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Many teenagers struggle with the consequences of emotional injuries. Simultaneously they are moving through the difficult phase of adolescence which may complicate their situation. In this article the first focus is the typical factors which compound the difficulties in this phase. Secondly we focus on a variety of possible causes of emotional injury. The results and consequences of such injuries form the third issue investigated. In the last instance attention is given to some pastoral-theological points of departure concerning counselling of emotionally injured young people. To these young people their frame of reference is influenced by amongst other things their families, school, church and friends. To experience real meaning in life the teenager's relationship with God has to be healed, for this relationship determines all other inter-personal relationships. The spiritual deepening accompanying this process often also significantly contributes to the eventual handling of unprocessed hurt from the past.

Statistics around the phenomenon of self-injurious behaviour show a rise in numbers. Self-injury has been described as the anorexia and bulimia of the new millennium. The church must be equipped to guide and counsel young people affected by this problem. It is not a 'teenage problem' that people simply 'outgrow'. We can therefore no longer pretend that this is a fringe issue that occurs in only the most extreme cases. This article, in the first instance, focuses on reasons for the increase in cases as well as on a number of misconceptions regarding this theme. Secondly, the focus shifts to the important role of emotions, the dynamics of the process, as well as a treatment programme. In conclusion, a number of pastoral perspectives are highlighted and guidelines provided to prevent possible slips and setbacks.

AfrOBIS is one of 11 global nodes of the Ocean Biogeographic Information System (OBIS), a freely accessible network of databases collating marine data in support of the Census of Marine Life. Versatile graphic products, provided by OBIS, can be used to display the data. To date, AfrOBIS has loaded about 3.2 million records of more than 23 000 species located mainly in the seas around southern Africa. This forms part of the 13.2 million records of more than 80 000 species currently stored in OBIS. Scouting for South African data has been successful, whereas locating records in other African countries has been much less so.

MBA, North-West University, Potchefstroom Campus The safety slogan for many Petro-Chemical organisation year in year out is “Zero is possible", and the commitment to drive towards high performance culture. The safety intervention that comes with the new way of looking at the risk doesn't seem to eliminate injuries and fatalities completely. There is something missing from the industry that is dominated by the advances of high quality technologies, and automated plant systems, occupational health and safety incidents and fatalities continue to devastate thousands of lives each year. A piece of puzzle to completely eliminate incident in the workplace is needed. The organisations with world's highest safety standards are battling to understand why injuries still happen in spite of all the precautions, procedures and methods to prevent them. The philosophy of it all lies with the behaviour of the employees when operating the machinery systems. The most injuries occur as a result of the interface of the maintenance and operators with the plant machinery. Significantly there has been a noticeable improvement in the reduction of health and safety incident rates across the South African petrochemical environment. There seems to be no confidence to sustainably achieve zero serious injuries and fatality. The most disturbing injuries happen when the organisation is doing so well in tnbnberms of injuries statistics, and brings the whole celebrations to a standstill. The DuPont way of arriving at the empowered accountability in terms of safety lies with an interdependent safety culture in which safety is omnipresent and embedded in the hearts of all employees. The Interdependence state can be reached by following this fundamental logic, there must be a high- level understanding of the concept of organisational culture and safety culture which is very critical. Essentially the safety culture shapes the way the organisation behaves towards safety, and the productivity priorities shouldn't be ignored. The values of a high-performance culture is the pillar of commitment by management and employee together and pledging commitment to health and safety, accountability and involvement, communication and trust, risk awareness and compliance, competency and learning and finally recognition. The DuPont model suggests that in most organisations the reactive safety culture exist and of course safety is merely a natural instinct with no real perceived value for the individual or organisation. The organisations refer to only do something about safety only when something has gone terribly wrong. The literally display of a dependent safety culture is when employees start to value safety but only, so they do not get caught. The independent safety culture is categorised by empowered accountability of individuals who value safety, and the understanding of the consequence. The most employees that value safety under independent are either have witnessed serious incidents in their career life or have been injured before, they might even know the reality check that goes with it. The final part of the Du Pont model tries to bring to life the ideal world where there is interdependency when it comes to safety culture, employees embrace safety as a personal virtue not only for their own safety but also in contribution to the safety of their peers. In this ideal world the culture is such that its employees' desire to do things safely so that no-one gets injured. The final fact that the study tried to undertake was the element of behaviour based safety, and it strides towards high performance culture. The initiative is one of the best since the study of employees at risk behaviour observation, but still requires fine tuning in terms of its key performance indicators, and what the organisation can do with the data of the system. Masters

MBA, North-West University, Potchefstroom Campus, 2017 The global scenario today, requires that an organisation is at all levels and in all its different aspects fully functional and operational. This is essential because the organisational divisions namely the stakeholders, operations, human resources, marketing, management and employees are all interrelated. Amongst these, the employee becomes the most critical stakeholder of the company. Thus, it is crucial that each employee feels motivated to work as it will maintain organisational productivity as well as enhance the company’s brand value. In order to establish this, organisations have to take care of organisational practices that include recruitment and selection, technological improvement, training and development, job satisfaction, performance management, internal communication, quality system improvement and organisational support. According to the literature, employee engagement and job satisfaction are perceived to be the mediating factors in the relationship between internal organisational practices and Total Quality Management. This study focused on the banking sector, and the roles of employee engagement and job satisfaction as mediators of Total Quality Management and Internal Organisational Practice. The research applied self-constructed instruments to measure Total Quality Management and the short version of the established UWES measuring instrument that was reduced to nine questions to measure employee engagement. Job Satisfaction was assessed using Job Satisfaction Scale (JSS). A questionnaire was formulated in correspondence with the research questions. It was then divided into different sections such as biographical data, job satisfaction, training and development, employee engagement, Organisational practices, performance management, recruitment and selection, Organisational support, internal communications, Total Quality Management, quality systems improvement and technology improvement. The research confirms that statistically significant positive correlations (practically significant, large effect) exist between employee engagement and job satisfaction. This is indicative that, the more engaged employees are, the more satisfied they will be with their job, and vice versa. No correlations were however, found in the sample of employees working in the banking industry between employee engagement, job satisfaction and organisational practices. Also, there is no correlation between employee engagement, job satisfaction and Total Quality Management. Yet, statistically significant positive correlations (practically significant, large effect) existed between the constructs of organisational practices, i.e. performance management, recruitment and selection, organisational support, internal communication, training and development and the combined organisational practices construct and the constructs of Total Quality Management, i.e. Total Quality Management General, quality system improvement, technology improvement and the combined Total Quality Management construct. Regression analysis was used to determine the mediating effect of employee engagement and job satisfaction between Organisational practices and Total Quality Management. Results indicate that although organisational practices are significant predictors of Total Quality Management, neither employee engagement nor job satisfaction mediate this relationship Masters

PhD (Pastorale Studies), North-West University, Potchefstroom Campus The main theme that is researched in this study is: Silence (quiet time), prayer and lectio divina: Creative resources in the pastoral intervention process after trauma. The focus of the study is to determine to which degree aspects such as quiet time, prayer and lectio divina may be used as creative resources in the pastoral crisis intervention process after trauma. A further overall objective of the study in view of the pastoral crisis intervention process, is to establish a practical and enforceable pastoral model for counselling victims after trauma. In Chapter 2 the focus has been on the descriptive task that is the first of four tasks as recommended by Richard Osmer in his pastoral model and which forms the basic premise of this study. Concerning the descriptive task, emphasis was placed on the incidence of crisis and trauma and the consequences thereof by asking the question: “What is happening here?” The functional role of creative lateral thinking, quiet time, prayer and lectio divina as creative resources for the pastoral crisis intervention process after trauma, was then researched in theory. The second task, as suggested by Osmer, is the interpretative task as discussed in Chapter 3. The directional question that was subsequently asked, was: “Why is this happening?” In this instance, particular attention was paid to relevant and applicable contributions from neighbouring sciences. These inputs have been interpreted and incorporated into the preliminary formulation of a pastoral model regarding the counselling of victims after trauma. The normative task is Osmer’s third task and it is discussed in Chapter 4. Here, in a practical-theological way, exegesis of a few relevant passages from Scripture was done with the help of a Scripture-based Reformational approach. Results have shown that the spiritual disciplines of quiet time, prayer and lectio divina are emphasized and applied as functional and creative resources by Scripture itself. The pragmatic task is Osmer’s last task and it appears in Chapter 5. From all the previous chapters, an integrated model has been compiled regarding the counselling vi of victims after trauma by using quiet time, prayer and lectio divina as creative resources. The proposed model consists of six processes with a Scriptural and scientific foundation. From this study it appeared that the spiritual disciplines of quiet time, prayer and lectio divina, might be especially useful in the practice of pastoral counselling while, at the same time, they can also be beneficial regarding neighbouring scientific models. Lastly, it was also indicated that a multi-disciplinary approach within the pastorate is of critical importance and that scientific fields can strengthen, enrich, and transform each other to serve the issue and task in a more useful way. Doctoral

MBA, North-West University, Potchefstroom Campus, 2017 Ethical behaviour is a significant topic of interest in the literature of business ethics and law. Many hypothetical models have been proposed in an attempt to clarify the process by which ethical decisions are made. Attorneys, who are responsible for the defence and implementation of the rights of the public, are often accused of unethical behaviour. Decision-making based on an ethical point of view is very important in the field of law but, the emotional intelligence of attorneys might be more important. Minimum research has been done to substantiate the statement that emotional intelligence plays a pivotal role in the ethical behaviour of attorneys. This study examines the relationship between emotional intelligence and ethical behaviour of attorneys. The results should assist managers to determine the importance of emotional intelligence and ethical behaviour as a competitive advantage. The results should further assist managers to determine the need for further academic research on different factors that might have an influence on ethical behaviour. The study population consisted mainly of white (65,90%), females (51,20%), working as associate attorneys (36,60%), between the ages of 21 and 30 (53,7%). Most the participants had less than 10 years’ work experience and 53,70% had at least a degree. Three questionnaires were administered, namely the Trait Emotional Intelligence Questionnaire – Short Form (TEIQue-SF) (Petrides, 2009), Virtue-Ethics Importance Scale (VAIS) (Swaim, 2004) and Consequential Scale (Tanner, et al., 2007). Ethical dilemmas were also included in the survey to which participants had to indicate their acceptance or rejection of the noted dilemma. Principal component factor analysis was performed on the three measurements. Acceptable KMO correlation matrix was found for the TEIQue-SF and the Consequential scale, however the KMO correlation matrix of the VAIS was found to be undesirable. The VEIS was therefore excluded in further statistical analysis. One factor was extracted from the TEIQue-SF, accounting 31,75% of the total variance. This factor was labelled Trait EI and had an acceptable Cronbach alpha coefficient of 0,79. Two factors were extracted from the Consequential Scale, explaining 51,85% of the total variance. These factors were labelled Deontological Beliefs and Utilitarian Beliefs and displayed Cronbach alpha coefficients ranging from 0,81 to 0,82. No correlation was found between Trait EI, Deontological Beliefs and Utilitarian Beliefs in the sample of attorneys. This finding was in line with the findings by Pathak and colleagues (2013:113). Statistical and practical significant correlations were however, found between utilitarian beliefs and some of the ethical dilemmas. This is indicative that the higher an attorney’s Utilitarian beliefs, i.e. believing that the end justifies the means, the more likely he or she may be to engage in behaviours that may not be perceived as ethical. From the results, it can be concluded, that although the relation between emotional intelligence and ethical behaviour could not be confirm in the current study, that attorneys, in their profession, are expected to act in an ethical/unethical way despite of their level of emotional intelligence. Further research is therefore needed to clearly indicate to the legal profession how being emotional intelligent as well as acting ethical, can create a competitive edge and improve the perception of the profession Masters

MTh (Pastoral), North-West University, Potchefstroom Campus, 2016 In this study, which is approached according to the research method of Richard Osmer (2008:4-29), focus will be on a pastoral parenting style with special reference to the Biblical figure, David. The question around parenting as based on Biblical principles, has come under attack during the past number of decades. Questions are especially asked out of certain areas if a father, for example, is still necessary at all. As far as the situation in South Africa is concerned, the crisis is especially related to the 3.7million orphans. On global scale parenting styles also seem to have changed the last number of decades due to aspects like changes around family structures, career requirements and exchanging of roles between fathers and mothers. As far as Scriptural approaches are concerned, it seems that there, as far as David is concerned, despite his enormous contribution in all areas, as well as his tremendous strong character, has possibly been a bit of some weakness in the armour of his parenting style. Especially passages like 1 Kings 1:5-6a and 2 Samuel 13:21 are very clearly indicated in this regard by commentators. The conclusion is that David’s strong characteristics can eventually be part of a recommended pastoral parenting style, but that they will have to be complemented by Scriptural detail relating, amongst others, to passages Scripture like the following: Proverbs 13:24; 22:6; Ephesians 6:4 and Colossians 3:21. Further the role of parenting in Biblical times will also be of importance. The above-mentioned facts can contribute towards a very sturdy Scriptural-founded basis around a parenting style which can then be complemented by detail from an empiric research, as well as facts from the neighbouring sciences. A pre-ultimate chapter is also planned around the current events and issues regarding the theme of father wounds, father hunger and father need. [In the case of this M-Thesis it will be included by means of an article]. In conclusion it will be attempted to unite all the lines in a final chapter where guidelines will be formulated for a pastoral parenting style based on the interaction between normative perspectives, interpreting perspectives and findings of a qualitative research, which hopefully will eventually form a meaningful contribution as a whole for Christian parents in the twenty-first century Masters

MBA, North-West University, Potchefstroom Campus, 2017 A recent study by Van Geems, Bester, Middelberg, Du Preez, and Kotzé (2014) explored the supply chain of an antibiotic prescribed to the majority of patients admitted to medical units in South African public hospitals. Through a case study, they concluded that the lack of accountability served as a factor for poor inventory management. Accountability is a complex term. There is ambivalence in literature regarding the meaning of accountability. Accountability within the South African public health sector has also not been extensively explored. When one considers the complexity and multi-dimensionality of the concept accountability, one also should question whether health workers comprehend the meaning of accountability as well as the impact of insufficient accountability within the healthcare sector. This study aims to explore health workers’ perceptions of accountability. This is done by exploring health workers’ perceptions in their own words as well as the unique meanings that they attach to this concept. Although accountability is an abstract concept, the lack of accountability has also been linked to poor patient outcomes. The significance of exploring accountability in public healthcare aligns with current concerns about the poor patient and healthcare outcomes in South African hospitals. The population for the study was health workers employed at a level two public hospital in the Dr Kenneth Kaunda District in the North West province. Through a qualitative, explorative, descriptive and contextual design, health workers’ perceptions of accountability were investigated by means of eight interviews. Health workers refer to sub-categories for instance enrolled nurse auxiliaries, enrolled nurses and healthcare workers. The results obtained in this study, indicated that health workers perceived accountability as one’s responsibilities and tasks while performing one’s job. This refers to responsibilities as set out in the health workers’ scope of practice. In simple terms, to do everything one should as it should be done. However, in practice this is not always the case. As all of the health workers were to an extent able to explain what the results of a lack of accountability is and why accountability is important, especially within their field of employment, there is still a large percentage of health workers who are aware of and knowingly partake in unaccountable practices within the hospital. It is evident that there is a definite contradiction between theory and practice. The perception exists with some of the health workers that once a task is delegated to them, the person who delegated the task should take accountability. Another perception is that if a task is beyond their scope of practice they cannot be held accountable. Regardless of the way in which they performed the delegated task or tasks that are beyond their scope of practice. Very little evidence surfaced from the study to confirm that health workers fully comprehend what the relationship between accountability, patient care and wellbeing is. This leads the study to conclude that there is a definite lack of understanding under health workers about the meaning of and the role that accountability plays within the healthcare sector. Limitations to the study were identified and discussed. The study also provides recommendations to the management of the hospital as well as for future research Masters

MBA, North-West University, Potchefstroom Campus, 2015 According to the World Health Organisation (WHO) the goal of universal health coverage is to ensure that all people obtain the necessary health services without being financial limped because of the payable fees. This requires: - A strong, efficient, well-run health system; - A system for financing health services; - Access to essential medicines and technologies; and - A sufficient capacity of well-trained, motivated health workers. In an effort to compliment the above mentioned, the South African government proposed the National Health Insurance System (NHIS) to address the health inequality and to improve access to quality healthcare for its citizens. The National Department of Health (NDOH) has already consulted with several stakeholders since the launch of the NHI Green Paper in August 2011. Already 11 National Health Insurance (NHI) pilot sites have been established in the nine South African provinces to assess the feasibility, acceptability, effectiveness and affordability to engage the private healthcare sector. This study aimed to evaluate the feasibility of the NHI in South Africa as well as the way in which it could be implemented to be more acceptable to all stakeholders involved. A qualitative research approach was followed due to the nature of the study. Furthermore, an exploratory methodology was applied in order to generate hypotheses. The research design for this study included a literature review, participatory data collection, semi-structured interviews and data analysis. The study found that there is a need for NHI in South Africa. However, medical practitioners (also referred to as general practitioners or GPs further in the study) feel uncertain about the implementation progress which is unclear to them. Also evident is the, fear for loss of income should the NHI be implemented and thus the remuneration package remained a main concern for all. Masters

Thesis (MA (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004. Institutions of higher learning are currently faced with the crisis of finding appropriate criteria for undergraduate admission. This concern has been sparked by the fact that matriculation grades are no longer seen as an accurate reflection of students' academic potential. As tertiary education is becoming more expensive, it is therefore becoming more and more important to select only students who have a realistic chance of being successful in their studies. The main aim of this study is to validate the Situation Specific Evaluation Expert (SPEEX) as a predictor of academic success of first year students of Mechanical Engineering at the Vaal Triangle Technikon. The design used in this study is a non-experimental correlational design. This design was selected because the investigation of this study is aimed at determining the presence or absence of the relationship between the independent and dependent variables without specific reference to causality. The sample of this study consisted of a total of 140 mechanical engineering student at the Vaal Triangle Technikon. This sample was the total number of students from the Mechanical Engineering department who enrolled for mechanical engineering courses for the year 2000. The sample consisted of 94% males and females 6% females. Subject matter experts from industry as well as those involved in the training of Mechanical Engineering at the Vaal Triangle Technikon selected competencies, which were hypothesised to be indicative of a potentially successful student. Based on the selected competencies the assessment battery was compiled with the selected indices being considered as predictor variables. A multiple regression analysis was performed on data in order to establish the predictive validity of the assessment battery. SPEEX 2502 (Language proficiency) consistently showed a positive correlation on the prediction of academic success. Masters

Thesis (M.Com. (Industrial Psychology))--Potchefstroom University for Christian Higher Education, 2003. During the past three decades the economic performances of South Africa organisations were poor. This poor performance forced a lot of South African organisations to look at the way they do business. A method to analyse the way business is conducted through an Organisation Diagnose. Organisation Diagnose is the process of using concepts and methods from the social and behavioural sciences to assess the current state of an entire organisation and to find ways to improve the organisations effectiveness. The aim of this research was to evaluate perceptions of employees of a distribution organisation through an Organisation Diagnose. A cross-sectional design was used as model for the research. Interviews and questionnaires were used as methods for data gathering. A representative sample (N=30) from different job levels and departments were interviewed. The main themes were identified and these themes were included in the questionnaire as dimensions. The Study population (N=88) was chosen from a depot of a distributing organisation. The empirical investigation was aimed at establishing the reliability and validity of the derived questionnaire and to determine the important dimensions to be focused on with regards to interventions. The results of the empirical study showed that employees of a depot of a distributing organisation tend to have positive perceptions about supervision, remuneration and change organisations. The research also showed that employees of a depot of a distributing organisation tend to have negative perceptions about interpersonal relationships and promotion. The research also indicated a large number of factors that was considered as neutral. This can be an indication that employees of a depot of a distribution organisation may have a lack of motivation. Masters