Various studies have highlighted the problems faced in accounting education. Some of these problems refer to the stagnating accounting curriculum, limited resources available to students from designated black empowerment groups, and the underdevelopment of skills required by practice. This study focuses specifically on the problems faced in secondary and tertiary accounting education in South Africa (SA) and the effects of these problems on practice. The first article of this study emphasises the various causes for the declining pass rate in firstyear chartered accountancy (CA) students. For this purpose, the researcher gathered information on the perceptions of first-year CA students and of lecturers involved in departments of accounting at SA universities. One of the possible causes identified is the apparent gap between school and university accounting education, especially in respect of curriculum, teaching quality and textbooks. The study revealed that students from designated black empowerment groups are facing the most problems in SA accounting education. The second article addressed the skills shortages in first-year CA trainees that practitioners have to deal with. According to the results, the majority of the participants felt that universities do not sufficiently equip students with the skills necessary to be successful in practice. The skills shortages identified included the inability of first-year trainees to determine the extent of testing needed in audits and to think independently. It also seemed as if first-year trainees lack professional communication skills and cannot sufficiently apply theory learnt at university in practice. These are only some skills with which universities are expected to equip students in order to be successful in practice. The researcher drew conclusions and made recommendations based on the information obtained from the above-mentioned two studies. / MCom (Accountancy), North-West University, Potchefstroom Campus, 2014

Talent management is a source of competitive advantage and will be achieved by those organisations that are able to attract, develop and retain best in class individuals. It is thus not just a human resources issue but rather an integral part of any organisation’s strategy. Due to negative perceptions about South Africa, skilled workers are immigrating to countries such as Australia to the detriment of the South African economy. This loss is not necessarily being replaced by graduates or through immigration. Government policies such as Broader- Based Black Economic Empowerment (BBBEE), Black Economic Empowerment (BEE) and Affirmative Action (AA), compound the issue by then decreasing the pool of skilled applicants that may occupy skilled and senior posts in organisations. Globally there is a shortage of skills and due to employee mobility they can use any opportunity that presents itself. The objectives of this study was to determine the factors which lead to the emigration of skilled South African’s to Australia and then once these factors are known to propose retention strategies to role players to stem the emigration tide. To achieve these objectives a survey was prepared based on previous studies and a link to the web questionnaire was distributed to the population via an Australian immigration agent. The link was sent to all the agent’s clients around the world and thus consisted not only of South Africa respondents but also elicited international responses, which will be used for comparison purposes only. Only 48 South Africans responded to the survey and although limited, it was sufficient for the purposes of this study. The demographic profile was mainly male and dominated by Generation X. Using a Likert scale respondents were questioned on their levels of satisfaction in their country of origin and in Australia through an adaptation of a study by Mattes and Richmond (2000). The study of Hulme (2002) was adapted and incorporated into the questionnaire, where respondents were given the opportunity to rank considerations for leaving South Africa and factors that would draw them back. Respondents were provided with the opportunity for responses to open-ended questions to include other considerations for leaving and factors that would draw them back. Results from these survey items revealed that the primary reasons driving skilled South Africans to emigrate was safety and security, upkeep of public amenities, customer service and taxation. In contrast, South African migrants had high levels of satisfaction with safety and security, upkeep of public amenities and customer service in Australia. Respondents indicated that factors that would draw them back to South Africa would be improvements in safety and security and government, followed by family roots, good jobs and schools. The study also looked at the permanence of the move. If skilled individuals returned with new-found skills and experience then it could be a potential brain gain for South Africa. The results of this study found that 43% of respondents had no intention to return, 42% did not supply a response and only 10% were undecided on whether to return or not. To attract, retain and develop talent, the South African government and the private sector would need to work in partnership to develop policies that would satisfy the lower-order needs of individuals, such as physiological and safety needs. / Emigration of skilled South African migrants to Australia / Business Management / M.Tech. (Business Administration)

The United Arab Emirates are challenged to include the national workforce into their increasingly diversified and knowledge-based economic vision. The federal Khalifa Fund for Enterprise Development incubates Sougha, a non-profit company acting as market intermediary for Emirati artisans. This study aims at providing an insight into Sougha‘s potential to become a social enterprise. A pragmatic and exploratory approach is followed. An iterative process underpins the concept of social enterprise from established literature, re-visits it through a social constructivist lens as an emerging topic in the GCC region, and benchmarks Sougha against two selected social enterprise frameworks, based on data analysis from documents and interviews. Sougha demonstrates social value creation while its commercial value creation is restricted to social mission activities. Financial motives are insufficiently reflected in Sougha‘s strategic documentation; leaving doubt to whether Sougha is genuinely seeking financial sustainability, which endangers its eligibility as a social enterprise. / Development Studies / M.A. (Development Studies)

Text in English / In Zimbabwe, women are concentrated in rural areas where there are limited resources. For human development to be achieved, the welfare of women needs to be taken into consideration. Some NGOs operating in the country aim at advancing and improving the status of women and promote gender equality through socio-economic empowerment programmes. This study aimed at determining the impact of three selected local NGO’s programmes at grassroots level. The study revealed that progress has been made in transforming the general livelihoods of the women who are members of these organisations at grassroots level but there are various issues which these NGO’s have to consider so as to improve their effectiveness. / Development Studies / M.A. (Development Studies)

Thesis (MA (Political Science. International Studies))--University of Stellenbosch, 2006. / South Africa and Malaysia share a similar history charecterised by multi-ethnicity and similar policies in redressing their economic imbalances created by past colonial experiences. In both countries, the decolonization process left economic power with minority ethnic groups, a phenomenon that led to the exclusion of the majority of people from meaningful participation in the mainstream economy. It has been argued that in such instances minority ethnic communities often experience minority domination of the economy in ethnic terms as control of economic levers of economic power. Upon independence, Malaysia and South Africa faced the challenge of redressing the socio-economic and political imbalances. In South Africa, the government led by the African National Congress (ANC) adopted the Black Economic Empowerment (BEE) programme to create an inclusive economy that can meet the needs of its entire citizen. Unlike Malaysia where the economic restructuring took place in a less globalised period, South Africa’s economic restructuring occurs at a time when globalisation is at an advanced stage. This has made it difficult for the South African government to match Malaysia’s successes in redressing the economic imbalances. Also, in adopting the BEE programme the ANC government has not given enough attention to education and skills development, two elements that were key to Malaysia’s own model of economic empowerment. Strategies to address poverty have so far borne little success thus further condemning the majority of Black people to impoverished conditions. The outcome of the study suggests that in order for BEE to be successful, the ANC government has to empower the majority of black people with the necessary skills that will make them active participants in the mainstream economy. Also, a broadened empowerment process should see education, skills development and poverty alleviation become aligned to the BEE programme.

Thesis (PhD)--Stellenbosch University, 2013. / This study investigated the implementation of broad-based black economic empowerment (BBBEE) policy in the hotel industry of South Africa. BBBEE aims to accelerate the inclusion of black people into the economy through company ownership, human resource, and enterprise and community development. Although black people represent 91 per cent of South Africa’s population, the economy is controlled by a small white population. Studies have shown slow adoption and resistance to the BBBEE policy by the private sector, including in the hotel industry. Therefore, the research problem was the nature of compliance with, and the implementation of, black empowerment policy in the hotel industry. The main objective of the study was to investigate whether a framework for the effective implementation of black empowerment policy could be developed, given the centrality of hotels in the tourism value chain. The specific objectives were to determine the nature of the disconnect on BBBEE, to identify factors which facilitated or inhibited implementation, and to explore solutions for enhancing BBBEE implementation in the hotels. A quantitative investigation of 611 hotel general managers constituted the core of the dissertation’s content and contribution. Data from 178 respondents was analysed using descriptive and correlational statistical methods. The development of the quantitative research instrument was substantiated by the preliminary qualitative study of five hotel group executives. The mixed methods approach was appropriate for investigating the dual structure (group and unit) of the hotel industry. The results indicated that hotels were recording progress on human resource development although compliance levels did not meet the required BBBEE targets. On enterprise development, the hotels’ engagement with small black enterprises was low both quantitatively and qualitatively. Furthermore, hotel group leaders indicated that the tourism-specific BBBEE charter presented bureaucratic challenges, as tourism straddles several industries which required different BBBEE certification. The study has developed an empowerment framework of solutions for achieving success in BBBEE in hotels. The primary factors determining success are the provision of performance targets and incentives for general managers, and if the hotel manager supports BBBEE policy. Furthermore, exogenous factors such as the star rating and location of a hotel also impact on BBBEE implementation. A quantitative investigation of 611 hotel general managers constituted the core of the dissertation’s content and contribution. Data from 178 respondents was analysed using descriptive and correlational statistical methods. The development of the quantitative research instrument was substantiated by the preliminary qualitative study of five hotel group executives. The mixed methods approach was appropriate for investigating the dual structure (group and unit) of the hotel industry. The results indicated that hotels were recording progress on human resource development although compliance levels did not meet the required BBBEE targets. On enterprise development, the hotels’ engagement with small black enterprises was low both quantitatively and qualitatively. Furthermore, hotel group leaders indicated that the tourism-specific BBBEE charter presented bureaucratic challenges, as tourism straddles several industries which required different BBBEE certification. The study has developed an empowerment framework of solutions for achieving success in BBBEE in hotels. The primary factors determining success are the provision of performance targets and incentives for general managers, and if the hotel manager supports BBBEE policy. Furthermore, exogenous factors such as the star rating and location of a hotel also impact on BBBEE implementation. This study builds on, and adds value to previous studies by moving beyond the investigative mode to identifying practical policy options for successful transformation of the hotel industry. The proposed framework acknowledges the diverse nature of the tourism product, and provides potential solutions to enhance the hotel managers’ ability to anticipate and incorporate factors impacting on BBBEE implementation. The framework adds theoretical value to affirmative action discourse by suggesting a conceptual shift from a race-based approach to an alternative one which would incorporate sustainable tourism and ethical governance concerns. Such an approach would maximise BBBEE potential in the hotel industry of South Africa for beneficiaries and communities. Additional research is recommended to substantiate the hypothesis with a broader sample as the study was limited to hotel managers.

Thesis (MBA (Business Management))--University of Stellenbosch, 2007. / ENGLISH ABSTRACT: The Western Cape tourism industry offers a variety of attractions and has the potential to grow further in the next couple of years. According to the statistics provided by Cape Town Routes Unlimited (CTRU) the province is among the three provinces that received the highest number of tourists in the last few years. The critical challenge that the province now needs to look at, is the participation of previously disadvantaged individuals in the mainstream tourism industry. Tourism stakeholders see Black Economic Empowerment (BEE) as an important vehicle for transformation. Although little progress has been made so far, there is a will among all stakeholders to transform the tourism industry. Some of the key challenges raised by the study on the efforts towards greater BEE were lack of finance for BEE businesses, access to the market and lack of skills. Professionalism and good quality service of international standards was also seen to be very important by respondents. The report also looks at two successful deals that were brokered in the tourism industry, namely one by Sun International and the other, the merger between Grass Route Tours and African Eagle Day Tours. In the fieldwork twenty businesses were interviewed, ranging from accommodation and tour operator to restaurants. This was not a random sample, but rather an attempt to target those that were part of the database of Cape Town Routes Unlimited (CTRU). The research tool used by the author of this report was a qualitative and quantitative structured questionnaire. The responses shed further light on some of the Black Economic Empowerment challenges faced by the Western Cape tourism industry. These results will supplement information already available to Cape Town Routes Unlimited. Eventually the findings will be tabled and recommended to relevant stakeholders for action. / AFRIKAANSE OPSOMMING: Die Weskaapse toerismebedryf bied ‘n verskeidenheid aantreklikhede en het die potensiaal om te groei oor die volgende paar jaar. Cape Town Routes Unlimited (CTRU) statistieke toon dat die Weskaap een van die drie provinsies landwyd is wat die meeste toeriste groei oor die laaste paar jaar getoon het. Die Weskaap se grootste uitdaging is nou om meer geleenthede in die hoofstroom van die bedryf te bied aan die voorheen onderdrukte individuë. Oor die algemeen beskou belangegrope in die bedryf die BEE as ‘n belangrike middel tot transformasie. Die vordering is tot dusver egter nog maar min, alhoewel daar eenstemmigheid bestaan om die toerismebedryf te omskep en te transformeer. Die studie toon die grootste struikelblokke tot vinniger BEE as die volgende: ‘n tekort aan finansiering vir BEE besighede asook ‘n tekort aan ondervinding en bekwaamheid. Professionalisme sowel as dienskwaliteit (vergeleke met internasionale standaarde) word ook as belangrik beskou. Twee suksesvolle BEE–onderhandelinge word in die studie in besonderhede bespreek, naamlik Sun International en die samesmelting van Grass Route Tours and African Eagle Day Tours. Die studie verwerk onderhoude wat gevoer is met twintig besighede wat akkommodasie, toeroperateurs sowel as restaurante ingesluit het. Dit omvat nie ‘n steekproef nie, maar is gebaseer op die CTRU databasis. Die onderhoude is gevoer met ‘n gestruktureerde kwalitatiewe en ‘n kwantitatiewe vraelys. Uit die terugvoerings het verdere BEE stuikelblokke vorendag gekom. Dit is aanvullend tot informasie verkry vanaf CTRU. Al hierdie resultate sal in verwerkte vorm aan belanghebbende groepe beskikbaar gestel word.

Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: This study’s objective was to investigate what black economic empowerment (BEE) means to Namibians and what impact it has had on development in Namibia. The study also did research in South Africa for the purpose of benchmarking. Namibians in general understand and embrace BEE, but it is clear from the study that Namibians are highly skeptical about its impact in terms of empowering those who were previously disadvantaged. The purpose of BEE is to empower black people. The challenge, however, is that seventeen years after independence there is no policy yet on BEE in Namibia. Critics of affirmative action argue that it is not worthwhile empowering only certain groups of people and excluding the able-bodied, white male Namibians while the country has adopted the policy of national reconciliation, irrespective of what happened in the past. They argue that it would be fair to select people based on class, rather than race, gender or ethnicity. It is true that the picture painted so far on empowerment is skewed, but it is important to note that BEE is not about empowering the black elite or the middle class at the expense of those who really need to be economically empowered; it is about allowing every citizen of the country to participate fully in the economic development of his/her country. The research was conducted in Namibia and also partly in South Africa, as it used progress on BEE in South Africa as a yardstick. In Namibia, statements made by leaders in different sectors were studied and analysed, since there is no written policy on BEE. The study conducted surveys on businesses, including companies that have benefited from BEE, state owned enterprises, government institutions and small and medium enterprises. Individuals were also selected across the broad spectrum, of whom some were interviewed face-to-face and others through questionnaires. The study repeated the same process in South Africa, the only difference being that in South Africa it included study and analysis of policy documents. The aim of the study was to find out how far Namibia has gone in empowering its people and how this compares to neighbouring South Africa. The analysis was done in the following way: data from different sectors were compared and also assessed against targets set by different sectors or industries in their sectoral charters. Data from different industries in Namibia were also compared to similar industries in South Africa. In order to determine whether there has been any progress in terms of BEE since Namibia’s independence eighteen years ago, the results obtained during this study were compared to the figures that were available at the time of independence. The study has established that, although the Namibian government had set up a committee headed by the Office of the Prime Minister to come up with a legislative framework for the drafting and implementing of BEE policy in 2000, no such policy exists to date. All the companies included in this study indicated that they have submitted their affirmative action (AA) reports to the office of the Employment Equity Commissioner and that they adhere to this policy; yet the study has established that most of the companies do not adhere to the AA policy. There is a high degree of income disparity in Namibia, where the richest 10% of the population receives 65% of the total income. The study also found that Namibia does not have any shares in companies that were established after independence, especially in the mining industry, whereas mining is the backbone of Namibia’s economy. According to the findings of this study, with regard to the BEE agreements announced and signed so far, only those who already have wealth or are well-connected benefit from these deals. There is no controlling mechanism in place for BEE agreements and, as a result, companies choose who they want to do business with. In South Africa, the study has established, the majority of the companies have their own broad based black economic empowerment (BBBEE) policies and all the industries have either implemented or drafted their industry BBBEE charters. Although the government has laid down a good foundation for the rest of the institutions to build on, South Africa still has a long way to go, because the majority of its people are still living in abject poverty. The study established that people sitting on the committee to draft the BEE policy are permanently employed in other positions within the Government and when it comes to prioritizing jobs, BEE is not regarded as one of the most important topics. It recommends that the government appoint people on the committee either permanently or on a fixed-term contract basis, so that these people can concentrate only on drafting and implementing the BEE policy. In line with the annual AA reports submitted, businesses should submit annual BEE reports to the government. This would ensure that some efforts are made to address BEE and, as is the case with AA, most of the companies, if not all, should be required to appoint BEE coordinators in their structures to drive the process. It is also recommended that there must be a graduating system whereby companies and individuals who have attained a certain level with regard to BEE should graduate out of the system in order to give others a chance to benefit. Businesses that have never benefited before should get preference when awarding tenders and quotas. Lastly, the study recommends that the Namibian government create a fund to which all registered companies would be required to contribute a certain percentage of their profits. These funds would be used for skills development, since skills development and transfer are the most important components of economic empowerment. The study has found that many firms have good governance, they practice diversity, they are doing very well financially and their company policies also state that they reward their employees in an unbiased way; but that can, nevertheless, not be taken as a guarantee to success in BEE. There is a fast-growing middle class of black people in Namibia, but the most important thing for Namibia, however, is to determine how this middle class can contribute to the creation of wealth for the majority of Namibians. Although there are clear indications in South Africa that there is a strong presence of BEE, at least for middle class black people, much remains to be done to address the issue of poverty. Finally, there are government policies and legislations that were created to advance black people, but the success of these policies and regulations depends on the management strategies that can create a conducive environment for black people. The corporate culture in private and public institutions needs to change so as to accept and accommodate black people in order for them to make a significant contribution to the economic development of Namibia. / AFRIKAANSE OPSOMMING: Die doel van hierdie studie was om vas te stel wat swart ekonomiese bemagtiging (SEB) vir Namibiërs beteken en watter invloed dit op ontwikkeling in Namibië gehad het. Om ‘n maatstaf te stel het die studie ook navorsing in Suid-Afrika gedoen. Hoewel Namibiërs in die algemeen SEB verstaan en aanvaar, is dit uit die studie duidelik dat hulle hoogs skepties is oor die impak wat dit gehad het in die bemagtiging van voorheen benadeeldes. Die doel van SEB is om swartmense, vrouens en mense met gestremdhede te bemagtig. Die uitdaging is egter dat daar in Namibië sewentien jaar na onafhanklikheid steeds geen beleid ten opsigte van SEB is nie. Kritici van regstellende aksie redeneer dat dit nie verdienstelik is om sekere groepe te bevoordeel terwyl bekwame blanke Namibiese mans uitgesluit word nie.; dit terwyl die land ’n beleid van nasionale rekonsiliasie aanvaar het, in weerwil van gebeure in die verlede. Hulle reken dat dit regverdig sou wees om mense eerder op grond van klas as ras, geslag of etnisiteit te selekteer. Toegegee dat ’n skewe beeld van bemagtiging sover voorgehou is; tog is dit belangrik om te besef dat die doel van SEB is om elke burger van die land die geleentheid te gee om ten volle in ekonomiese ontwikkeling te deel en nie om die swart elite of middelklas te bevoordeel ten koste van dié wat werklik behoefte aan bemagtiging het nie. Navorsing is in Namibië gedoen en ook gedeeltelik in Suid-Afrika om vordering ten opsigte van SEB in dié land as maatstaf aan te wend. Die navorsing bestudeer en analiseer uitlatings deur leiers in verskillende sektore in Namibië, aangesien daar geen geskrewe SEB beleid is nie. Opnames is gedoen van besighede, insluitend maatskappye wat bevoordeel is uit SEB, ondernemings in staatsbesit, regeringsinstellings en klein en medium ondernemings. Daar is ook insette verkry van ’n breë spektrum van individue – deur persoonlike onderhoude of deur middel van vraelyste. Hierdie proses is in Suid-Afrika herhaal, waar ’n studie en analise van beleidsdokumente ingesluit is. Die doelwit met hierdie studie was om vas te stel hoe ver Namibië gevorder het in die bemagtiging van sy mense en hoe dit met die situasie in Suid-Afrika vergelyk. Die analise is soos volg gedoen: data van verskillende sektore is vergelyk en ook evalueer teen doelwitte wat in die handves van verskillende sektore of industrieë uiteengesit is. Data van industrieë in Namibië is ook vergelyk met soortgelyke industrieë in Suid-Afrika. Om vas te stel of enige vordering ten opsigte van SEB gemaak is sedert Namibië se onafhanklikheid agtien jaar gelede, is die navorsingsresultate van hierdie studie vergelyk met syfers wat op daardie tydstip beskikbaar was. Die studie het vasgestel dat die Namibiese regering in 2000 ’n komitee onder leiding van die Kantoor van die Eerste Minister aangestel het om ’n wetgewende raamwerk vir die opstel en implementering van ’n SEB beleid daar te stel. Tot op hede is daar egter nog nie so ’n beleid geformuleer nie. Al die maatskappye wat ingesluit is in hierdie studie het aangedui dat hulle regstellende aksie (RA) verslae aan die kantoor van die Diensbillikheid Kommissaris lewer en dat hulle hierdie beleid volg. Nogtans het die studie vasgestel dat die meeste van die maatskappye nie die RA voorskrifte nakom nie. Daar bestaan groot ongelykheid ten opsigte van inkomste in Namibië, waar die rykste 10% van die bevolking 65% van die inkomste verdien. Die studie het ook gevind dat Namibië geen aandele besit in maatskappye wat na onafhanklikheid tot stand gekom het nie, veral in mynbou, wat eintlik die ruggraat van die ekonomie vorm. Volgens die bevindinge van hierdie studie bevoordeel SEB ooreenkomste slegs diegene wat reeds rykdom besit of die regte verbintenisse het. Daar is geen beheermaatreëls in plek vir SEB ooreenkomste nie en gevolglik kies maatskappye met wie hulle besigheid wil doen. Tydens die studie is vasgestel dat die meerderheid maatskappye in Suid-Afrika hulle eie beleid het met betrekking tot breë-basis swart ekonomiese bemagtiging (BBSEB) en dat die industrieë hulle BBSEB industrie handves implementeer of opstel. Hoewel die regering ’n goeie grondslag gelê het vir ander instansies om op voort te bou, het Suid-Afrika nog ’n lang pad om te gaan, aangesien die meerderheid van die land se mense nog in groot armoede leef. Die studie het gevind dat die lede van die komitee wat die SEB beleid moet ontwerp voltydse posisies binne die regering beklee en dat SEB nie as ’n prioriteit gesien word nie. Daar word dus aanbeveel dat die regering mense permanent of op ‘n vaste termyn kontrak basis op die komitee aanstel, sodat hierdie persone op die opstel en implementering van die SEB beleid kan konsentreer. Indien vereis sou word dat besighede jaarliks RA verslae aan die regering inhandig, in lyn met die jaarlikse SEB verslae, sou dit verseker dat ’n poging aangewend word om SEB aan te spreek. Soos die geval is met RA, behoort van die meeste maatskappye, indien nie almal nie, verwag te word dat hulle SEB koördineerders in hulle strukture aanstel om die proses te dryf. Daar word ook aanbeveel dat ’n graduering sisteem ingestel word deur middel waarvan maatskappye en individue wat ’n sekere prestasievlak ten opsigte van SEB bereik het uit die sisteem gradueer om ander ’n kans te gee om voordeel te geniet. Besighede wat nog geen voordeel getrek het nie sou dan voorkeur geniet tydens die toeken van tenders en kwotas. Laastens beveel die studie aan dat die Namibiese regering ’n fonds skep waartoe alle geregistreerde maatskappye ’n seker persentasie van hulle wins moet bydra. Hierdie fonds sou aangewend word vir die ontwikkeling van vaardighede, aangesien die ontwikkeling en oordrag van vaardighede die belangrikste komponent van ekonomiese bemagtiging is. Hoewel die studie gevind het dat baie firmas goeie bestuur toepas, diversiteit beoefen, finasieel goed vaar en hulle beleid voorskryf dat werknemers sonder vooroordeel beloon word, verseker dit nie suksesvolle SEB nie. Daar is ’n vinnig-groeiende swart middelklas in Namibië en dit is belangrik om vas te stel hoe hierdie middelklas kan bydra om welstand te skep vir die meerderheid Namibiërs. Ten spyte van duidelike bewyse dat SEB in Suid-Afrika toegepas word, kan baie meer nog gedoen word om die probleem van armoede aan te spreek. Die sukses van die beleid en wetgewing wat deur die regering ingestel is om swart vooruitgang te ondersteun hang uiteindelik daarvan af dat ‘n omgewing geskep word wat bevorderlik is vir die benutting van geleenthede. Die korporatiewe kultuur in beide private en openbare instellings moet sodanig verander dat swartmense aanvaar en tegemoet gekom word, sodat hulle betekenisvol tot die ekonomiese ontwikkeling van Namibië kan bydra.

The ANC government’s quest for economic transformation in the post-apartheid South Africa came up with black economic empowerment policy. Equal participation in the economy especially for the previously disadvantaged was one of the stated aims of black economic empowerment. This study discusses black entrepreneurs’ perceptions of business transformation in Durban in the context of lack economic empowerment. Qualitative interviews were conducted with fourteen black entrepreneurs that were indentified and located through purposive and snowball sampling methods. The study found out that while there is an appreciation of BEE policy and the transformation that has already taken place, there is also a healthy criticism, discontent, skepticism and impatience over the pace of transformation and implementation of BEE policy. / Thesis (M.Dev.Studies)-University of KwaZulu-Natal, Durban, 2013.

Text in English / In Zimbabwe, women are concentrated in rural areas where there are limited resources. For human development to be achieved, the welfare of women needs to be taken into consideration. Some NGOs operating in the country aim at advancing and improving the status of women and promote gender equality through socio-economic empowerment programmes. This study aimed at determining the impact of three selected local NGO’s programmes at grassroots level. The study revealed that progress has been made in transforming the general livelihoods of the women who are members of these organisations at grassroots level but there are various issues which these NGO’s have to consider so as to improve their effectiveness. / Development Studies / M. A. (Development Studies)