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Analysis of the implementation process of employment equity by university nursing departments of South AfricaMaelane, Mapule Ellen 01 1900 (has links)
Health Studies / M.A. (Health Studies)
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Analysis of the implementation process of employment equity by university nursing departments of South AfricaMaelane, Mapule Ellen 01 1900 (has links)
Health Studies / M.A. (Health Studies)
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Affirmative action success as measured by job satisfactionMarx, Mariliz 11 1900 (has links)
Affirmative action represents a major goal for South African organisations since the process of
democratisation in 1994. Evaluating the success of affirmative action programmes is therefore
considered a priority. The research objective was to investigate the association between
affirmative action effectiveness and the job satisfaction of affirmative action beneficiaries.
A literature survey concerning affirmative action, affirmative action success, and job satisfaction
was done.
A structured interview, gauging the congruency of organisations' affirmative action efforts with
affirmative action effectiveness theory, and a job satisfaction questionnaire, measuring the job
satisfaction experienced by affirmative action beneficiaries, were utilised. The study was
conducted among 121 affirmative action beneficiaries employed by five organisations.
')( The result of the empirical study proved that a significant direct relationship exists between the
level of effectiveness of the target organisations' affirmative action endeavours and the level of
job satisfaction experienced by their affirmative action beneficiaries. / Economics and Management Sciences / M.Com. (Industrial Psychology)
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Affirmative action success as measured by job satisfactionMarx, Mariliz 11 1900 (has links)
Affirmative action represents a major goal for South African organisations since the process of
democratisation in 1994. Evaluating the success of affirmative action programmes is therefore
considered a priority. The research objective was to investigate the association between
affirmative action effectiveness and the job satisfaction of affirmative action beneficiaries.
A literature survey concerning affirmative action, affirmative action success, and job satisfaction
was done.
A structured interview, gauging the congruency of organisations' affirmative action efforts with
affirmative action effectiveness theory, and a job satisfaction questionnaire, measuring the job
satisfaction experienced by affirmative action beneficiaries, were utilised. The study was
conducted among 121 affirmative action beneficiaries employed by five organisations.
')( The result of the empirical study proved that a significant direct relationship exists between the
level of effectiveness of the target organisations' affirmative action endeavours and the level of
job satisfaction experienced by their affirmative action beneficiaries. / Economics and Management Sciences / M.Com. (Industrial Psychology)
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Organisational justice and employee responses to employment equityEsterhuizen, Wika 30 June 2008 (has links)
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.
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Organisational justice and employee responses to employment equityEsterhuizen, Wika 30 June 2008 (has links)
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.
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The implementation of employment equity in the public service with specific reference to the Department of Justice and Constitutional DevelopmentMekwa, Makupu Sylvia 09 1900 (has links)
The Employment Equity Act, No 55 of 1998 forms part of the transformation legislation aimed at promoting equity and eliminating discriminatory and unfair treatment in the workplace. This Act was promulgated more than ten years ago, and its positive impact has to be measured in terms of its contribution to the conduciveness of the work environment. The aim of this study is to enhance measures for effective implementation of an Employment Equity Programme (EEP) in the Public Service, with specific reference to the Department of Justice and Constitutional Development. The ultimate aim is to identify Employment Equity (EE) measures that will benefit management and employees in enhancing individual performance and productivity. The study focuses on perceptions of employees on how they perceive EEP. As the study progressed it became equally important to determine the alignment and contribution of EEP on Departmental strategic objectives. The results and recommendations will be shared with the Department of Justice and Constitutional Development with a view to ensuring that its EEP is aligned to its strategic objectives, and adds value to service delivery. / Public Administration & Management / M.P.A.
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Career advancement challenges facing people with disabilities in South AfricaXimba, Themba Mdumiseni 06 1900 (has links)
The objective of this study was to assess the perceptions of individuals with disabilities regarding the career advancement challenges they face and to determine whether the perceptions of career advancement challenges disabled individuals from different races, ages, genders and occupational levels differ. This study employed a qualitative approach to explore the career advancement challenges and also to achieve the empirical objectives. The empirical study was conducted with 15 employees with declared disabilities employed by two group companies in different sectors in the Gauteng Province. Probability, purposeful and snowballing sampling techniques were applied. The findings indicated that most people with disabilities experienced career advancement challenges, especially promotion opportunities. Managers and colleagues’ lack of knowledge about disabilities have an adverse impact on the careers of individuals living with a disability. The findings of this study may help companies improve practices on the integration and inclusion of employees with disabilities and also on decision-making regarding their careers. / Human Resource Management / M. Com. (Business Management)
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The implementation of employment equity in the public service with specific reference to the Department of Justice and Constitutional DevelopmentMekwa, Makupu Sylvia 09 1900 (has links)
The Employment Equity Act, No 55 of 1998 forms part of the transformation legislation aimed at promoting equity and eliminating discriminatory and unfair treatment in the workplace. This Act was promulgated more than ten years ago, and its positive impact has to be measured in terms of its contribution to the conduciveness of the work environment. The aim of this study is to enhance measures for effective implementation of an Employment Equity Programme (EEP) in the Public Service, with specific reference to the Department of Justice and Constitutional Development. The ultimate aim is to identify Employment Equity (EE) measures that will benefit management and employees in enhancing individual performance and productivity. The study focuses on perceptions of employees on how they perceive EEP. As the study progressed it became equally important to determine the alignment and contribution of EEP on Departmental strategic objectives. The results and recommendations will be shared with the Department of Justice and Constitutional Development with a view to ensuring that its EEP is aligned to its strategic objectives, and adds value to service delivery. / Public Administration and Management / M.P.A.
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The views of management on affirmative action in Telkom SA Ltd / Menings van bestuut aangaande regstellende optrede in Telkom SA BpkDe Witt, Delano Errol 06 1900 (has links)
The success or failure of implementing affirmative action lies with the
management of enterprises. This research - based on a literature study,
questionnaires completed by 200 respondents and the researcher's model for the
implementation of affirmative action - focuses on management's views on
aspects of importance for affirmative action to succeed in the enterprise.
From the views of management it is clear that
• the more closely affirmative action impinges on the career expectations of
the current incumbents, the more resistance and non ownership can be
expected
• the affirmative action message must be communicated sincerely and
positively
• diversity management must change drastically to focus on educating
persons to understand not only themselves, but also others of different
backgrounds, race, gender, skills, persuasion and experience
• the enterprise needs to accelerate the process to identify potential, training
and development processes as well as performance coaching of
disadvantaged groups
Meeting the above challenges, will require mutual trust, respect and
communication. / Summaries in English and Afrikaans / Die bestuur van ondernemings bepaal die sukses of mislukking by die
implementering van regstellende optrede. Die navorsing - gebaseer op 'n
literatuurstudie, vraelyste ingevul deur 200 respondente en die navorser se
model vir die implementering van regstellende optrede - fokus op bestuur se
menings aangaande aspekte van belang vir die sukses van regstellende
optrede in die onderneming.
Vanuit bestuur se menings is dit duidelik dat
• hoe grooter inbreuk regstellende optrede maak op die beroepsverwagtinge
van die huidige bekleers, hoe sterker weerstand en nie-eienaarskap kan van hulle verwag word
• die regstellende optrede boodskap moet eerlik en positief
gekommunikeer word
• die bestuur van diversiteit se fokus drasties moet verander om
individue te leer om nie net hulself nie, maar ook ander van verskillende
agtergrond, bevolkingsgroep, geslag, vaardighede, oortuigings en
ondervinding te verstaan
• die onderneming die prosesse moet versnel wat betrekking het op die
identifisering van potensiaal, opleiding en ontwikkeling asook prestasierigleiding
van die benadeelde groepe
Ten einde aan bogenoemde uitdagings te voldoen, sal wedersydse vertroue,
respek en kommunikasie vereis / Economics and Management Sciences / M.Com. (Business Management)
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