Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2000. / Field project. Includes bibliographical references.

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2000. / Field project. Includes bibliographical references.

Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2009. / Full text also available online. Scroll down for electronic link.

Thesis (M.A.(Biokinetics, Sport and Leisure Sciences))--University of Pretoria, 2005. / Summary in English and Afrikaans. Includes bibliographical references.

Thesis (Ph. D.)--Indiana University, 2004. / Includes bibliographical references (leaves 68-74).

Thesis (M.A.)--York University, 2006. / Includes bibliographical references (p. 150-[154])

M.B.A. / The main thrust of this research is its critical perspective on the current situation faced by corporate South Africa. This involves the deliberate attempt to make a contribution in dismantling the deeply rooted problems of the past. The research has specifically focused on the transformation of all organisations in the country. The study then chooses to argue that for corporate South Africa to undergo a smooth planned change and overcome resistance to transformation, it has to go via the cultural diversity route. There is a need to prioritise and find new solutions. There is much work to be done. The major motivation behind the study was the very perception that South Africa is a multicultural country having all members aspiring to have their voices heard. The study then further argues that it will be best timing to activate economic transformation simultaneously with political transformation with particular emphasis on corporate South Africa. Hence the need to develop an integrated and formalised methodology for managing corporate planned change in its entirety. The development of the model is thus intended to provide management with a holistic methodology to internalise, think, plan and in the process of its implementation, incorporate all members of the organisation in decision making. This work has attempted through conceptual literature, to create an outcome that will influence other disciplines in different spheres, generate constructive arguments and activate further research. The work also intends to create a new perception that South Africa be seen as doing something concrete- about its corporate impasses.

The aim of this research was to determine whether or not if levels of employee engagement is affected by their organisation’s diversity targeting programs, and whether this could be a possible reason for the perceived high turnover of certain classes of employees. The research was conducted using a structured survey sent out via email with the results being analysed quantitatively. The research was limited to engineering graduates working at Sasol. A secondary aim was to explore if there were any differences in motivation between the engineers of various race groups, ages and sexes. Finally the research aimed to rank factors known to affect employee engagement to assist organisations in developing their retention strategies. The most significant finding of the research done, was that the aggressive diversity targeting program within Sasol has not had a significant effect on the employee engagement of white engineers or for that matter on any of the racial groups, ages or sexes investigated. The results from this study supported the findings from various other studies in terms of which factors are perceived as the most important in terms of employee motivation. From the results a two stage employee engagement maturity model was developed which is presented. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Thesis (Ph. D.)--Ohio State University, 2007. / Title from first page of PDF file. Includes bibliographical references (p. 114-129).

Prof. W. Backer