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Affirmative action versus discrimination in local government : Gauteng ProvinceMakgoba, Thupane Johannes 05 1900 (has links)
South Africa comes from an apartheid local government system that was structured to divide the citizens socially, economically, spatially and racially to ensure that only a small minority of South Africans benefited from the development and the resources of this country.
Since 1994 government departments have undergone a number of transformation processes. The Employment Equity Act 55 of 1998 and affirmative action became instrumental in ensuring racial and gender representation within the local government structures.
This study investigates the perceptions of racism, nepotism, fraud and other related problems which were perceived as a hindrance towards the effective implementation of affirmative action. The main findings of the study confirm that the implementation of affirmative action in municipalities is not effective due to lack of commitment from top management. It is anticipated that the implementation of Local Government Systems Amendment Act 7 of 2011, will enforce service delivery within municipalities. / Public Administration and Management / M. Tech. (Public Management)
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Managing employment equity in higher education in South AfricaKola, Malose Isaac 05 1900 (has links)
South African universities have embarked upon a wide range of initiatives to
foster and acclimatise to new social development needs of the society. A
significant area of change involved implementation of employment equity.
This study investigated the manner in which universities manage
employment equity.The composition of staff in higher education institutions
fails to reflect the demographic realities of South Africa.As a result, black
people and women are still severely under-represented, especially in senior
academic management positions. Universities are slowly, but steadily
redirecting their student bodies and staff to reflect the demographics of
South African society applying fragmented effort and piecemeal approach.
The “as is” statistical reports obtained from the Department of Labour were
used to substantiate the progress being made in the selected universities.
Quantitative research methods were employed to collect data. University of
Pretoria, University of Witwatersrand, and Free State University were
selected as the population and the academic managers (Heads of
Departments, Directors of Schools, and Deans of Faculties) as the sample
of the study.
The study finds that white males still dominate in the universities and white
females are adequately represented, particularly in the professional and
academic categories. The academic managers responded less positively on
retention strategies for academic staff, especially for the designated groups
and the functionality of employment equity awareness campaigns. The
study also outlined the success of employment equity factors that the
academic managers indicated, such as their loyalties to the institutions,
prospects of career development, and collegial relations.
The study recommended proficient leadership to drive the employment
equity process, development of employment equity strategy with
reasonable goals, diversity management, retention strategy, and vigorous
employment equity awareness. / Educational Leadership and Management / D. Ed. (Education Management)
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The laws regulating affirmative action in the workplace and its impact on covid-19 pandemicSkhosana, Zanele Mpho January 2022 (has links)
Thesis (LL.M. (Labour Law)) -- University of Limpopo, 2022 / The aim of this research is to determine the laws that regulate affirmative action in the
workplace and the impact Covid-19 has on affirmative action. This research focuses on
the history of affirmative action in South Africa and the United States of America. Both
countries have a similar history of discrimination and racial segregation. The United States
of America is one of the most progressive countries on the issue of affirmative action. The
comparison of South Africa with the United States of America will enhance the applicability
and effectiveness of affirmative action.
Past discrimination is a huge contributing factor to the imbalances and inequalities
experienced in the workplace. A measure in a form of affirmative action was established
to redress past injustices, however, there are many controversies around the topic and its
effectiveness. The Covid-19 pandemic has made matters worse in that many people have
been laid off, resulting in the retrenchments and the regress of affirmative action and its
purpose.
The findings of this research conclude that Covid-19 has negatively affected the process
of affirmative action. As such, employers during this trying time prefer only individuals who
are fully qualified and experienced as the employees have been reduced. As long as
affirmative action applies to individuals or a group of individuals with certain skin colour or
sex regardless of their past privileges this racial tension might never be relieved. In order
to effectively implement affirmative action, South Africa has to focus on the institutions that
cause the problem rather than dealing with the final results
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A legal analysis of the application of the broad-based black economic empowerment in the mining sector in South AfricaRalethe, Mojalefa Patrick January 2022 (has links)
Thesis (LLM. (Development and Management Law)) -- University of Limpopo, 2022 / The study looks into the phenomenon of Black Economic Empowerment in South Africa (B-BBEE) in the mining sector. The newly elected government in South Africa had to deal with the injustices of the past under the apartheid government and had to introduce programmes to help the Historically Disadvantaged South Africans and building the economy. For many years, the mining sector contributed to the South African economy; however, mining operations in South Africa have not given the Historically Disadvantaged South Africans opportunities to participate in the mining industries or partake in the mining sector. The introduction of the Broad-Based Black Economic Empowerment in South Africa aims to promote and provide better opportunities to the previously disadvantaged communities in South Africa. However, it has been reflected that there is a slow transformation in the mining industry and economic participation of the Historically Disadvantaged South Africans in South Africa. The study finds that broad-based black economic empowerment (B-BBEE) policies have had little developmental impact and were not properly implemented in the mining sector.
Keywords: Broad-Based Black Economic Empowerment, Affirmative Action, Empowerment and the Mining Sector in South Africa
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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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The application of affirmative action policies in the South African Correctional Services DepartmentMakgoba, Matsemela Johannes 06 1900 (has links)
attitudes amongst the members of different races towards the implementation of
affirmative action in the Correctional Services Department of South Africa. A
literature study on affirmative action was completed and thereafter a questionnaire
was developed. An emperical study was done by questionnaire on the determination of
perceptions and attitudes of members of the South African Correctional Services
Department towards the application of Affirmative Action policies.
serious problems if not correctly managed. It was established that the success in any
affirmative action strategy rests on the understanding and acceptance of cultural
diversity as manifested in perceptions and attitudes. Management information
systems needs to be effective and efficient at all times. Changing perceptions and
attitudes increased passion and job satisfaction.
Recommendations are made for further research on aspects highlighted by the
findings. / Penology / M.A. (Penology)
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The implementation of affirmative action policy within the Pretoria District of the South African Police ServiceHlongwane, Paulus 13 June 2013 (has links)
The primary aim of this study was to investigate the implementation of the affirmative action
policy within the Pretoria district of the South African Police Service. There is a need to
examine and understand how the SAPS remove unfair discrimination in recruitment and
selection processes in the implementation of affirmative action measures. Prior to 1994 the
South African Police Force was male dominated and racism was fully institutionalised. Black
people (Africans, Indians and coloureds), women and disabled people were marginalised and
denied appropriate employment and advancement opportunities. The focus of the study was
to identify challenges or problems encountered by the SAPS during the implementation of
affirmative action policy; propose the strategies through which the SAPS can address
discrimination in personnel staffing processes; and to assess and describe the criteria utilised
by the SAPS in identifying the beneficiaries of affirmative action. The study includes the
survey of international and national literature on the implementation of affirmative action.
The study was conducted at 35 police stations within the district of Pretoria. The survey
questionnaires were distributed to the respondents whereby three hundred and seventy (370)
returned completed questionnaires, meeting the required sample figures. The respondents
were selected by using a quota sampling. Qualitative research methodology was utilised in
the interpretation and analysis of data. In addition, data was also collected through the
documentary study.
The major findings of this study illustrated that job requirements and responsibilities are
seldom adjusted to accommodate disabled people. The communication of affirmative action
policy is seen by respondents as being problematic. Respondents believe that affirmative
action discriminates against certain groups within the disadvantaged groups. The research has
divulged that the usage of interviews and involvement of supervisors in interview panels
would minimise unfair discrimination in the allocation of promotional positions. Diversity
management is not fully implemented to support affirmative action. People of all races are
not employed to positions on the basis of their qualifications, experience and competencies as
they deserve. The SAPS does not consider academic qualifications as criterion in the
allocation of promotions. / Public Administration & Management / M. Admin. (Public Administration)
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A delicate balance : equality, non-discrimination and affirmative action in Namibian constitutional law, as compared to South African and U.S. constitutional lawCassidy, Elizabeth Ann Kandravy 12 1900 (has links)
Thesis (LLM)--University of Stellenbosch, 2002. / ENGLISH ABSTRACT: This thesis examines the constitutional law of equality, non-discrimination and
affirmative action in Namibia, and compares it to that of South Africa and the United
States. Namibian judicial interpretation in these areas seeks to balance the need to
safeguard the internationally recognized human rights that the Namibian Constitution
guarantees with the need to ensure that Namibian constitutional law is seen as
grounded in Namibia's historical experience and culture. This latter imperative
derives from the Namibian Constitution's origins in an international negotiation
process, which has led to some popular criticism of the Constitution as foreign and
imposed. As a result, Namibian courts have been careful to ensure that reliance on
foreign precedent (where there is no local authority) does not diminish the
Constitution's unique character and its suitability to the Namibian situation. To that
end, the Namibian courts have given great weight to the role of current Namibian
societal values in constitutional interpretation. In the areas of equality, nondiscrimination
and affirmative action, Namibian courts have generally followed the
South African approach, except with respect to discrimination on the basis of sexual
orientation. The author concludes that the adoption of the South African approach
generally makes sense for Namibia, and specifically criticizes the Namibian courts'
approach to sexual orientation discrimination.
The statutes enacted in Namibia to carry out the Constitution's equality and nondiscrimination
guarantees, including in the area of affirmative action, are also
considered. While these statutes have not yet been subject to judicial interpretation, it
seems likely that future cases presenting issues arising under these statutes will
necessitate the same balancing referred to above.
The thesis begins with an overview of each Constitution's textual treatment of
equality, non-discrimination and affirmative action, and a discussion comparing the
background and basic structure of the three Constitutions. It then focuses on the
judicial and legislative interpretation of the concepts of equality and nondiscrimination
in Namibia, as compared to that in South Africa and the US.
Following that, the author discusses the judicial and legislative interpretation of the
concept of affirmative action in Namibia, also as compared to that in South Africa and
the United States. The thesis ends with the author's conclusions and some predictions
as to how the Namibian courts might rule on certain issues that seem likely to arise in
these areas in the future. / LLM Tesis deur Elizabeth Kandravy Cassidy, '''n Delikate Balans: Gelykheid,
nie-diskrimnasie en gelykberegtiging in Namibiese staatsreg - 'n vergelykende
studie met Suid-Afrikaanse en Amerikaanse Staatsreg" (2002)
Hierdie tesis ondersoek die staatsregtelike beskerming van gelykheid, niediskriminasie
en gelykberegtiging in Namibië in 'n regsvergelykende studie van Suid-
Afrikaanse en Amerikaanse staatsreg. Namibiese geregtelike interpretasie op hierdie
gebied poog om 'n balans te handhaaf tussen die behoefte om internasionaal erkende
menseregte deur die Namibiese grondwet te waarborg en die behoefte om te verseker
dat die grondslag van die Namibiese staatsreg soos gevestig in sy geskiedenis en
kultuur behoue bly. Laasgenoemde beweegrede spruit voort uit die feit dat die
Namibiese grondwet sy oorsprong te danke het aan 'n internasionale
onderhandelingsproses, wat gelei het tot die algemene siening dat die grondwet
vreemd is en nie uit eie geledere afgedwing word nie. Gevolglik steun die Namibiese
howe met omsigtigheid op buitelandse presedente (waar daar geen plaaslike gesag is
nie) met die oog op behoud van die grondwet se unieke karakter en gepastheid binne
die Namibiese konteks. Met hierdie doel voor oë, plaas die Namibiese howe in
grondwetlike interpretasie, groter klem op die rol van kontemporêre
gemeenskapswaardes in Namibië. Op die gebied van gelykheid, nie-diskriminasie en
gelykberegtiging volg die Namibiese howe oor die algemeen die Suid-Afrikaanse
benadering, behalwe in die geval van diskriminasie op grond van seksuele oriëntasie.
Die skrywer kom tot die gevolgtrekking dat die toepassing van die Suid-Afrikaanse
benadering in die algemeen sinvol is binne die Namibiese konteks and kritiseer die
Namibiese howe se benadering tot diskriminasie op grond van seksuele orientasie.
Die wetgewing wat in Namibië uitgevaardig is om die grondwetlik gewaarborgde
gelykheid en nie-diskriminasie, insluitend gelykberegtiging te verseker word ook
ondersoek. Alhoewel hierdie wetgewing nog nie aan geregtelike interpretasie
onderwerp is nie, blyk dit dat toekomstige uitsprake waar die wetgewing ter sprake
kom ook die balansering van hierdie belange sal noodsaak.
Die tesis begin met 'n oorsigtelike bespreking van die benadering tot gelykheid, niediskriminasie
en gelykberegtiging van die onderskeie grondwette en 'n
regsvergelykende bespreking van die agtergrond en basiese struktuur van die drie
grondwette. Vervolgens fokus die tesis op die geregtelike interpretasie van die
beginsels van gelykheid en nie-diskriminasie in Namibië, in vergelyking met Suid-
Afrika en die Verenigde State. Daarna bepreek die skrywer die geregtelike en
wetgewende interpretasie van die beginsel van gelykgeregtiging in Namibië, ook in 'n
regsvergelyking met die Suid-Afrikaanse en Amerikaanse posisie. Die tesis sluit af
met die skrywer se gevolgtrekkings en 'n paar voorspellings oor die moontlike
benadering wat die Namibiese howe in die toekoms sal volg tot sekere regskwessies
wat in hierdie vakgebied kan voorkom.
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An evaluation of the implementation of affirmative action : a case study, Department of the Premier, KwaZulu-NatalDlamini, Christophine Nombuso 12 1900 (has links)
Thesis (MPA)--Stellenbosch University, 2001. / This research aims to evaluate the implementation of the affirmative action policy
in the KwaZulu-Natal Provincial Administration and the department of the
Premier has been selected for this purpose. The researcher was motivated by the
desire to establish how Employment Equity Act, Act 55 of 1998 is implemented
in the department of the Premier. The researcher is of the opinion that this
department remains predominantly white and male staffed and therefore, has not
complied with the desires, aspirations and the spirit of the new democratic South
Africa.
The purpose of the study is therefore to determine whether the department of the
Premier in KwaZulu-Natal is predominantly white and male and whether there is
any significant move towards normalising the situation in terms of our new
legislation. A desk study, based on personnel records was used to qualify the
gender and race disparities. A combination of a literature study and a structured
interview survey methodology was used to determine the practice implications of
the policy.
Data was collected through a questionnaire that was distributed to all strata of the
department in order to determine how affirmative action was perceived and
understood by employees. This would determine whether they utilize the
opportunity to improve themselves by applying for senior positions that are
advertised in the department of the Premier as well as other departments in the
provrnce.
The research found that although the department has embarked on a programme
of affirmative action, a number of issues still need to be addressed before it can
be successfully implemented. These included:
no affirmative action policy document for the department as an
independent entity has been formulated to cater for its unique needs.
no affirmative action strategy exists to address fears and concerns of
top management, especially white managers, who seem to dominate
the upper stratum of the department.
no communication strategy to ensure that information on affirmative
action filters down to all strata of the department. no proper monitoring mechanism in place that will enable the
department to pick up mistakes and rectify' them timeously before
damage is done.
The researcher arrived at the conclusion that embarking on affirmative action
means more than opening up access and promoting a few individuals merely on
grounds of affirmative action. If affirmative action is accepted as a means of
redressing past discrimination, then it is important for all employees of the
department to work towards the achievement of this goal.
The research assignment is also aimed at ensuring that employees in the
department of the Premier in particular and other KwaZulu-Natal provincial
departments in general, are a reflection of the demographics of the society they
serve. It is further important to say that we form a customer friendly public
service.
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Assessing reasons for non-compliance to the requirements of the Employment Equity Act no. 55 of 1998 : case study of the dietetics department within Tygerberg HospitalBekwa, Noluvuyo Margaret 12 1900 (has links)
Thesis (MPA)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: The relevance of employment equity has been widely debated. This study is of the view that affirmative action is the core factor in realising compliance to and implementation of employment equity. The study was aimed at investigating why Tygerberg Hospital has not complied with the implementation of the Employment Equity Act (EEA) No 55 of 1998 specifically with regards to the field of Dietetics.
Research questions have been formulated, relying on literature which includes guiding legislation and policies.
Recruitment and selection processes applicable to the dietetic department were analysed and linked with the consulted literature. Role of transformation in transforming the institution was part of the study to ascertain the scope of transformation in managing diversity within Tygerberg Hospital. A combination of data collection tools was used in the study, including interviews and questionnaires to better understand the underlying reasons of non-compliance.
The fundamental findings of the study showed that even though policies and legislation had been formulated, there are underlying issues to be addressed by the institution, such as language barriers and personal perceptions of the institution which could subsequently be improved through effective diversity management strategies.
It is recommended that the institution will have to come up with a short-term, measurable plan to ensure compliance such as an institutional employment equity plan, appointment of a transformational officer who will focus on managing the institutional diversity management, and an internal capacity building unit to carry out institutional training and development as opposed to the current system.
To ensure monitoring and evaluation compliance on employment equity, it is recommended that the responsibility be linked to the performance plan of the senior managers as well as the line manager of the dietetic department. By so doing failure to comply will result in a poor performance assessment outcome of the delegated authority, compliance enforced through departmental disciplinary procedures. / AFRIKAANSE OPSOMMING: Die toepaslikheid van billike indiensneming is al wyd gedebatteer. Hierdie studie is die mening toegedaan dat regstellende aksie die kern faktor is om nakoming van en die implementering van billike indiensneming te bereik. Die studie was daarop gemik om ondersoek in te stel waarom Tygerberg Hospitaal nie voldoen het aan die implementering van die Indiensneming Gelykheids Wet No 55 van 1998 nie, spesifiek met betrekking tot die veld van Dieetkunde. Vrae in die navorsing was geformuleer, gebasseer op literature wat rigtinggewende wetgewing en beleid insluit.
Werwing en seleksie prosesse van toepassing in die Dieetkunde Departement was ontleed en gekoppel aan die toepaslike literatuur. Die rol van transformasie in die transformering van die inrigting het deel uitgemaak van die studie om die omvang van transformasie te bepaal, rakende die bestuur van diversiteit binne Tygerberg Hospitaal. ‘n Kombinasie van data versameling metodes was in die studie gebruik. Dit het onderhoude en vraelyste ingesluit om die onderliggende redes vir nie-nakoming te verstaan. Die fundamentele bevindinge van die studie het getoon dat ongeag die feit dat beleid en wetgewing geformuleer was, daar onderliggende aspekte was wat by die inrigting aangespreek moet word, soos taal-hindernisse en persoonlike persepsie oor die inrigting en wat gevolglik verbeter kan word by wyse van ‘n effektiewe uiteenlopende bestuursstrategie.
Dit word aanbeveel dat die inrigting navore moet kom met ‘n kort-termyn en meetbare plan ter versekering van ‘n institusionele billikheidsindiensneming plan, die indiensneming van ‘n Transformasie Beampte wat sal fokus op bestuur van die inrigting se diversiteit en ‘n interne eenheid om die vermoë van die inrigting se opleiding en ontwikkeling uit te voer in teenstelling met die huidige sisteem.
Om monitoring en evaluasie van billike indiensneming te verseker, word dit aanbeveel dat dié verantwoordelikheid gekoppel word aan die werkverrigtingsplan van Senior Bestuurders asook dié van Lynbestuurders van die Dieetkundige Departement. Mislukking om hieraan te voldoen sal lei tot ‘n swak werkverrigting evaluering resultaat van die aangewese outoriteit. Voldoening hieraan sal afgedwing moet word deur departementele dissiplinêre prosedures.
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