Yvonne Trijntje Joubert

Returning to work: The cancer survivor’s transformational journey of adjustment and coping

The aim of this study was to explore cancer survivors’ return to work (RTW) experience with a specific focus on the adjustment and coping process underlying their journey. The study was conducted in the Southern Cape, South Africa, with eight cancer survivors having returned to work following successful treatment of various types of cancer. Unstructured interviews were conducted and data were analysed following the principles of hermeneutic phenomenological reflection and analysis. Four themes emerged, representing the changing adjustment responses and coping during the RTW journey. Participants evolve from being overwhelmed with emotions and applying avoidant coping to seeking understanding and positive affectivity in their attempt to comprehend the reality of their situation. Participants’ external locus of control change to a more active approach and problem-solving orientation, demonstrating a need to take control and responsibility. Ultimately, adjustment and coping become most constructive when cancer survivors resolve to re-assess life and self through meaning-making, resulting in renewed appreciation of life, appropriate life style changes, and regained confidence in their relational role. A process perspective is proposed to facilitate an understanding of, and working with, cancer survivors’ transition through the RTW journey towards optimal coping phases.

Workplace diversity in South Africa: Its qualities and management

This qualitative study explored diversity management strategies used by South African financial institutions. The sample included 72 employees (33.33% females; 39.08% Indigenous African language speakers). Of the participants, 44.45% were white, 28.57% were black, 22.22% were Indian, and 4.78% were from the Coloured population group. The participants completed focus-group interviews or individual interviews on their workplace diversity experiences and its management. Themes emerging from Atlas.ti and Tesch’s data analyses included the consensus view that effective diversity management proactively addressed cultural differences, stereotyping, prejudice, discrimination, misunderstandings, communication gaps, and conflict due to organisational hierarchical levels. Organisational competitiveness is enhanced through client focused services and an employee valuing work environment. However, some of the employees also viewed diversity initiatives as costly, time-consuming, and forced on employees.

Sports contribution to open communication in a workplace: a qualitative study

This study explored employees’ perceptions of the contribution that conversations about sport have on workplace social bonding. Participants were 63 sport participants from nine different financial organisations in the Gauteng region of South Africa (33% were female and 67% were male). The ages of participants ranged from 21 years to 43 years. Data regarding the contribution that sport has on open communication in the workplace were collected from the participants using focus group discussions and individual interviews. The results indicate that conversations about sport facilitated organisation social bonding and quality of service.

Organizational team sport as a diversity management intervention: A qualitative study

An increasing number of organizations in South Africa are introducing formal organizational team sport activities, without any scientific knowledge on whether participation in these activities holds benefits for the management of diversity in the organization. The purpose of this research was to identify the indicators of an organizational team sport intervention that contributes to the effective management of a diverse workforce. The qualitative exploratory study was conducted among 63 sport participants of 9 financial organizations that participate in organizational team sport. The data were collected by means of focus group interviews. The results indicate that organizational team sport interventions hold benefits such as competitiveness, same goals, open communication, friends, trust and respect, learn from one another, commitment, and less stereotyping. The benefits that organizational team sport interventions hold for the company are better client service, employees work in harmony, they are healthier and motivated, they have good interpersonal relationships, and the company is more profitable and can make social investments. Therefore, organizational team sport contributes towards an organization’s requirements for an effective workforce. The findings of this study contribute valuable new knowledge to the literature on organizational team sport as an intervention for diversity management.

Challenges Experienced with Online Tutoring in an ODL Institution

The objectives of this exploratory qualitative study were to determine the challenges of online teaching that were experienced by e-tutors in an open distance learning (ODL) institution, and to suggest possible solutions to overcome these challenges. The study was conducted with a sample of 31 (out of a total of 50) e-tutors in the Human Resource Management Department. Two main open-ended questions were sent to e-tutors in this department via email, to be completed on a voluntary basis. The results indicated that the e-tutors experience challenges such as low participation and lack of commitment by students. Students prefer to interact with the lecturers directly, there is limited or no interaction between lecturers and e-tutors, the e-tutors experience a sense of isolation and feel that their training is inadequate, and students are unclear about the role of the e-tutor, have limited access to technology and experience administrative problems. By analysing the findings of the literature review, as well as the results of the exploratory qualitative study, the researchers were able to identify the solutions by means of which an ODL institution can overcome the challenges of e-tutoring and ensure greater success for both students and the institution.