An investigation of the current validity of career planning in hierachically structured organisations such as the South African Air Force

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dc.contributor.authorBurger, H J Pen_ZA
dc.date.accessioned2015-09-14T04:18:38Z
dc.date.available2015-09-14T04:18:38Z
dc.date.issued1979en_ZA
dc.descriptionBibliography: p. 245-246.en_ZA
dc.description.abstractIn l975 it became increasingly clear that the build-up of international political pressures on South Africa could lead to military confrontation with the Republic. Predictably such a possibility accelerated Defence expansion. This necessitated the more effective use of human, material and financial resources of, not only the military but also of the civilian sector of the country. Better performance of personnel could be obtained if they were able to recognise and appreciate the requirements for advancement to their goals in their chosen careers. Viable careers are formulated in career plans - those top management directives containing details of career development programmes, job activities and opportunities, guidance, behaviour patterns and the requirements for advancement in the organisation. No formally structured career plans were found in a number of large hierarchically structured civilian organisations such as Shell, Mobil or the University of Cape Town, to name but a f ew. Moreover, according to W F Glueck (1974) a similar situation existed in the United States of America. Furthermore this was also true of the South African Air Force's pilots and navigators - that vital personnel section of the Air Force's air crews. This enigma is difficult to comprehend. The implementation of the personal practices of manpower planning, attraction, selection, rewards, protection, career development, manpower control and evaluation increases the effectiveness of an organisation. Likewise a formally structured Career Plan would ensure greater development of an organisation's personnel and give them satisfaction and dignity. Moreover, the use of such career plans reduces turnover (and thus costs) and the hoarding of high calibre personnel. The integrity of the last two statements led to the formulation of this dissertation's hypothesis:- If the desirability of.a formally structured Career Plan, containing a career development programme, a counselling guide on the application of the programme, an appraisal system to measure performance and a model for predicting promotion vacancies, were recognised by an organisation, its adoption should be seriously considered. Thus the aim of this exploratory and descriptive study is to demonstrate the advisability and subsequent advantages to an organisation of a career plan, as proposed in the hypothesis, were adopted f or use by their personnel.en_ZA
dc.identifier.apacitationBurger, H. J. P. (1979). <i>An investigation of the current validity of career planning in hierachically structured organisations such as the South African Air Force</i>. (Thesis). University of Cape Town ,Faculty of Humanities ,Department of Political Studies. Retrieved from http://hdl.handle.net/11427/13824en_ZA
dc.identifier.chicagocitationBurger, H J P. <i>"An investigation of the current validity of career planning in hierachically structured organisations such as the South African Air Force."</i> Thesis., University of Cape Town ,Faculty of Humanities ,Department of Political Studies, 1979. http://hdl.handle.net/11427/13824en_ZA
dc.identifier.citationBurger, H. 1979. An investigation of the current validity of career planning in hierachically structured organisations such as the South African Air Force. University of Cape Town.en_ZA
dc.identifier.ris TY - Thesis / Dissertation AU - Burger, H J P AB - In l975 it became increasingly clear that the build-up of international political pressures on South Africa could lead to military confrontation with the Republic. Predictably such a possibility accelerated Defence expansion. This necessitated the more effective use of human, material and financial resources of, not only the military but also of the civilian sector of the country. Better performance of personnel could be obtained if they were able to recognise and appreciate the requirements for advancement to their goals in their chosen careers. Viable careers are formulated in career plans - those top management directives containing details of career development programmes, job activities and opportunities, guidance, behaviour patterns and the requirements for advancement in the organisation. No formally structured career plans were found in a number of large hierarchically structured civilian organisations such as Shell, Mobil or the University of Cape Town, to name but a f ew. Moreover, according to W F Glueck (1974) a similar situation existed in the United States of America. Furthermore this was also true of the South African Air Force's pilots and navigators - that vital personnel section of the Air Force's air crews. This enigma is difficult to comprehend. The implementation of the personal practices of manpower planning, attraction, selection, rewards, protection, career development, manpower control and evaluation increases the effectiveness of an organisation. Likewise a formally structured Career Plan would ensure greater development of an organisation's personnel and give them satisfaction and dignity. Moreover, the use of such career plans reduces turnover (and thus costs) and the hoarding of high calibre personnel. The integrity of the last two statements led to the formulation of this dissertation's hypothesis:- If the desirability of.a formally structured Career Plan, containing a career development programme, a counselling guide on the application of the programme, an appraisal system to measure performance and a model for predicting promotion vacancies, were recognised by an organisation, its adoption should be seriously considered. Thus the aim of this exploratory and descriptive study is to demonstrate the advisability and subsequent advantages to an organisation of a career plan, as proposed in the hypothesis, were adopted f or use by their personnel. DA - 1979 DB - OpenUCT DP - University of Cape Town LK - https://open.uct.ac.za PB - University of Cape Town PY - 1979 T1 - An investigation of the current validity of career planning in hierachically structured organisations such as the South African Air Force TI - An investigation of the current validity of career planning in hierachically structured organisations such as the South African Air Force UR - http://hdl.handle.net/11427/13824 ER - en_ZA
dc.identifier.urihttp://hdl.handle.net/11427/13824
dc.identifier.vancouvercitationBurger HJP. An investigation of the current validity of career planning in hierachically structured organisations such as the South African Air Force. [Thesis]. University of Cape Town ,Faculty of Humanities ,Department of Political Studies, 1979 [cited yyyy month dd]. Available from: http://hdl.handle.net/11427/13824en_ZA
dc.language.isoengen_ZA
dc.publisher.departmentDepartment of Political Studiesen_ZA
dc.publisher.facultyFaculty of Humanitiesen_ZA
dc.publisher.institutionUniversity of Cape Town
dc.subject.otherPublic Administrationen_ZA
dc.titleAn investigation of the current validity of career planning in hierachically structured organisations such as the South African Air Forceen_ZA
dc.typeDoctoral Thesis
dc.type.qualificationlevelDoctoral
dc.type.qualificationnamePhDen_ZA
uct.type.filetypeText
uct.type.filetypeImage
uct.type.publicationResearchen_ZA
uct.type.resourceThesisen_ZA
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