This dissertation examines the growth and development of an urban African population in Pretoria from 1902 to 1923. African urbanisation in Pretoria took place within the context of limited industrial development and gave rise to a distinc!ive population, with an important permanently settled component. This study charts the struggles that ensued between the Town Council and the African population. The responses of the urban African population took on two forms: informal, defensive strategies and formal political organisation. In the early twentieth century Pretoria formed the locus of regional African political activity. However, the attempts of formal organisations to challenge the state were essentially conservative. It was rather in the realm of working class culture that real challenges were made to the municipal authorities' vision of an ordered urban environment and a controlled African proletariat. / History / M.A. (History)

Thesis (MA)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: Migration is the (usually free) movement of individuals from one place to another. Migration is formally conceptualized as the movement of households from relatively poorer regions - the sending areas -- to relatively better-off regions -- the receiving areas -- thereby enhancing the households' chances of improved access to resources. The migrant can be defined as a person that has gone out of his/her own free will from one place to another. In this sample and study, a distinction will be made between household heads born in the CMA, household heads that arrived before 1994, and household heads that arrived in the CMA in 1994 and thereafter. These migrants will be called "Household Head Born CMA", "Household Head older migrants", and "Household Head recent migrants" respectively. Informal squatter settlements are mushrooming at the outskirts of the CMA and very little is known about the motivation of migrants to leave their rural areas. In explaining the occurrence of migration and of why people migrate, one has to consider the push-pull theory. In the sending areas there are certain push factors, pushing the migrant out of the area. In the receiving area, there are pull factors, pulling the migrant towards the area. Migrants are also not a random selection of people. They have specific traits and differ from non-migrants in certain respects (age, life-cycle stage, marital status, education, occupation and status, cultural attributes and traditionalist vs. innovator). It was found in this study that the CMA as opposed to the Eastern Cape has certain differences, thereby pulling and pushing the migrant into and out of the areas respectively. Also, migrants seem to have different characteristics than that of the nonmigrant. / AFRIKAANSE OPSOMMING: Swart In-Migrasie vanaf die Oos Kaap tot die Kaapse Metropolitaanse Area (KMA): Profiel van die Migrant en Migrasie Redes Oorsig Migrasie is die (gewoonlik vrye) beweging van indiwidue van een plek na 'n ander. Migrasie word formeel gedefinieer as die beweging van huishoudings vanaf afsend-areas tot ontvangs-areas. Die huishouding se kanse op beter toegang tot hulpbronne word verbeter. 'n Migrant is 'n persoon wat uit vrye wil van een area na die volgende trek. Onderskeid word gemaak tussen die huishouding-hoof wat gebore is in die KMA, die huishouding-hoof wat die KMA binne-getrek het voor 1994, en die huishouding-hoof wat die KMA binnegetrek het tydens 1994 en daarna. Informele nedersettings, oftewel plakkerskampe, is besig om vinnig toe te neem aan die buitwyke van die KMA en baie min inligting is beskikbaar oor wat potensiële migrante motiveer om die landelike gebiede te verlaat. Wanneer daar na die beweegredes gekyk word, is dit noodsaaklik om die "stoot en trek" teorie te oorweeg as 'n moontlike verduideliking. Migrante is ook nie 'n lukrake versameling van mense nie. Hulle het baie spesifieke eienskappe wat verskil van nie-migrante In sekere opsigte (ouderdom, lewens-siklus fase, huwelikstatus, opvoeding, beroep en status, kulturele eienskappe en so meer). In hierdie studie is gevind dat die Ooskaap en die KMA so verskil dat migrante na die KMA aangetrek word.

The Steel Merchant offers a service of stocking and distributing steel products and value added services throughout Africa. The company is the largest steel merchant in Africa employing over 5500 employees. The South African government implemented the Employment Equity Act, No 55, (1998) and Broad-Based Black Economic Act, No 53, (2003) to readdress the discrimination of the past and create fair opportunities for Previously Disadvantaged Individuals (PDI) in the workplace. The Steel Merchant's business environment is severely affected by these legislations and is required to comply with the provisions of the Act or will receive fines and penalties. Since the Acts inception the merchant continues to struggle in recruiting and retaining PDIs in professionally qualified and management positions. The organization has experienced strategic drift by falling from a Black Economic Empowerment (BEE) Procurement Recognition/Status Level of 5 down to level 6. The research identified various factors within the organization that are hindering its overall ability to adapt and progress in terms of Employment Equity (EE) and BEE. The study is focused on identifying the internal and external barriers that prevent the effective implementation of BEE and EE strategies in order to recruit and retain previously disadvantaged professionals at the Steel Merchant. The Research Objectives are: • To evaluate the effect of organizational culture and climate on the implementation of Employment Equity, Affirmative Action (AA) and BEE Strategies • To analyze the importance of Human Resource Management (HRM) in the development of recruitment and retention strategies of previously disadvantaged professionals • To investigate the differences in gender and race leadership qualities and behavior • To identify and assess the barriers in implementing employment equity recruitment and retention strategies • To determine how government legislation will influence the Steel Organizations' competitiveness internationally Internal secondary data was used to analyze the Merchant's Human Resource Management, EE and BEE performance. External secondary data from the South African government departments was used to analyze the legislative Acts and how the company performs compared to the industry standards. A quantitative research approach was followed in the investigation. A questionnaire was developed using closed-ended questions to obtain information related to the respondent's demographical background as well as their opinion on each objective. The questionnaire was distributed by email to 1 00 employees and weighted according to racial group (Black, White, Coloured and Asian) and gender (Male and Female). The method allowed the researcher to receive and analyze the information quickly at no financial cost. Descriptive statistics were used to interpret the results and describe the behaviour of each racial and gender group contained in the sample. The data methods used were: • Percentages • The mean, mode and median • Standard Deviation The conclusions from the sample were used to generalize about the steel merchant population whilst research from recognized academics was utilized to authenticate and substantiate the research findings improving the accuracy and reliability of the research. The results of the study identified the following factors have contributed to the merchant's inability to recruit and retain PDI at professionally qualified and management levels: • The Steel Merchant has a white male dominated organizational culture and ineffective HRM strategies • Black shareholders have contributed little towards previously disadvantaged development creating resentment by employees • Employment Equity, Black Economic Empowerment and Affirmative action has created racial divides, a lack of trust and will negatively influence the company's competitiveness internationally. The research identified various problems that hinder the implementation of EE and BEE policy at the steel merchant which makes it difficult to recruit and retain talented PDI. The following recommendations have been made to minimize resistance and integrate EE and BEE policies to improve recruitment and retention in the organization: • Define and communicate the BEE/EE vision and strategy • Delayer hierarchal levels • National Culture Training • Implement Performance Management Systems • lncentivize Knowledge Sharing • Re-evaluate the recruitment policies • Train, develop and mentor PDI • Develop career paths and succession plans • Create a leadership development program • Create a shared understanding of EE • Address white fears through empowerment • Black shareholders should be actively involved with the development of PO employees • Harness African culture to succeed internationally. EE and BEE is obligatory and will inevitably influence the company's performance. The Steel Merchant has the resources and capabilities to eliminate resistance and implement effective HRM strategies to recruit and retain talented POl in professional and management positions. By achieving this objective, the company's Broad Based Black Employment Equity (BBBEE) rating will advance resulting in a sustainable competitive advantage and more business opportunities in the future. / Graduate School of Business Leadership / M.B.A.

M.Cur. / Please refer to full text to view abstract

A dissertation submitted to the Faculty of History, University of the Witwatersrand Johannesburg in fulfilment of the requirements for the Degree of Master of Arts in History September 1992 / The central feature of service in the Second world War for black soldiers, was the continuation of racial discrimination along the lines of that 'experienced by them in civilian life in South Africa. This discrimination affected almost every aspect of military service; from recruitment and training,to their' deployment as unarmed soldiers in non-combatant duties in various units. This dissertatiQn uses both oral and archival sources to comment upon,and analyze the responses of black members of the Union Defence Force to their service in the war.These responses are at times complementary, and at Other times Contradictory but one general conclusion to be drawn from them, is that black soldiers felt their contribution to the south African war effort had gone large1y unrecognised, either in remunerative or socio-political terms. Black servicemen were not only discriminated against by both the state and individual whites in the Union Defence Force, they were also used inefficiencly in a military context. The views of certain white soldiers have been used to illustrate this, both from a contemporary perspective and a historical one. The hasty formation of the Corps in which blacks served; the Non-European Army Services, its administrative weaknesses, and occasional disunity in its leadership, also hampered the effective use of black servicemen in the war.

The glass ceiling has been defined as a subtle, intangible yet impenetrable barrier that hinders the accession of women to senior management positions. Its manifestations are unique to every country and organisation. The theoretical framework of the glass ceiling has pointed to person and situation centred theories, social role, interaction and human capital theory to try and provide explanations to the origin of the glass ceiling. The main aim of the study was to determine whether the existence of the glass ceiling was a myth or reality. Purposive and snowball sampling were the sampling methods used in this study. The questionnaire that was administered using the web based Question pro elicited a total of 117 responses from 290 questionnaires that were circulated to respondents, resulting in a 40% response rate. Due to the sampling method that was used, results obtained could not be generalised to the entire population of female managers in the Durban Metropolitan Area. Salient findings that emerged from this study were that 54% of respondents were aged between 35-44 years and were married (69%). In addition, the majority of respondents were White (41%), were employed in the Private Sector (62%) and held middle management positions (47%). Critical to this study, respondents felt that the glass ceiling was still firmly in place as female representation at senior management was minimal (86%). Some of the barriers to the upward career mobility of respondents were reluctance to relocate (48%), need to overachieve (52%) and consistently exceeding performance (64%). In addition, critical career mobility success factors were that respondents needed to be leaders geared towards high achievement (94%), be competitive and ambitious (90%), be confident and exhibit emotional suitability to hold senior management positions (84%), have a track record (77%), receive organisational support to balance their multiple roles (59%) and have a willingness to relocate (41%). For the ceiling to crack, it is essential for organisations‟ on one hand to commit to creating environments supportive of the roles of women (flexi time, work from home days, mentor staff) and women on the other hand need to have the desire to persevere and have faith in their abilities, cultivate their own leadership style, network and further their own education. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.

The aim of this research is to investigate intellectual development of a group of Black mineworkers on a South African gold mine, in the light of their exposure to a technical industrial environment. The research was conducted within a Piagetian framework and attempts to establish:- 1. A conceptual profile which would highlight the subject's conceptual abilities in relation to job skill requirements. 2. An empirical analysis of combined Behavioural and 3. Explanatory responses to support the hypothesis that experienced Black mineworkers should perform better on the diagnostic battery than novices: the main reason for this being the contention that conceptual development is facilitated by cognitive adaptation to the demands of a selectively different technological environment. Whether the battery of Piagetian conservation tasks could be evaluated for use as conservation scales with sound statistical properties. A random sample of fifty six Black mine workers was realised and their performance indicated that:- a ) The concept of Force is not actively developed by mining. b) There was no significant difference in the performance of Novice and Experienced subjects. c) The diagnostic battery in its present form is inadequate and would have to undergo some relative modifications. d) Conceptual profiles showed that concept areas tapped were not developed past the stage of Concrete operations, and that in some instances subjects did not conserve concepts which are relevant to the occupation they were selected for on the Classification Test Battery. e) Piagetian methodology could only be selectively applied to the mining industry for purposes of selection and placement. f) Conservation scales were not realised because of anomalies found in the composition of sub-concepts in the battery. / KMBT_363 / Adobe Acrobat 9.53 Paper Capture Plug-in

This dissertation examines the growth and development of an urban African population in Pretoria from 1902 to 1923. African urbanisation in Pretoria took place within the context of limited industrial development and gave rise to a distinc!ive population, with an important permanently settled component. This study charts the struggles that ensued between the Town Council and the African population. The responses of the urban African population took on two forms: informal, defensive strategies and formal political organisation. In the early twentieth century Pretoria formed the locus of regional African political activity. However, the attempts of formal organisations to challenge the state were essentially conservative. It was rather in the realm of working class culture that real challenges were made to the municipal authorities' vision of an ordered urban environment and a controlled African proletariat. / History / M.A. (History)

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2009 / In order to understand the phenomenon of the rising black middle class, Bruger et aI., (2004:134) concluded in their study of the black middle class that, it was the asset deficit which was evident in the African population that accounts for the difference in the consumption behaviour of the' black middle class from their counterparts in other races. Asset deficit is described as the accumulation of luxury goods that include expensive automobiles and property. When the acquisition of such assets is gained through credit, as is the case with the credit worthy middle class, the individual debt of these individuals rises as the acquisition of such assets continue. The purpose of this study was to investigate the creation and sustainability of the black middle class that anchored in political stability encourages social contentment and economic development. The findings of this process offered an opportunity for the state, banks and corporate organisations to review its policy priorities in order to make savings, investment and 'special structure' support networks a priority when dealing with sustainability matters for the black middle class. It is therefore, important that the recommendations provided in the study will sustain the black middle class, which would maintain social peace by indicating economic progress that has only now, since democracy, been available to Africans through the expansion of the black middle class. The thesis explains the challenges, which this class faces in its sustainability that will foster a deeper appreciation of the most effective ways to alleviate poverty and to economically enfranchise Africans. These had been the original objectives behind the government's programmes and initiatives.

M. Bibl. / This study examines the potential of library outreach services in the development of disadvantaged black communities. It also investigates the possibility of closer co-operation between libraries and other service organisations in the presentation of library outreach services. It is generally recognised that effective, relevant library services can help uplift disadvantaged people, but for a number of reasons disadvantaged black South Africans do not use or benefit from libraries. Libraries in South Africa therefore face a great challenge. They must remove the barriers that have prevented the majority of the population from making use of their services and in the course of their service rendering they must also make a notable contribution to the upliftment of their communities. Libraries must assume their rightful role as valuable, recognised service organisations in the black communities of South Africa. This study will propose that library outreach services can play a vital role in helping the library meet this challenge. It will also suggest that no library can fight disadvantagement in its community in isolation. It needs to establish links with other organisations in the community for the benefit of the disadvantaged individual as well as for its own.