An exploratory study of the problems faced by women graduates mentees in the construction sector : a literature review
- Nkomo, Morena William, Thwala, Wellington Didibhuku
- Authors: Nkomo, Morena William , Thwala, Wellington Didibhuku
- Date: 2015
- Subjects: Construction industry , Construction workers , Mentoring in business
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/71793 , uj:18197 , Citation: Nkomo, M.W. & Thwala, W.D. 2015. An exploratory study of the problems faced by women graduates mentees in the construction sector : a literature review.
- Description: Abstract: Women have a limited advancement in the construction industry due to lack of structured mentorship programme. Mentorship has been used as a tool to advance women in their careers. Previous research has shown that the successful mentorship of women was insufficient. In South Africa the construction industry is currently economically active and has a shortage of qualified and skilled professionals. This paper assesses problems to female graduates’ mentoring in the South African construction industry, recommends measures to promote their mentoring, retention and participation in infrastructure development and examine perceived career barriers of women in entry level and mid-level positions who were formally and informally mentored. The study was mainly a literature review, qualitative with a special focus on women mentoring problems of employees within organizations. The results indicated only one significant finding, informally mentored protégés rated lack of mentoring as more of a barrier to advancement than who reported being formally mentored. The study contributes to social change by providing empirical support for the importance of formal mentoring in empowering women for future career advancement and a guide for policy changes for government and strategies for industry, education and society to solve the problems women graduates experience in South Africa.
- Full Text:
- Authors: Nkomo, Morena William , Thwala, Wellington Didibhuku
- Date: 2015
- Subjects: Construction industry , Construction workers , Mentoring in business
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/71793 , uj:18197 , Citation: Nkomo, M.W. & Thwala, W.D. 2015. An exploratory study of the problems faced by women graduates mentees in the construction sector : a literature review.
- Description: Abstract: Women have a limited advancement in the construction industry due to lack of structured mentorship programme. Mentorship has been used as a tool to advance women in their careers. Previous research has shown that the successful mentorship of women was insufficient. In South Africa the construction industry is currently economically active and has a shortage of qualified and skilled professionals. This paper assesses problems to female graduates’ mentoring in the South African construction industry, recommends measures to promote their mentoring, retention and participation in infrastructure development and examine perceived career barriers of women in entry level and mid-level positions who were formally and informally mentored. The study was mainly a literature review, qualitative with a special focus on women mentoring problems of employees within organizations. The results indicated only one significant finding, informally mentored protégés rated lack of mentoring as more of a barrier to advancement than who reported being formally mentored. The study contributes to social change by providing empirical support for the importance of formal mentoring in empowering women for future career advancement and a guide for policy changes for government and strategies for industry, education and society to solve the problems women graduates experience in South Africa.
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The extent to which mentors transfer business and management skills to entrepreneurs
- Authors: Bosch, Willem Adriaan
- Date: 2012-06-06
- Subjects: Entrepreneurship , Mentoring in business , Executive coaching
- Type: Mini-Dissertation
- Identifier: uj:2528 , http://hdl.handle.net/10210/4983
- Description: M.Comm. , Business Partners Limited is a specialist investment group providing customised and integrated investment, mentorship and property management services to small and medium enterprises in South Africa. The vision of Business Partners Limited is to be a word class, added-value investor in small and medium enterprises, facilitating wealth generation, job creation and economic development in South Africa. One of the major challenges in South Africa is the shortage of skills and the efforts and expertise required to address this problem. Government had introduced various new legislation to address this problem since 1994. However, the focus is mainly on the workplace and does not fully address the issues of training entrepreneurs in business skills and knowledge. The South African educational system is currently failing to equip learners with the necessary skills to start and run a business successfully. The entry of entrepreneurs who lack the necessary skills and knowledge increases the risk of business failures. Mentorship, being a reasonably protected relationship, and situation where learning takes place, is one of the interventions by which the issue of skills transfer can take place and where progress can be monitored. The study focused on the extent to which mentorship plays a role in the transfer of business and management skills in a business environment.
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- Authors: Bosch, Willem Adriaan
- Date: 2012-06-06
- Subjects: Entrepreneurship , Mentoring in business , Executive coaching
- Type: Mini-Dissertation
- Identifier: uj:2528 , http://hdl.handle.net/10210/4983
- Description: M.Comm. , Business Partners Limited is a specialist investment group providing customised and integrated investment, mentorship and property management services to small and medium enterprises in South Africa. The vision of Business Partners Limited is to be a word class, added-value investor in small and medium enterprises, facilitating wealth generation, job creation and economic development in South Africa. One of the major challenges in South Africa is the shortage of skills and the efforts and expertise required to address this problem. Government had introduced various new legislation to address this problem since 1994. However, the focus is mainly on the workplace and does not fully address the issues of training entrepreneurs in business skills and knowledge. The South African educational system is currently failing to equip learners with the necessary skills to start and run a business successfully. The entry of entrepreneurs who lack the necessary skills and knowledge increases the risk of business failures. Mentorship, being a reasonably protected relationship, and situation where learning takes place, is one of the interventions by which the issue of skills transfer can take place and where progress can be monitored. The study focused on the extent to which mentorship plays a role in the transfer of business and management skills in a business environment.
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Mentorship as management tool in the modern organisation
- Authors: Muller, Hendrik Josephus
- Date: 2012-08-15
- Subjects: Mentoring in business , Corporate culture , Mentorship
- Type: Mini-Dissertation
- Identifier: uj:9326 , http://hdl.handle.net/10210/5766
- Description: M.Comm. , The face of the modern organisation has changed. We are truly entering a global economy. This is evident from the mobility of the workforces in the South African organisation. In the course of this study, theory is directed to ensure that information within the organisation is preserved. The aim is to investigate the concept of mentorship and how it can be utilised to ensure that information is retained by the organisation. Finally, in having formed the holistic view of mentorship and the structure of a formal mentorship programme, the implementation of such a programme is discussed. Recommendations will then be put forward on how management should go about in implementing such a mentorship programme to ensure that it is to the benefit of the organisation.
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- Authors: Muller, Hendrik Josephus
- Date: 2012-08-15
- Subjects: Mentoring in business , Corporate culture , Mentorship
- Type: Mini-Dissertation
- Identifier: uj:9326 , http://hdl.handle.net/10210/5766
- Description: M.Comm. , The face of the modern organisation has changed. We are truly entering a global economy. This is evident from the mobility of the workforces in the South African organisation. In the course of this study, theory is directed to ensure that information within the organisation is preserved. The aim is to investigate the concept of mentorship and how it can be utilised to ensure that information is retained by the organisation. Finally, in having formed the holistic view of mentorship and the structure of a formal mentorship programme, the implementation of such a programme is discussed. Recommendations will then be put forward on how management should go about in implementing such a mentorship programme to ensure that it is to the benefit of the organisation.
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Exploring the contemporary ethical challenges in coaching psychology in South Africa
- Authors: Simon, Claire Elaine
- Date: 2012-10-30
- Subjects: Personal coaching - Moral and ethical aspects , Mentoring in business , Employees - Coaching of , Motivation (Psychology) , Industrial psychologists - Professional ethics
- Type: Mini-Dissertation
- Identifier: uj:10476 , http://hdl.handle.net/10210/7948
- Description: M.Phil. , The primary objective of this research study was to qualitatively explore the contemporary ethical challenges faced by coaching psychologists in South Africa when dealing with both organisations and their coaching clients, and from this to develop an exploratory framework of ethical challenges. Consistent with the objectives of this study, two data-gathering techniques were used, namely semi-structured interviews and the Delphi technique. The use of semi-structured interviews enabled the researcher to determine the prominent and recurring themes in terms of the ethical challenges experienced by coaching psychologists, which were incorporated in the framework of ethical challenges. The Delphi technique allowed for the validation of the exploratory framework. A total of 16 participants were used across the two phases of data-gathering, and content analysis was utilised as a means of interpreting the data. The findings pointed to a number of commonly experienced ethical challenges in the field of coaching psychology, as well as the typical ethical principles used by psychologists who coach as a guide to best ethical practice. The exploratory framework represents the broad systemic outline of the factors that contribute to ethical challenges, and depicts the non-linear, multiple interactions between these factors. The framework articulates ethical challenges from the coach’s, the coachee’s, and the organisation’s perspectives. The framework can be applied by professionals and coaching clients, and can be utilised pro-actively in identifying the potential ethical challenges present in the coaching relationship. The framework identifies ethical principles that could be used as the foundation for a code of ethics in coaching psychology. Keywords: coaching, coaching psychology, exploratory framework, ethical challenges, ethical principles, ethical outcomes
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- Authors: Simon, Claire Elaine
- Date: 2012-10-30
- Subjects: Personal coaching - Moral and ethical aspects , Mentoring in business , Employees - Coaching of , Motivation (Psychology) , Industrial psychologists - Professional ethics
- Type: Mini-Dissertation
- Identifier: uj:10476 , http://hdl.handle.net/10210/7948
- Description: M.Phil. , The primary objective of this research study was to qualitatively explore the contemporary ethical challenges faced by coaching psychologists in South Africa when dealing with both organisations and their coaching clients, and from this to develop an exploratory framework of ethical challenges. Consistent with the objectives of this study, two data-gathering techniques were used, namely semi-structured interviews and the Delphi technique. The use of semi-structured interviews enabled the researcher to determine the prominent and recurring themes in terms of the ethical challenges experienced by coaching psychologists, which were incorporated in the framework of ethical challenges. The Delphi technique allowed for the validation of the exploratory framework. A total of 16 participants were used across the two phases of data-gathering, and content analysis was utilised as a means of interpreting the data. The findings pointed to a number of commonly experienced ethical challenges in the field of coaching psychology, as well as the typical ethical principles used by psychologists who coach as a guide to best ethical practice. The exploratory framework represents the broad systemic outline of the factors that contribute to ethical challenges, and depicts the non-linear, multiple interactions between these factors. The framework articulates ethical challenges from the coach’s, the coachee’s, and the organisation’s perspectives. The framework can be applied by professionals and coaching clients, and can be utilised pro-actively in identifying the potential ethical challenges present in the coaching relationship. The framework identifies ethical principles that could be used as the foundation for a code of ethics in coaching psychology. Keywords: coaching, coaching psychology, exploratory framework, ethical challenges, ethical principles, ethical outcomes
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Mentoring and coaching leaders in the public sector
- Authors: Erasmus, Lesley Michael
- Date: 2012-06-07
- Subjects: Mentoring in business , Mentoring , Executives - Training of , Leadership , Coaching , Executive coaching , Public administration
- Type: Mini-Dissertation
- Identifier: uj:8710 , http://hdl.handle.net/10210/5062
- Description: M.Comm. , Due to skills shortages brought about by various factors, the study seeks to determine and quantify the perceived importance of mentoring and coaching leaders in the workplace. For the purpose of this study, leadership and management are viewed as not being mutually exclusive. Management’s perceptions and attitudes toward skills development are also examined and various mentoring and coaching models are discussed. The scope of the research is confined to the Gauteng Department of Economic Development (GDED) and the research study is targeted at middle and senior management. The research study takes place during a period of organisational transformation within the GDED. This is a quantitative study and was undertaken by means of questionnaire design as a research instrument. Mentoring and coaching as a talent management mechanism as well as a strategy to retain skilled employees in an organisation is gaining momentum globally. As older and more experienced employees retire from the labour force, skills and knowledge transfer to younger employees becomes critical to ensure sustainability in organisations. Mentoring and coaching is thus an option to ensure that skills and knowledge are not lost due to an increasing number of workers retiring. Within the context of mentoring and coaching a number of factors are examined which could influence the mentoring and coaching experience. These factors include, but are not limited to issues around race, gender, ethnicity and cultural differences. Literature suggests that these are critical factors which influence the outcome of mentoring and coaching relationships. The perceptions around race, gender, ethnicity and cultural differences within the context of the mentoring and coaching experience are discussed and its significance is quantified in the research. The finding from the questionnaires are presented and discussed in the research study followed by recommendations and conclusions.
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- Authors: Erasmus, Lesley Michael
- Date: 2012-06-07
- Subjects: Mentoring in business , Mentoring , Executives - Training of , Leadership , Coaching , Executive coaching , Public administration
- Type: Mini-Dissertation
- Identifier: uj:8710 , http://hdl.handle.net/10210/5062
- Description: M.Comm. , Due to skills shortages brought about by various factors, the study seeks to determine and quantify the perceived importance of mentoring and coaching leaders in the workplace. For the purpose of this study, leadership and management are viewed as not being mutually exclusive. Management’s perceptions and attitudes toward skills development are also examined and various mentoring and coaching models are discussed. The scope of the research is confined to the Gauteng Department of Economic Development (GDED) and the research study is targeted at middle and senior management. The research study takes place during a period of organisational transformation within the GDED. This is a quantitative study and was undertaken by means of questionnaire design as a research instrument. Mentoring and coaching as a talent management mechanism as well as a strategy to retain skilled employees in an organisation is gaining momentum globally. As older and more experienced employees retire from the labour force, skills and knowledge transfer to younger employees becomes critical to ensure sustainability in organisations. Mentoring and coaching is thus an option to ensure that skills and knowledge are not lost due to an increasing number of workers retiring. Within the context of mentoring and coaching a number of factors are examined which could influence the mentoring and coaching experience. These factors include, but are not limited to issues around race, gender, ethnicity and cultural differences. Literature suggests that these are critical factors which influence the outcome of mentoring and coaching relationships. The perceptions around race, gender, ethnicity and cultural differences within the context of the mentoring and coaching experience are discussed and its significance is quantified in the research. The finding from the questionnaires are presented and discussed in the research study followed by recommendations and conclusions.
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Assessment of mentoring of construction workers in the South African construction industry: a literature review
- Nkomo, Morena, Thwala, Wellington Didibhuku
- Authors: Nkomo, Morena , Thwala, Wellington Didibhuku
- Date: 2014
- Subjects: Construction industry , Mentoring in business , Construction workers - Mentoring
- Type: Article
- Identifier: uj:4922 , http://hdl.handle.net/10210/13022
- Description: It is important to critically analyze the concept and to highlight the distinctive elements of youth mentoring, in the construction industry. The aim of this paper is to look at the experiences, challenges and problems contributing to mentoring of young graduate’s construction employees within construction companies. It will indicate whether or not young graduates’ construction workers are they being motored or not, are they involved in any form of mentoring, within their construction companies. This study will examine mentoring of young graduates within organizations, whether they are being mentored or not in the construction industry, as compared to their non-mentored employees; within their companies, it will look at the important characteristics of mentors, potential negative outcomes or problems in mentoring of young graduates and the implications of cultural divide in relation to gender and race, are they being mentored the same or not, this will report more job and career satisfaction, and express lower turnover than their non-mentored counterparts, furthermore it will examine the ways in which mentoring contributes to producing motivated young construction workers within the industry.
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- Authors: Nkomo, Morena , Thwala, Wellington Didibhuku
- Date: 2014
- Subjects: Construction industry , Mentoring in business , Construction workers - Mentoring
- Type: Article
- Identifier: uj:4922 , http://hdl.handle.net/10210/13022
- Description: It is important to critically analyze the concept and to highlight the distinctive elements of youth mentoring, in the construction industry. The aim of this paper is to look at the experiences, challenges and problems contributing to mentoring of young graduate’s construction employees within construction companies. It will indicate whether or not young graduates’ construction workers are they being motored or not, are they involved in any form of mentoring, within their construction companies. This study will examine mentoring of young graduates within organizations, whether they are being mentored or not in the construction industry, as compared to their non-mentored employees; within their companies, it will look at the important characteristics of mentors, potential negative outcomes or problems in mentoring of young graduates and the implications of cultural divide in relation to gender and race, are they being mentored the same or not, this will report more job and career satisfaction, and express lower turnover than their non-mentored counterparts, furthermore it will examine the ways in which mentoring contributes to producing motivated young construction workers within the industry.
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Book Discussion: Rough Diamond : your first-class ticket to the world of mentorship by Dr Tshidi Gule featuring Basetsana Kumalo.
- Authors: Modise, Theodorah
- Date: 2015-07-01
- Subjects: Dr Tshidi Gule , Department of Student Life and Governance - University of Johannesburg , Mentoring in business , Basetsane Khumalo
- Type: Presentation
- Identifier: uj:1160 , http://hdl.handle.net/10210/13861
- Description: The Department of Student Life and Governance in partnership with the UJ Library invites you to a discussion with Dr Tshidi Gule, the author of Rough Diamond – Your First Class Ticket to a World of Mentorship About the book: When despondent 4th-year medical student Tshidi Gule dialled ace businesswoman and celebrated beauty queen, Basetsana Kumalo’s number back in 2004, little did she realise that this seemingly small gesture would be the start of a profound mentorship relationship, spanning more than a decade. Rough Diamond is an inspiring, info-packed journey told through the eyes of Dr Tshidi Gule, unveiling the intimate and unorthodox mentorship relationship with Kumalo, the first black Miss South Africa pageant winner of the newly democratic South Africa, crowned in 1994. Rough Diamond hones in on the life skills, and golden leadership and business tips that Kumalo generously shares with Tshidi, inspiring a unique legacy of sisterhood not just synonymous with business but with the mysteries, joys and challenges of life. Date: 21 April 2015 Time: 16:30 for 17:00 Venue: Auditorium (6th Floor), APK Library, University of Johannesburg (corner Kingsway and University Road, Auckland Park) RSVP: By Monday, 20 April 2015 to Theodorah Modise on licevents@uj.ac.za / 011 559 2264
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- Authors: Modise, Theodorah
- Date: 2015-07-01
- Subjects: Dr Tshidi Gule , Department of Student Life and Governance - University of Johannesburg , Mentoring in business , Basetsane Khumalo
- Type: Presentation
- Identifier: uj:1160 , http://hdl.handle.net/10210/13861
- Description: The Department of Student Life and Governance in partnership with the UJ Library invites you to a discussion with Dr Tshidi Gule, the author of Rough Diamond – Your First Class Ticket to a World of Mentorship About the book: When despondent 4th-year medical student Tshidi Gule dialled ace businesswoman and celebrated beauty queen, Basetsana Kumalo’s number back in 2004, little did she realise that this seemingly small gesture would be the start of a profound mentorship relationship, spanning more than a decade. Rough Diamond is an inspiring, info-packed journey told through the eyes of Dr Tshidi Gule, unveiling the intimate and unorthodox mentorship relationship with Kumalo, the first black Miss South Africa pageant winner of the newly democratic South Africa, crowned in 1994. Rough Diamond hones in on the life skills, and golden leadership and business tips that Kumalo generously shares with Tshidi, inspiring a unique legacy of sisterhood not just synonymous with business but with the mysteries, joys and challenges of life. Date: 21 April 2015 Time: 16:30 for 17:00 Venue: Auditorium (6th Floor), APK Library, University of Johannesburg (corner Kingsway and University Road, Auckland Park) RSVP: By Monday, 20 April 2015 to Theodorah Modise on licevents@uj.ac.za / 011 559 2264
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Enhancing the efficacy of management development programmes through ethical leadership
- Authors: Suleman, A.
- Date: 2018
- Subjects: Management - Study and teaching , Leadership , Corruption- South Africa , Mentoring in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/282309 , uj:30409
- Description: M.Com. (Business Management) , Abstract: Corruption is a disease that has plagued countries, eroded the basic fibre of civil society and resulted in millions of rand being lost in wasteful expenditure. The increase in corruption in both South Africa and other African countries should prompt theorists and others alike to find workable solutions to deal with corruption. One such solution is through a focus on ethical education. Theorists have found that through a focus on ethics within education, corruption could likely be decreased and that ethics and ethical leadership education needs to form part of basic, secondary and tertiary education. Ethics should be prominent in postgraduate education as ultimately the graduates of master’s programmes are often the future leaders of business. However, it has also been found that the ways in which ethics is taught must be considered carefully in order to enhance the impact thereof. This study sought to compare and analyse the efficacy and impact of ethical leadership education in the Master’s in Business/Commerce programmes offered by Wits Business School and the University of Johannesburg. This was done by interviewing various stakeholders involved in ethical education in the master’s programme, such as students, academics and industry representatives. Through the interviews it was found that while ethics and ethical leadership do form part of the curriculum of the master’s programmes offered by Wits Business School and the University of Johannesburg, their impact and efficacy are limited. This study therefore proposes several recommendations to these respective universities on ways in which they could enhance the impact and efficacy of ethical education. These recommendations are made in the hope that a renewed focus on ethical leadership within the Master’s in Business/Commerce programmes will result in a decrease in unethical behaviour.
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- Authors: Suleman, A.
- Date: 2018
- Subjects: Management - Study and teaching , Leadership , Corruption- South Africa , Mentoring in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/282309 , uj:30409
- Description: M.Com. (Business Management) , Abstract: Corruption is a disease that has plagued countries, eroded the basic fibre of civil society and resulted in millions of rand being lost in wasteful expenditure. The increase in corruption in both South Africa and other African countries should prompt theorists and others alike to find workable solutions to deal with corruption. One such solution is through a focus on ethical education. Theorists have found that through a focus on ethics within education, corruption could likely be decreased and that ethics and ethical leadership education needs to form part of basic, secondary and tertiary education. Ethics should be prominent in postgraduate education as ultimately the graduates of master’s programmes are often the future leaders of business. However, it has also been found that the ways in which ethics is taught must be considered carefully in order to enhance the impact thereof. This study sought to compare and analyse the efficacy and impact of ethical leadership education in the Master’s in Business/Commerce programmes offered by Wits Business School and the University of Johannesburg. This was done by interviewing various stakeholders involved in ethical education in the master’s programme, such as students, academics and industry representatives. Through the interviews it was found that while ethics and ethical leadership do form part of the curriculum of the master’s programmes offered by Wits Business School and the University of Johannesburg, their impact and efficacy are limited. This study therefore proposes several recommendations to these respective universities on ways in which they could enhance the impact and efficacy of ethical education. These recommendations are made in the hope that a renewed focus on ethical leadership within the Master’s in Business/Commerce programmes will result in a decrease in unethical behaviour.
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The impact of diversity on the mentoring relationship and its effectiveness
- Authors: Simelane, Lebogang A.
- Date: 2014-10-08
- Subjects: Mentoring in business
- Type: Thesis
- Identifier: uj:12545 , http://hdl.handle.net/10210/12338
- Description: M.Com. (Business Management) , Please refer to full text to view abstract
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- Authors: Simelane, Lebogang A.
- Date: 2014-10-08
- Subjects: Mentoring in business
- Type: Thesis
- Identifier: uj:12545 , http://hdl.handle.net/10210/12338
- Description: M.Com. (Business Management) , Please refer to full text to view abstract
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Mentorskapbehoeftes- en problematiek van die vrou
- Authors: Heystek, Elanie
- Date: 2014-02-18
- Subjects: Women in the professions , Mentoring in the professions , Mentoring in business , Businesswomen - South Africa
- Type: Thesis
- Identifier: uj:4120 , http://hdl.handle.net/10210/9467
- Description: M.Com. (Industrial Psychology) , During the past decade the number of women in professional and managerial jobs increased dramatically. This tendency inevitably lead to greater interaction between men and women in the work situation. Organizations however spend little time and money on programmes addressing the unique career and support needs of the respective genders. Studies of successful women in managerial and professional jobs indicated that "good" mentors were perceived as a valuable asset in their upward mobility. The studies, however, also indicated that specific problems were being experienced in cross-gender mentor relationships. Hence the purpose ofthe study was to deduce the mentorship needs and problems experienced by women from a literature study with the aim to develop suitable instruments by means of which the extent of such needs and problems could be assessed. On the basis of the literature survey, two questionnaires were compiled which on face value respectively addressed the mentorship needs and cross-gender problems experienced in mentor relationships. The questionnaires were administered to 122 female Eskom employees in their early career phase. In the statistical analysis of the data obtained, the NP50-programme was mainly used. Both factor analysis as well as item analysis were conducted. The main results of the analysis are as follows: • Both scales (questionnaires) showed reliability coefficients higher than 0,9 for joint item analysis. • Three factors were identified for the mentorship needs questionnaire (scale 1) being the need for opportunities, the need for protection and the need for sponsorship and support. Factor 1 relates to the psycho social functions of mentorship whereas factors 2 and 3 relate to career functions of mentorship. • The questionnaire (scale 1) can be administered with or without consideration of the respective factors identified.
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- Authors: Heystek, Elanie
- Date: 2014-02-18
- Subjects: Women in the professions , Mentoring in the professions , Mentoring in business , Businesswomen - South Africa
- Type: Thesis
- Identifier: uj:4120 , http://hdl.handle.net/10210/9467
- Description: M.Com. (Industrial Psychology) , During the past decade the number of women in professional and managerial jobs increased dramatically. This tendency inevitably lead to greater interaction between men and women in the work situation. Organizations however spend little time and money on programmes addressing the unique career and support needs of the respective genders. Studies of successful women in managerial and professional jobs indicated that "good" mentors were perceived as a valuable asset in their upward mobility. The studies, however, also indicated that specific problems were being experienced in cross-gender mentor relationships. Hence the purpose ofthe study was to deduce the mentorship needs and problems experienced by women from a literature study with the aim to develop suitable instruments by means of which the extent of such needs and problems could be assessed. On the basis of the literature survey, two questionnaires were compiled which on face value respectively addressed the mentorship needs and cross-gender problems experienced in mentor relationships. The questionnaires were administered to 122 female Eskom employees in their early career phase. In the statistical analysis of the data obtained, the NP50-programme was mainly used. Both factor analysis as well as item analysis were conducted. The main results of the analysis are as follows: • Both scales (questionnaires) showed reliability coefficients higher than 0,9 for joint item analysis. • Three factors were identified for the mentorship needs questionnaire (scale 1) being the need for opportunities, the need for protection and the need for sponsorship and support. Factor 1 relates to the psycho social functions of mentorship whereas factors 2 and 3 relate to career functions of mentorship. • The questionnaire (scale 1) can be administered with or without consideration of the respective factors identified.
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The role of the coordinator in structured mentoring schemes
- Authors: Abbott, Penny
- Date: 2012-06-05
- Subjects: Project management , Mentoring in business , Performance technology
- Type: Thesis
- Identifier: uj:2381 , http://hdl.handle.net/10210/4836
- Description: M. Phil. , The purpose of this study was to explore the role and experiences of the coordinators of structured mentoring schemes across various sectors of society in South Africa. A purposive sample of 25 schemes was identified and both quantitative and qualitative data was obtained through questionnaires and interviews. It was found that mentoring in South Africa, as with overseas countries, is used for a wide variety of purposes. There are varying degrees of success reported from these schemes and the predominant model of mentoring as reported in the research tends to follow the “sponsorship” approach to mentoring, which may not be the most appropriate for transformation in South Africa. Coordinators often find their roles lonely and frustrating, partly because the role is combined with other roles which take priority. Coordinators tend to initiate their own role and derive mainly altruistic role satisfaction. This initiation of the role can lead to organizational isolation and lack of management support for the mentoring scheme. Recommendations for development and support of coordinators are made.
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- Authors: Abbott, Penny
- Date: 2012-06-05
- Subjects: Project management , Mentoring in business , Performance technology
- Type: Thesis
- Identifier: uj:2381 , http://hdl.handle.net/10210/4836
- Description: M. Phil. , The purpose of this study was to explore the role and experiences of the coordinators of structured mentoring schemes across various sectors of society in South Africa. A purposive sample of 25 schemes was identified and both quantitative and qualitative data was obtained through questionnaires and interviews. It was found that mentoring in South Africa, as with overseas countries, is used for a wide variety of purposes. There are varying degrees of success reported from these schemes and the predominant model of mentoring as reported in the research tends to follow the “sponsorship” approach to mentoring, which may not be the most appropriate for transformation in South Africa. Coordinators often find their roles lonely and frustrating, partly because the role is combined with other roles which take priority. Coordinators tend to initiate their own role and derive mainly altruistic role satisfaction. This initiation of the role can lead to organizational isolation and lack of management support for the mentoring scheme. Recommendations for development and support of coordinators are made.
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Review the importance of mentoring young graduates in the construction sector in South Africa
- Nkomo, M.W, Thwala, Wellington Didibhuku
- Authors: Nkomo, M.W , Thwala, Wellington Didibhuku
- Date: 2014
- Subjects: Mentoring in business , Employees - Coaching of , Construction industry - Employees - Coaching of
- Type: Article
- Identifier: uj:6164 , http://hdl.handle.net/10210/13768
- Description: Mentoring is important for all graduates entering the workplace, but especially for those who are struggling to come to grips with the expectations of the workplace and its language, literacy and numeracy demands. The purpose of this paper is to study the importance of mentorship in the workplace, specifically the impact of mentorship programs for young graduates, in the construction industry and to define what mentoring is, what it entails and to report findings of a study aimed at investigating the necessity, if any, for mentoring and programmes in South African, construction industry. The study was mainly a literature review with a special focus on mentoring. The data used in the report was mainly qualitative, based on the, case studies and historical data. The review is a brief exploration into mentoring of graduates entering the work place. The scope of this review is confined to the literature that discusses mentoring internal to the workplace which support on – and off job learning. The research revealed that there are several mentoring programmes being utilised throughout South Africa, with very positive results. However, these structured mentoring programmes are not being utilised to their full potential by the construction industry. The study revealed that graduates were very enthusiastic to participate in a structured mentoring programme; and also that, mentoring is recommended in a number of studies, particularly where the workplace’s language, literacy or numeracy may be an issue for the graduates entering the workplace.
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- Authors: Nkomo, M.W , Thwala, Wellington Didibhuku
- Date: 2014
- Subjects: Mentoring in business , Employees - Coaching of , Construction industry - Employees - Coaching of
- Type: Article
- Identifier: uj:6164 , http://hdl.handle.net/10210/13768
- Description: Mentoring is important for all graduates entering the workplace, but especially for those who are struggling to come to grips with the expectations of the workplace and its language, literacy and numeracy demands. The purpose of this paper is to study the importance of mentorship in the workplace, specifically the impact of mentorship programs for young graduates, in the construction industry and to define what mentoring is, what it entails and to report findings of a study aimed at investigating the necessity, if any, for mentoring and programmes in South African, construction industry. The study was mainly a literature review with a special focus on mentoring. The data used in the report was mainly qualitative, based on the, case studies and historical data. The review is a brief exploration into mentoring of graduates entering the work place. The scope of this review is confined to the literature that discusses mentoring internal to the workplace which support on – and off job learning. The research revealed that there are several mentoring programmes being utilised throughout South Africa, with very positive results. However, these structured mentoring programmes are not being utilised to their full potential by the construction industry. The study revealed that graduates were very enthusiastic to participate in a structured mentoring programme; and also that, mentoring is recommended in a number of studies, particularly where the workplace’s language, literacy or numeracy may be an issue for the graduates entering the workplace.
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Enhancing employees’ propensity for job retention through succession planning
- Authors: Stokes, Ezré
- Date: 2018
- Subjects: Employee retention , Mentoring in business , Employee health promotion
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/292393 , uj:31774
- Description: M.Com. (Business Management) , Abstract: The National Treasury, and its government component, the Government Technical Advisory Centre (GTAC), pride itself in attracting high caliber personnel in order to execute its mandate of ensuring effective spending of public funds through capacitation of government departments on public finance management. In the last four financial years, the National Treasury and GTAC has seen a consistent high turnover rate of staff employed as technical specialists and supervisors, remunerated on salary levels 9-12 and 13-16. The Department of Public Service and Administration (DPSA) prescribe remuneration policy for the Public Service, where National Departments are categorised into three employment categories, including: 1) Non-Management Services (Salary levels 1-10), 2) Middle Management Services (Salary levels 11-12) and 3) Senior Management Services (Salary levels 13-16). The GTAC’s staff establishment consists largely of employees in the Senior Management Services (SMS). This is due to the fact that Government’s remuneration structure does not make provision for a pure technical stream for personnel on SMS level. The exorbitant Public Service Wage Bill received scrutiny amid challenging economic conditions faced by South Africa in recent years. For this reason, restrictions have been placed on Public Service spending, including the reduction of Departmental Wage Bills. In an effort to curtail public spending, Government Departments are discouraged from filling vacant positions, with departmental compensation budgets unilaterally reduced by 10%, with effect from the 2017/18 Financial Year. In addition to this, DPSA has issued the revised Public Service Regulations of 2016 which no longer permit the granting of higher remuneration for retention purposes above the grade of the position. In previous years, departments were able to, at the discretion of the Executive Authority of the particular department, set the remuneration level of an employee above the salary grade of the position for retention purposes. With this provision rescinded, departments are encouraged to seek alternative means of retaining critical staff. Government’s restricted ability to retain its talented, skillful, and critical workforce is a grave challenge, as it translates to the knowledge gap in the Public Service and weakening service delivery. As policy makers, Government should be capacitated with a mix of experienced, educated visionaries, and youthful thinkers in order to develop solutions to the challenges facing our country. The lack of talent retention, and continuous search to fill the intellectual gap is not only time but also resource consuming. Lack of continuity of critical staff not only impedes on service delivery, but brings about changes in personnel morale, work ethic, management styles, and business conduct...
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- Authors: Stokes, Ezré
- Date: 2018
- Subjects: Employee retention , Mentoring in business , Employee health promotion
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/292393 , uj:31774
- Description: M.Com. (Business Management) , Abstract: The National Treasury, and its government component, the Government Technical Advisory Centre (GTAC), pride itself in attracting high caliber personnel in order to execute its mandate of ensuring effective spending of public funds through capacitation of government departments on public finance management. In the last four financial years, the National Treasury and GTAC has seen a consistent high turnover rate of staff employed as technical specialists and supervisors, remunerated on salary levels 9-12 and 13-16. The Department of Public Service and Administration (DPSA) prescribe remuneration policy for the Public Service, where National Departments are categorised into three employment categories, including: 1) Non-Management Services (Salary levels 1-10), 2) Middle Management Services (Salary levels 11-12) and 3) Senior Management Services (Salary levels 13-16). The GTAC’s staff establishment consists largely of employees in the Senior Management Services (SMS). This is due to the fact that Government’s remuneration structure does not make provision for a pure technical stream for personnel on SMS level. The exorbitant Public Service Wage Bill received scrutiny amid challenging economic conditions faced by South Africa in recent years. For this reason, restrictions have been placed on Public Service spending, including the reduction of Departmental Wage Bills. In an effort to curtail public spending, Government Departments are discouraged from filling vacant positions, with departmental compensation budgets unilaterally reduced by 10%, with effect from the 2017/18 Financial Year. In addition to this, DPSA has issued the revised Public Service Regulations of 2016 which no longer permit the granting of higher remuneration for retention purposes above the grade of the position. In previous years, departments were able to, at the discretion of the Executive Authority of the particular department, set the remuneration level of an employee above the salary grade of the position for retention purposes. With this provision rescinded, departments are encouraged to seek alternative means of retaining critical staff. Government’s restricted ability to retain its talented, skillful, and critical workforce is a grave challenge, as it translates to the knowledge gap in the Public Service and weakening service delivery. As policy makers, Government should be capacitated with a mix of experienced, educated visionaries, and youthful thinkers in order to develop solutions to the challenges facing our country. The lack of talent retention, and continuous search to fill the intellectual gap is not only time but also resource consuming. Lack of continuity of critical staff not only impedes on service delivery, but brings about changes in personnel morale, work ethic, management styles, and business conduct...
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The competencies of coaches in a coaching development centre (CDC)
- Authors: Venter, Bernice Charné
- Date: 2017
- Subjects: Psychology, Industrial , Personal coaching , Mentoring in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246449 , uj:25551
- Description: M.Com. (Industrial Psychology) , Abstract: The core purpose of this study was to explore the desired competencies of coaches operating in the context of a Coaching Development Centre (CDC). In a CDC, the coach has a broader role to what is required at a traditional assessment centre (AC) and at a development assessment centre (DAC). Not only do CDC coaches need to assess job-related behaviours, but also need to act as facilitators and coaches, guiding coachees towards developing selected skills. Having these additional responsibilities, the cognitive demands placed on CDC coaches are even greater than the demands placed on assessors and observers in assessment centres and development assessment centres respectively. Despite this concern, very little evidence exists regarding the cognitive requirements for observers, with no existing research on the cognitive requirements for coaches in CDCs. This study set out to address this gap in research, and explore the competencies that allow coaches to cope better with the complexities associated with the various tasks in which they engage. Self-administered questionnaires, semi-structured interviews, and a Delphi technique allowed for the design and validation of an exploratory competencies framework encompassing the core competencies of coaches in a CDC. A qualitative research methodology was utilised, with an exploratory research intent. The information was interpreted from an interpretive research paradigm, using content analysis. The pooled perspectives and opinions of 13 participants informed the comprehensive competencies framework for coaches in a CDC. A total of 25 competencies were included in the framework, of which 14 are considered core competencies. This framework may be applied by all entities using the CDC method. By applying this framework in practice, candidates best suited to the role of a coach at a CDC can be selected, in order to enhance performance and development outcomes amongst coachees. In doing so, organisations will be able to utilise their resources more effectively, and establish a unique competitive advantage in the marketplace.
- Full Text:
- Authors: Venter, Bernice Charné
- Date: 2017
- Subjects: Psychology, Industrial , Personal coaching , Mentoring in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246449 , uj:25551
- Description: M.Com. (Industrial Psychology) , Abstract: The core purpose of this study was to explore the desired competencies of coaches operating in the context of a Coaching Development Centre (CDC). In a CDC, the coach has a broader role to what is required at a traditional assessment centre (AC) and at a development assessment centre (DAC). Not only do CDC coaches need to assess job-related behaviours, but also need to act as facilitators and coaches, guiding coachees towards developing selected skills. Having these additional responsibilities, the cognitive demands placed on CDC coaches are even greater than the demands placed on assessors and observers in assessment centres and development assessment centres respectively. Despite this concern, very little evidence exists regarding the cognitive requirements for observers, with no existing research on the cognitive requirements for coaches in CDCs. This study set out to address this gap in research, and explore the competencies that allow coaches to cope better with the complexities associated with the various tasks in which they engage. Self-administered questionnaires, semi-structured interviews, and a Delphi technique allowed for the design and validation of an exploratory competencies framework encompassing the core competencies of coaches in a CDC. A qualitative research methodology was utilised, with an exploratory research intent. The information was interpreted from an interpretive research paradigm, using content analysis. The pooled perspectives and opinions of 13 participants informed the comprehensive competencies framework for coaches in a CDC. A total of 25 competencies were included in the framework, of which 14 are considered core competencies. This framework may be applied by all entities using the CDC method. By applying this framework in practice, candidates best suited to the role of a coach at a CDC can be selected, in order to enhance performance and development outcomes amongst coachees. In doing so, organisations will be able to utilise their resources more effectively, and establish a unique competitive advantage in the marketplace.
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