A thesis submitted to the Faculty of Education, University of the Witwatersrand in fulfilment of the requirements for the degree of Doctor of Philosophy in Education / A major challenge in South Africa in the 1990s is that of assisting black people to take leadership positions in important sectors of community life, including the business sector. To address this need, companies are drawing up affirmative action programmes which have educational aims, such as leadership development, skills training and integration into Western corporate culture. As these companies draw up and implement their plans, it becomes important to consider the perceptions of both the planners and the 'beneficiaries' of these programmes. This study set out to question participants about the meaning and impact of affirmative action on themselves, on the organizations in which they are employed and on South African society generally. The research uses the frameworks of critical education theory and qualitat.ve research to enquire into the historical and present contexts of affirmative action In South Africa; international models of affirmative action; the social background of participants in affirmative action programmes; participants' perceptions of the programmes in which they are engaged; social outcomes of affirmative action; and participants' ideas for changes and improvements to programmes. The research method consisted of in-depth interviews with forty-six managers involved in affirmative.' action programmes in four large Johannesburg-based business organizations. Respondents were selected in an intentional sample, and were predominantly African men, although men and women of all races were interviewed. Policy documents, records and reports on affirmative action in the four participating organizations, and from further afield, were scrutinized. The research results are reported in the form of biographical profiles of individual participants, as well as case studies of the four corporate programmes. These were preceded by a treatment of theoretical positions in affirmative action, as well as historical and international perspectives. The research results show that in the short term affirmative action impacts on organizational values, practices and culture in ways which may be read by white managers as threats to customary standards of performance and productivity. In the longer term, however, affirmative action will be sustained by business survival factors and political considerations. The findings suggest that corporate affirmative action programmes generally fail to provide black managers with a sense of purpose or belonging in their organizations. They also fail to address problems of racism and resistance to change in the organization. The aims of affirmative action programmes are rarely made explicit. Planners and recipients hold different views of the benefits to be gained from them. The ideological component of affirmative action is often under-rated in programme design, and measures of accountability are neglected. For these reasons and others, affirmative action programmes may succeed in bringing black managers into business organizations, but fail to retain them, or offer them viable career paths, so that a stable, motivated and experienced black management corps may be built. So far, corporate affirmative action programmes have contributed to the growth of the black middle class, They do not - and perhaps cannot -address the national need for redistribution, reconstruction and development of opportunities and resources (including human resources). / AC2017

No abstract available. / Thesis (MPA)-University of Durban-Westville, 1995.

This dissertation reviews the implementation of the Vukuzakhe Emerging Contractor Development Programme. The Vukuzakhe Emerging Contractor Development Programme was initiated by the KwaZulu Department of Transport to fulfil the South African democratic government's mandate of Black Economic Empowerment (BEE).The dissertation identifies and describes the barriers to, and problems of the implementation of the Vukuzakhe programme. Rossi and Freeman's (1989) approach to program monitoring/process evaluation is used as an analytical framework. The study examines how emerging contractors view the admission, progression and exiting strategies of the Vukuzakhe programme. The triangulation of both qualitative and quantitative methods was used to try and overcome issues of validity and bias. The qualitative method employed was in-depth interviews (ie face to face interviews) with the KwaZulu Department of Transport officials. These are officials from the DOT's Economic Empowerment Directorate who are directly responsible for the implementation of the Vukuzakhe programme. Three out of five officials agreed to participate in the interviews. Nevertheless, the data that was gathered from those three officials was very informative as far as the Vukuzakhe programme is concerned. Therefore the sampling that was used was purposive. The quantitative method employed was a structured, self administered questionnaire used to gather data from the emerging contractors. For this dissertation a sample of 20 emerging contrators who were in different stages of the Vukuzakhe programme were randomly selected from the database. Out of the 20 selected emerging contractors only 10 agreed to participate in the interviews. The results of the interviews was not generalised to all emerging contractors. However, the findings gathered were informative as far as the implementation process of the Vukuzakhe programme is concerned. Since both qualitative and quantitaive data were collected, content analysis was used to analyse the qualitative data and the descriptive statistics using the SPSS programme was used to analyse the quantitative data. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, 2010.

This study was a qualitative exploration of women’s work – life balance over the life course in retail management. Ten women who worked in the centre management of a mall in Durban were interviewed between June 2011 and August 2011. Through the use of thematic analysis, five themes were identified. These themes are: (a) the integration of work and life roles (b) the career as a learning process which is personally meaningful, (c) the retail industry and people dynamics (d) the value of time and (f) perceived autonomy among options for work and life development. The experiences of the participants were integrated with literature to arrive at an in depth understanding of the experiences of women’s work- life balance within retail. The findings suggest that work-life balance within retail is perceived as a subjective, continuous experience which changes over time. Moreover, there is integration of work and life roles. The study contributes to the evolving body of knowledge on work-life balance of women within the retail sector; it also provides a unique context specific perspective to the understanding of work- life balance. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2011.

The contoured logic of apartheid in South Africa constructed racial, economic, social and political segregation, the consequences of which are still experienced today. In an attempt to alter the demographic weighting of disadvantage, the South African government has made concerted efforts to ‘deracialise’ South Africa most notably through Affirmative Action (AA) measures. Subjective, contextualised approaches to AA have received little attention both locally and internationally. This study aimed to explore AA from a social constructionist orientation with a focus on Potter and Wetherell’s discursive psychology. Semi-structured interviews were used to collect the data from 17 participants. The sample included both male (5) and female (12) participants and representation from all major race groups in South Africa. The findings illustrate how participants engage in discursive devices that rationalise a racial order of competence. The discourses also reflected polarised views of affirmative action. By and large, Black participants maintain that racial inequality still exists. White participants, on the other hand, continue to feel marginalised and discriminated against, by the policy. Furthermore, the results identify the various flavours in which redress can be realised. As new knowledge, the study also suggests that despite the negative experiences associated with AA, participants were generally in favour of the principles embedded within the policy. Ultimately this study suggests that AA continues to be a controversial subject which traverses many segments of life. / Thesis (Ph.D.)-University of KwaZulu-Natal, Durban, 2013.

This study investigates prevailing factors that impede the implementation of affirmative action in the Durban Automotive Cluster. This study will enable DAC affiliates to determine their obstacles and challenges with respect to the implementation of affirmative action. The service provider of the DAC CB and M Analysts) will also be able to advise companies through their development programmes and recommend what has to be done in order to bring blacks on board. This study relied on primary data. In-depth interviews were conducted with the senior managers ofDAC affiliates using unstructured questionnaires. Secondary data from the DAC database was analysed to strengthen the qualitative data. The data focused on the distribution of different population groups across the levels of occupations. The aim of the study is not to generalise about affirmative action but to obtain more in-depth clarity on the research problem. The findings have established that the pool of technically qualified and experienced blacks is very small and hence they are in short supply in the market. A number of factors such as direct ownership and low turnover of staff were raised as one of the aspects that hinder affirmative action. Constraints such as attitudes of white middle management appeared to have been addressed by these companies. The findings also clarified the role of human resources department in driving affirmative action. In most companies, the human resources department is part and parcel of management and actively involved in affirmative action. The study discovered that poaching also arises as a result of the shortage of skilled blacks. Retention of black employees is a problem for the majority of the companies. Despite these shortcomings, this study revealed that proper channels such as training, development and mentoring were followed for both internal and external recruits. This is being done to avoid window dressing. The other constraint of the affirmative action programme is government capacity. The key constraints to delivery are limited staff capacity, scarcity of human resources at governmental level; lack of coordination and integration with other spheres of national and provincial government labour departments and the lack of effective organizational, technical and managerial support for affirmative action. With respect to globalisation, the automotive sector is a dynamic and global sector which is changing fast due to technology and globalisation. As a result, the requirements of the Original Equipment Manufacturers (OEM's) who are competing globally were seen as a hindering factor to the realisation of affirmative action. In conclusion, the achievements of affirmative action programmes amongst DAC affiliates were very modest in relation to both national expectations and their own stated goals due to shortage of skills, family and direct ownership and poaching. Implementation has proved far more complex and resource demanding than originally anticipated. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2005.

This study examines the reasons why South African higher education institutions are still faced with major discrimination against black women, black people in general and people with disabilities. The study was prompted by the recognition that there is a discrepancy between the national employment policies and their interpretation and implementation in public higher education institutions. The study explores the implementation of the Employment Equity Act (EEA) in the employment of academic staff in higher education institutions (HEIs) in KwaZulu Natal (KZN). Historically, in the South African context, the issues of gender and race are closely interwoven. For this reason, it is impossible to consider gender issues without reference to race. Further, the broad principle of employment equity is that the workplace should reflect diverse groups within the population. In recent years the greatest publicity and attention has been given to issues of representivity in terms of race and gender, and only now are people with disabilities being given rightful access to workplace opportunities. One of the aims of the study is to examine the gap between policy formulation and policy implementation. Linked to this is the tension between national policies and institutional policies. The purpose of this study is to evaluate and assess the implementation of the Employment Equity Act in the appointment and promotion of academic staff in higher education institutions in KwaZulu Natal. The study was carried out in HEIs in KZN. Only universities and technikons were included in this study. Out of seven higher education institutions in KwaZulu Natal, five were selected. These are: University of Durban Westville (UDW), University of Natal (NU), University of Zululand (UniZul), Technikon Mangosuthu (Mantec) and the Durban Institute of Technology (DIT). University of South Africa (UNISA) (Durban branch) and Technikon South Africa (TSA) (Durban Branch) will be excluded from the survey simple because their head offices are out of the KwaZulu Natal region. Ten questionnaires were distributed to each higher education institution in KwaZulu Natal to be filled by two Vice Principals (who were selected randomly), two Deans of faculties (who were randomly selected), Director Human Resources, four Heads of Departments (academics selected randomly) and an Employment Equity manager. In total fifty questionnaires were distributed to the above-mentioned institutions. The key informants in this study were equity managers of each institution. Upon review of the interview transcripts it emerged that Employment Equity Act strategies were recognized as another vehicle of managing employees fairly and equally. Out of five transcripts analysed, three institutions accepted the Employment Equity Act and its strategies and two institutions interpreted the Employment Equity Act as another form of reverse discrimination against non-designated groups. From this study it appeared that in some institutions an attempt to implement an employment equity plan was made, but through lack of support from certain individuals from non-designated groups and lack of management support, the plans died a natural death. The study recommended that once the Employment Equity manager had been appointed or seconded she/he must immediately be relieved from his/her original duties so as to concentrate fully on employment equity issues. The study further recommended that intensive awareness programmes on the Employment Equity Act implications be emphasised especially to line managers. The Employment Equity Plan drawn must not be kept on shelves, but be communicated to everyone, especially the line managers. / Thesis (M.Ed.) - University of KwaZulu-Natal, Durban, 2004.

The implementation of Employment Equity involves the Government’s Labour Department, employers, employees, trade unions, shareholders and customers. The Labour Department insists that a designated employer must prepare and implement an Employment Equity Plan which will achieve reasonable progress towards Employment Equity in that employer’s workforce. The focus of this study was to establish the impact of the implementation of Employment Equity and Affirmative Action in the workplace. This study focused on employees’ perceptions and attitudes towards the implementation of Employment Equity and Affirmative Action. The main variables addressed by this study included staff turnover, training & development, impact of Employment Equity Forums, staff morale and attitudes towards the call to end Affirmative Action. The objectives of this study were to establish the impact of Employment Equity on the following key business variables: promotions and career paths, employee retention, employee turnover, employee morale and employee working relationships. The study followed a quantitative approach with a web-based questionnaire which was constructed using an online questionnaire which was distributed to the respondents electronically. A non-probability sampling method was utilized to achieve set objectives. According to the findings, most employees have not benefited from the implementation of Employment Equity and Affirmative Action. This results to different views between previously disadvantaged groups, especially Africans and White males. The results showed that Whites are calling for an end to the implementation of Affirmative Action policies while Africans feel that Affirmative Action should carry on for a little longer. The implementation of Employment Equity and Affirmative Action negatively affects Whites’ morale at work and results to poor working relationships amongst different race groups. It is also observed from the findings that Employment Equity and Affirmative Action is not directly linked to job hopping, contrary to the general perception. It is witnessed from the study that those who have benefitted from Employment Equity and Affirmative Action were very supportive of it. In order to improve the effectiveness of Employment Equity organisations need to: provide training and development for appointees, develop career paths for individuals, and introduce Equity forums where employees can discuss challenges faced by Affirmative Action appointees. However, the principle of fairness has to be a part of all Equity practices. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.

Higher Education Institutions face an ongoing challenge to respond to many challenges that arise from their environment. Universities are affected by internal as well as external forces. They have to comply with the legislation of the country for example the South African Employment Equity Act No. 55 of 1998 and affirmative action, at the same time they need to retain motivated employees. In response to these challenges, Universities need to implement the laws of the government in order to be responsive, effective and efficient. This study has drawn heavily on secondary data, which has been treated in the chapter of literature review. Concepts and theories covering affirmative action and motivation have been considered. Information has been obtained from various books and respondents. Concepts such as affirmative action, employment equity, preferential treatment, designated group, non-designated group, motivation, recruitment, selection, communication, promotion, compensation, disciplinary procedure have been used in this study. The data for this study was collected by means of survey questionnaire. The survey questionnaire provided data on effects of affirmative action on the motivation of employees. Survey questionnaires were pilot tested among a sample of 10 employees composed of both academic and non-academic staff. This was followed by distributing one hundred questionnaires to the employees, who were willing to participate in this study as respondents. The data collected was subjected to statistical processes to ensure reliability and validity. The research findings of this study revealed the employees thoughts about the implementation of affirmative action and the motivation of employees at Durban University of Technology. The collected data also revealed that many employees were demotivated as they don’t see affirmative action being implemented effectively. Although the study highlighted the impact of affirmative action on the motivation of employees at Durban University of Technology, this study was limited by its sample size. Recommendations have been made for greater commitment of the top management team towards any change process.

No abstract available. / Thesis (LL.M.)-University of KwaZul-Natal, Durban, 2013.