4. Electronic Theses and Dissertations (ETDs) - Faculties submissions

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    Azibuye Emasisweni: Exploring Everyday Notions of Zulu Nationalism Through the Women in the Hostels of Alexandra Township
    (University of the Witwatersrand, Johannesburg, 2024) Makhathini, Sinqobile; Mngomezulu, Nosipho
    This thesis explores the lives of four women who ethnically identify as Zulu within the hostels of Alexandra. Hostels, which refer to the housing compounds that were established as ethnically segregated and gender-distinguished spheres for the colonial migrant labour system, have become an essential axis for Zulu nationalist revival away from Kwa-Zulu Natal. Through participant observation and semi-structured interviews, I examine how Mam’Dlamini (57 years), the Nduna of Madala hostel and three hostel residents: Nokukhanya (23years), Mam’Nzama (55 years), Nokwazi (21 years), engage and shape forms of Zulu nationalism within their everyday life. I further engaged in autoethnography, whereby I positioned myself as the fifth participant, undertaking self-reflexivity about my identification as a Zulu woman. My work is invested in ukuzwa ngenkaba, listening with the umbilical cord, which is to say, centring African epistemologies in the ways we research (Mkhize 2023). In this way, I think through Fox and Miller-Idriss’ (2008) four modalities of everyday nationhood (talking, choosing, consuming and performing the nation) within Zulu conceptual frames. In my research, I found that in “talking the nation'' women used ulimi and ukuncelisa both literally and figuratively to signal membership and centre the role of mothers in shaping Zulu subjectivity. The framing of choices as national is understood by participants as more than individual articulations of personal agency but importantly incorporates inherited traditions. Ordinary people are not simply uncritical consumers of the nation; they are simultaneously its creative producers through everyday acts of consumption (Fox et al 2008, 505). My research shows how rituals become fertile sites for enacting Zulu personhood through specific forms of consumption and production. Performing the nation was evidenced through the women’s embodied expressions of inhlonipho. These themes have allowed for the understanding of how women do not remain hidden within notions of co-constituting but rather preserve this order from and beyond their matriarchal hold of the hostel.
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    Fluid Justice: Tracing The Experiences Of Women Navigating Urban Water Insecurity In Luveve In Bulawayo, Zimbabwe
    (University of the Witwatersrand, Johannesburg, 2024) Dube, Gugulethu Violet; Joynt, Katherine
    Water insecurity, exacerbated by population growth and climate change, poses significant global challenges. Especially in developing countries, where decreasing water supply, contaminated sources and inadequate infrastructure disproportionately affect vulnerable populations. Women, often primary caregivers, bear the brunt of these challenges as they are typically responsible for water collection, impacting their educational and economic opportunities. This report delves into the complex impact of water insecurity on women in an urban township in Luveve, Bulawayo, while also addressing the broader issue of global water insecurity and advocating for water access as a fundamental human right essential for poverty reduction. Employing a combination of semi-structured interviews, critical reading, and a feminist lens rooted in Social Reproduction Theory (S.R.T.) and Feminist Political Ecology (F.P.E.) alongside urban vulnerability theory, I explore the interplay between gender and water access. Our findings challenge the conventional narrative surrounding women's vulnerabilities to water insecurity, revealing diverse experiences shaped by factors like gender, socio-economic status, and household and community dynamics. Informed by these insights, the report identifies key challenges and proposes context-specific interventions to address women's needs in urban townships. By incorporating these interventions, development practitioners can advance more equitable and practical solutions, driving the empowerment and resilience of women grappling with water insecurity in developing country contexts. At the heart of this objective lies the concept of "fluid justice," which I define as the dynamic and context-specific pursuit of fairness and equity in water access, distribution, and management. This principle underscores the commitment to exploring nuanced and responsive approaches to tackling water insecurity, ensuring that interventions are sensitive to affected communities' diverse needs and experiences.
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    An Exploration of Life and Career Narratives of Black Senior Managers: The Storied Habitus of Career Navigation
    (University of the Witwatersrand, Johannesburg, 2023) Ramodibe, Refiloe; Canham, Hugo
    This research located black senior managers within a temporal frame that links them with their families, communities, childhoods, socio-political and economic histories. This location shed new light since it illuminated their lives and careers in new ways that are grounded in history and context. It enabled an understanding of black senior managers as bearing histories that they bring along with them into the workplace. To explore the stories of these senior managers, I conducted in-depth narrative interviews with twenty black men and black women who occupy senior positions within the financial services sector. Accessing these histories through the genre of narrative assisted in showcasing what is enabled by storying one’s life, therefore creating circuits of meaning-making that connect seemingly disparate sites of the personal, historical, social and workplace. At its core then, this project was about storying the early lives of black senior managers by locating them as mostly working class, caught up in the struggles against apartheid for democratisation, as benefiting from the opportunities enabled by the transition to democracy, as entering the white and masculine corporate workplace of the financial services sector, and as reaching and navigating seniority in their organisations. The participant’s narratives were read through the lenses of narrative theory, habitus, the black feminist theory of intersectionality, and critical race theory. The basic assumption of habitus is that the way one acts and behaves is influenced by where one comes from and one’s dispositions, including contextually salient identity categories, such as race, class, and gender. The basis of these theories is the assumption that there might be a difference in how people of varying class backgrounds and black men and women narrate their stories of mobility. The stories told by participants highlighted the role of the senior managers’ habitus in shaping their identities and trajectories. Childhood experiences and parental influences were found to have shaped their later behaviours in navigating their career journeys. Access to mentors and sponsors early on in their careers was found to have provided the senior managers with the capital that allowed them to progress to more senior roles. Refuting the existing narrative that black people move between organisations excessively, senior managers’ tenure illustrated that they stayed in their organisations for longer periods than industry norms. Notwithstanding their tenure, their stories suggest that unaccommodating cultures and unconscious bias remain prevalent in the financial services sector. Organisations that had more black people in senior roles were found to drive the transformation agenda iv more intentionally. The black senior managers understood their role as that of influencing the cultures of their organisations while also paying it forward by driving the transformation agenda. In the process of sharing their life and career stories, the black senior managers articulated their experiences and understanding of themselves, others, and the world. Therefore, not only did the personal narratives enlighten us about the participants’ personal and working lives, but they illuminated how their identities as black senior managers working within the financial services sector were shaped over time. A prominent finding from the study was that while the black senior managers shared similar experiences related to race, their experiences differed in terms of their family backgrounds and schooling experiences in their childhood. Black people’s experiences may be common in certain aspects and different in others. This necessitates the importance of exploring heterogeneity in organisational studies. This study contributes to organisational studies, gender and critical race studies, history and social theory.
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    The Impact of Demographic Indicators on Cybersecurity Behaviour of E-Commerce Users in South Africa
    (University of the Witwatersrand, Johannesburg, 2024) Mberikwazvo, Weston Zorodzai
    This study aims to explore the cybersecurity behaviour of e-commerce users in South Africa, utilising a conceptual framework derived from some elements of both the Health Belief Model (HBM) and the Protection Motivation Theory (PMT). The study investigates the impact of demographic indicators specifically age, gender, and educational level impact the cybersecurity behaviour seeking to understand and contribute to the understanding of cybersecurity practices in response to perceived cyberthreats. A sample of 316 participants was used for the study which varied across different genders, age groups and educational levels. An online survey making use of a questionnaire was used to gather responses to the different dimensions making up cybersecurity behaviour guided by the established conceptual framework. The responses were statistically analysed to establish any patterns and trends using techniques such as correlation analysis and factor analysis. Analysis of the dataset concluded that there was significant difference to the cybersecurity behaviour of e-commerce users in South Africa for each of the demographic indicators of educational level, gender, and age and thus the null hypothesis was rejected for all three factors. Also, the null hypothesis was rejected for a combination of all three demographic indicators and cybersecurity behaviour indicating that a significant difference exists. The results showed that participants in the 36 to 40 years age group showed the highest cybersecurity behaviour level, with the 18 to 20 years and the over 60 years age group showing the lowest. Females showed a lower cybersecurity level in comparison to males with the non-binary participants scoring the lowest. The cybersecurity level increased in general with the educational level of the participants. In a nutshell, the results show that in the context of South African e-commerce users customised interventions based on the educational level, gender, and age need to be considered
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    Transgender Character Representation and the Gender Binary: Theorizing a Philosophy for Transgender Character Construction in Video Games.
    (University of the Witwatersrand, Johannesburg, 2024) Cloete, Stephen
    Transgender characters in video games are often met with negative opinions by the largely heteronormative playerbase which, like in other media, results in a wider negative opinion on transgender people and subjects in reality. In exploring a personal identification with Celeste, I formulate a philosophy concerning the gender binary norm and its role in perpetuating harmful ideas. This philosophy manifests as both an ideology and platformer video game questioning what gender means to story and character. Through exploring gender, metaphor, queerness and game design, a philosophy is constructed to create a transgender character and video game story in a positive light.
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    The moderating effect of gender on the relationship between microfinance and the business growth of SMMEs in Gauteng
    (University of the Witwatersrand, Johannesburg, 2023) Msomi, Ncebakazi; Msimango-Galawe, Jabulile
    In a country rife with inequalities and joblessness, Small Medium and Micro Enterprises (SMMEs) have become an alternative means of survival and viable business opportunity for a vast number of South Africans. In order for these SMMEs to operate well, they require capital, which will typically come in the form of microfinance, if at all. The objective of this study was to investigate the impact of the use and cost of microfinance loans on the growth of SMMEs. Furthermore, it was to assess how differently microfinance impacts SMME growth for women compared to when utilised by men. A quantitative research approach was followed to collect the data using an online survey questionnaire. A total of 197 questionnaires were completed butthe analysis was ultimately done on 138 of these, with the exclusion of those with missing values. Data was analysed through the use of Partial Least Squares - Structural Equation Modelling (PLS-SEM). The study found that the costs of microfinance have a significant and negative impact on the growth potential of SMMEs. More specifically, it found that microfinance costs have a more deterring effect on the SMME growth of male owned SMMEs than female owned ones. This study avails a tool and basis for the cost versus benefit analysis that SMMEs must conduct before taking microfinance loans. With women owned SMMEs exhibiting better growth than their male counterparts when using microfinance, an exchange of valuable learnings can occur to improve the country’s SMME success rate. The study proposes innovative systems calibrations and finance product provisions that may benefit both the microfinance institutions and the SMMEs.
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    Challenges faced by women in obtaining leadership roles in South African Higher Learning Institutions
    (University of the Witwatersrand, Johannesburg, 2021) Qwelane, Nomsa; Koech, Roselyn
    The role of women in leadership positions in the South African Higher Learning Institutions (HLI) is crucial. It is inclusive to women from different ethnic groups, ages, abilities, socioeconomic status, and various other women who face marginalization due to their different walks of life. South Africa is formed of diverse societies; hence, HLI should enrol women from diverse backgrounds; however, the policy is not inclusive of women’s leadership roles. This has a negative impact on their work performance. Therefore, this study is inquisitive to understand whether the barriers are identifiable in policies of HLI. This study aimed to identify and characterise opportunities for growth for women in higher education institutions. Eleven adult females in senior administrative positions between the ages of 25 and 65 participated in the study. A phenomenological approach, including The Glass Cliff Theory, was used to ground the study. Semi-structured interviews were used to collect data and further analysed thematically. Results showed that the executive management had played a pivotal role in implementing diversity policy, such as removing these barriers. However, the participants have noted the fundamental challenge of the policies was not its framework but rather the speed at which it was implemented.
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    Unpaid reproductive labour and decent work in the South African labour market
    (University of the Witwatersrand, Johannesburg, 2022) Mackett, Odile; Pillay, Pundy
    Since the 1970s, women’s increased labour force participation has caught the attention of scholars, governments, labour unions and organisations such as the International Labour Organisation (ILO). The increase in female labour force participation has accompanied the globalisation and liberalisation of product and labour markets around the world. As a result, the ILO developed the ‘decent work agenda’ (DWA) to set a standard by which to measure the labour market vulnerability of workers. The DWA is an aspirational statement about the sort of work that ought to define the lives of all who work and who want to work. Unpaid reproductive labour, which is performed outside of the productive labour market and predominantly by women, has proven to be a major constraint for women’s advancement in paid work. Furthermore, despite gender equality in the workplace being listed as one of the main objectives of the DWA, in instances where unpaid labour has not intersected with the productive labour market, it has largely been ignored. This study empirically investigated whether the ILO’s DWA is conceptualised in a way that reflects a commitment to real gender equality in the labour market by demonstrating a link between work performed unpaid in service of the household and the quality or ‘decency’ of wage work. Using Labour Force Survey and Time-Use Survey data, theresults showed that the more time an employed individual spent on unpaid reproductive labour, the worse the quality of their paid job. However, this relationship was only significant for women and only during a period when the government undertook a contractionary fiscal approach. The findings of this study demonstrate important links between the household and the public sector and the extent to which women, through their household labour, keep the economy running when government and business are unable to do so
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    The Glass Cliff: Exploring the Dynamics Around the Appointment of Women to Precarious Leadership Positions in Corporate South Africa
    (University of the Witwatersrand, Johannesburg, 2021) Mashele, Winsome; Alagidede, Imhotep Paul
    The current research explores the "glass cliff" form of discrimination. The research argues that while women are now appointed in high-profile positions, there is a greater likelihood that they end up on a 'glass cliff' as compared to their male counterparts. Glass cliff positions put women executives' in potentially risky roles that could harm their reputations and career prospects because, when a company performs poorly, people tend to blame its leadership without considering situational variables. The research problem statement centres around the overrepresentation of women who are in senior leadership positions in organizations that are experiencing difficulties, which is an increasing concern in corporate South Africa. The main objectives of the study, among others includes to: (i) gain a better understanding of why women choose risky leadership positions. (ii) identify the leadership experiences of women in leading organisations in relation to gender. (iii) understand the suitable leadership styles that women facing the glass cliff have at their disposal to build relationships with internal shareholders as well as influence the structure of the organisation. (iv) understand the tools and resources that are needed to support women in senior leadership roles during times of crises in corporate South Africa. Design/methodology/approach: A qualitative research methodology was employed, and data collected through semi-structured interviews from a total of 15 participants. Findings: The findings suggest that women are now allowed to occupy senior leadership positions where these positions record a decline in status, competence and prestige, and as a result are time consuming and difficult to combine with a successful academic career. An important set of findings is: (i) the participants perceived the risky activity as a form of promotional opportunity and were willing to accept an offer. (ii) if women are placed in the right positions with the right skills, success is potentially guaranteed. (iii) leaders should practice the situational leadership style which evolves according to the situation, the time at hand and its nature. Contribution / value: Despite some limitations that were experienced over the course of the study, some answers emerged in response to the key question on which the study was premised. Furthermore, the aim of this study was achieved in terms of its contribution not only in providing guidance to organizational decision makers, policy makers and business leaders to address inequalities in corporate South Africa, but also in highlighting the role played by women in making career decisions within the rubric of the glass cliff phenomenon
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    An intersectionality of race and ethnicity: the glass ceiling in the banking sector in Kenya and South Africa
    (University of the Witwatersrand, Johannesburg, 2021) Genga, Cheryl Akinyi Margaret; Maier, Christoph
    Even though progress has been made in the Kenyan and South African banking sector, Black African women remain a minority in Top Executive leadership positions. Previous research on the “glass ceiling” focuses on Black African women as one homogenous group not acknowledging the diversity dimensions of Black African women from Africa. Invisible factors such as race and ethnicity have been stated to contribute to the glass ceiling in the banking sector, yet this has not been investigated making Black African women more invisible. This research primarily aims to provide an understanding of the intersectionality of race, ethnicity, and career advancement of Black African women in the Kenyan and South African banking sector. This research further aims: to describe the obstacles that Black African women still face, to analyse the diversity of Black African women in management, to identify the reasons as to why some Black African women have been able to crack the glass ceiling in the Kenyan and South African banking sector and to give recommendations to stakeholders as to how they can help crack the glass ceiling for Black African women in the Kenyan and South African banking sector. To address the research objectives, this research applied a qualitative Intercatergorical Intersectionality Approach to provide an understanding of the relationship between race, ethnicity, and gender in the Kenyan and South African banking sector. This was facilitated by the use of semi-structured in-depth interviews and focus groups that were carried out with the participantsbeing Black African women managers in the Kenyan and South African banking sector in Nairobi and Johannesburg, respectively. Data collected from the interviews were transcribed and analysed using thematic analysis in which themes and patterns were identified to address the research objectives. Firstly, findings from the research illustrated a relationship between race, ethnicity, and gender. The extent of the relationship between race, ethnicity, and gender was discussed by the role of race, the role of ethnicity, the intersectionality of race and gender, and the intersectionality of race, ethnicity, and gender in the career advancement of Black African women in the Kenyan and South African banking sector. Secondly, the findings identified the obstacles that Black African women still face in the banking sector, which were discussed and described into three groups: Black African women are their own worst enemies in the banking sector. Thirdly, the findings illustrated the diversity dimensions of Black African women managers from the Kenyan and South African banking sector in relation to their race, ethnicity, and the positions that they held in the banks they were working for. Fourthly, the findings highlighted reasons as to why some Black African women managers had cracked the glass ceiling (discussed with the use of the glass ceiling scale). Fifthly, the findings recommend that stakeholders have to be fully committed if they want to help Black African women crack the glass ceiling in the Kenyan and South African banking sector. In conclusion, through the findings, this research provides a conceptual framework to understand the glass ceiling in relation to the intersectionality of race, ethnicity, and gender of Black African women in the Kenyan and South African banking sector