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Gendered rhetoric: Women's voices in academic discourseGould, Sandra Marie 01 January 1993 (has links)
No description available.
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The oppression of women in the novels of Sembene Ousmane and Tsitsi DangarembgaMphiko, Benjamin Lesibana January 2016 (has links)
Thesis (M. A.(English Studies)) --University of Limpopo, 2016 / The primary aim of this study is to examine the oppression and repression of African women through the collusion of indigenous African patriarchy and colonial, imperialist values. The selected novels are Nervous Conditions (1988) and God’s Bits of Wood (1960) by Tsitsi Dangarembga and Sembene Ousmane, respectively. The study focuses on the roles played by both African and European values in the class, gender and racial oppression of African women. Using the theoretical frameworks of Marxism and Feminism, the study evaluates issues of women’s oppression, repression and marginalisation. The selected literary texts are closely analysed with a view to exploring and establishing the nature and form of African women’s multiple oppressions through the connivance between African patriarchy and European colonial hegemonic norms. Lastly, the study aims to contribute to the existing body of knowledge on the topical issue of African women’s oppression.
Keywords: Colonial values; African patriarchy; Hegemonic norms; Oppression; Oppression; Marginalisation; Collaboration; Women and the girl child
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Penurie d'emploi et discrimination à l'endroit des femmes sur le marche du travailMorel, Sylvie January 1987 (has links)
No description available.
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An exploration of gender imbalances in management positions in higher education in South Africa : a case study of the University of LimpopoChidi, Itumeleng Maggie January 2022 (has links)
Thesis (M. A. (Sociology)) -- University of Limpopo, 2022 / Education is of paramount value to the empowerment of women and also brings about positive change in our societies. Higher Education has since been in existence for so many years. Traditionally, its management structure has always been dominated by males. The government has since put in effort to ensure we have female representation in management positions. However, progress in this endeavour has been somewhat slow, regardless of the efforts made. Accordingly, this study sought to explore why gender imbalances continue to exist in institutions of Higher Education, particularly at the University of Limpopo.
The study was conducted with fifteen women in management positions. The study highlighted the causes of gender imbalances in management positions and further captures the voices of women in management positions. The study also documented the roles women play in this institution and also includes strategies that can be put in place to address the problems raised. This has been captured from the women’s perspective as the study used feminist qualitative research methods. This meant that the study was conducted in terms of the participants’ perspective as feminist research methods suggests. The analysis has been completed using the Thematic Analysis approach as the themes that emerged were coded and analysed from that point.
The study revealed that there is still gender imbalance in management positions in the University of Limpopo. According to the study, this was due to a number of factors such as the multiple roles women play that delay them to progress academically. Also, this showed that only few women met the requirements for occupying management positions as the criterion for highest qualification was not met by many in order to enable them to apply for these positions. In the category of women that did not meet the requirements, there have been delays in them obtaining their doctoral studies and some showed no interest in applying for the jobs given the number of challenges faced by those women that are in management positions. These, amongst others, included the deep patriarchal culture entrenched by men at the University of Limpopo who feel uncomfortable to be led by women.
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Regard critique sur le droit français du harcèlement sexuel au travail à la lumière du droit américain et du droit canadienBenihoud, Yasmina. January 2000 (has links)
No description available.
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Working women in Japan and Hong KongChwang, Lam-ying, Constance., 莊琳瑛. January 1991 (has links)
published_or_final_version / Comparative Asian Studies / Master / Master of Arts
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Regard critique sur le droit français du harcèlement sexuel au travail à la lumière du droit américain et du droit canadienBenihoud, Yasmina. January 2000 (has links)
A few months after having enacted a criminal statute creating the general offence of sexual harassment, the French Parliament enacted the Statute n° 92-1179 "relative a l'abus d'autorite en matiere sexuelle dans les relations de travail". In this statute, as in the criminal statute, the French legislator considers sexual harassment in a peculiar way, and departs from the North-American position on three points: / First, while American law and Canadian law understand clearly sexual harassment as a form of sex discrimination, the French approach is more ambiguous. It appears that the French legislator understands sexual harassment more as an infringement to freedom than a form of sex discrimination. / Second, the French legislator has defined sexual harassment in a more restrictive way than in North America. While American law and Canadian law prohibit hostile harassment and sexual harassment by colleagues, these forms of sexual harassment are not prohibited in French law. Finally, on the question of the employer's liability, the French approach is more "timid" than in American law and in Canadian law. / The French legislator has justified its more restrictive approach to the problem of sexual harassment in comparison with the North-American position by two arguments: the fear of the "American 'drift'" and the peculiarity of the relationships between women and men in France. However, it is argued that the choice of the French legislator is not convenient because it leaves a significant number of victims outside the scope of the law, and is not clear enough on the employer's obligations. Furthermore, it is maintained that both arguments of the legislator are more caricatural than real.
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Die voorkoms van seksuele teistering in die staatsdiensDu Plessis, Jan A. 03 1900 (has links)
Thesis (MAdmin)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Sexual harassment has different meanings for different individuals. This is clearly evident
from the wide variety of definitions that are noted on the theme. Sexual harassment can
be divided into two main categories. Firstly there is quid pro quo harassment which boils
down to the fact that an agreement must be established between two individuals where
sexual favours are exchanged for more favourable work benefits. The next sexual
harassment category is where one individual makes the working environment of the next
individual intolerable in order to solicit sexual favours.
Sexual harassment can be explained using a number of models. These models vary from
the point of departure that sexual harassment is driven by the individual's sex drive to a
model where the economy has an influence on the individual's behaviour. None of the
existing models, however, fully explain sexual harassment and sexual harassment can
best be explained using a synthesis between various models. These models have the
advantage that a better understanding of the subject exists and could thus ease the
prevention and management of sexual harassment in the workplace.
Sexual harassment manifests over a wide varitey of actions. A difference can be drawn
between direct and indirect harassment. Direct harassment could be physical and lead to
charges of sexual assault or rape. Indirect harassment could be where an individual
through his/her actions causes another individual to feel uncomfortable without the action
being directed at that specific individual. It could be that sexually explicit pictures are
being displayed without the intention to harass but that the mere displaying of the pictures
is experienced as harassment by certain individuals. There are various actions leading up to sexual harassment. However, it was found that
sexual harassment is not romantic attention with the view of courting towards a consenting
love affair. Consenting love affairs may also exist in the workplace and although not
prohibited by any rule or prescript the affair could end and then transform towards sexual
harassment.
Sexual harassment was found not to be restricted to one sex only. Although the profiles of
male and female harassers differ both can present themselves as harassers. Sexual
harassment is not restricted to harassing the opposite sex only and man to man and
woman to woman harassment is also found.
In the South African Civil Service there are certain acts that regulate sexual harassment.
Sexual harassment is, however, not addressed by definition and general deductions must
be made that could include atcs of sexual harassment. This was tested by contacting a
variety of government departments and provincial administrations to gain insight into their
sexual harassment policies. The majortiy of respondents did not have a formal or
approved policy on sexual harassment. The sexual harassment policies that were
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analysed revealed certain inadequicies and a scientifically based questionnaire was
developed to determine the prevelance of sexual harassment in the workplace.
Normatively speaking certain guidelines or a definition of sexual harassment should exist
to show which conduct or behaviour can be construed as sexual harassment. An
employee's complaints procedure should at least contain a mechanism to ensure that
policy is not ignored, that alternative methods of reporting sexual harassment are being
catered for and that adequate training is provided to ensure that all employees are au fait with the complaints procedure. Confidentiality is a critical element and the employer
should try to maintain this throughout the investigation. Investigation officers should have
a certain knowledge on the theme of sexual harassment. The appointment of an
investigation officer should also be sex sensitive. The imposing of sanctions after the
investigation into complaints of sexual harassment should be done with due cognisance of
the degree of seriousness of the violation and other mitigating and extenuating
circumstances. / AFRIKAANSE OPSOMMING: Seksuele teistering het verskillende betekenisse vir verskillende indiwidue. Hierdie kom
duidelik na vore uit die wye verskeidenheid van definisies wat oor die tema opgeteken is.
Seksuele teistering kan in twee hoof groeperings ingedeel word. Eerstens is daar quid pro
quo-teistering wat daarop neerkom dat daar 'n ooreenkoms tussen twee indiwidue tot
stand moet kom, waar seksuele gunste vir werksvoordele uitgeruil word. Die ander tipe
seksuele teistering is waar die een indiwidu die werksomgewing vir die volgende indiwidu
ondraagbaar maak om die indiwidu tot seksuele gunste te laat toegee.
Seksuele teistering kan aan die hand van 'n aantal modelle verklaar word. Hierdie modelle
wissel vanaf die uitgangspunt dat dit deur die indiwidu se seksdrang aangedryf word tot
waar die ekonomie 'n invloed op die indiwidu se gedrag kan hê. Nie een van die
bestaande modelle gee egter 'n volledige verklaring van seksuele teistering nie en kan
seksuele teistering aan die hand van 'n sintese tussen die modelle verklaar word. Hierdie
modelle het die voordeel dat dit 'n beter begrip van die onderwerp stel en kan die
voorkoming of bestuur van seksuele teistering in die werksplek hierdeur vergemaklik word.
Seksuele teistering manifesteer oor 'n wye front van aksies. Daar kan 'n onderskeid
tussen direkte en indirekte teistering getref word. Direkte teistering kan fisies wees en
aanleiding tot klagtes van seksuele aanranding of verkragting wees. Indirekte teistering
kan wees waar 'n indiwidu deur sy/haar optrede 'n volgende indiwidu ongemaklik laat voel
sonder dat dit spesifiek teen daardie indiwidu gemik is. Dit sou kon wees dat seksueel
eksplisiete prente sonder die bedoeling om te teister, opgeplak word, maar dat dit deur
bepaalde indiwidue as teisterend ervaar word. Daar is verskeie aanleidende oorsake tot seksuele teistering. Seksuele teistering is egter
gevind om nie romatiese aandag te wees met die oog op hofmakery vir 'n konsente
liefdesverhouding nie. Konsente liefdesverhoudings kan ook in die werksplek voorkom en
alhoewel dit nie teen enige reël indruis nie, kan die verhouding tot niet gaan en dan in
seksuele teistering oorgaan.
Seksuele teistering is gevind om nie net tot een geslag beperk te wees nie. Alhoewel die
profiele van 'n manlike en vroulike teisteraar verskil, kan beide geslagte as teisteraar
voordoen. Seksuele teistering is ook nie net tot die teenoorgestelde geslag beperk nie en
kom man-tot-man en vrou-tot-vrou teistering ook voor.
In die Suid-Afrikaanse Staatsdiens is daar bepaalde wetgewing wat seksuele teistering
reguleer. Seksuele teistering word per se egter nie by definisie aangespreek nie en moet
daar meer algemene afleidings gemaak word wat die oortreding van seksuele teistering
sou kon insluit. Hierdie is getoets deur 'n verskeidenheid staatsdepartemente en
provinsiale administrasies te nader om insae in hul seksueleteistering-beleide te kry. Die
meerderheid respondente het nie oor 'n formele of goedgekeurde beleid oor seksuele
teistering beskik nie. Die seksueleteistering-beleide wat wel ontleed was, het bepaalde
gebreke getoon en is daar 'n wetenskaplik fundeerde vraelys ontwikkel om die voorkoms
van seksuele teistering in die werksplek te bepaal.
Normatief beskou behoort daar riglyne of 'n definisie te bestaan om aan te toon watter
gedrag of optrede as seksuele teistering beskou kan word. 'n Werkgewer se
klagteprosedure behoort minstens 'n meganisme te bevat om te verseker dat indiwidue nie
beleid ignoreer nie, daar alternatiewe metodes voor voorsiening gemaak word om seksuele teistering te rapporteer en dat daar voldoende opleiding verskaf word om te
verseker dat alle werknemers met die klagteprosedure vertroud is. Die handhawing van
konfidensialiteit is 'n kritiese element en die werkgewer behoort te poog om gedurende
ondersoek die hoogste graad van konfidensialiteit te handhaaf. Ondersoekbeamptes
behoort 'n bepaalde kundigheid oor die onderwerp van seksuele teistering te hê. Die
aanwys van 'n ondersoekbeampte behoort geslagsensitief gedoen te word. Die oplê van
sanksies na ondersoek van klagtes van seksuele teistering behoort die ernstigheidsgraad
van die oortreding en ander verswarende of versagtende getuienis in ag te neem.
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Changes in educational and working opportunities for women of China and JapanYau, Kin-man, Angela., 游健敏. January 2001 (has links)
published_or_final_version / Asian Studies / Master / Master of Arts
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An investigation of gender inequality in the social work field in HongKongYuon, Fuk-lung, Eric., 惲福龍. January 1993 (has links)
published_or_final_version / Social Work / Master / Master of Social Work
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