Young veterans, not always social misfits: a sociological discourse of Liberian transmogrification experiences
- Authors: Agbedahin, Komlan
- Date: 2012
- Subjects: Child soldiers -- Liberia Children and war -- Liberia Liberia. Armed Forces -- Demobilization -- Social aspects Liberia -- History -- Civil War, 1989-1996 Liberia -- History -- Civil War, 1999-2003
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:3316 , http://hdl.handle.net/10962/d1003104
- Description: This thesis examines the phenomenon of child-soldiering from a different perspective. It seeks to challenge, using a novel approach, earlier studies on the roles of former child-soldiers in post-war societies. It focuses on the subjectivity of young veterans, that is war veterans formerly associated with armed forces and groups as children during the 14-year gruesome civil war which bedevilled Liberia between 1989 and 2003. This civil war claimed roughly 250,000 lives, and saw the active participation of approximately 21,000 child-soldiers. This thesis departs from previous works which mostly painted an apocalyptic picture of young veterans, and explores the nexus between their self-agency, Foucauldian technologies of the self and their transformation in the post-war society. The majority of previous scholarly works which have dominated the field of child-soldiering dwelt on the impact of armed conflict on the child-soldiers, the negative consequences, the causes of child-soldiering, and the rehabilitation and reintegration of the young veterans after their disarmament and demobilization. What this thesis seeks to do however, is to establish that, rather than considering the young veterans simply as social misfits, distraught and dispirited human beings, it should be noted that young veterans through their agency, are capable of ensuring their reintegration into their war-ravaged societies. Sadly, these young former fighters’ self-agency and technologies of the self in defining their civilian trajectories have often been overshadowed by vaunted humanitarian aid and multilayered war-profiteering. This study is underpinned by interpretive constructivism, symbolic interactionism, social identity theory, sociometer theory and expectancy theory, and sheds light on how young veterans’ self-agency, instrumental coalitions, and decision-making processes, synergistically shifted the negative identities foisted on them as a result of their participation in the war.
- Full Text:
- Date Issued: 2012
- Authors: Agbedahin, Komlan
- Date: 2012
- Subjects: Child soldiers -- Liberia Children and war -- Liberia Liberia. Armed Forces -- Demobilization -- Social aspects Liberia -- History -- Civil War, 1989-1996 Liberia -- History -- Civil War, 1999-2003
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:3316 , http://hdl.handle.net/10962/d1003104
- Description: This thesis examines the phenomenon of child-soldiering from a different perspective. It seeks to challenge, using a novel approach, earlier studies on the roles of former child-soldiers in post-war societies. It focuses on the subjectivity of young veterans, that is war veterans formerly associated with armed forces and groups as children during the 14-year gruesome civil war which bedevilled Liberia between 1989 and 2003. This civil war claimed roughly 250,000 lives, and saw the active participation of approximately 21,000 child-soldiers. This thesis departs from previous works which mostly painted an apocalyptic picture of young veterans, and explores the nexus between their self-agency, Foucauldian technologies of the self and their transformation in the post-war society. The majority of previous scholarly works which have dominated the field of child-soldiering dwelt on the impact of armed conflict on the child-soldiers, the negative consequences, the causes of child-soldiering, and the rehabilitation and reintegration of the young veterans after their disarmament and demobilization. What this thesis seeks to do however, is to establish that, rather than considering the young veterans simply as social misfits, distraught and dispirited human beings, it should be noted that young veterans through their agency, are capable of ensuring their reintegration into their war-ravaged societies. Sadly, these young former fighters’ self-agency and technologies of the self in defining their civilian trajectories have often been overshadowed by vaunted humanitarian aid and multilayered war-profiteering. This study is underpinned by interpretive constructivism, symbolic interactionism, social identity theory, sociometer theory and expectancy theory, and sheds light on how young veterans’ self-agency, instrumental coalitions, and decision-making processes, synergistically shifted the negative identities foisted on them as a result of their participation in the war.
- Full Text:
- Date Issued: 2012
μCloud : a P2P cloud platform for computing service provision
- Authors: Fouodji Tasse, Ghislain
- Date: 2012 , 2012-08-22
- Subjects: Cloud computing , Peer-to-peer architecture (Computer networks) , Computer architecture , Computer service industry
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: vital:4663 , http://hdl.handle.net/10962/d1006669 , Cloud computing , Peer-to-peer architecture (Computer networks) , Computer architecture , Computer service industry
- Description: The advancements in virtualization technologies have provided a large spectrum of computational approaches. Dedicated computations can be run on private environments (virtual machines), created within the same computer. Through capable APIs, this functionality is leveraged for the service we wish to implement; a computer power service (CPS). We target peer-to-peer systems for this service, to exploit the potential of aggregating computing resources. The concept of a P2P network is mostly known for its expanded usage in distributed networks for sharing resources like content files or real-time data. This study adds computing power to the list of shared resources by describing a suitable service composition. Taking into account the dynamic nature of the platform, this CPS provision is achieved using a self stabilizing clustering algorithm. So, the resulting system of our research is based around a hierarchical P2P architecture and offers end-to-end consideration of resource provisioning and reliability. We named this system μCloud and characterizes it as a self-provisioning cloud service platform. It is designed, implemented and presented in this dissertation. Eventually, we assessed our work by showing that μCloud succeeds in providing user-centric services using a P2P computing unit. With this, we conclude that our system would be highly beneficial in both small and massively deployed environments. , KMBT_223 , Adobe Acrobat 9.51 Paper Capture Plug-in
- Full Text:
- Date Issued: 2012
- Authors: Fouodji Tasse, Ghislain
- Date: 2012 , 2012-08-22
- Subjects: Cloud computing , Peer-to-peer architecture (Computer networks) , Computer architecture , Computer service industry
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: vital:4663 , http://hdl.handle.net/10962/d1006669 , Cloud computing , Peer-to-peer architecture (Computer networks) , Computer architecture , Computer service industry
- Description: The advancements in virtualization technologies have provided a large spectrum of computational approaches. Dedicated computations can be run on private environments (virtual machines), created within the same computer. Through capable APIs, this functionality is leveraged for the service we wish to implement; a computer power service (CPS). We target peer-to-peer systems for this service, to exploit the potential of aggregating computing resources. The concept of a P2P network is mostly known for its expanded usage in distributed networks for sharing resources like content files or real-time data. This study adds computing power to the list of shared resources by describing a suitable service composition. Taking into account the dynamic nature of the platform, this CPS provision is achieved using a self stabilizing clustering algorithm. So, the resulting system of our research is based around a hierarchical P2P architecture and offers end-to-end consideration of resource provisioning and reliability. We named this system μCloud and characterizes it as a self-provisioning cloud service platform. It is designed, implemented and presented in this dissertation. Eventually, we assessed our work by showing that μCloud succeeds in providing user-centric services using a P2P computing unit. With this, we conclude that our system would be highly beneficial in both small and massively deployed environments. , KMBT_223 , Adobe Acrobat 9.51 Paper Capture Plug-in
- Full Text:
- Date Issued: 2012
Measuring employee participation initiatives within RoyalServe Cleaning (Pty) Ltd
- Authors: Ntini, Vusani
- Subjects: Management -- Employee participation , Strategic planning -- Employee participation
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9430 , http://hdl.handle.net/10948/d1018677
- Description: Employee participation is a common and popular aspect of most labour relations systems in many countries, including South Africa (the RSA). For years now, there have been debates around the actual benefits of employee participation initiatives to both the business and its employees. Various factors influence the development of participation initiatives within businesses. Some of these factors include legislation, management perceptions and attitudes, socio-economic factors, political and business complexities. These factors vary from one economy to another, from industry to industry, from company to company and may be classified into internal or external factors. It is even suggested that participation initiatives and levels of implementation may be different within the same organization, from department to department, and from one geographic set-up to another within the same organisation. It is for this reason that this research was undertaken. RoyalServe(RS) has an average of 12 000 employees and about 800 sites or branches or units within the RSA. A number of employee participation models and initiatives exist within RS, and it has been argued by many (inter alia trade unions, employees, managers) that the implementation of these models varies from one site to the next - with one of the major influencing factors being the size of a branch or site. Employee participation initiatives and models are established either voluntarily or in response to compliance with legislation. Some scholars and practitioners have suggested that employee participation models that yield positive results for both parties are the ones that are voluntary and have not been undertaken for legal compliance purposes. Others argue that even in cases where it is legislated and practiced for compliance, the end result remains the same. From a comparative point of view, the Japanese and German models of employee participation have been, for some time now, crowned as classic examples of employee participation. Interestingly, the two models (Japanese and German) were implemented for contrasting reasons. The Japanese model is voluntary whereas the German model is legislated. Both models remain leading examples of how successful participation can be, regardless of the reasons for its implementation. Royal Serve Cleaning operates in three Sub Saharan countries: South Africa, Lesotho and Namibia (making it a transnational organisation). The Head Office is situated in Midrand, Johannesburg, RSA. The following regional offices exist to provide immediate and more flexible support to both employees and clients at regional level: Cape Town: Western Cape; Midrand: Gauteng Province, Limpopo, North West and Mpumalanga; Bloemfontein: Free State, Lesotho and Northern Cape; Durban: KZN; Port Elizabeth: Eastern Cape; Namibia.The primary goal of this research was to investigate how the size of a site influences the implementation of employee participation within RoyalServe Cleaning (Pty) Ltd. Put differently, the question to be answered by the research is: are employee participation initiatives applied similarly across all sites within RoyalServe regardless of size? Another question that has been answered in this research report, albeit indirectly, is: do RoyalServe employees understand the various participation initiatives in place at all levels of the organisation? Accusations have been leveled by some employees that employee participation initiatives at RS are benefiting only those employees based at the big sites at the expense of the smaller ones. The research methodology followed in this paper includes: A review of the available literature about RoyalServe employee participation strategies, initiatives, minutes, reports and practices; The development of a questionnaire which was then distributed to selected employees at all levels within the organisation. The analysis of information gathered in the above activities and recommendations formulated was based on gathered data.
- Full Text:
- Authors: Ntini, Vusani
- Subjects: Management -- Employee participation , Strategic planning -- Employee participation
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9430 , http://hdl.handle.net/10948/d1018677
- Description: Employee participation is a common and popular aspect of most labour relations systems in many countries, including South Africa (the RSA). For years now, there have been debates around the actual benefits of employee participation initiatives to both the business and its employees. Various factors influence the development of participation initiatives within businesses. Some of these factors include legislation, management perceptions and attitudes, socio-economic factors, political and business complexities. These factors vary from one economy to another, from industry to industry, from company to company and may be classified into internal or external factors. It is even suggested that participation initiatives and levels of implementation may be different within the same organization, from department to department, and from one geographic set-up to another within the same organisation. It is for this reason that this research was undertaken. RoyalServe(RS) has an average of 12 000 employees and about 800 sites or branches or units within the RSA. A number of employee participation models and initiatives exist within RS, and it has been argued by many (inter alia trade unions, employees, managers) that the implementation of these models varies from one site to the next - with one of the major influencing factors being the size of a branch or site. Employee participation initiatives and models are established either voluntarily or in response to compliance with legislation. Some scholars and practitioners have suggested that employee participation models that yield positive results for both parties are the ones that are voluntary and have not been undertaken for legal compliance purposes. Others argue that even in cases where it is legislated and practiced for compliance, the end result remains the same. From a comparative point of view, the Japanese and German models of employee participation have been, for some time now, crowned as classic examples of employee participation. Interestingly, the two models (Japanese and German) were implemented for contrasting reasons. The Japanese model is voluntary whereas the German model is legislated. Both models remain leading examples of how successful participation can be, regardless of the reasons for its implementation. Royal Serve Cleaning operates in three Sub Saharan countries: South Africa, Lesotho and Namibia (making it a transnational organisation). The Head Office is situated in Midrand, Johannesburg, RSA. The following regional offices exist to provide immediate and more flexible support to both employees and clients at regional level: Cape Town: Western Cape; Midrand: Gauteng Province, Limpopo, North West and Mpumalanga; Bloemfontein: Free State, Lesotho and Northern Cape; Durban: KZN; Port Elizabeth: Eastern Cape; Namibia.The primary goal of this research was to investigate how the size of a site influences the implementation of employee participation within RoyalServe Cleaning (Pty) Ltd. Put differently, the question to be answered by the research is: are employee participation initiatives applied similarly across all sites within RoyalServe regardless of size? Another question that has been answered in this research report, albeit indirectly, is: do RoyalServe employees understand the various participation initiatives in place at all levels of the organisation? Accusations have been leveled by some employees that employee participation initiatives at RS are benefiting only those employees based at the big sites at the expense of the smaller ones. The research methodology followed in this paper includes: A review of the available literature about RoyalServe employee participation strategies, initiatives, minutes, reports and practices; The development of a questionnaire which was then distributed to selected employees at all levels within the organisation. The analysis of information gathered in the above activities and recommendations formulated was based on gathered data.
- Full Text:
The relationship between work place well-being, psychological capital and work place trust
- Authors: Schoeman, Johannes Dames
- Subjects: Well-being , Trust , Work -- Psychological aspects , Job satisfaction
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9406 , http://hdl.handle.net/10948/d1013044
- Description: A study of the available literature on Workplace Well-being, Positive Organisational Capital and Workplace Trust revealed that enormous potential existed for further research. This is a relatively new field with limited literature and research evidence available. It became very clear from the beginning that the relationships between these constructs could successfully be researched. It was therefore decided to embark on an academic research journey in order to contribute to the existing knowledge available on these constructs within the South African business scenario. This quantitative research was used to obtain more clarity about the relationships between the three constructs and to gather the responses from the research population. This research group consisted of 228 managers from the manufacturing operation of a motor vehicle production company and 224 managers from their National Dealership network. The research sample consisted of 452 managers. Three questionnaires were integrated to develop the composite Workplace Wellbeing Questionnaire and consisted of i) Workplace Well-being questionnaire developed by Parker and Hyett (2011), ii) PSYCAP Questionnaire developed by Luthans, Youssef and Avolio (2007), and iii) Workplace Trust Survey developed by Ferres (2001). The managers (n = 452) responded to a 91–item electronic questionnaire. Seven research questions were formulated and covered areas such as: The content, validity and portability of the measuring instruments; The configuration of the various constructs; Relationships between some of the variables; The effect of demographical data on the research variables and; The building of a research model. The content and the structure of the measuring instruments were assessed by means of Confirmatory Factor Analysis (CFA) and Exploratory Factor Analyses (EFA). These assessments showed that the original measuring instruments are not portable to a culture which is different to the one where they were originally developed. The relationships between the variables were determined by: Pearson product moment correlation; Multiple Regression co-efficient; ANOVA and Cohen’s d Test. The relationship between aspects of Workplace Well-being (Job satisfaction) and trust is a significant finding; so are some aspects of PSYCAP (sense of achievement and optimism) and Trust and Well-being. Trust has shown a definite relationship with Work- place well-being. A structural equation model was built to test the relationships between the elements of Workplace Well-being, PSYCAP and Workplace Trust. No satisfactory fit of the model on the data was obtained, although strong correlations between some of the variables existed. The significance of the findings of this study and the contribution that it makes to the existing theory is seen in the importance of the portability of measuring instruments. Recommendations in this regard have been made in Chapter 5. Various findings have also highlighted the relationships between Workplace Well-being, PSYCAP and Work-place Trust. The importance of future research topics has been recommended and a proposal has been made to consider a longitudinal well-being research study.
- Full Text:
- Authors: Schoeman, Johannes Dames
- Subjects: Well-being , Trust , Work -- Psychological aspects , Job satisfaction
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:9406 , http://hdl.handle.net/10948/d1013044
- Description: A study of the available literature on Workplace Well-being, Positive Organisational Capital and Workplace Trust revealed that enormous potential existed for further research. This is a relatively new field with limited literature and research evidence available. It became very clear from the beginning that the relationships between these constructs could successfully be researched. It was therefore decided to embark on an academic research journey in order to contribute to the existing knowledge available on these constructs within the South African business scenario. This quantitative research was used to obtain more clarity about the relationships between the three constructs and to gather the responses from the research population. This research group consisted of 228 managers from the manufacturing operation of a motor vehicle production company and 224 managers from their National Dealership network. The research sample consisted of 452 managers. Three questionnaires were integrated to develop the composite Workplace Wellbeing Questionnaire and consisted of i) Workplace Well-being questionnaire developed by Parker and Hyett (2011), ii) PSYCAP Questionnaire developed by Luthans, Youssef and Avolio (2007), and iii) Workplace Trust Survey developed by Ferres (2001). The managers (n = 452) responded to a 91–item electronic questionnaire. Seven research questions were formulated and covered areas such as: The content, validity and portability of the measuring instruments; The configuration of the various constructs; Relationships between some of the variables; The effect of demographical data on the research variables and; The building of a research model. The content and the structure of the measuring instruments were assessed by means of Confirmatory Factor Analysis (CFA) and Exploratory Factor Analyses (EFA). These assessments showed that the original measuring instruments are not portable to a culture which is different to the one where they were originally developed. The relationships between the variables were determined by: Pearson product moment correlation; Multiple Regression co-efficient; ANOVA and Cohen’s d Test. The relationship between aspects of Workplace Well-being (Job satisfaction) and trust is a significant finding; so are some aspects of PSYCAP (sense of achievement and optimism) and Trust and Well-being. Trust has shown a definite relationship with Work- place well-being. A structural equation model was built to test the relationships between the elements of Workplace Well-being, PSYCAP and Workplace Trust. No satisfactory fit of the model on the data was obtained, although strong correlations between some of the variables existed. The significance of the findings of this study and the contribution that it makes to the existing theory is seen in the importance of the portability of measuring instruments. Recommendations in this regard have been made in Chapter 5. Various findings have also highlighted the relationships between Workplace Well-being, PSYCAP and Work-place Trust. The importance of future research topics has been recommended and a proposal has been made to consider a longitudinal well-being research study.
- Full Text: