Managing the perceptions about affirmitive action (AA)
- Authors: Swartbooi, Aurick Devlin
- Date: 2010
- Subjects: Affirmative action programs -- South Africa , Affirmative action programs -- Law and legislation -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8684 , http://hdl.handle.net/10948/1120 , Affirmative action programs -- South Africa , Affirmative action programs -- Law and legislation -- South Africa
- Description: The main research problem focused on the effective management of the perceptions about Affirmative Action (AA). A literature study and a survey were conducted to investigate the extent and nature of perceptions, the effect of these perceptions on labour and personal relations, current and suggested management practice of the perceptions of AA. A definition of AA, earlier measures of AA, the implementation of AA in the South African context, the stages of AA, theories, relevant legislation, perceptions and the management thereof are discussed. The survey was conducted at the George and Beaufort West District offices of the Department of Rural Development and Land Reform (DRDLR) with a response rate of 78.95 percent. The perceptions about AA can be managed effectively by complying with legislation, by involving and making all levels of employees responsible for the achievement of employment equity, skills development, personal development, consultation and communication.
- Full Text:
- Date Issued: 2010
- Authors: Swartbooi, Aurick Devlin
- Date: 2010
- Subjects: Affirmative action programs -- South Africa , Affirmative action programs -- Law and legislation -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8684 , http://hdl.handle.net/10948/1120 , Affirmative action programs -- South Africa , Affirmative action programs -- Law and legislation -- South Africa
- Description: The main research problem focused on the effective management of the perceptions about Affirmative Action (AA). A literature study and a survey were conducted to investigate the extent and nature of perceptions, the effect of these perceptions on labour and personal relations, current and suggested management practice of the perceptions of AA. A definition of AA, earlier measures of AA, the implementation of AA in the South African context, the stages of AA, theories, relevant legislation, perceptions and the management thereof are discussed. The survey was conducted at the George and Beaufort West District offices of the Department of Rural Development and Land Reform (DRDLR) with a response rate of 78.95 percent. The perceptions about AA can be managed effectively by complying with legislation, by involving and making all levels of employees responsible for the achievement of employment equity, skills development, personal development, consultation and communication.
- Full Text:
- Date Issued: 2010
The impact of affirmative action on overseas employment decision of final year students
- Authors: Gouws, Renaldo
- Date: 2010
- Subjects: Affirmative action programs -- South Africa , Brain drain -- South Africa , Reverse discrimination in employment -- South Africa , Employment in foreign countries , Students -- Employment
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9399 , http://hdl.handle.net/10948/1241 , Affirmative action programs -- South Africa , Brain drain -- South Africa , Reverse discrimination in employment -- South Africa , Employment in foreign countries , Students -- Employment
- Description: Economical and educational problems are caused by the reversed effect of the Employment Equity Act and Affirmative Action. One such problem is called “brain drain” (Lundy, 2006), The general aim of the research was to determine whether affirmative action caused final year students of the Nelson Mandela Metropolitan University to consider overseas employment. A literature study was conducted before the empirical objectives were reached. The empirical study was of a quantitative descriptive and inferential nature. A cross-sectional survey design was used to achieve the empirical objectives. A self- administered survey package was handed out to final year students within the various disciplines at their various classes. One hypothesis was tested. The results indicated that support was found for the hypothesis. The findings are discussed in relation to the data gathered. The implications of the research and the limitations of the study are outlined in the Results chapter.
- Full Text:
- Date Issued: 2010
- Authors: Gouws, Renaldo
- Date: 2010
- Subjects: Affirmative action programs -- South Africa , Brain drain -- South Africa , Reverse discrimination in employment -- South Africa , Employment in foreign countries , Students -- Employment
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9399 , http://hdl.handle.net/10948/1241 , Affirmative action programs -- South Africa , Brain drain -- South Africa , Reverse discrimination in employment -- South Africa , Employment in foreign countries , Students -- Employment
- Description: Economical and educational problems are caused by the reversed effect of the Employment Equity Act and Affirmative Action. One such problem is called “brain drain” (Lundy, 2006), The general aim of the research was to determine whether affirmative action caused final year students of the Nelson Mandela Metropolitan University to consider overseas employment. A literature study was conducted before the empirical objectives were reached. The empirical study was of a quantitative descriptive and inferential nature. A cross-sectional survey design was used to achieve the empirical objectives. A self- administered survey package was handed out to final year students within the various disciplines at their various classes. One hypothesis was tested. The results indicated that support was found for the hypothesis. The findings are discussed in relation to the data gathered. The implications of the research and the limitations of the study are outlined in the Results chapter.
- Full Text:
- Date Issued: 2010
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