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The knowledge, attitude and training needs of line managers at the South African Sugar Association (SASA) with regards to the management of HIV/AIDS infected employeesNaidoo, Predhie January 2005 (has links)
Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2005
xii, 127 leaves / The knowledge, attitude and training needs of line managers at the South African
Sugar Association (SASA) with regards to the management of HIV/AIDS infected
employees.
Background: The rapid spread of HIV/AIDS is having an increasingly adverse impact on the operations of companies. Due to the changing environment in which line managers have to operate as a result of HIV/AIDS, line managers will increasingly be faced with handling HIV/AIDS infected employees and all the issues surrounding this epidemic. The research investigates the knowledge, attitude and training needs of line managers in SASA with regards to the management of HIV/AIDS infected employees.
Objective: The goals of the research are;
1). To ascertain the prevailing level of knowledge, attitude and training needs of line managers at SASA with regards to the management of HIV/AIDS infected employees.
2). To establish the relationship between the biographic variables and knowledge, attitude
and training needs with regards to the management of HIV/AIDS infected employees. / M
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The impact of the intersection of race, gender and class on women CEO's lived experiences and career progresson : strategies for gender transformation at leadership level in corporate South AfricaDlamini, Nobuhle Judith 19 August 2014 (has links)
The aim of the study was to investigate the impact of the intersection of race, gender and social class on women leaders’ work experience and career progression in order to come up with strategies for gender transformation at leadership level in corporate South Africa. The problem statement of this research study concerns the indication in the annual report of the Commission for Employment Equity (Department of Labour 2012) that there is under-representation of women, especially African and Coloured women, at top management level relative to the economically active population. The Women Empowerment and Gender Equality Bill was published in the Government Gazette No. 37005 of 6 November 2013. This Bill aims to enforce compliance with the stipulated minimum representation of women at senior levels in both the private and public sectors. This study, with its objective of reaching an understanding of the impact of the intersection of race, gender and social class on women’s career progression, is therefore timeous. Getting the perspective of woman CEOs across race and class on how to transform gender at leadership level could add an important voice to transformation and could be of benefit to decision makers in business and in government. Based on this problem statement the following research questions were formulated:
- To what extent does the intersection of race, social class and gender impact on women CEOs’ experience in their work roles and career progression?
- How might an understanding of women leaders’ experiences in their roles assist with strategies to transform gender at leadership level in corporate South Africa?
Qualitative research methodology was chosen as the appropriate methodology and grounded theory was employed. Purposive, snowball and theoretical sampling methods were used to identify fourteen participants (13 CEOs and one chairman).The life story method was employed for in-depth semi-structured interviews from which rich descriptive data was collected and which was analysed using grounded theory. Findings confirmed that the intersection of race, gender, age and class does have an impact on women’s career progression and their life experiences. The dominant social identity was race for blacks and gender whites; class and age were the overlay. In terms of strategies for gender transformation, first-order constructs from the participants were related to abstract second-order constructs from the literature, which led to the formulation of the WHEEL Theoretical Model. The theoretical model is an integration of different elements required for the formulation of strategies for gender transformation at leadership level. The different elements were women themselves; domestic and family support; the organisation; society and government.
Despite some limitations that were encountered, the aim of the study was achieved by making a contribution not only to the development of theory related to strategies for gender transformation at leadership level, which other scholars can build from, but also to the gaining of insights into the intersection of multiple social identities and their impact which can be used by business leaders and policymakers to address inequalities in organisations. In addition, this research study made various recommendations for future research / Business Management / DBL
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The knowledge, attitude and training needs of line managers at the South African Sugar Association (SASA) with regards to the management of HIV/AIDS infected employeesNaidoo, Predhie January 2005 (has links)
Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2005
xii, 127 leaves / The knowledge, attitude and training needs of line managers at the South African
Sugar Association (SASA) with regards to the management of HIV/AIDS infected
employees.
Background: The rapid spread of HIV/AIDS is having an increasingly adverse impact on the operations of companies. Due to the changing environment in which line managers have to operate as a result of HIV/AIDS, line managers will increasingly be faced with handling HIV/AIDS infected employees and all the issues surrounding this epidemic. The research investigates the knowledge, attitude and training needs of line managers in SASA with regards to the management of HIV/AIDS infected employees.
Objective: The goals of the research are;
1). To ascertain the prevailing level of knowledge, attitude and training needs of line managers at SASA with regards to the management of HIV/AIDS infected employees.
2). To establish the relationship between the biographic variables and knowledge, attitude
and training needs with regards to the management of HIV/AIDS infected employees.
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The process of empowerment of Blacks in affirmative action programmes.Magojo, Thandelike Sylvia. January 1996 (has links)
This research focuses on the experiences of Africans within the management ranks
in South African organisations in the private sector. It examines progress
(successes and failures) in the implementation of affirmative action programmes.
The research further examines power as a concomitant of the managerial role. It
argues that the approach that uses the notion of socio-psychological barriers
directed to the individual aspirant may be incomplete in explaining lack of mobility
if it fails to account for the broader power dynamics and structures within South
African organisations.
Furthermore, it explores attributes of individual managers as well as those of
organisations in order to establish the fit between the individual and the
organisation, looks at practices that are often associated with affirmative action
programmes and describes empirically the experiences of black managers in such
settings. The research concludes that in the absence of programmes that enable
aspirant executives to empower themselves psychologically for upward mobility,
affirmative action programmes may not be sustainable.
The underlying assumption of this research is that the historical legacy which
subjected Africans to an official policy of discrimination for decades impeded their
upward mobility in the labour market, thus enabling the white labour force to occupy
a position of privilege in the private sector. In such settings white managers are
confronted with the role of implementing affirmative action programmes which pose
a threat to the privileges they have grown accumstomed to. White managers are
thus perceived by their black counterparts as reluctant agents of change.
The research is guided by the hypotheses that where blacks in managerial positions
perceive themselves as being unable to influence organisational decisions, or as
having no control over resources, people and information, they would feel that affirmative action is disempowering.
To obtain the required information a structured interview schedule with both open ended
and closed-ended questions was used. Questions tapped the perceptions of
black managers regarding their empowerment in employing organisations. Face-to-face
interviews with 100 black managers from the private sector were conducted by
the author. The resultant data was captured on a computer data base and then
subjected to various forms of statistical analyses.
The main predictor of feelings of empowerment was found to be the manager's
centrality in decision-making processes. It was also found that positive relationships
with superiors and colleagues influenced feelings of empowerment, as did
membership of corporate clubs. Job rank was positively related to relationships with
superiors and colleagues.
It was also found that affirmative action environments presented this group with
some contradictions: they advanced much slower than their white colleagues, and
supervised largely, or only blacks, and/or are in specialist positions with no
budgetary control. Organisational climate factors (negative attitudes and unfair
promotional practices) were still perceived to be in place. Educational qualifications
were not found to be good predictors of empowerment.
The findings suggest that affirmative action programmes need to take the
heterogeneity of managers into account. Management must show that managing
diversity is crucial to their productivity and competitiveness. It is also important for
such programmes to examine the format of corporate clubs, and consider altering
them to accommodate the social reality of black managers. Lastly, a fundamental
transformation of power relations is necessary so that decision-makers operate from
more or less the same level of power. / Thesis (Ph.D.)-University of Natal, Durban, 1996.
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Assessment of the implementation of the HIV and AIDS policy in the Department of Labour, Western Cape DirectorateLevendal, Carol January 2004 (has links)
Increasing HIV infection rates affect government employees as much as workers in other places. While government has responded to the evolving crisis with a number of policy documents, little is known about the implementation of such policies in government departments. This study assessed the HIV/AIDS policy in the Department of Labour and identified weakness in the implementation. The results of the study may be used by the Dept. of Labour to improve its implementation if necessary.
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An industrial psychological review of factors and barriers that are keeping women from reaching top positions in the modern workplaceNel, René 11 1900 (has links)
Dissertation (PhD)--Stellenbosch University, 2003.
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Exploring the construction of work-life balance amongst black women and men in a customer care environmentVeiga, Sonia Cristina Borges 02 1900 (has links)
In contemporary society, work and home represent the two most significant domains in the life of working individuals. South Africa’s socioeconomic, political, and societal circumstances will influence employees’ experiences of work-life balance differently, compared to that of employees in other countries, suggesting that the construction of work-life balance amongst different race and cultural groups may differ. The present study used in-depth qualitative interviews with ten black women and men employed in a customer care environment, to explore their construction of work-life balance. A grounded theory approach was used to analyse the data and identify themes.
This study suggests that work-life balance is a unique experience for individuals, which varies over time and in different situations. The study confirmed that attaining work-life balance is a process of balancing ever-changing experiences over time, and in different life stages. The results of this study are also discussed in relation to the relevant literature. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)
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Affirmative action versus discrimination in local government : Gauteng ProvinceMakgoba, Thupane Johannes 05 1900 (has links)
South Africa comes from an apartheid local government system that was structured to divide the citizens socially, economically, spatially and racially to ensure that only a small minority of South Africans benefited from the development and the resources of this country.
Since 1994 government departments have undergone a number of transformation processes. The Employment Equity Act 55 of 1998 and affirmative action became instrumental in ensuring racial and gender representation within the local government structures.
This study investigates the perceptions of racism, nepotism, fraud and other related problems which were perceived as a hindrance towards the effective implementation of affirmative action. The main findings of the study confirm that the implementation of affirmative action in municipalities is not effective due to lack of commitment from top management. It is anticipated that the implementation of Local Government Systems Amendment Act 7 of 2011, will enforce service delivery within municipalities. / Public Administration and Management / M. Tech. (Public Management)
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The development of a strategic model for long-term sustainability of black economic empowerment in South AfricaBosman, Estelle 12 1900 (has links)
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.
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Glass ceiling : illusion or reality : an investigation into the banking sector of South AfricaAlbertyn, Liezel 12 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: This study was carried out in an effort to determine whether the phenomenon of the socalled
'glass-ceiling effect' is prevalent in the South African banking industry. The major
questions asked were whether there are still barriers preventing women from reaching
executive management levels in the banking industry and what the main barriers facing
these women are. The research method used was that of content analysis. The
purpose of the research was to discover the first-hand experiences of the women in the
banking industry in South Africa. The aim of the study was not to test hypothesis testing,
but an analysis of the experiences of a sample of women in senior management
positions within the banking industry. A questionnaire was distributed to six women in
senior management positions at four of South Africa's largest banking groups. With the
assistance of each banking group's human resources manager, an 83% response rate
was achieved. In total, 20 completed questionnaires were received, which served as the
sample for this study.
Implications of the findings are discussed and the study concludes that although
transformation in the country has raised awareness, there is nevertheless gender
inequality in companies and progress towards change in the banking sector has been
very slow. Career-oriented support structures are being offered to women, but for
women with family responsibilities there are very limited, if any, family-support
structures.
The sample of women identified self-confidence; assertiveness, ambition and a careeroriented
mindset as important characteristics for achieving success at managerial level
in the banking industry. These women are equipping themselves with the right skills,
degrees, and courses and are gaining experience every day, thus making themselves
viable candidates for breaking the glass ceiling. Being a woman is not a barrier in itself
as it was in years gone by and legislation now provides for the equal treatment of all
races and gender. The current culture in the South African banking sector, which is a historic legacy of domination by men and discrimination in the past, seems to be a rnalor
barrier.
Currently, the focus on achieving racial equity overshadows the importance of attaining
gender equity, mainly because of the government's strict requirements of companies in
this regard. Taking into consideration the history of South Africa, the majority of the
women included in the sample feel it is appropriate for the attainment of racial equity to
be addressed first.
Most of the women in this sample have considered starting up their own business as an
alternative to corporate life, but feel that either their self-confidence or financial
requirements present them with major barriers. / AFRIKAANSE OPSOMMING: Hierdie studie is onderneem om vas te stel of die sogenaamde glasplafon-verskynsel in
die Suid-Afrikaanse banksektor voorkom. Die oorhoofse vrae wat gestel was, was of
daar steeds hindernisse bestaan en wat hierdie oorhoofse hindernisse is wat vroue
verhoed om uitvoerende bestuursvlakke in die banksektor te bereik. Die
inhoudsontledingsmetode is as navorsingsmetode gebruik.
Die doel van die navorsing was om eerstehands die ervarings van vroue in die
banksektor te ontdek. Die studie het nie 'n hipotese probeer toets nie, maar eerder die
ervarings van 'n uitgesoekte groep vroue ontleed. 'n Vraelys is aan ses vroue in senior
bestuursposte by vier van Suid-Afrika se grootste bankgroepe versprei. Met behulp van
die Menslike Hulpbron-bestuurder by elk van die banke, is 83% van die vraelyste
terugontvang. Altesame 20 vraelyste is volledig ingevul en in die studie gebruik.
Die implikasies van die bevindinge word bespreek. Die gevolgtrekking is dat
transformasie in Suid-Afrika beslis die bewustheid aangewakker het dat
geslagsdiskriminasie in maatskappye bestaan, en dat verandering in die banksektor
stadig verloop. Maatskappye verskaf loopbaangeoriënteerde ondersteuningstrukture
aan vroue, maar vir vroue met gesinsverantwoordelikhede is daar min of geen
ondersteuning nie.
Die groep vroue identifiseer selfvertroue, stelligheid, ambisie en 'n
loopbaangeoriënteerde uitkyk as belangrike eienskappe vir sukses in senior
bestuursposte in die bankwese. Hierdie vroue rus hulself toe met die regte vaardighede,
grade en kursusse en verwerf elke dag ondervinding om sodoende hulself
lewensvatbare kandidate te maak om deur die sogenaamde glasplafon te breek. Om
vroulik te wees is nie vandag meer 'n hindernis soos voorheen nie. Wetgewing bepaal
die gelyke behandeling van alle rasse- en geslagsgroepe. Die kultuur wat in die
banksektor in Suid-Afrika geskep is weens die histories mansgedomineerde en
diskriminerende geskiedenis word wel as 'n hindernis beskou. Huidiglik oorskadu rassegelykheid geslagsgelykheid, hoofsaaklik omdat die regering
sulke streng vereistes aan maatskappye stel met betrekking tot rassegelykheid. Die
meerderheid van die groep vroue voel dat as die geskiedenis van Suid-Afrika in ag
geneem word, dit gepas is dat rassegelykheid voorkeur geniet.
Die meerderheid van die vroue in die groep het dit al oorweeg om hul eie besigheid te
begin as "n alterntief vir die korporatiewe lewe. Hulle voel egter dat die gebrek aan
selfvertroue en geld hulle verhoed om dit te doen.
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