Introduction: From a legal point of view, gender-based discrimination is not condoned in the workplace. However, perceptions that such discrimination exists persist. Understanding the extent and nature of the phenomenon may contribute to the management thereof. Aim: The aim of this research was to report on the nature and level of workplace gender-based discrimination from the perspective of managers and employees, as well as by making use of objective measures. Method: Interviews were conducted with 75 managers focusing on the prevalence of gender-based discrimination in specific organisational processes. Furthermore, 145 managers and 1 740 employees completed questionnaires on this topic. Results: Managers reported flaws in all the organisational processes investigated. According to these managers, some processes showed a pro-female bias whilst others displayed a pro-male bias. More female than male employees reported discriminatory incidents at work, but both groups reported gender-based discrimination. Gender-based discrimination was the most prominent form of discrimination reported by women. Some female respondents reported pro-male and others pro-female discrimination. The same pattern applied to men. No statistically significant gender wage gap was found and the salaries of males and females were not differentially affected by qualifications, training, workplace experience or family responsibility. Managers and employees concurred that gender-based discrimination was the primary source of discrimination in the workplace, and they reported similarly on the consequences of this problem. Conclusions and recommendations: Managers are aware of discrimination in organisational processes. This awareness can be used to initiate programmes aimed at minimising discrimination. Both males and females are exposed to gender-based discrimination and they report similar consequences. This suggests that interventions should be directed at both groups. The different, and often opposing, reports provided by the male and female groups support the social identity theory and conceptions of group-serving bias. From the objective data it can be concluded that perceptions of being discriminated against are the result of psycho-social processes and not necessarily the result of justifiable biographical differences. / PhD (Business Administration), North-West University, Potchefstroom Campus, 2014

Introduction: From a legal point of view, gender-based discrimination is not condoned in the workplace. However, perceptions that such discrimination exists persist. Understanding the extent and nature of the phenomenon may contribute to the management thereof. Aim: The aim of this research was to report on the nature and level of workplace gender-based discrimination from the perspective of managers and employees, as well as by making use of objective measures. Method: Interviews were conducted with 75 managers focusing on the prevalence of gender-based discrimination in specific organisational processes. Furthermore, 145 managers and 1 740 employees completed questionnaires on this topic. Results: Managers reported flaws in all the organisational processes investigated. According to these managers, some processes showed a pro-female bias whilst others displayed a pro-male bias. More female than male employees reported discriminatory incidents at work, but both groups reported gender-based discrimination. Gender-based discrimination was the most prominent form of discrimination reported by women. Some female respondents reported pro-male and others pro-female discrimination. The same pattern applied to men. No statistically significant gender wage gap was found and the salaries of males and females were not differentially affected by qualifications, training, workplace experience or family responsibility. Managers and employees concurred that gender-based discrimination was the primary source of discrimination in the workplace, and they reported similarly on the consequences of this problem. Conclusions and recommendations: Managers are aware of discrimination in organisational processes. This awareness can be used to initiate programmes aimed at minimising discrimination. Both males and females are exposed to gender-based discrimination and they report similar consequences. This suggests that interventions should be directed at both groups. The different, and often opposing, reports provided by the male and female groups support the social identity theory and conceptions of group-serving bias. From the objective data it can be concluded that perceptions of being discriminated against are the result of psycho-social processes and not necessarily the result of justifiable biographical differences. / PhD (Business Administration), North-West University, Potchefstroom Campus, 2014

This research project examines the acculturation process in order to predict the perceived work success and health (psychological and physical) of mineworkers in a mine in the North–West Province.1 Work success can also be described as that which is achieved when an employee enjoys his career for reasons of psychological experience of success and personal growth and development within both his/her current occupation and working environment. Health is defined as a condition of complete physical, mental and social well–being and not merely the absence of disease or frailty. Health is therefore about completeness, contentment and well–being at a physical, cultural, psychosocial, economic and spiritual level. Employees’ success and health is evaluated from an acculturation perspective, and therefore considered a result of the acculturation process. This proposition was explored by investigating the relationship between the acculturation context and individual intervening factors, mapped into variables, and acculturation outcomes (work success and health). A convenient sample of participants from the mine examined was taken (n = 288). English questionnaires using a cross–sectional survey design were used to gather the data. Modified measuring instruments and others developed for the project, which follow a five–point Likert format (‘strongly agree’ to ‘strongly disagree’) were used to investigate the mainstream domain (perceived mainstream segregation demands, perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with mainstream members at work), an individual intervening factor (individual separation acculturation strategy practices), the ethnocultural domain (perceived pressure to conform to own culture, ethnic separation demands at work, and relationships with co–ethnics at work), psychological acculturation outcomes (health), and sociocultural acculturation outcomes (work success). The data was captured in a spreadsheet, controlled for errors, and statistically analysed using regression in SPSS. Descriptive statistics, Cronbach alpha coefficients, and Pearson product-moment correlation coefficients were inspected, and effect sizes were used to determine the findings’ practical significance. The results did indicate practical and statistically significant relationships exist between acculturation context, individual and acculturation outcomes variables. Perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with co–ethnics at work proved to be statistically significant predictors of meeting deadlines at work. Perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with co–ethnics at work was statistically significant predictors of reputation and respect at work. Perceived mainstream segregation demands, perceived pressure to conform to management ideologies and practices, perceived racism at work, and relationships with mainstream members at work were statistically significant predictors of training and development opportunities at work. Individual separation acculturation strategy practices and ethnic separation demands at work were statistically significant predictors of psychological health. Perceived racism at work and ethnic separation demands at work proved to be statistically significant predictors of physical health. These findings demonstrate that success and health can be viewed from an acculturation perspective, and that the acculturation context and individual intervening factors, can be used to predict psychological and sociocultural acculturation outcomes. / Thesis (M.A. (Human Resource Management))--North-West University, Potchefstroom Campus, 2010.

This research project examines the acculturation process in order to predict the perceived work success and health (psychological and physical) of mineworkers in a mine in the North–West Province.1 Work success can also be described as that which is achieved when an employee enjoys his career for reasons of psychological experience of success and personal growth and development within both his/her current occupation and working environment. Health is defined as a condition of complete physical, mental and social well–being and not merely the absence of disease or frailty. Health is therefore about completeness, contentment and well–being at a physical, cultural, psychosocial, economic and spiritual level. Employees’ success and health is evaluated from an acculturation perspective, and therefore considered a result of the acculturation process. This proposition was explored by investigating the relationship between the acculturation context and individual intervening factors, mapped into variables, and acculturation outcomes (work success and health). A convenient sample of participants from the mine examined was taken (n = 288). English questionnaires using a cross–sectional survey design were used to gather the data. Modified measuring instruments and others developed for the project, which follow a five–point Likert format (‘strongly agree’ to ‘strongly disagree’) were used to investigate the mainstream domain (perceived mainstream segregation demands, perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with mainstream members at work), an individual intervening factor (individual separation acculturation strategy practices), the ethnocultural domain (perceived pressure to conform to own culture, ethnic separation demands at work, and relationships with co–ethnics at work), psychological acculturation outcomes (health), and sociocultural acculturation outcomes (work success). The data was captured in a spreadsheet, controlled for errors, and statistically analysed using regression in SPSS. Descriptive statistics, Cronbach alpha coefficients, and Pearson product-moment correlation coefficients were inspected, and effect sizes were used to determine the findings’ practical significance. The results did indicate practical and statistically significant relationships exist between acculturation context, individual and acculturation outcomes variables. Perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with co–ethnics at work proved to be statistically significant predictors of meeting deadlines at work. Perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with co–ethnics at work was statistically significant predictors of reputation and respect at work. Perceived mainstream segregation demands, perceived pressure to conform to management ideologies and practices, perceived racism at work, and relationships with mainstream members at work were statistically significant predictors of training and development opportunities at work. Individual separation acculturation strategy practices and ethnic separation demands at work were statistically significant predictors of psychological health. Perceived racism at work and ethnic separation demands at work proved to be statistically significant predictors of physical health. These findings demonstrate that success and health can be viewed from an acculturation perspective, and that the acculturation context and individual intervening factors, can be used to predict psychological and sociocultural acculturation outcomes. / Thesis (M.A. (Human Resource Management))--North-West University, Potchefstroom Campus, 2010.

AFRIKAANS: Hierdie proefskrif ondersoek die ontplooiing van die reg rakende persone met gestremdhede in die rigting van ʼn toenemend inklusiewe en geintegreerde regsorde wat die beskerming en bevordering van die regte van persone met gestremdhede op gelyke grondslag met alle ander persone bewerkstellig. Gestremdheid word aan die hand van twee uiteenlopende modelle beoordeel en hanteer. Die twee modelle - die mediese en die sosiale model van gestremdheid - verteenwoordig uiteenlopende opvattinge oor gestremdheid wat in duidelik onderskeibare regsbenaderings neerslag vind. Oor die onlangse dekades het die sosiale model beduidend veld teen die mediese model gewen. Dit het veral neerslag gevind in die internasionale reg, soos dit die afgelope dekades onder die aanvoering van die Verenigde Nasies in omvattende standaardisering en universalisering van menseregte ontwikkel het. Hierdie ontwikkelings word breedvoerig ondersoek. Die groeiende aanklank van die sosiale model ten koste van die mediese model is eweneens merkbaar in twee ander jurisdiksiegebiede, naamlik Europa – binne die konteks van sowel die Europese Raad as die Europese Unie - en die Verenigde State van Amerika. By albei weerspieel die ontplooiing van die positiewe reg ʼn verandering in die beskouing oor die regshantering van persone met gestremdhede. Daarvolgens word gestremdheid toenemend volgens ʼn sosiale model as ʼn vorm van diversiteit eerder as uitsluitlik in terme van ʼn mediese model as afwykend of abnormaal verstaan. Gestremdheid vereis ʼn besondere regsbedeling ten einde daadwerklike gelyke beregtiging vir persone met gestremdhede te verseker eerder as (net) mediese ingryping in ʼn “afwykende toestand” of ʼn “siektetoestand.” Die veranderde regsbedeling oor gestremdheid word deurlopend deur die prisma van die twee modelle beskryf en beoordeel. Na die uitklaar van die betekenis van die modelle aan die begin van die studie volg ʼn historiese oorsig wat die konteks vorm waarbinne die regsontwikkeling rondom gestemdheidsreg sedert die Tweede Wereldoorlog op internasionale terrein (onder die aanvoering van die Verenigde Nasies), in Europa, die VSA en in Suid-Afrika bespreek word. Die studie sluit af met gevolgtrekkings waarin die klem op ʼn beoordeling van die verandering van die reg rakende gestremdheid in die lig van modelle wat in die eerste hoofstuk toegelig is, val. ENGLISH: The thesis investigates a change in perception and the resulting altered juridical management of persons with disabilities towards a more inclusive and integrated public legal order. Such a change positions the protection and promotion of the rights and interests of persons with disabilities on an equal footing with that of other persons. Disability is dealt with and evaluated in relation to two opposing models. The two models of disability – the medical and the social – represent two different perceptions about disability that are laid down in clearly-distinguishable approaches in law. Over the recent decades the social model has gained considerable ground over the medical model. It has found particular favour in international law, as developed over the past decades in the comprehensive standardisation and universalising of human rights under the leadership of the United Nations. These developments are scrutinised thoroughly. The increasing acceptance of the social model to the detriment of the medical model is apparent in two other areas of jurisdiction, namely, Europe – within the context of the European Council and the European Union – and the United States of America. In both these the development of positive law reflects a change in view regarding the way disability is dealt with by the law. Disability is increasingly understood according to a social model as a form of diversity rather than exclusively in accordance with a medical model. Disability requires a unique legal dispensation in order to ensure genuine equal adjudication for persons with disabilities rather than a (mere) medical intervention as a “deviant state” or an “illness”. The changing legal dispensation regarding disability is continuously described and evaluated through the prism of the two models. After an exposition of the models at the beginning of the study a brief historical overview follows, constituting the context within which legal development since the Second World War in the international arena (by way of the activities of the United Nations), in Europe, the USA and South Africa, is discussed. The study ends with conclusions which emphasise an evaluation of the changes in disability law in light of the models that were expounded in the first chapter. / Thesis (LLD)--University of Pretoria, 2010. / Public Law / unrestricted

The Mpumalanga Education Department has put in place various mechanisms aimed at promoting equity and equality between male and female educators and learners within the education system. Such initiatives were established from a position of strength that sociocultural stereotypes such as patriarchy, lack of access to resources and the sexual division of labour have been internalised and reinforced as acts of discrimination within the school system, community, home and workplace. Within the school system, gender stereotypes are used to determine and perpetuate the educational provisioning for learners as separate groups (boys - girls) through the school curriculum and the educators' classroom practices of "masculine" and "feminine" activities. Equally so, senior management positions are mostly occupied by males whilst females are relegated to lower positions of the management echelon. The focus of this study was to identify the root causes of inequalities in senior management positions between male and female managers. The Participatory Action Research (PAR) method using a case study and a literature review were used as data collection techniques. Affirmative Action policies and programmes are recommended as strategies for empowering women and girls with an aim of preparing them to be competent in the labour market. There are diverse interpretations of the affirmative action concept and different people attach different meanings to its definition. It (Affirmative Action) impacts differently on different groups under different conditions. The study also suggests that education, training and development (ETD) are dependent variables of affirmative action in the sense that they create an environment where individuals who were (under)privileged can learn to accept and understand one another as partners. AFRIKAANS : Die Mpumalanga Onderwysdepartement het verskeie meganismes daargestel om billikheid en gelykheid tussen manlike en vroulike opvoeders en leerders binne die onderwysstelsel te bevorder. Sodanige inisiatiewe is gevestig vanuit 'n aanname dat sosio-kulturele stereotipes soos patriargie, gebrek aan toegang tot hulpbronne en verdeling van werk op geslagsgrondslag gei'nternaliseer en versterk is as diskriminerende handelinge binne die skoolstelsel, gemeenskap, huis en werkplek. Binne die onderwysstelsel word geslagstereotipes gebruik om onderwysvoorsiening vir leerders as afsonderlike groepe (seuns dogters) te bepaal en te laat voortbestaan deur die skoolkurrikulum en die klaskamerpraktyk van die opvoeders wat "manlike" en "vroulike" aktiwiteite gebruik. Insgelyks word senior bestuursposisies gewoonlik deur mans beklee terwyl vroue gerelegeer word na laer posisies in die bestuurskader. Die doe I van hierdie studie was om die hoofoorsake van ongelykhede in senior bestuursposisies tussen manlike en vroulike bestuurders te identifiseer. Die PAR-metode wat van 'n gevallestudie gebruik maak en 'n literatuurstudie is aangewend as data-insamelingstegniek. Die beleid van regstellende aksie, asook programme met betrekking daarop, word aanbeveel as strategiee om vroue en dogters te bemagtig met die doel om hulle voor te berei om bevoeg te wees in die arbeidsmark. Daar is 'n verskeidenheid vertolkings van die begrip regstellende aksie en verskillende mense koppel verskillende betekenisse aan die definisie. Regstellende aksie het verskillende invloede op verskillende groepe onder verskillende omstandighede. Die studie dui ook aan dat Onderwys, Opleiding en Ontwikkeling (000) afhanklike veranderlikes van regstellende aksie is in die sin dat hulle 'n omgewing skep waar individue wat (minder)bevoorreg was kan leer om mekaar te aanvaar en te begryp as vennote. / Dissertation (MEd (Education Management))--University of Pretoria, 2005. / Education Management and Policy Studies / unrestricted

In hierdie navorsingsverslag word gefokus op die beperkings wat geplaas word op die testeervryheid van ʼn persoon in die breë sin. Die beginsel van testeervryheid is die grondslag van die Suid-Afrikaanse testate erfopvolging. Die Suid-Afrikaanse opvatting van testeervryheid is tans van so ʼn aard dat dit ʼn testateur toelaat om sy of haar boedelbates te bemaak volgens sy of haar goeddunke, onderworpe aan ʼn paar statutêre en gemeenregtelike uitsonderings. By die bepaling of ʼn spesifieke klousule in ʼn testament vervat kan word, sal sodanige klousule eerstens teen die Grondwet van die Republiek van Suid-Afrika getoets moet word om te bepaal of sodanige klousule moontlik op ʼn grondwetlik verskanste reg inbreuk maak. Verdere statutêre beperkings sluit onder meer die reg om oor onroerende eiendom te beskik wat gereël word deur die Wet op die Opheffing of Wysiging van Beperkinge op Onroerende Goed, die reg van ʼn minderjarige kind om onderhoud te eis van die boedel, die Wet op Onderhoud van Langslewende Gades en die Wet op Pensioenfondse in. Testeervryheid word direk gekoppel aan elke persoon se fundamentele regte wat in die Grondwet van die Republiek van Suid-Afrika gewaarborg word. Die beginsel van testeervryheid is in verskeie sake aangespreek en word hierdie sake vervolgens bespreek. Die tipe huweliksgoederebedeling ingevolge waarvan ʼn huwelik gesluit word is ʼn verdere beperking op die mate waartoe ʼn testateur vrylik oor sy of haar bates kan beskik. Die invloed van huwelike binne en buite gemeenskap van goedere op testeervryheid en die Wet op Onderhoud van Langslewende Gades word ontleed, sowel as die onderhoudsverpligting wat ontstaan vanuit die huwelik tussen gades en teenoor minderjarige kinders. Maatskaplike sekuriteit word gereël in terme van artikel 27 van die Grondwet van die Republiek van Suid-Afrika en is artikel 37C van die Pensioenfondswet geïnkorporeer wat verseker dat ʼn persoon se pensioenvoordele moet voorsien aan die onderhoudsbehoeftes van afhanklikes van die lid. Die werking van artikel 37C en die invloed daarvan op testeervryheid word bespreek. Die laaste beperking wat hanteer word is beperkings ten opsigte van bemakings van onroerende eiendom. Hierdie bemakings word beperk deur die werking van die Wet op die Opheffing of Wysiging van Beperkinge op Onroerende Goed asook die Wet op die Onderverdeling van Landbougrond. Die navorsingsverslag doen gevolglik ʼn in diepte ondersoek na die beperkings wat ontstaan op testeervryheid, die relevansie en werking daarvan en word daar bepaal of die beperkings as billik geag kan word of nie. / LLM (Estate Law), North-West University, Potchefstroom Campus, 2015

In hierdie navorsingsverslag word gefokus op die beperkings wat geplaas word op die testeervryheid van ʼn persoon in die breë sin. Die beginsel van testeervryheid is die grondslag van die Suid-Afrikaanse testate erfopvolging. Die Suid-Afrikaanse opvatting van testeervryheid is tans van so ʼn aard dat dit ʼn testateur toelaat om sy of haar boedelbates te bemaak volgens sy of haar goeddunke, onderworpe aan ʼn paar statutêre en gemeenregtelike uitsonderings. By die bepaling of ʼn spesifieke klousule in ʼn testament vervat kan word, sal sodanige klousule eerstens teen die Grondwet van die Republiek van Suid-Afrika getoets moet word om te bepaal of sodanige klousule moontlik op ʼn grondwetlik verskanste reg inbreuk maak. Verdere statutêre beperkings sluit onder meer die reg om oor onroerende eiendom te beskik wat gereël word deur die Wet op die Opheffing of Wysiging van Beperkinge op Onroerende Goed, die reg van ʼn minderjarige kind om onderhoud te eis van die boedel, die Wet op Onderhoud van Langslewende Gades en die Wet op Pensioenfondse in. Testeervryheid word direk gekoppel aan elke persoon se fundamentele regte wat in die Grondwet van die Republiek van Suid-Afrika gewaarborg word. Die beginsel van testeervryheid is in verskeie sake aangespreek en word hierdie sake vervolgens bespreek. Die tipe huweliksgoederebedeling ingevolge waarvan ʼn huwelik gesluit word is ʼn verdere beperking op die mate waartoe ʼn testateur vrylik oor sy of haar bates kan beskik. Die invloed van huwelike binne en buite gemeenskap van goedere op testeervryheid en die Wet op Onderhoud van Langslewende Gades word ontleed, sowel as die onderhoudsverpligting wat ontstaan vanuit die huwelik tussen gades en teenoor minderjarige kinders. Maatskaplike sekuriteit word gereël in terme van artikel 27 van die Grondwet van die Republiek van Suid-Afrika en is artikel 37C van die Pensioenfondswet geïnkorporeer wat verseker dat ʼn persoon se pensioenvoordele moet voorsien aan die onderhoudsbehoeftes van afhanklikes van die lid. Die werking van artikel 37C en die invloed daarvan op testeervryheid word bespreek. Die laaste beperking wat hanteer word is beperkings ten opsigte van bemakings van onroerende eiendom. Hierdie bemakings word beperk deur die werking van die Wet op die Opheffing of Wysiging van Beperkinge op Onroerende Goed asook die Wet op die Onderverdeling van Landbougrond. Die navorsingsverslag doen gevolglik ʼn in diepte ondersoek na die beperkings wat ontstaan op testeervryheid, die relevansie en werking daarvan en word daar bepaal of die beperkings as billik geag kan word of nie. / LLM (Estate Law), North-West University, Potchefstroom Campus, 2015