The purpose of this study was to explore the subjective experiences of participants who had completed a fast-track management development programme (FMPD) for hospital managers. The participants in this study were part of a targeted or single-identity group FMDP in a private hospital group in South Africa. Single-identity group management development programmes target women and minorities, and are designed to equip them to fulfil more senior roles. These programmes were introduced by some South African companies in response to the Employment Act 55 of 1998 to ensure that all population groups are represented across occupational levels, including senior management. This study sought to gain insight of the participants’ perceptions of the programme and its effectiveness. Qualitative, semi-structured interviews were conducted with the participants. The sample consisted of six managers (four men and two women). The developer of the programme was also interviewed. The findings indicate that all of the participants believed there is a need for these types of programmes because of South Africa’s history. However, the interviews also surfaced concerns about the structure of the programme and the stigmatisation associated with being in a single-identity programme. The results suggest a number of theoretical and practical implications for the use of single-identity management development programmes. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

Masters in Public Administration - MPA / This study focused on Black Economic Empowerment and gender in the liquid fuels industry. It explored the possible means of empowerment and questions the seriousness of organizations to institute programmes that are gender sensitive. The liquid fuels industry in South Africa served as the pinnacle of the apartheid state. It possessed the strength to survive the onslaught of the economic sanctions imposed as a result of apartheid. It was because of these stringent economic sanctions that it was forced to survive on its own with limited assistance. The advent of democracy in 1994 gave this industry the impetus to grow in terms of Gender and Black Economic Empowerment. / South Africa

abstract: I conduct a series of analyses aimed at assessing equity in selective American colleges over a 20+ year time frame. My main measures of equity are enrollment and completion in selective colleges, which I disaggregate by race/ethnicity. After creating an institutional-level panel data set with variables on college revenues and expenses, tuition, institutional control, and affirmative action case law decisions, I estimate a Generalized Least Squares (GLS) model with institutional level random fixed effects to identify factors associated with enrollment and degree completion for white and non-white students at selective United States colleges. My results suggest that affirmative action case law is associated with changes in enrollment and degree completion rates of white and non-white student alike. Increasing equity for non-white students does not compromise equity for white students. There was a statistically significant relationship between federal spending, enrollment, and degree completion for non-white students. When selective colleges increased tuition, instructional costs, academic support services expenditures, and student support services, Asian American/Pacific Islander students were likely to see enrollment and degree completion declines. Degree completion and enrollment differences were observed for Asian American/Pacific Islander, Hispanic, and white students at public, private and for-profit colleges. In the years after the Adams and Hopwood court decisions, equity for non-white students declined at selective colleges. Enrollment and degree completion for non-white students increased following Grutter, Gratz, Coalition, and Fisher decisions. Enrollment of white students increased following Fordice and Hopwood. Degree completion for white students increased post Coalition and decreased post Fisher. / Dissertation/Thesis / Doctoral Dissertation Educational Leadership and Policy Studies 2020

The aim of this research was to identify the factors that will influence Black managers to stay in an organisation.The sample comprised of African managers of both genders, who earned above R350 000 per annum and are employed by listed companies, in Gauteng. Ready, Hill and Conger (2008) framework was adapted and four variables were used to identify the factors that will influence Black managers to stay in an organisation. The four variables were the brand of an organisation, the opportunity within an organisation, the culture within an organisation and the purpose of an organisation.The research was a quantitative study and a questionnaire was used to collect the data. This was emailed to 2500 purposively selected respondents and 100 responses were received, of which 21 were eliminated as they were not fully complete. Statistical analysis was conducted including basic descriptive, reliability testing, factor descriptive, correlation analysis and independent t-tests.The research showed the brand of an organisation, opportunity within an organisation, culture within an organisation and the purpose of an organisation have a positive impact on retention of African managers as they influence their decision to stay within the organisation. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

Masters in Public Administration - MPA / South Africa IS apartheid legacy of racial and class inequalities demands drastic and purposeful intervention. This is necessary because, blacks and women have, for decades, been discriminated against on the basis of race, gender and disability . Despite the advent of a democratic government, a large proportion of senior management positions in the public service of South Africa are still occupied by white, male Afrikaners who, in 1996 constituted 63 per cent of the management echelon. There is a need, therefore, to introduce a nation - wide , and systematic strategy in the public service to "normalise" this situation through programmes of affirmative action.

Masters in Public Administration - MPA / The ideal and practice of administrative neutrality has been problematic in the public services of liberal democracies since the middle of the 19th century. Either the ideal was interpreted very narrowly to exclude public administration from political processes, or it has been too broadly incorporated to render its meaning practically useless. However, both literature and practice continue to emphasize the importance of the ideal. This study has attempted to clarify the meaning of the concept by examining its evolution and applicability in various liberal democratic states. Additionally, the study has developed a model of administrative neutrality for the post- apartheid South African public service. The study was guided by three broad assumptions: and these were: i) that the concept of administrative neutrality was not an antonym of politicization, and that whenever such meaning was imputed its applicability was bound to be compromised if not misguided; ii) that the applicability of administrative neutrality depended, among other things, on the constitutional experience and context of a given country; and that iii) administrative neutrality tended to emphasize those elements that are topical at a given time in a given country. Comparative experiences of older liberal democracies examined in the study lent support to these broad assumptions: thus, the British version of administrative neutrality has been conditioned by its political and administrative traditions in which the evolution of democratic political institutions dictated the subjection of administrative institutions to elected political leadership. By contrast, the French experience has reflected that country's administrative history in which public administration evolved much earlier than liberal democracy, and practices like permitting civil servants to seek political office without having to resign their posts was perceived as posing no danger to the ideal of neutrality. Similarly, the American model in which the top layer of public administrators are political appointees has been a product of its history which has had a heavy dosage of partisan patronage. However, despite the differences in terms of models and applicability of the concept the public services in all older liberal democracies examined showed a clear commitment to administrative neutrality in the form of a professionally appointed and managed public service. All the three older democracies examined here has clearly done away with the concept of patronage in the professional section of their public services. Based on the analysis of the three older democracies, a model has been developed for post-apartheid South Africa. First, it was observed that current practices of administrative neutrality in South Africa have been heavily influenced by both apartheid and British or Whitehall traditions. However, the 1996 constitution prescribes a public service that is nonpartisan and impartial, with the public service commission as the watchdog for its implementation. The study has noted that a few problems exist in the current practice of administrative neutrality. First, the practice of involving the minister in the department or premier in the province in matters of appointing permanent staff was regarded as anomalous. Second, that there was lack of specification of involvement by level of civil servants in partisan activities. Third, that the present arrangements do not make adequate checks and balances between ministerial responsibility for personnel and the role of the public service commission, and between the minister and the director- general. Fourth and finally, the absence of the head of the civil service who could cultivate, promote and defend the ethic of civil service neutrality. The proposed model addresses these issues and includes the following elements: commitment to national goals as a recognition of the fact that administrative neutrality does not mean avoidance of national political ideals and goals; merit as the basis for appointment and promotion to ensure against the spoils system; partisan neutrality in which civil servants at all levels do not participate in any partisan activities, but that this provision could be reviewed from time to time as the country's administrative culture evolves; institutional checks and balances in which the public service commission, the head of the civil service , and the re-designing of the office and even title of the director-general. At the moment there are no really checks and balances vis-a-vis ministerial role in the civil service. Finally, the model recommends general fairness and impartiality of the civil service as part of the neutrality concept. The model might meet some resistance due to entrenched traditions of the past or misconstruing of the ideal of neutrality itself by current practitioners. The study concludes by posing a few questions: what is the relationship between neutrality and civil service effectiveness? How does the policy of representative bureaucracy (i.e.: affirmative action) impact upon the merit principle? These and other questions have not been addressed in the study due to limitation of time and resources. Nonetheless, the ideal of administrative neutrality holds out the hope for a civil service that is emerging from the scars of apartheid politicization.

The research aimed to identify the level of threat currently experienced by Afrikaners, and their attitudes towards policies of affirmative action and the beneficiaries of these policies. Integrated threat theory was used in conjunction with social identity theory to identify current attitudes, and to investigate whether different attitudes existed between groups within the Afrikaner group. Data was collected from a representative sample via questionnaires. Research findings show that Afrikaners feel extremely threatened. Afrikaner negativity is focused directly on the policies of affirmative action rather than the beneficiaries of these policies. It was evident that Afrikaner males feel more threatened than Afrikaner females. Young Afrikaners attitudes are consistently the most negative of all Afrikaner groups; this was unexpected as this group of individuals has spent the majority of their young lives in a democratic South Africa. It is evident that a lot of work is still required to insure that the injustices of the past be adequately addressed. It is of critical importance that affirmative action be implemented with consideration to all groups of people and to understand the effect it has on those groups being negatively affected by it. All South Africans need to be responsible and recognise that the manner in which policy is implemented, has far greater influence than just the expected outcome of such policies. Copyright / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Thesis advisor: M. Utku Ünver / Thesis advisor: M. Bumin Yenmez / This thesis is a collection of three essays in market design concerning designs of matching markets, affirmative action schemes, and COVID-19 testing policies. In Chapter 1, we explore the possibility of designing matching mechanisms that can accommodate non-standard choice behavior. In the standard model of matching markets, preferences over potential assignments encode participants' choice behavior. Our contribution to this literature is introducing behavioral participants to matching theory's setup. We pin down the necessary and sufficient conditions on participants' choice behavior for the existence of stable and incentive compatible matching mechanisms. Our results imply that well-functioning matching markets can be designed to adequately accommodate a plethora of non-standard (and standard) choice behaviors. We illustrate the applicability of our results by demonstrating that a simple modification in a commonly used matching mechanism enables it to accommodate non-standard choice behavior. In Chapter 2, we show that commonly used methods in reserving positions for beneficiaries of affirmative action are often inadequate in settings where affirmative action policies apply at two levels simultaneously, for instance, at university and itsdepartments. We present a comprehensive evaluation of existing procedures and formally and empirically document their shortcomings. We propose a new solution with appealing theoretical properties and quantify the benefits of adopting it using recruitment advertisement data from India. Our theoretical analysis hints at new possibilities for future work in the literature on the theory of apportionment (of parliamentary seats). Chapter 3 delves into the designs of the commonly used and advocated COVID-19 testing policies to resolve a conflict between their allocative efficiency and the ability to identify the infection rates. We present a novel comparison of various COVID-19 testing policies that allows us to pin down ordinally efficient testing policies that generate reliable estimates of infection rates while prioritizing testing of persons suspected of having the disease. / Thesis (PhD) — Boston College, 2022. / Submitted to: Boston College. Graduate School of Arts and Sciences. / Discipline: Economics.

Bibliography: pages 121-126C. / The research problem addressed in this research is the shortage of qualified chartered accountants from the black community in South Africa. This research attempts to identify what factors have resulted in this shortage, what efforts are being made to address this imbalance by which organisations and what factors could be considered as critical to the success of organisations, programmes and/or individuals. The study consists of a literature review and a three stage survey. Qualified black accountants and representatives of educational and other relevant organisations responded to questionnaires or were interviewed. The study is descriptive and exploratory in nature. Results indicate common trends amongst individual accountants and the opinions and experiences of organisations, rather than quantifiable data. The initial survey highlighted issues which have historically contributed to the shortage of black accountants, including awareness and perception of the profession, institutions, structures, racism, financial, macro and micro societal and educational factors. Educational factors were focused on for the remainder of the research. The literature review examined research in the areas of academic support programmes, cognition, learning and education and accounting education. Needs assessment, organisational objectives, educational methodology and evaluation were highlighted as potentially important factors in academic support programme design. The final section of the research drew on the practical experiences of support organisations and qualified accountants. The factors identified in the literature review appeared to be evident in most programmes. The group of qualified accountants participating in the study had not, however, participated in educational interventions by organisations, so the effectiveness of the hypothesized success factors could not be adequately assessed. Other issues which were identified in the study, and which are suggested for further research, were participation in facilitated or informal study groups, issues related to bilingualism and language and the importance of the locus of control over, and location of responsibility for, learning. The results indicate certain trends and commonalities which could guide further study, but the small population and sample size, and low response rates limit the generalisability of the results. Although the results are inconclusive as to the effectiveness of support organisations, a number of implications of the study for the short and long term, as well as suggestions for future research, can be made.

A research report submitted to the Faculty of Management, University of the Witwatersrand, Johannesburg, in partial fulfillment of the requirements for the degree of Master of Management. / Current political changes in local government will necessitate the implementation of affirmative action programmes. Successful implementation is vital to ensure peace and stability at local government level. The main purpose of this study was to examine control options for affirmative action in local government. The research was conducted by means of two research methods, namely documentary study on eight policy documents and survey questionnaires from 152 people involved in local government. It is interesting to note that the results of these methods were highly complementary. The documentary study and survey questionnaire results revealed a high degree of consensus on union involvement in the development of affirmative action policies and programmes. Furthermore, the enforcement of affirmative action by means of agreement between management and the trade unions was well received by all occupation groups in the study. Councillors and officials in particular, had no difficulty with shop steward involvement in the implementation of affirmative action, The study revealed that council officials and councillors are not in favour of government involvement in enforcing affirmative action policies and programmes .. At best, negotiated guidelines on affirmative action are fairly acceptable. The use of quotas and/or fines was unacceptable to the various parties. The nature of the research was exploratory and took the form of theory building as opposed to theory testing. For the first time in South Africa, an attempt was made to assess how best control systems for affirmative action policies and programmes could be implemented in local government. The input from key stakeholders in local government made it possible to develop a model that could he used to control affirmative action policies and programmes. / AC2017