M.Com. (Business Management) / This study does a formal analysis of the impact of transformation and the management of change within Eskom. The micro and macro environments are characterised by many imminent changes, forcing Eskom to transform. Externally the Employment Equity Act, Labour Relations Act, Affirmative Action and so forth were promulgated impacting on the very essence of the work force. A transformation process was introduced into Eskom and the study highlights the impact it had on employees as well as their reactions to it. With the transformation - change from functional organisation to a process or value chain organisation - officially finalised in April 99, Eskom is now in a mode of continuous improvement. With the implementation of the Employment Equity Act No. 55 of 1998 it will help to redress the inequalities inherited from the past. The act will have an effect on every designated employer in South Africa. It encompasses the transformation of the demographic profile of Eskom's total work force so as to be a true reflection of the South African community. The act emphasizes on the eradication of unfair discrimination in various areas in the labour market, as well as the implementation of affirmative action programmes. The focus will be on the development and training of previously disadvantaged groups. Eskom has a diverse workforce with various cultures present in one business environment. Each employee has an unique personality with unique ideas and opinions. Optimal management of such diversity as an asset will enable Eskom to reach all targets set in the equity plan and the successful eradication of any direct or indirect discrimination in the organisation...
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:uj/uj:3711 |
| Date | 10 February 2014 |
| Creators | Roux, W.J. |
| Source Sets | South African National ETD Portal |
| Detected Language | English |
| Type | Thesis |
| Rights | University of Johannesburg |
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