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Bibliography: p. 245-246. ; 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.

I. Die thermischen Methoden -- § 1. Einleitung -- § 2. Thermosäule und Thermoelement -- § 3. Das Galvanometer -- § 4. Die thermoelektrische Spektralphotometrie -- § 5. Das Bolometer -- § 6. Das Radiometer -- II. Die lichtelektrischen Methoden -- § 7. Die Photozelle -- § 8. Die Selenzelle -- § 9. Die Ionisierungskammer -- III. Die photographische Platte -- § 10. Die Schwärzung -- § 11. Die Schwärzung als Funktion der Intensität -- § 12. Die Schwärzung als Funktion der Belichtungszeit -- § 13. Die Schwärzung als Funktion der Wellenlänge -- § 14. Die Entwicklung -- § 15. Die Wahl der Platte -- IV. Das Mikrophotometer und seine Verwendung -- § 16. Einleitung -- § 17. Das Kochsche Mikrophotometer -- § 18. Das Mollsche Mikrophotometer -- § 19. Der Gebrauch des Mikrophotometers -- § 20. Die Fehler der photographischen Platte -- V. Die photographische Photometrie bei kleinen Wellenlängenunterschieden -- § 21. Prinzip der Methode -- § 22. Sukzessive Abschwächung -- § 23. Gleichzeitige Abschwächung (Stufenabschwächung) -- § 24. Die Intensitätsmessung ohne Hilfslichtquelle -- § 25. Die Intensitätsmessung mit Hilfslichtquelle -- § 26. Schwärzungsmarken mittels Multipletts, Zeemaneffekt, Beugung oder Interferenz -- § 27. Schwierigkeiten der Intensitätsmessung von Spektrallinien -- § 28. Abstandsmessung von Spektrallinien -- § 29. Photographische Absorptionsmessung -- VI. Die photographische Photometrie von Licht verschiedener Wellenlänge -- § 30. Prinzip der Methode -- § 31. Die Normallampe und ihre Eichung -- § 32. Die Intensitätsmessung mit Normallampe -- VII Die absolute Intensitätsmessung monochromatischer Strahlung -- § 33. Einleitung -- § 34. Messung starker Strahlung in absolutem Maß -- § 35. Die Normalthermosäule -- § 36. Absolute Messung monochromatischer Strahlung nach der direkten Methode (ohne Normallampe) -- § 37. Die absolut geeichte Normallampe -- § 38. Absolute Messung monochromatischer Strahlung nach der spektral-photographischen Methode (mit Normallampe) -- VIII. Der Spektralapparat -- § 39. Einleitung -- § 40. Prisma- und Gitterspektrographen -- § 41. Das Stufengitter -- § 42. Das Fabry-Perotsche Interferometer -- § 43. Die Lummer-Gehrcke-Platte -- IX. Die Deutung der Meßergebnisse -- § 44. Die Selbstabsorption -- § 45. Die Meßergebnisse und die Atomphysik.

Noncompliance in substance dependence treatment seriously threatens its effectiveness. Pretreatment identification of those at the highest risk allows targeting of specific compliance enhancing interventions to those who may benefit most from it. In a cohort of 292 patients entering a 30-day treatment program for substance abuse treatment, several potential predictors of noncompliance were recorded before treatment. Compliance was registered when treatment was discontinued before the 30th day. Logistic regression was used to identify independent predictors of noncompliance and the area under the receiver-operating characteristic (ROC) curve was quantified to assess their joint predictive value. Mean age was 35 years, 80% were male. During follow-up 31% became noncompliant. Independent predictors of noncompliance were male gender, less than 10 years of education, severity of medical and drug problems, and behavioral intention to comply with treatment. The area under the ROC curve was 0.70 (95% CI: 0.64–0.76). In conclusion, noncompliance in a substance abuse treatment program can be predicted using five easy to assess patient characteristics. These results may be useful in preventing noncompliant behavior early in treatment by motivational counseling strategies.