Thèses : « Employee empowerment – South Africa – Pretoria »

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George, Tania Arlene. « Employee empowerment of frontline administrative staff at a University Of Technology, Western Cape Province, South Africa ». Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2445.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2015.
When one refers to tertiary education in general or specific institutions, its academic functions and features are paramount. Often, there is little dialogue around those who constitute most of the workforce, the administrative staff, and more specifically, the frontline administrators. Given that frontline administrators are ‘customer-facing’ and that their behaviour could significantly influence perceptions of the organisation, these staff members are often portrayed as ones who do not have any authority at work but merely serve a support role. Ensuring that these staff members are ‘taken care of’ is an operational way of guaranteeing that the customers (staff and stakeholders) have a pleasant experience that could positively affect the bottom line. The working lives, feelings of efficiency, job satisfaction and overall empowerment of frontline administrative staff, especially in tertiary education, have not been well documented in scholarly literature. This research project attempts to identify areas where universities of technology could take cognisance of the power that frontline administrative staff hold and also to ascertain how to improve their overall work experience.

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Ramjee, Meelan. « An investigation into the impact of training and leadership programmes on employee empowerment ». Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/744.

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The South African banking industry is currently facing increasing macro- and micro-environmental pressures which had led banks to move towards customer-oriented strategies. This has influenced the way their systems and processes are developed and innovated to provide a satisfactory service to their clients. It appears that service quality has been the differentiating factor that has set the competitors apart in providing their customers with a unique customer experience through client relationships and interaction. As a consequence, banks have resorted to implementing various training and leadership interventions as a driver, to effectively empower their employees to improve service quality The aim of this research study was to identify the impact that training and leadership programmes implemented by a particular branch of Standard Bank South Africa (SBSA) had on employee empowerment. This was achieved through a comprehensive literature review and an empirical study to measure whether employees had perceived themselves to be empowered. The results from this study will be used by the Human Resource Division of SBSA to evaluate and implement effective training methods for the employees of the selected branch in order to improve employee empowerment. This would serve as a great benefit for the bank as employees that are satisfied with the work are generally more productive, hence producing increased revenue for the organisation. An empirical study was embarked on to measure the respondents’ perception of being empowered and involved a survey of eighty-three employees of the retail branch in the Sandton, Johannesburg area. Forty-three of the employees responded to the anonymous questionnaire and the data obtained was analysed and interpreted into meaningful results. The results of the survey indicated that the majority of the employees at the selected branch perceived themselves to be empowered and it was concluded that the implementation of the training and leadership programmes by SBSA had a positive impact on them. The following recommendations were made: - Firstly, to increase training and development, in the form of leadership courses, inter-departmental learning and on-the-job training sessions to develop the employees to their full potential; - Secondly, management needs to encourage employees to participate in discussion forums and staff meetings and involve them in decision-making thus improving the perceived lack of a free-flow of information and transparency within the workplace; - Thirdly, team leaders and supervisors should encourage support and coaching of the junior employees by giving them constructive on-going feedback, supporting their ideas, delegating tasks, and giving them direction on the way forward; - Fourthly, a review of the reward and recognition system would be advisable where employees are rewarded (financially or non-financially) for a job or task well done, or to promote certain behaviours and attitudes in the workplace; and - Finally, it was recommended that the employees be informed and educated on the benefits, associated for both the employees and the organisation, of the Scheme in order to increase their commitment and performance. The empowerment of employees in the organisation is important as it involves employees who take responsibility for their decisions and actions because they are primarily the ones who solve the problems in their own teams. Empowerment in organisations can thus lead to less absenteeism, lower employee turnover, less employee training costs, increased employee satisfaction and more productive employees.

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Daniels, Sinclair Lonwabo. « The impact of economic downturn on black economic empowerment and banks ». Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1505.

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The purpose of this treatise is to ascertain the impact of economic downturn on Black Economic Empowerment (BEE) and Banks. This has been sparked by the huge speculations in the market as to what will happen to BEE and how will the banks cope in general with the impact of this scourge. It is imperative to understand the influence of the 2008+ economic downturn on socio-economic reconstruction and development in South Africa and the black economic empowerment and its funding mechanisms. The treatise has two phases the, namely the theoretical phase and a bit of narrative phase. In the theoretical phase the research study interrogates what the literature review reveals about the economic downturn, BEE as well as performances of different banks across the world. This shows the economic impact that the banks have had to endure during the economic downturn. This resulted in stock markets losing their value. The dividend earners were significantly affected including a sizeable number of BEE companies. The BEE companies are perceived to be too reliant on debt on to finance their deals and this treatise will look at various options of financing a BEE deal and what is deem to the most suited financing structure. The narrative phase involves semi-structured interviews that were conducted in order to ascertain the real impact that South African were faced with and how they have managed to steer clear of the turbulent waters. This also looked at how the BEE consultant views the current occurrences in the market.

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Kamlana, Unathi. « The taxation of black economic empowerment transactions, with specific reference to the financial sector ». Thesis, Rhodes University, 2006. http://hdl.handle.net/10962/d1004544.

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There has been some concern that the pace of expectations being built up regarding the transfer of ownership of the economy into the hands of the previously disadvantaged was not allowing for the due diligence and analysis of the implications of such transactions. Tax legislation relating to the transfer of assets is also not seen to be consistently conducive to this process. The focus of this thesis is taxation and a critical analysis of how the current tax legislation affects most of the transactions which usually form the basis of black economic empowerment. It is argued that tax policy is one of the fundamental instruments available to government to encourage the process of black economic empowerment. It is therefore important to assess whether or not current tax legislation is supportive of the process of black economic empowerment and to suggest ways in which it can be amended to serve this purpose. By means of a literature review and a case study of a Black Economic Empowerment deal in the financial sector, the thesis examines various sections of the Income Tax Act, 58 of 1962, which may have a bearing on black economic empowerment transactions and structures, including corporate restructuring rules, the taxation of trusts, inter-company loans, the use of hybrid financial instruments, the taxation of small business corporations, employee share incentive schemes, connected persons rules and value-shifting arrangements, the general deduction formula and the deductibility of interest incurred on amounts raised to acquire shares. It appears that although some aspects of the current tax legislation lend themselves to assisting black economic empowerment transactions, there are still areas where much improvement is required.
KMBT_363

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Gqamane, Zukiswa. « An investigation of the empowerment needs of councillors with reference to the King Sabata Dalindyebo local municipality, province of the Eastern Cape ». Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1010168.

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The purpose of this study was to investigate the empowerment needs of councillors in a municipality. The main focus was to assess the successes or inadequacies of the empowerment programmes previously offered to councillors by the King Sabata Dalindyebo Local Municipality. In order to achieve the research objectives an in-depth literature study was undertaken. A survey was also conducted to examine the level of empowerment being offered by the King Sabata Dalindyebo Local Municipality to its councillors and the data was collected by means of self-administered questionnaires. The literature study proved the hypothesis to be correct, which stated that empowered councillors could enhance effective public participation, effective communication which could result in effective service delivery. The empirical study revealed that certain councillors require adequate training in areas such as communication skills, council’s rules of procedures and new developmental mandate assigned to local government. The empirical survey also revealed that there is limited mutual trust between councillors and the senior officials, immediate intervention is required to restore trust between councillors and officials. It has been recommended that King Sabata Dalindyebo Local Municipality should not only provide regular “in house” training, but also training conducted by outside agencies is required. In certain instances, one may find that municipalities may not have fully capacitated persons for “in house” training. Thus, outside agencies which possess the relevant expertise such as universities and SALGA should be encouraged to also facilitate capacity training for councillors.

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Duffett, Rodney Graeme. « Black Economic Empowerment in the Cape Peninsula advertising industry : a multiple case study approach ». Thesis, Cape Peninsula University of Technology, 2009. http://hdl.handle.net/20.500.11838/1712.

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Dissertation submitted in fulfilment of the requirements for the degree Magister Technologiae: Marketing in the Faculty of Business at the: CAPE PENINSULA UNIVERSITY OF TECHNOLOGY, 2009
Black Economic Empowerment (BEE) aims to enable Black people in South Africa (SA), as legislatively classified, to make a noteworthy contribution to the local economy by irreversibly altering the racial profile of ownership, management echelons and all employment levels of existing and new organisations. This ambitious strategy hopes to encourage economic transformation by eliminating unfair discrimination; applying affirmative action (AA) policies; empowering Black women and facilitating access to land, infrastructure, economic activities, ownership, as well as training and skills development (SA. DTI, 2004a:4-5). The transformation process in SA has been a lengthy and complex one, with the government slowly enacting enabling legislation. The Broad-Based Black Economic Empowerment (BBBEE) Codes of Good Practice was gazetted on 9 February 2007 and this significant piece of legislation has provided a framework to guide and measure transformation activities. The advertising industry has been criticised for its slow empowerment advancement, which led to two parliamentary hearings in the early 2000s to investigate allegations of racism and poor transformation progress. The Association for Communication and Advertising (ACA) gave full cooperation during the parliamentary hearings and has been a main driving force of transformation within the advertising industry. The ACA’s dedication resulted in the Marketing, Advertising and Communication (MAC) sector charter being gazetted on 29 August 2008 (Jones, 2008). There are few studies that have effectively investigated transformation and BEE progress within the South African advertising industry over recent years. Of these, none has yielded rich qualitative BEE data. Therefore, the main objective of this study was to explore progress made by advertising agencies towards transformation in the Cape Peninsula, as well as the challenges and benefits that result from implementing BEE measures in terms of BBBEE ownership and Employment Equity (EE). These elements have been thoroughly examined by utilising a multiple case study approach and by interviewing the top twelve traditional full-service advertising agencies through use of a semi-structured interview guide, which primarily generated in-depth qualitative data. Cape Town based advertising agencies readily provided a wealth of data, which illuminated numerous previously unexplored positive and negative BEE issues. Recent BEE internal advertising agency documents, literature, surveys and other research studies were used to corroborate and verify the findings in order to reach a consensus, compromise or disagreement in the subsequent discussion. The advertising industry has employed a multitude of innovative BEE strategies to facilitate transformation progress and to address a number of inherent problems. This has resulted in several success stories and numerous benefits as Cape Town based advertising agencies have embarked on their varied transformation journeys. The recommendations of this study would be useful to the national advertising industry, other sectors and government to assist in streamlining the transformation process in SA.

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Vivian, Theuns Charles. « Tourism business growth with specific reference to black economic empowerment in the tour operating sub sector in South Africa ». Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1620.

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Thesis (DTech(Tourism and Hospitality Management))--Cape Peninsula University of Technology, 2011
This study reports on the findings of research that was conducted amongst tour operators in South Africa in an attempt to determine the level of Black Economic Empowerment (BEE) in the sub-sector as well as to determine measures that will expedite BEE. The survey method was deployed to generate primary data from this target market and the Chi square method used to determine causality between the size of enterprises and the support for BEE in principle. This method was also used to determine if the size of an enterprise influences the propensity to support and apply BEE in tour operating enterprises as well as the utilization of incentives.The research indicate that the vast majority of tour operating enterprises in South Africa are small businesses with 62,3% indicating a turnover of R2,5million or less per annum and 63,9% indicating that they employ two or less full time employees. In terms of ownership, 14,3% of respondents indicated that they are 100% black owned. The fact that these enterprises are small makes it difficult to attract investment or involvement from Previously Disadvantaged Individuals (PDI’s) although 72% of respondents indicated that they support BEE in principle. However the application of BEE in these enterprises are only supported by 61,8% of respondents and the degree of implementation vary according to the different components of the tourism scorecard. In terms of the seven pillars of the tourism scorecard, the procurement and social investment pillars achieved the best results.In order to grow this sub-sector and create opportunities for BEE expansion, government needs to provide training and education interventions as well as dedicated incentives to assist tour operators in gaining access to markets and capital goods. The suitability of all the pillars in the tourism BEE scorecard is questioned due to the nature of small businesses and further research needs to be done on the other sub-sectors in tourism to determine a scorecard that can be effectively implemented.A model for business growth is proposed to enhance the BEE efforts and to create opportunities for fast growth and new start-up businesses. The model consists of interventions aimed at the following four areas:  Enterprise level (new start-ups and fast growth enterprises)  Sector specific environment  Economic growth in the external environment, and  New target markets A recommendation to the National Minister for Tourism during the course of this study has resulted in the provision for a national tourism database in the Tourism Bill (2011).

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Du, Preez Luzanne. « An exploration of coaching interventions and techniques used to address workplace bullying in South Africa ». Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/97431.

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Thesis (MPhil)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: Despite workplace bullying becoming more prevalent today, limited focus has been placed on this phenomenon within the organisational research context. It is important to note that this particular field of study still seems to be fairly new. Preventative measures for workplace bullying have focused on organisations taking responsibility through revisiting organisational leadership and culture, implementing policies and programmes, one of which includes coaching interventions. The present study set out to state that through effective and well-directed coaching interventions, awareness regarding workplace bullying can be created on both an individual and organisational level. The main objective of the study was to explore what coaching interventions and techniques can be used in coaching to address workplace bullying in South Africa. This study, positioned in the interpretivist paradigm, explored the personal experiences of 13 qualified and registered business coaches with COMENSA in South Africa, regarding their understanding, experience and knowledge of coaching related to workplace bullying from the sample group, through qualitative data. The sample group participated in individual semi-structured interviews relaying their experiences by answering specific questions, formulated as guidelines to the study. The questions were grouped into four categories, in order to analyse the qualitative data by using the content analysis method. The study found that coaches are increasingly faced with the responsibility to coach individuals related to workplace bullying, that it is a definite problem in South African organisations, but that organisations are currently not addressing it. The sample group in general had an average understanding of the concept of workplace bullying. However, their experience in workplace bullying contributed to insight on a number of factors, not obtained from literature. This also included the identification of several approaches, techniques and tools, which have been used with great effectiveness, whether coaching bullies or individuals being bullied. The sample group also emphasised a number of critical areas that coaches need to be aware of, including the importance of coaching supervision, proper contracting with clients and the effect that workplace bullying have on the coach himself, to mention just a few. The study focused on discussing the findings of this study by analysing and comparing the specific results, with previous literature, research and studies. The literature mentioned a number of theoretical underpinnings that can be used in workplace bullying coaching, but the study found more value in the processes followed by the coaches regarding effective coaching interventions, combined with approaches, tools and techniques, which are indicated specifically in the study. It was also found that an effective workplace bullying coach should have a good knowledge of organisations, organisational culture and the dynamics in business. In relation to South Africa’s focus on workplace bullying, the study found that this is greatly lacking, and special attempts should be made to create awareness of the topic in South African organisations. Investigations are proposed to incorporate workplace bullying into the South African labour legislation and to establish a Workplace Bullying Body to quantitatively and qualitatively investigate and regulate workplace bullying in South Africa.

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Mazantsana, Nomzamo. « An evaluation of employee assistance programmes and the impact of workplace wellness on employee productivity : a case study of the Eastern Cape Provincial (2007-2012) ». Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007041.

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An employee wellness programme is a programme that promotes and supports the well-being of its employees and is aimed at increasing productivity. Employee Assistance Programmes (EAPs) are used as a means of ensuring employee wellness. Employee Assistance Programme can be defined as a programme aimed at improving the quality of life of employees and their families by providing support and helping to alleviate the impact of everyday work and personal problems. EAPs are intended to help employees deal with their personal problems that might adversely impact their work performance, health and well-being. The main goal of the EAP is to enhance productivity as well as social functioning of individuals.The main objective of the study as to evaluate the Employee Assistance Programmes and the impact of Workplace Wellness on employee performance in the Eastern Cape Provincial Legislature. This was triggered by the fact that Wellness and EAPs are not visible in the ECPL and the Legislature continues to lose employees due to ill-health and resignations. The institution is characterised by a culture of “us” and “them”, us, referring to Labour and them to Management, and therefore resulting in low staff morale. This raised some concern from the researcher as there is an EAP paid for by the Legislature, but awareness, utilisation and effectiveness of the programme remain a challenge. Due to the nature of the institution’s core business, it is perhaps even more vital for the Legislature to create an organisational culture of caring and employees to be nurtured. It is believed that it is more cost effective and beneficial to both the employer and the employee to retain trained employees, than it is to lose troubled employees and hire new ones, in particular because there is no guarantee that the new ones will not, in time also show signs of problems. The researcher used applied research in this study to explore the need for the EAP as well as how best the programme can be implemented. A combination of an explanatory-descriptive design was used for this study because little is known about the phenomenon or programme. For this research, the researcher used a combination of interval/systematic and random sampling to complement each other in reducing any bias that has the potential of occurring when applying interval/systematic sampling. To get representation and precision, the researcher divided 285 employees according to their ranks. The results from this attempt were: Secretariat=25, Management=42, Administrative staff=196, General Workers=33 NEHAWU Shopstewards=10. The researcher then divided employees in each respective category by one tenth or 10% of each category to get the number of respondents from each category to be included in the sample and added up all categories to get the sample size. The sample of this study was thus, Secretariat=1, Management=4, Administrative staff=20, General workers=3 and NEHAWU Shopstewards=1 and made up a sample size of 29. Only one questionnaire was compiled for all the respondents because EAP recognise that employees start from the CEO of a company to the lowest paid employee in that company and, as such considers all employees to be equal. Research results indicated that there are some limitations in the utilisation of EAP and that employees are faced with both personal and work-related problems. Thus it became clear that the whole concept of Employee Wellness and Employee Assistance Programmes needed to be overhauled and restructured to ensure maximum benefit.

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Bosman, Estelle. « The development of a strategic model for long-term sustainability of black economic empowerment in South Africa ». Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50477.

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Thesis (MBA)--Stellenbosch University, 2005.
ENGLISH ABSTRACT: The Broad-based Black Economic Empowerment (BBBEE) Act, Act 53 of 2003, has made it essential that businesses with more than fifty employees become black empowered in the shortest possible time frame (2-3 years) which is both practically possible and economically feasible. The aim with government's introduction of BBBEE is to address inequalities resulting from the systematic exclusion of the majority of South Africans from meaningful participation in the economy. With the introduction of the BBBEE Code of Good Practice, compliance with the requirements as set out by the government was further defined. A balanced scorecard has been introduced by the Department of Trade and Industry that assists companies to measure their level of integration. Compliance to the legislation has become a necessity for businesses in South Africa to be competitive and to grow. The balanced scorecard and the ever mounting pressure to be competitive have resulted in black economic empowerment (BEE) transactions being more focussed on equity deals than on truly empowerment. A hypothesis is that these types of transactions would not be sustainable due to the nature of the relationships and seeming lack of strategic processes. With the current balanced scorecard, there is also no provision made for the measurement of sustainability. To be competitive remains the key to any business' strategic objectives. This would therefore imply that the BEE transactions should hold a competitive advantage for the business and promote the objective of black economic empowerment as a socioeconomic process, ultimately contributing to the economic transformation of South Africa. It is within this context that the study explored the application of growth strategies and the modelling of these strategies to BEE. An exploratory and mainly descriptive research study was conducted to determine whether a model for sustainable empowerment could be developed using the strategic growth strategies as the framework. Each strategy, namely diversification, mergers and acquisition and strategic alliances was evaluated in terms of its contribution to the competitive advantage of a company. Using the principles from a strategic growth perspective it is believed that a number of concerns for small and medium size businesses in South Africa could be addressed. These include amongst others, growing more competitively through diversification into the core business, selecting partnerships/alliances that match the strategy of the company, avoiding fronting through the establishment of strategic alliances based on the improvement of efficiency and effectiveness, transferring skills and knowledge through diversification, strengthening existing business domain through an alliance that enhances the core strengths of a company. The recommendation to apply a more strategic model to BEE also resulted in the recommendation of a more comprehensive tool to measure the effectiveness and the sustainability of the growth strategy. A recommendation is made to apply the balanced scorecard and to integrate the strategic objectives of the company with the BEE objectives defined by government. The result is a model that reflects the sustainable competitive advantage of a business aligned with its vision and mission. Both the competitive advantage and sustainability are therefore addressed through the model application that would, in all likelihood, also prove to have a direct effect on the financial outcome of the business in the future. BEE, in its legislative form, is unique to South Africa and is a strategic tool to contribute to the economic transformation of South Africa. In a country that is in the process of creating a new middle class, this model could have a distinct impact on other developing countries in the world and further research on the application of a sustainable BEE model to create economic prosperity in the developing society could prove to be of significant value.
AFRIKAANSE OPSOMMING: Ingevolge die Algemene Swart Ekonomiese Bemagtigings (BBBEE) Wetgewing, Wet 53 van 2003, is dit vir sake-ondernemings met meer as vyftig werknemers noodsaaklik om swart bemagtiging in die kortste moontlike tydsbestek (2 - 3 jaar) in werking te stel; 'n tydsduur wat beide prakties haalbaar en ekonomies uitvoerbaar is. Die meerderheid Suid- Afrikaners is van enige betekenisvolle deelname in die ekonomie stelselmatig uitgesluit en die regering se oogmerk met die implementering van die BBBEE is om dié ongelykheid uit die weg te ruim. Met die invoering van die gedragskode is die vlak van inskiklikheid meer breedvoerig gedefinieer. Ter wille van mededingendheid en groei het dit vir sake-ondernemings noodsaaklik geword om hierdie betrokke wetgewing te ondersteun. Die ewewigtige meetinstrument en die voortdurende druk om 'n hoër vlak van mededingendheid het tot gevolg dat daar meer gekonsentreer word op gewone aandeletransaksies as op ware bemagtiging. 'n Hipotese is dat hierdie tipe transaksies nie volhoudbaar sal wees nie weens die aard van die verhoudings en skynbare gebrek aan strategiese prosesse. Met die huidige meetinstrument is daar ook geen voorsiening gemaak vir die meting van volhoudbaarheid nie. Van kardinale belang vir enige sake-onderneming is om mededingend handel te dryf. Dit veronderstel dat die BEE-transaksies behoort 'n mededingende voordeel vir die sakewêreld te ondervang en die doelwitte van swart bemagtiging as 'n sosio-ekonomiese proses te bevorder. Hierdie benadering sal mettertyd 'n wesenlike bydrae lewer tot die transformasie van Suid-Afrika. Dit is binne hierdie verband wat hierdie studie die toepassing van groei-strategieë nagevors het en voorts die uitvoering van hierdie strategieë vir BEE toe te pas. 'n Ondersoekende- en hoofsaaklik beskrywende navorsingstudie is onderneem om te bepaal watter model vir standhoudende bemagtiging ontwikkel kan word met gebruik van die strategiese groeistrategieë as raamwerk. Elke strategie, dit wil sê diversifisering, samesmeltings en strategiese alliansies en venootskappe, is in terme van hulle bydrae tot die mededingende voordeel van die maatskappy, beoordeel. Met die toepassing vanuit 'n strategiese groei-perspektief, is die skrywer van mening dat verskeie besorgdhede oor BEE vir klein- en medium sake-ondernemings in Suid-Afrika aangespreek kan word. Dit sluit onder andere in, om mededingendheid te ontwikkel deur diversifikasie in die sake kern, selektering van vennootskappe/ alliansies wat ooreenstem met die strategie van die maatskappy. Ook deur frontering te verhoed deur die vestiging van strategiese samewerking, gegrond op verbeterde doeltreffendheid en doelmatigheid. Voorts deur kennis en vaardigheid oor te dra deur diversifikasie, versterking van die bestaande sakedomein deur samewerking, wat die inherente krag van die maatskappy ondervang. Die aanbeveling om 'n meer betekenisvolle model vir BEE toe te pas het gelei tot 'n aanbeveling vir 'n meer toepaslike instrument om die doelmatigheid en standhoudenheid van die groeistrategie te meet. Ook word aanbeveel dat die ewewigtige meetinstrument toegepas word en die strategiese doelwitte van die maatskappy te integreer met die BEE doelwitte, soos deur die regering gedefinieer. Die uitkoms is 'n model wat die volhoubare mededingende voordeel van 'n sake-onderneming, gerig op sy visie en missie, weerspieël. Beide die mededingende voordeel en volhoubaarheid word dus aangespreek deur die toepassing van die model, wat in alle waarskynlikheid ook sal bewys dat dit 'n direkte invloed op die toekomstige finansiële uitkoms van die sake-onderneming sal uitoefen. BEE, in sy wetgewende formaat, is eie aan Suid-Afrika en is 'n strategiese instrument wat bydra tot die ekonomiese transformasie van Suid-Afrika. In 'n land wat in die proses is van die skepping van 'n nuwe middelklas, kan hierdie model 'n besliste uitwerking hê op ander ontwikkelende lande in die wêreld. Verdere navorsing in die toepassing van 'n volhoudbare BEE-model om ekonomiese vooruitgang in die ontwikkelende samelewing te bewerkstellig kan heel waarskynlik 'n betekenisvolle bydrae lewer.

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Kolver, Willem Andreas Pieter. « The role of strategic control in implementing an empowerment strategy in a selected higher education institution ». Thesis, Port Elizabeth Technikon, 2001. http://hdl.handle.net/10948/71.

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Higher education institutions in South Africa are under pressure on account of changes in their environment so those institutions which can adapt to the changes and continue to carry out their purposes will be the most successful. According to Wellins, Byham and Wilson (1991:21) the employee empowerment and energy that comes with a feeling of ownership, are necessary prerequisites for continuous improvement. When organisational values, leadership actions and human resources systems, for example, rewards, training, and organisational structures are focused on empowerment, continuous improvement actions result. These, in turn, could lead to competitive quality, increased productivity and improved customer service. This dissertation aims to assess what would be an appropriate strategic control model when implementing an empowerment strategy. To this end an empowerment process management model is presented, as well as an investigation into the most effective environment where empowerment can be implemented and the management style needed. Secondly, the characteristics of strategic control are considered and lastly, the particular circumstances of a tertiary education institution are discussed. The findings of this study are that the concept of strategic control and empowerment and the reality which exists at the selected higher education institution concur in certain instances, from the managers’ perspective. Further research to investigate the role of strategic control in implementing an empowerment strategy at the selected higher education institution when all role players are included, is recommended.

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Nzo, Yolisa Nomfundo. « Determining the factors that influence customer service excellence in the South African retail sector ». Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1012956.

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Customer service excellence (CSE) is the common thread that binds all businesses; as without customers no trade can take place. The South African retail sector is one of the drivers of the economy and it is important that CSE is continuously monitored to ensure that standards of excellence are maintained. What remains unknown and unmeasured is the impact of the employees and the organisation on CSE. The retail sector is dependent on its customer facing employees to be the face and character of the store. Investment in advertising and other media exposure must ultimately be tested when a consumer visits a store and experiences the CSE on the ground and in real time. The investment for the retailer becomes worthwhile if the real face of the company reflects the promises made in the media; and that is in the hands of the men and women who work in the stores. This study sought to find out the impact of employees and organisations in the Centurion mall based retail stores on CSE. Literature was reviewed and quantitative and qualitative research methods was undertaken by means of questionnaires that were distributed to the staff and management of national branded stores in the malls around Centurion. The results obtained were then discussed in terms of each variable tested. The study found that organisational commitment, employee education and employee training have a strong relationship to customer service excellence.

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Bailey, Daryll. « A case study of the challenges faced by emerging black fishing enterprises on the Cape West Coast ». Thesis, Cape Peninsula University of Technology, 2013. http://hdl.handle.net/20.500.11838/1002.

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Thesis submitted in partial fulfilment of the requirements for the Degree of Master of Technology (Business Administration) Cape Peninsula University of Technology, 2013
New Black business entrants into the South African fishing industry are confronted with a range of challenges on the road to full sustainability. In addition to the need to compete with established white commercial companies with vast resources, most of the successful applicants who won rights ended up with nothing but a paper quota because most do not have their own boats to either catch their allotted quota, or they lack the facilities to process their catch. In this thesis an organisational needs analysis of a select number of emerging fishing enterprises was undertaken with a view to determine their specific needs for support services in order to make recommendations with regard to a customised support programme to assist them in their quest for business sustainability. The research indicates that the majority of the emerging enterprises are first-generation novice businesses with a need for a comprehensive range of support services. They not only lack a full understanding of the inherent risks of their industry, but most have failed to do any sort of risk planning. This lack of understanding not only constrains their engagement with fishing policy processes but also contributes to a situation of dependence on external consultants for the preparation and submission of their rights allocation applications. Furthermore, most of the current crop of business leaders have a low level of formal education and did not receive any business training prior to venturing into the industry. This vicious cycle of general ignorance of the risky nature of their sector, lack of understanding of industry process, and low education levels, has resulted in limited understanding and knowledge of the various forms of financial and other assistance available to emerging businesses. The researcher recommends intervention in all of the areas mentioned above as critical if the stated objective of the South African government, namely the promotion of black economic empowerment, is to be achieved.

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Samodien, Zaahir. « Exploring and identifying broad-based black economic empowerment (B-BBEE) implementation and compliance challenges in the South African liquid fuels sector ». Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/96195.

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Thesis (MBA)--Stellenbosch University, 2014.
Broad-based Black Economic Empowerment (B-BBEE) not only aims to readdress the racial imbalances of the apartheid era, but also seeks to promote social responsibility and empowerment of historically disadvantaged South African (HDSA) communities (Esser & Dekker, 2008). The transformation journey within the South African Liquid Fuels Sector has been a difficult and lengthy one. The South African Liquid Fuels Sector was amongst the first to receive its own Black Economic Empowerment (BEE) sector charter (Liquid Fuels Charter) in 2000. Although numerous transformation milestones have been achieved, the sector has been criticised for its slow pace in advancing transformation, which has in part contributed to the amendment of the B-BBEE Codes in 2013. The argument of slow transformation can be attributed to obstacles faced by those in industry tasked with implementing B-BBEE. There has been a deficiency in studies that have investigated transformation and the implementation of B-BBEE within the sector. As a result, the central objective of this study was to explore the B-BBEE implementation challenges faced by companies within the liquid fuels sector. A qualitative approach was employed for the collection of primary data and involved interviews with eight top and senior management representatives of Chevron South Africa (Pty) Ltd. The results emanating from the study revealed numerous implementation challenges. The study together with literature reviewed, highlights the need to address these challenges in order for B-BBEE implementation to yield the desired results for all stakeholders within the South African Liquid Fuels Sector. The study concludes that a lack of understanding of B-BBEE policy; alignment of internal party interests; overcoming internal biases; skills shortages and lack of experience by Black individuals; involvement of senior management in implementation process; co-ordination and structure required in B-BBEE implementation execution; communication within organisations; diversity/cultural awareness; and B-BBEE policy issues and skills attraction and retention are some of the issues impacting B-BBEE implementation within the South African Liquid Fuels Sector.

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Kotze, Maria Johanna. « Die rol van maatskaplike werkers in bedryfsorganisasies ten opsigte van leierskapsontwikkeling by grondvlakwerknemers ». Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52224.

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Thesis (M Social Work)--Stellenbosch University, 2001.
ENGLISH ABSTRACT: An explorative study of the Social Worker's role and responsibilities to develop the leadership potential of grassrootslevel employees in industrial organisations was undertaken. This subject was chosen with requirements in mind, which are necessary for the transformation process to be presented to industrial organisations for the implementation of affirmative action. A comprehensive literature study revealed that social workers can make a positive and essential contribution to organisations, either as an industrial social worker, or an affirmative action specialist, or as a member of the human resources development team. A discussion of the necessary leadership qualities, the implementation of affirmative action, and useful resources that may be used for development programs, is included. The literature study was followed by an empirical study. The empirical study was made with the assistance of questionnaires. The questionnaires were used to collect data on the perceived role of social work in the industrial organisation. Organisations that do utilise social work services were approached for permission and co-operation to complete the questionnaires. Seventeen respondents from fifteen organisations were selected in a random process, for inclusion in the study. The research indicated that social workers have different roles to play in vanous organisations, and with the values, knowledge base and competencies that are brought to the organisation, have a responsibility to ensure that affirmative action and labour equality is brought to fruition. With regard to the implementation of leadership development programs in industrial organisations, it was noted that grassroots level employees were seldom included in the programs, although the majority of social workers believe that all employees should participate in the programs. A summary of the skills and knowledge base required by the industrial social worker to deliver an effective service in the organisation, and to manage the development and training of employees, is included. Some skills that require further development by social workers were identified. It was also found that individuals hold different perceptions and definitions of affirmative action and it's implementation in organisations. The recommendations are, inter alia, that all leadership development programs must be continuously monitored, evaluated and subsequently followed up to assess their applicability and effectiveness. The training of industrial social workers must focus more on the development of negotiating and training skills and stimulation of assertive actions. A larger variety of resources, such as video recordings, role playing, dramatisation, interactive computer programs and small group discussions, can be used in addition, for the training and development of grassroots level employees. Should these recommendations be implemented, industrial social workers can make a significant contribution to the development and improvement of South Africa's economic, political and social situation by extending the potential of the grassroots level employees, who constitute the greatest portion of the total labour force. A group of people can thus be empowered to function optimally and to respond to the guidelines of the White Paper for Social Welfare 1997.
AFRIKAANSE OPSOMMING: 'n Verkennende studie oor maatskaplike werkers se rol en verantwoordelikheid om die leierskapspotensiaal van grondvlakwerknemers in bedryfsorganisasies te ontwikkel, is onderneem. Die onderwerp is gekies met die oog op die vereistes wat die proses van transformasie aan bedryfsorganisasies stel om regstellende aksie doeltreffend te implementeer. 'n Omvattende literatuurstudie het aan die lig gebring dat maatskaplike werkers 'n positiewe en onmisbare bydrae het om aan bedryfsorganisasies te lewer, hetsy as bedryfsmaatskaplike werker, as regstellende aksie spesialis of as deel van die menslike hulpbronontwikkelingspan. 'n Bespreking van noodsaaklike leierskapskwaliteite, die implementering van regstellende aksie en hulpmiddels wat vir ontwikkelingsprogramme benut kan word is ook ingesluit. Die literatuurstudie is opgevolg deur 'n empiriese studie. Die empiriese ondersoek is aan die hand van vraelyste uitgevoer. Die vraelyste is benut om data oor die rol van maatskaplike werk in bedryfsorganisasies te bekom. Bedryfsorganisasies wat wel van maatskaplike werkdienslewering gebruik maak, is genader en toestemming en samewerking is verkry. Deur middel van 'n nie waarskynlikheidseleksiemetode is sewentien respondente binne vyftien organisasies in die Kaapse Metropool geselekteer om aan die ondersoek deel te neem. Die navorsing het aangedui dat maatskaplike werkers verskillende rolle in bedryfsorganisasies vertolk, en met die waardes, vaardighede en kennisbasis wat na die organisasie gebring word, 'n verantwoordelikheid het om toe te sien dat regstellende aksie en arbeidsgelykheid in organisasieverband tot volle reg kom. Met betrekking tot die implementering van leierskapsontwikkelingsprogramme in organisasies, het dit aan die lig gekom dat grondvlakwerknemers selde ingesluit word by die programme, alhoewel die meerderheid bedryfsmaatskaplike werkers van mening is dat alle werknemers aan die betrokke programme kan deelneem. 'n Uiteensetting van die vaardighede en kennisbasis wat die maatskaplike werker benodig ten einde effektiewe diens binne 'n bedryfsorganisasie te lewer, asook om die ontwikkeling en opleiding van werknemers te behartig, is voorsien. Enkele vaardighede wat verdere ontwikkeling by bedryfsmaatskaplike werkers verg, is identifiseer. Daar is ook bevind dat individue verskillende definisies en persepsies het met betrekking tot regstellende aksie en die implementering daarvan in bedryfsorganisasies. Die aanbevelings sluit in dat alle leierskapsontwikkelingsprogramme deurlopend, sowel as na afloop daarvan evalueer en ook opgevolg moet word ten einde die toepaslikheid en effektiwiteit daarvan te monitor. Die opleiding van bedryfsmaatskaplike werkers moet meer fokus op die ontwikkeling van onderhandelings- en opleidingsvaardighede, en ook assertiewe gedrag stimuleer. 'n Groter verskeidenheid hulpbronne kan in kombinasie vir die opleiding en ontwikkeling van grondvlakwerknemers gebruik word, soos videoopnames, rollespel, drama, interaktiewe rekenaarpakette asook kleingroepbesprekings. lndien hierdie aanbevelings geïmplementeer word, kan bedryfsmaatskaplike werkers 'n prominente bydrae tot die ontwikkeling en vooruitgang van Suid-Afrika se ekonomiese, politieke en sosiale situasie lewer, deur grondvlakwerknemers, wat 'n groot deel van die totale arbeidsmag uitmaak, se potensiaal te ontgin. Sodoende word 'n geïdentifiseerde groep persone bemagtig om optimaal te funskioneer en word daar terselfdertyd aan die riglyne soos deur die Witskrif vir Maatskaplike Welsyn 1997 bepaal, beantwoord.

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Knipe, Andrew. « The development of independent contractors within the Working for Water Programme over a twenty-four month period : a programme evaluation : Western region, Eastern Cape ». Thesis, Rhodes University, 2005. http://hdl.handle.net/10962/d1004916.

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This research is concerned with the development of independent contractors within the Working for Water Programme over a twenty-four month period. The meaningful participation of previously disadvantaged South Africans fall within the ambit of black economic empowerment. The Government Gazette (1997: No. 1820) defines black economic empowerment as a deliberate programme to achieve the meaningful participation of disadvantaged South Africans in the mainstream economy as managers, owners of capital and employees. The purpose of this research was to evaluate the contractors within the Western Region of the Eastern Cape, in order to assess how they have developed as independent contractors within the developmental framework provided by the Working for Water Programme. This developmental framework takes place over a 462-day period or roughly 24 months. The evaluation aimed to determine whether the two-year development period sufficiently prepared contractors for competition in the open market and if contractors had acquired the necessary skills to run a successful business. A formative programme evaluation was used as a tool of analysis to identify areas of weakness and establish priorities for improvement. A qualitative research approach was followed, guided by an adapted version of the Context, Input, Process and Product approach to evaluation (Parlett and Hamilton cited in Calder, 1995, p.25). Using structured interviews comprising of closed and open ended questions, data was gathered from thirty contractors, five managers and one Senior Executive Officer within the Western Region of the Eastern Cape. An interview was also conducted with the Regional Programme leader of the Eastern Cape. Further data collection techniques included documentary research. Data was analysed using qualitative data analysis techniques described by Thorne (1997, p.118), as relying on inductive reasoning to interpret and structure the meanings that can be derived from the data. Passages of interest were marked so that the data could be reduced to a manageable size as described by Seidman (1991, p.91-1 01) and various categories were developed that had commonalties and thematic connections. The Working for Water Programme aims to exit contractors successfully after a twenty-four month developmental period. The Working for Water Programme has formalised its development framework through a training matrix in which the required training at contractor level is outlined. The finding of the research is that the current contractor development programme do not adequately prepare contractors for independence and entrepreneurship in a competitive market. There is no co-ordinated development of predetermined skills. Contractors are not able to articulate what their plans are after exit from the WFW Programme. No concrete evidence of actively pursuing alternative contract opportunities was evident from contractors who were about to exit the Programme and there is no person to champion the cause of meaningful post exit opportunities. The main recommendations from this research are that contractors be selected via an application system rather that appointment through steering committees. Selected contractors must be medically fit and at least have a matriculation certificate. Contractors should be assessed on a 6-monthly basis and contractors not achieving a minimum competency level must be removed from the programme. Managers should also have basic competency levels in order to facilitate skill transfer through a mentorship process. The charge out rate of equipment should be revised every six months. The charge out rates should also be increased significantly to cater for the harsh conditions under which contractors are operational. A "champion" needs to be appointed which will actively seek exit opportunities for trained contractors. This person will also seek to develop functional partnerships with various private and government institutions to create opportunities for exited contractors.

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Ngabase, Xabiso. « The effect of perceived organisational support and organisational commitment on turnover intention among academic staff at the University of Fort Hare ». Thesis, University of Fort Hare, 2013. http://hdl.handle.net/10353/d1007110.

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Perceived organisational support and organisational commitment plays a vital role in determining turnover intention. When employees feel that their organisation supports them levels of commitment can increase. Thus, employees feel more obligated because of favourable benefits such as organisational effectiveness and reduced turnover. The purpose of the present study was to investigate the effect perceived organisational support and organisational commitment have on turnover intention. The study followed a descriptive survey method. A questionnaire, measured on a Likert Scale was used to collect data from respondents. The sample comprised 98 academic staff at the University of Fort Hare and the response rate was 56.6 percent. The results indicated that perceived organisational support and organisational commitment are negatively and significantly related to turnover intention. The study also revealed perceived organisational support and organisational commitment on turnover intention did not account for a higher variance when put together, however moderate variance was found. Perceived organisational support in this study was identified as the most effective predictor of turnover intention. In addition to managerial implications and limitations of the study, direction for future research is also suggested at the end of this study. The findings of this study will help in terms of understanding the state of organisational commitment of academics and its relationship with their intentions to leave.

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Mgedezi, Sipho. « An investigation of the impact of intrinsic motivation and job involvement on employee retention : a case of selected departments within the Eastern Cape Provincial Government ». Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007094.

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This study investigated the impact of intrinsic motivation and job involvement, with employee retention acting as a mediating variable. As most organisations want to retain their best employees and sustain their organisational performance, this study strives to add to the body of knowledge on motivation, job involvement and employee retention, with specific reference to selected departments within the Eastern Cape Provincial Government in the South African context. Intrinsic motivation and job involvement were used as the independent variables. Employee retention is the dependent variable, which was measured using the cumulative Michigan Organisational Assessment Two-item Questionnaire (Camman, Fichman & Klesh, 1979) and a third assessment item from Landau & Hammer (1986). A quantitative relational design was employed to investigate the degree to which intrinsic motivation and job involvement predict an employee’s intention to quit their job. The data were collected through a self administered questionnaire from a convenience sample of 160 employees within the selected government departments in the study. The empirical results obtained from the data; using the Pearson correlation coefficients, indicated significant relationships between intrinsic motivation, job involvement and employee retention. Evidence was further found that employees’ intrinsic motivation and job involvement influenced the extent of employees’ intention to quit. Furthermore, a multiple regression analysis of the data indicated that intrinsic motivation is the strongest predictor of employee retention, followed by job involvement.

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Albertyn, Ruth Meriel. « Conceptualisation and measurement of the empowerment of workers : an educational perspective ». Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51662.

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Annexure is transcription of in-depth interviews.
Dissertation (DPhil) -- Stellenbosch University, 2000.
Bibliography
ENGLISH ABSTRACT: In the era of globalisation, demands for increased productivity and multiple skills present challenges to adult educators in their role of facilitating empowerment in individuals. The proposed link between productivity and empowerment has stimulated interest in the concept by management and there has to be accountability to ensure that the needs of individuals and organisations are balanced. The aim of designing a standardised measuring instrument comprised the first phase of this research. The questionnaire was compiled based on the outcomes of empowerment identified in the literature on three levels (Micro-level, Interface level and Macro-level). After exploratory testing, the summated ratings method was applied in order to reduce and standardise the questionnaire. This instrument was tested for validity and the questionnaire of 61 statements was retained for the experiment. The experiment was conducted in the second phase to measure the effects of an intervention on the empowerment of workers. The questionnaire was applied in the Pre-, Post- and Postpost- test design in eight companies in the Western Cape where the life-skills training programme FREE TO GROW was implemented. Qualitative data collected identified the outcomes of empowerment and also validated the measuring instrument. Statistical procedures applied identified the patterns of empowerment in respondents. The respondents in the experiment were mainly females and the mean age was 33.9 years. The majority were Afrikaans and most classified themselves as part of the Coloured ethnic group. The FREE TO GROW training programme succeeded in achieving the objective of empowerment because it was found that there was a statistically significant improvement in the empowerment status of workers both in the short and long term. Most of the total group was empowered on the Interface level prior to the course and on the Micro-level after the course and in the long term. The males were more empowered on the Macro-level before the course, but had increased sustained Interface-level empowerment. The females benefited most on the Micro-level directly after the course and in the long term. Before the course the Coloured group was more empowered on the Micro-level compared to the whites, but they benefited most on the Interface level directly after the course. The Coloured group and females had statistically significant higher scores on the Interface level in the long term. In terms of the patterns of empowerment, it was found that the Micro-level issues were dominant prior to the course with a greater spread of perception of the other aspects of empowerment over time. Before the course, the respondents tended to react to personal and family issues where no action was needed. They were motivated to achieve their goals and had a desire for control over aspects affecting them. Directly after the course they had a more positive view of life, a sense of personal responsibility, and an ability to cope. They were prepared to take the initiative, were more ambitious and felt confident of their abilities in the workplace. In the long term their experience of empowerment was more balanced and they felt good about themselves, were more assertive, able to think critically and more involved in issues external to themselves. The measuring instrument designed in this study measured the outcomes of empowerment on three levels and helped to identify the patterns that emerged over the course of an intervention. A standardised empowerment questionnaire can increase accountability, assist in balancing the needs of individuals and management, and can provide insights to educationalists seeking to empower adults.
AFRIKAANSE OPSOMMING:In die era van globalisering stel die vraag na verhoogde produktiwiteit en veelvuldige vaardighede groot uitdagings aan opvoedkundiges betrokke by volwassene-onderrig in hul rol as fasiliteerders van bemagtiging by individue. Die voorgestelde verb and tussen produktiwiteit en bemagtiging het bestuur se belangstelling in die konsep aangewakker en toerekenbaarheid is noodsaaklik ten einde te verseker dat die behoeftes van individue en organisasies in balans is. Die eerste fase van hierdie navorsing het die ontwerp van 'n gestandaardiseerde meetinstrument ten doel gehad. Die vraelys is saamgestel op grond van die uitkomste van bemagtiging op drie vlakke (Mikrovlak, Interpersoonlike-vlak en Makrovlak) soos in die literatuur geYdentifiseer. Na ondersoekende toetsing is die vraelys verkort en gestandaardiseer. Hierdie instrument is vir geldigheid getoets en die vraelys van 61 stellings is vir die eksperiment behou. In die tweede fase is die eksperiment uitgevoer om die uitwerking van 'n intervensie op die bemagtiging van werkers te meet. Die vraelys is in die voor- en na-toets en mi die na-toets in agt maatskappye in die Wes-Kaap toegepas waar die opleidingsprogram In lewensvaardighede, "FREE TO GROW', geYmplementeer is. Kwalitatiewe data wat ingesamel is het die resultate van bemagtiging geYdentifiseer en ook die geldigheid van die meetinstrument bekragtig. Statistiese prosedures wat toegepas is het die bemagtigingspatrone by respondente geYdentifiseer. Die respondente in die eksperiment was hoofsaaklik vroue en die gemiddelde ouderdom was 33.9 jaar. Die meeste was Afrikaanssprekend en het hulself as lede van die Kleurling etniese groep geklassifiseer. Die "FREE TO GROW' opleidingsprogram het daarin geslaag om die doelwit van bemagtiging te bereik, omdat daar op kort- en lang termyn 'n statisties beduidende verbetering in die bemagtigingstatus van werkers gevind is. Die meeste van die totale groep is voor die kursus op die Interpersoonlike-vlak bemagtig en na die kursus en op die lang termyn op die Mikrovlak. Die mans is voor die kursus meer op die Makrovlak bemagtig, maar het groter volgehoue Interpersoonlike-vlak bemagtiging getoon. Die vroue het onmiddellik na die kursus en op die lang termyn die meeste op die Mikrovlak gebaat. Voor die kursus was die Kleurlinggroep meer op die Mikrovlak bemagtig in vergelyking met die blankes, maar hulle het onmiddellik na die kursus die meeste op die Interpersoonlike-vlak gebaat. Die Kleurlinggroep en die vroue het op lang termyn statisties beduidend hoer tellings op die Interpersoonlike-vlak behaal. Wat bemagtigingpatrone betref, is bevind dat die Mikrovlak-kwessies voor die kursus oorheersend was, met 'n groter verspreiding van persepsie van die ander aspekte van bemagtiging oor tyd. Voor die kursus was die respondente geneig om op persoonlike en gesinsaangeleenthede te reageer wat geen aksies vereis het nie. Hulle was gemotiveer om hul doelwitte te bereik en het beheer verlang oor aspekte wat hulle geraak het. Onmiddellik na die kursus het hulle 'n meer positiewe uitkyk op die lewe en 'n persoonlike verantwoordelikheidsin gehad, en getoon dat hulle probleme kon hanteer. Hulle was bereid om die insiatief te neem, was meer ambisieus en het vertroue gehad in hul vermoens in die werkplek. Op die lang termyn was hul ervaring van bemagtiging meer gebalanseerd en hulle het goed gevoel oor hulself, was meer assertief, in staat tot kritiese denke en meer betrokke by aangeleenthede buite hulself. Die meetinstrument wat in hierdie studie ontwerp is, het die uitkoms van bemagtiging op drie vlakke gemeet en gehelp om die patrone wat oor die verloop van 'n intervensie na yore gekom het, te identifiseer. 'n Gestandaardiseerde bemagtigingsvraelys kan toerekenbaarheid verhoog, help om die behoeftes van individue en bestuur te balanseer, en insig bied aan opvoedkundiges wat poog om volwassenes te bemagtig.

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Joubert, Francois. « Leerkragte se belewing van bemagtiging en die implikasies daarvan vir die skoolkultuur en -klimaat : 'n ondersoek aan 'n hoërskool in die Suid-Kaap ». Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/52916.

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Thesis (MPhil)--University of Stellenbosch, 2002.
ENGLISH ABSTRACT: In the light of the emphasis on the decentralization of school management in South Africa, the empowerment of all role players to be involved in decision-making has became crucial. My concern is with the experience of the process of empowerment by leaders in education. The implications of empowerment or the lack there-off for the school culture and climate, as well as the underlying role played by the leadership approach of educational leaders, are examined. By engaging in an interpretative analysis of data (questionnaires which contains the views of various role players) I examined the relationship between empowerment, school culture and climate, as well as transformational leadership. Empowerment is not a simplistic concept which is clear from the mutual coherence between the school culture and climate and the particular role assumed by the transformational approach. The particular interaction between transformational leadership, empowerment and the school culture and climate implies greater clarity from all role players about the impact of empowerment. In this way participative management can realise in a spontaneous manner and can change be seen as a unique opportunity to improve teaching and learning. KEY WORDS Empowerment, school culture and climate and transformational leadership.
AFRIKAANSE OPSOMMING: In die lig van die klem op die desentralisasie van skoolbestuur in Suid-Afrika is die bemagtiging van alle rolspelers tot effektiewe deelname in besluitneming onontbeerlik. My besorgdheid is met die belewing van die proses van bemagtiging deur onderwysleiers. Die implikasies van bemagtiging of die gebrek daaraan vir die skoolkultuur en -klimaat, asook die onderliggende rol wat die leierskapbenadering van die onderwysleiers in die verband speel, is ook ondersoek. Verbind tot 'n interpretatiewe data-analise (vraelyste met die menings van verskeie rolspelers daarin vervat) het ek die verband tussen bemagtiging, skoolkultuur en -klimaat en transformatiewe leierskap ondersoek. Bemagtiging is nie 'n simplistiese begrip nie dit blyk onder meer uit die onderlinge samehang daarvan met skoolkultuur en -klimaat en die besondere rol wat die transformatiewe leierskapbenadering veronderstel. Die besondere wisselwerking tussen transformatiewe leierskap, bemagtiging en skoolkultuur en -klimaat vereis 'n groter duidelikheid by alle rolspelers oor die impak van bemagtiging. Sodoende realiseer deelnemende bestuur spontaan en word verandering as 'n besondere geleentheid beskou om onderrig en leer voortdurend te verbeter. SLEUTELWOORDE Bemagtiging, skoolkultuur en -klimaat en transformatiewe leierskap

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Ladouce, Brett Louis. « The implementation of broad-based black economic empowerment strategies in the Overberg Agri Group of Companies ». Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/1028.

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Thesis (MBA (Business Management))--University of Stellenbosch, 2009.
ENGLISH ABSTRACT: The Broad-Based Economic Empowerment Act, No. 53 of 2003, and its Codes of Good Practice on Black Economic Empowerment are the cornerstones of a strategy implemented by the South African government to transform the economy to an inclusive one where all citizens have equal opportunities to contribute to the economic growth of the country. The process of Broad-Based Black Economic Empowerment has a direct impact on the operational activities of all businesses in all business sectors, including the agricultural sector. The main aim of this study is to compile a comprehensive Broad-Based Black Economic Empowerment strategy for Overberg Agri Limited. The strategy is based on the implementation of initiatives aimed at compliance with the seven pillars of black economic empowerment as incorporated in the Codes of Good Practice on Black Economic Empowerment. A critical analysis of the legislative framework and executive governmental decrees governing Broad-Based Black Economic Empowerment shows that the government of South Africa followed a structured legislative approach to the drafting and implementation of legislation aimed at creating an equitable society by addressing the inter-related issues of human rights, employment equity, skills development, allocation of natural resources and black economic empowerment. Overberg Agri Limited partially addressed its significant non-compliance with the Generic BEE Scorecard by entering into an agreement with Thembeka Capital. However, this transaction only addressed the ownership requirement of Broad-Based Black Economic Empowerment and had a limited effect on enhancing the black economic empowerment status of Overberg Agri Limited. Overberg Agri can achieve its goal of Level 4 Broad-Based Black Economic Empowerment status by: • Reorganising its business structure in terms of core agricultural and non-core business activities; • Selling significant stakes in non-core business entities to black shareholders; • Entering into other joint ventures with black businesses; • Addressing all seven elements of the B-BBEE scorecard and making the required resources available for this. This research report provides value due to the fact that it adequately addresses the research problem. It also followed the proposed research procedure in addressing the research problem and it provides the foundation for a general application of its findings.
AFRIKAANSE OPSOMMING: Die Breëbasis Swart Ekonomiese Bemagtigingswet, Nr. 53 van 2003, en die generiese kodes vir goeie praktyk ten opsigte van swart ekonomiese bemagtiging vorm die hoekstene van die strategie wat deur die Suid-Afrikaanse regering geïmplementeer is om die ekonomie te omskep in 'n inklusiewe een waar alle landsburgers gelyke geleenthede gegun word om 'n bydrae te lewer tot die ekonomiese groei van die land. Die proses van Breëbasis Swart Ekonomiese Bemagtiging het 'n direkte invloed op die operasionele bedrywighede van alle besighede in al die besigheidsektore, insluitend die landbousektor. Die hoofdoel van hierdie studie is om 'n omvattende Breëbasis Swart Ekonomiese Bemagtigingstrategie vir Overberg Agri Beperk op te stel. Die strategie is gebaseer op die implementering van inisiatiewe wat gemik is op voldoening aan die vereistes van die sewe pilare van swart ekonomiese bemagtiging soos uiteengesit in die generiese kodes vir goeie praktyk vir swart ekonomiese bemagtiging. 'n Kritiese analise van die wetgewende raamwerk en uitvoerende regeringsbesluite wat 'n invloed het op Breëbasis Swart Ekonomiese Bemagtiging dui aan dat die Suid-Afrikaanse regering 'n gestruktureerde wetgewende benadering gevolg het in die opstel en implementering van wetgewing wat daarop gemik is om 'n regverdige samelewing te skep deur aandag te skenk aan die interafhanklike kwessies van menseregte, gelyke indiensneming, vaardigheidsontwikkeling, toekenning van natuurlike hulpbronne en swart ekonomiese bemagtiging. Overberg Agri Beperk het sy aansienlike gebrek aan voldoening aan die voorskrifte van die generiese swart bemagtigingstelkaart gedeeltelik aangespreek deur 'n ooreenkoms met Thembeka Capital aan te gaan. Die transaksie skenk egter slegs aandag aan die eienaarskapvereiste van Breëbasis Swart Ekonomiese Bemagtiging en het 'n beperkte uitwerking op die verhoging van die swart ekonomiese bemagtigingstatus van Overberg Agri Beperk gehad. Overberg Agri Beperk kan sy teiken van Vlak 4 Breëbasis Swart Ekonomiese Bemagtigingstatus bereik deur: • Sybesigheid struktuur te herstruktureer ten opsigte van kern- en nie-kernbesigheidsaktiwiteite; • Aansienlike aandeelhouding van nie-kernbesigheidsentiteite aan swart aandeelhuers te verkoop; • Gesamentlike ondernemings met swart besighede te begin; • Aandag te skenk aan al sewe elemente van die Breëbasis Swart Ekonomiese Bemagtigingtelkaart en die hulpbronne beskikbaar te stel wat daarvoor benodig word. Die ondersoekverslag is van waarde aangesien dit die ondersoekvraag volledig aanspreek, die voorgestelde ondersoekprosedure gevolg het en 'n basis skep vir die algemene toepassing van die bevindinge.

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Makapela, Nobuntu Unathi B. « A critical evaluation of the preferential procurement strategy and enterprise development strategy of a major motor manufacturer in the Eastern Cape ». Thesis, Rhodes University, 2005. http://hdl.handle.net/10962/d1007274.

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This research is born out of recognition of the challenges Black Economic Empowerment (BEE) in the private sector faces in South Africa, with preferential procurement being one of the components of South Africa's Broad Based Black Economic Empowerment Strategy. Over the past years, South Africa has witnessed the birth of a new economy, one that allows for investment in its people, makes provision for sustainable growth through skills transfer and development, and ensures economic empowerment. The focus of this research is the Preferential Procurement strategy implemented at DaimlerChrysler South Africa (DCSA) as part of its overall Black Economic Empowerment strategy, the perceptions and expectations of how the current BEE preferential procurement strategy should work versus the perceived performance of how it is working. An official definition of Black Economic Empowerment is presented in the study, followed by barriers to growth of BEE suppliers. The aim of defining Black Economic Empowerment is to provide a good reference point against which an organization like DaimlerChrysler can assess the implementation of its preferential procurement programmes. Having discussed the above, there will be a reflection on government scorecard and a brief discussion of the two charters namely, mining and financial services charter. The study also presents the following requirements for a successful BEE corporate strategy: Strategic intent; External Balanced Scorecard; Financial Assistance; Skills development; Communication. A research methodology for conducting this study and data analysis is presented, followed by limitations of the study and recommendations for further research. It is expected that the knowledge gained from this study will help to I. Demonstrate the need to change perceptions and behaviour regarding Black Economic Empowerment. 2. Assist procurement officials to include BEE objectives into their procurement strategy. 3. Identify policy implications and assist in improving DCSA's Black Economic Empowerment Procurement strategy.

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Chimucheka, Tendai. « The impact of entrepreneurship education on the performance of small, micro and medium enterprises in the Buffalo City Metropolitan Municipality ». Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007107.

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Small Micro and Medium Enterprises (SMMEs) play an important role in contributing to economic development of many countries around the world, including South Africa. Despite the importance of SMMEs an unacceptable and disappointingly high number of these ventures fail during the first few years of operation. It is in light of the importance and challenges faced by SMMEs that the performance of SMMEs is of interest to all countries. This study investigated the impact of entrepreneurship education on the performance of SMMEs in the Buffalo City Metropolitan Municipality. The objectives of the study were to investigate the role of entrepreneurship education in improving entrepreneurship skills and knowledge of owner/managers of SMMEs in the Buffalo City Metropolitan Municipality, to determine the role of entrepreneurship education on the establishment and survival of SMMEs and to identify strategies that can be implemented to improve the performance of SMMEs. Both primary and secondary data sources were used in this study. A quantitative research design was used in conducting this research. Simple random sampling, a probability sampling technique was used to select a sample of 201 from the sample frame of 420 registered SMMEs. The survey method, by way of a self-administered questionnaire was used to collect primary data. The statistical Package for Social Sciences (SPSS) is the statistical software that was used to analyse data. The Chi-square test, the T-test, Pearson Product Moment Correlation and descriptive statistics were used to analyse data. Validity and reliability of the research instrument and the findings was assured. The results for this study are useful for the development of the SMME sector, which is very important to South Africa for they contribute to the solving of socio-economic challenges. The findings of this research showed that entrepreneurship education has a positive impact on the performance of SMMEs and it plays a critical role in improving entrepreneurial skills and knowledge of SMME owners and managers. It was also found that entrepreneurial education is very important for the establishment and survival of SMMEs. Strategies that can be implemented to improve the performance of SMMEs in South Africa were suggested to the government, government agencies, educational institutions, other organisations, and SMME owners and managers.

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Kotze, T. N. (Theunis Nicolaas). « 'n Ondersoek na die invloed van 'n Swart ekonomiese bemagtiging strategie op die waarde van 'n insetverskaffer in die Suid-Afrikaanse landbou omgewing ». Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50040.

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Thesis (MBA)--Stellenbosch University, 2004.
ENGLISH ABSTRACT: Agriculture remains an important industry in South Africa. Although primary agriculture contributes only 4.5% to the Gross Domestic Product (GDP), the related agrifood industry contributes an additional 9%. Furthermore agriculture is a major provider of employment, especially in rural areas where more than 50% of the local community depends on agriculture. In general Black Economic Empowerment (BEE) is accepted as a precondition to a stable and prosperous South Africa. As a result thereof various sector plans have been negotiated and at this stage agriculture is busy with final inputs towards the Agricultural BEE plan to be finalised in December 2004. Ownership and management transformation however are difficult for most farming enterprises as most of them are small family enterprises. Therefore they will support BEE agricultural input providers to support BEE. According to the BEE Score Card it will be possible to adhere to BEE requirements without adhering to ownership and management requirements provided that good scores are obtained from the other aspects such as skills development, BEE initiatives, preferred suppliers and other. The transfer of ownership also has significant financial implications. It is estimated that R65 billion will be needed to achieve the proposed objectives of 30% agricultural land and 35% of agricultural businesses in the RSA to be transfered to black people by 2014. However, only R703 million has been spend on land restitution during the past year and only R933 million budgeted for 2004/2005. The feasibility of processed oats to be marketed as rolled oats, quick oats and muesli as such a BEE initiative has been evaluated in this study project as a joint venture between Agricol and SSK. Agricol (seed company) has cereal type oat varieties whilst Sentraal Suid-Koóperasie (Farmer Cooperative) has good grain handling infrastructures in the major oat producing areas. This project will provide both counterparts with the opportunity to integrate vertically, diversify sources of income (away from primary agriculture), empower previously disadvantaged individuals in both organisations and to meet BEE objectives. This study indicates that such a BEE initiative is feasible and offers a very good return to participants. Extremely high hygene and quality assurance standards of the processed product, the marketing thereof and market access has been identified as critical performance areas. At a dehulled percentage of 60% and price paid for oats of R1000 per ton, 600 ton of the processed oats will have to be sold annually to ensure a profit of R140 000 per annum. Subject to the budgeted figures, the project has the potential to realise a R843000 profit in year 5. The value of the new company based on the discounted cash flow method, will be R2.7 to R3.9 million. Due to the initial losses and associated negative cash flows, the value is primarily represented by the terminal value of the company after 5 years. Current shareholders require an expected return on capital of 15%. Internal rate of return for the project is 42% which is much more that the hurdle rate. The intented BEE initiative therefore definitely adds value to shareholders. Important people issues like shared vision, values, expectations, trust and commitment needs to addressed continuously to realise the potential of the project. Strong and skilled leadership will also play a decisive role as important decisions will have to be taken continuously.
AFRIKAANSE OPSOMMING: Landbou bly 'n beIangrike industrie in Suid-Afrika en alhoewel primêre-landbou slegs 4.5% van Bruto Binnelandse Produk (BBP) bydra, word die bydrae van die landbouverwante agrivoedsel industrie op 'n addisionele 9% beraam. Landbou is verder 'n belangrike werkverskaffer, veral op die platteland waar meer as die helfte van die bevolking soms van landbou afhanklik is. Daar word algemeen aanvaar dat Swart Ekonomiese Bemagtiging (SEB) 'n voorvereiste tot 'n stabiele en welvarende Suid-Afrika is. In die lig hiervan is verskeie sektor SEB handveste alreeds onderhandel en die landbousektor is tans besig om insette te lewer ten einde die landbou handves teen Desember 2004 te finaliseer. Aangesien meeste boerdery ondernemings egter klein familie ondernemings is wat moeilik eienaarskap en bestuurstransformasie kan akkomodeer, sal hulle SEB landbou inset verskaffers ondersteun om sodoende SEB te ondersteun. Volgens die SEB telkaart sal dit vir ondernemings moontlik wees om aan SEB vereistes te voldoen alhoewel daar nie noodwendig aan eienaarskap en bestuursvereistes voldoen is nie, maar wel goeie tellings op die gebied van vaardigheidsontwikkeling, SEB inisiatiewe, voorkeurvoorsiening en ander fasette behaal is. Die oordrag van eienaarskap het ook omvattende finansiële implikasies. Daar word beraam dat ongeveer R65 miljard benodig word om die voorgestelde doelwitte van 30% landbougrond en 35% van landboubesighede in die RSA teen 2014 aan swart mense oor te dra. Hierteenoor is slegs R703 miljoen die afgelope jaar aan grondhervorming bestee terwyl die begroting vir 2004/2005 R933 miljoen bedra. Die lewensvatbaarheid van verwerkte hawer wat in die vorm van gerolde hawer, hawermout en muesli bemark sal word, is as SEB inisiatief en gesamentlike projek tussen Agricol en Sentraal Suid-Koöperasie, in hierdie werkstuk ondersoek. Agricol (saadmaatskappy) beskik oor ontbytgraan tipe hawer kultivars en Sentraal Suid-Kooperasie het 'n goeie graanhanterings infrastruktuur in die hawer produksie gebiede. Die projek sal aan beide medewerkers die geleentheid bied om vertikaal te integreer, inkomste te diversifiseer (weg van primêre landbou), voorheen benadeelde individue in beide instansies te bemagtig en beide instansies help om aan SEB doelwitte te voldoen. Die studie het aangedui dat so 'n SEB inisitief wel lewensvatbaar is en goeie opbrengste aan al die deelnemers sal bied. Uitermate hoë higiëne en kwaliteitstandaarde van die verwerkte produkte tesame met die bemarking en marktoegang is as belangrike kritiese prestasie areas geïdentifiseer. Teen 'n pit tot dop verhouding van 60% en gemiddelde aankoopprys van R1000 per ton vir hawer, moet ongeveer 600 ton verwerkte hawer jaarliks verkoop word om 'n wins van R140 000 per jaar te verseker. Gegewe die begrote syfers, het die projek die potensiaal om R843 000 wins in jaar 5 te genereer. Die waarde van die nuwe maatskappy, gebasseer op die verdiskonteerde kontantvloei metode, beloop R2.7 tot R3.9 miljoen. As gevolg van die aanvanklike verliese en gepaardgaande negatiewe kontantvloeie, lê die waarde van die maatskappy egter hoofsaaklik in die eindwaarde na 5 jaar. Huidige aandeelhouers se verwagte opbrengs op kapitaal is 15%. Die interne opbrengskoers van die projek beloop 42% wat dus hoër as die drempelwaarde is. Die beplande SEB inisiatief voeg dus bepaald waarde toe vir aandeelhouers. Belangrike mensekwessies soos dieselfde visie, waardes, verwagtinge, vertroue, verbintenis en toewyding sal baie aandag moet geniet om van die potensiaal 'n werklikheid te maak. Sterk en bekwame leierskap sal ook 'n deurslaggewende rol speel aangesien gewigtige besluite voortdurend geneem sal moet word.

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Ngwenya, Fortune Sibusiso. « Successes and failures of BBBEE : a critical assessment ». Thesis, Stellenbosch : University of Stellenbosch, 2007. http://hdl.handle.net/10019.1/812.

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Thesis (MBA (Business Management))--University of Stellenbosch, 2007.
ENGLISH ABSTRACT: We critically assess the successes and failures of the economic phenomenon that is Black Economic Empowerment as represented by the Ownership Element of the Scorecard. We briefly evaluate the successes and failures of the first wave of BEE deals on the JSE and through the use of contemporary observations of this phenomenon as reported on by the media, we make the key assumption that these media reports are an unbiased account of the phenomenon. We critically assess the current status of BEE and find that progress has been made in terms of black ownership on the JSE, as well as on the legislative front, through the introduction of a comprehensive standardised measurement framework. The progress has in the main been extremely slow and limited. We also find that whilst funding models have improved, the success of BEE deals is still to a large extent dependent on stellar performance of the Stock Exchange and generous dividend policies. Disappointingly we also find that the debate about what constitutes broad-base BEE continues unabated as most deals continue to fail to meet public expectations of broad-base empowerment and equitable equity participation by all BEE deal beneficiaries.
AFRIKAANSE OPSOMMING: Hierdie studie bied 'n kritiese evaluering van die suksesse en mislukkings van die ekonomiese verskynsel genaamd swart ekonomiese bemagtiging (SEB) aan die hand van die eienaarskapelement van die telkaart. Die eerste vlaag SEB-transaksies op die Johannesburgse Effektebeurs (JEB) word kortliks beoordeel, waarna die media se eietydse waarnemings oor hierdie verskynsel tot die sleutelaanname lei dat sodanige mediaberigte 'n onbevooroordeelde weergawe van die stand van swart ekonomiese bemagtiging is. Die studie bied 'n kritiese beskouing van die huidige status van SEB, en dat daar wél vordering gemaak is met betrekking tot swart eienaarskap op die JEB, sowel as op wetgewende gebied deur die instelling van 'n omvattende, gestandaardiseerde metingsraamwerk. Vordering was egter tot op hede merendeels uiters stadig en beperk. Die studie bevind ook dat hoewel finansieringsmodelle verbeter het, die sukses van SEB-transaksies steeds in 'n groot mate van 'n goeie vertoning op die effektebeurs en ruimhartige dividendbeleid afhang. 'n Teleurstellende bevinding is dat die debat oor die werklike betekenis van breedgebaseerde SEB onverpoos voortduur namate die meeste transaksies versuim om aan die openbare verwagting van breedgebaseerde bemagtiging en gelyke aandeelhouding deur alle SEB-transaksiebegunstigdes te voldoen.

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April, Lynne Celeste. « A teacher's story of personal and professional growth and development through the use of reflection ». Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53305.

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Thesis (MEdPsych)--Stellenbosch University, 2003.
ENGLISH ABSTRACT: The research question I wondered about was whether becoming a reflective practitioner/teacher could contribute to a sense of empowerment and greater effectiveness in practice. I am telling my own story in this study and have chosen to do this through the use of a variant of Life History Research called Narrative Inquiry. This is a qualitative approach to research and makes use of narratives. Field texts (journal entries, family stories, teacher stories) were produced through conversations, observation and journal writing. These field texts were then presented in narrative form. Analysis of the field texts, as well as the story was done throughout the research process. I used conceptual tools developed within Narrative Inquiry to analyse the narrated data in order to foreground the two main areas namely personal and professional growth. Based on this study of my personal experience of the use of reflection, it would seem that becoming a reflective practitioner could indeed contribute to a sense of empowerment and more effective classroom practice by supporting personal and professional growth and development.
AFRIKAANSE OPSOMMING: Die navorsingsprobleem waaroor ek wonder is of die gebruik van refleksie as reflektiewe praktisyn kan bydra tot 'n gevoel van bemagtiging en groter effektiwiteit binne die klaskamer. Aangesien ek my eie storie in hierdie studie wou vertel het ek besluit om gebruik te maak van 'n variant van lewensgeskiedenisnavorsing naamlik 'Narrative Inquiry'. 'Narrative Inquiry' is 'n kwalitatiewe benadering tot navorsing en maak gebruik van stories. Narratiewe data (dagboekinskrywings, familieen onderwyserstories) is geproduseer uit gesprekke, waarneming en die skryf van 'n dagboek en is in die vorm van 'n storie vertel. Analise van narratiewe data vind plaas regdeur die navorsingsproses. In die analise van die narratiewe data is gebruik gemaak van konseptueie terme wat binne 'Narrative Inquriry' ontwikkel is om die professionele en persoonlike ontwikkeling uit te lig. Uit hierdie studie van persoonlike ervaring van die gebruik van refleksie as 'n reflektiewe praktisyn wil dit blyk dat die gebruik van refleksie wel kan bydra tot gevoelens van bemagtiging en groter effektiwiteit binne die praktyk, aangesien dit professionele en persoonlike groei en ontwikkeling ondersteun.

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Hlongwane, Paulus. « The implementation of affirmative action policy within the Pretoria District of the South African Police Service ». Diss., 2013. http://hdl.handle.net/10500/9849.

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The primary aim of this study was to investigate the implementation of the affirmative action policy within the Pretoria district of the South African Police Service. There is a need to examine and understand how the SAPS remove unfair discrimination in recruitment and selection processes in the implementation of affirmative action measures. Prior to 1994 the South African Police Force was male dominated and racism was fully institutionalised. Black people (Africans, Indians and coloureds), women and disabled people were marginalised and denied appropriate employment and advancement opportunities. The focus of the study was to identify challenges or problems encountered by the SAPS during the implementation of affirmative action policy; propose the strategies through which the SAPS can address discrimination in personnel staffing processes; and to assess and describe the criteria utilised by the SAPS in identifying the beneficiaries of affirmative action. The study includes the survey of international and national literature on the implementation of affirmative action. The study was conducted at 35 police stations within the district of Pretoria. The survey questionnaires were distributed to the respondents whereby three hundred and seventy (370) returned completed questionnaires, meeting the required sample figures. The respondents were selected by using a quota sampling. Qualitative research methodology was utilised in the interpretation and analysis of data. In addition, data was also collected through the documentary study. The major findings of this study illustrated that job requirements and responsibilities are seldom adjusted to accommodate disabled people. The communication of affirmative action policy is seen by respondents as being problematic. Respondents believe that affirmative action discriminates against certain groups within the disadvantaged groups. The research has divulged that the usage of interviews and involvement of supervisors in interview panels would minimise unfair discrimination in the allocation of promotional positions. Diversity management is not fully implemented to support affirmative action. People of all races are not employed to positions on the basis of their qualifications, experience and competencies as they deserve. The SAPS does not consider academic qualifications as criterion in the allocation of promotions.
Public Administration & Management
M. Admin. (Public Administration)

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Matjila, Thapedi Stephen. « Employee perceptions of the performance management system at the South African post office in Pretoria ». 2016. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001886.

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M. Tech. Human Resources Management
The objectives of this research are to determine employees perceptions about performance management system contracting, to determine the performance management system evaluation within South African Post Office. It also looks at the perceptions of South African Post Office employees about the outcomes of the performance management system.

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Mphuthi, Molefe Abel. « Black empowerment in South Africa : evaluating the progress since 1994 ». Thesis, 2012. http://hdl.handle.net/10210/6123.

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M.Comm.
Black Advancement and Affirmative Action are concepts which became identified with endeavours in South Africa to increase the participation of black people in business and the mainstream economy. In recent years, a more all-encompassing construct, combining the objective and attributes of both Black Advancement and Affirmative Action, has gained popularity. This new construct is Black Economic Empowerment. Black Economic Empowerment is a concept, which is broadly accepted in principle, but is still controversial in its meaning and practice. This report looks at the commonly, agreed and understood meaning of Black Economic Empowerment. It also examines the role that the government, private sector and labour unions have played and will play in the empowerment process. The parallels between the Afrikaner empowerment in the fifties and sixties and Black Economic Empowerment and the similarities between Malaysia's empowerment initiatives and South Africa's current situation are examined as an example that encourages the need for Black Economic Empowerment. The study will also look into the need for Affirmative Action, the state of Black Business and its historical development and its contribution to Black Empowerment. The successes of Black Economic Empowerment are contrasted against the failures, while the report examines the criticisms levelled against Black Economic Empowerment as well as the perception that such a process is open to manipulation. The findings of the study concluded that Black Economic Empowerment is essential to the economic development of Black people. The responsibility is all encompassing, yet government must be seen to act as the facilitator of the process.

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Premjee, Dipika. « Employee commitment to customer service in South Africa ». Thesis, 2007. http://hdl.handle.net/10321/360.

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Thesis (M.B.A.: Business Studies Unit)-Durban University of Technology, 2007. 127 leaves
Retailing no longer involves just growth or expansion into new product, consumer segments or geographic areas. Organisations are now learning to shift their emphasis to managing under conditions of modest, zero or for some organisations, under negative growth. This is to a large extend has been the result of changing consumer behaviour, the emergence of new competitors, global economic recession, and rapid technological advances in the retailing industries. These pressures of business today make many people think that the only thing that counts is financial success, i.e. being the investor of choice. In successful organisations everyone's energy is focused on the "Triple bottom line" as the target. That is, if the organisation has been built the right way, it will be the Provider of Choice, Employer of Choice, and Investor of Choice. The leaders of these organisations believe that people, their customers and business partners are as important as their bottom line. These companies realise that profit is the applause you get for taking care of your customers and creating a motivated environment for your people. Despite its importance, this topic has been given little attention in the academic literature. In the case of retailing, services are designed more to augment the core offering or add value rather than represent the core offering itself? The limited and fragmented research on retail services focuses on specific areas such as quality issues and store image. Thus given this void in the literature, the bases of the study would be to approach retail services as a strategic perspective by focusing on the service orientation of a retailer's business strategy. If a retailer decides to strategically augment its products with services, it is essential that the retailer make this change systematically with a long-term orientation. The study would involve examining one level of service orientation, i.e. individual level. In this research stream, a service orientation is treated as a personality measure whereby certain people are more service orientated than others.

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Diale, Makatane Kagisho Jacob. « Employee share-ownership plans in the mining industry - a new approach to ESOPS ». Thesis, 2017. http://hdl.handle.net/10539/23621.

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A research report submitted to the Faculty of Engineering and the Built Environment, University of the Witwatersrand, Johannesburg, in partial fulfilment of the requirements for the degree of Master of Science in Engineering, 2017
Empowerment of previously disadvantaged groups has been applied in many countries, in order to achieve specific political, economic and social outcomes. Group preferences and preferential policies are common in developed and developing countries under various names. They have been mostly implemented in countries where a specific ethnic, religious, or gender group has been discriminated against historically. An ESOP is an empowerment tool that can be adapted and designed to achieve the goals of companies, employees and governments. An ESOP is an instrument used to enable employee ownership in private and public companies. Internationally the application of ESOPs have taken various architectures highly dependent on individual company and country circumstances. SA has a long and well documented history of racial discrimination and economic exclusion. Poverty, unemployment and inequality continue to bedevil the South African economy. Transformation in the mining industry is given effect in the Mining Charter which is governed under section 100 of the Minerals and Resources Development Act. The Charter is buttressed by a key set of pillars. These pillars are supplemented by the codes of good practice as well as the housing and living conditions standards. These pillars include reporting; ownership; housing and living conditions; procurement and enterprise development; employment equity; human resource development; mine community development; sustainable development and growth and beneficiation. This report focusses on the ownership pillar of the Charter. The mining industry has completed a number of empowerment deals post implementation of the Mining Charter. The impacts of most BEE deals have not been broad-based; and have mostly benefitted only a few HDSA entrepreneurs. The value and number of transactions have coincided with the rise and fall of the JSE, making the deals expensive – due to elevated stock prices in favourable market conditions. ESOPs enable extensive employee ownership; and have the ability to foster a sense of individual enterprise that fuels productivity in companies that have imbued a culture of ownership amongst their employees. ESOPs generally contribute positively to company performance; and they provide a stable and dynamic working environment, when administered effectively. ESOPs cannot be implemented in isolation; but they require a combination of factors to make them successful. ESOPs generally contribute positively to company performance; and they provide a stable and dynamic working environment, when administered effectively. Effective ESOPs require a combination of elements for success: these comprise of financial incentives, employee-involvement mechanisms and the instilling of an ownership culture. Anglo American was used as a proxy for the industry due to its size and diversity. ESOPs that have been implemented have failed to meet stakeholders’ expectations. These ESOPs are inconsistent, complicated and mostly opaque to employees; whilst delivering modest returns to employees. This report proposes the application of a new ESOP framework that is to be considered in amending existing ESOPs or in the crafting of new programmes. Existing ESOPs are assessed against this proposed framework in this report. The proposed ESOP framework is supported by a set of key principles, essential to the success of the framework. The performance of ESOPs in Anglo American varied when assessed against the framework. With the exception of Envision, Anglo American’s ESOPs have delivered very modest financial benefits to employees. They have not achieved their intended purpose, of empowering employees and aligning company performance with individual employee performance. When assessed against the other pillars of the framework, KIO and AAP did not perform satisfactorily.
XL2018

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Okusolubo, Titilola Olusola. « The effect of selection processes on employee turnover in small and medium enterprises in Sunnyside, Pretoria ». Thesis, 2013. http://hdl.handle.net/10352/250.

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M. Tech. (Business Administration, Faculty of Management Sciences): Vaal University of Technology
Employers invest significant time and resources in employee selection. However, the effectiveness of the selection is not routinely measured. One measure of such effectiveness is employee turnover. Often selection processes do not identify the best applicant for the organisation. Employee selection techniques often lead to employee turnover because the focus is on filling vacancies rather than finding the best candidate. The human resources selection process is important to short-term and long-term success of an organisation because employees are generally regarded as the most valued assets. Selecting the candidates that fit best has an important impact on an organisation’s success. A well-designed and implemented selection process is one that optimises the selection process. Bad selection costs organisations significant money because of the need to reinvest in the selection process and new employee training. Selection is also important in order for an organisation to keep its competitive edge. However, affirmative action, equal employment opportunity and diversity are not to be considered separate actions or initiatives in the selection process as they are part of governmental requirements. As such, the increasing attention on human resource management in small and medium enterprises is a comparatively recent phenomenon. Organisations have realised that the continuance of business will depend on the quality and management of the human resources they possess. Research has shown that positioning the right person in the right position is one of the crucial issues in organisations. If this does not happen, the organisation will not only suffer financial losses, but it may also lose its competitive edge. The dearth of research into selection as a human resource practice in SMEs with particular emphasis on their employee turnover is probably due to the fact that HR practitioners, the managers and or owners of the SMEs, often ignore personnel or human resource issues, such as recruitment and selection, training and development, participation-enhancing work designs, formal dispute resolution and employee counseling. The majority of the empirical studies on human resources management practices (HRMP) in small businesses are still in an explorative stage and mainly descriptive. The purpose of this study was to evaluate the effect of the selection processes as a human resource management function on employee turnover in small and medium enterprises in Sunnyside, Pretoria. The research methodology used to conduct the study was a combination of a literature review and an empirical study. A non-probability sampling technique involving judgment and convenience sampling procedures was used. The research instrument was a five-point Likert interval scale, which had forty four items and was pretested with 10 persons who were not related to the research sample. The instrument was revised and a pilot survey of 30 questionnaires was administered to respondents one month prior to the main survey. Sections B, C and D were subjected to reliability analysis and the results indicated that the scale has a high reliability value with Cronbach’s alpha of (0.824), (0.520) and (0.910) for sections B, C and D respectively. The reliability analysis suggested that the scale of items C4, C11 and C12 should be reversed. On doing so the alpha value increased to 0.824. For the main survey, 300 questionnaires were administered of which 210 representing 84% response rate were usable for the data analysis. Furthermore, a descriptive analysis of section A was undertaken. Tables depicting frequencies and percentages were used to describe the demographic information of respondents. Inferential statistics, such as factor analysis and bivariate correlations were undertaken on items in sections B, C and D of the research instrument. The empirical investigation indicated that the effect of selection processes on employee turnover was composed of three underlying factors, namely: factors influencing selection procedures; techniques influencing selection procedures; and aspects effecting employee turnover in SMEs. The selection factors were found to be positively correlated to one another but had a negative correlation with the turnover factor. Significant statistical associations were found to be present between the factors and the size of the organisations, marital status, level of educational qualifications, ethnic classification, the extent of influence of the EEA on selection processes, the belief of what the selection process consists of and the frequency of selection process exercises conducted by the SMEs involved.

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Skinner, Cliff. « Labelling to promote broad-based Black economic empowerment in South Africa : a case study of the Thandi empowerment label ». Thesis, 2007. http://hdl.handle.net/10413/5477.

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Broad-based black economic empowerment (BBEE) is a policy objective in South Africa. Farmworker equity-share schemes (FWES) satisfy several of the empowerment goals specified by the proposed AgriBEE Scorecard. Information about the costs and benefits of subscribing to an empowerment label will help managers to make more informed decisions about empowerment and could therefore promote BBEE. The Thandi label is an initiative to market fruit and wines originating from FWES and farms operated by previously disadvantaged farmers. A case study of the Thandi label was undertaken to determine whether or not the accredited empowerment attribute adds value to Thandi products. An exploratory-explanatory case study was adopted basing questions largely on the theoretical propositions of asymmetric information, the benefits of product labelling and the preconditions for a successful label. Primary data were collected via in-depth interviews with managers of Capespan, The Company of Wine People and empowerment farms participating in the Thandi label. The study made use of in-depth interviews with key informants to investigate issues considered (on theoretical grounds) to be critical in establishing a successful label. Responses were subsequently tabulated and compared, where relevant, across respondents in order to check for consensus views. Results indicate that the Thandi label had not succeeded in differentiating fruit, whereas the Thandi wine label had increased sales revenue and was covering accreditation costs incurred by farms as well as the recurring costs of maintaining and marketing the label. Thandi fruit had not grown its share of the domestic or export markets and did not command a price premium, Capespan subsequently discontinued the Thandi fruit label. Thandi wine, on the other hand, had grown its export market and consumers were prepared to pay a premium for Thandi wine products. The data indicate that empowerment attributes were useful in finding shelf space for products, but that quality is essential to grow market share and to earn price premiums. In short, accredited empowerment attributes can add value to quality products sold to discerning consumers who lack information about empowerment and quality attributes at the point of sale. Empowerment labels must include quality attributes. Government should at least absorb some of the transaction costs confronting producers and marketing agencies in negotiating standards for farms and firms participating in generic empowerment labels. It could also offer auditing services to local accreditation agencies to improve their credibility. Further research estimating consumers' willingness-to-pay for products branded with empowerment labels is necessary to estimate the size of premiums that different products may command.
Thesis (M.Ag.Man.)-University of KwaZulu-Natal, Pietermaritzburg, 2007.

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Dougall, André William. « Employee participation in the wealth of mining companies : an employee share ownership participation scheme focus ». Thesis, 2014. http://hdl.handle.net/10210/9000.

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M.B.A.
The importance of a free market in a post apartheid South Africa has been acknowledged. The benefits should be spread so that all individuals may be able to share in the wealth generated by the people within the country. Privatization is one mechanism for redistributing the wealth of the State, and the use of an Employee Share Ownership Participation Scheme (E.S.O.P.S.) is away in which the wealth can be spread over a large proportion of the population. This was a basic policy of Thatcher's Government in the U.K. The same rationale is apt for the South African situation. An E.S.O.P.S. is similar to a profit sharing or a pension plan, and may be group with various holistic empowerment strategies. There are however two fundamental differences from these two traditional plans: • It invests only in the equity of the employer • The E.S.O.P.S. provides the organization with an increased finance tool, through an increased ability to borrow. One of the business trends, in the U.S.A. and the U.K. and more recently in South Africa has been to extend the ownership of shares to employees. This secures a stake in the company, an avenue for retiring owners, and as protection against hostile takeover bids. Other motives that have been used are, as an educational experience and also as a part of participative management philosophy. The author heads the Department of Mining Engineering in the new University of Johannesburg, Faculty of Engineering and the Built...

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Mokwena, Gladys Kedibone. « Vocational education and training programmes for unemployed women in Winterveldt, Pretoria ». Thesis, 2018. http://hdl.handle.net/10500/25268.

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The plight faced by unemployed rural communities in South Africa and particularly the women folks of Winterveldt does not differ much from other rural areas globally in terms of poverty and the need for development. In the light of this problem, the study attempted to answer the main research question guiding it, namely, what is the role of Vocational Education and Training programmes for unemployed women in Winterveldt? Few, if any, studies in South Africa have investigated how unemployed women with little formal education engage in Vocational Education and Training programmes for purposes of employment creation, environmental awareness and cultural preservation. This thesis presents three streams of Vocational Education and Training programmes that were introduced in Winterveldt, Pretoria, namely, the embroidery, vegetable gardens and beadwork. Using a multi-focal theoretical framework consisting of empowerment, human capital, feminism, and critical pedagogy theories, the study investigates whether the programmes reduced women’s vulnerability to poverty in post-apartheid South Africa. To carry out the investigation, the study employed a multiple case study research design based on an interpretive paradigm. In addition, the researcher using individual and focus group interviews, observations and document analysis was able to acquire qualitative data. The data were collected from 17 unemployed women, seven from embroidery stream, five from vegetable garden section and five from beadwork division as well as three coordinators. All the interviewees were selected purposively because they were deemed information rich with regard to the programmes of their studies. Data were analysed manually through hand coding that led to the emergence of the research findings. The research findings were categorised into various ideas that were eventually used to form the themes to this study. The research findings revealed the followings:  That all human beings have the capacity to realise their potential in their own way;  That women with little or no formal learning, usually go unnoticed in any systematic way;  That despite being unnoticed, women have achieved success by using their own hands and available resources to create artefacts or produce crops to turn their impoverished situation around; and  That Vocational Education and Training programmes serve as a primary livelihood strategy for unemployed women who had no alternative means of employment. In conclusion, the research findings are a reminder of the true African spirit that says; Rutang bana ditaola, le se ye natšo badimong, broadly translated as teach insights into the secrets of life to the young ones; you are not to take them with you when you depart to the land of ancestors. Finally, this study proposes a partnership framework as a formation that could enhance the performance of the women participants in the area of Winterveldt. The idea is that by sharing their knowledge and expertise the unemployed women who participate in the various community-based Vocational Education and Training programmes can achieve far better results than when they work in silos.
Educational Studies
Ph. D. (Education)

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Ndou, David N. « Analysis of the implementation of black economic empowerment : the case of TransUnionITC ». Thesis, 2006. http://hdl.handle.net/10413/9995.

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This paper looks at the Black Economic Empowerment (BEE) transaction at TransUnionITC. The transaction was concluded in 2005 however TransUnionITC has been involved in BEE activities and initiatives for the past decade. TransUnionITC has been instrumental in enhancing BEE policies in that they have been involved in rural training and awareness programs aimed at making consumers aware of their account history profiles and how they affect their economic participation. The TransUnionITC BEE transaction is analysed here in terms of the following: TransUnionITC Considerations, the BEE partners, equity holding effectiveness, management after the BEE transaction, beneficiaries of the transactions, the BEE implementation process, Financial Services Charter scorecard, the DTI's generic scorecard or compliance issues, problems encountered, stakeholder expectations management and survey of TransUnionITC staff. The company strategy will also be analysed to see if it has changed as a result of the transaction and how this has affected the company's strategic focus. Factors that have been influenced by the transactions such as profitability and new opportunities will be explored. There are at least 24 laws as well as policy and regulatory provisions dealing with empowerment (Business Map, BEE Rationale and evaluation - 2005), these include sector charters, various tender boards, small business promotion bodies, labour relations institutions and regulatory councils. Some of these include: Maritime transport and services industry charter, Forwarding and clearing Industry charter, Mining sector charter, Tourism industry charter, Petroleum and liquid fuels industry charter and Financial Sector Charter, Information Communication Analysis of the implementation of Black Economic Empowerment: The case of TransUnionITC. Technology (lCT) charter. These charters are still under review, and will be finalised after the revision of the codes of Good Practice after December 2005. TransUnionITC falls within the FSC charter and as a result their BEE transaction will be analysed to see if it complies with this specific charter.
Thesis (MBA)-University of KwaZulu-Natal, Westville, 2006.

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Moganedi, Matshemo Joyce. « Needs assessment for the establishment of an HIV and AIDS support group programme within the South African Police Services : Head Office Divisions ». Diss., 2013. http://hdl.handle.net/10500/14528.

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This study is a need assessment for the establishment of an HIV and AIDS support group within the South African Police Services (SAPS), Head Office Divisions and the purpose was to explore the extent to which an HIV and AIDS support group was needed for HIV and AIDS-infected and affected personnel within the South African Police Services (SAPS). The SAPS employees as well as HIV and AIDS programme managers participated in the study. A combination of quantitative and qualitative data was used in the study. The former was obtained from a survey of 90 SAPS personnel based at the SAPS Head Office Divisions in Pretoria. The latter, on the other hand, was obtained from in-depth interviews with five SAPS HIV and AIDS programme managers, also based at Head Office Divisions in Pretoria.The overall results showed that an internal workplace HIV and AIDS support group for infected and affected employees was seen as necessary to deal with the psycho-social and emotional needs of the personnel. The study participants were generally of the view that such a support group would go a long way in addressing some of the challenges and obstacles – such as stigma, discrimination, judgement and so forth – faced by HIV and AIDS-infected and faced employees within the SAPS. In general, it was envisaged that a workplace support group would create a warm and caring environment that would enable employees to feel safe and supported by their colleagues – including commanders and managers – in dealing with their HIV and AIDS situations.
Health Studies
M.A. (Social Behaviour Studies in HIV and AIDS)

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Dewa, Edwin. « The experiences and perspectives of users of the services of the Restorative Justice Centre in Pretoria ». Diss., 2013. http://hdl.handle.net/10500/13351.

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The purpose of this study was to describe the experiences and perspectives of the users of the services of the Restorative Justice Centre in Pretoria. A phenomenological study was conducted to gain insight in the participants experiences and perspectives of the the services rendered. Data collection was done using indepth interviews with a sample population of girls who were victims of sexual abuse and their caregivers. The reseacher made use of Colaizze (1978) data analysis approach following the transcription of audio recorded information.The study found that first time contact can be a daunting experience for victims, which touches on complex issues like discomfort, fear, cultural barriers and timing. Generally, clients were positive about social workers who build up a meaningful relationship based on empathy and respect. However, clients were concerned about unintentional, but insensitive behaviour by practitioners. Services that recognize a client‟s culture and language, as well as context are viewed as empowering. Therefore, restorative justice interventions should be holistic and consider the context in its approaches
Health Studies
M.A. (Public Health)

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Isabirye, Anthony. « Employee participation in post-apartheid South Africa as a tool for global competitiveness ». Thesis, 2007. http://hdl.handle.net/10210/108.

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This research focused on employee participation in South African organisations as a tool for global competitiveness. Chapter one outlines the background to the study, its aims, statement of the problem and the research methodology. World wide socio -political and political changes were discussed. It emerged that such changes have revolutionalised and democratised countries and their organizations. Despite being recognised as a democratic country now, many of South Africa’s organisations are not yet fully democratic. Such organisations face the danger of being out-performed globally by those organisations that have already democratised themselves, as dictated by global trends. Using a theoretical exploration of relevant literature, the research was designed to determine the extent to which organisations in South Africa have positioned themselves to compete globally through the use of employee participation at the workplace. A theoretically-oriented method was utilised since the concepts of Global Competitiveness, or being “World-Class”, and that of Employee Participatio n are relatively new in South Africa. It is argued that the method contributes, inter alia, to the uncovering of generalisations that could be investigated by future researchers using more accurate and complex designs. At the same time, a broader understanding of the concepts of Global Competitiveness and “World-Class” is gained. From a detailed discussion of the concept “World-Class” it is evident that “world-class” organisations design their strategies, structures and leadership processes in such a way that customers’ needs are continuously met. To ensure that customers are provided with high quality products, globally competitive organisations continuously benchmark their systems, processes and results against those of the best organisation in the world . It is argued that Employment Relations Management as a sub-system of the wider organisational system has to be designed and managed in a way that ensures the satisfaction of the organisation’s employees and external clients. It also has to be benchmarked to ensure that it continues to deliver optimally. This necessitates a paradigm shift in the management of Employment Relations, from the typically Unitarist approach that characterised the work-place prior to the country’s democratisation in April 1994, to an integrated approach that takes cognisance of the interests, values and needs of all stakeholders. Such an approach would, no
Prof. J.A. Slabbert

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Magwaza, Bongani Wiseman. « Knowledge of and exposure to the HIV/AIDS workplace programme and stigma and discrimination amongst employees of the South African Police Service (SAPS) : a study at the Pretoria Head office ». Diss., 2009. http://hdl.handle.net/10500/3765.

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This study investigated the exposure of employees in the South African Police Service (SAPS) to the HIV/AIDS workplace programme, levels of knowledge of HIV/AIDS, perceptions of stigma and discrimination and of participation by stakeholders in programme implementation. The researcher subscribes to the view that stigma and discrimination are major obstacles to the successful implementation of the HIV/AIDS workplace programme as this notion has been substantiated by numerous studies. Self-administered questionnaire was used as means of data collection. Findings suggest that the employees of SAPS based at the National Head Office have high levels of knowledge on HIV/AIDS. However, the majority of the respondents indicated that they would not feel comfortable to disclose their HIV positive status, fearing the consequences thereof.
Sociology
M.A. (Social Behaviour Studies in HIV/AIDS)

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Mabuza, Cynthia Mmamuthudi. « Evaluation of the management of HIV and AIDS workplace policy at Statistics South Africa ». Diss., 2011. http://hdl.handle.net/10500/5027.

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The purpose of the study was to evaluate the management of the HIV and AIDS workplace policy at Statistics South Africa (Stats SA). This entailed an assessment of the levels of awareness amongst employees, and an assessment of employees’ knowledge of the policy and its implementation. Data were collected through a structured questionnaire administered to randomly selected employees. It was found that the respondents’ level of awareness of the HIV and AIDS workplace policy at Stats SA was satisfactory. Although some differences were observed, overall it seems that Stats SA was successful in promoting general awareness of its policy and its contents. However, as far as the respondents’ attitudes and opinions relating to the implementation of the policy at Stats SA are concerned, several issues still need to be addressed.
Sociology
M.A. (Social Behaviour Studies in HIV/AIDS)

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Juggernath, Swastika. « Communication challenges faced by employers in the implementation of the Black Economic Empowerment policy in KwaZulu-Natal ». Thesis, 2010. http://hdl.handle.net/10321/608.

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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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Van, der Nest Delrene. « The impact of black economic empowerment on the management of small companies in South Africa ». Thesis, 2008. http://hdl.handle.net/10210/319.

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The subject of this dissertation is a fairly contentious issue, with advocates on all sides debating the effectiveness and value of affirmative action, as defined in the Black Economic Empowerment legislature. The goal is to determine the affect of BEE on the management of Small and Medium Enterprises in South Africa, although SME’s have been found by this study to have an influence on the effectiveness of BEE. An overview of the origins and history of affirmative action policies, cumulating in BEE, are discussed, and the various policies and their effectiveness are examined. Special emphasis was placed on the study of the Black Economic Empowerment Commission, and the recent policies around the enforcing of BEE compliance on corporate South Africa. The biggest problem with the implementation of BEE was found to be financing. Many financial models have been attempted to provide the necessary funding for empowerment to happen, but all seem to be flawed in some way or another. Insight was gained into how BEE policies are structured, the particular goals they are trying to achieve, and conclusions were drawn on how best these goals could be met. The study then provides an overview of the position and value of Small and Medium Enterprises in the South African economy and the particular issues that management of these enterprises face. The value of SME’s to the government’s policies of addressing massive unemployment in South Africa is examined, and certain conclusions are drawn around how effective these policies are. The various constraints and peculiar problems of the SME sector are examined, in order to place the topic of the dissertation in context. The dissertation then discusses the approach that was taken by the author in gathering the information and research material that was used to write the paper. These methods included meticulous research of the subject matter in the written press, internet sources, online libraries, as well as many personal interviews with leading industry and government personalities. This information is then used to discuss the effect of BEE in practice, with particular emphasis on impact that BEE has had and is having on the SME sector of the South African economy. Discussion is provided around the application of the BEE scorecard, as well as a section covering finance, both local and foreign, of BEE deals. The opinions of the industry leaders interviewed are discussed and particular issues raised by them are examined in the light of the previous discussions around BEE and SME’s. Lastly, the dissertation presents a set of conclusions drawn by the author, and backed up by industry comment. These conclusions provide a clear understanding of the impact that BEE is having on SME’s, as well as how SME’s will have an effect on the long-term success of BEE in South Africa.
Prof. S. Kruger

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Radebe, Lizzie Zanyiwe. « The application of budgeting process in public secondary schools in Gauteng South Region ». Thesis, 2013. http://hdl.handle.net/10352/372.

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A budget is an action plan that is utilized by organisations, private or public, in order to attain their objectives. Budgets are used to ensure better financial performance for organizations. They are also used to identify financial problems and take appropriate corrective measures. Public secondary schools also prepare their budgets to plan for their income and expenditure. It is through developing their budgets that public secondary schools are able to achieve their visions and missions. The purpose of the study is to evaluate the extent to which the budgeting process is effectively implemented in public secondary schools in the Gauteng South Region. To achieve this objective a questionnaire was developed to elicit responses from the participants in the research. The questionnaire was a closed-ended one with two sections, A and B. Section A of the questionnaire was developed to gather biographical information about the units of analysis, whereas Section B dealt with key issues pertaining to the budgeting process. The reliability of the questionnaire was tested through Cronbach’s alpha coefficient. The feedback from the questionnaire was analysed by means of Exploratory Factor Analysis where five factors were extracted and their reliability also tested. The factor loading matrix was computed to identify appropriate items for each factor. The items were analysed using frequencies in respect of each factor. Correlations analysis for the factors was conducted to determine the relationship between them. The findings from the study indicate that: budget planning assists school managers in comparing income and expenditure; coordination of budgeting activities is a problem at schools; lack of communication stifles effective implementation of the budget; there is no effective training and development for those involved in the budgeting process; the financial targets are not set and communicated to key stakeholders; there is lack of budget control and monitoring measures of variances of the planned and actual budget is non-existent; educators are not offered the opportunity to participate in the budgeting process let alone have the authority to make decisions on budgetary issues for those who are involved. The value of this research lies in setting appropriate guidelines for effective implementation of the budgeting process. Effective implementation of the budgeting process will facilitate efficient delivery of quality education to learners. The importance of the study is that it offers various types of budgets that public secondary schools can use to remain financially viable and sustainable.

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Dongwana, Neo Phakama. « The impact and related costs of implementing changes in the Broad-Based Black Economic Empowerment (BBBEE) codes of good practice on companies listed on the Johannesburg Stock Exchange (JSE) ». Thesis, 2016. http://hdl.handle.net/10539/22367.

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A Research Report submitted in partial fulfilment of the requirements for the degree Master of Commerce in Accounting in the Faculty of Commerce, Law and Management at The University of the Witwatersrand September 2016
Black Economic Empowerment (BEE) or Broad-Based Black Economic Empowerment (BBBEE) is an important means by which the South African government aims to address the social injustices of the past as well as eliminating inequalities between white capital and the black majority (Fauconnier and Mathur-Helm, 2008). The Department of Trade and Industry (DTI) has been tasked with overall responsibility for instituting and monitoring the laws that govern BEE. Since the introduction of the Broad-Based Black Economic Empowerment Act no. 53 of 2003 (Ferreira and Villiers, 2011) and the codes of good practice of 2007, a number of amendments were made in response to deficiencies identified, the most material being the Amended Codes of Good Practice of 2013, which were effective from 1 May 2015. This research paper sought to investigate the impact and cost implications of the 2013 amendments to the BBBEE Codes of Good Practice (new codes) on companies within the industrial goods and services sector of the Johannesburg Stock Exchange (JSE). This was done relative to the 2007 BEE Codes of Good Practice (old codes). The main purpose of the study was to explore the impact and related costs of implementing the changes in the BBBEE codes on a sample of JSE listed companies obtained from the Empowerdex Top 100 2015 survey. The sample selected was those companies in the industrial goods and services sector. The methodology used was an exploratory study using semi-structured, in-depth interviews with the executives responsible for BBBEE or transformation, as it sometimes called, in each company. While an interview questionnaire was used, the questions asked were fairly open-ended which allowed the subject to be explored fully in each setting. This enabled the researcher to also understand the practicalities of implementing the BBBEE codes within each company and each industry. The results of the study indicated that most companies found it difficult to maintain their BBBEE ratings, with indicative ratings showing a likely overall average drop of three levels. In addition, further discounting in the rating may result from not meeting the sub-minimum levels of the three priority elements. These elements are; ownership, skills development as well as enterprise and supplier development (ESD). Overall, in terms of the impact and challenges in implementing the new codes, companies found that the new codes were onerous, complex in some instances, vague in others, with a potential for misinterpretation and possible manipulation. ESD was found to be the most challenging of the new elements to implement and likely to have the most impact on companies, whereas skills development, which has been doubled from 3% to 6% of the payroll leviable amount, had the biggest impact in terms of cost as assessed on the new codes. Notwithstanding the perceived challenges, companies acknowledged that BBBEE was not only a moral imperative (Fauconnier and Mathur-Helm, 2008), but also a business imperative (Arya and Bassi, 2009) and a licence to trade in South Africa. The study had four main limitations. Firstly, that companies investigated were selected from the Empowerdex Top 100 most empowered companies 2015 survey, completed in May 2015. Within those, only the ones in the industrial and services sector were included in the study. Secondly, that all companies interviewed, regardless of sector, responded to the questions with respect to the generic scorecard, as no sector charters were enacted at the date of writing the research report. Thirdly, the ability to secure the appropriate number of interviews was key, which may affect the quality of the responses and conclusions reached. Finally, because the new codes were implemented on 1 May 2015, which is less than a year from the date of this research report, there is a limitation that limited information is available on the new codes. The effective implementation date of the new codes, means that very little research is likely to have been conducted on the new codes; or the likely impact they could have on companies; or the critical changes between the old codes (2007) and new codes (2013). The researcher hopes this study will enable greater understanding of the codes and assist listed and other companies in strategic decision-making (Horwitz and Jain, 2011) and implementation of transformation initiatives. Furthermore, issues raised as contentious, confusing or due for improvement can be further researched and possibly used by policy-makers as input to future changes in the codes. Further research can also be conducted three to five years from now when the amended codes have been in place for a period that allows implementation by companies. This can either be conducted using a case study that tracks the BBBEE strategies, initiatives and ratings over that period within one company. Alternatively, the researcher can select any one of the five elements and investigate how it has been implemented in different companies over a specific period.
MT2017

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Mncube, Dingane Matthews. « Outsourcing as a black economic empowerment tool ». Thesis, 2010. http://hdl.handle.net/10210/3039.

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M.Comm.
Broad Based Black Economic Empowerment (BBBEE) is almost ten years old. The objective of the BBBEE is to increase the participation of Black people and Black women in the South African economy and also to bridge the income inequality which was brought about systematically before South Africa became a democratic country. The BBBEE Act, through the Codes of Good Practice has identified seven key elements which if addressed will help to achieve the objectives of the Act. These elements are ownership, management control, employment equity, skills development, preferential procurement, enterprise development and socio economic development. Minimum targets have been set which need to be achieved within ten years. The primary objective of the study was to investigate if Sappi one of the two dominant pulp and paper companies in South Africa, could utilize outsourcing as a Black Economic Empowerment Tool. The secondary objectives were twofold: • To identify key barriers to complying with the seven elements of the Codes of Good Practice; and • To establish measures or incentives that will lead to Sappi Forests outsourced activities complying with the Codes of Good Practice hence utilizing outsourced activities as a Black Economic Empowerment tool. The research findings indicate that Sappi could utilize outsourcing as a Black Economic Empowerment tool. According to survey results, significant progress has been achieved in implementing BBBEE Act despite the lack of a systematic approach. Progress towards the implementation of the Act as measured against the seven elements contained in the Codes of Good Practice, is commendable. Should the recommendations such as incentives and rewards that are mentioned in the findings be adopted, the implementation of the BBBEE Act which leads to empowerment could be enhanced in forests outsourced activities.

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McCallum, Carita. « Beyond equality and difference : empowerment of black professional women in post-apartheid South Africa ». Thesis, 2005. http://hdl.handle.net/10500/1852.

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South Africa has embarked on a journey of transformation since 1994. The ruling ANC has introduced many policies aimed at achieving equality, known as "black empowerment". The `empowerment' of black women professionals is especially critical in the transformation era. Empowerment is defined as a process, which "involves individuals gaining control of their lives and fulfilling their needs, …as a result of developing the competencies, skills, and abilities necessary to effectively participate in their social and political worlds" (Kreisberg, 1992:19). From this perspective, empowerment is the essential expression of individualism and self-determination since it embodies the belief that the individual has the ability to effect changes and improve their lives. This individually oriented definition presupposes the importance of constructing one's `self' as unitary and independent. The `unitary self' is a support of the logic of the `Same', which entails the exclusion of otherness and difference. In contrast to this approach, the postmodern theory of Julia Kristeva, with its inherent suspicion of doctrines of pure origins and essences, is corrosive of discourses such as `empowerment' that are developed according to the logic of the Same. Kristeva proposes a subject which is always already `in process'. Identity is a constructed process, rather than a fundamental essence. The Oedipal model, extracted from the Kristevan theory of subjectivity, shows how the nine professional women who partook in this study constructed their selves by placing equality and difference in an antithetical relationship. However, a deconstruction of the Oedipal model opens the construct up to its blind spots and, these subjects are shown to base their identities on the splitting off of their feminine capabilities. Instead of being `unitary self', the subjects are subjects-in-process, and they operate both across and within the competing discourses of traditional femininity and masculinity. As a possible alternative to the positivist paradigm of `empowerment', a Kristevan `herethics' is considered. In South Africa, this is exemplified by the `ubuntu' principle, which entails the recognition of our interdependence. Finally, in order to assist these professional women to embrace the alterity within, whilst competing in a constantly changing and intellectually challenging world, life skills coaching which focuses on the often repressed, emotional aspects, is recommended.
Psychology
D.Litt et Phil. (Psychology)

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Prinsloo, Heather. « How South African businesses design and execute transformation initiatives : implications for coaching ». Thesis, 2017. http://hdl.handle.net/10539/23097.

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Thesis (M.M. (Business Executive Coaching))--University of the Witwatersrand, Faculty of Commerce, Law and Management, Wits Business School, 2017
The body of knowledge on transformation is growing and previous researchers have set a foundation by focusing on different aspects of B-BBEE and legislative redress. Scientific research on coaching as a tool to facilitate legislative redress is emerging. The objective of the research was to add to the emerging body of knowledge and uncover how South African businesses approach transformation, what processes and resources they use and what best practices are applied and if opportunities existed to introduce new concepts and frameworks, such as Coaching. The study used qualitative research methodology. Semi-structured interviews were conducted with two employees in four different organisations, four technical signatories in two verification agencies and four B-BBEE consultants. The organisations who participated in the research qualified as level, one, two and three contributors to B-BBEE. It was assumed that the B-BBEE level would indicate the extent of transformation in the organisations. Transformation in South Africa remains a contentious issue for business and employee responses to redress range from positive to negative. Organisations have been slow to respond to the people aspects of transformation. From the research, it was evident that organisations, verification agencies and consultants interchanged B-BBEE and transformation, implying that in South Africa, the concepts were similar, if not the same. Organisations’ responses to B-BBEE were still very reactive and at the time of the interviews, the respondents all expressed varying levels of concern to the gazetting of the amended B-BBEE Codes of Good Practice. The view held, was that the amended codes would require organisations to take a more strategic view of transformation. Only one of the four organisations interviewed confirmed that they had a transformation strategy. As for the other organisations, the strategies could be described as emerging Best practice is beginning to emerge and on some elements of the scorecard, improvements can be seen as organisations adapt approaches to yield a return on investment. Coaching as a resource to facilitate transformation was approached with caution even though the respondents recognised that third party interventions were necessary. The research builds a case for coaching as a tool to embed learning and development as organisations shift from a tactical response to B-BBEE to a more progressive or authentic goal.
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Mwelase, Nkanyezi. « Comparative performance of BEE and non-BEE mergers and acquisitions in South Africa ». Thesis, 2016. https://hdl.handle.net/10539/23828.

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Thesis (M.M. (Finance & Investment)--University of the Witwatersrand, Faculty of Commerce, Law and Management, Wits Business School, 2016
The study revisits the topic of post-acquisition performance of M&A in South Africa. Unlike preceding studies the emphasis was on target firms rather than acquiring firm and on operating performance rather than on share price reaction to M&A announcements. The study explores how operating performance is affected by BEE related M&A and non-BEE related M&A transactions. Operating performance is measured using EVA®. Economic Value Added (EVA®) reveals that target firms experienced a decline in post deal operating performance following an M&A transaction regardless of whether the M&A deal was motivated by BEE or not. The study also found that the decline in operating performance was larger for conventional (non-BEE) M&A transactions relative to BEE linked M&A transactions, though the decline was not statistically significant. Accounting based corporate performance measurement methods used to supplement the EVA® exhibit a marginal and insignificant increased in performance when the average five year post-acquisition returns are compared to the average five year pre-acquisition returns. Overall, the economic performance of target firms declined suggesting that target firms do not benefit significantly from the M&A.
GR2018

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Nel, Johannes Petrus. « Employee engagement using social exchange theory within Standard Bank ». 2014. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001552.

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M. Tech. Business Administration
Within the procurement department in Standard Bank a low level of employee engagement is experienced. The aim of this research study is to better understand where to enhance engagement through the application of the social exchange theory model from Saks (2006)

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