An anthropological investigation on the marginalization of women in sport: the case of women soccer in Gelvandale
- Authors: Sait, Shaabiera
- Date: 2016
- Subjects: Sports for women -- South Africa -- Port Elizabeth Sex discrimination in sports -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/10773 , vital:26822
- Description: During the Apartheid era in South Africa, women were marginalized from sport. The ability to participate in sport in South Africa is inherently linked to the political history of the country. Sport played a dynamic role in the struggle against the diabolical system of apartheid in South Africa and has a powerful role to play in the transformation and nation building of South Africa. Women have made great strides in sport in recent years in South Africa. However, at times we find that there is unfair media coverage. The unfair coverage of women’s sport displays gender based attitudes which systematically disadvantage women’s position in society. Women’s participation in sport has grown dramatically but despite this growth coverage of women in sport remains inferior. This research study investigated the marginalization of women in soccer in the Gelvandale area, Port Elizabeth. The objective of this study is to investigate if women are being marginalised in Gelvandale where soccer is concern as well as determining the meaning of gender inequality from an anthropological perspective within the context of soccer in the Gelvandale area. Further, to contribute within the anthropology of soccer in South Africa particularly in the Eastern Cape Province and to come up with recommendations that will contribute towards improvement of soccer in Gelvandale and beyond.
- Full Text:
- Date Issued: 2016
- Authors: Sait, Shaabiera
- Date: 2016
- Subjects: Sports for women -- South Africa -- Port Elizabeth Sex discrimination in sports -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/10773 , vital:26822
- Description: During the Apartheid era in South Africa, women were marginalized from sport. The ability to participate in sport in South Africa is inherently linked to the political history of the country. Sport played a dynamic role in the struggle against the diabolical system of apartheid in South Africa and has a powerful role to play in the transformation and nation building of South Africa. Women have made great strides in sport in recent years in South Africa. However, at times we find that there is unfair media coverage. The unfair coverage of women’s sport displays gender based attitudes which systematically disadvantage women’s position in society. Women’s participation in sport has grown dramatically but despite this growth coverage of women in sport remains inferior. This research study investigated the marginalization of women in soccer in the Gelvandale area, Port Elizabeth. The objective of this study is to investigate if women are being marginalised in Gelvandale where soccer is concern as well as determining the meaning of gender inequality from an anthropological perspective within the context of soccer in the Gelvandale area. Further, to contribute within the anthropology of soccer in South Africa particularly in the Eastern Cape Province and to come up with recommendations that will contribute towards improvement of soccer in Gelvandale and beyond.
- Full Text:
- Date Issued: 2016
An investigation of talent management and staff retention at the Bank of Zambia
- Chikumbi, Charity Nonde Luchembe
- Authors: Chikumbi, Charity Nonde Luchembe
- Date: 2011
- Subjects: Bank of Zambia -- Personnel management , Personnel management -- Zambia , Banks and banking -- Zambia -- Personnel management , Organizational effectiveness , Employee retention -- Zambia
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8604 , http://hdl.handle.net/10948/1611 , Bank of Zambia -- Personnel management , Personnel management -- Zambia , Banks and banking -- Zambia -- Personnel management , Organizational effectiveness , Employee retention -- Zambia
- Description: There is no question that effective talent management requires a well-defined process. Talent management includes all talent processes needed to optimise people within an organization. The processes include: attracting, recruiting targeted selection, performance management, succession planning, talent reviews, development planning and support, career development, and workforce planning. The hired employees should be developed to mould into the organization culture so that they support the vision and mission of the organization. Retention of key employee is critical to the long term success of business as it ensures customer satisfaction, product sales, and satisfied co-workers, reporting staff, effective succession planning and a deeply embedded organisational knowledge and learning culture. iii The research problem in this study was to investigate how successfully Talent Management and Employee Retention strategies been implemented at the Bank of Zambia. To achieve this objective a comprehensive study was undertaken on talent management and employee retention. The study involved conducting a literature survey to understand the processes that are necessary for implementation of talent management and employee retention in an organization. An empirical study was later conducted to investigate whether the processes of talent management and employee retention have been successfully implemented at the Bank of Zambia. The survey was compared to the literature review to determine whether the Bank of Zambia complied with the findings in the literature review. The main findings from this research are that for talent management to be successful, the initial step of planning right from the strategic point of aligning to talent goals to business goals through to succession planning should be well conducted. This process needed special attention. As much as the empirical study showed a case of progress towards engagement, there was concern raised regarding job security. Some employees perceived that they were insecure in their job. Compensation and rewards were also perceived to lack equity in their distribution and that promotion and career progression were below expectation for may employees The final observation from the investigation was that the organizational culture was not well adopted by respondents. . Employees perceived that the culture did not support innovation and the rewards system did not provide incentives for better performance.
- Full Text:
- Date Issued: 2011
- Authors: Chikumbi, Charity Nonde Luchembe
- Date: 2011
- Subjects: Bank of Zambia -- Personnel management , Personnel management -- Zambia , Banks and banking -- Zambia -- Personnel management , Organizational effectiveness , Employee retention -- Zambia
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8604 , http://hdl.handle.net/10948/1611 , Bank of Zambia -- Personnel management , Personnel management -- Zambia , Banks and banking -- Zambia -- Personnel management , Organizational effectiveness , Employee retention -- Zambia
- Description: There is no question that effective talent management requires a well-defined process. Talent management includes all talent processes needed to optimise people within an organization. The processes include: attracting, recruiting targeted selection, performance management, succession planning, talent reviews, development planning and support, career development, and workforce planning. The hired employees should be developed to mould into the organization culture so that they support the vision and mission of the organization. Retention of key employee is critical to the long term success of business as it ensures customer satisfaction, product sales, and satisfied co-workers, reporting staff, effective succession planning and a deeply embedded organisational knowledge and learning culture. iii The research problem in this study was to investigate how successfully Talent Management and Employee Retention strategies been implemented at the Bank of Zambia. To achieve this objective a comprehensive study was undertaken on talent management and employee retention. The study involved conducting a literature survey to understand the processes that are necessary for implementation of talent management and employee retention in an organization. An empirical study was later conducted to investigate whether the processes of talent management and employee retention have been successfully implemented at the Bank of Zambia. The survey was compared to the literature review to determine whether the Bank of Zambia complied with the findings in the literature review. The main findings from this research are that for talent management to be successful, the initial step of planning right from the strategic point of aligning to talent goals to business goals through to succession planning should be well conducted. This process needed special attention. As much as the empirical study showed a case of progress towards engagement, there was concern raised regarding job security. Some employees perceived that they were insecure in their job. Compensation and rewards were also perceived to lack equity in their distribution and that promotion and career progression were below expectation for may employees The final observation from the investigation was that the organizational culture was not well adopted by respondents. . Employees perceived that the culture did not support innovation and the rewards system did not provide incentives for better performance.
- Full Text:
- Date Issued: 2011
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