Enablers and constraints women encounter in advancing to senior managerial positions: Case of South African Military Health Institutions in the Western Cape

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dc.contributor.advisorKhoza, Lindiwe Mhakamunien_ZA
dc.contributor.authorCox, Rashaaden_ZA
dc.contributor.authorDalton, Wayneen_ZA
dc.contributor.otherStellenbosch University. Faculty of Military Science. School for Defence Organisation and Resource Management.en_ZA
dc.date.accessioned2022-09-27T12:23:30Z
dc.date.accessioned2023-01-16T12:40:25Z
dc.date.available2022-09-27T12:23:30Z
dc.date.available2023-01-16T12:40:25Z
dc.date.issued2022-12
dc.descriptionThesis (MMil)--Stellenbosch University, 2022.en_ZA
dc.description.abstractENGLISH ABSTRACT: Women to top management positions in the private and public sector in Africa has made good progress. South Africa, in particular, has made notable progress in narrowing the gender gap since 2004. The percentage of women MP’s has increased from 33% in 2004 to 46% in 2019. However, women appear to remain underrepresented on senior management in one of South Africa’s historically male dominated departments, the DOD. The purpose of this case study was to determine the enablers and constraints that women encounter in advancing to managerial positions in Military Health Institutions in the Western Cape. The objectives of the study were to determine the progress made in advancement of women to senior managerial positions in accordance with legislative prescripts; the factors that women experience as enablers in advancing to senior managerial positions; the factors that women experience as constraints in advancing to senior managerial positions; the implications for advancement of women to senior managerial positions for achieving of the strategic objectives of Military Health Institutions. A mixed-method single case study approach was employed to answer the main research question: “What are the enabling and constraining factors women encounter in advancing to senior managerial positions” Qualitative data were collected by means of semi-structured interviews, open-ended questionnaires and through SANDF document analysis. Biographic and background information collected through close-ended questions in the research questionnaire and interviews, personnel post profiles, and Unit post structures sourced from military Units targeted in this study have all been reported as frequency statistics. These sources have been statistically analysed as they emerged from literature as either enablers of, or constraints to women progressing to senior managerial positions. The total population for this study consisted of 113 women officers. But due to Covid-19 regulations, Units worked staggered hours, thus the researcher only managed to reach 67 members, 36 of whom completed the questionnaires. Interviews were conducted with OCs, HODs of Human Resource departments, and RSMs from Military Health Institutions in the Western Cape. The results from different sources were integrated and analysed according to the Micro-individual, Meso-organisational, and Macro socio-cultural levels of the multi-relational framework. It emerged from the results that women are relatively well represented in OIC and HOD positions, but no women to date had held an Officer Commanding (OC) post. Gender equality policies are in place, and it is expected of all organisations and businesses to comply, including the SANDF. Thus, it can be argued that on meso level, the organisation neglected to comply with the legislative prescripts introduced on macro level. Compliance with legislative prescripts will ensure gender parity and diversity on all senior managerial levels, thus giving women the opportunity to contribute to the strategic objectives of the country, the DOD, and the SANDF. One limitation of the study is the low response rate by participants in the study, which may be attributed to participants’ busy schedule as they were compelled to provide essential services during national Covid-19 pandemic measures. It is recommended that future studies should include one of South Africa’s major Military Health Institutes, 2 Military Hospital in Wynberg, Cape Town, and all women officers in all areas of specialisations, not only the departments identified for this study. Future research should also focus on whether the DOD and SANDF comply with legislative prescripts in terms of gender equality on all managerial levels.en_ZA
dc.description.abstractAFRIKAANSE OPSOMMING: Die opheffing van vroue tot topbestuursposisies in beide die privaatsektor en openbare sektor in Afrika het groot vordering gemaak. Suid-Afrika, in besonder, het sedert 2004 merkbare vordering in die verkleining van die geslagsgelykheidsgaping gemaak. Die persentasie SA vroue as LPs het van 33% in 2004 tot 46% in 2019 toegeneem. Vroue bly egter onderverteenwoordig op senior bestuursvlak in een van Suid-Afrika se histories manlike-gedomineerde departemente, die Departement van Verdediging (DvV). Die doel van hierdie studie was om die bemagtigers en beperkings wat vroue ervaar in hul pogings om die bestuursleer te klim in Militere Gesondheidsinstellings (MGIs) in die Wes-Kaap te bepaal. Die doelwitte van die studie was om die volgende te ondersoek: vordering gemaak met die bevordering van vroue tot senior bestuursposisies ooreenkomstig wetgewing; faktore wat vroue ervaar as bemagtigers vir bevordering tot senior bestuursposisies; faktore wat vroue ervaar as beperkinge in hul pogings om tot senior bestuursposisies bevorder te word; die implikasies van bevordering van vrouens in senior bestuursposisies vir die bereiking van strategiese doelwitte van Militere Gesondheidsinstellings (MGIs). ‘n Gemengde-metode, enkel-gevallestudiebenadering is gevolg om die hoofnavorsingsvraag te beantwoord. Kwalitatiewe data is met behulp van semi-gestruktureerde onderhoude, oopeinde vrae en analisering van SANW-dokumente versamel. Biografiese en agtergrondinligting wat deur geslote vrae in die navorsingsvraelys en navorsingsonderhoude versamel is, posprofiele van personeel, en eenheidsposstrukture wat by Militere Eenhede bekom is, is gesamentlik as frekwensie statistiek opgeskryf. Die data is met inagneming van bemagtigers en beperkers wat uit die literatuur ontgin is, statisties ontleed. Die totale populasie vir hierdie navorsing het uit 113 DvV-werknemers bestaan. Maar, as gevolg van Covid-19-regulasies is Eenheidslede genoodsaak om ongereelde ure te werk, dus kon die navorser slegs 67 respondente bereik, waarvan 36 die vrealyste voltooi het. Onderhoude is met Bevelvoerders, Hoofde van Menslike Hulpbrondepartemente, senior en junior offisere, en Regiment Sersant-Majore van MGIs in die Wes-Kaap gevoer. Die resultate onttrek uit verskillende bronne is ooreenkomstig die Mikro-individuele, Meso-organisatoriese en Makro-sosiaalkulturele vlakke van die multi-relasionele raamwerk geïntegreer en geanaliseer. Volgens resultate van hierdie navorsing blyk dit dat vroue relatief goed op Offisier-in-en hoofde van departementsampte verteenwoordig word. Geen vrou is egter tot op datum in ‘n Bevelvoerende Offisierspos aangestel nie. Geslagsgelykheidsbeleid bestaan, en daar word van alle SA organisasies en ondernemings, ook die SANW, verwag om gehoor te gee aan sodanige beleid. Daarom kan ‘n argument daarvoor uitgemaak word dat die organisasie op meso-vlak nagelaat het om die wetgewing wat op makro-vlak bepaal word te gehoorsaam. Vlak van nakoming van wetgewing moet bepaal word om geslagspariteit en diversiteit op alle bestuursvlakke te verseker, sodat vroue die geleentheid gebied kan word om tot die strategiese doelwitte van die land, die DvV en SANW by te dra. Een van die beperkings van die navorsing is die lae terugvoerreaksie van deelnemers aan die studie, wat aan deelnemers se abnormale en besige dagprogramme toegeskryf kan word, aangesien hul verplig was om noodsaaklike dienste te lewer tydens gereguleerde optrede in die bekamping van die Covid-19 pandemie. Die navorser beveel aan dat toekomstige studies verwant aan die huidige onderwerp een van die grootste MGI in SA, 2 Militere Hospitaal in Wynberg, Kaapstad, sal insluit, sowel as alle vroue-offisiere op onderskeie spesialisasiegebiede, nie slegs die departemente wat deur hierdie navorsing geteiken is nie. Toekomstige navorsing kan ook ondersoek of, en tot welke mate, die DvV en SANW wetgewing oor geslagsgelykheid op alle bestuursvlakke nakom.af_ZA
dc.description.versionMastersen_ZA
dc.format.extentvii, 178 pagesen_ZA
dc.identifier.urihttp://hdl.handle.net/10019.1/125899
dc.language.isoen_ZAen_ZA
dc.publisherStellenbosch : Stellenbosch Universityen_ZA
dc.rights.holderStellenbosch Universityen_ZA
dc.subjectSouth African Military Health Serviceen_ZA
dc.subjectSANDFen_ZA
dc.subjectSouth African National Defence Forceen_ZA
dc.subjectCOVID-19 (Disease)en_ZA
dc.subjectEqualityen_ZA
dc.subjectWomen executivesen_ZA
dc.subjectInhibitionen_ZA
dc.subjectSupport services (Management)en_ZA
dc.subjectUCTD
dc.titleEnablers and constraints women encounter in advancing to senior managerial positions: Case of South African Military Health Institutions in the Western Capeen_ZA
dc.typeThesisen_ZA
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