The research problem addressed in this study, was to determine what affirmative action policies are being practiced by members of the East Cape Master Builders and Allied Industries Association. To achieve this objective, a literature study was conducted to cite and evaluate relevant literature, in the process of presenting the most theoretical and methodological rationale for the research. The empirical results obtained, indicate that most companies have implemented affirmative action policies. In conclusion, various recommendations have been made with regard to the findings ascertained in the empirical study.

South African public schools in disadvantaged areas are experiencing serious levels of under resourcing which negatively impact the educational experiences of learners. Attempts to lessen such negative impact include involving alumni who know the school‟s context, history and ethos. Unfortunately, the concept of alumni support in terms of mentoring and motivating learners is not the norm in many under resourced schools. This research focuses on fostering partnerships with alumni using participatory action research (PAR), because it is holistic, relationally driven and inclusive. Embedded in complexity theory that views the school community as a nonlinear system of different interacting parts functioning to improve the school context, the research follows actionreflection cycles of a group of ten past pupils and five educators from various backgrounds, levels of education and expertise collaborating with and mobilizing other alumni. Data were generated using drawings, photo voice and interviews. Thematic data analysis was used to build patterns and form categories. The following themes emerged namely, the importance of establishing a collective vision for sustained alumni engagement for alumni‟s personal and professional aspirations to serve the vision of the school, the importance of creating an alumni culture that reinforces the concept of „paying it forward‟. Lastly, establishing a sustainable alumni association through sustained actions and interactions and by creating an organisation of excellence The newly developed alumni structure as a „resource fountain‟ generating and cascading energy around the school emerged as an anchor for sustainability. The cascaded energy evolved into a structured „Alumni Week‟ providing ongoing motivation for current learners to sustain alumni engagement.

This thesis explores action research as a way of doing theology (ART). The contours of ART emerged through a collaborative inquiry into my practice of preaching the Bible within the context of congregational worship. It began with a niggling question, “What was happening in the communication space between me and my congregation?” An action research pilot project (March-April 2006) with Cumnock Congregational Church (Minister, 1998 - 2008) prepared the ground for a collaborative inquiry with Witney Congregational Church (Minister, 2009 - present). With the latter congregation we developed Word Café, an adaption of Brown and Isaacs World Café (2005), as a method of creating communicative space (Wicks & Reason, 2009) in which we explored our experience of what happened when I preached a sermon and examined what, if any changes, occurred during the period of November 2010 to July 2011. This is ideographic research and as such engages in first and second person inquiry, weaving together the voices and insights of participants. In the first person I integrate my spiritual formation and academic development with my vocation as a preacher. In the second person I give an account of the way in which I entered into a collaborative relationship with my congregation to research my preaching practice and their experience of it. I have constructed a narrative of a self-reflexive, critical examination of a single case (Gustavsen, 2003; Reason, 2003) of iterative cycles which encompass the process of co-planning and of the Word Café. My intention is to make a wider contribution to the practice of preaching by modelling ART as a dialogical, relational way of being, and to inspire other preachers and congregations to develop their own ways of reflecting on their practices and experiences of preaching the Bible in their own contexts. Arising out of my inquiry into my preaching practice is the concept of ART which has the potential to create and nurture dialogical space in the exploration and transformation of various aspects of congregational life. This is a contextual, emergent, and interdisciplinary account shaped by narratives of learning. The actions we took in attempting to create communicative space yielded the themes of a fresh hearing of the Bible, listening with my eyes, and exploring my own insider-outsider positionality, in particular through narratives of wisdom and power, silence, and affections. Central to the practice of ART is the growth of the qualities necessary for being authentic as a practitioner-researcher. I set out to demonstrate the way in which the development of attentional practices increased my awareness as I navigated the insider-outsider positionality of a preacher and researcher.

Cette thèse porte sur les processus institutionnels et vernaculaires d'adaptation au changement climatique en zone côtière. L'objet de cette thèse est d'interroger l'idée couramment admise au sein de la communauté internationale selon laquelle les pays du Sud seraient plus vulnérables et moins aptes à faire face aux impacts négatifs du changement climatique que les pays du Nord. A travers une comparaison Nord/Sud entre un pays considéré comme « développé » : le Canada et un pays dit « en développement » : le Sénégal, cette thèse analyse la manière dont les problèmes du climat et de la vulnérabilité climatique sont perçus et gérés au sein des sociétés canadienne et sénégalaise ainsi que les actions mises en œuvre au titre de l'adaptation. Pour se faire, nous avons choisi d'inscrire notre travail dans une approche constructiviste en élaborant un cadre d'analyse qui conjugue à la fois les démarches multi-scalaire, définitionnelle, interactionniste et diachronique. D'un point de vue méthodologique, cette thèse s'appuie sur une démarche qualitative et privilégie l'usage de l'entretien semi-dirigé et du groupe de discussion. Nos résultats démontrent d'une part que la vulnérabilité climatique est un problème public international (Nord/Sud) et que les capacités à s'adapter semblent faibles au Nord comme au Sud. D'autre part, nous observons que le réchauffement climatique et les différents problèmes qu'il engendre viennent questionner plus que jamais les modes de gestion des enjeux environnementaux et les modèles de développement des sociétés d'aujourd’hui aussi bien au Nord qu'au Sud / This thesis addresses the institutional and vernacular processes of adaptation to climate change in coastal areas. The purpose of this study is to challenge the generally accepted idea by the international community that the southern countries would be more vulnerable and able to cope with the negative impacts of the CC than the northern countries. Canada, a northern country considered developed and the Senegal a southern country perceived under development were selected as case studies. This thesis analyses the ways the problems of the climate and climatic vulnerability are perceived and managed by the Canadian and Senegalese societies and critically examines the actions taken at the title of adaptation. We chose to proceed within a constructivist perspective by establishing the framework of the analysis which concurrently combines the approaches multi-scalar, definitional, interactive and diachronic. From a methodological point of view, this thesis is based on a qualitative approach and privileges semi-directed interview and focus group. The results show that the climatic vulnerability is an international problem and the capacities to be adapted are equally weak in both countries. We have also observed that global warming and the problems it produces put under serious questions the methods of managing environmental issues and patterns of development in both sides north and south

M.Comm. / Affirmative action has been greatly debated as a means of righting the injustices of South Africa's past. Its proponents claim it to be an effective way of providing opportunities to those falling under the definition of previously disadvantaged, while cries of "reverse discrimination" echo from those vigorously opposed to it. One of the ways in which empowerment can be achieved is through encouraging government and businesses to make use of affirmative companies in the procurement of day to day goods and services. The first initiative from government came in the form of the Ten Point Plan from the Departments of Public Works and Finance. This was later encapsulated in the Green Paper on Public Sector Reform and the "Resource Specification for the Targeting of Affirmable Business Enterprises". This allowed businesses quoting for government work to score themselves against certain criteria, viz. either by virtue of their being affirmable business enterprises (ABEs), which are two thirds owned by previously disadvantaged individuals (POls), or by entering into joint ventures of various kinds with ABEs. It is believed that the approach of basing a company's contribution to affirmative procurement purely on two-thirds ownership is limiting, and that more aspects need to be investigated to determine the level of empowerment a company is offering its employees. In addition, the high percentage ownership is a temptation for companies to engage in fronting, where token appointments are made and there is no true management or control by the company's PDI management. Subsequently it is vital that alternative approaches be taken. Corporations need to keep track of their spend with PDI owned companies, but need to know how to determine how effective these are in implementing to true economic empowerment.

M.Comm. / The concept of employee empowerment has been associated with the participation of employees in the decision-making process in organisations. A number of approaches and articles have recently been written to expand and better the concept. Employee empowerment is a strategy that gives an ordinary employee an opportunity to have say in, and contribute to both the internal and external affairs of the organisation. In order for the strategy to be successful, the company executive should also take on the responsibility of ensuring that employees and other stakeholders are committed to the process of empowerment. This report investigates the manner in which employee empowerment could be used as a tool or aid to assist organisations in making better use of employees' thinking skills. The investigation looks into the process that should be followed in the implementation of an employee empowerment strategy. Furthermore, the model investigates affirmative action as a tool that could assist managers and organisations to better understand the concept. The report will also highlight the critical success factors that are important in striving to employee empowerment in an organisation. It will also investigate other available tools that can be used in a successful strategy. The issue of black economic empowerment also pops up as a tool that could empower employees in the process. Lastly, the report recommends guidelines that organisations could follow to succeed. The findings of the study have concluded that employee empowerment could be a powerful tool and is essential for employee development. This model tries to integrate the situational leadership model of Ken Blanchard, Carlos and Randolph with Yen-Yun Lin's conceptual model. The model of Blanchard, Carlos & Randolph looks at the stages that management or organisations should go through before and when engaging in an empowerment strategy. The model follows the situational leadership concept or approach. On the other hand the Yen-Yun Lin model looks into the four key dimensions that are critical in an empowerment strategy, namely empowering leadership, empowering culture, empowering management practices and empowering teams. The model tries to integrate the four dimensions and show the role that they play in the employee empowerment model. The tools developed in this model are a combination of a number of possible tools that could be used in the empowerment process, which I developed. The last part of the model attempts to indicate the beneficiaries of the process and the benefits that could be derived from empowerment. It further looks into how these benefits could impact on the organisation as a whole and their relationship to the process and the key dimensions.

M.Comm. / The aim of this study was, to highlight the qualitative nature of the concept of diversity, with specific emphasis, on the work environment. This is a literature study. There is no empirical research accompanying it. This study defines the concept of diversity, and attempt to correct the misleading perception on diversity management and the related concept, namely affirmative action. A diversity management process goes beyond mere numbers and seeks, to maximise the potential of every individual. It means recognising the unique qualities of people in the workplace. The study also identifies possible barriers to a diversity management process, and possible ways, in which they can be overcome. Furthermore, the study discusses and analyse a diversity management process, highlights the need for fundamental change in attitude and behaviour of all stakeholders if the process is to succeed. Data collected indicates a clear need for a well designed organisation programme designed to value and manage a diversity process. Most of the challenges facing organisations, are dynamic, interrelated and systematic in nature, that is, they are intertwined in the entire organisation. More than any other challenge, perhaps, the diveresity process affects the organisation at all levels. The scope and direction of adding value and managing diversity programs, ideally, must be developed within the context, of broad or challanges facing the organisation, as a whole. Diversity responses, in other words, need to be wellintegrated into the organisations overall strategic responses. Systematic thinking is critical to diversity issues.

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.

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.

Magister Legum - LLM / This paper evaluates s 42 of the South African Employment Equity Act (EEA) with specific focus on the application of the demographic profile of the national and regional economically active population by designated employers. The comparative analysis considers how the law of affirmative action in the United States of America and in Namibia, international conventions and the International Labour Organization (ILO) in relation to South Africa’s Constitution and the EEA promote affirmative action. While international law holds that affirmative action measures should be of a temporary nature with an individualistic focus on formal equity, the EEA granted affirmative action measures which are permanent, group based and substantive in nature.Given South Africa`s discriminatory past, it became an accepted principle that affirmative action needs to be implemented to redress the imbalances caused by apartheid. In broad terms, the EEA provides for the advantage of persons or certain categories of persons who were disadvantaged by unfair discrimination. As a result the EEA focuses on race, sex and people with disabilities to determine those who are to be the beneficiaries of affirmative action. International Law also embraces the notion of affirmative action and place a duty on all member states to act pro-actively to correct the effects of unfair discrimination. The mini-thesis also evaluates the powers of the Director-General of Labour with specific focus on the enforcement of measures and how it relates to the Promotion of Administrative Justice Act (PAJA) in compliance with the provisions of the EEA. It is concluded that s 42 of the EEA (with the exception of s 42(a)(i)) provides sufficient measures to redress the inequalities of the past by providing equal opportunities for suitably qualified people of the designated groups. That the Constitution and the EEA does not provide for differentiation amongst “Black people” (African, Coloureds and Indians). That the application of both the national and regional demographics are compulsory in formulating an equity plan, that the one cannot be ignored in favour of the other, and that the Director-General of Labour is sufficiently empowered to ensure compliance with the provisions of the EEA.