Black empowerment in South Africa : evaluating the progress since 1994
- Authors: Mphuthi, Molefe Abel
- Date: 2012-08-17
- Subjects: Employee empowerment - South Africa , Affirmative action programs - South Africa , Blacks - Employment - South Africa
- Type: Thesis
- Identifier: uj:2681 , http://hdl.handle.net/10210/6123
- Description: M.Comm. , Black Advancement and Affirmative Action are concepts which became identified with endeavours in South Africa to increase the participation of black people in business and the mainstream economy. In recent years, a more all-encompassing construct, combining the objective and attributes of both Black Advancement and Affirmative Action, has gained popularity. This new construct is Black Economic Empowerment. Black Economic Empowerment is a concept, which is broadly accepted in principle, but is still controversial in its meaning and practice. This report looks at the commonly, agreed and understood meaning of Black Economic Empowerment. It also examines the role that the government, private sector and labour unions have played and will play in the empowerment process. The parallels between the Afrikaner empowerment in the fifties and sixties and Black Economic Empowerment and the similarities between Malaysia's empowerment initiatives and South Africa's current situation are examined as an example that encourages the need for Black Economic Empowerment. The study will also look into the need for Affirmative Action, the state of Black Business and its historical development and its contribution to Black Empowerment. The successes of Black Economic Empowerment are contrasted against the failures, while the report examines the criticisms levelled against Black Economic Empowerment as well as the perception that such a process is open to manipulation. The findings of the study concluded that Black Economic Empowerment is essential to the economic development of Black people. The responsibility is all encompassing, yet government must be seen to act as the facilitator of the process.
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- Authors: Mphuthi, Molefe Abel
- Date: 2012-08-17
- Subjects: Employee empowerment - South Africa , Affirmative action programs - South Africa , Blacks - Employment - South Africa
- Type: Thesis
- Identifier: uj:2681 , http://hdl.handle.net/10210/6123
- Description: M.Comm. , Black Advancement and Affirmative Action are concepts which became identified with endeavours in South Africa to increase the participation of black people in business and the mainstream economy. In recent years, a more all-encompassing construct, combining the objective and attributes of both Black Advancement and Affirmative Action, has gained popularity. This new construct is Black Economic Empowerment. Black Economic Empowerment is a concept, which is broadly accepted in principle, but is still controversial in its meaning and practice. This report looks at the commonly, agreed and understood meaning of Black Economic Empowerment. It also examines the role that the government, private sector and labour unions have played and will play in the empowerment process. The parallels between the Afrikaner empowerment in the fifties and sixties and Black Economic Empowerment and the similarities between Malaysia's empowerment initiatives and South Africa's current situation are examined as an example that encourages the need for Black Economic Empowerment. The study will also look into the need for Affirmative Action, the state of Black Business and its historical development and its contribution to Black Empowerment. The successes of Black Economic Empowerment are contrasted against the failures, while the report examines the criticisms levelled against Black Economic Empowerment as well as the perception that such a process is open to manipulation. The findings of the study concluded that Black Economic Empowerment is essential to the economic development of Black people. The responsibility is all encompassing, yet government must be seen to act as the facilitator of the process.
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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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- 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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Toesighouerhoudings teenoor regstellende aksie en ondergeskiktes se werktevredenheid en werkbetrokkenheid : 'n studie by 'n goudmyn
- Kleynhans, Hermanus Johannes
- Authors: Kleynhans, Hermanus Johannes
- Date: 2012-08-28
- Subjects: Supervisors - South Africa - Attitudes , Job satisfaction - South Africa , Affirmative action programs - South Africa
- Type: Thesis
- Identifier: uj:3305 , http://hdl.handle.net/10210/6709
- Description: M.Comm. , South African society is currently experiencing a period of rapid transformation. These sociopolitical changes taking place in the external environment is posing unique challenges to South African business. Salient to these challenges is how the politically powerful, but poor majority will be integrated into an environment that previously excluded them. It is commonly accepted that this integration and the eradication of the economic backlog can not only be achieved through formal education and training, but that it should be supported by programmes aimed at the accelerated development of blacks. As such, the primary role that South African business has to play in the transformation of society as a whole, is the effective integration of marginalised groups into position from which they were previously excluded. In order to ensure that this integration is managed effectively several factors need to be taken into account. Of these, white resistance against affirmative action and the negative attitudes held by them towards blacks in general, pose the greatest threat. The negative impact of the aforementioned on the affirmative action process is heightened when these traits are exhibited by the supervisors of black employees taking part in affirmative action programmes. In order to determine the effect these attitudes have on the job involvement and job satisfaction of black employees, factors inhibiting the occupational mobility of blacks and the role of the immediate supervisor in this process were analysed from literature. It was found that the supervisor plays a distinct role in the upward mobility of his/her subordinates and that this is especially the case where he/she has black subordinates. In chapter 3 the theory underlying job involvement and job satisfaction is discussed. From this discussion it is clear that the job involvement and job satisfaction of the individual influence his/her behaviour within the organisation to a large extent. It was further found that the immediate supervisor influences these variables to a large extent. In the empirical part of this dissertation a sample black employees, currently occupying positions previously reserved exclusively for whites, completed job involvement and job satisfaction questionnaires. Their supervisors completed a questionnaire that measured their attitude towards affirmative action. From the empirical study it was found that subordinates with supervisors who exhibit negative attitudes towards affirmative action do not necessarily have lower levels of job involvement and job satisfaction than those subordinates with supervisors who exhibit positive attitudes. This finding is not consistent with the theorising that supervisor attitudes towards affirmative action should influence the job involvement and job satisfaction of their black subordinates, and could be attributed to a number of factors, amongst others the nature of their jobs. From the study it became clear that urgent attention needs to be given to the determining of those factors that influence the job satisfaction and job involvement in Afro-centric populations. Almost all available research on these concepts focuses exclusively on Eurocentric populations and very little empirical data regarding the study of these concepts among Afro-centric populations exit.
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- Authors: Kleynhans, Hermanus Johannes
- Date: 2012-08-28
- Subjects: Supervisors - South Africa - Attitudes , Job satisfaction - South Africa , Affirmative action programs - South Africa
- Type: Thesis
- Identifier: uj:3305 , http://hdl.handle.net/10210/6709
- Description: M.Comm. , South African society is currently experiencing a period of rapid transformation. These sociopolitical changes taking place in the external environment is posing unique challenges to South African business. Salient to these challenges is how the politically powerful, but poor majority will be integrated into an environment that previously excluded them. It is commonly accepted that this integration and the eradication of the economic backlog can not only be achieved through formal education and training, but that it should be supported by programmes aimed at the accelerated development of blacks. As such, the primary role that South African business has to play in the transformation of society as a whole, is the effective integration of marginalised groups into position from which they were previously excluded. In order to ensure that this integration is managed effectively several factors need to be taken into account. Of these, white resistance against affirmative action and the negative attitudes held by them towards blacks in general, pose the greatest threat. The negative impact of the aforementioned on the affirmative action process is heightened when these traits are exhibited by the supervisors of black employees taking part in affirmative action programmes. In order to determine the effect these attitudes have on the job involvement and job satisfaction of black employees, factors inhibiting the occupational mobility of blacks and the role of the immediate supervisor in this process were analysed from literature. It was found that the supervisor plays a distinct role in the upward mobility of his/her subordinates and that this is especially the case where he/she has black subordinates. In chapter 3 the theory underlying job involvement and job satisfaction is discussed. From this discussion it is clear that the job involvement and job satisfaction of the individual influence his/her behaviour within the organisation to a large extent. It was further found that the immediate supervisor influences these variables to a large extent. In the empirical part of this dissertation a sample black employees, currently occupying positions previously reserved exclusively for whites, completed job involvement and job satisfaction questionnaires. Their supervisors completed a questionnaire that measured their attitude towards affirmative action. From the empirical study it was found that subordinates with supervisors who exhibit negative attitudes towards affirmative action do not necessarily have lower levels of job involvement and job satisfaction than those subordinates with supervisors who exhibit positive attitudes. This finding is not consistent with the theorising that supervisor attitudes towards affirmative action should influence the job involvement and job satisfaction of their black subordinates, and could be attributed to a number of factors, amongst others the nature of their jobs. From the study it became clear that urgent attention needs to be given to the determining of those factors that influence the job satisfaction and job involvement in Afro-centric populations. Almost all available research on these concepts focuses exclusively on Eurocentric populations and very little empirical data regarding the study of these concepts among Afro-centric populations exit.
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Employee's perception of transformation in a financial institution
- Authors: Nkosi, Themba James
- Date: 2012-09-12
- Subjects: Banks and banking - South Africa - Reorganization , Corporate reorganizations - South Africa , Affirmative action programs - South Africa
- Type: Thesis
- Identifier: uj:10223 , http://hdl.handle.net/10210/7596
- Description: M.Comm. , The Bank under study is one of the big four banks of South Africa, is engaged in a process of transformation, more specifically the implementation of the Employment Equity Act (No.55 of 1998). The overall objective of the study was to identify the employee's perceptions of transformation in a financial institution, which will be called The Bank, for ease of reference. The study was split into two, firstly, the identification of perception held by African, Indian and Coloured (AIC) male and female managers about the implementation of transformation, more specifically, employment equity, as an integral component of transformation in South African companies. Secondly, to conduct a comparative analysis on the similarities and differences of white male and African, Indian and Coloured managers perceptions regarding the implementation of transformation, more specifically employment equity act A further objective was to obtain suggestions from the participants as to possible ways in which the Bank can deal with their specific concerns relating to transformation.
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- Authors: Nkosi, Themba James
- Date: 2012-09-12
- Subjects: Banks and banking - South Africa - Reorganization , Corporate reorganizations - South Africa , Affirmative action programs - South Africa
- Type: Thesis
- Identifier: uj:10223 , http://hdl.handle.net/10210/7596
- Description: M.Comm. , The Bank under study is one of the big four banks of South Africa, is engaged in a process of transformation, more specifically the implementation of the Employment Equity Act (No.55 of 1998). The overall objective of the study was to identify the employee's perceptions of transformation in a financial institution, which will be called The Bank, for ease of reference. The study was split into two, firstly, the identification of perception held by African, Indian and Coloured (AIC) male and female managers about the implementation of transformation, more specifically, employment equity, as an integral component of transformation in South African companies. Secondly, to conduct a comparative analysis on the similarities and differences of white male and African, Indian and Coloured managers perceptions regarding the implementation of transformation, more specifically employment equity act A further objective was to obtain suggestions from the participants as to possible ways in which the Bank can deal with their specific concerns relating to transformation.
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Veranderingsbestuur in Transnet as basis vir menslike hulpbronbestuur
- Authors: Mittner, Maarten Jan
- Date: 2012-09-12
- Subjects: Transnet (Firm : South Africa) , Personnel management - South Africa , Organizational change - South Africa - Management , Affirmative action programs - South Africa , Industrial relations - South Africa , Strategic planning - South Africa
- Type: Thesis
- Identifier: uj:10246 , http://hdl.handle.net/10210/7618
- Description: D.Phil. , The strategic change process that the South African Transport Services, South Africa's largest transport undertaking, had to undergo with its transformation into Transnet Limited in April 1990, was one of the most extensive any undertaking in South Africa had yet to go through. Central to the change process was the transformation of the company from an "undertaking of the State" to a commercialised/privatised entity. The process is characterised by three phases viz. deregulation, commercialisation and possible future privatisation. This discontinuous change process affects every aspect of the company, in particular the Human Resource processes thereof. Against this background an extensive theoretical conceptualisation of change management was devised from a modernist perspective. A model was developed describing the WHY, the WHAT, the HOW (process and micro-dynamics) and the WHO of the change process. Human Resource Management was identified as Human Resource Provision, Human Resource Maintenance, Human Resource Development, Labour Relations, Equal Opportunities/Affirmative Action and Social Investment. This dissertation is the result of an extensive diagnostic exercise on micro-level within Transnet to ascertain what the perceptions of Transnet employees are towards cardinal Human Resource variables. These variables were identified against the background of Human Resource theory and deemed as critical for the successful strategic change of Human Resources in Transnet. Against this background, problem areas could be identified, the readiness of employees to change could be scientifically measured and the overall "fit" of employees with the changing conditions could be ascertained. A test sample of 1 875 employees of all employee groups in Transnet (excluding the general group) was taken. The sample was spread out over ten regions of the country. The practical research was done in conjunction with the HSRC in September 1991 - roughly 18 months after Transnet was formed amidst an extensive process of commercialisation. An effective response of 60% was achieved. All statistical processing and analyses were done at the HSRC's computer centre in Pretoria. To make sense out of the mass of information, a factor analysis was done. Two main factors were identified in a second order analysis - one factor which was construed as broad Human Resource Management/Social Investment and a second as broad Labour Relations/Equal Opportunities. The main finding of the research was evidence of an entrenched Human Resource system and that a gap exists between aspects of Transnet's mission and the practical realisation thereof and perceptions of employees on the work floor. A participative culture has not yet been formed while additional problem areas were identified as the management style of the company, employees' motivation, discrimination, work organisation and individual relations, work security and upward mobility. An extensive strategic change model was conceptualised out of these findings so that problem areas could be addressed and managed effectively. Due to the diversity of Transnet's work force a second model, namely a typological model, was devised. The model was conceptualised after further statistical analysis (MANOVA/ANOVA) was done. Accordingly, further problem areas were identified around population group, language, region and occupation.
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- Authors: Mittner, Maarten Jan
- Date: 2012-09-12
- Subjects: Transnet (Firm : South Africa) , Personnel management - South Africa , Organizational change - South Africa - Management , Affirmative action programs - South Africa , Industrial relations - South Africa , Strategic planning - South Africa
- Type: Thesis
- Identifier: uj:10246 , http://hdl.handle.net/10210/7618
- Description: D.Phil. , The strategic change process that the South African Transport Services, South Africa's largest transport undertaking, had to undergo with its transformation into Transnet Limited in April 1990, was one of the most extensive any undertaking in South Africa had yet to go through. Central to the change process was the transformation of the company from an "undertaking of the State" to a commercialised/privatised entity. The process is characterised by three phases viz. deregulation, commercialisation and possible future privatisation. This discontinuous change process affects every aspect of the company, in particular the Human Resource processes thereof. Against this background an extensive theoretical conceptualisation of change management was devised from a modernist perspective. A model was developed describing the WHY, the WHAT, the HOW (process and micro-dynamics) and the WHO of the change process. Human Resource Management was identified as Human Resource Provision, Human Resource Maintenance, Human Resource Development, Labour Relations, Equal Opportunities/Affirmative Action and Social Investment. This dissertation is the result of an extensive diagnostic exercise on micro-level within Transnet to ascertain what the perceptions of Transnet employees are towards cardinal Human Resource variables. These variables were identified against the background of Human Resource theory and deemed as critical for the successful strategic change of Human Resources in Transnet. Against this background, problem areas could be identified, the readiness of employees to change could be scientifically measured and the overall "fit" of employees with the changing conditions could be ascertained. A test sample of 1 875 employees of all employee groups in Transnet (excluding the general group) was taken. The sample was spread out over ten regions of the country. The practical research was done in conjunction with the HSRC in September 1991 - roughly 18 months after Transnet was formed amidst an extensive process of commercialisation. An effective response of 60% was achieved. All statistical processing and analyses were done at the HSRC's computer centre in Pretoria. To make sense out of the mass of information, a factor analysis was done. Two main factors were identified in a second order analysis - one factor which was construed as broad Human Resource Management/Social Investment and a second as broad Labour Relations/Equal Opportunities. The main finding of the research was evidence of an entrenched Human Resource system and that a gap exists between aspects of Transnet's mission and the practical realisation thereof and perceptions of employees on the work floor. A participative culture has not yet been formed while additional problem areas were identified as the management style of the company, employees' motivation, discrimination, work organisation and individual relations, work security and upward mobility. An extensive strategic change model was conceptualised out of these findings so that problem areas could be addressed and managed effectively. Due to the diversity of Transnet's work force a second model, namely a typological model, was devised. The model was conceptualised after further statistical analysis (MANOVA/ANOVA) was done. Accordingly, further problem areas were identified around population group, language, region and occupation.
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'n Strategies-kulturele oriëntasie tot die bevordering van die loopbaanmobiliteit van swartes in Suid-Afrika
- Authors: Barnard, Helene Antoni
- Date: 2014-03-18
- Subjects: Affirmative action programs - South Africa , Labor economics - South Africa
- Type: Thesis
- Identifier: uj:4397 , http://hdl.handle.net/10210/9744
- Description: M.A. (Industrial Psychology) , South Africa is currently experiencing a period typified by daily changes in the labour economy and in its political structures. As a result of the critical shortage of skilled human resources, a decreasing white population and political pressure to reform, the country is under constant pressure to develop its human resources, race groups that are underdeveloped in the middle and top structures of the labour force. In this regard strategies to advance the occupational mobility of blacks are progressively being undertaken by South African companies. Given the pressing demands for human resource development the results of strategies to advance the occupational mobility of blacks are still perceived as unsatisfactory. Various contrasting views exist regarding the specific factors that inhibit black advancement as well as that which ought to be addressed in order to solve the problems underlying such advancement. In the absence of a coherent theoretical basis through which factors that inhibit the advancement of black occupational mobility can be explained and studied, the need for a suitable approach or framework to develop such a theoretical model, was identified. It was decided to study the problems underlying black advancement in South Africa by utilising a strategic-cultural approach. Before a strategic-cultural approach could be developed the nature and extent of the factors that inhibit the advancement of black occupational mobility was systematically examined. Inhibiting factors were analysed from literature through an integrated approach and it was found that the marginal position of the black labourer is fundamental to all of the contrasting views in this regard. In order to optimize the person-environment match relevant to the so-called marginal position of the black labourer it is emphasized in this study that the organisation's discemable and undiscemable structures should be changed...
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- Authors: Barnard, Helene Antoni
- Date: 2014-03-18
- Subjects: Affirmative action programs - South Africa , Labor economics - South Africa
- Type: Thesis
- Identifier: uj:4397 , http://hdl.handle.net/10210/9744
- Description: M.A. (Industrial Psychology) , South Africa is currently experiencing a period typified by daily changes in the labour economy and in its political structures. As a result of the critical shortage of skilled human resources, a decreasing white population and political pressure to reform, the country is under constant pressure to develop its human resources, race groups that are underdeveloped in the middle and top structures of the labour force. In this regard strategies to advance the occupational mobility of blacks are progressively being undertaken by South African companies. Given the pressing demands for human resource development the results of strategies to advance the occupational mobility of blacks are still perceived as unsatisfactory. Various contrasting views exist regarding the specific factors that inhibit black advancement as well as that which ought to be addressed in order to solve the problems underlying such advancement. In the absence of a coherent theoretical basis through which factors that inhibit the advancement of black occupational mobility can be explained and studied, the need for a suitable approach or framework to develop such a theoretical model, was identified. It was decided to study the problems underlying black advancement in South Africa by utilising a strategic-cultural approach. Before a strategic-cultural approach could be developed the nature and extent of the factors that inhibit the advancement of black occupational mobility was systematically examined. Inhibiting factors were analysed from literature through an integrated approach and it was found that the marginal position of the black labourer is fundamental to all of the contrasting views in this regard. In order to optimize the person-environment match relevant to the so-called marginal position of the black labourer it is emphasized in this study that the organisation's discemable and undiscemable structures should be changed...
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Die etiek van regstellende aksie
- Authors: Rist, Ametje Monique
- Date: 2014-05-19
- Subjects: Affirmative action programs - South Africa
- Type: Thesis
- Identifier: uj:11126 , http://hdl.handle.net/10210/10713
- Description: M.Com. (Business Management) , The purpose of this study is to determine whether affirmative action can be regarded as ethical, given the circumstances in South Africa. The need for the study arose after various political parties indicated that affirmative action would be introduced in the "New South-Africa". Organisations need to know whether affirmative action is ethical so that these programs can enjoy the support of management. If these programs do not enjoy management support, they will not succeed. The history of South-Africa clearly indicate that whites discriminated against blacks from as early as 1660. The first law that reserved work for whites was introduced in 1911. In 1912 the Native Land Act was introduced. This can be regarded as the beginning of apartheid. Blacks were prevented from starting their own businesses and from participating in the employment market. In the 1970 a start was made to remove these obstacles. A new era began in the history of this country with the appointment of FW de Klerk as state President on 15 September 1989. Today, in 1993 no more discriminatory legislation exists. Affirmative action is a positive step to remove the backlog that was caused by discrimination. The disadvantages of affirmative action are: it is reverse discrimination against whites; it lowers productivity; increases racial conflict; the blacks who need it the least receives the greatest advantages and affirmative action causes blacks to loose pride and self respect. The advantages of affirmative action are: affirmative action rewards blacks for damages caused by apartheid; affirmative action works against discrimination; affirmative action improves and creates wealth; lowers social unrest; lowers the shortage of skilled labour and creates role models. The study concludes that affirmative action is ethical in the South-African context. The personal freedom of whites, which is effected by affirmative action, is a result of their own actions. Affirmative action is necessary to reward the blacks for damages suffered as a result of apartheid. This will lift blacks out of poverty and will work against discrimination.
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- Authors: Rist, Ametje Monique
- Date: 2014-05-19
- Subjects: Affirmative action programs - South Africa
- Type: Thesis
- Identifier: uj:11126 , http://hdl.handle.net/10210/10713
- Description: M.Com. (Business Management) , The purpose of this study is to determine whether affirmative action can be regarded as ethical, given the circumstances in South Africa. The need for the study arose after various political parties indicated that affirmative action would be introduced in the "New South-Africa". Organisations need to know whether affirmative action is ethical so that these programs can enjoy the support of management. If these programs do not enjoy management support, they will not succeed. The history of South-Africa clearly indicate that whites discriminated against blacks from as early as 1660. The first law that reserved work for whites was introduced in 1911. In 1912 the Native Land Act was introduced. This can be regarded as the beginning of apartheid. Blacks were prevented from starting their own businesses and from participating in the employment market. In the 1970 a start was made to remove these obstacles. A new era began in the history of this country with the appointment of FW de Klerk as state President on 15 September 1989. Today, in 1993 no more discriminatory legislation exists. Affirmative action is a positive step to remove the backlog that was caused by discrimination. The disadvantages of affirmative action are: it is reverse discrimination against whites; it lowers productivity; increases racial conflict; the blacks who need it the least receives the greatest advantages and affirmative action causes blacks to loose pride and self respect. The advantages of affirmative action are: affirmative action rewards blacks for damages caused by apartheid; affirmative action works against discrimination; affirmative action improves and creates wealth; lowers social unrest; lowers the shortage of skilled labour and creates role models. The study concludes that affirmative action is ethical in the South-African context. The personal freedom of whites, which is effected by affirmative action, is a result of their own actions. Affirmative action is necessary to reward the blacks for damages suffered as a result of apartheid. This will lift blacks out of poverty and will work against discrimination.
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Die moontlike invloed van 'n gelykheidsvordering kwota-stelsel op ekonomiese groei
- Authors: Louw, Andries Auret
- Date: 2014-08-12
- Subjects: Affirmative action programs - South Africa , Promotions - Law and legislation - South Africa , Economic development - Political aspects - South Africa
- Type: Thesis
- Identifier: uj:12026 , http://hdl.handle.net/10210/11776
- Description: M.Com. (Labour Relations) , This study focuses on the affirmative action debate in South Africa as it manifests firstly in current and possible practices, and secondly expectations of legislation in the future. The reasoning behind the study is that it is imperative to do a study on this, one of the most controversial subjects currently under debate in South Africa, while so many companies are in the process of implementing systems of affirmative action. An overview of affirmative action legislation in other countries of the world were presented. These systems form the core of any debate on the subject of affirmative action in South Africa. The South African debate, as well as present systems and support for affirmative action legislation were investigated. An analysis of the present problems facing the black education system in South Africa and the initiatives to overcome these problems were given. A probable model of affirmative action legislation that the ANC and some other black political parties would most probably support was then given, based on the foregoing study. The conclusions drawn from the results obtained after the study, was that the black political parties and groupings that support the ideals of the ANC support a 60 percent quota-system. Most companies in South Africa have either already implemented an affirmative action or equal opportunities policy, or are in the process of adopting such a policy. In many cases the reasons for adopting such policies seem to be the expectation of future legislation that would force them to adopt radical affirmative action policies. The expectations of the black community, in terms of affirmative action legislation, also seem to be extremely high. This puts much pressure on both companies and black political parties to support and implement affirmative action.
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- Authors: Louw, Andries Auret
- Date: 2014-08-12
- Subjects: Affirmative action programs - South Africa , Promotions - Law and legislation - South Africa , Economic development - Political aspects - South Africa
- Type: Thesis
- Identifier: uj:12026 , http://hdl.handle.net/10210/11776
- Description: M.Com. (Labour Relations) , This study focuses on the affirmative action debate in South Africa as it manifests firstly in current and possible practices, and secondly expectations of legislation in the future. The reasoning behind the study is that it is imperative to do a study on this, one of the most controversial subjects currently under debate in South Africa, while so many companies are in the process of implementing systems of affirmative action. An overview of affirmative action legislation in other countries of the world were presented. These systems form the core of any debate on the subject of affirmative action in South Africa. The South African debate, as well as present systems and support for affirmative action legislation were investigated. An analysis of the present problems facing the black education system in South Africa and the initiatives to overcome these problems were given. A probable model of affirmative action legislation that the ANC and some other black political parties would most probably support was then given, based on the foregoing study. The conclusions drawn from the results obtained after the study, was that the black political parties and groupings that support the ideals of the ANC support a 60 percent quota-system. Most companies in South Africa have either already implemented an affirmative action or equal opportunities policy, or are in the process of adopting such a policy. In many cases the reasons for adopting such policies seem to be the expectation of future legislation that would force them to adopt radical affirmative action policies. The expectations of the black community, in terms of affirmative action legislation, also seem to be extremely high. This puts much pressure on both companies and black political parties to support and implement affirmative action.
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Die invloed van regstellende aksie op ondernemingskultuur
- Authors: Fourie, Sophia Elizabeth
- Date: 2014-08-27
- Subjects: Organizational change , Strategic planning - South Africa , Affirmative action programs - South Africa
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/375393 , uj:12158 , http://hdl.handle.net/10210/11901
- Description: M.Com. (Business Management) , Change is no longer only an option but a necessity in the changing socio-economic environment in which businesses have found themselves in the new democratic South Africa. Businesses are confronted with so many new challenges every day (for instance affirmative action) that the need for transformation and change have become an integral component of strategic management and planning. The aim of this study was to determine the effect of affirmative action on organisational culture. A positive and supportive organisational culture is needed for successful implementation of affirmative action. Substantial consensus has been reached by researchers that each enterprise has its own identifiable culture and that this culture has a powerful influence on the management process and performance of the enterprise. Within the context of strategic management the shared values and beliefs of the employees are a major determinant in aligning organisational culture and a strategy of affirmative action. Managers have an important task to manage the interactive role of strategy and organisational culture and have to be role models of non-discriminative and non-racist behaviour in businesses that promote equal opportunities for all, irrespective of race or gender.
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- Authors: Fourie, Sophia Elizabeth
- Date: 2014-08-27
- Subjects: Organizational change , Strategic planning - South Africa , Affirmative action programs - South Africa
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/375393 , uj:12158 , http://hdl.handle.net/10210/11901
- Description: M.Com. (Business Management) , Change is no longer only an option but a necessity in the changing socio-economic environment in which businesses have found themselves in the new democratic South Africa. Businesses are confronted with so many new challenges every day (for instance affirmative action) that the need for transformation and change have become an integral component of strategic management and planning. The aim of this study was to determine the effect of affirmative action on organisational culture. A positive and supportive organisational culture is needed for successful implementation of affirmative action. Substantial consensus has been reached by researchers that each enterprise has its own identifiable culture and that this culture has a powerful influence on the management process and performance of the enterprise. Within the context of strategic management the shared values and beliefs of the employees are a major determinant in aligning organisational culture and a strategy of affirmative action. Managers have an important task to manage the interactive role of strategy and organisational culture and have to be role models of non-discriminative and non-racist behaviour in businesses that promote equal opportunities for all, irrespective of race or gender.
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Affirmative action : the concept and legal influences which support it
- Authors: Cumberlege, Clive Leonard
- Date: 2015-03-18
- Subjects: Affirmative action programs - South Africa , Affirmative action programs - Law and legislation - South Africa
- Type: Thesis
- Identifier: uj:13446 , http://hdl.handle.net/10210/13483
- Description: M.Com. (Business Management) , Please refer to full text to view abstract
- Full Text:
- Authors: Cumberlege, Clive Leonard
- Date: 2015-03-18
- Subjects: Affirmative action programs - South Africa , Affirmative action programs - Law and legislation - South Africa
- Type: Thesis
- Identifier: uj:13446 , http://hdl.handle.net/10210/13483
- Description: M.Com. (Business Management) , Please refer to full text to view abstract
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Implementering van regstellende aksie in die rekeningkundige professie in Suid-Afrika
- Authors: Maree, A.
- Date: 2015-03-18
- Subjects: Affirmative action programs - South Africa
- Type: Thesis
- Identifier: uj:13472 , http://hdl.handle.net/10210/13506
- Description: M.Com. (Business Management) , Please refer to full text to view abstract
- Full Text:
- Authors: Maree, A.
- Date: 2015-03-18
- Subjects: Affirmative action programs - South Africa
- Type: Thesis
- Identifier: uj:13472 , http://hdl.handle.net/10210/13506
- Description: M.Com. (Business Management) , Please refer to full text to view abstract
- Full Text:
Strategiese riglyne vir regstellende aksie in Suid-Afrikaanse ondernemings
- Authors: McDonald, D.A.
- Date: 2015-03-18
- Subjects: Affirmative action programs - South Africa
- Type: Thesis
- Identifier: uj:13471 , http://hdl.handle.net/10210/13505
- Description: M.Com. (Business Management) , The recent historical changes in South Africa resulted in an outcry for affirmative action programmes. The concept of affirmative action is foreign to many businesses in South Africa. Corporate South Africa sometimes lacks focus on how to deal with this trend. Workers, with new political freedom, are not prepared to waft for a gradual introduction of affirmative action. In order to avoid crisis management, business needs to accelerate the pace in adapting to the challenge in organisations of absorbing large quantities of personnel. Affirmative action legislation in future may force employers to implement these programmes. This must be done without sacrificing quality and profitability. In order to achieve this goal, this study aims at setting strategic guidelines for implementing affirmative in an effective manner.
- Full Text:
- Authors: McDonald, D.A.
- Date: 2015-03-18
- Subjects: Affirmative action programs - South Africa
- Type: Thesis
- Identifier: uj:13471 , http://hdl.handle.net/10210/13505
- Description: M.Com. (Business Management) , The recent historical changes in South Africa resulted in an outcry for affirmative action programmes. The concept of affirmative action is foreign to many businesses in South Africa. Corporate South Africa sometimes lacks focus on how to deal with this trend. Workers, with new political freedom, are not prepared to waft for a gradual introduction of affirmative action. In order to avoid crisis management, business needs to accelerate the pace in adapting to the challenge in organisations of absorbing large quantities of personnel. Affirmative action legislation in future may force employers to implement these programmes. This must be done without sacrificing quality and profitability. In order to achieve this goal, this study aims at setting strategic guidelines for implementing affirmative in an effective manner.
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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...
- Full Text:
- 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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Developing an adequate standard of the review of affirmative action disputes in South Africa
- Authors: Manning, Samantha
- Date: 2017
- Subjects: Affirmative action programs - South Africa , Discrimination in employment - South Africa , Economic development - South Africa , Human rights - South Africa , South Africa. Constitution (1994)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/236973 , uj:24270
- Description: LL.M. (Human Rights) , Abstract: Please refer to full text to view abstract
- Full Text:
- Authors: Manning, Samantha
- Date: 2017
- Subjects: Affirmative action programs - South Africa , Discrimination in employment - South Africa , Economic development - South Africa , Human rights - South Africa , South Africa. Constitution (1994)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/236973 , uj:24270
- Description: LL.M. (Human Rights) , Abstract: Please refer to full text to view abstract
- Full Text:
Setting the sun down on affirmative action : a South African perspective
- Ramafoko, Moribishane Stephens
- Authors: Ramafoko, Moribishane Stephens
- Subjects: Commercial law , Affirmative action programs - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/90204 , uj:19946
- Description: Abstract:The Constitution of the Republic of South Africa (1996) laid the foundation for the promotion of achievement of equality and further provides for the legislative and other measures to be taken to protect or advance persons, or categories of persons, disadvantaged by unfair discrimination. One such measure was the enactment of the Employment Equity Act, No 55 of 1998. This the legislative measure aimed at forms part of the transformation legislation aimed at promoting equity and eliminating discriminatory and unfair treatment in the workplace. This Act was promulgated about 17 years ago, and its impact on transformation of the workplace into a representative establishments has to be measured. The private sector in particular, has shown reluctance in developing and/or implementing equity plans to advance the clearly stated objectives of the Constitution and the Act. This is evident in the number of organisations that are broad to book for failure to comply with the provisions of the Act. The Department of Labour reported on 24 July 2015 that 77 of South Africa’s big and medium companies were the first of 1 400 to face unprecedented court action over their failure to comply with employment equity legislation. This reflects on the challenges South Africa is regarding affirmative action. Several writers have shown their antagonism towards affirmative action. There have been calls that affirmative action must be ended. Claims such as that it is “reversed discrimination” and that it should not apply to the born-frees, have been canvassed widely. One such writer Valentine Mhungu, even produced a study that suggest that affirmative action should be terminated as it is not achieving its intended purpose but bring absurd and unintended results. This study seeks to demystify affirmative action and serve as a counter to the findings of Valentine Mhungu and many other antagonists of affirmative action and proves that there is no need to end affirmative action or to subject it to a sun-set clause. It further acknowledges that affirmative action is not and cannot be a permanent feature of employment sector as it has to and will die its natural death. This study further proposes mechanisms to fast track the implementation of affirmative action in South Africa.... , LL.M.(Commercial Law)
- Full Text:
- Authors: Ramafoko, Moribishane Stephens
- Subjects: Commercial law , Affirmative action programs - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/90204 , uj:19946
- Description: Abstract:The Constitution of the Republic of South Africa (1996) laid the foundation for the promotion of achievement of equality and further provides for the legislative and other measures to be taken to protect or advance persons, or categories of persons, disadvantaged by unfair discrimination. One such measure was the enactment of the Employment Equity Act, No 55 of 1998. This the legislative measure aimed at forms part of the transformation legislation aimed at promoting equity and eliminating discriminatory and unfair treatment in the workplace. This Act was promulgated about 17 years ago, and its impact on transformation of the workplace into a representative establishments has to be measured. The private sector in particular, has shown reluctance in developing and/or implementing equity plans to advance the clearly stated objectives of the Constitution and the Act. This is evident in the number of organisations that are broad to book for failure to comply with the provisions of the Act. The Department of Labour reported on 24 July 2015 that 77 of South Africa’s big and medium companies were the first of 1 400 to face unprecedented court action over their failure to comply with employment equity legislation. This reflects on the challenges South Africa is regarding affirmative action. Several writers have shown their antagonism towards affirmative action. There have been calls that affirmative action must be ended. Claims such as that it is “reversed discrimination” and that it should not apply to the born-frees, have been canvassed widely. One such writer Valentine Mhungu, even produced a study that suggest that affirmative action should be terminated as it is not achieving its intended purpose but bring absurd and unintended results. This study seeks to demystify affirmative action and serve as a counter to the findings of Valentine Mhungu and many other antagonists of affirmative action and proves that there is no need to end affirmative action or to subject it to a sun-set clause. It further acknowledges that affirmative action is not and cannot be a permanent feature of employment sector as it has to and will die its natural death. This study further proposes mechanisms to fast track the implementation of affirmative action in South Africa.... , LL.M.(Commercial Law)
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