Challenges and opportunities: an evaluation of the implementation of gender mainstreaming in South African government departments, with specific reference to the department of justice and constitutional development (DoJ&CD) and the department of foreign affairs (DFA)
- Authors: Sedibelwana, Maria Valerie
- Date: 2008
- Subjects: Women government executives , Sex discrimination , Women in the civil service -- South Africa , Gender mainstreaming -- South Africa
- Language: English
- Type: Thesis , Masters , MPhil
- Identifier: vital:8243 , http://hdl.handle.net/10948/757 , Women government executives , Sex discrimination , Women in the civil service -- South Africa , Gender mainstreaming -- South Africa
- Description: The aim of this research project is to conduct an evaluation on the implementation of gender mainstreaming in South African government departments, with specific reference to the Department of Justice and Constitutional Development (DoJ&CD) and the Department of Foreign Affairs (DFA). The research project is based on the hypothesis that despite the existence of a National Gender Machinery, Gender Focal Points (GFPs) face numerous challenges in implementing gender mainstreaming, due to various internal and external factors. Based on the two case studies, the research project concludes that despite a strong commitment from government, GFPs still face challenges in effectively implementing gender mainstreaming. This is due to a lack of accountability, an understanding of the concept of gender mainstreaming, as well as a lack of resources. Furthermore, systemic weaknesses within the National Gender Machinery are exacerbating the challenges faced GFP
- Full Text:
- Date Issued: 2008
- Authors: Sedibelwana, Maria Valerie
- Date: 2008
- Subjects: Women government executives , Sex discrimination , Women in the civil service -- South Africa , Gender mainstreaming -- South Africa
- Language: English
- Type: Thesis , Masters , MPhil
- Identifier: vital:8243 , http://hdl.handle.net/10948/757 , Women government executives , Sex discrimination , Women in the civil service -- South Africa , Gender mainstreaming -- South Africa
- Description: The aim of this research project is to conduct an evaluation on the implementation of gender mainstreaming in South African government departments, with specific reference to the Department of Justice and Constitutional Development (DoJ&CD) and the Department of Foreign Affairs (DFA). The research project is based on the hypothesis that despite the existence of a National Gender Machinery, Gender Focal Points (GFPs) face numerous challenges in implementing gender mainstreaming, due to various internal and external factors. Based on the two case studies, the research project concludes that despite a strong commitment from government, GFPs still face challenges in effectively implementing gender mainstreaming. This is due to a lack of accountability, an understanding of the concept of gender mainstreaming, as well as a lack of resources. Furthermore, systemic weaknesses within the National Gender Machinery are exacerbating the challenges faced GFP
- Full Text:
- Date Issued: 2008
A frame for improving employee commitment to a sustainability strategy
- Authors: Kanyi, Juliet
- Date: 2015
- Subjects: Employee morale , Strategic planning , Sustainable development
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/3832 , vital:20467
- Description: The changing business environment has increasingly driven organisations to incorporate sustainability into their corporate strategy for them to remain competitive. The economic, social and environmental goals and objectives of the organisation are now being factored into corporate strategy. This is as a result of the opportunities presented with the adoption of sustainability as a strategy and the threats caused by failure to adopt sustainability within their corporate strategy. For organisations to reap any benefits of incorporating sustainability, successful implementation of the strategy is needed. The role employees’ play in the implementation process of the sustainability strategy is critical. For successful implementation of the strategy, employee commitment is required as they have to adjust their actions and behaviours to be congruent with those required for the successful implementation of the sustainability strategy. However literature suggests that employees have received little attention in past research in regard to sustainability especially in emerging markets where research on sustainability has been limited. For this reason, the research problem for this study was how employee commitment can be improved towards the implementation of the sustainability strategy in their day-to-day operations. To achieve this objective, a conceptual framework was developed by investigating the organisational factors that impact on employee commitment to implementing sustainability in their day-to-day activities. To develop the conceptual framework, a literature review was conducted. The conceptual framework served as a basis for the construction of the questionnaire, to determine the nature of employee commitment to sustainability, to what extent they were implementing sustainability in their day-to-day activities and finally for the employees who were committed and were implementing sustainability what were the organisational factors that influenced their commitment to the sustainability strategy. The questionnaire was distributed to employees of different organisations in the Nelson Mandela Bay Metropolitan area who were MBA students at Nelson Mandela Metropolitan University. The findings of the empirical study indicate that the majority (75.5%) of the respondents were committed to all the tenets of sustainability, and were implementing the sustainability strategy. Though there were trade-offs in how the sustainability strategy was implemented, with the economic aspect having precedence where 84.5% of the respondents were implementing it, 70% of the respondents were implementing the social aspect of sustainability and 72.2% implementing the environmental tenet of sustainability. The organisational factors that influenced employee commitment to sustainability as was developed in the conceptual framework were all positively confirmed by the findings of the empirical study. Employee socialisation had the highest influence on commitment, followed by leadership, culture, communication, sustainability programmes and finally performance management. Formal and informal socialisation in the form of training and influence from experienced employees was the leading organisational factor that influenced commitment. The different roles top and middle management played in regard to sustainability followed. The organisational culture that existed in the organisation and the internal communication that was received all contributed to employee commitment to sustainability. The sustainability programmes in place and performance management systems in place were all organisational factors contributing to employee commitment to sustainability.
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- Date Issued: 2015
- Authors: Kanyi, Juliet
- Date: 2015
- Subjects: Employee morale , Strategic planning , Sustainable development
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/3832 , vital:20467
- Description: The changing business environment has increasingly driven organisations to incorporate sustainability into their corporate strategy for them to remain competitive. The economic, social and environmental goals and objectives of the organisation are now being factored into corporate strategy. This is as a result of the opportunities presented with the adoption of sustainability as a strategy and the threats caused by failure to adopt sustainability within their corporate strategy. For organisations to reap any benefits of incorporating sustainability, successful implementation of the strategy is needed. The role employees’ play in the implementation process of the sustainability strategy is critical. For successful implementation of the strategy, employee commitment is required as they have to adjust their actions and behaviours to be congruent with those required for the successful implementation of the sustainability strategy. However literature suggests that employees have received little attention in past research in regard to sustainability especially in emerging markets where research on sustainability has been limited. For this reason, the research problem for this study was how employee commitment can be improved towards the implementation of the sustainability strategy in their day-to-day operations. To achieve this objective, a conceptual framework was developed by investigating the organisational factors that impact on employee commitment to implementing sustainability in their day-to-day activities. To develop the conceptual framework, a literature review was conducted. The conceptual framework served as a basis for the construction of the questionnaire, to determine the nature of employee commitment to sustainability, to what extent they were implementing sustainability in their day-to-day activities and finally for the employees who were committed and were implementing sustainability what were the organisational factors that influenced their commitment to the sustainability strategy. The questionnaire was distributed to employees of different organisations in the Nelson Mandela Bay Metropolitan area who were MBA students at Nelson Mandela Metropolitan University. The findings of the empirical study indicate that the majority (75.5%) of the respondents were committed to all the tenets of sustainability, and were implementing the sustainability strategy. Though there were trade-offs in how the sustainability strategy was implemented, with the economic aspect having precedence where 84.5% of the respondents were implementing it, 70% of the respondents were implementing the social aspect of sustainability and 72.2% implementing the environmental tenet of sustainability. The organisational factors that influenced employee commitment to sustainability as was developed in the conceptual framework were all positively confirmed by the findings of the empirical study. Employee socialisation had the highest influence on commitment, followed by leadership, culture, communication, sustainability programmes and finally performance management. Formal and informal socialisation in the form of training and influence from experienced employees was the leading organisational factor that influenced commitment. The different roles top and middle management played in regard to sustainability followed. The organisational culture that existed in the organisation and the internal communication that was received all contributed to employee commitment to sustainability. The sustainability programmes in place and performance management systems in place were all organisational factors contributing to employee commitment to sustainability.
- Full Text:
- Date Issued: 2015
Job satisfaction of community pharmacists in Port Elizabeth
- Authors: Barendse, Denver
- Date: 2018
- Subjects: Job satisfaction -- South Africa -- Port Elizabeth , Pharmacy -- Practice -- South Africa -- Port Elizabeth Pharmacists -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/23880 , vital:30638
- Description: Job satisfaction and motivation play an important role in job retention and increased productivity of pharmacists which in turn improves pharmaceutical care performance. Pharmacies in Port Elizabeth have an increased pharmacist shortage and many community or retail pharmacies must overcome challenges to retain pharmacists. The study was quantitative in nature. A descriptive and exploratory approach was used. The research objective was to conduct a questionnaire survey of pharmacists working in community pharmacies in Port Elizabeth to assess the levels of job satisfaction and report the findings with recommendations to management. A modified Job Descriptive Index questionnaire was used to determine the level of job satisfaction. The variables used to determine the level of satisfaction was job content, monetary remuneration, promotion, co-workers, and supervision. Retention strategies was used to determine effective strategies managers can use to retain pharmacists. Positive and negative aspects of community pharmacy was also determined. A total of 48 pharmacies were approached by the researcher, 27 questionnaires were distributed to eligible participants which met the inclusion criteria and 23 questionnaires was returned, thus giving a response rate of 85%. It was observed that job satisfaction was positive in areas of job experience or content, customer interaction, interpersonal relationship with co-workers and supervision. The areas of job dissatisfaction were monetary remuneration and promotional opportunities. The retention strategies which received the most effective score were competitive financial packages (87%) and personal development (86%). The means of the retention strategies were high and even closer to 5 which indicated the “most effective” score. The pharmacists were not satisfied with monetary remuneration, promotion, recognition and performance appraisal provided by the organisations. The pharmacists are feeling over burden towards the workload. Management in this regard should pay attention to findings.
- Full Text:
- Date Issued: 2018
- Authors: Barendse, Denver
- Date: 2018
- Subjects: Job satisfaction -- South Africa -- Port Elizabeth , Pharmacy -- Practice -- South Africa -- Port Elizabeth Pharmacists -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/23880 , vital:30638
- Description: Job satisfaction and motivation play an important role in job retention and increased productivity of pharmacists which in turn improves pharmaceutical care performance. Pharmacies in Port Elizabeth have an increased pharmacist shortage and many community or retail pharmacies must overcome challenges to retain pharmacists. The study was quantitative in nature. A descriptive and exploratory approach was used. The research objective was to conduct a questionnaire survey of pharmacists working in community pharmacies in Port Elizabeth to assess the levels of job satisfaction and report the findings with recommendations to management. A modified Job Descriptive Index questionnaire was used to determine the level of job satisfaction. The variables used to determine the level of satisfaction was job content, monetary remuneration, promotion, co-workers, and supervision. Retention strategies was used to determine effective strategies managers can use to retain pharmacists. Positive and negative aspects of community pharmacy was also determined. A total of 48 pharmacies were approached by the researcher, 27 questionnaires were distributed to eligible participants which met the inclusion criteria and 23 questionnaires was returned, thus giving a response rate of 85%. It was observed that job satisfaction was positive in areas of job experience or content, customer interaction, interpersonal relationship with co-workers and supervision. The areas of job dissatisfaction were monetary remuneration and promotional opportunities. The retention strategies which received the most effective score were competitive financial packages (87%) and personal development (86%). The means of the retention strategies were high and even closer to 5 which indicated the “most effective” score. The pharmacists were not satisfied with monetary remuneration, promotion, recognition and performance appraisal provided by the organisations. The pharmacists are feeling over burden towards the workload. Management in this regard should pay attention to findings.
- Full Text:
- Date Issued: 2018
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