Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: Affirmative action is arguably one of the more controversial topics in the South African society today. Implemented in response to many years of apartheid which marginalised the Black population of South Africa specifically, this form of redress is aimed at reversing the wrongs of the past and at levelling the playing field in terms of access to scarce resources. Unfortunately, massive social structural changes such as these are hardly ever implemented without encountering resistance and unintended consequences. This is why the aim of this study was to explore the relationship between knowledge of affirmative action and attitudes towards affirmative action, as well as the relationship between attitudes towards affirmative action and the different forms of (dysfunctional) consequences this could have in the South African work environment for both the Designated-(Blacks, Indians, Coloured and White female employees) and Non-designated groups (White male employees) respectively. A non-experimental (ex-post facto) research design were utilised for these purposes. The constructs were defined as follows: knowledge of affirmative action as the respondents’ actual knowledge of South Africa’s Employment Equity Act, (1998) and attitudes towards affirmative action as the respondents’ stance (in terms of negativity or sensitivity) towards 5 affirmative action-related debates. These include attitude towards merit, - quotas, -reverse discrimination, - drop in standards, and – tokenism (Charlton & Van Niekerk, 1994; Human, Bluen, & Davies, 1999; Lynch, 1989; Qunta, 1995). For the Non-designated group (White males), Adams’ equity theory (1965) was used to explain how perceived inequity in the work environment could lead to certain forms of dysfunctional work behaviour, namely exit, voice, loyalty, stealing and silence (Hirschman, 1970; Pinder, 1998). For the Designated groups, relational demography theory (Riordian, 2000; Williams & O’Reilly, 1998) was used to argue how possible “out-group” status of affirmative action candidates could lead to lower levels of job satisfaction, group cohesion and organisational commitment, as well as to higher levels of conflict and role ambiguity. An availability sample of one-hundred-and-eighty respondents was drawn from the databases of several leading recruitment agencies in the Western Cape. Several scales were utilised, of which all were added into one composite questionnaire. / AFRIKAANSE OPSOMMING: Daar kan argumenteer word dat regstellende aksie waarskynlik vandag een van die mees kontroversie le temas is in die Suid-Afrikaanse samelewing. Regstellende aksie is g implimenteer in reaksie op baie jare van apartheid waarin veral die Swart Suid-Afrikaanse populasie ontsien is van baie geleenthede, en stel dus ten doel ‘n ommeswaai in die verkeerde praktyke van die verlede sowel as die gelykmaking van die speelveld in terme van toegang tot skaars hulpbronne te bring. Ongelukkig is dit so dat massiewe sosiale strukturele veranderinge soos hierdie byna nooit g implimenteer word sonder weerstand en nie-vooraf verwagte gevolge nie. Die doel van hierdie studie was daarom om die verhouding tussen kennis van regstellende aksie en houdings teenoor regstellende aksie, sowel as die verhoudings tussen houdings teenoor regstellende aksie en verskillende disfunksionele gevolge in die Suid-Afrikaanse werksplek as gevolg hiervan, vir beide die Aangewese (Swart, Indi r, Gekleurde en Wit vroulike werknemers) en Nie-aangewese (Blanke manlike werknemers) groepe onderskeidelik, te ondersoek. A nie- eksperimentele (ex-post facto) navorsingsontwerp was gebruik om hierdie doel te bereik. Die belangrike konstrukte was gedefinie r as volg: kennis van regstellende aksie as die respondente se werklike kennis van Suid-Afrika se Wet op Gelyke Indiensneming (1998) en houdings teenoor regstellende aksie as die respondente se standpunt (in terme van negatiwiteit of sensitiwiteit) teenoor vyf regstellende aksie-verwante debatte. Hierdie debatte sluit in houding teenoor meriete, - kwotas, - omgekeerde diskriminasie, - verlaging van standaarde en -“tokenism” (Charlton & Van Niekerk, 1994; Human, Bluen, & Davies, 1999; Lynch, 1989; Qunta, 1995). Vir die Nie- aangewese groep (Wit mans), is Adams se billikheidsteorie (1965) gebruik om te verduidelik hoe die persepsie van onbillikheid in die werksplek kan lei tot sekere vorms van disfunksionele werksgedrag, naamlik “exit, voice, loyalty, stealing” en “silence” (Hirschman, 1970; Pinder, 1998). Vir die Aangewese groepe was “relational demography” teorie (Riordian, 2000; Williams & O’Reilly, 1998) gebruik om te beskryf hoe moontlike “uit-groep” status van regstellende aksie kandidate kan lei tot laer vlakke van werksatisfaksie, groep kohesie en organisatoriese betrokkenheid, en tot ho r vlakke van konflik en rol dubbelsinnigheid.

Health Studies / M.A. (Health Studies)

Thesis (MBA)--Stellenbosch University, 2000. / ENGLISH ABSTRACT: The Growth, Employment and Redistribution strategy (GEAR) has not been successful in bringing about growth in the South African economy as planned. The biggest failure of GEAR has however been the fact that employment levels have continued to drop since its implementation. Unemployment levels, as well as the scales and levels of employment are furthermore still dramatically skewed in favour of the previously advantaged, namely white men. That group, is however, still the most highly skilled in our economy. AIDS may furthermore have a dramatic impact on the labour force in South Africa. Studies show that the reduction of inequality in society is a way of promoting economic growth. The upgrading of skills, improving access to jobs, occupations, training and promotion opportunities advance all members of the workforce and makes it possible for them to achieve maximum productivity and efficiency. On a wider scale, the elimination of discrimination raises economic efficiency throughout the economy by ensuring a more rational allocation of labour resources. By increasing the pool of skilled and qualified employees and improving labour market mobility, economic efficiency is enhanced. Given this, it seems that a move to employment equity is the only manner in which the ailing South African economy can be addressed. The legislative framework to serve as the foundation for equity in the workplace is complete. Through the application of the Labour Relations Act (No 66 of 1995) (LRA) and the Basic Conditions Employment Act (BCEA) equitable collective bargaining processes and equitable treatment of employees can be obtained. The Employment Equity Act (No 55 of 1998) not only prohibits discrimination, but actually set up a framework within which affirmative action can take place. The process of transforming the profile of the labour force will, however, not be complete (or successful) if it is not accompanied by a programme to change the skills structure within South Africa. The Skills Development Act (No 97 of 1998) aims to distribute the necessary skills to previously disadvantaged groups in order to empower them to hold jobs at higher levels. If used correctly, this legislative framework will not only transform South African workplaces, but will also bring about much needed societal change. The transformation process at UPE, resulting in the Employment Equity Plan as well as the Policy on the Promotion of Equality, Diversity and Elimination of Unfair Discrimination has been transparent and inclusive in nature. The process and the resulting documents can serve as basis for other tertiary institutions to bring about the required change. Given the solid research and consultation that went into formulating the plan and policy, it is to be hoped that this plan will be consistently implemented and the success constantly monitored. / AFRIKAANSE OPSOMMING: GEAR was nie so suksesvol as wat verwag is om groter groei vir die Suid- Afrikaanse ekonomie mee te bring nie. Die grootste mislukking van GEAR was egter die feit dat werkloosheid steeds toeneem. Werkloosheidvlakke, sowel as die verdiensteskale en die vlakke van diensverrigting in Suid-Afrika is verder ook dramaties oneweredig ten gunste van blanke mans. Hierdie groep is egter steeds die groep met die beste vaardighede in Suid-Afrika. Vigs mag ook nog verder 'n dramatiese impak op die Suid-Afrikaanse arbeidsmag hê. Navorsing vertoon dat die vermindering van ongelykheid binne die gemeenskap ekonomiese groei kan meebring. Dit is omdat beter opleiding en verbeterde toegang tot werksgeleenthede, opleiding en bevordering al die werknemers begunstig en sodoende dit moontlik maak vir hulle om met maksimale produktiwiteit en effektiwiteit hulle dagtaak te verrig. Op 'n breër vlak kan die verwydering van diskriminasie tot verbeterde ekonomiese effektiwiteit in die ekonomie deur 'n meer rasionele verdeling van arbeidsvaardighede lei. Indien 'n groter groep kundiges geskep word kan die ganse ekonomiese groei verbeter word. Om hierdie rede is billike arbeidspraktyke die enigste manier waarop die kwynende Suid-Afrikaanse ekonomie herstel kan word. Die wetgewende raamwerk waarbinne billikheid in die arbeidsmag gereguleer word, is voltooi. Deur die toepassing van beide, die Wet op Arbeidsverhoudinge (Nr 66 van 1965) en die Wet op Basiese Diensvoorwaardes (Nr 55 van 1998) word billike kollektiewe bedinging en billike hantering van werknemers by die werkplek verseker. Die Wet met betrekking tot Billikheid ten opsigte van Indiensneming verbied nie net diskriminasie nie, maar stel 'n raamwerk daar waarbinne regstellende aksie kan geskied. Die proses van transformasie van die arbeidsmag sal egter nie volledig (of suksesvol) kan wees indien dit nie gepaard gaan met 'n program waardeur die vaardigheidstruktuur in Suid-Afrika verander word nie. Die Vaardighede Ontwikkelingswet (Nr 97 van 1998) poog om die nodige vaardighede aan voorheen agtergeblewe groepe te versprei om hulle sodoende te bemagtig om arbeid op 'n hoër vlak te kan verrig. Indien hierdie wetgewende raamwerk goed gebruik word sal dit nie net organisasies verander nie, maar lei tot 'n verandering binne die breë gemeenskap. Die proses van transformasie by UPE wat gelei het tot die daarstelling van 'n Plan vir Billike Indiensneming sowel as 'n Beleid vir die Bevordering van Gelykheid en Diversifikasie en die Verwydering van Onbillike Diskriminasie was deursigtig en inklusief van aard. Die proses en die beleid kan as basis dien vir ander tersiêre instellings om die nodige verandering mee te bring. Gegewe die navorsing en konsultasie waarmee die daarstelling van die plan en beleidsdokument gepaard gegaan het, sal die plan hopelik konsekwent toegepas en die sukses daarvan deurlopend geëvalueer word.

<p>This study focused on Black Economic Empowerment and gender in the liquid fuels industry. It explored the possible means of empowerment and questions the seriousness of organizations to institute programmes that are gender sensitive. The liquid fuels industry in South Africa served as the pinnacle of the apartheid state. It possessed the strength to survive the onslaught of the economic sanctions imposed as a result of apartheid. It was because of these stringent economic sanctions that it was forced to survive on its own with limited assistance. The advent of democracy in 1994 gave this industry the impetus to grow in terms of Gender and Black Economic Empowerment.</p>

M.Comm. / Due to frustration experienced in the development and implementation of affirmative action programmes, a definite need was identified for a working tool or document that would allow managers in the engineering industry to quantify and set reasonable achievable targets or goals with respect to the same. The general perception existed in industry that insufficient schooled manpower - like professional engineers - was available in the market to reach the almost arbitrarily chosen affirmative action goals (seemingly based on general group proportionality within the South African society).Quota based systems introduced in especially the public sector and para-statal organisations where it is required that up to 70 per cent previously disadvantaged personnel (all blacks, Asians, coloureds and white women) have to be appointed to management positions by the year 2000, motivated this perception. Due to the engineering industry's unique management structure which largely consists of technical staff climbing the corporate ladder, this proved to be an impossible objective in most instances giving rise to spiralling employment costs due to normal market forces and caused by demand far outstripping supply. This study therefore focuses on the numerical quantification of the available resources to allow affirmative action goals to be re-evaluated and adjusted according to the actual availability of resources. In conclusion it may be said that the process of affirmative action is a reality, but that the engineering industry should guard against accepting general yardsticks and requirements. Managers should make a proper study of the fields of application and their environment before setting any affirmative action goals. The existing shortages in the manpower resources that meets both schooling- and affirmative action requirements within the engineering industry, should be addressed through well designed training programmes and not through the setting of ill defined goals merely based on a general quota system.

D.Com. (Economics) / At the beginning of 1990, a sequence of events took place which were to provide the initiative for this study. The unbanning of South Africa's major black political organisations shifted the focus ofthe public debate to negotiations on a democratic constitution. Regional issues, such as had been debated with substantial fervour in KwaZulu/Natal, became negligible when contrasted with the realisation that South Africa's two dominant political forces had agreed upon the necessity for a ceasefire. Until 1990, these two groups, namely the National Party (NP) and the African National Congress (ANC) had been engaged in a bitter and long-standing war. In using dictatorial political powers to suppress access by blacks, coloureds and Indians to universally accepted basic human rights, the NP committed acts of institutionalised violence, which led to increasing resistance amongst disenfranchised South Africans and unparalleled international ostracism. The ANC was not a passive victim ofthe policies of statutory racial segregation and had, since especially the rnid-1970s, embarked upon a strategy of armed resistance as part of its endeavours to focus the attention ofdecision-makers within South Africa and abroad on the plight of the disenfranchised majority. An agreement was reached to end armed hostilities shortly after the unbanning of the ANC, but it was clear that an ideological war would continue to be fought between the ANC and the NP well into the future. Central to the debate on determining fundamental conditions for inclusive participation in constitutional negotiations would be the issues of guarantees for minority rights; the relative roles of the state and the market in economic processes; and the degree to which policies aimed at redressing racially-based income inequalities need to be pursued by government. The intractable nature of differences of opinion on these issues, combined with the new focus on constitutional negotiations at national level, led to the discontinuance of the activities of the KwaZulu/Natal Indaba, which had sought a political compromise for the region amongst all representative groups. At the time, the author had been managing a socio-economic research unit within the Indaba's secretariat. Contact had been established earlier with an organization launched in Durban in February 1990 with the specific objective to encourage affirmative action policies, mainly amongst organisations in the private sector. This organisation, the National Economic Initiative (NEI), had its roots in the group of American-owned companies that had been signatories to the Sullivan code of employment practices.

A Researoh report submitted to the Faculty of Management, University of the Witwatersrand, in partial fulfillment of the requirements for the degree of Master of Management. / A product of the dynamic changes undergone by industry over the past number of years has been the diversification of the workforce. This is placing a formidable challenge before management, not only to maintain, but under the new conditions of globalisation, to improve Levels of productivity. The purpose of this exploratory study was to establish what actions management of the motor industry could take to manage this diverse workforce in order to ensure maximum productivity and motivation. The findings highlighted personal attributes of managers manager integrity, communication, equality and as being of overriding importance. In particular, upgrading of employee skills were the main requirements. In order to address those behavioural aspects, it is recognised that a fundamental change in corporate culture is required. In conclusion, and in line with the literature reviewed, to become effective in diversity management, an organisation must be prepared to undergo a long-term transition. / Andrew Chakane 2018

Thesis (M.M. (Finance & Investment)--University of the Witwatersrand, Faculty of Commerce, Law and Management, Wits Business School, 2016 / The study revisits the topic of post-acquisition performance of M&A in South Africa. Unlike preceding studies the emphasis was on target firms rather than acquiring firm and on operating performance rather than on share price reaction to M&A announcements. The study explores how operating performance is affected by BEE related M&A and non-BEE related M&A transactions. Operating performance is measured using EVA®. Economic Value Added (EVA®) reveals that target firms experienced a decline in post deal operating performance following an M&A transaction regardless of whether the M&A deal was motivated by BEE or not. The study also found that the decline in operating performance was larger for conventional (non-BEE) M&A transactions relative to BEE linked M&A transactions, though the decline was not statistically significant. Accounting based corporate performance measurement methods used to supplement the EVA® exhibit a marginal and insignificant increased in performance when the average five year post-acquisition returns are compared to the average five year pre-acquisition returns. Overall, the economic performance of target firms declined suggesting that target firms do not benefit significantly from the M&A. / GR2018

A research report submitted to the Faculty of Commerce, Law and Management, in partial fulfilment of the requirements of the Degree of Master of Management in Finance and Investments / The aim of this study is to determine if companies listed on the Johannesburg Stock Exchange that comply with Broad Based Black Economic Empowerment (“BBBEE”) policy exhibit abnormal operating financial performance. Whereas previous studies focused on the impact of BBBEE on shareholder wealth by measuring abnormal returns on share prices, this study focuses on the impact of BBBEE on operating financial performance of BBBEE companies. Further, previous studies have focused on just the ownership element of the scorecard; this study BEE considers all the elements of the scorecard by using BEE scores to measure compliance. BBBEE scores, which are used to determine compliance, are obtained from Empowerdex website as well as publications of the Financial Mail Top Empowered Companies (“TEC”) for the years 2004 to 2013. This study uses operating cash flows return as a proxy for operating financial performance. Industry adjusted cash flow returns are used to detect abnormal operating performance. The study uses a sample of 203 companies. The findings show that BBBEE compliant companies achieve a positive abnormal cash flow return of 2.31% over a 10 year period. Further, the findings show that the industry in which a company operates also influences whether or not a company benefits from BBBEE compliance. The study also reveals that BBBEE compliance mostly benefits companies during favourable economic periods as BBBEE companies achieve positive excess returns of 4.15% in the period prior to the economic crisis. Finally, the study reveals that the highest compliant firms are not necessarily the highest performers

Dissertation submitted in fulfilment of the requirements for the Degree: Masters in Psychology by Research, University of the Witwatersrand, Faculty of Humanities / This study explored the personal goals and motivation behind employment equity implementers working within this field and one or more of three broad areas namely: 1) Transformation, 2) Empowerment, and 3) Diversity. The study aimed to explore what it is (ultimately) that these individuals are working for and towards in their day to day lives and professional roles. Were they working towards bigger goals than just compliance with the Employment Equity Act and if so- what were these? Further, the study looked to explore the results of operating in an environment where there are very often competing goals and visions of success, with a final view to understanding what personal tactics and methods implementers deploy to cope and succeed in this context- should an environment of conflicting, competing or contradictory goals exist. The research methodology was a content analysis of in depth semi structured individual interviews. The analysis highlighted the varied views, end goals and conceptual understandings on part of implementers. In every case however a sense of duty or calling emerged which seemed to serve as the key motivator and source of resilience in trying and complex situations. The role constructions that participants undertook also varied and seemed to be linked to the initiatives they busied themselves with as well as their personal motivations in terms of their work. All interviewees experienced some degree of dissonance and or tension between their ultimate goals and views of the subject area from the organisations in which they worked, with different personal responses manifesting / MT2017