Call number: LD2668 .T4 1937 B51

The introduction of black economic empowerment legislation marked an important milestone for the economic development of black people. The ANC led government has managed to achieve a shift in the political landscape of South Africa in the 16 years of its rule. However, it remains to be seen if·the country would follow the intended changes towards economic development. The political achievement of the forces of change set in motion unto date could be easily reversed if economic parity is not achieved in a constructive manner supported by the will of the nation as guided by the current South African constitution. The government in its formative years made it its goal to pursue equity and wealth redistribution with the hope of growing the economy. These goals have been difficult to achieve, thus challenging the government of the day in its attempt to eradicate poverty and create a sustainable economy. The government approach to local economic development has mainly been centered on the establishment of small businesses that would hopefully provide employment to a greater part of the population. With the development of small businesses the Asgisa objective of 6% growth would be attained. Generally, the redistribution of of wealth has been a contentious issue, sparking controversies from both the proponent and detractors of BEE alike. There have been mixed reactions towards the implementation of BEE. Some critics regard BEE as a way to benefit mainly connected individuals rather than the mass of the previously disadvantaged. On the other hand, South Africa's corporate sector continues to be dominated, managed and owned by the minority whites. As a whole, whilst affirmative action has progressed, imbalances still exist in that women appear to be still disadvantaged in certain sectors of organisations regarding management positions and shareholding within companies. Although Black Economic Empowerment tends to increasingly lead to white economic disempowerment (primarily white males). it nevertheless remains evident that for black~ to enter into business is still marred with problems. It is apparent from the critics that not only blacks are affected, also whites need some kind of relief from deprivation; this would avert the next generation of poor whites. The research results reveal some of the effects which BEE has on the growth of small businesses and on black people in general. / Thesis (MBA) North-West University, Mafikeng Campus, 2011

The aim of this study was to determine employees' perceptions of the fairness of employment equity practices. It was conducted in an organisation in the Health Services industry, using a Diversity Questionnaire. The sample size was 520 and 245 responses were received, constituting a 47% response rate. Employees' responses were measured along 10 dimensions of employment equity. The unit of analysis was the group according to gender, race, age and job level. Independent t-tests and analysis of variance techniques were used to determine any statistically significant differences in perceptions between groups. Statistically significant differences were found between race groups and job levels. Gender and age did not significantly affect employees' responses. The research concluded that compliance with organisational justice requirements is as important as compliance with legislative requirements. Ultimately, every organisation should adapt its employment equity strategy according to its specific demographic and environmental context. / Industrial and Organisational Psychology / M. Admin.

No description available.

The main purpose of this study is to understand the nature and maturity level of HRD activities in Libyan manufacturing companies, and to investigate how far Libya has moved along a continuum comprising traditional T&D to HRD practices. It aims to assess whether the concept of HRD can be applied to activities of these companies. This study aims in particular to deduce empirical evidence through descriptive accounts of HRD and to compare them with standard HRD models. A descriptive methodology has been adopted in this research, and multi-methods (qualitative and quantitative) are used to gather and analyse multi-sources of data that comprise observation, semi-structured interviews, questionnaires, literature, and official documents. Triangulation analysis has been employed, which is appropriate for multi-source data. The findings include: The majority of the investigated companies do not have a formal HRD system. HRD programs are still carried out on a piecemeal basis rather than through a systematic long-term policy. Findings which were common among the majority of the approached companies were: an absence of a systematic organisational training needs analysis; the use of traditional training methods; and a lack of effective procedures for T&D evaluation. All of this shows that Libya has made little progress along the continuum from T&D to HRD, and that this progress is mostly confined to large manufacturing companies. Findings revealed that in order to move to the practice of HRD in the manufacturing sector, Libya is faced with the challenge of enhancing employees' learning and development in the workplace and coping with the demand for knowledge-workers. These challenges and the various deficiencies in the HRD system are observed to have resulted from the lack of professional and intellectual HRD expertise. This has implications for the continuous development of human resources, as well as for the development of knowledge-workers. From this study, models of HRD have been constructed to simplify the complex and multiple realities associated with developing employees in organisations and to provide a framework against which a clearer understanding of the nature of HRD can be conceptualised and theorised. Therefore, this study contributes to research by mapping the extent of HRD development in the manufacturing companies in Libya and forms a basis upon which future research studies may be developed. From the conclusions of the study, various implications were generated for other researchers, management practitioners and policy makers.

In Libya today, there is a movement towards improvement in organizations and to achieve this goal the Government has introduced liberalization of the economy. It is also creating stronger ties with the Western world, now that sanctions have been lifted. There is now greater scope to allow to private enterprise. Although there has been previous research carried out, into the ways that the competitive nature of all Libyan organizations can be improved, this thesis however, is the first that compares the governance structure, management style and culture of organizations in both the Public and Private sectors of Libya and the UK and focuses on employee involvement participation (EIP). Previous studies suggest that organizational culture is significantly influenced by the national culture in which the organization is located. The influence of culture in general, and more specifically in the sub-divisions of national, organizational, and occupational culture, has been the subject of much discussion over the last few decades. However the debate on whether national culture has an impact on organizations and their human resource management practices remains unresolved. The main aim of this study is to compare two very different cultures to discover any significant differences that exist between the two countries and between organizations in the two sectors particularly with regard to EIP. Therefore this research entailed a survey of the organizational culture, and structure as well as the EIP apparent in a sample of Public and Private sector companies in Libya and the UK. The research was carried by questioning a purposive sample of managers and employees, by distributing a self-completion questionnaire and conducting interviews in these companies, to provide both quantitative and qualitative data, which could then be analysed to discover any link between national and organizational culture, corporate governance, management style, the employment relationship and the implementation of EIP. The literature reviewed for this research- generated a number of research questions and allowed hypotheses to be generated. These were then tested to investigate the differences in national and organizational culture between organizations with different organizational structures in capitalist or state-owned enterprises. Also considered were their implementation of employee involvement and participation practices (EIP), to allow workers greater participation in the decision making process. This research concludes that there are significant differences between UK and Libyan public and private sector employees with regard to the national culture in their country. However, there appears to be areas in the organizational culture of the companies sampled that indicate some level of convergence, in their use of HRM practices, management style and preferred forms of EIP. The specific conclusions drawn from this study contribute to our knowledge and understanding in a number of areas, including, national as well as organizational culture, the apparent transfer of Western management techniques and practices, and their effect on the direct or indirect nature of communication with employees. Furthermore this research contributes to our understanding of the degree of autonomy offered to employees, within different organizational cultures, which although they exist in dissimilar economies and are operating different methods of corporate governance in either publicly or privately owned enterprises, now appear to be implementing EIP practices which are converging on the Anglo-Saxon model of HRM.

A large amount of literature has addressed the relationship between women’s employment and fertility in the Western context. We have less relevant knowledge about the context of East Asia. This thesis addresses this situation by providing insight into how women’s employment is interrelated with their fertility in South Korea. I investigate women’s life-course transitions to motherhood, labor force return after childbearing, and second childbearing, respectively. Data used for my analyses come from the Korea Labor and Income Panel Study (KLIPS). My studies show that the traditional practice of leaving the labor market at an early stage of family life has gradually been replaced by a pattern of staying at work until and during pregnancy. Among wage earners, women with stable employment positions are more likely than others to become a mother. Further, women with a good labor market standing are more likely to return to the labor force immediately after childbirth without any career interruption. Still, a considerable number of women shift to homemaking after childbirth. The outbreak of the Asian financial crisis in 1997 pushed mothers to hold tighter to the labor market than before. Labor force participation after first birth depresses women’s likelihood of having a second child. These studies suggest that a good labor market standing facilitates both motherhood entry and job continuity after childbirth in South Korea. However, the considerable number of women that shift to homemaking during motherhood and the depressed second birth rates of mothers in the labor force reveal that Korean women still face hardships when trying to combine work and family responsibilities. / <p>At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 2: Manuscript. Paper 3: Manuscript.</p>

My internship experience at the Arizona State Employment Service can basically be divided into two parts. The first part, at the Tucson Metro Office, provided me the opportunity of observing and participating in the basic functions of the traditional Employment Service: employment interviewing and job placement. While at the Tucson Metro Office, I was also able to participate in the organizational and administrative planning and initial execution of the Summer Jobs for Youth Program. This program gave me insight into the basic administrative or management problem of attempting to maximize effectiveness while working within the constraints of severely limited resources. The second part of my internship consisted of three and one- half weeks at the Employment Opportunity Center. This experience gave me an exposure into what has become the new direction and emphasis of the Employment Service: providing employability development services for the disadvantaged. The team approach was developed as a means of providing the support and the variety of services that the disadvantaged needs to overcome his problems. While at the E.O.C. I also had the opportunity to attend management level conferences with other manpower agencies. These conferences were basically an attempt to eliminate the duplication of services by similar governmental agencies. This impressed upon me the absolute necessity of agency coordination, but I soon found out that this was difficult to achieve because of the many different manpower programs designed for specialized interest groups. Competition among the interest groups thus developed and impeded coordination.

Thesis (MBA)--Stellenbosch University, 2001. / Some digitised pages may appear cut off due to the condition of the original hard copy / ENGLISH ABSTRACT: The Employment Equity Act of 1998 compels organisations to eradicate all forms of discrimination in organisational processes and procedures. However, an ethical organisation that values and treats all employees in a fair and equitable manner has a definite strategic advantage and organisations therefore need to develop organisational cultures where managing diversity, fair dealing and equity are paramount. Organisations must ensure that optimum performance management practices are established and that rewards are allocated equitably and fairly according to merit. Recruitment and promotion selection procedures must be revised to guarantee fairness. Training and development interventions must be applied fairly to equalise opportunity. A survey conducted amongst MBA students at the USB identified that negative stereotyping and biased treatment persist in management practices. The provision of equal opportunities and managing diversity are concerns that need to be addressed. A good internal process to deal with the eradication of discrimination must be adopted by implementing a non-discrimination policy and conducting discrimination audits. All discrimination complaints must be dealt with speedily and at the lowest possible level. The remedial model developed in this technical report provides a consistent procedure whereby formal and informal complaints of discrimination could be dealt with fairly and effectively to assist organisations in eradicatinq discrimination in the workplace. / AFRIKAANSE OPSOMMING: Die Wet op Gelyke lndiensopneming van 1998 noodsaak die uitwissing van diskriminasie in alle prosesse en prosedures van organisasasies. 'n Etiese organisasie, wat alle werknemers op'n gelyke en gelykwaardige manier behandel en respekteer, het egter 'n strategiese voordeel en dit noodsaak die ontwikkeling van 'n organisatoriese kultuur waar die bestuur van diversiteit, gelyke regte en regverdige handel voorrang moet geniet. Optimale prestasiebestuurspraktyke moet ingestel word en daarvolgens moet alle vergoeding en beloning regverdig, volgens meriete, geskied. Die prosedures vir die keuring van kandidate vir werwing en bevordering moet vir die versekering van regverdigheid hersien word. Opleiding en ontwikkeling moet aangewend word om gelyke geleenthede vir almal te skep. 'n Steekproef wat onder huidige MBA-studente onderneem is, het getoon dat negatiewe stereotipering en bevooroordeling nog op 'n gereelde grondslag in bestuurspraktyke voorkom. Die verskaffing van gelyke geleenthede en die effektiewe bestuur van diversititeit is veral sake wat dringend aandag moet geniet. Dit is belangrik dat organisasies 'n goeie interne proses om diskriminasie uit te roei in werking stel deur die daarstelling van 'n nie-diskriminasie beleid en gereelde diskriminasie ouditte. Alle klagtes van diskriminasie moet spoedig en op die laagste moontlike vlak ondersoek word. Die remediërende model wat in hierdie navorsingsverslag ontwikkel is, verskaf 'n bestendige prosedure waarvolgens alle aantygings regverdig en doelmatig hanteer kan word.

published_or_final_version / Social Work / Master / Master of Social Work