Higher Education Institutions face an ongoing challenge to respond to many challenges that arise from their environment. Universities are affected by internal as well as external forces. They have to comply with the legislation of the country for example the South African Employment Equity Act No. 55 of 1998 and affirmative action, at the same time they need to retain motivated employees. In response to these challenges, Universities need to implement the laws of the government in order to be responsive, effective and efficient. This study has drawn heavily on secondary data, which has been treated in the chapter of literature review. Concepts and theories covering affirmative action and motivation have been considered. Information has been obtained from various books and respondents. Concepts such as affirmative action, employment equity, preferential treatment, designated group, non-designated group, motivation, recruitment, selection, communication, promotion, compensation, disciplinary procedure have been used in this study. The data for this study was collected by means of survey questionnaire. The survey questionnaire provided data on effects of affirmative action on the motivation of employees. Survey questionnaires were pilot tested among a sample of 10 employees composed of both academic and non-academic staff. This was followed by distributing one hundred questionnaires to the employees, who were willing to participate in this study as respondents. The data collected was subjected to statistical processes to ensure reliability and validity. The research findings of this study revealed the employees thoughts about the implementation of affirmative action and the motivation of employees at Durban University of Technology. The collected data also revealed that many employees were demotivated as they don’t see affirmative action being implemented effectively. Although the study highlighted the impact of affirmative action on the motivation of employees at Durban University of Technology, this study was limited by its sample size. Recommendations have been made for greater commitment of the top management team towards any change process.

African women in the past were not given equal opportunities with men in planning and construction of their houses. As a result there is no clear indicative level of participation of women during the planning and construction of their houses. The People’s Housing Process is one of the approaches adopted by government and community organizations to encourage community participation in their housing projects but; women’s involvement is still not clear. Therefore this research is aiming to understand the activities performed by women, their roles in related activities, and the methods that they used to get involved in the planning and construction of their houses. A Qualitative research has been conducted to identify the level of women’s engagement in planning and construction of their houses in the People’s Housing Process (PHP) project at Piesang River. The findings of the study revealed that the Urban Poor Fund (UPF) savings system, together with the government subsidy for housing, empowered women to participate in planning and construction of their houses at Piesang River. Moreover; the findings indicated that town planning procedures and bylaws were not properly applied during project planning and implementation. In conclusion this dissertation recommends the formation of Municipal Community Partnership (MCP) for Piesang River FedUP community and EThekwini municipality, in which both stakeholders work together to address the way forward for the project in preference to continuing blaming each other for the shortfalls. / M.T.R.P. University of KwaZulu-Natal, Durban 2013.

No abstract available. / Thesis (LL.M.)-University of KwaZul-Natal, Durban, 2013.

[Truncated abstract] Conservative, incremental and modest approaches to redressing gendered workplace cultures have had limited success in challenging the demographic profile of densely masculinist workplaces. In this thesis I draw on a study of women in police work to argue that combating highly institutionalised, entrenched masculinist practices calls for more than modesty. Indeed the study shows that ambitious, even contentious, recommendations for new procedures can play an important role when the goal is tangible change in cultures where there is an excess of men. In conclusion I posit the need for some bold risk-taking, alongside incremental tactics, if the aim is to change the habits and practices of masculinist organisations . . . This dissertation maps that interventionist process across a four-year period. In assessing the role played by the feminist methodology I analyse what people can learn to see and say about organisational practices, how they participate in or seek to undermine various forms of teamwork, as well as how individual team members display their new understandings and behaviours. I conclude that the techniques for supporting women in authoritarian, densely masculinist workplaces should include some bold and highly visible ‘critical acts’, based on commitment from the top coupled to strongly motivated and highly informed teamwork.

Thesis (M.A.)--University of Melbourne, 1990. / Typescript (photocopy). Includes bibliographical references.

Thesis (Ph. D.)--Murdoch University, 1998. / Thesis submitted to the Division of Social Sciences, Humanities and Education. Includes bibliographical references (leaves [275]-290).

Thesis (D.B.A.)--Victoria University (Melbourne, Vic.), 2007. / Includes bibliographical references.

Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1993. / Source: Masters Abstracts International, Volume: 45-06, page: 2960. Abstract precedes thesis as [1] preliminary leaf. Typescript. Includes bibliographical references (leaves 121-125).

Thesis (doctoral)--Technische Universität, Darmstadt, 2006. / Includes bibliographical references (p. 220-241).

Thèse (M.E.I.R.) -- Université du Québec à Chicoutimi, 2004. / Bibliogr.: f. [151]-155. Document électronique également accessible en format PDF. CaQCU