Browsing by Author "Magojo, Thandekile Sylvia."

Now showing 1 - 12 of 12

An exploratory study of the attitudes of middle managers in the greater Durban area : a focus on cultural diversity and cultural diversity management.
(2000) Moodley, Niroshni.; Magojo, Thandekile Sylvia.
The purpose of this study is to explore the attitudes of middle managers towards cultural diversity and cultural diversity management. A qualitative method of research was chosen to carry out the study. Twenty middle managers from four different companies in the Greater Durban Area were interviewed. One of the main findings of the study was that managers displayed positive attitudes towards cultural diversity and cultural diversity management. However, it was also found that whilst the attitudes displayed towards people of different cultures and races remained positive, little was done in terms of managing the differences that these people brought to the organisation. It was also found that organisations were agreeable to complying with legislative frameworks such as affirmative action and equal employment opportunities to manage diversity. Furthermore, it was established that factors such as understanding, tolerance and acceptance were perceived to be vital "ingredients" to helping diverse people feel accepted and wanted in the company. This was due to their role in increasing productivity levels and decreasing turnover. However, it was uncovered in the literature review, that complying with legislation alone was not enough to manage cultural diversity. If organisations want to unleash the true benefits of diversity management, they wi ll need to recognise people with these differences and simultaneously accept and manage these differences.
Exploring employees' social constructions of affirmative action in a South African organisation : a discursive perspective.
(2013) Reuben, Shanya.; Magojo, Thandekile Sylvia.; Meyer-Weitz, Anna.
The contoured logic of apartheid in South Africa constructed racial, economic, social and political segregation, the consequences of which are still experienced today. In an attempt to alter the demographic weighting of disadvantage, the South African government has made concerted efforts to ‘deracialise’ South Africa most notably through Affirmative Action (AA) measures. Subjective, contextualised approaches to AA have received little attention both locally and internationally. This study aimed to explore AA from a social constructionist orientation with a focus on Potter and Wetherell’s discursive psychology. Semi-structured interviews were used to collect the data from 17 participants. The sample included both male (5) and female (12) participants and representation from all major race groups in South Africa. The findings illustrate how participants engage in discursive devices that rationalise a racial order of competence. The discourses also reflected polarised views of affirmative action. By and large, Black participants maintain that racial inequality still exists. White participants, on the other hand, continue to feel marginalised and discriminated against, by the policy. Furthermore, the results identify the various flavours in which redress can be realised. As new knowledge, the study also suggests that despite the negative experiences associated with AA, participants were generally in favour of the principles embedded within the policy. Ultimately this study suggests that AA continues to be a controversial subject which traverses many segments of life.
An investigation into the retention strategies of two large banks towards affirmative action employees in Kwazulu-Natal.
(2000) Ferreira, George Michael.; Magojo, Thandekile Sylvia.
Affirmative Action has been around in South Africa for about two decades. Recently, the government decided to impose Affirmative Action through the Employment Equity Act. Organisations are anxious to transform their demographical composition across job categories, particularly into management. One of the problems organisations faced in the past and may continue to face in the future is the perceived short tenure ('Job hopping") of black employees. The impression has been created that black employees are taking advantage of the favourable employment market and constantly keep moving on to jobs that offer better packages. The aim of this study is to investigate how organisations are trying to manage this problem . Five Human Resources systems/criteria i.e. selection, training and development, career management, pay and socialisation were identified in the theory as instruments with which employees could be retained. in-depth case studies were conducted at two large banks (A and B) in Kwazulu Natal to establish and compare the relationships that these human resources criteria might have with the retention of black employees. To obtain this information, a structured interview schedule with open-ended as well as closed-ended questions was used. Face to face interviews with a senior Human Resources Practitioner from each bank as well as two current and two exemployees from each bank were conducted. The resulting data was captured onto a computer and analysed statistically. The results of the research showed that the bank that scored the best (bank A) on the implementation of these five retention-related criteria also had the highest turnover of black employees. This was contrary to what was anticipated. The research also found that there was little uniformity in practice between the two banks regarding which criteria they were emphasising within their respective organisations. Furthermore, current and ex-employees bad different perceptions to management regarding how well these criteria were being implemented. The findings suggest that when employees are developing they are content and tend to stay longer. They further indicate that in order to reduce black employee turnover, management should recruit individuals with potential and develop them, rather than purchasing skills from the outside. The findings also show that whilst management might have good Human Resources systems at it's disposal, the implementation thereof needs to be of a high standard and well-controlled in order to optimise retention.
Occupational stress and work engagement among special needs educators in the Umlazi District of KwaZulu-Natal.
(2010) Williams, Annelieze C.; Magojo, Thandekile Sylvia.
The present research study attempted to determine if special needs educators, who reported being engaged in their work, were more likely to appraise perceived stressful work situations as a welcomed challenge as opposed to an unwelcomed threat. This study was undertaken in order to build on the minimal body of existing empirical research in three areas: (a) the occupational stressors experienced by special needs educators, (b) work engagement among special needs educators, and (c) the relationship between work engagement and the appraisal of perceived occupational stress. It achieves these ends by determining: (a) which occupational stressors reported by special needs educators were perceived as being the most stressful, (b) if special needs educators were engaged in their work and the extent thereof, and (c) the impact of work engagement on the perception of occupational stress by special needs educators. A quantitative, non-experimental, cross-sectional, ex post facto research design was employed for the collection and analysis of data. Data was gathered from seven special schools in the Umlazi District of KwaZulu-Natal. These special schools provide high levels of support to learners with severe intellectual (learning) disabilities. A sample of N = 86 voluntary participants was obtained, comprising N = 12 males and N = 74 females. Data was generated via self-report survey-type questionnaires, which were divided into three parts: (1) a section requesting biographical information, (2) the Occupational Stress scale – a survey instrument intended to generate data relating to the demands and resources perceived by participants, and (3) the Work Engagement scale – a survey instrument intended to generate data relating to the participants perceived levels of engagement at work. All data were analysed using SPSS version 15.0 for Windows (SPSS Inc., Chicago, Illinois, USA). The results revealed that inadequate pay and benefits was a major source of perceived occupational stress, and that special needs educators were highly engaged in their work. Support for the hypothesis of an inverse relationship between work engagement and perceived occupational stress was attained. In addition, analyses of biographical variables in relation to perceived occupational stress provided support for the Transaction Model of Stress. Stress management interventions for special needs educators of severe intellectually (learning) disabled learners were recommended, the strengths and limitations of the present study noted and avenues for future research suggested.
Occupational stress, job satisfaction, work engagement and the mediating role of social support among nurses at a public hospital in Durban.
(2012) Sibisi, Sibusiso Celo.; Magojo, Thandekile Sylvia.
The objectives of the study were to: 1) determine how the variables of occupational stress, job satisfaction, work engagement and social support conceptualised in literature, 2) describe the levels of occupational stress, job satisfaction, work engagement and social support, 3) determine the relationship between occupational stress, job satisfaction, work engagement and social support, 4) assess the predictive value of occupational stress on job satisfaction and work engagement, 5) determine the mediating role of social support on the effects of occupational stress on job satisfaction and work engagement. The research questions following on from the objectives were as follows: 1) how are the variables of occupational stress, job satisfaction, work engagement and social support conceptualised in literature? 2) what are the levels of occupational stress, job satisfaction, work engagement and social support among nurses? 3) what is the relationship between occupational stress, job satisfaction, work engagement and social support among nurses? 4) what is the predictive value of occupational stress on job satisfaction and work engagement among nurses? 5) what is the mediating role of social support on the effects of occupational stress on job satisfaction and work engagement among nurses? In order to answer the research objectives, this study used a cross sectional design. The present research study used a quantitative approach. The convenience sampling method was used for the purposes of data collection. Data was gathered from the wards of a public hospital in Durban. A sample of 120 voluntary participants was obtained, comprising of 109 females and 11 males. Data was collected using survey questionnaires which included the following five parts: 1) Biographical Information Questionnaire, 2) the Nursing Stress Indicator, 3) the Minnesota Satisfaction Questionnaire, 4) the Utrecht Work Engagement Scale, 5) and the Social Support Questionnaire. All data were analysed using SPSS version 19.0 for Windows. The results of the study showed that the nurses experienced high levels of occupational stress, low levels of job satisfaction and work engagement; and moderate levels of social support. There was a significant relationship between occupational stress, job satisfaction, work engagement and social support among the nurses. The results showed that occupational stress predicts the levels of job satisfaction and work engagement. The results also showed that social support mediates the effect of occupational stress on job satisfaction and work engagement. Recommendations and the value added by the study was also stated. The limitations of this study were also noted.
The opportunities and challenges facing women in senior academic and managerial positions at a particular campus within a merging South African university.
(2007) Krishna, Bhavani.; Magojo, Thandekile Sylvia.
Whilst there has been considerable research that has documented the barriers facing women (Cassimjee, 2003; Holland, 2001; Lyness & Thompson, 2000; De La Rey, 1999;Wood, 1993), little is known about the opportunities facing women, particularly Black women academics/managers, within tertiary institutions. In an attempt to facilitate such insight, the central aim of the study explores the subjective experiences of women academics/managers in terms of their academic development and career trajectory. This qualitative study was conducted within a particular campus within a merging South African university. Using convenience sampling, three women academics (two participants of African descent, one participant of Indian descent) and two managers (one participant of African descent and one of Indian descent) were selected. All interviews were audio taped and transcribed. Inductive thematic analysis was used to analyse the transcribed interviews followed by interpretation of the data, which was informed by the theoretical underpinnings of the study, rooted within the ambit of Social Cognitive Career Theory (SCCT). The analysis of the subjective experiences of women in this study revealed salient factors relating to the patriarchal nature of the institution of study, the legacy of apartheid and the issue of racism. The lack of overall institutional support and the absence of mentorship programmes were also prevalent. In addition, there emerged a shared ideology that 'academic life was a battle' to be fought. The acquisition of knowledge, constant empowerment and goal orientated behaviour with discipline; boundaries and strategies remained an overall theme to manage hierarchical career growth and development. Balancing work, academic and management roles together with the competing needs around family also posed a challenge. In sum, the implication of the study highlights the need to cultivate a non-racist, gender neutral and logistically supportive environment.
Perceptions and experiences of senior managers regarding organisational transformation and change within eThekwini Municipality.
(2013) Moyo, Betty C.; Magojo, Thandekile Sylvia.
This study explores the perceptions and experiences of senior managers regarding organisational transformation and change. To achieve this objective, a qualitative methodology was undertaken and twelve open-ended questions were formulated for the study. Twenty-two semi-structured interviews were conducted. A non-probability sampling technique was utilised, along with snowball sampling and judgement sampling methods to select participants for the study. The sample consisted of twenty-two senior managers from different Units and Departments within the eThekwini Municipality. The data collected were then qualitatively analysed using thematic analysis. The findings of the study were presented under key themes that had emerged during the study. The main findings of the study showed that the municipality had radically transformed in response to the new political dispensation in South Africa, as of 1994. The study highlighted the general consensus amongst senior managers that fundamental transformation of the Municipality was imperative. The participants of the study expressed the view that the former municipal organisation had become misaligned with its environment. It was therefore imperative to ensure fundamental transformation of the municipality. Most senior managers, however, felt that the transformation process was poorly managed. These negative views were attributed to, inter alia, the long period of transformation, poor change management, and lack of a clearly articulated organisational culture coupled with some poorly implemented systems. Although negative views were expressed with regard to the transformation process, most senior managers were satisfied with their specific jobs. This surprising finding was attributed to positive personality characteristics and humanistic-existential perspectives that most senior managers were found to possess. Existentialists believe in people taking responsibility for their lives and the humanists stresses the importance of self-actualisation.
The perceptions of grade eleven pupils with regards to career choice and career information.
(2001) Mitchell, Carolyn.; Magojo, Thandekile Sylvia.
This study focuses on the exploration and analysis of Grade Elevens' perceptions of career choice and career information, within the Coastal region of the Durban Metropolitan area. The information about the scholars' perceptions was obtained through a structured questionnaire, with one hundred and twenty pupils who were purposively sampled from a simple random sample of public schools in the Coastal region of the Durban Metropolitan area. Both open-ended and closed-ended questions were used to gain access to their perceptions regarding career choice and career information. Tentative findings suggest that scholars generally have a narrow and simplistic conceptualisation of the term 'career', and that their understanding of the term as a life-long job is inaccurate and distorted. Consequently, teachers may need to help scholars re-conceptualise their notion of the career as a dynamic entity that is shaped by current economic, political, social and technological changes. It was also found that the majority of scholars have made a tentative career choice, which suggests the establishment of a personal, career-related identity. The findings indicate that scholars perceive the career information to which they have been exposed to be useful overall, in addition to being useful regarding its role in encouraging them to consider all possible careers, regardless of gender or culture. These findings, which contradict those of international research, seem to suggest that, in keeping with the current emphasis on national democracy in South Africa, scholars have been urged not to perceive their gender or culture as a barrier that would prevent them from pursuing their career of choice. However, cross-tabulations reveal that it is mainly girls who perceive the exploration of careers and career information in a positive light, while boys tend to hold a comparatively negative view. Girls also seemed to adopt more effective decision-making approaches in the process of choosing a career, compared to boys. Suggested interventions include greater accessibility to varied, possibly interactive forms of career information; for example, computer-aided career exploration, and that boys be encouraged to consult a wider range of career information sources. Although scholars have been formally exposed to career guidance, tentative findings reveal a need for a more holistic and informal approach to career choice and career information; one that is well integrated within the school curriculum. This would require that all teaching staff function as a team and develop role and functional flexibility, in order to help scholars adapt to changes in the learning environment, and to develop broad and integrated learning frameworks. Importantly, scholars are urged to take a pro-active role in their career exploration. Statistical analysis indicates that girls' career choices are generally unrestricted by gender-role stereotypes, suggesting a growing interest in careers previously perceived to be male-typed, although emphasis must be placed on the importance of making realistic choices. Furthermore, cross-tabulations reveal that race and career choice are not related, thereby reinforcing the validity of earlier tentative findings, which point to the existence of generally positive perceptions of career information, with regards to its usefulness in encouraging scholars to consider a full range of careers, regardless of culture or race. Further research into scholars' perceptions of career choice and career information through focus groups, with an emphasis on the changing career aspirations of girls, may serve to facilitate a deeper understanding of the issues and perceptions that either hinder or help scholars in the process of career choice. A thorough understanding of their perceptions and the factors that shape them is necessary in order to spearhead the development of educational programmes and workshops, the aim of which would be to ensure the holistic integration of these insights within the school curriculum. The rationale underpinning further research within this field, is that once scholars become aware of their distorted perceptions of career choice and career information, they will be empowered to change them. As a result, they will be equipped to make better informed career choices that are consistent with individual interests and abilities.
The process of empowerment of Blacks in affirmative action programmes.
(1996) Magojo, Thandekile Sylvia.; Sitas, Aristides.
This research focuses on the experiences of Africans within the management ranks in South African organisations in the private sector. It examines progress (successes and failures) in the implementation of affirmative action programmes. The research further examines power as a concomitant of the managerial role. It argues that the approach that uses the notion of socio-psychological barriers directed to the individual aspirant may be incomplete in explaining lack of mobility if it fails to account for the broader power dynamics and structures within South African organisations. Furthermore, it explores attributes of individual managers as well as those of organisations in order to establish the fit between the individual and the organisation, looks at practices that are often associated with affirmative action programmes and describes empirically the experiences of black managers in such settings. The research concludes that in the absence of programmes that enable aspirant executives to empower themselves psychologically for upward mobility, affirmative action programmes may not be sustainable. The underlying assumption of this research is that the historical legacy which subjected Africans to an official policy of discrimination for decades impeded their upward mobility in the labour market, thus enabling the white labour force to occupy a position of privilege in the private sector. In such settings white managers are confronted with the role of implementing affirmative action programmes which pose a threat to the privileges they have grown accumstomed to. White managers are thus perceived by their black counterparts as reluctant agents of change. The research is guided by the hypotheses that where blacks in managerial positions perceive themselves as being unable to influence organisational decisions, or as having no control over resources, people and information, they would feel that affirmative action is disempowering. To obtain the required information a structured interview schedule with both open ended and closed-ended questions was used. Questions tapped the perceptions of black managers regarding their empowerment in employing organisations. Face-to-face interviews with 100 black managers from the private sector were conducted by the author. The resultant data was captured on a computer data base and then subjected to various forms of statistical analyses. The main predictor of feelings of empowerment was found to be the manager's centrality in decision-making processes. It was also found that positive relationships with superiors and colleagues influenced feelings of empowerment, as did membership of corporate clubs. Job rank was positively related to relationships with superiors and colleagues. It was also found that affirmative action environments presented this group with some contradictions: they advanced much slower than their white colleagues, and supervised largely, or only blacks, and/or are in specialist positions with no budgetary control. Organisational climate factors (negative attitudes and unfair promotional practices) were still perceived to be in place. Educational qualifications were not found to be good predictors of empowerment. The findings suggest that affirmative action programmes need to take the heterogeneity of managers into account. Management must show that managing diversity is crucial to their productivity and competitiveness. It is also important for such programmes to examine the format of corporate clubs, and consider altering them to accommodate the social reality of black managers. Lastly, a fundamental transformation of power relations is necessary so that decision-makers operate from more or less the same level of power.
Substance dependency and abuse within the workplace : a case study exploring supervisors' experiences and perceptions of employee substance dependence and abuse.
(2009) Ally, Sherika.; Magojo, Thandekile Sylvia.
This study explores supervisor’s experiences and perceptions of substance dependency and abuse within an organisation, the strategies used by these supervisors in dealing with substance-related incidents and their perceived effectiveness of the employee assistance programs utilised. Qualitative methodology was employed and semi- structured interviews were conducted. A non-probability sampling technique was used and a convenience sample comprising of 9 participants was selected from a single organisation in central Durban. The data obtained was then qualitatively analysed using thematic analysis. The findings indicate that substance abuse and dependency were present within the organisation but not a prevalent problem. Supervisors were well versed in company policies and responsive to employee substance related issues. Furthermore, supervisors perceived the organisations employee assistance program utilised as highly effective.
Teacher expectations of parental involvement in learner education : perceptions of primary school teachers in Mpumalanga Province.
(2017) Mathebula, Tumelo Remember.; Magojo, Thandekile Sylvia.; Mtwentula-Ndlovu, Ntombekhaya Antoinette.
There is a need to improve communication between teachers and parents regarding their respective roles in assisting learners to perform well academically. When these roles are not communicated clearly between the two stakeholders, often they blame one another especially when the learner does not perform as expected. Likewise, literature has shown that when parents and teachers are aware of their roles in the learners‟ education, they tend to behave in ways that promote learners‟ educational attainment. It is against this background that this qualitative study on teachers‟ perceptions on parental involvement was conducted to mitigate the possible undesirable effects of blame shifting when learners perform poorly. The study also seeks to pinpoint ways in which teachers expect parents to be involved in their children‟s education so that these expectations could be communicated with parents. Six semi-structured interviews (three from each school) were conducted with teachers from the two selected schools in Bohlabela District of Mpumalanga province. The findings of the study have shown that although not all parents are fully committed in partnering with the schools, the teachers admitted that parents are important partners in the learning of their children because they are equally equipped to assist with schoolwork when learners are at home. In addition, the study explored ways in which the roles that parents are expected to play are communicated to them. It was found that teachers use both verbal and written modes to engage with parents. The factors that contribute to poor parental involvement in learners‟ education were also explored in this study. These factors need to be addressed so that measures could be taken to overcome them. Lastly, recommendations were made for the schools understudy as well policy makers, to consider when formulating policies for the governance of schools.
Women in senior management positions : an exploration of how they balance their roles.
(2009) Geddes, Lianne Ruth.; Magojo, Thandekile Sylvia.
The research explored how women from the University of KwaZulu-Natal balanced both their personal and professional roles in order to advance into senior management positions. The study used a qualitative research methodology in which semistructured interviews were conducted on nine participants. The data were then analysed using Qualitative Thematic Analysis. The findings of this study revealed that although the participants faced various challenges, which were related to their gender they did manage to advance into senior management positions. What facilitated their advancement was that these women learned how to balance their dual roles through observing and imitating positive role models, which is supported by Bandura’s Social Learning Theory. The findings of the study were both confirmed and disconfirmed by the literature. However what this study does show is that women are managing to advance into positions of senior management despite challenges that they may face and thus indicting that the glass ceiling is cracking. Management should therefore be prepared to manage this new breed of managers in their echelons.