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Leadership is a very important element for effective service delivery. However, Madibeng Local
Municipality is exposed to excessive corrupted related activities. Information gathered on the ground
revealed that, projects are not completed due to political fighting on the group.. There are no plans in-place
to offer good services. Money is squandered. Top management including the mayor are involved in corrupt
related activities. They are only concerned about their positions, power and money. Projects are not
completely e.g. water treatment and reticulation plant that started in 2015 have not been completed. There
is no monitoring of approved plans, no evaluation of employee's performance. Plans are not revisited to
ensure implementation. Madibeng leaders are not accountable, responsible and eager to improve service
delivery. They are power hungry, concerned about their personal gain and positions. No projects or approved
plans to improve our situation. Corruption, greed and bribery is at the centre of Madibeng. Madibeng
municipality was put under administration twice recently but there's no change/ improvement in service
delivery. The mayor is failing the Madibeng community because of lack of effective leadership. Using a
quantitative research approach, the study provides findings of the study that was done in the Madibeng Local
Municipality

The purpose of this study was to develop a framework that would be used as a guideline for managers to create a conducive environment for women to advance into management positions in selected regulatory organizations operating in the maritime and aviation industries. The literature reviewed revealed that mentoring, employment equity legislation, and not confirming to stereotypes were some of the factors leading to women's advancement into management positions. Feminism and equity theory were used to give the study theoretical grounding. The research approach was qualitative, the population size was twenty (N=20) and the sample size was fifteen (n=15). The latter was attained after the saturation point had been reached. The research protocol was developed from the literature reviewed. Face-to-face interviews were conducted and qualitative content analysis was used to develop study themes manually. The major findings of the study were that these factors enhanced women's advancement into management positions: qualification and industry-related experience, fair recruitment and selection practices, proper handover, mastering work–life balance, and leadership and management development. It is envisaged that the results will empower managers and policy-makers dealing with employment equity, given the fact that women advancement into management positions is moving at a slow pace. In future a study can be conducted where a bigger sample size is used and the researchers could use the mixed-method approach. Furthermore, a follow-up study could be conducted using the same participants to establish whether they have advanced or not.

We analyze the role of educational opportunity in shaping inequality in the distribution of occupations in the long run. We use the timing of political events in the history of the struggle to end Apartheid to devise an identification strategy that permits a causal interpretation of the role of educational opportunity. We find evidence that educational opportunity has a strong conditioning effect on the distribution of occupations in steady state. In particular, African female children who inherit the same level of educational opportunity as their parents are 6 percentage points more likely to be in the bottom of the occupation distribution than if they were exposed to better educational opportunities. An alternative identification strategy based on matching on the probability of educational persistence suggests that this figure is approximately 10 percent for younger cohorts of African female children.