UNIVERSITY OF SOUTH AFRICA

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1 UNIVERSITY OF SOUTH AFRICA DEPARTMENT OF INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY GENERAL INFORMATION Consult Part 1 of the Calendar regarding the general rules for admission to postgraduate studies, documents which must accompany an application for admission, number of papers for which students must register, reregistration, duration of study, applications for cancellation, etc. and the Information Brochure for the closing dates for registration and fees. Concurrent registration for an undergraduate course/ module(s) for nondegree purposes Students may only with the special permission of Senate register for not more than one undergraduate course or the corresponding number of modules on the same level for nondegree purposes (NDP) concurrently with an Honours course, and provided that the NDP course/module(s) has a bearing on their Honours studies, or they submit a written justification which is acceptable to the University. Please note that students must apply before the closing date for registration for the undergraduate course/module(s) for permission for concurrent registration

2 WHAT IS INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY? Since the beginning of the previous century, a strong conviction has developed that the human factor in industry deserves the same attention as technical and financial resources. Apart from economic and social considerations in industry and in society, the emergency of two world wars has also underlined the need for scientific knowledge with regard to problems of human behaviour, such as occur in the selection, training and motivation of personnel. Practice has turned to that branch of science traditionally concerned with the study of human behaviour, namely Psychology, and in answer to the need, Industrial and Organisational Psychology has emerged. is the scientific study of human behaviour in the production, distribution and consumption of the goods and services of society. As an applied science, it has the further objective, apart from explaining behaviour, also to provide practical guidelines towards predicting and controlling behaviour with a view to efficiency and human psychological welfare. The field of study may be divided into different areas. One of the best known of these is Personnel Psychology, in which, inter alia, attention is given to the procurement, selection, training, evaluation and compensation of personnel. In Managerial and Organisational Psychology the interactions among individuals and various components of organisations are analysed in behavioural terms, with reference to problems such as motivation, human relations, organisational leadership and systems. Ergonomics discovers information about human behaviour, abilities, limitations and other characteristics. This information is then applied to the specification, design, evaluation, operation and maintenance of products, systems, tasks, jobs and environments for productive, safe, comfortable and effective use by individuals, groups and organisations

3 Whereas the above areas are mainly concerned with the theoretical and methodological basis of human resource management and organisational planning, Consumer Psychology is directed towards the consumer of the goods and services of the work organisation, and the concepts and methods for explaining and predicting consumer behaviour. Other areas are Career Psychology and Employee Wellness. The former concerns human development through various career stages from occupational choice to retirement. In the latter the interaction between the work environment and the personal functioning of the worker to enhance quality of work life, are studied. Although has its own theory and methodology, it remains necessary for the industrial psychologist to acquaint herself/himself with those basic concepts from General Psychology with which she/he works. Thus, for example, the psychology of learning is particularly relevant in planning training programmes in industry, and personality lies at the root of all behaviour. Like all behavioural sciences, is also concerned with everyday life, and therefore it is imperative to distinguish scientific knowledge from general or assumed knowledge. In practice, also, it is often required to investigate experimentally those problems that crop up from day to day. With a view to these needs, a study is also made of Research methodology. Attention is given to the professional apparatus of the industrial psychologist, such as psychological tests and assessment procedures (Psychometrics). Occupational assessments utilise instruments and procedures developed and used by professionals in organisations for the purpose of making inferences about people in the workplace and for predicting future performance. Industrial Psychologists and Psychometrists must ensure that assessment tests and procedures are chosen, administered and interpreted appropriately. Psychometrists and counsellors within prescribed boundaries are allowed to practice independently

4 INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY AS A PROFESSION An important, and perhaps the best known application of Industrial and Organisational Psychology, is in the field of human resource management and related functions, for which Industrial and Organisational Psychology to a large extent provides the scientific basis. A large percentage of students is actually working in this field or enters it eventually. The Department believes, however, that Industrial and Organisational Psychology in its own right also fills a wider professional role which is also protected by law. These functions include the diagnosis of personnel and other organisational problems with an industrial psychological content, and remedial action with the aid of professional techniques and advice. Some industrial psychologists fill this role as professional internal or external consultants. Persons not registered with the Health Professions Council of South Africa, may not practice as industrial psychologists or make use of industrial psychological techniques. Students who completed the BCom with specialisation in with an Honours BCom, Honours BAdmin or Honours BA degree in, are eligible for registration as psychometrists or counsellors after completion of specified practical training of at least six months. The MCom, MAdmin and MA degrees in, followed by a twelve month internship, lead to registration as an industrial psychologist. The internship is a professional requirement but is not a requirement for obtaining a degree

5 Students with a Bachelors degree, Honours degree or Master s degree in can register with the South African Board for Personnel Practice (SABPP) as a Human Resource Practitioner, Chartered Human Resource Practitioner or Master Human Resource Practitioner. The Department offers a Doctorate in Industrial and Organisational Psychology and a Doctorate in Consulting Psychology. THE DEPARTMENT OF INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY At the University of South Africa, as at most South African universities, the Department of functions as a separate academic department in the College of Economic and Management Sciences. is offered as a major subject for the BCom, BAdmin and BA degrees, which lead to the Honours, Master's and Doctor s degrees in Industrial and Organisational Psychology. Tuition is provided by means of written study material and assignments based thereon. Discussion classes take place during the year in Pretoria, Cape Town and Durban for undergraduate modules. Students will be advised in this regard well in advance. The most important component of any academic department is its student body. More than persons at the undergraduate and postgraduate level are at present enrolled as students of Industrial and Organisational Psychology. Some of them have no previous business experience, while others occupy advanced positions in human resources/management or other management functions. A large number has moved from natural science and technical fields into administrative and managerial positions. For some students it serves as a preparation for a professional career, while others choose this subject merely because they are interested in human interaction, which constitutes a substantial part of their daily lives and work

6 The Department has set itself the objective to meet the needs of this growing number of students, with the diversity of interests they represent. SYLLABI The field of study is detailed in the following syllabi. To a large extent, postgraduate studies are based on undergraduate preparation. For the benefit of students who wish to plan their studies well in advance, or those from elsewhere who wish to continue their studies with this Department, the undergraduate syllabi are also briefly stated. Postgraduate students would be expected to fill gaps in their academic groundwork by means of independent study. FIRST LEVEL MODULES IOP101M: Psychological processes in work context This module introduces students to the theoretical perspectives and methodology. It studies various psychological processes such as: biological basis of behaviour; development; learning; perception; cognition; motivation; attitudes; attraction and affiliation; aggression and conflict; and group behaviour. IOP102N: Personality in work context This module introduces students to the foundations of personality with regard to the following: psychodynamic, behaviouristic, dimensional, humanistic/phenomenological and cognitive perspectives; psychological wellness; psychopathology; work adjustment; individual differences; and assessment of personality. IOP103P: Customer service in tourism This module introduces students to: customer behaviour and characteristics; interpersonal skills and communication; developing a customer care culture and strategy; customer recovery strategies; and customer satisfaction and loyalty

7 SECOND LEVEL MODULES IOP201Q: Industrial psychological research The purpose of this module is to enable students to gain a background to scientific research with regard to the following: the displaying of data; descriptive statistics: central tendency, variability, correlation, regression; the normal distribution; and Inferential statistics: sampling distributions and hypothesis testing, t-tests, F-Test, chi-square and the practical application of this information. IOP202R: Organisational psychology This module introduces students to organisational psychology and important aspects such as: the individual: foundations of individual behaviour and the role of perceptions; values; attitudes and job satisfaction; and basic motivational concepts. The group: foundations of group behaviour; understanding work teams; communication; leadership; power and politics; and conflict, negotiation and intergroup behaviour. The organisation: foundations of organisational structure; work design; organisational culture; organisational change; and stress management. IOP203S: Forensic industrial psychology This module introduces students to the basic principles, processes and fields in psychology and industrial and organisational psychology of importance for the legal profession with regard to the following: the history and development of law; and the different forms of law, with an emphasis on civil procedural law, the hierarchy of courts, the jurisdiction of the courts and court rules, procedures that are of importance for concluding legal processes, and report writing in order to enable the industrial and organisational psychology student to practise in the forensic context

8 IOP205U: Environmental psychology The purpose of this module is to enable students to understand the need for and the importance of theories and research methods in environmental psychology and includes aspects such as: environmental perception, cognition and attitudes; the effects of environmental stressors and the relevance of territoriality, privacy and personal space to environmental behaviour; and to apply this understanding to practical situations. IOP206V: Ergonomics The purpose of this module is to enable students to gain insight into what ergonomics is and why it is necessary by studying: modules and approaches; and human-technology interaction. The application of ergonomics: designing to fit body posture; the office work environment; designing for special populations; and the practical application of the modules by means of the ergonomics checklist. IOP207W: Learning theories and principles The purpose of this module is to enable students to gain insight into what learning is by studying the following: the approaches in learning; functionalistic (eg. Thorndike, Skinner), associative (eg. Pavlov), cognitive (eg. Gestalt, Piaget, Bandura) and neurophysiological theories; and implications for training and development. IOP208X: Psychological adjustment in the work context The purpose of this module is to enable students to gain insight into the connection between work and psychological well-being by studying aspects such as: psychological adjustment; determinants and causes of work maladjustment; assessment of work adjustment; types of psychological disorders, work dysfunctions and other work-related and organisational adjustment problems; and organisational strategies and methods to manage and promote organisational and employee wellbeing. IOP209Y: Workforce diversity - 8 -

9 The purpose of this module is to introduce students to the diversity mosaic by defining of concepts and examining diversity in the South African workforce. The following aspects are studied: the influence of national culture on organisations; the role of the individual in diversity; prerequisites for the effective functioning of a diverse workforce; a model for managing diversity; and gaining diversity through processes such as recruitment, selection, induction, appraisals, development and training models. THIRD LEVEL MODULES IOP301T: Industrial psychological testing and assessment The purpose of this module is to introduce students to the origins and functions of psychological testing by studying aspects such as: technical and methodological principles: norms and the meaning of test scores; reliability; validity; and item analysis. Ability testing: individual tests; tests for special populations; and group testing. Personality testing: self report personality inventories; measuring interests and attitudes; and projective techniques. Applications of testing: major contexts of current test use; ethical and social considerations in testing; and the practical application of tests. IOP302U: Personnel Psychology 3A The purpose of this module is to introduce students to the foundations, historical background and research methods in personnel psychology. The following aspects are covered: criteria: standards for decision making; job analysis; and job evaluation. Predictors: psychological tests and inventories; interviews; assessment centre evaluations; biographical information; and new and controversial selection methods. Personnel decisions: a model of personnel decisions; recruitment; selection; placement and classification; and training and development

10 IOP303V: Career psychology The purpose of this module is to enable students to gain insight into aspects such as: the meaning of work; career concepts and career management models; theories of career choice; life and career stages; organisational choice; career management issues in a changing environment; organisational career support; and career practices. IOP304W: Labour conflict and negotiations The purpose of this module is to enable students to gain insight into the industrial psychological approach to labour relations by studying aspects such as: the nature of labour relations; perspectives on labour relations: an open system framework. Labour relations context: environmental factors; international and South African developments; and parties to the relationship. Conflict: recognition, manifestation and identification; and dealing with conflict. Negotiations: the nature of negotiation; the role of power; characteristics of the negotiator; preparing for negotiations; and conducting negotiations. Approaches to facilitate negotiation: interpersonal skills; persuasion and attitude change; cross-cultural communication; and negotiation tactics. Third party intervention: conciliation, mediation and arbitration; stages of group development; process interventions; content interventions; and implications for industrial and organisational psychology. IOP305X: Organisational development This module introduces students to the nature of organisational development and change by studying aspects such as: helping the organisation to cope with change by identifying real causes of problems: diagnostic methods including action research and survey feedback methods. The role of the Industrial Psychologist as consultant or facilitator: establishing a positive relationship with the client; contracting with the client; intervention methods or solutions to address real needs; individual, group and systems approaches to organisational development; the impact of OD on the organisation; and evaluating change efforts. IOP306Y: Individual differences and work performance The purpose of this module is to enable students to gain insight into

11 individual differences by studying the following aspects: personality; cultural and demographic dimensions; perspectives on individual differences in the work context; individual differences in cognitive behaviours; personality traits, personal orientations (interests and values) and emotional (affective) states; individual differences in work motivation and satisfaction; individual differences and work relationships; individual differences and organisational culture/ climate; individual differences and entrepreneurship; individual differences in occupational choice and organisational withdrawal; and implications for practice and assessment. IOP3073: Human capacity development The purpose of this module is to enable students to gain insight into the following concepts: learning in a new era: young children and the potential to participate. Basic education: a critical participation opportunity; participation for livelihood; and enhancing participation across the lifespan. Human capacity development in the world of work: training and development; management development; and human capacity development. The role of outcomes based education: the emphasis on competence; and developing managerial competence. The competent manager: competence models; making the most of competences; and the competence controversy; and open learning for managers in the learning organisation. IOP3084: Personnel psychology 3B The purpose of this module is to enable students to gain insight into the following concepts: performance development: the organisational context. Individual performance: results, behaviour and competencies; determinants; performance appraisal and supporting of performance; rewarding performance; and implementing performance management. Fairness in personnel decisions: test bias; culture-fair tests; legal framework; models; human resource planning; compensation; career management; and the changing nature of work

12 IOP3095: Work group dynamics and diversity Post-graduate studies in This module introduces students to individual, group and organisational dynamics by studying aspects such as: interpersonal: intra personal behaviour and the evaluation and development of interpersonal styles; interpersonal styles in relationships; and developing the interpersonal effectiveness of employees. Group relations: unconscious behaviour and dynamics in groups; and underlying anxieties in relationships between leaders and followers and between subgroups. Diversity: the role of employees in diversity and relationship building; the management of diversity paradigms, initiatives and models for managing diversity on individual, group and organisational level. IOP310U: Performance development This module introduces students to performance development by defining the concepts and studying aspects such as: the organisational context: vision; mission; and performance. Individual performance: outputs and results; behaviour and competencies; determinants; reviewing and supporting performance; rewarding performance; and developing and implementing performance management. IOP311V: Investor psychology Financial investment decisions are made in situations of high complexity and high uncertainty that preclude reliance on fixed rules and compel the decision-maker to rely on intuition. This module enables students to gain insight into the application of psychology in the financial decisions and judgments that investors make. Students are required to study established key psychological decision making and judgment principles, concepts, models and theories that affect investment decisions taken by individual investors, analysts, strategists, brokers, portfolio managers, options traders, currency traders, futures traders and commentators. Attention is also given to the emotional weaknesses of the efficient market hypothesis, prospect theory, heuristics and framing

13 THE HONOURS DEGREE IN INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY 1. ADMISSION (a) To be admitted to the studies for the Honours BCom degree in, students must - (i) (ii) (iii) hold a BCom degree and have passed Industrial and Organisational Psychology III; or be in possession of another degree and have passed at least the following BCom courses: Industrial and Organisational Psychology I, II and III, Economics I, Business Management I and Accounting I or Accounting IA; or have obtained the Certificate in the Theory of Accounting at a recognised university and have qualified for, or be in possession of, the CA(SA) and have passed Economics I, Business Management I and the final course in the subject in which they wish to proceed. (b) To be admitted to the studies for the Honours BAdmin degree in, students must - (i) (ii) hold a BAdmin degree and have passed Industrial and Organisational Psychology III; or be in possession of another degree and have passed at least the following six BAdmin courses: Industrial and Organisational Psychology I, II and III, Economics I, a course on second-year level* in one of the subjects from Group C of the BAdmin degree, viz. Development Administration or Public Administration. (c) To be admitted to the studies for the Honours BA degree in, all students must * A course on second-year level as indicated by the figure 200 in the code for the course concerned

14 hold a BA degree and have passed Industrial and Organisational Psychology III. Students who completed their Bachelor s degree longer than ten years ago will, as a rule, not be admitted to the studies for the Honours BCom or the Honours BAdmin or the Honours BA degree. Some core modules on undergraduate level need to be completed first. 2. CURRICULUM The curriculum comprises five papers. After completion of the Honours degree and practical training of six months in psychological assessment or one of the approved practice areas for counsellors, students may apply to the Health Professions Council of South Africa for registration as psychometrists or counsellors. Students can also apply to the South African Board for Personnel Practice for registration as chartered human resource practitioners. The following four papers are compulsory: REMEI0/ P: Research Methodology Overview of the research process and the context within which research is done. Philosophy of science and research planning. The basic premise and different approaches in qualitative research with some practical applications. Quantitative research and experimental research approaches: relevant statistical procedures; how to choose the correct procedure to analyse quantitative data; and practical applications of research. Publication of research: students are guided to write their own mini research project in the form of a typical journal article

15 MOPSY0/ D: Managerial and Organisational psychology Organisational behaviour, culture and managerial practice. Selfefficacious behaviour and its relationship with personality, motivation and work performance. Models of group behaviour and work teams. Organisational processes: leadership theories and applications. Organisational design, change and innovation management. PIPSY0/ W: Personnel and career psychology Principles and theories of recruitment, selection and placement, Performance management. Employee training and development. Compensation from an open-systems perspective. Organisational career development support practices. Theories and principles of career counselling and guidance in the workplace. BEDEVLJ: Industrial psychological assessment Historical development of psychological assessment. Nature of psychological testing and procedures. Psychological approaches and assumptions in psychological assessment. Psychometric theory in psychological assessment. Measurement concepts and types of psychological assessment techniques. Psychological assessment in the work context. Professional, legal and social questions in psychological evaluation

16 Choice papers The fifth paper must be selected from one of the following: BEGES0/ A: Employee and organisational wellness This paper entails the study of employee and organisational wellness. The following themes are studied: Approaches, definitions and criteria to explain and assess psychological adjustment and maladjustment. Measurement and assessment of employee and organisational wellness (diagnosis). Etiological factors in wellness, psychopathology and work dysfunctions. Classification of wellness, psychological disorders and specific work-related problems (work dysfunctions and career adjustment difficulties) are studied. Treatment and management of adjustment and maladjustment, as well as burning issues in employee and organisational wellness are addressed. CONPSY9: Consumer psychology Psychological concepts that influence consumption related behaviour. Consumers as decision makers: search; comprehension; inference making; and memory-based and stimulus-based decision-making. The psychology of advertising: memory models; involvement-driven processing; conditioning models; attitudes towards advertisement; repetition; and message factors. Commitment-led marketing: theory of conversion; and the conversion model. ERGONSJ: Ergonomics Ergonomics theory and measurement. Application of anthropometric data. Occupational health and safety. Promotion of productivity and efficiency. Ergonomic factors relating to product design and facilities. Effect of environmental factors on ergonomics of work

17 EMPLOYU: Employment relations Behavioural dynamics and the employment relationship. Interaction between the employment relations role players at macro level. Transformation towards co-determination, workplace democratisation and labour-management co-operation. Negotiation behaviour for handling conflict, change and dispute resolution. 3. PROFESSIONAL REGISTRATION Students who intend becoming psychometrists or registered counsellors with the Professional Board for Psychology should apply in the department for selection for professional training. Applications for selection can be submitted to the Department of during the year. The practical training should be completed over a minimum period of six months (and not longer than 12 months) in one of the following practice fields: Psychometrics Counsellor in one of the following areas: Human resources Career counselling Employee wellness The practical training can be completed during the final year of the honours degree but preferably after completion of the degree. The execution of the supervised six month practical training in a work context will be planned per individual application. After completing the Honours in Industrial and Organisational Psychology, the practical training in work context and the Board examination, students may register with the Professional Board for Psychology as psychometrists and counsellors (independent practice)

18 THE MASTER S DEGREE IN INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY OPTION 1 COURSE WORK PROGRAMME Admission The criteria for admission to this course work degree are, firstly, an Honours degree in with an average of at least 60%. Secondly, students need to undergo a thorough psychometric selection battery. Thereafter, practical considerations, such as experience, current work and the possibility of doing an internship will also be considered. And lastly, an interview to establish a candidate s suitability is also required. Only a limited number of candidates are admitted annually. Application forms are obtainable from the Department of Industrial and Organisational Psychology (contact the Departmental Secretary at (012) or DeptIOP@unisa.ac.za) as from July of the year preceding the start of the programme, to be submitted to the Department before 15 September. Candidates are invited to attend the selection procedure in Pretoria during October. Hereafter successful candidates register with the Registrar (Academic). Contents The degree consists of a theoretical year and a dissertation year, which must be passed separately with at least 50% in each. 1. Theoretical part (first year) - 50% of the degree Building on the theory covered in the honours degree, this degree places the emphasis on applied knowledge, the solving of problems and the development of professional skills. The following fields in are covered:

19 Personnel Psychology Organisational Psychology Career Psychology Psychological Assessment Research Personal and Professional Growth Post-graduate studies in Attendance of five one-week workshops in Pretoria is compulsory. Assignments are submitted during the year and an examination is written in November. A pass mark of 50% is required. Once students have completed the theoretical year, they may start working on their dissertations. 2. Dissertation (second year) - 50% of the degree In the second year, students are required to conduct research under the guidance of a supervisor. A dissertation of limited scope must be submitted for examination. A pass mark of 50% is required. Students are also required to submit a publishable article. 3. Internship To be registered as a Psychologist in the category Industrial (with the Board for Psychology - part of the Health Professions Council of South Africa) after completion of the degree, the candidate registers as student psychologist during the first year and as intern psychologist during the second year. The candidate plans the internship programme together with his/her internal (organisational) Industrial Psychologist during the first year and submits this programme to the department. Upon acceptance, the department accepts the role of external collaborating university. Students will also have to pass the national board examination. The dissertation must be finished before registration as industrial psychologist takes place

20 THE MASTER S DEGREE IN INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY OPTION 2 RESEARCH DEGREE Admission The criteria for admission to this research degree are firstly an Honours degree in with an average of at least 60%. Secondly, a research proposal is written by the candidate according to the requirements set by the Department and handed in for acceptance. These requirements and guidelines are obtainable from the Department of Industrial and Organisational Psychology (contact the Departmental Secretary at (012) or DeptIOP@unisa.ac.za). Hereafter the successful candidate registers with the Registrar (Academic) and a supervisor is appointed. Contents The degree consists of a full dissertation and a publishable article. The research is carried out under supervision of a designated staff member and handed in for examination. No course work, practical work or internship form part of this degree, nor does it lead to registration as Industrial Psychologist

21 THE DOCTOR S IN INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY Admission Post-graduate studies in The criteria for admission to this research orientated degree are firstly a Master s degree in with an average of at least 60%. Secondly, a research proposal is written by the candidate according to the requirements set by the Department, and handed in for acceptance. These requirements and guidelines are obtainable from the Department of Industrial and Organisational Psychology (contact the Departmental Secretary at (012) or DeptIOP@unisa.ac.za). Hereafter the successful candidate registers with the Registrar (Academic) and starts working on the research project. Contents The degree consists of a thesis and a publishable article. The research is carried out under supervision of a promoter and handed in for examination. THE DOCTOR S IN CONSULTING PSYCHOLOGY Admission Only registered Psychologists with at least 3 years practical consulting experience may apply for the Doctorate in Consulting Psychology. Only a limited number of candidates are admitted annually. An application form and further detail on the different outcomes can be obtained from the Department of Industrial and Organisational Psychology (contact the Departmental Secretary at (012) or DeptIOP@unisa.ac.za). The closing date for applications is 30 September

22 Contents The programme is divided into two parts. The first part (first year) consists of seven compulsory workshops and students are required to develop a research proposal. The second part consists of a research thesis. This is a research doctorate and students will only be evaluated on the final research thesis they submit. First year of study Workshops, which are presented in the first year, cover 14 themes. Within each of these, one or more outcomes have been identified as the focus of the workshop. The workshops provide opportunities for indepth learning about selected aspects of the specific themes through experiential learning and prepare students for conducting research in the different areas of Consulting Psychology. Second year of study A research thesis - which is planned during the first year of study - is completed and handed in for examination. The research may however take more than one calendar year to complete. PROF A M G SCHREUDER HEAD: DEPARTMENT OF INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY

23 TEACHING STAFF PROFESSOR: *A M G Schreuder DAdmin (Unisa) F van N Cilliers DPhil (PU vir CHO) M de Beer DLitt et Phil (Unisa), HED N Martins DPhil (UP) AM Viviers DCom (Unisa) ASSOCIATE PROFESSOR: M Coetzee J P R Joubert MA(Linguistic) (Stellenbosch) DLitt et Phil (Unisa) DCom (Unisa) SENIOR LECTURER: S H Baloyi MSc (Medunsa) H A Barnard MA (RAU) Z C Bergh MA (Unisa) S C Coetzee DLitt et Phil (PU vir CHO) D J Geldenhuys BD (UP), DAdmin (Unisa) M B Leary MCom (Unisa) O M Manetje MA (Unisa) M S May MA (UCT), DTE (Unisa) K P Moalusi MAdmin (Unin) R M Oosthuizen DLitt et Phil (Unisa) L M Ungerer MA (Stellenbosch) H von der Ohe MCom (UP) S E Vosloo DCom (Unisa) LECTURER: N N Bekwa MCom (Unisa) E J Botha MA (PU vir CHO) V Naidoo BAdmin (Hons) (UDW) M G Ngokha BA (Hons) (Unisa) * Head of Department