Faculty of Commerce, Law and Management

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    Equity and Admissions Policies of Undergraduate Students at the University of the Witwatersrand: A Case Study of the Faculty of Humanities
    (2012-11-20) FENYANE, SAMUEL
    This study looks at the nature of the selection and admissions policies in place in the faculty of humanities at the University of the Witwatersrand. Data was collected qualitatively using semi-structured interviews and document analysis. The university has changed its selection and admissions policies many times. At first, admission to the university was based on merit only. However, as time went by, the university adopted the principle of redress to compensate for the injustices of the past. The study argues that the university has gone a long way to address the race problem in its enrolment strategy. The problem remains, however, a class one due to an emphasis on merit. It suggests that the concept of merit needs to be reconceptualised to embrace equity and access. The study concludes that the current policy is not addressing redress fully and effectively. Therefore the study strongly recommends that the policy be reviewed and that a policy of affirmative action be adopted to ensure that students from poor backgrounds with potential are given a chance to access higher education.
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    The Impact of Affirmative Action on Skills Retention within the Banking Sector in South Africa
    (2012-01-20) Maharaj, Anisa
    Affirmative Action remains one of the most highly sensitive and debated subjects in South Africa. It is, nevertheless, important that legislation be fully researched and constructively debated to bring about change to the lives of previously disadvantaged population groups. The present study focused on the impact of Affirmative Action on skills retention within the Banking Sector. The goal was to establish how skilled employees within the Banking Sector experienced the impact of Affirmative Action. Emphasis was placed on how employees define Affirmative Action; whether or not they feel that others question their abilities because of Affirmative Action; and the extent to which Affirmative Action policies affect their job satisfaction. The research sought to establish if Affirmative Action is the reason why skilled employees are job hopping and or emigrating. A quantified research approach was used to study the views of 100 employees from the Banking Sector. Results of the study revealed that respondents viewed Affirmative Action as a positive factor to redress the imbalances of the past. The respondents were, however, of the opinion that Affirmative Action is a form of reverse discrimination. These results concur with those from previous research (Sowell 2004; Zelnick 2006). Respondents did not agree that Affirmative Action drives a wedge between selfesteem and success, finding which is contrary to previous research (Gillis, Gomes and Valliere 2001; Koekemoer 1998) that propound a high stress level and demotivation amongst those who are supposed to benefit from Affirmative Action. The current findings are congruent with Mikkelsen, Ogaard and Lovrichn (2000) where the assertion is that job stress caused by lack of training and development impacts turnover. The findings are also congruent with Johnson’s (2009) and BANKSETA’S (2008) assertion that the shortage of skills within the Banking Sector could be attributed to the policies of Affirmative Action
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    The Challenges and Opportunities faced by Indian and Coloured Managers in South African Financial Institutions
    (2011-04-12) Gappoo, Jennisha
    Increasing pressure is being placed on South African business to understand and leverage their diverse workforce and to rectify past racial inequalities. . The signing of the Financial Charter (2003) and the enactment of the Employment Equity Bill (1998) have mandated financial institutions to effectively engage and nurture blacks, including Indians and coloureds, at management levels. This research investigates the challenges and opportunities faced by Indian and coloured managers in two banking institutions. In particular, the research investigates the unique experiences that Indians and coloureds face due to their ‘middleman minority status’ during Apartheid. The research is centred on the challenges and opportunities presented by the government’s affirmative action programmes, as well as by career advancement prospects, the use of power in the workplace, and social networking. A key finding was that affirmative action is assisting Indian and coloured managers much more in the (external) recruitment process than in the (internal) promotion process. A key opportunity that emerged was for Indian and coloured managers to better draw on white male mentors as this appears successful when carried out. Other findings included the views held by Indian and coloured managers interviewed. They perceive themselves to work harder than their white counterparts to prove themselves; they find it more difficult to use their positions of authority as easily, and hence have to use logical persuasion more often; they view social networking negatively, even though it is valuable for career advancement; and they view the main driver of their future success to be their individual hard work and ambition, discounting any external influences. Investigating the opportunities and challenges faced by Indian and coloured managers will allow South African companies to better understand these racial groups and to more effectively leverage their diverse workforce.