With the advent of democracy in South Africa in the early 1990s, the new government had to introduce major social, economic and political changes in order to undo the damages inflicted by many years of both colonialism and apartheid. These changes included the scrapping of discriminatory legislations and drafting of new laws to regulate employment practices. Amongst the pieces of legislation that the new South African government put in place, the Employment Equity Act, (Act 55 of 1998) was a major turning point in the elimination of discrimination at the workplace and redressing the injustices of the previous regimes. The Act is aimed at regulating the employment practices in an attempt to make the workplace a true reflection of the South African demographics. As a result, the promulgation of the Act had a major impact on the organisations in South Africa and has affected the way they now do business. Although the Act has been in existence for 14 years, progress in the implementation of employment equity and affirmative action in organisations in South Africa has been far less significant, particularly in the representation of women in managerial positions. In South Africa, an overwhelming majority of managerial positions are still occupied by men, with marginal women occupying management positions. Thus, women are still experiencing discrimination and under-representation at the workplace. Noting this trend at Amatola Water Board, the researcher decided to investigate the extent of progress the organisation has achieved in the implementation of its Employment Equity Plan 2009-2014. The objectives of the study were to identify factors that could assist the organisation to effectively implement the Plan, identify the impediments that pose challenges to effective implementation of the Plan in the organisation, and establish the perceptions of employees on the implementation of the Plan in the organisation. To collect data for the study, the researcher used a qualitative research approach. In this regard, the researcher used questionnaires and interviews to collect qualitative data. A sample of fifty employees was selected for the administration of questionnaires and four additional employees were selected for interviews. Both samples were selected by purposive sampling. The study has established that employment equity is still a challenge that South African organisations are struggling to implement. The study has revealed that, at Amatola Water Board, there are indeed various factors that contribute to the low representation of women in managerial positions. These factors include the lack of management support for the implementation of the Employment Equity Plan, recruitment processes that fail to recruit sufficient numbers of qualified applicants, training and development practices that fail to produce the required number of qualified employees, unconducive organisational culture, veiled racial and gender stereotypes, and inadequate communication. Suggestions and recommendations to address these challenges have been espoused.

Early in 1981, Professor S. Bekker of Rhodes University was invited to attend a meeting of the Amatola Basin Steering Committee of the Agricultural and Rural Development Research Institute (ARDRI) at the University of Fort Hare. At this meeting, Professor Bekker was invited to undertake a socio-economic survey of the Amatola Basin. The Board of the Institute of Social and Economic Research at Rhodes University gave Professor Bekker permission in February 1981 to undertake the research project on condition that it was conducted in the fashion this Institute usually requires. It was subsequently agreed that the survey, known as 'Amatola Basin VII: Socio-economic survey', was to establish the basic demographic, kinship, consumption and employment patterns of the residents of the Amatola Basin. Practices and traditions related to dry land agriculture would also be identified / Digitised by Rhodes University Library on behalf of the Institute of Social and Economic Research (ISER)

A rural development project is currently under way in the Amatola Basin, Ciskei. This paper introduces the project and outlines the socio-economic and agricultural conditions current in the area. An overview of present project activities is included. It then attempts to identify a number of potential and actual human and structural constraints operating on the implementation of the project. Such constraints arise out of the existing agricultural system in the project area, as well as out of the state bureaucratic structures operating in Ciskei, and the agency implementing the project itself. One aim is to identify the units involved in dryland cultivation. This is done by tracing ties of cooperation between cultivating households in one Amatola village. It will be shown, in this village at least, that the household does not form the main unit of cultivation. A second aim of this paper is to show that checks on rural development in general should not be sought solely within the area under consideration, but derive to an important degree from outside sources. / Digitised by Rhodes University Library on behalf of the Institute of Social and Economic Research (ISER)

Thesis (MBA)--Stellenbosch University, 2001. / The aim of this study was to review the current status of the Performance Management system at Amatola District Council. A study of material and a case study on the implementation of the system at Amatola District Council is described. The performance management model designed by Good People Management has been applied and described in the text. The research results indicate that the majority of staff supports and understand the process. However, feedback and the attitudes of female employees thereof are highlighting red signals. This creates a completely new area of research of which the writer is only highlighting the issue for further research. Linking of performance management with compensation comes up as an issue, understandably so because the Council has agreed not to link the two processes. Recommendations on how to improve the system have been put forward.