Assessing the Role of Women on Small-Scale Agribusiness at Wincanton Estate in Kariega, South Africa
- Authors: Zalwango, Joanita
- Date: 2023-04
- Subjects: Leadership in women , Women in agriculture --Eastern Cape – Kariega , Climate change -- Kariega
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/61054 , vital:69690
- Description: Agricultural development is a prerequisite for most economies to grow. Agricultural activities are key to food security and sustaining livelihoods globally. Within the African continent, more women are employed in agriculture and agribusiness activities than other sectors. As main contributors to the labour force in the agricultural sector, women get involved in many agricultural and agribusiness activities to sustain their families. With over 60% of women in Sub–Saharan Africa involved in agriculture, there is need to explore and assess the role they play in promoting agribusiness with special focus on Kariega, in South Africa. The identified participants in the study, as self-employed farmers, participate in agribusiness, thereby creating employment opportunities whilst generating personal incomes. Several benefits to female involvement in agribusiness were identified, including the ability to sustain families, stable cash flow, and empowerment. Several challenges were identified, including adequate capital, inaccessibility to private land, droughts, water scarcity, climate change effects and stigmatisation. Through a feminist qualitative methodology, the study utilised semi- structured interviews to collect data from 10 women involved in agribusiness around Kariega, Nelson Mandela Bay. Themes from the findings are analysed to highlight the important role played by women toward agribusiness, their achievements, government and private sector role and the hinderances still faced by these women in agricultural cooperatives. Discussion from the analysis included a framework of recommendations, for policy makers, development practitioners and future researchers. The study found that all stakeholders involved in the agricultural sector should work together for sustainable agricultural development and sustainable development goals to be achieved. Sustainability among women farmers can be achieved by (a) Increasing government intervention and support (b) Climate smart agriculture practices (c) Overcoming stigmatisation (d) Encouraging and involving the youth (e) Diversification and integration of farm businesses and (f) Using contract farming. , Thesis (MSc) -- Faculty of Science, School of Environmental Sciences, 2023
- Full Text: false
- Date Issued: 2023-04
Assessing the Role of Women on Small-Scale Agribusiness at Wincanton Estate in Kariega, South Africa
- Authors: Zalwango, Joanita
- Date: 2023-04
- Subjects: Leadership in women , Women in agriculture --Eastern Cape – Kariega , Climate change -- Kariega
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/61054 , vital:69690
- Description: Agricultural development is a prerequisite for most economies to grow. Agricultural activities are key to food security and sustaining livelihoods globally. Within the African continent, more women are employed in agriculture and agribusiness activities than other sectors. As main contributors to the labour force in the agricultural sector, women get involved in many agricultural and agribusiness activities to sustain their families. With over 60% of women in Sub–Saharan Africa involved in agriculture, there is need to explore and assess the role they play in promoting agribusiness with special focus on Kariega, in South Africa. The identified participants in the study, as self-employed farmers, participate in agribusiness, thereby creating employment opportunities whilst generating personal incomes. Several benefits to female involvement in agribusiness were identified, including the ability to sustain families, stable cash flow, and empowerment. Several challenges were identified, including adequate capital, inaccessibility to private land, droughts, water scarcity, climate change effects and stigmatisation. Through a feminist qualitative methodology, the study utilised semi- structured interviews to collect data from 10 women involved in agribusiness around Kariega, Nelson Mandela Bay. Themes from the findings are analysed to highlight the important role played by women toward agribusiness, their achievements, government and private sector role and the hinderances still faced by these women in agricultural cooperatives. Discussion from the analysis included a framework of recommendations, for policy makers, development practitioners and future researchers. The study found that all stakeholders involved in the agricultural sector should work together for sustainable agricultural development and sustainable development goals to be achieved. Sustainability among women farmers can be achieved by (a) Increasing government intervention and support (b) Climate smart agriculture practices (c) Overcoming stigmatisation (d) Encouraging and involving the youth (e) Diversification and integration of farm businesses and (f) Using contract farming. , Thesis (MSc) -- Faculty of Science, School of Environmental Sciences, 2023
- Full Text: false
- Date Issued: 2023-04
African feminism(s) as it informs the experiences of African women leaders at universities in South Africa
- Authors: Tau, Siphokazi
- Date: 2022-04
- Subjects: Feminisms--Africa , Leadership in women , Higher education -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/59991 , vital:62731
- Description: The South African higher education geography is one that is met with contesting ideas. The establishment of the university in Africa was a project to mimic the exclusionary nature of the western university. Of centering a particular knowledge and way of being, leaving African women and other marginalised groups outside of the culture of the space and away from the possibility of being knowledge producers. The end of Apartheid, signaled an opportunity for new policies that address racial, gendered and various other lines of oppression and marginalisation. Universities, Technical and Vocational Education and Training (TVET) colleges with different histories were merged to make way for the new South Africa. Access to institutions of higher education opened up across geographies, making way for a multicultural student and staff demographic. This transformation has also led to the transformation of the leadership structures of such spaces, with currently only five institutions being led by female and women, out of twenty-six in the country. The aim of this study is to understand the experiences of African women who are leaders in universities, focusing on how they negotiate a history of being excluded in the space with the present context of being able to influence the future of higher education. Using an African feminist lens, I draw on five individual interviews and secondary data from previous studies to excavate phenomenological experiences. The findings reveal that feminist traits of equality of social justice are integral in how the participants perform their leadership. The findings also show experiences of belonging in the culture of the university cause a great deal of tension of which the leaders are constantly working to change, to establish different cultures of being and existing in the South African university. , Thesis (MA) -- Faculty of Humanities, School of governmental science and social sciences, 2022
- Full Text:
- Date Issued: 2022-04
- Authors: Tau, Siphokazi
- Date: 2022-04
- Subjects: Feminisms--Africa , Leadership in women , Higher education -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/59991 , vital:62731
- Description: The South African higher education geography is one that is met with contesting ideas. The establishment of the university in Africa was a project to mimic the exclusionary nature of the western university. Of centering a particular knowledge and way of being, leaving African women and other marginalised groups outside of the culture of the space and away from the possibility of being knowledge producers. The end of Apartheid, signaled an opportunity for new policies that address racial, gendered and various other lines of oppression and marginalisation. Universities, Technical and Vocational Education and Training (TVET) colleges with different histories were merged to make way for the new South Africa. Access to institutions of higher education opened up across geographies, making way for a multicultural student and staff demographic. This transformation has also led to the transformation of the leadership structures of such spaces, with currently only five institutions being led by female and women, out of twenty-six in the country. The aim of this study is to understand the experiences of African women who are leaders in universities, focusing on how they negotiate a history of being excluded in the space with the present context of being able to influence the future of higher education. Using an African feminist lens, I draw on five individual interviews and secondary data from previous studies to excavate phenomenological experiences. The findings reveal that feminist traits of equality of social justice are integral in how the participants perform their leadership. The findings also show experiences of belonging in the culture of the university cause a great deal of tension of which the leaders are constantly working to change, to establish different cultures of being and existing in the South African university. , Thesis (MA) -- Faculty of Humanities, School of governmental science and social sciences, 2022
- Full Text:
- Date Issued: 2022-04
Success factors for women in leadership in South Africa
- Authors: Luthuli, Zandile Silingene
- Date: 2021-04
- Subjects: Leadership in women , Women executives -- South Africa , Leadership -- South Africa
- Language: English
- Type: Master'sl theses , text
- Identifier: http://hdl.handle.net/10948/51776 , vital:43371
- Description: The purpose of the study was to gain an understanding of how women in leadership positions cope with the challenges associated with their roles and responsibilities, particularly in gender biased institutions where senior positions are predominantly occupied by males. The premise of the study is based on historical challenges associated with gender inequality. Notwithstanding women’s generous characteristics, women have been imperilled to experience gender inequality, societal stigma, and stereotypes. Consequentially, the research question was to determine the success factors and challenges of women in leadership positions in South Africa. The study seeks to determine and understand the impact on female leaders of their education level, family structure, stereotype, leadership style and organisational composition. The research was conducted by undertaking a literature review and conducting interviews using a semi-structured written questionnaire guide. Due to the rules and regulations of COVID-19 which require minimal physical face to face interaction and social distancing to reduce the spread of the virus, the interviews were conducted through Zoom video conferencing. The study revealed that most women in leadership positions are between 40 and 60 years of age. While supportive family structures provide strong moral support and enhance the opportunity to succeed, the educational level and self-belief also have a significant effect on the success of women in leadership positions in South Africa. The research findings indicate that organisational structures are not yet fully transformed to accommodate women as leaders in their management structures; therefore, organisational structure and stereotypes have a negative effect on the success of women in leadership positions in South Africa. Women in leadership positions in South Africa are still faced with stereotypic stigma challenges emanating from both society and public institutions’ inherent gender inequality. , Thesis (MA) -- Faculty of Business and Economic Sciences , Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Luthuli, Zandile Silingene
- Date: 2021-04
- Subjects: Leadership in women , Women executives -- South Africa , Leadership -- South Africa
- Language: English
- Type: Master'sl theses , text
- Identifier: http://hdl.handle.net/10948/51776 , vital:43371
- Description: The purpose of the study was to gain an understanding of how women in leadership positions cope with the challenges associated with their roles and responsibilities, particularly in gender biased institutions where senior positions are predominantly occupied by males. The premise of the study is based on historical challenges associated with gender inequality. Notwithstanding women’s generous characteristics, women have been imperilled to experience gender inequality, societal stigma, and stereotypes. Consequentially, the research question was to determine the success factors and challenges of women in leadership positions in South Africa. The study seeks to determine and understand the impact on female leaders of their education level, family structure, stereotype, leadership style and organisational composition. The research was conducted by undertaking a literature review and conducting interviews using a semi-structured written questionnaire guide. Due to the rules and regulations of COVID-19 which require minimal physical face to face interaction and social distancing to reduce the spread of the virus, the interviews were conducted through Zoom video conferencing. The study revealed that most women in leadership positions are between 40 and 60 years of age. While supportive family structures provide strong moral support and enhance the opportunity to succeed, the educational level and self-belief also have a significant effect on the success of women in leadership positions in South Africa. The research findings indicate that organisational structures are not yet fully transformed to accommodate women as leaders in their management structures; therefore, organisational structure and stereotypes have a negative effect on the success of women in leadership positions in South Africa. Women in leadership positions in South Africa are still faced with stereotypic stigma challenges emanating from both society and public institutions’ inherent gender inequality. , Thesis (MA) -- Faculty of Business and Economic Sciences , Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
Mentoring as a strategy to develop leadership potential of female employees
- Authors: Potgieter, Deidre
- Date: 2009
- Subjects: Mentoring in business , Leadership in women , Women employees
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:9278 , http://hdl.handle.net/10948/1472 , Mentoring in business , Leadership in women , Women employees
- Description: Institutions of higher learning should be doing leadership development of females to enhance the gender balance. The number of females employed in South African higher education is almost equal to the number of males, yet the highest proportions of females continue to hold the lowest academic and support positions. To compound the problem, after attracting suitable female staff, institutions do not have programmes to encourage them to remain within the system. Females need to surmount extra hurdles to be considered as leaders, and have different experiences of organisations from those of their male peers. Research suggests that women have the qualifications, skills and experiences required for leadership. This study aimed to look at mentoring as a strategy to enhance female leadership development. A literature review was conducted to understand the term mentoring and all related aspects. The aspects included the functions and phases of mentoring, as well as the process of a mentoring programme. Recently organisations have begun to realise how important mentoring can be to their success. Research has shown that mentoring facilitates leadership development through the career and psycho-social functions that the relationship provides. The study also investigated gender and leadership, and highlighted the barriers faced by women. The empirical part of this study was to determine employees‘ perceptions of mentoring. It was conducted in a Higher Education Institution. Random sampling was used to select respondents. The sample size consisted of 110 respondents. A structured pre-coded questionnaire was used to collect the data. The data was analysed Abstract Page iii using the relevant statistical package. Independent t-tests and analysis of variance techniques were used to determine statistically significant differences in perceptions between groups according to race, qualifications, period of employment and the type of appointment (academic/administrative). Statistically significant differences were found between race groups and the period of employment. Qualification and type of appointment did not significantly affect employees‘ responses. The major findings indicate a general congruence towards mentoring as a suitable strategy to enhance female leadership development. Institutional barriers were identified and the organisation needs to acknowledge and understand the organisational culture before embarking on this process. The theoretical and practical implications of the findings are discussed and recommendations based on these findings are provided.
- Full Text:
- Date Issued: 2009
- Authors: Potgieter, Deidre
- Date: 2009
- Subjects: Mentoring in business , Leadership in women , Women employees
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:9278 , http://hdl.handle.net/10948/1472 , Mentoring in business , Leadership in women , Women employees
- Description: Institutions of higher learning should be doing leadership development of females to enhance the gender balance. The number of females employed in South African higher education is almost equal to the number of males, yet the highest proportions of females continue to hold the lowest academic and support positions. To compound the problem, after attracting suitable female staff, institutions do not have programmes to encourage them to remain within the system. Females need to surmount extra hurdles to be considered as leaders, and have different experiences of organisations from those of their male peers. Research suggests that women have the qualifications, skills and experiences required for leadership. This study aimed to look at mentoring as a strategy to enhance female leadership development. A literature review was conducted to understand the term mentoring and all related aspects. The aspects included the functions and phases of mentoring, as well as the process of a mentoring programme. Recently organisations have begun to realise how important mentoring can be to their success. Research has shown that mentoring facilitates leadership development through the career and psycho-social functions that the relationship provides. The study also investigated gender and leadership, and highlighted the barriers faced by women. The empirical part of this study was to determine employees‘ perceptions of mentoring. It was conducted in a Higher Education Institution. Random sampling was used to select respondents. The sample size consisted of 110 respondents. A structured pre-coded questionnaire was used to collect the data. The data was analysed Abstract Page iii using the relevant statistical package. Independent t-tests and analysis of variance techniques were used to determine statistically significant differences in perceptions between groups according to race, qualifications, period of employment and the type of appointment (academic/administrative). Statistically significant differences were found between race groups and the period of employment. Qualification and type of appointment did not significantly affect employees‘ responses. The major findings indicate a general congruence towards mentoring as a suitable strategy to enhance female leadership development. Institutional barriers were identified and the organisation needs to acknowledge and understand the organisational culture before embarking on this process. The theoretical and practical implications of the findings are discussed and recommendations based on these findings are provided.
- Full Text:
- Date Issued: 2009
A phenomenological investigation of a female leader's perceptions and experience of discrimination in the work place
- Authors: Mabovula, Nonceba
- Date: 2003
- Subjects: Sex discrimination against women , Sex discrimination in employment , Women -- Employment , Sexual division of labor , Women -- Economic conditions , Sex role in the work environment , Leadership in women
- Language: English
- Type: Thesis , Masters , MEd
- Identifier: vital:1699 , http://hdl.handle.net/10962/d1003582 , Sex discrimination against women , Sex discrimination in employment , Women -- Employment , Sexual division of labor , Women -- Economic conditions , Sex role in the work environment , Leadership in women
- Description: Women are now making their mark in virtually every economic sector including traditionally male strongholds of engineering, heavy transport, construction and manufacturing. Probably the most spectacular progress by women has been in the public sector. Many women now have voting rights, follow careers which demand that they work outside of the home, enjoy professional status equal to their male compatriots, occupy top leadership positions in their societies and, furthermore, fulfil their traditional roles of wife and mother. The present study is an attempt to explore a female eader’s perceptions and experience of discrimination in her place of work. The problem has been that although there have been significant changes in women’s increased representation in recent years, it is believed that women who succeed in obtaining top management posts still have to deal with unfair barriers. These need to be more carefully explored and understood. In this study I focus on one female leader’s perceptions and experiences of leadership in an institution of higher learning. The advantages and disadvantages of such a small case study are discussed later. A phenomenological approach was used for obtaining information pertaining to the phenomenon “female leadership”, because phenomenology does offer ways of understanding not offered by other research methodologies. It enables the researcher to enter the lived world of the researched, and understand events and perceptions from a fresh point of view. A semi-structured interview was used to allow the respondent freedom to elaborate on responses in whatever manner she wished. The results obtained indicate that women are in a life-world in which, apart from the general experiences shared with their male counterparts, they are also exposed to many other forms of discrimination. Some of these are subtle, and result from years of socialisation into perceived gender role expectations. I hope that what I have discovered may help to contribute to the small but growing body of literature that seeks to understand women leaders’ experiences, and perhaps in time play a role in enhancing their relative position in education and society at large.
- Full Text:
- Date Issued: 2003
- Authors: Mabovula, Nonceba
- Date: 2003
- Subjects: Sex discrimination against women , Sex discrimination in employment , Women -- Employment , Sexual division of labor , Women -- Economic conditions , Sex role in the work environment , Leadership in women
- Language: English
- Type: Thesis , Masters , MEd
- Identifier: vital:1699 , http://hdl.handle.net/10962/d1003582 , Sex discrimination against women , Sex discrimination in employment , Women -- Employment , Sexual division of labor , Women -- Economic conditions , Sex role in the work environment , Leadership in women
- Description: Women are now making their mark in virtually every economic sector including traditionally male strongholds of engineering, heavy transport, construction and manufacturing. Probably the most spectacular progress by women has been in the public sector. Many women now have voting rights, follow careers which demand that they work outside of the home, enjoy professional status equal to their male compatriots, occupy top leadership positions in their societies and, furthermore, fulfil their traditional roles of wife and mother. The present study is an attempt to explore a female eader’s perceptions and experience of discrimination in her place of work. The problem has been that although there have been significant changes in women’s increased representation in recent years, it is believed that women who succeed in obtaining top management posts still have to deal with unfair barriers. These need to be more carefully explored and understood. In this study I focus on one female leader’s perceptions and experiences of leadership in an institution of higher learning. The advantages and disadvantages of such a small case study are discussed later. A phenomenological approach was used for obtaining information pertaining to the phenomenon “female leadership”, because phenomenology does offer ways of understanding not offered by other research methodologies. It enables the researcher to enter the lived world of the researched, and understand events and perceptions from a fresh point of view. A semi-structured interview was used to allow the respondent freedom to elaborate on responses in whatever manner she wished. The results obtained indicate that women are in a life-world in which, apart from the general experiences shared with their male counterparts, they are also exposed to many other forms of discrimination. Some of these are subtle, and result from years of socialisation into perceived gender role expectations. I hope that what I have discovered may help to contribute to the small but growing body of literature that seeks to understand women leaders’ experiences, and perhaps in time play a role in enhancing their relative position in education and society at large.
- Full Text:
- Date Issued: 2003
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