Bibliography: pages 256-273. / The thesis has two objectives: First to establish what has happened to employment by the State and the causes behind changes. And second to establish the role the State has adopted as a labour market operator for white labour and the effects of this role. The work is divided into three parts: PART I: This establishes some of the economic foundations of the factors affecting State employment. The factors which affect total demand for State employment are those factors which determine the total demand and supply of public output. There are four interested parties who are affected by the supply of public output: Consumers who demand public output through voting and non-voting pressure; the government which designs public output to suit the median voter and to some extent overcomes the political uncertainty problem through the implementation of ideology; producers who affect public output through non-voting pressures; and the bureaucracy which produces public output under the criteria of: (i) when a pure public good is produced this is to the full extent of the bureau budget without regard for average and marginal cost conditions and (ii) in the production of a pure private good the bureau produces efficiency only if the trading surplus accrues to the bureau. PART II: This presents the collected data and discusses problems encountered in the establishment of the data. Employment is presented by race for the various sectors of the State (for example the Central Authorities or the Railways) and for the various types of activity undertaken by the State (for example the provision of Economic Services or Educational Services). PART III: This tackles the two objectives of the work and emerges with four findings. The most surprising result of the study was while State employment has grown, the growth in black employment was proportionately far greater than the growth in white employment. This growth is largely centred on the growth of black bureaucrats and teaching services in the employ of the Central Authorities in the 1950s and Homeland governments since the 1960s. Second, State employment by activity shows the interesting result that half of all State employment is involved in providing economic services. In 1980, education employment ranked as the second most important type of employment having constituted twenty per cent of State employment. Third, the State views its role as a white labour market operator as that of an 'employer of last resort' for white labour which it achieves by means of always having posts vacant for whites, especially at lower skilled white positions. The results of this are first, to set a minimum wage for whites and second, is likely to cause the State to operate inefficiently. Fourth, it appears that certain sectors of the State were constrained by fixed factor proportions. In the public service, the Railways and the Provincial Administrations, the ratio of black to white employed rarely exceeded 1:1 until very recently. The effect of this has been to limit the growth in employment of some of the sectors as a result of the State's difficulties in attracting white labour.

Thesis (MPA) --University of Limpopo, 2006 / Introduction: Discrimination against people with disabilities is evident in the social and economic environment. The categories of disabilities that are mostly affected by discrimination are physical, visual, hearing and mental impairment. Aim: The study was aimed at evaluating the employment and integration strategies of persons with disabilities in the Limpopo Department of Agriculture. This was done by evaluating the recruitment and employment methods of persons with disabilities; investigating the level of participation of persons with disabilities in the departmental activities and by evaluating the accessibility of the work environment. Method: The study was a descriptive, quantitative survey design. It described the perceptions of top management and senior management officials on the integration and employment of persons with disabilities into the mainstream of government activities. It described the available integration strategies and policies in the department as well as the physically accessible structures and environment to persons with disabilities. Out of a total of 33 senior managers that were surveyed in this study, only 18 responded. Results: The study revealed negative attitudes and perceptions in the department towards people with disabilities. Persons with physical impairment seem to be the most easily employed at a higher rate than other categories such as the visually impaired and the deaf, this was mainly influenced by the accessibility of adverts. On the other hand, a significant measure appeared to be in place to redress the imbalances in terms of gender. Conclusion: There was a general agreement that the method of recruitment was discriminatory against visual and hearing-impaired people, and therefore Managers must spearhead transformation and equity in their respective branches/sub- branches.

During the apartheid era black people were systematically excluded from all positions of influence in the state and civil society. The majority of senior posts in government were held by whites, in particular, white males. Women and people with disabilities were similarly disadvantaged and marginalised, particularly those from black communities. With the new post-apartheid dispensation, the democratic government took a conscious decision to change that situation. It is against this background that that the Employment Equity Act (EEA) was introduced in 1998. The two main aims of the Act are: to achieve employment equity by promoting equal opportunity and fair treatment in employment through the elimination of unfair discrimination; and to implement the affirmative action measures, to redress the disadvantages in employment experienced by designated groups in order to ensure their equitable representation in all occupational categories and levels in the workforce. The implement of EEA in the Eastern Cape Department of Transport (ECDOT) has so far not been very successful as the Department still has not managed to meet the set targets. According to their Employment Equity Plan (EEP), the senior management level (SMS) is still dominated by males. Although the situation is slightly better at the middle management level, it is still far from being ideal. The lower ranks are dominated by females. With regard to people with disabilities (PWDs) the Department is still far from meeting their 2% target. The purpose of this research was to determine if the ECDOT has been able to implement the dictates of the EEA. It aims to look at ways in which the EEA can best be implemented in order to ensure that the desired results are achieved. This study was prompted by the fact that the ECDOT has not managed to reach the EEA targets in hiring people with disabilities (PDWs) and elevating women to senior positions. The study explored the views of the employees of the Department regarding the implementation of EE. It was conducted using the quantitative approach. 90 employees were asked to respond to a structured questionnaire designed by the researcher. The findings of the study indicate that although in some areas the Department has been able to successfully implement EE, issues of racial equity, diversity, infrastructure conducive for people with disabilities, recruitment practices, and management commitment still need to be improved on. The study recommends, amongst others, that managers should provide leadership in the implementation process, more recruitment sources should be explored, suitable infrastructure must be provided, diversity issues must be addressed through workshops and training sessions, employee participation needs to be ensured, and that feedback must always be provided to EE beneficiaries in order to keep make sure they remain within the organisation and continue to improve.

M.Com. (Industrial Psychology) / Please refer to full text to view abstract

It is an accepted practice in any business organisation that the opportunities and threats facing organisations must be examined and plans drawn up to take advantage of the opportunities and to deal effectively with the treats. Surely HIV/AIDS is one of the greatest threats and challenges that organisations in South Africa are facing. The study is an exploratory research into an important issue facing many organisations today and is adequately supported by a proper and detailed literature study supported by an empirical study on the relevant research topic. A number of interviews were also conducted to determine what specific viewpoints, suggestions and limitations there were, or could be, toward the evaluation of existing structures and strategies and what alternative actions could be used and implemented, to effectively manage as well as control the disease and its various impacts within the workplace. The literature review within the scope and limitations of the study, therefore, concentrated on the specific nature and various impacts of AIDS as a starting point, followed by a detailed investigation why organisations need to implement sufficient action programmes, policies and strategies. The reality is that AIDS know no gender, race or class boundaries but is actually influenced by socio-economical factors such as poverty, violence and rapid urbanisation, with the potential to disrupt economic stability and growth for the country. The empirical part of the study consisted of a questionnaire that was completed by various respondents (organisations) which included a minimum number of 500 employees and more within the area of study. The objective was to establish if current structures within organisations, are effective and suitable enough or lacking. The research finding clearly indicated the various impacts that organisations are currently facing and what specific action programmes, policies and strategies needs to be implemented. It was the intention of this study to cover a wide variety of aspects related to the impact of AIDS within the workplace, so that proper insight and clear understanding of the epidemic and its nature could be formulated with all its facets and various impacts on the organisation land its resources. / Thesis (DCom (Business Management))--University of Pretoria, 2001. / Business Management / unrestricted

A dissertation submitted to the Faculty of Arts in fulfillment of the requirements for the Degree of Masters in the Department of Library and Information Studies at the University Of Zululand, 2017 / This study investigated the link between cataloguing and classification curricula and the cataloguing and classification job requirements in South Africa. This is necessary because it is not known whether Library and Information Science (LIS) schools teach what the South Africa LIS job market requires. In order to determine whether the cataloguing and classification curricula meet the requirements of employers, cataloguing and classification course outlines were requested and received from six LIS schools. Ten cataloguing and classification advertisements for vacant posts were taken from two weekly newspapers (Sunday Times and Mail & Guardian) and the Library and Information Association of South Africa (LIASA) listserv. A total of 18 professional cataloguers and classifiers from public and academic libraries were involved in the study, which was informed by the interpretive paradigm, while a qualitative research approach was adopted. Qualitative content analysis was used as a research method and for data analysis. A content analysis schedule for the course outlines and professional vacancy advertisements were designed for data collection purposes. An interview schedule was also designed for data collection from professional cataloguers. The results indicate that cataloguing and classification is offered at the bachelor’s degree and postgraduate diploma levels in LIS schools in South Africa, but it is noted that it is also offered at an undergraduate diploma level. No course outlines were provided by LIS schools teaching the courses at diploma level. Cataloguing and classification courses aim to equip students with knowledge on how to organise information in a library environment. The outcomes of these courses are based on the contents offered by LIS schools. In a nutshell, upon completion of these courses students are expected to use both traditional and techno centric methods to organise information materials. Cataloguing and classification contents include AACR2, RDA, DDC, LCC, LCSH, indexing and abstracting and other contents. Data from professional personnel employment advertisements indicate that an undergraduate diploma, a bachelor’s degree or a postgraduate diploma is required for appointment as a cataloguer. At least two years’ relevant professional experience is also needed. Cataloguers chiefly require computer skills, communication skills, interpersonal skills, among others. Based on the published knowledge requirement, cataloguers need to have a knowledge of AACR2, RDA and DDC library systems, for example Millennium software or SLIMS. Among the duties of a cataloguer the most dominant requirement was the ability to catalogue and classify library materials using cataloguing tools. Cataloguers stated the need in their professions for knowledge and skills similar to those stated in the employment vacancy advertisements. They emphasised the knowledge of RDA as it is a priority requirement in both academic and public libraries. The results obtained from cataloguers revealed that the best attitudes for a cataloguer are love for the job, being a lifelong learner, with honesty and integrity, and many others as detailed in Chapter 5. Cataloguers believe that the curricula offered by LIS schools based on these courses are not sufficient, more especially in the bachelor’s degree in LIS. Their concern is mostly based on the amount of practical tuition and experience included in these courses: cataloguers mentioned that the time provided is limited. The study therefore concludes that the curricula offered by LIS schools are in line with what employers are looking for. The study recommends that LIS schools build strong links/relationships with libraries to improve their cataloguing and classification curricula. Employers of cataloguers are advised to provide continuous training to their employees so that they remain relevant in their professional field. Cataloguers and classifiers themselves must be lifelong learners in order to remain relevant in their field since it is dynamic.

<p>This study focused on Black Economic Empowerment and gender in the liquid fuels industry. It explored the possible means of empowerment and questions the seriousness of organizations to institute programmes that are gender sensitive. The liquid fuels industry in South Africa served as the pinnacle of the apartheid state. It possessed the strength to survive the onslaught of the economic sanctions imposed as a result of apartheid. It was because of these stringent economic sanctions that it was forced to survive on its own with limited assistance. The advent of democracy in 1994 gave this industry the impetus to grow in terms of Gender and Black Economic Empowerment.</p>

A research report submitted to the School of Governance, University of Witwatersrand, in partial fulfilment (25%) of the requirements for the degree of Master of Management (Public and Development Management) Johannesburg, 2016 / Gender inequality persists in artisan employment in South Africa as males continue to outnumber females significantly in artisan employment and the trends point to highly gendered industry participation. Females who manage to enter artisan occupations in the highly gendered workplace are faced with historically ingrained attitudes of males towards females. Discriminatory practices, social norms and persistent stereotypes shape the females’ learning experience. Therefore, the purpose of this research is to explore the learning experiences of female artisans in the South Africa automotive industry, during the work-based phase of their apprenticeship. A qualitative exploratory research study approach was adopted using semi-structured face–to-face interviews. Fourteen female apprentices, learnership candidates and artisans were interviewed, including two industry training experts. Purposive and snowball sampling techniques were used. The findings revealed that the general experiences of the female participants were challenging. The quality of learning they received is not equal to that of their male counterparts and the workplace culture consists of prejudice, gender discrimination, racial discrimination, stereotypes and barriers to employment. Interestingly, the participants were uncritical of the experience of gender discrimination, although, they were very critical of racial discrimination. This suggests a need to conduct and create awareness sessions about gender discrimination in the industry for both genders. / MT 2017

M.A. (Clinical Psychology), University of the Witwatersrand, Faculty of Humanities / In 1996 South Africa was the first country in the world to protect sexual minorities from discrimination in its Constitution. The benefits of a liberal constitution cannot go unacknowledged, however, negotiating lesbian identity within the work context is still a challenge due to the pervasive stigma attached to homosexuality, as well as the remnants of South Africa’s stormy, oppressive political history. Lesbian woman in South Africa grow up in a society which remains predominantly patriarchal and conservatively religious and where the heterosexual assumption, the idea that one is ‘straight’ unless otherwise stated, is continually confirmed and perpetuated in a variety of contexts, including the occupational environment. It is within this setting that lesbian women woman must attempt to negotiate and continually, in varying degrees, and not always by choice, take part in the coming out process in different social spaces. In interviews with seven self-identified lesbian women, the dynamic process of coming out within the occupational environment, was explored in relation to and within relevant cultural, historical, familial and social contexts. All participants had disclosed their sexual identity within the work place, in varying degrees. Key aims of the research were exploring the negotiation of lesbian identity in various occupational contexts as well as identifying strategies used to negotiate the work environment and lesbian identity / MT2017

A research report submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, in fulfilment of the requirements for the degree of Master of Management by Research (MMR). Johannesburg, October 2016 / The plight of the female manager as a result of gender inequality has been thoroughly documented within academic research. A well-known metaphor of this inequality is the “glass-ceiling”, a phenomenon where a female manager’s career is stymied by an invisible barrier. While the barrier takes on the characteristics of glass by being subtle, women can observe positions, but are unable to attain them because of gender discrimination. The research objective was to examine career strategies to overcome the “glass-ceiling” challenges. This empirical project contributes to the literature on gender in management by introducing a novel theory, marketing mix, when understanding the idea of a career strategy. A theoretical contribution has also been made to marketing theory in that it has been expanded by being applied to individuals, which is an unusual sample as the majority of studies on this theory have been largely conducted on organisations. A qualitative research methodology was used. Semi-structured interviews were conducted with 21 female managers participating in a leadership development programme from a State Owned Company (SOC). Key results were consistent that strategies of overcoming the “glass-ceiling” were the importance of having a professional persona, negotiating remuneration, benefits of belonging to informal networks, and the benefits of having a mentor. The researcher found that female mangers apply career strategies in order to succeed; however, these tactics were applied in silos and not holistically. These behaviours then became ineffective / GR2018