Training and development for career management and talent development in wholesale and retail industry in South Africa

The study investigated ways to achieve sustainable career management as well as talent management for employees of a wholesale and retail industry operating in the city of Polokwane, South Africa. Employees (n = 85; females = 47%) completed a questionnaire on their perceptions and experiences of the use of training and development activities to support career management and talent development in their organisation. Data were analysed to predict the extent to which aspects of career management and talent development were explained by training and development within the work setting. Findings from the regression analysis indicate significant effects of the frequency of training needs assessment on career and talent management effectiveness. Significant effects of induction, career-focused job rotation practices, provision of mentors on career and talent development effectiveness are also shown. Career-focused training programmes and development variables appear to have a complementary effect on career management and talent management effectiveness.     

Using census data in the management of religious diversity: an Australian case study

Abstract

Mapping and measuring religious diversity has become critical to the management of interreligious relations in the 21st century. The data about religious identification provided by the Australian census since the formation of Federal Government in Australia, and prior to that in the Colonies, has provided detailed information about the extent of and changes in religious diversity in the nation and in particular cities. Because the census also provides very detailed information about where people of different religions live, it can provide information about the extent to which religious groups are residentially segregated, a factor which affects how people of different religions relate to each other. The methodological issues related to measuring diversity are discussed and the utility in urban contexts of a ‘dissimilarity scale’ is demonstrated. The unique contribution of census data to the mapping and management of religious diversity in Australia is presented.     

Managing Employees in the Service Sector: A Literature Review and Conceptual Development

Our economy is slowly shifting from a manufacturing base to a service base. Yet, management literature has been slow to respond. We know little about the unique challenges faced by managers in the service sector. This paper reviews literature on research on management practice and employee perceptions that lead to positive customer outcomes. Specifically, relational coordination efforts by a manager are suggested to lead to specific employee behaviors that have been correlated with customer outcomes. This literature review and conceptual development are presented here in hopes that future research will take a deeper look at the challenges faced by service sector managers.     

Teaching Community Psychology into Obscurity: A Reflection on Community Psychology in South Africa

The terms “community” and “community psychology” need to be examined within the context of human diversity in order to understand the apparent marginalisation of community psychology in South Africa. Community psychology might be marginalized as the term “community” tends to be associated with black, poor individuals. Current teaching practices in community psychology in South Africa may unwittingly reinforce these stereotypes by having predominantly junior, black and female staff teach community psychology, by generally introducing community psychology at post-graduate level only, and by making community psychology courses predominantly elective. These common teaching practices might contribute to producing raced, gendered and classed student perceptions of community psychology which would devalue psychological activity in communities as less important than individual psychotherapeutic practice in middle class communities. South African psychology would be better able adequately prepare psychologists for public mental health service with a more thoughtful infusion of community psychology teaching into most graduate programmes. Some of the ways in which our teaching can challenge our own and others' views about community psychology in local and international perspectives are discussed.     

School learner behavioural management: context and practices in a South African school setting

This study explored context and qualities of learner behavioural management with high school students in a historically disadvantaged South African urban school setting. Participants were a convenience sample of seven teachers (females = 3, and males = 4) mean teaching experience = 14 years; SD = 9.0738 years). They responded to an open-ended interview on influences on learner behavioural management and preferred management styles. The data was thematically analysed. Findings reported poor implementation of school code of conduct and lack of parental involvement to lower the learner management. Teachers reported the use of an autocratic management style which could potentially undermine long-term learner development and growth.     

Colorblind and multicultural diversity strategies create identity management pressure

Colorblind and multicultural diversity strategies may create identity management pressure, leading minorities to assert or distance from their racial identity. In two experiments (N = 307, 279), Asian and Asian American participants in the United States completed racial identification measures, contemplated employment at a company expressing a multicultural, colorblind, or control strategy, and completed measures assessing ingroup similarity and comfort in the company. In the colorblind condition, participants who were strongly identified with their racial ingroup downplayed similarity to the ingroup and expressed less comfort relative to multicultural and control conditions. Participants who were weakly identified reported more similarity (but inconsistently) and more comfort in the colorblind relative to multicultural and control conditions. Thus, diversity strategies convey different meanings to strongly and weakly identified Asian individuals, with the former responding to colorblindness with identity distancing and the latter with identity assertion. Multiculturalism does not alter the typical pattern expected, with strongly identified asserting their identity more than weakly identified.     

Workplace diversity and public policy: challenges and opportunities for psychology

This article outlines both challenges and opportunities for psychology of issues related to diversity in education and work. For the purposes of this discussion, "diverse" populations include four groups currently marginalized and disadvantaged in the U.S. workplace: women, people of color, sexual minorities, and people with disabilities. An overview of employment participation patterns for these groups is presented, workplace barriers arising from marginalized status are highlighted, and the article concludes with a discussion of work-related legislative and public policy fronts that can be informed and influenced by the contributions of psychologists.     

School-based care and support for the intellectually disabled learners at risk for sexual abuse: South African teacher carer perspectives

This study examined the functionality of a school-based care and support program for the intellectually disabled learners who have a history of sexual abuse. Participants were 28 teachers from four special educational needs schools in the Gauteng Province, South Africa (females = 80%; age range 30 to 55 years). The teachers participated in a focus group discussion on the extent to which the school-based care and support for learners with intellectual disability worked to the intended goals and procedures. Thematic analysis of the data suggested the school care and support program to work to purpose within the school system and with partner non-governmental organisations; but less so with the local school district personnel.     

Understanding and management of epilepsy in a rural community in South Africa: An exploratory study

The aim of the study was to explore how people living with epilepsy in an indigenous rural South African community understood and managed their epilepsy. Six people with epilepsy were informants (male = 3, female = 3; age range = 16 to 58 years, unemployed = 5, learner = 1). They completed individual interviews on their meanings of epilepsy and also on their experiences managing the illness. The results indicated that the participants’ understanding of epilepsy is closely linked to their own experiences of the condition, as well as to cultural beliefs about seizure disorder. Moreover, they reported that the unpredictability associated with a seizure generated a greater level of distress to the participants than the fact that they had seizure disorder. The participants reported to rely on family, and both traditional and Western medicine to manage their epilepsy.     

The role of negative urgency impulsivity and financial management practices in compulsive buying

Previous research has shown that negative urgency impulsivity is associated with compulsive buying even after controlling for depression. The aim of the present study was to replicate this finding and to examine if financial management practices mediated this relationship. A community sample of 162 participants (34 male and 128 female), aged between 18 and 82 years, completed online self‐report questionnaire measures. As expected, results revealed (1) significant positive associations between compulsive buying and both negative urgency impulsivity (NUI) and psychological distress; and (2) a significant negative association between compulsive buying and financial management practices. We also found that after controlling for psychological distress (3) NUI was still significantly correlated with compulsive buying, and (4) financial management practices partially mediated the relationship between NUI and financial management practices. Our findings are consistent with an extension of the theory that compulsive buying is motivated by relieving negative mood states, positing both negative affect‐driven impulsivity and psychological distress as important factors in understanding compulsive buying. These findings also support current cognitive‐behavioural interventions for the treatment of compulsive buying that target psychological distress, NUI, and financial management practices.     

Transformational leadership,diversity climate,and job satisfaction in selected South African companies

This study investigated the relationship between transformational leadership, diversity climate, and job satisfaction in a selection of South African companies. Participants were a convenience sample of 263 employees from the Gauteng Province (white?=?69.3%). They completed measures for transformational leadership, diversity climate, and job satisfaction. Structural Equation Modelling analysis revealed transformational leadership to directly predict job satisfaction and diversity climate, and to mediate the relationship between transformational leadership and job satisfaction. Moreover, transformational leadership directly and positively predicted quality of workplace diversity climate. Future leaders and managers should leverage an organisation’s diversity climate for job satisfaction applying transformational leadership strategies.     

Negative Emotion in the Workplace: Employee Jealousy and Envy

Nine hypotheses were developed from the emerging literature on negative emotion in the workplace. In order to test these hypotheses, the responses of 167 employed master's students to measures of individual differences (self-esteem and Machiavellianism), work unit attributes (autonomy, competitive reward, and supervisory considerateness) and personal response variables (sense of control, organization-based self-esteem, and propensity to quit) were analyzed with bivariate and hierarchical regression analyses. Results of these analyses were generally supportive of the predicted relationships. Findings are interpreted as indicating the utility of the constructs of employee jealousy and envy for understanding individual experiences of interpersonal stress.     

Employees’ perception of diversity management practices: scale development and validation

Scholars and practitioners are paying increasing attention to diversity management (DM). Despite this increase and an expanding literature, there exists a lack of psychometrically sound scales to measure DM practices and none that capture employees’ perception of DM practices (EPDMP). This dearth in literature has thus hindered DM research. To fill the gap, in the present paper, using a qualitative study and 3 quantitative studies in a sample of 590 employees across various sectors in the UK, a 9-item uni-dimensional EPDMP scale is developed and validated. Results from content adequacy, reliability, convergent, discriminant, nomological and incremental predictive validity assessments provide support for the measures use in diagnostic and theory testing efforts. This paper concludes with a discussion of the implications for theory, management practice and future research.     

Counter-narratives in context: The role of the organisation and broader culture in psychic splitting among South African survivors of intimate partner violence

Chronic trauma, shame and psychopathology, as well as the association between them, are acutely understudied, both in South African and internationally. The focus of this article is on chronic trauma of a particular kind, intimate partner violence (IPV) and the development of a specific form or shame-related psychopathology, the splitting of self and how this splitting may be further facilitated or exacerbated by the contexts in which people live. The (counter) narratives of three women are presented. These (counter) narratives demonstrate the presence of both a concealed and shameful authentic self, and the socially conforming projected false self, two polarised parts of the psyche. It is argued that the organisational context, a shelter for survivors of IPV, which has a strong ethos centred around advocacy and human rights and which promotes a strong message of personal empowerment and agency, may unintentionally exacerbate the psychic split in women who have been subjugated at a broader (predominantly patriarchal) cultural level their whole lives. Participants’ resistance narratives were often characterised by inconsistencies and contradictions which oscillated between supporting mainstream cultural narratives and organisationally driven, active resistance against the cultural context from which they came. However, resistance narratives often felt thinly veiled and inauthentic, which is one of the problems with interventions in resource constrained settings which are necessarily time-limited. To fully and completely counter the cultural message that has been the focus of participants’ lifelong gendered socialisation, long-term and in depth interventions at organisational level are needed. These ideas are not only relevant to the South African setting, but have wider application internationally.     

The social and academic adjustment experiences of first-year students at a historically disadvantaged peri-urban university in South Africa

The goal of the research was to explore the social and academic experiences of first-year students at a peri-urban university in South Africa. Eighteen students (females = 50%, mean age = 19.88 years), participated in focus group discussions on their experiences of social and academic adjustment. Data were analysed using Thematic Content Analysis. The study found that first-year students reported both positive and negative adjustment experiences. Positive academic adjustment experiences included academic and financial support, and negative ones included unsupportive lecturers and departments, workload and lack of accommodation. Positive social adjustment experiences included social and emotional support and independence, while negative experiences were experienced as disintegration which included aspects of social isolation and homesickness. First-year students’ experiences carry both benefits and costs to their sense of well-being as learners.     

Correspondence: Mental health care in South Africa

Shame has been an insufficiently studied emotion in psycho-analytic literature until recently, mainly because it tended to be ‘absorbed’ under the concept of guilt. Now it is recognized as a powerful affect of pregenital origin, linked with narcissism and the ego ideal. Shame can be a motivation for achievements and social adaptation, it can protect an individual's integrity and can be a modulator of interpersonal relatedness; it can also function as a defence or initiate psychopathological states, such as depression, self-alienation, identity confusion or acting out. In adolescence shame is a ubiquitous phenomenon, as this developmental stage consists of all the parameters that can trigger feelings of shame. The emotional regression connected with the emergence of primitive impulses, conflicts and defences; the grandiose phantasies and the increased narcissism; the preoccupation with bodily functions and body image; the tendency to idealization and the need for social acceptance constitute the matrix within which shame and shame-derived feelings can develop. Shame is discussed as it is experienced by young patients and often by the therapist. Shame in the countertransference and during supervision is also considered. Stress is put on the importance of taking shame into account as a fundamental factor in psychotherapy with adolescents, particularly in relation to the establishment of the therapeutic relationship, understanding and interpretations. The thesis is illustrated with clinical vignettes.     

Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes

Recent news reports have focused attention on dramatic instances of workplace violence—extreme acts of aggression in work settings. It is suggested here that such actions, while both tragic and frightening, are only a small part of a much larger problem of workplace aggression—efforts by individuals to harm others with whom they work or the organizations in which they are employed. The present study investigated two major hypotheses with respect to such aggression: 1) contrary to what media reports suggest, most aggression occurring in work settings is verbal, indirect, and passive rather than physical, direct, and active; 2) recent changes in many organizations (e.g., downsizing, increased workforce diversity) have generated conditions that may contribute to the occurrence of workplace aggression. A survey of 178 employed persons provided partial support for both predictions. Verbal and passive forms of aggression were rated as more frequent by participants than physical and active forms of aggression. In addition, the greater the extent to which several changes had occurred recently in participants' organizations, the greater the incidence of workplace aggression they reported. © 1996 Wiley-Liss, Inc.