Papers by Lize AE Booysen
This is the introduction to the RESEARCH HANDBOOK OF INTERNATIONAL AND COMPARATIVE PERSPECTIVES O... more This is the introduction to the RESEARCH HANDBOOK OF INTERNATIONAL AND COMPARATIVE PERSPECTIVES ON DIVERSITY MANAGEMENT (Elgar Publishing) that finds its place in a series of volumes on international perspectives on equality and diversity management addressing the need to expand the study of equality and diversity management beyond the USA and to question basic assumptions inherent in these concepts as theorized in the USA. Contrary to the previous two volumes where each chapter focused on one country, in this volume each chapter provides a comparison of between 2 and 18 countries.
Journal of Leadership Studies, 2015
Gender, Work & Organization, 2015
ABSTRACT
... challenges the dominant management paradigm. This paper highlights some significant differenc... more ... challenges the dominant management paradigm. This paper highlights some significant differences regarding culture and leadership values between African black and white managers in South Africa. The results show that the ...
South Africans have experienced major changes in the landscape of employment relations in organis... more South Africans have experienced major changes in the landscape of employment relations in organisations over the past two decades. Although numerous pieces of legislation have been put in place to achieve greater social justice, progress in redressing unfair discrimination in the workplace has been slow and uneven. This article aims, through an in-depth descriptive case analysis, to identify barriers to the implementation of Employment Equity (EE) and effective retention strategies of blacks in management in South Africa. This study affirms the findings of national and international research that claim that lack of communication and shared understanding of EE, white male dominated organisational culture, low leadership commitment and inconsistency in EE implementation are major barriers to effective EE implementation and retention of black employees. This study identified several new barriers to EE and retention: these include the role of white fear and the lack of meaningful engagement of white male employees.
South African Journal of Economic and Management Sciences, Feb 21, 2013
Gender Work and Organization
ABSTRACT
An introduction to the International handbook on Diversity Management at Work, Edward Elgar publi... more An introduction to the International handbook on Diversity Management at Work, Edward Elgar publishing, 2010, pages 1 to 10
South Africans have experienced major changes in the landscape of employment relations in organis... more South Africans have experienced major changes in the landscape of employment relations in organisations over the past two decades. Although numerous pieces of legislation have been put in place to achieve greater social justice, progress in redressing unfair discrimination in the workplace has been slow and uneven. This article aims, through an in-depth descriptive case analysis, to identify barriers to the implementation of Employment Equity (EE) and effective retention strategies of blacks in management in South Africa. This study affirms the findings of national and international research that claim that lack of communication and shared understanding of EE, white male dominated organisational culture, low leadership commitment and inconsistency in EE implementation are major barriers to effective EE implementation and retention of black employees. This study identified several new barriers to EE and retention: these include the role of white fear and the lack of meaningful engagement of white male employees.
International Journal of Cross Cultural Management
Conflicts are an inherent part of organizational life, particularly when diverse people work toge... more Conflicts are an inherent part of organizational life, particularly when diverse people work together. When conflicts based on social identity arise (e.g. a conflict of gender-based tension) how one would respond as a leader to deal with the conflict may be influenced by one’s group membership. A comparative field study using 218 male and female employees from the United States and South Africa examined the influence of gender and national culture on how helpful leadership responses indicative of respect and equality are to a hypothetical scenario depicting a conflict of gender-based tension. Results show a main effect of gender: women believed acting as a leader in a manner indicative of respect and equality would be more helpful in dealing with the conflict of gender-based tension than men believed. There was no main effect for national culture, but an interaction of gender and national culture existed. A discussion of findings, limitations, and future research conclude this study.
Cases and Exercises in Organization Development & Change, 2012
Diversity at Work: The Practice of Inclusion, 2013
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Papers by Lize AE Booysen
DIVERSITY MANAGEMENT (Elgar Publishing) that finds its place in a series of volumes on international perspectives on equality and diversity management addressing the need to expand the study of equality and diversity management beyond the USA and to question basic assumptions inherent in these concepts as theorized in the USA.