alfred 2 - University of Winchester

More documents

Recommendations

Info

40 Structure Demographic statistics demonstrate that there is a clear divide. Whites dominate the top three levels of management with 68% representation in top management, 65% in senior management and 57% in middle management roles. Coloureds and Indians seem to have little representation in any positions but the majority is in senior and middle management and skilled work. However coloureds have a 10.6% representation within non permanent work, their second highest rank in overall positions, whereas Africans have the biggest majority in non permanent positions with a very high 71% followed by 44% in skilled work. However, they occupy nearly 19% in top management and 18% in senior management which makes them the second highest race group, behind whites, to represent in them areas. This could suggest slight change in the structures of South Africa’s organisations. Systems Another key element of the EEA was promoting equal opportunities through recruitment, training and promotion schemes, therefore figures relating to these are important in discovering if the EAA has made an impact on organisations’ day-to-day systems. If we examine the training figures a trend seems to appear. The white working population dominate the top three management positions with 67% in top, 61% in senior and 47% in middle management whereas Africans can be seen dominating the bottom three with 79% in unskilled, 45% in skilled and 33% in middle management. Coloureds and Indians followed the same trends as above. So what does this mean for the employment demographics? If we look at this with a more investigatory eye then the figures should not be surprising as Africans should have the highest training figures in the bottom three occupational levels because that is where they are mostly represented. The same goes for Coloureds, Indians and White. The figures only represent where the majority can be trained. However this is a promising sign that organisations are training individuals in lower occupations, so that one day they can move up and therefore in the future we might see a more diverse representation within the top three occupations. Promotion tells the same story with percentage distribution and connotes a promising trend. Whereas Whites dominate the top three positions again, we start to see an increasing number throughout the whole scale for Africans who still dominate the bottom three occupations, but we can see 32% promotion into middle management, 21% into senior and 16% into top management. With the same kind of statistics for both Coloureds and Indians these indicate a healthy change and a step towards achieving the equity that South Africa strives for. Style/Culture One of the effects of such big culture changes is a breakdown in communication between employer and employee which then leads to bigger problems. However, the changes that are taking place connote a positive change for the overall working environment, and although HRM might have to combat motivational struggles, the overall aim needs to be met to create a more diverse workforce, and the movement that is being shown in the occupational levels would suggest positive outcomes. Staff Staff within these organisations are the key components in the change towards a more diverse workforce. Therefore it is important to take into account all areas that affect them from how HRM is/have implemented the change strategy, the change in day-to-day running of their organisations, and if the core values are being met. Skills Although from the outset all the figures presented seem to indicate one story with Whites controlling the higher occupational levels, leaving Africans, Coloureds and Indians to the lower levels there is also proof to suggest this might be changing. At the moment the designated groups do dominate the lower occupations and this is a reflection of the injustices that has been caused by the apartheid and other discriminatory laws. However, figures would suggest that these discrepancies are being dealt with as training/ promotion is prevalent through the organisations measured within the CEE, connoting positive changes, and suggesting that the ‘quota filling’ problems seen with affirmative action are not relevant.
Shared Values It is fair to say that the implementation of the EAA has raised many issues and problems that organisations have had to address. However, the core indications seem to have been applied and this is reflected in overall change in regards to opportunities for designated groups to move between occupational levels. This is supported by figures in which comparative change between 2003 and 2007 is analysed. These figures demonstrate the movement of people within organisations, and also suggest that a more diverse workforce may be emerging for South Africa. The drop in percentage of Whites in top management is especially noticeable. Race Top Management Senior Management Professional Whites -8.1% 7.5% 7.7% Africans 3.9% 3.9% -14.9% Coloureds -0.1% -0.2% 2.4% Indians 1.2% 1.4% 3.2% Blacks 5.0% 5.1% -8.7% Table 3 Comparative change in occupational levels 2003-2007. (Source CEE 2008). This was one of the biggest problems in South Africa where resentment was felt towards the number of white men in the highest positions. So although small steps are being taken, this could suggest positive change as Wocke and Sutherland state, “The legislation has played a positive role in kick-starting the transformation of South African workplaces by altering the power distance between the social groups but will require a refinement to overcome the negative consequences of the three social identities in the long run to build a truly nonracial and non-discriminatory society” (Wocke and Sutherland, 2008). Conclusion As would be expected, employment equity has had a wide ranging impact, especially in regards to motivation. Keeping staff motivated in a changing environment is key to creating a competitive advantage through implementing diversity into the workforce and should not be seen as just quota filling. Nelson Mandela, who helped see in the EEA, had a huge influence on the voting population and reminded the crowds at a rally of the ANC’s historic purpose. He stated that “we must remember our primary task. It is to eradicate poverty and ensure a better life for all. The ANC has the historic responsibility to help build a united, non-racial society” (Nelson Mandela cited in Clayton, 2009). The implementation of the EEA is still top of the agenda in South Africa, and instrumental in the ANC’s re-election in 2009. As Jacobson suggests “the party’s credentials for ending white minority rule were more important for many voters than its doubtful record on fighting poverty, violent crime and Aids” (Jacobson, 2009 page no). However, the bigger question, of whether these changes are just the result of legislation or whether South Africa is moving towards being a fairer nation both within the workforce and culturally, remains unanswered. References Argos, C. and Burr, C. (1996) Employment Equity, Affirmative Action and Managing Diversity: Assessing the differences. London: Commission for Racial Equality. Bamforth, N., Malik, M. and O’Cinneide, C. (2008) Discrimination Law: Theory and context. London: Sweet & Maxswell. Cahn, S. (1995) The Affirmative Action Debate. New York: Routledge. Clayton, J. (2009) Mandela’s seal of approval rounds off show of unity. The Times. 20th April 2009, 3. Coussey, M. and Jackson, H. (1991) Making Equal Opportunities Work. London: Pitman Publishing. Cowan, J. (1995) The Affirmative Action Debate. New York: 41
Page 1: An undergraduate student journal -
Page 4 and 5: 2 Preface It is clear that the Univ
Page 6 and 7: 4 work from both Foundation (FdA) a
Page 8 and 9: 6 highlighted the differences betwe
Page 10 and 11: 8 second was that of all features b
Page 12 and 13: 10 Figure 2: Plan of features in tr
Page 14 and 15: 12 It’s a WRAP! Students experien
Page 16 and 17: 14 our target audience by coming ac
Page 18 and 19: 16 lacked methods through which the
Page 20 and 21: 18 and the historic unpopularity, a
Page 22 and 23: 20 and United Nations opinion sugge
Page 24 and 25: 22 Why has the Solid Democratic Sou
Page 26 and 27: 24 presidential candidates, while S
Page 28 and 29: 26 succeeded in recognising the age
Page 30 and 31: 28 the world. The argument for a mu
Page 32 and 33: 30 to concepts like preemption, uni
Page 34 and 35: 32 Jesus the Posterboy? Healthy Mod
Page 36 and 37: 34 change the focus of the masses t
Page 38 and 39: 36 Dalbey, G. 2003 Healing the Masc
Page 40 and 41: 38 1998. Both sought to promote the
Page 44 and 45: 42 Routledge. Commission for Employ
Page 46 and 47: 44 performance coaches must have a
Page 48 and 49: 46 Back from Failure: The interacti
Page 50 and 51: 48 Mapping the British Isles with
Page 52 and 53: 50 laboratory studies (Blades and S
Page 54 and 55: 52 Jackson, P. (2006) Thinking Geog
Page 56 and 57: 54 documenting their achievements m
Page 58 and 59: 56 and opportunities of the communi
Page 60: 58 PAULO (2003) National Occupation

alfred 2 - University of Winchester

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?