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Towards an understanding of affirmative action (AA)

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dc.contributor.advisor du Toit, M.K.
dc.contributor.author Palmer, Elaine Patricia.
dc.date.accessioned 2012-05-10T07:41:10Z
dc.date.available 2012-05-10T07:41:10Z
dc.date.issued 2001
dc.identifier.uri http://hdl.handle.net/10530/1037
dc.description A dissertation submitted to the Faculty of Commerce and Administration, University of Zululand in fulfillment for the degree of Masters Administration In the Department of Industrial Psychology at the University of Zululand, South Africa, 2001. en_US
dc.description.abstract The emergence of the newly democratised South Africa has brought about significant changes to society. Presently, the intervention strategy, AA, has become the order of the day. There exists major dissatisfaction and disillusion with the current AA processes. An understanding of the phenomenon AA would be useful in the consideration and successful implementation of future AA processes. The reasons for the study include: a lack of clarity with regard to AA issues, lack of a holistic AA strategy, and a lack of understanding management's role in the AA process. It is deemed necessary to determine the needs, feelings and problems experienced by management with an AA process. Because of their significant role to ensure the success of any AA program being implemented in an organisation, addressing these needs, feelings and problems experienced can enhance future AA processes. To establish what the needs, feelings and problems experienced by management may be, a qualitative research study was conducted. The researcher sought to understand HR managers' needs, feelings and problems they experience with AA. In-depth interviews were conducted. A number of needs, feelings and problems experienced were identified. Some of the needs, problems and feelings experienced confirm the views people hold of AA. These include lack of senior executive officers1 support, lack of development, window dressing, resistance to change, rigid organization culture, etc. New problems were also identified which are psychological in nature. These include lack of self-esteem/ self-worth, racial stereotyping, intra- and interpersonal conflict and stress. The racial stereotyping is due to negative experiences and lack of knowledge of each other's cultures. The racial stereotyping is reinforced by selffulftlling phrophecies and setting people up for failure. New issues, such as self-worth of Black managers, trust relationship, and the existing racial attitudes and perceptions may hamper the AA process. These issues are a reality that most organizations are faced with and which they are required to address in a professional manner. Recommendations are made with regards to dealing with racial stereotyping and negative attitudes and perceptions. Managing diversity and setting up cultural workshops can assist in addressing these issues. Most organizations do not have a program through which it could be made possible to communicate on matters such as values, attitudes and perceptions on a professional level amongst colleages. Although these cultural workshops create an environment that could facilitate and encourage cross-cultural socialisation, it should be done in a less than forceful! manner. There is a need to create an environment that could enhance an appreciation and respect for the different cultures in the organisation. Managing diversity also seems to be a new challenge. Managing diversity will create a working environment, in which the barriers that stopped people in the past from developing their fullest potential will have been removed. The results have recommendations on how to address the needs, feelings of, and problems experienced by HR managers and for the development of holistic AA programs, which could lead to the implimentation of successful AA processes. en_US
dc.description.sponsorship Billiton South Africa. en_US
dc.language.iso en en_US
dc.subject Affirmative action. en_US
dc.title Towards an understanding of affirmative action (AA) en_US
dc.type Thesis en_US


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