Littérature scientifique sur le sujet « Transkei (South Africa). Defence Force »

The article reports on research carried out at an army camp in the Eastern Cape Province of South Africa in 1996; it aimed to examine language use at the camp across all levels and in all contexts, in order to assess the degree to which South Africa's new multilingual language policy of 1994 has taken root, and in particular to ascertain the extent to which English was being used, and what troops and staff felt about its use. Questionnaires, interviews and observation techniques were used to provide a full description of linguistic practices, views and attitudes at all levels and in a wide range of activities in the camp. Results suggest that despite the national language policy, and despite a very low number of L1 English speakers in the camp, English is playing a very significant role across all levels as lingua franca for efficient communication, and this is matched with a pervasively positive view about its continued use.

De Gaulles “Communaute”. A Bridge from Colonialism to Paternalism in Afrika. The importance of the French-African Communauté is more than just historical. Indeed, the present French-African relationship is not completely understandable without a knowledge of the Community, which was created by the constitution of the fifth French Republic (1958). President de Gaulle, who was its inspirator, realised that in the changing world the relationship between France and its colonial territories had to be adapted. The French-African Community was a federal structure in which the French-speaking territories south of the Sahara became autonomous republics. Yet their autonomy was substantially restricted: foreign affairs, defense, the economic and financial policy, justice, higher education, the policy concerning raw materials (e.g. uranium and oil), and the organisation of international transport and telecommunication were reserved for the federal institutions. Although four institutions were created within the Community (the Presidency, the Executive Board, the Senate and the Court of Arbitration), only the Presidency had real power: the exclusive legislative and executive competence in all Community matters. The function of Community President was reserved for the French President. Therefore it can undoubtedly be said that the French-African Community was not a genuine federal structure, but merely a constitutional arrangement which ensured France the exclusive control over its former African colonies. The African political leaders were also aware of this and claimed the abolition of the French-African Community. Using the possibility for change, provided by the 78th article of the constitution, they demanded independence by the transfer of all reserved competences (1960). In order to avoid any rupture, France accepted on the condition that bilateral cooperation agreements would be signed simultaneously. These agreements, which were revised halfway the seventies and which are still in force today, provide France with an unique position in Africa. No former metropole has a comparable influence in Africa. Besides, the French-African Conference, which is organised anually since 1973, gives France an excellent forum to influence and control the policy of African states. At this Conference almost every former French colonie in Africa is present, some Belgian, British, Spanish and Portuguese territories participate as well. Moreover, the cooperation agreements explicitly allow France to maintain large troups in Africa and to give support by military intervention whenever it is necessary. France's strict control over one of the most important attributes of state sovereignity, namely defense, increases largely the already acuted dependency on Paris. Yet, the economic position of most of the former French colonies and territories in Africa is the best illustration of their present dependence. Still today more than 40% of their trade is realised with the former metropole (export: raw materials; import: finished goods). Moreover, most of them are members of the so-called “zone franc”, a monetary zone which is completely controlled by the French authorities. The good relationship between France and Africa remained as a result of which extensive bilateral cooperation agreements could be signed within the framework of the French-African Community. This continuity has always been one of the main characteristics of the French policy in Africa.

This article provides a series of insights into the structures and scaffolding of militarising White South African adolescents during the 1980s, including the processes of militarisation from childhood up until induction into the former South African Defence Force. Although this article traces the process and presents personal accounts of militarised childhoods, it ultimately questions how these indeterminate memories attempt to navigate a contested present, namely, a post-apartheid space.

Before war broke out in August 1914, the Union of South Africa had determined to include the German colony of South West Africa in the Union fold if ever an opportunity arose. So, when Britain went to war on 4 August 1914, the British War Cabinet request that South Africa put the German wireless stations in the South West African territory out of action was likely to be met with favourable response. It was, but not by all as this paper will set out.In 1914, South Africa as a country was only four years old and was still trying to heal the wounds caused by the Anglo-Boer or South African War of 1899-1902. The Union Defence Force (UDF) was even younger, having been approved in 1912. Where the Union had already had a number of years to develop, the UDF was in effect starting from zero.

Before war broke out in August 1914, the Union of South Africa had determined to include the German colony of South West Africa in the Union fold if ever an opportunity arose. So, when Britain went to war on 4 August 1914, the British War Cabinet request that South Africa put the German wireless stations in the South West African territory out of action was likely to be met with favourable response. It was, but not by all as this paper will set out.In 1914, South Africa as a country was only four years old and was still trying to heal the wounds caused by the Anglo-Boer or South African War of 1899-1902. The Union Defence Force (UDF) was even younger, having been approved in 1912. Where the Union had already had a number of years to develop, the UDF was in effect starting from zero.

Over the last few decades, a piece of fabric has become a powerful and divisive symbol worldwide. Since the tragic events of 9/11, this piece of fabric has become a topic of great debate, at local, national, regional and international level. The veil as worn by some Muslim women has assumed iconic proportions around the globe. To some it symbolizes piety to others, oppression. To some it is a rejection of Western morality to others, a rejection of modernity. To some, it is a religious statement supporting Islam as a way of living; to others, a political statement supporting violent Islamists. These disparate attributions exemplify the power of nonverbal communication and support the maxim that words and objects contain no inherent meaning; only people assigned meaning. This article discusses the status of religious rights and freedoms under the South African Constitution. One aspect of this change is the change that has affected the various religions, cultures, and customs in South Africa. It is therefore, viewed by many as a constitution for the people of South Africa which includes a Bill of Rights. Historically speaking, for the very first time since colonialism, all religions were guaranteed the of religion. Furthermore, religions, cultures and languages are deep-rooted in the various constitutional provisions, namely, sections 9(3), 15(1) to (3), 30, 31, 185 and 234 respectively. These constitutional provisions are solidified by section 7 which obliges the state to respect, protect, promote and fulfil the provisions set forth in the Bill of Rights. The article concludes with an argument for the recognition of plurality of religions and religious legal systems in South Africa.

Aim: To determine the prevalence of alcohol misuse in adult patients attending a defence force general practice clinic.Design: Descriptive cross-sectional survey.Methods: The setting is a military sickbay situated in the Cape Town metropolitan area, South Africa. Participants included all adult patients (≥ 18 years) attending the clinic during a three-week period midyear. The Alcohol Use Disorders Identification Test (AUDIT) questionnaire was completed by patients. Two direct alcohol consumption questions were added determining the total drinks per week as well as the maximum number of drinks per occasion.Results: Of the 958 patients approached, 40 (6%) declined to fill in the questionnaire. 42% of the 618 patients surveyed were female and 58% were male with an average age of 41 years. The group consisted of 44% current defence force members, 25% retired defence force members, 22% medical dependents and 7% civilians. The overall rate of alcohol misuse according to the AUDIT-questionnaire was 13.27%. Among male patients, 20,6% scored as misusers of alcohol, compared with 2.7% among females. A much higher level of misuse was also found under younger age groups, 38.1% of male apprentices at the technical college and 40.0% of male current defence force members staying on the base scored 8 or more on the AUDIT. In the group scoring less than 8 on the AUDIT-questionnaire a further 9 patients reported drinking on average more than 14 drinks per week for males and more than 9 drinks per week for females. In this group (AUDIT-score 8) 76 patients reported maximum number of drinks per occasion of more than 4 for men and more than 3 for women. If these two questions are included the overall rate of alcohol misuse found was 26.05%.Conclusion: The rate of alcohol misuse found in this group of patients is need for concern. The overall rate of alcohol misuse was not found to be higher than what was found in other studies in South Africa as well as other countries. This study supports the implementation of screening and intervention strategies in general medical clinics in the defence force.

The Mbeki government's failure to take action against the blatantly undemocratic behaviour of the Mugabe regime in Zimbabwe, despite its commitment to the peer review mechanism proposed under the New Partnership for African Development, is highlighted by South Africa's armed intervention into Lesotho to quell post-electoral disturbances in 1998. Although initially accompanied by immense controversy, the South African military and diplomatic involvement was to prove crucial to a restructuring of Lesotho's previously recalcitrant Defence Force, and to the promotion of inter-party negotiations that led to the adoption of a new and more appropriate electoral system. Alongside other international pressures, these initiatives led to a further election in 2002, whose undoubtedly legitimate outcome appears to have laid firm foundations for democratic consolidation and stability. Despite this ‘unlikely success’, and despite its formal commitment to an idealist foreign policy, the South African government has consciously downplayed its role in promoting democracy in Lesotho. The article argues that this is because of the exceptionality of that country, and South Africa's reluctance to have the use of force used as a precedent by its critics for cajoling it into adopting a more activist stance for dealing with the more complex situation in Zimbabwe.

South African Defence Review 2015 found that the South African National Defence Force (SANDF) is in significant decline and will lose important military capabilities in the long term if nothing is done. In a shrinking defense budget, general rhetoric blames aging equipment and staff for the decline. However, managerial issues in the SANDF may be to blame for the decline. We examined academic and other literature to find the origin of this problem and found that the SANDF does not use any systems management methodology to manage tasks. This peculiarity hinders SANDF management and prevents it from providing credible defense to South Africa. We found that empirical studies on SANDF management are scarce and failed to explain this oddity. To understand why the SANDF's application inherent management functions fail to provide a genuine defense capacity, this paper proposes a cognitive technique to conceptualize an empirical investigation beyond a literature review. We propose a systems management approach based on the Administrative Theory of Management, Neoclassical Theory of Management, and General Systems Theory frameworks in management education. We believe that empirical public and management research may create defence capabilities management understanding. This premise guides our study conceptualization by outlining the research context and then doing a research problem analysis to find the knowledge gap. To examine the literature, we use thematic summative content analysis. The research conceptualisation—problem statement, purpose statement, research questions, strategy, design, process, and methods, and interpretative frameworks—is based on this analysis. On the latter, we expect to write later.

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 conceptualises compulsory military service and objection to it as public performative acts that generate gendered and political identity. Conscription was the primary performance of citizenship and masculinity for white men in apartheid South Africa. Conscription was also a key governance strategy both in terms of upholding the authority of the state and in engendering discipline in the white population. Objection to military service was therefore a destabilising and transgressive public act. Competing conceptualisations of masculinity and citizenship are inherent in pro and anti-conscription discourses. The refusal to undertake military service places men outside the accepted means of graduating to ' real' manhood and patriotic citizenship. Although objection can be an iconic and transgressive act, objectors have an essentially ambivalent subjectivity in the public realm. Objectors are 'strangers' in a socially constructed and gendered binary of 'insiders' and 'outsiders' . This ambivalent status creates opportunities but also constraints for the performance of objection. The thesis analyses the effectiveness of objectors' performances and argues that there is a distinction between a radical challenge to hegemonic conceptions of militarised masculinity and citizenship and assimilatory challenges. The tension between radicalism and assimilation comes to the fore in response to the state's attacks on objectors. The militarised apartheid state is defined as not only masculine but heteronormative terms and it is the deployment of sexuality that is its most effective means of stigmatising and restricting the performance of objection. The thesis uses interview material, archival data and case studies and concludes that objectors (and their supporters) weaved multiple narratives into their performances but that as the 1980s progressed, the performance of objection to conscription became assimilatory and this demonstrates the heteronormativity of the state, military service and the public realm.
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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.

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 (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.

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.

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.

The main focus of this thesis is to show the nature of the relationship between the South African Defence Force and the local media from 1975-83. The thesis will analyse issues specifically relating to the nature of the relationship and show how and why they are relevant to understanding the authoritarianism of the apartheid state. The nature of the relationship will be conceptualised by way of the analogy of a marriage. The thesis will show that for the SADF the relationship was “a marriage of convenience” whereas for the media it was a “marriage of necessity”. This relationship operated within the context of a highly militarised society that has been termed a “Garrison State”. The apartheid government introduced legislation governing reporting of defence matters and the media (namely the South African Defence Act 1957 including amendments made up until 1980) that imposed legal constraints within which defence correspondents had to operate. Moreover, the MID’s secret monitoring of the local media reveals the extent to which the military distrusted the media. A sampling of the coverage of defence matters in a selection of newspapers will reveal how their editorial staffs and reporters operated in a situation where the flow of information was controlled by the military. This will also show that certain defence correspondents cultivated close relations with SADF personnel to ensure that they were kept informed. The thesis will also show how the SADF reacted to the international media exposure of Operation Savannah and Operation Reindeer and how the SADF sought to limit the damage to its reputation by clamping down on the local media. The creation of two media commissions both headed by Justice MT Steyn, set out to investigate the manner in which local media reported on security issues in an environment in which the media and the public were confronted by the “Total Strategy” discourse of the apartheid government. The working relationship between the SADF and the media encapsulated in the thesis can be described as highly complex and the use of the “marriage” analogy assists in understanding this relationship.

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.

Former Minister for the Intelligence Services in South Africa, Ronnie Kasrils, writes about the challenges faced by the African National Congress (ANC) during the transition to peaceful political activism. He explains the ruptures he faced personally as one of the founders of the military wing of the ANC (Umkhonto we Sizwe – MK, or Spear of the Nation), and as a former deputy minister of defence in South Africa, following the end of apartheid and the transition to democracy. The chapter focuses on the establishment of Umkhonto we Sizwe (MK) in 1961, its transformation and demobilisation in 1994, and the challenges of the amalgamation of the previous adversarial military forces into a new South African National Defence Force up to 1999. The chapter also outlies some of the reforms in both the military and the intelligence establishments.

This chapter discusses how the Union Defence Force (UDF) in South Africa was considered small, ill-prepared, and in a dismal state due to years of peacetime neglect. It cites the defense policy of the interwar Union governments that had been based on fighting an African opponent or defending against a Japanese attack, but not combatting the Germans or the Italians. It also recounts the mobilization plans for the UDF that required thousands of trained men for the Mobile Field Force, but the Defence Act limited the service of the Active Citizen Forces (ACF) to southern Africa. The chapter mentions that the Smuts government decided that expeditionary forces must come from an army of volunteers who would be South African in spirit, outlook, leadership, and tactics. It shows the increase in the strength of the ACF infantry regiments in 1939.