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Muhindi, Solomon Peter Kavai. "Conflict management in Kenyan electoral conflict: 2002-2012." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/12286.
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In the recent years, majority of African countries have been faced by conflicts during election periods. Some of the electoral related conflicts escalated into violence, and they have been transformed or managed. While other electoral related conflicts have just been prevented during the election periods but remain latent conflicts that would escalate triggered by future elections. This study focuses specifically on electoral conflicts in Kenya and its conflict management perspective from 2002-2013. To transform and manage the conflict, peacebuilding initiatives have been integrated in the study. The prime actors in Kenya electoral conflict includes the; the ruling party coalition, the leading opposition coalition and ethnic groupings affiliated to the ruling party and opposition. Other peripheral actors include: the Independent, Electoral and Boundary Commission (IEBC), the International Criminal Court (ICC) and the judiciary. Triangulation (the combination of two or more methods of collecting and analysing data) has been adopted both in data collection and analysis. Focus group interviews, selected individual interviews, and literature reviews were used to collect data, while research findings were analysed systematically using the constructivist grounded theory. Moreover, the liberal peace theory, Institutionalisation before Liberalisation (IBL) and findings from other researchers like (Elder, Stigant and Claes 2014:1-20), and the Afrobarometer research findings (Kivuva 2015) have been used to authenticate the research findings. Research findings indicates that claims of election rigging, numerous institutional failures, negative ethnicity and economic disparity, among other factors heighten the fear and anxiety that escalates during elections. Towards achieving peacebuilding and sustainable peace, the following reforms were undertaken: constitutional changes and reviews, electoral body reform, judicial reform, pursuit of transitional justice, extensive range of local initiatives reforms and police reforms. However, findings in the study also reveal that despite the latter reforms, peacebuilding measures have been short-term, temporal, and not fully successful, leaving behind a latent conflict that could be triggered again with future electoral conflicts. Besides that, negotiation, dialogue and mediation played a role in restoring trust and confidence in the democratic structures after escalated elections. We also recommend that multi-ethnic composition for electoral coalitions should also be adopted as a means to mitigate ethnic triggered conflicts.
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Plaatjes, Carlton Henry. "Assessing conflict and management interventions." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1018930.
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Human resource management, or people management, is concerned with the philosophies, policies, programmes, practices and decisions that affect the people who work for an organisation. The various people management functions are aimed at helping the organisation achieve its strategic goals and as such are an integral part of the management process. People management consists of several aspects and sub-divisions of which pro-active conflict handling and management is one and which is also the subject of this study. The objective of this study was to assess causes of conflict and interventions and styles of conflict management in the workplace. Workplace politics, change management, diversity, cultures and religious views are but a few major sources for the emergence of conflict. We are currently in the era of fast change or more aptly put “hyperchange” and conflict is inevitable and management styles can also create and/or escalate conflict situations including, the composition of diversity in the workplace. This adds to the new challenges of management. Organisations in this decade need to acknowledge that their management styles of days gone by are not relevant anymore and one must understand to recognise conflict and resolve it in an appropriate manner. This study assessed the major causes of conflict in the workplace and whether the managerial style of managers and management interventions impacts on the overall conflict situations experienced by staff members in organisations in Cape Town and Windhoek. It also gave an indication if interventions and conflict management training/programmes are in place or used, if at all. Sometimes conflict is resolved successfully or unsuccessfully and what impact it has on the managers, his/her staff and colleagues and the organisation as a whole. This can have a detriment impact on the business and the culture within the organisation and which could result in or give rise to high labour turnover, underlying unhappy staff and disempowerment of managers and staff and poor production and service levels.
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Mandela, Siyabulela. "Preventive diplomacy and conflict provention in Africa." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/13435.
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South Africa‟s participation in international peace missions is guided by the White Paper of 1998 and premised specifically on the country‟s foreign policy objectives based on its vision of “a better South Africa, a better Africa and a better world”. South Africa recognises itself as an integral part of the African continent and therefore sees its national interests as being intrinsically linked to Africa‟s stability, unity and prosperity. Since 1994, South Africa has placed itself at the forefront of Africa's peace and security endeavours, trying to transform itself from international villain during apartheid years to Pan-Africanist peacemaker. The country has played an instrumental role in both shaping and setting the normative agenda of the African Union and Southern African Development Community. South Africa‟s participation in conflict resolution and peace missions in Africa is informed by an understanding of the nexus that exists between peace, security and sustainable development. This research focuses on South Africa‟s diplomatic and peacekeeping engagement in Lesotho, covering the constitutional and electoral crises from 1994 - 2015 constitutional crisis. The author shows the importance and way forward to resolve conflicts before they become escalated and deadly. The study calls for a „timely‟ reaction to disputes and conflicts on the African continent via preventive diplomacy, conflict provention and addressing of underlying issues that give rise to disputes and conflict.
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Wicomb, Wilmien. "Testing the water while the house is on fire : a critical approach to the African Union conflict management system." Diss., University of Pretoria, 2008. http://hdl.handle.net/2263/8066.
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The author views that the complexity of conflict implies that the African Union’s engagement with conflict – both in understanding and managing it – will benefit from an approach informed by the theory of complexity.
Discusses the following questions: (1) What normative framework currently informs the African system of conflict management? (2) Is complexity theory compatible with the analysis and management of conflict? (3) What are the implications for conflict analysis and management? (4) What would a complexity approach add to the African system?Thesis (LLM (Human Rights and Democratisation in Africa)) -- University of Pretoria, 2008.
A Dissertation submitted to the Faculty of Law University of Pretoria, in partial fulfilment of the requirements for the degree Masters of Law (LLM in Human Rights and Democratisation in Africa). Prepared under the supervision of Dr Patrice Vahard, Faculty of Law, University of Addis Ababa, Ethiopia
http://www.chr.up.ac.za/
Centre for Human Rights
LLM
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Bradshaw, Gavin John. "An evaluation of the application of specific conflict management mechanisms in the South African transition to democracy, 1985-2004 : a conflict resolution perspective." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/482.
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South Africa has always been cited as an example of protracted social conflict by the analytical conflict resolution school. Given that appellation, the conflict, in terms of the understanding of that school of thought, would not have been amenable to resolution, and yet many observers hail the South African democratic transition as a miracle of transformation. This thesis, using a detailed application of the various elements of protracted or deep-rooted social conflict, demonstrates that South Africa is indeed an example of protracted social conflict. Given the application of pre-negotiation initiatives, and the establishment of a unique National Peace Accord, negotiations were enabled, and successfully delivered a democratic election, and so far, also a sustainable democracy. The establishment of the Truth and Reconciliation Commission was the result of a realization on the part of a wide spectrum of South African leadership and conflict resolution professionals, that negotiation alone would not provide conflict resolution for South Africans, and that there was therefore an additional need to deal with the deeper issues of conflict, if the settlement were to prove sustainable. The question remains whether ours represents a successful resolution of the conflict from the theoretical perspective of the analytical conflict resolution school. A close examination of South African socio-political issues across a number of domains regarded by the analytical conflict resolution school as important, indicates that while the requirements for conflict resolution were indeed met in the South African case, their more advanced stage of resolution; conflict provention has not been satisfied. That explains the fact that many tensions, much violence and intolerance remain. South Africa’s democracy has not been infused with analytical conflict management institutions, basic human needs have not been substantially met and valued relationships remain elusive. Because protracted social conflict is cyclical, we can expect high-levels of conflict behaviour to haunt, and even threaten our fledgling democracy. It is argued here that a coherent theoretical approach to the South African conflict management process would have produced a more sustainable outcome, and we recommend the continued use and institutionalization of analytical conflict provention processes to secure the future of our country.
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Mwagiru, Makumi. "The international management of internal conflict in Africa : the Uganda mediation, 1985." Thesis, University of Kent, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.240370.
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Faal, Mohammed. "The OAU and conflict management in Africa : the post Cold War era." Thesis, University of Southampton, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.246845.
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Msila, Vuyisile. "The effectiveness of school management: conflict management skills as a missing link in selected schools in Gauteng." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1018647.
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Growing research in educational leadership and management shows that there are many factors that have an impact on the running of effective schools. Many people are now aware of the importance of the school management‟s role in guiding successful schools. This quantitative study was conducted in Gauteng where 100 school managers responded to a questionnaire which probed them about their conflict management and competence skills. The participants responded to a 40 item Likert scale instrument. Each of the items had five alternatives to choose from. The results demonstrate that many teachers were never trained in conflict management skills and that they also find it hard to resolve disputes in their schools. Furthermore, a majority of the participants attributed the dysfunctionality and lack of teacher commitment to the pervading unresolved conflicts in their schools. There was also consensus that intractable conflict adversely affects the culture of learning and teaching in schools. Among the recommendations highlighted at the end are to ensure that prospective school managers are empowered with conflict management skills before assuming their positions.
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Chukwunaru, Charles Obinna. "Conflict prevention, management and resolution in Africa: a case study of the conflict in the Darfur region of Sudan (2003 – 2013)." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14818.
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Africa has witnessed some of the most horrific and devastating conflicts in the world in recent times. This study, concerned about the problem of these seemingly intractable or endemic violent conflicts ravaging the continent of Africa since decolonisation; resulting in poverty, hunger, diseases, massive killing, rape, permanent disability and underdevelopment, examined the issues relating to conflict prevention, management and resolution in Africa. In doing so, it used the conflict in the Darfur region of Sudan as a case study. It examined the role of international organisations, especially that which the African Union and the United Nations played in the prevention, management and resolution of the conflict in the Darfur region of Sudan, as well as the remote and immediate cause of the Darfur conflict and major parties to the Darfur conflict. Other issues examined by this study include the outcome of the United Nations Commission of Inquiry into the violations of international humanitarian law and human rights law, including acts of genocide in Darfur; and the Sudanese government’s response. Moreover, it analysed the implication of the Darfur conflict in the problem of preventing, managing and resolving violent conflict in Africa while drawing some lessons for the African Union, as well as the government of Sudan. However, this research, which adopted the qualitative case study methodology in data collection, presentation and analysis, posits that the protracted violent conflict, which was triggered by some rebel leaders with doubtful motives in the Darfur region of Sudan, who capitalised on the age-long problem of underdevelopment in the Darfur region, as well as low intensity disputes among the tribes over ownership of land and water resources, was avoidable. It further asserts that the African Union lacked the capacity to engage in an effective peace support operation in Africa as witnessed in the failure of its mission in Darfur, which eventually got rescued by the United Nations through the UN-AU Hybrid Mission in Darfur (UNAMID). Further, this study has contributed in narrowing the existing gaps in academic literature on the aspect of conflict prevention management and resolution especially in Africa, even as it introduced the conspiracy theory in the understanding of the issues relating to the conflict in the Darfur region while recommending the immediate operationalisation of the African Union standby force to avert the reoccurrence of the Darfur conflict in Sudan and other parts of Africa, among other strategies aimed at enhancing the capacity and capability of the African Union to prevent, manage and resolve violent conflicts in Africa with or without the intervention of foreign powers. Moreover, this study recommends good governance that will promote political, social and economic justice as well as adherence to the rule of law; against all forms marginalisation, discrimination and other forms of structural violence in Africa. Essentially, this research has made an original contribution to the conflict studies literature with the formulation of the “Violent Intrastate Conflict Model” which explains the conflict dynamics and processes in most violent intrastate conflicts or civil war.
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Mkhomi, Moses Sipho. "Intergroup conflict in selected schools in Diepkloof, Johannesburg North District." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1020924.
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Intergroup conflicts are rife in public schools and often the bone of contention is promotional posts. These conflicts can affect the quality of teaching and learning if the focus of the teachers moves from the primary purpose of teaching to contesting senior posts. In addition, such contestation often splits the teaching staff into groups or factions. One such split is between the group made up of teachers belonging to the politically-aligned union and the group of teachers from non-politically aligned teacher unions or those not unionised at all. The School Governing Body parent-wing is often caught in conflict between these two groups as it has the legislative power to recommend appointment to the District Director. It is within this context that this study explores the perceptions of stakeholders in selected schools in Diepkloof with regard to intergroup conflict and investigates whether cadre deployment plays a role in this conflict. The findings of this study reveal stakeholders‟ perceptions that politically-aligned unions tend to exert influence to have their members promoted and, in the process, often overlook better qualified educators.
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Kotze, Sharon Jean. "Social diversity in an engineering workplace: a conflict resolution perspective." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1638.
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The global working environment has altered dramatically over the last decade, with the workforce now consisting of a diverse assortment of individuals. South Africa, in particular, has had to face major challenges as it adapts to the newly conceived "Rainbow Nation". It has also had to make amends for inequalities bred by the past discrimination and the segregation of Apartheid. Prior to this, businesses in general, were inward-looking in that they did not have to comply with or conform to the changing trends found in the international arena. Suddenly, issues such as Black Economic Empowerment, Affirmative Action, gender, age, faith and preferred sexual orientation have had to be accommodated as the new Employment Equity Act of 1998 was promulgated. Each individual coming into the workplace has his or her own cosmological, ontological and epistemological view, and although this facilitates a positive contribution by individuals with regard to varying ideas, skills, talents and expertise, more often than not, the reality is that the differences that exist within a staff complement often result in conflict. Furthermore, South Africa exhibits deep-rooted, social conflict as a result of the oppression of the apartheid years. Unemployment, poverty, poor education and service deliveries are far from being satisfactorily addressed. Therefore, it is assumed that unmet/frustrated basic human needs, as defined in Abraham Maslow‘s "Hierarchy of Needs", play a role in causing conflict both in the workplace and in society. It was felt that basic human needs, as articulated, had not been researched as a cause of workplace conflict and this research will explore the part that frustrated human needs may play in organisational conflict, alongside diversity conflicts.
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Dlamini, Thandeka Lungile. "Searching for new relevance in the 1990s: the Organization of African Unity as an instrument of conflict resolution." Thesis, Rhodes University, 2000. http://hdl.handle.net/10962/d1002980.
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The 1960's and the 1970's marked a great Pan-African movement in Africa, that saw the liberation of most African states. This Pan-African movement, was spearheaded by a quest to unite Africa, and to abate foreign occupation. Amidst the spirit of unity, lay a promise of an organization that would embody the hopes and aspirations of a continent undergoing a re-birth; a progression towards self-determination, economic development and integration, and the maintenance of peace. Therefore, the inception ofthe Organization of African Unity (OAD) was not only a symbol of a unifying force for Africans, but a diplomatic platform that would promote African needs on the international arena. In effect the OAU, at its inception, was for specific ideals that would guarantee liberation and unity of African states. The outcome of these ideals would be greater regional economic integration and the achievement of peace and stability. These ideals mirrored the structural definition of regional organization, with the inclusion of a Commission for Mediation Arbitration and Conciliation under the OAU Charter, to handle disputes among member states. However, the mere fact that this commission lacked the political wherewithal to resolve conflicts, by its sheer lack of a standing peacekeeping force, contributed to the inefficiency of the organization to play an effective role in conflict management. This study attempts to examine the role ofthe OAU in settling disputes. The study sought to accomplish this, in the following manner. Firstly, an investigation into the nature of conflict and why it persists in Africa was conducted. Further, an examination ofthe tools that practitioners utilize not only to study conflict, but to prevent, manage and resolve it, was done. During the investigation it was found that, although the OAU's greatest successes have come from preventive diplomacy, its structural foundations limit the capabilities of the organization to become more relevant. The Charter of the OAU alludes vaguely to the settlement of disputes, but without an executive political decision-making body able to deploy peacekeepers, its principles are largely meaningless. Amidst the growing concerns, the OAU as a matter of survival, developed initiatives it hopes will make it more effective and relevant. The focus ofthe study was the evolving role ofthe OAU, from its inception to its new role as an instrument of conflict resolution. Most of the scholarly work conducted on the OAU, is concerned with depicting a terminal organization, with little or no hope of surviving. Little emphasis is placed on prescribing remedies on how to improve and restructure the organization. The findings included, inter alia, that the organization is faced with enormous challenges, as the sources of conflict are varied and complex. Africa is now the landscape of collapsed states, economic stagnation, environmental degradation, disease and chronic conflicts. The OAU shoulders much ofthe responsibility for not sanctioning governments that contribute to the decay and suffering of the African peoples. Most ofthe criticism of the OAU, stem from the inability of the organization to play an effective role in resolving conflicts in Africa. Most of Africa's conflicts stem from a lack of political legitimacy, lack of democratic institutions, uneven distribution of resources, ethnic tensions and economic stagnation. Until such problems are addressed, Africa will continue to host the world's deadliest conflicts.
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Makokha, J. Maende. "The role of African women in conflict resolution : a case study of the Great Lakes Region of Africa /." Abstract, 2008. http://eprints.ccsu.edu/archive/00000526/01/1975Abstr.htm.
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Thesis (M.S.) -- Central Connecticut State University, 2008.Thesis advisor: Peter A. Kyem. "... in partial fulfillment of the requirements for the degree of Master of Science in International and Area Studies." Includes bibliographical references (leaves 78-83). Abstract available via the World Wide Web.
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Ajam, Razaana. "The need for conflict management in organisations (a health insurance company, Port Elizabeth)." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/3852.
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Conflict is evident in many spheres of life, however this study concentrated more specifically on conflict relating to organisations. Organisational conflict is seen “as any social collectivity, organisations such as private sector companies, government departments, schools and universities, non-governmental organisations, and political parties all experience internal conflict in varying degrees” (Bradshaw, 2008: 22). Each individual coming into a workplace has created his or her own set of challenges especially in the brutal arena of business. Conflict has destructive and productive qualities that can diminish or elevate processes within an organization (Stone, 1999). If it is not harnessed properly or dealt with in the correct manner, it can damage the reputation of a business; resulting in its downfall and this in turn contaminates and affects peripheral businesses associated with the organisation downstream. This study explored the following key aspects: Background of organisational conflict and its management; Background of the organization; Whether these two areas mentioned above can work together to create a cost effective and efficient outcome when dealing with conflict. The research adopted a mixed method approach with predominant focus on qualitative research methodology. The main focus of this study was conflict management within organisations and to probe and determine whether companies see the need to employ the field of conflict management as a strategy in times of fluctuating dispositions. It is evident that the organisation may not be fully aware or make use of alternative conflict resolution strategies and that the main causes of conflict can be eliminated such as poor communication, ill-defined job descriptions and objectives and differing of opinions. The need to employ alternative methods of conflict management may be emphasised by looking at the costs that conflict produces and the use of limited vital resources and the loss of human capital.
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Wren, Beverley. "Development of an employee management model to address conflict and discipline in SME's." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/646.
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The research problem addressed in this study is to determine what effect current labour legislation has on small and medium enterprises (SME’s), in particular with regard to handling conflict and disciplinary procedures in the workplace. To achieve this objective a literature study was undertaken to ascertain what labour relations practices are recommended and/or enforced by law. The literature study included a look at the effect of conflict on the workforce and the resultant cause and effect of the stress that conflict causes. The literature study was then used to develop a questionnaire to test the degree to which small to medium sized business managers, in the coastal city of George in the Western Cape, complied with the law and application of the necessary regulations governing labour relations. The empirical study results indicated a healthy adherence to labour legislation in general. The results indicated that the role-players, namely owners and managers of small to medium sized businesses, had valid arguments both for and against the weight of the labour legislation imposed on small businesses. Those businesses that had not indicated a strict adherence to regulation run the risk of costly fines and penalties being imposed on them. Such enterprises would do well to employ an independent consultant to “audit” and update employee records on a regular (6 monthly) basis. Failure to take the time to have all the correct documentation prepared could result in costly labour disputes and government intervention, which far outweighs the cost of a professional ensuring that all the necessary paperwork is correct and in place
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Fritzen, Johannes. "Accountability of child soldiers in conflict situations in Sub Saharan Africa." Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1561.
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Throughout the world, but especially in the African continent, international, cross-border and national conflicts are ongoing. In the majority of these conflicts child soldiers are involved in various ways. Judicial problems concerning the prosecution of commanders and leaders of armed groups, irrespective of governmental or not are being solved. Thus, underlying concern is left to the issue of accountability of child soldiers. International, Regional and National protection measures provide for certain judicial standards dealing with children under the age of eighteen. In order to fully understand the difficulties arising from the existence of universal binding measurement dealing with the accountability of child soldiers, one has to be aware of the international, regional and national legislative frameworks. In Sub Saharan Africa, especially in Rwanda, Uganda and the Democratic Republic of Congo, governments face various difficulties, such as the implantation process of international protection measures and ongoing conflicts, making it very difficult to examine the status of accountability measures for child soldiers. States have different minimum ages for accountability for child soldiers. Only a process of international co-operation between governments and non state actors can attempt to deal with the accountability of child soldiers. Not only deterrent, but rather restitution approaches and reintegration programmes should be followed in order to bring justice and achieve results in peace processes.
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Wood, J. C. "Defining the role of the African Union Peace and Architecture (APSA) : a reconceptualisation of the roles of institutions." Thesis, Coventry University, 2012. http://curve.coventry.ac.uk/open/items/c211face-e5d4-40ae-bb90-d41d0dff935d/1.
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At its core, this research project is a revision of how we conceptualise the role of international organisations. The concept of role is often invoked International Relations when discussing the function of institutions like the African Peace and Security Architecture (APSA), but its full meaning in this context has never been problematised, leading to varying perceptions of its meaning and a lack of common understanding in the discourse. In the case of the APSA, this lack of common understanding has led to a wide variance in how the role of the APSA is categorised, and a corresponding discrepancy in assessments of the institution’s success and utility, which has had a knock-on effect on policy recommendations, which also differ wildly from author to author. This thesis devises technical definitions for the various ways in which the word role is utilised in International Relations and related fields, and in so doing, aims to standardise our understanding of the role of institutions, using the APSA as a case study. After developing a new technical definition of role based on Role Theory, the thesis develops a research programme which sets out to investigate the true role of the APSA, based on an examination of how the APSA’s role has been shaped by key limiting and enabling factors, and how this role is shaped and influenced, and directed; all the while highlighting how it differs from the organisation’s stated role, and scholarly perceptions of that role.
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Weldon, Catherine Leigh. "The changing nature of conflict in Africa : challenges for the United Nations." Thesis, Stellenbosch : Stellenbosch University, 2006. http://hdl.handle.net/10019.1/50649.
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Thesis (MA) -- Stellenbosch University, 2006.Includes bibliography
ENGLISH ABSTRACT: The nature of conflict in Africa has changed from the Cold War to the post-cold War era. This is evident in the internal and external factors and actors involved within the conflict dynamics. During the Cold War era politics and the quest for control of the state formed the basis for conflicts in Africa, from anti-colonial wars of independence and liberation struggles to secessionist attempts. In the post-Cold War era with the loss of external superpower support, this has changed with the growing significance of identity politics, and conflicts based on the differences of ethnicity, religion and the quest for the control of resources and land, characterised by extreme violence and the rise of actors other than the state, within failed and collapsed states. These conflicts have thus presented challenges to the United Nations (UN) in relation to its traditional means of maintaining international peace and security, and the internal dynamics of the decision-making processes, political will and accompanying resources and financial factors within the organisation. The challenges faced by the UN in Africa therefore lie not only within the nature of conflict and the nature of the African state but also within the internal constraints inherent within the organisation itself. The conflicts in Mozambique and Rwanda respectively represent how the nature of conflict has changed in Africa from the Cold War to the post-Cold War era and both illustrate the challenges the UN has faced in light of the changing nature of African conflict. While Mozambique offers an example of a typical Cold War conflict, based on the quest for control of the state and exacerbated by superpower support, Rwanda represents an example of a typical post-Cold War internal conflict based on identity politics and extreme violence manifest as genocide. By comparing and contrasting these two conflicts, and the subsequent involvement of UN peace maintenance operations in these conflicts, this thesis offers a comparative study of "old" and "new" wars in Africa in order that a better understanding of the nature of conflict in Africa can be reached and to illustrate the challenges faced by the UN in light of this changing nature of conflict.
AFRIKAANSE OPSOMMING: Die aard van konflik in Afrika het vanaf die tydperk van die Koue Oorlog tot die na-Koue Oorlog tydperk aansienlik verander. Dit is in die innerlike en uiterlike faktore en akteurs wat by die konflik betrokke is waarneembaar. Gedurende die Koue Oorlog tydperk was interstaatlike konflik 'n hoofkenmerk. Dit was ook die fase van antikoloniale oorloë wat dikwels met eksterne steun geveg is. In die na-Koue Oorlog tydperk met die verlies van uiterlike supermoondheid ondersteuning, het interne konflik binne swak state dikwels oor die beheer van skaars hulpbronne, of oor identiteit en griewe gegaan. Die konflik het uitdagings aan die Verenigde Nasies (VN) gestel wie se vredesregime kwalik vir rebelle en kindersoldate voorsiening gemaak het. Dit het ook eise gestel aan die politieke wilskrag van lede van die Veiligheidsraad om in dergelike konflikte betrokke te raak. Die uitdaging vir die VN in Afrika lê dus nie net in die aard van konflik en die aard van die staat in Afrika wat verander het nie, maar ook in nuwe eise vir vrede. Die twee gevallestudies van die konflik in Mosambiek en Rwanda demonstreer hoe hierdie aard van konflik verander het, en hoe moeilik dit is om vrede te maak waar akteurs (rolspelers) kwalik binne konvensionele raamwerke hanteer kan word. Waar Mosambiek 'n voorbeeld van 'n tipiese Koue Oorlogse konflik was - stryd vir die beheer oor die staat en aangevuur deur supermoonhede, is Ruanda weer 'n meer eietydse voorbeeld van 'n tipiese na-Koue Oorlogse interne konflik, gebaseer op identiteitspolitiek wat met ekstreme geweld en volksmoord gepaard gegaan het. Hierdie tesis bied 'n vergelykende studie van sulke "ou" en "nuwe" oorloë in Afrika en bied moontlik 'n beter begrip van die aard en oplossing van sulke konflikte wat by uitstek nuwe uitdagings aan die tradisionele opvattings van die VN stel.
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Pysar, Catherine A. "A multistakeholder conflict-resolution framework| A case study of the Tanzanian Higher Education Loan Board conflict." Thesis, Capella University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3591388.
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The objectives of this explorative case study investigated a multistakeholder conflict in Tanzania Africa, using stakeholder theory as the theoretical foundation. While stakeholder theory has evolved and gained prominence as a method for reviewing conflict resolution processes it was important to conceptualize any discrepancies that could establish a framework for resolving conflicts in practice and in strategy. The research design analyzed five factors of framing, reframing, managing, power and trust with four different stakeholders involved in higher education loan conflicts. The results of the study showed distinct differences compared to previous research findings focused on multistakeholder conflicts. One primary distinction was characterization of the conflicts followed other studies however the lack of motivation to change was complex. There was a strong risk aversion which blocked a link for long-term solutions. Though like other studies competitive, collaboration and coalition for managing the conflicts were identified, risk aversion precipitated an unpredictable mixture of these management processes. Furthermore power imbalances and trust were identified as important aspects of multistakeholder conflicts; however this study linked the impact of results when risk aversion is included in the conflict. Finally, like other studies barriers to a strong conflict resolution process were related to normative values. However, this study enhanced the impact of a lack of societal values for motivating stakeholders to include normative values. It is recommended that further research be conducted to explore the implications of the multistakeholder conflict resolution model.
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Georghiades, George. "An exploration of conflict related to land holding entities in the South African land reform process." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/15600.
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This evaluative study aims to identify and analyse conflicts within the South African land reform process that have manifested within Communal Property Institutions, and so doing, devising and providing a mechanism that will assist conflict practitioners to approach these conflicts in an informed manner. It further intends to provide for an approach in order to restore social justice to the land reform process, and so doing, suggesting resolution mechanisms to assist in the process for the reasons that this restoration of land rights was originally intended. This study further seeks to investigate the causes, actions and consequences of protagonistic land claimants and beneficiaries within the land reform process, who have created conflict within their communal property institutions, at the expense of those beneficiaries who are subsequently deprived of their land rights. According to Coate and Rosati (1988), human needs are a powerful source of explanation of human behaviour and social interaction. All individuals have needs that they strive to satisfy, either by using a system of “acting on the fringes” or acting as a reformist or revolutionary. Given this condition, social systems must be responsive to individual needs, or be subject to instability and forced change, possibly through violence or conflict). Humans need a number of essentials to survive. According to the renowned psychologist Abraham Maslow and the conflict scholar John Burton, these essentials go beyond just food, water, and shelter. They include both physical and non-physical elements needed for human growth and development, as well as all those things humans are innately driven to attain. For Maslow, needs are hierarchical in nature. That is, each need has a specific ranking or order of obtainment. Maslow's needs pyramid starts with the basic items of food, water, and shelter. These are followed by the need for safety and security, then belonging or love, self-esteem, and finally, personal fulfilment (Rothman J, 1997). Burton and other needs theorists who have adopted Maslow's ideas to conflict theory, however, perceive human needs in a different way, being rather as an emergent collection of human development essentials (Burton J, 1990). Furthermore, they contend needs do not have a hierarchical order. Rather, needs are sought simultaneously in an intense and relentless manner (Rothman J, 1997). Needs theorists' list of human essentials include safety, a sense of belonging (love), self esteem, personal fulfilment,identity, cultural security, freedom, distributive justice, and participation. The South African land restoration process relies largely on the Constitution of South Africa (1996), with the preamble thereof as its tenets. The three land reform programmes that emanate from the Constitution are the Land Redistribution Programme, the Land Tenure Reform programme, and the Land Restitution programme, which have been used in this study as the point of departure from which deviations are measured and analysed. A number of Communal property Institutions have been considered, the findings of which have been evaluated, investigated and analysed, in order to achieve the aims of this study.
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De, Ujfalussy Andrea Benedicta. "Conflict between local government and civil society pertaining to sanitation in South Africa." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14939.
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This study seeks to determine whether the conflict between the City of Cape Town (CCT) and the Social Justice Coalition (SJC) is resulting in positive or negative outcomes from the perspective of the residents concerned. In principle, engagement, between civil society and local government should lead to an improvement in terms of the meeting of needs or wants for those communities whose interests are being contested, or at the very least an improved understanding of the plans and challenges faced by both. Further, the engagement and/or conflict between local government and civil society, if positive, should ideally lead to greater understanding between all stakeholders and the strengthening of relations between them government, civil society and the relevant community interests. The motivation of this study is to explore the unanswered issues such as, whether the SJC has gone beyond the use of acceptable tactics associated with responsible and effective civil society actors and whether it would be justified if they have; if the SJC’s actions have resulted in an actual improvement in the accelerated realization of the socio-economic rights of the communities whose interests they purport to represent; whether the communities ‘represented’ by the SJC see them as their effective advocate for the interests and concerns ; if the issue of sanitation is the primary issue for the residents concerned as claimed by the SJC; if the residents of the communities concerned feel the same animosity to the CCT that the SJC does.
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Mashishi, Alfred Kgwadibd. "Intervention in Africa: assessing the rationale behind sub-regional peacemaking military interventions." Thesis, Monterey, California. Naval Postgraduate School, 2003. http://hdl.handle.net/10945/1088.
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Approved for public release; distribution is unlimitedThis thesis examines the factors that are more likely to lead to peacemaking military intervention by a sub-regional hegemon in Africa. It seeks to answer the question of what motivates the sub-regional hegemons to undertake peacemaking military intervention in Africa. It argues that the emerging model of African peacemaking military intervention depends on a sub-regional hegemon's decision to intervene because of its ability to provide necessary resources needed for such operation. Hence, the sub-regional hegemon will conduct peacemaking military intervention when, where and if it suits its interest. The conclusion reached by this thesis is that self-regarding peacemaking intervention by sub-regional hegemon is effective in resolving conflicts in Africa.
Lieutenant, South African Navy
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Mashishi, Alfred Kgwadibe. "Intervention in Africa : assessing the rationale behind sub-regional peacemaking military interventions /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03Mar%5FMashishi.pdf.
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Thesis (M.A. in International Security and Civil-Military Relations)--Naval Postgraduate School, March 2003.Thesis advisor(s): Letitia Lawson, Jeff Knopf. Includes bibliographical references. Also available online.
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Conybeare, Gaily. "An analysis of strategies used to manage conflict at Volkswagen of South Africa." Thesis, Nelson Mandela Metropolitan University, 2008. http://hdl.handle.net/10948/762.
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This research study addresses the problem of determining the strategies that can be used by Internal Audit at Volkswagen of South Africa to manage conflict effectively. To achieve this objective a comprehensive literature study was performed to determine the views on conflict and evaluate the various conflict models. The study also included the reasons for and sources of conflict and the effects of conflict on the performance and controls within VWSA. The identification of conflict management strategies and subsequent conflict management styles were revealed by the literature study. Various discussions from different authors on how to resolve conflict situations are also discussed. The literature review serves as a model in the development of a guideline for VWSA Internal Audit team and management to manage conflict. Senior Management, middle management and staff from various departments within VWSA were requested to complete a questionnaire in order to determine the strategies and effectiveness of these strategies used by Internal Audit to manage conflict. The questionnaire was developed in accordance with the findings from the research. A pilot study was conducted to evaluate the relevance of the study to the problem questions and to evaluate whether the questionnaire will be easily understood. The answers of the respondents were analyzed and compared to the findings of the literature study. The information obtained from the literature study and from the respondents resulted in various recommendations and conclusions.
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Bwowe, Patrick W. "An investigation into the conflict management styles used in organisations with special reference to some organisations in the northern region of the Eastern Cape Province." Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/103.
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common and in most cases unavoidable. Because of this, it has become critical for managers to start evaluating the styles they use in managing conflict and to assess the implications of these styles to the benefits and costs of conflict. In order to meet this challenge, managers must understand the nature, sources and the outcome of conflict. It is by reflecting on the above, that managers may become more informed about the right conflict management approach to apply. This research deals with an investigation into the conflict management styles used by managers in organisations. It seeks to identify the styles currently used and to establish whether there is any correlation between these styles and the conflict management styles identified in the literature survey. The study targeted six health institutions in the Northern Region of the Eastern Cape Province. Findings from the literature study revealed two main approaches to managing conflict. These were: the Resolution and the Stimulating approaches. Five conflict management styles were identified when the resolution technique is used. These included: Collaboration, Avoidance, Accommodating, Compromise and the Dominating styles. Five approaches for stimulating functional conflict in organisations were also identified.They included the following: use of programmed conflict, manipulation of communication channels, encouraging competition among employees, encouraging the use structured debates and changing the organisational structure and culture. A research questionnaire and personal interviews were used for collecting data. The Questionnaire sought to establish the conflict management styles currently used in organisations while the interview’s aim was to probe deeper and to establish the participants’ view of the factors which determine one’s preferred conflict handling style and also to assess to what extent managers understand contemporary approaches to managing conflict such as conflict stimulation. The study revealed that the conflict management styles used by managers are similar to those identified in the literature review. It also emerged that managers are not very knowledgeable about the view of managing conflict by stimulating it. This highlighted the importance for further research into managing conflict by means of the stimulation approach.
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Jaga, Ameeta. "Antecedents of work-family conflict among Hindu working women in South Africa: stressors, social support, and cultural values." Doctoral thesis, University of Cape Town, 2014. http://hdl.handle.net/11427/12951.
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Includes bibliographical references.Little is known about the antecedents of work-family conflict (WFC) among Hindu working women in South Africa, a minority subgroup shaped by a unique set of historical, political, and cultural dynamics. Responding to repeated calls in the literature for the examination of work-family issues in unique cultural contexts, this study began with 20 in-depth interviews to elicit the subjective meaning that Hindu women in South Africa give to their work-family experiences. The qualitative data were analysed adhering to the principles of thematic analysis. These findings, together with a review of extant literature, were used to develop a new and culturally nuanced explanatory model of the antecedents of WFC for this specific context. The antecedents of WFC in the explanatory model include role stressors, sources of social support, and specific individual-level cultural variables. The study’s propositions were tested with survey data from 317 respondents. Psychometric analyses confirmed the portability of the measures and the bi-directional nature of WFC; work-to-family conflict and family- to-work conflict. Multiple regression analyses showed that a significant amount of variability in work-to-family conflict and family-to work conflict were explained by within- domain and cross-domain role stressors; with work overload having the strongest predictive effect on both directions of WFC. The results further highlight the salience of family in Hindu culture, noting that family involvement functioned as an important resource in reducing both directions of WFC and that food-work overload had a distinctive effect on WFC as a significant within-domain and cross-domain stressor. Results of further moderated multiple regression analyses confirmed co-worker support as an important resource for alleviating work-to-family conflict and for buffering the negative effects that work stressors can have on work-to-family conflict. Likewise, the results confirmed spousal support as an important resource for reducing family- to-work conflict; however, paid domestic support increased family- to-work conflict directly and when interacting with food-work overload. Moderated multiple regression analyses additionally showed that work involvement interacted significantly with gender role ideology in predicting work-to-family conflict and that family hierarchy orientation interacted significantly with family involvement in predicting family- to-work conflict. Overall, the results of this study strengthen the argument for the importance of uncovering and examining culturally salient variables in work-family research.
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Drouilly, Marine Justine. "Characteristics, determinants and management of farmer-predator conflict in a multi-use dryland system, South Africa." Doctoral thesis, Faculty of Science, 2019. https://hdl.handle.net/11427/31707.
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Extensive livestock farming provides an important source of food and fibre for humans and is often the only commercially viable land use in the more arid regions of the globe. Pastoralism can however lead to natural habitat degradation, fragmentation of landscape by fencing and conflict between livestock farmers and predators. Collectively these impacts have been identified as major threats to biodiversity in general and predators in particular. In the semi-arid Central Karoo region of South Africa, extensive small-livestock farming is the primary use of land and provides local predators with a plentiful supply of unguarded, easy-to-catch sheep in addition to permanent artificial water sources. The result is a widespread and pervasive conflict between farmers and predators and amongst diverse stakeholders on how to best manage both livestock and predators to reduce such conflict. A major impediment to understanding human-predator conflict on farmland and its impacts on biodiversity is the paucity of relevant applied research. Most research on mesopredators in South Africa has been conducted in protected areas (PA) or at the level of a single farm, precluding the generalisation of results to broader regions, and therefore limiting our understanding of the conflict on farmlands more generally. In this thesis I sought to better understand farmer-predator conflict in the Karoo region of South Africa with an emphasis on measuring the impacts of livestock farming on wildlife in general and how predators in particular impact livestock. I hypothesized that ecological, environmental and socio-economic factors would all contribute to the negative interactions between predators and small-livestock farmers, and to the persistence of the two most prevalent predators in the region, the black-backed jackal (Canis mesomelas) and the caracal (Caracal caracal), despite sustained lethal control. I addressed this hypothesis by first using camera trapping surveys to compare wildlife species richness on farmland with a nearby and similar-sized PA to assess the impacts of small-livestock farming on wildlife diversity and occupancy, notably predators. I then used scat analysis to compare the diet of jackal and caracal with those of conspecifics living in the PA to understand whether predators on farmland are targeting livestock or simply including them opportunistically in their diet. I also used Global Positioning System (GPS) clusters from collars affixed to mesopredators to determine whether jackal and caracal actively kill versus scavenge on livestock. Finally, I performed spatially-explicit interviews using semistructured questionnaires with farmers to assess the distribution and severity of the conflict with jackal, caracal and chacma baboon (Papio ursinus), to explore the potential environmental and socio-economic drivers of reported livestock losses, the attitudes to predators and the use of lethal methods to control predators. Contrary to predictions, species richness was similar on farmland and the PA while community structure, diversity and composition all differed with land use. Species richness and probability of use both varied with environmental factors but not with human disturbance. Diet differed markedly for jackal and caracal between the two land uses, with micromammals and plants dominating mesopredator diet in the PA and livestock on farmland. By combining the results of the biodiversity surveys with the diet analysis, I was able to assess prey preference by predators on medium and large iv vertebrates. The results revealed that while both jackal and caracal consumed more livestock on farmland than wild prey, only jackal showed a preference for livestock. The results of scat and GPS cluster analyses were consistent reinforcing the findings that mesopredators actively killed livestock on farmland but not from within the PA, even when individuals crossed onto neighbouring farms. Survey results showed that farmers perceive the severity of the conflict with jackal, caracal and baboon to be increasing, especially since the 2000s. There was a positive relationship between perceived livestock losses and both environmental (e.g. terrain ruggedness) and socio-economic (e.g. decrease in farm worker numbers) factors. Surprisingly, negative attitudes towards jackal and caracal were not significantly linked to the percentage of lamb losses but rather to their belief that predators should be confined to PAs. Tolerance was best explained by the perceived aesthetic appeal of both jackal and caracal. Finally, I showed that farmers preferred to use lethal versus non-lethal control methods to manage predation, including poison, because non-lethal methods were considered to be expensive, unpractical, labour intensive and less effective. The use of poison was driven by ecological (e.g. having jackal, caracal and baboon as the top three predators on the farm) and socio-economic (e.g. decrease in farm worker numbers) factors. Together, my results suggest that jackal and caracal, like many other mesocarnivores worldwide, display a remarkable ability to adapt to human-modified landscape, using both rangeland and the PA to feed on a diverse range of prey species. Even if small-livestock farms in the Central Karoo still host important components of indigenous biodiversity, the lack of government support and incentives to protect wildlife, the changes in farming practices, the associated increase in natural habitat from which predators can recolonise commercial farmland, and the reduced labour force may together result in farmers increasing their reliance on non-selective lethal control methods to protect their livestock. Of particular concern is the widespread use of illegal poisoning. If we are to find an appropriate balance between farming and conserving biodiversity on farmland, then a new approach will be required to this very old problem. Resource-constrained conservation authorities will need to be backed by multi-stakeholders’ engagements. Farmers will need to be supported through funds to increase farm worker numbers on farms and through improved livestock husbandry measures based on scientific research conducted at the appropriate temporal and spatial scales. The conflict between predators and farmers in the Karoo is complex and multifactorial, involving environmental, ecological, and socioeconomic factors. Finding solutions to limit its impacts is a societal decision at the crux of the debate between conservation and development and requires better use of available funding and multidisciplinary teams to tackle the issue.
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Mayer, Claude-Hélène. "Managing conflict across cultures, values and identities: a case study in the South African automotive industry." Thesis, Rhodes University, 2008. http://hdl.handle.net/10962/d1002790.
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Over the past fifty years, interest in the field of conflict management and peacekeeping has developed worldwide. During the same time, the potential for trans-ultural) conflict has escalated. This can mainly be attributed to the trend towards globalisation, as well as the growing complexity of societies increasingly experiencing more intercultural encounters or cultural transition situations and work-related or organisational conflicts. Cultural transition situations occur in the South African international automotive industry where the emergence of international co-operation, such as joint ventures (driven by globalisation) and new diversity management trends, have changed the way business is conducted. Due to these changes, employees of diverse origins with different cultures, values and identities work together, experiencing work-related conflicts. The purpose of this study was to assess managerial perspectives on conflict, identity and values, as well as on how (trans-cultural) conflict is managed in a selected international organisation in the South African automotive industry. The contribution of this study is twofold, namely to increase the understanding of the complexities of conflict in organisations; and to provide recommendations for conflict resolution strategies to manage (trans-cultural) conflict constructively by considering the values and identity aspects of those individuals involved. This study comprises a single explanatory case study which made use of qualitative data collection and analysis to investigate managerial perspectives on conflict, identity and values, as well as the management thereof, in the selected international organisation in the South African automotive context. Based on the main findings from this case study, it could be concluded that managers with diverse backgrounds experience work-related conflicts which are related to value and identity concepts in the selected organisation. The conflicts experienced fell into the categories of Communication and Treatment, Position and Competition, Organisation and Race and Gender.An overview of the occurrence frequency of value statements revealed that equality, communication and respect were the most commonly indicated values in conflicts. These value concepts include sub-concepts such as: · for equality: race, gender and human equality; · for communication: open, personal, free, decent, calm and proactive communication; and · for respect: mutual respect for self and others. With regard to value concepts and according to value domains of Schwartz (1994) and Schwartz and Bilsky (1987), the value dimensions of selftranscendence comprised the highest number of value statements. This dimension included the value domains of universalism and benevolence. Conflict in the data material was interlinked with identity. The extracts, based on the key words of the identity factors, demonstrated that the identity factors were related to either a weakening or strengthening effect on identities. Social and identity multiplicity in managers provides creativity spaces and flexibility in cases of strong identity patterns. Particularly with weak identities, the existence of conflict potentials could lead to complex conflicts and challenges in conflict management. Communication was most often mentioned as important to successful conflict resolution management and included examples such as round-table talks, smooth communication, face-to-face communication and room meetings. Communication was followed in frequency by strategies of internal intervention, which included the use of the formal structure of the organisation to resolve conflicts.
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Dos, Santos Desiree. "Managing conflict in the library information services of selected universities." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1020307.
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Academic libraries are not immune to conflict; various important external and internal factors underlie conflict. Change, both external and internal, leads to interpersonal conflict amongst librarians which is caused by differing goals, policies, rules and decisions. Technology has been the major change in the digital era and academic libraries embarking on meeting the needs of the users have to manage change. It is important to understand how change evolves in order to manage it and the faster the change, the more conflict can be expected. The main purpose of this study is to investigate change and conflict in library and information services. The study collected data from two selected academic libraries - Fort Hare and Walter Sisulu. The reason for this choice is that the two libraries are from the Eastern Border region and strategically located to serve the deep rural and poverty-stricken communities. Both libraries are from merged institutions, under-developed and faced with change and conflict. Data was gathered by means of a literature study and face-to-face, semi-structured interviews with six participants in each library: two librarians in senior, two middle management and two librarians occupying lower level positions. Purposive sampling was used to select participants who fit the criteria and who could contribute to the study. The findings reveal that library staff experience stress and conflict because of external and internal factors of change impacting the academic environment. The study generated important findings which are capable of guiding academic library management on how to manage change effectively in the „new‟ electronic environment. The findings show that understanding conflict also equips management with strategies and techniques to manage conflict effectively. This study offers valuable insights into the lived conflict experiences and perceptions of librarians and sheds much light on the role of conflict management in these environments. This study will contribute to the management of conflict in information services in university libraries and will be an innovative application of conflict theory to the library discipline.
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Lamb-du, Plessis Shena. "Exploring the conflict narratives of youth at risk: the Umzi Wethu Programme, Port Elizabeth." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1020813.
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Years of political unrest, forced removals, migrant labour and overly rapid urbanisation have had a negative effect on the lives of many South Africans and poverty, unemployment and the HIV/AIDS pandemic have increased the challenges facing young people in South Africa. With 54 per cent of South Africa’s population younger than 24 years and two-thirds of South Africans between the ages of 18 and 35 years unemployed, youth development is an urgent and critical social investment. Current research stresses the importance of an integrated and developmental approach that recognises young people’s optimism and resilience and builds on their strengths. Of the various youth developmental interventions being implemented in African countries, including South Africa, an initiative that is being used increasingly, is the international broad-base programme known as the Alternatives to Violence Project (AVP). Using an experiential approach honed by over 35 years’ of working mostly in prisons in more than 35 countries, AVP teaches the attitudes and strategies (such as self-awareness, empathy and community-building) needed to transform conflict nonviolently and addresses the important psychological need for intimate connection with others. This study investigates how the experience of an AVP workshop can influence so-called ‘at-risk’1 young South African adults’ perceptions of personally-experienced conflict situations. The study was conducted in partnership with a local youth development project and used a narrative analysis approach to explore the pre- and post-AVP workshop conflict narratives of a group of Xhosa-speakers from the Eastern Cape. To support the analysis of the conflict narratives, focus groups were conducted three months later and again after six months with a selected sample of volunteers. Participation in the study was wholly voluntary and by informed consent.
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Massey, Simon. "Contextualising all-African peacekeeping : political and ethical dimensions." Thesis, Coventry University, 2003. http://curve.coventry.ac.uk/open/items/47e6031c-81e8-8c8c-a900-93297fb9750e/1.
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The hypothesis underlying this research is that Africa's leaders are under a moral/political imperative to summon the will to develop a capacity to intervene in conflicts, possibly with external assistance, but without direct extra-continental intervention. This begs two questions. Is Africa right — politically and morally – to assume this task? And should the rest of the world, particularly the traditional intervening powers, accept and/or promote and/or assist African self-pacification? A trend toward subsidiarity and the regionalisation of conflict management in the African context followed reversals for United Nations and Western policy in the early 1990s, notably in Somalia and Rwanda. In the wake of these setbacks the universal impulse to intervene wherever necessary was overshadowed by a particularist/relativist position that distinguished Africa and African conflicts as cases apart. This translated in theoretical terms to a switch away from a cosmopolitan position allowing of international intervention to a communitarian position that promotes the African 'community' or African sub-regional 'communities' as the primary loci for addressing conflict. The continental organisation, the Organisation of African Union (0AU), has been hampered in assuming this task by its strict Charter adherence to state sovereignty and non-intervention in the internal affairs of its member states. As a result the logic of subsidiarity devolved on Africa's sub-regional organisations, in particular the Economic Community of West African States (ECOWAS) and the Southern Africa Development Community (SADC). However, these organisations have found development of a security framework problematic, suffered from internal rivalries and have been hindered by paucity of funds and logistics. Interventions undertaken under the auspices of these bodies have often been of dubious legitimacy under international law. Viewed from the perspective of the 'just war' tradition these interventions also invariably seem morally suspect. Unwilling to intervene directly, the United States, France and Britain have established a joint initiative to enhance peacekeeping capacity in Africa. This project, under funded and ill considered, has proven inadequate from the perspective of both African participants and its sponsors. The research examines two case studies — intervention by the OAU in Chad in 1980-1982 and the peacekeeping operation undertaken by ECO WAS in Guinea-Bissau in 1998-1999. These cases confirm that existing mechanisms are ineffective for addressing African intra-state conflict. Moreover, they show that extra-African involvement remains an enduring feature of conflict on the continent. A return to the universal/cosmopolitan impulse in terms of international intervention in African conflicts seems unlikely in the short to medium term. In view of this neglect Africa must continue the project of self-pacification. The West is under a moral duty to set aside narrow national interests and expand and improve its existing peacekeeping capacity enhancement programme.
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Muboko, Never. "Conflict and sustainable development: the case of the great Limpompo Transfrontier Park (GLTP), Southern Africa." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1357.
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Conflict is inevitable but sustainable development is achievable. An analysis of the mix between development and conflict in two communities revealed the imperatives needed to strike a balance between conflict and sustainable development. While conflicts over natural resources are neither a new phenomenon nor are they inevitable, it is the approaches adopted to manage them that generate interests and makes a difference between peace and violence. Thus, conflicts associated with wilderness or TFCA development initiatives such as the Great Limpopo Transfrontier Park (GLTP) have attracted significant interest from various stakeholders. While the GLTP is a flagship conservation initiative in Southern Africa designed to integrate different land uses for socio-economic development, it is littered with conflicts. Through documenting the experiences of two communities involved in development conflicts, a determination was sought to understand the efficacy of approaches used to manage the conflict. Using mainly questionnaires and personal interviews, perceptions and attitudes of key informants were solicited. Unresolved historical problems reincarnated to haunt current conservation projects as memories of unresolved past events reflected negatively on new related initiatives. Different approaches adopted in managing these conflicts resulted in significantly different outcomes. Local stakeholder involvements were inadequate, but were identified as pertinent to successful sustainable conservation and development. Unless local communities are assured of real benefits from new conservation initiatives it became evident that recurrent conflicts would be inevitable. The findings reveal that current conservation initiatives should be underpinned by emerging inclusivity theories in the conservation discourse. A broad range of stakeholders should embrace this new paradigm based on the philosophy that conservation efforts that exclude local communities are bound to be unsustainable. We found out that it is in the interests of all for policy makers to come up with policies that recognise the critical role local communities play, while subscribing to the regional and international standards for best practices in the conservation business.
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Roberts, Ruth. "The role of military companies in African conflicts." Thesis, Stellenbosch : University of Stellenbosch, 2007. http://hdl.handle.net/10019.1/2187.
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Thesis (MA (Political Science))--University of Stellenbosch, 2007.Private military companies (PMCs)are increasing becoming involved in modern conflicts providing specialised skills such as combat services, planning, intelligence, training, support and technical assistance. They provide an alternative to weak state governments as Western governments have become increasingly reluctant to commit their troops to be involved in the civil conflicts of the developing world. Supporters of the employment of private forces see them as an effective solution to this combination of need from conflict-ridden weak states and reluctance of Western governments and international organisations to intervene in these conflicts ...
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Isima, Jeffrey. "Demilitarisation, informal security forces and public (in)security in Africa : Nigeria and South Africa compared." Thesis, Cranfield University, 2009. http://dspace.lib.cranfield.ac.uk/handle/1826/3887.
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In sub-Saharan African countries that have made democratic transition from military rule and military-backed authoritarian regimes, state elites have embarked upon strategies aimed at demilitarising the new democratic political process. Demilitarisation of the state and politics has become an imperative because it is decisive for consolidating democratic politics and for ensuring improvements in public safety and security. Yet the process of such demilitarisation in these countries has often generated a paradox, whereby the reduction of the political influence of state institutions of violence has been associatedw ith rising civil militarism and the prevalenceo f organised violence in the wider society. In these circumstances, taking cognisance of the dangers of civil militarism and other forms of private violence is a priority for designing and implementing demilitarisation strategies and other security reforms in post-authoritarian African states. Reformminded political elites and external supporters need to be sensitive to these dangers or risk perpetuating the shell of electoral democracy that cannot deliver the goal of human security in the region. This dissertation explored how the current approach to demilitarisation is related to the problem of civil militarism by examining the case studies of Nigeria and South Africa. It explains that given the condition of the state in Africa, demilitarisation of politics after transition from military or military-backed authoritarianism contributes to the emergence of civil militarism. Based on this finding, it argues for a comprehensive approach to demilitarisation as a strategy that caters to both state and societal violence in order to mitigate the risks of civil militarism in the process.
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Isima, J. "Demilitarisation Nigeria and South Africa compared." Thesis, Department of Defence Management and Security Analysis, 2009. http://hdl.handle.net/1826/3887.
Full textAbstract:
In sub-Saharan African countries that have made democratic transition from military
rule and military-backed authoritarian regimes, state elites have embarked upon
strategies aimed at demilitarising the new democratic political process. Demilitarisation
of the state and politics has become an imperative because it is decisive for
consolidating democratic politics and for ensuring improvements in public safety and
security. Yet the process of such demilitarisation in these countries has often generated
a paradox, whereby the reduction of the political influence of state institutions of
violence has been associatedw ith rising civil militarism and the prevalenceo f organised
violence in the wider society.
In these circumstances, taking cognisance of the dangers of civil militarism and other
forms of private violence is a priority for designing and implementing demilitarisation
strategies and other security reforms in post-authoritarian African states. Reformminded
political elites and external supporters need to be sensitive to these dangers or
risk perpetuating the shell of electoral democracy that cannot deliver the goal of human
security in the region. This dissertation explored how the current approach to
demilitarisation is related to the problem of civil militarism by examining the case
studies of Nigeria and South Africa. It explains that given the condition of the state in
Africa, demilitarisation of politics after transition from military or military-backed
authoritarianism contributes to the emergence of civil militarism. Based on this finding,
it argues for a comprehensive approach to demilitarisation as a strategy that caters to
both state and societal violence in order to mitigate the risks of civil militarism in the
process.
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Khobotlo, Shadrack Motlalepula. "The politics of peacekeeping in Southern Africa: a critical assessment of South Africa's engagement in regional peacekeeping initiatives." Thesis, Rhodes University, 1998. http://hdl.handle.net/10962/d1002997.
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International peacekeeping has gained a high profile in international relations and more so, in the post cold war era. The profound increase in the occurrence of civil wars globally and the consequent high demand for the UN to intervene has compelled the world body to delegate its peacekeeping powers to regional organisations. SADC is one of many regional organisations around the world which are faced with the challenge of developing peacekeeping capacities to resolve local conflicts. This thesis endeavours to investigate the prospects of peacekeeping in Southern Africa with specific reference to the involvement of South Africa as a regional power with the wherewithal to play a leadership role in this regard. This is done within the theoretical framework that is provided by the Realist school of thought in international relations. Furthermore, the concept of national interest as defined by Realism will be utilised to explain why countries in Southern Africa in general and South Africa in particular become involved in regional peacekeeping initiatives. The issue of whether the Republic should be involved and how much it should be involved has provoked an intense debate within the country. This debate will therefore be instructive in understanding the dynamics that influence the country's foreign policy behaviour towards the region in relation to playing a leadership role in regional peacekeeping initiatives. The central issue implicit in the debate is the fact that most of the SADC member states that are expected to contribute towards these initiatives have weak economies. This economic weakness in turn leads to the thorny issue of having to seek foreign assistance from western countries from which the region is trying to gain greater independence. This presents the region with a paradox because foreign assistance has serious implications for the SADC countries' sovereignty. It is in this context therefore, that this thesis examines economic development in individual SADC countries and in the region as a whole to establish whether they are in a position to develop a sustainable regional peacekeeping capacity. The contention of the thesis is that economic development is closely related to peacekeeping because without a sound economic base Southern Africa or any other region for that matter, will not be able to develop a viable peacekeeping capacity. On the other hand, keeping the peace in the region is itself important for economic development because it is only in a peaceful environment that economic development can take root.
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Burger, Christine-Maria. "A descriptive study of conflict management strategies of the Johannesburg Central Methodist Church refugee community." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1301.
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The growth of forced migration populations - i.e. the movement of people within and across national boarders as a result of conflicts, disasters, and development policies and projects - has been a defining feature of the twentieth century and will no doubt remain with us well into the twenty-first century (Rutinwa, 2001: 13). Literature searches suggest that the ‘refugee’ constitutes the most powerful label within the forced migration discourse. Published calculations regarding the number of refugees in the world at the end of 2008, range between 15.2 million (UNHCR, 2009: 2) and 13.6 million (World Refugee Survey, 2009: 33). The refugee experience of a small representative population of these figures namely, the Zimbabwean refugees living within the Central Methodist Church (CMC) or Central Methodist Mission (CMM) refugee community, in Johannesburg city centre is the concern of this treatise. From the perspective of the conflict management scholar, the informal and formal conflict management strategies adopted among and between the CMM refugees, have been studied. Analysis of existing literature, interviews conducted with the refugees, as well as hours of experience within the refugee community, substantiate the descriptive study that follows. Guided by the grounded theory approach, research findings have emerged out of the descriptions. The research findings in turn have founded the development of the recommendations that appear in the conclusion to the treatise.
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Cain, Gerard Garth. "Educators' perceptions of conflict at three Northern area schools in Port Elizabeth: a case study." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1013756.
Full textAbstract:
The researcher, who is also an educator, a School Management Team member and a union official, observed that conflict among educators at schools was a cause of concern. This situation prompted the researcher to explore how school leaders and educators perceived conflict among educators at school in order to determine the perceived possible causes of conflict, the perceived possible consequences of conflict, how conflict was currently dealt with and the perceptions regarding appropriate measures to address the handling of conflict. The research was underpinned by the interpretive paradigm and followed a case study approach that involved three primary schools residing in close proximity to one another in the Northern Areas of Port Elizabeth, South Africa. Data was collected from educators and school leaders ranging from Post Level One educators to principals and covering educators from the Foundation Phase, Intermediate Phase and Senior Phase. Data was gathered by making use of an open-ended questionnaire, semi-structured personal interviews and semi-structured focus group interviews. The findings revealed that the research participants mostly viewed conflict negatively and associated it (conflict) with disagreements, misunderstandings, verbal and non-verbal fighting, and diverse views or opinions. The possible causes as identified by the participants were categorised into data-based conflict, relationship conflict, structural conflict, interest-based conflict and needs-based conflict. Data-based conflict related to issues concerned with communication, a lack of transparency and consultation, and the spreading of gossip and untruths. Relationship conflict pertained to favouritism, not valuing the opinions of others, and a lack of respect or tolerance. Structural conflict, as highlighted by the participants, were linked to issues of management and leadership, workload allocations and time tabling, punctuality and time issues and the role and responsibilities of employees. Value-based conflict was ascribed to different beliefs and viewpoints of people and differences in valuing guidance from others. Interest-based conflict was closely connected to appointments and limited possibilities around promotion posts as well as to issues with resources. Needs-based conflict focused on individuals‟ self-esteem needs and people‟s need for power and (or) status. Conflict was also perceived as having both positive and negative consequences. Positive aspects related to improved relationships, better understanding, change and improved attitudes and the development of personal growth. Negative aspects of conflict were associated with the manifestation of defiant attitudes and intolerance, poor cooperation, the formation of groups and cliques, poor morale and work ethic, poor health and stress, absenteeism and negative effects on teaching and the learners. Regarding the handling of conflict, the findings highlighted the perception that conflict is mostly avoided and (or) inadequately handled and when it was dealt with, it was done unprofessionally and inappropriately. The findings also pertained to suggestions in dealing with conflict in an appropriate manner. Here, the following important practical ways or aspects of handling conflict were suggested, namely ensuring that aggrieved parties were provided with opportunities to raise their issues, listening with serious intent, applying confidentiality and professionalism, openness and transparency, provision of fair hearings and treatment, the utilisation of policies and procedures, the value of conflict management training and the inclusion of external intervention in resolving conflict. Various outcomes were suggested by the findings. These were linked to striving towards a win-win situation, respect and understanding for all, compromise and agreement and satisfying all parties with agreements reached. The promotion of third party intervention was emphasised, with participants highlighting the characteristics that these third parties had to reflect and the procedures which they had to follow when attempting to resolve conflicts. Recommendations are also provided. In terms of these recommendations drafted, this study concludes that the recommendations can be grouped related to professional development opportunities and policies and procedures. Finally, in exploring educators‟ perceptions of conflict in three Northern Areas primary schools in Port Elizabeth, the researcher gained valuable insights into conflict among educators at schools, which could benefit educators (teachers, SMT‟s and principals) and education in general.
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Links, Stalin Bernard. "Peacekeeping or peace enforcement? : a proposed model for intervention in Sub-Saharan Africa." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51871.
Full textAbstract:
Thesis (MPA)--Stellenbosch University, 2000.ENGLISH ABSTRACT: The principles and characteristics of peacekeeping, as the United Nations (UN) in its search towards global peace and stability originally intended, are not adhered to in Sub-Saharan African countries. In this context, peacekeeping operations are perceived to be synonymous with biased armed intervention and the enforcement of peace through the application of force, often without the consent of the parties involved in conflict. As the political situation in many Sub-Saharan African states deteriorates, a greater need for peacekeeping and even peace enforcement operations has arisen. Mounting pressure on South Africa from regional forces, as well South Africa's own national interest to become involved in peacekeeping, calls for an evaluation of 'Sub-Saharan African peacekeeping' per se. This situation creates a dilemma as regards both the responses by regional organs and the reaction of states to the endemic and escalating conflicts in collapsing states. Can what is currently happening in Sub-Saharan African still be referred to as peacekeeping? Do we need a fresh approach to conflict resolution in Sub- Saharan Africa? Are the UN principles, set in a post-World War " global context, still applicable in a deteriorating intra-state context? In an attempt to find answers to these questions, this research focuses on the nature of peacekeeping operations from an analytical, comparative perspective with the aim of identifying commonalities and differences in the approaches and practices of countries that have participated in peacekeeping operations. Could it be that 'classical' UN peacekeeping has simply become historically outdated and that modern peacekeeping operations are dictated by the socio-political environment and thus requires a new approach? It would appear that the concept of peacekeeping needs to be re-defined from an African perspective in order to equip regional organs with a firm theoretical foundation for possible future involvement in Sub-Saharan African peacekeeping and peace enforcement endeavours. The UN's peacekeeping performance on the African continent over the past decade has raised serious doubts as to whether the UN has the capacity or will to deal effectively with inter-state and more specifically, intra-state conflict. Consequently, Sub-Saharan African peacekeeping is currently standing at a crossroad. It is also evident that a transition needs to be made from 'classical' UN peacekeeping principles to a 'modern' African approach in touch with Africa's prevailing circumstances and demands. From the research findings and case studies, a conclusion is drawn concerning how 'modern' peacekeeping practices compare to 'classical' peacekeeping, as envisaged in Chapter VI of the UN Charter. In addition, a model is proposed for dealing with the unique challenges of Sub-Saharan African intra-state conflict.
AFRIKAANSE OPSOMMING: Die beginsels en kenmerke van vredebewaring, soos die Verenigde Nasies (VN) in sy soeke na wêreldvrede en stabiliteit oorspronklik beoog het, word nie in Afrika suid van die Sahara eerbiedig nie. In die konteks, word vredebewaringsoperasies geag as sinoniem te wees met partydige gewapende inmenging en die afdwing van vrede deur die aanwending van mag, dikwels sonder die toestemming van diegene wat in die konflik betrokke is. Die verslegtende politieke situasie in vele lande in Afrika suid van die Sahara bring mee dat 'n groter behoefte bestaan vir vredebewaring en selfs operasies om vrede af te dwing. Toenemende druk op Suid-Afrika deur streeksmagte sowel as Suid-Afrika se eie nasionale belang om by vredebewaring in Afrika betrokke te raak, noodsaak juis 'n evaluasie van vredebewaring in Afrika suid van die Sahara. Hierdie situasie veroorsaak 'n dilemma in sover dit die reaksie betref van streeksorganisasies sowel as dié van mislukkende state wat toenemend by inheemse konflik betrokke raak. Kan dit wat tans in Afrika suid van die Sahara aan die gebeur is steeds beskou word as vredebewaring? Word 'n nuwe benadering tot die beslegting van inheemse konflik in Afrika suid van die Sahara vereis? Is die VN beginsels soos gestel binne 'n globale na-tweedewêreld- oorlogse konteks steeds van toepassing op 'n verslegtende intra-staat konflik konteks? In 'n poging om antwoorde te vind op dié vrae, fokus die navorsing op die aard van vredebewaringsoperasies vanuit 'n analitiese, vergelykende perspektief. Hierdie fokus het ten doel om ooreenkomste en verskille in die benaderings tot en toepassings van vrede in lande wat aan vredebewaringsoperasies deelgeneem het, te identifiseer. Is dit dalk moontlik dat 'klassieke' vredebewaring histories verouderd is en dat 'moderne' vredebewaringsoperasies deur die sosio-politiese omgewing dikteer word en as sulks, 'n nuwe benadering vereis? Dit wil voorkom asof die konsep van vredebewaring vanuit 'n Afrika perspektief her-definieer behoort te word sodat streeksorganisasies toegerus kan word met stewige teoretiese grondbeginsels waarop toekomstige vredebewaringsoperasies in Afrika suid van die Sahara gebaseer kan word. Die VN se vertoning in die bewaring van vrede en meer spesifiek, dié se vertoning die afgelope dekade, laat ernstige twyfel ontstaan oor dié organisasie se vermoë of wil om effektief met konflik binne en tussen state te handel. As gevolg hiervan, bevind Afrika suid van die Sahara haar by 'n kruispad wat die bewaring van vrede aanbetref. Dit is ook duidelik dat daar 'n verskuiwing behoort plaas te vind vanaf 'klassieke' vredebewaringsbeginsels na 'n meer 'moderne' Afrika benadering wat in pas is met Afrika se eiesoortige omstandighede en eise. Vanuit die navorsingsbevindinge en gevallestudies word daar in die gevolgtrekkings gekyk in hoe 'n mate 'moderne' vredebewaring in die praktyk met 'klassieke' vredebewaring, soos beoog in Hoofstuk VI van die VN Handves, vergelyk. Aansluitend hierby, word 'n model voorgestel vir die hantering van die intra-staat vraagstukke wat voortspruit uit konflik binne state in Afrika suid van die Sahara.
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Dywili, Mlungiseleli Vincent. "The effectiveness of selected Quaker Peace Centre training workshops in the Western Cape." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1013254.
Full textAbstract:
Several Alternatives to Violence Project (AVP) training workshops have been established to help transform correctional institutions worldwide. There is no evidence of any research on AVP conducted in the context of South African Schools to date. This research therefore aims to evaluate AVP training by the Quaker Peace Centre at five high schools on the Cape Flats. Taking a qualitative approach, the study provides a literary contextualization of the problem of violence in South African schools as well as the history of AVP programmes in South Africa and abroad. In respect of his data collection, the researcher used both evaluation forms submitted at the completion of training events, as well as a purpose-designed questionnaire, mailed to a convenience sample of 635 past participants in the training. The results of the study indicate that the AVP workshops have had an impact on the lives of the participants, and there is an acknowledgement of feelings of empowerment experienced by recipients, which enables sound recommendations to be made.
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Chaphatso, Motswantweng Ephraim. "The community response to the demarcation of the Merafong Municipality into the North West Province." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/3489.
Full textAbstract:
This study was undertaken to describe how the community responded to the incorporation of the Merafong Municipality into the North West Province. The study examined the protracted conflict in Khutsong as well as why the strategies to end the conflict failed. The study was concerned about latent conflict; how differences are raised; dissatisfaction amongst members of the communities and that power asymmetry is the main driver of emotions leading to aggressive behaviour. Service delivery protests are characterised by violence in South Africa and more often communities turn violent in their engagement with their leaders or council officials. This is because it is believed that violence is the only language that authorities understand and they have nothing to lose as government property gets destroyed. Late invitations of third parties who have regulatory skills (negotiations, mediation, conciliation or judicial processes) when conflicts begin, lead to their escalation. A qualitative research method was chosen for this study. A qualitative case study better explained the phenomenon of interest. It allowed me to collect data from the respondents who were active members of the community through interviews. Twelve members of the community (from politicians, ordinary members, educators and the clergy) were part of the respondents. The report was of the respondents own personal experiences as active members of the community. Collected data from the transcripts was coded. Codes with similar meaning were put together in the same categories and the themes were formed from the categories. The qualitative content analysis method was used to analyse the data. From the analysis, it emerged that there was lack of communication and consultation from the side of the government before the implementation of the 16th Amendment Bill which was aimed at removing the cross border municipalities. The announcement was finally made of the incorporation of the Merafong Municipality into North West Province in 2005. The announcement was met with anger and frustration by the Khutsong Demarcation Forum and the community whose expectations were that the incorporation will not go ahead given the reasons they put forth when they met the government officials in the meetings after the demarcation board had proposed it. Violence was the only option for the community to show that their talks with government officials failed and that they are seriously opposed to the incorporation. That led to a protracted violence in Khutsong until 2009 when the Cross-Boundary Municipalities Laws Repeal and Related Matters Amendment Act of 2009 act was passed to reincorporate the Merafong Municipality back into Gauteng.
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Sankoloba, Boikutso Palesa. "The effects of conflict on development: the case of the Nelson Mandela Bay." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1020570.
Full textAbstract:
This study examines the effects of conflict on socio-economic development. It focuses on the ongoing political conflict in the Nelson Mandela Bay Municipality due to national political factionalism that has negatively affected service delivery. Political conflict led to the absence of the municipal manager from 2009, impacting the administration of the Metro. Since that time, no municipal manager has held office for more than four months. The municipal manager’s job is crucial to the operation of the Metro, including the allocation of funds required for service delivery. Service delivery has therefore been negatively affected by the conflict, with waste removal being particularly neglected. This has been prevalent in areas such as New Brighton and Motherwell, which will be the primary focus of this treatise. This study found that, as a consequence of the situation in the Metro community members have become indifferent to political affairs. However, they still seek change and have faith that their livelihoods could be improved.
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Van, Huyssteen Petrus. "An implementation model for inter-state peacekeeping operations." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53266.
Full textAbstract:
Thesis (MPA)--University of Stellenbosch, 2003.ENGLISH ABSTRACT: Since the advent of democracy in 1994, domestic and international expectations have steadily grown regarding the role of a new South African as a responsible and respected member of the international community. These expectations have included the hope that South Africa will playa leading role in a variety of international, regional and sub-regional forums and that the country will become an active participant in attempts to resolve various regional and international conflicts. The nature of international activities aimed at international conflict prevention, management and resolution has changed dramatically over the past decade. A radically post-Cold War security environment has seen the transformation of classical peacekeeping operations into complex, multi-dimensional conflict management activities with a political focus in which the military is but one of many participants. Whilst South Africa has, as a member of bodies such as the United Nations, the Organisation of African Unity, the African Union and the Southern African Development Community, begun to play an active role in diplomatic resolution initiatives, the country is also expected to contribute to wider multi-national peace missions. Contemporary peace missions are fundamentally political initiatives, despite the complex mixture of political, humanitarian and military concerns and means. South Africa must therefore make a careful appraisal of the political and strategic environment within which peace missions are to be launched and the principles governing South African participation in such efforts. A clear understanding is required of the type of mandate, which governs peace missions in order to facilitate a detailed articulation of acceptable entry and exit criteria and to determine the scope, level and type of resources that South Africa is willing to commit to future peace missions. This will provide a clear indication to the international community and the regional and sub-regional partners of South Africa's stance on participation in peace operations. South Africa has limited but valuable resources to offer the international community for the conduct of peace missions. These include civilians with a diverse range of skills and experience appropriate to peace processes, professional and experienced police officers and well trained and disciplined military capacity. If these resources are to be utilised by the international community in the cause of peace, their approximate nature and size must be defined through an appropriate readiness system for each component. On the other hand, a number of key conditions must be met before these potential resources are deployed in support of a particular peace mission. Some of the responsibility for meeting these conditions lies at the level of the international community - such as the formulation of a clear and realistic mandate. On the other hand, it is a national obligation to support and budget for such participation. After an assessment of the South African National Defence Force, operation BOLEAS in Lesotho, a clearly articulated Aide de Memoire is recommended as a model for Peace Support Operations, which will cover all aspects in relation to South African National Defence (SANDF) participation in peace initiatives. This Aide De Memoire aim to set conditions that should be met before any peacekeeping operation can be implemented. It will provide clarity on matters relating to the scope of South African peace missions; the question of mandates, joint task organisation and legal responsibilities.
AFRIKAANSE OPSOMMING: Sedert die aanvang van demokrasie in 1994 was daar 'n stelselmatige groei in eie en internasionale verwagtinge oor die rol van 'n nuwe Suid-Afrika as verantwoordelike en gerespekteerde lid van die internasionale gemeenskap. Hierdie verwagtinge het die hoop ingesluit dat Suid-Afrika "n leidende rol sou speel in 'n verskeidenheid van internasionale, streek en sub-streek forums en dat die land 'n aktiewe rolspeler sal word in pogings om oplossings te vind vir verskeie streeks- en internasionale konflikte. Die aard van internasionale bedrywighede, wat gemik was op die voorkoming van internasionale konflik, bestuur en besluitneming, het oor die laaste dekade drasties verander. 'n Radikale post-koue oorlogse sekerheidsomgewing het die transformasie beleef vanaf klassieke vredesoperasies na komplekse, multi-dimensionele konflikhanteringsaktiwiteite met 'n politieke fokus waarin die militêre arm van die staat maar een van baie deelnemers is. Terwyl Suid-Afrika, as lid van organisasies soos die Verenigde Nasies, die Organisasie van Afrika Eenheid en die Suider-Afrikaanse Ontwikkelingsgemeenskap, 'n meer aktiewe rol begin speel het in diplomatieke besluitnemingsinisiatiewe, word daar ook van die land verwag om 'n bydrae te lewer by groter multi-nasionale vredesendings. Kontemporêre vredesendings is in beginsel politieke inisiatiewe, ten spyte van die komplekse mengsel van politieke, humanitêre en militêre belange en middele. Suid- Afrika is dus verplig om 'n versigtige beoordeling te maak van die politieke en strategiese omgewing waarin vredesoperasies hul afspeel, asook die beginsels wat Suid-Afrikaanse deelname aan hierdie pogings vereis. 'n Juiste begrip van die tipe mandaat wat vredesendings beheer, word vereis sodat 'n gedetailleerde uitspraak van aanvaarbare toetree- en uittreemaatstawwe vergemaklik kan word. Ook die bestek, vlak en tipe van hulpbronne waartoe Suid-Afrika bereid is om homself in die toekoms te verbind moet bepaal word. Dit sal 'n duidelike aanduiding vir die internasionale gemeenskap, streek en substreekvennote gee van wat Suid-Afrika se standpunt ten opsigte van deelname aan vredesoperasies is. Suid-Afrika het beperkte maar waardevolle hulpbronne wat aan die internasionale gemeenskap gebied kan word vir die uitvoering van vredesendings. Dit sluit in: burgerlikes met 'n verskeidenheid van vaardighede en ondervinding wat geskik is vir vredesprosesse; ervare en professionele beleidmakers, asook goed opgeleide en gedissiplineerde militêre vermoëns. Indien hierdie bronne deur die internasionale gemeenskap in die bevordering van vrede aangewend sou word, moet die beraamde aard en omvang daarvan vasgestel word met behulp van 'n toepaslike gereedheidstelsel vir elke komponent. Aan die ander kant moet 'n aantal sleutelvereistes nagekom word voordat hierdie potensiële hulpbronne as steun vir 'n spesifieke vredesending ontplooi word. Sekere verantwoordelikhede om by die beginsels te hou, berus op die vlak van die internasionale gemeenskap - soos die formulering van 'n duidelike en realistiese mandaat. Dit is egter 'n nasionale verantwoordelikheid om vir so 'n deelname te begroot en dit te ondersteun. Na die beoordeling van OPERASIE BOLEAS deur die Suid-Afrikaanse Nasionale Weermag, stel die navorsing 'n duidelik geartikuleerde Aide de Memoire vir Vredesteunoperasies voor wat alle aspekte in verband met die Suid-Afrikaanse Weermag se deelname aan vredesinisiatiewe sal insluit. Hierdie Aide de Memoire beoog om voorwaardes te stel wat nagekom moet word voordat enige vredesoperasies geïmplimenteer kan word. Dit sal duidelikheid verskaf oor aangeleenthede rakende die bestek van Suid-Afrikaanse vredesendings; die kwessie van mandate; gesamentlike taakorganisasie en regsverantwoordelikhede.
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Arkilic, Baris. "An exploration of the potential for destructive conflict between locals and foreign nationals living in Summerstrand." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1008708.
Full textAbstract:
This treatise explores the potential for destructive conflict between locals and foreign nationals in Summerstrand. In the context of this study, foreign nationals have been defined as people who are from other African countries. This specification was made because it is this particular group that has been victim to violent attacks in South Africa. Those attacks have taken place throughout the country, especially in 2008, in areas that are regarded as ‘townships’ in the South African context. This treatise could be regarded as an unusual product, as it does not explore the dynamics of a township; instead, the focus area is a ‘suburb’. The suburb in question is called ‘Summerstrand’ and it is located in Port Elizabeth. Before the research was conducted, it was assumed that due to the differing dynamics of a suburban area, where people would be wealthier and more educated, the potential of a violent conflict taking place between the two groups (locals and foreign nationals) would be lower. In this treatise, firstly, the topic will be explained more in detail together with an overview of the background to the topic. The background will be discussed in further detail as literature relevant to the field of study will be reviewed and presented in Chapters 2 and 3. The ensuing chapters will elaborate upon how the research has been conducted, after which the findings of the study will be presented to the reader. The last chapter of the treatise offers an analysis of the findings of the study, draws conclusions from the study and offers recommendations in light of the findings of the study.
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Orlandi, Nelia. "The 1999 public service wage dispute and strike." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51934.
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Thesis (MBA)--Stellenbosch University, 2000.Some digitised pages may appear cut off due to the condition of the original hard copy.
ENGLISH ABSTRACT: This assignment explores the issues surrounding conflict resolution in the South African Public Service and the expression of organised conflict with reference to the 1999 Public service wage dispute and strikes. The public service being part of the generic framework of the public sector is, in terms of employment, South Africa's single, largest employer. National Departments and Provinces reflect almost 70% of the Public Sector. Employment in the public sector used to be considered relatively stable and secure. Public sector employees were thus not seen as requiring protection from retrenchment. Employees had no bargaining rights and functioned outside the ambit of the Labour Relations Act (No 24 of 1956). In 1994, the Government of National Unity realized the importance of the South African public service, the major role it had to play in the reconciliation, reconstruction and development process in South Africa and thus the need for administrative transformation. The Public Service Labour Relations Act 1994 was replaced by the new Labour Relations Act (No 66 of 1995) in 1995. This Act now covers both the private and the public sector workers. The new legislation was an important step towards the creation of a machinery for collective bargaining. The Act made provision for the establishment of a Public Service Coordinating Bargaining Council and provided a model for collective bargaining, based on effective negotiating structures. According to the International Labour Organization, mediation and conciliation procedures are still the most frequent methods for settling economic disputes in the public service. In South Africa, the new Labour Relations Act introduced the Commission for Conciliation, Mediation and Arbitration. Since 1994, several problems have beset most public service workers because of the transformation process and workers started showing increasing interest in unionisation, mostly for the protection and the fulfillment of their needs. Wages were the single most important factor causing labour action and in 1999, a total of 3,1 million man-days were lost due to labour action. According to Ms Geraldine Fraser- Moleketi, minister of the Public Service and Administration, government and the unions should share the process to design a more suitable and manageable system of remuneration policy to prevent disputes such as the 1999 wage dispute in the future. The negotiations on the 1999 wage dispute took place over a record of 140 days. Public service unions rejected government's wage offers several times until the minister unilaterally implemented government's final offer of an average of 6,3% increase. This sent a tremor through the alliance and prompted joint action by Cosatu and Fedusa affiliated unions. Unions were caught completely unaware and dropped their demands from a 10% increase to 7,3%. Public servants took industrial action again, but the government still did not make a new offer. Minister Trevor Manuel warned that the government could not afford further increases. By September, union leaders still had faith that president Thabo Mbeki would indicate that talks would be resumed, but doors for future negotiations did not open. Ms Geraldine Fraser-Moleketi maintained that the government had gone out of its way to ensure a settlement. At the time of writing, the dispute is still continuing. Note: As most of the information regarding the Public Service Wage strike was obtained from the press, all articles referred to are included as an appendix. To facilitate the reference to these articles, a specific form of reference, namely 'PC n', was used in the relevant sections, the prefix 'PC' denoting that a press cutting has been referred to and the subscription 'n' denoting the relevant page number of the article contained in the appendix. The sources of the press cuttings (PC) are contained in the list of sources.
AFRIKAANSE OPSOMMING: Hierdie werkstuk ondersoek die aangeleenthede rondom konflik hantering in die Suid-Afrikaanse Staatsdiens en die uitdrukking van georganiseerde konflik met verwysing na die 1999 Staatsdiens Salaris Dispuut en Stakings. In terme van indiensneming is die staatsdiens in Suid-Afrika as deel van die publieke sektor die grootste enkel werkgewer. Nasionale Departemente en Provinsies reflekteer ongeveer 70% van die Publieke Sektor. Arbeid in die publieke sektor was voorheen redelik stabiel en verseker; dus was daar geen nut vir die beskerming van amptenare teen afdanking. Werkers het geen onderhandelingsregte gehad nie en het buite die raamwerk van die Arbeidswetgewing (No 24 of 1956) gefunksioneer. In 1994 het die nuwe regering van nasionale eenheid die belangrikheid van staatsamptenare en die rol wat hulle moet speel in die rekonstruksie en ontwikkelingsproses in Suid-Afrika besef en dus ook die behoefte vir transformering van die diens ingesien. Die Staatsdiens Arbeidswetgewing van 1994 is vervang deur die nuwe Arbeidswetgewing (No 66 van 1995) in 1995, wat beide staatsamptenare sowel as die privaatsektor insluit. Dit was ook 'n belangrike stap in die bevordering van kollektiewe bedinging. Die wet het voorsiening gemaak vir die vestiging van die Staatsdiens Koordinerings Bedingings Raad en 'n model vir kollektiewe bedinging, gebasseer op effektiewe onderhandelingsstrukture. Volgens die Internasionale Arbeidsorganisasie is mediasie en konsiliasie prosesse steeds die mees algemene metodes vir die hantering van ekonomiese dispute in die staatsdiens. In Suid-Afrika het die nuwe Arbeids Wetgewing voorsiening gemaak vir die instelling van die Kommissie vir Konsiliasie, Mediasie en Arbitrasie. Sedert 1994 het verskeie probleme vir staatsamptenare ontstaan as gevolg van die transformasie proses en amptenare het meer en meer belangstelling getoon in unie lidmaatskap om hulle belange te beskerm. Salarisse is dié belangrikste enkel faktor wat arbeidsonrus veroorsaak. In 1999 het daar 'n totaal van 3,1 miljoen werksdae verlore gegaan as gevolg van stakings. Die 1999 salaris dispuut en onderhandelings het oor 'n tydperk van 'n rekord getal, naamlik 140 dae, geduur. Unies wat staatsamptenare verteenwoordig het op verskeie geleenthede aanbiedinge van die regering van die hand gewys, totdat die minister 'n eenparige besluit geneem het om die finale aanbod van 6,3% salarisaanpassing in te stel. Dit het 'n skudding in die alliansies veroorsaak en het tot die gesamentlike aksie van Cosatu en Fedusa geaffillieerde unies gelei. Die unies is onkant betrap en het hul versoek van 'n 10% verhoging na 7,3% verminder. Staatsamptenare het weereens oorgegaan tot arbeidsaksie; terwyl die regering by hul finale aanbod gebly het. Minister Trevor Manuel het gewaarsku dat die regering nie meer kon bekostig nie. Teen September was vakbondleiers nog steeds hoopvol dat president Thabo Mbeki 'n aanduiding sou gee om met onderhandelings voort te gaan, maar die deure vir onderhandelings was gesluit. Minister Geraldine Fraser-Moleketi het volgehou dat die regering uit hul pad gegaan het om 'n ooreenkoms te bereik. Ten tye van skrywe was die geskil nog nie opgelos nie. Nota: As gevolg van die feit dat die meeste inligting aangaande die 1999 Staatsdiens Salaris Dispuut en Stakings uit die pers verkry is, word die artikels waarna verwys word, ingesluit as 'n bylae. Om die verwysing na hierdie artikels te vergemaklik, is 'n spesifieke formaat van verwysing gebruik, naamlik 'PC n'. In hierdie verwysing verwys die voorskrif 'PC' na 'n media artikel. Die letter 'n' verwys na die relevante bladsy nommer wat aan die artikel toegeken is. Die bronne van die persartikels verskyn in die bronnelys.
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Petronio, Riccardo Vinicio. "A study of the conflict between maintenance and production functions in a manufacturing organisation in Port Elizabeth." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/794.
Full textAbstract:
If manufacturing organisations are to improve their competitive positions in the global arena and increase profitability, their operations strategies need to be focused on: reducing cost, improving quality, increasing efficiency, improving the speed of delivery, developing and improving process flexibility, and ensuring that higher service levels are achieved and maintained. One of the critical success factors in implementing these strategies, within manufacturing organisations, is the relationship that exists between the maintenance and production functions. There is sufficient evidence to suggest that in many manufacturing organisations, the relationship that exists between these two functions is usually one of conflict, which if left unmanaged or unresolved has the potential to severely hamper effectiveness, productivity, creativity, and profitability of the organisation. The overall purpose of this research was to identify the interventions that manufacturing organisations can pursue, to effectively manage and resolve the conflict between the production and maintenance functions, in order to improve their competitive position in the global economy. The study was conducted in one particular manufacturing organisation in Port Elizabeth in the Eastern Cape. A research questionnaire was used as a means for collecting empirical data. The research questionnaire included various instruments used by previous conflict researchers, to identify and analyse the following dimensions of conflict within the organisation: conflict management styles used, the types of conflict perceived, and the amount of conflict perceived. The questionnaire was also designed to identify the sources of conflict, collect demographic information, identify issues relating to diversity, and indicate the respondents’ preferences to various organisational reporting structures. The results of the survey revealed key findings, which enabled the researcher to draw meaningful conclusions, and make recommendations as to how organisations can effectively manage and resolve the conflict that exists between maintenance and production functions.
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Matjie, Mokgata Alleen. "The relationship between transformational leadership, emotional competence and conflict management skills of managers in the public sector." Thesis, University of Limpopo (Turfloop Campus), 2010. http://hdl.handle.net/10386/820.
Full textAbstract:
Thesis (MPA. (Industrial Psychology)) --University of Limpopo, 2010In recent years, the South African government has put a lot of energy into the transformation of public sector departments. Effective leadership is a prerequisite in any effort to transform an organization. However, research findings indicate that there is a critical need to develop and train managers in the public sector to deal with numerous challenges in a fast changing world. They do not only need technical competencies but also soft skills to manage interpersonal relationships. This means that the public sector in South Africa needs to develop its leaders effectiveness in dealing with the human side of enterprises. Research in the first world countries on effective leadership behaviour has indicated the following: Firstly, leaders with high levels of emotional competence are more effective in interpersonal situations than those with low levels of emotional competence. Secondly, transformational leadership behaviour has a significant positive relationship with a leader s emotional competence. Lastly, a leader s conflict handling style is associated with his/her effectiveness as a leader. The purpose of the present study was to explore the relationship between managers transformational leadership style effectiveness, their level of emotional competence (emotional expression and constructive discontent) and their conflict management skills within the public sector in South Africa. A survey design was employed to collect data. Questionnaires were completed by 126 managers in a public sector department in the Limpopo Province. The questionnaires included items to assess transformational leadership, emotional competence and conflict management skills, and also to siphon demographic information of the managers. Frequencies for demographic information were computed, as well as correlations for transformational leadership, emotional competencies and conflict management styles in order to test out hypotheses about the relationship between the variables of interest.Findings indicated that the majority of the respondents were Black males under the age group of 41-50, on job levels 11-12, with managerial experience of 1-5 years. The main findings of the study showed the following: (a) There is a very weak,significant positive relationship between transformational leadership and emotional expression, and a negative relationship between transformational leadership style and constructive discontent; (b) There is a relatively weak but significant positive relationship between the transformational leadership style and the constrictive conflict management skills (collaborating and compromising interpersonal conflict management styles); (c) There is a weak but significant negative relationship between the compromising interpersonal conflict management style and emotional expression, and a very weak, non-significant negative relationship between collaboration interpersonal conflict management style and emotional expression; and (d) There is a weak but significant negative relationship between the compromising interpersonal conflict management style and constructive discontent, but a very weak non-significant negative relationship between collaboration interpersonal conflict management style and constructive discontent. These findings led the researcher to believe that the respondents are neither transformational leaders nor emotionally competent, and thus could not either compromise or collaborate with others when they are in an interpersonal conflict situation. It is recommended that managers should be trained to develop their leadership, as well as emotional and conflict management competencies. Even though small sample size was used in this study, there results will be generalized to the whole South African population of public service managers. Further research study with different research methodology is recommended within other public sector departments and provinces within the country.
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Mkhomi, Moses Sipho. "The role of intergroup conflict in school-based violence in the Johannesburg Central Education District Schools: towards a strategy for peace education implementation." Thesis, University of Fort Hare, 2016. http://hdl.handle.net/10353/2304.
Full textAbstract:
School-Based Violence (SBV) is prevalent in South Africa and globally. SBV is one of the challenges that the South African education system is facing resulting in a new deep-rooted culture of unsafe and insecure schools. Teachers are expected to teach learners, who display antisocial behaviour. These learners swear, back chat, verbally and physically abuse and show total disrespect for teachers. The presence of such learners has turned schools into battle field. This violence is not exclusively directed to teachers, but learners are also the common victims of bullying in particular. This study therefore sought to investigate how intergroup violence impacts on the schoolbased violence. The concepts, Intergroup Conflict (IC) and gangs/gangsterism were used interchangeably to describe actions of individuals who take part in the social conflict, driven by competition, antagonism and aggression within the school context.
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Lukman, Yusuf. "Factors contributing to conflict among the teachers of Secondary Schools in the Mthatha Education District." Thesis, Walter Sisulu University, 2016. http://hdl.handle.net/11260/912.
Full textAbstract:
The purpose of this study was to investigate the factors contributing to conflict among the teachers of secondary schools of Mthatha Education district. The liter-ature review reflects theories concerning the factors contributing to conflict among teachers, ranging from the leadership styles use in the schools, the causes of poor in-terpersonal relations among teachers and the causes of teachers’ resistance in schools. To attain the aims and objectives of the study the researcher used the case study de-sign as well as the qualitative research method, both in collecting and analysing the da-ta. Ten (10) teachers and five (5) principals from five different secondary schools formed the sample size of the investigation. Convenience sampling method was used to select this sample size. An open-ended interview schedule and tape record-ing were used for the face-to-face in-depth interviews. Themes drawn from the re-sponses of the participants and discussed included: unhealthy competition, poor com-munication, poor interpersonal relations, poor leadership styles used in schools, exces-sive teacher workload and the existence of cliques and informal groups resulted into conflict among the secondary school teachers. Democratic and participatory styles were suggested as the best working styles of leadership used in the secondary schools. The effects of conflict on the culture of teaching and learning were: weak team spirit among teachers, less communication, stressed among the teachers, high absenteeism, less col-laboration, less teacher motivation and prolonged decision making processes in the schools. The predominant causes of teacher resistance were also highlighted as: the use of autocratic style by school managers, poor communications, ill and unprofessional treatment of staff by managers, constant curriculum changes and unclear policies in the schools. The recommendations on the factors contributing to conflict among sec-ondary schools in the Mthatha Education District were made.
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Tyabazayo, Phumlani. "Boundary demarcation and community identity concerns: an investigation of the Matatiele boundary dispute." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1021019.
Full textAbstract:
This treatise explores the Matatiele boundary demarcation dispute and, in particular, the role that unmet basic human needs play in this dispute. The subject of identity is also explored. In 2006, the government of South Africa decided that Matatiele should no longer be part of the province of Kwa-Zulu Natal (KZN) and instead should be incorporated into the province of the Eastern Cape. This decision divided the community of Matatiele into two groups; one was pro-KZN and the other, pro-Eastern Cape. In 2008, violence broke out between these two groups. The government’s decision and the resulting violence have created a situation of protracted conflict in the community of Matatiele with rivalries and antagonism being part of the fabric of the society. This treatise attempts to analyse this conflict and link it to the theory of basic human needs as advocated by conflict theorists such as John Burton and Johan Gultang. Human needs theorists hold the view that unmet psychological and physical needs are sources of social conflict and can lead to protracted conflict. This treatise also explores the efficacy of problem-solving workshops and referendums as conflict-resolution techniques for boundary demarcation disputes. The data were collected from unstructured, in-depth interviews with a sample of eleven respondents. The data indicate that there is a nexus between this conflict and the theory of basic human needs and that community-identity concerns are central to this dispute. The findings of this study suggest that the conflict is multi-faceted and that the underlying causes can be attributed to unmet human needs. The data was analysed using the grounded theory approach. This allowed the key causes of the conflict to be identified and subsequently informed the recommendations presented in the conclusion of this treatise.