Transformation in the civil consulting engineering industry has been addressed, but there are still some shortcomings. This transformation is based on Broad-Based Black Economic Empowerment, Affirmative Action and Employment Equity. > The main aim of Broad-Based Black Economic Empowerment is to redress historical inequalities in such a manner that it does not impact negatively on existing enterprises. > The aim of Affirmative Action is to promote equal opportunity and fair treatment in employment through the elimination of unfair discrimination and the implementation of Affirmative Action measures. The aim is to redress the disadvantages in employment experienced by designated groups in order to ensure their equitable representation in all occupational categories and levels of the workforce. > The main aim of Employment Equity is to promote equal opportunity and fair treatment in employment through the elimination of unfair discrimination and to redress the disadvantages in employment experienced by designated groups. The existing drive to successfully implement transformation in the Civil Consulting Engineering Sector creates the opportunities for suitably qualified and experienced black engineering candidates to be selected for appointment above an equally qualified and experienced white candidate who applies for the same position. Although Civil Engineering as we know it in South Africa is only 105 years old, it has a rich history and contributed substantially to turning South Africa into a jewel and economic hub on the African continent. The Civil Consulting Engineering Sector forms part of the Construction Sector and abides by the set of rules that has been compiled for the construction sector, known as the Construction Sector - Broad-Based Black Economic Charter - Version 6, 2006. This Construction Sector - Broad-Based Black Economic Charter - Version 6 is intended to assist all existing as well as any future businesses or stakeholders by providing a framework for the construction sector to address Broad-Based Black Economic Empowerment, enhance capacity and increase the productivity of the sector to meet world standard. The Government's strategy or vision is to utilise Broad-Based Black Economic Empowerment as a tool to redress past inequalities and to broaden, expand and increase the country's economic base by including everybody that can participate in and contribute to the South African economy. The envisaged spin-offs from the implementation of this strategy by the Government would be to accelerate economic growth and this would then lead to job creation, and consequent poverty eradication. The Government intends to achieve Broad-Based Black Economic Empowerment by making use of a balanced approach that includes contributions and measures that will mainly readdress ownership, control, employment equity, skills development, procurement, enterprise development and Corporate Social Development. This approach by Government will further address additional elements as indicated on the Broad-Based Black Economic scorecard. Transformation in the Civil Consulting Engineering Sector is currently hampered by a shortage of suitably qualified and experienced black engineering candidates that can be employed in the Civil Consulting Engineering Sector. The researcher is also employed in the Civil Consulting Engineering Sector and therefore experiences all the frustrations on a daily basis, which inspired this research to determine the status quo with regard to transformation in the Civil Consulting Engineering Sector. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.

This study investigates employees' perceptions of diversity and its impact on the workplace, as perceived by employees themselves. The focus will specifically be on external diversity factors such as culture, race and gender and to what extent these factors can possibly be linked to differences in perceptions of the influence of diversity in the workplace. We know that equality and diversity programmes should be aligned with an organisation's core strategic objectives. Not only is this alignment critical to achieving equality and diversity goals, but it also enables organisations to benefit from the business opportunities that diversity offers. To better understand the role and importance of diversity and gain insight into social systems, quantitative measures of diversity were examined by means of questionnaires. A major consideration for managers is the wide scope of behaviours, attitudes, and values of the diverse staff across socio–cultural boundaries, which are bound to affect organisational processes. Thus, it is crucial for managers to distinguish how staff of different socio–cultural backgrounds could be interacting within the organisation, and identify how perceptual effects may be manifested in multicultural group relationships. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

Broad Based Black Economic Empowerment could possibly be the utmost strategic issue, challenge, threat and potential opportunity facing businesses of all sizes, structures and shapes currently in South Africa. Broad–Based BEE is a government initiative to promote economic transformation in order to enable meaningful participation in the economy by black people. Broad–Based BEE is a reality and a business imperative. Broad–based BEE already have a huge impact in the way business is done in South Africa by large corporate entities, family businesses, small and medium sized businesses and professional practitioners. Broad–based BEE affects almost every participant in the South African economy. Broad–Based BEE can be divided into three components, which holds the seven elements of Broad–Based BEE, namely direct empowerment, human resource development and indirect empowerment. These elements include Equity Ownership, Management, Employment Equity, Skills Development, Preferential Procurement, Enterprise Development and Corporate Social Investment. The agricultural businesses in South Africa have implemented unique types of Broad–Based BEE strategies to conform to Broad–Based BEE. These strategies include shareholding by external Broad–Based BEE companies, and registering Broad–Based BEE employee trusts that obtains shareholding in the company. According to the AgriBEE Framework its vision is to pursue Broad–Based BEE in support of a United and Prosperous Agricultural Sector. The objectives of AgriBEE as described by the AgriBEE Steering Committee are to facilitate broad–based black economic empowerment in the agricultural sector by implementing initiatives to include Black South Africans at all levels of agricultural activity and enterprises along the entire agricultural value chain by following certain steps and ideologies. The contribution of the agribusinesses has some clear indications of shortcomings within the industry as well as and indication of possible elements to be pursued in future. There are however also serious implications to the respondents actions and attitude towards Broad–Based BEE now and in future. It also very apparent that the agribusiness does not distance themselves from the Broad–Based BEE Act and its requirements as well as the consequences thereof. The agribusiness industry is actively involved in Broad–Based BEE. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2012.

In this thesis we have studied equality and equity from an HR perspective in South Africa. The study is partly made from an inductive approach and an analytical interpretation in line with hermeneutic has been used. The data is mainly contracted from interviews with HR professionals within various South African organizations. A mix of snowball and convenience sample has been used and among our respondents there are a variety and mix of the following variables: gender, position (manager/practitioner), race (blacks/white) and organization sector(public/parastatal/private). Our main findings are that equality and equity are highly debated topics and that the laws regulating them have a major effect on the HR professionals’ dailywork. The study gives us various perspectives of employment equity but a majority of our respondents do believe that the regulation of employment equity is needed. We find that there are obstacles for achieving equality in South African workplaces and our respondents have given us examples of different ways of how to tackle them. Many of our respondents are also of the opinion that there is a lack of implementation of the regulations and that it is time to rewrite several Acts.

M.Comm. / Broad Based Black Economic Empowerment (BBBEE) is almost ten years old. The objective of the BBBEE is to increase the participation of Black people and Black women in the South African economy and also to bridge the income inequality which was brought about systematically before South Africa became a democratic country. The BBBEE Act, through the Codes of Good Practice has identified seven key elements which if addressed will help to achieve the objectives of the Act. These elements are ownership, management control, employment equity, skills development, preferential procurement, enterprise development and socio economic development. Minimum targets have been set which need to be achieved within ten years. The primary objective of the study was to investigate if Sappi one of the two dominant pulp and paper companies in South Africa, could utilize outsourcing as a Black Economic Empowerment Tool. The secondary objectives were twofold: • To identify key barriers to complying with the seven elements of the Codes of Good Practice; and • To establish measures or incentives that will lead to Sappi Forests’ outsourced activities complying with the Codes of Good Practice hence utilizing outsourced activities as a Black Economic Empowerment tool. The research findings indicate that Sappi could utilize outsourcing as a Black Economic Empowerment tool. According to survey results, significant progress has been achieved in implementing BBBEE Act despite the lack of a systematic approach. Progress towards the implementation of the Act as measured against the seven elements contained in the Codes of Good Practice, is commendable. Should the recommendations such as incentives and rewards that are mentioned in the findings be adopted, the implementation of the BBBEE Act which leads to empowerment could be enhanced in forests’ outsourced activities.

Doctor Educationis / All employees aspire to work at a place of employment which is free from racial discrimination, where equal opportunity and fair treatment are not merely principles that are promoted and encouraged, but implemented actively by their employers. For a number of black professional employees in South Africa, however, currently this is merely an aspiration. Evidence suggests that black people are still subjected to racial discrimination and that their growth into the ownership and management structures of the enterprises that employ them, is insignificant in comparison to their white counterparts, despite the progressive legislative measures enacted by the legislature to ensure otherwise. The Employment Equity Act 55 of 1998, as amended, was promulgated in order to promote equal opportunities and fair treatment in employment, through the elimination of unfair discrimination and to implement affirmative action measures to redress the disadvantages in employment experienced by designated groups. The Broad-Based Black Economic Empowerment Act 53 of 2003, as amended, was enacted to promote the economic participation of black people in South Africa. The objective of this thesis is to examine the relevant provisions of the Employment Equity Act 55 of 1998, as amended, its Regulations, the Codes of Good Practice enacted in terms thereof, as well as the Broad-Based Black Economic Empowerment Act 53 of 2003, as amended, together with its Codes of Good of Practice to determine whether this equality legislation is the appropriate vehicle to address the challenges experienced by black professional employees in the private sector. The stories of black professional employees’ experiences obtained from academic literature available insofar as it relates to racial discrimination, affirmative action and black economic empowerment is discussed through the lens of Critical Race Theory. This is done with a view to determining whether the slow pace of racial transformation when it comes to black professional employees employed in the private sector is an issue that the law can address. Particular reference is made to two professions: the legal profession and the financial professions. This thesis examines the difference between the minimalist and maximalist approaches to Black Economic Empowerment (BEE). The thesis reveals the limits to the incentive structure that does not place a premium on black ownership and that allows enterprises to benefit from BEE while not really changing management structures. It argues that seen through the lens of critical race theory the current equality legislation discussed in this thesis is based on including black people in a system where privilege and power are asymmetrically distributed. It also argues that legislation in itself is unable to rectify racial injustices. It therefore demonstrates the limitations of the current equality legislation as a vehicle to address the challenges faced by black professional employees in the private sector.

Mergers and acquisitions (M&As) are an ubiquitous feature of modern corporate landscape. Most are entered into for various synergistic (voluntary) reasons whilst some, such as broad-based black economic empowerment (BBBEE) M&As, are driven largely by legislative requirements. Research has shown that the factors that lead to the success or failure of voluntary M&As are many and complex.Whilst there is a plethora of literature regarding the success factors for voluntary M&As, there is, however, a paucity of academic literature on the qualitative factors that lead to the success or failure of BBBEE M&As, despite quantitative studies showing the benefits of BBBEE M&As. Because of the significance of BBBEE to the economic development of the country, policy makers, academics and business people need to fully understand such factors.Given the dearth of academic literature on the subject, a qualitative, exploratory study conducted by way of face to face, expert, semi-structured interviews, was undertaken to answer the research problem.The study found that whilst BBBEE M&As are similar, in some respects, to voluntary M&As, BBBEE M&As require different or additional success factors to those applicable to voluntary M&As. Some of these are: funding structure, transaction rationale, expectations‟ alignment, clear deliverables, active governance, operational involvement, relationship management, transformation and social investment. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

Companies are faced with challenges constraining the achievement of set budgets, goals, profit and cost of product, to name a few, on a daily basis. These challenges influence value creation and sustainable value creation. Value-based management is an integrated management tool which may assist in achieving sustainable value creation within a company. Achieving sustainable value creation will result in benefits for both the shareholders and the various stakeholders. In 2008 and 2009 Eskom, South Africa’s sole electricity provider announced a major shortage of electricity and consequently major price increases. Since electricity consumption is a crucial part of the production process, this announcement had a devastating effect on mining companies. The primary objective of the current study is to investigate whether a local mining company is focusing on applicable endeavours to overcome the electricity constraint and price hikes in order to sustain value creation. This was done by studying the company’s financial & management reports, public announcements and media coverage, in conjunction with a quantitative study, collecting primary data by using standardised questionnaires distributed among the mining company’s employees. The results from this study indicate that the selected company is focusing on relevant projects to overcome the electricity constraints. Further, the conclusion made from the results of the questionnaires shows that the higher staff levels are more informed and aware of value-based management. It also points out that the lower levels and employees from the production and mining departments are less informed and aware of value-based management. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2012

<p>Black Economic Empowerment (BEE) has been a topic of discussion since the dawn of democracy in April 1994. Due to the entrenched inequalities of the past, economic empowerment is very important for the economic growth of the majority of South Africa&rsquo / s citizens. However, significant economic enrichment of black people has not been made, despite, economic success, legislation, state policies and programme interventions. This economic growth is to be realised through the use of preferential procurement as a policy tool for BEE. Whilst sufficient legislation has been enacted to regulate preferential procurement, to favour black people, much still seems to be lacking in the enforcement of the laws in public procurement. Central to the challenges of preferential procurement is the disharmony between the Framework legislation governing preferential procurement and BEE. This discord has seen two visions being followed for preferential procurement / the Procurement Act refers to the beneficiaries of BEE as historically disadvantaged individuals (HDI / s) and the goals for BEE are measured through specific goals which promotes narrow empowerment / the BBBEE Act on the other hand defines black people as the recipients of BEE and through the BEE Codes broad-based empowerment is promoted through seven core elements. This congruency has not served the promotion of preferential procurement, it has created a hindrance that frustrates economic growth for those it is intended. The other quandary that undermines the success of preferential procurement is willful practices engaged by both tenderers and public officials / skills deficiency in the adjudication of tenders and self-interest. The success of BEE through preferential procurement is dependent on a coherently legislated procurement environment fortified by perceptive public officials. The objective of this thesis is to analyse the impact of these challenges on the success of preferential procurement. The study will highlight the main practices that defeat the use of preferential procurement. This will include an analysis of the various legislation and the amendments thereto. In addition the enquiry will examine the proficiency of public officials in the adjudication of public tendering. Recommendations for a successful preferential public procurement environment will be made. The proposed thesis will utilise, inter alia, relevant legislation, case law, theses, journals, books and policy documents.</p>

<p>Black Economic Empowerment (BEE) has been a topic of discussion since the dawn of democracy in April 1994. Due to the entrenched inequalities of the past, economic empowerment is very important for the economic growth of the majority of South Africa&rsquo / s citizens. However, significant economic enrichment of black people has not been made, despite, economic success, legislation, state policies and programme interventions. This economic growth is to be realised through the use of preferential procurement as a policy tool for BEE. Whilst sufficient legislation has been enacted to regulate preferential procurement, to favour black people, much still seems to be lacking in the enforcement of the laws in public procurement. Central to the challenges of preferential procurement is the disharmony between the Framework legislation governing preferential procurement and BEE. This discord has seen two visions being followed for preferential procurement / the Procurement Act refers to the beneficiaries of BEE as historically disadvantaged individuals (HDI / s) and the goals for BEE are measured through specific goals which promotes narrow empowerment / the BBBEE Act on the other hand defines black people as the recipients of BEE and through the BEE Codes broad-based empowerment is promoted through seven core elements. This congruency has not served the promotion of preferential procurement, it has created a hindrance that frustrates economic growth for those it is intended. The other quandary that undermines the success of preferential procurement is willful practices engaged by both tenderers and public officials / skills deficiency in the adjudication of tenders and self-interest. The success of BEE through preferential procurement is dependent on a coherently legislated procurement environment fortified by perceptive public officials. The objective of this thesis is to analyse the impact of these challenges on the success of preferential procurement. The study will highlight the main practices that defeat the use of preferential procurement. This will include an analysis of the various legislation and the amendments thereto. In addition the enquiry will examine the proficiency of public officials in the adjudication of public tendering. Recommendations for a successful preferential public procurement environment will be made. The proposed thesis will utilise, inter alia, relevant legislation, case law, theses, journals, books and policy documents.</p>