Academic literature on the topic 'Transkei (South Africa). Defence Force'
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Journal articles on the topic "Transkei (South Africa). Defence Force"
Wood, Geoffrey, and Greg Mills. "The present and future role of the Transkei defence force in a changing South Africa." Journal of Contemporary African Studies 11, no. 2 (January 1992): 255–69. http://dx.doi.org/10.1080/02589009208729541.
Full textde Klerk, Vivian, and Gary P. Barkhuizen. "English in the South African Defence Force." English World-Wide 19, no. 1 (January 1, 1998): 33–60. http://dx.doi.org/10.1075/eww.19.1.04dek.
Full textWillemot, Yves. "De Gaulles “Communaute”. Een Brug van Kolonialisme Naar Paternalisme in Afrika." Afrika Focus 4, no. 3-4 (January 15, 1988): 119–51. http://dx.doi.org/10.1163/2031356x-0040304004.
Full textSymons, Stephen. "‘Casting Shadows’: Militarised boyhoods in apartheid South Africa during the 1980s." Childhood 27, no. 4 (June 23, 2020): 514–29. http://dx.doi.org/10.1177/0907568220922877.
Full textSamson, Anne. "Duty to Empire? South Africa's Invasion of German South West Africa, 1914-1918." African Research & Documentation 128 (2015): 10–20. http://dx.doi.org/10.1017/s0305862x00023475.
Full textSamson, Anne. "Duty to Empire? South Africa's Invasion of German South West Africa, 1914-1918." African Research & Documentation 128 (2015): 10–20. http://dx.doi.org/10.1017/s0305862x00023475.
Full textBooley, Ashraf. "SOUTH AFRICAN NATIONAL DEFENCE FORCE (SANDF) DROPS CHARGES AGAINST HIJAB-WEARING OFFICER: CASE IN POINT SOUTH AFRICA." Jurnal Syariah 29, no. 2 (August 31, 2021): 195–206. http://dx.doi.org/10.22452/js.vol29no2.2.
Full textBekker, D., and DP Van Velden. "Alcohol misuse in patients attending a defence force general medical clinic." South African Family Practice 45, no. 2 (May 31, 2003): 10–15. http://dx.doi.org/10.4102/safp.v45i2.1994.
Full textSouthall, Roger. "An unlikely success: South Africa and Lesotho's election of 2002." Journal of Modern African Studies 41, no. 2 (May 20, 2003): 269–96. http://dx.doi.org/10.1017/s0022278x03004233.
Full textDe Ridder, Mornay, and Kambidima Wotela. "Conceptualising a research interrogating of management functions in the South African National Defence Force." International Journal of Research in Business and Social Science (2147- 4478) 12, no. 10 (December 25, 2023): 228–40. http://dx.doi.org/10.20525/ijrbs.v12i10.3119.
Full textDissertations / Theses on the topic "Transkei (South Africa). Defence Force"
Mpendulo, Bongiwe Wendy. "Women in decision making positions in the South African National Defence Force." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/12242.
Full textConway, Daniel John. "Masculinity, citizenship and political objection to compulsory military service in the South African Defence Force, 1978-1990." Thesis, Rhodes University, 2013. http://hdl.handle.net/10962/d1008383.
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VanT, Wout Carien. "Factors influencing career maturity in the South African National Defence Force : a diagnostic approach." Thesis, Stellenbosch -- Stellenbosch University, 2014. http://hdl.handle.net/10019.1/95811.
Full textENGLISH 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.
Monethi, Dineo Cecilia. "Transformation in the South African National Defence Force : with specific reference to gender equality." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80295.
Full textENGLISH 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.
Kahn, Sinval Benjamin. "Managing the South African National Defence Force towards productivity : a human resource management perspective." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50392.
Full textENGLISH 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.
Fokkens, Andries Marius. "The role and application of the Union Defence Force in the suppression of internal unrest, 1912-1945." Thesis, Stellenbosch : Stellenbosch University, 2006. http://hdl.handle.net/10019.1/17352.
Full textENGLISH 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.
Magagula, Hezekiel Bheki. "Environmental management in military activities of the South African National Defence Force." Thesis, University of Fort Hare, 2016. http://hdl.handle.net/10353/5927.
Full textErasmus, Willem Driesse. "Development of military leadership : a proposed model for the South African National Defence Force." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/1177.
Full textENGLISH 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.
Kirsten, Frederik Fouche. "A critical analysis of the relationship between the South African Defence Force and the South African media from 1975-83." Thesis, Rhodes University, 2016. http://hdl.handle.net/10962/d1020841.
Full textPretorius, Andre Johannes. "The management and development of multi-cultural social work practice in the South African National Defence Force." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53136.
Full textENGLISH 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.
Books on the topic "Transkei (South Africa). Defence Force"
Malan, Magnus. My life with the SA Defence Force. Pretoria: Protea Book House, 2006.
Find full textSouth African Institute of International Affairs, Mills Greg 1962-, and Williams, David, 1954 May 20-, eds. Partner or problem for NEPAD?: Reviewing contemporary security and the SA National Defence Force. Johannesburg: South African Institute of International Affairs, 2002.
Find full textWarren, Thompson. Battle of Bangui: The inside story of South Africa's worst military scandal since apartheid. Cape Town, South Africa: Penguin Books, 2021.
Find full textHistory, South African National Museum of Military. Springbok record: An exhibition commemorating seventy five years of the history of the South African Defence Force. Johannesburg: The Museum, 1987.
Find full textOn the border: The white South African military experience, 1965-1990. Cape Town: Tafelberg, 2008.
Find full textWilliams, David. Op die grens: Wit mans se militêre ervaring, 1965-1990. Kaapstad: Tafelberg, 2008.
Find full textGarth, Shelton, and Institute for Security Studies (South Africa), eds. Demobilisation and its aftermath. Pretoria: Institute for Security Studies, 2001.
Find full textGrundlingh, A. M., 1948- editor, ed. In different times: The war for Southern Africa, 1966-1989. [South Africa]: SUN PReSS, 2019.
Find full textSpringboks, troepies and cadres: Stories of the South African Army, 1912-2012. Kaapstad , South Africa: Tafelberg, 2012.
Find full textMatthew, Kalkwarf, and Huxtable Michael, eds. Recce: A collector's guide to the history of the South African Special Forces. Johannesburg: 30 ̊South, 2010.
Find full textBook chapters on the topic "Transkei (South Africa). Defence Force"
Evans, Michael, and Mark Philips. "Intensifying Civil War: The Role of the South African Defence Force." In State, Resistance and Change in South Africa, 117–45. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003308362-5.
Full textBester, Kyle John. "Cybersecurity Awareness from the Perspective of the South African National Defence Force Military Officer." In The Palgrave Handbook of Language and Crisis Communication in Sub-Saharan Africa, 273–94. Cham: Springer International Publishing, 2024. http://dx.doi.org/10.1007/978-3-031-43059-6_15.
Full textHowe, Herbert M. "8 National Reconciliation and a New South African Defence Force." In South Africa, 127–38. Lynne Rienner Publishers, 1994. http://dx.doi.org/10.1515/9781685856571-009.
Full textReddy, Vasu, Lisa Wiebesiek, and Crystal Munthree. "Military Mutilation: The Aversion Program in the South African Defence Force in the Apartheid Era." In Sexual Diversity in Africa, 91–108. McGill-Queen's University Press, 2013. http://dx.doi.org/10.1515/9780773589759-008.
Full textKasrils, Ronnie. "Lessons from South Africa: A First-Hand Testimony *." In Bullets to Ballots, 23–44. Edinburgh University Press, 2021. http://dx.doi.org/10.3366/edinburgh/9781474467117.003.0002.
Full textWaag, Ian van der. "South African Manpower and the Second World War." In Manpower and the Armies of the British Empire in the Two World Wars, 174–86. Cornell University Press, 2021. http://dx.doi.org/10.7591/cornell/9781501755835.003.0013.
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