MA (Youth Development) / Institute for Gender and Youth Studies / Sexual harassment is identified as a widespread form of aggressive behavior with severe consequences for victims, organizations and institutions. The objectives of this study were to explore the perceptions of students on sexual harassment, to discover the common type of sexual harassment among students, to find out locations where sexual harassment occurs in the university, to explore contributory factors influencing sexual harassment among students, and to explore the effects of sexual harassment on students. The methodology that was applied in this study is was qualitative in nature. The researcher used open ended questions in interview to assess sexual harassment among students in the university. Non-probability sampling was used to select 16 respondents made up of 8 males and 8 females. Data was analyzed thematically by identifying and expanding significant themes that emerged from the informants’ responses. Ethical measures and trustworthiness were ensured. It appears common for sexual harassment victims to experience negative physiological effects and treatment for the victims and harassers is hindered because victims abscond reporting the incident. Sexual harassment occurs in and outside university buildings as shown in the study. Perpetrators of sexual harassment have evolved from males harassing females to female lesbians harassing other lesbians and male gays harassing other gays however, men are the harassers of others to a greater extent. Alcohol and drug use, dress code and age and level of study were major contributory factors of sexual harassment. It seemed common that verbal, physical and visual sexual harassment occur among students verbal sexual harassment being the most prevalent.

MPM / Oliver Tambo Institute of Governance and Policy Studies / The study investigated the implementation of Quality Assurance as a policy instrument at the University of Venda. Within the study, the researcher critically analyzed the implementation of Quality Assurance policy as a system and the procedures within the University. To universities around the world, quality assurance in higher education institutions has become a matter of great importance. In South Africa, quality assurance roles and practices are closely guided by legislative guidelines, which are primarily structured to report and comply with universities ' obligations to DHET, CHE and SAQA, and so, too the national demand for universities to contribute to the study and advancement of higher education policy. This study used a qualitative research approach which included ethnographic method to address the question on the implementation of quality assurance as a policy instrument using University of Venda as a case in point. The study findings revealed that the illustration of the quality assurance as a policy instrument in higher education context is very critical to enable an institution of higher learning to execute its core business in a way that quality uncompromised. Stakeholders should have faith in the institution and that the university should undertake a syst ematic cycle of external program assessments based on teaching and learning concerns and a ke the necessary steps to build capacity and provide support in curriculum design and program development processes at the school and departmental level. The study concluded by giving recommendations on what are the strategies that the University can apply in enhancing the “quality of its core business of teaching and learning, research and community engagement.” / NRF

See the attached abstract below

MCom / Department of Human Resource Management and Labour Relations / The objective of this study was to investigate the effects of workforce diversity on employee performance in a selected Higher Educational Institution in South Africa. Various legislative measures were introduced by the government in order to shape the workforce in organisations. However, these legislative measures expressly focus on compelling organisations to embrace diversity and thus not considering the business need of it and how it influences employee behavioral outcomes such as employee performance. It is upon this backdrop that this study investigated the effects of workforce diversity on employee performance in an HEI in South Africa. A cross-sectional research design was used. A random sample (n = 267) was chosen by dividing employees into homogeneous strata of academic and non-academic employees. A Workforce Diversity Questionnaire and Employee Work Performance Questionnaire were administered. The results showed a positive and significant relationship between independent variables (gender diversity, ethnic diversity and educational diversity) and the dependent variable (employee performance). The relationship between age diversity and employee performance was not significant. HEIs should introduce diversity management programs to improve the effectiveness of workforce diversity towards employee performance. Because a cross-sectional research design was employed, conclusions about causality could not be made