Retention of key employees is becoming an increasingly important challenge faced by many organisations. With every employee that leaves the company, cost of recruitment and appointment, as well as training and development cost subsequent to that, are lost. The situation is aggravated by the fact that it is usually the higher performing employee who is more mobile from a career point of view, or the employee who has completed his/her training and who is more marketable, that is lost to the organisation. To effectively retain workers, employers must know which factors motivate their employees to stay on and which factors cause them to leave. The general research objective was to determine variables that influence the retention of designated employees within a platinum mine. A qualitative research design was used. Twenty four designated employees were selected randomly from the following occupations in the mining career path, namely Crew Captain in training, Crew Captain, Learner Official and Shift Supervisor. A qualitative measuring instrument, based on the phenomenological paradigm, was used to determine employees' perceptions of retention of designated employees. Content analysis was used to analyse, quantify, and interpret the research data. The results indicated that designated employees are poached by competitor companies; that designated employees leave for better payment or benefits; that they value opportunities for growth and development; that the Crew Captain title, job content and job category cause employees to be unhappy; that designated employees leave after receiving training and development; that they do not feel valued or listened to; that they are unhappy with accommodation benefits and the bonus system; that they are managed by fear; that job security makes designated employees to stay; that they leave due to poor benefits; that they are in general dissatisfied with the company; that work and safety conditions are good; that designated employees experience a lot of work pressure; that they value family responsibility; that designated employees with limited education stay; and that they experience racial discrimination. Recommendations for future research are also made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

Retention of key employees is becoming an increasingly important challenge faced by many organisations. With every employee that leaves the company, cost of recruitment and appointment, as well as training and development cost subsequent to that, are lost. The situation is aggravated by the fact that it is usually the higher performing employee who is more mobile from a career point of view, or the employee who has completed his/her training and who is more marketable, that is lost to the organisation. To effectively retain workers, employers must know which factors motivate their employees to stay on and which factors cause them to leave. The general research objective was to determine variables that influence the retention of designated employees within a platinum mine. A qualitative research design was used. Twenty four designated employees were selected randomly from the following occupations in the mining career path, namely Crew Captain in training, Crew Captain, Learner Official and Shift Supervisor. A qualitative measuring instrument, based on the phenomenological paradigm, was used to determine employees' perceptions of retention of designated employees. Content analysis was used to analyse, quantify, and interpret the research data. The results indicated that designated employees are poached by competitor companies; that designated employees leave for better payment or benefits; that they value opportunities for growth and development; that the Crew Captain title, job content and job category cause employees to be unhappy; that designated employees leave after receiving training and development; that they do not feel valued or listened to; that they are unhappy with accommodation benefits and the bonus system; that they are managed by fear; that job security makes designated employees to stay; that they leave due to poor benefits; that they are in general dissatisfied with the company; that work and safety conditions are good; that designated employees experience a lot of work pressure; that they value family responsibility; that designated employees with limited education stay; and that they experience racial discrimination. Recommendations for future research are also made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

The Black Economic Empowerment Act of 2003 is a tool used to redress the injustice of the past and ensure full economic participation of groups that where disadvantaged in the past. The main stream economy includes the fast–track of employment equity, ownership, skills development, preferential procurement, enterprise development, and socio–economic development. BEE is an inclusive and logical political process that is based on the national transformation programme of the country, for an example, the Reconstruction and Development Programme (RDP). Its purpose was to modify and change the inequalities of the past with transference of management, ownership and the control of economic and financial resources of South Africa to the majority of its citizens. The RDP sought to bring about full economic participation by the historically disadvantaged to accomplish prosperity and development that is sustainable. Public sector procurement is used by government as a mechanism to achieve certain broader policy objectives such as BEE, local economic development of small and medium sized business, skills transfer and job creation. The BEE programme was implemented in 2003. However, there are problems with the implementation of the programme. The theory (legislation) includes the Code of Good Practice, Sector Scorecards, and Public Sector Procurement Guidelines which span effective implementation of the BEE programme. According to the respondents, the major problem with the successful implementation of BEE, are the corrupt public officials who interfere with the process. The government officials responsible for the implementation of BEE practice nepotism and bribery on an extremely large scale. Moreover, political interference plays a major role in the lack/poor implementation of BEE. BEE compliance in the District of Dr Kenneth Kaunda Department of Education is extremely corrupt with many of the essential supply of goods and services being compromised. In this study to tackle the research topic both qualitative and quantitative research methods were used thus termed mixed method research. With mixed method research the researcher was able to use semi-structured interviews and questionnaires. / M Development and Management, North-West University, Potchefstroom Campus, 2015

The Black Economic Empowerment Act of 2003 is a tool used to redress the injustice of the past and ensure full economic participation of groups that where disadvantaged in the past. The main stream economy includes the fast–track of employment equity, ownership, skills development, preferential procurement, enterprise development, and socio–economic development. BEE is an inclusive and logical political process that is based on the national transformation programme of the country, for an example, the Reconstruction and Development Programme (RDP). Its purpose was to modify and change the inequalities of the past with transference of management, ownership and the control of economic and financial resources of South Africa to the majority of its citizens. The RDP sought to bring about full economic participation by the historically disadvantaged to accomplish prosperity and development that is sustainable. Public sector procurement is used by government as a mechanism to achieve certain broader policy objectives such as BEE, local economic development of small and medium sized business, skills transfer and job creation. The BEE programme was implemented in 2003. However, there are problems with the implementation of the programme. The theory (legislation) includes the Code of Good Practice, Sector Scorecards, and Public Sector Procurement Guidelines which span effective implementation of the BEE programme. According to the respondents, the major problem with the successful implementation of BEE, are the corrupt public officials who interfere with the process. The government officials responsible for the implementation of BEE practice nepotism and bribery on an extremely large scale. Moreover, political interference plays a major role in the lack/poor implementation of BEE. BEE compliance in the District of Dr Kenneth Kaunda Department of Education is extremely corrupt with many of the essential supply of goods and services being compromised. In this study to tackle the research topic both qualitative and quantitative research methods were used thus termed mixed method research. With mixed method research the researcher was able to use semi-structured interviews and questionnaires. / M Development and Management, North-West University, Potchefstroom Campus, 2015

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

South Africa's business environment is changing dramatically. Companies are continuously placed under pressure to reform. Government introduced clear guidelines in the form of transformation strategies to assist companies in moving towards a more democratic, non-racial and fully representative organisational structure. The two major strategies are coined Black Economic Empowerment and Affirmative Action. The aim of the strategies is to empower and uplift the previously disadvantaged communities of the Apartheid era. These communities include black people; who consist of Africans, Coloureds and Indians; women and disabled individuals. However, these strategies are perceived with mixed emotions. A sense of negativity is evident within the attitudes of all race groups. This may give rise to a new problem in the workplace: pessimism. Pessimism is associated with undesirable characteristics such as external, unstable and specific explanations for bad things and has emotional links to depression. Pessimists view problems as long lasting and inescapable, and tend to blame all misfortunes on their own ineptness and incompetence. On the other hand, optimism is associated with characteristics such as positive mood and good morale, happiness, perseverance and effective problem solving, achievement and health and even a long life and freedom from trauma. It is characterised by internal, stable and global explanations for bad things. A cross-sectional design with an availability sample (N 68) of junior and middle management workers working in a multinational industry was used. Nonprobability purposive sampling was applied in the selection of the study population. The results indicated that males experience more dispositional pessimism than women. Black employees also experienced more dispositional pessimism and optimism than white employees, and employees who attended Affirmative Action induction programmes displayed higher levels of optimism than those who have not attended such programmes. If the tendency towards pessimism increases the result may have devastating effects on the organisation as a whole. It is possible that performance will decline and organisational targets will not be reached. To address these issues organisations may need to change their structural planning in order to utilise males more productively, and to enhance a sense of empowerment. Companies should formulate clear goals with regard to what they want to gain from Affirmative Action programmes. Programmes should also be constantly revised and continuing evaluations must be carried out in order to track the effect of the programmes on the workforce. Recommendations were made for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

South Africa's business environment is changing dramatically. Companies are continuously placed under pressure to reform. Government introduced clear guidelines in the form of transformation strategies to assist companies in moving towards a more democratic, non-racial and fully representative organisational structure. The two major strategies are coined Black Economic Empowerment and Affirmative Action. The aim of the strategies is to empower and uplift the previously disadvantaged communities of the Apartheid era. These communities include black people; who consist of Africans, Coloureds and Indians; women and disabled individuals. However, these strategies are perceived with mixed emotions. A sense of negativity is evident within the attitudes of all race groups. This may give rise to a new problem in the workplace: pessimism. Pessimism is associated with undesirable characteristics such as external, unstable and specific explanations for bad things and has emotional links to depression. Pessimists view problems as long lasting and inescapable, and tend to blame all misfortunes on their own ineptness and incompetence. On the other hand, optimism is associated with characteristics such as positive mood and good morale, happiness, perseverance and effective problem solving, achievement and health and even a long life and freedom from trauma. It is characterised by internal, stable and global explanations for bad things. A cross-sectional design with an availability sample (N 68) of junior and middle management workers working in a multinational industry was used. Nonprobability purposive sampling was applied in the selection of the study population. The results indicated that males experience more dispositional pessimism than women. Black employees also experienced more dispositional pessimism and optimism than white employees, and employees who attended Affirmative Action induction programmes displayed higher levels of optimism than those who have not attended such programmes. If the tendency towards pessimism increases the result may have devastating effects on the organisation as a whole. It is possible that performance will decline and organisational targets will not be reached. To address these issues organisations may need to change their structural planning in order to utilise males more productively, and to enhance a sense of empowerment. Companies should formulate clear goals with regard to what they want to gain from Affirmative Action programmes. Programmes should also be constantly revised and continuing evaluations must be carried out in order to track the effect of the programmes on the workforce. Recommendations were made for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Thesis (MPhil)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: This case study examines the implications of globalisation for business-government relations in South Africa since 1990. The study proposes that business, bolstered by globalisation, is increasingly gaining influence in the policy process of South Africa. The unfolding era of neo-liberalism has ushered in an enormous surge in the power of capital and a decline in the organization and influence of labour. This surge in relative power has allowed the South African business community, to impose its own discipline on government and to narrow the sphere of public decisions. Fear ofloss of competitiveness, in attracting capital, both domestic and international, has forced government to make their policies increasingly capital-friendly rather than responding to popular will or broad social interest. The study establishes the features of globalisation and South Africa's position within this process through an analysis of the relationship between the ANC and business that developed in South Africa between 1990 and 1994, and later facilitated the ANC's acceptance of a neo-liberal macroeconomic strategy in 1996. By analysing; firstly, the influence of business within the policy-making process since 1996, and secondly, the influence of business in the outcomes of government's black economic empowerment strategy, the study shows that business has attempted to optimise its position vis-a-vis the currents of globalisation. The study concludes that the working partnership between business and government, established in terms of the BEE strategy is based on the mutual need of each other, as both government and business face the brutal capriciousness of foreign investment, the major challenge posed by globalisation. The South African business community is however in a unique position with respect to South Africa's ongoing transformation. Within the post-apartheid context, and South Africa's reconfigured power equation between government and business, globalisation would appear to give corporate South Africa added leverage over its rival social partners in the tug-of-war over the terms of development. / AFRIKAANSE OPSOMMING: Hierdie gevalle-studie bestudeer die implikasies van globalisasie vir besigheidregering verhoudings in Suid-Afrika vanaf 1990. Die studie stel voor dat besigheid, aangehelp deur globalisasie, toenemend invloed verkry in die beleidsproses in Suid- Afrika. Die nuwe era van neo-liberalisme het 'n groot toevloei in die mag van kapitaal binne gesien en 'n afname in die organisasie en invloed van arbeid. Die beweging van relatiewe mag het die Suid-Afrikaanse besigheids-gemeenskap toegelaat om sy eie dissipline op die regering op te lê, en om die sfeer van openbare besluite te vernou. Die vrees van verlies van mededinging in die aantrekking van kapitaal, beide plaaslik en internasionaal, het die regering gedwing om hul beleide toenemend kapitaalvriendelik te maak, eerder as om te reageer op populêre wilskrag of breë sosiale belang. Die studie bevestig die kenmerke van globalisasie sowel as Suid-Afrika se posisie in hierdie proses. Dit word bepaal deur 'n analise van die verhouding tussen die ANC en ondernemings wat tussen 1990 en 1994 in Suid-Afrika ontwikkel het en later deur die ANC se aanvaarding van 'n neo-liberale makro-ekonomies strategie in 1996, gefasiliteer is. Deur eerste die invloed van besigheid binne die beleidmakings-proses vanaf 1996 te analiseer en tweedens te kyk na die invloed van besigheid in die uitkoms van die regering se swart ekonomiese bemagtings strategie (BEE) wys die studie dat besigheid probeer het om sy posisie deur die vloei van globalisasie te optimiseer. Die studie sluit af met die erkende vennootskap tussen besighede en die regering. Hierdie vernootskap is gevestig op die terme van die BEE strategie, wat gebasseer is op wedersydse belang, want beide die regering en besighede staar die brutale wispelturigheid van buitelandse belegging in die gesig. Hierdie groot uitdaging word deur globalisasie voortgebring. Die Suid-Afrikaanse besigheidsgemeentskap is in 'n unieke posisie, in die sin van Suid-Afrika se voortgaande transformasie. Binne die post-apartheid konteks en Suid-Afrika se hergestruktueerde mags verhouding tussen die regering en besighede, wil dit voorkom asof globalisasie die besigheids-sfeer van Suid-Afrika 'n toename van mag oor sy mededingende sosiale vennote te gee, in die konflik oor die terme van ontwikkeling.

Thesis (MPhil) -- University of Stellenbosch, 2004 / ENGLISH ABSTRACT: After 1994, the year in which the first democratic election in the country was held and which placed South Africa irrevocably on the road to the creation of a new society, many institutions had to change to adapt to the new circumstances. All government and private institutions were compelled to adhere to transformation requirements. This study investigates the damage to blacks in the period before 1994, as well as the legal instruments and other regulations of the new government to assist black empowerment, with a view to creating a more equal society. The transformation of media institutions is a subject which, up to now, has not yet been researched thoroughly. This study was undertaken to establish the progress that has been made by Media24, a Naspers affiliate. The paper discusses the practical problems surrounding transformation, specifically those attached to an historic Afrikaans "white" institution like Media24. The conclusion which was derived at after interviews with top management, is that the company's leadership has moved into a position where transformation isn't questioned any more. Practical efforts are now being made to accelerate affirmative action and transformation. An audit of Media24 which was completed in 2004, and which is indicative of the company's achievements according to the transformational charter for black economic empowerment, was studied. The result shows that Media24 has made excellent progress in some areas, but has failed to achieve the desired results in others. Resulting from this, Media24's management began to set specific goals in order to be able to adhere to certain legal requirements (which includes, amongst others, affirmative action) within a specific time frame. Some of the proposals in this study include: That Media24's upcoming leadership should be measured against its ability to understand the requirements to do business in a new, diverse society; that more successful communication measurements be instituted around transformational processes and measurements and that a transformational ombud be appointed to highlight shortcomings and to help accelerate the process. The study has not exhausted the subject and, with transformation being an ongoing process, it is recommended that it be investigated further. / AFRIKAANSE OPSOMMING: Ná 1994, die jaar waarin die eerste demokratiese verkiesing in die land gehou is en Suid-Afrika onherroeplik op pad na die skepping van 'n "nuwe samelewing" geplaas is, sou baie instellings moes verander om by die nuwe omstandighede aan te pas. Alle staats- en private instellings sou aan transformasievereistes onderhewig wees. Dié werkstuk ondersoek kortliks die benadeling van swart mense in die tydperk voor 1994 en die wetlike instrumente en ander maatreëls van die nuwe regering om swart bemagtiging te help versnel en 'n meer gelyke samelewing te help skep. Die transformasie van media-instellings is 'n onderwerp wat nog nie behoorlik nagevors is nie en dié studie is aangepak om vas te stel hoe ver Media24, 'n filiaal van Naspers, gevorder het daarmee. Die praktiese probleme rondom transformasie word uitgelig, spesifiek dié by'n histories Afrikaanse "wit" instelling soos Media24. Die afleiding wat gemaak word uit onderhoude met die topbestuur van Media24 is dat die maatskappy se leierskap verby die punt is waar transformasie bevraagteken word. Praktiese pogings word nou aangewend om regstellende aksie maatreëls te versnel en transformasie vinniger te laat geskied. 'n Oudit van Media24 wat in 2004 uitgevoer is en wat die maatskappy se prestasie volgens die bemagtigingstelkaart vir swart ekonomiese bemagtiging aandui, is bestudeer. Die resultaat daarvan het getoon dat Media24 op sekere gebiede van swart bemagtiging goed vaar, maar op ander gebiede ver agter is. Media24 se bestuur het na aanleiding hiervan bepaalde teikens begin stelom die wetlike vereistes, wat onder meer regstellende aksie insluit, binne 'n sekere tydperk na te kom. Van die voorstelle in die studie sluit in: dat Media24 se opkomende leierskorps gemeet word aan die mate waarin hulle die vereistes verstaan om in die nuwe, diverse samelewing sake te doen, daar groter kommunikasie in die maatskappy moet wees oor transformasieprosesse- en maatreëls en dat 'n transformasie-ombud aangestel word om op tekortkominge te wys en die proses te help versnel. Die studie het nie die onderwerp uitgeput nie en verdere navorsing kan aangepak word, veralomdat transformasie 'n deurlopende proses is.

The aim of the study was to investigate participants’ views on the role of school governing bodies (SGBs) in enhancing school effectiveness in South African schools with a view to promoting learners’ sustainable academic achievement. The study was undertaken at ten (10) South African schools in the Western Cape *Province in South Africa, in a metropolitan area. The study adopted the case study as the principal research design, and it was informed by the mixed methods paradigm; thus, qualitative and quantitative research approaches were used. Non-probability and probability sampling techniques were used for the selection of the site of study and the participants. A representative sample of 189 participants was used from a target population of 567 participants. The study was informed by multiple theories. The study found that most of the participants perceived maladministration and mismanagement of the SGBs as a major problem affecting the governance in most public schools in South Africa. It was found that the adoption of a vibrant and robust school governance strategy is the solution/panacea to solving this persistent problem of a lack of proper governance in schools. The introduction of a school governance education and regulatory framework for the SGBs was singled out to be the ‘pivotal’ strategy that policy-makers should adopt to strengthen the role of the SGBs. It was further established that the role of the SGBs in South African schools should be strongly supported by a multi-agency response to enhance the effective running of the education system to propel learners’ academic achievement. The study findings further revealed that the SGBs in South African schools lack the necessary assumed or anticipated knowledge regarding school governance. The study has the potential to contribute to the scholarly literature on how the SGBs can be supported to enhance effectiveness in South African schools and improved academic achievement. An analysis of global experiences and best practices revealed some new insights which could improve the functioning of the SGBs in South African schools. It also emerged that training trainers or educating teachers and other stakeholders can help capacitate individuals and transform South Africa’s basic education. The study concluded that school governing bodies are an indispensable entity in education and require the necessary backing by multi-stakeholders. Therefore, there is a need to strengthen the local school governance strategies and support existing mechanisms currently being employed in South African schools to successfully provide an environment that supports learners’ sustainable academic achievement. In line with the above, the study recommends the resourcing of the SGBs to assist them in executing their mandate. In addition, the study recommends further research in this seemingly grey area to contribute to the knowledge body regarding instituting good school governance in South African schools. / Educational Management and Leadership / Ph. D. (Education Management)