Management perceptions of employment equity at the automotive manufacturing plant.
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Date
2012
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Abstract
The implementation of the Employment Equity Act (EEA) No. 55 of 1998 is a crucial factor in
promoting equal employment opportunities and the fair treatment of people in the workplace.
South Africa has an economically active population which is not sufficiently represented in
the workplace due to the inequalities of the employment practices during the apartheid
regime.
The purpose of the study was to test the management at a motor manufacturing plant’s
perceptions of Employment Equity (EE) and the implementation thereof. A sample of
convenience consisting of over 40 respondents at middle management level from various
departments was sought. A 26-item Employment Equity Questionnaire using the five point
Likert scale was used to explore the employment equity process. It was decided not to make
reference to race and gender in terms of findings.
Respondents were unsure that the implementation of employment equity in the workplace
was responsible for the “brain drain” in the country. Responses indicated that the majority
agreed that the Employment Equity Act has provided many with the opportunity for
promotion and development in the workplace. Furthermore, there is opportunity for
development and sufficient programmes within the organisation to support the achievement
of that development. Management felt that they were not equipped with sufficient knowledge
to deal with the implementation of the equity laws. Research also showed that there is still a
shortfall in the representation of females in the automotive industry.
The study makes various recommendations for improving the pace and status of the
implementation of employment equity. The responsibility for Compliance with the
Employment Equity Act lies with the HR Department of the Company. It is within their realm
of responsibility to ensure that all programmes within the organisation are linked to creating
awareness of the Employment Equity Act and to ensure that its objectives are implemented
within the organisation. In addition, particular scrutiny must be given to keeping an audit of
progress of these programmes. As Human Resource is also the custodian of the recruitment
process of the company, it needs to prioritise and drive the employment and promotion of
females within the organisation.
Description
MBA University of KwaZulu-Natal, Durban 2012.
Keywords
Management rights--South Africa., Automobile industry and trade--South Africa., Equity., Theses--Business administration.