Abstract
M.Com. (Business Management)
Affirmative action is extremely topical in South Africa today, not only in terms of
business principles but among individuals and communities as well. Since the establishment in the late 1850's of the South African Railways and Harbours and it's eventual change to the present-day Transnet, a "white" culture was constantly being established. For the past number of years Transnet is engaged in bringing about a culture change to transform the company into an equal opportunity company.
The purpose of this study is to describe the the full meaning of affirmative action in
Transnet and to put the importance of such action for both the Company and it's
employees into perspective. The methods used by Transnet to apply affirmative
action with the least possible resistance and interruption of business are also
discussed. In Transnet affirmative action is part of a process known as the tum
strategy. Through a personal interview with the Group General Manager (Human Resources) of Transnet the origin and implementation of the turn strategy is explained. The tum strategy consists of thirteen substrategies that must be completed before the exercise can be called a success. The success of the turn strategy could rest on the evaluation and monitoring of the results of the substrategies. A spirit of co-operation between Management and organised labour was achieved by involving both parties as members of the Turn Strategy Council. The Turn Strategy Council is responsible, inter alia. for monitoring the turn strategy. In conclusion specific findings and recommendations are made. Although it may be necessary to make adjustments to suit local circumstances, the value of the study is in the opportunity it affords other companies/organisations to use Transnet's model to implement affirmative action.