<abstract xmlns="http://www.w3.org/1999/xhtml">The aim of this article is to explore the dynamic of language choice and language use as well as to examine the effect of language policy on language attitudes in the Department of Correctional Services (DCS) with special reference to Pretoria Central Prison, now called Kgoši Mampuru Correctional facility where there is some resistance to the use of English as the only official language of business.A case study was conducted at this facility to find out the language attitudes of the participants towards English as the only official language of business. A questionnaire was used to evoke the participants’ attitudes and beliefs regarding the importance of the use of other official languages (indigenous languages which, like English, also have official status) in their daily lives. A total of 60 correctional services staff and 280 offenders took part in this research study. Interviews and observations were mainly carried out at the research site to triangulate the data. Only the findings from the 280 offenders will be reported in this article.The findings of this research study show that the participants were keen to use their languages of choice and favoured the language functions of their indigenous languages. The findings suggest that the prevailing language attitudes were in contrast with the aims of language policy at DCS thus making the effect of language planning not to be realized.</abstract>

Who Cares What We Speak: A Case Study at Kgoši Mampuru Correctional Facility

<abstract xmlns="http://www.w3.org/1999/xhtml">This paper examines the ethnicity as an issue prevailing upon the Kenyan society and its implication on the social, economic and political dimensions in Kenya. Devolved ethnicity has been seen to be on the arise since the county’s independence (1963) to date and therefore the distrust among communities is seen as an impediment to the socio-economic and political developments in Kenya. Moreover, the issues that arise include marginalization of minority ethnic communities towards accessing resources. Uneven distribution of national resources has led to underdevelopment of regions in Kenya thereby bring about regional imbalance in terms of distribution of national resources, which has negatively affected socio-economic development of the country. Negative ethnicity brings about marginalization, distrust and heightens ethnic tensions and this eventually leads to conflict, for example, the 1992, 1997 and the 2007/2008 post-election violence over the sharing and allocation of power and national resources. This paper examines ways in which ethnic problems in Kenya have been attributed to the social, economic and political perspectives and therefore provides the solution/medicine towards negative ethnicity.</abstract>

Devolved Ethnicity in the Kenya: Social, Economic and Political Perspective

<abstract xmlns="http://www.w3.org/1999/xhtml">International migration has positive impacts on socio-economic development in Bangladesh. Using secondary data, this paper explores the impacts of remittances on socio-economic development in Bangladesh. The article reveals that remittance has significant impacts on Bangladesh economy and socio-economic development, for example, reducing the poverty, increasing the household expenditure, saving, leading to maintain the quality of life as well as gender equality. Therefore, the government should take necessary steps to fostering international migration as a national strategy for economic development of Bangladesh.</abstract>

Shahjalal University of Science and Technology

Research and Development (R&D) Cell, Bangladesh Knitwear Manufacturers and Exporters Association (BKMEA)

Impacts of International Migration on Socio-Economic Development in Bangladesh

<abstract xmlns="http://www.w3.org/1999/xhtml">In South Africa, progressive laws, policies and institutions established since 1996 seek to proliferate the representation of black African women in the private sector. However, the sector remains stagnant in giving opportunities to black African women to attain and occupy managerial and leadership positions. Black African women are not yet accepted as an integral of part of decision-making in the private sector contrary to the public sector that has somewhat progressed to place black African women in key decision-making positions in government. Consequently, black African women in the private sector predominately dominate the unskilled labour positions. The underrepresentation of black African women essentially denies them of economic participation and equality in the workplace. It is against the backdrop of this underrepresentation that this article analyses salient transformative legislative interventions that have been put in place to foster ample representation of black African women into managerial positions in the private sector. However, the concern is that the current legislative framework in South Africa does not explicitly make it mandatory for the private sector to achieve a specific target of black African women representation at the top management positions. The article showcases that the glass ceiling in the private sector is real and is nurtured by the organizational culture, policies and strategies which promote exclusion. Therefore, effective implementation and enforcement of laws and policies fostering mainstreaming of black African women into top managerial positions will help in breaking down the glass-ceiling. This will become realizable with the cooperation of all stake holders and role players where there is deliberate effort to empower and enhance the skill and capacity of women through quality training and education that will drive and deliver robust career development.</abstract>

Transformative Interventions Fostering Mainstreaming of Black South African Women into Managerial Positions in the Private Sector

<abstract xmlns="http://www.w3.org/1999/xhtml">It is a documented fact that occupational stress is widespread worldwide. Moreover, there are clear signs of many variables, related to occupational stress. The study therefore, was conducted to demonstrate whether the presence of occupational stress in the world of work correlates in any form (positive or negative) with a better level of organisational performance and employee psychological wellbeing.The study adopted the positivist explanatory cross-sectional (survey) research design to systematically sample opinions of 1,532 male and female graduate employees across the various sectors of the Nigerian economy, using a structured and validated questionnaire, and the Statistical Package for the Social Sciences (SPSS).The results showed that there was a weak positive relationship between occupational stress and organisational citizenship behaviour (r = 0.070, p&lt;0.01); there was a significant positive relationship between occupational stress and psychological capital (r = 0.128, p&lt;0.01); and there was a significant positive relationship between psychological capital and organisational citizenship behaviour (r = 0.588, p&lt;0.01).The study recommended that human resource managers should develop psychological capital in employees in order to increase their levels of organisational performance and reduce the negative impact of occupational stress.</abstract>

Nigeria Police Academy, Department of Industrial Psychology

Occupational Stress as a Correlate of Organisational Citizenship Behaviour and Psychological Capital Among Graduate Employees in Nigeria

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European Review Of Applied Sociology

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