The global move towards human rights, the publication of King 11 reports and the post democratic legislations coerced the South African mining industry to diversify its workforce. The Employment Equity Act was the major driving force behind this, aimed at eliminating discrimination in the workplace and implementing Affirmative Action measures so that the workforce would reflect the economically active population. The question remains as to whether it could achieve a representative workforce, since the Commission of Employment Enquiry reports (2009-2010) and the Quarterly Labour Force Survey (second quarter, 2010) indicated that progress is very slow throughout all the industries. The mining industry is still predominantly White-controlled and emphasis is being placed on stimulating Black empowerment in the industry. Since the early 1990s the industry has seen significant restructuring and changes, including the phasing out of the traditional mining houses and the incorporation of the designated groups (females and Blacks) in ownership and management. However, rising gold prices and pressures on the global economy have forced the industry to embark on measures which impacted badly on the employment equity, leading to measures such as downsizing both the operations and staff, limiting training, centralising and outsourcing through contractual work. Migrant labour still plays an integral part. In order to analyse the application of Employment Equity Act and workplace diversity in the mining industry, a literature review was conducted to conceptualise the major constructs, and a survey through a close-ended questionnaire was administered to establish the progress made in this regard. The questionnaire was divided into three sections: section A was a biographical/demographic analysis focussing on the personal attributes ranging from gender, age, race, education and job grade. Section B and C were in the form of five-point likert scale to analyse the extent of understanding and knowledge, as well as attitudes and behaviour of the respondents respectively. The results were compared to secondary data in the form of reports collected from the senior metallurgy human resource manager. The convenience sample was taken from a sample of employees staying in the mining complex known as the 'Quarters', which comprised 345 houses, of which a response rate was 54%. Findings from the primary data indicated some progress in changing the organisational culture, with the majority of the respondents giving positive perceptions towards gender, disability and language used, while they identified the following as barriers (negative perceptions): lack of commitment by management; unfair labour practices in recruitment, promotions, training and development; insufficient knowledge about EEA and diversity; racial discrimination; and negative turnover intentions. They believed that diversity could improve productivity. The secondary data revealed that there was slow progress in attaining the numerical targets, especially in the D-band upwards (senior and top management levels). The females and people with disability were under-represented in all categories. The majority of employees in the skilled (C-band), semi-skilled and unskilled (B1-B7) were terminating their services. It is suggested that training of personnel about EEA and diversity be considered to get their active support and to prepare them for the change from the status-quo, extensive development of management on labour relations and good practices, as well as formation of committees to steer and monitor the adherence to policies. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

The global move towards human rights, the publication of King 11 reports and the post democratic legislations coerced the South African mining industry to diversify its workforce. The Employment Equity Act was the major driving force behind this, aimed at eliminating discrimination in the workplace and implementing Affirmative Action measures so that the workforce would reflect the economically active population. The question remains as to whether it could achieve a representative workforce, since the Commission of Employment Enquiry reports (2009-2010) and the Quarterly Labour Force Survey (second quarter, 2010) indicated that progress is very slow throughout all the industries. The mining industry is still predominantly White-controlled and emphasis is being placed on stimulating Black empowerment in the industry. Since the early 1990s the industry has seen significant restructuring and changes, including the phasing out of the traditional mining houses and the incorporation of the designated groups (females and Blacks) in ownership and management. However, rising gold prices and pressures on the global economy have forced the industry to embark on measures which impacted badly on the employment equity, leading to measures such as downsizing both the operations and staff, limiting training, centralising and outsourcing through contractual work. Migrant labour still plays an integral part. In order to analyse the application of Employment Equity Act and workplace diversity in the mining industry, a literature review was conducted to conceptualise the major constructs, and a survey through a close-ended questionnaire was administered to establish the progress made in this regard. The questionnaire was divided into three sections: section A was a biographical/demographic analysis focussing on the personal attributes ranging from gender, age, race, education and job grade. Section B and C were in the form of five-point likert scale to analyse the extent of understanding and knowledge, as well as attitudes and behaviour of the respondents respectively. The results were compared to secondary data in the form of reports collected from the senior metallurgy human resource manager. The convenience sample was taken from a sample of employees staying in the mining complex known as the 'Quarters', which comprised 345 houses, of which a response rate was 54%. Findings from the primary data indicated some progress in changing the organisational culture, with the majority of the respondents giving positive perceptions towards gender, disability and language used, while they identified the following as barriers (negative perceptions): lack of commitment by management; unfair labour practices in recruitment, promotions, training and development; insufficient knowledge about EEA and diversity; racial discrimination; and negative turnover intentions. They believed that diversity could improve productivity. The secondary data revealed that there was slow progress in attaining the numerical targets, especially in the D-band upwards (senior and top management levels). The females and people with disability were under-represented in all categories. The majority of employees in the skilled (C-band), semi-skilled and unskilled (B1-B7) were terminating their services. It is suggested that training of personnel about EEA and diversity be considered to get their active support and to prepare them for the change from the status-quo, extensive development of management on labour relations and good practices, as well as formation of committees to steer and monitor the adherence to policies. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

In developing countries like Ethiopia rural-urban migration affects development in both urban and rural areas. As such, this study aims at establishing the major causes and consequences of the movement of people from rural to urban areas. To achieve the objective 500 migrant household heads were selected randomly from three kebeles of the town. Both primary and secondary data were employed and were analyzed both qualitatively and quantitatively. The study revealed that migrants came to Woldiya in search of employment and to utilize urban services and education. Hence, the out flow of economically active people from the rural agricultural sector has a negative effect on production in the areas of origin and the receiving area now experiences problems such as a shortage of housing, unemployment, increasing cost of living, lack of access to social services, Therefore, to mitigate the problem of rural-urban migration is launching of integrated rural development policy / Geography / M.A. (Geography)

In developing countries like Ethiopia rural-urban migration affects development in both urban and rural areas. As such, this study aims at establishing the major causes and consequences of the movement of people from rural to urban areas. To achieve the objective 500 migrant household heads were selected randomly from three kebeles of the town. Both primary and secondary data were employed and were analyzed both qualitatively and quantitatively. The study revealed that migrants came to Woldiya in search of employment and to utilize urban services and education. Hence, the out flow of economically active people from the rural agricultural sector has a negative effect on production in the areas of origin and the receiving area now experiences problems such as a shortage of housing, unemployment, increasing cost of living, lack of access to social services, Therefore, to mitigate the problem of rural-urban migration is launching of integrated rural development policy / Geography / M.A. (Geography)

Submitted by Willians Gaspar (willians.gaspar@fgv.br) on 2018-01-22T16:33:59Z No. of bitstreams: 1 A Correlação entre Jornada de Trabalho e Produtividade - Uma Perspectiva Macroeconômica entre Países.pdf: 1651221 bytes, checksum: 10a95ba6074b04f5e4e0f6d88a9bf7b6 (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2018-01-24T12:00:40Z (GMT) No. of bitstreams: 1 A Correlação entre Jornada de Trabalho e Produtividade - Uma Perspectiva Macroeconômica entre Países.pdf: 1651221 bytes, checksum: 10a95ba6074b04f5e4e0f6d88a9bf7b6 (MD5) / Made available in DSpace on 2018-01-29T18:55:15Z (GMT). No. of bitstreams: 1 A Correlação entre Jornada de Trabalho e Produtividade - Uma Perspectiva Macroeconômica entre Países.pdf: 1651221 bytes, checksum: 10a95ba6074b04f5e4e0f6d88a9bf7b6 (MD5) Previous issue date: 2017-12-19 / This research has as general objective to identify the variables or contributing factors to subsidize the discussion about reduction of the Working Day. As a specific objective, what is proposed is to verify how these same variables affect Productivity. For both objectives the macroeconomic aspects of the countries analyzed are considered. The criterion for selecting these countries is based on the "ranking" of the OECD and World Bank database for the year 2013, considering all the major world economies, which together represent 65.22% of global GDP. The data extracted refer to the "Gross Domestic Product - GDP at (PPP) - Purchasing Power Parity", which consists of the Gross Domestic Product, in international dollars, with a view to the comparative possibility of these economies by purchasing power parity (PPP). Other sources of information were considered as objects of analysis and observations, including the statistical series of secondary data from the International Labor Office (ILO), the International Monetary Fund (IMF), the United Nations (UNDP), the Brazilian Institute of Geography and Economics (IBGE), the Department of Statistics and Socioeconomic Studies (DIEESE) and the Institute of Economic and Applied Research (IPEA). The research was conducted at the macroeconomic level of the countries, with a longitudinal temporal cut between the years 2007 and 2013, in order to observe the behavior of these economies, including during the period of the 2008 global crisis. evolution of the historical series of GDP, revealing the size of the economy, GDP per capita, which captures wealth in relation to the population. Finally, we consider the labor productivity factor itself, which deals with the relationship between GDP, the number of people and the number of hours worked in the period. This research has as general objective to identify the variables or contributing factors to subsidize the discussion about reduction of the Working Day. As a specific objective, what is proposed is to verify how these same variables affect Productivity. For both objectives the macroeconomic aspects of the countries analyzed are considered. The criterion for selecting these countries is based on the "ranking" of the OECD and World Bank database for the year 2013, considering all the major world economies, which together represent 65.22% of global GDP. The data extracted refer to the "Gross Domestic Product - GDP at (PPP) - Purchasing Power Parity", which consists of the Gross Domestic Product, in international dollars, with a view to the comparative possibility of these economies by purchasing power parity (PPP). Other sources of information were considered as objects of analysis and observations, including the statistical series of secondary data from the International Labor Office (ILO), the International Monetary Fund (IMF), the United Nations (UNDP), the Brazilian Institute of Geography and Economics (IBGE), the Department of Statistics and Socioeconomic Studies (DIEESE) and the Institute of Economic and Applied Research (IPEA). The research was conducted at the macroeconomic level of the countries, with a longitudinal temporal cut between the years 2007 and 2013, in order to observe the behavior of these economies, including during the period of the 2008 global crisis. evolution of the historical series of GDP, revealing the size of the economy, GDP per capita, which captures wealth relative to the population. Finally, we consider the labor productivity factor itself, which deals with the relationship between GDP, the number of people and the number of hours worked in the period. Design/Methodology/ approach – The method is a qualitative research of the exploratory type, subsidized by quantitative correlation analysis, and the statistical design is directed to the verification of the degree of association between the variables: Working day and Labor productivity; that is, calculation and interpretation of the degree of correlation between these two variables. Findings – In the final conclusion of the study, it is inferred based on the theoretical reference and the analysis of the statistical data, if the reduction in the working day contributes to changes in productivity indexes, and just as other variables are considered in this discussion. Research limitations – No aspects of the national culture, climatic conditions and segregation of nations by percentage of participation in agriculture, industry, and services were considered in the composition of their economies, with a view to performing comparative analysis by subgroups. In addition, the sample set is restricted both in number of countries and in relation to the relatively short period between 2007 and 2013, in addition to being marked by an atypical event such as the global economic crisis of 2008. Practical contributions – To governments, organizations and workers to rethink the possible economic and social benefits, through public policies that allow greater flexibility in working hours, focusing on the competitive advantages and the balance of the relation between labor and capital, observing the legal aspects, productivity, quality of life, unit costs and the generation of jobs / Esta pesquisa tem como objetivo geral identificar as variáveis ou fatores contribuintes para subsidiar a discussão sobre redução da Jornada de Trabalho. Como objetivo específico, o que se propõe é verificar como essas mesmas variáveis afetam a Produtividade. Para ambos os objetivos são considerados os aspectos macroeconômicos dos países analisados. O critério para seleção desses países se fundamenta no “ranking” da base de dados da Organização para a Cooperação e Desenvolvimento Econômico – OCDE e do Banco Mundial, ano base 2013, considerando-se o conjunto das maiores economias mundiais, que, juntas, representam 65,22% do PIB global. Os dados extraídos são referentes ao “Gross Domestic Product – GDP at (PPP) - Purchasing Power Parity”, que consiste no Produto Interno Bruto, em dólares internacionais, com vistas à possibilidade comparativa destas economias pela paridade do poder de compra (PPC). Outras fontes de informações foram consideradas como objetos de análise e observações, incluindo-se as séries estatísticas de dados secundários do Instituto Internacional do Trabalho (OIT), do Fundo Monetário Internacional (FMI), das Nações Unidas (UNDP), do Instituto Brasileiro de Geografia e Economia (IBGE), do Departamento Intersindical de Estatística e Estudos Socioeconômicos (DIEESE) e do Instituto de Pesquisa Econômica e Aplicada (IPEA). A pesquisa foi conduzida no nível macroeconômico dos países, com corte temporal longitudinal entre os anos de 2007 a 2013, com o objetivo de observar-se o comportamento dessas economias, inclusive durante o período da crise mundial de 2008. Nesse sentido, foi avaliada a evolução da série histórica do PIB, como reveladora do tamanho da economia, o PIB per capita, que captura a riqueza em relação à população. Por último, considera-se o fator produtividade do trabalho propriamente dito, que trata da relação entre o PIB, o número de pessoas e o número de horas trabalhadas no período. Quanto ao método, trata-se de pesquisa qualitativa do tipo exploratória, subsidiada por análise quantitativa correlacional, sendo o delineamento estatístico direcionado para a verificação do grau de associação entre as varáveis: Jornada de trabalho e Produtividade do trabalho; ou seja, cálculo e interpretação do grau de correlação entre essas duas variáveis. Na conclusão final do trabalho, infere-se com base no referencial teórico e na análise dos dados estatísticos, se a redução na jornada de trabalho contribui para alterações nos índices de produtividade, e assim como outras variáveis são consideradas nesta discussão. Não foram considerados aspectos da cultura nacional, condições climáticas e segregação das nações por percentual de participação respectivamente em agricultura, indústria, e serviços, na composição de suas economias, visando realizar análise comparativa por subgrupos. Além disto o conjunto amostral é restrito, tanto em número de países, quanto em relação ao período, relativamente curto, entre 2007 e 2013, além de ter sido marcado por fato atípico como a crise econômica mundial de 2008. Á governos, organizações e trabalhadores para repensarem os eventuais benefícios econômicos e sociais, através de políticas públicas que permitam maior flexibilização das jornadas de trabalho, com foco nas vantagens competitivas e no equilíbrio da relação entre mão de obra e capital, observando os aspectos legais, a produtividade, a qualidade de vida, os custos unitários e a geração de empregos

Over the past 30 years South Africa has lost valuable human capital due to high volumes of emigration. South Africa has also seen numerous changes in its political, economic and social structure specifically in these decades, but little investigation has been done into the possibility of an association between political, economic and social, as well as personal factors, and the decision to leave South Africa. This study refers to Lee’s Migration Model (1966) that was used as a broad theory for migration. The model involves four sets of factors: factors associated with the area of origin, factors associated with the area of destination, intervening obstacles and personal factors. Maslow’s Hierarchy of Needs Theory also explains the personal motivational theory for migration. Lee’s Model of Migration is used to investigate which political, economic, social and personal factors in the area of origin (South Africa) pushed South African emigrants to leave the country. It also investigates which political, economic, social and personal factors in the area of destination (Australia and New Zealand) pulled South African emigrants toward these countries. This study involved mixed-methods research (Creswell, 2009), thus the data collection methods were both qualitative and quantitative. The study followed a sequential exploratory strategy in two stages with the qualitative data collection occurring first, followed by a quantitative study – ‘QUALquan’ study. The data are mixed between analysis of the qualitative data and the quantitative data collection (Creswell, 2009:211). The qualitative data collection instruments used in the first stage of the study in 2009, were face-to-face interviews consisting of one focus group and six personal interviews in New Zealand, as well as twelve personal interviews in Australia. In the second stage of the study in 2015, namely the quantitative research, respondents were selected by contacting 17 closed (secured) Facebook groups that were formed for South Africans living either in Australia or New Zealand. There is no alternative sampling frame available since emigrants do not need to declare themselves as migrants on a work visa, furthermore, official documentation is not accessible to the public. A quantitative data collection instrument was administered with an online questionnaire. In the Australian Facebook groups, 137 respondents completed the questionnaire, and in New Zealand Facebook groups, 118 respondents, which adds up to a total of 255 respondents who completed the questionnaire. The results concluded that South Africa’s governance framework, its infrastructure and legislation acted as political push factors motivating South Africans to emigrate, while an uncertain economy contributed as an economic push factor. Socially, a perception of a limited future and a narcissistic society is what pushed South Africans to emigrate. Personal push factors that drove the emigration decision included, unmet physical, safety, belonging and esteem needs. The political factors that pulled South African emigrants to Australia and New Zealand involved effective government services and governmental aid. Economic pull factors included economic certainty and a lower cost of living. Social pull factors proved to be familiar circumstances and a better future. Personal pull factors were safety, belonging and self-actualisation needs. This mixed-method approach focussed on the gap to a followup study that was identified in previous individual qualitative and quantitative studies. These results may assist the South African government to take measures that ensures the retention of highly skilled citizens. / Business Management / M. Com. (Business Management)