A framework for the sustained policy implementation of the Mining Charter of 2002 : the role of women in the South African mining industry
- Authors: Malan, Cornel
- Date: 2013-05-01
- Subjects: Women miners , Mineral industries , Affirmative action programs , South Africa. Mining Charter, 2002
- Type: Thesis
- Identifier: uj:7484 , http://hdl.handle.net/10210/8343
- Description: D.Litt. et Phil. (Public Management and Governance) , This study focuses on a framework for the sustainable policy implementation of the Mining Charter of 2002, with specific reference to the role of women in the South African mining industry. The goal of this empowerment charter is to create an industry that will reflect the promise of a non-racial South Africa. This includes ensuring a ten percent participation of women by 2009. The main research question addressed by this study is: What are the factors involved in determining the sustained implementation of the Mining Charter of 2002 and how can it be effectively implemented and strengthened in order to ensure the compliance by the mining employers in terms of the role and targets for women in the mining industry? The thesis provided an integrated focus on outputs in terms of implementing reform policies with regard to the employment of females in the mines. Furthermore, it investigates certain outcomes in terms of how the mining environment has adapted to female employment and policy conversion processes in terms of what the barriers are to the successful implementation of the Mining Charter of 2002. This ensured that both policy products and processes were subjected to systematic and integrative evaluation. The problem was also viewed from the current level of success in implementing similar empowerment policies in other countries, such as Australia, the United Kingdom, Japan, as well as certain African countries. The thesis also aimed to develop a substantive theory for an organisational change process in terms of the conditions of women working underground in the mines. This will enable mining employers to identify selected resource inputs, as well as process outputs and outcomes. Ultimately, this will ensure sustained compliance to the spirit and requirements of the Mining Charter, within the context of the transformation of the South African society and legislation as a whole. A modernist qualitative research methodology was followed, where casing was applied as the research design and grounded theory as the research strategy. A qualitative coding paradigm was developed in terms of the physical, social, cultural and psychological construction of employees in the mining environment’s perceptions, experiences, attitudes and behaviour with regard to the implementation of the Mining Charter of 2002. The findings of the empirical study generally indicated that the picture that scholars and role-players (for example the women working underground) paint on the South African mining industry with regard the employment of women in the mines – specifically in an underground environment – is not as bleak as one might think. However, some improvements are still needed in order to comply with targets, as well as creating better working conditions for women employed in the mining industry. The study contributed to the development of theory and research methodology. Furthermore, on a practical level, it contributed to the disciplinary fields of Public Management and Public Governance.
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A measurement process for quantifying the progress towards real commercial equity
- Authors: Cilliers, Michelle
- Date: 2011-11-21
- Subjects: Affirmative action programs , Industrial procurement
- Type: Thesis
- Identifier: uj:1712 , http://hdl.handle.net/10210/4055
- Description: M.Comm. , Affirmative action has been greatly debated as a means of righting the injustices of South Africa's past. Its proponents claim it to be an effective way of providing opportunities to those falling under the definition of previously disadvantaged, while cries of "reverse discrimination" echo from those vigorously opposed to it. One of the ways in which empowerment can be achieved is through encouraging government and businesses to make use of affirmative companies in the procurement of day to day goods and services. The first initiative from government came in the form of the Ten Point Plan from the Departments of Public Works and Finance. This was later encapsulated in the Green Paper on Public Sector Reform and the "Resource Specification for the Targeting of Affirmable Business Enterprises". This allowed businesses quoting for government work to score themselves against certain criteria, viz. either by virtue of their being affirmable business enterprises (ABEs), which are two thirds owned by previously disadvantaged individuals (POls), or by entering into joint ventures of various kinds with ABEs. It is believed that the approach of basing a company's contribution to affirmative procurement purely on two-thirds ownership is limiting, and that more aspects need to be investigated to determine the level of empowerment a company is offering its employees. In addition, the high percentage ownership is a temptation for companies to engage in fronting, where token appointments are made and there is no true management or control by the company's PDI management. Subsequently it is vital that alternative approaches be taken. Corporations need to keep track of their spend with PDI owned companies, but need to know how to determine how effective these are in implementing to true economic empowerment.
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Affirmative action and the employment equity act of South Africa
- Authors: Tladi, Tseke Mokgomane
- Date: 2008-10-27T10:01:19Z
- Subjects: Discrimination in employment , Labor laws and legislation , Equality research , Affirmative action programs , Employment Equity Act (South Africa)
- Type: Thesis
- Identifier: uj:13518 , http://hdl.handle.net/10210/1356
- Description: M.A. , The study is about the concept of Affirmative Action in the Employment Equity Act of South Africa, however it traces the history of Affirmative Action from the United States of America and Malaysia. These two countries are found to be leading the world in Affirmative Action. The term ‘Affirmative Action’ originated from the United States of America to prohibit unfair discrimination against certain groups of people because of non-job-related characteristics in terms of Civil Rights Act of 1960. Malaysia introduced Affirmative Action to develop education and employment opportunities of the Bumiputra. Bumiputra is one of the ethnic groups in Malaysia that have suffered unfair discrimination. Affirmative Action is a concept that became topical with attempts in South Africa to increase the participation of previously disadvantaged groups in the workplace. This concept, which is accepted constitutionally, is still controversial in its meaning and practice. It is for this reason that the study attempts to dispel misunderstandings about the concept. The study distinguishes Affirmative Action from related concepts such as equal employment opportunity and reverse discrimination. In order to develop the idea of Affirmative Action, the study also makes a distinction between descriptive definitions and normative definitions. This study opted for normative definitions in order to develop an ideal of what Affirmative Action is supposed to be. The study looks at how Affirmative Action is conceptualised in the Employment Equity Act of South Africa. Through the evaluation of the concept of Affirmative Action in the Employment Equity Act in terms of my normative definition of Affirmative Action, it was found that Affirmative Action in the Employment Equity Act complies with the normative definition of Affirmative Action. The following are my conclusion: - Affirmative Action is not similar to reverse discrimination or equal employment opportunities. - Affirmative Action in the Employment Equity Act is another form of discrimination though not unfair - It redresses injustices experienced by groups who have been disadvantaged in the past. - It eliminates unfair discrimination and develops the skills of those who did not have opportunities - It promotes equal opportunities in employment and thus it is a temporary intervention in the workplace. The findings of the study concluded that Affirmative Action is essential to the economic and skills development of the disadvantaged groups in particular and the South African society in general. , Prof. G.J. Rossouw Professor H.P.P. Lőtter
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Challenges of transformation managers in corporate South Africa
- Authors: Ndzwayiba, Nceba
- Date: 2013-07-18
- Subjects: South Africa. Employment Equity Act 1998 , Personnel management , Affirmative action programs
- Type: Thesis
- Identifier: uj:7616 , http://hdl.handle.net/10210/8486
- Description: M. Phil. (Human Resource Development) , Fourteen years since Employment Equity Act (No. 55 of 1998) was promulgated, the corporate sector remains racially polarised. Although Act, No 55 of 1998 mandated organisations to appoint transformation managers with executive authority and resources to drive reform, the meagre progress and increasing income disparities in favour of the previously advantaged groups suggest that these managers are somehow ineffective. The study explores experiences and views of transformation managers regarding the policy - practice related challenges they encounter in driving employment equity in the corporate sector. Examining challenges encountered by transformation managers, as accountable executives, would assist in identifying disruptive and undesirable factors that stymie corporate labour market reform and lead to the development of contextualised short and long term mitigation strategies. A phenomenological approach was applied to answer the main research question. My ontology was based on transformation managers’ subjective construct of their own realities, and studying their experiences encountered in the course of executing their mandate would best give insight into these hindrance factors. My epistemological position was that the perspectives of people involved with managing transformation in corporate organisations were relevant; therefore I conducted interviews with five transformation managers from different corporate organisations. The study confirmed that with focus on achieving employment equity numbers little attention has been given to promoting and valuing diversity, and that corporate culture is characterised by racial mistrust, fear and resentment. Lastly, the study confirmed fault lines in the effectiveness of transformation managers.
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Challenges when implementing a BEE deal at a South African financial institution
- Authors: Shange, Thulani Brian
- Date: 2012-10-30
- Subjects: Black Economic Empowerment (Program : South Africa) , Affirmative action programs , Personnel management , Financial institutions - Employees
- Type: Mini-Dissertation
- Identifier: uj:10483 , http://hdl.handle.net/10210/7980
- Description: M.Comm. , Black economic empowerment (BEE) is one of many policies the South African government introduced when South Africa became a democratic nation. This was in response to the inequalities caused by apartheid policies that were enforced by the previous government. This paper provides the origins and background of BEE as well as the objective of this policy. The different forms that BEE has undertaken over the years are highlighted, along with some of the financing mechanisms adopted. Insight is provided into the challenges encountered in implementing a BEE transaction by a South African financial institution. The study investigates if the BEE transaction applied addressed the challenges inherent in most BEE transactions prior to it. The BEE regulatory framework is analysed. The study concludes with a discussion on recommendations for future BEE transactions based on a model, which contains certain elements that must be considered in any BEE transaction upon implementation.
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Employee empowerment model : turning ordinary employees into decision-makers in organisations
- Authors: Bopape, Peter Wilfred
- Date: 2012-01-25
- Subjects: Employee empowerment , Affirmative action programs
- Type: Thesis
- Identifier: uj:1953 , http://hdl.handle.net/10210/4311
- Description: M.Comm. , The concept of employee empowerment has been associated with the participation of employees in the decision-making process in organisations. A number of approaches and articles have recently been written to expand and better the concept. Employee empowerment is a strategy that gives an ordinary employee an opportunity to have say in, and contribute to both the internal and external affairs of the organisation. In order for the strategy to be successful, the company executive should also take on the responsibility of ensuring that employees and other stakeholders are committed to the process of empowerment. This report investigates the manner in which employee empowerment could be used as a tool or aid to assist organisations in making better use of employees' thinking skills. The investigation looks into the process that should be followed in the implementation of an employee empowerment strategy. Furthermore, the model investigates affirmative action as a tool that could assist managers and organisations to better understand the concept. The report will also highlight the critical success factors that are important in striving to employee empowerment in an organisation. It will also investigate other available tools that can be used in a successful strategy. The issue of black economic empowerment also pops up as a tool that could empower employees in the process. Lastly, the report recommends guidelines that organisations could follow to succeed. The findings of the study have concluded that employee empowerment could be a powerful tool and is essential for employee development. This model tries to integrate the situational leadership model of Ken Blanchard, Carlos and Randolph with Yen-Yun Lin's conceptual model. The model of Blanchard, Carlos & Randolph looks at the stages that management or organisations should go through before and when engaging in an empowerment strategy. The model follows the situational leadership concept or approach. On the other hand the Yen-Yun Lin model looks into the four key dimensions that are critical in an empowerment strategy, namely empowering leadership, empowering culture, empowering management practices and empowering teams. The model tries to integrate the four dimensions and show the role that they play in the employee empowerment model. The tools developed in this model are a combination of a number of possible tools that could be used in the empowerment process, which I developed. The last part of the model attempts to indicate the beneficiaries of the process and the benefits that could be derived from empowerment. It further looks into how these benefits could impact on the organisation as a whole and their relationship to the process and the key dimensions.
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Employee perceptions of affirmative action in the Faculty of Health Science (University of Witwatersrand)
- Authors: Mangisa, Nomathibane Petronella
- Date: 2008-06-06T10:32:01Z
- Subjects: Affirmative action programs , Employees' attitudes , University of the Witwatersrand Faculty of Health Science
- Type: Thesis
- Identifier: uj:9189 , http://hdl.handle.net/10210/563
- Description: The South African government introduced Affirmative Action in 1998 to redress historical workplace discrimination. The South African moral imperative considers Affirmative Action to be a necessary instrument of change influencing social and economic equality, which impacts on the development of Blacks. Affirmative Action is being researched in academic circles for reasons other than moral concern, which calls for a new breed of scientist to take equitable academic demographics into consideration. The exploratory study in question aimed to identify employees’ perceptions on Affirmative Action within the Faculty of Health Sciences at the University of Witwatersrand. The survey method was utilized in the study and opinions were elicited from 108 respondents in the Faculty. The results were analysed both qualitatively and quantitatively in order to gain a comprehensive insight into the perceptions. The focus of the study included: profile of the respondents, staffing and standards, employee development and mentorship, attitudes, training and culture. The findings of the investigation indicated that progress achieved by Affirmative Action within the Faculty was generally perceived to be slow. However, there appeared to be no problems related to holistic practices established in support of Affirmative Action. , Prof. W. Backer
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The application of Broad Based Black Economic Empowerment principles at a South African bank
- Authors: Garcez, Ricardo
- Date: 2012-06-07
- Subjects: Black Economic Empowerment (Program : South Africa) , BEE , BBBEE , Affirmative action programs , Black employment , Employee empowerment , Business enterprises
- Type: Mini-Dissertation
- Identifier: uj:2543 , http://hdl.handle.net/10210/4997
- Description: M.Comm. , Broad Based Black Economic Empowerment (BBBEE) remains a key issue for the South African government, especially considering the inequalities generated by apartheid. This paper highlights the efforts made by the South African government to redress past injustices through the application of BBBEE principles. BBBEE is compared to affirmative action programmes implemented in other countries to redress past injustices, and background is provided on the origins and objectives of BBBEE, the policy instruments to achieve BBBEE, and the measurement of BBBEE. Insight is provided into the methods such as vendor financing, equity financing, debt financing and unfunded structures used by financial institutions to structure and finance BBBEE transactions, and a critical analysis is conducted on the shortcomings of these methods and whether BBBEE principles are being applied in the structuring and financing of transactions at a local bank. It was decided that a quantitative analysis would be employed through the use of a structured questionnaire which used specific closed ended questions in the form of the Likert scale. The topic is concluded with a discussion surrounding the recommendations to ensure success with future BBBEE transactions.
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The experience of affirmative action by black beneficiaries
- Authors: Angoma, Nompumelelo
- Date: 2011-02-28T06:28:28Z
- Subjects: Affirmative action programs , Black South Africans
- Type: Thesis
- Identifier: uj:7041 , http://hdl.handle.net/10210/3562
- Description: D. Lit. et Phil. , The process of change can be complex and the introduction of affirmative action in South Africa against an apartheid backdrop is undoubtedly one such change. In 1998 the Employment Equity Act was passed. The purpose of the Act was to achieve equity in the workplace by promoting equal opportunity and fair treatment in employment through the elimination of unfair discrimination and; implementing affirmative action measures to redress the disadvantages in employment experienced by designated groups, in order to ensure their equitable representation iIi all occupational categories and levels in the workforce (Government Gazette, 1998). Whilst the concept is not new and has been extensively researched in several countries, it was introduced under unique circumstances in South Africa (Luhabe, 1993). There is therefore, a need for the generation of additional theories that are relevant and applicable to South Africa's unique circumstances -theories that are grounded in, and account for this area in South Africa. As Stamp (1999) put it, a grounded theory that is generated form the ground up". The present study aimed to generate theory from the lived experiences of black affi'rmative action participants in South African organisations. The study intended to look at how affirmative action is experienced by beneficiaries without prior judgement from previous literature on the subject. It aimed not to verify past theories but to understand the situation as it is experienced. Hence, the grounded theory method of analysis was chosen by the researcher. Grounded theory is a qualitative method that generates theory by the systematic collection and analysis of data (Glaser,1992). The grounded theory method of research aims to generate new theory that is grounded in the data of a substantive area. It therefore aims to create theory from the central themes and categories that emerge form the data.
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The relationship between company performance and employment equity appointments at board level
- Authors: Zvandasara, Victor
- Date: 2018
- Subjects: Black Economic Empowerment (Program : South Africa) , Organizational effectiveness , Affirmative action programs
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/272734 , uj:29044
- Description: M.Com. (International Accounting) , Abstract: There is a critical question being asked as to whether or not Black Economic Empowerment has benefited the companies that have adopted it. The objective of this paper is to evaluate whether there is a positive or negative relationship between company performance and employment equity appointments at board level. For the purpose of this paper, company performance is measured by using the return on equity and the price earnings ratio. Black Economic Empowerment data from the Top 40 companies listed on the Johannesburg Stock Exchange was obtained and evaluated. A quantitative analysis in the form of a correlation analysis was performed between black board management representation and company performance. The overall results of this paper suggests that there is no relationship between black board management representation and return on equity, and that there is a negative relationship between black board management representation and the price earnings ratio.
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The role of affirmative action in the office of the Auditor General
- Authors: Ndebele, Mzikayise Sheridan
- Date: 2012-08-22
- Subjects: South Africa. Office of the Auditor-General , Affirmative action programs - South Africa , Affirmative action programs , Discrimination in employment
- Type: Thesis
- Identifier: uj:2969 , http://hdl.handle.net/10210/6395
- Description: M.Comm. , South Africa is in transition. Changes are taking place on the political, social and economic fronts at an increasingly rapid pace. Past practices and wisdom are being openly challenged. Enterprise/Corporate managers today are deeply concerned with two major dilemma. Firstly to fully mobilise the energy of the organisation's human resources toward achievement of the organisation's performance objectives. Secondly to organise the work, the work environment, the communication systems, and the relationships of people. To resolve this dilemma in our rapidly changing environment, new organisation fon-ns must be developed. More effective goal setting and planning processes must be learned. Practised teams of interdependent people must spend real time improving their methods of working, decision-making and communicating. Competing or conflicting groups must move towards a collaborative way of work. In order for these changes to occur and be maintained, a planned, managed change effort is necessary - a program of affirmative action. This dissertation is about affirmative action in employment, and the development of people in organisations. These two concepts overlap in the sense that affirmative action is (or should be) about the development of black people and women but not at the expense of competent white men who are already part of an organisation.
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The role of the education human resource manager in implementing employment equity and affirmative action in public schools
- Authors: Kganyago, Mapheto Robert
- Date: 2011-12-06
- Subjects: Education personnel management , Discrimination in employment , Affirmative action programs , School management and organization , Blacks' employment
- Type: Mini-Dissertation
- Identifier: uj:1779 , http://hdl.handle.net/10210/4144
- Description: M.Ed. , This study arose from the existing employment disparities and imbalances that pervade most of the public schools and it focuses on explaining and describing the role of the education human resource manager in implementing the policy of employment equity and affirmative action in public schools as an intervention strategy that will equalise employment opportunities by giVmg preferential treatment to the previously disadvantaged. The purpose of this study is to explore and understand the role played by the education human resource manager in implementing the policy of employment equity and affirmative action in public schools. When South Africa became a non-racial and non-sexist democratic country in 1994, various pieces of legislation were enacted to correct discriminatory employment practices and policies and to bring these in line with the norms and values of the new constitution. The research was conducted by means of qualitative research because it sets out to investigate the phenomena in its natural setting thereby seeking to understand the inner thoughts and feelings of the respondents with regard to their employment barriers. To this end, semi-structured interviews were conducted and the researcher immersed himself in the real life situation of the participants thus allowing for an in-depth description of their behaviour and attitudes. Transcripts of raw data were analysed by means of coding. The main findings arrived at was that there is an inestimable gap between the good intentions of a policy to redress the past employment disparities and the practical imperatives of the policy of employment equity and affi.rmative action. The implication derived from this is that in-depth training and development of school governing bodies and school management teams by the education human resource manager is critically necessary. The proper implementation of the aforesaid policy will enhance effective service delivery in public schools.
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