This research sought to explore the effects of a postmodern career life story intervention on a sample of eight disadvantaged grade 12 learners. A qualitative research design using pre and post intervention interviews was used to explore whether the participants reevaluated or reinterpreted their responses to the interview questions in light of the intervention. The results of the study indicated that the participants experienced increased self-understanding, self-esteem, initiative and hope, optimism and empowerment through the intervention. The participants appreciated the time and space to be able to reflect on their lives. It appears as if all the various components of the life story intervention had a powerful impact on the participants. Writing life stories and using art materials appeared to be a method that was effective with disadvantaged grade 12 learners.

Masters thesis submitted to the Faculty of Humanities School of Human and Community Development Discipline of psychology for the degree of Master in Educational Psychology University of the Witwatersrand, Johannesburg, 2016 / The study sought to give voice to the subjective experiences of NEETs (youth not in employment, education or training), often viewed as risk taking, apathetic and a strain on the economy and to think about their identities differently. The aim was also to provide ways to forge new versions of themselves in the future, allowing the participants an opportunity to ‘read the world’ differently and to think about new possibilities, through recollecting the past and exploring their present place in the world. This study utilised participatory action research and narrative inquiry to explore the experiences of a group of NEETs in a township in South Africa, and together with the researcher were involved in active engagement with their social worlds, through photographic documentation and in-depth interviews. The data were analysed using thematic and narrative analysis. The focus of the narrative analysis was to understand the meaning that the participants made of their own experiences, and the thematic and visual analysis focussed on understanding their context, their interaction with place and people in forming their identities, and the opportunities and versions of identities that they thought were possible in the future. The significance of these findings points to the past and the effects of South Africa’s history on youth identity. However, despite the structural constraints that impact on youth growing up in disadvantaged townships, and the impact that these constraints have on their identities, these youth have found ways to challenge the stereotypes that define their lives, and in different ways offer glimmers of hope for their futures. Their identities, though impacted by their interaction with their environment and the people in their context, are remarkably complex and encouraging. Furthermore, this study provided insight into the issues facing ‘at risk’ youth, and allows for new possibilities for their issues and concerns to be addressed. / GR2017

The aim of the present study was to compare the values and achievement motivation of managerial and non-managerial female employees within the banking industry in South Africa.This research investigation was primarily aimed at determining whether there is a difference between these two groups in terms of their values and their achievement motivation and, if there is such a difference, whether this is a key to an understanding of upward mobility in women. One hundred and twenty-one female subjects were selected from four different financial institutions in the banking industry to participate in the project. The Values Questionnaire and the Achievement Motivation Questionnaire were administered to the subjects under controlled conditions. The values include sense of belonging, security, self-respect, warm relationships with others, fun and enjoyment in life, being well respected, sense of accomplishment, self-fulfilment and excitement. The achievement motivation factors include goal directedness which comprises persistence, awareness of time and action orientation, and personal excellence comprising aspiration level and personal causation. After the data was statistically analysed using intercorrelation, a number of significant relationships were found between the values for the total sample, the managerial and the non-managerial subject group, and between the achievement motivation factors for each of these three groups. When the t-test was applied, no significant differences were found between the managerial and the non-managerial groups in terms of their values, but when considering their achievement motivation, a significant difference emerged in terms of aspiration level. Correlations revealed a number of significant relationships between the values and the achievement motivation factors for both the managerial and the non-managerial subjects. Finally, using analysis of variance (ANOVA), significant relationships were found between a number of the biographical variables and the values both of the managerial and the non-managerial groups, and between the biographical variables and the achievement motivation both of the managerial and the non-managerial groups. Various tentative explanations for these findings have been provided. / Thesis (M.A.)-University of Natal, Durban, 1995.

This thesis offers a critical gendered analysis of Black Economic Empowerment (BEE): a programme which was begun when the ANC government came unto power in 1994, to correct the economic imbalances instituted by the Apartheid system. The thesis argues that the programme has not effectively benefited black women in South Africa. Despite the fact that the focus of the programme has recently been changed to benefit a broad base of previously disempowered black people, only a few men who are connected to the ANC government have benefited. The thesis provides an overview of the background that necessitated the implementation of the economic programme. It specifically highlights the economic inequalities that were cornerstones of apartheid and their effects on Black women. It investigates statistics relating to BEE and gender, and reveals that eight key areas inhibit black women’s participation in the BEE programme. These include the fact that the original document did not mention women, women’s lack of capital, the glass ceiling, a sense of inferiority held by women, lack of mentorship and networking groups, family commitments and workload, gender stereotypes, and inadequate education and skills. The thesis argues that these eight key areas result from patriarchal customs and traditions in the South African society. To support this claim, the thesis then examines the responses of women participating in BEE. Women in BEE have voiced their concerns on different platforms but it is not enough to bring about the required transformation in the economy. Therefore, in order to adequately deal with factors that inhibit women’s participation in BEE, the thesis proposes that developmental feminist ethical and cultural tools needs to be engaged with in order for gender justice to be realised in BEE. In the search for solutions to factors inhibiting women’s participation, the thesis proposes the incorporation of the virtues of ubuntu, such as communalism, participation, humanity and solidarity, in BEE. In conclusion, the thesis argues that the South African economy cannot be built on the efforts of male citizens alone. There is the need for the government to ensure the inclusion of women at all levels of the economy, and to “shatter the glass ceiling” which Black women are constantly up against. / Thesis (Ph.D.)-University of KwaZulu-Natal, Pietermaritzburg, 2011.

With the move in South Africa towards equal employment opportunities in the open labour market, schools as well as business face the challenge of preparing individuals with disabilities for successful transition from school to work. This study examined the extent to which schools and business are working towards helping with this transition process for the disabled. The study explored how individuals with physical disabilities, who have moved into the open labour market, have experienced vocational transition planning at school level, and whether or not these programmes have adequately prepared them for the workplace. The study used a qualitative research methodology. The sample comprised 5 learners who had attended a special needs school in KwaZulu-Natal. The data collection techniques used were semi-structured interviews, which were audio-taped, and transcribed. The findings indicate that the principles of human rights and social justice for all citizens enshrined in policy documents that have emerged in South Africa since 1994, have not been translated into practice. The rights of individuals with disabilities to achieve equality of opportunity and equal access to service in society and their right to full citizenship continues to be violated. The results also revealed that, although the special needs school was concerned with developing relevant curriculum for students with disabilities, very little is done to prepare students for transition from school to the work environment. The study has revealed that students with disabilities require a far more structured, needs driven vocational transition programme, that will enable them to compete more favourably with their able bodied colleagues in the work place. Legislation must be developed to protect and guarantee the vocational transition services of students with disabilities. This legislation must be augmented by an administrative framework to ensure the smooth management and running of a national vocational transition programme. / Thesis (M.Ed.)-University of Natal, 1999.

This study is aimed at examining issues and concerns that relate to women in the maritime sector in South Africa and to determine the perceptions of employees, both males and females towards women in the maritime sector and women in management in general policies and programmes aimed at eliminating gender discriminatory practices are critically appraised. It examines international contributions, which are used to make comparative analysis with South African Port Operations and National Port Authority. Durban has been chosen because it is one of the biggest Maritime cities in the Southern Hemisphere and in the African continent. Women have been disproportionately represented in the higher management structures previously. This study therefore assesses how these past imbalances can be addressed; so that women can best enter and succeed in this sector, especially those who currently hold senior positions. The impact that gender equity practices have on human resources planning is examined. The study uses two broad research methods: the primary data analysis and the critical review of literature. A mail survey technique was undertaken with 60 subjects randomly selected. A stratified random sample was used to determine both male and female perceptions. Data was analysed using SPSS programme. Theoretical perspectives relevant to women and management concerns are summarised, that is, the psychological tradition, culturally biased perspective, the entitlement/empowerment framework, the bargaining approach and the feminist political economy perspective. An overview of the national dynamics in South Africa, especially in relation to affirmative action imperatives, and implications pertaining to women in management is also undertaken. / Thesis (MBA)-University of Natal, Durban, 2003.

Higher Education Institutions face an ongoing challenge to respond to many challenges that arise from their environment. Universities are affected by internal as well as external forces. They have to comply with the legislation of the country for example the South African Employment Equity Act No. 55 of 1998 and affirmative action, at the same time they need to retain motivated employees. In response to these challenges, Universities need to implement the laws of the government in order to be responsive, effective and efficient. This study has drawn heavily on secondary data, which has been treated in the chapter of literature review. Concepts and theories covering affirmative action and motivation have been considered. Information has been obtained from various books and respondents. Concepts such as affirmative action, employment equity, preferential treatment, designated group, non-designated group, motivation, recruitment, selection, communication, promotion, compensation, disciplinary procedure have been used in this study. The data for this study was collected by means of survey questionnaire. The survey questionnaire provided data on effects of affirmative action on the motivation of employees. Survey questionnaires were pilot tested among a sample of 10 employees composed of both academic and non-academic staff. This was followed by distributing one hundred questionnaires to the employees, who were willing to participate in this study as respondents. The data collected was subjected to statistical processes to ensure reliability and validity. The research findings of this study revealed the employees thoughts about the implementation of affirmative action and the motivation of employees at Durban University of Technology. The collected data also revealed that many employees were demotivated as they don’t see affirmative action being implemented effectively. Although the study highlighted the impact of affirmative action on the motivation of employees at Durban University of Technology, this study was limited by its sample size. Recommendations have been made for greater commitment of the top management team towards any change process.

A great deal is expected of the construction industry and this study will stimulate reflections by participants on their role and performance. Leadership and collaboration are needed to enhance the capability and focus of all who engage in the delivery process- a focus to grow, transform and nurture the national asset base of the construction industry. The study highlights areas of progress and provides insight on the significant challenges to the construction industry growth and creation of infrastructure, challenges that are closely linked to the need for raised levels of performance and empowerment. Construction accounts for about I 0 per cent of the world economy and approximately 70 per cent of construction investment is accounted for in the USA, Western Europe and Japan. The continent of Africa accounts for about one per cent. Per capita investment in construction in the developed world is approximately $2500 per annum compared to $46 per annum in Africa. Embodied in the policies and legislations is a fundamental recognition that a developing society inherited a construction sector that supports a strategically developed industry with world-class capability and an established material manufacturing sector. The post-1994 expansion of South African engineering and construction services into global markets is testament to this inherent capability and the potential of the industry, and was enabled by the country's passage to democracy. In parallel with policy and institutional reform, a range of early practical initiatives were introduced by government to direct the process of change. In this context, growth needs to be coupled with sustainable employment, empowerment and investment in human capital as a pre-requisite for improved industry performance and competitiveness. The policy framework also addresses the role and potential impact of government as facilitator, regulator and major client to the industry. These included the implementation of preferential procurement to stimulate access to the market by historically disadvantaged enterprises, and measures to address supply-side constraints such as access to entrepreneurial training, finance, and credit. The Black Economic Empowerment is defined as empowerment of a broad-based process, and adopts a scorecard approach covering ownership, management, employment equity, skills development, procurement, corporate social investment, as well as investment and enterprise formation. By meeting any, or a combination of these objectives, every company has the potential to promote empowerment (SA Construction Industry Report, 2004 ). The main objective is to create new business ventures which play a significant role in economic growth. For this reason, it makes sense to explore correlations between black economic empowerment activities and lagged indicators of procurement policies and procedures. Some of the findings are: •Lack of consistency in the application of preferential procurement policies • Ambiguous regulations • Clients' planning shortcomings • Inadequate budget • Capacity constraints The biggest concern is the lack of core skills among emerging contractors, that is, financial literacy, record-keeping and marketing Although there are excellent examples of financing initiatives in South Africa (SA), there are only a small number of financial institutions in SA that have low default rates on small business loans. / (MBA) North-West University, Mafikeng Campus, 2006

No abstract available. / Thesis (LL.M.)-University of KwaZul-Natal, Durban, 2013.

There are few female teachers who hold principal positions in schools, especially in secondary schools. This study investigates teachers' perceptions of secondary school female principals' leadership abilities and styles.It also investigates whether teachers' perceptions are influenced either by their sexes or experience or lack of experience of working with female principals. The reseacher hopes that this research findings will help to either: develop and improve female leadership (where it is found to be wanting); and or influence authorieties to appoint more female teachers to head secondary schools. The literature surveyed revealed that the appointment of principals in seconday schools is discriminatory against female teachers. It further revealed that principals (mainly male) do not prepare female teachers for management and leadership positions. As a result female potential leaders become demotivated. This is unfortunate as research has found that female principals are as effective as leaders as male principals are. One disadvantage of having a small number of female leaders in education is that this results in an education that only reflects the male perspectives and values. This in turn alienates girls' perspectives from education. In order to establish teachers' perceptions of female secondary school principals a survey of the percptions of teachers in the Maphumolo circuit of female principals in this area was first carried out by means of a questionnaire. This was followed by a case study of one female principal. In depth, semi-stuctured interviews were undertaken with the principal and three teachers working with her in order to establish this principal's leadership style and the teachers' feelings towards her. A statistical analysis of the survey and a conten~ ~alysis of the case study were carried out. These revealed that the majority of teachers perceive female principals as effective and transformational leaders. These perceptions were found to be minimally influenced by either the teachers' sexes or experience of working with female principals. The..majority of those teachers who perceived female principals negatively tended to be males and to be from a group of teachers who had never worked with female principals. Recommendations for the increase of the number of female principals in secondary schools and for the improvement ofleadership in these schools are made.