This study focused on a topic at the intersection of two contexts, namely curriculum responsiveness and industrial/organisational psychology (IOP). The rationale for this study is based on two considerations. Firstly, a review of the IOP curricula offered at ten prominent South African universities revealed little overlap. This suggests that academic departments are not guided by shared principles when they implement decisions about the content or sequencing of curriculum content. Secondly, the Department of Education urges academics to design curricula that are relevant and responsive to contemporary conditions. These two considerations motivated the investigation of the following research question: What key performance areas (KPAs) do employers specify when they advertise positions suitable for IOP graduates? The investigation had two aims, namely (a) to systematically analyse the KPAs specified in job advertisements and (b) to compile KPA templates that may be used by IOP departments who wish to revise or transform their curricula. The research design of this study has five characteristics, namely that it is: (a) qualitative, (b) naturalistic, (c), descriptive, (d) applied, and (e) strategic. The study employed a purposive sampling strategy that involved the collection of documentary data (job advertisements aimed at recruiting IOP graduates) over a 52-week period (N=1115). The data was content analysed by means of a six-step documentary analysis method. Specific strategies were employed to enhance the validity of the findings. These strategies focused on credibility, transferability, dependability, and confirmability. Similarly, the ethical standing of the investigation was promoted by addressing four considerations, namely autonomy and respect for dignity, non-maleficence, beneficence, and justice. The data analysis procedure produced comprehensive and detailed qualitative descriptions of (a) 21 occupational categories, (b) 4070 KPA themes and (c) 84 KPA clusters. In addition, the number of occupational categories, KPA themes and KPA clusters were recorded and interpreted. In addition, the data analysis procedure produced comprehensive KPA templates that IOP departments may find useful. The templates reflect the KPAs specified by advertisements aimed at recruiting IOP graduates for a range of occupational categories and were designed to be used as benchmarks against which the economic responsiveness of curricula can be compared.

Thesis (MTech (Construction Management))--Cape Peninsula University of Technology, 2008 / The construction industry in South Africa defines a large sector of the economy. The total construction spend in 2002 exceeded R57.5 billion, of which 29.5% came from public sector orders and tenders, 13.6% from public corporations, and 56.9% from the private sector. The size and markets of a construction firm influence its level of professionalism and working practices. Gendering and sexual division of labour are important issues. Presently the construction industry employs a limited number of women at all levels. Additionally there is a low level of participation and representation of women on the committees of the learned societies associated with the industry. The low number of female students majoring in construction management at South African higher education institutions results in a limited number of qualified female construction managers. The consequent gender imbalance suggests a lack of empowerment of women in construction. Historically, job discrimination was institutionalized by law, including job reservation clauses. These laws were abolished following recommendations by the Weihahn Commission of Enquiry in 1979.In South Africa discrimination on the grounds of race and gender constitutes an unfair labour practice. Further, the South African Constitution outlaws discrimination in Section 8.2, but makes provision in Section 8.3 for measures designed to achieve adequate protection and advancement of persons or groups or categories of persons disadvantaged by unfair discrimination. This study explored the factors enhancing or impending career mobility for women in the South African construction industry, with the aim of investigating the factors influencing the choices of careers in construction by South African women. Relevant literature was comprehensively reviewed. Previous relevant research was studied. Both quantitative and qualitative research methods were used to gather data from multiple samples. Key findings included that women had a role to play in the construction industry and that they could build successful construction careers. However, there were various barriers to entry such as, for example, discrimination against women due to gender bias, the work environment on site and lack of sufficient successful role models. These factors impacted negatively on the choices of careers in construction by South African women.

The aim of this research project was to determine the effectiveness of DaimlerChrysler South Africa’s efforts in addressing the HIV/AIDS pandemic. The devastating impacts of the HIV/AIDS pandemic have already been felt at the workplace as without further successful interventions, HIV/AIDS mortality at DaimlerChrysler South Africa (DCSA) was expected to peak in 2006. Investment in HIV/AIDS programmes has been proposed as good business practice. The DCSA HIV/AIDS Workplace Programme was thus established to limit the impact and consequences of the HIV/AIDS pandemic on its workers, their families and surrounding communities. The empirical survey, comprising a questionnaire, examined the attitude and perception of employees regarding the effectiveness of the DCSA HIV/AIDS Workplace Programme. The findings of the empirical survey corresponded with the findings of the literature survey in concluding that the DCSA HIV/AIDS Workplace Programme has been successful in effectively addressing the HIV/AIDS pandemic. A few aspects of the Workplace Programme need attention and recommendations have been made in order to contribute to the lowering of HIV/AIDS prevalence rates at DaimlerChrysler South Africa.

The key aspect to stimulating economic and individual growth in the workplace has been shown in numerous case studies to be the removal of discrimination. Affirmative Action looks at dealing with, and making amends for past injustices, as well as moving towards equal employment opportunities in a constructive manner. It is about recognizing that people are inherently different whilst trying to achieve a “colour – blind” society. The Employment Equity Act No. 55 of 1998 was put in place by Government to facilitate the implementation of fair workplace practices, which will correct the imbalances of the past as well as creating a workforce, which reflects the demographics of South Africa. The inequalities in employment patterns and practices with respect to access to employment, training, promotion and equitable remuneration especially for black people, women and people with disabilities are addressed in the said Act. The Employment Equity Act is quite specific about the minimum requirements of an organisation’s Employment Equity Plan, which make it easy to identify what progress is being made towards ending discrimination in the workplace. The minimum penalty for contravening the Employment Equity Act is R500 000 and the maximum is R900 000. The question arises as to whether South African organisations are merely implementing Employment Equity policies to adhere to the basic requirements and deadlines of the Act. Or, are these policies genuinely based on commitment to the principles of equality and equal opportunity for all in the workplace. Calsonic Kansei South Africa has put into place various training and succession plans, which will help to achieve the organizational goal of being more equitable in terms of the Employment Equity Act. Employment agency databases have also been analysed to determine the availability of suitably qualified Affirmative Action employees. In this paper the writer will investigate the progress that Calsonic Kansei South Africa has made towards achieving Employment Equity in relation to other organisations within the same industry.

The demand for domestic services has increased globally during the last two decades and today domestic workers constitute a large portion of the workforce, especially in developing countries. Yet domestic work is undervalued and poorly regulated, and many domestic workers are underpaid and unprotected. This has been recognised by international organisations, such as the International Labour Organisation (ILO). The struggle of domestic workers has lead to improvements to their rights and conditions in many countries. Yet working conditions and wages remain poor in many countries, including South Africa. This booklet sheds light on this problem. There are 888 000 domestic workers in South Africa, which accounts for 7% of total formal employment (Labour Force Survey, May 2010). The vast majority of these workers do not belong to a trade union and do not partake in collective bargaining or are unaware of their rights to bargain and to join trade unions. The South African Domestic Services and Allied Workers Union (SADSAWU) is a trade union for domestic workers in South Africa and campaigns for the improvement of rights and conditions of domestic workers. It recognises that it is not as powerful as it could be and it would have a bigger influence on the legislating authorities if there were more members which were strongly organised. There are numerous difficulties to organise domestic workers, some are related to the education level of the workers and some lies within the nature of the work (many are live-in workers and therefore have no contact with other domestic workers as a natural part of their work). However, SADSAWU has over many years built up a lot of experience and developed a solid vision to build a strong domestic workers movement, and is therefore well placed to fight these difficulties. This booklet also serves as an organising tool for domestic workers. The aim is to raise awareness of the rights of domestic workers and to encourage workers to organise.

The study period saw a significant increase in the urbanisation of whites and blacks in Port Elizabeth induced by droughts and coercive legislation, but also by burgeoning industrialisation. Industry had been given great stimulus by World War 1 and maintained by protectionist legislation in the 1920s which the local state and industrialists came to endorse. The ethos of the town was overwhelmingly British in terms of the population, the composition of the local council, business interests and the prevailing culture. Whites formed the largest component of the population in Port Elizabeth during the inter-war years. The majority of white women lived in the North End, the industrial hub and a major working class area of the city. Although the provision of housing was initially neglected, economic and subeconomic housing in the 1930s helped to create both racial separation and a sense of community between sectors of the working class. Yet, white working class women did not form a homogenous group, but rather consisted of different ethnic groups, occupations and classes. The Afrikaans speaking sector, formed a significant component of the industrial labour force especially in the leather, food and beverage and clothing industries. In a centre where white labour was favoured and marketed as an advantage to outside investors, they rapidly displaced coloured women. The female workforce was basically young, underpaid (especially in comparison to wages on the Rand) and temporary. While white women were still in evidence in other occupations such as domestic work and in the informal sector, their numbers here steadily diminished as both racial segregation and municipal regulation, were implemented. Against a background of chaotic social conditions, large slum areas and the spread of infectious diseases, the local council did much to improve health services particularly for women and children. Poor relief instituted in 1919 was, however, less forthcoming and female - headed households were often left to rely on the services of local welfare organisations. The extended family, however, was the norm affording support against atomization. Although pressurised by social ills throughout the period, the family was increasingly buttressed by state assistance. Prevailing morality was likewise actively constructed in terms of legislative repression and racial division. This often lead to social aberrations such as infanticide which was only reduced by the increase of state assistance and, in the longer term, social mobility of the whites.

Submitted in fulfillment of the requirements for the Degree Master of Management Science in Administration and Information Management, Durban University of Technology, Durban, South Africa, 2016. / The purpose of the study was to explore the empowerment of women leadership, focusing on the Durban University of Technology. Statistics around the world have highlighted that women are under-represented in decision-making positions, with a specific focus on the academic sector; this study aims to review these statistics and establish which barriers prevent females from progressing to leadership positions. The target population was comprised of staff members from the Durban University of Technology and ranged from leadership, management, and lecturing, to entry-level employees. The technique of probability sampling was chosen in this research, with a sample size of 100 participants drawn from the population. Questionnaires were designed with both closed-ended and some open-ended questions, and were personally administered to all campuses of the Durban University of Technology, namely Ritson Campus, Steve Biko Campus, ML Sultan Campus, City Campus, Indumiso Campus and Riverside Campus. This study revealed that, although women are still under-represented in Higher Education, there are efforts being made to bridge this gap. This study found female leaders more productive than male counterparts at the Durban University and are able to run their department smoothly and efficiently. The study also found that there are internal respondents agreed that there are hidden difficulties in their department that women face and prevent them from moving into higher positions. Additionally, the study found that there are programs at the Durban University that empower women into leadership. This study contributes to knowledge of gender-based leadership and female empowerment into leadership positions, in the higher education sector. / M

M.Ed. / Please refer to full text to view abstract

Summary: The central purpose of this study was to establish whether there is a positive relationship between a high achievement motive (as measured by the Thematic Apperception Test, using the Arnold's scoring system) in Blacks and Good Job Performance (as measured by good merit and supervisory ratings). Factors taken into consideration in the study were: (i)level of urbanization (ii)resistance to change (iii)job satisfaction. An alternative method of scoring the T.A.T. (McClelland) was compared with the Arnold System. A novel T.A.T. was designed with pictures with which the Blacks could easily identify, so that the writing of stories was facilitated. The level of urbanization and resistance to change were measured on the Urban- Rural Scale. Job satisfaction was measured by means of the Job Satisfaction Index. The measures of job performance were obtained by means of 'man specifications' and merit ratings. The Achievement Motivation Score was found to be significantly positively correlated at the ,05 level with job performance ratings, but a predictive study would have to be carried out before it can be accepted as predictive of job performance. Level of urbanization had no significant effect on the achievement, motivation scorer (Arnold System) whereas 'the 'Resistance to Change' factor was found to be significantly negatively correlated at the ,05 level with the achievement motivation scores (Arnold). 'Too little information was available to establish the relationship between high achievement motivation scores (Arnold), low job performance ratings and low job satisfaction scores. No significant correlations was obtained between the McClelland scores on the T.A.T., and the Arnold scores as well as between the McClelland scores on the T.A.T. and job performance ratings. The T.A.T., using the Arnold scoring system, proved to be a reliable test (both test - retest and inter - scorer reliabilities This study showed that the T.A.T. has strong possibilities of playing a large role in the selection of Blacks for higher level jobs in industry.

Domestic service constitutes one of the largest sources of employment for black women in South Africa. Yet it is a largely unstudied occupation. There has been no previous investigation of domestic workers in the Eastern Cape, and to date only two comprehensive studies of domestic workers in other areas of South Africa. This neglect is significant, for such inquiry involves questioning the accepted pattern of inequalities on which the entire social order is based.