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White women's long 'work' to freedom : an analysis of the inconsistencies surrounding the inclusion of white women in affirmative actionVenter, Trace Joan 12 1900 (has links)
Thesis (MPhil)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: Since 1994 the new ANC led South African Government has introduced a number of
policies that have been aimed at promoting equality in all spheres of life including the
employment sector. Forming an important part of these policies has been the
upliftment of women who were severely discriminated against under the former
Apartheid government. But in recent years uncertainty has risen over whether white
women should be included in these upliftment policies.
The research problem this thesis tries to address consists of two related problems.
Firstly inconsistency seems to exist between the government's two different
upliftment policies namely Affirmative Action and Transformation with regards to the
inclusion of white women. The second problem is that inconsistency exists between
people's opinions over whether white women should be included in policies aimed at
promoting equality in the employment sector.
This thesis used both qualitative and quantitative methods to address the research
problem. With regards to the first problem this thesis studied Affirmative Action
legislation the most important being the Employment Equity Act as well
government's Transformation policies the most important being the Black Economic
Empowerment Act in order to identify the inconsistencies that exist between the two.
In order to address the second problem this thesis studies the qualitative arguments of
academics for and against the inclusion of white women in Affirmative action. Two
case studies are also included which identify the experiences of African and white
women in the employment sector under Affirmative Action. Once this is done this
thesis moves onto a quantitative method of measurment by study the results of the
Markinor M-Bus survey conducted in 2004 in order to identify the opinions of the
general South African population with regards to the inclusion of white women in
Affirmative Action. The results of the M-Bus survey is also used to test the hypotheses introduced in this
thesis. These hypotheses aim at identifying whether demographic variables affect
South African's opinions on the inclusion of white women in Affirmative Action. Six demographic variables were studied namely race, gender, political party support,
education, income and age.
This thesis clearly finds that Affirmative Action and Black Economic Empowerment
do not correspond with each other with regards to the inclusion of white women in
Affirmative Action. While this thesis identifies that tension exists between academics
supporting the inclusion of white women in Affirmative Action and those opposing it,
it argues that it is difficult to discem which group is right especially when this thesis
tries to maintain an objective position. After studying the results of the M-Bus survey
this thesis finds that overall the general South African population is seen to oppose the
inclusion of white women in Affirmative Action.
After testing the hypotheses this thesis also finds that age and gender do not affect
South African's opinions with regards to the inclusion of white women in Affirmative
Action. They therefore do not play the role of independent variables. Education,
income, political party support and race are found to play the role of independent
variables. This thesis argues that these four demographic variables are all components
forming a larger composite independent variable in the study. This thesis also argues
that some of these demographic variables may play the role of more significant
independent variables than others. Race is argued as being possibly the most
significant independent variable within this composite independent variable affecting
income, political party and education. It is also seen to affect gender and age.
Education is also argued by this thesis as possibly being a more signi ficant
independent variable than income and political party support.
This thesis concludes by arguing that education could possibly replace race in the
future as the most significant independent variable which affects the opinions of
South Africans with regards to the inclusion of white women in Affirmative Action.
This would have a positive affect it could narrow the racial cleavage existing between
race groups in South Africa today. This thesis also concludes by arguing that the
inconsistency that exists between Affirmative Action and the Government's
Transformation policies as well as the polarization of opinions between South
Africans with regards to the inclusion of white women in Affirmative Action has a
negative affect on democratic consolidation. / AFRIKAANSE OPSOMMING: Sedert 1994 het die nuwe Suid-Afrikaanse regenng, onder leiding van die ANC,
verskeie nuwe beleide in werking gestel wat daarop gemik is om gelykheid in alle
sfere van die samelewing te bevorder, insluitende die indiensneming-sektor. 'n
Belangrike deel van hierdie beleide is die opheffing van vroue, teen wie daar swaar
gediskrimineer was tydens die Apartheid regering se bewind. Daar het egter in die
onlangse verlede onsekerheid onstaan oor die insluiting van blanke vroue in hierdie
opheffingsbeleide. Die navorsingsprobleem wat deur hierdie tesis aangespreek word bestaan uit twee
verwante probleme. Eerstens blyk dit dat daar 'n teenstrydigheid bestaan tussen die
regering se twee opheffingsbeleide, Regstellende Aksie en Transformasie, wat die
insluiting van blanke vroue betref. Die tweede probleem is die meningsverskil wat
bestaan in die openbare mening oor die insluiting van blanke vroue in beleide wat
daarop gemik is om gelykheid te bevorder in die indiensneming-sektor. Hierdie tesis het kwalitatiewe sowel as kwantitatiewe metodes gebruik om die
navorsingsprobleem aan te spreek. Met betrekking tot die eerste probleem, het hierdie
tesis die Regstellende Aksie wetgewing, wat die Wet op Gelyke Indiensneming sowel
as die regering se Transformasie beleide, waarvan die Wets op Swart Ekonomiese
Bemagtiging die belangrikste is, bestudeer om die teenstrydighede wat tussen die
twee is te identifiseer.
Kwalitatiewe argumente, vir en teen die insluiting van blanke vroue in Regstellende
Aksie, word bestudeer om die tweede probleem aan te spreek. Twee gevalle studies
word ook ingesluit wat die ervarings van swart vroue en blanke vroue in die
indiensneming-sektor onder Regstellende Aksie identifiseer. Wanneer dit afgehandel
is, beweeg die tesis na 'n kwantitatiewe metode van meting deur die resultate van die
Markinor M-Bus meningsopname, wat in 2004 plaasgevind het, om die algemene
Suid-Afrikaanse publiek se opinies met betrekking tot die insluiting van blanke vroue
in Regstellende Aksie te peil. Die resultate van die M-Bus meningsopname word ook gebruik om die hipoteses wat
deur hierdie tesis aangebied word te toets. Hierdie hipoteses mik daarna om uit te
vind of demografiese veranderlikes Suid-Afrikaners se menings oor die insluiting van
blanke vroue in Regstellende Aksie beïnvloed. Ses demografiese veranderlikes word
bestudeer, naamlik ras, geslag, ondersteuning van 'n politieke party, opvoeding,
inkomste en ouderdom.
Daar word duidelik bevind dat Regstellende Aksie en Swart Ekonomiese Bemagtiging
nie met mekaar korrespondeer ten opsigte van die insluiting van blanke vrouens in
Regstellende Aksie nie. Terwyl hierdie tesis die spanning tussen akademici wat die
insluiting van blanke vroue steun en die wat daarteen gekant is erken, stel dit voor dat
dit moeilik is om vas te stel watter groep reg is, veral wanneer daar gepoog word om
'n objektiewe beskouing te handhaaf. Namate die resultate van die M-Bus
meningsopname bestudeer is, vind hierdie tesis dat die algemene Suid-Afrikaanse
publiek gekant is teen die insluiting van blanke vroue in Regstellende Aksie.
Nadat die hipoteses getoets is, vind hierdie tesis dat ouderdom en geslag nie Suid-
Afrikaners se menings oor die insluiting van blanke vroue in Regstellende Aksie
beïnvloed nie. Geslag en ouderdom speel daarom nie die rol van onafhanklike
veranderlikes nie. Opvoeding, inkomste, ondersteuning van 'n politieke party en ras
speel wel die rol van onafhanklike veranderlikes. Hierdie tesis voer aan dat hierdie
vier demografiese veranderlikes almal komponente vorm van a groter, saamgestelde
onafhanklike veranderlike. Verder word daar aangevoer dat sommige van hierdie
demografiese veranderlikes 'n belangriker rol as ander mag speel. Ras word
voorgestel as die mees belangrike onafhanklike veranderlike binne hierdie
saamgestelde veranderlike, wat inkomste, ondersteuning van politieke party en
opvoeding beïnvloed. Dit blyk ook dat geslag en ouderdom beïnvloed word. Daar
word ook aangevoer dat opvoeding moontlik 'n belangriker onafhanklike veranderlike
is as inkomste en ondersteuning van 'n politieke party.
Die tesis word afgesluit met die argument dat opvoeding in die toekoms ras as die
mees belangrike onafhanklike veranderlike kan vervang betreffende die invloed op
menings van Suid-Afrikaners ten opsigte van die insluiting van blanke vroue in
Regstellende Aksie. Dit sal 'n positiewe invloed hê in die sin dat dit die rasseverdeeldheid wat steeds in Suid-Afrika heers kan verminder. Verder kom hierdie
tesis tot die gevolgtrekking dat die teenstrydighede wat tussen Regstellende Aksie en
Swart Ekonomiese Bemagtinging bestaan sowel as die polarisasie onder Suid-
Afrikaners se menings ten opsigte van die insluiting van blanke vroue in Regstellende
Aksie, 'n negatiewe uitwerking op demokratiese konsolidasie het.
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Is the composition of staff within Tygerberg Administration in terms of employment equity, representative of the demographics of the Western Cape from 05/01/2000 - 31/12/2001?Masembate, Vivienne Mtombizodwa January 2005 (has links)
The shift from an ethnocentric, monocultural society to a more inclusive and democratic society should be accompanied by a national policy providing equal access to resources in a proactive, affirmative manner. This can be achieved in one of the two ways, either through equal employment opportunity or Affirmative Action. Affirmative Action is a specific intervention directed toward ensuring that employment opportunities are created by actively correcting imbalances caused by past discrimination and achieving employment targets. Equal employment opportunity implies an absence of discrimination, whereas Affirmative Action denotes compensatory discrimination in favour of disadvantaged groups.<br />
<br />
Affirmative Action is a supplement to, rather than equivalent to equal employment opportunities in that equality cannot be a genuine option where the effects of previous discriminatory practices have not been redressed. In an equal opportunities system, not all persons have the same chance of achieving the desired goal, but all are provided with equal means to achieve it. The unequal outcome of such a system is caused by the unequal skills for talents of the past discrimination, especially in terms of education and experience. All the Directors of Tygerberg Administration who responded to the questionnaires supported this and all of them agreed that training is necessary for all employees, especially the previously discriminated groups. The primary objective of Affirmative Action can therefore said to be the adequate advancement of disadvantaged groups for the purpose of securing equal rights, freedom and opportunities.<br />
<br />
Equal employment opportunity is seen as a passive agreement on the part of the employer not to discriminate against any particular group. Employers adhering to the principle of equal employment opportunity evaluates candidates for employment according to performance criteria which relates directly to the requirements of a particular position. Affirmative Action seeks to go beyond equal employment opportunity in that it recognises that, when members of disadvantaged groups constitute only a small percentage of the labour pool, passively providing equality of opportunity will not suffice in overcoming the effects of previous discriminatory employment practices. Affirmative Action employers are therefore given the mandate to identify and remove the barriers to the employment of those under-represented in the workplace. Merely removing the present obstacles to equality does not necessarily ensure equality between groups since the effects of previous discrimination need to be actively redressed.<br />
It can be noted that equal employment and Affirmative Action programmes should not be equated with each other as they imply different approaches to overcoming the effects of previous discrimination. Affirmative Action is said to be a supplement to, rather than the equivalent of equal employment opportunity, in that it is required to eliminate the barriers to real equality in the workplace. In this regard, it is essential to point out that Affirmative Action programmes are a means to an end, namely equal employment opportunity, and should not continue after this end has been achieved. Due to the similarity between the two terms, Affirmative Action and equal employment opportunity are often equated with one another when, in essence, they have different meanings.<br />
<br />
From the information gathered for this research it was clear that not many Blacks were employed in management and supervisory positions of the City of Tygerberg. The research revealed that despite adopting the Agreement on Affirmative Action and equal employment practice of the National Labour Relations Forum for Local Government as its policy framework, the Tygerberg Administration had not succeeded in meeting most of its obligations in terms of the above mentioned policy framework. This is largely ascribed to problems experienced with the implementation of equal employment and Affirmative Action programmes within the local authority. The methods of communicating these programmes to especially its lower category of disadvantaged employees to participate in training opportunities to improve their working skills, were not capitalised on. There was an unequal distribution of skills due to the effects of past discrimination, especially in terms of education. Active steps therefore need to be taken to ensure that the intentions of the local authority with repect to equal employment and Affirmative Action are implemented efficiently and effectively.
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Affirmative action policy and practice in the Department of Justice and Constitutional Development with particular respect to gender.Kunene, Nana Charlotte January 2005 (has links)
This research report set out to provide an evaluation of the progress made by the Department of Justice and Constitutional Development with respect to affirmative action and employment equity, and particularly with respect to the promotion of greater gender equity in employment, especially at the management levels.
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The economic worth of domestic workers in South Africa.Mangqalaza, Hlokoma January 2012 (has links)
M. Tech. Comparative Local Development. Department of Economics / This study is a theoretical exploration of what constitutes the economic worth of domestic work in South Africa. Due to the particular conditions of the South African economy, it has been difficult to measure the economic worth of this type of labour. Domestic work was performed by housewives, but now women in South Africa seek employment in domestic labour for economic survival. This study will explore the factors which determine the value of domestic labour in the South African economy today. Though domestic employment is undervalued it contributes vastly to the formal sector directly or indirectly. Domestic workers have experienced a specific type of economic exploitation as their labour is perceived to carry low economic value because no formal training is required for domestic labour. In South Africa, government has enforced legislation that governs and protects domestic workers. This however may still not be enough to fundamentally alter the conditions of domestic work in South Africa and this study may provide a framework for a future exploration of the rationale for changing the conditions of work in this sector.
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The career development experiences of Black African female psychologists in South Africa : a narrative approach.Fabiano, Débora Katembo Sassamela. January 2010 (has links)
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.
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Is the composition of staff within Tygerberg Administration in terms of employment equity, representative of the demographics of the Western Cape from 05/01/2000 - 31/12/2001?Masembate, Vivienne Mtombizodwa January 2005 (has links)
The shift from an ethnocentric, monocultural society to a more inclusive and democratic society should be accompanied by a national policy providing equal access to resources in a proactive, affirmative manner. This can be achieved in one of the two ways, either through equal employment opportunity or Affirmative Action. Affirmative Action is a specific intervention directed toward ensuring that employment opportunities are created by actively correcting imbalances caused by past discrimination and achieving employment targets. Equal employment opportunity implies an absence of discrimination, whereas Affirmative Action denotes compensatory discrimination in favour of disadvantaged groups.<br />
<br />
Affirmative Action is a supplement to, rather than equivalent to equal employment opportunities in that equality cannot be a genuine option where the effects of previous discriminatory practices have not been redressed. In an equal opportunities system, not all persons have the same chance of achieving the desired goal, but all are provided with equal means to achieve it. The unequal outcome of such a system is caused by the unequal skills for talents of the past discrimination, especially in terms of education and experience. All the Directors of Tygerberg Administration who responded to the questionnaires supported this and all of them agreed that training is necessary for all employees, especially the previously discriminated groups. The primary objective of Affirmative Action can therefore said to be the adequate advancement of disadvantaged groups for the purpose of securing equal rights, freedom and opportunities.<br />
<br />
Equal employment opportunity is seen as a passive agreement on the part of the employer not to discriminate against any particular group. Employers adhering to the principle of equal employment opportunity evaluates candidates for employment according to performance criteria which relates directly to the requirements of a particular position. Affirmative Action seeks to go beyond equal employment opportunity in that it recognises that, when members of disadvantaged groups constitute only a small percentage of the labour pool, passively providing equality of opportunity will not suffice in overcoming the effects of previous discriminatory employment practices. Affirmative Action employers are therefore given the mandate to identify and remove the barriers to the employment of those under-represented in the workplace. Merely removing the present obstacles to equality does not necessarily ensure equality between groups since the effects of previous discrimination need to be actively redressed.<br />
It can be noted that equal employment and Affirmative Action programmes should not be equated with each other as they imply different approaches to overcoming the effects of previous discrimination. Affirmative Action is said to be a supplement to, rather than the equivalent of equal employment opportunity, in that it is required to eliminate the barriers to real equality in the workplace. In this regard, it is essential to point out that Affirmative Action programmes are a means to an end, namely equal employment opportunity, and should not continue after this end has been achieved. Due to the similarity between the two terms, Affirmative Action and equal employment opportunity are often equated with one another when, in essence, they have different meanings.<br />
<br />
From the information gathered for this research it was clear that not many Blacks were employed in management and supervisory positions of the City of Tygerberg. The research revealed that despite adopting the Agreement on Affirmative Action and equal employment practice of the National Labour Relations Forum for Local Government as its policy framework, the Tygerberg Administration had not succeeded in meeting most of its obligations in terms of the above mentioned policy framework. This is largely ascribed to problems experienced with the implementation of equal employment and Affirmative Action programmes within the local authority. The methods of communicating these programmes to especially its lower category of disadvantaged employees to participate in training opportunities to improve their working skills, were not capitalised on. There was an unequal distribution of skills due to the effects of past discrimination, especially in terms of education. Active steps therefore need to be taken to ensure that the intentions of the local authority with repect to equal employment and Affirmative Action are implemented efficiently and effectively.
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Affirmative action policy and practice in the Department of Justice and Constitutional Development with particular respect to gender.Kunene, Nana Charlotte January 2005 (has links)
This research report set out to provide an evaluation of the progress made by the Department of Justice and Constitutional Development with respect to affirmative action and employment equity, and particularly with respect to the promotion of greater gender equity in employment, especially at the management levels.
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A SA study into the adherence to the International Labour Organisation's Code of Practice on HIV/AIDS and the world of work in HIV/AIDS workplace policy content developmentKlopper, Karensa 12 1900 (has links)
Thesis (MComm) -- University of Stellenbosch, 2004. / ENGLISH ABSTRACT: In this study, existing data were used to conduct a descriptive research study into the
adherence or lack thereof - in varying degrees - of South African companies to the ten key
principles of the International Labour Organisation's Code of Practice on HIV/AIDS and the
world of work with regard to HIV/AIDS workplace policy content. The research showed that
most policies prohibit pre-employment testing and make provisions for job security, protection
from discrimination, and ensuring confidentiality. / AFRIKAANSE OPSOMMING: Hierdie studie het ten doel gehad om die mate waartoe ondernemings hulle onderwerp aan
die ILO voorskrifte te toets.
Resultate toon daarop dat verskeie ondernemings reeds gedeeltelik daaraan voldoen, maar
dat daar nog verskeie aspekte van die Kode is wat in Suid-Afrikaanse onderneming in
werking gestel moet word.
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Women and decision-making in the print media : a study to establish whether newspaper content has been transformed by employing more black women in decision-making positionsEachells, Mandy Johlene 04 1900 (has links)
Thesis (MPhil)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: This study investigates whether black women in senior management positions with
decision-making authority have had an impact on the newsrooms of the Cape Town
newspapers Die Burger, the supplement Jip, community newspaper MetroBurger, the
Cape Times, the Cape Argus, the Weekend Argus and the Southern Mail, one title of the
Cape Community Newspapers. Labour legislation promulgated in South Africa in 1994
means companies have to employ human resources equitably in keeping with the racial
demographics of each province. Given the historical background of the South African
media and the fact that it is almost 10 years after the first democratic elections in this
country, what new paths have black South African women journalists forged for new
journalists? This study focuses on the role of black women with regard to decisionmaking
at the aforementioned newspapers. During the course of this study, 5 of the 6
women respondents have resigned from their positions. Other findings are that the
editors generally have limited knowledge of the responsibilities of the women in this
study. The editors have also indicated that no changes have been made or will be made
to the job descriptions of the women, while the women have indicated that there have,
indeed, been changes to their job descriptions. These changes have related to editorial
and non-editorial responsibilities. While no training plans have been set out specifically
for the women respondents, most of them have indicated they wanted more training
opportunities. Most of the women respondents have indicated higher remuneration and
job satisfaction as being the main reasons for resigning. / AFRIKAANSE OPSOMMING: Die studie ondersoek die impak wat swart vroue in senior bestuursposisies met
besluitnemingsgesag gehad het op die nuuskantore van die volgende Kaapse koerante:
Die Burger, die Jip bylae, die MetroBurger gemeenskapskoerant, die Cape Times, die
Cape Argus, die Weekend Argus en die Southern Mail, een titel in die Cape Community
Newspapers-stal. Arbeidswetgewing wat in 1994 in Suid-Afrika gepromulgeer is,
beteken maatskappye moet menslike hulpbronne in diens neem op 'n regverdige basis
en in oorenstemming met die rasse-demografie van elke provinsie. Gegewe die
historiese agtergrond van die Suid-Afrikaanse media en die feit dat dit bykans 10 jaar is
ná die eerste demokratiese verkiesing, watter nuwe paaie het Suid-Afrikaanse vrouejoernaliste
gebaan vir nuwe joernaliste? Die studie fokus op die rol van swart vroue met
betrekking tot die besluitnemingsproses in die genoemde koerante. Gedurende die
studie het vyf van die ses respondente bedank. Ander bevindinge is dat redakteurs in
die algemeen 'n beperkte kennis het van die verantwoordelikhede van die vroue wat
deelgeneem het aan die studie. Die redakteurs het ook aangedui dat geen veranderings
gemaak is of gemaak gaan word aan die posbeskrywings van die vroue nie, terwyl die
vroue aangedui het dat daar wel veranderings aan hul posbeskrywings gemaak is.
Hierdie veranderings was verwant aan redaksionele en nie-redaksionele
verantwoordelikhede. Terwyl geen opleiding spesifiek uitgewys is vir respondente in
hierdie studie nie, het die meeste van hulle aangedui dat hulle meer
opleidingsgeleenthede sou wou hê. Die meeste respondente het ook aangedui dat die
hoofredes vir hul bedanking beter salarisse en werksbevredeging is.
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Transformation of the media with specific reference to senior staffing at the Independent Newspapers Cape (The Cape Argus and The Cape Times) and Media24 (Die Burger)Du Plessis, C. R January 2000 (has links)
Thesis (MPhil)--University of Stellenbosch, 2000. / ENGLISH ABSTRACT: Before 1994, the year in which South Africa conducted its first democratic elections,
newspapers did little to reflect the demographics of its country and more specifically its
regions.
This assignment delves into the progress made regarding transformation with specific
reference to senior staffing at the Cape Argus, Cape Times and Die Burger since 1994. A
comparison is drawn between what went before and after 1994 in the staffing structures
of the newspapers mentioned.
In terms of content the assignment lists and studies a number of issues regarding
transformation as per the topic. Histories of the above-mentioned newspapers are
recorded. The South African Human Rights Commission's views on transformation in
the media are mentioned as well. The views of these newspapers and those of
Government are also shared.
Changes have been made, although this has been at a pedestrian pace for a number of
reasons. These changes need to be tracked through for more empirical work than has
been possible in this assignment.
These newspapers have set themselves targets and they are optimistic that in the near
future many more changes would be made.
The prospect for future research of this topic is far from being saturated. The three media
houses discussed are committed to transformation. / AFRIKAANSE OPSOMMING: Voor 1994, die jaar waarin Suid-Afrika se eerste demokratiese verkiesing gehou is, het
koerante baie min gedoen om die demografie van die land en omliggende streke te
weerspieël.
Hierdie werkstuk ondersoek die vordering in transformasie wat ná 1994 gemaak is, met
spesifieke verwysing na senior personeelaanstellings by die Cape Argus, Cape Times en
Die Burger. 'n Vergelyking tussen personeelstrukture van hierdie koerante voor en ná
1994 word getref.
'n Aantal aspekte ten opsigte van transformasie word bestudeer en die geskiedenis van
bogenoemde koerante word opgeteken. Die Suid-Afrikaanse Menseregtekommissie se
siening oor transformasie in die media word bespreek, asook die siening van hierdie
koerante en dié van die regering.
Veranderings, hoewel teen 'n stadige tempo, is vir 'n aantal redes aangebring.
Hierdie koerante het vir hulself doelwitte gestel, en hulle is optimisties dat heelwat meer
veranderinge in die nabye toekoms aangebring sal word. Transformasie blyk 'n prioriteit
by elk van die genoemde koerante te wees.
Die studie het nie die onderwerp uitgeput nie en verdere navorsing kan gedoen word.
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