At the edge of the Fourth Industrial Revolution: Employees’ perceptions of employment equity from a CIBART perspective
- Oosthuizen, Rudolf M., Mayer, Claude-Hélène
- Authors: Oosthuizen, Rudolf M. , Mayer, Claude-Hélène
- Date: 2019
- Subjects: Employment Equity (EE) , Workplace perceptions , Below the workplace surface
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/404422 , uj:33915 , Citation: Oosthuizen, R.M., & Mayer, C.-H. (2019). At the edge of the Fourth Industrial Revolution: Employees’ perceptions of employment equity from a CIBART perspective. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 45(0), a1695. https://doi. org/10.4102/sajip.v45i0.1695
- Description: Abstract: Orientation: In accordance with global trends, South Africa is striving for the Fourth Industrial Revolution (4IR). Discourses of employees’ employment equity (EE) perceptions within the 4IR context are studied 25 years after apartheid. Research purpose: The purpose of the study was to understand the systems psychodynamics underneath the surface of employees’ perceptions of EE in South Africa within the context of the 4IR. Motivation for the study: South African workplaces are debated nationally and urged to compete with 4IR changes on a global level. This research focuses on employees’ perceptions of EE underneath the surface and aims at understanding employees’ perceptions through the conflict, identity, boundaries, authority, roles, task (CIBART) model...
- Full Text:
- Authors: Oosthuizen, Rudolf M. , Mayer, Claude-Hélène
- Date: 2019
- Subjects: Employment Equity (EE) , Workplace perceptions , Below the workplace surface
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/404422 , uj:33915 , Citation: Oosthuizen, R.M., & Mayer, C.-H. (2019). At the edge of the Fourth Industrial Revolution: Employees’ perceptions of employment equity from a CIBART perspective. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 45(0), a1695. https://doi. org/10.4102/sajip.v45i0.1695
- Description: Abstract: Orientation: In accordance with global trends, South Africa is striving for the Fourth Industrial Revolution (4IR). Discourses of employees’ employment equity (EE) perceptions within the 4IR context are studied 25 years after apartheid. Research purpose: The purpose of the study was to understand the systems psychodynamics underneath the surface of employees’ perceptions of EE in South Africa within the context of the 4IR. Motivation for the study: South African workplaces are debated nationally and urged to compete with 4IR changes on a global level. This research focuses on employees’ perceptions of EE underneath the surface and aims at understanding employees’ perceptions through the conflict, identity, boundaries, authority, roles, task (CIBART) model...
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Fehler, Fehlerkultur und Fehlermanagement im medizinischen Kontext
- Authors: Mayer, Claude-Hélène
- Date: 2020
- Subjects: Fehler , Fehlerkultur , Medizinischer Kontext
- Language: German
- Type: Article
- Identifier: http://hdl.handle.net/10210/446109 , uj:39053 , Citation: Mayer, C.H. 2020. Fehler, Fehlerkultur und Fehlermanagement im medizinischen Kontext.
- Description: Abstract: Please refer to full text to view abstract.
- Full Text:
- Authors: Mayer, Claude-Hélène
- Date: 2020
- Subjects: Fehler , Fehlerkultur , Medizinischer Kontext
- Language: German
- Type: Article
- Identifier: http://hdl.handle.net/10210/446109 , uj:39053 , Citation: Mayer, C.H. 2020. Fehler, Fehlerkultur und Fehlermanagement im medizinischen Kontext.
- Description: Abstract: Please refer to full text to view abstract.
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Subjective experiences of employment equity in South African organisations
- Oosthuizen, Rudolf M., Tonelli, Louise, Mayer, Claude-Hélène
- Authors: Oosthuizen, Rudolf M. , Tonelli, Louise , Mayer, Claude-Hélène
- Date: 2019
- Subjects: Affirmative action , Employment equity , Diversity management
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/401268 , uj:33526 , Citation: Oosthuizen, R.M., Tonelli, L., & Mayer, C-H. (2019). Subjective experiences of employment equity in South African organisations. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1074. https://doi. org/10.4102/sajhrm. v17i0.1074
- Description: Abstract: This article explores employees’ subjective experiences of employment equity (EE) within South African organisational contexts, adding diverse and in-depth insights to the post-apartheid EE discourse. Research purpose: The purpose is to hear the voices of employees of different social-cultural, racial and gender backgrounds on the experiences of EE in contemporary South African organisations. Motivation for the study: Research suggests that South African organisations are pressurised to redress past racial inequality. Understanding employees’ subjective experiences of EE adds value to the debate and provides the reader with an in-depth contemporary image of EE in post-apartheid South African organisations.
- Full Text:
- Authors: Oosthuizen, Rudolf M. , Tonelli, Louise , Mayer, Claude-Hélène
- Date: 2019
- Subjects: Affirmative action , Employment equity , Diversity management
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/401268 , uj:33526 , Citation: Oosthuizen, R.M., Tonelli, L., & Mayer, C-H. (2019). Subjective experiences of employment equity in South African organisations. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1074. https://doi. org/10.4102/sajhrm. v17i0.1074
- Description: Abstract: This article explores employees’ subjective experiences of employment equity (EE) within South African organisational contexts, adding diverse and in-depth insights to the post-apartheid EE discourse. Research purpose: The purpose is to hear the voices of employees of different social-cultural, racial and gender backgrounds on the experiences of EE in contemporary South African organisations. Motivation for the study: Research suggests that South African organisations are pressurised to redress past racial inequality. Understanding employees’ subjective experiences of EE adds value to the debate and provides the reader with an in-depth contemporary image of EE in post-apartheid South African organisations.
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Women in global leadership : Asian and African perspectives
- Sueda, Kiyoko, Mayer, Claude-Hélène, Kim, Soyeon, Asai, Akiko
- Authors: Sueda, Kiyoko , Mayer, Claude-Hélène , Kim, Soyeon , Asai, Akiko
- Date: 2020
- Subjects: Global leadership , Women leaders , Multi-dimensional
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/446101 , uj:39052 , Citation: Sueda, K. et al. 2020. Women in global leadership : Asian and African perspectives.
- Description: Abstract: Although the number of women in the workforce has continued to increase, women are still underrepresented in terms of leadership roles. Some studies have suggested that women leadership is advantageous to organizations, and that women are more adept at managing multi-dimensional diversity than men. Accelerated globalization requires collaboration in groups of people characterized by multidimensional diversity. However, there is little empirical research on the development of this subject overall and on women as global leaders. This chapter summarizes the process on how women leaders develop a global mindset, deal with diversity, and how they are encouraged or discouraged to become global leaders from micro, mezzo and macro perspectives. Three topics are covered : 1. Qualitative studies based on different cultural perspectives (Japan, Indonesia, Korea, and South Africa) and disciplines (Business, Intercultural Communication, Management, Psychology and Sociology) providing readers with micro, mezzo and macro levels of analysis, 2. an overview of women as global leaders in academic institutions, business organizations, and multicultural contexts, and 3. examples of different types of diversity with a focus on gender, e.g., nationality, ethnicity, religion, economic class, and educational background. The common denominators of what encourages and discourages women from becoming global leaders were identified, so that these could be applied to different contexts. Further to this, the positive aspects of women global leadership, and how they have made contributions in specific contexts, were discussed. It is hoped that a multi-level and interdisciplinary analysis of this subject will contribute in some way to promoting women global leadership.
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- Authors: Sueda, Kiyoko , Mayer, Claude-Hélène , Kim, Soyeon , Asai, Akiko
- Date: 2020
- Subjects: Global leadership , Women leaders , Multi-dimensional
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/446101 , uj:39052 , Citation: Sueda, K. et al. 2020. Women in global leadership : Asian and African perspectives.
- Description: Abstract: Although the number of women in the workforce has continued to increase, women are still underrepresented in terms of leadership roles. Some studies have suggested that women leadership is advantageous to organizations, and that women are more adept at managing multi-dimensional diversity than men. Accelerated globalization requires collaboration in groups of people characterized by multidimensional diversity. However, there is little empirical research on the development of this subject overall and on women as global leaders. This chapter summarizes the process on how women leaders develop a global mindset, deal with diversity, and how they are encouraged or discouraged to become global leaders from micro, mezzo and macro perspectives. Three topics are covered : 1. Qualitative studies based on different cultural perspectives (Japan, Indonesia, Korea, and South Africa) and disciplines (Business, Intercultural Communication, Management, Psychology and Sociology) providing readers with micro, mezzo and macro levels of analysis, 2. an overview of women as global leaders in academic institutions, business organizations, and multicultural contexts, and 3. examples of different types of diversity with a focus on gender, e.g., nationality, ethnicity, religion, economic class, and educational background. The common denominators of what encourages and discourages women from becoming global leaders were identified, so that these could be applied to different contexts. Further to this, the positive aspects of women global leadership, and how they have made contributions in specific contexts, were discussed. It is hoped that a multi-level and interdisciplinary analysis of this subject will contribute in some way to promoting women global leadership.
- Full Text:
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