scholarly journals Sponsorship and social identity in advancement of women leaders in South Africa

2018 ◽  
Vol 33 (6) ◽  
pp. 466-498 ◽  
Author(s):  
Caren Brenda Scheepers ◽  
Anastasia Douman ◽  
Preya Moodley
Keyword(s):  
South Africa ◽  
Career Development ◽  
Social Identity ◽  
Senior Management ◽  
Female Executives ◽  
Content Type ◽  
Management Positions ◽  
African Context ◽  
Gender Based ◽  
Executive Level

Purpose In South Africa, women in senior management positions experience social identity dilemmas, necessitating more research into this domain. While research has been conducted into coaching and mentoring of these women, limited scholarly attention has been paid to sponsorship. This paper aims to explore the social identity of women at senior management levels and sponsorship as a proposed mechanism to develop talented women. Design/methodology/approach This qualitative research included two studies using two sample groups, both of which included executive-level respondents in corporate organisations. One study focussed on sponsorship; here, the 29-strong sample included 14 male and 15 female executives, of whom 15 were White; 9 were African and 5 were Indian. The second study, consisting of only African, coloured and Indian (ACI) female executives (23 interviewees), focussed more broadly on their development path to the C-suite. Findings A common theme across the two studies was the inclination to give developmental support, in turn, once supported. There were prerequisites in this support-giving, however. For example, sponsors identified criteria that protégés had to meet. Despite evident gender inequality at senior management levels in South Africa, this paper reveals that in the Study 1 sample, gender and race were ostensibly irrelevant when choosing a sponsor or who to sponsor. A closer examination revealed a gender-based expectation, embedded in the South African context. Study 2 showed that ACI women above 50 years of age were more inclined to mentor others; even when they themselves were not mentored, some purposefully developed other ACI women. This paper thus suggests age as an important additional diversity dimension in relation to the career development of ACI women towards the C-suite. The findings have implications for the career development of individual ACI women and for organisations in reaching equality. Research limitations/implications Gender differences with regard to perceptions also revealed that male respondents perceived sponsorship more as task-based actions, whereas female respondents focussed on relational elements. The paper concludes with recommendations on how individual ACI women and organisations can proactively develop talented women. Originality/value The paper offers insight into the gendered expectations of sponsors and gendered perceptions around merit in identifying protégés worthy of sponsorship. ACI women’s social identity changed when they joined the C-suite to identify more with their roles as executives and became less associated with their original ACI women group.

scholarly journals The opaque gendered lens – barriers to recruitment and career development

2017 ◽  
Vol 32 (1) ◽  
pp. 47-65 ◽  
Author(s):  
Christina Scholten ◽  
Hope Witmer
Keyword(s):  
Career Development ◽  
Management Practice ◽  
Senior Management ◽  
Gender Representation ◽  
Structured Interviews ◽  
Content Type ◽  
Recruitment Practices ◽  
Gendered Leadership ◽  
Management Positions ◽  
Global Companies

Purpose This paper aims to reveal gendered leadership constructs that hinder a competency-based view of leadership in Swedish-based global companies and the implications for leadership recruitment and development to top management positions. Design/methodology/approach The paper is based on qualitative semi-structured interviews, which have been analyzed using a gender analytic framework to identify how senior management, Human resource management and leadership trainees are discussing leadership and career development. Findings Three themes were identified as clouding the issue of gender-equal leadership practices thereby creating an opaque gendered lens of who is defined as eligible for leadership positions. The three themes were: symbols as gendered images, counting heads – preserving the existing system and illusive gender inclusion. Research limitations/implications Recruitment practices were identified as contributors to homosocial practices that perpetuate male-dominated leadership representation. However, specific recruitment practices were not fully explored. Practical implications The potential use of gender equality as a sustainable management practice for competitive organizations to recruit and develop talented people. Social implications To create resilient and gender-equal recruitment and leadership development practices. Originality/value This research offers an original perspective on gender representation at the senior management level in global companies by revealing gendered leadership constructs in the leadership recruitment and development process as antecedents to unequal gender representation in senior management positions.

Women in senior management positions at South African universities

2019 ◽  
Vol 34 (3) ◽  
pp. 217-232 ◽  
Author(s):  
Juliet Ramohai
Keyword(s):  
Higher Education ◽  
South Africa ◽  
South African ◽  
Gender Equity ◽  
Senior Management ◽  
Contributory Factor ◽  
Content Type ◽  
African Higher Education ◽  
Management Positions ◽  
South African Higher Education

Purpose The purpose of this paper is to present reasons for the mobility of women in senior management positions in South African higher education. Against the backdrop of women underrepresentation and retention challenges in institution of higher learning in this country, it is pertinent to share the experiences of senior women, with the aim of understanding institutional structures and cultures that make it difficult for women to survive in senior positions. Design/methodology/approach The paper used a qualitative approach. The focus of this paper was on the women who had held or were still holding senior management positions in higher education in South Africa. The requirement for this paper was that these women should have moved out or across institutions while at a senior management position. This paper drew from five women from different institutions and involved them in in-depth interviews. The women who fitted the category of senior management in this paper included deputy vice chancellor, deans and heads of departments. Findings The findings indicated that the decisions to opt out of senior management positions for the women ranged from personal to institutional. The personal reasons that emerged from this paper pointed mainly to issues of salaries. The women opted to move out of their positions for better salaries which they believed they would get in the private sectors or in other institutions. Professional development also led women to move to more promising spaces that could afford them an opportunity to grow. Apart from these personal reasons, hostile institutional cultures were cited by all women as the most serious contributory factor to their turnover. Of these, they cited patriarchal practices that led to oppression and dominance, which made it difficult for them to cope in the senior positions they held. Originality/value This paper aimed to respond to a gap in research on senior management women’s mobility in higher education, specifically in South Africa. According to Samuel and Chipunza (2013), there is a serious concern that pertains to retention of senior management within African higher education. However, most studies do not provide a focused attention on women but offer a general interpretation of senior management turnover. There seems to be lack of research that aims at understanding the contextual reasons that lead to turnover of women senior management in South African higher education. Against the backdrop of low representation of women in senior positions in specifically South African higher education and calls for equity, the study looked at the reasons why higher education institutions at times fail to retain this most sought after group (women) in these positions of power. Understanding issues around this matter has the potential to contribute towards improved practices while adding a voice to discourses around gender equity and equality.

Risk management factors contributing to transgressions in the procurement practices in South African SOEs

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lindani Myeza ◽  
Naledi Nkhi ◽  
Warren Maroun
Keyword(s):  
South Africa ◽  
Risk Management ◽  
Public Sector ◽  
South African ◽  
Public Procurement ◽  
African State ◽  
Political Influence ◽  
Structured Interviews ◽  
Content Type ◽  
Executive Level

PurposeThe study aims to deepen the understanding of why risk management principles are circumvented, thereby contributing to transgressions in public procurement for South African state-owned enterprises (SOEs). A deeper understanding of why risk management principles are circumvented is especially important in South Africa, given the high social, economic and environmental risks to which national and major SOEs are exposed in the procurement process.Design/methodology/approachThe study uses a qualitative design, based on detailed semi-structured interviews with 19 participants comprising management advisors, forensic investigators and auditors to explore why risk management principles are circumvented by South Africa SOEs.FindingsThe results of the study indicate that the tone that is set at political and executive level plays an important role in determining compliance with risk management principles by lower-level staff. Intense levels of political influence at SOEs are the main reason behind risk management systems being undermined.Originality/valueThe current study is one of the first explorations of why transgressions in public procurement continue to be evident despite risk management reforms being adopted by South Africa public sector. The research responds to the call for more studies on why reforms in South Africa public sector are not reducing transgression in public procurement. The study provides primary evidence on the importance of political and executive leadership in influencing the effectiveness of risk management reforms in the public sector.

‘We have nothing to celebrate!’: Fighting gender-based violence in Cape Town, South Africa

2021 ◽  
Vol 24 (3/4) ◽  
pp. 243-259
Author(s):  
Paula Vermuë
Keyword(s):  
South Africa ◽  
Cape Town ◽  
African National Congress ◽  
Political Agenda ◽  
Gender Based Violence ◽  
Content Type ◽  
Political Narrative ◽  
National Congress ◽  
Multiple Levels ◽  
Gender Based

Abstract This article illustrates the de-politicisation and re-politicisation of the fight against gender-based violence and femicide in Cape Town, South Africa. Firstly, this article shows how gender-based violence and femicide has been de-politicised through a conservative political narrative of the African National Congress (ANC) and through restricting funding relationships between Northern donor organisations and womxn’s NGOs in Cape Town. Secondly, I argue that, with the emerge of a new autonomous feminist movement in 2018, the Total Shutdown (TTS), the re-politicisation of gender-based violence happened on multiple levels. Not only did the activist movement manage to put gender-based violence back on the political agenda, it also helped NGO benefactors to reconnect with their feminist goals to end femicide in South Africa. This research is based on ethnographic fieldwork in Cape Town from September 2018 until January 2019 and includes the stories of Capetonian NGO benefactors and TTS activists.

Reconsidering criminal law-based liability for corporations and directors in South Africa

2019 ◽  
Vol 26 (4) ◽  
pp. 1085-1094
Author(s):  
Herbert Kawadza
Keyword(s):  
South Africa ◽  
South African ◽  
Criminal Law ◽  
Negative Impact ◽  
Criminal Liability ◽  
Annual Reports ◽  
Content Type ◽  
Criminal Sanctions ◽  
Fresh Perspective ◽  
African Context

Purpose It is recognised that the mere proscription of corporate offences is not adequate to deter misconduct or engender compliance. There is a need for the enforcement of the rules through robust culture-changing sanctions. The purpose of this paper is to demonstrate the inadequacies of criminal law liability in ensuring compliance with ethical corporate conduct in South Africa. Design/methodology/approach This paper is purely qualitative. For expository purposes, it draws from the Criminal Procedure Act, 51 of 1977 as well the corporate criminality enforcement trends and data from the National Prosecutions Agency’s annual reports to demonstrate that much as criminal liability is enshrined in a statute it has, however, not yielded the expected results. It situates the debate within the broader economic criminological scholarship. Findings This paper argues that even though the option of prosecuting corporations and directors is part of South African law, many corporate offences are not brought into the criminal justice system. Judging by its erratic imposition, criminal liability has failed to express the indignation and condemnation that are normally attached to criminal sanctions. Several reasons account for this. These include evidentiary, legal, technical and definitional complexities of some corporate offences, which lead to them being regarded as “unprosecutable crimes”. This has a negative impact on enforcement. Originality/value This paper is novel because it approaches the debate from a fresh perspective, economics and criminology. Not much scholarly attention has been devoted to analysing the efficacy of criminal sanctions in the South African context. This paper attempts to fill that gap.

Pathways through homelessness: the perceptions of homeless children in Pietermaritzburg, South Africa

2020 ◽  
Vol 15 (3) ◽  
pp. 141-160
Author(s):  
Anna Wilshire Jones Bornman ◽  
Carol Jean Mitchell
Keyword(s):  
South Africa ◽  
South African ◽  
Well Being ◽  
South African Context ◽  
Homeless Children ◽  
The South ◽  
Research Attention ◽  
Content Type ◽  
Factors Influencing ◽  
African Context

Purpose The purpose of this study was to explore children’s pathways through homelessness within the South African context, with particular attention paid to pathways out of homelessness. This study focusses on factors influencing children’s successful transitions out of homelessness. Design/methodology/approach A qualitative exploratory design was used, using interviews with nine children who had exited or were in the process of exiting homelessness. Interviews were conducted at a children’s shelter in Pietermaritzburg or in the children’s home environments. Interviews were analysed thematically. Findings An ecological framework was used to frame the factors influencing children’s pathways in, through and out of homelessness in the children’s narratives. These included institutions, relationships and intrapersonal strengths and resources. The study suggested that constructive relationships with shelter staff and parental figures, as well as intrapersonal strengths, were the most prominent factors in children successfully negotiating their way through their homelessness. The importance of a relationship with the paternal family within some African cultures was also a point of leverage. Research limitations/implications Implications for policy and practise include the need for systemic change, as well as greater support for shelters and shelter staff. The issue of rivalry in the shelter context and the role of the paternal family in the reintegration process require more research attention. The research is limited to homeless children in Pietermaritzburg, South Africa. Practical implications This study provided feedback to the shelter regarding their strategies for assisting homeless children off the streets. It further provided evidence for the importance of the work of the shelter, to strengthen advocacy efforts. This may be useful to others in similar circumstances. Social implications This study highlights the importance of macrosystemic interventions in the efforts to assist homeless children, while at the same time not ignoring the inter and intra, personal elements to enhancing their well-being. Originality/value This paper is singular in its exploration of factors influencing children’s successful transitions out of homelessness within the South African context.

scholarly journals Facilitators and barriers to the assimilation of function-specific executives into senior management roles

2015 ◽  
Vol 20 (4) ◽  
pp. 315-338
Author(s):  
Roger Bennett
Keyword(s):  
Work Experience ◽  
Social Acceptance ◽  
Senior Management ◽  
Top Management ◽  
Role Clarity ◽  
Job Descriptions ◽  
Content Type ◽  
Newcomer Adjustment ◽  
General Management ◽  
Management Positions

Purpose – The purpose of this paper is to examine the factors that might contribute to the ease with which marketing executives in UK charities who have been promoted to senior general management positions adjust to the occupancy of these roles. Design/methodology/approach – In total, 37 individuals with functional marketing backgrounds currently holding top general management positions in large fundraising charities were interviewed using a frame-worked occupational autobiographic narrative approach. The research was informed by aspects of newcomer adjustment theory, notably uncertainty reduction theory. Findings – Social and personal considerations were much more important determinants of the ease of assimilation into top management positions in charities than were technical job-related matters. Role ambiguity constituted the main barrier to smooth adjustment. Mentoring, planned induction programmes, the nature of a person’s past work experience and the individual’s social status critically affected how readily a marketer fitted into a top management role. Disparate sets of factors influenced different elements of managerial newcomer adjustment (role clarity, self-efficacy, and social acceptance). Research limitations/implications – As the participants in the study needed to satisfy certain narrowly defined criteria and to work in a single sector (large fundraising charities) the sample was necessarily small. It was not possible to explore the effects on operational performance of varying degrees of ease of newcomer adjustment. Practical implications – Individuals promoted to top management posts in charities should try psychologically to break with the past and should not be afraid of projecting a strong functional professional identity to their new peers. These recommendations can be expected to apply to organisations in general which, like large charities, need senior management mentoring and induction programmes to assist recently promoted individuals from function-specific backgrounds; job descriptions for top management posts that are clear and embody realistic expectations; and “shadowing” and training activities for newly appointed senior managers with function-specific backgrounds. Originality/value – The study is the first to apply newcomer adjustment theory to the assimilation of functional managers into more senior general management. It examines a broader range of potential variables affecting managerial newcomer adjustment than has previously been considered. Relevant issues are examined in the context of an important sector: fundraising charities.

scholarly journals Bumping into the Glass Ceiling: Exploring Women’s Experiences Seeking Positional Leadership Roles within the Student Affairs Profession in South Africa

2020 ◽  
Vol 11 (Winter) ◽  
pp. 192-195
Author(s):  
Jamie Storey
Keyword(s):  
Higher Education ◽  
South Africa ◽  
Student Affairs ◽  
Phenomenological Study ◽  
Senior Management ◽  
Institutions Of Higher Education ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Management Positions ◽  
Formal Leadership

Despite women’s aspirations to obtain formal leadership positions within institutions of higher education in South Africa, they continue to face barriers that impede their ability to achieve senior management positions. The purpose of this phenomenological study is to explore the meaning women ascribe to the experience of seeking formal leadership positions within the field of student affairs in South Africa.

Female students’ preparedness for a male-dominated workplace

2018 ◽  
Vol 16 (4) ◽  
pp. 581-595
Author(s):  
Sianne Alves ◽  
Jane English
Keyword(s):  
South Africa ◽  
Focus Groups ◽  
Qualitative Methodology ◽  
Developed Countries ◽  
Female Students ◽  
Student Body ◽  
Content Type ◽  
Student Cohorts ◽  
Male Dominated ◽  
Gender Based

Purpose To provide relevant, appropriate education to the female student population, their perceptions as women and preparedness to work in male-dominated spaces, such as the construction workplace, is essential. The aim of this study, by the Professional Communication Studies and the HIV/AIDS Inclusivity and Change Unit, was to explore whether the students have been appropriately prepared. Design/methodology/approach A qualitative methodology comprising six semi-structured focus groups was conducted with student cohorts in 2016 and 2017. The focus groups were drawn from different courses in 2016 and 2017 and comprised a total of 17 female students between the ages of 20 and 23 years old. Themes were developed by using NVivo for “literal” (Mason, 1996, p. 56) coding prior to manually coding the data using an interpretive lens. Eight dominant themes emerged from the data, which are discussed in the findings. Findings Responses were that the students perceived that their gender is advantageous to their entering the profession, as there is legislative support but that the challenge remains that they need to prove their worth more than their male counterparts. The curriculum fails to prepare and/or sensitise students to respond to gender-based challenges, some of which they have already experienced during vacation work. Research limitations/implications The sample is drawn from one institution. Whilst the university has a diverse student body, it is not confirmed that the sample groups were reflective of the broad base of women employed in the construction field in South Africa. Social implications The findings were aligned with those from developed countries. Whilst some challenges specific to developing countries were cited, they were not considered to be insurmountable. Originality/value Gender research is an important topic for countries which, like South Africa, have legislated that employment of women in construction be increased but do not underscore gender in curriculum development of construction courses in universities.

Mobilising and organising in precarious times

2016 ◽  
Vol 36 (9/10) ◽  
pp. 613-628 ◽  
Author(s):  
Carin Runciman
Keyword(s):  
South Africa ◽  
Social Movements ◽  
Collective Action ◽  
South African ◽  
Quantitative Research ◽  
South African Context ◽  
Content Type ◽  
African Context ◽  
Heuristic Device ◽  
Definition Of

Purpose The paper argues that the field of social movement studies has been dominated by a movement organisation-centric approach. This organisational bias has constrained the analysis of collective action, especially in the Global South. The purpose of this paper is to contribute towards a reconceptualization of social movements which links them not to organisations but understanding social movements as a praxis linked to the material experiences of everyday life. Furthermore, the paper uses this expanded definition of social movements to revisit debates about mobilising and organising through reference to the contemporary South African context. Design/methodology/approach The empirical findings of the paper are based on ethnographic, qualitative and quantitative research on collective action in South Africa that has been carried out by the author since 2009. Findings The paper presents three case studies of collective action which demonstrate the variability, strengths and weaknesses of different forms organising and mobilising in contemporary South Africa. Originality/value The paper contributes to re-conceptualising social movements in a way in which the concept is better able to travel across the Global North and South as a heuristic device. Furthermore, the paper situates debates about the strengths of mobilising with and without organisations within the South African context.

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