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An exploratory study on factors affecting the recruitment, retention and promotion of blacks in upper-level lodging managementCharles, Reuben O. 11 May 2010 (has links)
Relative to whites, blacks occupy a very small percentage of upper-level management positions in the lodging industry. This is evident when the numbers of black upper-level managers are compared to their representation in the hospitality labor pool and the United States population. This study uses the perceptions of black general managers and corporate executives as a means of identifying factors affecting the recruitment, retention, and promotion of blacks into these positions.
While most of the literature attributed the underrepresentation to race discrimination, this study explores other factors that may also be responsible. One area of exploration was the use of internal marketing principles as a means of addressing and possibly resolving the problem of under-representation.
The study consisted of telephone interviews with seven black general managers and executives from four major hotel chains. The purpose of the study was to determine if and to what extent did race discrimination affect the advancement of blacks into upper-level lodging management. It was also designed to explore the extent to which other factors affected such advancement by blacks, and further, identify ways in which hotel companies could enhance advancement opportunities for their qualified black employees.
The respondents of the study provided enough information to develop conclusions about the impact such factors like education, mentorship, societal perceptions, and internal marketing have on the advancement of blacks in the lodging industry. There was unanimous agreement that race discrimination did adversely affect the advancement of blacks into upper-level lodging management. However, there it was also noted that there is a tremendous amount of opportunity in the industry that is either being overlooked or simply not being pursued by blacks. These respondents also provided several recommendations for young blacks considering careers in lodging management. / Master of Science
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Expériences de membres de communautés culturelles en milieu de travail : étude de cas d'une entrepriseGagné, Esther. January 1994 (has links)
No description available.
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Sexual harassment in the workplace : a gendered inequalityMalatjie, Khomotso Rosina January 2022 (has links)
Thesis (LLM. (Labour Law)) -- University of Limpopo, 2022 / Sexual harassment remains an issue in the workplace as result of ineffective legislative and other measures that fail to recognise sexual harassment as a form of discrimination that is gender orientated. Gender inequality is credited as one of the contributors of sexual harassment, as more women than men suffer sexual harassment in the workplace. Moreover, sexual harassment has adverse effects on the individual who is on the receiving end of it, which are psychological in nature. This alone may lead to the abuse of substances as a form of coping mechanism, to arriving late to work or quitting which also affects productivity. In an attempt to confront the issue of sexual harassment, laws were created over the years, both at national and international level. Although some countries show efficiency in the creation of these laws by responding with urgency, some countries have had a more difficult time formulating appropriate and effective laws, with some countries having very little laws aimed at combatting sexual harassment in the workplace. At the same time workplace sexual harassment policies have proven to be an effective weapon against the gendered inequality that is sexual harassment if implemented effectively.
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Occupational Inequality Between Men and Women in Metropolitan Labor Markets, 1950-1970Darville, Ray Lynn, 1955- 08 1900 (has links)
This study examined changes between 1950 and 1970 in women's aggregate occupational position in 168 Standard Metropolitan Statistical Areas. Specifically, the research was designed to study three aspects of women's occupational position. First, women's distribution across occupational categories (absolute position) was examined. Absolute position was defined as the percent of working women in professional and managerial occupations. Second, women's occupational position compared to men (relative position) was examined. This involved women's share of the total jobs in each occupational category. Third, the statistical relationship between women's occupational position and their labor force participation rate was investigated using zero-order correlations.
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Discrimination against people with mental health problems in the workplace : a comparative analysisLake, Rosalind January 2006 (has links)
For a long time the rights of disabled persons have been ignored worldwide. A major obstacle faced by disabled persons is discrimination in the workplace. Due to the development of a social approach to disability and the efforts of the Disability Rights Movement, legislation has been passed throughout the world to improve this dire situation. The thesis considers the efficacy of some of these statutes. It is concluded that stigma and negative stereotypes remain a constant hurdle in overcoming discrimination. The forthcoming UN Disability Convention is demonstrative of the recognition of the importance of the needs and rights of disabled people. The convention proposes some innovative measures to overcome stigma and stereotyping. Mental health problems constitute one of the leading causes of disability. The thesis explores how people with mental health problems fit within the concept of people with disabilities and whether they are included in anti-discrimination legislation and affirmative action measures. Special attention is given to statutory definitions of disability, the different forms of discrimination and the concept of reasonable accommodation. A comparative approach is taken to analyse how South Africa's disability law measures up against that of Britain and Australia in terms of its substantive provisions and enforcement thereof. In considering the South African position American and Canadian jurisprudence is consulted in order to aid in interpretation. It is concluded that although South Africa has a comparatively good legislative framework, it is held back by an overly restrictive and medically focused definition of disability. As a result many individuals with mental health difficulties, desirous of obtaining and retaining employment may be excluded from protection against discrimination in the workplace. It is argued that it will be necessary either to amend the Employment Equity Act or for the courts to adhere strictly to the concept of substantive equality in order to ensure that the rights and dignity of people with mental health difficulties are adequately protected.
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Organisational justice and employee responses to employment equityEsterhuizen, Wika 30 June 2008 (has links)
The aim of this study was to determine employees' perceptions of the fairness of employment equity practices. It was conducted in an organisation in the Health Services industry, using a Diversity Questionnaire. The sample size was 520 and 245 responses were received, constituting a 47% response rate. Employees' responses were measured along 10 dimensions of employment equity. The unit of analysis was the group according to gender, race, age and job level. Independent t-tests and analysis of variance techniques were used to determine any statistically significant differences in perceptions between groups. Statistically significant differences were found between race groups and job levels. Gender and age did not significantly affect employees' responses. The research concluded that compliance with organisational justice requirements is as important as compliance with legislative requirements. Ultimately, every organisation should adapt its employment equity strategy according to its specific demographic and environmental context. / Industrial and Organisational Psychology / M. Admin.
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Protection against unfair dismissal of employees living with HIV/AIDS in the workplace: a comparative studyMbilinyi, Abel Jeru 29 February 2008 (has links)
No abstract available / Jurisprudence / LL.M.
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White women's long 'work' to freedom : an analysis of the inconsistencies surrounding the inclusion of white women in affirmative actionVenter, Trace Joan 12 1900 (has links)
Thesis (MPhil)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: Since 1994 the new ANC led South African Government has introduced a number of
policies that have been aimed at promoting equality in all spheres of life including the
employment sector. Forming an important part of these policies has been the
upliftment of women who were severely discriminated against under the former
Apartheid government. But in recent years uncertainty has risen over whether white
women should be included in these upliftment policies.
The research problem this thesis tries to address consists of two related problems.
Firstly inconsistency seems to exist between the government's two different
upliftment policies namely Affirmative Action and Transformation with regards to the
inclusion of white women. The second problem is that inconsistency exists between
people's opinions over whether white women should be included in policies aimed at
promoting equality in the employment sector.
This thesis used both qualitative and quantitative methods to address the research
problem. With regards to the first problem this thesis studied Affirmative Action
legislation the most important being the Employment Equity Act as well
government's Transformation policies the most important being the Black Economic
Empowerment Act in order to identify the inconsistencies that exist between the two.
In order to address the second problem this thesis studies the qualitative arguments of
academics for and against the inclusion of white women in Affirmative action. Two
case studies are also included which identify the experiences of African and white
women in the employment sector under Affirmative Action. Once this is done this
thesis moves onto a quantitative method of measurment by study the results of the
Markinor M-Bus survey conducted in 2004 in order to identify the opinions of the
general South African population with regards to the inclusion of white women in
Affirmative Action. The results of the M-Bus survey is also used to test the hypotheses introduced in this
thesis. These hypotheses aim at identifying whether demographic variables affect
South African's opinions on the inclusion of white women in Affirmative Action. Six demographic variables were studied namely race, gender, political party support,
education, income and age.
This thesis clearly finds that Affirmative Action and Black Economic Empowerment
do not correspond with each other with regards to the inclusion of white women in
Affirmative Action. While this thesis identifies that tension exists between academics
supporting the inclusion of white women in Affirmative Action and those opposing it,
it argues that it is difficult to discem which group is right especially when this thesis
tries to maintain an objective position. After studying the results of the M-Bus survey
this thesis finds that overall the general South African population is seen to oppose the
inclusion of white women in Affirmative Action.
After testing the hypotheses this thesis also finds that age and gender do not affect
South African's opinions with regards to the inclusion of white women in Affirmative
Action. They therefore do not play the role of independent variables. Education,
income, political party support and race are found to play the role of independent
variables. This thesis argues that these four demographic variables are all components
forming a larger composite independent variable in the study. This thesis also argues
that some of these demographic variables may play the role of more significant
independent variables than others. Race is argued as being possibly the most
significant independent variable within this composite independent variable affecting
income, political party and education. It is also seen to affect gender and age.
Education is also argued by this thesis as possibly being a more signi ficant
independent variable than income and political party support.
This thesis concludes by arguing that education could possibly replace race in the
future as the most significant independent variable which affects the opinions of
South Africans with regards to the inclusion of white women in Affirmative Action.
This would have a positive affect it could narrow the racial cleavage existing between
race groups in South Africa today. This thesis also concludes by arguing that the
inconsistency that exists between Affirmative Action and the Government's
Transformation policies as well as the polarization of opinions between South
Africans with regards to the inclusion of white women in Affirmative Action has a
negative affect on democratic consolidation. / AFRIKAANSE OPSOMMING: Sedert 1994 het die nuwe Suid-Afrikaanse regenng, onder leiding van die ANC,
verskeie nuwe beleide in werking gestel wat daarop gemik is om gelykheid in alle
sfere van die samelewing te bevorder, insluitende die indiensneming-sektor. 'n
Belangrike deel van hierdie beleide is die opheffing van vroue, teen wie daar swaar
gediskrimineer was tydens die Apartheid regering se bewind. Daar het egter in die
onlangse verlede onsekerheid onstaan oor die insluiting van blanke vroue in hierdie
opheffingsbeleide. Die navorsingsprobleem wat deur hierdie tesis aangespreek word bestaan uit twee
verwante probleme. Eerstens blyk dit dat daar 'n teenstrydigheid bestaan tussen die
regering se twee opheffingsbeleide, Regstellende Aksie en Transformasie, wat die
insluiting van blanke vroue betref. Die tweede probleem is die meningsverskil wat
bestaan in die openbare mening oor die insluiting van blanke vroue in beleide wat
daarop gemik is om gelykheid te bevorder in die indiensneming-sektor. Hierdie tesis het kwalitatiewe sowel as kwantitatiewe metodes gebruik om die
navorsingsprobleem aan te spreek. Met betrekking tot die eerste probleem, het hierdie
tesis die Regstellende Aksie wetgewing, wat die Wet op Gelyke Indiensneming sowel
as die regering se Transformasie beleide, waarvan die Wets op Swart Ekonomiese
Bemagtiging die belangrikste is, bestudeer om die teenstrydighede wat tussen die
twee is te identifiseer.
Kwalitatiewe argumente, vir en teen die insluiting van blanke vroue in Regstellende
Aksie, word bestudeer om die tweede probleem aan te spreek. Twee gevalle studies
word ook ingesluit wat die ervarings van swart vroue en blanke vroue in die
indiensneming-sektor onder Regstellende Aksie identifiseer. Wanneer dit afgehandel
is, beweeg die tesis na 'n kwantitatiewe metode van meting deur die resultate van die
Markinor M-Bus meningsopname, wat in 2004 plaasgevind het, om die algemene
Suid-Afrikaanse publiek se opinies met betrekking tot die insluiting van blanke vroue
in Regstellende Aksie te peil. Die resultate van die M-Bus meningsopname word ook gebruik om die hipoteses wat
deur hierdie tesis aangebied word te toets. Hierdie hipoteses mik daarna om uit te
vind of demografiese veranderlikes Suid-Afrikaners se menings oor die insluiting van
blanke vroue in Regstellende Aksie beïnvloed. Ses demografiese veranderlikes word
bestudeer, naamlik ras, geslag, ondersteuning van 'n politieke party, opvoeding,
inkomste en ouderdom.
Daar word duidelik bevind dat Regstellende Aksie en Swart Ekonomiese Bemagtiging
nie met mekaar korrespondeer ten opsigte van die insluiting van blanke vrouens in
Regstellende Aksie nie. Terwyl hierdie tesis die spanning tussen akademici wat die
insluiting van blanke vroue steun en die wat daarteen gekant is erken, stel dit voor dat
dit moeilik is om vas te stel watter groep reg is, veral wanneer daar gepoog word om
'n objektiewe beskouing te handhaaf. Namate die resultate van die M-Bus
meningsopname bestudeer is, vind hierdie tesis dat die algemene Suid-Afrikaanse
publiek gekant is teen die insluiting van blanke vroue in Regstellende Aksie.
Nadat die hipoteses getoets is, vind hierdie tesis dat ouderdom en geslag nie Suid-
Afrikaners se menings oor die insluiting van blanke vroue in Regstellende Aksie
beïnvloed nie. Geslag en ouderdom speel daarom nie die rol van onafhanklike
veranderlikes nie. Opvoeding, inkomste, ondersteuning van 'n politieke party en ras
speel wel die rol van onafhanklike veranderlikes. Hierdie tesis voer aan dat hierdie
vier demografiese veranderlikes almal komponente vorm van a groter, saamgestelde
onafhanklike veranderlike. Verder word daar aangevoer dat sommige van hierdie
demografiese veranderlikes 'n belangriker rol as ander mag speel. Ras word
voorgestel as die mees belangrike onafhanklike veranderlike binne hierdie
saamgestelde veranderlike, wat inkomste, ondersteuning van politieke party en
opvoeding beïnvloed. Dit blyk ook dat geslag en ouderdom beïnvloed word. Daar
word ook aangevoer dat opvoeding moontlik 'n belangriker onafhanklike veranderlike
is as inkomste en ondersteuning van 'n politieke party.
Die tesis word afgesluit met die argument dat opvoeding in die toekoms ras as die
mees belangrike onafhanklike veranderlike kan vervang betreffende die invloed op
menings van Suid-Afrikaners ten opsigte van die insluiting van blanke vroue in
Regstellende Aksie. Dit sal 'n positiewe invloed hê in die sin dat dit die rasseverdeeldheid wat steeds in Suid-Afrika heers kan verminder. Verder kom hierdie
tesis tot die gevolgtrekking dat die teenstrydighede wat tussen Regstellende Aksie en
Swart Ekonomiese Bemagtinging bestaan sowel as die polarisasie onder Suid-
Afrikaners se menings ten opsigte van die insluiting van blanke vroue in Regstellende
Aksie, 'n negatiewe uitwerking op demokratiese konsolidasie het.
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An analysis of the sexual orientation discrimination framework in the public sector : the case of Stellenbosch MunicipalityOpperman, Theo 03 1900 (has links)
Thesis (MA (Public and Development Management))--University of Stellenbosch, 2009. / Sexual orientation (discrimination) as a part of diversity management in organisations is a controversial issue and people in management positions are not always comfortable to address issues relating to gay employees. This is evident from the lack of adequate policies and processes that exist within public organs.
Ignorance and prejudice, heterosexism and homophobia, religious and moral beliefs and stigmatisation contribute to why employees discriminate against their co-workers based on sexual orientation. The following measures can be taken by the organisation in combating this phenomenon:
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Writing anti-discriminatory statements.
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Re-evaluating the current state of the organisational culture and whether it is supportive of gay employees disclosing their sexual orientation at work.
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Developing an employee assistance programme.
The success of these measures will largely depend on the capacity of the Human Resource department in making the organisation more inclusive. Therefore, the Integrated Development Plan of Stellenbosch Municipality as its organisational strategy plays a vital role in this entire process, as it cannot be separated from the Human Resource management strategy of this organisation.
These initiatives will only be effective and efficient if there is commitment from top management as well as the employees to ensure a safe work environment for lesbian, gay and bisexual employees.
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An investigation of gender inequality in the social work field in HongKongYuon, Fuk-lung, Eric., 惲福龍. January 1993 (has links)
published_or_final_version / Social Work / Master / Master of Social Work
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