The main purpose of this qualitative research study was to investigate strategies to improve the representation of black females in senior levels within the South African banking industry. This was done through investigating the challenges that black women face in their career advancement within the banking industry and the strategies which currently exist and can be implemented to improve this representation. In as much as the research is aimed at seeking strategies to improve black women representation in senior positions, it also seeks to understand the barriers experienced by black women in different levels within the industry as these levels serve as a pipeline for senior management. This problem was addressed through answering the research objectives. The research objectives were achieved through conducting a literature review to explore the existing research topic and conducting an empirical study. Empirical evidence was obtained through conducting semi-structured interviews with seven black women who are currently working in the banking sector. Semi-structured interviews were used due to the target population being specific to black women as well as the need to acquire in-depth knowledge from black women of their experiences in climbing the corporate ladder in the sector. The key findings of the research found that the participant’s perception was that black women were at the bottom, that black women were displaying behaviours that were inhibiting their progress to senior positions. The study also found that black women struggled to advance to senior positions due to different challenges that they encountered. The study is finalised by the participants providing recommendations in terms of how the representation of black women could be improved.

Thesis (MBA.) -- University of Limpopo, 2019 / This study examined whether the presence of women in top management positions affects firms‘ performance. This study became necessary given that, whilst there is a growing call for gender equity in top managerial positions, many companies are still hesitant, as some trust that the presence of women in top management positions might weaken their market value. The main purpose of this research was to analyse the link between women in top management positions and net profit, sales turnover and share price. Secondary data on women in top management positions and companies‘ performance were collected from integrated report archives of twenty-nine (29) companies listed in the FTSE/JSE Responsible index for six years, 2010 to 2015. This study was theoretically inclined on the Resource Based Theory and related current literature. A quantitative research design was adopted. Regression statistics utilizing the Excel Spreadsheet software was used for data analysis. Findings from the statistical analysis disclosed the following: within the twenty-nine (29) companies examined, firstly, existing positive relationship between women in top management and net profit, although not significant. Secondly, there was a negative relationship between women in top management and sales turnover. Thirdly, there was a positive relationship between women in top management and share price, although not significant. The research implication and contribution are that companies that encourage women to ascend management positions may not necessarily lose market value and net profit as feared by some companies around the world. In addition, the study recommends that women in top management should have a deputy that works closely with them such that when they take family leave, these deputies will function without company performance, such as sales, dropping its value. The findings provide further research agenda on the linkage between women in top management positions, net profit, sales turnover and share price using a larger sample of companies across industries.

A considerable amount of research effort has been invested in investigating the under-representation of women and their career advancement in traditionally male dominated sectors. Although it is widely recognised that females’ participation at all levels of management as well as in the economy has increased substantially over the years, more than half of the economically active women in South Africa are still found in occupations which are extensions of the traditional female role. The technology sector is regarded as one of the vital sectors to the economic development and sustainability of any country, therefore, attracting and retaining women in the sector is an imperative. Despite initiatives to address inequalities in the workplace, attracting and retaining women in the ICT sector nevertheless remains a challenge. Thus, the aim of this research was to explore the career advancement experiences of female managers in the ICT sector. An exploratory qualitative study approach was adopted to gain insights into the said career advancement experiences of female managers at different levels in an ICT company. Semi-structured interviews were administered to ten female managers in the company. Insights from the interviews formed the basis of the data analysed using Interpretative Phenomenological Analysis (IPA). Integrating the participants’ experiences with pertinent literature provided an in-depth understanding of female managers’ career advancement experiences. Literature and findings of the research indicate that various factors combine to give effect to the so-called glass ceiling, which denies women access to opportunities crucial for their career advancement. Lack of role models, mentoring and networking opportunities, work/family conflict, working hours, training and development and organisational culture were identified as factors that inhibit the advancement of women into senior leadership positions. In addition, the findings further revealed that commitment to ongoing development, mentorship, an enabling organisational culture and flexible work environment are career advancement enablers. The outcome of the study confirms that there is an imbalance in the representation of women at senior management levels in the participating organisation (at the time the study was done) and, while numerous studies have sought to analyse the trends in employment and retention, in South Africa very little is known about the factors that influence the retention and advancement of women, specifically in the ICT sector. The study thus highlights the interventions required to attract, develop and retain women in the ICT sector as a means for organisations gaining a competitive advantage. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Integrative Summary: Small to Medium Business Enterprises (SME's) are widely recognised as the driver of economic growth. SME's are responsible for employing large sections of the working population and, in doing so, facilitate the development of skills for many thousands of workers. Whilst SME's may differ (according to various definition criteria such as size or turnover) from other types of organisation, they share one common denominator across all organisations: their overall effectiveness depends largely on the individual and collective people that make up the organisation -their employees. In this context the central question relevant to the research is "how do SME's retain their valued employee managers?" A quantitative research method was applied in the research. Data was collected by way of a structured self-administered survey questionnaire designed from a post positivist paradigm. The survey was constricted by way of modifying and adapting previous surveys designed to investigate factors that influence staff retention, to be relevant to managers employed by SME's. The sample consisted of 35 managers employed by SME's in and around East London in the Eastern Cape, South Africa. The results of the research give rise to a number of clear indicators on the key retention factors of employee managers. Based on the research results SME's that want to have the best chance of retaining their employee managers need strong and effective leadership within the organisation, must address soft organisational factors that are conducive to an open and trusted working environment and the roles of managers must have inherent job factors that allow a sense of freedom to plan and execute tasks autonomously. Economic factors such as pay and financial benefits were identified through the research as being the least important factor when it came to manager retention. These conclusions provide SME owners and senior managers with insight into the factors that are most likely to influence their ability to retain employee managers.

The research at hand focuses on job satisfaction as a moderator of the relationship between work-family conflict and stress among female civil service managers in the Department of Education in the King William’s Town District. Samples of 100 employees were used in the study. The data was collected by means of a questionnaire which consisted of the following sections: (i) a biographical and occupational data questionnaire,(ii) Eum, Lee, and Paek’s (2007) Effort-Reward Imbalance questionnaire, (iii) Bedenia, Burke, and Moffat’s (1998) Short-form Work-family Conflict questionnaire, and (iv) Halpern’s (1966) Job Satisfaction questionnaire. The data were analyzed by means of Pearson’s Correlation Technique, Multiple Regression Analysis, and Analysis of Variance. The results showed that job satisfaction does not moderate the relationship between work-family conflict and occupational stress. The study also found a significant positive correlation between work-family conflict and occupational stress and between work-family conflict and job satisfaction. It also showed that both work-family conflict and job satisfaction respectively accounted for a significant proportion of variance in occupational stress. The thesis ends with several recommendations for future research and for future professional or managerial practice.

Text in Afrikaans / Hierdie navorsing handel oor selfaktualisering as voorspeller van bestuursukses. In die literatuuroorsig is bestuursukses as afhanklike veranderlike en selfaktualisering as onafhanklike veranderlike binne die humanistiese paradigma gekonseptualiseer en geoperasionaliseer. Die persoonlikheidskenmerke verwant aan die veranderlikes is bepaal en geintegreer. Die empiriese ondersoek is binne die funksionalistiese paradigma aangebied. Die gekose meetinstrumente, naamlik die Bestuursvaardigheidsinventaris vir die meet van bestuursukses en die Persoonlike Orientasie-inventaris vir die meet van selfaktualisering is op 'n ewekansige steekproef van 51 middelvlakbestuurders afgeneem. Die betroubaarheid van die Bestuursvaardigheids- inventaris is met behulp van die "Cronbach Alpha Coeffisient"- metode bepaal. Om te bepaal of selfaktualisering 'n voorspeller van bestuursukses is, is stapsgewyse regressieontledings gedoen. Die resultate dui daarop dat die ondersteuningsratio (innerlike orientasie) bestuursukses beduidend voorspel, sowel as 12 van die 18 kenmerke eie aan bestuursukses onderskeidelik. / This research deals with self-actualization as predictor of management success. In the literature review, management success as the dependent variable and self-actualization as independent variable, is conceptualized and operationalized within the humanistic paradigm. The personality chracteristics inhirent in the variables were determined and integrated. The empirical investigation is presented within the functionalistic paradigm. The chosen measuring instruments, namely the Management Skills Inventory for the measurement of management success and the Personal Orientation Inventory for the measurement of self-actualization were administrated by means of random sampling to 51 middle level managers. The reliability qf the Management Skills Inventory was determined by means of the "Cronbach Alpha CoEHfisient"- method. To determine if selfactualization is a predictor of Management Success, stepwise regression analysis was done. The results indicate that the support ratio (inner directedness) predicts management success significantly, as well as 12 of the 18 personality characteristics inherent in management success, respectively. / Psychology / M.A. (Industrial Psychology)

Small businesses growth and profitability is a national problem in South Africa (SA) and the Emerging Contractors (ECs) in the construction industry in Gauteng Province are no exception. The SA government expect ECs to become the main players in economic transformation and growth, job creation and income generation. However, ECs fail to live up to the expectations as some are characterised by low performance levels and are at risk of business closure. The purpose of this research is to examine the perceptions of Small Business Executives (SBEs) on determinants of business performance so that a performance model that could guide ECs within the construction business is developed. The researcher used a mixed approach to examine the perceptions of SBEs on determinants of ECs’ performance by applying both qualitative and quantitative research approaches. The population from which the sample was drawn comprised of 1890 urban based ECs registered with CIDB in the construction industry in Gauteng. Systematic random sampling was utilized and a sample size of 501 ECs was used. A structured questionnaire and interview guide were administered as the data collection instruments. A pilot survey was conducted where 2 key informants (SBEs) and 15 respondents (SBEs) were interviewed as representatives of ECs. A survey was used to assess the four hypotheses in the study. Content analysis was used to identify themes that emerged from qualitative data. The analysis of qualitative data demonstrated the perceptions of SBEs that financial factors, manpower, materials, machinery and equipment, project implementation, quality of work, legal and environmental and strategic planning were the main determinants that should be addressed when setting up and running construction businesses to reduce the negative impact on business performance. Based on the perceptions of SBEs, in quantitative, the univariate and multivariate statistical methods were performed to measure the level of significance between and among the performance determinants were tested at 5% confidence interval. Multiple linear regressions carried out based on the perceptions of SBEs identified strategic planning, project implementation and project performance as the most statistically significant factors in predicting the performance of ECs in Gauteng Province. The results from both qualitative and quantitative methods were synthesised and analysed through data transformation, typological development and case study analysis and the perceptions of respondents indicated a strong agreement between the qualitative and quantitative results. Based on multivariate results which were a result of the perceptions of SBEs, a performance prediction model was developed which is the core contribution of the study. The structure of the model, how it is used, its advantages and disadvantages were presented. The model provides a platform upon which ECs could predict performance and this would benefit ECs, clients, community and policymakers. In conclusion, the study established three significant determinants that include strategic planning, project implementation and project performance as highly relevant variables to improve construction business performance. Based on the perceptions of the respondents, the study recommends ECs to acquire and develop financial management skills that would enable them to understand and manage financial requirements that stakeholders such as financial institutions need in the areas of budgeting and cash flow management, bookkeeping knowledge, financial policies and controls and project pricing strategy. On the shortage of skills, the study recommends SBEs to take an initiative role in training employees, motivating and retaining competent workforce. The government need to establish technical colleges for training workers (apprenticeship) in order to equip them with appropriate industry knowledge, skills and experience. Lack of collateral security was widely reported by most SBEs and the study recommends the formation of a sector bank that would support emerging contractor businesses. / Business Management / D.B.L.

Text in Afrikaans / Hierdie navorsing handel oor selfaktualisering as voorspeller van bestuursukses. In die literatuuroorsig is bestuursukses as afhanklike veranderlike en selfaktualisering as onafhanklike veranderlike binne die humanistiese paradigma gekonseptualiseer en geoperasionaliseer. Die persoonlikheidskenmerke verwant aan die veranderlikes is bepaal en geintegreer. Die empiriese ondersoek is binne die funksionalistiese paradigma aangebied. Die gekose meetinstrumente, naamlik die Bestuursvaardigheidsinventaris vir die meet van bestuursukses en die Persoonlike Orientasie-inventaris vir die meet van selfaktualisering is op 'n ewekansige steekproef van 51 middelvlakbestuurders afgeneem. Die betroubaarheid van die Bestuursvaardigheids- inventaris is met behulp van die "Cronbach Alpha Coeffisient"- metode bepaal. Om te bepaal of selfaktualisering 'n voorspeller van bestuursukses is, is stapsgewyse regressieontledings gedoen. Die resultate dui daarop dat die ondersteuningsratio (innerlike orientasie) bestuursukses beduidend voorspel, sowel as 12 van die 18 kenmerke eie aan bestuursukses onderskeidelik. / This research deals with self-actualization as predictor of management success. In the literature review, management success as the dependent variable and self-actualization as independent variable, is conceptualized and operationalized within the humanistic paradigm. The personality chracteristics inhirent in the variables were determined and integrated. The empirical investigation is presented within the functionalistic paradigm. The chosen measuring instruments, namely the Management Skills Inventory for the measurement of management success and the Personal Orientation Inventory for the measurement of self-actualization were administrated by means of random sampling to 51 middle level managers. The reliability qf the Management Skills Inventory was determined by means of the "Cronbach Alpha CoEHfisient"- method. To determine if selfactualization is a predictor of Management Success, stepwise regression analysis was done. The results indicate that the support ratio (inner directedness) predicts management success significantly, as well as 12 of the 18 personality characteristics inherent in management success, respectively. / Psychology / M.A. (Industrial Psychology)

Small businesses growth and profitability is a national problem in South Africa (SA) and the Emerging Contractors (ECs) in the construction industry in Gauteng Province are no exception. The SA government expect ECs to become the main players in economic transformation and growth, job creation and income generation. However, ECs fail to live up to the expectations as some are characterised by low performance levels and are at risk of business closure. The purpose of this research is to examine the perceptions of Small Business Executives (SBEs) on determinants of business performance so that a performance model that could guide ECs within the construction business is developed. The researcher used a mixed approach to examine the perceptions of SBEs on determinants of ECs’ performance by applying both qualitative and quantitative research approaches. The population from which the sample was drawn comprised of 1890 urban based ECs registered with CIDB in the construction industry in Gauteng. Systematic random sampling was utilized and a sample size of 501 ECs was used. A structured questionnaire and interview guide were administered as the data collection instruments. A pilot survey was conducted where 2 key informants (SBEs) and 15 respondents (SBEs) were interviewed as representatives of ECs. A survey was used to assess the four hypotheses in the study. Content analysis was used to identify themes that emerged from qualitative data. The analysis of qualitative data demonstrated the perceptions of SBEs that financial factors, manpower, materials, machinery and equipment, project implementation, quality of work, legal and environmental and strategic planning were the main determinants that should be addressed when setting up and running construction businesses to reduce the negative impact on business performance. Based on the perceptions of SBEs, in quantitative, the univariate and multivariate statistical methods were performed to measure the level of significance between and among the performance determinants were tested at 5% confidence interval. Multiple linear regressions carried out based on the perceptions of SBEs identified strategic planning, project implementation and project performance as the most statistically significant factors in predicting the performance of ECs in Gauteng Province. The results from both qualitative and quantitative methods were synthesised and analysed through data transformation, typological development and case study analysis and the perceptions of respondents indicated a strong agreement between the qualitative and quantitative results. Based on multivariate results which were a result of the perceptions of SBEs, a performance prediction model was developed which is the core contribution of the study. The structure of the model, how it is used, its advantages and disadvantages were presented. The model provides a platform upon which ECs could predict performance and this would benefit ECs, clients, community and policymakers. In conclusion, the study established three significant determinants that include strategic planning, project implementation and project performance as highly relevant variables to improve construction business performance. Based on the perceptions of the respondents, the study recommends ECs to acquire and develop financial management skills that would enable them to understand and manage financial requirements that stakeholders such as financial institutions need in the areas of budgeting and cash flow management, bookkeeping knowledge, financial policies and controls and project pricing strategy. On the shortage of skills, the study recommends SBEs to take an initiative role in training employees, motivating and retaining competent workforce. The government need to establish technical colleges for training workers (apprenticeship) in order to equip them with appropriate industry knowledge, skills and experience. Lack of collateral security was widely reported by most SBEs and the study recommends the formation of a sector bank that would support emerging contractor businesses. / Business Management / D.B.L.

This study investigates the impact of motivations, personal values and managerial skills of managers on the performance of Small and medium enterprises (SMEs) in South Africa. The failure rate of SMEs in South Africa is very high and it is of great importance to investigate the factors that can impact on the performance of SMEs. Financial and non-financial methods were used to measure SMEs performance. Data was collected through self-administered questionnaires. Exploratory factor analysis was used to improve the research problems and enhance the validity of the research. Data analysis for this study includes descriptive statistics, Pearson correlation and regression analysis. Reliability was tested using the Cronbach‟s Alpha while validity was ensured by using a statistician and by pre-testing the research instrument in a pilot study.