Understanding affirmative action leadership in the South African financial context

April, Richard A.; Govender, Cookie M.

doi:10.5897/ajbm2020.9174

Cited by 4 publications

(6 citation statements)

References 46 publications

(60 reference statements)

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“…Another fundamental factor is the lack of training on implementing affirmative action programmes (April & Govender, 2022). The authors further note that when employees are not sensitised often on the policy of Affirmative Action, even those in leadership may tend to overlook its importance in the work setting.…”

Section: Hindrance To Effectively Implementing the Policymentioning

confidence: 99%

Investigating the Implementation of the Affirmative Act as a Tool for Equal Employment Opportunities of a Selected Government Ministry in Namibia From 2016 to 2021

Shaalukeni¹,

Hakweenda²

2023

epra

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Motivation for the study: It has been observed that when affirmative action issues are not addressed then they impact service delivery. Secondly, there appears to be fewer studies in the area of affirmative action, particularly in the Namibian Government, especially in relation to affirmative action, particularly in the Directorate of General Services (DGS) head office in the Khomas region. Research approach: The study adopted a qualitative research approach with a case study research design. The data were collected through interviews and thematically analysed. Main results: Affirmative action is defined as measures premeditated in disregarding unlawful discrimination among employees. In investigating how the implementation of the Affirmative Action Policy is in performing, it was found out that the Affirmative Action Policy is only operational to a very limited extent. On assessing factors that hinder effective implementation of affirmative action, the study results show that lack of a monitoring policy, lack of training, lack of leadership interest, public perceptions and workplace discrimination contribute to the lack of the full realisation of affirmative practices in the DGS. In establishing measures that were put in place to implement and/or promote the Affirmative Action policy in DGS it was found that there were no attempts towards implementing affirmative action remedies. The study recommends mentoring and coaching programmes, initiating supervisory or monitoring boards, and conducting training and development programmes on affirmative action as essential strategies to promote ethical affirmative action practices. KEYWORDS: Affirmative action, effectiveness, employment opportunities, discrimination.

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Section: Hindrance To Effectively Implementing the Policymentioning

confidence: 99%

Investigating the Implementation of the Affirmative Act as a Tool for Equal Employment Opportunities of a Selected Government Ministry in Namibia From 2016 to 2021

Shaalukeni¹,

Hakweenda²

2023

epra

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“…Universities, as the structures of the social systems, have to ensure that there is order within the management so that these policies will be implemented properly (Bank et al, 2015). Women, as individual actors of society, were alienated in the past from participating in economic-based activities due to their biological makeup and their personalities (April & Govender, 2022), as they are said to be sensitive human beings. Men are the most influential group in society as women were expected to conform to the culture/norms of the society, such as childbearing and or domestic work, of which culturally it was a stable integration of a social system according to Talcott's perspective of functionalism (Ormerod, 2019).…”

Section: Talcottmentioning

confidence: 99%

A scoping functionalist reflections on the implementation of affirmative action in Higher Education Institutions in South Africa

Zwelendaba,

Obioha

2024

SHE

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<p>The scoping review was carried out to investigate the functionalist perspective on affirmative action for women in the workplace in the Eastern Cape Province’s selected South African universities. Given that university-specific information is available on affirmative action for women in the workplace, this scoping review employed a systematic review to investigate the implementation of the legislative framework for affirmative action policy in African-selected universities and ways to make improvements. Purposive sampling was used to select four higher education institutions (HEIs), in which there were two historically black and two historically white institutions, for representativeness. Evidently, affirmative action is indeed an existing policy in the selected institutions to redress the exclusion of women in senior positions in the past. While this review revealed the heightened visibility of women in executive positions in the four universities, women tend to be represented more than men in some executive categories. This demonstrates that the implementation of affirmative action for women has largely been successful in the country. Although with some challenges, the inclusion of women, without gender discrimination and biases, is a necessary ingredient for the sustainability of higher education administration in the country from a functionalist perspective.</p>

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“…Extrinsic rewards is a compensation for employees in the form of fringe benefits, payments and other tangible benefits that employees receive from an organization to achieve specific goals, or just because they are part of the organization [10][11]. Affirmative action is a short-term intercession of special consideration to remedy discrimination and ensure fair competition and equality during recruitment and in the workplace [12][13]. The survival of humankind is closely linked to the employment opportunities available in the public or private sectors.…”

Section: Introductionmentioning

confidence: 99%

“…Motivated employees are more oriented towards autonomy and freedom and are more self-motivated compared to less motivated employees, which causes development opportunities to benefit them, and Employee motivation can be categorized as intrinsic and extrinsic. [13], focused on the role of intrinsic motivation influencing satisfaction, organizational commitment, and performance in the perspective of work ethics, where they found out that the work ethic has a more significant effect on intrinsic motivation and organizational commitment, than their impact on job satisfaction and job performance. Intrinsic motivation is related to satisfaction with oneself, which can be reflected by achievement, recognition, acceleration, work itself, responsibilities, and personal growth.…”

Section: Introductionmentioning

confidence: 99%

“…Intrinsic motivation is related to satisfaction with oneself, which can be reflected by achievement, recognition, acceleration, work itself, responsibilities, and personal growth. In general, the inner motivation obtained from a person or his movement influences performance and a feeling of well-being [13]. Other core rewards include free tea, flexible hours, movie tickets and holiday gifts.…”

Section: Introductionmentioning

confidence: 99%

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An Assessment of the Effect of Motivation and Affirmative Action on Employee’s Performance in Gombe Local Government, Nigeria

Bulus Jonah Saidu3

2023

IDOSR- JBESS

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This study examined the effect of motivation and affirmative action on the performance of Gombe local government staff, where intrinsic motivation, extrinsic motivation and affirmative action are used as the independent variables and performance as the dependent variable. Data was generated using primary source, where 330 staff responded through the use of questionnaire. Multiple regression was used for the analysis. The study found a significant effect of intrinsic motivation, extrinsic motivation and affirmative action on performance. Therefore the study recommended that Gombe local government should do more on intrinsic motivation as it is lagging behind in the area of vacation and job recognition of its workers and also improve the workers remuneration by adhering to the national minimum wage and overtime payment. Keywords: Motivation, intrinsic motivation, extrinsic motivation, affirmative action, performance.

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Understanding affirmative action leadership in the South African financial context

Cited by 4 publications

References 46 publications

Investigating the Implementation of the Affirmative Act as a Tool for Equal Employment Opportunities of a Selected Government Ministry in Namibia From 2016 to 2021

Investigating the Implementation of the Affirmative Act as a Tool for Equal Employment Opportunities of a Selected Government Ministry in Namibia From 2016 to 2021

A scoping functionalist reflections on the implementation of affirmative action in Higher Education Institutions in South Africa

An Assessment of the Effect of Motivation and Affirmative Action on Employee’s Performance in Gombe Local Government, Nigeria

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