Thesis (MPA)--Stellenbosch University, 2001. / This research aims to evaluate the implementation of the affirmative action policy
in the KwaZulu-Natal Provincial Administration and the department of the
Premier has been selected for this purpose. The researcher was motivated by the
desire to establish how Employment Equity Act, Act 55 of 1998 is implemented
in the department of the Premier. The researcher is of the opinion that this
department remains predominantly white and male staffed and therefore, has not
complied with the desires, aspirations and the spirit of the new democratic South
Africa.
The purpose of the study is therefore to determine whether the department of the
Premier in KwaZulu-Natal is predominantly white and male and whether there is
any significant move towards normalising the situation in terms of our new
legislation. A desk study, based on personnel records was used to qualify the
gender and race disparities. A combination of a literature study and a structured
interview survey methodology was used to determine the practice implications of
the policy.
Data was collected through a questionnaire that was distributed to all strata of the
department in order to determine how affirmative action was perceived and
understood by employees. This would determine whether they utilize the
opportunity to improve themselves by applying for senior positions that are
advertised in the department of the Premier as well as other departments in the
provrnce.
The research found that although the department has embarked on a programme
of affirmative action, a number of issues still need to be addressed before it can
be successfully implemented. These included:
no affirmative action policy document for the department as an
independent entity has been formulated to cater for its unique needs.
no affirmative action strategy exists to address fears and concerns of
top management, especially white managers, who seem to dominate
the upper stratum of the department.
no communication strategy to ensure that information on affirmative
action filters down to all strata of the department. no proper monitoring mechanism in place that will enable the
department to pick up mistakes and rectify' them timeously before
damage is done.
The researcher arrived at the conclusion that embarking on affirmative action
means more than opening up access and promoting a few individuals merely on
grounds of affirmative action. If affirmative action is accepted as a means of
redressing past discrimination, then it is important for all employees of the
department to work towards the achievement of this goal.
The research assignment is also aimed at ensuring that employees in the
department of the Premier in particular and other KwaZulu-Natal provincial
departments in general, are a reflection of the demographics of the society they
serve. It is further important to say that we form a customer friendly public
service.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/52104 |
| Date | 12 1900 |
| Creators | Dlamini, Christophine Nombuso |
| Contributors | Van Wyk, B., Stellenbosch University. Faculty of Economic & Management Sciences. School of Public Leadership. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | English |
| Type | Thesis |
| Format | 82 p. |
| Rights | Stellenbosch University |
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