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The exploration of stereotypes within selected South African organisations / Lizelle BrinkBrink, Lizelle January 2014 (has links)
After the first democratic election that took place in South Africa in 1994, numerous changes
occurred within the labour force. The labour force has become increasingly diverse with
individuals from different races, genders and ages now fulfilling various positions within
organisations. Consequently, organisations have become more focused on managing this
diverse workforce and eliminating stereotypes, and consequently discrimination that
accompanies this diversity. Stereotypes that are formed within organisations can be based on
various criteria and, if not addressed, can lead to various negative consequences for both the
individual and the organisation. It therefore seems that stereotypes are an important topic to
research, specifically within the unique South African context.
The objective of this study was to explore the prevalent stereotypes and the experiences
thereof among individuals working in selected South African organisations. Within the social
constructivism paradigm using an emic perspective, qualitative research from both a
phenomenological and hermeneutic approach was employed to achieve the objectives of this
study. Both purposive and convenience sampling was used for the purpose of this study after
utilising a multiple case study strategy. Employees of selected South African organisations
(N = 336) were involved in this research study. These organisations formed part of the
following employment sectors: banking, higher education institutions, mining, municipalities,
nursing, police services, primary and secondary schools, and restaurant industry. Data was
collected by making use of semi-structured interviews, and data analysis was achieved by
means of thematic analysis.
The results of this study indicated that individuals working in selected South African
organisations are familiar with the meaning of stereotypes and that they are consciously aware of the origin of stereotypes. Results indicated that although not all of the participants
have had direct experiences with stereotyped groups, they are well aware that stereotypes are
also caused by indirect sources.
The results of this study also illustrate that various stereotypes exist within selected South
African organisations. It was explored on an out-group and in-group level. It was found that
not only do employees stereotype others (out-group), they are also well aware of being
stereotyped themselves (in-group). The most prevalent stereotypes were based on race,
gender, age, occupation, and other work-related dimensions. Stereotypes based on race,
gender and age were based on the internal dimensions of diversity. Stereotypes were also
based on the external and organisational dimensions of diversity and included occupation,
physical appearance, position, qualification, and duration in organisation. Interesting to note
is that with in-group occupational stereotyping, most employees felt they are also stereotyped
on their internal dimensional characteristics (race, gender and age).
Stereotyped occupations include: academics, administration staff, educators, engineers,
finance, human resources, librarians, mining, nursing, police and restaurant waitrons. The
findings of this study also showed that when individuals experience in-group stereotypes,
they react to these stereotypes on a cognitive, behavioural or emotional level. Results
indicated that participants mostly reacted to stereotypes in a cognitive manner and most of
these experiences were negative in nature. Recommendations with regard to future research
and practice were made. Managers within organisations should eliminate stereotypes from
organisational practices and decision-making by not focusing on irrelevant personal
differences, but rather on performance-related information. Employees should be trained and
educated by the organisation regarding stereotypes and the effects thereof. Employees should
also be provided with an opportunity to interact with diverse people within the organisation. / PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014
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The exploration of stereotypes within selected South African organisations / Lizelle BrinkBrink, Lizelle January 2014 (has links)
After the first democratic election that took place in South Africa in 1994, numerous changes
occurred within the labour force. The labour force has become increasingly diverse with
individuals from different races, genders and ages now fulfilling various positions within
organisations. Consequently, organisations have become more focused on managing this
diverse workforce and eliminating stereotypes, and consequently discrimination that
accompanies this diversity. Stereotypes that are formed within organisations can be based on
various criteria and, if not addressed, can lead to various negative consequences for both the
individual and the organisation. It therefore seems that stereotypes are an important topic to
research, specifically within the unique South African context.
The objective of this study was to explore the prevalent stereotypes and the experiences
thereof among individuals working in selected South African organisations. Within the social
constructivism paradigm using an emic perspective, qualitative research from both a
phenomenological and hermeneutic approach was employed to achieve the objectives of this
study. Both purposive and convenience sampling was used for the purpose of this study after
utilising a multiple case study strategy. Employees of selected South African organisations
(N = 336) were involved in this research study. These organisations formed part of the
following employment sectors: banking, higher education institutions, mining, municipalities,
nursing, police services, primary and secondary schools, and restaurant industry. Data was
collected by making use of semi-structured interviews, and data analysis was achieved by
means of thematic analysis.
The results of this study indicated that individuals working in selected South African
organisations are familiar with the meaning of stereotypes and that they are consciously aware of the origin of stereotypes. Results indicated that although not all of the participants
have had direct experiences with stereotyped groups, they are well aware that stereotypes are
also caused by indirect sources.
The results of this study also illustrate that various stereotypes exist within selected South
African organisations. It was explored on an out-group and in-group level. It was found that
not only do employees stereotype others (out-group), they are also well aware of being
stereotyped themselves (in-group). The most prevalent stereotypes were based on race,
gender, age, occupation, and other work-related dimensions. Stereotypes based on race,
gender and age were based on the internal dimensions of diversity. Stereotypes were also
based on the external and organisational dimensions of diversity and included occupation,
physical appearance, position, qualification, and duration in organisation. Interesting to note
is that with in-group occupational stereotyping, most employees felt they are also stereotyped
on their internal dimensional characteristics (race, gender and age).
Stereotyped occupations include: academics, administration staff, educators, engineers,
finance, human resources, librarians, mining, nursing, police and restaurant waitrons. The
findings of this study also showed that when individuals experience in-group stereotypes,
they react to these stereotypes on a cognitive, behavioural or emotional level. Results
indicated that participants mostly reacted to stereotypes in a cognitive manner and most of
these experiences were negative in nature. Recommendations with regard to future research
and practice were made. Managers within organisations should eliminate stereotypes from
organisational practices and decision-making by not focusing on irrelevant personal
differences, but rather on performance-related information. Employees should be trained and
educated by the organisation regarding stereotypes and the effects thereof. Employees should
also be provided with an opportunity to interact with diverse people within the organisation. / PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014
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Assessment centres : a comparison of trait ratings and task ratings for predicting managerial performance / Taksentrums : 'n vergelyking van trekstellings en taakstellings in die voorspelling van bestuursprestasieHeindl, Werner Andreas 06 1900 (has links)
Summaries in Afrikaans and English / In teenstelling met die takseersentrumteorie het navorsing getoon dat takseersentrum trektellings nie oor verskillende situasies stabiel is nie. Hierdie bevindinge mag 'n aanduiding wees van 'n lae konstrukgeldigheid van takseersentrums. Navorsers het tot die gevolgtrekking gekom dat navorsingsresultate nie die aanname ondersteun dat takseersentrums dimensietellings
genereer wat trekke weerspieel nie. Dit het navorsers laat bespiegel of take (d.w.s. oefeninge), eerder as trekke (d.w.s. dimensies) as 'n basis gebruik behoort te word om takseersentrumbeoordelings te maak. Die doel van die studie was om te bepaal of takseersentrum
trektellings beter voorspellers van werksprestasie van bestuurders is as taaktellings. Die studie sluit 97 blanke middelvlakbestuurders van 'n Suid Afrikaanse diensorganisasie in. Geen verskille is tussen die voorspellingsgeldighede van trekgebaseerde en taakgebaseerde tellings verkry nie (r = 0,087 vir beide tellings). Oorsake vir die gebrek aan verskille tussen die
voorspellingsgeldighede is bespreek. / In contrast to assessment centre theory, research has shown that assessment centre trait
ratings are not stable across different situations. This may be an indication of the
relatively low construct validity of assessment centres. Researchers concluded that
research results did not support the assumption that assessment centres generate
dimensional ratings that represent traits and speculated whether tasks (i.e. exercises)
should be used as a basis for making assessment centre ratings, rather than traits (i.e.
dimensions). The aim of the study was to determine whether assessment centre task ratings are
better predictors of managerial job performance than trait ratings. The study included 97 white
middle-level managers of a South African service organisation. No difference was obtained
between the predictive validities of traits ratings and task ratings (r = 0,087 for both
ratings). Causes for the lack of differences between the predictive validities were
discussed. / M. A. (Industrial Psychology)
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Assessment centres : a comparison of trait ratings and task ratings for predicting managerial performance / Taksentrums : 'n vergelyking van trekstellings en taakstellings in die voorspelling van bestuursprestasieHeindl, Werner Andreas 06 1900 (has links)
Summaries in Afrikaans and English / In teenstelling met die takseersentrumteorie het navorsing getoon dat takseersentrum trektellings nie oor verskillende situasies stabiel is nie. Hierdie bevindinge mag 'n aanduiding wees van 'n lae konstrukgeldigheid van takseersentrums. Navorsers het tot die gevolgtrekking gekom dat navorsingsresultate nie die aanname ondersteun dat takseersentrums dimensietellings
genereer wat trekke weerspieel nie. Dit het navorsers laat bespiegel of take (d.w.s. oefeninge), eerder as trekke (d.w.s. dimensies) as 'n basis gebruik behoort te word om takseersentrumbeoordelings te maak. Die doel van die studie was om te bepaal of takseersentrum
trektellings beter voorspellers van werksprestasie van bestuurders is as taaktellings. Die studie sluit 97 blanke middelvlakbestuurders van 'n Suid Afrikaanse diensorganisasie in. Geen verskille is tussen die voorspellingsgeldighede van trekgebaseerde en taakgebaseerde tellings verkry nie (r = 0,087 vir beide tellings). Oorsake vir die gebrek aan verskille tussen die
voorspellingsgeldighede is bespreek. / In contrast to assessment centre theory, research has shown that assessment centre trait
ratings are not stable across different situations. This may be an indication of the
relatively low construct validity of assessment centres. Researchers concluded that
research results did not support the assumption that assessment centres generate
dimensional ratings that represent traits and speculated whether tasks (i.e. exercises)
should be used as a basis for making assessment centre ratings, rather than traits (i.e.
dimensions). The aim of the study was to determine whether assessment centre task ratings are
better predictors of managerial job performance than trait ratings. The study included 97 white
middle-level managers of a South African service organisation. No difference was obtained
between the predictive validities of traits ratings and task ratings (r = 0,087 for both
ratings). Causes for the lack of differences between the predictive validities were
discussed. / M. A. (Industrial Psychology)
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Die ontwikkeling van 'n gedragsobservasieskaal as prestasiebeoordelingsinstrument vir senior bestuurdersMeyer, Albert Ludolph 11 1900 (has links)
Text in Afrikaans, abstract in Afrikaans and English / Navorsing toon dat beoordelingskale, gebaseer op spesifieke werksgedrag as geldige
prestasiemetingsinstrumente gebruik kan word om die individuele
ontwikkelingsbehoeftes van elke werknemer te bepaal. Die doel van die studie is die
ontwikkeling en validering van 'n gedragsobservasieskaal vir senior bestuurders. Vir die
doel is 49 senior bestuurders se prestasiemetings verkry op drie skale, naamlik 'n
gedragsobservasieskaal wat ontwikkel is, die Werknemerbeoordelingskaal en 'n
gedragsgeankerde skaal. 'n Pearson korrelasie van 0,74 is tussen die totaaltellings van
die Gedragsobservasieskaal en die van die Gedragsgeankerde skaal verkry
(p<0.01 ;N=49). Tussen die totaaltellings van die Gedragsobservasieskaal en die
Werknemerbeoordelingskaal is 'n Pearson korrelasie van 0,75 gevind (p<0,01 ;N=49).
Met hierdie resultate kan dus aanvaar word dat die Gedragsobservasieskaal 'n geldige
meetinstrument van werksprestasie is en as prestasiemetingskaal gebruik kan word. / Research indicates that appraisal scales based on specific behaviour can be used as
performance appraisal instruments to promote every employees' individual development
need. The aim of this study is the development and validation of a behavioural
observation scale for senior management. To achieve this aim 49 senior managers'
performance scores were obtained on three scales, namely a behavioral observation
scale which was developed, the Employee Rating Scale, and a behaviourally anchored
rating scale. A Pearson correlation of 0,74 was obtained between the total scores of the
Behavioral Observation Scale and the Behaviourally Anchored Rating Scale
(p<0,01 ;N=49). Between the total scores of the Behavioral Observation and the
Employee Rating Scales a Pearson correlation of 0,75 was found (p<0,01 ;N=49). With
these results in mind, the Behavioral Observation Scale can be accepted as a valid
measurement scale of work performance and can thus be applied as a performance
appraisal instrument. / Industrial and Organisational Psychology / M. Comm. (Industrial Psychology)
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Die ontwikkeling van 'n gedragsobservasieskaal as prestasiebeoordelingsinstrument vir senior bestuurdersMeyer, Albert Ludolph 11 1900 (has links)
Text in Afrikaans, abstract in Afrikaans and English / Navorsing toon dat beoordelingskale, gebaseer op spesifieke werksgedrag as geldige
prestasiemetingsinstrumente gebruik kan word om die individuele
ontwikkelingsbehoeftes van elke werknemer te bepaal. Die doel van die studie is die
ontwikkeling en validering van 'n gedragsobservasieskaal vir senior bestuurders. Vir die
doel is 49 senior bestuurders se prestasiemetings verkry op drie skale, naamlik 'n
gedragsobservasieskaal wat ontwikkel is, die Werknemerbeoordelingskaal en 'n
gedragsgeankerde skaal. 'n Pearson korrelasie van 0,74 is tussen die totaaltellings van
die Gedragsobservasieskaal en die van die Gedragsgeankerde skaal verkry
(p<0.01 ;N=49). Tussen die totaaltellings van die Gedragsobservasieskaal en die
Werknemerbeoordelingskaal is 'n Pearson korrelasie van 0,75 gevind (p<0,01 ;N=49).
Met hierdie resultate kan dus aanvaar word dat die Gedragsobservasieskaal 'n geldige
meetinstrument van werksprestasie is en as prestasiemetingskaal gebruik kan word. / Research indicates that appraisal scales based on specific behaviour can be used as
performance appraisal instruments to promote every employees' individual development
need. The aim of this study is the development and validation of a behavioural
observation scale for senior management. To achieve this aim 49 senior managers'
performance scores were obtained on three scales, namely a behavioral observation
scale which was developed, the Employee Rating Scale, and a behaviourally anchored
rating scale. A Pearson correlation of 0,74 was obtained between the total scores of the
Behavioral Observation Scale and the Behaviourally Anchored Rating Scale
(p<0,01 ;N=49). Between the total scores of the Behavioral Observation and the
Employee Rating Scales a Pearson correlation of 0,75 was found (p<0,01 ;N=49). With
these results in mind, the Behavioral Observation Scale can be accepted as a valid
measurement scale of work performance and can thus be applied as a performance
appraisal instrument. / Industrial and Organisational Psychology / M. Comm. (Industrial Psychology)
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