Thesis (MA.(Afrikaans))-University of Pretoria, 2007. / Includes bibliographical references. Available on the Internet via the World Wide Web.

Thesis (Ph. D.)--University of Chicago, Dept. of History, 2001. / Includes bibliographical references. Also available on the Internet.

No description available.

Thesis (LLM)--University of Stellenbosch, 2005. / Bibliography. Also available via the Internet.

Thesis (MTech (Marketing))--Cape Peninsula University of Technology, 2005 / Although South African companies seem to make an attempt to employ more women to meet the required employment quotas, not enough is being done to allow women to grow beyond certain levels in their jobs, and it appears that women are still under-represented at top management level in corporate S.A. Despite employment-equity laws, gender inequalities regarding representative male-female ratios in corporate S.A. still appear to be prevalent at executive level. A more representative profile of male-female ratios at executive level in corporate S.A. might contribute towards a higher level of bottom-line performance for any organisation. The underlying premise is that by recognizing and utilizing their human potential to the fullest, the under-utilised available female talents and skills can contribute towards a larger skills pool within the organisation. In an attempt to assist m bridging the gap of gender inequality in corporate S.A., professional women may be branded as a valuable company asset. For females to be accepted and recognized by corporate S.A. as a brand, it is important to position them as a brand. To position a brand means emphasizing the distinctive characteristics that differentiate that brand from its competitors in a way that appeals to its target market. Identity, quality, differentiation, guaranteed consistency and clear communication to the target audience are the cornerstones of the branding process. In order for female professionals to be identified as a successful brand. these elements of the branding process need to be adhered to. What have traditionally been perceived to be inherent female qualities appear to meet the demands of contemporary management and leadership paradigms in a way that adds benefit to any leadership or management role in corporate S.A.

In South Africa, women have in the past, and arguably are still today, discriminated against in the workplace. This study explores and describes a selection of women managers’ views on whether women, but in particular, women managers still face challenges and discrimination in corporate environments, their views on whistleblowing within their own organisations, as well as their views on a range of factors which might impact on the likelihood of them blowing the whistle within their respective organisations. Although a wealth of research his been done both internationally and domestically on whistleblowing, limited research was found with regard to the impact gender has on the decision to blow the whistle. This minor-dissertation begins to address this gap in the literature by asking: ‘What are women managers’ perceptions of organisational wrongdoing and whistleblowing?’ and ‘What factors impact upon the likelihood of women managers’ blowing the whistle?’ In order to address these research questions, a qualitative research approach was adopted. Fourteen in-depth semi-structured interviews were conducted with women managers who occupy middle to senior managerial positions in their respective organisations across a number of industries and vary in terms of their race, age and marital status. A number of noteworthy findings emerged. The glass ceiling is a reality and the relative absence of women at board level indicates this. Male dominated cultures still pervade organisations and the old boys club is still reality experienced by many women. The women managers interviewed have a wide definition of organisational wrongdoing and understand the terms reporting wrongdoing and whistleblowing to be very different practices. Generally the respondents indicated that they are committed to reporting wrongdoing within their respective organisations should it occur. They also acknowledge the possible victimisation they may experience as a result of blowing the whistle. The Protected Disclosures Act (2000) was not familiar to many of the respondents and those who were aware of it did not think that it achieves its intended purpose of protecting whistleblowers. Further research may elaborate on the findings of this study and will ultimately lead to the development of theory on gender and the impact it has on whistleblowing. / Prof. J. M. Uys Dr. R. Smit

M.Com. (Industrial Psychology) / During the past decade the number of women in professional and managerial jobs increased dramatically. This tendency inevitably lead to greater interaction between men and women in the work situation. Organizations however spend little time and money on programmes addressing the unique career and support needs of the respective genders. Studies of successful women in managerial and professional jobs indicated that "good" mentors were perceived as a valuable asset in their upward mobility. The studies, however, also indicated that specific problems were being experienced in cross-gender mentor relationships. Hence the purpose ofthe study was to deduce the mentorship needs and problems experienced by women from a literature study with the aim to develop suitable instruments by means of which the extent of such needs and problems could be assessed. On the basis of the literature survey, two questionnaires were compiled which on face value respectively addressed the mentorship needs and cross-gender problems experienced in mentor relationships. The questionnaires were administered to 122 female Eskom employees in their early career phase. In the statistical analysis of the data obtained, the NP50-programme was mainly used. Both factor analysis as well as item analysis were conducted. The main results of the analysis are as follows: • Both scales (questionnaires) showed reliability coefficients higher than 0,9 for joint item analysis. • Three factors were identified for the mentorship needs questionnaire (scale 1) being the need for opportunities, the need for protection and the need for sponsorship and support. Factor 1 relates to the psycho social functions of mentorship whereas factors 2 and 3 relate to career functions of mentorship. • The questionnaire (scale 1) can be administered with or without consideration of the respective factors identified.

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No description available.

According to projections in Workforce 2000, the majority of new entrants into the labor force will be women and minorities. Although women are currently major participants in the workplace, when compared with men, they have not experienced equal opportunities for upward mobility nor have they had salaries which reflect equity. Mentoring is one strategy that can promote the career development of women. The purpose of this study was to provide an in-depth analysis of the characteristics of female mentors and their activities and mentoring styles with male and female proteges. The study was specifically designed to explore the following questions: 1. What are the personal characteristics of female mentors? 2. What functions (career or psychosocial) are provided in female mentor relationships? 3. How does gender affect the mentor relationship? 4. What effect does the organization have on the mentor activities of women? The sample for this study was six female mentors who were employed with Roanoke County Government and who were in a mentor relationship within the past year. Data were gathered through qualitative methodologies, including in-depth interviews with the mentors, a review of descriptive written documents about the organization's policy and procedures, and interviews with the mentor's protege and co-workers. The interview guide used to collect information about the mentors consisted of questions in the following areas: career information, history of the mentor relationship, functions of the mentor relationship, gender-related issues, mentoring in the organization, and personal characteristics. The interviews were transcribed verbatim, then coded and categorized. The data from all sources were then compared and contrasted to identify emergent themes. The findings were described through the use of verbatim quotations. Based on the findings, recommendations for action were suggested to include the following: (a) training should be conducted to increase greater self-awareness and understanding of relationships in a work context; (b) organizations should recognize the positive benefits of mentor relationships; (c) formalized mentor programs should be a viable option for employers; (d) training should be available to help women recognize their importance and potential influence on others and the organization. Recommendations for further research included examination of (a) whether a larger sample or sample from a different organizational setting or locality would constitute similar findings; (b) progress of proteges mentored by females; (c) mentor relationships in formalized programs; (d) longitudinal data from female mentors and their proteges; (e) differences in the way males and females mentor; (f) similarities in mentoring at different levels of management; and (g) the frequency of female mentor relationships. / Ed. D.