<p>The study investigated the practice of codeswitching within the Cape Flats speech community of Cape Town. Members of this speech community have always been exposed to both English and Afrikaans in formal as well as informal contexts. Due to constant exposure to both languages, as well as historical and political experiences, members of the speech community have come to utilize both languages within a single conversation and even within a single utterance. Codeswitching is an integral part of the community's speech behaviour. The main purpose of this research was to uncover and analyze the motivations behind codeswitching in the bilingual communities of Cape Town, while also providing a strong argument that codeswitching patterns evident in their speech do not always correspond completely with linguistic constraints that are regarded as 'universal'.</p>

A research report submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, in partial fulfilment of the requirements for the degree of Master of Management (in the field of Public and Development Management), 2016 / Every organisation has a good or bad culture. One of the key factors in stable institutions is culture within organisation which plays a critical role in organisational operations. Culture affects most aspects of the organisations' planned life, such as how decisions would be made, who would make them, how would people be treated and how the entity would respond to its environment. This research report examines the nature and extent of the organisational culture, and the link between the organisational culture, leadership and problem solving practices within the National Prosecuting Authority (NPA). The report presents with the assumptions and ideological influences contained in the public sector reform, which remained entrenched by its legacy systems. This study has revealed that there is a lack of congruence between the organisational culture, leadership and problem solving practices in the NPA. The observed incongruence may inhibit performance and unconsciously remain the barrier of the effectiveness of the reformed institutions. The study concludes that the organisational culture should be one of inclusiveness, participation in decision making, and acquisition of new knowledge and skills which is more aligned to the reformed state institutions expectations. It is recommended that all organisations should diagnose desired organisational culture in order to establish gaps between current and future organisational culture. / XL2018

The purpose of this research was to investigate contemporary conceptions of beauty and bodily modificatory behaviour of young, Black, South African women. In a society where a lot of emphasis has been placed on a woman’s physical appearance, it was important to determine how these young women feel about their bodily appearance and if whether this is influenced by their social milieu. Constructions of beauty are largely constructed around White womanhood, thus Black women might feel marginalised by the White majority’s Western beauty standards. Data for this research report was collected by conducting semi-structured interviews with six female, Black South African, first year psychology students at the University of the Witwatersrand. The participants received a 1% incentive for their participation which contributed to their end of semester mark. The findings of the study show that conformity to Western standards of beauty has a negative bearing on the participants perceptions of how they feel about their bodies. The media has also become influential in changing perceptions of beauty within Black South African contemporary culture. Salient features of beauty, such as hair and skin colour seem to be embedded in the historical processes of oppression.

Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Cape Town, 2018. / The demand for project management specialists grows worldwide. Traditionally, certain industries have been more project-oriented than others. However, nowadays, organisations in both private and public sector have embraced Project Management as the ideal means of managing projects with the hopes of ensuring the intended benefit delivery. Project management is a skill that is in high demand in South Africa. Project managers play a vital role in the economic growth of a developing country. This has resulted in organisations investing considerable resources to ensure that they build the capacity needed to effectively manage projects. South Africa is a diverse country in terms of age, culture, education, gender, race and religion amongst a group of people living or working together. Globalization has increased diversity within the workplace which is challenging and worsened knowing the country’s history. The attributes required to be a successful project manager include excellent interpersonal, communication skills, project management skills, adept problem solving and the ability to work well under pressure, whilst being highly adaptable and logical thinker. Confidence, strong negotiating skills and being able to motivate a team in order to achieve the goals is necessary; a project manager is a leader and a skilled delegator. Managers have diverse team to manage which speaks to the need for people of the different social dispositions to be able to co-exist. In the workplace, there is generally an organisational culture that speaks largely to how things are done. The culture observed by the outside world is largely because of the coming together of all the different people, with different origins, different tastes and different objectives. In this study, a construct was developed to identify the perceptions of the subordinates about the environment they work in and to identify the exact differences – things or behaviours that are perceived to be alien to their expectations.

Within the context of debates concerning the impact of global media on local youth, this study explores how a sample of South African youth responds to texts which were produced internationally, but distributed locally. Recognising the profound rootedness of media consumption in everyday life, the research examines the way these youth, differentially embedded in the South African economic and ideological formation, use these texts as part of their ongoing attempts to make sense of their lives. The study rejects the 'either/or' formulations that often accompany competing structuralist and culturalist approaches to text/audience relationships. Instead, using a combination of quantitative and qualitative research methods, it seeks to highlight the interplay between agency and structure, between individual choice and the structuring of experience by wider social and historical factors. The findings of the study point to the complex individual and social reasons that lie behind media consumption choices, and the diverse (and socially patterned) reasons why local audiences are either attracted to, or reject, global media. These and other findings, the study argues, highlight the deficiencies of the media imperialism thesis with its definitive claims for cultural homogenisation, seen as the primary, or most politically significant, effect of the globalisation of media. As such, this study should be read as a dialogue with those schools of thought that take a more unequivocal point of view on the impact of globalised media culture.

The Human Resources department, through the policies and practices that it develops, stands as a steering function for the rest of the organisation. Human Resource policies and practices, dealing with issues that most often directly affect every employee, set out the guidelines which govern the behaviour, thinking and action of all members of the organisation. The extensive influence of these policies, therefore, make it an interesting subject of research to explore the process that is conducted to develop these policies, the individuals involved and the personal impact of practitioners from the Human Resource department who are often the leaders of this policy development process. Through face to face interviews, coupled with short, factual questionnaires, subjects from information-rich organisations were questioned regarding the nature of their policy development process and the role that individual Human Resource practitioners play in this process. It has been determined through the results of the study that Human Resource practitioners primarily influence the development of policies, with some input from management and very little, if any, participation by employees. Essentially, these practitioners draw up the policies themselves and suggestions are then given and the policies ratified by top management before being implemented in the organisation. In most cases, no involvement of employees is permitted although in some instances, partial participation through representatives is allowed. The theoretical basis of the study rests primarily on systems theory which identifies how changes in one part of the organisation system, such as Human Resource policies and practices, has an effect on every other part of the system, in other words, every employee. This is important when considering that only a small group of individuals, and primarily one Human Resource practitioner, develop policies that affect an entire organisation. The competing values approach also impacts on the study here where it must be identified that the values of one, or a group, of individuals should not dominate an entire organisation where individuals are guided by different values and goals. The research addresses this issue by examining the impact that the personal values, beliefs and opinions of the Human Resource practitioner, who predominantly has the main influence on the process, has on the policies developed. The study reveals that when developing policies, practitioners are in fact guided by a balance between their personal values and the values and beliefs of the organisation. This means that they try to remain neutral in the process, not allowing either their personal values or those of the organisation to dominate the policies. This means that practitioners do not allow their own personal values and opinions to guide the way they influence the process and develop policies which affect the entire organisation. This study, therefore, is an exploration aimed at the discovery of the current practices that dominate South African organisations, with the focus on the Durban region, concerning Human Resource policy development. The study then extends beyond the South African borders to consider the first world situation in the United Kingdom, allowing a comparison between the first world and South African third world policy development process. This allows an opportunity to identify where the first world and third world differ regarding this process and whether there may be anything that can be learnt from the United Kingdom which could be adapted to the South African situation. The results of the study reveal, however, that although differences could be identified, these were neither suitable nor viable to be transferred to the South African situation. Therefore, through the use of current literature, past research and the exploratory interviews, this study has gathered a picture of how the process of Human Resource policy development functions in South African organisations today. Although the focus has been on the Durban region, the results can be generalised, both between industries and nationally. / Thesis (M.A.)-University of Natal, Durban, 2001.

<p>The study investigated the practice of codeswitching within the Cape Flats speech community of Cape Town. Members of this speech community have always been exposed to both English and Afrikaans in formal as well as informal contexts. Due to constant exposure to both languages, as well as historical and political experiences, members of the speech community have come to utilize both languages within a single conversation and even within a single utterance. Codeswitching is an integral part of the community's speech behaviour. The main purpose of this research was to uncover and analyze the motivations behind codeswitching in the bilingual communities of Cape Town, while also providing a strong argument that codeswitching patterns evident in their speech do not always correspond completely with linguistic constraints that are regarded as 'universal'.</p>

Thesis (MSc)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: The indigenous abalone, Haliotis midae has been a successfully cultured aquaculture species in South Africa since 1990. It has a slow growth rate and takes from two to five years to reach market size. Like for most other commercially important abalone species, the slow growth rate of H. midae is a cause of concern with regard to the profitability of farming and global competitiveness of the species. Ploidy manipulation of the maternal genome, a universally growing practice in shellfish culture, is considered a promising method to improve the growth rate of abalone - a desirable trait in aquaculture organisms from a commercial perspective. This manipulation technique is employed to achieve sterility, which results in limited gonad development. The consequent re-allocation of resources to somatic growth results in improved growth. The purpose of this study was to establish a viable method for the induction and validation of triploidy, on a commercial scale, in the South African abalone, H. midae. The focus was on hydrostatic pressure as a method of induction and flow cytometry as the method of validation. The results obtained confirm hydrostatic pressure as an effective method for the induction of triploidy in H. midae, delivering high percentages of triploidy (>80%) over a wide range of pressures and times, in 48 hour-old larvae. Hydrostatic pressure had a negative effect on survival in 20 hour-old larvae. Flow cytometry was validated as a reliable, fast and accurate, though expensive, method for identification of triploidy in H. midae. As an outcome of this study a manual of “Procedures for the Induction and Validation of Triploidy in the abalone” is presented (Appendix 1) together with recommendations for further studies on triploidy in the South African abalone, H. midae. / AFRIKAANSE OPSOMMING: Die inheemse perlemoen, Haliotis midae, is sedert 1990 ‘n suksesvol gekweekte akwakultuur spesie in Suid-Afrika. ‘n Kenmerk van die spesie is die stadige groeitempo van tussen twee en vyf jaar ten einde bemarkbare grootte te bereik. Soos vir die meerderheid perlemoen van kommersiële belang, is hierdie stadige groeitempo rede tot kommer met betrekking tot die winsgewende kweek en wêreldwye mededingendheid van die spesie. Die manipulasie van ploïdie van die moederlike genoom is ‘n toenemende praktyk in skulpvisboerdery en word gereken as ‘n belowende metode om die groeitempo van perlemoen te verbeter. Hierdie manipulasietegniek word gebruik om steriliteit te verkry wat manifesteer as onderdrukte ontwikkeling van die geslagsklier. Die gevolg is die herkanalisering van bronne na somatiese groei. Die doel van hierdie studie was om ‘n lewensvatbare metode vir die induksie van triploïdie op ‘n kommersiële skaal in die Suid-Afrikaanse perlemoen, H. midae, te vestig. Daar is op hidrostatiese druk as metode vir die induksie en vloei-sitometrie as metode vir die geldigverklaring van triploïdie gefokus. Die resultate van hierdie studie bevestig dat hidrostatiese druk ‘n effektiewe metode vir die induksie van triploïdie in H. midae is. Hoë persentasies van triploïdie (>80%) is oor ‘n wye reeks van drukke en tye in 48 uur oue larwes verkry. Daar is gevind dat hidrostatiese drukbehandeling ‘n negatiewe effek op die oorlewing van 20 uur oue larwes het. Vloei-sitometrie is bevestig as ‘n betroubare, vinnig en akkurate, maar duur metode vir die identifikasie van triploïdie in H. midae. As ‘n uitvloeisel van die studie word ‘n handleiding “Procedures for the Induction and Validation of Triploidy in the abalone” (Appendix 1) aangebied tesame met aanbevelings vir verdere studies rakende triploïdie in die Suid-Afrikaanse perlemoen, H. midae.

Thesis (MCom)--Stellenbosch University, 2015 / ENGLISH ABSTRACT : Organisations are rapidly discovering the invaluable influence of creativity and innovation at work. An individual’s capacity to engage creatively with his or her work is becoming increasingly recognised as integral for organisational success and competitive advantage. The quest for an increase in creative output is driven by the following question: what causes variance in creative work involvement? The purpose of this study was to address the question of variance in creative work involvement across a variety of industries. In order to do so empirically, a structural model was developed after an interrogation of the literature to present the hypothesised relationships suggested through previous research. In essence, this study explored the significance of four relationships: (1) the effect of psychological safety on creative work involvement, (2) the effect of inclusive leadership on psychological safety, (3) the effect of openness to experience on creative work involvement, and (4) the moderating effect of vitality on the relationship between psychological safety and creative work involvement. The research approach was a quantitative study in which an ex post facto correlation research design was used. A total of 39 organisations participated in the study; they are located in the Western Cape, Eastern Cape and Gauteng provinces in South Africa. An electronic self-administered survey that consisted of six sections and 39 items was distributed to employees in varying roles and across different industries. Participation was voluntary; 519 employees engaged in the survey. Multiple regression analysis was used in order to evaluate the data collected. Creative work involvement, psychological safety and vitality were measured by utilising the measurement items presented by Kark and Carmeli (2009). Inclusive leadership was measured using nine items from Carmeli, Reiter-Palmon and Ziv (2010). Lastly, openness to experience was measured using the HEXACO-60 survey (Lee & Ashton, 2004), of which only the 10 items pertaining to this construct were included in the survey presented to the participants. The findings reveal that psychological safety had a significant effect on creative work involvement, and inclusive leadership was shown to have a significant effect on psychological safety. In addition, there was a significant positive relationship between openness to experience and creative work involvement. Moreover, vitality was shown not to have a significant moderating effect on the relationship between psychological safety and creative work involvement. It also was found that the relationship between vitality and creative work involvement was significant. The discussions and implications of this research suggest a number of implementations with which managers can engage in order to stimulate creative behaviour and further encourage creative work involvement through strategic decision making at a variety of organisational levels. Greater levels of creative work engagement can be achieved for the overall success of the organisation, which could have an impact on the global community at large. / AFRIKAANSE OPSOMMING : Organisasies besef toenemend die onskatbare waarde van kreatiwiteit en innovasie in die werkplek. ’n Individu se vermoë om kreatief met sy of haar werk om te gaan, word toenemend erken as noodsaaklik vir ’n organisasie se sukses en mededingende voordeel (Florida & Goodnight, 2005, soos Bissola & Imperatori, 2011). Die soeke na ’n toename in kreatiewe uitset/produksie/opbrengs/vermoë word gedryf deur die volgende vraag: wat veroorsaak variansie in kreatiewe werksbetrokkenheid? Die doel van hierdie studie was om die vraag oor variansie in kreatiewe werksbetrokkenheid in ’n verskeidenheid industrieë aan te spreek. Om dit empiries te doen, is ’n strukturele model, na bestudering van die literatuur, ontwikkel wat die hipotetiese verhoudinge uitbeeld wat deur vorige navorsing gesuggereer is. In wese verken hierdie studie die beduidendheid van vier verhoudinge: (1) die effek van sielkundige veiligheid op kreatiewe werksbetrokkenheid, (2) die effek van inklusiewe leierskap op sielkundige veiligheid, (3) die effek van ontvanklikheid vir ervaring op kreatiewe werksbetrokkenheid, en (4) die modererende effek van lewenskragtigheid op die verhouding tussen sielkundige veiligheid en kreatiewe werksbetrokkenheid. Die navorsingswerkswyse is ‘n kwantitatiewe studie waarin ʼn ex post facto-korrelasionele navorsingsontwerp gebruik is. ’n Totaal van 39 organisasies, geleë in die Wes-Kaap, Oos-Kaap en Gauteng, het aan die studie deelgeneem. ’n Elektroniese selfgeadministreerde vraelys, bestaande uit ses afdelings en 39 items, is onder werknemers in verskeie rolle en in verskeie industrieë versprei. Deelname was vrywillig en 519 werknemers het die vraelys voltooi. Meervoudige regressie-analise is gebruik om die ingesamelde data te evalueer. Kreatiewe werksbetrokkenheid, sielkundige veiligheid en lewenskragtigheid is gemeet met behulp van die metings-items wat deur Kark and Carmeli (2009) voorgestel is. Inklusiewe leierskap is gemeet met nege items van Carmeli, Reiter-Palmon en Ziv (2010). Laastens is die ontvanklikheid vir ervaring gemeet met gebruik van die HEXACO-60 opname (Lee & Ashton, 2004), waarvan slegs die 10 items wat betrekking het op hierdie konstruk ingesluit is in die vraelys wat aan die deelnemers voorgelê is. Die bevindinge het getoon dat sielkundige veiligheid ’n beduidende effek op kreatiewe werksbetrokkenheid het en dat inklusiewe leierskap ‘n beduidende effek op sielkundige veiligheid het. Bykomend hiertoe is ’n beduidende positiewe verwantskap tussen ontvanklikheid vir ervaring en kreatiewe werksbetrokkenheid gevind. Verder is aangedui dat lewenskragtigheid nie ’n beduidende modererende effek op die verwantskap tussen sielkundige veiligheid en kreatiewe werksbetrokkenheid het nie. Daar is ook bevind dat die verwantskap tussen lewenskragtigheid en kreatiewe werksbetrokkenheid beduidend is. In die bespreking en implikasies van hierdie navorsing word ’n aantal voorstelle gemaak wat bestuurders kan implementeer om kreatiewe gedrag te stimuleer en kreatiewe werksbetrokkenheid verder aan te moedig deur strategiese besluitneming op ’n verskeidenheid van organisatoriese vlakke. Groter vlakke van kreatiewe werksbetrokkenheid kan bereik word wat die oorkoepelende sukses van ’n organisasie bevorder, wat dan weer ’n impak op die globale gemeenskap kan hê.

Diversity should be included in an organisational culture and be aligned with the corporate strategy. South African institutions face diversity and multiculturalism challenges which affect their operation and strategies. Managers in South Africa regard organisational culture as a very useful tool to manage their diverse workforce. Against this background, the primary objective of this study was to investigate and analyse how workforce diversity and organisational culture impact on strategy implementation at a higher education institution, namely Walter Sisulu University (WSU). The study identified dimensions of diversity and organisational culture and strategy implementation from theoretical models supporting the study. A hypothetical model portraying these factors was constructed, displaying each factor and their relationship with strategy implementation. Furthermore, the relationship between strategy implementation and strategic outcomes was indicated. Given the nature of the problem statement and the research objectives presented in this study, the positivistic research paradigm was adopted. Self-administered questionnaires were distributed to executive and senior management, senior academic and senior support staff at WSU. In total, 266 usable questionnaires were returned. The data obtained from these questionnaires were subjected to both descriptive and inferential statistical analyses. Structural equation modeling (SEM) was used as the key statistical analysis tool. As the hypothetical model did not load onto SEM in total, it was re-specified into four sub-models. Each sub-model was subjected to SEM to test the hypothetical model and to indicate the significance of the relationships hypothesised between the various independent, mediating and dependent variables. Eight statistically significant relationships were identified in the study. The factors identified as having a statistically significant relationship with organisational culture included the following: degree of flexibility, degree of teamwork, task directiveness, degree of formalisation, leadership styles and decision making. In addition, a statistically significant relationship was found between organisational culture and strategy implementation. Furthermore the findings indicated a statistically significant relationship between strategy implementation and strategic outcomes in a higher education institution. There was no statistically significant relationship found between diversity and strategy implementation. This finding is contrary to empirical evidence by various other researchers. The study makes a contribution to multicultural higher education institutions by highlighting the crucial role of organisational culture in effective strategy implementation. It was clear from the results of the study that the nurturing of human capital is critical if higher education institutions wish to successfully aligning culture with strategy implementation. This study provided constructive and very practical guidelines to higher education institutions to ensure effective alignment of culture with strategy implementation and so enhance local and global competitiveness and long term sustainability. University councils throughout South Africa can apply the findings of this study in their respective institutions to support effective strategy execution.