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An exploration of South African diversity dynamicsPretorius, Marius 30 November 2003 (has links)
Diversity has, over the last few decades, become a burning issue on the agenda of most companies. Current diversity-related interventions are mainly based on behaviouristic and socio-cognitive approaches. In this research diversity was approached from the systems psychodynamic paradigm. The general aim was to gain an understanding of the diversity dynamics that manifests in an South African diversity experience. The literature review focussed on diversity in the workplace, on the group relations training model, and on the application of the group relations training model to diversity. Qualitative research was done by interviewing a sample of 15 delegates who attended the November 2000 Robben Island Diversity Experience. These unstructured interviews were used to obtain in-depth information about the participant's experience and the data was analysed hermeneutically. The emerging themes were `crossing the boundary, engage the new world, the ties that bind, being imprisoned, the struggle, the road to reconciliation, integration and healing, back to the future and the crucible'.
It is recommended that South African organizations make more use of the systems psychodynamic approach to study the manifestations of diversity dynamics. The aim is not to replace the other approaches to diversity, but to add a perspective that can enhance awareness and sensitivity to the covert, unconscious and irrational forces that impact on diversity. / Industrial and Organisational Psycology / M. A.(Industrial and Organisational Psycology)
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The views of management on affirmative action in Telkom SA Ltd / Menings van bestuut aangaande regstellende optrede in Telkom SA BpkDe Witt, Delano Errol 06 1900 (has links)
The success or failure of implementing affirmative action lies with the
management of enterprises. This research - based on a literature study,
questionnaires completed by 200 respondents and the researcher's model for the
implementation of affirmative action - focuses on management's views on
aspects of importance for affirmative action to succeed in the enterprise.
From the views of management it is clear that
• the more closely affirmative action impinges on the career expectations of
the current incumbents, the more resistance and non ownership can be
expected
• the affirmative action message must be communicated sincerely and
positively
• diversity management must change drastically to focus on educating
persons to understand not only themselves, but also others of different
backgrounds, race, gender, skills, persuasion and experience
• the enterprise needs to accelerate the process to identify potential, training
and development processes as well as performance coaching of
disadvantaged groups
Meeting the above challenges, will require mutual trust, respect and
communication. / Summaries in English and Afrikaans / Die bestuur van ondernemings bepaal die sukses of mislukking by die
implementering van regstellende optrede. Die navorsing - gebaseer op 'n
literatuurstudie, vraelyste ingevul deur 200 respondente en die navorser se
model vir die implementering van regstellende optrede - fokus op bestuur se
menings aangaande aspekte van belang vir die sukses van regstellende
optrede in die onderneming.
Vanuit bestuur se menings is dit duidelik dat
• hoe grooter inbreuk regstellende optrede maak op die beroepsverwagtinge
van die huidige bekleers, hoe sterker weerstand en nie-eienaarskap kan van hulle verwag word
• die regstellende optrede boodskap moet eerlik en positief
gekommunikeer word
• die bestuur van diversiteit se fokus drasties moet verander om
individue te leer om nie net hulself nie, maar ook ander van verskillende
agtergrond, bevolkingsgroep, geslag, vaardighede, oortuigings en
ondervinding te verstaan
• die onderneming die prosesse moet versnel wat betrekking het op die
identifisering van potensiaal, opleiding en ontwikkeling asook prestasierigleiding
van die benadeelde groepe
Ten einde aan bogenoemde uitdagings te voldoen, sal wedersydse vertroue,
respek en kommunikasie vereis / Economics and Management Sciences / M.Com. (Business Management)
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Interkulturele bediening in die kultureel-diverse konteks van die Suid-Afrikaanse Nasionale WeermagMaasdorp, David Isak 07 1900 (has links)
Text in Afrikaans / Die hoofdoel van hierdie verhandeling is om 'n studie te maak van die
interkulturele bediening in die kultureel-diverse konteks van die SuidAfrikaanse
Nasionale Weermag.
Die benadering wat in hierdie studie gevolg word, is om die historiese pad van
politieke stryd van deelnemende magte in die SANW te volg tot en met die
historiese integrasie proses wat sy aanvang in 1994 geneem het. Hierdie
samestelling van weermagte wat bestaan uit die SAW (Suid-Afrikaanse
Weermag), MK (Umkhonto we Sizwe), APLA (Azanian's People Liberation
Army), TBVC state, het elkeen respektiewelik sy eie militere- politieke
ideologiese pad geloop. Om die verskille verder te aksentueer bestaan hierdie
magte uit verskillende kulturele-, etniese-, en godsdienstige agtergronde. Die
grootste verskil setel daarin dat hierdie magte aardsvyande van mekaar was.
Die verdere verloop van hierdie verhandeling is om 'n blik te werp op hierdie
diversiteit en die samehangende vraagstukke en problematiek wat voortspruit uit
die integrasie van magte waarin diepgewortelde verskille setel.
Teneinde samehorigheid en 'n gees van vreedsame naasbestaan te
ontketen,word daar 'n indringende soeke geloods om effektief oor kultuurgrense
heen te kommunikeer.
Hierdie soeke om sinvol en effektief te kommunikeer geskied ook langs die weg
van refleksie vanuit die Skrif. In die lig daarvan dat hierdie verhandeling vanuit
die Sendingwetenskap bedryf word, word vraagstukke vanuit die Skrif benader,
met antler woorde, watter leiding vind ons vanuit die Woord van God op die
problematiek in die SANW.
W anneer daar 'n introspeksie gehou word, oor die vraagstukke en problematiek
wat voortspruit uit die proses van transformasie in die SANW, dan word daar
indringend besin oor die rol wat die kapelaansdiens in die kultureel-diverse
konteks van die SANW vertolk, gegee die vraagstukke en problematiek waarin
die organisasie gewikkel is.
Hierdie navorsing het tot die een slotsom gekom, tewete, dat die kapelaan die rol
as fasiliteerder van versoening moet vertolk. Hy doen dit langs die weg van identifisering met die uitdagings waarmee lede worstel en begelei hulle pastoral
om die visie van'n verenigde weermag vir die Republiek van Suid-Afrika te
intemaliseer. Sy pastoraat bereik sy diepste wese wanneer koninkryksbeginsels
soos vrede, geregtigheig, naaste liefde, vergewingsgesindheid en versoening in
die konteks van die SANW as uitkomste verkondig word. / The main objective of this thesis is to make a study of the intercultural
ministry in the cultural-diverse context of the South African National
Defence Force.
The approach of this study was to follow the political struggle of
participating forces in the SANDF, up to the point of integration in 1994.
These forces consists out of the SADF (South African Defence Forces), MK
(Umkhonto we Sizwe), APLA (Azanian People's Liberation Army), TBVC
States, who travelled their own military, politically and ideological routes.
They also differ culturally, ethnically and religiously in their make-up.
The thesis focuses on the problems and challenges which were caused by the
integration of forces in which deep-seated differences are entrenched.
In order to maintain a peaceful co-existence an urgent search was lodged to
find ways of effective intercultural communication. Being a missiological
study, the focus was on Scripture to find guidance that can overcome
problems and challenges in the SANDF. This brings the role of the Chaplain
in sharp focus in his ministry to the SANDF.
The research came to one conclusion that the Chaplain must fulfill the role of
facilitator of reconciliation. He is doing it by way of identification with the
challenges with which the members struggle and guide them pastorally to
internalize the vision of a United Defence Force for the Republic of South
Africa. His pastorate reaches its depths when Kingdom principles, such as
peace, righteousness, neighbourly love, forgiveness and reconciliation are
proclaimed as outcomes within the context of the SANDF. / Theology / D.Th. (Theology)
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The implementation of affirmative action policy within the Pretoria District of the South African Police ServiceHlongwane, Paulus 13 June 2013 (has links)
The primary aim of this study was to investigate the implementation of the affirmative action
policy within the Pretoria district of the South African Police Service. There is a need to
examine and understand how the SAPS remove unfair discrimination in recruitment and
selection processes in the implementation of affirmative action measures. Prior to 1994 the
South African Police Force was male dominated and racism was fully institutionalised. Black
people (Africans, Indians and coloureds), women and disabled people were marginalised and
denied appropriate employment and advancement opportunities. The focus of the study was
to identify challenges or problems encountered by the SAPS during the implementation of
affirmative action policy; propose the strategies through which the SAPS can address
discrimination in personnel staffing processes; and to assess and describe the criteria utilised
by the SAPS in identifying the beneficiaries of affirmative action. The study includes the
survey of international and national literature on the implementation of affirmative action.
The study was conducted at 35 police stations within the district of Pretoria. The survey
questionnaires were distributed to the respondents whereby three hundred and seventy (370)
returned completed questionnaires, meeting the required sample figures. The respondents
were selected by using a quota sampling. Qualitative research methodology was utilised in
the interpretation and analysis of data. In addition, data was also collected through the
documentary study.
The major findings of this study illustrated that job requirements and responsibilities are
seldom adjusted to accommodate disabled people. The communication of affirmative action
policy is seen by respondents as being problematic. Respondents believe that affirmative
action discriminates against certain groups within the disadvantaged groups. The research has
divulged that the usage of interviews and involvement of supervisors in interview panels
would minimise unfair discrimination in the allocation of promotional positions. Diversity
management is not fully implemented to support affirmative action. People of all races are
not employed to positions on the basis of their qualifications, experience and competencies as
they deserve. The SAPS does not consider academic qualifications as criterion in the
allocation of promotions. / Public Administration & Management / M. Admin. (Public Administration)
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215 |
Constructing a psychological retention profile for diverse generational groups in the higher education environmentDeas, Alida Jacoda 06 1900 (has links)
This study focused on constructing a psychological retention profile by investigating the relationship between an individual’s psychological career-related attributes (psychological contract and psychosocial career preoccupations), biographical variables (generational cohorts, gender, race, marital status, job level and employment status) and retention factors (compensation, job characteristics, training and development, supervisor support, career opportunities, work/life balance and commitment) in order to inform retention management practices for diverse groups of employees in the context of higher educational environment in South Africa. A quantitative survey was conducted on a purposively selected sample of academic and support staff (N = 579) at the University of South Africa. The canonical correlation analysis indicated employer obligations and state of the psychological contract as the strongest psychological career-related variables in predicting the retention factor variables of compensation, training and development opportunities, supervisor support, career opportunities and organisational commitment. The canonical correlation data were used to inform the structural equation modelling, which indicated a good fit between employer obligations and compensation and training and development opportunities and between the state of the psychological contract and supervisor support and career opportunities. Hierarchical moderated regression showed that psychosocial career preoccupations significantly moderated the relationship between the psychological contract and training and development opportunities as retention factor. Moderated mediation modelling found that the effect of positive perceptions of employer obligations on high levels of retention factors satisfaction through the state of the psychological contract increased when the scores on psychosocial career preoccupations were high. The results also indicated that the effect of positive perceptions of employer obligations on high levels of retention factors satisfaction through positive state of psychological contract increased when the age group of participants was lower (i.e. younger generations). Tests for significant mean differences revealed significant differences in terms of the biographical variables. On a theoretical level, the study
expanded the understanding of the individual and behavioural elements of the hypothesised psychological retention profile. On an empirical level, this study delivered an empirically tested psychological retention profile in terms of the behavioural elements. On a practical level, individual and organisational interventions in terms of the psychological retention profile were recommended. / Industrial and Organisational Psychology / D. Litt. et Phil. (Psychology)
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216 |
An exploration of South African diversity dynamicsPretorius, Marius 30 November 2003 (has links)
Diversity has, over the last few decades, become a burning issue on the agenda of most companies. Current diversity-related interventions are mainly based on behaviouristic and socio-cognitive approaches. In this research diversity was approached from the systems psychodynamic paradigm. The general aim was to gain an understanding of the diversity dynamics that manifests in an South African diversity experience. The literature review focussed on diversity in the workplace, on the group relations training model, and on the application of the group relations training model to diversity. Qualitative research was done by interviewing a sample of 15 delegates who attended the November 2000 Robben Island Diversity Experience. These unstructured interviews were used to obtain in-depth information about the participant's experience and the data was analysed hermeneutically. The emerging themes were `crossing the boundary, engage the new world, the ties that bind, being imprisoned, the struggle, the road to reconciliation, integration and healing, back to the future and the crucible'.
It is recommended that South African organizations make more use of the systems psychodynamic approach to study the manifestations of diversity dynamics. The aim is not to replace the other approaches to diversity, but to add a perspective that can enhance awareness and sensitivity to the covert, unconscious and irrational forces that impact on diversity. / Industrial and Organisational Psycology / M. A.(Industrial and Organisational Psycology)
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217 |
Organisational culture in internationally federated non-profit organisations : the importance of industry and governanceTamrat Haile Gebremichael 02 1900 (has links)
In the era of globalisation, organisations around the world have increasingly become stages of global diversity where multi-cultural workforces interact in teams on a daily basis. International organisations, in particular, are a characteristic display of cross-cultural interaction. The study of organisational culture in a multi-cultural organisational environment is receiving growing attention due to a pressing need to understand and manage the consequences of cross-cultural interaction and achieve better organisational outcomes. However, so far, studies in the area have focused on multinational for-profit organisations and neglected other industry and governance, missing opportunities for broader and richer understanding in the field. The present study covered a case of an internationally federated complex non-profit organisation and captured new insights, thereby contributing to theory and enriching the empirical evidence in the field of study. The results shed light on the importance of industry and governance, and provoked critical questions for further research. The unique features of non-profit and federated governance culture depicted the opportunities for cross-learning with other industries. The study highlighted the distinct formation of conventional cultural dimensions contributing to cultural cohesion and cushioning the federation against excessive fragmentation. The dimensions of institutional collectivism, in-group collectivism, power distance and uncertainty avoidance depicted interesting behaviours in the study context.
These dimensions dominated behaviour and have rendered other dimensions subservient. Cultural behaviours, such as cultural-anchoring and power grouping, transpired as unique findings to the industry and governance, where consensus and fragmentation have played integrative and accommodative roles. Dominant dimensions determined direction and intensity in subservient dimensions irrespective of values espoused by leadership in the subservient dimensions. The line between organisational politics and the ingroup collectivism dimension was blurred, calling for further research in the field of organisational behaviour. Further research in the field could focus on shaping organisational cultural dimensions fit for diverse industry and governance contexts, identifying areas of cross-fertilisation of learning, investigating the significance of dominant versus subservient dimensions in the process of organisational cultural change, and broadening the knowledge base in the field by studying diverse organisational typologies. / Graduate School of Business Leadership (SBL) / D. B. L.
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218 |
The implementation of affirmative action policy within the Pretoria District of the South African Police ServiceHlongwane, Paulus 13 June 2013 (has links)
The primary aim of this study was to investigate the implementation of the affirmative action
policy within the Pretoria district of the South African Police Service. There is a need to
examine and understand how the SAPS remove unfair discrimination in recruitment and
selection processes in the implementation of affirmative action measures. Prior to 1994 the
South African Police Force was male dominated and racism was fully institutionalised. Black
people (Africans, Indians and coloureds), women and disabled people were marginalised and
denied appropriate employment and advancement opportunities. The focus of the study was
to identify challenges or problems encountered by the SAPS during the implementation of
affirmative action policy; propose the strategies through which the SAPS can address
discrimination in personnel staffing processes; and to assess and describe the criteria utilised
by the SAPS in identifying the beneficiaries of affirmative action. The study includes the
survey of international and national literature on the implementation of affirmative action.
The study was conducted at 35 police stations within the district of Pretoria. The survey
questionnaires were distributed to the respondents whereby three hundred and seventy (370)
returned completed questionnaires, meeting the required sample figures. The respondents
were selected by using a quota sampling. Qualitative research methodology was utilised in
the interpretation and analysis of data. In addition, data was also collected through the
documentary study.
The major findings of this study illustrated that job requirements and responsibilities are
seldom adjusted to accommodate disabled people. The communication of affirmative action
policy is seen by respondents as being problematic. Respondents believe that affirmative
action discriminates against certain groups within the disadvantaged groups. The research has
divulged that the usage of interviews and involvement of supervisors in interview panels
would minimise unfair discrimination in the allocation of promotional positions. Diversity
management is not fully implemented to support affirmative action. People of all races are
not employed to positions on the basis of their qualifications, experience and competencies as
they deserve. The SAPS does not consider academic qualifications as criterion in the
allocation of promotions. / Public Administration and Management / M. Admin. (Public Administration)
|
219 |
The views of management on affirmative action in Telkom SA Ltd / Menings van bestuut aangaande regstellende optrede in Telkom SA BpkDe Witt, Delano Errol 06 1900 (has links)
The success or failure of implementing affirmative action lies with the
management of enterprises. This research - based on a literature study,
questionnaires completed by 200 respondents and the researcher's model for the
implementation of affirmative action - focuses on management's views on
aspects of importance for affirmative action to succeed in the enterprise.
From the views of management it is clear that
• the more closely affirmative action impinges on the career expectations of
the current incumbents, the more resistance and non ownership can be
expected
• the affirmative action message must be communicated sincerely and
positively
• diversity management must change drastically to focus on educating
persons to understand not only themselves, but also others of different
backgrounds, race, gender, skills, persuasion and experience
• the enterprise needs to accelerate the process to identify potential, training
and development processes as well as performance coaching of
disadvantaged groups
Meeting the above challenges, will require mutual trust, respect and
communication. / Summaries in English and Afrikaans / Die bestuur van ondernemings bepaal die sukses of mislukking by die
implementering van regstellende optrede. Die navorsing - gebaseer op 'n
literatuurstudie, vraelyste ingevul deur 200 respondente en die navorser se
model vir die implementering van regstellende optrede - fokus op bestuur se
menings aangaande aspekte van belang vir die sukses van regstellende
optrede in die onderneming.
Vanuit bestuur se menings is dit duidelik dat
• hoe grooter inbreuk regstellende optrede maak op die beroepsverwagtinge
van die huidige bekleers, hoe sterker weerstand en nie-eienaarskap kan van hulle verwag word
• die regstellende optrede boodskap moet eerlik en positief
gekommunikeer word
• die bestuur van diversiteit se fokus drasties moet verander om
individue te leer om nie net hulself nie, maar ook ander van verskillende
agtergrond, bevolkingsgroep, geslag, vaardighede, oortuigings en
ondervinding te verstaan
• die onderneming die prosesse moet versnel wat betrekking het op die
identifisering van potensiaal, opleiding en ontwikkeling asook prestasierigleiding
van die benadeelde groepe
Ten einde aan bogenoemde uitdagings te voldoen, sal wedersydse vertroue,
respek en kommunikasie vereis / Economics and Management Sciences / M.Com. (Business Management)
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220 |
Interkulturele bediening in die kultureel-diverse konteks van die Suid-Afrikaanse Nasionale WeermagMaasdorp, David Isak 07 1900 (has links)
Text in Afrikaans / Die hoofdoel van hierdie verhandeling is om 'n studie te maak van die
interkulturele bediening in die kultureel-diverse konteks van die SuidAfrikaanse
Nasionale Weermag.
Die benadering wat in hierdie studie gevolg word, is om die historiese pad van
politieke stryd van deelnemende magte in die SANW te volg tot en met die
historiese integrasie proses wat sy aanvang in 1994 geneem het. Hierdie
samestelling van weermagte wat bestaan uit die SAW (Suid-Afrikaanse
Weermag), MK (Umkhonto we Sizwe), APLA (Azanian's People Liberation
Army), TBVC state, het elkeen respektiewelik sy eie militere- politieke
ideologiese pad geloop. Om die verskille verder te aksentueer bestaan hierdie
magte uit verskillende kulturele-, etniese-, en godsdienstige agtergronde. Die
grootste verskil setel daarin dat hierdie magte aardsvyande van mekaar was.
Die verdere verloop van hierdie verhandeling is om 'n blik te werp op hierdie
diversiteit en die samehangende vraagstukke en problematiek wat voortspruit uit
die integrasie van magte waarin diepgewortelde verskille setel.
Teneinde samehorigheid en 'n gees van vreedsame naasbestaan te
ontketen,word daar 'n indringende soeke geloods om effektief oor kultuurgrense
heen te kommunikeer.
Hierdie soeke om sinvol en effektief te kommunikeer geskied ook langs die weg
van refleksie vanuit die Skrif. In die lig daarvan dat hierdie verhandeling vanuit
die Sendingwetenskap bedryf word, word vraagstukke vanuit die Skrif benader,
met antler woorde, watter leiding vind ons vanuit die Woord van God op die
problematiek in die SANW.
W anneer daar 'n introspeksie gehou word, oor die vraagstukke en problematiek
wat voortspruit uit die proses van transformasie in die SANW, dan word daar
indringend besin oor die rol wat die kapelaansdiens in die kultureel-diverse
konteks van die SANW vertolk, gegee die vraagstukke en problematiek waarin
die organisasie gewikkel is.
Hierdie navorsing het tot die een slotsom gekom, tewete, dat die kapelaan die rol
as fasiliteerder van versoening moet vertolk. Hy doen dit langs die weg van identifisering met die uitdagings waarmee lede worstel en begelei hulle pastoral
om die visie van'n verenigde weermag vir die Republiek van Suid-Afrika te
intemaliseer. Sy pastoraat bereik sy diepste wese wanneer koninkryksbeginsels
soos vrede, geregtigheig, naaste liefde, vergewingsgesindheid en versoening in
die konteks van die SANW as uitkomste verkondig word. / The main objective of this thesis is to make a study of the intercultural
ministry in the cultural-diverse context of the South African National
Defence Force.
The approach of this study was to follow the political struggle of
participating forces in the SANDF, up to the point of integration in 1994.
These forces consists out of the SADF (South African Defence Forces), MK
(Umkhonto we Sizwe), APLA (Azanian People's Liberation Army), TBVC
States, who travelled their own military, politically and ideological routes.
They also differ culturally, ethnically and religiously in their make-up.
The thesis focuses on the problems and challenges which were caused by the
integration of forces in which deep-seated differences are entrenched.
In order to maintain a peaceful co-existence an urgent search was lodged to
find ways of effective intercultural communication. Being a missiological
study, the focus was on Scripture to find guidance that can overcome
problems and challenges in the SANDF. This brings the role of the Chaplain
in sharp focus in his ministry to the SANDF.
The research came to one conclusion that the Chaplain must fulfill the role of
facilitator of reconciliation. He is doing it by way of identification with the
challenges with which the members struggle and guide them pastorally to
internalize the vision of a United Defence Force for the Republic of South
Africa. His pastorate reaches its depths when Kingdom principles, such as
peace, righteousness, neighbourly love, forgiveness and reconciliation are
proclaimed as outcomes within the context of the SANDF. / Theology / D.Th. (Theology)
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