Affirmative action is a central concept in South African politics and the workplace. The Employment Equity Act divides society into a designated group (blacks, women and people with disabilities) and a non-designated group (white men and white women). In this study, the influence of affirmative action on alienation of the non-designated group was investigated. Guidelines were also developed for employers in order to lead the non-designated group from a state of alienation to that of commitment. Two research questions were investigated: • Does affirmative action lead to the alienation of the non-designated group? • What will guidelines for companies, with the view to address the alienation problem, look like? Three central themes appear in this study. Firstly the concept alienation was investigated. The theory of Seeman was heavily relied on. He succeeded in summarising the experience of alienation in five variants, namely powerlessness, meaninglessness, normlessness, isolation and self-alienation. Secondly, guidelines were developed in order to lead the non-designated group from a state of alienation to that of commitment. To succeed in doing this, the industrial sociology alienation theory and the industrial psychology motivation theory were linked together. The quadruplet sisters of the motivation theory, namely motivation, work satisfaction, work involvement and organisational commitment were applied as the basis for the guidelines. Thirdly, affirmative action was discussed in depth. The experience of the non-designated group regarding affirmative action was investigated, affirmative action as an international phenomenon was scrutinized, different methods for implementing affirmative action were researched and a study on statutory framework of affirmative action was also undertaken. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2007.

Thesis (M. Comm.)--University of South Africa, 2002.

D.Phil / The Broad Based Black Economic Empowerment (BBBEE) Act of 2003 and the Employment Equity Act of 1998 have disrupted the labour market in South Africa by accelerating the need to appoint senior black managers in organisations. There is at the same time an undersupply of candidates meeting the requirements because of the education system and job reservation policies under the apartheid government. One of the outcomes of the operating environment is a perception that there is an abnormally high job mobility rate among senior black managers. The South African Employment Equity Act of 1998 defines blacks as Coloureds, Indians and Africans. The biggest challenge facing corporate South Africa is to retain senior black skill. The research problem the study attempts to solve is to understand factors that lead to senior black managers‟ mobility. Little research has been done in this regard. The objective of the study is to present a model that can assist in better retention of senior black managers. The model will present solutions for any sub groups that may emerge. This study also investigates the perceptions of senior black managers with regard to factors that influence their decision to change jobs.

Student Number: 0104318V - MA research report - School of Social Sciences - Faculty of Humanities / The corporate middle class, or managers, occupies a contradictory class location in capitalist relations of production. While they do not own the means of production, this class stratum is not exploited like the working class. This class position, however, is bound to be different for a black manager whose advancement in the workplace may be due to government attempts to economically empower black people to redress the injustices imposed by the racially dominated social structure of the past. Through a Weberian understanding of social stratification as based on class, social status and power, this research aims to unearth how members of the African corporate middle class understand their position and roles in South African workplaces and communities. It also goes deeper to scrutinise the impact of this structural position on their agency. It is shown that their contradictory class location is exacerbated by their race. African managers constantly negotiate their positions and roles in their workplaces and communities. Indeed, while their managerial position affords them spaces that they could not have occupied during the apartheid era, their racial character lessens their ability to manoeuvre within these spaces. This can be identified both in workplaces and communities. It is shown that their middle-class status cannot be consolidated because of their perceived lower social status and less power to influence decision making in their organisations. Furthermore, it is shown that, although not all of the interviewees moved to middle-class areas, there is an indication of alienation in previously white-only residential areas. This is further exacerbated by expectations from their former communities and members of their extended families. As a result of high levels of unemployment in African communities, members of this group are actively contributing to uplift members of their extended families.

Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2007.

<p>Disability in South African labour law is reduced to incapacity. An evaluation of disability and incapacity was made to advocate a clear conceptual break between the two concepts. Also, that disability should be grounded in a social model paradigm of disability which was a materialist critique of how capitalism constructs disability. To enhance the analysis discourse analysis was employed to illustrate how language, ideology and power sustained the notion of disability in capitalist society. A comparative analysis was made drawing on American disability jurisprudence and Canadian disability jurisprudence to illustrate the difference in approach between the two legal systems with a suggestion that the Canadian approach was better suited to the development of a South African disability law. And the development of South African disability law it was argued would benefit if a legal construction of disability was crafted to deal with the obstacles that disabled people encounter in the work-place.</p>

The study took place in the Department of Health. It involved four districts and the Head Office of the human resource planning component. Its purpose was to explore the extent to which the Employment Equity Act is implemented in respect of people with disabilities by the Department of Health, KwazuluNatal. The experiences and perceptions of employment equity officers and people with disabilities were explored. In addition the document on Gap Analysis on EEA was analyzed. Qualitative methodology guided the explorative descriptive nature of the research. The sample selected for the study aimed at balancing opinions on the subject under investigation. Data was collected through structured questionnaires, in depth interviews and content analysis of the departmental Gap Report on Employment Equity. The main findings revealed that there is a wide gap between the current status quo and achieving the desired objectives of the Act. There is also a lack of awareness among People with disabilities in understanding the legal rights in terms of the Act. This situation weakens stakeholder's participation in implementation of the Employment Equity Act NO.55 of 1998. The main recommendations related to the implementation of intensive training programmes, in order to assist stakeholders to participate effectively in Employment Equity Act programmes. A bottom up approach on implementation of the Employment Equity Act was recommended. This will help to ensure equal participation of and acceptance of the process by People with disabilities and employment equity officers. / Thesis (M.A.)-University of Natal, Durban, 2002.

Since its emergence as the ruling party in 1994, when South Africa became a democratic country, the African National Congress has legislated and implemented a number of policies that are aimed at redressing the historical imbalances of the past caused by the Apartheid system. The Constitution of South Africa provides for the equality of men and women as a basic human right. The South African Employment Equity Act (1998) was introduced as a way of assisting the process of achieving equality and fairness in the employment practices of government, business and other sectors in South Africa. Scholars such as Merilee Grindle have argued that for a policy to succeed many things need to be considered such as the internal and external environment in which the implementation is to occur. There has also got to be a buy-in from the relevant stakeholders as policy implementation can be influenced by the implementer’s own belief system. Factors such as one’s upbringing, religion, race, class and culture can all impact on workplace practices. Through face to face interviews with the people who are the intended beneficiaries of this policy, this study moves away from looking at the statistics that have previously been the sole analysis of the implementation of the Employment Equity Act (EEA) to look at historical, political and cultural influences on the application of the EEA. In particular this study attempts to interrogate whether cultural factors play a role or impact on the way the EEA is being implemented within a government department using the KwaZulu Natal Department of Economic Development as a case study. The obvious reason for focusing on culture is that one’s cultural background inevitably shapes how an individual views the world and engages with other people. Cultural beliefs and prejudices can also affect a person’s conduct in the workplace. KwaZulu Natal is a province that has a very long history of cultural traditions rooted in a largely patriarchal system, therefore interrogating this topic within this province is highly appropriate. The responses of the participants will reflect the views of mostly women in management positions. From these perspectives the study will reflect on the degree to which culture does play a role in the implementation of the EEA in this particular case study. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2011.

<p>Disability in South African labour law is reduced to incapacity. An evaluation of disability and incapacity was made to advocate a clear conceptual break between the two concepts. Also, that disability should be grounded in a social model paradigm of disability which was a materialist critique of how capitalism constructs disability. To enhance the analysis discourse analysis was employed to illustrate how language, ideology and power sustained the notion of disability in capitalist society. A comparative analysis was made drawing on American disability jurisprudence and Canadian disability jurisprudence to illustrate the difference in approach between the two legal systems with a suggestion that the Canadian approach was better suited to the development of a South African disability law. And the development of South African disability law it was argued would benefit if a legal construction of disability was crafted to deal with the obstacles that disabled people encounter in the work-place.</p>

This is a study undertaken to assess the effectiveness of employment equity implementation at Suncoast Casino. 2004 will mark ten years since South Africa became a democratic Country and as such it is now time to assess changes that have taken place since 1994. This study delves into the minds of staff at Suncoast Casino to evaluate their perceptions on employment equity implementation based on the five processes of the Employment Equity Act of 1998. Whilst the Employment Equity Act attempts to right old wrongs, the question that still emerges is: Is this not just another attempt at window dressing past injustices? A structured questionnaire was effectively utilised to obtain the necessary data required for the outcomes of the study. The questionnaire was designed to specifically target the five provisions of Chapter Three of the Act. The responses were captured on SPSS and were subject to analysis. The results of the study revealed very interesting findings. It was clear that employment equity implementation is taking place at Suncoast Casino. The findings however, did suggest that improvements in job satisfaction and training and development are required at Suncoast Casino in order to ensure effective employment equity implementation. Chapter Five explores possible recommendations for dealing with these areas of concern. The point of conclusion to this research undertaken is dealt with in Chapter Six. / Thesis (M.B.A.)-University of Natal, Durban, 2003.