Women remain notably underrepresented in management and leadership positions despite the enactment of Equal Opportunity and Affirmative Action policies. A critical literature review yielded evidence of a multitude of barriers inhibiting women’s career advancement beyond an apparent glass ceiling, but not which of the factors constitute the major barriers. A knowledge gap was further identified in research pertaining to characteristics of successful professional women and the environments that enable them to succeed in their professions. The purpose of the current study is to expand the empirical body of research and knowledge on factors contributing to the success of professional women, and of factors inhibiting the career progression of women in business. The study extends that of Punnett, Duffy, Fox, Gregory, Lituchy, Monserrat, Olivas-Luján and Santos (2006) and of Duffy, Fox, Punnett, Gregory, Lituchy, Monserrat, Olivas-Luján, Santos and Miller (2006), conducted in the Americas, to the South African context. The study suggests a conceptual framework for investigating factors that influence professional success of women. The developed conceptual framework of factors perceived to influence professional success was employed to empirically test the relationships between the variables presented. The empirical data collected was subjected to a series of statistical tests and the results considered in testing the hypotheses. Statistica 10 was employed to analyse the empirical data collected. Univariate and multivariate tests (MANOVA) were employed to determine whether sufficient evidence existed to make conclusions about hypotheses one to five of the study, relating to differences between two success groups of women based on their demographics and the selected variables. Pearson Product Moment Correlation (Pearson r) was employed to determine whether sufficient evidence existed to make conclusions about vi hypotheses six to ten, relating to significant relationships between the selected independent variables for the study and the professional success of women. Professional success was measured as job seniority level. For the pipeline success group, professional success was measured as seniority in relation to years in the employment sector and age. The contribution of the study to management science and possible limitations are discussed and recommendations made for future research. Recommendations for the development of women and for the social transformation of organisations are made. The study identifies a number of internal organisational support factors and government interventions which are recommended for inclusion in development initiatives for the achievement of gender equity.

Training is widely conducted in organizations and is actively encouraged by the recent legislation in South Africa. Millions of Rands are spent building human resource capabilities. Organizations therefore need to know whether this investment in training is bearing fruit in terms of changes in individual performance and overall impact on service delivery. The need to improve Transversal Training Management Agency (TTMA) training programmes and skills development impact to government departments has triggered the survey. Three interdependent themes are explored: training evaluation in `government departments, influence of non-training factors and human dynamics between stakeholders in the training evaluation process. Structured questionnaires, based on best practises in literature were administered to key stakeholders involved in TTMA training programmes. Training managers and the Office of the Premier (OTP) Human Resource Development (HRD) officials were interviewed, while supervisors, trainees and trainers verified the data by post. Data were collected from the Department of Basic Education, Eastern Cape (EC), TTMA trainers and trainees. Findings show that The Department of Basic Education in the EC does not fully follow a system’s approach. Evaluations done during classroom sessions focus mainly on the reaction of participants to training and not on the behaviour change in the workplace. Training participants are not prepared for training; sometimes they do not even know why they attend training. Some trainees go to training just to get certificates that increase their CV’s for promotion purposes or to run away from the stressful work environment and not for individual growth. Recommendations to use a systemic evaluation approach and involvement of trainees in their career development process are made. Further research is recommended on the managing of non-training factors that impede learning transfer.

Thesis (M. Ed. (Curriculum Studies)) -- University of Limpopo, 2019 / The teachers’ workshops seem not to fulfil their designated purpose of equipping educators with proper knowledge of inclusive education. The workshops on inclusive education do not fulfil the purpose of professional development to teachers as one of the goals of the White Paper 6. The purpose of this study was to investigate the teachers’ experiences regarding the workshops on inclusive education as a strategy for professional development in Lebopo Circuit in Lebowakgomo District, Limpopo province. The study followed a qualitative research approach, in which a case study design was applied. Eight teachers who attended inclusive education workshops were purposively selected from four schools in Lebopo Circuit. Data was collected through semi-structured interviews, observations and document analysis. The results of the study indicated that: workshops are impotent to equip educators with adequate knowledge regarding inclusive education; time allocation for conducting workshops is insufficient; there is lack of confidence among the workshop facilitators; and there is lack of support and follow-ups by the provincial Department of Education. The results therefore, imply that the workshops are not effective in equipping educators with knowledge on inclusive education, and they do not serve their purpose as a model of professional development for the teachers. The study suggests that further research should seek to develop the strategies that will improve the quality of workshops on inclusive education, time allocated for workshops, as well as to encourage support and follow-up by the Department of Education.

Thesis (MEd)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: South Africa is in the midst of a mathematics and science education crisis that challenges all key role-players. The Institute for Mathematics and Science Teaching at the University of Stellenbosch (IMSTUS), was involved in several university-school partnership (systemic intervention) projects that sought to provide continuing professional development to mathematics and science teachers and to help them make a greater impact on the learners that they teach. One of these intervention projects was the Sciences and Mathematics Initiative for Learners and EducatorS (SMILES) that targeted mathematics and science teachers and learners in under-resourced schools in the Western Cape. The effects of an intervention aimed at supporting and enhancing teacher professional development will only be seen in the learners once teachers have accepted and mastered the pedagogies proposed. Professional development that does not “enthuse, support, train and renew, and encourage” will probably fail. When considering this, the question that must be asked is whether the SMILES project was in fact enthusing, supporting, training, renewing and encouraging. The purposes and aims of the SMILES project with specific reference to professional development of science teachers were to enhance teachers’ pedagogical content knowledge and address the critical issues confronting science education of which three are: constructivist teaching, understanding the nature of science, and scientific argumentation. The characteristics of effective professional development, the core features of professional development and the theoretical constructs to evaluate professional development of teachers were used in this study to evaluate the effectiveness of the model used in the SMILES project. A concurrent version of the mixed method approach was adopted for the collection and analysis of the data. Although causality is always difficult to prove in a school setting because of the many variables that affect student performance, improved student achievement is the ultimate litmus test for teacher professional development effectiveness. Analysis of the National Senior Certificate results of the project schools compared with the National and Provincial results indicated that the project schools on the whole fared better than the National results. The project schools outperformed the national and provincial results for Life Sciences in 2011, 2012 and 2013 by at least four percentage points. The highest result achieved was 85,5% in 2011. In 2012 and 2013 these results were 82,7% and 83,0% respectively. In Physical Sciences the project schools started with results below that achieved nationally (34,7%) and then ended up with a pass percentage within half a percentage point of the provincial result (72,1%). The Mathematics results were not as positive. The project schools started by achieving a 63,4% pass rate and ended with a percentage pass rate of 63,3% having initially taking a dip down to 51,3%. At the end of the intervention the Mathematics results were better than the national results but were 10% lower than the Provincial average. Although it is difficult to pin down the results solely to the effects of the intervention, the comparison with provincial and national results reasonably controls for most of the extraneous variables including variations in enrolments in these subjects. On the affective side it is almost certain that the attitude of the learners and the teachers toward their respective subjects improved during the tenure of the project. This could have had a positive effect on the National Senior Certificate results achieved by the project schools. / AFRIKAANSE OPSOMMING: Suid-Afrika is midde in 'n wiskunde en wetenskap onderwyskrisis wat alle sleutelrolspelers uitdaag. Die Instituut vir Wiskunde en Wetenskaponderwys aan die Universiteit van Stellenbosch (IWWOUS), was betrokke by verskeie universiteit-skool vennootskapsprojekte (sistemiese intervensie) wat gepoog het om voortgesette professionele ontwikkeling te bied aan wiskunde en wetenskap onderwysers en hulle te help om 'n groter impak op die leerders wat hulle onderrig, te maak. Een van hierdie intervensie-projekte was die Wetenskappe en Wiskunde-inisiatief vir leerders en opvoeders (SMILES) wat wiskunde en wetenskap onderwysers en leerders, in hulpbronarm skole in die Wes-Kaap, geteiken het. Die impak van 'n intervensie wat daarop gemik is om onderwyser professionele ontwikkeling te ondersteun en bevorder, sal eers in die leerders waargeneem kan word, wanneer onderwysers die voorgestelde pedagogieë aanvaar en bemeester. Professionele ontwikkeling wat nie "begeester, ondersteun, oplei en vernuwe asook aanmoedig” nie, sal waarskynlik misluk. Hierdie stelling in ag genome, is die vraag wat gevra moet word, of die SMILES-projek werklik onderwysers begeester, ondersteun, opgelei, vernuwe en aangemoedig het. Die doelstellings en doelwitte van die SMILES projek, met spesifieke verwysing na die professionele ontwikkeling van Wetenskap-onderwysers, was om onderwysers se pedagogiese inhoudelike kennis te versterk en om kritieke kwessies waarmee wetenskap-onderwys gekonfronteer word, aan te spreek. Drie van hierdie kwessies is, konstruktivistiese onderrig, begrip van die aard van wetenskap en wetenskaplike argumentering. Die eienskappe van effektiewe professionele ontwikkeling, die kern kenmerke van die professionele ontwikkeling en die teoretiese konstrukte om professionele ontwikkeling van onderwysers te evalueer, is in hierdie studie gebruik om die doeltreffendheid van die model wat in die SMILES-projek gevolg is, te evalueer. 'n Gelyklopend gemengde-metode benadering is gevolg vir die insameling en ontleding van die data. Hoewel oorsaaklikheid altyd moeilik is om in 'n skoolopset te bewys, as gevolg van die baie veranderlikes wat studente se prestasie beïnvloed, is verbeterde studente prestasie die uiteindelike lakmoestoets vir doeltreffendheid van professionele onderwyser-ontwikkeling. Ontleding van die Nasionale Senior Sertifikaat-uitslae van die projek-skole, in vergelyking met die nasionale en provinsiale resultate, dui daarop dat die projek-skole oor die algemeen beter gevaar het as die nasionale uitslae. Die projek-skole het die nasionale en provinsiale skole se resultate vir Lewenswetenskappe in 2011, 2012 en 2013 met ten minste vier persentasie punte oortref. Die hoogste resultaat behaal was 85,5% in 2011. In 2012 en 2013 was hierdie uitslae onderskeidelik 82,7% en 83,0%. In Fisiese Wetenskappe het die projek-skole met resultate onder wat nasionaal behaal was (34,7%) begin, en geëindig met ʼn uiteindelike slaagpersentasie binne 'n halwe persentasiepunt van die provinsiale resultate (72,1%). Die wiskunde-uitslae was nie so positief nie. Die projek-skole het begin met 'n 63,4% slaagsyfer en geëindig met 'n slaagpersentasie van 63,3% na ʼn aanvanklike insinking na 51,3%. Aan die einde van die intervensie was hul Wiskunde-resultate beter as die nasionale resultate, maar 10% laer as die provinsiale gemiddelde. Alhoewel dit moeilik is om die resultate slegs vas te pen aan die gevolg van die intervensie, dien die vergelyking met provinsiale en nasionale resultate as redelike kontroles vir meeste van die eksterne veranderlikes insluitend variasies in inskrywings in hierdie vakke. Op die affektiewe vlak is dit byna seker dat die gesindheid van die leerders en die onderwysers ten opsigte van hul onderskeie vakke verbeter het tydens die projek. Dit kon moontlik 'n positiewe uitwerking op die projek-skole se Nasionale Senior Sertifikaat resultate gehad het.

Thesis (M. Dev.) -- University of Limpopo, 2015 / Although a number of studies have recognised the relationship between human resource development (HRD) and organisational performance, the mechanisms through which HRD leads to school performance remain still unexplored. The purpose of this study is to clarify the significance of human resource development and its effect on school performance in the White Hazy Circuit, in Mpumalanga Province. HRD plays a critical role in directing school programmes and the realisation of the set goals. Educators and the management of the schools are the engines in the operation of the school. Alignment of the individual goals to the school goal creates a comprehensive working environment. The purpose of HRD is to build a capacitated workforce that will enhance school performance. Performance management does not entail one activity only, it is part of the employee development life cycle. The results of the survey indicate that performance management and the development processes should not be underestimated. School managers should ensure that goals are clearly communicated. Thus, this study does not only support that HRD has a positive influence on school performance but also explains the mechanisms through which HRD improves school performance.

This study investigated Black African female psychologists’ lived experiences of career development. The purpose was to describe the influences of the community on the career development of Black female psychologists. It also aimed to explore the challenges and successes of these women’s career lives in order to generate knowledge to understand Black female psychologists’ career development dynamics. This qualitative study was informed by narrative/hermeneutic approaches and Black feminist thought frameworks. Semi-structured interviews were conducted with 10 Black African female psychologists. Results show that Black African female psychologists faced numerous challenges such as lack of family and community support in some cases; limited understanding of psychology in their communities and health sectors, as well as financial problems and discourses of inferiority throughout their professional training. The lack of relevance of their academic training to the multicultural society, in which they have to practise, was emphasised. The intersection of gender, race and class was evident in most of the narratives. The role of emotion and spirituality in the career development of some of the participants was highlighted. The results are discussed in relation to the literature. / Thesis (M.A.)-University of KwaZulu-Natal, Pietermaritzburg, 2010.

This dissertation reports on a self-study in which I aim to better understand and improve my own practice as a Department of Education subject advisor, specifically in relation to preparing for the implementation of the Foundations for Learning (FFL) programme in the Foundation Phase (Grades R-3). FFL is a National response to persistent unacceptable low levels of literacy and numeracy in the Foundation Phase in South African schools. The programme is designed to focus attention on key activities that lead to effective literacy and numeracy development. Through memory work and critical reflection, I re-examine my lived experiences of learning and teaching in order to understand what impact these experiences have had on my practice as a teacher and a subject advisor. In addition, I work with a focus group of teacher participants to examine their experiences of learning and teaching as well as their current needs as Foundation Phase teachers in relation to the implementation of the Foundations for Learning programme. Through the self-study, I distinguish areas where I need to improve on my practice and also set out key strategies for change. Areas for improvement include closing the gap between policy and practice, conducting effective workshops, encouraging networking, enhancing communication and addressing specific barriers in rural schools. / Thesis (M.Ed.)-University of KwaZulu-Natal, Edgewood, 2010.

African women in academia face various career advancement challenges. Employers’ support interventions need to be reinforced to promote an increase of African women in leadership positions. This study on the career advancement experiences of African women in leadership positions within an academic institution is exploratory in nature and based on the qualitative research method. The purpose of the study is to document the challenges, supporting factors, and strategies used by African women in academia in order to guide universities and the African women employed there who aspire to advance their careers. The data collection methods involved were in-depth interviews and a focus group. Purposive and snowball sampling methods in the form of convenience sampling were used to identify potential research participants. The sample for the study consisted of African women who were academics in leadership positions working at the Medunsa campus of the University of Limpopo. Data was analysed using thematic analysis. The results of the study suggest that African women who are academics experience career advancement challenges. Such challenges include family demands and lack of leadership training. Family support and their dedication contribute towards their advancement. Leadership training programmes and supporting structures should be established to reinforce their advancement. / Psychology / M.A. (Psychology)

M.A. / The prospective and observed changes in South-Africa, with respect to the mobilisation of human skills, bring unique challenges to the fore where the career development of the individual is concerned. Scheepers (1996) and Quinn (1994) state that psycho-educational programmes can be implemented to foster the successful transfer of career development skills. A number of career development programmes were therefore designed and developed. However, the necessity of further development and extension of such programmes are crucial and in accordance with the experienced rapid changes of the target group's needs. In the light of the above mentioned statements, a study was conducted to evaluate the impact of an existing career development programme, by using standard programme development requirements. A further objective of the study was to make an existing programme more goal orientated and user friendly, by ensuring a more effective transfer of the skills contained in the programme. The method used was the developmental research model as introduced by Rothman and Thomas (1994). The choice of this model presents various advantages to the researcher, through the generation of both qualitative and quantitative results. The quantitative measure instruments that were used in this study are the Career Development Questionnaire of Langley and the Career information Questionnaire of Heidema. The qualitative evaluation made by direct observation and also the feedback of the tests. It was endeavoured to establish a theoretical foundation for the identified problem by using the theories of important career development researchers. The structural-interactive model of Holland was mainly focused upon in this regard. A career workbook, namely the SNUG was presented at various intervals to a group RAUCALL students during this research. Three groups were chosen at random and this ensured the progressive development of the programme. The first group was introduced to the original SNUG and owing to observation certain useful amendments were made to the presentation. This tentative improvements were presented to the second group whereafter further amendments were brought forth. The third and last group were exposed to the resultant improved SNUG. The focus of the improvements that were implemented fell on the visual changes and was not based on the contents. Statistical significant differences between the three groups in terms of the five sub tests of the Career Development Questionnaire were reported and no significant differences with reference to the results of the Career Information Questionnaire were noted. However the scores still refer to inefficient career development skills when a realistic career decision is to be made. A correlation between the third sub test of the Career Development Questionnaire namely Career Information and the Career Information Questionnaire of Heidema was noted.

Submitted in fulfilment of the Doctor in Technology: Human Resource Management, Durban University of Technology, 2017. / There is a concern that students are inadequately prepared before being placed in industry to do Work Integrated Learning (WIL). To add on to this, the Co-operative Education Practitioners as well as the external partners or employers are not sufficiently supported to drive this challenging work. This may have an adverse impact on the students as they would drop out or perform badly. Students are from different backgrounds, some of them are from rural areas where there is a scarcity of work opportunities. The opportunity of getting a placement in industry is an unusual experience to them. This research implements a Single Case Study (Durban University of Technology case study), a mixed method design is followed combining both qualitative and quantitative methods. One of the main reasons for using a single case study in this investigation is that the DUT practices of Co-operative Education and Work Integrated Learning are not unique. It is representative of other Universities of Technology in South Africa. The first stage involves collecting data from students that are undertaking WIL. The second stage entailed targeting the graduates that were enrolled for programmes that incorporated WIL. The third and fourth stages involved the Co-operative Education Practitioners or the Co-ordinators of WIL at DUT and employers or supervisors of WIL students in the workplace respectively. Furthermore, this investigation will focus on stratified random sampling. The aim of the pilot study was done in order to test the questionnaires with regards to the relevance and clarity of questions. The objectives are to investigate the role, responsibilities and qualities of university and industry staff for facilitating support for learners. This study revealed that a large percentage of employers suggested that lack of learner support can contribute to student failure. Also, WIL Co-ordinators need to be capacitated as the majority of respondents indicated that training to facilitate WIL is extremely important (64%). 72 percent of the respondents indicated that the visits by the Co-operative Education Practitioners in workplaces are extremely important. / D