This dissertation attempts to delve in to the controversial and complicated world of affirmative action and transformation in South African sport. The history of this country is taken into account as we are still grappling with the legacy of apartheid in sport. Various sports are analysed in detail in tandem with the way these policies are implemented by the government. We look at the progress being made by the various administrators in sport at the provincial and national levels. The research was mainly focused on legislation that has been passed on the above issues and tested against the Constitution. One has to try and determine if affirmative action has a legal basis in the sporting arena and analyse the drawbacks already faced by the implementation of these policies. I have also tried to incorporate the experiences faced in Australia and New Zealand as they have both faced challenges of a similar nature in their sporting environments. It is important to acknowledge that there will never be an overnight solution to the challenges we face in sport. The road we have embarked on is a long and winding one and patience is indeed a key component as we strive to move from our bitter past. This has always been a sensitive issue in South Africa and great lengths have been taken to be as objective and as sensitive as possible in the work. / Dissertation (LLM)--University of Pretoria, 2011. / Procedural Law / unrestricted

It is both a Constitutional imperative and the South African government's policy that the historical imbalances of the past be redressed. As a result thereof, the SANDF as a state entity is expected to comply with these stipulations. The objectives of this study are therefore to examine the nature of the policy of affirmative action in the SAMHS, and the nature of the problems experienced with regards to the implementation of this policy within this organisation during the period 1995 - 2000. On examining the nature of affirmative action policy in the SAMHS, it becomes obvious that this organisation did not have blacks as commissioned officers prior 1994. The number of black officers currently found within the SAMHS appears to have resulted from the integration process. Further analysis reveals that the SAMHS did not utilise the opportunity provided by the Defence Review in 1998 to become representative. Strategic positions were therefore still held by former white SADF members during the period under review. The sunset clause which was accepted during the political negotiations (1990 - 1994) seems to have contributed to the non implementation of this policy because the old guards' positions were secured during the first five years of the new democratic dispensation. / Dissertation (M (Political Policy Studies))--University of Pretoria, 2007. / Political Sciences / M (Political Policy Studies) / unrestricted

America is diverse in its culture of ideas and ways of life. This makes for a complex negotiation of issue positions and justifications when attempting to resolve public issues. It is essential therefore, that organizations not only understand but also cater to and adapt to the variety of cultural expectations and interpretations that may guide their various stakeholder publics when creating messages about controversial issues. One of the most controversial issues our society faces today is affirmative action. The rationales for the different stances people take on this topic vary greatly, revealing both opportunities and barriers to resolve a long-standing, contentious political issue. This thesis describes and analyzes reactions to two 2003 Supreme Court cases that examined the University of Michigan's affirmative action admissions policies: Gratz, et al. v. Bollinger, et al. and Grutter et al v. Bollinger, et al. The cases were the first time the Supreme Court had addressed affirmative action since the 1978 Bakke case. It was also the first time that the Court would debate whether or not diversity is truly a compelling state interest and what constitutes a fair and legal process by which to achieve it. Mediated accounts of the debate were examined in order to offer insight into contemporary interpretations of a recurring issue. By looking at how the media framed the issue, policymakers, politically-involved citizens, public relations practitioners can better understand the political climate in which they work, and thereby allowing them to better craft their communication efforts. Cultural Topoi, developed from Cultural Theory was used as a lens through which to examine the complexity of American political principles in these cases and values in this changing landscape of social expectations and public policy. / Master of Arts

The development of affirmative action strategies designed to achieve equal employment opportunity has been studied along six dimensions of functioning within four separate organisations. Three of these organisations were participants in the Federal Government's Affirmative Action Pilot Program in 1984/5, and one was not. It has been shown that change occurred in a continuous developmental sequence, here called an "Affirmative Action Continuum", within each of these six dimensions over the period of study, with each organisation following a similar sequence of movement. Exceptions occurred where an organisation made no movement at all, or where one or more of the sequential processes was omitted or displaced, in a dimension. The reasons for some of these exceptions, and some of their consequences for later action, have been explored. It has been shown that simultaneous activity occurred across several, dimensions, so that no organisation acted upon only one dimension in isolation from all others. There was some chronological sequencing between dimensions. The indicators of movement along the Affirmative Action Continuum within each dimension were used to describe the change process in each organisation. These indicators proved to be useful both in this regard, and in placing each organisation an the Affirmative Action Continuum in each dimension at two different points in time. In this way, the indicators' usefulness was shown to generalise to four very different institutions, thus suggesting applicability beyond the bounds of this particular study. It is intended that the results of this dissertation, and in particular the model of the Affirmative Action Continuum and the indicators described in Chapter Two, be used by Equal Employment Opportunity practitioners to facilitate their decision making about sequencing of activities designed to achieve equal employment oppportunity.

Thesis (Ph. D.)--University of Wisconsin--Madison, 2003. / Includes bibliographical references (p. 182-194). Also available on the Internet.

Thesis (Ph. D.)--Miami University, Dept. of Political Science, 2008. / Title from third page of PDF document. Includes bibliographical references (p. 214-231).

Thesis (Ph. D.)--University of Wisconsin--Madison, 2003. / Description based on print version record. Includes bibliographical references (p. 182-194).

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.

Male stereotyping together with perception of women as inferior is hindering recognition of women in senior managerial positions. Through pervious studies regarding female leadership, conducted all over the world, the theme of women being treated differently than males is fundamentally central to all the conclusions. Not many studies relating to this topic have been conducted in South Africa and yet we are in the forefront when it comes to identifying the need to develop women into positions where they can add value on various levels. Some of the issues have even been captured in legislation. However, despite government’s intervention, it is crucial that women take ownership of their own destiny. Unless women can prove that they can add value in the positions that they are appointed, they will not be seen as leaders. To be a successful leader an individual must have certain skills and traits. Some of these can be developed over time, however the individual must first admit that there is a need and identify the area in which personal growth must take place, before a plan can be implemented. Once this point has been reached, a self-management plan can be developed by the individual to align his / her objectives. There are various components to the self-management plan and such a plan cannot always be duplicated, but the focus areas can overlap. If an individual can identify a mentor and enter into a mentoring program, it can give such an individual a huge advantage. Internal and external factors play a role in the development and implementation of a self-management plan. The problem is that one does not always have much control over these elements. Some of these elements include the corporate culture of the organisation in which females functions and the manner in which a female is able to balance work-life. This study determined that males and females agree that female managers add as much value as male managers. Further to the above, it has become evident that A Botha 344-123-44 iv males have different perceptions relating to the issues of how women are experiencing the work environment and the implementation of policies that relate to employment equity. The impact of perception must not be excluded since it can have the effect that people distinguish between leadership skills and traits on different levels. Unless female leaders can make male leaders realise that they experience the work environment and the implementation of policies that relate to employment equity differently than the manner in which males perceive it, they will not be able to get males to change the situation, since males believe that there are nothing wrong with the current situation. This brings one back to the change in culture and the issue that as a result of male dominance in the work place, it is also the males that determine the current culture. It is therefore important for females to take responsibility of the situation and where necessary change the perceptions of males to ensure that as women they are not hindered from receiving the recognition that they deserve.

The peaceful transition from apartheid to a democratised society is one of South Africa’s most impressive achievements. The attainment of these achievements has placed enormous pressure on the country to “shift to a higher gear”, i.e. increasing the number of players who contribute to the economic development of the country, thus building on its’ political success (Thomas, 1996). The ability to become competitive in the global economy will be determined by the capacity to increase the pool of suitably qualified people and the willingness to accept, value and empower the human talent of all South Africans.