Academic literature on the topic 'Employment Equity Act (South Africa)'
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Journal articles on the topic "Employment Equity Act (South Africa)"
1
Odendaal, Barend Röges. "Employment Equity." International Journal for Innovation Education and Research 1, no. 4 (2013): 69–83. http://dx.doi.org/10.31686/ijier.vol1.iss4.127.
Full textAbstract:
The Employment Equity Act, 1998, Act 55 of 1998 was created in order to bring about a paradigm shift in South Africa’s labour relations, transforming it into a system based on equality. This change in the political life of all South Africans has brought about huge challenges to employers and employees alike. Seen as a threat to some, others view it as a positive beacon. If the Act was correctly implemented, South Africa will be heading towards a better competitive market and the workforce should be equally representative of the population. This paper aims to illustrate whether the Act has achieved its goals over the past 13 years by means of analysis and assessment of reports and statistical reviews. An overview is offered in the form of a literature review of the Act and defining the current legislation thereof in conjunction with management theory. The paper challenges the perceptions of all South Africans and finding possible solutions to areas in which the Act has failed. The paper further proposes action steps for the effective implementation of the legislation and for the process to follow to ensure that is fair in the sense that all employees can compete on equal terms.
2
Senne, Yvonne, and Stella Nkomo. "The influence of labour brokering practices on employment equity in South Africa: A case of two universities." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 39, no. 1 (2019): 58–71. http://dx.doi.org/10.25159/2520-3223/5883.
Full textAbstract:
The purpose of this paper is to highlight the influence of labour brokering on employment practices, particularly those related to the Employment Equity Act 55 of 1998. The research reported on in this paper is based on a larger research project that investigated the barriers to and enablers of gender equity within two higher education institutions. Utilising a qualitative case study at the two South African universities, the findings demonstrate the contradictions between the intentions of employment equity policies and practices and the adoption of a labour brokering employment strategy. Employment equity policies and practices did not include employees in the cleaning and gardening job categories recruited through labour brokers. Most importantly, the practice has serious implications for the economic survival and development of the lowest level of employees at the universities. The implications of these findings are discussed in the light of the Labour Relations Amendment Act 6 of 2014.
3
Morton, Nadia, Carin Hill, Deon Meiring, and Fons JR van de Vijver. "Investigating measurement invariance in the South African Personality Inventory: English version." South African Journal of Psychology 50, no. 2 (2019): 274–89. http://dx.doi.org/10.1177/0081246319877537.
Full textAbstract:
We are interested in the psychometric properties of the South African Personality Inventory, a personality measure developed to apply equally to speakers of all official languages in South Africa, by testing for measurement invariance across the four ethnocultural groups in South Africa. We conducted an exploratory structural equation modelling analysis to eliminate any restrictions on the variables and to allow them to covary. While measurement invariance was found on configural and metric levels, scalar invariance was not found. The results advance the aim of the South African Personality Inventory to comply with stipulations in South Africa’s Employment Equity Act regarding fair and unbiased assessments.
4
Boonzaier, Michèle, and Billy Boonzaier. "A shotgun marriage: Employment equity and human resource planning." South African Journal of Business Management 30, no. 1 (1999): 23–32. http://dx.doi.org/10.4102/sajbm.v30i1.752.
Full textAbstract:
The current state of human resource planning in South Africa is that many companies conduct virtually no such planning or provide it only for senior managerial positions. Employment equity legislation will, however, force the hand of managers and human resource practitioners in the public and private sectors alike to engage in regular human resource planning. The Employment Equity Act (1998) seeks to address the existing discrepancies in the distribution of jobs, occupations and income amongst South Africans by not only eliminating unfair discrimination in employment, but also making provision for affirmative action measures to promote a diverse and representative workforce. The employment equity audit requires the preparation of a workforce profile and consequent employment equity plan to address discrepancies. The main purpose of human resource planning is to identify future human resource requirements (in terms of numbers, skills, and particular characteristics, inter alia gender, race and disability) and to develop action plans to eliminate any discrepancies between the demand and supply of labour that are forecast. The article presents a comprehensive model of human resource planning, incorporating the practical implications of the Employment Equity Act, as a workable guideline to assist managers in compiling thorough forecasts and action plans in fulfilment of organizational and employment equity requirements.
5
Marumoagae, Motseotsile Clement. "Disability Discrimination and the Right of Disabled Persons to Access the Labour Market." Potchefstroom Electronic Law Journal/Potchefstroomse Elektroniese Regsblad 15, no. 1 (2017): 344. http://dx.doi.org/10.17159/1727-3781/2012/v15i1a2467.
Full textAbstract:
Inequality, discrimination and transformation remain the key challenges which most employers are faced with in the South African labour market. Key among such challenges has also been employers' ability to ensure that persons with disabilities access the labour market. In this paper I highlight employment discrimination experienced by persons with disabilities in South African workplaces, which often prohibits them from accessing employment opportunities. I argue that employers need to consider employing persons with disabilities and also reasonably to accommodate them within South African workplaces. I further illustrate efforts by the legislature to eradicate forms of unjustified discrimination against persons with disabilities through the enactment of the Employment Equity Act 55 of 1998. I argue that all of us need to understand how cultural, social, physical and other barriers continue to prevent persons with disabilities in South Africa from enjoying their constitutional rights to equality, freedom and human dignity, and further, that it is desirable that society at large and government work together towards eradicating barriers which prevent persons with disabilities from accessing the labour market.
6
Matotoka, Motlhatlego Dennis, and Kolawole Olusola Odeku. "Mainstreaming Black Women into Managerial Positions in the South African Corporate Sector in the Era of the Fourth Industrial Revolution (4IR)." Potchefstroom Electronic Law Journal 24 (June 23, 2021): 1–35. http://dx.doi.org/10.17159/1727-3781/2021/v24i0a10734.
Full textAbstract:
The active participation of Black South African women in the corporate sector is essential for the achievement of equity and diversity. Since 1994 the sector has failed to promote black women into managerial positions despite the existence of the Employment Equity Act 55 of 1998 that requires the equitable representation of previously disadvantaged groups on all occupational levels. Conversely, the managerial positions in the South African corporate sector continue to be dominated by white males and little effort is being made to achieve equity. The paucity of black women persists in the corporate sector during a period in which South Africa, like many other countries, is preparing itself for the fourth industrial revolution, which has broad implications for the sector. Black women are under-represented in the emerging technological environment in South Africa, and this imbalance is further perpetuating the exclusion of black women from managerial positions. This paper argues that the emerging technological environment presents an opportunity for the corporate sector to reflect on the training needs of Black women and prioritise technology in its quest to achieve equity. An increase in the number of black women with technological skills would enhance their prospects of occupying meaningful managerial roles. The corporate sector in South Africa is expected to comply with progressive statutory interventions and policies to advance women in the emerging technological environment who have the right qualifications, experience, and competency to fill the managerial positions from which they were previously excluded. In this paper we examine and analyse the challenges which are hampering the progression of black women into managerial echelons in post-1994 democratic South Africa. In order to present an objective and balanced view, we also present the strides being taken by some corporates (very few of them) to address the problem of the obstacles to the advancement of Black South African women to managerial positions.
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Chicktay, Mohamed Alli. "Sexual Harassment and Employer Liability: A Critical Analysis of the South African Legal Position." Journal of African Law 54, no. 2 (2010): 283–97. http://dx.doi.org/10.1017/s0021855310000082.
Full textAbstract:
AbstractOn 27 April 1994 South Africans adopted a new constitution, with founding values of dignity, equality and freedom. Despite the new constitution, the majority of women remain victims within the workplace. They still find themselves a minority within senior management and are often subjected to sexual harassment. Women are either denied work opportunities for refusing to give in to a perpetrator's sexual advances or they are forced to work in an unpleasant environment that severely infringes on their dignity. There are five legal options available to victims of sexual harassment within the South African workplace. These are claims against the employer for: vicarious liability; automatically unfair dismissal; unfair labour practices; failing to create a safe working environment; and violating the Employment Equity Act. This article examines the strengths and weaknesses of these legal actions. It also makes further suggestions aimed at curbing workplace sexual harassment within South Africa.
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Matotoka, Motlhatlego Dennis, and Kolawole Olusola Odeku. "Untangling discrimination in the private sector workplace in South Africa: Paving the way for Black African women progression to managerial positions." International Journal of Discrimination and the Law 21, no. 1 (2021): 47–71. http://dx.doi.org/10.1177/1358229121990569.
Full textAbstract:
Black African women in South Africa are poorly represented at managerial levels in the South African private sector since the advent of democracy. Their exclusion at these occupational levels persists despite the Employment Equity Act 55 of 1998 (EEA) requiring that the private sector must ensure that all occupational levels are equitably represented and reflects the demographics of South Africa. The South African private sector demonstrates its lack of commitment to proliferating black African women into managerial positions by deliberately engaging in race-based recruitment and failing to develop and promote suitably qualified women into managerial positions. As such, the private sector is failing to create upward mobility for black African women to break the glass ceiling. The EEA requires the private sector to apply affirmative action measures in order to achieve equity in the workplace. It is submitted that since 1998, the private sector has been provided with an opportunity to set it own targets in order to achieve equity. However, 22 years later, black African women are still excluded in key managerial positions. However, the EEA does not specifically impose penalties if the private sector fails to achieve the set targets.This approach has failed to increase the representation of black women in managerial positions. However, the EEA does not specifically impose penalties if the private sector fails to achieve the set targets. Whilst this approach seeks to afford the private sector importunity to set its own target, this approach has failed to increase the representation of black women in managerial positions. Employing black African women in managerial levels enhances their skills and increases their prospects to promotions and assuming further leadership roles in the private sector. This paper seeks to show that the progression of black African women requires South Africa to adopt a quota system without flexibility that will result in the private sector being compelled to appoint suitably qualified black African women in managerial levels.
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Mahembe, Bright, Amos Engelbrecht, and Zani Wakelin. "A study to assess the reliability and construct validity of the Abbreviated Self-leadership Questionnaire: a South African study." South African Journal of Psychology 47, no. 3 (2016): 356–66. http://dx.doi.org/10.1177/0081246316675139.
Full textAbstract:
Self-leadership has been recognised as a fundamental competency for effective learning and job performance. The primary goal of this study was to validate the Abbreviated Self-leadership Questionnaire on a South African sample. Numerous questionnaires have been developed to measure self-leadership, with the Revised Self-leadership Questionnaire being the most widely used questionnaire. However, the Revised Self-leadership Questionnaire has been deemed too long; hence, the authors abbreviated the measure. Therefore, there is a need to assess the reliability and construct validity of the abbreviated Self-leadership Questionnaire on a South African sample. A non-probability sample consisting of 400 students drawn from a university in the Western Cape was used. The reliability of the Abbreviated Self-leadership Questionnaire was evaluated using SPSS, while construct validity was assessed via confirmatory factory analyses in the LISREL program. Moderate levels of reliability were found for the subscales of the Abbreviated Self-leadership Questionnaire. Reasonable model fit with the data was found for the first-order measurement model. The study contributes to the requirements of the Amended Employment Equity Act of South Africa (Republic of South Africa, 1998) which promotes the use of reliable and valid instruments in South Africa by confirming the psychometric properties of the Abbreviated Self-leadership Questionnaire.
10
Joubert, Pierre, Dolly Madau, and Bennie Grobler. "Employee retention and talent management at a sugar mill in South Africa." Problems and Perspectives in Management 15, no. 3 (2017): 306–15. http://dx.doi.org/10.21511/ppm.15(3-1).2017.14.
Full textAbstract:
Talent shortage due to failure by organizations to retain staff with the necessary expertise is becoming a reality and it is important that this challenge is addressed expeditiously. This article focuses on the relationship between employee retention and talent management at a sugar mill with a view to ascertaining whether or not the organization is possibly the reason for employees to leave. The study involved investigating and highlighting the need and importance of talent management, including the attraction and retention of staff with necessary skills. The study touched on the importance of competitive incentives and rewards in the attraction and retention of employees. A survey was conducted among 137 employees. Data were analyzed by means of descriptive and inferential (correlations and regressions) statistics. The interpreted results indicated that staff satisfaction leads to high productivity and plays a significant role in the retention of staff. The results further indicated that management strategies are not being used to the extent that they should be in the retention of talent, whilst most respondents felt that fringe benefits that used to be offered by the organization had a positive influence on staff satisfaction and on the retention of talented employees. The study revealed a commonly held perception by the non-designated group that people from designated groups use the provisions of the Employment Equity Act to find better opportunities with other organizations.
Dissertations / Theses on the topic "Employment Equity Act (South Africa)"
1
Mgcodo, Yolanda Thandile. "Affirmative action in terms of the Empolyment Equity Act." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/356.
Full textAbstract:
The term affirmative action originated in the United States some 30 years ago to describe a process of liberating minority groups. The objective of affirmative action within an organisational context, is to democratise the workplace by enabling members of previously disadvantaged groups to progress higher up the ranks of the corporate world. The affirmative action drive only took off in South Africa when it became part of the democratisation process and the focus was directed towards liberating the historically disadvantaged black majority. Prior to 1994, the reasons for implementing affirmative action programmes were largely political because of the race-based discrimination. Historically disadvantaged people were a minority in senior positions, the reason being that although the blacks were given a chance to compete with their white counterparts, due to their poor education standards and lack of experience only a few was appointed. The Employment Equity Act 55 of 1998 aims to correct the demographic imbalances in the nation’s workforce by compelling employers to remove barriers to advancement of blacks, coloureds, Indians, women and disabled, and actively to advance them in all categories of employment by affirmative action. The Employment Equity Act consists of two main sections. The first replaces and refines the prohibition on unfair discrimination in item 2(1)(a) of Schedule 7 of the Labour Relations Act. The second aspect deals with imposing a duty to the employers to adopt affirmative action programmes. The Employment Equity Act places a positive obligation on all employers “to promote equal opportunity in the workplace by eliminating unfair discrimination in any employment policy or practice”. Where unfair discrimination is alleged, the onus of proving that discrimination is fair, or practice is not discriminatory at all, rests upon the employer. Disputes about unfair discrimination must be referred to the CCMA, and if not settled by conciliation, to the Labour Court, which has the power to order compensation or the payment iv of damages, or to direct the employer to take steps to prevent the same unfair discrimination or similar practice occurring in the future in respect of other employees. The second section of the Employment Equity Act deals with the imposition of the duty to designated employers to adopt affirmative action programmes. All employers with more than 50 employees, or which have annual turnovers equal to or above the annual turnovers for small businesses of their class, municipalities, organs of state, and those designated as such by collective agreement, must implement affirmative action measures for people from designated groups. This entails consulting with employers, conducting an analysis of employment policies, practices, procedures and the working environment to identify barriers, drawing up employment equity plans and reporting thereafter to the Director-General of the Department of Labour on progress made in implementing the plan. Any employee may bring alleged contraventions of the Act to the attention of the employer, another employee, or any trade union, workplace forum, labour inspector or the Director- General of the Employment Equity Commission. Labour inspectors appointed under the Basic Conditions of Employment Act may enter and inspect employer’s properties and documents, and are responsible for ensuring that the employer has consulted with employees as required, conducted the pre-equity plan analysis prepared its plan and is implementing it, submitted and published its reports, set up the necessary managerial infrastructure, and informed its employees of progress. Should employers be found not to have complied with these requirements, labour inspectors must request a written undertaking that they will do so. If an employer fails to give such an undertaking, the labour inspector can issue a compliance order setting out inter alia what steps the employer must take and when, and the maximum fine, if any, that can be imposed if the employer fails to comply. If the employer does not pay attention to the compliance order within the prescribed period, the Director-General may apply to have it made an order of the Labour Court. The Director-General may also conduct independent ad hoc reviews of selected designated employers. Failure by an employer to comply with the provision of the Act lead to the employer being liable for the contravention of the Act.
2
Laher, Ismail. "A critical analysis of employment equity measures in South Africa." Thesis, Rhodes University, 2007. http://hdl.handle.net/10962/d1003195.
Full textAbstract:
This thesis analyses the Employment Equity Act 55 of 1998 and its application in labour law in South Africa. After an initial examination of the general concepts with regards to employment equity and current international conventions regarding employment equity, the study will move on to examine employment equity as it stands in the law today. In examining the current law regarding employment equity, a brief historical background will be offered in order to show the legacy of apartheid: the immense disparity between the different categories of South African people in the modern era. By using this background and analysing the relevant provisions of the Constitution, it will be argued that there is a very real need for employment equity measures to bring about a true sense of equality in South Africa and that such measures are fully endorsed by the Constitution. After it has been established that affirmative action is an important tool in the creation of an equal South Africa, the measures put in place to help create this equal South Africa will be critically analysed. This critical analysis will point out certain weaknesses in the current affirmative action system. Following this critical analysis of the South African employment equity law, the employment equity systems used in Brazil, Canada and Malaysia will be examined in detail. The purpose of this analysis will be to find the strengths and weaknesses and successes and failures of these foreign systems. This will be done in order to highlight those areas of the foreign systems that can be implemented into South African law in order to make the South African employment equity system stronger. The weaknesses of those systems will also be highlighted in order to learn valuable lessons from other system’s failures so that South Africa does not make the same mistakes. The final part of this thesis will be in depth discussions and the proposal of solutions to the weaknesses of the South African employment equity system that have been highlighted throughout the thesis. These proposals will be put forward in order to ensure the most efficient and effective employment equity system in South Africa. There will also be a reassessment of the most valuable lessons learned from the foreign systems that would be easily implemented into or avoided by the South African system in order to ensure an effective employment equity system. The purpose, therefore, of this thesis is to critically analyse employment equity in South Africa. A further purpose will be to propose certain amendments and changes to the current system to ensure the Employment Equity Act is reflective of the needs of the people South Africa.
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Ring, Grant. "An investigation into the progress made towards achieving employment equity at Calsonic Kansei South Africa (PTY) Limited in terms of the Employment Equity Act no. 55 of 1998." Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/104.
Full textAbstract:
The key aspect to stimulating economic and individual growth in the workplace has been shown in numerous case studies to be the removal of discrimination. Affirmative Action looks at dealing with, and making amends for past injustices, as well as moving towards equal employment opportunities in a constructive manner. It is about recognizing that people are inherently different whilst trying to achieve a “colour – blind” society. The Employment Equity Act No. 55 of 1998 was put in place by Government to facilitate the implementation of fair workplace practices, which will correct the imbalances of the past as well as creating a workforce, which reflects the demographics of South Africa. The inequalities in employment patterns and practices with respect to access to employment, training, promotion and equitable remuneration especially for black people, women and people with disabilities are addressed in the said Act. The Employment Equity Act is quite specific about the minimum requirements of an organisation’s Employment Equity Plan, which make it easy to identify what progress is being made towards ending discrimination in the workplace. The minimum penalty for contravening the Employment Equity Act is R500 000 and the maximum is R900 000. The question arises as to whether South African organisations are merely implementing Employment Equity policies to adhere to the basic requirements and deadlines of the Act. Or, are these policies genuinely based on commitment to the principles of equality and equal opportunity for all in the workplace. Calsonic Kansei South Africa has put into place various training and succession plans, which will help to achieve the organizational goal of being more equitable in terms of the Employment Equity Act. Employment agency databases have also been analysed to determine the availability of suitably qualified Affirmative Action employees. In this paper the writer will investigate the progress that Calsonic Kansei South Africa has made towards achieving Employment Equity in relation to other organisations within the same industry.
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Matshikwe, Lungile Easter. "An analysis of the policy-making process in the Department of Labour with specific reference to the Employment Equity Act, (Act 55 of 1998)." Thesis, Port Elizabeth Technikon, 2004. http://hdl.handle.net/10948/201.
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The research problem in this study was to analyse how the new constitutional, legal and political arrangements have influenced public policy-making in the department of labour with specific reference to the Employment Equity Act. To achieve this objective a theory for analysing policy–making process was presented. Corporatist theory is based on the following assumptions: Public policy is shaped by interaction between the state and interest groups. The state licences behaviour of interested organizations by attributing public status to them Policy-making is based on interest groups bargaining across a broad range of issues. The groups are functionally interdependent to enhance social stability. The groups use consensus in making decisions. Decision-making is centralised, it is done by leaders. The groups are bureaucratic in organization. The groups must be recorgnised by the state so that they can be allowed representation. The research questions that arise are: (1) Who sets the agenda for policy formulation? (2) How is the policy formulated? (3) how are the decisions taken? (4) How is the policy implemented? (5) How is the policy monitored? The objective of this study analyse how constitutional, legal and political changes have influenced public policy formulation in the Department of Labour with specific reference to the Employment Equity Act. Policy–making processes in the South African arena and factors that led to the promulgation of Employment Equity Act were discussed. This study was a qualitative design. Purposive sampling was used in the selection of five participants who were interviewed. All interviews were transcribed verbatim. Data was analysed as described by Rubin and Rubin (1995:260) The result negated some of the assumptions of corporatist theory and others concurred with the theory. The findings of the study revealed that policy formulation in the Department of Labour is as a result of constitutional, and international conventions obligations. The findings further revealed that policy-information is institutionalised and there are competing interests due to divergent ideological orientations, different social backgrounds; racial differences; different; political beliefs; different class background; different historical backgrounds, and gender differences. (v) The formulation of the act was also characterised by advocacy, adversarism, stereotyping, alliances and consensus. These organisations. were bureaucratic and decisions were centralised. This study recommended a theory and the theory postulates that “public policy is the product of the social, economic, political, cultural, technolergical, and natural conditions of a given society in a particular epoch or period in the historical development of the particular nation or society and is influenced by dominant national and international forces and these influences may be cultural, economically, social, politically, technological, and type and system of government.
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Meyer, Malcolm James. "Challenges facing the implementation of the employment equity act in public FET colleges in the Western Cape." Thesis, Cape Peninsula University of Technology, 2014. http://hdl.handle.net/20.500.11838/1949.
Full textAbstract:
Dissertation submitted in fulfilment of the requirements for the
MAGISTER EDUCATIONIS
in the Faculty of Education at the
Cape Peninsula University of Technology
2014<br>The apartheid system caused severe pain, injustice and financial loss to the majority of South African people. To redress the aftereffects of racial discrimination in the workplace, the Employment Equity Act (EEA) of 1998 was established. While there is some research on the challenges of implementing the EEA legislation in universities, there is a paucity of research on the difficulties faced by Further Education and Training (FET) Colleges.
The purpose of this research project was to investigate the extent to which the EEA has been implemented in public FET Colleges located in the Western Cape Province, with the specific objective of identifying possible barriers to the implementation of the EEA in these Colleges. The research question was: What types of challenges1, or barriers (if any), exist in the implementation of the EEA in public FET Colleges in the Western Cape? This study is informed by critical social theory. The design of research in this study is both qualitative and quantitative. Data were collected from Deputy Chief Executive Officers (Corporate Services), Human Resources Managers and Campus Heads from each of the four Colleges. Semi-structured, open-ended interviews and documentary analysis were used. Data were analysed quantitatively and qualitatively. Four of the six FET Colleges in the Western Cape Province were selected on the basis of their geographical location and the diversity of their personnel.
Results revealed that in public FET Colleges in the Western Cape, white males and coloured females dominate top management positions. Data further showed that the Indian group is the least represented at both top and bottom levels of these FET Colleges. Although white females are fewer than their coloured female counterparts in top positions, they are nonetheless more than double the number of their black female counterparts. These results have serious implications for implementation of EEA legislation in general, and in the Western Cape specifically.
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Reed, Stephen Graham. "The challenge of transformation : an analysis of the ethical and strategic need for transformation with special reference to the Employment Equity Act." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53617.
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Thesis (MPhil)--University of Stellenbosch, 2003.<br>ENGLISH ABSTRACT: Since 1994 South Africa has undergone numerous social and political transformations.
Transformation in this country has different meanings for different people, depending on
the individuals perspective. The process of transformation has been slow for some,
particularly those people who are eager to break away from a past, which has denied
them basic individual rights. For others transformation has been too fast and thus a threat
to their status quo. In view of this, transformation must be embraced by all through the
realisation and admission that the apartheid era was inherently unfair to sections of the
population and change must therefore be regarded as the levelling of the playing field.
This study focuses on the generation of inequality, the uprooting of this evil and the
implementation of equity. In addition, this study particularly focuses on how equity can
be implemented in the workplace, why it is important to do so and what are the possible
barriers to successful implementation. I will consider some of the theories that may be
useful in initiating change. Finally, I will discuss the merits of the Employment Equity
Act as legislation to enforce equity in the workplace.<br>AFRIKAANSE OPSOMMING: Vanaf 1994, het Suid Afrika verskillende sosiale en politieke veranderings ondergaan.
Hierdie veraderings het verskillende betekenis vir verskillende mense, afhangend van die
individuele se insig. Die proses van veranderings was te stadig vir sommige persone,
veral diegene wie angstig was om weg te breek van die verlede, wat hulle ontneem het
van hulle basiese individuele regte. Vir andere was die veraderings veels te vinning en
was meer 'n bedreiging vir hulle onveranderlike hoë belangrike posisies. Met hierdie
faktor insig, moet veranderings omhels word deur almal se opregte beseffing en
erkenning dat die apartheid jare se alleen regte vir die een groep baie onregverdig was
teenoor die ander groepe, dus moet veranderings aanvaar word as gelykmaking
van alle onreelmatinghede.
Hierdie studie is die fokus gerig op die jare van vasgevangheid in onregverdigheid en dat
hierdie ongeregtigheid kan ontwortel word met die aanbeveling of vervangs van
geregtigheid. Die fokus lê veral klem op hoe om gelyke regte by die werksplekke toe te
pas.
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Odendaal, Barend Röges. "Implications of the Employment Equity Act and other legislation for human resource planning in Telkom, Western Cape." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51797.
Full textAbstract:
Thesis (MPA)--Stellenbosch University, 2000.<br>ENGLISH ABSTRACT: The affirmative action process has accelerated dramatically since the democratisation of
South Africa. After the 1994 general election equity became entrenched in legislation.
The employment equity legislation together with other labour legislation is there to undo
long-standing segregation policies. The Employment Equity Act, 1998, holds unique
challenges for organisations to reach their employment equity goals. A limited time
period has also been set for organisations to apply a temporary intervention to endeavour
to correct the imbalances caused by the apartheid regime. The apartheid legislation,
which resulted in 45 years of racial separation, had the adverse effect of denying certain
South Africans equal employment opportunities. This caused an imbalance in the labour
demographics of South Africa.
This study focuses on the effects of the implementation of the Employment Equity Act,
1998, and other legislation on human resource planning within Telkom SA. Telkom SA,
being the largest communications company in South Africa, has committed itself to
employment equity and has already embarked on an affirmative action programme.
However, the various pieces of legislation require certain criteria to be met. With the
distortion of the labour demographics, Telkom SA finds has difficulty in finding suitably
qualified candidates in certain race groups within the Western Cape. Perceptions of
affirmative action have also been negative and this has led to resistance to the process. As
soon as a commitment to the process occurs, then all human resources can be utilised
effectively.<br>AFRIKAANSE OPSOMMING: Regstellende aksie het dramaties versnel sedert die 1994 algemene verskiesing van Suid
Afrika en gelykheid het deel begin vorm van aIle wetgewing. Die wetgewing op gelyke
geleentheid, tesame met ander arbeidwetsgewing is daarop gestel om rasse verwydering
te beveg. Die Wet op Gelyke Geleenthede, 1998, vereis dat instansies hulle gelyksheid
doelwitte bereik binne 'n gegewe tydperk. Die tydelike tussenkoms om die wanbalans te
herstel, wat deur die ou regering veroorsaak is, is van kardinale belang. Die apartheids
wetgewing het veroorsaak dat daar na 45 jaar steeds 'n negatiewe uitwerking is vir sekere
rassegroepe. Dit het ook veroorsaak dat daar 'n wanbalans in die demografie van Suid
Afrika is.
Hierdie studie is gemik daarop om die uitwerking van die verskeie wetgewing se
uitwerking op die beplanning van die menslikehulpbronne van Telkom SA te ondersoek.
Telkom SA, is tans die grootste kommunikasie maatskappy in Suid Afrika en hulle is
daarop gemik om gelyke geleenthede te bevorder en het die nodige stappe alreeds
geneem ten opsigte van die regstellende aksie plan. Die verskeie wetgewing stel sekere
vereistes aan Telkom SA weens die feit dat hulle deel vorm van die aangewese
maatskappye soos die wetgewing bepaal. Hulle vind dit moeilik om 'n geskoolde persoon
uit sekere rassegroepe te kry, weens die feit dat hulle nie gelyke geleentheid gehad het
om te ontwikkel nie. Regstellende aksie is ook negatief ontvang deur sekere werknemers
en dit kan die proses vertraag. Sodra persone toegewyd word aan die voordele van so 'n
proses, sal die dienste van aIle Suid-Afrikaners effektief gebruik kan word.
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Van, Der Schyff Sihaam. "Challenges facing female executives in the banking sector in South Africa in the post-apartheid period." University of the Western Cape, 2017. http://hdl.handle.net/11394/6387.
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Magister Commercii - MCom (Business and Finance)<br>The dawn of democracy in South Africa (SA) in 1994 i.e. post-apartheid era came
with inherent societal gender deficiencies and in all Sectors of the SA economy
women experienced challenges. Specifically in the Banking Sector women were
under represented in leadership and executive positions. The legal framework
changed to correct the inequalities of the past resulting in various charters
encouraging the private and public sector to transform.
9
Smit, Karen. "Employment equity : guidelines for the recruitment and selection of people with disabilities in the open labour market." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52258.
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Thesis (MA)--Stellenbosch University, 2001.<br>ENGLISH ABSTRACT: Until very recent people with disabilities in South Africa were an overlooked
and under-utilised pool of labour. Disabled people have been denied the
chance to participate in employment opportunities by becoming economically
active and hence contributing towards the economy of the country. This is
because employers were seldom or never exposed to the employment of
disabled people in the open labour market. The result is that employers are
uninformed about the benefits of recruiting disabled candidates.
Since the establishment of a new democratic order in South Africa in 1994,
new legislation that protects the rights of disabled people was implemented.
The Constitution of the Republic of South Africa (No 108 of 1996), the Labour
Relations Act (No 66 of 1995) and the Employment Equity Act (No 55 of 1998)
for the first time proclaimed that it is unlawful to discriminate against people
with disabilities.
The Employment Equity Act (No 55 of 1998) encourages employers to employ
persons from designated groups. These designated groups are black people,
women and people with disabilities. To enable employers to successfully
recruit disabled people in the open labour market, existing recruitment and
selection procedures should be reviewed to remove any discriminatory
elements. It is during the recruitment and selection process that the disabled
applicant are either denied access to employment or not given a fair chance to
compete for a position.
Currently the Employment Equity Act (No 55 of 1998) only mentions the terms
"people with disabilities" and "reasonable accommodation". This Act does not
provide guidelines for employers on how to go about recruiting and employing
disabled candidates. Therefore the aim of the study is to present practical
guidelines regarding the employment of people with disabilities. These
guidelines describe in a non-discriminatory manner the recruitment and
selection process, such as reviewing job descriptions, the advertisement of
positions, interpreting the disabled candidates' curriculum vitae and interviewing the disabled applicant. The idea of reasonable accommodation
within the workplace highlights the use and benefits of assistive devices for
disabled persons so that the essential functions of a job can be performed.
Exploratory-descriptive research was done with the assistance of
questionnaires as an instrument for data collection. To meet the aims of this
study, an availability sample of 20 businesses (small, medium and large
businesses) which also included government departments in the Cape
Metropolitan area was selected. The opinions and attitudes of human
resources staff and business owners concerning the recruitment of physically
disabled people, persons with hearing impairments, persons with visual
impairments and persons suffering from epilepsy, were determined. The
research findings reflected and discussed in this study indicate that employers
do not have recruitment and selection guidelines available to recruit persons
with different disabilities successfully.
Conclusions and recommendations are made regarding the knowledge and
opinions of employers recruiting people with disabilities. The use of
recruitment and selection guidelines will benefit both the employer and the
disabled candidate. Such guidelines will enable employers to recruit disabled
persons in a fair and consistent manner.<br>AFRIKAANSE OPSOMMING: Tot onlangs was persone met gestremdhede in Suid Afrika onderbenut in die
arbeidsmag. Gestremde persone is verhoed om deel te neem aan
werksgeleenthede en kon dus nie aktiewe bydraes lewer tot die ekonomie van
die land nie. Die rede hiervoor is omdat werkgewers selde of nooit blootgestel
is aan die indiensneming van gestremde persone in die ope arbeidsmark nie.
Die gevolg is dat werkgewers onkundig en oningelig is oor die voordele wat
die indiensneming van persone met gestremdhede bied.
Sedert die ontstaan van 'n nuwe demokratiese bedeling in 1994, is nuwe
wetgewing daargestel wat die regte van persone met gestremdhede beskerm.
Die Konstitusie van die Republiek van Suid Afrika (Nr 108 van 1996), die nuwe
Arbeidswet (Nr 66 van 1995) en die Gelyke Indiensnemingwet (Nr 55 van
1998) het vir die eerste keer verklaar dat dit onwettig is om te diskrimineer
teen gestremde persone.
Die Gelyke Indiensnemingswet (Nr 55 van 1995) moedig werkgewers aan om
persone van agtergeblewe groepe in diens te neem. Hierdie agtergeblewe
groepe sluit in swart persone, vroue en persone met gestremdhede. Om
werkgewers in staat te stel om persone met gestremdhede suksesvol te werf,
behoort huidige werwings- en keuringsprosedures hersien te word ten einde
diskriminerende faktore te elirnineer. Dit is tydens die keuringsproses dat
persone met gestremdhede of verhoed word, of die regverdige kans gegun
word om te kompeteer vir 'n betrekking.
Die Gelyke Indiensnemingswet (Nr 55 van 1998) noem slegs die terme
"persone met gestremdhede" en "redelike voorsorg". Hierdie wet verskaf nie
riglyne aan werkgewers oor hoe om werwing en keuring van persone met
gestremdhede te behartig nie. Die doelwit van die studie is dus om praktiese
riglyne aangaande aanstelling van persone met gestremdhede daar te stel.
Hierdie riglyne beskryf die wyse van werwing en keuring op 'n niediskriminerende
wyse, soos die hersiening van posbeskrywings, advertensies van betrekkings, die interpretering van gestremde persone se curriculum vitae
en die voer van onderhoude met gestremde applikante. Redelike voorsorg
beklemtoon die gebruik en voordele van hulpmiddels vir persone met
gestremdhede sodat die essensiele werksfunksies verrig kan word.
Verkennende beskrywende navorsing is gedoen met behulp van vraelyste om
inligting te bekom. Vir die doelwitte van hierdie studie is 'n
beskikbaarheidsmonster van 20 besighede (klein, medium en groot
besighede), wat regeringsdepartemente ingesluit het in die Kaapse
Metropolitaanse gebied gekies. Die menings en opinies van menslike
hulpbronne personeel, en besigheidseienaars rakende die werwing van
persone met fisiese gestremdhede, persone met gehoorgestremdhede,
persone met gesigsgestremdhede asook persone wat aan epilepsie Iy, is
vasgestel. Die navorsingresultate van hierdie studie dui aan dat werkgewers
tans nie werwings- en keuringsriglyne benut wanneer persone met
gestremdhede in diens geneem word nie.
Gevolgtrekkings en aanbevelings oor die menings van werkgewers rakende
die werwing van gestremde persone, is gemaak. Die gebruik van werwings en
keuringsriglyne behoort beide die werkgewer en die gestremde kandidaat
te bevoordeel. Hierdie riglyne sal werkgewers in staat stel om persone met
gestremdhede op 'n regverdige en eenvormige wyse aan te stel.
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Papu, Mzimkulu Gladman. "The obligation on employers to effect affirmative action measures." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19738.
Full textAbstract:
Since 1994, South Africa has undergone socio-economic, political and demographic transformation. The Employment Equity Act (No 55) of 1998 aims to facilitate workplace transformation through the elimination of unfair discrimination and the implementation of affirmative action measures to enable equitable representation of employees in all occupational categories and levels in the workplace. This legislation was amended on 1 August 2014, and South Africa has watched with keen interest to see what the impact of the amendments to the Employment Equity Act would be on the world of work. For many it was to see whether job seekers and individuals from the designated groups experienced equity in access to the workplace and fair treatment in employment. For others, it was to see to what extent businesses would either benefit from its accountability and fairness to all employees or suffer from increased regulatory compliance to employment equity and affirmative action amendments. At the heart of the amendments was a need to make the South African Constitution real for South Africans in facilitating work inclusive environments in which people are enabled and motivated to contribute to the goals of the organisation. The state must respect, protect, promote and fulfil the rights in the Bill of Rights, one of these rights being equality. Affirmative action as a component of employment equity is inherently part of the process of increasing and managing diversity and identifying barriers to fair employment. Transformation does make business sense. No business will survive in the long-run, unless it reinvents itself and constantly adapts to the ever-changing demands of an increasingly competitive global environment in which it operates. An organisation’s ability to create a work culture in which diversity management is effectively managed is more likely to experience the positive effects thereof on its business. Organisations require a diverse workforce with the requisite multidisciplinary talents and knowledge to achieve its goals in an ever-changing environment. The evaluation of the extent of the progress and the narrative is to be drawn from the reported workplace demographics. This is made up of statistical analyses of the representation of individuals from designated groups at different occupational levels, as well as training and progression of designated employees by reporting employers. The ultimate test of transformation however, is in the extent to which employees would vouch for the inclusivity of the workplace environment and the total absence of unfair discrimination based on listed and arbitrary grounds. For the Commission to be able to comment on the experience of diversity management and inclusion as part of employment equity, a different approach needs to be taken. I am excited to share that the Commission’s strategic plan for the period 2016 to 2021 has prioritised the need to go beyond workforce demographic statistics and move towards a better understanding of the experience of fair treatment, diversity and “inclusion” Management. There is a significant shift in the way in which the Commission is approaching its work, in the interest of the country. It is not the aim of the Commission for Employment Equity to focus its attention on the punitive measures for non-compliance only, and accordingly the third Commission hosted the Employment Equity Awards, which recognise the good work done by organisations towards furthering the transformation agenda. The third Commission moreover developed a number of Codes of Good Practice to support the implementation of employment equity. A lot of ground was covered to enable the fourth Commission to focus on their mandate more effectively. We are grateful for their hard work and we wish them well as we look forward to realising our objectives. On a different note, the United Nations offices in New York were a hub of activity and rigorous debate during the March 2016 Summit on the Status of Women. One of the themes extensively interrogated at the summit was “Women Empowerment in the economic space”. Globally, not enough is happening to turn the economic status of women. The United Nations Sustainable Goal 5 is “Gender Equality”. A 50-50 target has been set for female representivity at all occupational levels globally. South Africa needs to work towards this goal as part of their contribution. The Summit echoed the words “Women leaders in the business world is everyone’s business”. It would do us proud in the future to be able to report significant progress in this area. Another topical issue was “Equal Pay for Work of Equal Value”. Three countries, namely Canada, Sweden and Iceland have committed themselves to pay parity across gender by 2022. South Africa on the other hand has already enacted this policy. We need to see significant change in this area. In line with the discussions during the summit, I would also like to encourage designated employers in South Africa to review policies in favour of transparency around remuneration. This will go a long way in creating an enabling environment for elimination of unfair discrimination in the workplace.
Books on the topic "Employment Equity Act (South Africa)"
1
Dupper, Ockert. Understanding the Employment Equity Act. Edited by Bhoola Urmila and Garbers Christoph. Juta Law, 2009.
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2
Bowmaker-Falconer, Angus. Breakwater monitor: Monitoring employment equity in South Africa. University of Cape Town, Graduate School of Business, 1996.
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3
Herholdt, Wynand. Employment equity in South Africa: A guide to affirmative action success. Prentice-Hall South Africa, 1999.
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4
Africa, South. Basic Conditions of Employment Act 75 of 1997 & regulations. Juta Law in association with Workplace Solutions, 2010.
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5
Africa, South. Basic Conditions of Employment Act: Act 75 of 1997, revised 2008. 9th ed. Juta Law in association with Workplace Solutions, 2008.
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6
Africa, South. Basic Conditions of Employment Act: Act 75 of 1997, updated 2009. Juta Law in association with Workplace Solutions, 2009.
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7
Africa, South. Basic Conditions of Employment Act: Act 75 of 1997, revised 2008. 9th ed. Juta Law in association with Workplace Solutions, 2008.
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8
Africa, South. Schools: Law and governance : South African Schools Act, 84 of 1996 ; National Education Policy Act, 27 of 1996 ; Employment of Educators Act, 76 of 1998, including regulations and related materials. Edited by Juta Law (Firm). Juta Law, 2009.
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9
Africa, South. Schools: Law and governance : South African Schools Act, 84 of 1996 ; National Education Policy Act, 27 of 1996 ; Employment of Educators Act, 76 of 1998, including regulations and related materials. Edited by Juta Law (Firm). Juta Law, 2009.
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10
Mncube, Liberty, Thulani Mandiriza, and Michelle Viljoen. Crafting Creative Competition Remedies in South Africa. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198810674.003.0010.
Full textAbstract:
In South Africa, the pursuit of distributive justice is eminently permissible if not compelled by South African Competition Law and its unique responsiveness to issues of distributional equity and fairness. For example, in merger regulation the Competition Act permits consideration of equity issues such as empowerment, employment, and concern for small and medium-sized enterprises (SMEs). The Walmart/Massmart case illustrates how the competition authorities have implemented public interest provisions in merger control, while the Pioneer Foods settlement provides an example of crafting creative remedies to restore competition and at the same time pursue distributive justice. As we explain in more detail in the chapter, these two cases show how the competition authorities pursue equity issues such as empowerment, employment, and concern for small and medium-sized enterprises, as well as promote competition.
Book chapters on the topic "Employment Equity Act (South Africa)"
1
Horwitz, Frank M., and Harish C. Jain. "Employment Equity In South Africa: Overcoming The Apartheid Legacy." In Library of Public Policy and Public Administration. Springer Netherlands, 2002. http://dx.doi.org/10.1007/978-94-010-0318-6_11.
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Fox, Eleanor M., and Mor Bakhoum. "South Africa." In Making Markets Work for Africa. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190930998.003.0006.
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This chapter explores South African competition law. South Africa has the most sophisticated system of competition law and policy in sub-Saharan Africa. It has a mission to expand economic opportunity and facilitate inclusive development. In the wake of the UN Millennium Development Goals and the follow-on Sustainable Development Goals, there is a new world consciousness of the need to combat deep systemic poverty and to reverse the tide of increasing inequality of wealth, income, and opportunity. If there is any nation in the world whose competition law mandates integration of equity and efficiency, it is South Africa, and its policymakers are intent to address this need. The chapter looks at the South African Competition Act and highlights selected cases to illustrate the law and its implementation, including the effort by the Competition Tribunal to give serious regard to the equality and inclusiveness values that animated the statute.
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Lee, Mark J. W., and Catherine McLoughlin. "Supporting Peer-to-Peer E-Mentoring of Novice Teachers Using Social Software." In Cases on Online Tutoring, Mentoring, and Educational Services. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-60566-876-5.ch007.
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The Australian Catholic University (ACU National at www.acu.edu.au) is a public university funded by the Australian Government. There are six campuses across the country, located in Brisbane, Queensland; North Sydney, New South Wales; Strathfield, New South Wales; Canberra, Australian Capital Territory (ACT); Ballarat, Victoria; and Melbourne, Victoria. The university serves a total of approximately 27,000 students, including both full- and part-time students, and those enrolled in undergraduate and postgraduate studies. Through fostering and advancing knowledge in education, health, commerce, the humanities, science and technology, and the creative arts, ACU National seeks to make specific and targeted contributions to its local, national, and international communities. The university explicitly engages the social, ethical, and religious dimensions of the questions it faces in teaching, research, and service. In its endeavors, it is guided by a fundamental concern for social justice, equity, and inclusivity. The university is open to all, irrespective of religious belief or background. ACU National opened its doors in 1991 following the amalgamation of four Catholic tertiary institutions in eastern Australia. The institutions that merged to form the university had their origins in the mid-17th century when religious orders and institutes became involved in the preparation of teachers for Catholic schools and, later, nurses for Catholic hospitals. As a result of a series of amalgamations, relocations, transfers of responsibilities, and diocesan initiatives, more than twenty historical entities have contributed to the creation of ACU National. Today, ACU National operates within a rapidly changing educational and industrial context. Student numbers are increasing, areas of teaching and learning have changed and expanded, e-learning plays an important role, and there is greater emphasis on research. In its 2005–2009 Strategic Plan, the university commits to the adoption of quality teaching, an internationalized curriculum, as well as the cultivation of generic skills in students, to meet the challenges of the dynamic university and information environment (ACU National, 2008). The Graduate Diploma of Education (Secondary) Program at ACU Canberra Situated in Australia’s capital city, the Canberra campus is one of the smallest campuses of ACU National, where there are approximately 800 undergraduate and 200 postgraduate students studying to be primary or secondary school teachers through the School of Education (ACT). Other programs offered at this campus include nursing, theology, social work, arts, and religious education. A new model of pre-service secondary teacher education commenced with the introduction of the Graduate Diploma of Education (Secondary) program at this campus in 2005. It marked an innovative collaboration between the university and a cohort of experienced secondary school teachers in the ACT and its surrounding region. This partnership was forged to allow student teachers undertaking the program to be inducted into the teaching profession with the cooperation of leading practitioners from schools in and around the ACT. In the preparation of novices for the teaching profession, an enduring challenge is to create learning experiences capable of transforming practice, and to instill in the novices an array of professional skills, attributes, and competencies (Putnam & Borko, 2000). Another dimension of the beginning teacher experience is the need to bridge theory and practice, and to apply pedagogical content knowledge in real-life classroom practice. During the one-year Graduate Diploma program, the student teachers undertake two four-week block practicum placements, during which they have the opportunity to observe exemplary lessons, as well as to commence teaching. The goals of the practicum include improving participants’ access to innovative pedagogy and educational theory, helping them situate their own prior knowledge regarding pedagogy, and assisting them in reflecting on and evaluating their own practice. Each student teacher is paired with a more experienced teacher based at the school where he/she is placed, who serves as a supervisor and mentor. In 2007, a new dimension to the teaching practicum was added to facilitate online peer mentoring among the pre-service teachers at the Canberra campus of ACU National, and provide them with opportunities to reflect on teaching prior to entering full-time employment at a school. The creation of an online community to facilitate this mentorship and professional development process forms the context for the present case study. While on their practicum, students used social software in the form of collaborative web logging (blogging) and threaded voice discussion tools that were integrated into the university’s course management system (CMS), to share and reflect on their experiences, identify critical incidents, and invite comment on their responses and reactions from peers.
Conference papers on the topic "Employment Equity Act (South Africa)"
1
Fosu, Agyei. "Technology versus Quality Education in an Underdeveloped Region: A Case Study of UNISA Students in Former Ciskei Homeland in Eastern Cape." In InSITE 2017: Informing Science + IT Education Conferences: Vietnam. Informing Science Institute, 2017. http://dx.doi.org/10.28945/3780.
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Aim/Purpose: This paper seeks to show how University of South Africa (UNISA) is using technology to connect lecturers, tutors and students of [UNISA] in an underdeveloped region in South Africa (SA) to reduce cost and time of travelling to access information, tutorials and help [available] in designated centers, hence making quality and higher education more accessible and less costly. Background: This empirical study gives evidence to back the effectiveness, helpfulness and cost reduction of using technology as a medium of making quality and higher education accessible to under developed regions. Methodology Quantitative and purposeful sampling was deemed appropriate for the study, whereby 200 questionnaires was developed and specifically distributed to UNISA students from former Ciskei towns at East London Tutorial Center. Contribution: The paper is about the usage of mobile technology for knowledge creation and dissemination, instruction and learning, The data generated and presented add to the knowledge base about underdeveloped countries. This data and the conclusions reached based the analysis could be of interest to researchers, university administrators, politicians, planners and policy makers in underdeveloped countries. Findings: Evaluation of the overall effectiveness, helpfulness and cost reduction of e-tutorials show a slight advantage over the face-face tutorials. Recommendations for Practitioners: In the quest for ways and means of making quality and higher education accessible to underdeveloped regions, no matter which medium is chosen, the periodic measurement of success in terms of effectiveness, helpfulness, and cost implication in relation to the learner cannot be over looked. Recommendation for Researchers: More work needs to be done to check the effectiveness of technology as an efficient medium to provide access to quality and higher education to underdeveloped regional economies. Impact on Society The results could have significant implications for raising the level of education and advancing employment equity by improving the delivery and accessibility to quality and higher education to underdeveloped regional economies. Future Research: The analysis of cost efficiency and effectiveness done in this work is just representative of one point of view: the student one of accessibility and cost. There is, however, need in future work to research the implications for the institutions of higher education (in terms teaching design, curriculum design, knowledge of individual learning types, need for change in and rate of change in knowledge view, learning philosophies), individual stakeholders, and the competitive repositioning of society.