Thesis submitted in compliance with the requirements fo the Doctoral Degree in Technology: Education (Management), Durban Institute of Technology, 2004. / This study focused on women in Technikons who hold status positions as Dean or higher in the academic management hierarchy and aimed at uncovering those attributes which contributed to their success in breaking the 'glass ceiling'. The gender imbalance in their career paths highlighted the need to identify those attributes so that ways could be found to increase the representation of professional women in leadership and management position. The experiences and struggles of women in Third World Countries, such as South Africa, unfold in a very different context from those of women in First World Countries. As this research is about women for women and gives 'voice' to those women who participated in this project, attention must be paid to the knowledge and theory that incorporates women's experience and perspectives. It is therefore appropriate to view the marginalisation of women and hence their struggle for equality of opportunity in Technikon management from a feminist viewpoint. Narrative enquiry using primarily semi-structured in-depth interviews provided the data which was processed in terms of a categorical-content perspective. The relevant themes identified were interpreted by the researcher and used to formulate grounded theory. The results of this research study drew attention to the importance of the possession of emotional competencies and attributes, that is, the importance of emotional intelligence as an empowering attribute for women managers in academe. This is of special significance in that these attributes can be learned. It is imperative that women in management be provided with opportunities to develop these qualities and / M

A report on a research study presented to The Department of Social Work School of Human and Community Development Faculty of Humanities, University of the Witwatersrand In partial fulfilment of the requirements for the Masters of Arts in Occupational Social Work by Coursework and Research Report May, 2016 / In spite of the government’s aim to promote gender equality in the workplace, women are still underrepresented in management positions. Women still face many challenges, such as discrimination, gender stereotypes, the ‘glass ceiling’ and work/family conflict. This study sought to explore how women in management positions balance work and their family responsibilities. The study adopted the qualitative research approach and used multiple case studies to study the experiences of women in management positions. The study population consisted of women in management positions at Nkangala District in Mpumalanga. Purposive sampling was adopted to select eight participants for the study. A semi-structured interview schedule was used to collect data from the participants. To analyse the data, the researcher adopted thematic content analysis. The study revealed that women in management positions face conflict between their work role and family responsibilities. Participants also indicated that they managed the conflict through careful structuring and planning of their activities, prioritizing their responsibilities and delegating some of their duties. Participants also indicated that they needed support from spouses, families, employers, supervisors and colleagues in order to cope with their multiple roles. It is recommended that organizations (employers) develop policies that enable women in management positions to achieve work-life balance. Such policies may include career breaks, job sharing, flexible working arrangements and childcare policies. The study has the potential to contribute to a growing body of knowledge on how women in management positions balance their work and family responsibilities. Furthermore, the study could help managers and understand the experiences of women managers in the workplace, and thereby enable them to respond more effectively to the challenges that these women face. The study might be useful to other women in management positions, as the findings will help to create awareness of the challenges women in management face in balancing work and family responsibilities

Research report submitted to the Wits School of Arts University of the Witwatersrand, Faculty of Humanities in partial fulfillment of the requirements for the Degree of Master of Arts in the field of Drama Therapy, August 2017 / This research aimed to explore problem-saturated narratives about self-efficacy in leadership amongst a group of women leaders from corporate organisations in Johannesburg, and the effectiveness of narradrama (Dunne, 2009) a drama therapy method, in enriching these narratives. Analysis points to the pervasiveness of gendered notions of men and women in society and how this plays out in the contexts of corporate organisations. The rationale for this study was that if corporate leadership is an historically socio-culturally male-dominated and gender-stereotyped domain from which women have been excluded, and in which traits stereotypically associated with women were undervalued, then dominant narratives embedded in this domain could be that women are not effective leaders, and that they do not belong. This could negatively affect perceived self-efficacy in leadership among women, and indirectly, efforts to address gender disparity in the context of corporate leadership. Sociocultural development theory (Vygotsky, 1978), and empowerment theory (Rappaport, 1987, Zimmerman, 2000), both of which assert the primacy of the sociocultural context in learning and development, theoretically informed the research. Thematic analysis was used to identify key themes. The research showed that problem-saturated narratives about leadership self-efficacy did exist and that narradrama proved effective in fostering enriched narrative possibilities amongst participants. / XL2018

A research report submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, in partial fulfilment of the requirements for the degree of Master of Management specialising in Entrepreneurship and New Venture Creation Johannesburg, 2016 / Very little information seems to exist on the role of women in South African family owned businesses. Women in family businesses need to be recognized in order to highlight the constraints they may be facing and their contributions to the economy. The purpose of the study is to determine how human and social capital variables can empower women in family businesses to enhance their success or address their challenges. This research study follows a positivistic paradigm and a questionnaire was developed to assess the research objectives. The questionnaire was sent out to a sample of 200 females involved in family owned businesses from South Africa and 150 responses were received. The findings revealed that at lower levels of education, females were the key decision makers for business expenditure, borrowing and investment decisions. With regards to experience inside and outside of the family business, decision making was shared between males and females with the exception of business expenditure decision making at 0-5 years experience inside the family business. Furthermore, decision making was generally shared between males and females for most of the social capital variables, with the exception of using or relying on partnerships where females did not play apparent decision making roles. Practical recommendations from the findings for women in family owned businesses include shifting from operational to more strategic decision making; gaining experience outside of family owned business to strengthen decision making capabilities; which in turn, would empower them to tackle riskier elements of social capital, like relying on partnerships and conducting business on trust. / MT2017

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.

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.

The brain-drain phenomenon was first reported in the 1960s in India, where skilled professionals were voluntarily leaving India to settle abroad in western countries. Thereafter, most developing countries have reported witnessing brain-drain in some form or the other. In South Mrica, with the advent of the post-apartheid government, the country saw a drastic change in its social fabric. The brain-drain phenomenon has gathered momentum since, and with every passing year, more and more people continue to emigrate from the country. With skill distribution already highly skewed to the emigrating white minority, the problem of emigration attains more serious proportions as more and more white South Mricans contemplate leaving their motherland. Owing to grey emigration it is very difficult to report the exact number of skilled South Mricans that have emigrated to Australia, UK, Western Europe, and the US, however, the best estimates indicate the number to be around 233 000. While many brand these emigrants as being 'unpatriotic', the phenomenon of emigration may be occurring because of valid reasons. While many whites may claim that with a non-white government in power, their and their country's future well-being could be in jeopardy and hence the desire to emigrate, such claims may not be baseless after all. Recent studies have shown that the rate of crime and violence are increasing, and that many of the emigrants have sighted concerns of safety as their primary reason for leaving. And it should be borne in mind that the phenomenon, which is perceived to be a 'white-only' phenomenon, has lost ground as many Asians and Africans have shown an equal desire to leave, predominantly due to concerns of personal safety. Studies, newspaper reports, and magazine articles, have shown that the country is losing valuable skills in the Information Technology sector, Finance and Banking sector and in the Medical Field. These three sectors play a vital role in the development of any developing economy and loss of valuable skills in these sectors evoke serious concerns. This skill loss, while a worrisome factor, stands to be compounded if more and more highly qualified professionals actually emigrate. The study on the emigration of Masters of Business Administration (MBA) students is scant and, knowing their demand in the market and the contributions that they make to the country's economy, their loss could well seal the fate of this country. MBA students contribute to a country's economy in several ways. Firstly, they are seen as the future business leaders of the country. Through knowledge gained in their business schools (Bschools), MBAs not only manage departments but are also known to lead organisations into a better future. They contribute to their respective organisations by streamlining work flow, ensuring that productivity per person is always on the up, surveying the market to introduce products that will improve the prospects of the company and thereby, bring about growth. In the process, they create jobs that aid in the betterment of the economy. Secondly, they are involved in exports of their products to countries that demand their goods, thereby bringing in the much-needed foreign exchange. Furthermore, when foreign countries decide to set up operations locally, they rely on the skills and talents of the MBAs to spearhead operations. Needless to mention, as these foreign companies grow they again create much-needed jobs that benefit the economy. MBAs also train fresh graduates to obtain the required exposure and experience as one day these very graduates will be spearheading their own projects. Many corporate heads are also assisting the government in developing the economic and commercial policies of the country. Many MBAs, entrepreneurial in nature, venture into business themselves. This entrepreneurial flair has added to the development of many small and medium enterprises. Today's fast-paced business environment and breakthrough technological developments have necessitated greater reliance on the MBA to make critical decisions that impact upon the future of the organisation and the lives of many employees. The MBAs of today are needed to be visionaries and to lead by example. They are entrusted with the onerous task of being agents of change, to be able to see the changing business horizons and make proper investments in skills, technology and other requirements for the benefit and survival of the organisation. Indeed it may seem a daunting task, but then the salaries they receive commensurate the requirements of the job. The contribution they make is invaluable and definitely their loss can have serious ramifications for the country. The purpose of this dissertation is to study the emigration phenomenon vis-a-vis the MBA students. Looking at a sample of MBAs that is representative of the Kwa-Zulu Natal MBA programmes, this research looks into ascertaining the emigration potential of MBA students. Furthering to that, the research probes into the management orientation and leadership orientation of these emigrants. The underlying assumption is that if the potential MBA emigrant has management orientation, then the loss for the country is not all that much, as compared to the potential emigrant having a leadership orientation. This is argued by the fact that it is much easier to take a mind and train it to run a department, as most managers do, than tryiIlcg to create a mind to lead. While it is still disputed whether leadership can totally be taught, one indisputable fact is that there are aspects that can be taught and those that cannot be taught. While one can be taught interpersonal skills, communications skills and other skills, there are certain traits intrinsic to leadership that just cannot be taught, e.g. risk taking, judgement and challenging the status quo. Some have even gone to state that leadership is a life-long learning process, and most leaders have had a difficult childhood that has led to their need to prove something to the world. It is for this reason that many authors have written that leaders are 'twice born.' Anyhow, the point is that, it is easier to teach someone to manage a department than it is to teach someone to run an organisation. The third part of the research looks at the view-point of the MBA students towards their institution's orientation, i.e. are their business schools preparing them to be managers or are they being prepared to be leaders. After all, if the business community needs leaders to take over the helm of companies, and if the need of the hour is students who can work under intense pressure trying to tie decision-making with the fast-paced technological developments, the ever increasing pace of competition and the intensity with which globalisation is affecting domestic markets, then the business schools need to produce that calibre ofMBA graduates. If the students feel that their business schools have only equipped them with managerial know-how, then these very business schools are being negligent in producing leaders and need to gear their faculties and curricula towards a greater leadershiporientation. This research will indicate whether the country needs to worry about the future of their corporations being in good hands, and whether emigration is really going to sap the remaining skills that the country's business sector needs desperately. It will also reveal if there is a leadership gap in the market that business schools need to address, i.e. a demand for MBAs with leadership orientation and an under-supply of such students coming out of the current business schools. This research could be an eye-opener for business schools to realise that they are falling short in providing quality products to the market. Gone are the days of yore when the market was forced to buy what organisations produced. In today's world, the choice empowered consumer (the business community at large) will seek the desired product of their choice (MBAs that are qualified with the required skills and competencies) and if they are unable to obtain it from the current suppliers (the recognised business schools they currently depend on), they will have no option but to look elsewhere. This could well be taken as a warning sign for business schools that if the very organisations that allow select business schools to have top rankings in the country, were to take away their support and start recognising and recruiting from other, at the moment, lesser recognised B-schools, the fate of the current Bschools could well be sealed. After all history is fraught with examples, and it is a well known fact that has received much attention from consultants, business school professors and management gurus, that if external change outpaces internal change, then only one future awaits such organisations, 'doom'! / Thesis (MBA)-University of Natal, Durban, 2001.

This study investigated the contribution of women entrepreneurs to the economic growth of the North West Province. The aim of the study was to identify the contribution of women entrepreneurs in the economic growth, to determine forces driving women to become entrepreneurs. The study also aimed at examining future challenges for women entrepreneurs as well as strategies to advance women entrepreneurs . The Quantitative research method was chosen for the study and the targeted population was women entrepreneurs and women interested in entrepreneurship in Potchefstroom and Klerksdorp in the North West Province. A total of200 participants were selected for the study, 100 women entrepreneurs and 100 women interested in entrepreneurship. Stratified random sampling was used to randomly select a subset of 50 women entrepreneurs and 50 women interested in entrepreneurship. The primary instrument used to collect data from the selected respondents was the questionnaire. Data were collected, analysed and presented in tables and figures. The findings of the study reveal~ that women entrepreneurs made positive contributions on the economic growth of the North West Province. They create employment, reduce poverty, initiate businesses, build self-employment and expand their businesses. The study confirmed that women entrepreneurs lack skills, knowledge and experience in business. They do not get support in infrastructure, finance and education to run their businesses. The researcher recommended that women entrepreneurs should get training and education with regard to running a business. There should also be infrastructure, accessibility of technology, funding and support for women entrepreneurs. Women entrepreneurs should get support from local governments and appropriate information should be made available to them. / (MBA) North-West University, Mafikeng Campus, 2006

Dissertation submitted in partial fulfilment of the requirements for the degree Master of Technology: Business Administration in the Faculty of Business at the Cape Peninsula University of Technology, 2013 / In this research study, emphasis is placed on the progression of women to senior management positions in higher education. The main purpose was to determine whether there were any barriers that women experienced in progressing to senior management positions in higher education. This study specifically focused on a South African university in the Western Cape. Normative criteria, which were derived from the literature survey included relevant books, academic journal articles, legislation, policy directives, conference papers and the Internet in order to extract relevant standards against which current practices could be measured. The themes in the literature search for this study included organisational barriers that women might have experienced in their places of work, gender stereotypes, organisational or institutional cultures, and the importance of career planning. The South African labour legislation was explored in terms of providing a framework for the transformation of the workplace with regard to equity and skills development. The data was submitted for professional statistical analysis, which was predetermined in collaboration with a registered statistician. A questionnaire was designed by using the Likert Scale, and was submitted to the registered statistician for analysis. The results of this study showed that, firstly, in most instances, men and women had different views of the current situation; that the institution had made strides in terms of transformation, but that emphasis should still be placed on gender equity. The research study provides evidence that women might still be facing barriers, whether hidden or not, in order to progress to senior management positions in higher education. The researcher has provided recommendations that could assist the institution in this respect.

The objective of this study was to identify the strategies (personal and organisational) that would enable South African women to break through the glass ceiling. A questionaire was designed based on the strategies found in a literature study on the topic and used to gather inputs from executive women in South Africa. A combination of snowball and self-selection sampling was used. The questionaire was sent to 138 potential respondents, mostly by means of electronic mail. Of the 47 completed questionairs returned, 44 could be used. These were processed and anaylsed using Microsoft Excel spreadsheets and the STATISTICA Version 6 software. In generaL, support was found for personal strategies pertaining to career management, networking (especially the relationship building activities), the reconciliation of home and work responsibilities with the emphasis on building a support system, education, business and organisational insught, skills development and increased input, but not for the assimilation of masculine attributes. Networking opportunities and education, training and development activities were regarded as the organisational strategies with the strongest impact on career progress. The literature was confirmed regarding top management support, an organisational culture conducive to women's advancement, mentorship programmes and a few career development initiatives. Although more than half of the respondents had been exposed to employment equity and affirmative action programmes, they were perceived to have only little to moderate impact on career progress. This was also the case with diversity management programmes. Flexible work arrangements, career adaptation schemes and childcare facilities and programmes were seen as having had little impact on the respondents' career advancement. Only a few of the organisational practices to support women balancing family and work responsibilities were utilised by the respondents' employers. Respondents perceived personal strategies as having greater value than organisational strategies in their progress to executive levels.