Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: People's life experiences and backgrounds shape who they are - whether they are young or old, male or female, and across all races, ethnicities and religions. Today's workplace environment represents the largest diversity of generations of any time in history, and with this diversity comes new challenges. These challenges are directly due to the different generations and associated gaps based on different approaches, expectations and perceptions regarding culture and leadership in the workplace. There are generally four different generations employed in today's workplace: Traditionalists (Builders), Baby Boomers (Yuppies), Generation X (Yiffies), and Generation Y (Millennials). According to generation theory, Traditionalists were born between 1930 and 1949, Baby Boomers between 1950 and 1969, Generation X between 1970 and 1989, and Generation Yafter 1990. Although there are very few Traditionalists in contemporary workplaces, there are still some left to consider. More important than understanding the Traditionalists, though, is the need for a better understanding of the fast-growing group of Generation Y employees who are entering the workforce. At Sishen Iron Ore Mine (Sishen) there are also four generations employed, each with different approaches, expectations, perceptions, attitudes, loyalties, frames of reference, views of authority, job strengths, work ethics, relationships, work/life balances and other beliefs. The question that arises is whether the management team of the Engineering Department at Sishen can be more effective and productive through an improved and in-depth understanding of each generation's approaches, expectations and perceptions regarding culture and leadership. The purpose of this research study is to analyse the specific correlation of the different workforce generations in the Engineering Department with the general theoretical knowledge available about each generation by focusing more specifically on approaches, expectations and perceptions. The study also includes some recent research information regarding Generation Y and the related opportunities, challenges and effective ways of managing this generation. By focusing on the research results within the multigenerational workforce and the generation gaps, the possible solutions for managing conflict can improve through a better understanding of each generation. Each generation's typical characteristics are discussed in detail by means of a thorough literature study, with the overall aim of enhancing both team and organisational success. The employees and permanent contractors at the Engineering Department number approximately 1 945. The randomly selected participants in the generations survey were from the pool of permanent employees, excluding the contractors. The information was collected by means of a short questionnaire representing the typical characteristics of each generation. A sample of 250 participants from eight different sections within the department was asked to complete the questionnaire, but unfortunately a response rate of only 34% (85 questionnaires) was recorded. The research showed that the typical characteristics of the Traditionalists and Baby Boomers could be used to represent almost the entire Engineering Department. It also revealed specific influences in the working and social environment, leadership styles, and the mine's culture that affect the different generations regarding their approaches, expectations and perceptions. The report concludes with an assessment of the strengths and weaknesses of the study, as well as a few key findings and a summary, conclusion, and recommendations. / AFRIKAANSE OPSOMMING: Alle mense word gevorm deur lewensondervindings en agtergrond wat bepaal wie hulle is - ongeag of hulle oud of jonk, manlik of vroulik is, asook oor alle rasse, etniese groepe en geloofsoortuigings heen. Hedendaagse werksomgewings word gekenmerk deur die grootste generasiediversiteit van alle tye, wat nuwe uitdagings meebring. Die uitdagings is die direkte gevolg van die verskillende generasies en gepaardgaande gapings gebaseer op verskillende benaderings, verwagtinge en persepsies aangaande kultuur en leierskap in die werksplek. Daar is tans oor die algemeen vier verskillende generasies in diens in werksplekke, naamlik Tradisionaliste, Baby Boomers, Generasie X en Generasie Y. Volgens generasieteorie is Tradisionaliste persone gebore tussen 1930 en 1949, terwyl Baby Boomers tussen 1950 en 1969, Generasie X tussen 1970 en 1989 en Generasie Y na 1990 gebore is. Hoewel daar min Tradisionaliste in die werksplek oor is, is daar nog enkeles wat in ag geneem moet word. Van groter belang is egter die behoefte om die vinnig groeiende Generasie Y wat nou tot die werksmag toetree, beter te verstaan. By Sishen Ysterertsmyn (Sishen) is daar ook vier verskillende generasies in diens, elk met verskillende benaderings, verwagtinge, persepsies, houdings, lojaliteite, verwysingsraamwerke, menings oor gesag, werksverwante sterkpunte, werk-etiek, verhoudings, lewensbalanse asook ander oortuigings. Die vraag wat ontstaan, is of die bestuurspan van die Ingenieurswese Departement by Sishenmyn meer effektief en produktief kan wees deur hul kennis en begrip van elke generasie se benaderings, verwagtinge en persepsies ten opsigte van kultuur en leierskap te verbeter. Die doel van die studie is om te ontleed of daar 'n spesifieke ooreenstemming is tussen die verskillende generasies by die Ingenieurswese Departement en die algemene teoretiese inligting beskikbaar oor elke generasie deur meer spesifiek op benaderings, verwagtinge en persepsies te fokus. Die studie sluit ook onlangse navorsingsinligting aangaande Generasie Y in, met die gepaardgaande geleenthede, uitdagings en effektiewe maniere om die generasie te bestuur. Deur te fokus op die navorsingsresultate binne die multigenerasie-werksmag en die ooreenstemmende gapings, kan daar moontlik oplossings ontstaan om te help met konflikbestuur wat op 'n beter begrip van die generasies gegrond is. Elke generasie se tipiese eienskappe word in diepte bespreek deur middel van 'n deeglike literatuurstudie, met die oorhoofse doel om span- sowel as organisasiesukses te verhoog. Die totale aantal werknemers, insluitend permanente kontrakteurs, van die Ingenieurswese Departement is ongeveer 1 945. Die deelnemers aan die generasieopname is lukraak gekies, maar die kontrakteurs is uitgesluit. Die inligting is ingesamel met behulp van 'n kort vraelys wat die tipiese eienskappe van elke generasie verteenwoordig. Uit 'n steekproef van 250 deelnemers uit agt verskillende seksies binne die departement wat gevra is om die vraelys te voltooi, is 'n betreklik swak responskoers van 34% (85 vraelyste) behaal. Die navorsing het bevind dat die tipiese eienskappe van die Tradisionaliste en Baby Boomers tans gebruik kan word om feitlik die hele department te verteenwoordig. Dit toon verder ook dat daar spesifieke invloede in die werks- en sosiale omgewing, leierskapstyle en die myn se kultuur is wat die verskillende generasies se denkpatrone rondom benaderings, verwagtinge en persepsies vorm. Die navorsingsverslag word afgesluit met 'n bepaling van die sterk- en swakpunte van die studie, 'n paar kernbevindings en 'n opsomming, gevolgtrekking en aanbevelings.

Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: This thesis extends research on the benefits and critical importance of diversity and proper diversity management in South African government departments, and was built on the premise that this research can provide benefits in assisting this government departments to make improvements in their diversity management and to harness the benefits of diversity. Participants in the study were the employees from the National Department Public Work's Cape Town Regional Office. The study also looks at diversity management studies conducted in Australia, Malaysia and Canada. The study involves an in-depth analysis of the literature on diversity management, which resulted in an untangling of the complexity of the subject . / AFRIKAANSE OPSOMMING: Die doel van hierdie werkstuk is om die voordele en kritiese belang van die bestuur van diverse werkgroepe binne die Suid Afrikaanse staatsdepartemente te ondersoek. Nieteenstaande die moontlike slaggate, moet die voordele van 'n diverse werksgroep en die belangrikheid om sodanige personeel effektief te bestuur nie deur werkgewers onderskat word nie. Die werknemers van die Nasionale Department Publieke Werke, Kaapstad gaan deel neern in die studie. Die studie sluit in persoonlike onderhoude. Die studie ondersoek ook bevindinge oor die bestuur van diversiteit in Australia, Malaysia en Kanada, Dit sluit ook in diepte ondersoek van literuur aangaande diverse bestuur.

Thesis (MTech (Business Administration ))--Cape Peninsula University of Technology, [2018]. / Diversity management was developed in the 1980s in response to demographic changes within the labour force and commercial competition in the US. This context establishes the fundamental point that organisations stand to profit from having a diversified workforce (Naik, 2012). However, the integration of immigrants within South African businesses is a process characterised by intense challenges. The reasons for this are unclear, as are the benefits of having a diverse workforce in the South African labour market. In order to explore and better understand the phenomenon, this study adopts a qualitative research approach and makes use of semi-structured interviews. Such a process is appropriate for gaining insight into complex issues concerning the research problem (East et al., 2010; Monette et al., 2014). According to several sources, immigrants face challenges linked to the degree of their language proficiency, educational level, lack of experience, ethnicity and country of origin. This notwithstanding, immigrants bring to organisations new ideas, a sustainable competitive edge, productivity and profits, and much more. This study provides an understanding of how the hospitality industry value immigrants and how they can accommodate them in their organisations. This will add to the existing body of knowledge and contribute to improvement in the quality of social relationships in organisations, bringing about returns on investment. The researcher adopted the ten ethical guidelines of Bryman and Bell (2007) in carrying out this study. Specifically, the participants’ consent was sought and they were informed that they could exit the project at will, and would not be subjected to any harm. The data collection process was also clearly explained (Bryman & Bell, 2007). The findings of this study were that not only immigrants find it difficult to find a job in the Western Cape Province: South Africans, the majority semi-skilled and under-qualified, are also trying to find a job in their own country. In short, South Africa is in a crisis of high unemployment, and there is an urgent need for more infrastructure to address this. But those who are most disadvantaged in this crisis are immigrants with formidable and remarkable qualifications. They have left their home countries with the sole desire to get work, to succeed, and to enjoy a good life in the host country. Unfortunately, certain destructive circumstances, such as discrimination, obstructive situations in the Department of Home Affairs, etc., prevent them from even obtaining a suitable job offer. At the end of their job search, some remain unemployed while others have to work in hazardous jobs, or in jobs not related to their qualifications, just to have an income. The study concluded that although workforce diversity has some inherent challenges, it has benefits for business organisations and so, should be supported by the government and business owners.

Over the past fifty years, interest in the field of conflict management and peacekeeping has developed worldwide. During the same time, the potential for trans-ultural) conflict has escalated. This can mainly be attributed to the trend towards globalisation, as well as the growing complexity of societies increasingly experiencing more intercultural encounters or cultural transition situations and work-related or organisational conflicts. Cultural transition situations occur in the South African international automotive industry where the emergence of international co-operation, such as joint ventures (driven by globalisation) and new diversity management trends, have changed the way business is conducted. Due to these changes, employees of diverse origins with different cultures, values and identities work together, experiencing work-related conflicts. The purpose of this study was to assess managerial perspectives on conflict, identity and values, as well as on how (trans-cultural) conflict is managed in a selected international organisation in the South African automotive industry. The contribution of this study is twofold, namely to increase the understanding of the complexities of conflict in organisations; and to provide recommendations for conflict resolution strategies to manage (trans-cultural) conflict constructively by considering the values and identity aspects of those individuals involved. This study comprises a single explanatory case study which made use of qualitative data collection and analysis to investigate managerial perspectives on conflict, identity and values, as well as the management thereof, in the selected international organisation in the South African automotive context. Based on the main findings from this case study, it could be concluded that managers with diverse backgrounds experience work-related conflicts which are related to value and identity concepts in the selected organisation. The conflicts experienced fell into the categories of Communication and Treatment, Position and Competition, Organisation and Race and Gender.An overview of the occurrence frequency of value statements revealed that equality, communication and respect were the most commonly indicated values in conflicts. These value concepts include sub-concepts such as: · for equality: race, gender and human equality; · for communication: open, personal, free, decent, calm and proactive communication; and · for respect: mutual respect for self and others. With regard to value concepts and according to value domains of Schwartz (1994) and Schwartz and Bilsky (1987), the value dimensions of selftranscendence comprised the highest number of value statements. This dimension included the value domains of universalism and benevolence. Conflict in the data material was interlinked with identity. The extracts, based on the key words of the identity factors, demonstrated that the identity factors were related to either a weakening or strengthening effect on identities. Social and identity multiplicity in managers provides creativity spaces and flexibility in cases of strong identity patterns. Particularly with weak identities, the existence of conflict potentials could lead to complex conflicts and challenges in conflict management. Communication was most often mentioned as important to successful conflict resolution management and included examples such as round-table talks, smooth communication, face-to-face communication and room meetings. Communication was followed in frequency by strategies of internal intervention, which included the use of the formal structure of the organisation to resolve conflicts.

Diversity has, over the last few decades, become a burning issue on the agenda of most companies. Current diversity-related interventions are mainly based on behaviouristic and socio-cognitive approaches. In this research diversity was approached from the systems psychodynamic paradigm. The general aim was to gain an understanding of the diversity dynamics that manifests in an South African diversity experience. The literature review focussed on diversity in the workplace, on the group relations training model, and on the application of the group relations training model to diversity. Qualitative research was done by interviewing a sample of 15 delegates who attended the November 2000 Robben Island Diversity Experience. These unstructured interviews were used to obtain in-depth information about the participant's experience and the data was analysed hermeneutically. The emerging themes were `crossing the boundary, engage the new world, the ties that bind, being imprisoned, the struggle, the road to reconciliation, integration and healing, back to the future and the crucible'. It is recommended that South African organizations make more use of the systems psychodynamic approach to study the manifestations of diversity dynamics. The aim is not to replace the other approaches to diversity, but to add a perspective that can enhance awareness and sensitivity to the covert, unconscious and irrational forces that impact on diversity. / Industrial and Organisational Psycology / M. A.(Industrial and Organisational Psycology)

The success or failure of implementing affirmative action lies with the management of enterprises. This research - based on a literature study, questionnaires completed by 200 respondents and the researcher's model for the implementation of affirmative action - focuses on management's views on aspects of importance for affirmative action to succeed in the enterprise. From the views of management it is clear that • the more closely affirmative action impinges on the career expectations of the current incumbents, the more resistance and non ownership can be expected • the affirmative action message must be communicated sincerely and positively • diversity management must change drastically to focus on educating persons to understand not only themselves, but also others of different backgrounds, race, gender, skills, persuasion and experience • the enterprise needs to accelerate the process to identify potential, training and development processes as well as performance coaching of disadvantaged groups Meeting the above challenges, will require mutual trust, respect and communication. / Summaries in English and Afrikaans / Die bestuur van ondernemings bepaal die sukses of mislukking by die implementering van regstellende optrede. Die navorsing - gebaseer op 'n literatuurstudie, vraelyste ingevul deur 200 respondente en die navorser se model vir die implementering van regstellende optrede - fokus op bestuur se menings aangaande aspekte van belang vir die sukses van regstellende optrede in die onderneming. Vanuit bestuur se menings is dit duidelik dat • hoe grooter inbreuk regstellende optrede maak op die beroepsverwagtinge van die huidige bekleers, hoe sterker weerstand en nie-eienaarskap kan van hulle verwag word • die regstellende optrede boodskap moet eerlik en positief gekommunikeer word • die bestuur van diversiteit se fokus drasties moet verander om individue te leer om nie net hulself nie, maar ook ander van verskillende agtergrond, bevolkingsgroep, geslag, vaardighede, oortuigings en ondervinding te verstaan • die onderneming die prosesse moet versnel wat betrekking het op die identifisering van potensiaal, opleiding en ontwikkeling asook prestasierigleiding van die benadeelde groepe Ten einde aan bogenoemde uitdagings te voldoen, sal wedersydse vertroue, respek en kommunikasie vereis / Economics and Management Sciences / M.Com. (Business Management)

Text in Afrikaans / Die hoofdoel van hierdie verhandeling is om 'n studie te maak van die interkulturele bediening in die kultureel-diverse konteks van die SuidAfrikaanse Nasionale Weermag. Die benadering wat in hierdie studie gevolg word, is om die historiese pad van politieke stryd van deelnemende magte in die SANW te volg tot en met die historiese integrasie proses wat sy aanvang in 1994 geneem het. Hierdie samestelling van weermagte wat bestaan uit die SAW (Suid-Afrikaanse Weermag), MK (Umkhonto we Sizwe), APLA (Azanian's People Liberation Army), TBVC state, het elkeen respektiewelik sy eie militere- politieke ideologiese pad geloop. Om die verskille verder te aksentueer bestaan hierdie magte uit verskillende kulturele-, etniese-, en godsdienstige agtergronde. Die grootste verskil setel daarin dat hierdie magte aardsvyande van mekaar was. Die verdere verloop van hierdie verhandeling is om 'n blik te werp op hierdie diversiteit en die samehangende vraagstukke en problematiek wat voortspruit uit die integrasie van magte waarin diepgewortelde verskille setel. Teneinde samehorigheid en 'n gees van vreedsame naasbestaan te ontketen,word daar 'n indringende soeke geloods om effektief oor kultuurgrense heen te kommunikeer. Hierdie soeke om sinvol en effektief te kommunikeer geskied ook langs die weg van refleksie vanuit die Skrif. In die lig daarvan dat hierdie verhandeling vanuit die Sendingwetenskap bedryf word, word vraagstukke vanuit die Skrif benader, met antler woorde, watter leiding vind ons vanuit die Woord van God op die problematiek in die SANW. W anneer daar 'n introspeksie gehou word, oor die vraagstukke en problematiek wat voortspruit uit die proses van transformasie in die SANW, dan word daar indringend besin oor die rol wat die kapelaansdiens in die kultureel-diverse konteks van die SANW vertolk, gegee die vraagstukke en problematiek waarin die organisasie gewikkel is. Hierdie navorsing het tot die een slotsom gekom, tewete, dat die kapelaan die rol as fasiliteerder van versoening moet vertolk. Hy doen dit langs die weg van identifisering met die uitdagings waarmee lede worstel en begelei hulle pastoral om die visie van'n verenigde weermag vir die Republiek van Suid-Afrika te intemaliseer. Sy pastoraat bereik sy diepste wese wanneer koninkryksbeginsels soos vrede, geregtigheig, naaste liefde, vergewingsgesindheid en versoening in die konteks van die SANW as uitkomste verkondig word. / The main objective of this thesis is to make a study of the intercultural ministry in the cultural-diverse context of the South African National Defence Force. The approach of this study was to follow the political struggle of participating forces in the SANDF, up to the point of integration in 1994. These forces consists out of the SADF (South African Defence Forces), MK (Umkhonto we Sizwe), APLA (Azanian People's Liberation Army), TBVC States, who travelled their own military, politically and ideological routes. They also differ culturally, ethnically and religiously in their make-up. The thesis focuses on the problems and challenges which were caused by the integration of forces in which deep-seated differences are entrenched. In order to maintain a peaceful co-existence an urgent search was lodged to find ways of effective intercultural communication. Being a missiological study, the focus was on Scripture to find guidance that can overcome problems and challenges in the SANDF. This brings the role of the Chaplain in sharp focus in his ministry to the SANDF. The research came to one conclusion that the Chaplain must fulfill the role of facilitator of reconciliation. He is doing it by way of identification with the challenges with which the members struggle and guide them pastorally to internalize the vision of a United Defence Force for the Republic of South Africa. His pastorate reaches its depths when Kingdom principles, such as peace, righteousness, neighbourly love, forgiveness and reconciliation are proclaimed as outcomes within the context of the SANDF. / Theology / D.Th. (Theology)

The primary aim of this study was to investigate the implementation of the affirmative action policy within the Pretoria district of the South African Police Service. There is a need to examine and understand how the SAPS remove unfair discrimination in recruitment and selection processes in the implementation of affirmative action measures. Prior to 1994 the South African Police Force was male dominated and racism was fully institutionalised. Black people (Africans, Indians and coloureds), women and disabled people were marginalised and denied appropriate employment and advancement opportunities. The focus of the study was to identify challenges or problems encountered by the SAPS during the implementation of affirmative action policy; propose the strategies through which the SAPS can address discrimination in personnel staffing processes; and to assess and describe the criteria utilised by the SAPS in identifying the beneficiaries of affirmative action. The study includes the survey of international and national literature on the implementation of affirmative action. The study was conducted at 35 police stations within the district of Pretoria. The survey questionnaires were distributed to the respondents whereby three hundred and seventy (370) returned completed questionnaires, meeting the required sample figures. The respondents were selected by using a quota sampling. Qualitative research methodology was utilised in the interpretation and analysis of data. In addition, data was also collected through the documentary study. The major findings of this study illustrated that job requirements and responsibilities are seldom adjusted to accommodate disabled people. The communication of affirmative action policy is seen by respondents as being problematic. Respondents believe that affirmative action discriminates against certain groups within the disadvantaged groups. The research has divulged that the usage of interviews and involvement of supervisors in interview panels would minimise unfair discrimination in the allocation of promotional positions. Diversity management is not fully implemented to support affirmative action. People of all races are not employed to positions on the basis of their qualifications, experience and competencies as they deserve. The SAPS does not consider academic qualifications as criterion in the allocation of promotions. / Public Administration & Management / M. Admin. (Public Administration)

This study focused on constructing a psychological retention profile by investigating the relationship between an individual’s psychological career-related attributes (psychological contract and psychosocial career preoccupations), biographical variables (generational cohorts, gender, race, marital status, job level and employment status) and retention factors (compensation, job characteristics, training and development, supervisor support, career opportunities, work/life balance and commitment) in order to inform retention management practices for diverse groups of employees in the context of higher educational environment in South Africa. A quantitative survey was conducted on a purposively selected sample of academic and support staff (N = 579) at the University of South Africa. The canonical correlation analysis indicated employer obligations and state of the psychological contract as the strongest psychological career-related variables in predicting the retention factor variables of compensation, training and development opportunities, supervisor support, career opportunities and organisational commitment. The canonical correlation data were used to inform the structural equation modelling, which indicated a good fit between employer obligations and compensation and training and development opportunities and between the state of the psychological contract and supervisor support and career opportunities. Hierarchical moderated regression showed that psychosocial career preoccupations significantly moderated the relationship between the psychological contract and training and development opportunities as retention factor. Moderated mediation modelling found that the effect of positive perceptions of employer obligations on high levels of retention factors satisfaction through the state of the psychological contract increased when the scores on psychosocial career preoccupations were high. The results also indicated that the effect of positive perceptions of employer obligations on high levels of retention factors satisfaction through positive state of psychological contract increased when the age group of participants was lower (i.e. younger generations). Tests for significant mean differences revealed significant differences in terms of the biographical variables. On a theoretical level, the study expanded the understanding of the individual and behavioural elements of the hypothesised psychological retention profile. On an empirical level, this study delivered an empirically tested psychological retention profile in terms of the behavioural elements. On a practical level, individual and organisational interventions in terms of the psychological retention profile were recommended. / Industrial and Organisational Psychology / D. Litt. et Phil. (Psychology)

Diversity has, over the last few decades, become a burning issue on the agenda of most companies. Current diversity-related interventions are mainly based on behaviouristic and socio-cognitive approaches. In this research diversity was approached from the systems psychodynamic paradigm. The general aim was to gain an understanding of the diversity dynamics that manifests in an South African diversity experience. The literature review focussed on diversity in the workplace, on the group relations training model, and on the application of the group relations training model to diversity. Qualitative research was done by interviewing a sample of 15 delegates who attended the November 2000 Robben Island Diversity Experience. These unstructured interviews were used to obtain in-depth information about the participant's experience and the data was analysed hermeneutically. The emerging themes were `crossing the boundary, engage the new world, the ties that bind, being imprisoned, the struggle, the road to reconciliation, integration and healing, back to the future and the crucible'. It is recommended that South African organizations make more use of the systems psychodynamic approach to study the manifestations of diversity dynamics. The aim is not to replace the other approaches to diversity, but to add a perspective that can enhance awareness and sensitivity to the covert, unconscious and irrational forces that impact on diversity. / Industrial and Organisational Psycology / M. A.(Industrial and Organisational Psycology)