| Summary: | Thesis (MBA)--Stellenbosch University, 2001. === Some digitised pages may appear cut off due to the condition of the original hard copy === ENGLISH ABSTRACT: The Employment Equity Act of 1998 compels organisations to eradicate all forms of
discrimination in organisational processes and procedures. However, an ethical
organisation that values and treats all employees in a fair and equitable manner has a
definite strategic advantage and organisations therefore need to develop
organisational cultures where managing diversity, fair dealing and equity are
paramount.
Organisations must ensure that optimum performance management practices are
established and that rewards are allocated equitably and fairly according to merit.
Recruitment and promotion selection procedures must be revised to guarantee
fairness. Training and development interventions must be applied fairly to equalise
opportunity.
A survey conducted amongst MBA students at the USB identified that negative
stereotyping and biased treatment persist in management practices. The provision of
equal opportunities and managing diversity are concerns that need to be addressed.
A good internal process to deal with the eradication of discrimination must be adopted
by implementing a non-discrimination policy and conducting discrimination audits. All
discrimination complaints must be dealt with speedily and at the lowest possible level.
The remedial model developed in this technical report provides a consistent
procedure whereby formal and informal complaints of discrimination could be dealt
with fairly and effectively to assist organisations in eradicatinq discrimination in the
workplace. === AFRIKAANSE OPSOMMING: Die Wet op Gelyke lndiensopneming van 1998 noodsaak die uitwissing van
diskriminasie in alle prosesse en prosedures van organisasasies. 'n Etiese
organisasie, wat alle werknemers op'n gelyke en gelykwaardige manier behandel en
respekteer, het egter 'n strategiese voordeel en dit noodsaak die ontwikkeling van 'n
organisatoriese kultuur waar die bestuur van diversiteit, gelyke regte en regverdige
handel voorrang moet geniet.
Optimale prestasiebestuurspraktyke moet ingestel word en daarvolgens moet alle
vergoeding en beloning regverdig, volgens meriete, geskied. Die prosedures vir die
keuring van kandidate vir werwing en bevordering moet vir die versekering van
regverdigheid hersien word. Opleiding en ontwikkeling moet aangewend word om
gelyke geleenthede vir almal te skep.
'n Steekproef wat onder huidige MBA-studente onderneem is, het getoon dat
negatiewe stereotipering en bevooroordeling nog op 'n gereelde grondslag in
bestuurspraktyke voorkom. Die verskaffing van gelyke geleenthede en die effektiewe
bestuur van diversititeit is veral sake wat dringend aandag moet geniet.
Dit is belangrik dat organisasies 'n goeie interne proses om diskriminasie uit te roei in
werking stel deur die daarstelling van 'n nie-diskriminasie beleid en gereelde
diskriminasie ouditte. Alle klagtes van diskriminasie moet spoedig en op die laagste
moontlike vlak ondersoek word. Die remediërende model wat in hierdie
navorsingsverslag ontwikkel is, verskaf 'n bestendige prosedure waarvolgens alle
aantygings regverdig en doelmatig hanteer kan word.
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