Ivan Steenkamp | Unicaf - Academia.edu (original) (raw)

Papers by Ivan Steenkamp

Ecosystems of Social Enterprises: A Systematic Literature Review, 2024

This paper analysed the ecosystem's support for social enterprises. We discussed the concept of S... more This paper analysed the ecosystem's support for social enterprises. We discussed the concept of Social Enterprises Ecosystems (SEEs). SEEs are dynamic networks influenced by institutional, economic, and ecological variables. We argue that an ecosystem is important for helping startups, especially in the beginning. Businesses are constantly seeking fresh approaches to develop and improve their innovation strategies, where resources for innovation are becoming more widely distributed and changing more frequently. Sub Saharan Africa has a lower number of small businesses compared to OECD countries and Asia. The ecosystem is essential for the success of social ventures, where value is created and shared within the ecosystem of a social organisation. To gain more insights into the ecosystems of social enterprises (SEs), a systematic literature review was conducted to synthesize literature on SEEs. The review followed academic guidelines, starting with defining SEs, defining diversity, innovation, challenges, and opportunities in the context of SEEs, retrieving a sample of literature, selecting relevant articles, synthesising the literature, and reporting results. Enhancing SEEs can lead to higher levels of capitalisation and can balance profits with social objectives. Support systems for SEs are based on the establishment of ecosystems. Ecosystem's support for organisations is important for startups, where businesses seek fresh approaches to develop and improve innovation strategies. The ecosystem is essential for the success of social ventures. The term "ecosystem" originated from academic business literature with a biological basis, where each ecosystem's dynamics depend on its specific circumstances.

Zenodo (CERN European Organization for Nuclear Research), Jul 11, 2023

UNICAF University - Zambia, 2021

UNICAF University - Zambia, 2020

UNICAF University - Zambia, 2021

UNICAF University - Zambia, 2020

UNICAF University - Zambia, 2021

Ecosystems of Social Enterprises: A Systematic Literature Review, 2024

Zenodo (CERN European Organization for Nuclear Research), Jul 11, 2023

UNICAF University - Zambia, 2021

UNICAF University - Zambia, 2020

UNICAF University - Zambia, 2021

UNICAF University - Zambia, 2020

UNICAF University - Zambia, 2021

RDW 2023 Conference Paper, 2023

South Africa is still considered the most economically, ethnically, and culturally diverse countr... more South Africa is still considered the most economically, ethnically, and culturally diverse country in the world. Ensuring that workers enjoy a level of fairness and equality in the workplace the Employment Equity Act (EEA) No. 55 of 1998 was passed into law. The purpose of the Act is to protect the rights of workers against any form of discrimination by their employers. This law also aims to correct past injustices by implementing affirmative action measures.
The Minister of Employment of Labour in South Africa recently amended the EEA of 1998 in order to regulate both sector-specific Employment Equity (EE) targets and the compliance criteria for the issuing of EE Compliance Certificates in terms of Section 53 of the EEA. These amendments will come into effect on September 1, 2023, and aim to increase opportunities for historically disadvantaged individuals, such as marginalised racial and gender groups, by increasing their workplace representation. Consequently, employees from these groups may have greater employment and career advancement opportunities. This study examines the impact and gaps of the EEA from its inception in 1998 to 2022, as well as the number of EEA reports submitted by designated employers to the South African Department of Employment and Labour in accordance with schedule 4 of the Act. For the purposes of affirmative action provisions, only employers with 50 or more employees will be deemed designated employers as of 1 September 2023. Total annual revenue will no longer be a factor. The focus between 2019 and 2022 will be briefly on determining the impact of the COVID-19 pandemic on the South African labour force, employed by the designated companies, that need to report on EE targets. This research project used a mixed-method research approach. This approach combined qualitative and quantitative research methods to collect and evaluate the data for this study. This study is based on the analysis of a series of documents and secondary data obtained from various sources for the period 1998-2022. The research questions are (1) what is the relationship between EEA and gender differences; (2) what is the relationship between the EEA and the Broad-Based Black Economic Empowerment (BBBEE) initiatives; (3) what has been the impact of the EEA on organisational change; (4) what have been the main impacts since the implementation of the EEA? This type of research enabled the researcher to contribute to the current body of knowledge, influence policy, qualitatively identify current EEA gaps, and quantify the plausibility of the results through numbers, statistical analyses, and graphs. The findings suggest that the South African Government, through the Department of Employment and Labour needs to look at the impact of the EEA on the broader workforce, especially entities that are regarded as designated employers. Areas of impact should focus on gender, empowerment and change management within these organisations.
Keywords: Broad-Based Black Economic Empowerment, employment equity, gender, change, designated employers