Industrial Organization and Labour Studies

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African drumming as a means of enhancing diversity training in the workplace : a case study of a private Durban-based hospital.
(2009) Govender, Praneschen.; Ruggunan, Shaun Denvor.
In recent times, African drumming organisations in South Africa and worldwide have adopted group drumming as an experiential learning mechanism for facilitating interactive teambuilding within organisations so as to enhance group dynamics and build team spirit. Research conducted on drumming circles indicates that group drumming fosters a sense of community by breaking down barriers between participants and creating a space where respect and tolerance for others are valued. In light of South Africa‟s recent history of apartheid, various issues discussed as part of diversity training workshops (e.g. prejudice and negative stereotyping) remain “emotionally charged” topics which are “handled with care” by trainers in the corporate training environment. In light of this, the study aims to investigate the role of African drumming in creating an environment that encourages open and honest communication around sensitive issues in the context of diversity training. In addition, the study assesses the impact of group drumming on staff motivation, levels of participation and building a sense of community amongst participants in the context of diversity training. Primary research was conducted on a purposely-selected sample group of staff at a private Durban-based hospital scheduled to attend an innovative diversity training initiative, comprising of a short group drumming component followed by a conventional diversity training workshop. Questionnaires, semi-structured interviews, participant observation and focus group discussion were implemented in compiling a case study of diversity training workshops conducted at the hospital.
Articulating agency : a case study of the strategies used by the South African Transport and Allied Workers Union in servicing South African seafarer.
(2001) Ruggunan, Shaun Denvor.; Bonnin, Deborah Rosemary.
In theorising globalisation, capital is represented as all-powerful and proactive in its mobility and ability to transcend national boundaries in search of new labour markets. It is this mobility of capital. which is argued to be instrumental in shaping the processes of globalisation (Ohmae: 1989, Allen: 1995: Thompson et al: 1998. Dicken: 1998). Labour in contrast is portrayed as fixed within territorial boundaries unable to shape or influence its own destiny or the processes of globalisation. These opposing discourses of capital as the prime agent of globalisaton and labour as a passive participant in the process have predominantly informed the debates about globalisation, and have remained mostly unchallenged in the literature. This dissertation interrogates claims of capital being all-powerful via its mobility and labour being 'agentless' in influencing the processes of globalisation. In order to achieve this I use the global shipping industry' as an example to explores these arguments. This is achieved by investigating the complex ways that relationships between shipping capital and seafaring labour have changed and how these changed relationships are articulated. Specifically I examine the strategies used by South African Transport and Allied Workers to service a transnational and flexible membership. My findings suggest that the 'agentless' nature of labour in shaping the processes of globalisatlon is exaggerated by proponents of the transnational neo-liberal discourse of globalisation.
Bottlenecks and constraints within the local labour market for engineers in the petrochemical industry sector : a case study of Engen Refinery, Wentworth.
(2009) Rowe, Kelley.; Bonnin, Deborah Rosemary.
This research investigates the specific labour market dynamics that underline the shortage of engineers in the Petrochemical Industry in South Africa. The central argument of this dissertation is that an understanding of a skills shortage requires a distinct knowledge of the internal and external nature of each labour market in which the shortage is being experienced. This dissertation develops a critique of the neoclassical perspective which dominates current analysis of skill shortages. While it is important to understand the external labour market, it is equally important to consider the internal labour market to better identify and understand the specific dynamics that underline a skills shortage in an organisation and industry. Using Engen Refinery as a case study, this dissertation focuses on an in depth examination of the experiences of engineers working at the Refinery. The findings reveal that the dynamics that underline the skill shortage of engineers in the Petrochemical Industry in the South African context are manifold. Skill shortages are a consequence of dynamics in both the external and internal labour market; these I argue are interrelated.
A case study of private-public sector labour market mobilities of South African medical laboratory specialists.
(2012) Singh, Suveera.; Ruggunan, Shaun Denvor.
This thesis examines the labour market for medical laboratory specialists, specifically anatomical pathologists and haematologists in KwaZulu-Natal. It aimed to establish the extent of mobility of pathologists from the public to the private sector and vice versa. This study also aimed to investigate the reasons for such movement and importantly, the effects of this mobility. Lee’s (1966) push-pull theory of migration was assessed in terms of its applicability to mobility in the local context and is extended and adapted to this context. The five key research questions on which this thesis is based are: What is the nature of labour markets for medical laboratory specialists in KwaZulu-Natal? What is the extent of the mobility of medical laboratory specialists from the public sector to the private sector and vice versa in KwaZulu-Natal? What are the causes of such mobility between public and private sectors in KwaZulu-Natal? What are the effects or implications of the movement of medical laboratory specialists in KwaZulu-Natal? Lastly, to what extent can Lee’s (1966) push-pull theory of migration be adapted to account for the mobility of anatomical pathologists and haematologists between the public and private sectors in KwaZulu-Natal? This study adopted a case study design that used a purposive sampling strategy. There were 23 participants involved in the study. Of the 23 participants selected, 11 were anatomical pathologists and nine were haematologists. The remaining three participants were a microbiologist, a migration specialist and an international anatomical pathologist. Key findings indicated that mobility between the public and private sectors does occur. The labour market for medical laboratory specialists displayed 23 anatomical pathologists and 11 haematologists in KwaZulu-Natal. Financial reasons were not the only reasons that pathologists switched sectors; rather the decision rested on several other non-economic factors such as the working environment, flexibility and even management styles. The effects of mobility include delays in diagnosis and patient care as well as increased stress levels and workloads of specialists. Certain push-pull factors of Lee’s (1966) push-pull theory were found to apply to the local context of this study.
Casualisation and trade union survival strategies in the beverage sector of Lagos State, Nigeria.
(2018) Adewumi, Samson Adeoluwa.; Ogunnubi, Olusola Rasheed.
The global purpose of work is to promote an ever-improving and sustaining economic outlook, where the working population can be guaranteed fulfilling types of work for the attainment of basic wants and needs. While escalating pressures have been invoked on labour unions for effective strategies and programmes to address the upsurge of poverty amongst the working people, a knowledge gap still exists on the responsiveness of labour unions to employment casualisation. This thesis examines trade union survival strategies to employment casualisation in the Nigerian Beverage sector. Specifically, in a bid to unravel the effectiveness of trade union survival strategies, the study uncovers the different patterns and practices, as well as challenges of employment casualisation. A concurrent mixed method type was employed to gather data. While quantitative data were elicited through stratified sampling from 291 respondents drawn from five Beverage companies in Lagos State, qualitative data were collected through a purposive sampling of 9 respondents of FOBTOB. From the convergence of data, outsourced and contract employment was revealed as the two patterns and practices of temporary employment with a range of challenges. Amongst the four strategic responses of trade union tested with correlation and multiple regression analysis, only trade union leadership activities and education and (re) training programmes were significant to employment casualisation. The integration of data found that the proscription of casual workers from National Bargaining Agreement benefits, and the labour union non-utilization of industrial strikes strategies to subside casualisation, are contraventions of labour legislation. The study further reveals economic constraints; an unpatriotic and divisive labour union; and a lack of political-will; corruption and the ambiguous content of Nigerian labour laws as factors limiting trade union struggles. For a robust labour struggle towards attaining decent work, the study makes a case for the review of Nigeria’s labour laws for best international practices; monitoring functions by the ministry of labour and employment; genuine legislative function on the part of Nigeria’s lawmakers; addressing the challenges of corruption amongst rank and file trade unions; and the need for the establishment of labour training centers in the six geographical zones of the country.
Challenges faced by King Cetshwayo District Municipality regarding compliance with disability equity in KwaZulu-Natal.
(2018) Njeke, Nompumelelo Mandisi.; Dlamini, David Vusi.
Effects of labour legislative changes regarding temporary employment services in KwaZulu-Natal mining and construction coastal sectors.
(2016) Ntshangase, Sindisiwe Charity.; Dlamini, David Vusi.
This study has been conducted to shed light on the effects of labour legislative changes regarding temporary employment services in KwaZulu-Natal mining and construction coastal sectors. This study employed an exploratory research design. Since this study is exploratory in nature, both purposive sampling and stratified sampling was used. The participants were chosen from the temporary employment services (TES) in Durban and Richardsbay. A qualitative approach was employed to collect data. Thirteen structured interviews (13) were conducted out of the maximum of twenty (20) interviews that are required for a qualitative study to understand the perceptions of management of TES’s, client companies as well as trade unions. Eight five percent (85%) of the participants agreed that TES’s contribute positively towards the labour market as well as our economy and concluded that it is fair for the government to impose legislation to regulate this industry rather than an outright ban of the industry as this would have adverse effects on the economy and the already low employment growth rate in South Africa. Fifteen percent (15%) of the participants argued that TES’s should be banned completely as they are exploitative in nature and do not create employment but merely act as intermediaries. Findings also revealed that most TES’s state that the common notion that companies approach them as they provide cheap labour is false as companies only approach them to ease the administration burden of recruitment and hiring. This study found that due to the nature of the mining and construction industry, this sector is unable to carry all of its employees on a full time basis hence the need for the existence of TES’s. The non-registered TES’s will now be totally eliminated and the abuse of employees by non-compliant TES’s will be minimised. Most TES’s have responded positively towards the changes as they suggest that it is better that to be banned, however they raise that the word “deemed” in the provisions is still being defended in court as there are several applications submitted contesting it as it causes confusion on who the real employer is between the TES and the client company.
An evaluation of effectiveness of employment equity implementation at Impendle Municipality.
(2018) Shabalala, Nontobeko Amanda.; Bernard, Rowena Bronwen.
Employment equity implementation is particularly important in South Africa as the country was characterised by segregation laws that existed during the apartheid era. The segregation resulted in inequitable representation of different demographic groups in the workplace. The purpose of the study was to evaluate the effectiveness of employment equity at Impendle municipality. The research aimed to explore the epidemic of poor audit outcomes owing to hiring of personnel with no qualifications and/or skills but reflecting numbers in compliance with employment equity. The main focus of the study was based on four objectives identified, i.e. targeted recruitment and selection, retention, diversity management as well as training and development. The research employed quantitative approach using descriptive research design. The research made use of a survey strategy because of its dependability. Probability sampling was made use of using the stratified sampling approach where sixty six (66) participants were selected out of a target population of eighty (80) by guidance of the Sekaran and Bougie (2013:431) table of sample size. The questionnaire was used for data collection because of its ability to reduce the variability of responses as well as the fact that it facilitated collection of data at a minimal cost. The research made use of self-administered structured questionnaires containing closed-ended questions, where respondents were provided with a set of answers from which to select the perceived response. The questionnaire responses were analysed using descriptive data analysis by use of Statistical Package for Social Sciences (SPSS) software version 20. The results of the study revealed that targeted recruitment and selection of employees from within designated groups achieves employment equity and that retention strategy has a positive impact in fulfilling employment equity. In terms of diversity management and training and development, the study revealed that these are still development areas as diversity as well as training and development are not working towards attainment of employment equity. This implies that there is still a wide rift between employment equity and practices by employers in South Africa. It is recommended that further studies that will cover a number of municipalities be conducted in order to get a fair representation as employment equity is an important national blip.
Exploring burnout among police officers in the South African Police Service (SAPS) at Elukwatini SAPS, Mpumalanga Province.
(2019) Nkosi, Letta Nolusindiso.; Pillay, Kathryn.
Employees in the South African Police Service (SAPS) work under constant physical, emotional and psychological stress due to the demands of their work. This results in anxiety and trauma, which sometimes leads to burnout, and even suicide. The motivation for this study is the lack of research relating to this topic, specifically within the South African context. Many studies focus on employees in the helping professions such as psychologists and social workers, however there is limited scholarship on the police profession. This study was therefore conducted with the aim of exploring burnout among police officers in the South African Police Service (SAPS), specifically at the Elukwatini SAPS, in Mpumalanga province. I used a self-developed semistructured interview schedule to elicit information from participants through face to face interviews. Open-ended questions were used as a framework to guide the interview process with each interviewee. The findings of this study reveals that a variety of factors contribute towards burnout amongst police officers at Elukwatini, including the threatening and challenging conditions under which they work, both in the field and with regard to their administrative duties. The results reveal that police officers work long hours and also perform extra duties due to staff shortages. In addition, departmental stressors which include, limited chances for advancement, shortage of working equipment/resources, position/role dispute, position/role overload, unfair practices in relation to compensation, and overtime contribute to both physical and emotional exhaustion.
Exploring organisational bureaucracy on the effectiveness of the trade unions in South Africa: the case of the South African Democratic Teachers Union in the Mzi Mthembu Region, Durban in KwaZulu-Natal.
(2023) Mkhize, Khanyisile Immaculate.; Mahlangu, Mbalenhle Prosperity Ednah.
Abstract available in PDF.
Factors affecting the retention and recruitment of medical laboratory specialists in South Africa : a case study of anatomical pathologists and virologists in KwaZulu-Natal.
(2012) Cassim, Nadeem.; Ruggunan, Shaun Denvor.
The aim of this study is to assess the factors affecting the retention and recruitment of medical laboratory specialists in South Africa. South Africa experiences a significant shortage of medical laboratory specialists. The shortage has many negative implications on the quality and sustainability of the country‟s healthcare services. However, whilst medical laboratory specialists play an integral role in the country‟s healthcare system, there has been no research conducted on the labour market for these specialists and the reasons that facilitate the shortage. Through a qualitative case study of anatomical pathologists and virologists in KwaZulu-Natal, this study overcomes this gap by assessing the factors that negatively affect the retention and recruitment of these specialists. The objectives of this study are: to examine the national and international labour markets for South African medical laboratory specialists; to determine the consequences that the shortage has on South Africa‟s healthcare system; to assess whether social factors play a larger role than economic factors do in the retention and recruitment of South African medical laboratory specialists; to investigate the efficacy of non-work related factors in the retention and recruitment of these specialists; and to explain the labour market for these specialists in relation to the human relations, human capital and job embeddedness theories. Findings suggest that social factors play a larger role in the retention and recruitment of South African medical laboratory specialists. Additionally, the factors affecting the retention and recruitment of these specialists comprise of factors found within the work settings, as well as factors that are found outside the work settings of these specialists (i.e. work related and non-work related factors). Considering these factors allows for this study to make a few recommendations towards the successful retention and recruitment of medical laboratory specialists in South Africa. This in turn would contribute to the overall quality, efficiency and sustainability of the country‟s healthcare services.
The formulation of competencies for general workers within an international foods manufacturer.
(2000) Ambrose, Jacqueline.; Bonnin, Deborah Rosemary.
The problem investigated within this research is how an organisation can overcome its skills gaps, whilst ensuring national and international recognition of those skills, and contribute to an increase of skills nationally. This problem is addressed through the formulation of competencies. The eclectic approach forms the theoretical paradigm of the studies. The methodology used for the formulation of competencies is an adaptation of Spencer and Spencer's (1993) classic competency study model. Competencies formulated are aligned with the latest developments within the South African vocational qualification system and incorporate elements of the behaviourist approach. The study is conducted in an international food manufacturing company. The target population consists of male Zulu-speaking workers. Education levels established through assessments indicate that the population is situated at an adult basic education level of four, the equivalent of a grade nine within the formal schooling system. Demographics show that workers have on average more than two years' experience within their current job roles and their mean age is forty years, an indication of their experience within the manufacturing environment.
Impact of employee strike action on employment relations in selected Accra, Ghana, public universities.
(2016) Abiwu, Lawrence.; Dlamini, David Vusi.
The study investigated the impact of employee strike action regarding employment relations in selected public universities in Accra, Ghana. The study sought to explore the effect of strike action on employment relations, determine its impact in the workplace, identify its causes, determine the factors that promote sound employment relations and identify the measures of addressing strike action in the public universities. The study adopted both descriptive and exploratory research as the main research design. It employed mixed method design where both quantitative and qualitative data was collected from the participants. A sample size of 306 was chosen for the participation in the study based on the total population of about 1500 staff. Purposive and stratified sampling techniques were used to select the participants for the study. The study utilised both questionnaires and interviews as the main data collection instruments. Reliability and validity of the research instruments were tested using Cronbach’s Alpha Coefficient and Factor Analysis. The quantitative data was analysed using SPSS version 21.0, while the qualitative data was analysed manually using thematic analysis. Both descriptive and inferential statistics were also employed in the study. The quantitative results revealed that employee strike action affects employment relations in terms of loss of remuneration (67.5%) and unhealthy relationship (73.5%). The qualitative result on the other hand complimented the quantitative results which revealed that strike action leads to loss of remuneration (n= 5) and unhealthy relationship (n = 5). Furthermore, the quantitative results showed that the main causes of strike action in Ghanaian public universities include demand for increment in wages and salaries (87.5%), inadequate funding (79%), books and research allowances (82%) and poor working conditions (87.5%). The results of the qualitative study also agreed with these findings. In light of these findings, the study recommends payment of adequate salaries, improvement in working conditions and payment of books and research allowances for lecturers as measures to address strike action in the public universities in Ghana.
Investigating the coping strategies of women in the changing world of technology in the workplace: a case study of Nampak Mobeni, Divfood.
(2020) Ngubane, Nonhlanhla Samukelisiwe.; Mahlangu, Mbalenhle Prosperity Ednah.
In light of the growing concerns of the impact of technology on job security, this study explored the coping strategies of women in the changing world of technology in the workplace. The study took place in Nampak Mobeni, Durban. This study was prompted by the need to gain an in-depth understanding of the challenges that women encounter in the workplace as a result of technology. This research aims at investigating coping strategies in the changing world of technology in the workplace. To do this, the study had to begin with an analysis on the new world of technological change. The study is situated within the critical realism tradition. A mixed method approach was used to address the research objectives Although the study privileged women, a disproportionate number of women employees at the case study meant that the researcher had to accommodate men so that they speak through the voices of women. Data was collected through questionnaires and interviews. The findings show that women are severely constrained as far as technological know-how is concerned. This then negatively impacts their efforts to climb the promotional ladder in the workspace. Since their level of education is generally low, coping with further studies to catch-up with a new paradigm of technology is severely constrained. This therefore puts them in an uncomfortable situation, resulting in untold stress. The study strongly recommends, as a matter of urgency, counseling, and other emotional support systems must be prioritised at Nampak-Mobeni to assist in the emotional requirements of women. These support systems must acknowledge the centrality of women and the support they need from the employer for quality working experiences.
An investigation into the challenges confronted by long-distance female truck drivers in South Africa.
(2021) Maphumulo, Zipho Brandon.; Govender, Jayanathan Perumal.
There are many professions which have historically been dominated by males, and long-distance truck driving is a case in point. This notion is supported by Naysmith and Rubincam (2012) who stated that the long-distance truck driving profession is very much dominated by males and that has been the case for many years. However, in recent times an increasing number of women have been steadily entering this profession and Reed and Cronin (2003) concurs with this statement by stating that a growing number of women in Western nations like the United States of America have been entering this profession in the past few decades. Moreover, this trend has transcended to developing nations like South Africa as the country has seen an increasing number of women entering the sphere of long-distance truck driving in the last decade. However, many issues arise as a result of the under representation of women in the long-distance truck driving profession. When elaborating further on this, Sicard (2012) stated that since women are still a minority in this sector, they are then exposed to a lot of challenges; it is those challenges experienced by those women working in this very male-dominated sector that this study will be seeking to uncover. Some of the structural barriers within this profession have not been removed and consequently result in some of the challenges that long-distance female truck drivers experience, as identified by (Naysmith and Rubincam, 2012). Furthermore, this study was conducted as a secondary research whereby useful literature exploring the role of women in the transport sector was consulted and then carefully analysed employing Content Analysis. Interestingly, it discovered that women working in the transport sector all share similar challenges in their line of work as they are a minority in this sector. This research established that female long distance truck drivers, female taxi drivers and female bus drivers face the similar challenges within their respective professions in South Africa. The challenges of work-life balance, sexual harassment, health and safety being the very common ones. Lastly, in South Africa the legislation governing the workplace protects the rights of women and labour laws like the Employment Equity Act of 1998 motivates for their employment into previously male dominated industries like long distance truck driving. Therefore, this makes the South African long-distance truck driving sphere more favourable for women to achieve their professional aspirations and for this reason we are more likely to witness them entering this profession in huge numbers every year.
An investigation of the role of migrant entrepreneurs in job creation in the hairdressing industry: a case study in Pietermaritzburg KwaZulu-Natal.
(2023) Chibambo, Sibusisiwe.; Govender, Jayanathan Perumal.
Immigrants may be found more proportionately amongst the self-employed because they may be excluded from more formal wage opportunities, hence they may be driven into self-employment and forced to become creative and problem-solving. African Migrants may be found within the informal sector. A conducted in the city of Johannesburg concluded that migrant SMMEs played a role in changing the economy of the city. Therefore, we may assume within the same setting that numerous employment opportunities are being created by African migrants within the informal economy. The study was conducted in Pietermaritzburg, KwaZulu-Natal Province. Data was collected through purposive sampling which enabled an in-depth investigation. The data collected answered the research questions of 1) What motivated male migrants to leave their country of origin and migrate to Pietermaritzburg, South Africa, 2) Why do male migrant select the hairdressing industry in Pietermaritzburg, KwaZulu-Natal, 3) When migrant hair salon owners hire South African women does this serve as a counterfeit against migration issues and/or municipal regulations (due process) and 4) What present and future threats have the participants experienced or foresee happening? The study adopted an explorative process of which aimed at understanding why male migrants hire South African women in the hairdressing industry. The study examined the role played by migrants in the informal economy and their contribution towards employment within the hairdressing industry.
Labour market flexibility, wages and livelihoods in the clothing value chain : a study of clothing manufacturing and clothing retail workers in Durban's surrounding areas.
(2012) Haripersad, Yajiv.; Bhengu, Sithembiso.
One of the most significant changes within capitalist nations during the late twentieth century is the transition of the capitalist mode of production from Fordism to Post-Fordism. Changes in macro-economic market conditions, production processes and labour processes are part of the transition. These changes are felt not only at the level of the aggregate economy, economic sectors, firms and labour markets. They have an impact on the employment relationship and the way workers make their livelihoods. This dissertation provides empirical evidence of labour market flexibility in the clothing manufacturing and the clothing retail sectors and demonstrates that the number of hours worked and wages earned have implications for the livelihoods of workers. The research was undertaken in a clothing manufacturer and clothing retailer situated outside of Durban. The clothing manufacturer is located within an industrial area in Tongaat and the clothing retailer is located within a regional shopping centre in Westville.
Local economic responses to industrial migration in small towns.
(2005) Ngcobo, Raymond Mfankhona Bonginkosi.; Sitas, Aristides.
This thesis examines how globalization poses immediate and long-term challenges and opportunities for small towns and, as a consequence, for local economic development policy. The authors' perspectives raise vital questions about the shape, substance, and function of small towns in an increasingly interdependent and competitive global economy. The thesis provide both retrospective and prospective insights into the ways in which poverty, industrial migration, economic globalization, and technological innovation affect public-sector choices for small towns approaching the turn of a new century. The central theme emerging from this thesis is that the responses of the past will not necessarily provide a path to the future. Cities must innovate and adapt when seeking solutions to problems caused by rapid changes in their environment. Flexibility and creativity are key to designing public policies to deconcentrate poverty, increase opportunity, and furnish a better quality of life. For example, the continuing loss of jobs and population in many large cities can be reversed only with public policies that profit from the emerging global economy. Cities must strategically adapt to the information age by mobilizing public and private resources to be successful in the new, highly competitive economic environment by coming up with new locally designed economic development interventions in what has been termed local economic development (LED). LED in South Africa's small towns will be driven increasingly by forces of global economic interaction in the 21st century. Whereas the export sector is thriving, international trade and investment creating more and better paying jobs for developed, better-prepared regions, South Africa's small towns have yet to adjust quickly to these and other international forces. As they are unable to grow and prosper, and take advantage of global economic benefits, they are currently faced with numerous challenges of improving their local economic system to attract international investment, provide services and infrastructure to support globally competitive firms, and develop stronger entrepreneurial and technological capacity among small and medium-size companies. Local economic development and community action are essential to expanding and modernizing urban and rural infrastructure, strengthening mechanisms of community cooperation within small towns and fostering public-private partnerships to expand opportunities for employment. Demands for integrating the poor into economic activities has proven to be a vital element of local economic development that build on business-oriented approaches to community development. Using a combination of qualitative and quantitative methodologies (triangulation), data was collected within the framework of participatory approach to social enquiry. Findings of this thesis provided a new perspective in dealing with local economic development and market failure. They also show that not all is worse, as community driven and locally designed economic regeneration programmes provide an alternative to global economic growth.
Perceptions of managers of affirmative action in ABSA Bank, KwaZulu-Natal (KZN).
(2016) Phili, Sanele William.; Dlamini, David Vusi.
The effects of affirmative action (AA) in the workplace have sparked serious debate in South Africa and have attracted criticism from various population groups. This study investigated the perceptions of managerial employees on the implementation of AA at Absa Bank in KwaZulu-Natal. The objectives of the study were to elicit managerial perceptions of the implementation of affirmative action in ABSA; to investigate the manner in which affirmative action is being sustained at ABSA; to understand managerial perceptions regarding the performance of affirmative action candidates in the ABSA; to establish management willingness to mentor affirmative action candidates; and to establish the bank’s reasons for complying with Employment Equity policy. The research approach adopted in this study is the mixed-methods approach, which is a combination of qualitative and quantitative methods. The study is both exploratory and descriptive, which is used to share participants’ perceptions regarding the implementation of affirmative action in their workplace. The questionnaire and an interview schedule were the primary tools used to collect data from managerial employees at ABSA. The quantitative data collected from the respondents was analysed with SPSS version 23.0; and the qualitative data was analysed through NVIVO software. The quantitative results were presented through the descriptive statistics in the form of graphs, and cross tabulations; while the inferential techniques included the use of correlations and chi-square test values, which were interpreted using the p-values. Both thematic and content analyses were used for the qualitative study. The findings in this study suggest that about 84% of the respondents feel that the implementation of AA at ABSA Bank is effective. The findings further indicate that 80% of the respondents perceive the practice of AA at ABSA Bank as consistent with those of the banking industry. About 63% feel that the management of ABSA Bank considers the opinions of employees when AA policies are implemented.
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.

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