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

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.

Thesis (MPhil)--Stellenbosch University, 2003.
ENGLISH ABSTRACT: The defence industry was established for the purpose of providing the then South African Defence Force (SADF) with armaments before. The SADF was there to serve the government of the day. Since then, the South African National Defence Force (SANDF) has been established to fulfil the same as the SADF, but is much more credible and representative. Thus there has been both continuity and renewal. The idea of public policy presupposes that there is a sphere that is not private or purely individual, but is held in common. The public comprises that dimension of human activity that is regarded as requiring government or social regulation or intervention or at least common action. This related to the defence-related industries too, which require government intervention in ensuring that small and medium enterprises (SMEs) get involved in the defence industry in general. Public policy is really about defining what counts as public,who provides, who pays, and whom to pay. The modem meaning of 'policy' is that of a course of action or plan, a set of political purposes - as opposed to 'administration'. Policy is seen as rational, a manifestation of considered judgement. A policy is an attempt to define and structure a rational basis for action or inaction. Policy involves deliberate behaviour to pursue certain objectives. The distinction between action and inaction properly emphasises that policies can initiate change or resist change. Policy is intended to affect all or selected points of the external and internal environment of the political system. Policy consists of a series of actions and decisions. The policy needed by the defence-related industry in one that will allow the inflow of entrepreneurs with education to help them learn from the experienced engineers within the industry. The individual drive and interest will be the driving force for success as defined and understood by the free market economy without unnecessary government interference. The development of SMEs in the defence-related industry is part of the renewal of the defence industry. The manufacturing can be left to small firms requiring less capital and sophisticated machines and processes.
AFRIKAANSE OPSOMMING: Die verdedigingsnywerheid is tot stand gebring om die destydse Suid-AfrikaanseWeermag (SAW) van krygstuig te voorsien. Die SAWwas daar om die regering van die dag te dien. Sedert die demokratiese verkiesing in 1994 is dit nou die Suid-Afrikaanse Nasionale Weermag (SANW), wat, alhoewel dit dieselfde funksie as die SAW vervul, meer geloofwaardig en meer verteenwoordigend is. Daar was dus kontinuïteit sowel as vernuwing. Die konsep van openbare beleid veronderstel 'n sfeer of terrein van lewe wat nie privaat of alleenlik individueel is nie, maar eerder gemeenskaplik Die openbare terrein is daardie dimensie van menslike aktiwiteit waarvoor staats- of sosiale regulering of intervensie nodig IS, of ten minste gemeenskaplike aksie. Dit het ook betrekking op die verdedigingsnywerheid, waar staatsintervensienodig is om te verseker dat klein en medium ondernemings by die verdedigingsnywerheidin die algemeen betrokke raak. Die doel met openbare beleid is eintlik om te bepaal wat openbaar is, wie verskaf, wie betaal, en wie betaal moet word. Die konsep van ''beleidbepaling'' is om bewustelik 'n keuse te maak tussen twee hoofalternatiewe vir loodsgemeenskappe. Die moderne betekenis van die begrip ''beleid'' behels 'n rigting of aksie of plan, 'n stel politiese oogmerke - in teenstelling met "administrasie". Beleid word gesien as rasioneel, 'n manifestasie van weloorwoë oordeel. Dit is byvoorbeeld ondenkbaar dat politici sou toegee dat hulle nie 'n beleid insake X het nie. Beleid is 'n poging om 'n rasionele grondslag vir aksie te bepaal en te struktureer. Namate 'n staat sy wetgewingsprosedures verander, so behels die funksies van ''beleid'' die skep van 'n aanneemlike storie, wat die skrywer se doel verseker en waarin beleid 'n rolspeler is. Die betekenis het betekenis. Die term ''beleid'' word gebruik om aan te toon dat daar 'n behoefte is om uit te klaar watter sosiale doelstellings gedien word deur die toedien (ook self-toedien) van wetenskaplike energie. Met ander woorde, die klem val spesifiek op die beleidwetenskap van demokrasie, waar realisering van menswaardigheid, in teorie en in praktyk, die uiteindelike doelwit is.

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

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

For a 25-year period during the apartheid era in South Africa, all school-leaving white men were issued with a compulsory call-up to national military service in the South African Defence Force. It is estimated that 600 000 men were conscripted between 1968 and 1993, undergoing military training and being deployed in Namibia, Angola and South Africa. The purpose of this system of military conscription was to support both the apartheid state’s role in the “Border War” in Namibia and Angola and the suppression of anti-apartheid resistance within South Africa. It formed part of the National Party’s strategy of a “total response” to what it perceived as the “total onslaught” of communism and African nationalism. While recruiting and training young white men was the focus of the apartheid government’s strategy, all of white South African society was caught up in supporting, contesting, avoiding and resisting this system in one way or another. Rather than being a purely military endeavour, conscription into the SADF therefore comprised a social and political system with wide-ranging ramifications. The 1994 democratic elections in South Africa heralded the advent of a very different political, social and economic system to what had gone before. The focus of this research is SADF conscripts’ narrations of identity in the contested narrative terrain of post-apartheid South Africa. The thesis begins with a contextual framing of the historical, social and political systems of which conscription was a part. Drawing on narrative psychology as a theoretical framework, the thesis explores discursive resources of whiteness, masculinities and perceptions of threat in conscripts’ narrations of identity, the construction of memory fields in narrating memories of war and possible trauma, and the notions of moral injury and moral repair in dealing with legacies of war. Using a narrative discursive approach, the thesis then reflects on historical temporal threads, and narrative patterns that emerge when analysing a range of texts about the psychosocial legacies of conscription, including interviews, research, memoirs, plays, media reports, video documentaries, blogs and photographic exhibitions. Throughout the thesis, conscripts’ and others’ accounts of conscription and its legacies are regarded as cultural texts. This serves as a means to highlight both contextual narrative negotiations and the narrative-discursive patterns of conscripts’ personal accounts of their identities in the post-apartheid narrative terrain. The original contribution of this research is the development of conceptual and theoretical framings of the post-apartheid legacies of conscription. Key to this has been the use of narrative-based approaches to highlight the narrative-discursive patterns, memory fields and negotiations of narrative terrains at work in texts that focus on various aspects of conscription and its ongoing aftereffects. The concept of temporal threads has been developed to account for the emergence and shifts in these patterns over time. Existing narrative-discursive theory has formed the basis for conscripts’ negotiations of identity being identified as acts of narrative reinforcement and narrative repair. The thesis concludes with reflections on the future possibilities for articulating and supporting narrative repair that enables a shift away from historical discursive laagers and a reconfiguration of the narrative terrain within which conscripts narrate their identities.
Also known as: Edlmann, Theresa

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

Thesis (MA)--University of Stellenbosch, 2011.
This research set out to give a better understanding of gay conscripts within the South African Defence Force (SADF) during the 1970's and 1980's, as well as to establish whether a noticeable change towards gay conscripts could be detected before and after c.1985. Based upon sources from the military archives, oral interviews as well as existing secondary literature on the topic, it becomes clear that aside from the “official line”, both conservative as well as progressive views on homosexuality existed. Even though it can be concluded that attitudes towards homosexuality among civilian South Africans became more permissive during the 1980‟s, it was not a change in attitude shared throughout (white) society. This research has been done firstly to add to the general knowledge of the experiences of gay conscripts in the 1970‟s and 1980‟s within the SADF. It has done so by conducting interviews with fifteen ex-conscripts, both gay and straight, covering anti-gay attitudes, coming out in the army, the existence of queer platoons and/or jobs perceived to be „gay‟, psychiatric treatment of homosexuals and the knowledge of the existence of these treatments, the gay/straight barrier and qualitative personal assessments of the period of conscription. Secondly, it attempts to answer the question whether a change in attitude towards gay conscripts could be seen roughly around 1985, as South African society also became (slowly) more permissive towards homosexuality.

The research problem of this study was to assess the extent to which the appraisal system for junior and middle level managers in the South African National Defence Force (SANDF) met the requirements and guidelines for performance appraisal as stipulated in the literature. To achieve this objective, the following procedure was followed: · A survey of existing literature, related to performance appraisal, was conducted. The literature study focused on the requirements for an effective performance appraisal system, appraisal methods and appraisal errors. Attention was also focused on who should take responsibility for performance appraisal and the importance of regularly evaluating the performance appraisal system to meet the demands of a changing environment. The second part of the literature study dealt with the guidelines for establishing an effective appraisal system as well as performance management processes and cycles that are critical for the effectiveness of an appraisal system. The theoretical study formed the basis for the development of a survey questionnaire to establish the extent to which junior and middle level managers in the SANDF agreed with the theoretical guidelines. The survey was administered to a randomly selected group of junior and middle level managers who were representative of the South African Army, Airforce and Medical Services. The empirical results indicated that there was concurrence with many of the guidelines in the literature, but that there were areas that could be improved. It became evident that many respondents felt that the current system was not entirely fair and was not adapted to meet the needs of the integrated SANDF. Specifically, results indicated that the system should be re-evaluated to eliminate bias and to enhance the development of clear standards, both on a quantitative and qualitative level. It became clear that training and communication were important to the successful development and utilisation of a performance appraisal system. An effective performance appraisal system that is integrated with the overall performance management system of an organisation will enhance productivity, satisfaction and the attainment of goals.

Thesis (MBA)--Stellenbosch University, 2004.
ENGLISH ABSTRACT: The term DERI stands for Defence Evaluation and Research Institute. DERls are strategic institutes, established primarily to provide technological support to the Department of Defence. They are responsible for the cost-effective development, maintenance and application of advanced technologies and concentrate on specific application areas in the South African Defence Force, corresponding to the User Support Teams in the Armament Technology Acquisition Secretariat. The research problem is how to strategically manage such a DERI in terms of vision, mission, goals, structure of organisation, clients, alliances and resources such as funding, personnel, facilities and equipment, to optimally provide the best possible service to the main client, the DoD and in the process ensure the long term sustainability of the DERI. An interview was held with the senior executive manager of each of the five official DERls and also with two very knowledgeable persons on the subject of Defence and Evaluation Research management, with the aim of determining which attributes or factors they deem important in the strategic management of a DERI. The interviews were typed ver batim and all the attributes were included in a questionnaire. A few more attributes determined from literature and discussions with De Wet, were also added. Afterwards the abovementioned managers completed a questionnaire in which they indicated the relative importance of the various attributes. The attributes that scored the highest rating were grouped into clusters and are analysed accordingly. The clusters are as follows: • ''people" cluster since it is about the knowledge, skills and trust of people • ''value-for-money cluster since the attributes are about planning, funding and objectives • "you-have-to-earn-your-survival cluster since it is about disciplines, application of R&D and the right of existence of a DERI All three clusters are enlightened by the comments, remarks, suggestions and concerns raised during the interviews with the senior executive managers. People attributes came out as being the most critical success factor in the strategic management of a DERI. "People" can effectively be divided into two categories - the DERI's employees on the one hand and the clients' employees on the other. Everything concerning people is seen as important namely: training. remuneration, quality service (internal and external), trust, growth and development, communication, Black Economic Empowerment, stakeholder interface, etc. There is a concern about the longer-term survival of the DERls because they are currently situated in two different organisations in two different state departments with different visions, missions and goals. A clear indication of the road ahead should be given as soon as possible. A solution to the integration question would be an independent investigation by people who have no vested interests in the outcome of the decision. Whatever the final answer (one of the two current state departments or a new organisation or the slatus quo), both departments (Arts, Science and Technology and Defence) should not feel endangered and the solution should be a win-win situation for both parties.
AFRIKAANSE OPSOMMING: DERI is die verkorte vorm vir Defence Evaluation and Research Institute oftewel Evaluasie- en Navorsingsinstituut vir die Weermag. DERI's is strategiese institute wat daargestel is om tegnologiese ondersteuning aan die Departement van Verdediging te bied. DERI's is verantwoordelik vir die koste-effektiewe ontwikkeling, instandhouding en aanwending van gevorderde tegnologiee en fokus op spesifieke toepassingsareas in die Suid-Afrikaanse Weermag. Die ondersteuning vind plaas in ooreenstemming met die behoeftes van gebruiker ondersteuningspanne in die Wapen Tegnologie Aanskaffingsekretariaat. Die navorsingsonderwerp is hoe om 'n DERI strategies te bestuur in terme van visie, missie, doelwitte, struktuur van organisasie, kliente en bronne soos befondsing, personeel, fasiliteite en toerusting, Ten einde die bes moontlike diens aan die hoofklient, die Departement van Verdediging, te lewer en terselfdertyd die DERI volhoubaar te maak oor die lang termyn. 'n Onderhoud is gevoer met die senior uitvoerende bestuurder van elke DERI sowel as met twee baie kundige persone op die gebied van Verdedigingsevaluasie en Navorsingsbestuur. Die doel hiervan was om te bepaal watter faktore as die belangrikste in die strategiese bestuur van 'n DERI, beskou word. Die onderhoude is woordeliks getik en al die faktore aangedui, in 'n vraelys opgeneem. 'n Verdere aantal faktore, wat uit literatuurstudies en gesprekke met De Wet verkry is. is ook ingesluit in die vraelys. Die vraelys is aan die betrokke persone gestuur met die versoek om die relatiewe belangrikheid van die faktore aan te dui. Die faktore wat die meeste gewig dra, is in groepe saamgevoeg en sodanig ontleed. Die groeperings is as volg: • "mense" groepering aangesien dit handel oor kennis, vaardighede en onderlinge vertroue tussen mense • "waarde-vir-geld" groepering aangesien dit handel oor beplanning, befondsing en strategiese doelstellings • "moet-jou-oorlewing-verdien" groepering aangesien dit handel oor dissiplines, die toepassing van navorsing en ontwikkeling en die bestaansreg van 'n DERI Die drie groepe word toegelig deur kommentaar, opmerkings en voorstelle van die bestuurders tydens die onderhoude. Die "mens"-faktor is verreweg die belangrikste sukses faktor in die strategiese bestuur van 'n DERI. "Mense" kan in twee kategoriee verdeel word - die DERI se werknemers aan die een kant en die van die klient aan die ander kant. Alle aspekte rakende mense, word beskou as belangrik naamlik: opleiding, vergoeding, kwaliteit van diens (intern sowel as ekstern), vertroue, groei en ontwikkeling, kommunikasie, Swart Ekonomiese bemagtiging, kontak met belangehouers, ensovoorts. Daar bestaan onsekerheid oor die voortbestaan van die DERl's oor die langtermyn as gevolg van die feit dat hulle tans deel is van twee organisasies binne twee verskillende staatsdepartemente. Hierdie departemente het verskillende visies, missies en doelstellings. 'n Aanduiding van die pad vorentoe moet so gou as moontlik verskaf word.

Dissertation (PhD)--University of Stellenbosch, 2006.
ENGLISH ABSTRACT: Twenty-first century armed forces increasingly have to operate amidst unprecedented uncertainty and complexity cascading onto the military domain. Not only are their roles and implicitly their whole being now constantly questioned; the historic rationale for their existence is also under pressure. New and even unorthodox responsibilities find their way into and increasingly begin to eclipse and challenge traditional elements that configure the military sphere. Adjustments towards new futures thus become essential, as the images of warless futures and endisms about war remain merely that - images. Subsequently, notions about the adaptive military and armed forces being open ended systems sensitive to and capable of remaining in step with unfolding futures, become imperatives. In addition to learning from history, military futures now increasingly co-feature as the domain to master in the pursuit of appropriate future armed forces. Exploring the future through a recognised field of study allows for alternative futures to unfold that are bound to differ from an historic review and its linear continuance. This also serves as a tenable argument for military futures. Only by systematically peeling away the dogma that armed forces are instruments for war and little else, can the required changes to and future contributions of military establishments towards alternative military futures be exposed. Subsequently, military forces become entities capable of changing alongside their societies towards futures not predominantly shaped for and by war. To this end, the topic of alternative military futures offers insights into the utility of armed forces as a more contributing and constructive future policy instrument. In researching alternative military futures through contiguous debates concerning the futuresmilitary nexus, military change, the Revolution in Military Affairs, and the unfolding strategic environment, it emerges that military change towards new futures is a rather slow and incremental process. Furthermore, the Revolution in Military Affairs, in spite of its prominence, offers limited future options to the majority of governments aspiring to exploit new ways and means for engaging military futures. In turn, the future strategic environment premises strategic futures leaving armed forces little choice but to prepare for a horizontal threat spectrum of simultaneity and complexity, and a vertical dimension of a destructive-constructive merger. This matrix calls for expanded military means to meet complex futures characterised by simultaneity and variety through a response hierarchy comprising destructive and constructive ways and means. These are future challenges also faced by the defence decision-makers and military practitioners in South Africa. Alternative military futures for the South African National Defence Force (SANDF) comprise some interface with the dynamics posited by theories on military change, contributions by the Revolution in Military Affairs and threat-response continuum posited by the future strategic environment. From this challenging premise alternative military futures embedded in the more constructive and preventative use of its military policy instrument towards Africa in particular, a South African defence paradigm is emerging for employing the South African National Defence Force in future. Renouncing the warfighting option to bring about change, accepting the volatile and complex African challenge and embracing democracy and multilaterism call for new defence thinking to probe the future. This search is bound to reveal the unfolding of alternative military futures that reach beyond the expectations of South African defence decision-makers and military practitioners from both the apartheid and struggle generations.
AFRIKAANSE OPSOMMING: Militêre magte van die 21ste eeu opereer toenemend te midde van ongeëwenaarde onsekerheid en kompleksiteit wat op hul terrein van verantwoordelikheid aanspoel. Nie net die bydraes wat gewapende magte lewer nie, maar ook hul aard en wese word bevraagteken. Verskeie en selfs vreemde verantwoordelikhede kruip tans op die militêre verantwoordelikheidsgebied aan, wat weer die boustene van die militêre sfeer verwring of ondergrawe. Aanpassing om by toekomskwessies aan te pas raak dus noodsaaklik aangesien verwagtinge dat oorlog en die nut van militêre magte gaan verdwyn, 'n onderontwikkelde teorie verteenwoordig. Sieninge dat gewapende magte oop sisteme en aanpasbaar is met 'n sensitiwiteit vir wat in hul saamlewings plaasvind, asook dat hul in pas kan bly met hoe die toekoms ontvou, het noodsaaklike eienskappe geraak. Ter aanvulling van die historiese lesse, raak toekomsaspekte van die militêre domein nou kritiek vir die daarstelling van doelgeskikte en toekomsgerigte militêre magte. 'n Ondersoek van die toekomsveld deur van 'n erkende studieterrein gebruik te maak bevorder sieninge oor wat moontlik kan ontvou. Hierdie vooruitskouinge kan weer die historiese benadering en die linieêre voortsetting of projeksie daarvan aanvul. Hierdie onderlinge aanvulling is ook tersaaklik in die geval van die militêre toekomsomgewing. Slegs deur die dogma dat gewapende magte alleenlik geskik is vir die voer van oorloë en weinig anders, te weerlê, kan die veranderinge en bydraes van gewapende magte binne nuwe toekomsdimensies ondersoek en afgebaken word. Militêre magte kan dus voorgestel word as entiteite wat tog saam met hul gemeenskappe aanpas by veranderinge en die toekoms tegemoet kan gaan sonder dat laasgenoemde hoofsaaklik deur oorlog gevorm en onderlê word. Op hierdie wyse bied die onderwerp bekend as alternatiewe militêre toekomste meerdere insigte rakende die langer termyn nuttigheid van meer konstruktiewe gewapende magte. Die naspeur van toekomstige militêre aangeleenthede deur van die toekoms-militêre samehang, militêre verandering, die Rewolusie in Militêre Aangeleenthede, en die opkomende strategiese omgewing gebruik te maak, bied bepaalde insigte: die aanwesigheid van 'n samehang tussen toekomsstudies en die militêre faktor en dat die aard van militêre veranderinge as 'n inkrementele proses waarneembaar is. Ten spyte van die prominensie wat dit geniet, blyk dit dat die Rewolusie in Militêre Aangeleenthede beperkte opsies bied aan diegene wat beplan om die weg te volg om militêre aspekte van die toekoms tegemoet te gaan. Die toekomstige strategiese omgewing dui weer daarop dat gewapende magte min beweegruimte gegun word om vir tradisionele rolle voor te berei. 'n Horisontale spektrum van gelyktydigheid en kompleksiteit vorm saam met 'n vertikale destruktiewe-konstruktiewe kontinuum 'n matriks. Hierdie matriks vereis nou van weermagte die totstandbringing van uitgebreide militêre vermoëns en middele om kompleksiteit wat deur gelyktydigheid en verskeidenheid gekenmerk staan te word, die hoof te bied. Hierdie toekomstige kwessies word ook deur Suid-Afrikaanse besluitnemers en militêre bevelvoerders in die gesig gestaar. Toekomskwessies vir Suid-Afrikaanse Nasionale Weermag (SANW) word vervat in dieselfde aspekte wat deur die aard van militêre veranderinge, die rol van die Rewolusie in Militêre Aangeleenthede en verwikkeldheid van die strategiese omgewing gereflekteer word. Gegewe hierdie uitdagende situasie, blyk dit dat alternatiewe vir die SANW neig om merendeels die konstruktiewe en voorkomende gebruik van die militêre beleidsinstrument te weerspieël. Hierdie neiging omvat dan ook 'n onteenseglike Afrika fokus met die gevolg dat die meer voorkomende en konstruktiewe gebruik van die land se weermag prominent in die opkomende Suid-Afrikaanse verdedigingsparadigma figureer. Deur die oorlogsopsie as 'n wyse om verandering te bewerkstellig af te keur, die onstabiele en komplekse Afrika-uitdaging te aanvaar en demokrasie en multilateralisme voor te staan, vereis nuwe verdedigingsdenke vir die toekoms. Vanuit hierdie vertrekpunt is dit waarkynlik dat militêre alternatiewe en toekomskwessies kan ontvou wat veel wyer strek as dit waarop besluitnemers vanuit beide die apartheids - sowel as struggle geledere reken.

Against the backdrop of South Africa's political transition from Apartheid to a democratic system of governance during the early 1990s, the South African military underwent a distinct transformation of its own. During the military's transition seven disparate forces that had previously been vying for power were integrated under one umbrella organization and re-branded as the South African National Defence Force (SANDF). Scholars and analysts generally consider this process to have been successful; it was a seminal achievement by both the negotiating parties and the Government of National Unity. Looking at the transformation process during two distinct periods, 1990 through the national elections of 1994, referred to as 'the planning phase,' and postelections through 1996, referred to as 'the implementation phase,' this study seeks a more robust and nuanced accounting of the factors that contributed to this outcome. Building upon an evaluation of the existing literature, this study also analyzes the impact that the strategies employed by the negotiating parties had upon outcomes. It offers the novel approach of analyzing the military's integration through the lens of negotiation theory rather than more conventional theoretical lenses. In doing so, this study aims not only to contribute to a common understanding of the means by which the SANDF was created and shaped, but also to broaden the scope and depth of military integration theory itself.

Thesis (MComm)--Stellenbosch University, 2012.
ENGLISH ABSTRACT: Since the 1970s, economic recession, industrial restructuring, technological changes, and intensified global competition has changed the nature of work. Consequently, employees have changed, many organisations are changing and jobs are minimized to keep up with global demands. However, military organisations and jobs seem to be lagging behind. Although the military is recruiting young generations, many of its jobs are still traditional military jobs that pose heavy demands and dangerous circumstances on the soldiers, hence, the purpose of this particular study. The aim of this study is to explore the relationship between subjective career success (SCS), work circumstances (WC) and personality factors (PF) of soldiers in the South African National Defence Force (SANDF). The existence of the relationship between the variables was explored through a non-experimental controlled inquiry. The variables under study were defined as follows: subjective career success is characterised by increase in the level of skills, increase in self-esteem, increased autonomy and responsibility in the position the person holds, and working with interesting colleagues; WC is defined as working conditions in which physical, mental, and emotional activities are directed towards accomplishing a specific task. Work circumstances encompass job demands, job characteristics, salary, and job security of soldiers; and PF includes locus of control in the workplace, self-efficacy and assertive behaviour in the workplace. A sample of 57 participants was selected from officers (Second Lieutenant – Captain and equivalent rank) studying at the South African Military Academy (here referred to as SAMA), Faculty of Military Sciences, Stellenbosch University. Another sample of 113 Non-Commissioned Officers (NCOs) (Leading-Seamen – Chief Petty Officers) was selected from SAS SALDANHA (South African Naval Gymnasium). In total, a sample of 170 was drawn for this research. Correlation analysis was used to determine the relationship between independent variables and dependent variable; and multiple regression analysis was used to determine factors that explain SCS of soldiers in the SANDF. The results showed a significant partial relationship between job characteristics and SCS. Furthermore, a significant correlation emerged between salary satisfaction and satisfaction with job security. Insignificant relationship emerged between job demands and SCS. Insignificant results also emerged in the relationship between locus of control, self-efficacy and assertive behaviour (PF) and SCS respectively. As a result, it was concluded that WC have a partial relationship with SCS; and PF does not have any relationship with SCS. However, the results of the multiple regressions analysis provided that only job security satisfaction, salary satisfaction, locus of control and self-efficacy explain SCS, concluding that WC and PF in this research partially explain SCS of soldiers.
AFRIKAANSE OPSOMMING: geen opsomming

Thesis (MA)--Stellenbosch University, 2015.
ENGLISH ABSTRACT: With the shift to an all-volunteer force and the end of the Cold War, armed forces across the globe are finding it increasingly difficult to attract, recruit and retain the right quantity and quality of recruits in the ranks. Similarly, the South African National Defence Force (SANDF) has expressed difficulties with recruitment but more so with the ability to attract ‘high calibre’ recruits in order to staff a defence force that is disciplined and technologically advanced. Although this is a consequence of various economic, social and political factors, one of the greatest challenges facing recruiters is the changing work values and preferences of the new millennial generation. As the title of this thesis postulates, evidence from the West suggests a ‘clash’ in values between millennials, who are individualistic, protected, ambitious and self-centred, and the military, which requires conformity, obedience and structure. While there is a vast amount of literature regarding the all-volunteer force and youth values of military service in the West, there is no study of this kind in South Africa. In this study, I aim to fill this void by exploring young South Africans’ perceptions and experiences of military service. As there is no existing literature on the propensity to enlist in South Africa, focus groups and interviews were conducted with high school learners, Military Skills Development System (MSDS) members who have completed one year of military service and recruitment officers who come into contact with school-leavers from across South Africa. These discussions were framed around two broad questions, namely what are the work values of young South Africans and what factors attract young people to or deter them from the military job. The conclusion is reached that the SANDF is not an employer of choice because of various institutional and societal factors. The military job is largely unappealing to young South Africans, who are risk-averse, individualistic and wish to be in close proximity to their families. The culture of the military is also unattractive to the majority who are not receptive to authoritarian regimes that expect unquestioning obedience and discipline and emphasise hegemonic masculine ideals. Besides this, two societal forces have a significant impact on the ability of the ability of the SANDF to attract recruits. The decline in the prestige of the military job and the presence of an ever-growing civilmilitary gap indicate that youth are neither informed about the military nor see the military as a high status job in society. Consequently, the inability of the SANDF to meet recruitment targets can be detrimental to the ability of the SANDF to fulfil its mandate.
AFRIKAANSE OPSOMMING: Sedert die verskuiwing na weermagte wat geheel en al uit vrywilligers bestaan en die einde van die Koue Oorlog vind gewapende magte wêreldwyd dit steeds moeiliker om voldoende rekrute van die regte kwaliteit te lok, te werf en te behou. Ook die Suid-Afrikaanse Nasionale Weermag (SANW) ervaar probleme met werwing, maar veral met die vermoë om ‘hoëkaliber’-rekrute te lok na ’n weermag wat gedissiplineer en tegnologies gevorderd is. Hoewel dit die gevolg van verskeie ekonomiese, sosiale en politieke faktore is, is een van die grootste uitdagings vir werwingspersoneel die veranderende werkwaardes en werkvoorkeure van die nuwe milenniumgenerasie. Soos die titel dit stel, dui getuienis uit die Weste op ’n ‘waardekonflik’ tussen hierdie generasie, wat individualisties, beskut, ambisieus en selfgesentreerd is, en die militêr, wat konformiteit, gehoorsaamheid en struktuur vereis. Hoewel daar ’n magdom literatuur oor vrywilligersmagte en jeugwaardes van militêre diens in die Weste bestaan, is geen studie van hierdie aard nog in SuidAfrika onderneem nie. Met hierdie studie wil ek hierdie leemte vul deur jong Suid-Afrikaners se persepsies en ervarings van militêre diens te verken. Aangesien daar geen literatuur bestaan oor geneigdheid om by die weermag in Suid-Afrka aan te sluit nie, is fokusgroepe gehou en onderhoude gevoer met hoërskoolleerders, MSDS-lede wat hul eerste diensjaar voltooi het en werwingsoffisiere wat met landwyd met skoolverlaters in aanraking kom. Hierdie gesprekke is afgegrens deur twee breë vrae, naamlik wat die werkwaardes van jong Suid-Afrikaners is en watter faktore jong mense na of van die militêre werk lok of afstoot. Die gevolgtrekking is dat die SANW om verskeie institusionele en maatskaplike redes nie ’n voorkeurwerkgewer is nie. Jong Suid-Afrikaners, wat risikoweersinnig en individualisties is en naby hulle familie wil bly, vind ʼn militêre loopbaan breedweg onaantreklik. Die militêre kultuur spreek ook nie die meerderheid aan nie, wat nie ontvanklik is vir outoritêre regimes wat onverbiddelike gehoorsaamheid en dissipline eis en hegemoniese manlike ideale beklemtoon nie. Hierbenewens is daar twee samelewingsfaktore wat ʼn beduidende impak het op die SANW se vermoë om rekrute te werf. Die kwynende prestige van ʼn militêre loopbaan en die teenwoordigheid van ʼn steeds groeiende kloof tussen siviel en militêr dui daarop dat jongmense nóg oor die militêr ingelig is nóg dit as ’n werk met status in die samelewing beskou. Gevolglik kan die SANW se onvermoë om werwingsteikens te behaal sy vermoë om sy mandaat uit te voer nadelig beïnvloed.

Thesis (MComm)--Stellenbosch University, 2012.
The contemporary military environment characterised by new technologies, advanced capabilities, novel knowledge and skills sets, and an increased participation of non-state actors is leading to a rapidly expanding, non-linear, multi-dimensional battle space. Military operations are becoming more distributed in time, space, and purpose. The military arena is becoming progressively more joint, multinational and interagency in nature. Military leaders have a mounting responsibility to teams and groups and their organisations to accomplish a variety of very diverse missions. Furthermore, military operations other than war have emerged as a fundamental approach to warfare, increasing dispersion of forces across wider areas of influence and rapidly changing situations. Scholars and strategists are of the opinion that militaries are in an era of “new wars”. The latter are contextual elements evident in current conflicts and are likely to be seen in future conflicts as well. Unquestionably, the landscape in which military leaders must operate has affected the competencies and training needed to be successful. The aim of this study was to explore the possible relationships between emotional intelligence (EI), psychological capital (PsyCap), sense of coherence (SOC) and leader success of junior officers in the South African National Defence Force (SANDF). The researcher argues that these intrapersonal and interpersonal skills (EI, PsyCap and SOC) are necessary for any contemporary leader to successfully fulfil his role in his military position and to fit the leadership profile set out by the organisation. The existence of relationships between the variables for this study was statistically investigated and the necessary conclusions were drawn. All the challenges discussed in this study for the SANDF link with each other and “cry” for education in EI, PsyCap and SOC. Future officers of the SANDF need to have the potential, skills, knowledge, education and competency to be specialists in the challenges of the next decade. Education in these variables can possibly assist leaders in their daunting tasks and ultimately contribute to leader success. A sample of 170 (n=170) junior officers, from the rank of Candidate officer (CO) to full Lieutenant (Lt), was drawn from the South African Military Academy (SAMA), Faculty of Military Science, Stellenbosch University. Participants completed existing valid and reliable instruments measuring their EI, PsyCap, SOC and leader success levels. Leader success was measured in terms of extra effort, effectiveness and satisfaction of the leader. Correlation analysis was done to determine the relationships between the independent variables and the dependent variable. Multiple regression analysis was done to determine which of the intrapersonal and interpersonal predictors contributed to leader success of junior officers in the SANDF. The results revealed significant positive relationships between the different components of EI, especially interpersonal EI skills, and the different components of PsyCap and leader success. Significant but low correlations were found for the intrapersonal EI skills, resilience (a component of PsyCap) and leader success. Significant but very low correlations and insignificant correlations were found between SOC and leader success. The multiple regression analysis was in line with the correlation results showing that total PsyCap (the strongest predictor) and total EI significantly made contributions to explaining and predicting leader success. The multiple regression analysis, in line with the correlation results, showed that SOC did not make a contribution to predicting leader success. The conclusion that was drawn from this study was that total EI and total PsyCap contribute to leader success.

This qualitative study, located within a postmodern and social constructionist framework, explores how the social identities of retired white Afrikaner ex-military South African Defence Force (SADF) servicemen are constructed in South Africa. It considers how retired white Afrikaner ex-military South African Defence Force (SADF) servicemen have chosen to define and experience their social identities in view of the transformed political, socio-cultural and economic landscape and dominant discourses to which they have had to adjust. The literature review describes the multiple, dynamic and socially constructed nature of identities, traces the reciprocal relationship between the individual and society, relates identity formation to the various social category memberships subscribed to by research participants, and elucidates the role of language in the construction of social identities. In this study, ‘discursive threads’ of race (whiteness), culture (Afrikaans traditions, language, practices), gender (masculinity), role status (retiree, ex-soldier) were all woven together by the multiplicity of meanings contained in drawn-upon discourses, which constructed the social identities of research participants. Social identity can be viewed as a compromise between assimilation with and differentiation from others, where the need for similarity is satisfied within ingroups, while the need for distinctiveness is met through inter-group comparison. Discourse analysis was used to analyse the texts produced during semi-structured interviews with five research participants. Additionally, the discursive psychological concepts of action orientation (and positioning were used to explore how temporal, multiple and fluid social identities of participants were constructed by their use of language and invocation of supporting, opposing and overlapping discourses. From the discourse analysis, five discourses were identified as being realised in the texts, namely: a discourse of discipline; a discourse of ‘same-ness’; a discourse of ‘different-ness’; a discourse of ‘loss’: “Old Soldiers never die; they just fade away”; and a discourse of ‘camaraderie’: “Esprit de Corps”. The participants’ accounts have highlighted the complexity, fluidity and multiplicity of identities and the impact of dominant discourses on the reciprocal relationships between individuals, groups and society. This study contributes significantly to the existing knowledge regarding white retired ex-servicemen of the SADF in South Africa by offering insights into how this ingroup defines, re-defines, negotiates and maintains its social identities in accordance with and in reaction to dominant discourses of the past and present.
Dissertation (MA)--University of Pretoria, 2013.
Psychology
unrestricted

Thesis (MCom)--Stellenbosch University, 2015
ENGLISH ABSTRACT : The continued and ever growing involvement of the South African National Defence Force (SANDF) to complex peacekeeping operations over the African continent has opened a platform in the academic field to better sharpen the SANDF’s performance and contribution to achieve peace in Africa. Previous deployments to various African countries has tested the SANDF’s level of preparedness. Although the organisation gives effort to train its forces to reach the desired level of combat readiness, the nature of the operations to which soldiers partake in has proven to be more demanding. This study was driven by the need to explore and provide a broader perspective of what constitute combat readiness. Utilising the SANDF, the study aimed to explore the relationship between the soldier’s relationship with the spouse (RWS) and the soldier’s relationship with the unit (RWU), and hardiness as a possible mediator variable to combat readiness (CR). Previous research and theories were explored to provide a theoretical background for the study variables. A non-experimental controlled inquiry was used to test the hypothesised relationship among the variables. A sample of 363 participants (across ranks, gender and race) was randomly selected from South African Infantry Battalion Group mobilising for a deployment to Sudan. Hypothesised relationships among the independent variables, mediator variable and dependent variable was determined using the correlational analysis (Spearman correlation). Partial Least Squares (PLS) – measurement and structural model was used to test the study model for combat readiness. The results showed significant correlations between the soldier’s RWS and CR. Furthermore, significant correlations were found between soldier’s RWU and CR. Partial mediation was explained by the path coefficients from RWU>hardiness>CR. No full mediating effect was found. The results also showed insignificant correlations between soldiers RWS and hardiness (rather than between soldier’s RWS and CR. These results were in support to previous research and proved to add insight to future research on CR.
AFRIKAANSE OPSOMMING : Geen opsomming beskikbaarbaar nie.

Thesis (MPA)--University of Stellenbosch, 2003.
ENGLISH ABSTRACT: South Africa has the world’s highest adult HIV infection rate in the world. Experts estimate that over 1 500 people are being infected with the HIV virus per day in South Africa. The virus is undoubtedly having a negative impact on the labour population of the country and will ultimately affect the productivity of South Africa. The Constitution of South Africa, Act 108 of 1996, firmly denounces any form of unfair discrimination. The White Paper on Defence charges the South African National Defence Force (SANDF) to be an operationally ready force. The potentially crippling effect HIV and AIDS can have on the effectiveness of SANDF is an area that needs to be researched. The military environment is unique in that it is considered to be a high-risk organisation in terms of HIV infection. Overseas deployment, male-dominated environments, risk-taking ethos and monthly income are all elements that accelerate the spread of HIV within the SANDF. The SANDF is a dominant member of the Southern African Development Community (SADC) and is involved in Peace Support Operations (PSO) throughout the African continent. This military intervention is predicted to increase with time. HIV in sub-Saharan Africa has infected over 30 million people – many with little or no primary health care. The South African coastline is nearly 3 000km in length with six world-class harbours. These are strategic points that contribute to South Africa’s economic prosperity on the African continent. It is the SA Navy’s role to ensure that these harbours are well-guarded. The personnel responsible for patrolling the waters of the South African coastline need to be exposed to the proper training to be competent at this task. Military training needs to prepare learners in the event of combat. This simulation of the combat environment may lead to injuries that heighten the threat of HIV transmission. SANDF training units traditionally discharge those members who are medically unable to complete the mental and physical requirements of the course. The Military Training for Officers Part One (MTO1) course of the SA Navy is no different. HIV has created a new dynamic in that medical confidentiality protects the status of those people who are infected. Current SANDF policy does not offer sufficient guidelines to training units when dealing with learners who are infected with HIV. Human rights are constitutionally protected and unfair discrimination of any form is prohibited. The SANDF still needs to be operationally deployable and uniform members with HIV hinder this requirement. The question really is: is it fair discrimination to disallow/remove uniform members from the MTO1 course if they are HIV positive? The purpose of this research is to establish what the best practises would be in managing HIV positive learners in the military training environment. The work environment would have to be researched to determine whether or not the threat of HIV transmission exists. Learners would be approached to determine if they felt they were at risk during training exercises. The training staff who execute the training exercises would need to be asked if they felt endangered or exposed to HIV infection during these exercises. Military medical personnel who deal with either training or HIV in their everyday jobs would then review this data. The social stigma surrounding HIV is one of the challenges within this research design. The ethics and legality of mandatory HIV testing in the SANDF is an area that has sparked reaction from human rights movements. The compromising of human rights for the sake national security is an area of proportionality that raises new debates with the advent of HIV. There are various alternatives of managing HIV within the SANDF that should be considered. The current SANDF HIV policy is, at best, vague when dealing with specific training issues. This research intends on making policy-makers within the SANDF aware of the need to make definitive policy decisions to ensure that HIV does not compromise the effectiveness of the SANDF.
AFRIKAANSE OPSOMMING: Die hoogste volwasse HIV infeksie in die wêreld, kom tans in Suid Afrika voor. Deskundiges is van mening dat daar daagliks in Suid Afrika meer as 1500 mense met die virus besmet word. Die virus het ‘n definitiewe negatiewe impak op die Suid Afrikaanse arbeidsmark, en sal onomwonde die produktiwiteit van Suid Afrika beinvloed. Die Suid Afrikaanse Grondwet, Wet 108 van 1996 verbied onomwende enige vorm van onbillike diskriminasie. Die Witskrif ten opsigte van Verdediging verwag van die Suid Afrikaanse Nasionale Weermag (SANW) om 'n operasioneel voorbereide mag te wees. Die potensiële krippelende effek wat HIV/VIGS op die effektiwiteit van die SANW kan hê is ‘n area wat indiringende navorsing benodig. Die militere omgewing is uniek in die opsig dat dit beskou word as ‘n hoë risisko organisasie in terme van HIV infeksie. Internationale ontplooiings, manlik-georiënteerde omgewings, risiko-bepalende faktore, en maandelikse inkomste is almal elemente wat die verspreiding van HIV binne die SANW verhoog. Die SANW is die dominante lid van die Suider Afrikaanse Ontwikkelings Gemeenskap en is betrokke in vredes ondersteunnings operasies binne Afrika. Die word in die vooruitsig gesien dat die bogenoemde intervensies met tyd sal toeneem. In die Sub-Saharastreek het die HIV virus reeds 30 miljoen mense geïnfekteer – baie met min, of geen primêre gesondheidsorg tot hul beskikking. Die Suid Afrikaanse kuslyn is bykans 3 000 km in lengte, met ses wereldstandaard hawens, geleë langs die kuslyn. Laasgenoemde is strategiese punte wat bydra tot die ekonomiese vooruitgang binne die Afrika kontinent. Dit is die SA Vloot se verantwoordelikheid om toe te sien dat die hawens goed bewaak word. Die personeel verantwoordelik vir die patrolering van die waters langs die Suid Afrikaanse kuslyn moet blootstelling kry aan voldoende opleiding om die taak te kan verrig. Militêre opleiding moet leerders voorberei vir die moontlikheid van konflik. Hierdie simulering van die gevegs/konflik omgewing mag lei tot beserings wat die risiko ten opsigte van HIV verspreiding mag verhoog. Die SANW opleidingseenhede, het tradisioneel lede ontslaan wat nie aan die fisiese en geestelike vereistes van die kursus kon voldoen nie. Die Militêre opleiding vir Offisiere Deel Een kursus (MOO1) binne die SA Vloot is presies dieselfde. HIV het ‘n nuwe dinamika veroorsaak naamlik, mediese vertroulikheid, wat die status van geaffekteerde lede beskerm. Huidige SANW beleid verskaf onvoldoende riglyne aan opleidingseenhede vir die hantering van leerders wat die HIV virus onder hande het. Mense-regte word konstitusioneel beskerm en enige vorm van diskriminasie word verbied. Daar word egter steeds van die SANW verwag om operasioneel ontplooibaar te wees, en uniform lede met HIV verhinder hierdie bepaling. Die vraag is: Is dit billike diskriminasie om lede wat HIV positief is van die MOO1 kursus te verwyder? Die doel van hierdie navorsing is om te bepaal wat die beste praktyke sou wees in die bestuur van HIV-positiewe leerders in die militêre opleidings omgewing. Die werksomgewing sal nagevors moet word om te bepaal of die bedreiging van HIV-verspreiding bestaan aldan nie. Leerders sal genader moet word om te bepaal of hul ter eniger tyd gedurende opleidingsoefeninge gevoel het dat die risisko van blootstelling te hoog was. Die opleidings staflede wat die opleidings oefeninge oorsien sal gevra moet word of hul ter enige tyd bedreig of blootgestel gevoel het tot HIV infeksie. Militêre mediese personeel wat daagliks met opleiding of deur middel van hul daaglikse werk met HIV te doen het sal die data hersien. Die sosiale stigma ten opsigte van HIV-toetsing is een van die uitdagings binne hierdie navorsings onderwerp. Die etiek en regsgeldigheid van verpligte HIVtoetsing binne die SANW is ‘n area wat geweldige reakise ontlok het van menseresgte bewegings. Die kompromittering van menseregte ten gunste van nasionale sekuriteit is ‘n area van proportionaliteit wat nuwe debatering openbaar in die koms van HIV. Daar is verskeie alternatiewe vir die bestuur van HIV binne die SANW, wat oorweeg kan word. Die huidige SANW HIV beleid is, ten beste, uiters vaag met die hantering van spesiefieke opleidingsgeleenthede. Die navorsing beoog om beleidsmakers binne die SANW bewus te maak van die behoefte om definitiewe besluite te verseker dat HIV nie die effektiwitet van die SANW beinvloed nie.

Thesis (PhD)--University of Stellenbosch, 2003.
457 Leaves printed single pages, preliminary pages i-xxvii and 429 numberd pages. Includes bibliography. List of figures, List of tables.
ENGLISH ABSTRACT: POLICY SYSTEM ANALYSIS OF MILITARY TRAINING IN THE SOUTH AFRICAN NATIONAL DEFENCE FORCE Borders in a global economy market exist only to determine the sovereignty of nations. Modern military interventions on the other hand are caught up in a struggle to stabilise international focal points. In the midst of this struggle, is the South Africa National Defence Force, in a process of change on the way to a supportive role to the African Renaissance and an upliftment mandate of the South African society. The South African government is caught in a battle against poverty, illiteracy and unemployment of an abundance of general workers, opposing a shortage of speciality skills measured against the National Qualifications Framework. The National Defence Force in contrast, attempts to create a meaningful military development training policy for the backbone of the National Defence Force, the non-commissioned officer. This military development training policy should not only adhere to economic restrictions of the Defence Budget, but should also acknowledge the potential and skills of this specific group. A literature survey as well as an empirical study of the non-commissioned officer's military development training policy in respect of the different arms of service in the National Defence Force shows that up to 18% of the personnel budget is spent on training. In the midst of this tendency, military development training does not keep up with changing training policy systems in South Africa, and that its effectiveness should therefore be improved in an integrated military developmental training system. The study has found that there are gaps in the military developmental training policy where learners in the South African Army have to meet far more course requirements than their peers in other Arms of the Service. Furthermore, the standard of curricula of the different training courses is not the same. Both these problems could be solved by way of one responsible, joint training department in the National Defence Force.In an emotional protection of a defence force culture, the National Defence Force creates a training budget monster, where seven different training units' supply the same training. According to the different developmental training curriculums, with small exceptions of arms of service specific training, developmental training could easily be presented in one or two separate National Defence Force Units. This idea will support the concept of one force and joint operations. In addition this idea will ensure that the National Defence Force exists within a National Defence Force culture followed by an arm of service culture that is supported by a functional culture.
AFRIKAANSE OPSOMMING: BELEIDSTELSELANALISE VAN MILITÊRE OPLEIDING IN DIE SUIDAFRIKAANSE NASIONALE WEERMAG Grense bestaan in ’n globale ekonomiese omgewing slegs ten einde die soewereiniteit van volke te bevestig. Moderne militêre intervensies hierteenoor is gewikkel in ’n stryd om internasionale brandpunte te stabiliseer. Te midde van hierdie stryd is die Suid-Afrikaanse Nasionale Weermag in ’n toetstand van verandering, onderweg na ’n ondersteuningsrol tot die Afrika-Renaissance en opheffingsopdrag van die Suid-Afrikaanse samelewing. Die Suid-Afrikaanse regering veg teen armoede, ongeletterdheid en werkloosheid wat ’n oorvloed algemene werkers bied, teenoor ’n skaarsste aan spesialisvaardighede, gemeet teen die Nasionale Kwalifikasieraamwerk. Die Nasionale Weermag hierteenoor, poog om vir die ruggraat van die Nasionale Weermag, die Onderoffisier, ’n betekenisvolle militêre ontwikkelingsopleidingbeleid daar te stel. Hierdie ontwikkelingsopleidingsbeleid moet nie slegs aan die ekonomiese beperkings van die Verdedigingsbegroting voldoen nie, maar moet ook aan die ontwikkelingspotensiaal en vaardighede van hierdie groep erkenning verleen. ’n Literatuuroorsig sowel as ’n empiriese ondersoek na die militêre ontwikkelingsopleidingsbeleid van onderoffisiere ten opsigte van die verskillende weermagsdele in die Nasionale Weermag toon dat die Weermag tot 18,2% van die personeelbegroting aan opleiding spandeer. Te midde van hierdie tendens hou militêre ontwikkelingsopleiding nie tred met die veranderende opleidingsbeleidstelsels in Suid-Afrika nie en kan die effektiwiteit daarvan in ’n geïntegreerde militêre ontwikkelingsopleidingstelsel verbeter word. Die ondersoek het bepaal dat daar veral leemtes bestaan in die militêre ontwikkelingsopleidingsbeleid, aangesien leerders in die Suid-Afrikaanse Leër aan veel meer kursusvereistes moet voldoen as hulle gelykes in die ander weermagsdele. Verder is die standaard van die kurrikulums van die verskillende opleidingskursusse ook nie dieselfde nie. Beide hierdie probleme sou opgelos kon word deur middel van een verantwoordelike, gesamentlike opleidingsdepartement in die Nasionale Weermag.In ’n emosionele beskerming van ’n weermagsdeelkultuur, skep die Nasionale Weermag ’n opleidingsbegrotingsmonster, waar sewe verskillende opleidingseenhede dieselfde opleiding verskaf. Die verskillende ontwikkelingsopleidingskurrikulums, met die uitsondering van ’n beperkte aantal weermagsdele wat unieke opleiding verskaf, kan gemaklik onder die vaandel van een of twee Nasionale Weermagsdeeleenhede aangebied word. Hierdie gedagte sal steuning verleen aan die Een Mag en Gesamentlike Operasionele gedagte van die Nasionale Weermag. Verder sal hierdie visie verseker dat die Nasionale Weermag eerstens bestaan binne ’n Nasionale Weermag kultuur, gevolg deur ’n Weermagsdeelkultuur wat gerugsteun word deur ’n funksionele kultuur.

Thesis (MMil)--University of Stellenbosch, 2004.
ENGLISH ABSTRACT: HIV/AIDS is spreading through Africa in epidemic proportions. Hundreds and thousands of people are infected on a daily basis. This pandemic destroys the emotional and physical strength of individuals. In Sub-Saharan Africa there is an estimated 28,1 million people living with HIV/AIDS. The military forces of Africa are not immune to this. Growing concern has shifted the focus of HIV/AIDS to the armed forces because they generally have higher levels of HIV/AIDS than the civilian population. Within the military it is critical that HIV/AIDS be managed in a manner that retards the spread of the virus as well as the negative impact that it has. The cornerstone of combat efficiency within the SANDF is its infantry section, a group of people forming the basis for the rest of the operational force structure that is deployed within an operational area. The deployment areas are dangerous and unstable and are conducive to the spread of HIV/AIDS. When forces are deployed within the operational area, they forge a bond built on trust, loyalty and a confidence in each other's work capability. HIV/AIDS impacts on this capability and results in an environment characterised by low morals, discrimination and stigma. The important element is to make soldiers aware of the implications of HIV/AIDS, and the perceptions that exist about people living with the disease. The success lies in the correct management in terms of prevention and protection. A clear understanding of the disease is the most important element in starting an effective prevention programme. People have to understand that HIV/AIDS is not only a medical problem, but also has far-reaching social and security implications. It not only affects the infected but also their families, relatives and friends. The infection has an enormous social impact that should not be underestimated. If left unchecked, HIV/AIDS will cripple the SANDF. implications. It not only affects the infected but also their families, relatives and friends. The infection has an enormous social impact that should not be underestimated. If left unchecked, HIV/AIDS will cripple the SANDF.
AFRIKAANSE OPSOMMING: MIVNIGS word tans in Afrika deur duisende mense versprei en bereik epidemiese vlakke. Hierdie virus val die mens se fisiese en geestelike krag aan. In Afrika benede die Sahara is daar omtrent 28,1 miljoen mense wat met MIVNIGS leef. Die militêre mag van Afrika is nie imuun teen die stryd. Grootskaal se kommer is gefokus op die gewapende magte van Afrika omdat die militêr geneig is om meer MIVNIGS positiewe mense te hê as die siviele omgewing. Binne die militêr is dit krities dat MIVNIGS op so "n manier bestuur word dat die verspreiding van hierdie siekte belemmer word. Die infanterie seksie is die hoeksteen van vuurkrag effektiwieteit binne die SANW. Hierdie seksie is die fondament van die operasionele mag wat binne operasionele gebiede ontplooi word. Hierdie gebiede word gekenmerk deur gevaar en onstabiliteit wat die verspreiding van MIVNIGS vergemakiIk. Wanneer hierdie mag ontplooi word, is dit op die beginsel van vertroue in mekaar, lojaliteit en in "n geloofwaardigheid in mekaar se werksvermoë. MIVNIGS impak direk op hierdie beginsels en veroorsaak "n omgewing wat deur lae morele waardes, diskriminasie en negatiewe persepsies gekenmerk word. Dit is belangrik dat die soldaat ingelig word oor die persepsies en impak wat MIVNIGS moontlik kan hê. Die korrekte bestuur sal die mate van sukses bepaal hoe hierdie virus gehanteer kan word. "n Volle begrip sal die deurslaggewende beginsel wees in die effektiewe beheer van MIVNIGS word. Mense moet verstaan dat MIVNIGS nie net "n mediese probleem is maar dat dit ook "n verreikende effek het op die sekuriteit en sosiale dele van ons lewens. Dit impak ook op die families van die wat siek is, en die impak moet nie onderskat word nie. Die SANW sal tot sy knie gebring word sou hierdie virus onbepaald voortgaan.

Thesis (M Social Work (Social Work))--University of Stellenbosch, 2009.
An exploratory research design together with a quantitative research approach were chosen to determine whether military social workers possess the necessary knowledge, skills and values to mentor Officers Commanding (OCs) in the South African Military Health Service (SAMHS). The motivation for this study was based on questions the researcher asked as to whether there was a link between the methods in social work intervention processes, supervision and mentoring processes. During the preliminary investigation, the researcher found that no prior research under this specific subject was undertaken. The researcher also determined from her role as consultant to Officers Commanding in the SAMHS, that whereas military social workers received supervision upon joining the South African National Defence Force (SANDF), OCs, received no formal mentoring. It was also found that although a mentoring policy in the Department of Defence (DOD) existed, no evidence existed that a mentoring programme was implemented in the SAMHS. The goal of the study is therefore to provide military social workers with a framework of a mentoring process for Officers Commanding in the SAMHS. The literature study firstly focused on describing the military social work environment in which the military social worker is employed, as well as theoretical frameworks that guide the military social worker’s task. Although more than one theoretical framework was discussed, the main focus was on the systems theory and ecological perspective. The work environment of the OC was also included, as well as the challenges of their functions, tasks and roles in the SAMHS. Primarily, the literature study explored the knowledge, skills and values of the military social worker and the mentoring process. The sample that was selected for this study was 46 military social workers that represented all the chief military social workers in specialist posts and those with a higher ranking from Captain to Colonel. A quantitative investigation was undertaken by means of a questionnaire which was completed in groups in the respective provinces. The results of the investigation largely confirmed the findings of the literature study namely that military social workers do fit the requirements to mentor. These requirements to mentor were evident in the results of the knowledge, skills and values of military social workers and their understanding of the parallels between the methods in social work, supervision and the mentoring process. The results gave an indication of the knowledge, skills and values of military social workers to mentor Officers Commanding in the SAMHS, and the framework of the mentoring process and how it relates to the casework, group work and supervision processes in social work. The recommendations demonstrated that a central body should be identified to coordinate and plan a mentoring programme in the SAMHS. The recommendations also include that the Directorate Social Work should provide clear guidelines on how military social workers should implement the DOD Mentoring policy, and ensure that military social workers are trained in staff development methods and its processes. The recommendations included further research: both quantitative and qualitative research by means of questionnaires and interviews with OCs, as well as monitoring and evaluation of the mentoring process. This information will benefit military social workers in their training as mentors. In implementing these recommendations, military social workers will be able to contribute significantly to the development of Officers Commanding in the SAMHS and the profession of social work.

Bibliography
Thesis (MPhil (Military Science. Security Management))--University of Stellenbosch, 2011.
ENGLISH ABSTRACT: The South African Navy (SAN) was created after the First World War as an indigenous naval capability for South Africa was deemed necessary. Its roles and responsibilities through the years have depended on both the requirements of the state, and the political realities of the time. Possible future roles in peace support would therefore depend on political requirements as well as the capabilities and composition of the SAN. To date, the SAN has only contributed to peace support by way of the patrols carried out by the SAN Operations Boat Squadron on Lake Tanganyika, and assistance from the Maritime Reaction Squadron in VIP protection duties in Burundi. The seemingly minor nature of this contribution is disconcerting, because the contributions of the SANDF in present (ongoing) peace support are very highly rated by the South African Government. To enhance its visibility, the SAN should preferably play a more visible role in peace support in Africa, and generally in assisting in the maintenance of good order at sea around the African coastline. The potential contributions to or during peace support activities should therefore not only be seen as the direct support which the SAN can give to land forces carrying out peace support in a specific country, but also the support the SAN can give to maintaining good order in the corresponding, and other African, maritime zones. Potential contributions and roles of the SAN in particular therefore need to be interrogated more comprehensively to foster a deeper understanding of this unexplored field of study within the peace support environment, and that of Africa in particular. To determine the possible contributions and roles of the SAN, the traditional roles and the doctrines of navies (specifically those involved in peace support operations) were investigated. It was found that the roles emanating from the traditional roles for navies were assimilated into navies. doctrines, roles and tasks. Possible roles and missions for the SAN are reflected in the SAN Maritime Doctrine. Regional expectations have added more roles and missions like the sharing of training, assets, expertise, information, the requirement of maintaining maritime security and the maintenance of good order at sea. The assets available in the SAN (and the future assets) seem to be adequate to carry out possible peace support activities. However, the potential roles and contributions of the SAN to peace support will be limited by the scope of future budgets and the shortages of skills, equipment and capacity. The foreseen budgets available will not allow participation in activities beyond those being undertaken at present. Unless more funding is received, the potential roles and contributions of the SAN towards peace support activities in Africa will probably not extend beyond some lake patrols and VIP protection.
AFRIKAANSE OPSOMMING: Die Suid Afrikaanse Vloot (SAV) het na die Eerste Wêreld Oorlog tot stand gekom omrede so 'n inheemse vloot as broodnodig vir Suid Afrika beskou was. Die SAV se rol en verantwoordelikhede was deur die geskiedenis gerig deur die behoeftes van die regering van die dag en van die politieke oorwegings van die oomblik. Toekomstige verantwoordelikhede vir vredesteun sal insgelyks afhang van politieke oorwegings, sowel as die aard van, en bates beskikbaar vir, die SAV. Tot dusver was die SAV bydrae aan vredesteun beperk tot patrollies deur die SAV Operasionele Booteskader op die Tanganjika meer in Burundi, en bystand deur die Maritieme Reaksie Eskader met BBP werk in Burundi. Hierdie geringe bydraes is onstellend omrede vredesteun pogings belangrik geag word deur die Suid Afrikaanse regering. Die SAV sal dus 'n groter rol in vredesteun in Afrika moet speel, en veral in die instandhouding van goeie orde op see, ten einde beter sigbaarheid te bewerkstellig. Die potensiële SAV bydraes aan vredesteun aktiwiteite moet dus nie slegs gesien word in die direkte SAV steun aan landmagte betrokke by vredesteun in een of ander land nie, maar ook in die bydrae tot die instandhouding van goeie orde in die ooreenkomstige maritieme omgewings in Afrika. Potensiële SAV bydraes moet daarom in diepte ontleed word ten einde 'n beter insig te vekry in die maritieme streke (veral in Afrika) waar tot dusver maar min navorsing gedoen is. Om hierdie potensiële bydraes te bepaal, is die tradisionele rol en doktrines van vlote (veral die wat betrokke is by vredesteun) ondersoek. Daar is bevind dat die huidige doktrines, rol en take van vlote voortgevloei het uit die tradisionele rol van vlote. Moontlike rolle en bydraes van die SAV is reeds beskikbaar in die SAV Maritieme Doktrine (2006). Verdere moontlike bydraes spruit voort uit die verwagtinge van die verskillende streke in Afrika soos die deelname in Suid Afrikaanse opleiding, kundigheid en informasie, en die behoefte aan instandhouding van maritieme veiligheid en goeie orde op see. Die huidige en toekomstige bates van die SAV (insluitende skepe, eenhede en personeel) blyk voldoende te wees om by te dra tot moontlike vredesteun aktiwitiete. Die moontlike bydraes sal egter beperk word deur ontoereikende toekomstige begrotings en tekortkominge met betrekking tot kundigheid, toerusting en kapasiteit. Trouens, die huidige en toekomstige begrotings is ontoereikend vir verdere vredesteun bydraes buiten dit wat tot dusver gelewer word. Sonder 'n toename in die begroting sal die vredesteun pogings van die SAV beperk bly tot patrollies deur die SAV Operasionele Booteskader op die Tanganjika Meer, en bystand deur die Maritieme Reaksie Eskader in BBP werk.

Thesis (MA)--University of Stellenbosch, 2002.
ENGLISH ABSTRACT: Map reading forms an integral part of every soldier's training. Although all troops are exposed to map reading during basic training, they thereafter do not frequently work with maps on a daily basis, but are still required to apply this knowledge during field exercises or combat situations. Various forms of training are available. Computer Based Training (CBT) is a technique that may contribute to the improved acquisition and retention of knowledge when the subject matter requires of students to visualise concepts, as CBT engages multiple senses. CBT incorporates principles from the Component Display Theory and Constructivism, which suggest that CBT might result in superior map reading competencies when used as an alternative to conventional, classroom based, map reading instruction. .The objective of this study was firstly to determine whether CBT, compared to conventional classroom instruction, enhances the acquisition of knowledge when teaching users how to read a two-dimensional (2D) map. In addition, the study had as its objective to determine whether CBT leads to improved retention of 2D map reading knowledge over a one month period when compared to conventional instruction. Finally the study aimed to determine the factors that influence learning when using CBT as the training medium. A basic randomised, between subjects research design, was used to test the hypotheses that eBT would result in the improved acquisition and retention of 2D map reading competencies. The control group consisted of 30 students and the experimental CBT group of 29 students. All subjects were personnel from the School of Armour of the South African National Defence Force. With regards to map training, the majority of the students had exposure to Geography up to grade 12 or further training. A new training programmewas designed. The programmewas developed in two equivalent formats, one appropriate for conventional classroom instruction (control group), and a eBT format for the experimental group. Each student received two manuals. One was a self-study manual that had to be completed before commencing with the course, and the other was received on the first day of the course. Both the trainers also received a manual that contained all the correct answers to the map reading problems forming part of the programme. The eBT programme was designed on paper with the help of a template for the storyboard. A lesson was designed for each day of the course, but students could review any lesson previously studied. Before the students started with lesson 1, they had to complete a test on the computer to determine the extent to which they have acquired the information in the self-study manual. After passing the test the students could select lesson 1. A mind-map was designed for each lesson to help students orientate themselves. For both groups the information studied was placed in the context of "Operation Night Owl", an interactive practical mission. The eBT group had the computer as a guide, providing textured maps and possible answers. Three tests were used to evaluate the students and to gather data regarding their performance. The students were not informed about these tests as the researcher wanted to measure natural acquisition and retention, and not the amount of time that they had studied. Analysis of variance (ANOVA) indicated that the two groups did not differ statistically significantly (p>,05) in their initial degree of map reading knowledge. The average test percentage increased from the pre-test to the first post-test (knowledge acquisition), indicating that the class group increased by 15,2 % and the eBT group by 19 %. Hypothesis 1 states that eBT in comparison to traditional instruction enhances the acquisition of map reading knowledge when teaching users how to read a 2D map. The difference between the class and eBT means for post-test 1 (knowledge acquisition) was, however, statistically insignificant (p>,05). A comparison of the means of the post-test 2 (retention) results of the class and eBT groups clearly indicates that the performance levels retained one month after training, also do not differ statistically significantly (p>,05). The study therefore also fails to corroborate the hypothesis that eBT would result in the greater retention of map reading knowledge when compared to conventional classroom instruction. Based on the results found when eBT results were compared with the traditional classroom technique, it may be advisable to combine classroom teaching with eBT. During the completion of the mission segment of the course, students tended to form natural groups to complete the questions. As working together may result in better understanding of new information (peers learn from each other), it is therefore recommended that the eBT map-reading course be combined with more discussion groups. In conclusion, the results do not suggest that eBT is a superior training technique for the teaching of map reading competencies. Numerous literature sources however do indicate that eBT can contribute significantly to the learning experience, making it still plausible that eBT could indeed, upon further refinement of the programme, contribute to teaching of map reading competencies.
AFRIKAANSE OPSOMMING: Kaartlees vorm 'n integrale deel van elke soldaat se opleiding. Alhoewel elke soldaat blootgestel word aan kaartlees tydens basiese opleiding, word daar nie op 'n daaglikse basis daarmee gewerk nie. Dit blyegter nodig om kaartlees tydens veld-oefeninge en aanvalsituasies toe te pas. Verskillende vorme van opleiding is beskikbaar t.o.v. die aanleer van kaartleestegnieke. Rekenaargebaseerde Dnderrig (RGD) is 'n tegniek wat veelvoudige gewaarwordinge insluit, en dus 'n bydrae tot beter leer en retensie van kennis kan lewer, wanneer dit van die student verwag word om konsepte te visualiseer. RGD sluit eienskappe van Komponent-tentoonstellingsteorie en Konstruktiwiteitsteorie in wat tot verbeterde kaartlees bevoegdheid mag lei indien dit as 'n alternatief tot die konvensionele klaskamer-gebaseerde kaartlees gebruik word. Die doel van die studie was eerstens om vas te stelof RGD, in vergelyking met die konvensionele klaskamermetode, 'n groter bydra lewer in die leer en retensie van kennis wanneer studente geleer word om 'n 2-dimensionele (2D)-kaart te lees. Tweedens stel die studie dit ten doelom vas te stelof RGD, in vergelyking met die konvensionele metode, tot verbeterde retensie van 2D-kaartlees kennis oor 'n een-maand tydperk lei. Laastens beoog hierdie studie om vas te stel watter faktore leer beïnvloed wanneer RGD as 'n opleidingsmedium gebruik word. 'n Basiese, ewekansige, tussen-groep navorsingsontwerp is gebruik om die hipotese dat RGD sal lei tot die verbeterde leer en retensie van 2D-kaartleesbevoegdhede, te toets. Die kontrolegroep het bestaan uit 30 studente en die eksperimentele RGD-groep uit 29 studente. Die steekproef was troepe van die Pantserskool van die Suid Afrikaanse Weermag. Die meerderheid van die steekproef het blootstelling aan Aardrykskunde tot graad 12 of verder gehad. 'n Nuwe opleidingsprogram is ontwerp. Die handleidings is ontwerp in 'n formaat geskik vir konvensionele klaskamer instruksie (kontrole groep) so wel as 'n formaat geskik vir RGO (eksperimentele groep). Elke student het twee handleidings ontvang. Die een was 'n self-studiehandleiding wat voor die aanvang van die kursus voltooi moes word, en die ander een is op die eerste dag van die kursus ontvang. Albei die instrukteurs het ook 'n handleiding ontvang wat die korrekte antwoorde rakende die kaartleesprobleme bespreek in die program bevat het. Die RGO program is op papier ontwerp met die hulp van 'n skermplaat. 'n Les is uitgewerk vir elke dag van die kursus, maar studente kon enige van die vorige behandelde lesse hersien. Voordat die studente met les 1 kon begin moes elkeen eers 'n toets op die rekenaar voltooi om te bepaal hoeveel inligting in die self-studie handleiding bemeester is. Sodra die toets geslaag is kon die student les 1 selekteer 'n Skematiese voorstelling is vir elke les ontwerp om die studente te help om hulleself te oriënteer. Die inligting wat deur beide groepe bestudeer is, is in die konteks van "Operasie Naguil", 'n interaktiewe praktiese opdrag, geplaas. Die RGO groep het 'n rekenaar as 'n riglyn gehad wat getekstureerde kaarte en moontlike antwoorde verskaf het. Drie toetse is gebruik om die studente mee te evalueer en data aangaande hulle vordering te verky. Die studente is nie ingelig oor die toetse nie aangesien die navorser hulle natuurlike leer en retensie van kennis wou toets en nie kennis verkry a.g.v. tyd spandeer aan studie nie. Die variansie-ontleding (ANOVA) het aangedui dat die twee groepe se kaartleeskennis aanvanklik nie statisties beduidend (p>,05) verskil het nie. Die gemiddelde toetspersentasie vanaf die vooraf-toets tot die eerste na-toets (leer) het getoon dat die klasgroep met 15,2% en die RGO groep met 19 % verbeter het. Die eerste hipotese het getoets of RGD tot In vebetering in leer en retensie sal lei teenoor traditionele klasrnetodes. Die verskil tussen die klas en RGD gemiddeld vir na-toets 1 (leer) was statisties onbeduidend (p>,05). 'n Vergelyking van die gemiddelds van die tweede na-toets (retensie) het ook nie 'n statisties beduidende verskil getoon nie (p>,05). Die studie slaag dus nie daarin om te bewys dat RGO tot beter retensie van kaartleeskennis in teenstelling met konvensionele klasonderrig lei nie. Die resultate suggereer dat dit raadsaam mag wees om klasonderrig te kombineer met RGO. Tydens die voltooiing van die missies het die studente 'n neiging getoon om vanself groepe te vorm om die vrae te voltooi. As nuwe inligting beter verstaan word deur in groepe saam te werk (groeplede leer by mekaar), kan dit dus aanbeveel word dat die RGD kaartleeskursus gekombineer word met meer besprekingsgroepe. Ten slotte word daar nie bevind dat RGO In beter opleidingstegniek vir die onderrig van kaartleestegniek is nie. Verskeie bronne dui wel daarop dat RGO 'n betekenisvolle bydrae tot die leerondervinding kan lewer. Dus, met verdere verbetering van die program, sou RGD wel moontlik kon bydra tot die onderrig van kaartlees-bevoegdhede.

Thesis (MA)--University of Stellenbosch, 2002.
ENGLISH ABSTRACT: The primary objective of the South African National Defence force is the protection of its citizens against external threats. The nature of the work, especially in operational situations, very often causes members of the SANDF to work in remote and unknown territory. The SANDF is composed of different units such as the army, air force and navy. All of these units typically control a specific aspect of the environment, especially in operational situations, and is very often also geographically spread over a large area. The battle commander would typically be in charge of all these units and must direct and control them efficiently towards achieving their assigned mission. In order to be an effective battle commander, the commander must thus be able to understand the terrain that his/her units are operating in, and maps are often the only information to base such understanding on. Map use is thus a critical success factor in effective battle command, and also for every member of the units navigating the often unknown terrain. The aim of the study is to conduct an investigation into the status quo of map use proficiency in the military, and specifically the South African National Army. The investigation comprises the following: • To conducting a detailed task analysis into map use in a military context, in order to establish specific map use functions and related skills regarded as critical in the military context. • The development of a proficiency test, taking the form of a questionnaire, based on the skills identified in the task analysis. Comparing the results of the questionnaire with map use skills identified in the task analysis, to determine the level of map use proficiency in military context. The secondary aims of the study comprise the following: • To investigate the level of map use training and determine if a need exists in term of additional map use training in the military, based on subjective opinions. • To investigate the level of computer literacy and the need for formal computer training in the military context. The key conclusions of the study are the following: • A gap between optimal and actual performance has been identified in terms of map use in the military context. • This gap can largely be attributed to insufficient structures and processes within the military context to facilitate effective map use.
AFRIKAANSE OPSOMMING: Die primêre doel van die Suid-Afrikaanse Nasionale Weermag is om die burgers van die land te beskerm teen eksterne gevare. Die aard van die werk veroorsaak dat soldate, tydens operasionele toestande, dikwels na onbekende en vreemde areas verplaas ten einde bogenoemde primêre doel te bereik. Die weermag bestaan tipies uit verskillende eenhede, wat elk gefokus is op die verrigting van spesifieke funksies, en dikwels geografies wyd versprei is. In gesamentlike operasies, is die operasie bevelvoerder tipies in beheer van die verskillende eenhede en moet hy toesien dat hul bewegings gekoordineer is ter bereiking van hul doel. Die operasie bevelvoerder, ten einde die doelwit effektief te bereik, moet in staat wees om die terrein waar die verskillende eenhede beweeg te ontleed, en effektief tot doelbereiking kan benut. Kaarte is een van die primêre bronne van inligting, ten einde die terrein te ontleed om dit sodoende tot voordeel te kan gebruik. Effektiewe gebruik van kaarte is dus 'n kritieke faktor wat bydra tot die sukses van die operasie bevelvoerder, asook vir feitlik elke lid binne die verskillende eenhede wat deur dikwels onbekende terrein moet navigeer. Die doelwitte van die studie is om 'n ondersoek in te stel na die status quo met betrekking tot kaart-gebruiksvaardigheid in die Suid Afrikaanse Nasionale Weermag. Die studie behels die volgende: • 'n Omvattende taak-analise ten opsigte van die gebruik van kaarte in die militêre konteks, om sodoende spesifieke funksies en verwante vaardighede te identifiseer wat as kritiek vir die militêr beskou word. • Om 'n vaardigheidstoets in 'n vraelys te inkorporeer, gebaseer op bogenoemde geïdentifiseerde kaart-gebruiksvaardighede. • Om die resultate van die vaardigheids-toets te vergelyk met dié geïdentifiseer in die taak-analise, om sodoende die vlak van kaartgebruiksvaardighede te bepaal in die militêre konteks. Die sekondêre doelwitte behels die volgende: • 'n Ondersoek na die vlak van kaart-gebruiksopleiding en om te bepaal of 'n behoefte bestaan na verdere kaart-gebruiksopleiding, gebaseer op subjektiewe opinies. • 'n Ondersoek na die vlak van rekenaargeletterdheid, en die behoefte aan rekenaar-opleiding. Die afleidings wat uit die studie gemaak kan word is die volgende: • daar bestaan 'n prestasie-gaping tussen optimale and werklike prestasie met betrekking tot die gebruik van kaarte in die militêre konteks, en • hierdie gaping kan grootliks toegeskryf word aan onvoldoende strukture binne die miliêre konteks, wat nie kaart-gebruiksvaardighede fasiliteer nie.

Thesis (MMil)-- Stellenbosch University, 2013.
ENGLISH ABSTRACT: Germany’s declaration of war on Poland on 1 September 1939 and the consequent war in Europe not only found the Union of South Africa politically divided but militarily unprepared to fight a modern war let alone make any worthwhile contribution toward its European allies’ war effort. The task of getting South Africa into the fight fell to newly appointed Prime Minister J.C. Smuts who cleverly outmanoeuvred J.B.M. Hertzog as leader of the nation. Not only was the Union Defence Force (UDF) severely ravaged by several budget cuts during and after the depression but it seemed to have no inclination of embracing the kind of mechanisation that was the hallmark of most European armies. Within the space of a year Smuts managed to transform the UDF and on 17 July 1940 the 1st South African Infantry Brigade set sail for East Africa where Mussolini’s Italians reigned supreme after brushing aside a couple of British border guards and laying claim to a few miles of British territory. One of the units dispatched by Smuts was the 1st Royal Natal Carbineers from Pietermaritzburg in Natal. Throughout the campaign the Regiment’s C Company fought with distinction but had the dubious honour of being the South African unit that suffered the most casualties during the whole campaign. Several of C Company’s men then become the vehicles through which the remainder of the war is experienced as the men were moved from one theatre of battle to another. Through their eyes the hunting trips into the East African bush and the death of their Commanding Officer, among other things, are relived. The victorious Springboks are then sent to Egypt where they were needed in an effort to break the deadlock that existed between the British 8th Army and the German Afrika Korps. Amidst the ebb and flow of the battle the men of C Company still found time to experience the sights and sounds of Africa’s most populous cities, Cairo and Alexandria. Here many young soldiers were exposed to pleasures and pastimes not to be had back in the Union. In spite of the eventual defeat of the German forces North Africa C Company witnessed the destruction of the 5th South African Brigade at Sidi Rezegh and suffered the loss of a combined platoon when Tobruk capitulated on 21 June 1942. After a brief period on home leave in 1943 C Company was back in action, this time in Italy as part of the 6th South African Armoured Division. Here they faced mountains, heavy snow and an enemy desperately fighting for every hill, stream and building. In the months which followed C Company were often in the midst of the action and many men lost close friends on the slopes of the Italian mountains. As final victory became apparent during the first months of 1945, C Company’s men began preparing for their post-war lives and when the first planes and ships left for the union at the end of April 1945 the men felt that they have served their country well and did their regiment proud.
AFRIKAANSE OPSOMMING: Ten tyde van Duitsland se oorlogsverklaring Pole op 1 September 1939 wat die weg gebaan het het vir die gevolglike oorlog in Europa was die Unie van Suid-Afrika nie net polities verdeel nie maar ook militêr onvoorbereid op 'n moderne oorlog. Die kans dat Suid Afrika n beduidende bydrae tot sy Europese bondgenote se oorlogspoging sou kon maak was ook skraal. Die taak om Suid-Afrika voor te berei vir die komende stryd het op die skouers van die nuutaangestelde premier J.C. Smuts gerus wat deur middel van politieke manuvrering vir J.B.M. Hertzog uitoorlê het as leier van die volk. Nie net was die Unie Verdedigings Mag (UVM) erg uitgemergel deur verskeie besnoeings in sy begroting tydens en ná die depressie nie, maar daar was klaarblyklik geen begrip vir die proses van meganisasie gehad waarmee die meeste Europese weermagte doenig was nie. Binne die bestek van 'n jaar het Smuts daarin geslaag om die UVM te transformeer en op 17 Julie 1940 seil die 1ste Suid-Afrikaanse Infanterie Brigade Oos-Afrika toe waar Mussolini se magte die kruin van die golf ry nadat hulle ‘n paar Britse grensposte eenkant toe gevee het en 'n paar myl Britse grondgebied beset het. Die 1st Royal Natal Carbineers van Pietermaritzburg was een van die eenhede wat in Oos Afrika teen die Italianers sou veg. Tydens die veldtog veg die Regiment met onderskeiding, maar verwerf ook die twyfelagtige eer om die Suid-Afrikaanse eenheid te wees wat die meeste ongevalle gely het gedurende die hele veldtog. Verskeie van C Kompanie se manne word gebruik as ‘n lens waardeur die res van die oorlog ervaar word soos die troepe van een front na die ander verskuif word. Deur middel van hul wedervaringe word, onder andere, die jagtogte in die Oos-Afrikaanse bos en die dood van hul bevelvoerder herleef. Na Oos-Afrika word die seëvierende Springbokke na Egipte gestuur waar hulle benodig word om die Britse 8ste Leër by te staan in in die stryd teen die Duitse Afrika Korps. Te midde van die stryd kom die manne van C Kompanie nog tyd vind om Afrika se mees digbevolkte stede, Kaïro en Alexandrië te besoek waar baie jong soldate blootgestel is aan genot en tydverdryf wat nie beskikbaar was in die Unie nie. Ten spyte van die uiteindelike nederlaag van die Duitse magte in Noord-Afrika was C Kompanie teenwoordig tydens die vernietiging van die 5de Suid-Afrikaanse Brigade by Sidi Rezegh en ervaar ook die verlies van 'n gekombineerde peloton toe Tobruk oorgegee op 21 Junie 1942. Na 'n kort tydperk in Suid Afrika is C Kompanie terug in aksie, hierdie keer in Italië as deel van die 6de Suid-Afrikaanse Pantserdivisie. Hier word hulle gekonfronteer deur berge, swaar sneeu en 'n vyand wat desperaat veg vir elke heuwel, stroom en bouval. In die daaropvolgende maande bevind C Kompanie hom dikwels te midde van die aksie sterf vele goeie vriende teen die hange van die Italiaanse bergreekse. Namate dit duidelik begin raak dat die Duitsers die oorlog gaan verloor begin C Kompanie se manne hulself voorberei vir hul na-oorlogse lewens. Met die vertrek van die eerste vliegtuie en skepe na die Unie teen die einde van April 1945 was die manne van Natal oortuig daarvan dat hulle hul land na die beste van hulle vermoë gedien het en dat hulle die goeie naam van hulle regiment gestand gedoen het.

The horse is an essential component of New Zealand's social, environmental, economic and military history, yet despite this obvious truth, it is a topic which was been overlooked by New Zealand historiography. The horse's role throughout our history has been identified by prominent environmental historians as an area in desperate need of examination; however, it is one yet to be undertaken. As far as New Zealand history books would suggest the horse was good for the racing industry and little else, and even within these histories, its origins seem to be of little historical significance. In military histories much has been written on the impact of New Zealand troops during the Anglo-Boer War and World War One, with emphasis placed on the role of mounted infantry in the many military histories published over the past century. Yet an examination of the specific experience of the horse has been ignored. Veterinary histories have been produced which give detailed accounts of the role and care of the horse, but offer nothing which provides a picture of the war experience from the horse's point-of-view. In an effort to start filling the gap in New Zealand's equine historiography,this thesis will use the late nineteenth and early twentieth century military context as a microcosm for the history of New Zealand's horse. By first tracing the history of the horse through 5,000 years of military experience to its early-nineteenth century New Zealand origins, the history of New Zealand's military horse will explore issues of environment, role, mobilisation, transport, care and casualities to create an informed hypothesis of what New Zealand's military horse experienced in these two moderm wars. The nature of war is awful in itself, but when animals are unconsciously included in the context, as horses were in these two modem wars, the impact of the experience is nothing less than horrific.

Thesis (MComm)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: The military is a unique working environment that poses several challenges to soldiers. These include numerous ambiguities, psychological stressors, physical demands and resource challenges. In order for the military to be successful, it is important to employ individuals who will be able to thrive in this environment. The theory of work adjustment proposes correspondence between an individual and his or her work environment. The military needs individuals who will fit well into the organisation and enhance its capabilities. The objective of this study was to explore the possible relationships between emotional intelligence, locus of control, self-efficacy, sense of coherence and work adjustment within a military sample. The data was collected from a sample of 295 members of the South African National Defence Force preparing for an international deployment. The descriptive statistics included 76,6% males and 23,4% females with the majority of respondents (292) from the South African Army (99%), while the other respondents (3) were from the South African Military Health Service (1%). Quantitative research techniques were employed to test the stated hypotheses. Emotional intelligence, locus of control, self-efficacy and sense of coherence were analysed as independent variables and work adjustment as the dependant variable. The findings supported the hypotheses, and relationships between emotional intelligence, locus of control, self-efficacy and sense of coherence were established. Contributions towards theory, literature, practice, labour, policies and military commanders are made. Recommendations for future research are also presented.

Thesis (MA)--University of Stellenbosch, 2004.
ENGLISH ABSTRACT: The tendency to use adventure-based training as an intervention medium for the improvement of the self-concept has grown rapidly over the past few years. However, research results on the effect of adventure-based training on participants' self-concepts are very contradictory. Some studies revealed significant positive improvements, while others revealed no significant differences in pre- and post-measures. The effect of adventure training on the self-concept in the military context has so far not yet been investigated in South Africa. A sound self-concept is of critical importance to young career officers, as it enables them to function with self-confidence in both their work environment and their community roles. They enter the military environment as late adolescents, which implies that the successful mastering of specific developmental tasks such as the formation of identity or self-concept, is a prerequisite for their dynamic functioning in the world of work. The aim of this study was to determine whether adventure training can indeed be utilised to enhance the self-concepts and self-efficacy of young career officers in the South African National Defence Force. A quasi-experimental design with a pre-test, post-test and post-post-test was used to determine the effect of a Ropes Course Development Programme on the self-concepts of young career officers. Subjects for the experimental group were selected from the young career officer population at the Military Academy (n=33) and subjects for the control group were selected from the young career officer population at the SA Army Gymnasium (n=32). Two measuring instruments were administered, during three time intervals, namely the Self-description Questionnaire III and the General Self-efficacy Scale. From the results it can be concluded that the control group did not change much during the eight-week-period of the study. Only three significant withingroup changes occurred, namely in the scores of the mathematical skills selfconcept sub-scale, in the scores of the total academic self-concept and the GSE scale. All three measurements showed a significant increase for the pretest to post-post-test time interval. The experimental group showed a number of changes between pre-test and post-test, as well as pre- and post-test to post-post-test time intervals. The SOOIII sub-scales with declining scores were the participants' self-concept regarding their verbal skills (post- to post-post-test) and academic ability (preand post-test to post-post-test). The total academic self-concept score was also significantly lower from post-test to post-post-test measurement. Scores that were positively affected over time were their self-concepts regarding their relations with parents (for pre-test to post-test), religion (for pre-test to posttest and maintained to post-post- test), the total non-academic self-concept (pre- to post-test) and the total general self-concept score (from pre- to posttest). The experimental group did not change with regard to their GSE scores. The most evident between-group differences were observed during the postpost- test on the verbal skills, academic ability, and total academic selfconcept scores (control group> experimental group), and relations with same sex self-concept scores (experimental group> control group). A significant relationship between the total SOOIII score and the GSE scale over the three time periods was observed. Highly significant r-values were obtained for both groups on all but one measurement. The final conclusion is that the Ropes Course Development Programme was not an effective intervention medium to enhance the self-concepts and selfefficacy of young career officers. There is still a need for scientific research to motivate adventure-based programmes as training intervention in the South African military context.
AFRIKAANSE OPSOMMING: Die neiging om avontuurgerigte opleiding as ingreep vir die ontwikkeling van die selfkonsep te gebruik, het die afgelope paar jaar ingrypend toegeneem. Navorsingsresultate rakende die invloed van avontuurgerigte opleiding op deelnemers se selfkonsepte is egter teenstrydig. Sekere studies het beduidende positiewe verbeteringe aangedui, terwyl ander weer geen beduidende verskille in voor- en na-toetse getoon het nie. Die uitwerking van avontuuropleiding op die selfkonsep, is tot dusver nie binne militêre konteks in Suid-Afrika ondersoek nie. 'n Positiewe selfkonsep is van kritiese belang vir jong beroepsoffisiere, aangesien dit hulle bemagtig om met selfvertroue in sowel hul werksomgewing as hul gemeenskapsrolle te funksioneer. Hulle betree die militêre omgewing tydens adolessensie, wat impliseer dat die suksesvolle bemeestering van bepaalde ontwikkelingstake soos identiteitsvorming of die vorming van 'n selfkonsep 'n voorvereiste is om effektief in die werksomgewing te funksioneer. Die doel van hierdie studie was om te bepaal of avontuurgerigte opleiding wel gebruik kan word om die selfkonsepte en selfdoeltreffendheid van jong beroepsoffisiere in die Suid-Afrikaanse Nasionale Weermag te bevorder. 'n Kwasi-eksperimentele ontwerp met 'n voortoets, na-toets en na-na-toets is gebruik om die invloed van 'n Toubaan Ontwikkelingsprogram op die selfkonsep en selfdoeltreffendheid van die jong beroepsoffisiere te bepaal. Proefpersone vir die eksperimentele groep is geselekteer vanuit die groep jong beroepsoffisiere by die Militêre Akademie (n=33) en proefpersone vir die kontrolegroep is vanuit die jong beroepsoffisierpopulasie by die SA Leërgimnasium geselekteer (n=32). Twee meetinstrumente is tydens drie geleenthede geadministreer, naamlik die "Self-description Questionnaire III" (SDQIII) en die General Self-efficacy Scale (GSE). Van die resultate kan afgelei word dat die kontrolegroep nie veel verander het tydens die agt weke periode van die studie nie. Slegs drie beduidende binne- groep veranderinge het plaasgevind, naamlik in die wiskundige vaardigheid selfkonsep subskaal, in die totale akademiese selfkonsep en die Algemene Selfdoeltreffendheidtelling. AI drie tellings dui op 'n beduidende toename vir die voor-toets tot na-na-toets tydsinterval. Die eksperimentele groep het 'n beduidende aantal veranderinge getoon tussen voor- en na-toets, sowel as voor- en na-na-toets. Die SDQIII subskale wat 'n afname in tellings getoon het, was die deelnemers se selfkonsepte aangaande hulle verbale vaardighede (na-toets tot na-na-toets) en akademiese vaardigheid (voor en na-toets tot na-na-toets). Die totale akademiese selfkonseptelling was ook beduidend laer tussen die na-toets en na-na-toets meting. Tellings wat positief oor tyd beïnvloed was, was hulle selfkonsepte ten opsigte van verhoudings met ouers (vir voor-toets tot natoets, godsdiens (vir voortoets tot na-toets en in stand gehou tot na-na-toets), die totale nie-akademiese selfkonsep (voor- tot na-toets) en die totale algemene selfkonseptelling (van voor- tot na-toets). Die eksperimentele groep het nie ten opsigte van hulle GSE tellings verskil nie. Die mees klaarblyklike tussen-groep verskille in tellings is waargeneem tydens die na-na-toets met betrekking tot verbale vaardighede, akademiese vermoë, en totale akademiese selfkonseptellings (kontrole groep > eksperimentele groep) en selfkonsep betreffende verhoudinge met dieselfde geslag (eksperimentele groep> kontrole groep). 'n Betekenisvolle verband tussen die SDQIII en die GSE skale is oor die drie tydperke heen waargeneem. Hoogs beduidende r-waardes is vir albei groepe op alle metings waargeneem, met die uitsondering van een meting. Die finale bevinding dui daarop dat die Toubaan Ontwikkelingsprogram nie 'n effektiewe ingreep was om die selfkonsepte en selfdoeltreffendheid van jong beroepsoffisiere te verbeter nie. Daar bly dus steeds 'n behoefte aan wetenskaplik gefundeerde navorsing om die waarde van avontuurgerigte opleidingsprogramme in die Suid-Afrikaanse militêre konteks te motiveer.

Thesis (MComm)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: The South African National Defence Force (SANDF) is deploying locally, regionally and internationally for peacekeeping operations and tasks other than peacekeeping. It is imperative that it succeed in these missions in order for the country, region and the world to develop. However, in order for the SANDF to realize success those responsible for the task of peacekeeping have to be combat ready, and particularly perceive themselves to be combat ready, they have to measure high on psychological wellbeing and should have no psychosocial and/or psychological problems such as depression, anxiety and social dysfunction, but must have a high level of willingness to deploy. SANDF deployment in Africa is voluntary and depends on those members who are willing to deploy to extract Africa out of the mire of squalor and poverty and conflict. It is only when there is peace that development and proper governance can be achieved, hence the need to use the SANDF as a foreign policy tool to bring about peace in Africa. The aim of the study was to explore the impact of psychological wellbeing (PWB) general health (GH) and perceived combat readiness (PCR) on willingness to deploy (WD) in the SANDF. A non-experimental, exploratory study was employed this study. Participants were drawn from the Army (n=465) from the rank of private to colonel. Participants completed valid reliable instruments measuring PWB; PCR; GH; and WD. PWB was measured in terms of self-acceptance, positive relations with others, autonomy, purpose in life, environmental mastery, and personal growth. PCR was measured in terms of family support, confidence (in all its dimensions), morale, and cohesion and unit discipline. GH was measured in terms of somatic symptoms, anxiety/insomnia, social dysfunction and depression. WD was measured by using 12 questions with a sample question such as: “In the event of an invasion by an enemy force into the RSA, to what extent will you be willing to go into combat?” Correlation analysis was done to determine the relationship between the independent variables and the dependent variable. Multiple regression analysis was done to determine which of the independent variables contributed most to WD of members of the SANDF The results revealed a significant positive relationship between PWB (and its dimensions, except self-acceptance and positive relations with others) and WD, and PCR (and its dimensions, except unit disciple) and WD. GH was annulled for its potential not to explain any variance in the model because almost all participants scored zero on all subscales. The multiple regression analysis was in line with correlation results showing that total PCR (strongest predictor) made a significant contribution in explaining and predicting WD. PWB made a contribution in explaining and predicting WD, but not as strong as PCR. The PCR dimensions that individually contribute significantly in explaining and predicting WD are self-confidence, horizontal cohesion and confidence in the leader. The conclusion that is drawn from this study is that total PCR and total PWB contribute to willingness to deploy.

Before entering into a democratic dispensation, South African military and defence systems were constituted by seven disparate armed forces. The transformation of South Africa from a separatist state introduced renewed efforts and challenges to integrate what was once a divided military corps and society. In 1994, the formation of the South African National Defence Force (SANDF) was born out of the effort to integrate various statutory and non-statutory armed forces in South Africa, including forces from former TBVC states. Through a phenomenological inquiry, integration experiences of former TBVC Armed Force members into the new SANDF structure are investigated. The study aimed to find out from the former TBVC force members how they were affected by the integration process and what their perception with regards to the effectiveness of the integration process on enhancing representation on all rank levels in the new SANDF was. The findings from in-depth semi-structured interviews with 16 such members indicate that transformation of South Africa’s military outfit into an integrated system is not exactly an epitome of a new and different yet cohesive and unified structure. The notion of ‘integration’ is as such cast as essentially a problematic one where inequalities still reflect in how former statutory and non-statutory force members are treated particularly with regards to promotion opportunities. In addition, there are perceived lingering vestiges of a previous separatist system such as the use of Afrikaans language as a medium of instruction and communication, previous SADF policies which helps produce the idea of integration as more a process of absorption instead. Despite this problematisation of integration processes in shaping how the new SANDF outfit is currently experienced by members, there are perceived benefits from the change brought about by ‘integration’ of forces. Some benefits are as tangible as individual career advancement, while others tend to reflect impacts at systemic level of family where members indirectly profit from the reorganisation and call for adjustment to new settings and structures that followed integration
Research
M.A. (Research Consultation)

This study investigated strategic change management in the South African National Defence Force (SANDF) during the period 1994 until 2014. Theoretical perspectives on strategic management, institutional culture, leadership and strategic change management in the SANDF were discussed. In addition, a historical perspective on the evolution of South African military culture was given. The study found that a transactional leadership approach was used to transform the SANDF. This transactional leadership approach is commensurate with the preservation of the status quo without radically transforming the institution. On the contrary, the transactional leadership approach fits in well in transforming an institution with a view to bring about a new composite institutional culture, drawn from the integrated institutions. The strategic change management as applied in the SANDF has not succeeded in creating a unified inclusive military culture of the seven former armed forces, from 1994 until 2014. The research has also shown that the institutional culture of the SANDF does not reflect the shared assumptions, beliefs and values of all integrated armed forces. However, the study concluded that transformation in the SANDF as a planned strategic change intervention has not been managed adequately between 1994 and 2014, to achieve the desired results.
Public Administration
D. P. L.

A dissertation submitted to the Faculty of History, University of the Witwatersrand Johannesburg in fulfilment of the requirements for the Degree of Master of Arts in History September 1992
The central feature of service in the Second world War for black soldiers, was the continuation of racial discrimination along the lines of that 'experienced by them in civilian life in South Africa. This discrimination affected almost every aspect of military service; from recruitment and training,to their' deployment as unarmed soldiers in non-combatant duties in various units. This dissertatiQn uses both oral and archival sources to comment upon,and analyze the responses of black members of the Union Defence Force to their service in the war.These responses are at times complementary, and at Other times Contradictory but one general conclusion to be drawn from them, is that black soldiers felt their contribution to the south African war effort had gone large1y unrecognised, either in remunerative or socio-political terms. Black servicemen were not only discriminated against by both the state and individual whites in the Union Defence Force, they were also used inefficiencly in a military context. The views of certain white soldiers have been used to illustrate this, both from a contemporary perspective and a historical one. The hasty formation of the Corps in which blacks served; the Non-European Army Services, its administrative weaknesses, and occasional disunity in its leadership, also hampered the effective use of black servicemen in the war.

A dissertation submitted to the Faculty of Arts, University of the Witwatersrand, Johannesburg, in fulfilment of the requirements for the degree of Master of Arts.
This research report examines the experiences of a group of women-soldiers serving in the South African National Defence Force (SANDF) in relation to two major sociological concerns. The first concern is the South African transition and the establishment of the SANDF, and the second is gender issues within the military. There is little literature concerning women-soldiers in relation to the establishment of the SANDF. In addition, the iiterature on women and militarism suggests that there is no consensus amongst women around key questions regarding the military. Therefore, researching the experiences of'a group of women-soldiers required the use of research methods which would enable a free flow of information by the respondents. This particular group of research subjects was identified through the quota sampling technique. The group represented a large variety of social identities and backgrounds. The informants were interviewed primarily through structured in-depth interviews. The central finding of this research is that the informants had various experiences according to different sociological characteristics, such as race, previous military service, or marital status. In relation to the transition and the establishment of the SANDF, military experience and race were found to be the most important factors in shaping the respondents' experiences. In this regard, I have argued that the SANDF reflects the former SADF Concerning gender issues within the military, marital status appeared as the most relevant factor. Considering this, it is suggested that the social responsibilities attached to wifehood and motherhood influence women toward traditional female domains in the workplace.
Andrew Chakane 2019

M. Tech. Business Administration
The aim of this research is to investigate the effectiveness of South African National Defence Force retention of skilled employees scheme. It looks at the service conditions, pay and benefits. It also looks at working conditions, training, development and career management of soldiers.

M. Tech. Business Administration
The purpose of the study was to investigate, evaluate and validate the state of readiness of South African National Defence Force infantry military commanders to manage disasters in southern Africa. A survey was conducted by means of a questionnaire that was completed by 122 respondents from three infantry battalions and the infantry formation headquarters across South Africa, representing a reasonable cross-section of infantry battalions leaders.

Thesis (M. Tech. (Fashion, Dept. of Visual Arts and Design)--Vaal University of Technology.
This study was contracted by the African Warrior Project of the South African National Defence Force (SAND F), which focuses on the needs of the future soldier. Fit problems cause the wearers of these combat trousers physical discomfort during routine physical training as the trousers restrict movement. The goals of the study were to investigate problems experienced by the male soldiers regarding the fit of the combat trousers, and to make recommendations regarding possible fit solutions. The objectives of this study were to determine the nature of the fit complaints in terms of the wearer characteristics and activities related to aesthetic and functional aspects; to analyse the design of the combat trousers in terms of size, key dimensions, proportion, balance and ease to determine the source of the fit the problems; and to analyse the f1t of the combat trousers against the subjective fit preferences of the wearers, and objective fit opinions of an expert. The target population of the study was the male SANDF members in the target age group of the African Warrior Project, namely 18 to 35 years. The first sample group consisted of 60 SANDF members between the ages of 24 to 45 years. The second sample of 24 subjects was selected from the first sample group, using height and body shape as parameters. The methods included biographic profiling, focus group interviews, one-to-one interviews, motor tests, body and garment measuring, photographs, somatographs and pattern analysis. The findings indicate the possibility of an inadequate garment design in relation to specific wearer characteristics such as ethnicity and body shape. The complicated size designation system used, compounded by the waist as the only key dimension provided, contributed to the distribution of the incorrectly sized combat trousers to the wearers. Analysis of the design indicated that it does not adequately accommodate the body characteristics and fit preferences of the subjects, to ensure optimum functionality as well as an acceptable aesthetic appearance. These problems need to be addressed.
ERGOTECH; VUT

M.A. (Historical Studies)
1939 - 1945 were important years in the history of South Africa, not only because of the country's participation in the Second World War, but also due to the fact that during those years the foundations of modern South Africa were laid. Against this background the demobilisation of the Union Defence Force "soldier took place, a process to which the soldier had to adapt psychologically, socially and economically. The demobilisation process also occurred in the context of social, economic and political changes. These changes had a significant influence on the soldiers' expectations of post-war South Africa. Their expectations were firstly based on the 'historical claim' to compensation and secondly, on the provisions and benefits contained in the "Soldiers' Charter" which was announced in 1944. The Directorate of Demobilisation was responsible for the 'smooth' and 'speedy' demobilisation of the soldiers, but the Directorate was not geared for such a comprehensive task. Delays in repatriation and discharge led to dissatisfaction. The benefits awarded to the ex-soldier to aid his re-establishment in civilian life, were generous. But, when considering the numerous post-war expenses facing the soldier, the benefits seemed insufficient. Generally the soldiers adapted successfully to post-war conditions in the Union.

Thesis (Ph.D. (Sociology)) -- University of Limpopo, 2020
The aim of this study was to explore women representation in the South African National Defence Forces in the Limpopo Province. The Liberal Feminist perspective was employed as the prism through which the objectives of the study were achieved. In that regard, it was established that Sociology offers a distinctive way of seeing and explaining the social world within which we live in, as well as the events and institutions that shape it. Having noted the contribution and participation of women in the defence forces across the globe, the Liberal Feminists’ argument is that women have performed well, when under military necessity but still face persistent discrimination including the dismissal after war. The study employed a qualitative method and an exploratory design and data were collected through six in-depth interviews and one focus group discussion female military officers in different military ranks and analysed through Thematic Content Analysis. The study found that there are efforts that have been put in place to address issues pertaining to woman representation advocacy. The study also revealed that there are fewer women in the SANDF compared to men and some of the reasons posed include patriarchy and the command element that exist in the military. The study also found that there are also challenges and opportunities associated with women representation in the SANDF. Nevertheless, based on the findings of the study, the researcher developed a conceptual model for women representation in the SANDF. The study concludes that the dynamics around women representation, which includes the consequence of low representation of women; the dominance of men in the institution; the prevalence of patriarchy; and the incidence of institutional culture, are of paramount importance in understanding the challenges that women face in the military. Moreover, the study proposed areas for future research that emphasized the need to measure the impact of the influence of women compared to that of men. The study concluded by providing recommendations such as the need for the SANDF to embark on outreaches, the importance of information and provision of capacity building to the SANDF by the government. Keywords: Military, Feminism, Limpopo Province, South African National Defence Force
National Institute for the Humanities and Social Sciences (NIHSS) and South African Humanities Deans Association (SAHUDA)

The research focused on constructing a psychological well-being profile for flourishing practices for junior leaders by establishing the relationship between junior leaders' dispositional attributes (emotional affect, career orientations, and organisational commitment) and the flourishing attribute (positive psychological functioning). A nonprobability purposive sampling quantitative method was applied to a sample of South African National Defence Force (SANDF) personnel in Gauteng (N = 458) at junior leadership levels to explore the statistical relationship between their dispositional attributes (emotional affect, career orientations, and organisational commitment) and the flourishing attribute (positive psychological functioning) attribute. Multiple regression analyses indicated the dispositional attributes with the exception of emotional affect as significant predictors of the flourishing variable. The structural equation modelling (SEM) indicated a good fit of the data with the correlation-derived measurement model. Moderated hierarchical regression analyses indicated that age, race, gender and years of service as significant moderators of the relationship between the participants‘ dispositional attributes (emotional affect, career orientations and organisational commitment) and flourishing (positive psychological functioning) attribute. Tests for mean differences discovered that participants differed in terms of their age and race. The study made a significant contribution to the bulk of knowledge in the field of Industrial and Organisational Psychology. On a theoretical level, the study deepened the understanding of the individual and cognitive, affective, conative and relations management dimensions of the hypothesised psychological well-being profile. On an empirical level, the study developed an empirically tested psychological well-being profile that informs flourishing practices for individual junior leaders and organisational levels. On a practical level, dispositional and flourishing practices that inform the dimensions of the psychological well-being profile were recommended.
Industrial and Organisational Psychology
Ph. D. (Industrial and Organisational Psychology)

The goal of this research was to describe the nature, occurrence and extent to which integration preceded normative and institutional transformation in the SANDF and therefore in its Military Police, thereby demonstrating how in its aftermath, integration has become a recipe for disaster, casting a spell on further transformation within the military. The research also aimed at bringing the reader face-to-face with the daily struggles of Africans in the SANDF, by focusing on one of the smallest divisions of the military, the Military Police Agency (MPA). The research project was limited to all reported interviews and questionnaire responses of eighty five participants of the Southern Military Police Region (S MPR), excluding the S MPR HQ as well as the MPA HQ. A total of eighty five respondents out of a total strength of 172 S MPR composition, took part in the sample. Seventy nine participated in the questionnaire, fifty one in the interview and a total of forty five participated in both. Interviews were used as follow-up sessions to respondents' questionnaire answers. While the questionnaire was structured, the interview was semi-structured, allowing members to comment, object, affirm or question the process of transformation both in the SANDF and in the MPA. In keeping with the qualitative research method, the semi-structured interview enabled the mapping of categories, trends and patterns in the responses. It was found that MK and APLA cadres who integrated into the ex-Naval MPs surpassed their counterparts in the ex-Army MPs, by far. The two groups are incomparable, in rank level, experience, training, attitude and knowledge of the organisation. It was further discovered that most practices that had taken place before 1999 at W CSC and still continued within the MPA, negate SANDF policy and are criminal. Prejudice, racism, obscene language and gender insensitivity were rife, forming part of institutional culture. It is recommended that Weitzer's proposed solution for the transformation of coercive institutions be considered. It is a thoroughgoing transformation of the security apparatus through a legal framework because civil control is not enough to guarantee the pre-eminence of the democratic forces.
Criminology
M.A (Criminology)