Preface: "The need for development as observed today is a problem peculiar to the 20th century. The current situation is characterised by the fact that there are no more empty places on the earth, while our use of dwindling resources is curbed by environmental constraint." (Mouly and Costa, 1974, 155). The need for development is not equally felt by all nations as disparities in income and standards of living on a national basis have dissected the world into developed and underdeveloped countries. Disparities also exist within nations. These divisions are not simply determined nor are the terms related to development clearly defined - a matter that will be discussed in Chapter Two. Impetus to developing underdeveloped countries may be provided by various means, such as a general injection of capital or by more specific development projects. The purpose of these projects is to initiate changes that are intended to promote rapid development of an area. An interest has been shown by Geographers in the ability of these projects to stimulate economic growth in surrounding areas (Silberfein, 1976). The resulting success of development projects is closely related, if not determined, in large measure, by the aims. In view of the need for the aims of development projects to be successfully fulfilled, research into what constitute constructive developmental aims would be beneficial. Previous studies have revealed problems encountered with conflicting aims and objectives (Mountjoy, 1971); poorly defined aims (de Wilde, 1967); and inadequate groundwork prior to initiating the project (Berry, 1976). It is the intention of the study to examine the impact made by a development project in an underdeveloped area, and thereby assess the extent to which the development aims have been carried out. In order to carry out an examination of a development project in an underdeveloped area, an area in need of development had to be selected; a project within the area chosen for study; and the particular aim of the project examined. The Ciskei, a Homeland in South Africa, was chosen as a suitable area for study. A number of factors contribute towards it being an area in need of development, particularly as the Ciskei is a small country and dependent on South Africa, which is explained in the overview of the Ciskei in Chapter One. Three characteristics of underdevelopment noted by Seers (1972) are poverty, inequality and underemployment. Of these three factors it was decided to focus on unemployment as the indication of the extent to which development has taken place. The reduction of unemployment was one of the aims of the Keiskammahoek Irrigation Scheme, the project chosen for study. The overview concludes with a presentation of the Keiskamma Irrigation Scheme.

The Glen Grey Act was promulgated in August 1894. The main provisions of the Act were for the survey into individual allotments of land held tribally and for a system of local self-government. Described by its originator, C.J. Rhodes, as a 'Bill for Africa, it was first applied to the district of Glen Grey and subsequently extended (in a piece-meal fashion) to a number of districts in the Transkei. The Act was introduced at a crucial stage in South Africa's history. During this period the country stood poised on the threshhold of a significant and far-reaching transformation. The South Africa of 'old', predominantly agricultural and rural was giving way to a 'new' South Africa, modern and industrial. At the centre of this development was the mineral discoveries of the 1860s and 1880s. The period of colonial conquest had also virtually been completed. Most of the hitherto independent African chiefdoms had either been broken up or were under European control. The most urgent problem which now faced the new rulers was devising a policy to govern the millions of black people over whom they had assumed responsibility. Of crucial concern was the creation of working class to minister to the needs of the developing economy. This task was made all the more difficult by the divisions which existed among the ruling groups at the time. To all intents and purposes the country was made up of essentially four independent and autonomous regions. Although the economic changes which were taking place would hasten the unification of the country, until that happened it was well-nigh impossible for a uniform 'native policy' to take shape. The inevitable consequence was the emergence of a number of regional responses to what was essentially a country-wide issue. As the unification of South Africa drew closer however these different regional responses began to vie with each other for supremacy at a national level. The Glen Grey policy then was the response of the Cape to the changes which were taking place in the country. As such, it drew much of its inspiration from the traditions which had developed in the Cape Colony. Its initiators did not however view it as only a regional policy. For them it had applicability to the whole country. It was therefore to be expected that they would attempt to 'sell' their policy to the rest of the country. In the end however it won few adherents outside of the Cape Colony and when Union became an established fact it bowed out to a policy favoured largely by the northern provinces. To be sure the Glen Grey system did linger on for a while in those districts where it had first been applied but it would not be long before it was to fall into official disapproval. While the Glen Grey Act was ushered in with much fanfare and vaunted expectations, its demise was silent and ignominous. The grandiose course which it had charted for the taking-in-hand of the 'native question' came to naught, as did the profound and far-reaching changes which it was believed the policy would inaugurate. The origins of this policy, its implementation and actual working, and the reasons why in the end it foundered and was abandoned will be the main themes of this thesis.

The purpose of this treatise is to ascertain the impact of economic downturn on Black Economic Empowerment (BEE) and Banks. This has been sparked by the huge speculations in the market as to what will happen to BEE and how will the banks cope in general with the impact of this scourge. It is imperative to understand the influence of the 2008+ economic downturn on socio-economic reconstruction and development in South Africa and the black economic empowerment and its funding mechanisms. The treatise has two phases the, namely the theoretical phase and a bit of narrative phase. In the theoretical phase the research study interrogates what the literature review reveals about the economic downturn, BEE as well as performances of different banks across the world. This shows the economic impact that the banks have had to endure during the economic downturn. This resulted in stock markets losing their value. The dividend earners were significantly affected including a sizeable number of BEE companies. The BEE companies are perceived to be too reliant on debt on to finance their deals and this treatise will look at various options of financing a BEE deal and what is deem to the most suited financing structure. The narrative phase involves semi-structured interviews that were conducted in order to ascertain the real impact that South African were faced with and how they have managed to steer clear of the turbulent waters. This also looked at how the BEE consultant views the current occurrences in the market.

Thesis (LLD.) -- University of Limpopo, 2021 / The private sector in South Africa lags in proliferating black African women into managerial positions. This is so despite the Employment Equity Act (EEA) requiring that the private sector must ensure that all occupational levels are equitably represented and reflects the demographics of South Africa. Since the EEA, the private sector has been white male-dominated and white females enjoy preference in terms of recruitment compared to black African women. Despite the legislative gaps in South Africa, the South African private sector demonstrates its unwillingness to transform it's by managerial positions by engaging in race-based recruitment, failing to train and develop black African women within the workplace, failing to create pipeline mechanisms into managerial positions and creating a workplace environment that caters for the needs and interest of women at leadership levels. The progression of black African women requires South Africa to adopt a quota system that will result in the private sector being compelled to appoint suitably qualified black African women. The EEA does require the private sector to apply affirmative action measures to achieve equity in the workplace. It is submitted that since 1998 the private sector has been provided with an opportunity to set their targets to achieve equity, 20 years later black African women are excluded in key managerial positions. Some private sector companies engage in fronting practices to obtain a Broad-Based Black Economic Empowerment (BBBEE) certificate that enables the company to do business with the State. Black African women who are appointed as a ‘front’ do not obtain the necessary experience in managerial levels and as such limits their economic participation. Exposing black African women in managerial levels enhances their skills and increases their prospects to promotions and assuming further leadership roles in the private sector. Without a clear, a quota law in South Africa, the South African private sector would not be persuaded to accelerate the equitable representation at its managerial positions. xiii

The Transvaal Colony experienced a huge problem with the scarcity of African labour for the mines and for the farms after the South African War. From 1901 to 1906 African labourers displayed great reluctance to meet the labour demands of the Transvaal colony. Both black and white witnesses to the Transvaal Labour Commission (TLC) and the South African Native Affairs Commission (SANAC) gave their views regarding the reasons why African labourers were unavailable for wage labour. The Chamber of Mines dominated the proceedings of the TLC so that in the end very little objective information could be gained from the TLC. Africans themselves, testifying before SANAC stated a number of grievances which might have been responsible for the widespread withdrawal from employment on the mines. It became clear that Africans preferred to work independently rather than to provide labour for whites who ill-treated them. This they could only do if land was available to them. / History / M.A. (History)

The Transvaal Colony experienced a huge problem with the scarcity of African labour for the mines and for the farms after the South African War. From 1901 to 1906 African labourers displayed great reluctance to meet the labour demands of the Transvaal colony. Both black and white witnesses to the Transvaal Labour Commission (TLC) and the South African Native Affairs Commission (SANAC) gave their views regarding the reasons why African labourers were unavailable for wage labour. The Chamber of Mines dominated the proceedings of the TLC so that in the end very little objective information could be gained from the TLC. Africans themselves, testifying before SANAC stated a number of grievances which might have been responsible for the widespread withdrawal from employment on the mines. It became clear that Africans preferred to work independently rather than to provide labour for whites who ill-treated them. This they could only do if land was available to them. / History / M. A. (History)

Thesis (MBA)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: Agriculture remains an important industry in South Africa. Although primary agriculture contributes only 4.5% to the Gross Domestic Product (GDP), the related agrifood industry contributes an additional 9%. Furthermore agriculture is a major provider of employment, especially in rural areas where more than 50% of the local community depends on agriculture. In general Black Economic Empowerment (BEE) is accepted as a precondition to a stable and prosperous South Africa. As a result thereof various sector plans have been negotiated and at this stage agriculture is busy with final inputs towards the Agricultural BEE plan to be finalised in December 2004. Ownership and management transformation however are difficult for most farming enterprises as most of them are small family enterprises. Therefore they will support BEE agricultural input providers to support BEE. According to the BEE Score Card it will be possible to adhere to BEE requirements without adhering to ownership and management requirements provided that good scores are obtained from the other aspects such as skills development, BEE initiatives, preferred suppliers and other. The transfer of ownership also has significant financial implications. It is estimated that R65 billion will be needed to achieve the proposed objectives of 30% agricultural land and 35% of agricultural businesses in the RSA to be transfered to black people by 2014. However, only R703 million has been spend on land restitution during the past year and only R933 million budgeted for 2004/2005. The feasibility of processed oats to be marketed as rolled oats, quick oats and muesli as such a BEE initiative has been evaluated in this study project as a joint venture between Agricol and SSK. Agricol (seed company) has cereal type oat varieties whilst Sentraal Suid-Koóperasie (Farmer Cooperative) has good grain handling infrastructures in the major oat producing areas. This project will provide both counterparts with the opportunity to integrate vertically, diversify sources of income (away from primary agriculture), empower previously disadvantaged individuals in both organisations and to meet BEE objectives. This study indicates that such a BEE initiative is feasible and offers a very good return to participants. Extremely high hygene and quality assurance standards of the processed product, the marketing thereof and market access has been identified as critical performance areas. At a dehulled percentage of 60% and price paid for oats of R1000 per ton, 600 ton of the processed oats will have to be sold annually to ensure a profit of R140 000 per annum. Subject to the budgeted figures, the project has the potential to realise a R843000 profit in year 5. The value of the new company based on the discounted cash flow method, will be R2.7 to R3.9 million. Due to the initial losses and associated negative cash flows, the value is primarily represented by the terminal value of the company after 5 years. Current shareholders require an expected return on capital of 15%. Internal rate of return for the project is 42% which is much more that the hurdle rate. The intented BEE initiative therefore definitely adds value to shareholders. Important people issues like shared vision, values, expectations, trust and commitment needs to addressed continuously to realise the potential of the project. Strong and skilled leadership will also play a decisive role as important decisions will have to be taken continuously. / AFRIKAANSE OPSOMMING: Landbou bly 'n beIangrike industrie in Suid-Afrika en alhoewel primêre-landbou slegs 4.5% van Bruto Binnelandse Produk (BBP) bydra, word die bydrae van die landbouverwante agrivoedsel industrie op 'n addisionele 9% beraam. Landbou is verder 'n belangrike werkverskaffer, veral op die platteland waar meer as die helfte van die bevolking soms van landbou afhanklik is. Daar word algemeen aanvaar dat Swart Ekonomiese Bemagtiging (SEB) 'n voorvereiste tot 'n stabiele en welvarende Suid-Afrika is. In die lig hiervan is verskeie sektor SEB handveste alreeds onderhandel en die landbousektor is tans besig om insette te lewer ten einde die landbou handves teen Desember 2004 te finaliseer. Aangesien meeste boerdery ondernemings egter klein familie ondernemings is wat moeilik eienaarskap en bestuurstransformasie kan akkomodeer, sal hulle SEB landbou inset verskaffers ondersteun om sodoende SEB te ondersteun. Volgens die SEB telkaart sal dit vir ondernemings moontlik wees om aan SEB vereistes te voldoen alhoewel daar nie noodwendig aan eienaarskap en bestuursvereistes voldoen is nie, maar wel goeie tellings op die gebied van vaardigheidsontwikkeling, SEB inisiatiewe, voorkeurvoorsiening en ander fasette behaal is. Die oordrag van eienaarskap het ook omvattende finansiële implikasies. Daar word beraam dat ongeveer R65 miljard benodig word om die voorgestelde doelwitte van 30% landbougrond en 35% van landboubesighede in die RSA teen 2014 aan swart mense oor te dra. Hierteenoor is slegs R703 miljoen die afgelope jaar aan grondhervorming bestee terwyl die begroting vir 2004/2005 R933 miljoen bedra. Die lewensvatbaarheid van verwerkte hawer wat in die vorm van gerolde hawer, hawermout en muesli bemark sal word, is as SEB inisiatief en gesamentlike projek tussen Agricol en Sentraal Suid-Koöperasie, in hierdie werkstuk ondersoek. Agricol (saadmaatskappy) beskik oor ontbytgraan tipe hawer kultivars en Sentraal Suid-Kooperasie het 'n goeie graanhanterings infrastruktuur in die hawer produksie gebiede. Die projek sal aan beide medewerkers die geleentheid bied om vertikaal te integreer, inkomste te diversifiseer (weg van primêre landbou), voorheen benadeelde individue in beide instansies te bemagtig en beide instansies help om aan SEB doelwitte te voldoen. Die studie het aangedui dat so 'n SEB inisitief wel lewensvatbaar is en goeie opbrengste aan al die deelnemers sal bied. Uitermate hoë higiëne en kwaliteitstandaarde van die verwerkte produkte tesame met die bemarking en marktoegang is as belangrike kritiese prestasie areas geïdentifiseer. Teen 'n pit tot dop verhouding van 60% en gemiddelde aankoopprys van R1000 per ton vir hawer, moet ongeveer 600 ton verwerkte hawer jaarliks verkoop word om 'n wins van R140 000 per jaar te verseker. Gegewe die begrote syfers, het die projek die potensiaal om R843 000 wins in jaar 5 te genereer. Die waarde van die nuwe maatskappy, gebasseer op die verdiskonteerde kontantvloei metode, beloop R2.7 tot R3.9 miljoen. As gevolg van die aanvanklike verliese en gepaardgaande negatiewe kontantvloeie, lê die waarde van die maatskappy egter hoofsaaklik in die eindwaarde na 5 jaar. Huidige aandeelhouers se verwagte opbrengs op kapitaal is 15%. Die interne opbrengskoers van die projek beloop 42% wat dus hoër as die drempelwaarde is. Die beplande SEB inisiatief voeg dus bepaald waarde toe vir aandeelhouers. Belangrike mensekwessies soos dieselfde visie, waardes, verwagtinge, vertroue, verbintenis en toewyding sal baie aandag moet geniet om van die potensiaal 'n werklikheid te maak. Sterk en bekwame leierskap sal ook 'n deurslaggewende rol speel aangesien gewigtige besluite voortdurend geneem sal moet word.

Thesis (PhD)--Stellenbosch University, 2013. / This study investigated the implementation of broad-based black economic empowerment (BBBEE) policy in the hotel industry of South Africa. BBBEE aims to accelerate the inclusion of black people into the economy through company ownership, human resource, and enterprise and community development. Although black people represent 91 per cent of South Africa’s population, the economy is controlled by a small white population. Studies have shown slow adoption and resistance to the BBBEE policy by the private sector, including in the hotel industry. Therefore, the research problem was the nature of compliance with, and the implementation of, black empowerment policy in the hotel industry. The main objective of the study was to investigate whether a framework for the effective implementation of black empowerment policy could be developed, given the centrality of hotels in the tourism value chain. The specific objectives were to determine the nature of the disconnect on BBBEE, to identify factors which facilitated or inhibited implementation, and to explore solutions for enhancing BBBEE implementation in the hotels. A quantitative investigation of 611 hotel general managers constituted the core of the dissertation’s content and contribution. Data from 178 respondents was analysed using descriptive and correlational statistical methods. The development of the quantitative research instrument was substantiated by the preliminary qualitative study of five hotel group executives. The mixed methods approach was appropriate for investigating the dual structure (group and unit) of the hotel industry. The results indicated that hotels were recording progress on human resource development although compliance levels did not meet the required BBBEE targets. On enterprise development, the hotels’ engagement with small black enterprises was low both quantitatively and qualitatively. Furthermore, hotel group leaders indicated that the tourism-specific BBBEE charter presented bureaucratic challenges, as tourism straddles several industries which required different BBBEE certification. The study has developed an empowerment framework of solutions for achieving success in BBBEE in hotels. The primary factors determining success are the provision of performance targets and incentives for general managers, and if the hotel manager supports BBBEE policy. Furthermore, exogenous factors such as the star rating and location of a hotel also impact on BBBEE implementation. A quantitative investigation of 611 hotel general managers constituted the core of the dissertation’s content and contribution. Data from 178 respondents was analysed using descriptive and correlational statistical methods. The development of the quantitative research instrument was substantiated by the preliminary qualitative study of five hotel group executives. The mixed methods approach was appropriate for investigating the dual structure (group and unit) of the hotel industry. The results indicated that hotels were recording progress on human resource development although compliance levels did not meet the required BBBEE targets. On enterprise development, the hotels’ engagement with small black enterprises was low both quantitatively and qualitatively. Furthermore, hotel group leaders indicated that the tourism-specific BBBEE charter presented bureaucratic challenges, as tourism straddles several industries which required different BBBEE certification. The study has developed an empowerment framework of solutions for achieving success in BBBEE in hotels. The primary factors determining success are the provision of performance targets and incentives for general managers, and if the hotel manager supports BBBEE policy. Furthermore, exogenous factors such as the star rating and location of a hotel also impact on BBBEE implementation. This study builds on, and adds value to previous studies by moving beyond the investigative mode to identifying practical policy options for successful transformation of the hotel industry. The proposed framework acknowledges the diverse nature of the tourism product, and provides potential solutions to enhance the hotel managers’ ability to anticipate and incorporate factors impacting on BBBEE implementation. The framework adds theoretical value to affirmative action discourse by suggesting a conceptual shift from a race-based approach to an alternative one which would incorporate sustainable tourism and ethical governance concerns. Such an approach would maximise BBBEE potential in the hotel industry of South Africa for beneficiaries and communities. Additional research is recommended to substantiate the hypothesis with a broader sample as the study was limited to hotel managers.

Thesis (MBA (Business Management))--University of Stellenbosch, 2007. / ENGLISH ABSTRACT: The Western Cape tourism industry offers a variety of attractions and has the potential to grow further in the next couple of years. According to the statistics provided by Cape Town Routes Unlimited (CTRU) the province is among the three provinces that received the highest number of tourists in the last few years. The critical challenge that the province now needs to look at, is the participation of previously disadvantaged individuals in the mainstream tourism industry. Tourism stakeholders see Black Economic Empowerment (BEE) as an important vehicle for transformation. Although little progress has been made so far, there is a will among all stakeholders to transform the tourism industry. Some of the key challenges raised by the study on the efforts towards greater BEE were lack of finance for BEE businesses, access to the market and lack of skills. Professionalism and good quality service of international standards was also seen to be very important by respondents. The report also looks at two successful deals that were brokered in the tourism industry, namely one by Sun International and the other, the merger between Grass Route Tours and African Eagle Day Tours. In the fieldwork twenty businesses were interviewed, ranging from accommodation and tour operator to restaurants. This was not a random sample, but rather an attempt to target those that were part of the database of Cape Town Routes Unlimited (CTRU). The research tool used by the author of this report was a qualitative and quantitative structured questionnaire. The responses shed further light on some of the Black Economic Empowerment challenges faced by the Western Cape tourism industry. These results will supplement information already available to Cape Town Routes Unlimited. Eventually the findings will be tabled and recommended to relevant stakeholders for action. / AFRIKAANSE OPSOMMING: Die Weskaapse toerismebedryf bied ‘n verskeidenheid aantreklikhede en het die potensiaal om te groei oor die volgende paar jaar. Cape Town Routes Unlimited (CTRU) statistieke toon dat die Weskaap een van die drie provinsies landwyd is wat die meeste toeriste groei oor die laaste paar jaar getoon het. Die Weskaap se grootste uitdaging is nou om meer geleenthede in die hoofstroom van die bedryf te bied aan die voorheen onderdrukte individuë. Oor die algemeen beskou belangegrope in die bedryf die BEE as ‘n belangrike middel tot transformasie. Die vordering is tot dusver egter nog maar min, alhoewel daar eenstemmigheid bestaan om die toerismebedryf te omskep en te transformeer. Die studie toon die grootste struikelblokke tot vinniger BEE as die volgende: ‘n tekort aan finansiering vir BEE besighede asook ‘n tekort aan ondervinding en bekwaamheid. Professionalisme sowel as dienskwaliteit (vergeleke met internasionale standaarde) word ook as belangrik beskou. Twee suksesvolle BEE–onderhandelinge word in die studie in besonderhede bespreek, naamlik Sun International en die samesmelting van Grass Route Tours and African Eagle Day Tours. Die studie verwerk onderhoude wat gevoer is met twintig besighede wat akkommodasie, toeroperateurs sowel as restaurante ingesluit het. Dit omvat nie ‘n steekproef nie, maar is gebaseer op die CTRU databasis. Die onderhoude is gevoer met ‘n gestruktureerde kwalitatiewe en ‘n kwantitatiewe vraelys. Uit die terugvoerings het verdere BEE stuikelblokke vorendag gekom. Dit is aanvullend tot informasie verkry vanaf CTRU. Al hierdie resultate sal in verwerkte vorm aan belanghebbende groepe beskikbaar gestel word.

Thesis (MBA (Business Management))--University of Stellenbosch, 2008. / ENGLISH ABSTRACT: The study identifies the problem of job mobility among black managers in corporate South Africa, which is due to various factors explored in this research. The central theme of this research is to highlight the major challenges faced by black managers in the corporate sector to upward mobility. An extensive review of the literature, including legislation, textbooks, journal articles, internet and existing case studies has been conducted. A questionnaire survey of black managers who were members of the Black Management Forum was conducted with a view to gaining insight regarding key issues faced by black managers in corporate South Africa. Black managers surveyed came from different sectors of the economy, operating at different levels of management, from junior to top management. The results from the survey were analysed, and showed that black managers do not get proper organizational support, training and development to enable them to perform their duties and reach their maximum potential. Other issues from the survey findings include racial discrimination, lack of mentorship and support from top management, marginalization, tokenism, lack of career planning. These all present major challenges facing black managers seeking upward mobility in the workplace. Several recommendations are made on how to reduce the negative impact for both organisations and black managers caused by job-hopping resulting from these obstacles faced by black managers in the workplace. These include creating a working environment that is inclusive, where every employee feels recognised and valued for his or her efforts. Furthermore, it is recommended that organizations promote an environment that embraces diversity of cultures, where all employees are treated equally and fairly with due regard to their constitutional rights to equality and dignity. The author also suggests that organizational core values must reject unfair discrimination and promote tolerance of the different cultures and behaviours that exist within the organisation. It is further suggested that for these recommendations to work in practice, transformation must be a primary objective of the organisation. This must be accompanied by a change of mindsets and attitudes, and supported by management. AFRIKAANSE OPSOMMING: Die huidige studie identifiseer die probleem van werk mobiliteit van swart bestuurders in korporatiewe Suid-Afrika. Verskeie faktore wat lei tot die probleem word in die studie ondersoek. Die sentrale tema van die studie is om die hoof uitdagings wat mobilitiet van swart bestuurders in die korporatiewe sektor in die gesig staar te ondersoek. ‘n Omvattende literatuurstudie is onderneem en wetgewing, handboeke, joernaal artikels, die internet en bestaande gevallestudies is geraadpleeg. ‘n Vraelys is gebruik as metode vir die studie. Swart bestuurders wat lede is van die Swart Bestuursforum is gebruik vir die studie, met die doel om hulle insig oor belangrike sake wat swart bestuurders in korporatiewe Suid Afrika in die gesig staar. The swart bestuurders wat gebruik is vir die studie kom van verskeie sektore in die ekonomie. Hulle werk op verskillende vlakke wat strek van junior tot topbestuur. Die resultate van die studie is geanaliseer en het gewys dat swart bestuurders nie ordentlike organistoriese ondersteuning, opleiding en ontwikkeling ontvang om hulle pligte te verrig en hulle volle potensiaal te bereik nie. Ander kwessies geidentifiseer gedurende die studie is rasse diskriminasie, gebrek aan mentorskap en ondersteuning van topbestuur, marginalisme, oëverblindery en gebrek aan loopbaanbeplanning. Verskeie aanbevelings word gemaak oor hoe om die negatiewe impak van die rondbeweeg van swart bestuurders binne organisasies te verminder. Die aanbevelings sluit in die bewerkstelling van ‘n werksomgewing wat inklusief is, en waar elke werknemer voel dat hulle word erken en gewaardeer vir sy ywer. Dit word verder aanbeveel dat organisasies ‘n omgewing wat diversiteit van kulture insluit en bevorder, en waar werknemers regverdig en gelyk gehanteer word, met behoorlike oorweging aan hulle konstitusionele regte tot gelykheid en waardigheid. Die navorser beveel ook aan dat organisasies se kernwaardes moet onder geen omstandighede onbillike diskriminasie duld nie en moet die verdraagsaamheid van verskillende kulture en gedrag wat in die organisasie bestaan bevorder. Dit word verder aangeraai dat vir die aanbevelings om in die praktyk te werk moet transformasie ’n primere objektief wees wat gepaard moet gaan met ‘n verandering in gemoed en houding en ‘n algehele ondersteuning deur bestuur. / AFRIKAANSE OPSOMMING: Die huidige studie identifiseer die probleem van werk mobiliteit van swart bestuurders in korporatiewe Suid-Afrika. Verskeie faktore wat lei tot die probleem word in die studie ondersoek. Die sentrale tema van die studie is om die hoof uitdagings wat mobilitiet van swart bestuurders in die korporatiewe sektor in die gesig staar te ondersoek. ‘n Omvattende literatuurstudie is onderneem en wetgewing, handboeke, joernaal artikels, die internet en bestaande gevallestudies is geraadpleeg. ‘n Vraelys is gebruik as metode vir die studie. Swart bestuurders wat lede is van die Swart Bestuursforum is gebruik vir die studie, met die doel om hulle insig oor belangrike sake wat swart bestuurders in korporatiewe Suid Afrika in die gesig staar. The swart bestuurders wat gebruik is vir die studie kom van verskeie sektore in die ekonomie. Hulle werk op verskillende vlakke wat strek van junior tot topbestuur. Die resultate van die studie is geanaliseer en het gewys dat swart bestuurders nie ordentlike organistoriese ondersteuning, opleiding en ontwikkeling ontvang om hulle pligte te verrig en hulle volle potensiaal te bereik nie. Ander kwessies geidentifiseer gedurende die studie is rasse diskriminasie, gebrek aan mentorskap en ondersteuning van topbestuur, marginalisme, oëverblindery en gebrek aan loopbaanbeplanning. Verskeie aanbevelings word gemaak oor hoe om die negatiewe impak van die rondbeweeg van swart bestuurders binne organisasies te verminder. Die aanbevelings sluit in die bewerkstelling van ‘n werksomgewing wat inklusief is, en waar elke werknemer voel dat hulle word erken en gewaardeer vir sy ywer. Dit word verder aanbeveel dat organisasies ‘n omgewing wat diversiteit van kulture insluit en bevorder, en waar werknemers regverdig en gelyk gehanteer word, met behoorlike oorweging aan hulle konstitusionele regte tot gelykheid en waardigheid. Die navorser beveel ook aan dat organisasies se kernwaardes moet onder geen omstandighede onbillike diskriminasie duld nie en moet die verdraagsaamheid van verskillende kulture en gedrag wat in die organisasie bestaan bevorder. Dit word verder aangeraai dat vir die aanbevelings om in die praktyk te werk moet transformasie ’n primere objektief wees wat gepaard moet gaan met ‘n verandering in gemoed en houding en ‘n algehele ondersteuning deur bestuur.