In hierdie navorsingsessay word die rol wat tipering, stereotipering en destereotipering speel in „n kortverhaal, nagegaan aan die hand van die Jona-vertelling. Ná ‟n kort bespreking word ‟n werksdefinisie van tipering, stereotipering en destereotipering aangebied. Die boek Nahum word daarna ontleed aangesien die gedig van Nahum beskou kan word as ‟n interteks van die Jona-vertelling. Die tipering van JHWH, Nineve en die koning van Nineve word nagegaan. Dit dien as agtergrond vir ‟n ontleding van die tipiese en a-tipiese optrede van die karakters in die Jona-verhaal. Die slotsom waartoe gekom word, is dat die outeur van Jona, deur die a-tipiese optrede van die karakters, daarin slaag om die koning en inwoners van Nineve te destereotipeer. Op dieselfde wyse word die leser van die verhaal deur die a-tipiese optrede van die karakter JHWH oortuig dat hy nie altyd tot voordeel van Israel en Juda optree en hulle vyande vernietig nie. / The aim of this essay is to investigate the part which typification, stereotyping and destereotyping can play in a short story. A definition of typification, stereotyping and destereotyping is offered after a brief discussion. Based on the conviction that the book of Nahum can be read as an intertext of the Jonah story, the stereotyped portrayal of Yahweh, Nineveh and the king of Nineveh in the poem of Nahum is analysed. This serves as the background against which the typical and a-typical conduct of the characters in the Jonah story is investigated by way of close reading. The conclusion arrived at, is that the author of the Jonah story succeeded in destereotyping the king and inhabitants of Nineveh by letting them act in an a-typical manner. In the same way the a-typical conduct of the character Yahweh leads the reader to question the stereotyped idea that Yahweh always supports Israel and Judah and destroys their enemies. / Dissertation (MA)--University of Pretoria, 2014. / tm2015 / Unit for Creative Writing / MA / Unrestricted

The focus of this study is gender stereotyping as revealed by specific animation characters in different periods. The study uses a feminist perspective. The most important reason for this is indicated by the opinion of Reinharz (1992:163): “…feminist researchers focus not only on texts that exist, but on the fact that many types of texts are missing”. A qualitative research method is used which is descriptive, investigative and explorative. The research determined in what way specific animation characters are represented and examines the gender messages conveyed by these characters. These representations are described and the relationship between the different periods and the social and political contexts are discussed. A qualitative approach was used due to its sensitivity to complex social phenomena. The methodology supported the nature of the context. The main focus of the study is the comparison between the two genders in terms of value and importance as shown by the programmes. The researcher continuously aimed to discuss the “true” way in which Mickey and Minnie Mouse are depicted. A broad overview of the existing literature about the representation of gender in animation programmes is included and shows that there is an imbalance in the way that both women and men are depicted. The inference was made that the media is inclined to construct the reality rather than to reflect it. The most important finding is observed in the imbalanced messages conveyed about gender. It shows that the stereotyping of women is refuted by conveying a “positive” message about women, while the stereotype of men is refuted by conveying a “negative” message about men. This alone shows the significant imbalance that exists in relation to the two genders – male characteristics are more likely to be “positive”, whilst female characteristics are usually more likely to be “negative”. More specific to the content of the research it was found that gender stereotypes are shown in all the periods. There are reoccurring gender stereotypical messages conveyed by the text. The imbalance is shown once again: the reoccurring message is “positive” for men but “negative” for women. The conclusion is that the text entrench the dominant gender positioning of women in a specific period. / Dissertation (MA (Research Psychology))--University of Pretoria, 2005. / Psychology / unrestricted

Thesis (MDram (Drama))--Stellenbosch University, 2008. / The general aim of this study was to establish why students at Stellenbosch University embarked on a course in Drama. The initial hypothesis was that students were attracted to the expressive, therapeutic features inherent to this field of study. A questionnaire was designed to test this hypothesis. However, in the early stages of the project, feedback from the Drama students of 2005 and, at a later stage, that of the first-year Drama students of 2006 and 2007 proved the hypothesis to be incorrect. The specific questionnaire that was handed out to students also included questions that would enhance the interest value of the survey, such as: “What question was the most frequently asked by your friends and relatives enquiring about your Drama studies?” Responses to the latter question, amongst others, triggered two other pilot studies. The aforementioned studies were conducted among 110 students from different disciplines on the US (University of Stellenbosch) campus, as well as among 65 respondents in the Stellenbosch area, and focused on perceptions around Drama students and the drama profession as such. The final study contained the following three problem statements: 1. Are there any stereotypical prejudices towards Drama students? If so, who and what is the Drama student in terms of personality type and character traits? 2. Are there any stereotypical prejudices towards this field of study and the professional field? If so, what do the field of study and the professional field constitute within the South African context? 3. Why Drama? or rather, what is the purpose of Drama, and what motivates students at Stellenbosch University (SU) to choose this particular profession, given the current perceptions? The supporting theories and the data, though not wholly significant, indicated that a marked degree of stereotyping existed with regard to Drama students and the profession. These perceptions about the students and the related professions have also been validated by the limited number of existing studies that could be found on this topic. Moreover, feedback from 253 Drama students revealed that they had decided to study Drama for a variety of reasons, and not only because a successful career in this field will inevitably lead to stardom and fame, which is contrary to what people generally tend to believe.

Thesis (MA (VA)(Visual Arts))--University of Stellenbosch, 2008. / This thesis consists of a study that identifies and analyses the origins, nature, and spectrum of different stereotypes of Africans in popular texts. The past can only be explored through texts, which are unavoidably mediated, re-interpreted, fictional and temporary. No text can be read in isolation – it is imperative to gain knowledge about the social and ideological context in the analysis of any historical text. History shows that racism is a constructed concept, and the roots of stereotypical perceptions of the ‘Other’ can be found in antiquity – in Ancient Egypt, Classical Greece and the Jewish Torah, as well as during the Middle Ages. A historical synopsis is given of the conception and development of racial stereotyping through the ages until the present. The study demonstrates how stereotypes gradually adapt with history, politics, and ideology. Stereotypes are in my opinion not necessarily constructed on purpose. Stereotypes are developed and based on historical events, but are transformed in time to fulfil new purposes. My conclusion is that racist stereotypes of Africans are created in the West, by the West, for the West. In many ways, the adaptation of the stereotypes of Africans act as a timeline for Western involvement on the continent. The stereotypical portrayal of Africa as the Dark Continent, “White Man’s Burden” and Godforsaken Continent will firstly be studied. Secondly, the depiction of African-Americans, especially in American popular culture, is discussed through stereotypes like Mammy, Uncle Tom, Jezebel, and Buck. The theme of my practical component, a two part series about the Cape Carnival, discusses the stereotype of the “Jolly Hotnot” or “Coon” and examines the portrayal of Africans as comical. The study shows the important role popular media plays in spreading and reaffirming stereotypes. Stereotypes are often used as a survival method to make the multiplicity of reality manageable, recognisable, and understandable. Stereotyping becomes problematic if the stereotypes are used as generalisations to marginalise a group in terms of features such as skin colour. A type of “cultural decolonisation” would be necessary to counteract this marginalisation, through popular culture created by in Africa, by Africans, for Africans and international popular culture.

After the first democratic election that took place in South Africa in 1994, numerous changes occurred within the labour force. The labour force has become increasingly diverse with individuals from different races, genders and ages now fulfilling various positions within organisations. Consequently, organisations have become more focused on managing this diverse workforce and eliminating stereotypes, and consequently discrimination that accompanies this diversity. Stereotypes that are formed within organisations can be based on various criteria and, if not addressed, can lead to various negative consequences for both the individual and the organisation. It therefore seems that stereotypes are an important topic to research, specifically within the unique South African context. The objective of this study was to explore the prevalent stereotypes and the experiences thereof among individuals working in selected South African organisations. Within the social constructivism paradigm using an emic perspective, qualitative research from both a phenomenological and hermeneutic approach was employed to achieve the objectives of this study. Both purposive and convenience sampling was used for the purpose of this study after utilising a multiple case study strategy. Employees of selected South African organisations (N = 336) were involved in this research study. These organisations formed part of the following employment sectors: banking, higher education institutions, mining, municipalities, nursing, police services, primary and secondary schools, and restaurant industry. Data was collected by making use of semi-structured interviews, and data analysis was achieved by means of thematic analysis. The results of this study indicated that individuals working in selected South African organisations are familiar with the meaning of stereotypes and that they are consciously aware of the origin of stereotypes. Results indicated that although not all of the participants have had direct experiences with stereotyped groups, they are well aware that stereotypes are also caused by indirect sources. The results of this study also illustrate that various stereotypes exist within selected South African organisations. It was explored on an out-group and in-group level. It was found that not only do employees stereotype others (out-group), they are also well aware of being stereotyped themselves (in-group). The most prevalent stereotypes were based on race, gender, age, occupation, and other work-related dimensions. Stereotypes based on race, gender and age were based on the internal dimensions of diversity. Stereotypes were also based on the external and organisational dimensions of diversity and included occupation, physical appearance, position, qualification, and duration in organisation. Interesting to note is that with in-group occupational stereotyping, most employees felt they are also stereotyped on their internal dimensional characteristics (race, gender and age). Stereotyped occupations include: academics, administration staff, educators, engineers, finance, human resources, librarians, mining, nursing, police and restaurant waitrons. The findings of this study also showed that when individuals experience in-group stereotypes, they react to these stereotypes on a cognitive, behavioural or emotional level. Results indicated that participants mostly reacted to stereotypes in a cognitive manner and most of these experiences were negative in nature. Recommendations with regard to future research and practice were made. Managers within organisations should eliminate stereotypes from organisational practices and decision-making by not focusing on irrelevant personal differences, but rather on performance-related information. Employees should be trained and educated by the organisation regarding stereotypes and the effects thereof. Employees should also be provided with an opportunity to interact with diverse people within the organisation. / PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

After the first democratic election that took place in South Africa in 1994, numerous changes occurred within the labour force. The labour force has become increasingly diverse with individuals from different races, genders and ages now fulfilling various positions within organisations. Consequently, organisations have become more focused on managing this diverse workforce and eliminating stereotypes, and consequently discrimination that accompanies this diversity. Stereotypes that are formed within organisations can be based on various criteria and, if not addressed, can lead to various negative consequences for both the individual and the organisation. It therefore seems that stereotypes are an important topic to research, specifically within the unique South African context. The objective of this study was to explore the prevalent stereotypes and the experiences thereof among individuals working in selected South African organisations. Within the social constructivism paradigm using an emic perspective, qualitative research from both a phenomenological and hermeneutic approach was employed to achieve the objectives of this study. Both purposive and convenience sampling was used for the purpose of this study after utilising a multiple case study strategy. Employees of selected South African organisations (N = 336) were involved in this research study. These organisations formed part of the following employment sectors: banking, higher education institutions, mining, municipalities, nursing, police services, primary and secondary schools, and restaurant industry. Data was collected by making use of semi-structured interviews, and data analysis was achieved by means of thematic analysis. The results of this study indicated that individuals working in selected South African organisations are familiar with the meaning of stereotypes and that they are consciously aware of the origin of stereotypes. Results indicated that although not all of the participants have had direct experiences with stereotyped groups, they are well aware that stereotypes are also caused by indirect sources. The results of this study also illustrate that various stereotypes exist within selected South African organisations. It was explored on an out-group and in-group level. It was found that not only do employees stereotype others (out-group), they are also well aware of being stereotyped themselves (in-group). The most prevalent stereotypes were based on race, gender, age, occupation, and other work-related dimensions. Stereotypes based on race, gender and age were based on the internal dimensions of diversity. Stereotypes were also based on the external and organisational dimensions of diversity and included occupation, physical appearance, position, qualification, and duration in organisation. Interesting to note is that with in-group occupational stereotyping, most employees felt they are also stereotyped on their internal dimensional characteristics (race, gender and age). Stereotyped occupations include: academics, administration staff, educators, engineers, finance, human resources, librarians, mining, nursing, police and restaurant waitrons. The findings of this study also showed that when individuals experience in-group stereotypes, they react to these stereotypes on a cognitive, behavioural or emotional level. Results indicated that participants mostly reacted to stereotypes in a cognitive manner and most of these experiences were negative in nature. Recommendations with regard to future research and practice were made. Managers within organisations should eliminate stereotypes from organisational practices and decision-making by not focusing on irrelevant personal differences, but rather on performance-related information. Employees should be trained and educated by the organisation regarding stereotypes and the effects thereof. Employees should also be provided with an opportunity to interact with diverse people within the organisation. / PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014