<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>

Health Studies / M.A. (Health Studies)

Thesis (MTech (Construction Management))--Cape Peninsula University of Technology, 2005 / The study investigates the effectiveness of the Public Works Affirmative Procurement Policy in the Republic of South Africa, and the research being conducted in the Western Province. It is the intention of the researcher to determine the role of the public sector, and to determine if government's efforts to implement the policy of procurement have been successful. The aim of the Affirmative Procurement Policy was primarily to promote Affirmable Business Enterprises (ABE's i.e. small medium and micro enterprises which is owned mainly by previously disadvantaged communities or PDI's). The need to transform the public sector procurement system as current policies and procedures clearly favour large and established enterprises. In 1996 the State Tender Board approved the decision that the Department of Public Works implement the policy of APP, in all its construction projects. International models of procurement were explored, so to compare that with the current South African situation. Surveys conducted throughout the research targeted mainly previously disadvantaged individuals, in order to establish the ambiguity of the system. The countries discriminatory past laws contributed largely to the backlog of service delivery and to widespread impoverishment. Due to lack of resources, finance and skills training growth in the emerging sector hinders progress as contractors encounter numerous problems facing the industry. The introduction of the lO-point plan approved by Cabinet as a measure to achieve this goal was not fully successful as some provinces only implemented it partially whilst others have systems in place that differ from the proposal detailed in the plan. The implementation of affrrrnative procurement, which would ensure participation of, targeted groups would consequently address the development of SMME's, increase the volume of work and generate income among the marginalized sector of society.

Thesis (MTech (Human Resource Management))--Cape Technikon, 1996. / Labour relations in South Africa is directly influenced by affirmative action in the work place, creating potential labour relations opportunities and threats within organisations. An investigation was done to ascertain the influence of affirmative action on labour relations. A comparative study of employer and trade union perceptions indicated a marked consensus between the two parties. The differences between the parties can be addressed by collective bargaining. A theoretical framework was developed, which demonstrated that worker participation and joint decision-making on affirmative action programmes should be regarded as essential for the success of these programmes. Shortcomings in current affirmative action programmes emanate from unilateral decision-making by management. A lack of legitimacy in affirmative action programmes results from non-consultation with trade unions. This has a detrimental effect on the credibility of affirmative action programmes and as a result no real employee development occurs. The labour relations climate is thus impaired. The research methodology included interviews (conducted with a number of academics, human resource managers and trade unionists) and postal questionnaires, which were completed by 231 managers (human resource and line managers) in both private and public organisations in the Western Cape.

Thesis (MTech (Construction Management))--Cape Peninsula University of Technology, 2005. / A preliminary review of the existing public sector delivery towards sustainable employment and human resource development shows that the nature of contract awards in South Africa tends to favour more established and large enterprises. There was a need to transform the public sector procurement to respond to the changing needs of the new era in South Africa. The emergence of the affirmative procurement policy, has found a procurement environment, which does not seem to have the ability of taking the thrust of the affirmative procurement policy. Therefore there is a need to establish a system, which will provide a procurement regime, which will meet the objectives of the affirmative procurement policy. The purpose of this study is to look at the impact of the implementation of affirmative procurement policy in pre-tender stage on affirmable business enterprises within the state tender board procedures in South Africa. Implementation requires deliberate identification and removing of the structural and behavioural obstructions to change. The evidence emanating from the data obtained in the preface of the dissertation indicates very strongly that there is gap between the procurement rules of the state tender board and the developmental policies of the public sector. These findings raised concerns about the process of implementation whether will it benefit and also serve the purpose to the stakeholders such as targeted groups and small medium and micro enterprises.

M.Com. (Labour Relations) / This study focuses on the affirmative action debate in South Africa as it manifests firstly in current and possible practices, and secondly expectations of legislation in the future. The reasoning behind the study is that it is imperative to do a study on this, one of the most controversial subjects currently under debate in South Africa, while so many companies are in the process of implementing systems of affirmative action. An overview of affirmative action legislation in other countries of the world were presented. These systems form the core of any debate on the subject of affirmative action in South Africa. The South African debate, as well as present systems and support for affirmative action legislation were investigated. An analysis of the present problems facing the black education system in South Africa and the initiatives to overcome these problems were given. A probable model of affirmative action legislation that the ANC and some other black political parties would most probably support was then given, based on the foregoing study. The conclusions drawn from the results obtained after the study, was that the black political parties and groupings that support the ideals of the ANC support a 60 percent quota-system. Most companies in South Africa have either already implemented an affirmative action or equal opportunities policy, or are in the process of adopting such a policy. In many cases the reasons for adopting such policies seem to be the expectation of future legislation that would force them to adopt radical affirmative action policies. The expectations of the black community, in terms of affirmative action legislation, also seem to be extremely high. This puts much pressure on both companies and black political parties to support and implement affirmative action.

M.Comm. / South Africa is in transition. Changes are taking place on the political, social and economic fronts at an increasingly rapid pace. Past practices and wisdom are being openly challenged. Enterprise/Corporate managers today are deeply concerned with two major dilemma. Firstly to fully mobilise the energy of the organisation's human resources toward achievement of the organisation's performance objectives. Secondly to organise the work, the work environment, the communication systems, and the relationships of people. To resolve this dilemma in our rapidly changing environment, new organisation fon-ns must be developed. More effective goal setting and planning processes must be learned. Practised teams of interdependent people must spend real time improving their methods of working, decision-making and communicating. Competing or conflicting groups must move towards a collaborative way of work. In order for these changes to occur and be maintained, a planned, managed change effort is necessary - a program of affirmative action. This dissertation is about affirmative action in employment, and the development of people in organisations. These two concepts overlap in the sense that affirmative action is (or should be) about the development of black people and women but not at the expense of competent white men who are already part of an organisation.

The South African public service has been undergoing fundamental transformation since 1994. The new government has had to build a democratic, inclusive and responsive public sector to the extent that the last two decades have witnessed the most dramatic shifts in public reform. After 1994, the public sector had to be transformed so that it could be representative of the nation’s racial composition, caters for the needs of all citizens irrespective of their racial, ethnic, gender, sexual persuasion and orientation. The government agenda of reconstructing and developing a democratic state depends on the willingness, capabilities and patriotism of the public service. As part of its transformation agenda, the government had to introduce policies that were focusing on promoting affirmative action and employment equity. Through this policy and other related employment equity measures, the South African public sector had to be transformed in terms of racial and gender representivity. This study assesses and evaluates whether the policies and legislation that were geared towards the transformation and democratization of public sector have yielded positive or negative results. By way of a literature review and comparative analysis, this study examines the objectives of affirmative action and analyses the approaches that have been taken since the adoption of this policy in the workplace. It looks at public sector and argues that there are still flaws relating to the implementation of affirmative action in public sector. The extent to which affirmative action programs attempt to implement affirmative action differs if South Africa and the United States of America can be taken as examples. The study considers some of the challenges faced by the new South African government in transforming public sector and interrogates the courts’ application and interpretation of affirmative action legislation. It concludes with recommendations that could be put in place in order to position affirmative action policies in line with the objectives of the South African Constitution, labour laws and American approach where the policy was adopted from.

M.Comm. / Black Advancement and Affirmative Action are concepts which became identified with endeavours in South Africa to increase the participation of black people in business and the mainstream economy. In recent years, a more all-encompassing construct, combining the objective and attributes of both Black Advancement and Affirmative Action, has gained popularity. This new construct is Black Economic Empowerment. Black Economic Empowerment is a concept, which is broadly accepted in principle, but is still controversial in its meaning and practice. This report looks at the commonly, agreed and understood meaning of Black Economic Empowerment. It also examines the role that the government, private sector and labour unions have played and will play in the empowerment process. The parallels between the Afrikaner empowerment in the fifties and sixties and Black Economic Empowerment and the similarities between Malaysia's empowerment initiatives and South Africa's current situation are examined as an example that encourages the need for Black Economic Empowerment. The study will also look into the need for Affirmative Action, the state of Black Business and its historical development and its contribution to Black Empowerment. The successes of Black Economic Empowerment are contrasted against the failures, while the report examines the criticisms levelled against Black Economic Empowerment as well as the perception that such a process is open to manipulation. The findings of the study concluded that Black Economic Empowerment is essential to the economic development of Black people. The responsibility is all encompassing, yet government must be seen to act as the facilitator of the process.

M.Com. (Business Management) / Affirmative action is extremely topical in South Africa today, not only in terms of business principles but among individuals and communities as well. Since the establishment in the late 1850's of the South African Railways and Harbours and it's eventual change to the present-day Transnet, a "white" culture was constantly being established. For the past number of years Transnet is engaged in bringing about a culture change to transform the company into an equal opportunity company. The purpose of this study is to describe the the full meaning of affirmative action in Transnet and to put the importance of such action for both the Company and it's employees into perspective. The methods used by Transnet to apply affirmative action with the least possible resistance and interruption of business are also discussed. In Transnet affirmative action is part of a process known as the tum strategy. Through a personal interview with the Group General Manager (Human Resources) of Transnet the origin and implementation of the turn strategy is explained. The tum strategy consists of thirteen substrategies that must be completed before the exercise can be called a success. The success of the turn strategy could rest on the evaluation and monitoring of the results of the substrategies. A spirit of co-operation between Management and organised labour was achieved by involving both parties as members of the Turn Strategy Council. The Turn Strategy Council is responsible, inter alia. for monitoring the turn strategy. In conclusion specific findings and recommendations are made. Although it may be necessary to make adjustments to suit local circumstances, the value of the study is in the opportunity it affords other companies/organisations to use Transnet's model to implement affirmative action.