Die uitwerking van nuwe munisipale wetgewing op menslike hulpbronpraktyke by 'n middel grootte plaaslike bestuur in Mpumalanga
- Authors: Van Zyl, W.S.
- Date: 2012-08-13
- Subjects: Labor laws and legislation - South Africa , Industrial relations - South Africa , Personnel management - South Africa , Local government - South Africa , Municipal government - South Africa
- Type: Thesis
- Identifier: uj:9111 , http://hdl.handle.net/10210/5569
- Description: M.Phil. , Na die nasionale munisipale verkiesings staan nuwe plaaslike munisipaliteite voor die grootste uitdaging ooit ten opsigte van dienslewering aan die gemeenskappe wat hulle bedien (Business Day, 2000, 12 Julie). Daar word berig dat slegs 20% van huishoudings in die Suid Afrikaanse samelewing het nie toegang tot skoon drinkwater en basiese sanitasie dienste het nie. Meer as 30% huishoudings het nie elektrisiteit nie en ongeveer 40% beskik nie oor vullisverwyderingsdienste nie (Business Day, 2000, 12 Julie). Van die huishoudings wat wel dienste ontvang, betaal 68% hulle munisipale rekenings stiptelik terwyl 1,4 miljoen huishoudings hulle huur en dienste gelde nie gereeld betaal nie. (Sake Beeld, 2000, 4 Julie). Gevolglik gaan plaaslike owerhede gebuk onder geweldige finansiele nood. Ongeveer 151 van die 843 munisipaliteite van Suid Afrika is in 'n krisis situasie terwyl byna die helfte van hulle finansiele probleme het. (Beeld, 1999, 22 Julie). Daar is selfs plaaslike owerhede wat pensioenfonds-, werkloosheidsversekering- en belastingbydraes gebruik om te betaal vir operasionele kostes. (Beeld, 2000, 27 Maart). Die Munisipale Afbakeningsraad het die aantal munisipaliteite in Suid Afrika verminder van 843 tot 232. In Mpumalanga alleen is die bestaande 55 munisipaliteite verminder na 25, 'n vermindering van ongeveer 50%. (Beeld, 1999, 16 November). Slegs 3 munisipaliteite in Mpumalanga funksioneer behoorlik terwyl 12 in 'n kritieke toestand is (Provinsiale Beeld, 1999, 25 November). Nader aan die tuisfront het die munisipale funksies van Ogies in duie gestort as gevolg van gebrek aan bekwaamheid van personeel. Ongeveer 20% van die inwoners betaal vir munisipale dienste (Provinsiale Beeld, 1999, 26 Julie). Die samevoeging van munisipaliteite behoort Iewensvatbaar in die hand te werk.
- Full Text:
- Authors: Van Zyl, W.S.
- Date: 2012-08-13
- Subjects: Labor laws and legislation - South Africa , Industrial relations - South Africa , Personnel management - South Africa , Local government - South Africa , Municipal government - South Africa
- Type: Thesis
- Identifier: uj:9111 , http://hdl.handle.net/10210/5569
- Description: M.Phil. , Na die nasionale munisipale verkiesings staan nuwe plaaslike munisipaliteite voor die grootste uitdaging ooit ten opsigte van dienslewering aan die gemeenskappe wat hulle bedien (Business Day, 2000, 12 Julie). Daar word berig dat slegs 20% van huishoudings in die Suid Afrikaanse samelewing het nie toegang tot skoon drinkwater en basiese sanitasie dienste het nie. Meer as 30% huishoudings het nie elektrisiteit nie en ongeveer 40% beskik nie oor vullisverwyderingsdienste nie (Business Day, 2000, 12 Julie). Van die huishoudings wat wel dienste ontvang, betaal 68% hulle munisipale rekenings stiptelik terwyl 1,4 miljoen huishoudings hulle huur en dienste gelde nie gereeld betaal nie. (Sake Beeld, 2000, 4 Julie). Gevolglik gaan plaaslike owerhede gebuk onder geweldige finansiele nood. Ongeveer 151 van die 843 munisipaliteite van Suid Afrika is in 'n krisis situasie terwyl byna die helfte van hulle finansiele probleme het. (Beeld, 1999, 22 Julie). Daar is selfs plaaslike owerhede wat pensioenfonds-, werkloosheidsversekering- en belastingbydraes gebruik om te betaal vir operasionele kostes. (Beeld, 2000, 27 Maart). Die Munisipale Afbakeningsraad het die aantal munisipaliteite in Suid Afrika verminder van 843 tot 232. In Mpumalanga alleen is die bestaande 55 munisipaliteite verminder na 25, 'n vermindering van ongeveer 50%. (Beeld, 1999, 16 November). Slegs 3 munisipaliteite in Mpumalanga funksioneer behoorlik terwyl 12 in 'n kritieke toestand is (Provinsiale Beeld, 1999, 25 November). Nader aan die tuisfront het die munisipale funksies van Ogies in duie gestort as gevolg van gebrek aan bekwaamheid van personeel. Ongeveer 20% van die inwoners betaal vir munisipale dienste (Provinsiale Beeld, 1999, 26 Julie). Die samevoeging van munisipaliteite behoort Iewensvatbaar in die hand te werk.
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Veranderingsbestuur in Transnet as basis vir menslike hulpbronbestuur
- Authors: Mittner, Maarten Jan
- Date: 2012-09-12
- Subjects: Transnet (Firm : South Africa) , Personnel management - South Africa , Organizational change - South Africa - Management , Affirmative action programs - South Africa , Industrial relations - South Africa , Strategic planning - South Africa
- Type: Thesis
- Identifier: uj:10246 , http://hdl.handle.net/10210/7618
- Description: D.Phil. , The strategic change process that the South African Transport Services, South Africa's largest transport undertaking, had to undergo with its transformation into Transnet Limited in April 1990, was one of the most extensive any undertaking in South Africa had yet to go through. Central to the change process was the transformation of the company from an "undertaking of the State" to a commercialised/privatised entity. The process is characterised by three phases viz. deregulation, commercialisation and possible future privatisation. This discontinuous change process affects every aspect of the company, in particular the Human Resource processes thereof. Against this background an extensive theoretical conceptualisation of change management was devised from a modernist perspective. A model was developed describing the WHY, the WHAT, the HOW (process and micro-dynamics) and the WHO of the change process. Human Resource Management was identified as Human Resource Provision, Human Resource Maintenance, Human Resource Development, Labour Relations, Equal Opportunities/Affirmative Action and Social Investment. This dissertation is the result of an extensive diagnostic exercise on micro-level within Transnet to ascertain what the perceptions of Transnet employees are towards cardinal Human Resource variables. These variables were identified against the background of Human Resource theory and deemed as critical for the successful strategic change of Human Resources in Transnet. Against this background, problem areas could be identified, the readiness of employees to change could be scientifically measured and the overall "fit" of employees with the changing conditions could be ascertained. A test sample of 1 875 employees of all employee groups in Transnet (excluding the general group) was taken. The sample was spread out over ten regions of the country. The practical research was done in conjunction with the HSRC in September 1991 - roughly 18 months after Transnet was formed amidst an extensive process of commercialisation. An effective response of 60% was achieved. All statistical processing and analyses were done at the HSRC's computer centre in Pretoria. To make sense out of the mass of information, a factor analysis was done. Two main factors were identified in a second order analysis - one factor which was construed as broad Human Resource Management/Social Investment and a second as broad Labour Relations/Equal Opportunities. The main finding of the research was evidence of an entrenched Human Resource system and that a gap exists between aspects of Transnet's mission and the practical realisation thereof and perceptions of employees on the work floor. A participative culture has not yet been formed while additional problem areas were identified as the management style of the company, employees' motivation, discrimination, work organisation and individual relations, work security and upward mobility. An extensive strategic change model was conceptualised out of these findings so that problem areas could be addressed and managed effectively. Due to the diversity of Transnet's work force a second model, namely a typological model, was devised. The model was conceptualised after further statistical analysis (MANOVA/ANOVA) was done. Accordingly, further problem areas were identified around population group, language, region and occupation.
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- Authors: Mittner, Maarten Jan
- Date: 2012-09-12
- Subjects: Transnet (Firm : South Africa) , Personnel management - South Africa , Organizational change - South Africa - Management , Affirmative action programs - South Africa , Industrial relations - South Africa , Strategic planning - South Africa
- Type: Thesis
- Identifier: uj:10246 , http://hdl.handle.net/10210/7618
- Description: D.Phil. , The strategic change process that the South African Transport Services, South Africa's largest transport undertaking, had to undergo with its transformation into Transnet Limited in April 1990, was one of the most extensive any undertaking in South Africa had yet to go through. Central to the change process was the transformation of the company from an "undertaking of the State" to a commercialised/privatised entity. The process is characterised by three phases viz. deregulation, commercialisation and possible future privatisation. This discontinuous change process affects every aspect of the company, in particular the Human Resource processes thereof. Against this background an extensive theoretical conceptualisation of change management was devised from a modernist perspective. A model was developed describing the WHY, the WHAT, the HOW (process and micro-dynamics) and the WHO of the change process. Human Resource Management was identified as Human Resource Provision, Human Resource Maintenance, Human Resource Development, Labour Relations, Equal Opportunities/Affirmative Action and Social Investment. This dissertation is the result of an extensive diagnostic exercise on micro-level within Transnet to ascertain what the perceptions of Transnet employees are towards cardinal Human Resource variables. These variables were identified against the background of Human Resource theory and deemed as critical for the successful strategic change of Human Resources in Transnet. Against this background, problem areas could be identified, the readiness of employees to change could be scientifically measured and the overall "fit" of employees with the changing conditions could be ascertained. A test sample of 1 875 employees of all employee groups in Transnet (excluding the general group) was taken. The sample was spread out over ten regions of the country. The practical research was done in conjunction with the HSRC in September 1991 - roughly 18 months after Transnet was formed amidst an extensive process of commercialisation. An effective response of 60% was achieved. All statistical processing and analyses were done at the HSRC's computer centre in Pretoria. To make sense out of the mass of information, a factor analysis was done. Two main factors were identified in a second order analysis - one factor which was construed as broad Human Resource Management/Social Investment and a second as broad Labour Relations/Equal Opportunities. The main finding of the research was evidence of an entrenched Human Resource system and that a gap exists between aspects of Transnet's mission and the practical realisation thereof and perceptions of employees on the work floor. A participative culture has not yet been formed while additional problem areas were identified as the management style of the company, employees' motivation, discrimination, work organisation and individual relations, work security and upward mobility. An extensive strategic change model was conceptualised out of these findings so that problem areas could be addressed and managed effectively. Due to the diversity of Transnet's work force a second model, namely a typological model, was devised. The model was conceptualised after further statistical analysis (MANOVA/ANOVA) was done. Accordingly, further problem areas were identified around population group, language, region and occupation.
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'n Ondersoek na loonaansporingstelsels vir die bevordering van groepsproduktiwiteit
- Authors: Van Niekerk, James Patrick
- Date: 2014-04-14
- Subjects: Employee motivation - South Africa , Personnel management - South Africa
- Type: Thesis
- Identifier: uj:10609 , http://hdl.handle.net/10210/10131
- Description: M.Com. (Business Management) , Companies in the Republic of South Africa are under increasing pressure to improve productivity, due to increased world market competition and change in market situations. For a country to grow economically, to create job opportunities and to restrict inflation and increases in labour costs, productivity improvement is essential. If the real output per worker increases the real income will increase, and will lead to an increased living standard. Productivity improvement within a business enterprise organisation cannot be applied to one aspect only. There is a relation between factors that influence productivity. Productivity improvement can only improve successfully within a business enterprise if management, workers and work groups strive together to solve productivity problems. Group based incentive schemes have always been used, especially at top management level. It has only recently drawn attention as a total organisation incentive scheme. Management started believing that all workers can play a role and make a contribution to productivity improvement. Group productivity incentive schemes encourage management, workers and work groups to work together to solve productivity problems. Management and workers can benefit by a properly designed productivity incentive scheme. Workers earn a higher income, as well as improving their standard of living, enabling them to gain better job security. The company can increase its level of productivity to become more competitive and to improve profitability. This study determines: All the important aspects which must be considered for the successful use of group incentive schemes to increase the productivity of direct labour in the manufacturing
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- Authors: Van Niekerk, James Patrick
- Date: 2014-04-14
- Subjects: Employee motivation - South Africa , Personnel management - South Africa
- Type: Thesis
- Identifier: uj:10609 , http://hdl.handle.net/10210/10131
- Description: M.Com. (Business Management) , Companies in the Republic of South Africa are under increasing pressure to improve productivity, due to increased world market competition and change in market situations. For a country to grow economically, to create job opportunities and to restrict inflation and increases in labour costs, productivity improvement is essential. If the real output per worker increases the real income will increase, and will lead to an increased living standard. Productivity improvement within a business enterprise organisation cannot be applied to one aspect only. There is a relation between factors that influence productivity. Productivity improvement can only improve successfully within a business enterprise if management, workers and work groups strive together to solve productivity problems. Group based incentive schemes have always been used, especially at top management level. It has only recently drawn attention as a total organisation incentive scheme. Management started believing that all workers can play a role and make a contribution to productivity improvement. Group productivity incentive schemes encourage management, workers and work groups to work together to solve productivity problems. Management and workers can benefit by a properly designed productivity incentive scheme. Workers earn a higher income, as well as improving their standard of living, enabling them to gain better job security. The company can increase its level of productivity to become more competitive and to improve profitability. This study determines: All the important aspects which must be considered for the successful use of group incentive schemes to increase the productivity of direct labour in the manufacturing
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Onderwyserevaluering : personeelontwikkeling of personeelontmoediging
- Authors: Fick, Lukas Marthinus
- Date: 2014-08-27
- Subjects: Teachers - Rating of , Teachers - In-service training - South Africa - Evaluation , Personnel management - South Africa
- Type: Thesis
- Identifier: uj:12136 , http://hdl.handle.net/10210/11880
- Description: M.Ed. , Effective evaluation of teachers has as prime objective recognition of skills and professional development. This evaluation should take place as early as possible, as it is an important method of motivating and positively directing a teacher in his career. The principal and evaluating team should be the prime assessors of a teacher's input. Teacher motivation normally leads to acknowledgement as a professional teacher. There are numerous problems in educational evaluation, specifically seen in the light that this evaluation plays in improving education. Furthermore it must be stressed that the relationship between evaluator and teacher is of major importance. The teacher has to be led into realizing why he is performing his duty and must be motivated into using his full potential. A task which rests squarely on the shoulders of the principal. Productivity is determined by attitude and the role of the principal in nurturing a positive environment is vital. The demands of both present and future places a unique responsibility on a teacher. This calls for objective evaluation of the teacher where personnel development and job satisfaction can be progressive, without neglect of professional integrity. Communication and input from teachers, both as a group and individually, normally lead to commendable co-operation. Acknowledgement of the teacher's opinion leads to greater performance, in which case the pupil will certainly gain a great deal.
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- Authors: Fick, Lukas Marthinus
- Date: 2014-08-27
- Subjects: Teachers - Rating of , Teachers - In-service training - South Africa - Evaluation , Personnel management - South Africa
- Type: Thesis
- Identifier: uj:12136 , http://hdl.handle.net/10210/11880
- Description: M.Ed. , Effective evaluation of teachers has as prime objective recognition of skills and professional development. This evaluation should take place as early as possible, as it is an important method of motivating and positively directing a teacher in his career. The principal and evaluating team should be the prime assessors of a teacher's input. Teacher motivation normally leads to acknowledgement as a professional teacher. There are numerous problems in educational evaluation, specifically seen in the light that this evaluation plays in improving education. Furthermore it must be stressed that the relationship between evaluator and teacher is of major importance. The teacher has to be led into realizing why he is performing his duty and must be motivated into using his full potential. A task which rests squarely on the shoulders of the principal. Productivity is determined by attitude and the role of the principal in nurturing a positive environment is vital. The demands of both present and future places a unique responsibility on a teacher. This calls for objective evaluation of the teacher where personnel development and job satisfaction can be progressive, without neglect of professional integrity. Communication and input from teachers, both as a group and individually, normally lead to commendable co-operation. Acknowledgement of the teacher's opinion leads to greater performance, in which case the pupil will certainly gain a great deal.
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An investigation into the effectiveness of a decentralised human resources structure in a South African financial institution in comparison with world class practices
- Authors: Landis, Helga
- Date: 2014-09-23
- Subjects: Industrial relations - South Africa , Labor laws and legislation - South Africa , Personnel management - South Africa , Financial institutions - South Africa - Personnel management
- Type: Thesis
- Identifier: uj:12380 , http://hdl.handle.net/10210/12163
- Description: M.Phil. (Labour Law and Employment Relations) , Please refer to full text to view abstract
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- Authors: Landis, Helga
- Date: 2014-09-23
- Subjects: Industrial relations - South Africa , Labor laws and legislation - South Africa , Personnel management - South Africa , Financial institutions - South Africa - Personnel management
- Type: Thesis
- Identifier: uj:12380 , http://hdl.handle.net/10210/12163
- Description: M.Phil. (Labour Law and Employment Relations) , Please refer to full text to view abstract
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Produktiwiteitsbestuur in die stadsraad van Alberton
- Jacobsohn, Marthinus Jacobus Dewald
- Authors: Jacobsohn, Marthinus Jacobus Dewald
- Date: 2014-09-30
- Subjects: Labor productivity - South Africa , Personnel management - South Africa
- Type: Thesis
- Identifier: uj:12433 , http://hdl.handle.net/10210/12220
- Description: M.Com. (Business Management) , The purpose of this study is to show that local government as a section of the public sector can contribute to the improvement of productivity, and more specifically labour productivity, in South Africa. An empirical study was undertaken to determine the methods applied by the Town Council of Alberton in order to improve labour productivity to such an extent as to be awarded a Golden National Productivity Award in 1987. Reference is made to the application of principles re1evant to the improvement of labour productivity as found in the literature. The role of the National Productivity Institute with regard to instruments for the improvement and measurement of productivity, is discussed. The reasons for Alberton's success are identified, the one being management's total commitment to the improvement of productivity. The other being the staff's involvement in productivity improvement and the fostering of their needs for self-actualisation through participative management. The Town Council of Alberton's achievements regarding the improvement of labour productivity, are evaluated. Recommendations are made for application by the Town Council of Alberton specifically and local authorities in general. Although the endeavours of the Town Council of Alberton to improve labour productivity form the subject of this study, it is assumed that this town council is not the only local authority to have developed and implemented strategies for the improvement of productivity. This study concludes that local authorities are in a position to contribute to economic growth and the creation of prosperity by means of effective productivity management.
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- Authors: Jacobsohn, Marthinus Jacobus Dewald
- Date: 2014-09-30
- Subjects: Labor productivity - South Africa , Personnel management - South Africa
- Type: Thesis
- Identifier: uj:12433 , http://hdl.handle.net/10210/12220
- Description: M.Com. (Business Management) , The purpose of this study is to show that local government as a section of the public sector can contribute to the improvement of productivity, and more specifically labour productivity, in South Africa. An empirical study was undertaken to determine the methods applied by the Town Council of Alberton in order to improve labour productivity to such an extent as to be awarded a Golden National Productivity Award in 1987. Reference is made to the application of principles re1evant to the improvement of labour productivity as found in the literature. The role of the National Productivity Institute with regard to instruments for the improvement and measurement of productivity, is discussed. The reasons for Alberton's success are identified, the one being management's total commitment to the improvement of productivity. The other being the staff's involvement in productivity improvement and the fostering of their needs for self-actualisation through participative management. The Town Council of Alberton's achievements regarding the improvement of labour productivity, are evaluated. Recommendations are made for application by the Town Council of Alberton specifically and local authorities in general. Although the endeavours of the Town Council of Alberton to improve labour productivity form the subject of this study, it is assumed that this town council is not the only local authority to have developed and implemented strategies for the improvement of productivity. This study concludes that local authorities are in a position to contribute to economic growth and the creation of prosperity by means of effective productivity management.
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Ondernemingsrasionalisasie : die uitdagings wat dit aan mannekragbestuur bied
- Authors: Claassen, Petrus
- Date: 2014-11-20
- Subjects: Industrial relations - South Africa , Personnel management - South Africa , Manpower policy - South Africa , Manpower planning - South Africa
- Type: Thesis
- Identifier: uj:13064 , http://hdl.handle.net/10210/12944
- Description: D.Com. , Please refer to full text to view abstract
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- Authors: Claassen, Petrus
- Date: 2014-11-20
- Subjects: Industrial relations - South Africa , Personnel management - South Africa , Manpower policy - South Africa , Manpower planning - South Africa
- Type: Thesis
- Identifier: uj:13064 , http://hdl.handle.net/10210/12944
- Description: D.Com. , Please refer to full text to view abstract
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'n Konseptuele raamwerk vir organisasie-aanpassing in onafhanklike en selfregerende nasionale state in Suider-Afrika
- Authors: Van Niekerk, Aletta Maria
- Date: 2015-03-18
- Subjects: Public administration - South Africa , Personnel management - South Africa , Organization , Executive ability
- Type: Thesis
- Identifier: uj:13483 , http://hdl.handle.net/10210/13516
- Description: D.Litt.et Phil. , A conceptual framework for organizational adaptation in independent and self-governing states is developed against the background of problems being experienced by organizations in adapting to a changing environment. organizations functioning in national states usually have historical links with organizations in South Africa. In addition most of the senior and top managers in· these organizations are South African citizens. There is, therefore, a tendency to try and retain familiar structures, strategies, systems and procedures, management styles and criteria against which effectiveness is measured. organizational theory, however, indicates that environmental characteristics have an influence on the development and functioning of organizations. Conditions which favour the development of organizations are general literacy, specialized training, urbanization, a money economy, political freedom, a variety of social and organizational experiences, agricultural sufficiency and geological, geographical or ecological factors. National states lack most of the conditions which are seen as prerequisites for the development of organizations and are dependent on assistance from South Africa.
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- Authors: Van Niekerk, Aletta Maria
- Date: 2015-03-18
- Subjects: Public administration - South Africa , Personnel management - South Africa , Organization , Executive ability
- Type: Thesis
- Identifier: uj:13483 , http://hdl.handle.net/10210/13516
- Description: D.Litt.et Phil. , A conceptual framework for organizational adaptation in independent and self-governing states is developed against the background of problems being experienced by organizations in adapting to a changing environment. organizations functioning in national states usually have historical links with organizations in South Africa. In addition most of the senior and top managers in· these organizations are South African citizens. There is, therefore, a tendency to try and retain familiar structures, strategies, systems and procedures, management styles and criteria against which effectiveness is measured. organizational theory, however, indicates that environmental characteristics have an influence on the development and functioning of organizations. Conditions which favour the development of organizations are general literacy, specialized training, urbanization, a money economy, political freedom, a variety of social and organizational experiences, agricultural sufficiency and geological, geographical or ecological factors. National states lack most of the conditions which are seen as prerequisites for the development of organizations and are dependent on assistance from South Africa.
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A stakeholder analysis of the Marikana mining incident : implications for HR management
- Engelbrecht, Jennifer Esme-Louise
- Authors: Engelbrecht, Jennifer Esme-Louise
- Date: 2015-05-27
- Subjects: Personnel management - South Africa , Mineral industries - South Africa - Personnel management , Platinum mines and mining - South Africa , Strikes and lockouts - Miners - South Africa - Rustenburg , Rustenburg (South Africa) , Lonmin Marikana Mine (South Africa)
- Type: Thesis
- Identifier: uj:13609 , http://hdl.handle.net/10210/13772
- Description: M.Com. (Leadership in Performance and Change) , In August 2012 the South African mining industry was the focus of attention due to an illegal strike at Lonmin Platinum mine that resulted in the police shooting striking employees on 16 August 2012. Thirty-four employees lost their lives on that day. An additional ten people died in violent protests in the build-up to the main shooting incident. This strike period has become widely known as ‘Marikana’. This historical incident illustrates how a single incident within an organisation can have an impact at various levels and affect multiple stakeholders. The main objective of this study was to identify the effect that the Marikana mining incident had on Lonmin (the organisation) and its main stakeholders as well as to identify the effect the stakeholders and Lonmin had on each other. In order to reach these objectives an historical timeline of the sequence of events surrounding the Marikana incident was constructed. The main stakeholders involved in the Marikana incident were then identified, and the relationships and the relative strengths between these stakeholders were mapped. The methodology used in the study was Quantitative Narrative Analysis (QNA) as applied by Franzosi (2010). In particular, the content from English newspaper articles sourced from South Africa and England relating to the Marikana mining incident for the period 1 to 24 August 2012 were reviewed, coded and analysed. All relevant data from the articles were recorded in a manual database, coded according to the semantic triplet of ‘actors’, ‘actions’ and ‘subjects’ (S-V-O) (Franzosi, 1989) and analysed based on QNA principles (Franzosi, 2010). First, a sequence analysis was conducted, identifying the roles (consequences) that the respective actors (stakeholders and subgroupings of stakeholders) enacted as well as the order in which they unfolded. The analysis was used to produce a series of network graphs to visually depict the sequence of events and the respective effects of the sequencing of these events. These graphs take the form of stake maps and visually tell the story of how events unfolded and the effects of these events on all the actors involved ...
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- Authors: Engelbrecht, Jennifer Esme-Louise
- Date: 2015-05-27
- Subjects: Personnel management - South Africa , Mineral industries - South Africa - Personnel management , Platinum mines and mining - South Africa , Strikes and lockouts - Miners - South Africa - Rustenburg , Rustenburg (South Africa) , Lonmin Marikana Mine (South Africa)
- Type: Thesis
- Identifier: uj:13609 , http://hdl.handle.net/10210/13772
- Description: M.Com. (Leadership in Performance and Change) , In August 2012 the South African mining industry was the focus of attention due to an illegal strike at Lonmin Platinum mine that resulted in the police shooting striking employees on 16 August 2012. Thirty-four employees lost their lives on that day. An additional ten people died in violent protests in the build-up to the main shooting incident. This strike period has become widely known as ‘Marikana’. This historical incident illustrates how a single incident within an organisation can have an impact at various levels and affect multiple stakeholders. The main objective of this study was to identify the effect that the Marikana mining incident had on Lonmin (the organisation) and its main stakeholders as well as to identify the effect the stakeholders and Lonmin had on each other. In order to reach these objectives an historical timeline of the sequence of events surrounding the Marikana incident was constructed. The main stakeholders involved in the Marikana incident were then identified, and the relationships and the relative strengths between these stakeholders were mapped. The methodology used in the study was Quantitative Narrative Analysis (QNA) as applied by Franzosi (2010). In particular, the content from English newspaper articles sourced from South Africa and England relating to the Marikana mining incident for the period 1 to 24 August 2012 were reviewed, coded and analysed. All relevant data from the articles were recorded in a manual database, coded according to the semantic triplet of ‘actors’, ‘actions’ and ‘subjects’ (S-V-O) (Franzosi, 1989) and analysed based on QNA principles (Franzosi, 2010). First, a sequence analysis was conducted, identifying the roles (consequences) that the respective actors (stakeholders and subgroupings of stakeholders) enacted as well as the order in which they unfolded. The analysis was used to produce a series of network graphs to visually depict the sequence of events and the respective effects of the sequencing of these events. These graphs take the form of stake maps and visually tell the story of how events unfolded and the effects of these events on all the actors involved ...
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The alignment of sick leave with human resource practice and policy in the mining industry
- Authors: Serfontein, Eugene
- Date: 2016
- Subjects: Personnel management - South Africa , Sick leave - South Africa , Mineral industries - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/376920 , http://hdl.handle.net/10210/237887 , uj:24381
- Description: M.Com. (Business Management) , Abstract: The research conducted in this study was exploratory, investigating the phenomenon of sick leave abuse in CPS, a single South African company with many mines, for the purpose of proposing new finding regarding how to manage sick leave abuse. The study has relevance for all companies in the South African mining sector. The study involved the purposeful selection of respondents who dealt with the phenomenon on a day-to-day basis. The eight participants in the study assumed various roles in the different mine subsidiary companies that make up CPS, South Africa. The research study began by reviewing the history of this phenomenon, both nationally and globally, highlighting the damaging effect it can have on organisations, and, in particular, the South African mining sector. Using this background information, a strategy for research and research methodology was prepared. The selected methodology was based on qualitative research using semi-structured open-ended questionnaires to gather primary data, which was analysed using content analysis of themes. This was an interpretivist paradigm and inductive approach. The conclusions drawn were that both employees and labour have a responsibility to mitigating the reductions in organisational performance that this phenomenon can cause. Employers were found to have inefficient human resource systems to deal with employees‘ perception that sick leave had to be taken whether one was sick or not. Conclusively, employers and employees alike have much work to do in order to overcome this phenomenon, but similarly all parties are optimistic that with cooperation, unity and mutual respect everything is possible.
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- Authors: Serfontein, Eugene
- Date: 2016
- Subjects: Personnel management - South Africa , Sick leave - South Africa , Mineral industries - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/376920 , http://hdl.handle.net/10210/237887 , uj:24381
- Description: M.Com. (Business Management) , Abstract: The research conducted in this study was exploratory, investigating the phenomenon of sick leave abuse in CPS, a single South African company with many mines, for the purpose of proposing new finding regarding how to manage sick leave abuse. The study has relevance for all companies in the South African mining sector. The study involved the purposeful selection of respondents who dealt with the phenomenon on a day-to-day basis. The eight participants in the study assumed various roles in the different mine subsidiary companies that make up CPS, South Africa. The research study began by reviewing the history of this phenomenon, both nationally and globally, highlighting the damaging effect it can have on organisations, and, in particular, the South African mining sector. Using this background information, a strategy for research and research methodology was prepared. The selected methodology was based on qualitative research using semi-structured open-ended questionnaires to gather primary data, which was analysed using content analysis of themes. This was an interpretivist paradigm and inductive approach. The conclusions drawn were that both employees and labour have a responsibility to mitigating the reductions in organisational performance that this phenomenon can cause. Employers were found to have inefficient human resource systems to deal with employees‘ perception that sick leave had to be taken whether one was sick or not. Conclusively, employers and employees alike have much work to do in order to overcome this phenomenon, but similarly all parties are optimistic that with cooperation, unity and mutual respect everything is possible.
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Maternity and paternity leave and career progression of black African women in dual-career couples
- Authors: Motaung, Lucky Lehlohonolo
- Date: 2017
- Subjects: Personnel management - South Africa , Maternity leave - South Africa , Dual-career families - South Africa , Motherhood - South Africa , Women, Black - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/237946 , uj:24390
- Description: M.Com. (Human Resource Management) , Abstract: Orientation: The study focuses on examining the influence of maternity and paternity leave on the career progression of Black African Women (BAW), in Dual-career Couples (DCC) at a State-owned Company (SOC), in middle management and leadership occupations. Research purpose: The primary aim of the study was to identify core barriers in relation to maternity and paternity leave that contribute negatively in the career progression of BAW in DCC at a SOC. Motivation for the study: The purpose of this study was to obtain more insight into the underrepresentation and slow progression of BAW in DCC at a SOC into middle management and leadership occupations. Research design, approach and method: A qualitative method was utilised for this study. Comprising a sample of ten Black African Women (BAW) and ten black African men (BAM), with data collected through in-depth semi-structured interviews. Thematic analysis was utilised to analyse the interview dialogues in the data analysis of this research. Main findings: The main finding of this study was that participants acknowledged that ML has a negative influence on the career progression of BAW in DCC at the SOC. Furthermore, a majority of the participants confirmed subjected time off work and productiveness as principal influencing barriers of ML in the career progression of BAW in DCC at the SOC, leading to other undesirable circumstances, such as unproductiveness, lack of reliability and poor growth opportunities...
- Full Text:
- Authors: Motaung, Lucky Lehlohonolo
- Date: 2017
- Subjects: Personnel management - South Africa , Maternity leave - South Africa , Dual-career families - South Africa , Motherhood - South Africa , Women, Black - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/237946 , uj:24390
- Description: M.Com. (Human Resource Management) , Abstract: Orientation: The study focuses on examining the influence of maternity and paternity leave on the career progression of Black African Women (BAW), in Dual-career Couples (DCC) at a State-owned Company (SOC), in middle management and leadership occupations. Research purpose: The primary aim of the study was to identify core barriers in relation to maternity and paternity leave that contribute negatively in the career progression of BAW in DCC at a SOC. Motivation for the study: The purpose of this study was to obtain more insight into the underrepresentation and slow progression of BAW in DCC at a SOC into middle management and leadership occupations. Research design, approach and method: A qualitative method was utilised for this study. Comprising a sample of ten Black African Women (BAW) and ten black African men (BAM), with data collected through in-depth semi-structured interviews. Thematic analysis was utilised to analyse the interview dialogues in the data analysis of this research. Main findings: The main finding of this study was that participants acknowledged that ML has a negative influence on the career progression of BAW in DCC at the SOC. Furthermore, a majority of the participants confirmed subjected time off work and productiveness as principal influencing barriers of ML in the career progression of BAW in DCC at the SOC, leading to other undesirable circumstances, such as unproductiveness, lack of reliability and poor growth opportunities...
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