Thesis (MPA.) -- University of Limpopo, 2017 / Recruitment and retention of nurses remain one of the challenges globally and locally as the system is unable to attract new staff and failing to retain existing ones. This study was undertaken to investigate the number of nurses leaving the Mpumalanga Department of Health and whether the available recruitment and retention strategy puts the province into the competitive advantage. The qualitative and quantitative methods of data collection were utilised during the investigations. Both the qualitative and quantitative analysis proved that a number of nurses were leaving the public service influenced by factors such as salary, workload, accommodation for nurses, working conditions and lack of resources. The findings further revealed that the recruitment and retention strategy of the Department was poorly implemented and therefore leaving the province at a risk of losing more professional nurses. The main recommendation in this study was that the Department of Health in Mpumalanga needs to ensure that adequate funds are available for the proper implementation of the recruitment and retention strategy. The proper implementation of the strategy will help in addressing the factors that were discussed and agreed to by other studies to be contributing immensely in nurses’ turnover in the province.

Thesis (M. Dev. (Development and Management Law)) -- University of Limpopo, 2017 / This mini-dissertation deals with the implementation of laws regulating mining industries transformation in South Africa. This mini-dissertation finds that the pace of transformation is very low and the challenges faced in the mining industries which are slowing the process are evaluated. Such challenges include: lack of skills, unqualified candidates and lack of experience. It finds that the Broad-based socio-economic empowerment (BBSEE) introduced 15% target by 2011 where only 8.9% was reached in respect of transformation and that by 2014, 26% must be met where only 17.4% at the top management is achieved. The call for nationalisation of mines as a solution to speed up transformation have also been evaluated and the Mining Qualification Authority category of providing scholarships to maths and science learners to the exclusion of other streams as transformational aspect was also evaluated. The question as to whether 26% of the historically disadvantaged South Africans occupying managerial position is enough to rectify the injustices of the apartheid ills is also looked at. A comparative study was done between South Africa, Canada and Australia to see whether lessons could be learnt. Keywords: Implementation, transformation laws, Historically Disadvantaged South Africans, Mining Qualification Authority, and Mining industry.

MPM / Oliver Tambo Institute of Governance and Policy Studies

MPM / Oliver Tambo Institute of Governance and Policy Studies / See the attached abstract below

Thesis (MPA.) -- University of Limpopo, 2020 / The purpose of this study was to investigate challenges in the implementation of Employment Equity Act in the University of Limpopo. The design of the research in this study is both qualitative and quantitative. Data were collected from HODs and Human Resources Officers. Structured interviews and questionnaires were used to collect data form the participants. Data were analysed quantitatively and qualitatively. Results revealed that there are more males in Senior Management levels than females in the University. Data further showed that the majority of Senior Management fall under age category 50-64 years old. The results show that most of the respondents hold highest qualifications which is masters and doctoral degree. It was found that most of the respondents are from Sepedi and Tshivenda speaking communities. The finding revealed that the University of Limpopo has been implementing the Employment Equity Act. However, the implementation of the EEA encountered certain challenges including among other resistant to change, poor networking, lack of employment equity awareness, undermining of the HR Officers by Selection Committee members and lack of qualified people with disabilities in certain positions. Another finding shows that the University has Employment Equity Plan with numerical target to be achieved. It found that the successful implementation of EEA will address the problem of unfair discrimination that people suffered as a result of race, gender, disability and sexual orientation. The findings further show that the University is strictly adhering to the stipulations of the EEA. It was found that employees in the University are not well informed of the Employment Equity Policies. Another finding shows that the University Employment Equity has been a very useful tool to promote equality in the University. The study recommends that the University should not deviate from the EEA especially when filling positions reserved for designated groups. It is recommended that HODs should familiarize themselves with the Act. It is recommended that the University use provincial demographics to set the EE targets. University must have EE Plan targets on the agenda at all meetings of the University’s Executive Committees. It is recommended that further discussion and monitoring need to be conducted at Executive Management level.

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)

This thesis examines indentured and apprenticed labor in Cape Town between the years 1808 and 1840. Through analysis of primary material such as the South African Commercial Advertiser, the Colonist, and the Mediator, as well as contemporary travel accounts, contracts of indenture and apprenticeship, and an examination of the records of the Cape Town Magistrates, this study explores the attitudes and perceptions towards indentured and apprenticed labor by both employers and indentured and apprenticed servants.This study hopes to add to the existing literature pertaining to nineteenth-century Cape Colony labor. This thesis commences with an examination of the different indenture and apprenticeship systems which existed in Cape Town between the years 1808 and 1840. It explores the issue of how employers and the government sought to maintain a constant supply of labor in the city as the prominence of urban slavery declined. It also discusses the important issue of how employers defined the terms apprentice and indenture. Chapter two explores the topic of child apprenticeship in Cape Town between the years 1812 to 1840, and illustrates that the notion of child apprenticeship was understood in different ways between employers and parents of apprenticed children. Chapter three investigates the stereotypes Cape Town's English speaking employers held towards the city's indentured and apprenticed laborers. The final chapter explores the question of status and incorporation into Cape Town society for the city's indentured and apprenticed laborers, and demonstrates that laborers did not enjoy equal status to the city's slaves.

Thesis (MBA. (Administration)) -- University of Limpopo, 2014 / The purpose of this study was to investigate career-entry barriers for female professors and doctors at the University of Limpopo. The findings not only offer a wealth of strategies for career success and for overcoming professional and personal challenges, but also shed new light on critical factors that affect women and their experiences at work. The quantitative investigation was the main method used and thus formed the core of this study. The quantitative investigation was based primarily on confidentially structured questionnaire provided to 66 female professors and doctors. The findings from the study revealed that there are various personal, institutional and societal barriers affecting women’s participation at the university. At the personal level such factors as academic qualification (PhD), administrative experience, management skills, confidence, assertiveness, high visibility, hard work and diligence were found to enhance women’s participation in university. On the other hand, absence of these personal attributes were said to limit women’s confidence in applying for senior management positions. At the societal level support from family and friends was found to enhance women’s participation. At the institutional level the recruitment, appointment and promotion practices stood out as the main factors affecting women’s participation in university management. In some cases these policies were not clearly documented. The results revealed that to overcome career- entry barriers at the University of Limpopo, female professors must constantly overachieve, maintain good relationships with others, and hold onto personal and institutional values to do the right things, expand themselves constantly, and utilize strong mentors’ assistance as well as sponsorship. v Recommendations such as an urgent need for the formulation of equal opportunity policies, provision of professional development and mentoring opportunities and the creation of a family-friendly working environment by providing programs, facilities, and services that respond to the needs of people with children where suggested. From the recommendation it is clear that there are strategies that needs to be put in place to solve career entry barriers. A prerequisite to meet this is hard work, commitment, support structure and persistence.

This study explored both the relationship between coping resources (as measured by the Coping Resources Inventory) and psychological career resources (as measured by the Psychological Career Resources Inventory) and also whether individuals from different gender and employment status groups (part-time work experience versus no work experience) differ significantly regarding their coping resources and psychological career resources. A cross-sectional survey design and quantitative statistical procedures were used to analyse the data which was obtained from a purposive non-probability sample of N = 197 early career unemployed, black graduates. The results showed significant positive associations between psychological career resources and coping resources. It also emerged that the male and female participants differed significantly with regard to their emotional, spiritual and physical coping resources and the psychological career resources of career harmonisers and career drivers. In addition, it was found that those participants who had part-time work experience displayed a significantly higher need for career venturing and also manifested higher behavioural adaptability than those who had no work experience. Recommendations for future research and practice were made. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Thesis (MPhil (Industrial Psychology))--University of Stellenbosch, 2006. / This research paper investigates the need for emotional and psychosocial support for people infected and affected by HIV and AIDS in the workplace. Most employees infected and affected by HIV and AIDS, as well as their families, often need assistance to cope with stigma, rejection, and discrimination, as well as having to adjust to the diagnosis, to confront the fear of losing independence, and to prepare themselves for the changes that might happen to their lives. Hence, through counseling and support, they can have more knowledge about HIV and AIDS and reduced fears and misconceptions about living with HIV and AIDS. Some research organizations, such as the Perinatal HIV Research Unit, do provide emotional and psychosocial support, and advice for people infected and affected by HIV and AIDS. An attitude survey was conducted with about 400 employees at the Unilever Company in Boksburg, Johannesburg, in September and October 2005 to determine whether emotional and psychosocial support could play a role in motivating people infected and affected by HIV and AIDS to live positively with the virus, in eliminating related stigma and fears. Employees from this organization were chosen as the population for this survey as a prevalence study and VCT was carried out with them in August and September 2005, so they knew and trusted the councilors who were giving results to them and they had established a relationship with them. I booked appointments for follow-up counseling sessions of 45 minutes after VCT (Voluntary Counseling and Testing) and then told them about the support group at their workplace. The findings indicate that there is indeed a need for emotional and psychosocial support for people infected and affected by HIV and AIDS in the workplace. Among other findings, respondents, especially those infected, reported that they had learned that being HIV positive is not the end of the world but the beginning as long as you look after yourself you can live a normal and productive life for many years, as long as you take extra care of yourself. Most of the affected respondents reported that they had never done an HIV test before due to their own fear of the prognosis. Having acquired more facts about HIV and AIDS, those that had not been tested stated that they now planned to do so. Both groups – those who tested negative and those who tested positive – reported that they also learned about the importance of disclosing your one’s status as a means of getting support.