scholarly journals Constructing racial hierarchies of skill – Experiencing affirmative action in a South African organisation: A qualitative review

2014 ◽  
Vol 40 (1) ◽  
Author(s):  
Shanya Reuben ◽  
Shaida Bobat
Keyword(s):  
South Africa ◽  
Affirmative Action ◽  
South African ◽  
Meaning Making ◽  
Social Constructionist ◽  
Structured Interviews ◽  
Body Of Knowledge ◽  
Managerial Implications ◽  
Value Add ◽  
Traditional Approaches

Orientation: Apartheid in South Africa constructed racial, economic, social and political segregation, the consequences of which are still experienced today. Government has made concerted efforts to ‘deracialise’ South Africa, most notably through affirmative action (AA) measures.Research purpose: This study aimed to explore employees’ social constructions of AA in a South African organisation.Motivation for the study: Research in this field focuses mostly on attitudinal perspectives of AA with an emphasis on traditional approaches. Subjective, contextualised approaches to AA have received little attention. Thus, this study aimed to critically engage with the embodied nature of prejudice, particularly in reference to how we understand and experience AA.Research approach, design and method: This study aimed to explore AA from a social constructionist orientation, using semi-structured interviews. More specifically, this study used Potter and Wetherell’s discursive psychology.Main findings: The findings illustrate how participants engage in discursive devices that continue to rationalise a racial order of competence. Ultimately, AA is a controversial subject that traverses many segments of life for all South Africans.Practical/managerial implications: The findings contribute to the discipline of industrial psychology, particularly with regard to policies around preferential treatment, and can add value to the ways in which organisational policy documents are conceptualised. The findings also suggest the importance of developing an inclusive, non-discriminatory organisational culture.Contribution/value-add: This approach adds to the existing body of knowledge around the embodied nature of prejudice. The study’s methodology highlights the value of studying context in meaning-making and implied inferences that underlie talk.

scholarly journals The establishment and early history of the South African Board for People Practices (SABPP), 1977–1991

2011 ◽  
Vol 9 (1) ◽  
Author(s):  
Huma Van Rensburg ◽  
Johan S. Basson ◽  
Nasima M.H. Carrim
Keyword(s):  
South Africa ◽  
South African ◽  
Historical Development ◽  
Field Research ◽  
The South ◽  
Structured Interviews ◽  
Hr Management ◽  
Managerial Implications ◽  
History Of ◽  
Value Add

Orientation: Human resource (HR) management is recognised as a profession worldwide, especially in countries that are forerunners in the field. Research purpose: The main purpose of this study is to record the historical development of HR management as a profession. This study will provide a platform for evaluating the professional standing of HR management in South Africa.Motivation for the study: The motivation for the study is to record the historical development of HR management in South Africa because this is long overdue.Research design, approach and method: The researchers achieved triangulation by examining archived documents they obtained from the South African Board for People Practices (SABPP) and semi-structured interviews with five founding members of the SABPP who were involved during the whole period of the study. The founding members also verified the researchers’ interpretations of the information they obtained from the documents and the interviews. The researchers used content analysis and coding to analyse the data they obtained from the archived documents and the semi-structured interviews.Main findings: The history of HR management in South Africa shows that it meets the four founding pillars of professionalism.Practical/managerial implications: The study also gives HR professionals confidence because HR management is achieving recognition as a profession.Contribution/value-add: The main contribution of the study is that it has recorded the history of HR management as a profession in South Africa properly for the first time.

scholarly journals The transition to general management in South Africa

2017 ◽  
Vol 15 (0) ◽  
Author(s):  
Stephen J. Mallaby ◽  
Gavin Price ◽  
Karl Hofmeyr
Keyword(s):  
South Africa ◽  
South African ◽  
Personal Characteristics ◽  
Structured Interviews ◽  
General Manager ◽  
General Management ◽  
General Managers ◽  
Managerial Implications ◽  
Effective Development ◽  
The Right

Orientation: Understanding the nature and challenges of making the transition from a functional role to a general management role in South African organisations.Research purpose: The objective of this study was to gain insight into the obstacles that affect the transition from functional to general management and identify steps that may be taken to overcome these challenges.Motivation for the study: One of the most difficult crossroads for a manager is making the shift from being a functional specialist to becoming a general manager. New competencies and behaviours are required, as well as a more strategic mind set. If the transition is not made successfully, the manager and the organisation suffer.Research design, approach and method: A qualitative design was used consisting of in-depth, semi-structured interviews, with 19 senior business leaders who had successfully made the transition. The interviews were used to gather insights into the challenges they faced during their transitions, and how these were overcome.Main findings: To make the transition successfully, functional managers need to gain relevant experience to prepare them for the broader scope of a general management role. They need to develop appropriate skills, attitudes and personal characteristics. Mentoring is an effective development process. Newly appointed general managers need to learn to let go of control while maintaining ownership, build relationships and strike the right balance between strategic thinking and execution. There are unique aspects of being a general manager in South Africa, such as dealing with Black Economic Empowerment and challenges of race and identity, given the country’s history.Practical and managerial implications: Specific interventions are suggested which are directed at both aspiring general managers and organisations seeking to assist middle managers to make the transition to general managers.Contribution: This study contributes to knowledge concerning the skills and attributes required by potential general managers, and the practical steps to be taken by South African organisations to facilitate the development of general managers. 

scholarly journals How can work be designed to be intrinsically rewarding? Qualitative insights from South African non-profit employees

2016 ◽  
Vol 42 (1) ◽  
Author(s):  
Michelle Renard ◽  
Robin J. Snelgar
Keyword(s):  
Performance Management ◽  
South African ◽  
Structured Interviews ◽  
Extrinsic Rewards ◽  
Intrinsic Rewards ◽  
Non Profit ◽  
Performance Management Systems ◽  
Managerial Implications ◽  
Value Add ◽  
Traditional Performance

Orientation: Intrinsic rewards are personal, psychological responses to the work thatemployees perform, which stem from the manner in which their work is designed.Research purpose: This study sought to discover in what ways non-profit employees arepsychologically rewarded by the nature of their work tasks. The use of a qualitative approachto data collection and analysis ensured that in-depth responses from participants were gained.Motivation for the study: Intrinsic rewards are of particular importance to non-profitemployees, who tend to earn below-market salaries. This implies that their motivationoriginates predominantly from intrinsic as opposed to extrinsic rewards; yet, research into thisarea of rewards is lacking.Research approach, design and method: In-depth, semi-structured interviews were conductedusing a sample of 15 extrinsically rewarded non-profit employees working within South Africa.Thematic analysis was utilised in order to generate codes which led to the formation of fiveintrinsic rewards categories.Main findings: Intrinsic rewards were classified into five categories, namely (1) MeaningfulWork, (2) Flexible Work, (3) Challenging Work, (4) Varied Work and (5) Enjoyable Work.These rewards each comprise of various subcategories, which provide insight into why suchwork is rewarding to non-profit employees.Practical/managerial implications: Traditional performance management systems shouldbe re-evaluated in the non-profit sector to shift focus towards intrinsic rewards, asopposed to focusing only on the use of extrinsic rewards such as incentives to motivateemployees.Contribution/value-add: The study provides a qualitative understanding of how extrinsicallyrewarded non-profit employees perceive their work to be intrinsically rewarding, whichbridges the empirical gap pertaining to intrinsic rewards within this sector.

scholarly journals Emerging models of power among South African women business leaders

2016 ◽  
Vol 42 (1) ◽  
Author(s):  
Lisa Kinnear ◽  
Karen Ortlepp
Keyword(s):  
South African ◽  
Business Leaders ◽  
Social Constructionist ◽  
African Women ◽  
Narrative Texts ◽  
Representation Of Women ◽  
Managerial Implications ◽  
Value Add ◽  
South African Women ◽  
Patriarchal Power

Orientation: This paper represents a broader study which explores how South African women business leaders construct power in their life and leadership narratives. The research was approached with a feminist paradigm in its review of constructions of power and their potential for transformation of patriarchal power dynamics.Research purpose: The purpose was to critically analyse emerging models of power among South African women business leaders to include their perspectives in the process of theory building.Motivation for the study: Women in senior leadership positions are not necessarily enabling the transformation of organisations to include greater representation of women at senior levels. A critical understanding of women’s models of power may highlight unconscious processes contributing to this as well as emerging models that can facilitate change.Research design, approach and method: Qualitative research was conducted within a feminist social constructionist framework, using the method of discourse analysis of narrative texts to identify emerging models of power. The 10 women in the study included executives within corporations across a range of industry sectors in South Africa.Practical/managerial implications: The findings may guide approaches to gender transformation efforts in organisations and raise women leaders’ awareness of their conscious and unconscious impact on gender empowerment.Contribution/value-add: A novel contribution of this study is the emerging transformative model of power and the tensions women experience in asserting this power.

scholarly journals A review of four decades of research in organisational career psychology by academia in South Africa

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Dries Schreuder ◽  
Melinde Coetzee
Keyword(s):  
South Africa ◽  
South African ◽  
Career Guidance ◽  
The Body ◽  
Future Research ◽  
Career Interventions ◽  
Career Psychology ◽  
Managerial Implications ◽  
Value Add ◽  
Career Research

Orientation: Career research in organisations has increased in importance since the 1970s, which heralded new directions for organisational career research and practice both globally and nationally. Research purpose: The study critically reviewed trends in organisational career psychology research in South Africa from 1970 to 2011 in terms of global and present national challenges that require empirical investigation in the contemporary South African world of work context.Motivation for the study: The increasingly complex contexts, in which people have been pursuing their careers since the catalytic 1970s, demand the continuous generation and development of knowledge for the benefit of the discipline and practice of careers.Research design, approach and method: A broad systematic review was carried out to analyse documented academia research (N = 110) on careers from 1970 to 2011, which was published in six accredited South African scientific journals.Main findings: Much of the research addressed issues pertaining to career theory and concepts, the world of work and career assessment and technology. Career development, professional issues and organisational career interventions in the multi-cultural South African context appear to be under-researched.Practical/managerial implications: The insight derived from the findings can be employed by academia and researchers, in this field, to plan future research initiatives that will contribute to the profession and practice of career guidance and counselling in the contemporary workplace.Contribution/value-add: The findings provide preliminary insight that adds to the body of knowledge concerned with career studies in the South African organisational context.

scholarly journals Nigerian tourists to South Africa: Challenges, expectations and demands

2013 ◽  
Vol 13 (1) ◽  
Author(s):  
Ikechukwu O. Ezeuduji
Keyword(s):  
South Africa ◽  
South African ◽  
Low Cost ◽  
Chi Square ◽  
Flight Costs ◽  
Study Results ◽  
New Business ◽  
Managerial Implications ◽  
Targeted Marketing ◽  
Value Add

Orientation: Identification of tourists’ needs and finding ways of satisfying them is crucial to any tourism destination.Research purpose: This paper investigated the challenges, demands and expectations of Nigerian tourists to South Africa.Motivation for the study: Nigeria, along with other African nations, has been identified as one of the core regional source markets with air links to South Africa. Increasing revenue generated from regional tourism is important to South African Tourism.Research design, approach and method: Descriptive statistics and Chi-square tests were used to analyse the data collected using a questionnaire survey of 320 Nigerian tourists to South Africa.Main findings: Results showed that Nigerian tourists visit South Africa mostly for the purposes of business, holiday, visiting friends and relatives, education and medical care. Challenges perceived by these Nigerian tourists visiting South Africa include long waiting time for the visa process in Nigeria, expensive cost of living in South Africa, safety and security problems, not so many airlines to choose from and expensive flight costs. Nigerian tourists mostly expect South Africans to be friendlier and have expectations of linking up with new business partners or performing transactions. They also have a strong demand for shopping, leisure and quality education.Practical/managerial implications: This study recommends a bilateral tourism relationship agreement between the Nigerian and South African governments to ameliorate the visa process; targeted marketing communications by South African Tourism toward Nigerian tourists based on study results; strong police presence and proper policing in South Africa; air transport liberalisation and low-cost carriers implementation for shared economic growth within the African region.Contribution/value-add: No former research has specifically identified Nigerian tourists’ challenges, expectations and demands whilst visiting South Africa.

scholarly journals Reconceptualising undergraduate entrepreneurship education at traditional South African universities

2019 ◽  
Vol 19 (2) ◽  
Author(s):  
Manduth Ramchander
Keyword(s):  
South Africa ◽  
South African ◽  
Secondary Data ◽  
Entrepreneurship Education ◽  
Higher Education System ◽  
Postgraduate Level ◽  
South African Universities ◽  
Managerial Implications ◽  
Value Add ◽  
Start Ups

Orientation: The relatively high number of unemployed graduates in South Africa is a major cause for concern. Entrepreneurial start-ups have been heralded as the panacea to the unemployment challenge.Research purpose: The aim of this study was to ascertain how entrepreneurship education, at traditional South African universities, measured against existing entrepreneurship education frameworks.Motivation for the study: Despite a plethora of entrepreneurship education initiatives, the South African higher education system fails to produce sufficient entrepreneurs; hence, the need to explore how entrepreneurship education is structured.Research design, approach and method: The research design was exploratory and both quantitative and qualitative in nature. The population comprised the eleven traditional universities in South Africa and all of them were included in the study. Secondary data was obtained from the respective universities’ websites. The search sequence in the websites were as follows: Faculty of commerce/Management Sciences, Year/handbook, undergraduate/postgraduate programmes. The word ‘entrepreneurship’ was also used as a keyword to search within the university website.Main findings: The findings revealed some entrepreneurship modules, with low total credit value in relation to total programme credit value, at the undergraduate level and specialisation at the postgraduate level with some form of centre or incubator initiatives. It was also found that little attention is given to the development of entrepreneurial skills such as perseverance, resilience and self-efficacy.Practical/managerial implications: The significance of this article lies in its potential to guide the reconceptualisation of entrepreneurship education at South African universities.Contribution/value-add: This study integrates an existing framework and model to reconceptualise the undergraduate entrepreneurship programme. The reconceptualised structure entails a programme where modules from other disciplines are integrated into an entrepreneurship programme as opposed to the current structure where entrepreneurship modules are integrated into other career-focussed programmes.

scholarly journals The impact of social media on recruitment: Are you LinkedIn?

2018 ◽  
Vol 16 ◽  
Author(s):  
Tanja Koch ◽  
Charlene Gerber ◽  
Jeremias J. De Klerk
Keyword(s):  
South Africa ◽  
Social Media ◽  
South African ◽  
Structured Interviews ◽  
Recruitment Process ◽  
Wide Range ◽  
Managerial Implications ◽  
Social Media Tools ◽  
Use Of Social Media ◽  
The Impact

Orientation: With many organisations vying for the same talent, it is important to ensure that the correct methods are utilised in identifying and attracting the best talent to an organisation.Research purpose: This research investigates the impact of social media on the recruitment process in South Africa.Motivation for the study: As the competition for qualified talent increases, organisations need to understand where to focus their resources to attract the best talent possible. The use of social media is growing daily and its use in the recruitment process seems to have grown exponentially.Research design, approach and method: The sample comprised 12 recruiters, spanning a wide range of industries in South Africa. Semi-structured interviews were conducted and a thematic analysis was utilised to identify themes and subthemes.Main findings: Despite still utilising some traditional methods of recruiting, South African recruiters follow their international counterparts, with LinkedIn being central to their respective recruitment processes. The use of Twitter and Facebook for recruitment was found to be substantially lower in South Africa than elsewhere. Without following a focused approach, the volume of work that emanates from using social media may overwhelm a recruiter.Practical and managerial implications: Recruiters cannot execute effective recruitment without applying social media tools such as LinkedIn. However, training in the optimal use of social media is essential.Contribution: This study indicates that LinkedIn has a major impact on recruitment in South Africa, but that social media is not a panacea for recruitment issues.

scholarly journals Human resource management as a profession in South Africa

2011 ◽  
Vol 9 (1) ◽  
Author(s):  
Huma Van Rensburg ◽  
Johan S. Basson ◽  
Nasima M.H. Carrim
Keyword(s):  
South Africa ◽  
South African ◽  
Human Resource ◽  
Sampling Strategy ◽  
The United States ◽  
The United Kingdom ◽  
Hr Management ◽  
Managerial Implications ◽  
Bona Fide ◽  
Value Add

Orientation: Various countries recognise human resource (HR) management as a bona fide profession. Research purpose: The objective of this study was to establish whether one could regard HR management, as practised in South Africa, as a profession.Motivation for the study: Many countries are reviewing the professionalisation of HR management. Therefore, it is necessary to establish the professional standing of HR management in South Africa.Research design, approach and method: The researchers used a purposive sampling strategy involving 95 participants. The researchers achieved triangulation by analysing original documents of the regulating bodies of the medical, legal, engineering and accounting professions internationally and locally as well as the regulating bodies of HR management in the United Kingdom (UK), the United States of America (USA) and Canada. Seventy- eight HR professionals registered with the South African Board for People Practices (SABPP) completed a questionnaire. The researchers analysed the data using content analysis and Lawshe’s Content Validity Ratio (CVR).Main findings: The results confirm that HR management in South Africa adheres to the four main pillars of professionalism and is a bona fide profession.Practical/managerial implications: The article highlights the need to regulate and formalise HR management in South Africa.Contribution/value-add: This study identifies a number of aspects that determine professionalism and isolates the most important elements that one needs to consider when regulating the HR profession.

scholarly journals Environmental influences, employee resourcing strategies and small and medium-sized enterprises performance: Case of South African small restaurants

2019 ◽  
Vol 17 ◽  
Author(s):  
Honest Mupani ◽  
Crispen Chipunza
Keyword(s):  
South Africa ◽  
Environmental Factors ◽  
South African ◽  
Small Businesses ◽  
Business Performance ◽  
Environmental Influences ◽  
Research Literature ◽  
Business Failure ◽  
Managerial Implications ◽  
Value Add

Orientation: Small businesses’ contribution to economic growth and employment creation cannot be disputed in South Africa, amid operating in an environment that is highly competitive and reports of small and medium-sized enterprise (SME) high failure rates, in general. In view of this, and to our knowledge, no known theoretical study has been conducted in South Africa examining how certain environmental factors might influence the use of appropriate resourcing strategies for improved small businesses’ performance.Research purpose: This theoretical article investigates the relationships between environmental influences, employee resourcing strategies and business performance among South African small restaurants.Motivation for the study: There is a paucity of literature that has explored whether a relationship exists between the three variables among small restaurant businesses in South Africa, justifying the need for such an investigation.Research approach/design and method: This article, which is conceptual in nature, adopted a systematic literature review which entails combining all existing research literature related to the three variables so as to arrive at logical inferences.Main findings: The research contends that a relationship exists between the three variables.Practical/managerial implications: Small businesses need to be aware of the environmental influences that may contribute to business failure so that they attune employee resourcing strategies to the environment to achieve high performance.Contribution/value add: The article contributes to extant literature on the interplay between environmental factors, resourcing strategies and firm performance in small restaurant businesses of emerging economies.

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