The research problem in this study was to identify what mentoring strategies organisations can use to facilitate the objectives of the Employment Equity Act (Act 55 of 1998). To achieve this objective a nine-phase theoretical model for organisational mentoring was presented. The presentation of the theoretical model consisted of the following three sub-processes: -The first consisted of a survey of literature related to the development of the Employment Equity Act (Act 55 of 1998) and the implications of the Act for organisations: The second comprised surveying the literature dealing specifically with the impact of mentoring programmes on career development, organisational success and career satisfaction, particularly in terms of employees from designated groups; The third surveyed the literature dealing with various mentoring strategies and models used by organisations for facilitating management development. The theoretical model served as a basis for drawing up a survey questionnaire to establish the extent to which individuals at different levels in the organisations agree with the theoretical model developed in the study. The survey questionnaire was sent to a random sample of individuals employed in the automobile industries of the Nelson Mandela Metropolitan Municipality and the Buffalo City Metropole. The empirical results obtained from the survey indicated a strong concurrence with the theoretical organisational mentoring model presented in the study. These results were included in the theoretical model, leading to the development of an integrated model for organisational mentoring. From the survey literature and the study it became evident that if organisations plan to introduce mentoring strategies that will contribute towards facilitating their employment equity objectives, it is necessary to ensure that a transformational culture exists. Many South African organisations are currently experiencing problems in recruiting, training and retaining individuals from designated groups. The introduction of a mentoring programme based on the integrated model for organisational mentoring cannot be considered as the sole strategy for alleviating these problems and for facilitating management development to achieve the objectives of the Employment Equity Act (Act 55 of 1998). However, when this programme is effectively managed and incorporated into the overall development programme of an organisation committed to transformation, the potential to ease these problems and achieve the objectives of the Employment Equity Act (Act 55 of 1998) is greatly enhanced.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:nmmu/vital:10858 |
| Date | January 2003 |
| Creators | Berry, David Michael |
| Publisher | Port Elizabeth Technikon, Faculty of Management, Business Administration |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Thesis, Doctoral, DTech (Human Resource Management) |
| Format | xvii, 338 leaves, pdf |
| Rights | Nelson Mandela Metropolitan University |
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