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- Purpose: Although the issue of gender equality is as old as human life, women are still marginalised members in the workplace. Despite various studies investigated about the marginalisation of women at the workplace, no study has been conducted to assess the willingness and readiness of senior managers to appoint women into managerial level positions. Therefore, the purpose of this paper is to assesses the readiness of senior managers in appointing women into senior managerial levels specifically focusing on eThekwini Municipality in South Africa. Design/Methodology/Approach: This study adopted a qualitative research approach and exploratory research design. A sample of 25 senior managers were selected using purposive sampling technique. Both interviews and focus groups were used to collect empirical data. Results: The results revealed that senior managers were willing to appoint women into managerial positions. However, there were a few senior managers that found it a challenge to appoint women into managerial positions because of the influence of stereotypes. The results also indicated that there are very few women in managerial positions because women lack appropriate experience, lack of self-esteem, inadequate monitoring and reporting on the implementation of the employment equity policy and plan. Discussion: The culture of appointing women into managerial position should be promoted by giving senior managers support or incentives to support gender equality in workplaces. There is a need to hold accountable the few senior managers who are struggling to appoint women to managerial positions, in addition to giving them coaching on organisational transformation. The study should be replicated using the quantitative research methodology to measure senior managers’ readiness to appoint women into managerial positions.
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- The Fourth Industrial Revolution has become popular around the globe and in almost every industry. Thus, it is set to influence every aspect of business. While previous theoretical and empirical work documents trends of industrial revolution, the preparedness of employees for the new world of work in the Fourth Industrial Revolution remains unchartered territory. Hence, the purpose of this paper is to explore the preparedness of employees for the new world of work in the Fourth Industrial Revolution with eThekwini Municipality in South Africa serving as a case study. The qualitative research methodology was selected as a preferred approach because it reinforces an understanding and interpretation of the meaning as well as the intentions underlying human interactions. A cross-sectional research design was used in the study. A final sample size used for the study consisted of 10 respondents within the municipality. The findings of the study indicated that both the organisation and its workforce are not adequately prepared for the Fourth Industrial Revolution. The research findings provide the leadership and management of the eThekwini Municipality in South Africa with an understanding of the Fourth Industrial Revolution and the importance of preparing employees for the new world of work.
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- Small and medium companies (SMCs) are needed for the successful and meaningful development of the South African economy. These companies bring a significant reduction in unemployment levels. Apart from lowering unemployment levels, SMCs play a pivotal role in transforming the South African economy. However, there is a high failure rate of small and medium companies. Although the labor laws of South Africa are believed to be the major obstacle that is significantly affecting the growth of SMCs, there is no prior empirical study conducted to investigate this subject. The scourge of failure of these companies has gripped the growth of the economy. Hence, the aim of the study is to examine the perceptions of small and medium companies toward employment equity amendments in South Africa. The study uses a qualitative research method and purposive sampling to select the data. An open-ended questionnaire collected usable data from 73 employees of small and medium companies. The findings of the study revealed that the employment equity amendments were viewed as too harsh for small and medium companies. SMCs perceived that these amendments bring more harm than good. Therefore, they should engage the government to enforce amendments to the legislation that stimulate business performance rather than those that hinder it.
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- Recently, various countries have been receiving unprecedented radical calls for labour market transformation to pave way for women inclusion in managerial positions. Although studies of causes of poor representation of women at the workplace have been conducted from the women viewpoint, no study has attempted to solicit the perspectives of top management regarding the triggers of having few women in managerial positions in the organisation. Hence, this paper sought to unveil the triggers behind having few women in managerial positions from the top management perspectives. The primary objective of this study is to explore the key reasons that hinder women to occupy managerial positions. The study adopted a qualitative research approach and exploratory research design. The study found various causes of having few women in managerial positions. The management should provide potential women with extensive mentorship and coaching prior to their managerial appointments.
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