Retaining the Quota System in the South Korean Rice Market

Black African women in South Africa are poorly represented at managerial levels in the South African private sector since the advent of democracy. Their exclusion at these occupational levels persists despite the Employment Equity Act 55 of 1998 (EEA) requiring that the private sector must ensure that all occupational levels are equitably represented and reflects the demographics of South Africa. The South African private sector demonstrates its lack of commitment to proliferating black African women into managerial positions by deliberately engaging in race-based recruitment and failing to develop and promote suitably qualified women into managerial positions. As such, the private sector is failing to create upward mobility for black African women to break the glass ceiling. The EEA requires the private sector to apply affirmative action measures in order to achieve equity in the workplace. It is submitted that since 1998, the private sector has been provided with an opportunity to set it own targets in order to achieve equity. However, 22 years later, black African women are still excluded in key managerial positions. However, the EEA does not specifically impose penalties if the private sector fails to achieve the set targets.This approach has failed to increase the representation of black women in managerial positions. However, the EEA does not specifically impose penalties if the private sector fails to achieve the set targets. Whilst this approach seeks to afford the private sector importunity to set its own target, this approach has failed to increase the representation of black women in managerial positions. Employing black African women in managerial levels enhances their skills and increases their prospects to promotions and assuming further leadership roles in the private sector. This paper seeks to show that the progression of black African women requires South Africa to adopt a quota system without flexibility that will result in the private sector being compelled to appoint suitably qualified black African women in managerial levels.

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Exploring the Role of Family and School as Spaces for 1.5 Generation South Korean’s Adjustment and Identity Negotiation in New Zealand: A Qualitative Study

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17124408 ◽

2020 ◽

Vol 17 (12) ◽

pp. 4408

Author(s):

Su Yeon Roh ◽

Ik Young Chang

Keyword(s):

New Zealand ◽

Identity Negotiation ◽

Identity Status ◽

Traditional Values ◽

The South ◽

1.5 Generation ◽

South Korean ◽

The Family ◽

Home And School ◽

At Home

To date, the majority of research on migrant identity negotiation and adjustment has primarily focused on adults. However, identity- and adjustment-related issues linked with global migration are not only related to those who have recently arrived, but are also relevant for their subsequent descendants. Consequently, there is increasing recognition by that as a particular group, the “1.5 generation” who were born in their home country but came to new countries in early childhood and were educated there. This research, therefore, investigates 1.5 generation South Koreans’ adjustment and identity status in New Zealand. More specifically, this study explores two vital social spaces—family and school—which play a pivotal role in modulating 1.5 generation’s identity and adjustment in New Zealand. Drawing upon in-depth interviewing with twenty-five 1.5 generation Korean-New Zealanders, this paper reveals that there are two different experiences at home and school; (1) the family is argued to serve as a key space where the South Korean 1.5 generation confirms and retains their ethnic identity through experiences and embodiments of South Korean traditional values, but (2) school is almost the only space where the South Korean 1.5 generation in New Zealand can acquire the cultural tools of mainstream society through interaction with English speaking local peers and adults. Within this space, the South Korean 1.5 generation experiences the transformation of an ethnic sense of identity which is strongly constructed at home via the family. Overall, the paper discusses that 1.5 generation South Koreans experience a complex and contradictory process in negotiating their identity and adjusting into New Zealand through different involvement at home and school.

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Regulatory Lessons from the South Korean Currency Crisis: A Reply to Jai S. Mah

Journal of Economic Issues ◽

10.1080/00213624.2002.11506514 ◽

2002 ◽

Vol 36 (3) ◽

pp. 804-809 ◽

Cited By ~ 1

Author(s):

David A. Zalewski

Keyword(s):

Currency Crisis ◽

The South ◽

South Korean

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Meat Demand in South Korea: An Application of the Restricted Source-Differentiated Almost Ideal Demand System Model

Journal of Agricultural and Applied Economics ◽

10.1017/s1074070800022744 ◽

2007 ◽

Vol 39 (1) ◽

pp. 47-60 ◽

Cited By ~ 19

Author(s):

Shida Rastegari Henneberry ◽

Seong-huyk Hwang

Keyword(s):

United States ◽

South Korea ◽

The United States ◽

System Model ◽

Demand System ◽

Almost Ideal Demand System ◽

The South ◽

Meat Demand ◽

South Korean ◽

Meat Market

The first difference version of the restricted source-differentiated almost ideal demand system is used to estimate South Korean meat demand. The results of this study indicate that the United States has the most to gain from an increase in the size of the South Korean imported meat market in terms of its beef exports, while South Korea has the most to gain from this expansion in the pork market. Moreover, the results indicate that the United States has a competitive advantage to Australia in the South Korean beef market. Results of this study have implications for U.S. meat exports in this ever-changing policy environment.

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