Despite HIV and AIDS knowledge and attitude change programmes, workplace HIV and AIDS-related discrimination persists in workplaces in many sectors, including the education sector. This study set out to investigate why the phenomenon of workplace HIV and AIDS-related discrimination persists; and to predict which factors were responsible and how they related to HIV and AIDS-related discrimination in the workplace. A stratified random sample of 205 teachers; 123 of whom were from 10 schools of varied backgrounds in Bojanala Region of North West Province of South Africa and 82 from schools around Kampala, Central Region of Uganda was drawn. Twenty-seven respondents of the South African sample participated in both the quantitative survey and in-depth interview while the rest responded to a selfadministered questionnaire. Using a stepwise regression analysis, traditional beliefs predicted workplace HIV and AIDS-related discrimination, explained11% of variance in the second model while the third model explained only 2% more – 13% (R square of 0.136) but each of the three models was significant (p-values of 0.000). Attitudes were the second strongest predictor; and only HIV and AIDS-legal knowledge could predict discrimination but not biomedical HIV and AIDS knowledge. In the in-depth interview, incidents of discrimination were reported, possible reasons for HIV and AIDS-related discrimination were reported; and it was found that workers varied in ways of keeping secrets regarding sensitive information such as colleagues’ HIV-positive status, and cited reasons for revealing such information which included malice, jealousy, moral responsibility, anger and loose talks. There are implications for reducing workplace HIV and AIDS-related discrimination which include: Integrating HIV and AIDS-legal knowledge with biomedical HIV and AIDS knowledge, more efforts should be spent in designing and imparting information to reduce traditional beliefs, develop and evaluate instruments to measure traditional beliefs and HIV and AIDS-legal knowledge; and to study more about secret keeping, particularly in regard to workplace HIV and AIDSrelated discrimination. / Industrial and Organisational Psychology / D. Admin. (Industrial and Organisational Psychology)

The purpose of this study was to identify the training needs of different generations of adult learners within a corporate company within SA. Training needs were identified through interviews. Qualitative interviews were conducted with learners from each of the generations. This was a case study and the population was taken from a company within SA. Data was collected through interviews with different generations of adult learners, as well as the field notes of the researcher before, during, and after the interviews. The interviews were transcribed. The data was coded and categories were identified. This was done through inductive and abductive reasoning. From the categories, data were placed into themes. From these themes, findings were made regarding the training needs of different generations. Recommendations were made that can significantly impact the approach companies take towards training different generations of adult learners. Research limitations were described, and recommendations for future study. / Adult Basic Education (ABET) / M. Ed. (Adult Education)

The purpose of this study was to identify the training needs of different generations of adult learners within a corporate company within SA. Training needs were identified through interviews. Qualitative interviews were conducted with learners from each of the generations. This was a case study and the population was taken from a company within SA. Data was collected through interviews with different generations of adult learners, as well as the field notes of the researcher before, during, and after the interviews. The interviews were transcribed. The data was coded and categories were identified. This was done through inductive and abductive reasoning. From the categories, data were placed into themes. From these themes, findings were made regarding the training needs of different generations. Recommendations were made that can significantly impact the approach companies take towards training different generations of adult learners. Research limitations were described, and recommendations for future study. / Adult Basic Education (ABET) / M. Ed. (Adult Education)

The aim of this study was to determine employees' perceptions of the fairness of employment equity practices. It was conducted in an organisation in the Health Services industry, using a Diversity Questionnaire. The sample size was 520 and 245 responses were received, constituting a 47% response rate. Employees' responses were measured along 10 dimensions of employment equity. The unit of analysis was the group according to gender, race, age and job level. Independent t-tests and analysis of variance techniques were used to determine any statistically significant differences in perceptions between groups. Statistically significant differences were found between race groups and job levels. Gender and age did not significantly affect employees' responses. The research concluded that compliance with organisational justice requirements is as important as compliance with legislative requirements. Ultimately, every organisation should adapt its employment equity strategy according to its specific demographic and environmental context. / Industrial and Organisational Psychology / M. Admin.

The daunting challenge that faces South African business is to redress the inequalities of past discrimination and to develop to its maximum the potential of every team member while remaining competitive. Some of the key challenges include creating a supportive and attractive work environment that's inclusive of diversity, staff retention and an organisational culture that will leverage diversity. The case study organisation faced similar challenges. In order to understand the dynamics a diversity workshop was designed and consulted from a systems psychodynamic paradigm. The primary task of the Diversity Workshop was to provide opportunities for members to study and learn about intrapersonal, interpersonal and inter group relationships in relation to diversity behaviour in the workplace. 50 participants attended the workshop and 22 participants completed the questionnaire. The content was analysed and themes from a psychodynamic stance identified. The overall objective of the workshop was met as it made unconscious behaviour visible, allowed participants to reflect, facilitated dialogue and enabled transfer of learning to the workplace. This approach allowed groups to move from basic assumptions to task oriented behaviour. / Industrial and Organisational Psychology / M. Com. (Industrial Psychology)

Women working in male-dominated professions and environments face experiences that are unique to their counterparts in more gender-balanced and female-dominated professions. The nature of these experiences affects women’s integration and potential success in male- dominated professions. To enhance employment equity in historically male-dominated professions and environments, an understanding of women’s experiences in such environments is beneficial. The purpose of this research was to explore the challenges and coping strategies of women working within male-dominated professions and environments. This was an exploratory qualitative study conducted within the interpretive research paradigm. A purposive sample consisting of five women working in identified male-dominated professions and environments was utilised. In-depth interviews were conducted and data was analysed using grounded theory. The main findings indicate that the central theme pertinent to women working in male-dominated professions and environments pertains to the types of challenges inherent in their work settings. The main challenges found were as follows: discrimination and bias; physical and health-related difficulties experienced; negative emotions resulting from working in male-dominated environments; lack of real transformation; and work/life balance. This study provides current insight into the plight of women working in male-dominated professions and environments in South Africa. / Industrial & Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Thesis (MA (Psychology))--University of Stellenbosch, 2006. / In order to make mental health care more accessible and even out the skewed distribution of services, policies were put in place to integrate mental health services into primary health care. For this to be effective, more trained mental health personnel needed to be employed in the public sphere as well as non-governmental and community organizations; and in state services. The BPsych degree which was instituted to meet this need has however, been plagued with controversy since its inception. This study aims to determine the employment patterns of BPsych graduates in the Western Cape so as to ascertain whether the expressed goals for establishing the degree, that is, addressing the need for primary mental health care workers, is in fact being met. Combinations of quantitative and qualitative methods were employed in this study. A self-constructed questionnaire was used for obtaining data. Quantitative data was analysed using SPSS and qualitative data was analysed by means of thematic content analysis. The quantitative data suggest that most of the respondents are employed and have completed the board exam. The majority of respondents are female and are employed within either community or NGO settings, or the private sector. Just over one third of respondents are employed as counsellors. A qualitative analysis of the data has suggested that the majority of employers are unaware of the category of registered counsellor. Respondents placed a large emphasis on the value of the practical component of the course. Based on the results obtained, one could argue that access to mental health care has not been significantly improved by the implementation of this category of registration.

Thesis (MBA)--Stellenbosch University, 2000. / ENGLISH ABSTRACT: No disease in modern times has created as much fear and panic as HIV/AIDS - undoubtedly one of the most formidable public health problems facing South Africa today. Traditionally, HIV/AIDS has not been regarded as a workplace issue, except for "high-risk" professions such as surgeons, dentists and emergency medical technicians. The stark reality is that HIV/AIDS will have an impact on all sectors of society and all aspects of human activity throughout South Africa. Because of the nature of the spread of the disease, it hits predominantly sexually active people. These are the people that make up the workforce. It can therefore be expected that HIV/AIDS will impact directly on the patterns of employment in South Africa. Furthermore, the economic consequences of the epidemic will result in pressures on the South African economy, which again will influence employment. Apart from affecting the general population, HIV/AIDS will have a direct impact on businesses in various areas. HIV/AIDS will also have a significant impact at community level that will, in turn, impact on businesses. If business in South Africa is to survive, these impacts have to be managed so that productivity can be maintained and costs can be contained. The objective of this study is to explore the impact of HIV/AIDS on employment by examining the South African labour market. From the study, it is clear that South Africa is certain to experience severe consequences arising from the HIV/AIDS epidemic. Even without taking the immense impact of HIV/AIDS into account, there are various problems facing the' South African labour market. Specific problems discussed are unemployment, low productivity and a shortage of skills. These are not the only problems associated with the South African labour market, but the extent of these problems is further exacerbated by the impact of HIV/AIDS. All sectors of the society need to be mobilised into action. This action must encompass both prevention of the spread of the disease, as well as caring for the sick and dying. / AFRIKAANSE OPSOMMING: Geen ander siekte in die moderne tyd het al soveel vrees en paniek geskep as MIV/VIGS nie ongetwyfeld een van die mees formidabele gemeenskapsgesondheidsprobleme wat Suid-Afrika huidiglik in die gesig staar. Oorspronklik was MIV/VIGS slegs met die werksplek geassosieer in terme van "hoë-risiko" beroepe soos dokters, tandartse en nood mediese personeel. Die naakte waarheid is dat MIV/VIGS 'n impak sal hê op alle sektore en aspekte van die samelewing in Suid-Afrika. As gevolg van die aard van die verspreiding van die siekte, tref dit hoofsaaklik seksueel aktiewe persone. Hierdie persone is die lewensaar van die arbeidsmag. Dit kan dus verwag word dat MIV/VIGS 'n direkte impak op werkverskaffingspatrone in Suid-Afrika sal hê. Die ekonomiese gevolge van die epidemie sal verdere druk veroorsaak op die Suid-Afrikaanse ekonomie, wat op sy beurt werkverskaffing sal beïnvloed. Buiten die impak van MIV/VIGS op die algemene bevolking, sal die siekte ook in verskeie areas van die besigheidsektor 'n uitwerking hê. Verder sal MIV/VIGS 'n aansienlike impak op gemeenskapsvlak hê, wat op sy beurt weer 'n uitwerking sal hê op besighede. As besighede in Suid-Afrika wil oorleef, moet hierdie aanslae so bestuur word dat produktiwiteit gehandhaaf word en kostes onder beheer gehou word. Die oogmerk van hierdie studie is om die impak van MIV/VIGS op werkverskaffing te ondersoek deur na die Suid-Afrikaanse arbeidsmark te kyk. Van die studie is dit duidelik dat Suid-Afrika ernstige konsekwensies as gevolg van die MIV/VIGS epidemie kan verwag. Selfs sonder om die ontsaglike impak van MIV/VIGS in ag te neem, is daar verskeie probleme wat die Suid-Afrikaanse arbeidsmark in die gesig staar. Spesifieke probleme wat bespreek word is werkloosheid, lae produktiwiteit en 'n tekort aan gespesialiseerde vaardighede. Alhoewel hierdie nie die enigste probleme is wat met die Suid-Afrikaanse arbeidsmark geassosieer word nie, word die spesifieke probleme vererger deur die impak van MIV/VIGS. Wat vereis word is dat alle sektore van die samelewing moet oorgaan tot aksie. Hierdie aksie moet beide die voorkoming van die verspreiding van die siekte, sowel as die versorging van die siekes en sterwendes omvat.

Thesis (LLM (Mercantile Law))--University of Stellenbosch, 2005. / The concept of affirmative action, in contrast to discrimination, does not have a universal uniform meaning. On the one hand affirmative action can be seen as an attempt to promote equal opportunities for individuals or groups previously disadvantaged by discrimination. On the other hand, its application is controversial when black people, women and disabled people are given preference, for example, when decisions are made that preclude the appointment of better-qualified candidates. Affirmative action therefore has pros and cons, depending on the approach adopted. In South Africa affirmative action, as defined in s 15 of Employment Equity Act 55 of 1998 (EEA), is seen as a measure that ensures equal employment opportunities and equitable representation of suitably qualified people from designated groups. Affirmative action thus enjoys legislative recognition and is judicially developed by the courts. Nonetheless the concept is problematic. A specific concern is the fact that the meaning of affirmative action is even more elusive when the conceptual relationship to discrimination and equality is examined in an effort to identify its theoretical foundation. Affirmative action is aimed at pursuing working conditions that promote a real, and not just theoretical, realisation of rights. It focuses on addressing the burden of discrimination, which is still borne by certain groups in society. In Harmse v City of Cape Town [2203] 6 BLLR 557 (LC), the court found that the broader idea of constitutional equality implies that the elimination of unfair discrimination includes affirmative action. The court based its reasoning on s 9(2) of the equality clause of the Constitution, wherein provision is made for measures, such as affirmative action, that are “designed to protect or advance persons, or categories of persons, disadvantaged by unfair discrimination…” In Dudley v City of Cape Town [2004] 5 BLLR 413 (LC) the court found that the EEA distinguishes between the prohibition of unfair discrimination and affirmative action, as contained in chapters II and III of the Act, regarding approach, aim and application. This however does not imply that the two concepts are in no way connected. Another area of concern relates to doubts surrounding the effectiveness of affirmative action. The gender gap in the workplace becomes apparent when the labour market composition is taken into consideration. This emphasises the fact that affirmative action is not accomplishing sufficient transformation to further equality in the workplace. The origin of the problem lies in the fact that the impact of affirmative action depends on the approach to equality (be it formal equality, equality of opportunities or substantive equality) that it is designed to promote. Another affirmative action dilemma is the problem of enforcement of measures of this nature. Other alternatives, such as diversity management where both the employer and the employees benefit, should possibly be considered as a method of effectively empowering women to ensure that they can compete successfully with men in the labour market. Diversity management ultimately appears to have a social, as well as an economic advantage in the development of equitable representation of disadvantaged groups in the labour market.

Thesis (MOccTher)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: Heideveld, a suburb that forms part of the “Cape Flats”, is plagued by high levels of crime, gangsterism, unemployment and relative poverty. I became specifically interested in the occupations of the young men in Heideveld, as I often observed them loitering in the streets, at an age when they should have been in school, studying or starting a career. This led me to wonder about the repertoire of occupations that they had performed over the course of their lives, i.e. their occupational-life-trajectories. I became interested in the influence that the environment and their personal attributes had on the occupations that they performed over time. Guided by the Person-Environment-Occupation model as a conceptual tool I decided to explore the occupational-life-trajectories of men between the ages of 20 and 25 throughout the course of their life, up to their current age. At the organisation where I volunteered during my time in Heideveld, there was a weekly programme for the children and young women (aged 12 to 22), but nothing for young men, which prompted my interest in doing research about this age group. My initial thinking was to form the theoretical basis from which an occupation-based intervention group could be developed. I intended to explore what had motivated occupational participation throughout their lives, how certain occupations developed over time and the influence of the environment on their occupations. Snowball sampling was applied to gain access to the participants. Using a qualitative approach I combined a method called PhotoVoice with individual, narrative interviews, in order to collect data on the occupational-life-trajectories of five young men from Heideveld. PhotoVoice is a participant-based method that allowed the interviewees to take photos of occupations that they have performed throughout their lives. The photographs were used to facilitate the interview process along with two or three guiding questions. Within-case and cross-case analysis were used to find themes that pertained to the aims of the study. I uncovered five themes in my analysis: “Ons gee nie krag weg nie/We don’t give away power”, “Ons het saam geloop/We ‘hang out’ together”, “Ek het baie probleme by die huis gehet/I had many problems at home”, “Die lewe is swaar hier buite/Life is hard out here” and “Ek wil net uit hierdie plek kom/I just want to get away from this place”. I found that the environment played a large role in the occupational-life-trajectories of the participants. I also found that the participants’ sense of masculinity, gender and identity affected their occupational choices and participation. I explain the peer nature and motivational factors influencing gangsterism and drug use as they manifested in the young men’s lives. I concluded that an occupation-based intervention programme might address certain aspects such as occupational choice and exposure, but that wider, more long-lasting intervention was necessary to truly make a difference in the occupational-life-trajectories of young men in Heideveld. After taking the support structures in the physical environment into consideration, recommendations were made in terms of the family unit, the peer group, education, skills training and community empowerment. Furthermore, as the organisation already serves boys between 10 and 14 years and a greater impact may be possible at this life stage, more detailed recommendations were developed regarding a possible occupational therapy intervention programme. / AFRIKAANSE OPSOMMING: Heideveld, ‘n voorstad wat deel vorm van die Kaapse Vlaktes, gaan gebuk onder hoë vlakke van misdaad, bende bedrywighede, werkloosheid en relatiewe armoede. Ek het ‘n spesifieke belangstelling ontwikkel in die “occupations”¹ van die jong mans in Heideveld, omdat ek dikwels waargeneem het dat hulle in the strate drentel, op’n ouderdom wat hulle op skool moes gewees het, besig om te studeer, of om ‘n loopbaan to begin. Dit het my laat wonder oor die verskillende “occupations” waaraan hulle deelneem gedurende hulle lewens, m.a.w. hulle “occupational-life-trajectories²”. Ek was geïnteresseerd oor die invloed wat die omgewing en hulle persoonlike eienskappe gehad het op die “occupations” waarin hulle oor ‘n tydperk deelgeneem het. Gelei deur die “Person-Environment-Occupation” model as ‘n konseptuele instrument, het ek besluit om die “occupational-life-trajectories” van mans tussen die ouderdomme van 20 en 25, gedurende die tydperk van hulle lewens tot en met hul huidige ouderdomme, te bestudeer. By die organisasie waar ek ‘n vrywilliger was gedurende my tyd in Heideveld, was daar ‘n weeklikse program vir kinders en jonger vrouens (vanaf ouderdom 12 tot 22), maar niks vir jong mans nie. Dit het gelei tot my belangstelling om navorsing omtrent hierdie ouderdomsgroep te doen. My aanvanklike gedagtes was om ‘n teoretiese basis te vorm waarvandaan ‘n “occupation”-gebaseerde intervensie-program ontwikkel kon word. Ek wou die motivering agter die jong mans se “occupational”-deelname, hoe sekere “occupations” oor tyd ontiwkkel en die invloed van die omgewing op hul “occupations” verken. Sneeubalsteekproeftrekking is gebruik om toegang tot die deelnemers te kry. Deur ‘n kwalitatiewe benadering te gebruik, het ek ‘n metode genaamd “PhotoVoice” met individuele, narratiewe onderhoude gekombineer, om data te versamel omtrent die “occupational-life-trajectories” van vyf jong mans in Heideveld. “PhotoVoice” is ‘n deelnemer-gebaseerde metode wat die deelnemer toegelaat het om foto’s van die “occupations” waaraan hulle gedurende hulle lewens deelgeneem het, af te neem. Die foto’s is gebruik om die onderhoude te fasiliteer tesame met twee of drie gerigte vrae. Tussen-geval en kruis-geval analise is gebruik om temas te vind wat die doelwitte van die studie aanspreek. Ek het vyf temas ge-identifiseer gedurende my analise: “Ons gee nie krag weg nie/We don’t give away power”, “Ons het saam geloop/We ‘hang out’ together”, “Ek het baie probleme by die huis gehet/I had many problems at home”, “Die lewe is swaar hier buite/Life is hard out here” en “Ek wil net uit hierdie plek kom/I just want to get away from this place”. Ek het gevind dat die omgewing ‘n groot rol speel in die deelnemers se “occupational-life-trajectories”. Ek het ook gevind dat die deelnemers se sin van manlikheid, geslag en identiteit hul “occupational” keuses en deelname geaffekteer het. Ek verduidelik ook die portuur natuur en motiverende faktore wat lei tot bende-aktiwiteite en dwelm gebruik, soos dit in die jong mans se lewens gemanifesteer het. Ek het afgelei dat ‘n “occupation” gebaseerde intervensie program moontlik sekere aspekte soos “occupational” keuses en -blootstelling kan affekteer, maar ‘n breër, langduriger intervensie is nodig om werklik ‘n verskil te maak in die “occupational-life-trajectories” van jong mans in Heideveld. Nadat ek die ondersteunende strukture in die fisiese omgewing inaggeneem het, het ek voorstelle gemaak in terme van die familie-eenheid, die portuur groep, onderrig, vaardigheidsopleiding en bemagtiging van die gemeenskap. Aangesien die organisasie reeds toegang het tot seuns tussen 10 en 14 jaar oud, en ‘n groter impak in hierdie lewenstydperk gemaak kan word, maak ek verdere, meer gedetailleerde voorstelle rondom ‘n arbeidsterapie program vir hierdie ouderdomsgroep.