M.B.A. / The importance of a free market in a post apartheid South Africa has been acknowledged. The benefits should be spread so that all individuals may be able to share in the wealth generated by the people within the country. Privatization is one mechanism for redistributing the wealth of the State, and the use of an Employee Share Ownership Participation Scheme (E.S.O.P.S.) is away in which the wealth can be spread over a large proportion of the population. This was a basic policy of Thatcher's Government in the U.K. The same rationale is apt for the South African situation. An E.S.O.P.S. is similar to a profit sharing or a pension plan, and may be group with various holistic empowerment strategies. There are however two fundamental differences from these two traditional plans: • It invests only in the equity of the employer • The E.S.O.P.S. provides the organization with an increased finance tool, through an increased ability to borrow. One of the business trends, in the U.S.A. and the U.K. and more recently in South Africa has been to extend the ownership of shares to employees. This secures a stake in the company, an avenue for retiring owners, and as protection against hostile takeover bids. Other motives that have been used are, as an educational experience and also as a part of participative management philosophy. The author heads the Department of Mining Engineering in the new University of Johannesburg, Faculty of Engineering and the Built...

Thesis (M.M. (Finance & Investment)--University of the Witwatersrand, Faculty of Commerce, Law and Management, Wits Business School, 2016 / The study revisits the topic of post-acquisition performance of M&A in South Africa. Unlike preceding studies the emphasis was on target firms rather than acquiring firm and on operating performance rather than on share price reaction to M&A announcements. The study explores how operating performance is affected by BEE related M&A and non-BEE related M&A transactions. Operating performance is measured using EVA®. Economic Value Added (EVA®) reveals that target firms experienced a decline in post deal operating performance following an M&A transaction regardless of whether the M&A deal was motivated by BEE or not. The study also found that the decline in operating performance was larger for conventional (non-BEE) M&A transactions relative to BEE linked M&A transactions, though the decline was not statistically significant. Accounting based corporate performance measurement methods used to supplement the EVA® exhibit a marginal and insignificant increased in performance when the average five year post-acquisition returns are compared to the average five year pre-acquisition returns. Overall, the economic performance of target firms declined suggesting that target firms do not benefit significantly from the M&A. / GR2018

A research report submitted to the Faculty of Engineering and the Built Environment, University of the Witwatersrand, Johannesburg, in partial fulfilment of the requirements for the degree of Master of Science in Engineering, 2017 / Empowerment of previously disadvantaged groups has been applied in many countries, in order to achieve specific political, economic and social outcomes. Group preferences and preferential policies are common in developed and developing countries under various names. They have been mostly implemented in countries where a specific ethnic, religious, or gender group has been discriminated against historically. An ESOP is an empowerment tool that can be adapted and designed to achieve the goals of companies, employees and governments. An ESOP is an instrument used to enable employee ownership in private and public companies. Internationally the application of ESOPs have taken various architectures highly dependent on individual company and country circumstances. SA has a long and well documented history of racial discrimination and economic exclusion. Poverty, unemployment and inequality continue to bedevil the South African economy. Transformation in the mining industry is given effect in the Mining Charter which is governed under section 100 of the Minerals and Resources Development Act. The Charter is buttressed by a key set of pillars. These pillars are supplemented by the codes of good practice as well as the housing and living conditions standards. These pillars include reporting; ownership; housing and living conditions; procurement and enterprise development; employment equity; human resource development; mine community development; sustainable development and growth and beneficiation. This report focusses on the ownership pillar of the Charter. The mining industry has completed a number of empowerment deals post implementation of the Mining Charter. The impacts of most BEE deals have not been broad-based; and have mostly benefitted only a few HDSA entrepreneurs. The value and number of transactions have coincided with the rise and fall of the JSE, making the deals expensive – due to elevated stock prices in favourable market conditions. ESOPs enable extensive employee ownership; and have the ability to foster a sense of individual enterprise that fuels productivity in companies that have imbued a culture of ownership amongst their employees. ESOPs generally contribute positively to company performance; and they provide a stable and dynamic working environment, when administered effectively. ESOPs cannot be implemented in isolation; but they require a combination of factors to make them successful. ESOPs generally contribute positively to company performance; and they provide a stable and dynamic working environment, when administered effectively. Effective ESOPs require a combination of elements for success: these comprise of financial incentives, employee-involvement mechanisms and the instilling of an ownership culture. Anglo American was used as a proxy for the industry due to its size and diversity. ESOPs that have been implemented have failed to meet stakeholders’ expectations. These ESOPs are inconsistent, complicated and mostly opaque to employees; whilst delivering modest returns to employees. This report proposes the application of a new ESOP framework that is to be considered in amending existing ESOPs or in the crafting of new programmes. Existing ESOPs are assessed against this proposed framework in this report. The proposed ESOP framework is supported by a set of key principles, essential to the success of the framework. The performance of ESOPs in Anglo American varied when assessed against the framework. With the exception of Envision, Anglo American’s ESOPs have delivered very modest financial benefits to employees. They have not achieved their intended purpose, of empowering employees and aligning company performance with individual employee performance. When assessed against the other pillars of the framework, KIO and AAP did not perform satisfactorily. / XL2018

M. Tech. Business Administration / Within the procurement department in Standard Bank a low level of employee engagement is experienced. The aim of this research study is to better understand where to enhance engagement through the application of the social exchange theory model from Saks (2006)

This paper looks at the Black Economic Empowerment (BEE) transaction at TransUnionITC. The transaction was concluded in 2005 however TransUnionITC has been involved in BEE activities and initiatives for the past decade. TransUnionITC has been instrumental in enhancing BEE policies in that they have been involved in rural training and awareness programs aimed at making consumers aware of their account history profiles and how they affect their economic participation. The TransUnionITC BEE transaction is analysed here in terms of the following: TransUnionITC Considerations, the BEE partners, equity holding effectiveness, management after the BEE transaction, beneficiaries of the transactions, the BEE implementation process, Financial Services Charter scorecard, the DTI's generic scorecard or compliance issues, problems encountered, stakeholder expectations management and survey of TransUnionITC staff. The company strategy will also be analysed to see if it has changed as a result of the transaction and how this has affected the company's strategic focus. Factors that have been influenced by the transactions such as profitability and new opportunities will be explored. There are at least 24 laws as well as policy and regulatory provisions dealing with empowerment (Business Map, BEE Rationale and evaluation - 2005), these include sector charters, various tender boards, small business promotion bodies, labour relations institutions and regulatory councils. Some of these include: Maritime transport and services industry charter, Forwarding and clearing Industry charter, Mining sector charter, Tourism industry charter, Petroleum and liquid fuels industry charter and Financial Sector Charter, Information Communication Analysis of the implementation of Black Economic Empowerment: The case of TransUnionITC. Technology (lCT) charter. These charters are still under review, and will be finalised after the revision of the codes of Good Practice after December 2005. TransUnionITC falls within the FSC charter and as a result their BEE transaction will be analysed to see if it complies with this specific charter. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2006.

This dissertation reviews the implementation of the Vukuzakhe Emerging Contractor Development Programme. The Vukuzakhe Emerging Contractor Development Programme was initiated by the KwaZulu Department of Transport to fulfil the South African democratic government's mandate of Black Economic Empowerment (BEE).The dissertation identifies and describes the barriers to, and problems of the implementation of the Vukuzakhe programme. Rossi and Freeman's (1989) approach to program monitoring/process evaluation is used as an analytical framework. The study examines how emerging contractors view the admission, progression and exiting strategies of the Vukuzakhe programme. The triangulation of both qualitative and quantitative methods was used to try and overcome issues of validity and bias. The qualitative method employed was in-depth interviews (ie face to face interviews) with the KwaZulu Department of Transport officials. These are officials from the DOT's Economic Empowerment Directorate who are directly responsible for the implementation of the Vukuzakhe programme. Three out of five officials agreed to participate in the interviews. Nevertheless, the data that was gathered from those three officials was very informative as far as the Vukuzakhe programme is concerned. Therefore the sampling that was used was purposive. The quantitative method employed was a structured, self administered questionnaire used to gather data from the emerging contractors. For this dissertation a sample of 20 emerging contrators who were in different stages of the Vukuzakhe programme were randomly selected from the database. Out of the 20 selected emerging contractors only 10 agreed to participate in the interviews. The results of the interviews was not generalised to all emerging contractors. However, the findings gathered were informative as far as the implementation process of the Vukuzakhe programme is concerned. Since both qualitative and quantitaive data were collected, content analysis was used to analyse the qualitative data and the descriptive statistics using the SPSS programme was used to analyse the quantitative data. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, 2010.

M.Comm. / Black Advancement and Affirmative Action are concepts which became identified with endeavours in South Africa to increase the participation of black people in business and the mainstream economy. In recent years, a more all-encompassing construct, combining the objective and attributes of both Black Advancement and Affirmative Action, has gained popularity. This new construct is Black Economic Empowerment. Black Economic Empowerment is a concept, which is broadly accepted in principle, but is still controversial in its meaning and practice. This report looks at the commonly, agreed and understood meaning of Black Economic Empowerment. It also examines the role that the government, private sector and labour unions have played and will play in the empowerment process. The parallels between the Afrikaner empowerment in the fifties and sixties and Black Economic Empowerment and the similarities between Malaysia's empowerment initiatives and South Africa's current situation are examined as an example that encourages the need for Black Economic Empowerment. The study will also look into the need for Affirmative Action, the state of Black Business and its historical development and its contribution to Black Empowerment. The successes of Black Economic Empowerment are contrasted against the failures, while the report examines the criticisms levelled against Black Economic Empowerment as well as the perception that such a process is open to manipulation. The findings of the study concluded that Black Economic Empowerment is essential to the economic development of Black people. The responsibility is all encompassing, yet government must be seen to act as the facilitator of the process.

The purpose of this study was to investigate the empowerment needs of councillors in a municipality. The main focus was to assess the successes or inadequacies of the empowerment programmes previously offered to councillors by the King Sabata Dalindyebo Local Municipality. In order to achieve the research objectives an in-depth literature study was undertaken. A survey was also conducted to examine the level of empowerment being offered by the King Sabata Dalindyebo Local Municipality to its councillors and the data was collected by means of self-administered questionnaires. The literature study proved the hypothesis to be correct, which stated that empowered councillors could enhance effective public participation, effective communication which could result in effective service delivery. The empirical study revealed that certain councillors require adequate training in areas such as communication skills, council’s rules of procedures and new developmental mandate assigned to local government. The empirical survey also revealed that there is limited mutual trust between councillors and the senior officials, immediate intervention is required to restore trust between councillors and officials. It has been recommended that King Sabata Dalindyebo Local Municipality should not only provide regular “in house” training, but also training conducted by outside agencies is required. In certain instances, one may find that municipalities may not have fully capacitated persons for “in house” training. Thus, outside agencies which possess the relevant expertise such as universities and SALGA should be encouraged to also facilitate capacity training for councillors.

Thesis (MBA)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: The Broad-based Black Economic Empowerment (BBBEE) Act, Act 53 of 2003, has made it essential that businesses with more than fifty employees become black empowered in the shortest possible time frame (2-3 years) which is both practically possible and economically feasible. The aim with government's introduction of BBBEE is to address inequalities resulting from the systematic exclusion of the majority of South Africans from meaningful participation in the economy. With the introduction of the BBBEE Code of Good Practice, compliance with the requirements as set out by the government was further defined. A balanced scorecard has been introduced by the Department of Trade and Industry that assists companies to measure their level of integration. Compliance to the legislation has become a necessity for businesses in South Africa to be competitive and to grow. The balanced scorecard and the ever mounting pressure to be competitive have resulted in black economic empowerment (BEE) transactions being more focussed on equity deals than on truly empowerment. A hypothesis is that these types of transactions would not be sustainable due to the nature of the relationships and seeming lack of strategic processes. With the current balanced scorecard, there is also no provision made for the measurement of sustainability. To be competitive remains the key to any business' strategic objectives. This would therefore imply that the BEE transactions should hold a competitive advantage for the business and promote the objective of black economic empowerment as a socioeconomic process, ultimately contributing to the economic transformation of South Africa. It is within this context that the study explored the application of growth strategies and the modelling of these strategies to BEE. An exploratory and mainly descriptive research study was conducted to determine whether a model for sustainable empowerment could be developed using the strategic growth strategies as the framework. Each strategy, namely diversification, mergers and acquisition and strategic alliances was evaluated in terms of its contribution to the competitive advantage of a company. Using the principles from a strategic growth perspective it is believed that a number of concerns for small and medium size businesses in South Africa could be addressed. These include amongst others, growing more competitively through diversification into the core business, selecting partnerships/alliances that match the strategy of the company, avoiding fronting through the establishment of strategic alliances based on the improvement of efficiency and effectiveness, transferring skills and knowledge through diversification, strengthening existing business domain through an alliance that enhances the core strengths of a company. The recommendation to apply a more strategic model to BEE also resulted in the recommendation of a more comprehensive tool to measure the effectiveness and the sustainability of the growth strategy. A recommendation is made to apply the balanced scorecard and to integrate the strategic objectives of the company with the BEE objectives defined by government. The result is a model that reflects the sustainable competitive advantage of a business aligned with its vision and mission. Both the competitive advantage and sustainability are therefore addressed through the model application that would, in all likelihood, also prove to have a direct effect on the financial outcome of the business in the future. BEE, in its legislative form, is unique to South Africa and is a strategic tool to contribute to the economic transformation of South Africa. In a country that is in the process of creating a new middle class, this model could have a distinct impact on other developing countries in the world and further research on the application of a sustainable BEE model to create economic prosperity in the developing society could prove to be of significant value. / AFRIKAANSE OPSOMMING: Ingevolge die Algemene Swart Ekonomiese Bemagtigings (BBBEE) Wetgewing, Wet 53 van 2003, is dit vir sake-ondernemings met meer as vyftig werknemers noodsaaklik om swart bemagtiging in die kortste moontlike tydsbestek (2 - 3 jaar) in werking te stel; 'n tydsduur wat beide prakties haalbaar en ekonomies uitvoerbaar is. Die meerderheid Suid- Afrikaners is van enige betekenisvolle deelname in die ekonomie stelselmatig uitgesluit en die regering se oogmerk met die implementering van die BBBEE is om dié ongelykheid uit die weg te ruim. Met die invoering van die gedragskode is die vlak van inskiklikheid meer breedvoerig gedefinieer. Ter wille van mededingendheid en groei het dit vir sake-ondernemings noodsaaklik geword om hierdie betrokke wetgewing te ondersteun. Die ewewigtige meetinstrument en die voortdurende druk om 'n hoër vlak van mededingendheid het tot gevolg dat daar meer gekonsentreer word op gewone aandeletransaksies as op ware bemagtiging. 'n Hipotese is dat hierdie tipe transaksies nie volhoudbaar sal wees nie weens die aard van die verhoudings en skynbare gebrek aan strategiese prosesse. Met die huidige meetinstrument is daar ook geen voorsiening gemaak vir die meting van volhoudbaarheid nie. Van kardinale belang vir enige sake-onderneming is om mededingend handel te dryf. Dit veronderstel dat die BEE-transaksies behoort 'n mededingende voordeel vir die sakewêreld te ondervang en die doelwitte van swart bemagtiging as 'n sosio-ekonomiese proses te bevorder. Hierdie benadering sal mettertyd 'n wesenlike bydrae lewer tot die transformasie van Suid-Afrika. Dit is binne hierdie verband wat hierdie studie die toepassing van groei-strategieë nagevors het en voorts die uitvoering van hierdie strategieë vir BEE toe te pas. 'n Ondersoekende- en hoofsaaklik beskrywende navorsingstudie is onderneem om te bepaal watter model vir standhoudende bemagtiging ontwikkel kan word met gebruik van die strategiese groeistrategieë as raamwerk. Elke strategie, dit wil sê diversifisering, samesmeltings en strategiese alliansies en venootskappe, is in terme van hulle bydrae tot die mededingende voordeel van die maatskappy, beoordeel. Met die toepassing vanuit 'n strategiese groei-perspektief, is die skrywer van mening dat verskeie besorgdhede oor BEE vir klein- en medium sake-ondernemings in Suid-Afrika aangespreek kan word. Dit sluit onder andere in, om mededingendheid te ontwikkel deur diversifikasie in die sake kern, selektering van vennootskappe/ alliansies wat ooreenstem met die strategie van die maatskappy. Ook deur frontering te verhoed deur die vestiging van strategiese samewerking, gegrond op verbeterde doeltreffendheid en doelmatigheid. Voorts deur kennis en vaardigheid oor te dra deur diversifikasie, versterking van die bestaande sakedomein deur samewerking, wat die inherente krag van die maatskappy ondervang. Die aanbeveling om 'n meer betekenisvolle model vir BEE toe te pas het gelei tot 'n aanbeveling vir 'n meer toepaslike instrument om die doelmatigheid en standhoudenheid van die groeistrategie te meet. Ook word aanbeveel dat die ewewigtige meetinstrument toegepas word en die strategiese doelwitte van die maatskappy te integreer met die BEE doelwitte, soos deur die regering gedefinieer. Die uitkoms is 'n model wat die volhoubare mededingende voordeel van 'n sake-onderneming, gerig op sy visie en missie, weerspieël. Beide die mededingende voordeel en volhoubaarheid word dus aangespreek deur die toepassing van die model, wat in alle waarskynlikheid ook sal bewys dat dit 'n direkte invloed op die toekomstige finansiële uitkoms van die sake-onderneming sal uitoefen. BEE, in sy wetgewende formaat, is eie aan Suid-Afrika en is 'n strategiese instrument wat bydra tot die ekonomiese transformasie van Suid-Afrika. In 'n land wat in die proses is van die skepping van 'n nuwe middelklas, kan hierdie model 'n besliste uitwerking hê op ander ontwikkelende lande in die wêreld. Verdere navorsing in die toepassing van 'n volhoudbare BEE-model om ekonomiese vooruitgang in die ontwikkelende samelewing te bewerkstellig kan heel waarskynlik 'n betekenisvolle bydrae lewer.

Thesis (M Social Work)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: An explorative study of the Social Worker's role and responsibilities to develop the leadership potential of grassrootslevel employees in industrial organisations was undertaken. This subject was chosen with requirements in mind, which are necessary for the transformation process to be presented to industrial organisations for the implementation of affirmative action. A comprehensive literature study revealed that social workers can make a positive and essential contribution to organisations, either as an industrial social worker, or an affirmative action specialist, or as a member of the human resources development team. A discussion of the necessary leadership qualities, the implementation of affirmative action, and useful resources that may be used for development programs, is included. The literature study was followed by an empirical study. The empirical study was made with the assistance of questionnaires. The questionnaires were used to collect data on the perceived role of social work in the industrial organisation. Organisations that do utilise social work services were approached for permission and co-operation to complete the questionnaires. Seventeen respondents from fifteen organisations were selected in a random process, for inclusion in the study. The research indicated that social workers have different roles to play in vanous organisations, and with the values, knowledge base and competencies that are brought to the organisation, have a responsibility to ensure that affirmative action and labour equality is brought to fruition. With regard to the implementation of leadership development programs in industrial organisations, it was noted that grassroots level employees were seldom included in the programs, although the majority of social workers believe that all employees should participate in the programs. A summary of the skills and knowledge base required by the industrial social worker to deliver an effective service in the organisation, and to manage the development and training of employees, is included. Some skills that require further development by social workers were identified. It was also found that individuals hold different perceptions and definitions of affirmative action and it's implementation in organisations. The recommendations are, inter alia, that all leadership development programs must be continuously monitored, evaluated and subsequently followed up to assess their applicability and effectiveness. The training of industrial social workers must focus more on the development of negotiating and training skills and stimulation of assertive actions. A larger variety of resources, such as video recordings, role playing, dramatisation, interactive computer programs and small group discussions, can be used in addition, for the training and development of grassroots level employees. Should these recommendations be implemented, industrial social workers can make a significant contribution to the development and improvement of South Africa's economic, political and social situation by extending the potential of the grassroots level employees, who constitute the greatest portion of the total labour force. A group of people can thus be empowered to function optimally and to respond to the guidelines of the White Paper for Social Welfare 1997. / AFRIKAANSE OPSOMMING: 'n Verkennende studie oor maatskaplike werkers se rol en verantwoordelikheid om die leierskapspotensiaal van grondvlakwerknemers in bedryfsorganisasies te ontwikkel, is onderneem. Die onderwerp is gekies met die oog op die vereistes wat die proses van transformasie aan bedryfsorganisasies stel om regstellende aksie doeltreffend te implementeer. 'n Omvattende literatuurstudie het aan die lig gebring dat maatskaplike werkers 'n positiewe en onmisbare bydrae het om aan bedryfsorganisasies te lewer, hetsy as bedryfsmaatskaplike werker, as regstellende aksie spesialis of as deel van die menslike hulpbronontwikkelingspan. 'n Bespreking van noodsaaklike leierskapskwaliteite, die implementering van regstellende aksie en hulpmiddels wat vir ontwikkelingsprogramme benut kan word is ook ingesluit. Die literatuurstudie is opgevolg deur 'n empiriese studie. Die empiriese ondersoek is aan die hand van vraelyste uitgevoer. Die vraelyste is benut om data oor die rol van maatskaplike werk in bedryfsorganisasies te bekom. Bedryfsorganisasies wat wel van maatskaplike werkdienslewering gebruik maak, is genader en toestemming en samewerking is verkry. Deur middel van 'n nie waarskynlikheidseleksiemetode is sewentien respondente binne vyftien organisasies in die Kaapse Metropool geselekteer om aan die ondersoek deel te neem. Die navorsing het aangedui dat maatskaplike werkers verskillende rolle in bedryfsorganisasies vertolk, en met die waardes, vaardighede en kennisbasis wat na die organisasie gebring word, 'n verantwoordelikheid het om toe te sien dat regstellende aksie en arbeidsgelykheid in organisasieverband tot volle reg kom. Met betrekking tot die implementering van leierskapsontwikkelingsprogramme in organisasies, het dit aan die lig gekom dat grondvlakwerknemers selde ingesluit word by die programme, alhoewel die meerderheid bedryfsmaatskaplike werkers van mening is dat alle werknemers aan die betrokke programme kan deelneem. 'n Uiteensetting van die vaardighede en kennisbasis wat die maatskaplike werker benodig ten einde effektiewe diens binne 'n bedryfsorganisasie te lewer, asook om die ontwikkeling en opleiding van werknemers te behartig, is voorsien. Enkele vaardighede wat verdere ontwikkeling by bedryfsmaatskaplike werkers verg, is identifiseer. Daar is ook bevind dat individue verskillende definisies en persepsies het met betrekking tot regstellende aksie en die implementering daarvan in bedryfsorganisasies. Die aanbevelings sluit in dat alle leierskapsontwikkelingsprogramme deurlopend, sowel as na afloop daarvan evalueer en ook opgevolg moet word ten einde die toepaslikheid en effektiwiteit daarvan te monitor. Die opleiding van bedryfsmaatskaplike werkers moet meer fokus op die ontwikkeling van onderhandelings- en opleidingsvaardighede, en ook assertiewe gedrag stimuleer. 'n Groter verskeidenheid hulpbronne kan in kombinasie vir die opleiding en ontwikkeling van grondvlakwerknemers gebruik word, soos videoopnames, rollespel, drama, interaktiewe rekenaarpakette asook kleingroepbesprekings. lndien hierdie aanbevelings geïmplementeer word, kan bedryfsmaatskaplike werkers 'n prominente bydrae tot die ontwikkeling en vooruitgang van Suid-Afrika se ekonomiese, politieke en sosiale situasie lewer, deur grondvlakwerknemers, wat 'n groot deel van die totale arbeidsmag uitmaak, se potensiaal te ontgin. Sodoende word 'n geïdentifiseerde groep persone bemagtig om optimaal te funskioneer en word daar terselfdertyd aan die riglyne soos deur die Witskrif vir Maatskaplike Welsyn 1997 bepaal, beantwoord.