant differences were found in five of the statements in the questionnaire from respondents with different service periods. Furthermore, the emphasis placed on environmental protection within defence force activities worldwide has compelled the South African Department of Defence and Military Veterans (DoDMV) to regulate the management of the environment within its properties. Yet, these efforts have faced numerous challenges ranging from financial to human resource deficiencies. It was found that environmental management practices and programmes at different military installations vary significantly. Consequently, six environmental management programmes were identified at South African Army Combat Training Centre, while only one environmental management programme was identified at Grahamstown Military Installation. This programme is a collaborative effort between the SANDF/DoDMV and the Department of Water Affairs and Sanitation to eradicate invasive alien plant species. In the light of the analysis of official documents and interviews with respondents, it was established that the DoDMV does not have a budget for environmental management services and environmental management is yet to be incorporated into formal military training programmes. There is a severe shortage of environmentally qualified and knowledgeable personnel within the SANDF. Subsequently, all these drawbacks lead to the failure of the implementation of the Defence Force’s Environmental Management System (EMS) and inadequate management of the environment at military installations of the SANDF. Consequently, these challenges have severely compromised the commitment of the SANDF to honour its environmental management obligations. Such deficiencies tend to undermine the sustainable utilisation of the national assets entrusted to the Defence Force. Therefore, this thesis argues that environmental management programmes for the SANDF are based on a very weak foundation. This thesis proposes an ideal model for the successful implementation of the EMS and management of the environment at SANDF military installations. The analysis of water and soil samples led to the identification and quantification of heavy mental pollutants. The concentrations of heavy metals in water samples were varying between <0.01 to <0.05mg/l, but generally constant. Thus, no significant or meaningful statistical results were obtained. Pearson’s correlation coefficient was used to analyse the concentrations of heavy metals obtained in the sediment samples.

This master thesis provides an analysis of the legality of preemptive self-defence under international law. In assessing the lawfulness of preemptive self-defence two basic sources of international law: customary and treaty law are examined. The analysis of the UN Charter rules showed that there is strong disagreement between scholars regarding the legality of anticipatory self-defence. However, the term “armed attack” in article 51 UN Charter should embrace imminent threats. Two basic reasons are: the advent of weapons of mass destruction (WMD) and new methods of warfare; the inherent right of anticipatory self-defence was not exhausted after the adoption of the UN Charter. The examination of customary international law showed that the Caroline doctrine allows states to act in anticipation of an armed attack if the requirements of necessity and proportionality are fulfilled. In addition, the analysis of state practice and opinion juris prior and after September 11, 2001, revealed that anticipatory self-defence is not prohibited. The conclusion is maid that the right of anticipatory self-defence, if requirements of necessity and proportionality are fulfilled, is not illegal under international law. In contrast, the analysis of the UN Charter rules showed that preemptive self-defence against perceived threats is not legal under the UN Charter, because there is no actual armed attack or imminent threat against which state can legally defend itself. In addition, preemptive... [to full text]
Šioje magistro tezėje analizuojamas preventyviosios savigynos teisėtumo tarptautinėje teisėje klausimas. Du pagrindiniai tarptautinės teisės šaltiniai: sutarčių bei paprotinė tarptautinė teisė yra nagrinėjami siekiant išsiaiškinti, ar preventyvioji savigyna yra legali tarptautinė teisėje. Pirmoje darbo dalyje nagrinėjamas preventyviosios savigynos prieš neišvengiamas grėsmes (angl. anticipatory self-defence) legalumas dviejų pagrindinių tarptautinės teisės šaltinių atžvilgiu. Pagrindinė tarptautinė sutartis reguliuojanti karinės galios naudojimą yra Jungtinių Tautų (JT) Chartija. Nagrinėjant preventyviosios savigynos prieš neišvengiamas grėsmes legalumo JT Chartijos normų, reguliuojančių savigyną, atžvilgiu, buvo nustatyta, kad autoriai nesutaria dėl to, ar JT Chartija leidžia naudoti karinę galią prieš neišvengiamas grėsmes. Pagrindiniai mokslininkų nesutarimai kyla dėl JT Chartijos 51 straipsnio, kuris leidžia JT valstybėm narėm savigynos tikslais naudoti karinę galią, ginkluoto užpuolimo atveju, formuluotės. Iš esmės, nesutariama dėl dviejų frazių vartojamų JT Chartijos 51straipsnyje: „prigimtinė teisė“ bei „ginkluotas užpuolimas“ (angl. „the inherent right“, „armed attack“). Autorių susiskaidymas šiuo klausimu neleido nustatyti, ar preventyvioji savigyna prieš neišvengiamas grėsmes yra legali. Dėl to, buvo nagrinėjama, ar JT Chartijos 51 straipsnyje minima ginkluoto užpuolimo sąvoka apima neišvengiamas grėsmes ir tokiu būdu minėta tarptautinė sutartis leidžia... [toliau žr. visą tekstą]

During the 19th century, defence was a major issue in Victoria as indeed it was in other British colonies and the United Kingdom. To help defend themselves, self governing colonies throughout the Empire enlisted local citizens to serve as part time soldiers on a voluntary basis. The Victorian government in 1859 - 60 took a calculated risk in adopting a Volunteer Force to underpin the whole colonial defence scheme, particularly as the military effectiveness of the citizen soldiers was questionable due to the lack of any real discipline within the Force and the part time nature of the military service. Whilst the savings which resulted (from using Volunteers rather than expensive Imperial troops) were spent on building forts and purchasing ordnance to protect Port Phillip Bay, there were other advantages to be gained from the government decision. It harnessed the considerable groundswell of public patriotism and pride in the Empire to ensure the development of a colonial society with strong links to Britain. The Government also linked Volunteering, stability and patriotism together as part of a less obvious agenda for the goldfields. In a period of lingering unrest only a few short years after Eureka, the Volunteers provided a clear indication of government power and yet another sign (along with the judicial system, education, language) of the importance and expanse of British society. Should there be any civil unrest on the goldfields, the local Corps were ideally suited to the role of civil control. On a number of occasions, the Volunteer Corps were called out to maintain law and order. The thesis studies a major group of over 5,100 men on the goldfields over two decades, particularly with regard to their motives for joining the Volunteers and their demographics such as ages, occupations, addresses, activities and the networks between members. By addressing the Corps demographics it is possible to understand the role played by the Volunteers in the development of goldfields society.

The maintenance or quick recovery of a collective’s functioning in response to adverse or stressful events resembles the construct resilience. In response to the growing academic and applied attention of collective resilience, there is a need to consolidate current understanding and extend the conceptual knowledge that surrounds team resilience. The overarching purpose of this thesis was to advance conceptual and empirical knowledge of resilience within team and multi-team systems.

Thesis (MMil)--Stellenbosch University, 2003.
ENGLISH ABSTRACT: Managing any government institution has become increasingly complicated as the requirements for accountability; streamlined operations and greater flexibility have multiplied. As effective and efficient management becomes more complex and the demands of constant change are more insistent, consequently the role of information as an organisational resource assumes greater importance for management on all levels inside the organisation. Management relies heavily on information to thrive. The value of information is derived from the actions that managers take as a result of using information. Information management consumes a large portion of any organisations finite resources and it would be to the benefit of the South African National Defence Force to achieve goal congruence between the information management objectives and the organisational objectives. If information is to be viewed as a resource of comparable importance to staff assets, and finance it must be procured and managed as purposefully as any other resource. Information can be seen as a strategic resource for any organisation and must be managed accordingly. The Public Service Act, Act 103 of 1994, which classifies information as a strategic resource for the public sector, confirms this. The formal information management strategy of the Department of Defence must therefore enable the information systems of the South African National Defence Force to support the military and business objectives of the Department of Defence. This strategy specifies how an organisation matches its scares resources and capabilities with the opportunities in the environment to accomplish its objectives. The structure of the South African National Defence Force, before transformation, was centralised and structured into vertical silos. The current information systems in use are therefore functionally orientated supporting the centralised structure (vertical silos). Transformation restructured the South African National Defence Force into a more integrated forces concept (general support base concept), suggesting emphasis on co-operation, joint planning and joint operations. The management of information must move away from the islands and silos towards an integrated and shared environment that enables the integration of information amongst the integrated forces of the organisation. This joint engagement strategy places certain requirements on the resource information to enable it to support the military and business strategy of the Department of Defence. The South African National Defence Force is moving unavoidably closer to an accountability framework based on transparency and compliance with legislation and regulations. An integral part of this framework is the requirements to provide clear and unambiguous evidence of how and why decisions are made. If managers and commanders are going to be more accountable, information must be available to assist them in decision-making and control. With the introduction of the Public Finance Management Act and the Promotion of Access to Information Act, the ability to adhere to the requirements of accountability and responsibility has become a necessity. Relevant and timely information for decision-making and control purposes therefore must be provided to managers and commanders to assist them in decision-making and control. In its present state the available architecture of the information systems of the South African National Defence Force is inadequate to provide the required information for decision-making and control purposes. The information management practices including the information systems therefore must be improved to ensure adherence to the requirements of accountability and responsibility. This study is directed towards the improvement of the quality of information provided by the information systems of the Department of Defence to assist commanders and managers in decision-making and the provision of information for control purposes inside the general support base concept of the SANDF. This improvement can only be achieved by changing budget priorities to ensure a higher priority on information technology across the organisation. Failure to improve the information management practices will result in the ineffective execution of the defence strategies.
AFRIKAANSE OPSOMMING: Die bestuur van enige regeringsinstansie raak toenemend kompleks namate die eise van aanspreeklikheid, operasies en groter buigsaamheid meer word. Soos doeltreffende en doelmatige bestuur meer gekompliseerd en die vereistes vir voortdurende verandering meer veeleisend raak, word die rol van informasie as 'n organisasie hulpbron al hoe belangriker vir bestuurders op alle vlakke binne die organisasie. Bestuurders steun sterk op informasie om suksesvol te wees en die waarde van informasie word dan juis bepaal deur die aksies wat bestuurders neem deur informasie te gebruik. Informasiebestuur neem 'n groot deel van enige organisasie se beperkte hulpbronne in beslag en dit sal voordelig wees vir die Suid-Afrikaanse Nasionale Weermag om doelwitooreenstemming te bewerkstellig tussen informasiebestuurdoelwitte en organisasiedoelwitte. Indien informasie gesien word as 'n hulpbron van betreklike belang vir personeel, bates en finansies moet dit net so doelgerig as enige ander hulpbron bekom en bestuur word. Informasie is 'n strategiese hulpbron vir enige organisasie en moet dienooreenkomstig bestuur word. Dit word bevestig deur die Staatsdienswet, Wet 103 van 1994, waarin informasie as 'n strategiese hulpbron in die staatsdiens geklassifiseer word. Die formele informasie bestuurstrategie van die Departement van Verdediging moet dus die informasiestelsels van die Suid-Afrikaanse Nasionale Weermag in staat stel om die militêre en besigheidstrategie van die Departement van Verdediging te ondersteun. Hierdie strategie spesifiseer hoe 'n organisasie sy skaars hulpbronne en vermoëns verbind aan geleenthede in sy omgewing om sy doelwitte te bereik. Voor transformasie was die struktuur van die Suid-Afrikaanse Nasionale Weermag gesentraliseerd en in vertikale silo’s gestruktureer. Die informasiestelsels huidig in gebruik is derhalwe funksioneel georiënteer en ondersteun die sentrale struktuur (vertikale silo’s). Danksy transformasie is die Suid-Afrikaanse Nasionale Weermag hergestruktureerd in 'n meer geïntegreerde magtekonsep ("general support base concept") met die fokus op samewerking, gesamentlike operasies en gesamentlike beplanning. Die bestuur van informasie moet wegbeweeg van die eilande en silo’s-benadering na 'n meer geïntegreerde en gedeelde omgewing wat die integrasie van informasie tussen die geïntegreerde magte van die organisasie moontlik maak. Hierdie gesamentlike strategie stel sekere vereistes aan die hulpbroninformasie om die ondersteuning van die militêre en besigheidstrategie van die Departement van Verdediging moontlik te maak. Die Suid-Afrikaanse Nasionale Weermag beweeg onvermydelik nader aan ‘n aanspreeklikheidsraamwerk wat gebaseer is op deursigtigheid en die nakoming van wetgewing en regulasies. ‘n Integrale deel van hierdie raamwerk is die vereiste om duidelike en betroubare bewyse oor besluitneming te verskaf. Indien bestuurders en bevelvoerders meer aanspreeklik gehou gaan word, moet informasie beskikbaar wees om hulle by te staan in besluitneming en beheer. Met die implementering van die Wet op die Bestuur van Openbare Finansies ("The Public Finance Management Act") en die Wet op Openbaarmaking van Informasie ("Promotion of Access to Information Act") het die vermoë van organisasies om te voldoen aan die vereistes van aanspreeklikheid en verantwoordelikheid ‘n noodsaaklikheid geword. Relevante en tydige informasie vir besluitneming en beheer moet dus voorsien word aan bestuurders en bevelvoerders om hulle by te staan in besluitneming en beheer. Die huidige stand van argitektuur van die informasiestelsels van die Suid-Afrikaanse Nasionale Weermag is onvoldoende om die vereiste informasie vir besluitneming en beheer te verskaf. Die praktyke vir die bestuur van informasie moet dus verbeter word om uitvoering te gee aan die vereistes van aanspreekilikheid en verantwoordelikheid. Hierdie studie is gerig op die verbetering van die gehalte van informasie wat verskaf word deur die informasiestelsels van die Departement van Verdediging om bevelvoerders en bestuurders by te staan in besluitneming, asook die verskaffing van informasie vir beheer doeleindes binne die "general support base"-konsep van die SANW. Hierdie verbetering kan slegs bereik word deur begrotingsprioriteite te verander om te verseker dat ‘n hoër begrotingsprioriteit op informasietegnologie geplaas word reg deur die organisasie. Die onvermoë om die informasiebestuurspraktyke te verbeter sal die bereiking van die verdedigingstrategieë nadelig beïnvloed.

Chapter One describes Britain's nuclear and conventional defence policy towards the United States during 1957-1959. Britain's nuclear policy during these years was based on reconciling British independence with Anglo-American cooperation and cost effectiveness. The British government reduced Britain's conventional forces, but Britain's force strength In Europe had to be adjusted as the Americans began to support calls for a build-up of conventional forces in Europe. Chapter Two deals with Macmillan's policies on SKYBOLT, POLARIS and the NATO MRBM force during 1960. The British government was keen on getting both missiles from the Americans, aiming at a deal that would leave Britain with a maximum degree of independence for her deterrent. The Eisenhower Administration's support for SACEUR's NATO MRBM force proposals thwarted British attempts to get POLARIS. Chapter Three describes Macmillan's attempt at reconciling Britain's nuclear cooperation with the United States with British offers of military cooperation with France during 1961-1962. Such options were considered in order to prevent Britain's deterrent from being subsumed within a multilateral force. An Anglo-French nuclear alignment was one possible alternative to a more obvious example of alliance interdependence, a NATO nuclear force backed by the United States. In Chapter Four Britain's efforts to reduce her conventional forces during the years 1960-1962 are discussed. These efforts coincide with American pressure to build up conventional forces in Europe in the wake of the Berlin crisis. Anglo-American discussions over the conventional force strength issue culminated in the Nassau meeting of December 1962. The general British debate on future commitments and deployments overshadowed the coordination of efforts with the Americans on conventional forces overseas. Chapter Five describes Britain's nuclear relationship with the United States in the aftermath of Nassau. This centred on the drafting of a POLARIS Sales agreement and finding some common ground on the NATO multilateral force issue. On the former, the British position was challenged by American efforts at renegotiating the Nassau agreement. On the latter, the British government was divided over if and to what extent it should cooperate with the Americans on the MLF. The US Administrations under Kennedy and Johnson were only half-hearted in their support for the mixed manned multilateral force. Macmillan meanwhile remained hesitant about suggestions to embark upon a nuclear rapprochement with France. Chapter Six follows Britain's attempt to reach a decision on commitments and conventional force deployments during the years 1963-1 964. Members of the British government were inclined to look at the division of defence tasks between Brita n and the United States in areas outside NATO as another form of Anglo-American interdependence at work. During Douglas-Home's premiership, Britain's role in out-of-NATO areas assumed greater significance.

This thesis analyzes the influence of advertising expenditure for ADF recruitment using data covering the period from June 2008 to December 2011. Econometric analysis was used to analyze the effect of media advertising on ADF enquiries, applications and enlistments. These models were developed to predict the impact of changing advertising expenditure on the generation of enquiries, applications and enlistments. The econometric recruiting models included independent variables for total monthly ADF media expenditure, monthly enlistments targets, national monthly youth unemployment rates and quarterly propensity to enlist in the ADF. Advertising expenditure was found to be positively related to various measures of recruitment. Increasing advertising expenditure was found to generate enquires and applications. For example, a 10% increase in monthly advertising expenditure was found to increase enquiries by 1.6%. Similarly, a 10% increase in monthly advertising expenditure would increase applications by 1.3%. Youth national unemployment and enlistment targets were positively related to enlistments, while advertising expenditure was found to have no effect on enlistments.

Thesis (PhD (Public Management and Planning ))—University of Stellenbosch, 2009.
ENGLISH ABSTRACT: The result of this research is an alternative model for leadership character development in the South African National Defence Force (SANDF). The SANDF reflects the racial and cultural diversity of South Africa as a nation. The need for a unifying leadership-related mechanism for the military milieu in which humane leadership development will flourish, is evident. This statement is based on the premise that no evidence is found that any previous efforts by the SANDF to instil a leadership philosophy or policy as a way of military life was successful. Further shortcomings in the current SANDF leadership development model, apart from the reality that its selection process of officer candidates needs improvement, are the absence of political guidance and participation in the development of its military leaders, as well as emaciated attention to the development of the character side of leaders during officer formative training. The SANDF, unlike the international tendency, has no military leadership institution to ensure that its leadership development policies and practices are based on sound academic research. Such an institution will also ensure that the SANDF stays contemporary in the global field of military leadership development. The shortcomings of the current SANDF Model were identified by progressing through the academic theories on leadership and leadership development to a comparative analysis of leadership development practices in the militaries of Germany, the United Kingdom, Canada and the SANDF. This supplied the information needed to propose the Five Point Star Model (FPS Model) for leadership character development in the SANDF. The five components of the FPS Model, which address the shortcomings of the current SANDF Model, are Convergent Leadership, Political Participation, Superior Selection, Interventions for Leadership Character Development, and a Military Leadership Institution.
AFRIKAANSE OPSOMMING: Die uitkoms van hierdie navorsing is ’n alternatiewe model wat die tekortkominge in die ontwikkeling van leierskapkarakter in die Suid Afrikaanse Nasionale Weermag (SANW) aanspreek. Die SANW weerspieël die rasse- en kulturele diversiteit van die Suid Afrikaanse nasie, wat die behoefte aan ‘n samebindende leierskapsverwante meganisme na vore bring. Hierdie stelling is gegrond daarop dat geen bewys, waar die SANW daarin geslaag het om ’n samebindende leierskapsfilosofie of –beleid as ‘n militêre leefwyse te vestig, gevind is om sodoende die militêre milieu te skep waarin mensgerigte leierskap sal floreer nie. Verdere tekortkominge in die huidige Leierskapsontwikkelingsmodel van die SANW, bo en behalwe dat die keuringsproses van kandidaat-offisiere uitgebrei en verbeter moet word, is die afwesigheid van politieke deelname en rigtinggewing waar die ontwikkeling van die land se jong militêre leiers ter sprake is. Te min aandag word ook gewy aan die ontwikkeling van kandidaat-offisiere se karakter of inbors tydens offisiersvorming kursusse. Die internasionale tendens is vir weermagte om ‘n militêre leierskapsinstelling te hê. Die SANW het nie so ‘n instelling om te verseker dat militêre leierskapsontwikkelingsbeleid en -praktyke op behoorlike akademiese navorsing gefundeer is nie. Dit maak dit moeilik om ’n kontemporêre bydrae in die internasionale veld van militêre leierskap te maak. Die wyse waarop die tekortkominge van die huidige SANW Leierskapsontwikkelingsmodel geïdentifiseer is, was om voort te bou op die akademiese teorieë oor leierskap en leierskapsontwikkeling en om ’n vergelykende studie tussen leierskapsontwikkelingspraktyke in die weermagte van Duitsland, Brittanje, Kanada en die SANW te doen. Die vergelykende studie het inligting verskaf om die Vyfpuntster Model vir die ontwikkeling van leierskapkarakter in die SANW voor te stel. Die vyf komponente van die nuwe model spreek die tekortkominge van die huidige SANW Model aan, en die komponente is Konvergerende Leierskap, Politieke Deelhebberskap, Voortreflike Keuring, Intervensies vir Leierskapkarakterontwikkeling, en ‘n Instansie vir Militêre Leierskap.

Thesis (PhD)--Stellenbosch University, 2005.
ENGLISH ABSTRACT: The end of apartheid, April 1994 brought the dawn of a new era and the integration of the seven armed forces into the South Afiican National Defence Force. For the first time in the history of South Afiica, former enemies are not only colleagues, but work together to guard the sovereignty of the state and defend the country against foreign invasion. The eradication of discriminatory policies and practices established an environment conducive to the implementation of affirmative action and equal employment opportunities. It also instituted special training and development programmes to accommodate historically disadvantaged employees. The effectiveness of these programmes will determine the extent to which disadvantaged employees will contribute to increased productivity and the effectiveness of the South Afiican National Defence Force. Organisational transformation needs to be externally and internally visible. On 27 April 1994, the South Afiican National Defence Force started a process of change and some of the changes soon affected were m: • language policy, including the use of English as the official medium of communication; • appointing a Secretary of Defence as the accounting officer; • organisational culture, structure and design; and • uniform and rank insignia. This research (1994 to 2001), however, found that the South Afiican National Defence Force is still grappling with the challenge of being productive amist the impediments created by the integration of seven former enemy forces. In addition, the former South Afiican Defence Force entered into the amalgamation as two groups, one with a long history of military experience, the other allowed into the former force much later, still subject to various discriminatory constraints. The dissertation focuses on human resource variables to find solutions. Productivity is defined as the input of resources (material, capital, technological and human) and the output of greater qualitative and quantitative consumable goods and services. It improves the factors of production and benefits all stakeholders (government, entrepreneurs, management and employees). Increased productivity is achieved by a motivated workforce, whose competencies, abilities, skills and advanced technology are used to increase performance. However also, management needs to capitalise on employees' competencies, skills and abilities to optimally utilise them and appoint the most competent employees to the most appropriate positions. Management also needs to accept responsibility for achieving increased productivity and reaching organisational goals and objectives since they manage, command and control organisational resources. The South African National Defence Force can achieve increased productivity by the optimal utilisation of its resources. It now has sophisticated armament, equipment and technology. The South African National Defence Force however also needs competent and professional employees to maximise the use of existing armament, equipment and technology. The diverse workforce should be trained, developed, motivated and optimally utilised to increase their performance and enhance productivity. Professional leaders and managers are needed to manage the resources of the South African National Defence Force during the transformation period and the twenty-first century. Effective leadership results in effective human resource management, which is needed to manage, motivate, train and develop the diverse workforce to be effective, creative and productive, and to achieve increased performance and productivity. This will enable the South African National Defence Force to accomplish increased productivity and to exceed the military professionalism of the former South African Defence Force.
AFRIKAANSE OPSOMMING: Die einde van apartheid, April 1994 was die begin van 'n nuwe era en die integrasie van die sewe magte het gelei tot die totstandkoming van die Suid-Afrikaanse Nasionale Weermag. Vir die eerste keer in die Suid-Afiikaanse geskiedenis is die voormalige vyande nie net kollegas nie, maar mede-beskermers van die soewereiniteit van die staat, en hulle beskerm die Republiek van Suid-Afrika teen enige vreemde inval of bedreiging teen die land. Die afskaffing van diskrimenerende beleid en gebruike het 'n omgewing geskep vir die implementering van regstellende aksie en gelyke werksgeleenthede. Dit het ook spesiale opleiding en ontwikkelingsprogramme ingestel om die histories benadeelde werkers te akkommodeer. Die effektiwiteit van hierdie programme sal bepaal tot watter mate die benadeelde werkers sal bydra tot verhoogde produktiwiteit en effektiwiteit van die Suid-Afrikaanse Nasionale Weermag. Die bewyse van organisatoriese transformasie moet ekstern en intern sigbaar wees. Die Suid-Afrikaanse Nasionale Weermag het reeds begin met die proses van verandering op 27 April 1994, en die veranderinge wat gou aangebring is, was in: • kommunikasietaal en die aanvaarding van Engels as voertaal; • die aanstel van 'n Sekretaris van Verdediging as rekenpligtige beampte; • organisatoriese kultuur en strukture; en • uniform en ranginsignia. Hierdie navorsing (1994 tot 2001) het egter gevind dat die Suid-Afrikaanse Nasionale Weermag steeds worstel met die uitdaging van produktiwiteit te midde van die hindernisse wat uit die integrasie van sewe voormalige vyandelike magte onstaan het. Daarbenewens het die voormalige Suid-Afrikaanse Weermag die samesmelting ingegaan as twee groepe, een met 'n lang geskiedenis van militere ondervinding, die ander veel later toegelaat tot die voormalige mag en steeds onderwerp aan verskeie diskriminerende beperkinge. Die proefskrif fokus op menslike hulpbron veranderlikes om oplossings te kry. Produktiwiteit word gedefinieer as die inset van hulpbronne (materiaal, kapitaal, tegnologie en menslik) en die uitset van beter kwalitatiewe en kwantitatiewe produkte en dienste. Produktiwiteit verbeter die faktore van produksie en bevoordeel alle rolspelers (die staat, bestuurders and werkers). Verhoogde produktiwiteit kan slegs verkry word deur 'n gemotiveerde werksmag, wat hul vaardighede en gevorderde tegnologie gebruik om uitset te verhoog. Om verhoogde produktiwiteit te bereik moet bestuurders kapitaliseer op werkers se vaardighede en hulle optimaal benut. As gevolg van die feit dat leiers en bestuurders organisatoriese bronne bestuur, beheer en kontroleer, aanvaar hulle ook verantwoordelikheid vir die behaling van verhoogde produktiwiteit en organisatoriese doelwitte. Die Suid-Afikaanse Nasionale Weermag kan verhoogde produktiwiteit bereik deur die optimale benutting van hulpbronne. Die Suid-Afrikaanse Nasionale Weermag beskik oor nuwe wapentuig, toerusting en tegnologie. Die Suid-Afikaanse Nasionale Weermag benodig egter ook professionele werkers om die huidige wapentuig en tegnologie ten volle te benut. Daarom moet die veelsydige werksmag opgelei, ontwikkel, gemotiveer en optimaal benut word sodat hulle produktiwiteit kan verhoog. Professionele leiers en bestuurders word daadwerklik benodig om die hulpbronne van die Suid-Afikaanse Nasionale Weermag gedurende die transformasieproses en die een-en-twintigste eeu te bestuur. Effektiewe leierskap het effektiewe menlike hulpbronstuur tot gevolg wat benodig word om 'n veelsydige werksmag te bestuur, motiveer en ontwikkel, sodat hulle effektief, kreaktief en produktief kan wees. Die veelsydige werksmag kan bydra tot verhoogde produktiwiteit en kan die militere professionalisme van die vorige Suid- Afiikaanse Weermag oortref.

Thesis (MCom)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: The Military Skills Development System (MSDS) of the South African National Defence Force (SANDF) is the military contribution towards the South African National Skills Development Strategy. The purpose of this study was to determine if the SANDF is succeeding in contributing towards youth development, by investigating the career maturity (CM) of MSDS members. The adolescent years are a critical time for youth to explore and confirm their career choices, and to make major decisions at what can be perceived as a turning point in their lives. The factors that influence CM were investigated in order to determine the most suitable focus for possible career guidance programmes or interventions within the MSDS. A sample of 310 MSDS members was used to gather information on CM and the most prominent factors that have an impact on CM were identified from the literature review. Data was collected by means of administering five questionnaires; The Career Maturity Inventory- Revised short form (CMI-R), The Career Decision Self-Efficacy scale short form (CDSE), The Military Hardiness Scale (MHS), the Seven Habits Profile (SHP) and a Biographical Information Form (BIF). The CM of the MSDS members was found to be moderate. MSDS members seem to have high levels of confidence in their abilities to make career decisions (self-efficacy) and they perceive themselves as being hardy and having very good life skills. Moderate and weak, positive relationships were discovered between all twenty of the factors (scales and subscales of independent variables) and CM (dependent variable); however, they were not all significant. Multiple regression analysis resulted in a set of predictor variables (factors) which were used as the focus for recommendation on how CM may be improved for MSDS in the SANDF. These factors include: self-efficacy, seeking occupational information, self-appraisal, commitment, challenge, conscientiousness and continuous improvement.
AFRIKAANSE OPSOMMING: Geen opsomming beskikbaar.

Thesis (MPA)--Stellenbosch University, 2013.
ENGLISH ABSTRACT: Transformation is an inevitable consequence of human resource practices and includes the political imperatives, behavioural transformation and the turnaround change. Gender equality is a critical component of the United Nations Resolution on Human Rights (Resolution 1325). Women are subjected to a variety of barriers that determine their organisational experiences, and therefore the achievement of gender equity requires the elimination of patriarchal practices, stereotypes and attitudes that perpetuate their marginalisation. Striving for gender equity within the armed forces should not reduce women to being passive victims of the transformation agenda as they operate both during conflict and peace-time. The representation and empowerment of women into decision-making structures and the protection of their rights can be spearheaded through the gender mainstreaming strategies. In the South African National Defence Force (SANDF) transformation placed greater emphasis on racial representivity to the neglect of gender equity. This situation has effectively contributed to the gender dialogue which aimed to assess the implementation of gender equity objectives. Furthermore, it is the guiding principle on the participation of women in the military to enhance gender representation and the attainment of self-actualisation and excelling in their areas of responsibilities. The purpose of the study was to explore the extent to which the SANDF supports gender transformation imperatives to ensure gender equity and it further investigated gender integration within the SANDF as a supportive theoretical analysis. The conceptual framework of gender transformation and gender mainstreaming in the military, and in particular within the SANDF, in the context of Employment Equity was conducted. To make an objective and informed assessment, the attitudes and perceptions of middle management and lower management of both the SANDF were measured. Data were collected from respondents through three sessions of facilitated focus group interviews and a semi-structured self-administered questionnaire. The sample was drawn from the Pretoria region. The findings of the study indicated that the DOD top leadership is supportive of gender transformation by the effective promulgation of transformation policies and the improvement in the representation of women in decision-making structures. The military environment is trying to create a conducive environment for women by providing resources, the essential training for women to maximise their potential, and furthermore by allowing their inclusion in all areas including deployment areas.
AFRIKAANSE OPSOMMING: Transformasie is ‘n onvermydelike gevolg van personeelbestuurspraktyk en sluit in die politieke imperatiewe, gedragstransformasie en omkeerverandering. Geslagsgelykgeregtigheid is ‘n kritieke komponent van die Verenigde Volke se Resolusie aangaande Menseregte (Resolusie 1325). Vroue word onderwerp aan ‘n verskeidenheid hindernisse wat hul organisasie ervarings bepaal en daarom vereis die bereiking van geslagsgelykgeregtigheid die uitwissing van patriargale praktyke, stereotipes en houdings wat marginalisering bevorder. Die strewe na geslagsgelykgeregtigheid binne Weermagte behoort vroue nie te degradeer tot passiewe slagoffers van die transformasie agenda nie aangesien hulle aangewend word tydens beide konflik- en vredestye. Die verteenwoordiging en bemagtiging van vroue in besluitmakende strukture en die beskerming van hulle regte kan gerig word deur geslagshoofstroming strategieë. In die Suid-Afrikaanse Nasionale Weermag (SANW) plaas transformasie groter klem op rasse verteenwoordiging as op die nalating van geslagsgelykgeregtigheid. Die situasie het effektief bygedra tot die geslagsdialoog wat beoog om die implementering van geslagsgelykgeregtigheid doelwitte te evalueer. Dit is ook verder die leidinggewende beginsel rakende die deelname van vroue in die militêr om geslagsverteenwoordiging te bevorder, die bereiking van selfaktualisering en uitblinking in hulle verantwoordelikeidsomgewings. Die doel van hierdie studie was om te bepaal tot welke mate die SANW geslagstransformasie imperatiewe ondersteun ten einde geslagsgelykgeregtigheid te verseker en het ook ondersoek ingestel na geslagsintegrasie binne die SANW as ‘n ondersteunende teoretiese anal ise. Die konseptuele raamwerk is geskep rakende geslagstransformasie en geslagshoofstroming in die militêr, en in besonder aangaande die SANW binne die konteks van Werkverskaffingsgelykheid. Ten einde ‘n objektiewe en ingeligte evaluering uit te voer, is die houdings en persepsies van Departement van Verdediging (DvV) militêre en siviele middelbestuurders en lae vlak bestuurders gemeet. Data is versamel van respondente tydens drie geleenthede van gefasiliteerde fokusgroep onderhoude en ‘n semi -geadministreerde vraelys. Die steekproef is geneem vanuit die Pretoria omgewing. Die bevindinge van die studie dui daarop dat die (DvV) se top-leierskap ondersteunend is aangaande geslagstransformasie deur die effektiewe uitvaardiging van transformasie beleide en die verbetering van verteenwordiging van vroue in besluitmakende strukture. Die militêre omgewing poog om ‘n omgewing te skep wat toeganklik is vir vroue deur die voorsiening van middele wat noodsaaklik is vir opleiding van vroue ten einde hul potensiaal te optimaliseer en hulle verder toegang te verleen tot alle gebiede insluitend gevegsgebiede.

Wartime lends itself to a particular form of communication. This type of communication is often regarded as propaganda, which is used to promote or alternatively dissuade pro-war fervour. This theory is no different during the Border War of South Africa (1966-1989). During the years that the war waged, the public’s sentiment towards the war had changed instigated by the continuing political unrest found both in South Africa and on its borders. The South African Defence Force (SADF) attempted to use its official magazine Paratus to disseminate pro-war communication in order to subdue the objectors and sway public opinion. Thus, this study aimed to understand how the magazine was used as a propaganda medium in terms of its editorial philosophy. Furthermore, attention was given to the main propaganda devices used in magazines as well as in Paratus itself, while changes in the editorial philosophy of the magazine during wartime formed the background of the study. By making use of the single case and longitudinal study, continuous data from a core single source, from 1970-1988, was investigated to gather data including the cover, advertisements, letters, articles and design features that will form the subject of rigorous content analysis in order to obtain rich and holistic information. An amagalmation of the propaganda devices identified by Lasswell (1927), the Institute of Propaganda Analysis – the IPA (1937) and the Propaganda Model (1988) was used as set criteria to base this propaganda study on. The study is rooted in a comprehensive literature review in order to contextualise the findings and avoid bias from the researcher. Ultimately, the study revealed that pro-war and Afrikaner nationalism and Calvinism ideals were supported and furthered through the means of mass communication approaches, specifically that of strategic communication, agenda-setting theory and framing, as well as propaganda devices, most notably the glittering generalities and transfer propaganda devices, while the ideology of anti-Communism alongside the rhetoric of “total onslaught” also formed part of the narrative of the magazine.
Dissertation (MIS)--University of Pretoria, 2019.
University of Pretoria: academic excellence bursary.
Information Science
MIS
Unrestricted

Bibliography: leaves 65-69.
Military families are often forced to adjust to changes imposed by military demands. These demands often deprive the soldier of the opportunity of attending to 'personal and family relationships and responsibilities. Military demands often require the soldier to be away from their families. Deployment is one of the major factors that require changes in the family functioning. The changes brought by deployment often cause stress to the family members.1he impact of stress experienced is often determined by the family's preparedness for separation and/or the life cycle of that particular family as it is believed that young couples and families with young children are more vulnerable to deployment stress. Prolonged and enforced military separations have a profound impact on military families. Military families, unlike civilian families, often share the same characteristics as they are often exposed to the same vulnerabilities. Characteristics of the life style of military families include risk of injury or death of the soldier in the course of his/her duty and periodic separation of the soldier from the rest of his family. Many studies revealed that military families are vulnerable to stress as a result of military demands. This resulted to number of programmes designed to help military families cope better with the stress. Social work officers in the military units ate behind the implementation of these programmes. Deployment resilience seminars are one of these programmes designed to help the soldier and his family to survive during the deployment period. This study, amongst other objectives, evaluates the effectiveness of those programmes rendered to soldiers and their families. The study revealed that military families are exposed to a great deal of stress as a result of military demands. The impact of separation due to deployment has a direct effect on children, mothers and fathers. Although there was no interviews done with children the information obtained from the parents showed that children are also the hardest hit in the process. It has been proved,for example by Rosenfeld et al (1973) that the absence of father in the child is often detrimental to the child's development. There were many similarities between wives and husbands experiences to challenges of separation due to deployments. These include the loneliness, boredom, sexual frustration, separation etc. However it was interesting to find that the couples also acknowledged the benefits of separation due to deployment.

Thesis (M.A. in International Security and Civil Military Relations)--Naval Postgraduate School, March 2003.
Thesis advisor(s): Karen Guttieri, Donald Abenheim, J. Holmes Armstead. Includes bibliographical references. Also available online.

This thesis traces the stages which led to the establishment of the Australian Defence Force Academy. The origins of the Academy are to be found in the 1950s. The perceived need for highly qualified technical officers to handle the technological demands of the future was complemented by a perception that officers with degree-level education would be better equipped to make decisions and provide strategic advice to government than their less educated counterparts. The emergence of the tri-Service Academy concept is discussed in some detail to highlight the constantly increasing involvement in the proposal by people and organisations from outside the defence community. The struggle between the three Services, eager to retain control over their officers' education, and the Department of Defence with its ambition to rationalise common defence functions, is described. The heated debate over the proposal to establish an armed forces university resulted in the rejection of the proposal by the Parliament Standing Committee on Public Works. The response from the Government and the Department of Defence was a modified proposal, acceptable to most of Casey University's critics, but flawed in its basic structure. Some aspects of the Academy's performance are described and compared to the performance and experiences of the Australian single-Service colleges which preceded it and some comparable overseas institutions. The paper concludes by revisiting some of the proposals presented as alternative models for the Academy during the Public Works Committee hearings in 1978/9. These may well provide a sound basis for the future development of the Australian Defence Force Academy.

340 leaves printed on single pages, preliminary pages i-xvii and numbered pages 1-322. Includes bibliography, table of contents, list of figures, list of tables, list of abbreviations.
Dissertation (PhD)--University of Stellenbosch, 2007.
ENGLISH ABSTRACT: The study represents a descriptive analysis of the tensions that drive the need for an educated military in South Africa and, more specifically the role of the South African Military Academy in the provision thereof. The purpose of the research was to demarcate the proper role of the South African Military Academy in the academic and professional preparation of officers for the South African National Defence Force (SANDF). This purpose necessitated, firstly, an analysis of the need for education in armed forces in general and in South Africa in particular, with specific reference to the tensions underpinning military education and training. It secondly called for a broad assessment of the nature of professional military education in the SANDF at large to contextualise the role and function of the South African Military Academy. These discussions are based on a literature overview, document analysis and unstructured interviews with decision makers. In the first part of the study, a framework is developed for the education of officers. The framework is based on the assumption that modern military professionalism is rooted in a need for training to develop military skills, education to understand and develop the military body of knowledge and experience as the application of skills and knowledge. It is also based on the identification of four knowledge clusters that need to be the focus of officer education, namely the external security environment within which armed forces operate, the nature of armed forces as organisations, the professional employment of armed force(s), and the physical environment within which armed forces operate. The framework highlights three levels of officer development: the making of lieutenants, the making of colonels, and the making of generals. This framework is used for the analysis of education, training and development in the SANDF. Both the positive and negative attributes as well as trends in training and education in the SANDF are discussed. The discussion serves as the departing point for an outline of the debate about the role of the Military Academy since democratisation in 1994. It is argued that there is no clarity about the role and function of the Military Academy. Critical questions are also asked about the nature of the academic programmes offered to officers at the Military Academy. The departmental level agreement between the Department of Defence and the University of Stellenbosch is pointed out as the raison d'être for many of the problems with which the Military Academy is confronted. The study finally highlights the need for education as a requirement for officership in the SANDF, a reconsideration of military socialisation at the Military Academy, the difficult position of the Faculty of Military Science, the need for a core academic programme, and structural changes that are needed at the Military Academy. It is recommended that, like many foreign military academies, the future existence of the Military Academy be assured through national legislation. The involvement of the University of Stellenbosch in the education of young officers at the Military Academy should not be terminated. However, the existence, functioning, organisation and structure of the Military Academy should not be based on a “goodwill-approach” between the University and the Department of Defence.
AFRIKAANSE OPSOMMING: Die studie bied beskrywende analise van die spannings wat die behoefte aan opgevoede weermag in Suid-Afrika onderlê en, meer spesifiek, die rol van die Militêre Akademie in die voorsiening van opvoeding in dié verband. Die besondere oogmerk van die navorsing is die afbakening van die werklike rol van die Suid-Afrikaanse Militêre Akademie in die akademiese en professionele voorbereiding van offisiere vir die Suid-Afrikaanse Nasionale Weermag (SANW). Hierdie oogmerk vereis, eerstens, ontleding van die noodsaaklikheid vir die opvoeding van weermagte in die algemeen en in Suid-Afrika in die besonder, met spesifieke verwysing na die spannings wat militêre opvoeding en opleiding onderlê. Dit noodsaak, tweedens, breë waardering van die aard van professionele militêre opvoeding in die SANW om die rol en funksie van die Suid-Afrikaanse Militêre Akademie te kontekstualiseer. Die besprekings is gebaseer op literatuuroorsig, dokumentontleding en ongestruktureerde onderhoude. In die eerste deel van die studie word raamwerk vir die opvoeding van offisiere ontwikkel. Dié raamwerk is gebaseer op die aanname dat moderne militêre professionalisme gebaseer is op militêre opleiding om vaardighede te ontwikkel, opvoeding om die militêre kennisliggaam te verstaan en ontwikkel, asook ervaring as toepassing van vaardighede en kennis. Die raamwerk omvat ook die identifisering van vier fokus kennisareas, naamlik die eksterne omgewing waarin weermagte opereer, die organisatoriese aard van krygsmagte, die professionele aanwending van krygsmag(te), en die fisiese omgewing waarin krygsmagte opereer. Die raamwerk beklemtoon voorts drie vlakke van offisiersopvoeding: die ontwikkeling van luitenante, die ontwikkeling van kolonels, en die ontwikkeling van generaals. Die raamwerk word vervolgens vir ontleding van opvoeding, opleiding en ontwikkeling in die SANW gebruik. Beide die positiewe en die negatiewe kenmerke sowel as tendense van opleiding en opvoeding in die SANW word bespreek. Dié bespreking dien as vertrekpunt vir ontleding van die debat oor die rol van die Militêre Akademie sedert demokratisering in 1994. Daar word aangevoer dat daar geen duidelikheid oor die rol en funksie van die Militêre Akademie bestaan nie. Kritiese vrae word gevra oor die aard van die akademiese programme wat aan offisiere by die Militêre Akademie gebied word. Die departementele ooreenkoms tussen die departement van Verdediging en die Universiteit Stellenbosch word voorgehou as die raison d'être van baie probleme waarmee die Akademie gekonfronteer word. Die studie beklemtoon die behoefte aan opvoeding as vereiste vir offisierskap in die SANW, die heroorweging van militêre sosialisering by die Militêre Akademie, die heroorweging van die posisie van die Fakulteit Krygskunde, die behoefte aan akademiese kernleerplan, en strukturele veranderinge wat by die Militêre Akademie vereis word. Daar word aanbeveel dat, soos in die geval van verskeie buitelandse militêre akademies, die toekoms van die Militêre Akademie deur nasionale wetgewing verseker word. Die betrokkenheid van die Universiteit Stellenbosch in die opvoeding van offisiere moenie daardeur beëindig word nie. Die bestaan, funksionering, organisering en struktuur van die Militêre Akademie moet egter nie op “welwillendheidsooreenkoms” tussen die Universiteit en die Departement van Verdediging gebaseer wees nie.

MBA Professional Report
The following project studies the refurbishment of the Mercedes-Benz trucks by the Botswana Defence Force. The study covers the application of project management techniques, evaluation as well as the quality of the refurbished trucks contribution to the mission achievement capabilities of the BDF. A visit to the project site as well as a survey of users, project managers, and a project sponsor were carried out to gather data on project management. Logistics statistics, for refurbished trucks returned to user units, are also gathered from the asset management software database, Mincom Ellipse, in use by the Botswana Defence Force Mechanical Engineers Regiment for fleet management. The finding of the project is that the planning for the refurbishment project was mediocre. The availability of the refurbished trucks is 83 percent at the end of three years and has a life cycle cost of BWP499,200 compared to that of a new truck which is BWP449,397. The spare parts for the trucks are difficult to source. The conclusion of the study was that the project was not worth the pain. Had initial planning been ardently carried out; then new fewer trucks should have been procured instead of refurbishing the aged trucks.

The thesis is first and foremost the examination of the notion and consequences of ‘state failure’ in international law. The disputes surrounding criteria for creation and recognition of states pertain to efforts to analyse legal and factual issues unravelling throughout the continuing existence of states, as best evidenced by the ‘state failure’ phenomenon. It is argued that although the ‘statehood’ of failed states remains uncontested, their sovereignty is increasingly considered to be dependent on the existence of effective governments. The second part of this thesis focuses on the examinations of the legal consequences of the continuing existence of failed states in the context of jus ad bellum. Since the creation of the United Nations the ability of states to resort to armed force without violating what might be considered as the single most important norm of international law, has been considerably limited. State failure and increasing importance of non-state actors has become a greatly topical issue within recent years in both scholarship and the popular imagination. There have been important legal developments within international law, which have provoked much academic, and in particular, legal commentary. On one level, the thesis contributes to this commentary. Despite the fact that the international community continues to perpetuate a notion of ‘statehood’ which allows the state-centric system of international law to exist, when dealing with practical and political realities of state failure, international law may no longer consider external sovereignty of states as an undeniable entitlement to statehood. Accordingly, the main research question of this thesis is whether the implicit and explicit invocation of the state failure provides sufficient legal basis for the intervention in self-defence against non-state actors in located in failed states. It has been argued that state failure has a profound impact, the extent of which is yet to be fully explored, on the modern landscape of peace and security.

Development of a Knowledge-Based Decision Support System to predict ancestry of the remains of missing World War Two soldiers in South-East Asia. By utilizing biological and historical information provided by the user, ancestry is assigned based on complex statistical analyses searching for distinctive patterns in the DNA that distinguish between the Australian and Japanese populations. Important features taken into consideration are the detection of a rare event, the effect of sample size and the impact of natural variation.

In un mondo sempre più dipendente dalla tecnologia, lo spazio cibernetico, si è convertito nella dimensione, seppur artificiale, in cui svolgiamo la maggior parte delle nostre attività. I paesi più soggetti a essere bersagli di 'cyber operations’ e di ‘cyber attacks’ sono quelli più tecnologicamente avanzati e informatizzati, proprio per la loro crescente interdipendenza e interconnessione. Allarmati dal fatto che le operazioni cibernetiche possano rappresentare una minaccia alla sicurezza e alla pace nazionale e internazionale, autorità nazionali e organi regionali ed internazionali si sono posti come priorità quella di regolare le operazioni cibernetiche sotto il diritto internazionale e sotto il diritto internazionale umanitario. Viste le caratteristiche peculiari di tale dimensione e la sua notevole velocità di cambiamento, le difficoltà incontrate nel regolamentare le sopracitate operazioni non sono poche. L’elaborato si propone l’obiettivo di analizzare come la lex lata riguardante la proibizione della minaccia e dell’uso della forza, il diritto di legittima difesa individuale e collettiva e, nel caso di un conflitto armato pre-esistente, le regole che disciplinano i mezzi e i metodi di combattimento possano essere applicati alle operazioni cibernetiche. Con questo fine, si analizzeranno i dilemmi interpretativi ancora esistenti riguardo la definizione di ‘uso della forza’ in riferimento all’Art. 2(4) della Carta delle Nazioni Unite; la definizione di ‘attacco armato’ in riferimento all’Art. 51 della Carta delle Nazioni Unite; e la nozione di ‘attacco’ con riferimento al diritto internazionale umanitario. Inoltre, si traccerà una tassonomia delle operazioni cibernetiche conosciute finora, analizzando non solo la loro natura ma anche gli effetti che possono provocare. In secondo luogo, si argomenterà come e fino a che punto lo jus ad bellum e lo jus in bello si possono applicare alle operazioni condotte nella dimensione cibernetica. Si proverà a definire (1) quando un’operazione cibernetica può essere definita ‘uso della forza’ e quindi rappresentare una violazione dell’Art. 2 (4) della Carta delle Nazioni Unite; (2) quando un’operazione cibernetica può essere definita come ‘attacco armato’ secondo l’Art.51 della Carta delle Nazioni Unite e quindi consentire l’uso della forza in legittima difesa individuale o collettiva; (3) quando un’operazione cibernetica durante un conflitto pre-esistente può considerarsi lecita o illecita secondo le regole del diritto internazionale umanitario. Per ultimo, si discuterà di cyber warfare e di cyber operations come strumento strategico od operativo, o come eventuale metodo di deterrenza nelle relazioni internazionali.

This thesis aims to examine two issues related to the defence of self-defence in criminal law. Firstly, it is an investigation into the theory of excessive force in selfdefence. The essence of the theory is to have a person who excessively applies force in his defence to be convicted of manslaughter. The arguments in favour of the theory are compelling; however, in practice, the issue of excessive defence has always been a brain-teaser for judges. This thesis elaborates the controversies surrounding the application of the theory in the courts. The reason for its demise and arguments for its revival are discussed. Secondly, this work analyses the incorporation of the doctrine of the "battered woman syndrome" into the defence of self-defence. This doctrine has recently been introduced where, upon its acceptance by the court, an accused will be successful in pleading self-defence despite the fact that the traditional requirement of imminence has not been satisfied. There is discussion whether the doctrine has always been necessary for battered woman in claiming self-defence. This thesis focuses, in the main, on decided cases and, wherever necessary, a comparison is made of the two theories mentioned above in the law of self-defence in England, Australia and Canada.

The debate about leader characteristics continues yet understanding leadership is very important for selection, promotion and leadership development. The purpose of the study was to find out if a link existed between extraversion, emotional quotient (EQ), leadership position and years of experience as a leader. A quantitative study with a questionnaire, which included Jung Personality Questionnaire and Ryback’s Emotional Quotient Executive survey was administered to military personnel at Thaba Tshwane Military Area in Pretoria, which is the military headquarters of the South African National Defence Force (SANDF). Respondents were selected randomly from the ranks of Corporal to Generals. The results revealed that there is no correlation between extraversion and emotional intelligence. Results also show that more males were introverted while more females were extraverted. It can therefore be concluded that people who are extraverted do not necessarily have high levels of EQ. Extraversion did not present as a dominant characteristic in the leaders of the sample group with just over half presenting with higher levels of extraversion. With regard to emotional intelligence, the majority of respondents showed high levels of Emotional Intelligence. In terms of EQ, one could probably reason that introverts are better at self-awareness and more reflective of feelings and relationships, while extraverts are better at expressing feelings and taking overt action to build relations. However, further research on this is required. The study therefore places emphasises the role of EQ in leadership.

Thesis (DPhil)--Stellenbosch University, 2002.
ENGLISH ABSTRACT: Multi-cultural social work practice necessitates that the social worker possesses specific knowledge and practice skills in order to render a competent service to a diverse client system. To date, the SANDF does not possess any definite guidelines regarding multi-cultural social work practice. Consequently social work practitioners are ill-equipped to render a needs-based, multi-cultural competent service to the culturally different client system. The purpose of this study, was to develop theoretical and practical guidelines for multi-cultural social work practice within the SANDF. An attempt is made to ensure that the social service delivery system is attentive to cultural diversity among clients, whilst providing social work interventions to the client system. The objectives of the study were: firstly, to present a profile of the current consumers of social work services within the SANDF; secondly, to reflect on the nature and function of military social work within the SANDF, and to investigate the need to incorporate multi-cultural social work practice into the military setting; thirdly, to determine how the existing social work programmes in the SANDF are meeting the needs of the client system of diverse origin and culture; fourthly, to investigate the extent to which the social worker gives attention to the different cultural backgrounds of the client system; and fifthly, to explore the knowledge and practice skills needed by the social work practitioner to render multi-cultural social work services in the military setting. The study was confined to a purposive sample of 557 clients to assess their need for multi-cultural social work services. They were representative of the unique diversity in ethnic and cultural heritage, gender, and religious affiliations. The results were analysed qualitatively as well as quantitatively. Structured interviews were conducted with 16 key figures in social work management in order to assess how existing social work programmes have been designed and are managed to meet the requirements of multi-cultural social work. The results were also analysed qualitatively and quantitatively. Furthermore, group interviews with a randomly selected sample of 45 social work officers [production workersl, were conducted to determine their knowledge and perceptions of and attitudes towards multi-cultural social work and to investigate the extent to which they were attentive to the cultural backgrounds of clients when rendering social work services. These results were again analysed both qualitatively and quantitatively. The empirical study enabled the researcher to draw certain conclusions. From the client system's responses it was obvious that social workers should be aware of the client system's cultural, ethnic and/or religious background. Social work managers on the other hand must be skilled in the management of a multi-cultural social work personnel system. The processes used during strategic planning, which should always be preceded by an environmental study, would have an effect on service rendering within multi-cultural social work practice. Most social work programmes have been adapted to suit the needs of a diverse client system. The research results pointed out that the DSW's business plan should focus more on developmental issues like HIV/AIDS. The majority of the social work managers regarded their service rendering as being culturally competent. Although certain misconceptions were evident, social work practitioners do understand the meaning of a multi-cultural competent service rendering. Social work practitioners are not clear whether their cultural, ethnic and/or language background has an influence on their service rending. Concerning communication it was pointed out that communication in a person's mother tongue is most effective during social work intervention. Although all social work approaches are utilised by the practitioners, their overall theoretical knowledge and skills application of these approaches are questionable. In the light of these aspects confusion exists amongst the respondents as to whether social work programmes are meeting the needs of a multi-cultural client system. A number of recommendations flow from the findings and conclusions. The DSW's business plan should focus more on developmental social work aspects, and should continuously stress the importance of having a diverse knowledge and skills base of the most significant models and approaches. The social work delivery system requires more theoretical knowledge and skills in the management and implementation of a multi-culturally competent social work service, and should be skilled in how to convert social work programmes into culturally competent programmes. The workers should further be competent at addressing problems experienced within their own cultural/ethnic background, before engaging in any social work intervention with a diverse client system. Social workers should further be empowered regarding the role, function and implementation of social development strategies within the daily service rendering and thus be guided to work in a multi-cultural social work environment. In the broader sense, staff in each social work office and/or section should identify the stumbling blocks that communication has on their service delivery. Training programmes should be developed for preparing or ongoing education of the social service delivery system regarding cultural competence. Further research should be undertaken concerning factors such as: decreasing stress experienced by social workers towards a diverse client system; the effectiveness of social work programmes in reaching cultural competence; and lastly, the effect of social work management on culturally competent practice.
AFRIKAANSE OPSOMMING: Die praktyk van multi-kulturele maatskaplike werk vereis dat die maatskaplike werker oor spesifieke kennis en praktykvaardighede moet beskik ten einde 'n bevoegde diens aan die kultureel-diverse kliëntsisteem te lewer. Die Suid-Afrikaanse Nasionale Weermag (SANW) beskik tans oor geen definitiewe riglyne rakende multi-kulturele maatskaplikewerk-dienslewering nie. Gevolglik is maatskaplike werkers nie toegerus om 'n behoefte-gebaseerde, multi-kulturele diens aan die kultureel-diverse kliëntsisteme te lewer nie. Die doel van hierdie studie is om teoretiese en praktiese riglyne vir multi-kulturele maatskaplike werk in die SANW daar te stel. Daar is gepoog om die maatskaplikewerk-diensleweringsisteem bedag te maak op die variasies van kultuur wat by kliënte tydens maatskaplikewerk-dienslewering teenwoordig is. Die doelwitte van die studie is soos volg: eerstens, om die huidige profiel van die verbruikers van maatskaplikewerk-dienste in die SANW weer te gee; tweedens, om te fokus op die aard en funksie van militêre maatskaplike werk in die SANW, en die nut van multi-kulturele maatskaplike werk binne die militêre omgewing te ondersoek; derdens, om vas te stel of die huidige maatskaplikewerk-programme binne die SANW wel aan die behoeftes van 'n kultureel-diverse kliëntsisteem voldoen; vierdens, om die mate waarin die maatskaplike werker aandag skenk aan die kulturele agtergronde van kliëntsisteme te ondersoek; en laastens om vas te stel watter kennis en vaardighede maatskaplike werkers benodig ten einde 'n multi-kulturele maatskaplikewerk-diens binne die weermag opset daar te stel. Die studie het 'n doelbewuste steekproef van 557 kliënte ingesluit om die behoefte aan multi-kulturele maatskaplikewerk-dienste vas te stel. Hulle was verteenwoordigend van 'n verskeidenheid van etniese en kulturele agtergronde, geslag asook godsdienstige affiliasies. Die resultate is beide kwalitatief en kwantitatief ontleed. Gestruktureerde onderhoude is gevoer met 16 sleutel figure wat deel vorm van maatskaplikewerk-bestuur ten einde vas te stel hoe huidige maatskaplikewerk-programme ontwerp en bestuur word ten einde aan die vereistes van multi-kulturele maatskaplike werk te voldoen. Hierdie resultate is ook kwalitatief en kwantitatief ontleed. Voorts is groepsonderhoude gevoer met 'n ewekansige geselekteerde steekproef van 45 maatskaplikewerk-offisiere [produksie werkers] om hulle kennis, en menings van en houdings teenoor multi-kulturele maatskaplike werk vas te stel. Daar is verder bepaal in hoe 'n mate hulle wel sensitief is vir kliënte se kulturele agtergronde tydens dienslewering. Hierdie resultate is ook kwalitatief en kwantitatief ontleed. Na aanleiding van die empiriese ondersoek is bepaalde gevolgtrekkiogs gemaak. Die kliëntsisteem het aangedui dat dit belangrik is vir maatskaplike werkers om bewus te wees van die kulturele, etniese en godsdienstige agtergronde van die kliënte. Maatskaplikewerk-bestuurders moet vaardig wees in die bestuur van 'n multi-kulturele maatskaplike werk personeel sisteem. Die proses wat tydens strategiese beplanning gebruik word, en voorafgegaan word deur 'n omgewingsontleding, sal wel 'n effek hê op dienslewering binne 'n multi-kulturele maatskaplike werk. Maatskaplikewerk-progamme is wel aangepas om aan die behoeftes van 'n kultureel-diverse kliëntsisteem te voldoen. Die navorsing het aangedui dat die Direktoraat Maatskaplikewerk-dienste se besigheidsplan meer op ontwikkelingsaspekte soos MIV/VIGS moet fokus. Die meerderheid maatskaplikewerk-bestuurders beskou hul dienslewering as kultureel aanvaarbaar. Ten spyte van sekere wanopvattings, verstaan maatskaplikewerk-praktisyns wel die betekenis van multi-kultureel bevoegde dienslewering. Onduidelikheid bestaan egter of hulle eie kulturele/etniese/taal agtergrond wel dienslewering kan beïnvloed. Met betrekking tot kommunikasie is aangedui dat maatskaplikewerk-intervensie meer effektief is indien dit in 'n persoon se moedertaal plaasvind. Alhoewel die meeste maatskaplikewerk-benaderings wel deur die praktisyns benut word, word hul teoretiese kennis en die toepassing daarvan, bevraagteken. In die lig van veral hiervan is die respondente in die war of die maatskaplikewerk-programme wel aan die behoeftes van die multi-kulturele kliënt sisteem voldoen. Aanbevelings na aanleiding van die bevindinge sluit in dat die besigheidsplan van die Direktoraat Maatskaplikewerk-dienste meer moet fokus op ontwikkelingsaspekte en die noodsaaklikheid moet aandui dat 'n verskeidenheid kennis- en vaardigheidsbasisse nodig is van toepaslike modelle en benaderings in die praktyk. Die maatskaplikewerk-diensleweringsisteem benodig meer teoretiese kennis en vaardighede in die bestuur en implementering van In multi-kulturele bevoegde maatskaplikewerk-diens, asook die vaardigheid om maatskaplikewerk-programme in kultureel aanvaarbare programme om te skakel. Hulle moet verder ook oor die vaardigheid beskik om probleme binne hul eie kulturele/etniese agtergrond effektief te hanteer, alvorens enige maatskaplikewerk-intervensie met In kultureel-diverse kliëntsisteem kan plaasvind. Maatskaplike werkers moet ook bemagtig wees met betrekking tot die rol, funksie en implementering van maatskaplike ontwikkelingsstrategieë binne die konteks van daaglikse dienslewering en dus gehelp word om binne die multi-kulturele maatskaplikewerk-omgewing te werk. Verder moet personeel in elke maatskaplikewerk-kantoor en/of -afdeling kommunikasie stuikelblokke identifiseer wat dienslewering negatief kan beïnvloed. Opleidingsprogramme moet ontwikkel word vir die voorbereiding en voordurende onderrig van die maatskaplikewerk-diensleweringsisteem rakende kulturele bevoegdheid. Voorts moet navorsing onderneem word oor die verligting van spanning by maatskaplike werkers teenoor In kultureel-diverse kliëntsisteem; die effektiwiteit van maatskaplikewerk-programme om kulturele bevoegdheid te bereik; en die effek van maatskaplikewerk-bestuur op In kutureelbevoegde-praktyk.

Thesis (MMil)--Stellenbosch University, 2006.
ENGLISH ABSTRACT: The use of military force to suppress internal unrest has been an integral part of South African history. The European colonisation of South Africa from 1652 was facilitated by the use of force. Boer commandos and British military regiments and volunteer units enforced the peace in outlying areas and fought against the indigenous population as did other colonial powers such as France in North Africa and Germany in German South West Africa, to name but a few. The period 1912 to 1945 is no exception, but with the difference that military force was used to suppress uprisings of white citizens as well. White industrial workers experienced this military suppression in 1907, 1913, 1914 and 1922 when they went on strike. Job insecurity and wages were the main causes of the strikes and militant actions from the strikers forced the government to use military force when the police failed to maintain law and order. Public reaction to the use of force was strong and the government, particularly Gen. J.C. Smuts, was severely criticised resulting in a defeat in the 1924 election. Over the period 1921 to 1932 indigenous populations in South Africa and South West Africa such as the Israelites (1921), the Bondelswarts (1922), the Rehoboth Basters (1925) and the Ukuambi (1932), were suppressed through punitive expeditions by the police and military forces of the Union of South Africa. The indigenous populations were a.o. grieved by the government’s implementation of branding laws, enforced indentured labour, dog and hut tax. The government’s prevailing racial policy of that time, manifested in a master and servant attitude towards the indigenous populations, exacerbated an existing grievance of restrictive political rights. The government reacted quickly and economically in suppressing any indigenous population’s protests involving militant action. Although the use of aeroplanes was criticised, it was a force multiplier and greatly assisted the small number of police and military forces deployed in minimising casualties on both sides. The government also had to suppress militant Afrikaner uprisings during the First and Second World Wars. In 1914 and 1915, prominent Afrikaner leaders and veterans of the Anglo-Boer War reacted militantly against the government’s participation in the First World War. Gen. L. Botha and Gen. Smuts were the architects of their suppression through quick mobilisation of the Active Citizen Force, using mostly Afrikaans speaking volunteers. The period between the two world wars saw the growth of the Afrikaners on a political, social and limited economical level. This gave rise to further dispute on political and social levels when the government once again opted to fight alongside Britain in the Second World War. Old animosities between the Afrikaners and British were relived and militant elements within Afrikaner society mobilised to impede this participation. The government resorted to using the Union Defence Forces and SA Police to facilitate internment, for spying and to guard strategic objectives in an effort to prevent sabotage and other serious damage to the war effort. Smuts received severe criticism from mostly Afrikaners who were against participation in the war, and the general public who had to suffer under the conditions of martial law.
AFRIKAANSE OPSOMMING: Die gebruik van militêre mag in die onderdrukking van interne onrus is ‘n algemene verskynsel in die geskiedenis van Suid-Afrika. Sedert 1652 het die Europese koloniale besetting van Suid-Afrika gepaard gegaan met geweld. Boerekommando’s en Britse militêre regimente en vrywilligereenhede het die vrede in verafgeleë gebiede gehandhaaf en die plaaslike bevolkings onderwerp, net soos ander koloniale moondhede, byvoorbeeld, Frankryk in Noord-Afrika en Duitsland in Duits-Suidwes-Afrika gedoen het. Die periode van 1912 tot 1945 was geen uitsondering nie, maar met die verskil dat opstande ook onder die blanke bevolking onderdruk is. In 1907, 1913, 1914 en 1922 het die blanke industriële werkers sodanige onderdrukking ervaar. Werksonsekerheid en loongeskille was die dryfkrag agter die stakings en die stakers se militante optrede het die regering gedwing om militêre mag te gebruik om die opstande te onderdruk, nadat die polisie se pogings om wet en orde te handhaaf, misluk het. Die publiek was sterk gekant teen sulke hardhandige optrede en Genl. J.C. Smuts het veral onder kritiek deurgeloop, wat tot sy politieke nederlaag gelei het. Opstandige inheemse bevolkings in Suid-Afrika en Suidwes-Afrika soos die Israeliete (1921), die Bondelswarts (1922), die Rehoboth Basters (1925) en die Ukuambi (1932) het deurgeloop onder strafekspidisies van elemente van die Unie van Suid-Afrika se polisie en weermag. Die inheemse bevolking is gegrief deur die regering se implimentering van brandmerkwette, geforseerde kontrakarbeid, hut- en hondebelasting. Die regering se rassebeleid van die tyd het ‘n meester-en-onderdaan-houding teenoor die inheemse bevolkings geskep, wat die teer kwessie van beperkte politieke regte vererger het. Opstande deur inheemse bevolkings wat militant van aard was, is op ‘n vinnige en ekonomiese manier onderdruk, dog het skerp kritiek uitgelok. Die benutting van vliegtuie om die opstande te onderdruk was ‘n magsvermenigvuldiger wat die klein polisie- en weermag gehelp het om verliese tydens die onderdukking van opstande aan beide kante te beperk. Die regering het ook opstande van Afrikanergroepe tydens die Eerste en Tweede Wêreldoorlog onderdruk. In 1914-1915 het prominente Afrikanerleiers en veterane van die Anglo-Boereoorlog militant opgeruk teen die regering in verset oor die regering se deelname aan die Eerste Wêreldoorlog. Genl. L. Botha en Genl. Smuts was die argitekte van die vinnige onderdrukking van die opstande deur die Aktiewe Burgermag op te roep en hoofsaaklik Afrikaanssprekende vrywilligers te gebruik. Die periode tussen die twee Wêreldoorloë is gekenmerk deur die groei van die Afrikaner op politieke, sosiale en in ‘n beperkte mate, ook ekonomiese gebied. Hieruit het verdere onenigheid op politieke en sosiale vlak onstaan toe die regering weer besluit het aand die kant van Brittanje tot die Tweede Wêreldoorlog toe te tree. Ou vyandighede tussen Afrikaans- en Engelssprekendes het herleef en militante elemente binne die Afrikanersamelewing het gemobiliseer om die deelname te belemmer. Die regering het die Unieverdedigingsmag en die SA Polisie gebruik vir internering, spioenering en die beveiliging van strategiese doelwitte teen sabotasie en ander aktiwiteite wat die oorlogsdeelname sou belemmer. Smuts het die meeste kritiek ontvang van Afrikaners wat gekant was teen die oorlog, asook die publiek in die algemeen wat gebuk gegaan het onder krygswet.

Public Article
The Constitution of the Republic of South Africa, 1996 (Act 108 of 1996) and conclusive Acts record that effective human-resource management, career-development and training practices must be cultivated to maximise human potential. The unique nature and wide range of activities of the South African National Defence Force assign exceptional demands on the management expertise of military commanders. Therefore, the importance of effective training and for the purpose of this article, effective management training for mid-level commanders is indisputable. Against this background, a new management model is presented and the resulting training needs are empirically investigated in this article. Both qualitative and quantitative methods were used in the survey, targeted 165 mid-level commanders in the South African National Defence Force. The empirical results of the study suggested that the existing management training for mid-level commanders fails to meet expectations primarily because of the non-existence of an appropriate management model. Thus, the article present a contemporary management model as foundation for management training of mid-level commanders in the South African National Defence Force. The management model also sanctions applicable standards for the development of management skills and appropriate competencies of military commanders.