Dissertations / Theses on the topic 'Affirmative action strategies'

The development of affirmative action strategies designed to achieve equal employment opportunity has been studied along six dimensions of functioning within four separate organisations. Three of these organisations were participants in the Federal Government's Affirmative Action Pilot Program in 1984/5, and one was not. It has been shown that change occurred in a continuous developmental sequence, here called an "Affirmative Action Continuum", within each of these six dimensions over the period of study, with each organisation following a similar sequence of movement. Exceptions occurred where an organisation made no movement at all, or where one or more of the sequential processes was omitted or displaced, in a dimension. The reasons for some of these exceptions, and some of their consequences for later action, have been explored. It has been shown that simultaneous activity occurred across several, dimensions, so that no organisation acted upon only one dimension in isolation from all others. There was some chronological sequencing between dimensions. The indicators of movement along the Affirmative Action Continuum within each dimension were used to describe the change process in each organisation. These indicators proved to be useful both in this regard, and in placing each organisation an the Affirmative Action Continuum in each dimension at two different points in time. In this way, the indicators' usefulness was shown to generalise to four very different institutions, thus suggesting applicability beyond the bounds of this particular study. It is intended that the results of this dissertation, and in particular the model of the Affirmative Action Continuum and the indicators described in Chapter Two, be used by Equal Employment Opportunity practitioners to facilitate their decision making about sequencing of activities designed to achieve equal employment oppportunity.

Masters in Public Administration - MPA
Local authorities in the Western Cape have all initiated affirmative action policies to address past discrimination and ethnic inequalities, however ineffectual they may have been up to now. The debate arises; what kind of programme should be adopted to address issues such as discrimination, economic and social upliftment for disadvantaged groups and individuals? Oostenberg local authority organisation in the Western Cape is a functionary in the socio-economic rejuvenation of the poverty stricken, formerly deprived and most oppressed people of the Cape Metropolitan area. Transformation has not heralded the implementation of developmental strategies or the initiation of programmes, to address the huge inequalities that exist between black and white communities. This study argues that Affirmative Action should address holistic transformation of disadvantaged groups and individuals, to utilise the development potential of society to it's maximurn. The racial inequalities that pervade all aspects of life in South Africa are major factors contributing to racial hatred and civil disobedience. Apartheid has been formally eradicated from the South African Constitution, however, the vast differences between the opulent white minority and the increasing black majority is a reason for concern. Legislation has been promulgated to ensure that all private and public sector organisation adhere to, and commit themselves to the elimination of unfair discrimination in the workplace, however no amount of legislation can assure peace and harmony in a society filled with hatred. Affirmative action has been recognised as an agency to eradicate inequalities in income and status and to develop the human potential and ability. Those who benefit from affirmative action policies should be defined in terms of objective socio-economic principles, such as living conditions, education and income levels, to ensure that programmes target the genuinely disadvantaged. The growing feeling of discontent in the Western Cape is cause for concern and this is fuelled by the incorrect implementation of affirmative action. This study will utilise statistics, records, documents and interviews to obtain a detailed and descriptive analysis of strategies and policies thus far implemented in the Oostenberg Municipality. It is also the contention of this study that this organisation has applied limited policies and strategies to overcome the corrosive effects of discrimination.

Employee empowerment is a strategy that small business managers can deploy to add value to the business. This strategy is aimed at cultivating the power and ability of employees in their jobs. A business is a business by people working in it though they differ in many ways their contribution to the success of the organization is very important. However, these people are not often recognized as value contributors in the success of the business and for this reason they do not intend to add value to the business and they become demotivated to do their jobs properly. People are the business storehouse of knowledge and they are central to the organization's competitive advantage. Well educated, coached, and highly motivated people are critical to the development and execution of strategies, especially in today's fast-paced market, where top management can no longer assure the business competitiveness in isolation. In the business world, almost all businesses are doing the same, small businesses should strive to do things differently, and the only way that they can achieve that uniqueness is through instilling frankness and liberty to employees so that they act as if the business also belongs to them. The reason behind this success is the strategy the business is using to get into the heart of its customers, and this strategy is “employee empowerment”. People are the business's most underutilized resource; involvement in an organization is no longer a one-way road. In today's corporate environment a manager must work towards engaging the organization forcefully enough to achieve its objectives. New knowledge-based enterprises are characterized by flat hierarchical structures and a multi-skilled workforce. Managers assume more leadership and coaching tasks and work hard to provide employees with resources and working conditions they need to accomplish the goals they have agreed to. In brief, managers work for their staff, and not the reverse and this makes employees feel valued. Small business owners should tap into a new dimension of utilizing employee empowerment strategies in their businesses as these are proficient and are not costly. This paper investigates employee empowerment strategies that can be used by small, medium and micro enterprises (SMME's). An important reason for this investigation is that small businesses have incompetent skilled labour force due to the fact that they operate under a limited budget from which it would be difficult to get skilled workers who will demand higher salaries, as a result they need to put their energies rather on equipping and educating their employees through empowerment, which could at the end make them feel valued and part of the business. It is imperative to firstly assess the current situation of small business commitment to employee empowerment strategies; to what extent do they use employee empowerment strategies in their businesses In terms of the empirical study it was determined that small businesses were not aware of the concept of employee empowerment, but are in actual fact practicing employee empowerment strategies that have been theoretically revealed, according to the researcher’s observation, they were not aware of the impact of employee empowerment in the organization and that they can be implemented into the business. Therefore, by introducing the concept of employee empowerment and the strategies that can be used in small businesses, SMME's can enhance their services to customers, increase productivity and contribute to the welfare of employees to add value to the individual, the business and the country.

South Africa has undergone major social and political changes over the past two decades. In addition, new legislation in the form of the Employment Equity Act (No. 55 of 1998), which regulates employment practices in an attempt to make the workplace a true reflection of the South African population, was introduced to employers. The implementation of this Act has a major impact on organisations in South Africa and definitely influences the way in which they do business. Organisations, large and small, in every sector are being squeezed in all dimensions. They compete for customers whose expectations of quality, price and service are constantly increasing. Throughout the world, education, training and equitable working practices are recognised as essential ingredients to compete successfully and to ensure high performance practices. This research paper investigates whether the employee development strategies at Medscheme (the organisation selected for this study) are aimed at meeting employment equity objectives. An important reason for the investigation is that globalisation and the need for organisations to gain sustainable competitive advantage require new and different approaches for the recruitment, training, development and retention of employees with key skills. The key to success will, however, be for organisations in South Africa to find a middle way between ensuring equity, while remaining competitive. In order to achieve the objective of the research, the following approach was followed: Firstly, a comprehensive literature study was conducted to determine the legislative basis for equity and employee development; Secondly, a survey of literature dealing specifically with employee development initiatives available to organisations was conducted; Thirdly, the views of the employees within Medscheme were obtained to determine to what extent the organisation implemented the Employment Equity Act and what development strategies are used to facilitate the Abstract iv development of individuals from the previously disadvantaged designated groups to equip them for future positions in senior and top management; and, Lastly, the responses to the questionnaire were analysed to determine the extent to which Medscheme’s employee development strategies support the objectives of the Employment Equity Act.

Magister Administrationis - MAdmin
The South African society is in a period of transformation that constantly challenges economic, social, and even psychological paradigms. Affirmative Action forms an integral part of the process of redistribution and has, for the longest time, attempted to make inroads into the mainstream of economic life in South Africa. The public service, being a government employer, generates a certain expectation with regards to substantive transformation amongst its ranks. For this reason, this study focuses on the Provincial Administration: Western Cape and the impact that affirmative action policies and strategies have had on management positions between the period 1995 and 1999. Government Affirmative Action policies and legislation have more than placed this issue in the forefront of social change and transformation, yet this investigation leads one to conclude that there is a lack of commitment from the provincial administration in terms of realizing national goals and objectives. This study critically assesses the dynamics at work in the transformation process in the administration and establishes the strengths and weaknesses of particular policies and strategies. Data relating to management positions, and the implementation of affirmative action policies and strategies during this period, suggest that little or nothing has been transformed.

This research project is about the “Factors Affecting the impact of Black Economic Empowerment strategies in enhancing previously disadvantaged beneficiaries in Mnquma Local Municipality.” The purpose is to examine the challenges faced by previously disadvantaged beneficiaries so as to emerge with new innovative BEE mechanisms that can be implemented to improve the situation faced by beneficiaries for the better. To achieve this objective, it was necessary to study the iterature of “Black Economic Empowerment” which is part of the Local Economic Development initiatives. In order to attain the main objective of the study and also to address the research problem face to face interviews were conducted with previously disadvantaged beneficiaries, Local Economic Development officials and councillors from five different wards of Mnquma Local Municipality. The literature review and the interviews helped one to come up with the recommendations to be adopted in order to remedy the situation of the beneficiaries. These recommendations will, hopefully, be of assistance to Mnquma Local Municipality. Findings of this study indicate that challenges faced by previously disadvantaged beneficiaries include: fronting, lack of finance, skills shortage like technical, management, budgeting and saving skills, absence of training workshops, and lack of support on SMMEs development as well as poor implementation of BEE policy by Local Economic Development Unit. The aforesaid challenges have negative effects on the implementation of BEE strategies which adversely affect the beneficiaries. Here are some of the recommendations made in this regard: support and assistance for previously disadvantaged beneficiaries like financial assistance, Khula financial schemes, bank loans, training and workshops, establishment of agricultural projects as well as assistance on coordination of co-operatives initiatives. Other recommendations provide possible solutions to these problems: corruption, nepotism and cadreship deployment. In order to act against these transgressions the following suggestions have been made in the study: containment of fronting, development of heritage and historical sites for tourists’ purposes, recommendation on BEE management strategies and also recommendation on business registration and licensing. The study concludes that if the Mnquma Local Municipality can execute all the proposed recommendations, all the factors raised as the stumbling block towards the success and beneficiary of the previously disadvantaged beneficiaries would be resolved.

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.

Este estudo propõe-se a prospectar e mapear estratégias empregadas por estudantes de dois pré-vestibulares populares de Porto Alegre e Viamão como respostas às dificuldades de ingresso no ensino superior. As hipóteses inferem que o sucesso ou fracasso no vestibular estejam relacionados às opções de cursos e a estratégias de evitar os mais concorridos, em resposta a uma formação escolar precária nos níveis básico e médio, à condição social e ao sistema de ingresso que oferece poucas vagas públicas. O vestibular, nesse sentido, apresenta-se como uma barreira a perpetuar e/ou regular uma desigualdade histórica ainda persistente, embora em níveis abrandados por estes primeiros tempos de ações afirmativas. A história de vida desses estudantes é parte da explicação das chances de classificação ou de seleção. Cotistas em sua maioria, os estudantes dos dois pré-vestibulares investigados procuram converter seus capitais econômicos e sociais herdados em capital escolar. A estratégia é aumentar chances de ingressar no mercado de trabalho com um diploma de maior valor. O levantamento das frequências e percentuais das vagas oferecidas pelo sistema, da política nacional de distribuição de oportunidades escolares, das chances de seleção, comparado com a oferta, opções de curso nos vestibulares entre 2008 e 2012 da UFRGS, indica que a maior parte do universo de vestibulandos pesquisado é excluída nesse processo seletivo. E aqueles que se classificam ocupam, com maior frequência, vagas em cursos nos quais os diplomas estão depreciados em termos de valor de marcado de trabalho. As políticas de democratização do acesso ao ensino superior, como é o caso das ações afirmativas universitárias, das políticas públicas governamentais, como o ProUni, ampliam oportunidades escolares e seus efeitos são de longo prazo. Portanto, renová-las, constituí-las como permanentes, elevando o investimento de recursos públicos configuram um potencial de crescimento de chances de classificação no ensino superior, com repercussões em termos de inovação tecnológica, melhoria das condições de renda e de efeitos geracionais sobre uma parcela da população brasileira historicamente excluída. No entanto, para que a política de ações afirmativas apresente resultados a médio e longo prazo é urgente inverter a lógica privatista das vagas no ensino superior, sobretudo 5 a partir dos anos 1960 e da metade dos anos 1990, ampliando as vagas públicas. Os critérios de seleção dos vestibulares da UFRGS e a baixa qualidade da preparação desses estudantes no nível básico de ensino, especialmente nas disciplinas de ciências exatas, operam como guias de escolhas, na medida em que levam vestibulandos a optar por cursos de baixo e médio-baixo prestígios. Os pré-vestibulares populares, nesse contexto, assumiriam a tarefa de compensar essa defasagem social e de formação escolar. Tarefa, aliás, demasiado difícil para essas instâncias precárias.
The goal of this research is to identify strategies that students from two popular pre-university courses, located in Porto Alegre and Viamão, undertake in response to the difficulties they face to get good grades to be accepted by UFRGS. In the struggle for classification, these people seek to convert their assets into inherited and acquired educational capital from the experience of training in popular preparation courses to answer objective questions in the selection process. The strategies indicate that there is a preponderant choice: students choose university courses of low and medium prestige as an attempt to improve their condition in the labor market. The surveys of frequencies and percentages of choice by knowledge area show that, even after affirmative actions, the social exclusion remains. Most remain disqualified, despite the fact that the quot a policy, implemented at UFRGS in 2008, offers a sense of great erase of access in the most prestigious courses in the context of systemic inequality and reduced chances in Brazilian higher education.

Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organisation remains a dilemma for management both in policy and practice. Research continues to show that the employment status and representation of women is significantly less in relation to those of men. Conflicting arguments on the causes of disparity and competing ideals on the value and means for addressing the disparity have resulted in a number of different opinions on the implementation and practice of equity management. This dissertation contributes to the current knowledge of equity management, exploring contemporary equity management strategies, identifying the approaches of its implementation and analysing these against the outcomes for the status of women's employment. The equity management practices of more that 1900 Australian Private Sector organisations are explored in order to identify the common themes of equity management. Factor Analysis and Confirmatory Factory Analysis are used to analyse the data. A model of strategic equity management practice was developed that identifies different structures, strategies and distribution principles designed to address the disparity between men and women. A major aim of this thesis was to explore the ability of a typological theory of equity management approaches to account for the differences in the status of women's employment. The thesis proposes a typology of equity management approaches that explain the implementation of equity management strategies based on structure and process. Four ideal-typical equity management approaches to achieving workplace parity are identified and explored. The traditional (non-compliance), anti-discrimination, affirmative action and gender diversity approaches proposed inform the a priori Cluster Analysis process that grouped Australian organisations based on their use of the approaches to equity management. Significant numbers of Australian organisations were identified utilising each of the identified approaches to equity management. It was further proposed that the different equity management approaches would be predictors of different outcomes for the employment status of women. MANCOVA was used to analyse the equity management approaches (as the independent variables) and the data on the status of women's employment (as the dependent variables). The findings indicate that the different approaches to equity management are predictors of different outcomes for the employment status of women. Results show that the traditional approach to equity management, which includes the use of none of the equity management strategies identified, is not a predictor of increases in any of the employment measures of women. The anti-discrimination approach, which includes the use of a limited number of equity management strategies identified, is a predictor of increases in some of the employment measures of women. The affirmative action approach to equity management, which includes the use of a number of proactive equity management strategies identified, is a predictor of increases in the employment status of women across a number of measures. The gender diversity approach to equity management, which includes the use of all the equity management strategies identified, is a limited predictor of increases in the employment status of women across some of the measures of employment. Managing the equity process within organisations is increasingly identified as an important tool in managing human resources in competitive, global environments that require productive workers and quality outputs. If equity management is to provide an effective means of addressing disparity between men and women in organisations, this thesis argues for the development of a strategic process to address the specific issues of disparity and the particular needs of the individual and the explicit goals of the organisation in equal opportunity.

O presente trabalho tem por objetivo compreender as estratégias adotadas pelos bolsistas pernambucanos do Programa Universidade Para Todos (ProUni) e seus familiares, numa realidade influenciada pela nova possibilidade de acesso ao ensino superior, sendo observado o papel deste nível de ensino na vida de indivíduos que, pelo histórico familiar e pelas desigualdades sociais e econômicas, não teriam essa oportunidade. Através de dados do Exame Nacional de Desempenho de Estudantes (Enade) (2006 2011), do Censo da Educação Superior (2006 2011), do Censo Escolar (2006 2011) e do Exame Nacional do Ensino Médio (Enem) (2006 2012), foi possível o mapeamento do perfil médio do estudante bolsista do ProUni, bem como dos demais estudantes matriculados em instituições privadas de ensino superior. Posteriormente, com base em 22 entrevistas em profundidade com estudantes bolsistas pernambucanos e 13 com seus pais, observou-se, por meio da análise de narrativas, a autopercepção destes indivíduos diante da nova realidade de entrada no ensino superior. Os principais resultados mostraram que o perfil do bolsista do ProUni é único na educação superior privada, bem como é destacável que se trata possivelmente de uma primeira geração na família com acesso ao ensino superior. Em função do recorte adotado pelo programa, do rigoroso processo seletivo, do perfil socioeconômico diferenciado e do desempenho escolar destacado, o bolsista possui estratégias próprias para lidar com a vivência na educação superior e para conviver com familiares. O processo seletivo do ProUni caracteriza o bolsista como alguém que venceu, apesar das dificuldades. Ele chega ao ensino superior com um acúmulo de capital escolar que dificilmente não o colocará em posição de destaque. Além disso, ele é marcado pela ruptura com uma provável trajetória de insucesso educacional, que afeta duplamente seu ingresso na educação superior: por um lado, marca-o como alguém que superou um processo que excluiu todos os seus familiares da educação superior; por outro, constrói um habitus que o coloca como ponto fora da curva tanto na família, quanto na vivência da educação superior. Assim, ao mesmo tempo em que o bolsista se caracteriza como distante da família, ele não se percebe como alguém totalmente adaptado ao universo da educação superior. Desse modo, ele possui uma luta em dois campos a educação superior e a familiar. O processo de adaptação ao ensino superior passou necessariamente pela identificação de limites que possa diferenciá-lo dos demais estudantes. Para tanto, os bolsistas buscaram estratégias, enquanto grupo, para se impor no jogo da educação superior e, ao mesmo tempo, se sentirem pertencentes àquele novo espaço social. A estratégia ao lidar com os conflitos familiares é permitir aos pais a manutenção do papel de dominante do espaço social, criando uma espécie de barreira entre os seus mundos: o dominado pelos pais e aquele em que vivem e trabalham.
This work aims to comprehend the strategies adopted by the Programa Universidade para Todos (ProUni) fellowship students from Pernambuco State, and their families, inside a reality influenced by the new possibility of the access to Higher Education, observing the role of this level of education in the lives of the students that, due to their familiar histories and social and economic inequalities, would not have this opportunity. Throughout data of the Exame Nacional de Desempenho de Estudantes (Enade) (2006 2011), the Censo da Educação Superior (2006 2011), the Censo Escolar (2006 2011) and the Exame Nacional do Ensino Médio (Enem) (2006 2012), it was possible to map the profile of the average ProUni fellowship student, and of the other students enrolled in private institutions. Posteriorly, based on depth interviews with 22 fellowship students from Pernambuco, and with 13 of their parents, was observed, trough narrative analysis, the self-perception of these individuals in face of the new reality of access to Higher Education. The main results revealed the singularity of the profile of fellowship students inside the private Higher Education; and also the importance of the inedited possibility of access to Higher Education to a family member. In function of the ProUni criteria, of the rigorous selective process, the singular social economic profile, and the remarkable school performance, the fellowship student develop particular strategies to deal with the daily life in private schools and in the familiar context. The ProUni selective process characterizes the fellowship student as someone who won, despite all the complicacies. The fellowship student arrives in Higher Education with a significant amount of educational capital that tends to put him in a prominent position. Further, the fellowship student is marked by the rupture in the assumed trajectory of educational failure, that impacts his admission in Higher Education: on one side, marks him as someone that overcame a process that kept all his familiars away from Higher Education; on the other side, builds a habitus that places him as a family outlier, and an odd member of the private schools. Thereby, at the same time that the fellowships student is characterized as distant from his family, he doesnt see himself as someone totally adjusted to the universe of private Higher Education. That way, he struggles in two fields the Higher Education and the family. The adjustment process to Higher Education passes, necessarily, by the identification of boundaries that can differ the fellowship student from other students. Then, the fellowship students seek strategies, as a group, to impose themselves in the Higher Education game, and, at the same time, feel belonging to that new social space. Mainly, the strategy to deal with familiar conflicts is to allow the parents to maintain their dominant roles in the social space, through the creation of a wall between his two worlds: one ruled by their parents, and the other in which they must live and work.

Esta dissertação buscou compreender como se formam as estratégias de comunicação das universidades federais brasileiras em relação às ações afirmativas, a partir de um estudo de caso instrumental múltiplo em que foram selecionadas duas universidades com históricos, trajetórias e intencionalidades diferentes: UFABC e UFRGS. A coleta e análise de dados incluiu fontes primárias (entrevistas semi-estruturadas com atores envolvidos com as ações afirmativas e com comunicação nas universidades estudadas) e fontes secundárias (atas e resoluções dos conselhos universitários, planos de gestão, planos de desenvolvimento institucional, relatórios de gestão e relatórios de avaliação, além de publicações nos sites institucionais e outros produtos de comunicação). O estudo se valeu de abordagens dos campos da administração e da comunicação pública e ainda de referenciais da área da educação. Com base na perspectiva da estratégia deliberada e da estratégia emergente de Mintzberg (2006), verificou-se que as estratégias de comunicação identificadas nas duas universidades se formam a partir da combinação de processos deliberados e emergentes, em que interagem grupos/atores de diferentes origens e estruturas. Estes processos ocorrem, por vezes, em resposta a necessidades evidenciadas no dia-a-dia da instituição, assumindo características de um processo de aprendizagem, predominantemente emergente. Também foi identificada a ocorrência de formação de estratégias de consenso, desconectadas e ideológicas, evidenciando a mescla de deliberação e emergência nos processos estudados. A análise empreendida possibilitou ainda verificar que estratégias emergentes de comunicação podem contemplar os princípios da comunicação pública, tais como transparência, abordagem pedagógica, escuta e promoção da cidadania, independentemente de haver uma política de comunicação resultante do planejamento estratégico da instituição. A intencionalidade expressa da universidade, disseminada e incorporada, releva-se determinante para o estabelecimento de estratégias de comunicação alinhadas aos seus fundamentos institucionais, mais até do que planos que em alguns casos podem ter caráter apenas formalístico. Portanto, principalmente nos espaços historicamente elitistas em que não há intencionalidade de inclusão, as estratégias de comunicação devem contemplar as finalidades da comunicação pública, pois se entende que a promoção da cidadania decorre também do estabelecimento do diálogo entre a universidade e a sociedade voltado para informar, escutar e valorizar a interação.
This dissertation sought to understand how communication strategies of Brazilian federal universities are formed in relation to affirmative actions, based on a multiple instrumental case study in which two universities with different histories, trajectories and intentions were selected: UFABC and UFRGS. Data collection and analysis included primary sources (semistructured interviews with actors involved with affirmative action and communication in the universities studied) and secondary sources (university council minutes and resolutions, management plans, institutional development plans, management and evaluation reports, as well as publications on institutional websites and other communication products). This case study draws on approaches from administration and public comunication fields, as well as from referenctial of the education field. Based on the perspective of Mintzberg's deliberate strategy and emerging strategy (2006), it was verified that the communication strategies identified in the two universities are formed from the combination of deliberate and emerging processes, in which groups/actors from different sectors interact. These processes sometimes occur in response to needs evidenced in the routine of the institution, assuming characteristics of a learning process, predominantly emergent. It was also identified the formation of consensus, disconnected and ideological strategies evidencing the mixture of deliberation and emergency in the studied processes. The analysis made it possible also to verify that emerging communication strategies can contemplate the principles of public communication, such as transparency, pedagogical approach, listening and promotion of citizenship, regardless of whether there is a communication policy resulting from the strategic planning of the institution. The expressed intentionality of the university, disseminated and incorporated, is decisive for the establishment of communication strategies aligned with its institutional foundations, even more than plans that in some cases may have only a formalistic character. Therefore, especially in the historically elitist spaces where there is no intentionality of inclusion, communication strategies must contemplate the purposes of public communication, because the promotion of citizenship also stems from the establishment of dialogue between the university and the society to inform, to listen and to value the interaction.

Thesis (MPA)--Stellenbosch University, 2000.
ENGLISH ABSTRACT: The affirmative action process has accelerated dramatically since the democratisation of South Africa. After the 1994 general election equity became entrenched in legislation. The employment equity legislation together with other labour legislation is there to undo long-standing segregation policies. The Employment Equity Act, 1998, holds unique challenges for organisations to reach their employment equity goals. A limited time period has also been set for organisations to apply a temporary intervention to endeavour to correct the imbalances caused by the apartheid regime. The apartheid legislation, which resulted in 45 years of racial separation, had the adverse effect of denying certain South Africans equal employment opportunities. This caused an imbalance in the labour demographics of South Africa. This study focuses on the effects of the implementation of the Employment Equity Act, 1998, and other legislation on human resource planning within Telkom SA. Telkom SA, being the largest communications company in South Africa, has committed itself to employment equity and has already embarked on an affirmative action programme. However, the various pieces of legislation require certain criteria to be met. With the distortion of the labour demographics, Telkom SA finds has difficulty in finding suitably qualified candidates in certain race groups within the Western Cape. Perceptions of affirmative action have also been negative and this has led to resistance to the process. As soon as a commitment to the process occurs, then all human resources can be utilised effectively.
AFRIKAANSE OPSOMMING: Regstellende aksie het dramaties versnel sedert die 1994 algemene verskiesing van Suid Afrika en gelykheid het deel begin vorm van aIle wetgewing. Die wetgewing op gelyke geleentheid, tesame met ander arbeidwetsgewing is daarop gestel om rasse verwydering te beveg. Die Wet op Gelyke Geleenthede, 1998, vereis dat instansies hulle gelyksheid doelwitte bereik binne 'n gegewe tydperk. Die tydelike tussenkoms om die wanbalans te herstel, wat deur die ou regering veroorsaak is, is van kardinale belang. Die apartheids wetgewing het veroorsaak dat daar na 45 jaar steeds 'n negatiewe uitwerking is vir sekere rassegroepe. Dit het ook veroorsaak dat daar 'n wanbalans in die demografie van Suid Afrika is. Hierdie studie is gemik daarop om die uitwerking van die verskeie wetgewing se uitwerking op die beplanning van die menslikehulpbronne van Telkom SA te ondersoek. Telkom SA, is tans die grootste kommunikasie maatskappy in Suid Afrika en hulle is daarop gemik om gelyke geleenthede te bevorder en het die nodige stappe alreeds geneem ten opsigte van die regstellende aksie plan. Die verskeie wetgewing stel sekere vereistes aan Telkom SA weens die feit dat hulle deel vorm van die aangewese maatskappye soos die wetgewing bepaal. Hulle vind dit moeilik om 'n geskoolde persoon uit sekere rassegroepe te kry, weens die feit dat hulle nie gelyke geleentheid gehad het om te ontwikkel nie. Regstellende aksie is ook negatief ontvang deur sekere werknemers en dit kan die proses vertraag. Sodra persone toegewyd word aan die voordele van so 'n proses, sal die dienste van aIle Suid-Afrikaners effektief gebruik kan word.

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.
Thesis (M.A.)-University of Natal, Durban, 2000.

M.A. (Industrial Psychology)
South Africa is currently experiencing a period typified by daily changes in the labour economy and in its political structures. As a result of the critical shortage of skilled human resources, a decreasing white population and political pressure to reform, the country is under constant pressure to develop its human resources, race groups that are underdeveloped in the middle and top structures of the labour force. In this regard strategies to advance the occupational mobility of blacks are progressively being undertaken by South African companies. Given the pressing demands for human resource development the results of strategies to advance the occupational mobility of blacks are still perceived as unsatisfactory. Various contrasting views exist regarding the specific factors that inhibit black advancement as well as that which ought to be addressed in order to solve the problems underlying such advancement. In the absence of a coherent theoretical basis through which factors that inhibit the advancement of black occupational mobility can be explained and studied, the need for a suitable approach or framework to develop such a theoretical model, was identified. It was decided to study the problems underlying black advancement in South Africa by utilising a strategic-cultural approach. Before a strategic-cultural approach could be developed the nature and extent of the factors that inhibit the advancement of black occupational mobility was systematically examined. Inhibiting factors were analysed from literature through an integrated approach and it was found that the marginal position of the black labourer is fundamental to all of the contrasting views in this regard. In order to optimize the person-environment match relevant to the so-called marginal position of the black labourer it is emphasized in this study that the organisation's discemable and undiscemable structures should be changed...

The purpose of this study was to determine the experiences, challenges and strategies for success of African American female senior-level executives at predominately white institutions (PWIs). This qualitative study used a phenomenological perspective to address the research questions, as phenomenology was uniquely suited to capture participants lived experiences (Guido, Chávez, & Lincoln, 2010; Perl & Noldon, 2000). The conceptual framework for the study was based on the theoretical concepts of black feminist theory, biculturalism and intersectionality. The combination of these theories was uniquely appropriate for researching the lived experiences of African American women (Barrett, Cervero, & Johnson-Bailey, 2003; Collins, 2000; Du Bois & Edwards, 2007). Black feminist theory addressed the lived experiences of African American women (Collins, 2000); intersectionality highlighted the oppression of African American women (Collins, 2000) and biculturalism explained how African American women adapt to be successful (Barrett, et al., 2003). The findings for this study of African American female senior-level executives at predominately white institutions include: regarding experiences (1) relationships and connection were essential; (2) strategic and political savvy were vital; (3) one must have an awareness of your perception; (4) higher education was an isolating place; (5) racism and sexism were still prevalent; and (6) work/life balance was a myth; regarding identities (7) creation of a professional identity as the primary identity at PWI; (8) race and gender as prominent identities; and (9) personal persona purposely protected from PWI; and regarding strategies to cope with challenges and celebrate successes (10) know yourself and focus on your goals; (11) identify something to ground you outside of the PWIs; (12) invest in your success through academic and professional preparation; and (13) advance to uplift others.
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M.Com. (Business Management)
The recent historical changes in South Africa resulted in an outcry for affirmative action programmes. The concept of affirmative action is foreign to many businesses in South Africa. Corporate South Africa sometimes lacks focus on how to deal with this trend. Workers, with new political freedom, are not prepared to waft for a gradual introduction of affirmative action. In order to avoid crisis management, business needs to accelerate the pace in adapting to the challenge in organisations of absorbing large quantities of personnel. Affirmative action legislation in future may force employers to implement these programmes. This must be done without sacrificing quality and profitability. In order to achieve this goal, this study aims at setting strategic guidelines for implementing affirmative in an effective manner.

The aim of the study was to investigate the impact of the intersection of race, gender and social class on women leaders’ work experience and career progression in order to come up with strategies for gender transformation at leadership level in corporate South Africa. The problem statement of this research study concerns the indication in the annual report of the Commission for Employment Equity (Department of Labour 2012) that there is under-representation of women, especially African and Coloured women, at top management level relative to the economically active population. The Women Empowerment and Gender Equality Bill was published in the Government Gazette No. 37005 of 6 November 2013. This Bill aims to enforce compliance with the stipulated minimum representation of women at senior levels in both the private and public sectors. This study, with its objective of reaching an understanding of the impact of the intersection of race, gender and social class on women’s career progression, is therefore timeous. Getting the perspective of woman CEOs across race and class on how to transform gender at leadership level could add an important voice to transformation and could be of benefit to decision makers in business and in government. Based on this problem statement the following research questions were formulated: - To what extent does the intersection of race, social class and gender impact on women CEOs’ experience in their work roles and career progression? - How might an understanding of women leaders’ experiences in their roles assist with strategies to transform gender at leadership level in corporate South Africa? Qualitative research methodology was chosen as the appropriate methodology and grounded theory was employed. Purposive, snowball and theoretical sampling methods were used to identify fourteen participants (13 CEOs and one chairman).The life story method was employed for in-depth semi-structured interviews from which rich descriptive data was collected and which was analysed using grounded theory. Findings confirmed that the intersection of race, gender, age and class does have an impact on women’s career progression and their life experiences. The dominant social identity was race for blacks and gender whites; class and age were the overlay. In terms of strategies for gender transformation, first-order constructs from the participants were related to abstract second-order constructs from the literature, which led to the formulation of the WHEEL Theoretical Model. The theoretical model is an integration of different elements required for the formulation of strategies for gender transformation at leadership level. The different elements were women themselves; domestic and family support; the organisation; society and government. Despite some limitations that were encountered, the aim of the study was achieved by making a contribution not only to the development of theory related to strategies for gender transformation at leadership level, which other scholars can build from, but also to the gaining of insights into the intersection of multiple social identities and their impact which can be used by business leaders and policymakers to address inequalities in organisations. In addition, this research study made various recommendations for future research
Business Management

M.Com. (Business Management)
Affirmative action is extremely topical in South Africa today, not only in terms of business principles but among individuals and communities as well. Since the establishment in the late 1850's of the South African Railways and Harbours and it's eventual change to the present-day Transnet, a "white" culture was constantly being established. For the past number of years Transnet is engaged in bringing about a culture change to transform the company into an equal opportunity company. The purpose of this study is to describe the the full meaning of affirmative action in Transnet and to put the importance of such action for both the Company and it's employees into perspective. The methods used by Transnet to apply affirmative action with the least possible resistance and interruption of business are also discussed. In Transnet affirmative action is part of a process known as the tum strategy. Through a personal interview with the Group General Manager (Human Resources) of Transnet the origin and implementation of the turn strategy is explained. The tum strategy consists of thirteen substrategies that must be completed before the exercise can be called a success. The success of the turn strategy could rest on the evaluation and monitoring of the results of the substrategies. A spirit of co-operation between Management and organised labour was achieved by involving both parties as members of the Turn Strategy Council. The Turn Strategy Council is responsible, inter alia. for monitoring the turn strategy. In conclusion specific findings and recommendations are made. Although it may be necessary to make adjustments to suit local circumstances, the value of the study is in the opportunity it affords other companies/organisations to use Transnet's model to implement affirmative action.

M.Com. (Business Management)
Change is no longer only an option but a necessity in the changing socio-economic environment in which businesses have found themselves in the new democratic South Africa. Businesses are confronted with so many new challenges every day (for instance affirmative action) that the need for transformation and change have become an integral component of strategic management and planning. The aim of this study was to determine the effect of affirmative action on organisational culture. A positive and supportive organisational culture is needed for successful implementation of affirmative action. Substantial consensus has been reached by researchers that each enterprise has its own identifiable culture and that this culture has a powerful influence on the management process and performance of the enterprise. Within the context of strategic management the shared values and beliefs of the employees are a major determinant in aligning organisational culture and a strategy of affirmative action. Managers have an important task to manage the interactive role of strategy and organisational culture and have to be role models of non-discriminative and non-racist behaviour in businesses that promote equal opportunities for all, irrespective of race or gender.

South African universities have embarked upon a wide range of initiatives to foster and acclimatise to new social development needs of the society. A significant area of change involved implementation of employment equity. This study investigated the manner in which universities manage employment equity.The composition of staff in higher education institutions fails to reflect the demographic realities of South Africa.As a result, black people and women are still severely under-represented, especially in senior academic management positions. Universities are slowly, but steadily redirecting their student bodies and staff to reflect the demographics of South African society applying fragmented effort and piecemeal approach. The “as is” statistical reports obtained from the Department of Labour were used to substantiate the progress being made in the selected universities. Quantitative research methods were employed to collect data. University of Pretoria, University of Witwatersrand, and Free State University were selected as the population and the academic managers (Heads of Departments, Directors of Schools, and Deans of Faculties) as the sample of the study. The study finds that white males still dominate in the universities and white females are adequately represented, particularly in the professional and academic categories. The academic managers responded less positively on retention strategies for academic staff, especially for the designated groups and the functionality of employment equity awareness campaigns. The study also outlined the success of employment equity factors that the academic managers indicated, such as their loyalties to the institutions, prospects of career development, and collegial relations. The study recommended proficient leadership to drive the employment equity process, development of employment equity strategy with reasonable goals, diversity management, retention strategy, and vigorous employment equity awareness.
Educational Leadership and Management
D. Ed. (Education Management)

D.Phil.
The strategic change process that the South African Transport Services, South Africa's largest transport undertaking, had to undergo with its transformation into Transnet Limited in April 1990, was one of the most extensive any undertaking in South Africa had yet to go through. Central to the change process was the transformation of the company from an "undertaking of the State" to a commercialised/privatised entity. The process is characterised by three phases viz. deregulation, commercialisation and possible future privatisation. This discontinuous change process affects every aspect of the company, in particular the Human Resource processes thereof. Against this background an extensive theoretical conceptualisation of change management was devised from a modernist perspective. A model was developed describing the WHY, the WHAT, the HOW (process and micro-dynamics) and the WHO of the change process. Human Resource Management was identified as Human Resource Provision, Human Resource Maintenance, Human Resource Development, Labour Relations, Equal Opportunities/Affirmative Action and Social Investment. This dissertation is the result of an extensive diagnostic exercise on micro-level within Transnet to ascertain what the perceptions of Transnet employees are towards cardinal Human Resource variables. These variables were identified against the background of Human Resource theory and deemed as critical for the successful strategic change of Human Resources in Transnet. Against this background, problem areas could be identified, the readiness of employees to change could be scientifically measured and the overall "fit" of employees with the changing conditions could be ascertained. A test sample of 1 875 employees of all employee groups in Transnet (excluding the general group) was taken. The sample was spread out over ten regions of the country. The practical research was done in conjunction with the HSRC in September 1991 - roughly 18 months after Transnet was formed amidst an extensive process of commercialisation. An effective response of 60% was achieved. All statistical processing and analyses were done at the HSRC's computer centre in Pretoria. To make sense out of the mass of information, a factor analysis was done. Two main factors were identified in a second order analysis - one factor which was construed as broad Human Resource Management/Social Investment and a second as broad Labour Relations/Equal Opportunities. The main finding of the research was evidence of an entrenched Human Resource system and that a gap exists between aspects of Transnet's mission and the practical realisation thereof and perceptions of employees on the work floor. A participative culture has not yet been formed while additional problem areas were identified as the management style of the company, employees' motivation, discrimination, work organisation and individual relations, work security and upward mobility. An extensive strategic change model was conceptualised out of these findings so that problem areas could be addressed and managed effectively. Due to the diversity of Transnet's work force a second model, namely a typological model, was devised. The model was conceptualised after further statistical analysis (MANOVA/ANOVA) was done. Accordingly, further problem areas were identified around population group, language, region and occupation.

In order to understand the dynamics of change taking place in universities in South Africa today and their impact on teaching and learning, specifically at the University of the North, an understanding of the changing nature of relationships in education is essential. Teaching and learning must not be seen in isolation, but in the context of a universal paradigm shift manifest in all walks of life. The relationship between teacher and learner too has fundamentally changed. In today's 'opensystems' paradigm, relationships have become temporary, horizontalized, other-directed and complex in nature. It is in the light of these realities that meaningful teaching and learning must take place. In the context of today's rapidly changing environment, dominated by technocracy and characterised by alienation and misunderstanding, the need for knowledge and leadership, in and through the University of the North, is crucial. This, in turn, can only be achieved if the University becomes accessible and accountable to the community. The process of transforming anachronistic, closed and authoritarian structures on campus towards openness and accountability has been fraught with conflict and opportunism. The University of the North developed from a once universal contradiction, having been created as a political necessity, towards becoming an educational necessity. This process has witnessed attempts at reformation, open rebellion and the quest for total transformation. The search for meaningful alternatives, as mirrored by the broader struggle in society against the contradictions of apartheid policy, has impacted on all walks of life at the University. Teaching and learning became highly politicised, characterised by open conflict and alienation, resulting in destruction of the culture of learning. The present process of transformation on campus, involving all stakeholders, has led to many achievements in the search for new relationships and new meanings. It is essential that the University belong to the community. Standing on the edge of chaos, the University needs to set an example in leadership, in accessibility, relevance, and in the promotion of Africanisation as a didactic principle through dialogue, openness and the sharing of knowledge through practical action at the grass roots level.
Educational Studies
D. Ed. (Didactics)

Purpose This research project was an attempt to determine situational aspects of HIV and AIDS among the designated farming communities in the Vhembe and Mopani districts of Limpopo Province. Questions arising from the pilot project were premised on the capacity of farmers in these areas to adequately address the daunting reality and prevalence of HIV and AIDS in their communities. Research Design and Methodology The research was designed to facilitate the integration of both qualitative and quantitative approaches. A sample of 228 respondents was involved in a triangulated participatory action research method. To the extent that the data collection techniques were triangulated in both nature and focus, HIV/AIDS-related data and information within the designated farming communities was attained with a maximum degree of validity. The data collection techniques used in this regard were: questionnaires, which were distributed to 228 respondents; participant observation; exploratory investigation; unstructured interviews; naturalistic observation; focus group interviews and discussion; and review of documents. The reviewed documents include (primary) sources on HIV/AIDS by the Department of Health and (secondary) sources of literature by various authors presenting a range of perspectives on HIV/AIDS in farming areas. Findings The results of the study revealed the absence of a coordinated policy on HIV/AIDS in particular, and health in general; and a vacuous prevalence of basic HIV/AIDS-related information. For instance, knowledge on condom usage as a prevention strategy was ostensibly scant. Currently, primary healthcare services in the area are not available. The sampled farm workers themselves unanimously corroborated that there was no HIV/AIDS policy on the SAFM farms. Conclusion Based on the main findings established above, it has become indispensable that comprehensive and multidisciplinary HIV/AIDS policy interventions be initiated by all the relevant stakeholders. Local and provincial healthcare authorities need to provide policy guidelines for the development of such policy, taking the particular needs and circumstances of farm workers. The pervasive degree of insufficient HIV/AIDS knowledge among this group necessitates that such a policy should integrate both a labour perspective and healthcare orientation, rather than perpetuating a separation of the two paradigms. This form of integration ensures that the observance of a human rights dimension becomes a sacrosanct component of the prevention of HIV/AIDS among farm workers, as well as their education concerning their healthcare-related rights as farm employees. Furthermore, the prevalence of a national HIV and AIDS policy is mainly aimed at facilitating broad guidelines, not addressing the specific contexts of every public, corporate and rural employment sector (DoH, 2007: 11-12; Muhlemann, et al., 1992: 479). In order that the education, prevention and treatment initiatives in the Vhembe and Mopani farming communities are achieved, the most important parameters of the policy should indicate: ,,X The systematic institutionalisation of local, provincial, and national HIV and AIDS programmes, notwithstanding the provision of healthcare facilities such as clinics; ,,X The promotion of basic healthcare education in general, and HIV/AIDS awareness and prevention among farm workers in particular; ,,X The development of HIV/AIDS work place policy by SAFM as employer; ,,X The systematic involvement and formation of partnerships between policy makers, local and international funders, HIV/AIDS healthcare workers and practitioners, NGOs and SAFM. As a critical factor and unit of analysis in the study, SAFM is expected to fulfil a developmental function among its employees, their families, and the local communities. This function could be enhanced further with the collaboration between SAFM and other farmers in the distribution of basic information regarding HIV/AIDS and other sexually transmitted diseases at the workplace, as well as extensive healthcare education and training for their farming personnel. Trained personnel, especially managers, are a salient factor in the implementation of organisational health and safety requirements (DoH, 2007: 6, 8; Muhlemann, et al., 1992: 478-479).
Health Studies
D. Litt. et Phil. (Health Studies)