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Theses and dissertations (Management Sciences)

Permanent URI for this collectionhttp://ir-dev.dut.ac.za/handle/10321/14

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Subject: search.filters.subject.Affirmative action programs--South Africa

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Now showing 1 - 4 of 4
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    The influence of capacity building on employment equity implementation and employee performance : a case of a private company in the financial industry
    (2021-05) Utete, Reward; Chetty, Gopalkrishna
    Balancing employment equity with employee performance stands as the prominent pressing challenge facing Human Resources Managers in South Africa. The rise in demand of employment equity appointees and the lack of skills and accommodation amongst these employees hamper employment equity implementation and their performances at the workplace. For this reason, a pool of employees from the designated groups remain stuck at the unskilled and semi-skilled skills levels. Hence, in the South African context and against this background, the purpose of this study was to investigate the influence of capacity building on employment equity implementation and employee performance in the financial industry in South Africa, with Ithala Development Finance Corporation Limited serving as a case study. For the purpose of this study, the mixed methods research design was utilised, adopting concurrent triangulation. The main data collection instrument was the questionnaire, while individual interviews were undertaken on a selective basis with a limited number of respondents. For the quantitative part of this study, the target population equated to 302 employees and a sample size of n=172 was considered appropriate. In respect of the qualitative part of this study, the target population was 10 respondents comprised of line managers and human resource personnel. Eight respondents were selected from this group. Inferential statistics were used in this study to test hypotheses and predictions. The key findings revealed that capacity building is imperative in promoting the implementation of employment equity and improving equity-employee performance. The key findings also indicated that a culture of fairness is crucial in the organisation particularly in terms of opportunities for all employees. The notable key findings from the interviews revealed that employees from designated groups also neglect the available professional development programmes offered by the employer, which indicates that they are also personally not prepared to take up new challenges. Thus, based on the empirical findings in this study, an integrated model was developed which is useful for future organisational plans. The outcomes and recommendations of the study may prove beneficial for future goal-oriented strategies by human resource managers at Ithala Development Finance Corporation Limited and may also prove useful to other companies with similiar organisational settings. The study contributed new insights and builds the knowledge base on how capacity building influences Employment Equity implementation and equity-employee performance. The study concluded that future studies should be conducted with more than one organisation so that the results can be generalised.
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    The barries that inhibit woman from breaking the glass ceiling in the South African public service
    (2007) Ramlall, Nirala; Mason, Roger Bruce
    The end of the apartheid era in South Africa presented the new government with a myriad of challenges. This involved massive transformation, whilst ushering in a regulatory framework of enabling legislation to give effect to the country's fledgling Constitution. One of the transformational priorities was to address gender equality. Despite legislative imperatives having been instituted, gender equity targets are not being met, nor are affirmative action programmes being implemented to their fullest to facilitate and support gender equality. This research investigates the barriers that inhibit women from breaking the glass ceiling in the South African public service. The research paradigm was exploratory, using qualitative techniques and the results are largely descriptive. Secondary information was obtained from literature and information available. Multiple case studies were conducted using five subjects who were representative of the target population. The overarching purpose of this study was to investigate and understand the barriers that inhibit women from breaking the glass ceiling in the South African public service. The concept of the glass ceiling is defined as the invisible barrier that blocks women from advancing to senior management positions. The study proposes and considers various issues that may have an impact on upward mobility for women. A review of literature reveals that barriers exist as a worldwide occurrence and these prevent women from upward mobility. Justification for this research is twofold: there has been no such study to date; and gender equality is not being achieved and affirmative action programmes have not been fully implemented. The findings of the study provide a deeper understanding of the barriers that prevent women from career progression in the South African public service. Recommendations are made to address this issue
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    Communication challenges faced by employers in the implementation of the Black Economic Empowerment policy in KwaZulu-Natal
    (2010) Juggernath, Swastika; Rampersad, Renitha; Reddy, Karunanidhi
    This study presents the research of an investigation into communication challenges that affected the implementation of Black Economic Empowerment and the communication strategies/policies used to inform and communicate with employees in businesses. To achieve this aim questionnaires were administered to seven BEE compliant organizations in KwaZulu-Natal. Mersham’s communication model for development provides a basis for evaluation of the BEE communication challenges. This study reviewed theories and literature relevant to the implementation of Black Economic Empowerment and Communication Strategies. The perceptions gained from the literature review were used to interpret the results which were obtained through a qualitative paradigm. The findings revealed that communication is a pivotal pillar in any organization and both employers and employees need to maintain the strength that binds these pillars and brings the organization together. South Africa has faced many challenges since the apartheid era. The BEE policy therefore, aims to iron out unfair practices in businesses, which is why communication is extremely important to this process.
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    Workplace discrimination against Durban University of Technology (DUT) trainees within the hotel and catering industry
    (2005) Ramrathan, Sathishah (Nishi)
    The Constitution contains the Bill of Rights, one that is regarded as the corner-stone of democracy, as it enshrines the rights of all people and affirms the democratic values of human dignity, equality and freedom. Section 9(1) provides for the promotion of a society in which diversity of identity is respected and protected. The Employment Equity Act 55 of 1998, stipulates that designated employers implement affirmative action, thereby compelling organizations to eradicate all forms of discrimination in organizational processes and procedures. With such legal measures put in place (Promotion of the Equality Act) acceptance and change within organisations has to be accelerated. The purpose of this study is to explore workplace discrimination against trainees within the Hotel and Catering industries. Workplace discrimination is against human rights and can become a legal violation of Labour laws. Although preventative policies are in place, this study would illuminate the extent to which discrimination occurs, how it has manifested itself, and how students would be affected by this discrimination.