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.

This study was undertaken to assess and describe a unique aspect of affirmative action planning in disciplines of higher education physical education. The two major purposes of the study were to (1) identify by sex, ethnic origin, and area of specialization faculty and doctoral students who were available for teaching and research in higher education disciplines of physical education, and (2) to develop a model for predicting future availability of faculty and doctoral students for teaching and research in higher education disciplines of physical education. The review of the literature indicated that there were a number of inflow and outflow parameters which must be considered in determining present availability and in predicting future availability. Research questions were formulated to address the academic workforce inflow and outflow parameters identified. Data were obtained from chairpersons of physical education departments at institutions offering advanced degrees in the disciplines of physical education and from the literature relating to the career patterns of doctoral recipients and to the academic workforce. Findings were based upon a descriptive analysis of the data with respect to each research question. A model for predicting current and future availability pools of all individuals for teaching and research in higher education disciplines of physical education was developed. Also, models were developed for predicting current and future availability pools of all white females and all male and female minorities for teaching and research in higher education disciplines of physical education. The models were based upon the inflow and outflow parameters as reported by the respondents to the questionnaire and in the literature. The currently predicted availability pool of individuals for teaching and research in higher education disciplines of physical education was found to be 3,160 faculty and doctoral students. The predicted availability pool of all individuals for teaching and research in higher education disciplines of physical education within the next two years was found to be 2,987 of the 3,448 faculty and doctoral students reported in the current availability pool.

Thesis (Ph. D.)--University of California, San Diego, 2001. / Vita. Includes bibliographical references.

Thesis (MEd. (Education management and policy studies))--University of Pretoria, 2001. / Includes bibliographical references.

Thesis (Ph. D.)--Rutgers University, 2009. / "Graduate Program in Public Administration." Includes bibliographical references (p. 120-127).

Thesis (M.A. in Security Studies)--Naval Postgraduate School, December 2003. / Thesis advisor(s): Robert M. McNab, Karen Guttieri. Includes bibliographical references (p. 103-108). Also available online.

Since the introduction of the Employment Equity Act in 1986, organizations in Canada's federal jurisdiction have been required to adopt Employment Equity Programs (EEPs) designed to increase the presence of four traditionally under-represented groups: women, aboriginal peoples, disabled persons, and visible minorities. This dissertation reports the results of a study that identifies the type of EEPs organizations subject to the Act have adopted, examines the impact that EEPs have had on hiring and promotion, and identifies what makes an EEP effective. Results suggest that organizations that adopt EEPs that are more formalized, more comprehensive, and better supported are more likely to hire and promote a representative number of designated group members (especially non-minority women and members of visible minorities). Implications for practitioners and policy makers are discussed.

Thesis (LL. M.)--University of Toronto, 2004. / Adviser: Mayo Moran.

Thesis (Ph. D.)--University of Tennessee, 2007. / Includes bibliographical references (leaves 128-135). Also available online.