Barriers to career progression : perceptions of black African middle managers in the South African banking sector
- Authors: Mayiya, Sive-Thina
- Date: 2017
- Subjects: Banks and banking - South Africa - Reorganization , Banks and banking - South Africa , Affirmative action programs - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/272649 , uj:29033
- Description: M.Com. (Business Management) , Abstract: The Employment Equity Act No. 55 (1998) states it purpose as, the promotion of equal opportunity and fair treatment in employment through the elimination of unfair discrimination, and the implementation of affirmative action measures to redress the disadvantages experienced by designated groups in employment, so as to ensure their equitable representation in all occupational levels in the workplace. The level and pace of transformation in a variety of industries has been a topical issue for a number of years, the recent parliamentary commission hearings on transformation in the financial services sector are a testament to this. The financial services sector, through the Financial Sector Charter, claims to have been the first industry to voluntarily commit to the achievement of the transformation objectives. Over the years, however, banking institutions in South Africa have failed the transformation targets agreed to in the Financial Sector Charter for one or more occupational levels. The main objective of this study was to assess the perceptions of black African middle managers about the barriers to the career progress into senior management level positions in the banking sector in South Africa. The secondary objectives included determining how black African middle managers define career progression; establishing what their perceptions of the required skills and personal attributes are for senior management in the banking sector are; as well as whether the black African middle managers within the banking sector believe they have the requisite skills and personal attributes required to progress into senior management; to determine whether black African middle managers believed that they had equitable opportunities as other race groups to advance in their organisations and finally to determine what, in the opinion of the respondents, needs to be done to overcome these barriers to their career progression. The literature review section provides a detailed summation of the legislative or regulatory frameworks of employment equity, Broad-Based Black Economic Empowerement as well as the Financial Sector Charter. It also provides a conceptualisation of career progress and diversity management. Areas that could...
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Barriers to career progression of Black African middle managers : the South African perspective
- Authors: Mayiya, Sive-Thina , Schachtebeck, Chris , Diniso, Chuma
- Date: 2019
- Subjects: South Africa , Banking sector , Career progression
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/291751 , uj:31693 , Citation: Mayiya, S.T., Schachtebeck, C. & Diniso, C. 2019. Barriers to career progression of Black African middle managers : the South African perspective.
- Description: Abstract: The primary objective of this research is to assess the perceptions of black African middle managers on barriers to career progression. While a number of studies have investigated barriers to career progression among previously disadvantaged individuals, no study has focused on the perceptions of middle managers on the barriers to career progression amongst black Africans in the workplace. The study was qualitative in nature, employing a purposive sampling approach. Data was collected by means of semi-structured interviews amongst 18 black African middle managers in two major South African banks. Results indicate that a lack of exposure to senior managerial duties, lack of career guidance and support, demographic composition of senior management, as well as perceived unequal career opportunities present barriers to career progression. The value of the research lies in the practical changes banks can make to Human Resource practices and policies to overcome current challenges. The paper is of value to managers and HR professionals in the banking sector by addressing a major South African labour market issue.
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