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Group rights and the right to protection against human immunodeficiency virus/acquired Immunodeficiency syndrome (HIV/AIDS) infection from an industrial relations and public policy perspective.

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.
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The evaluation of a strategic model for an export company amidst the challenges and constraints of the South African labour environment.

  • Authors: Smook, Robert
  • Date: 2012-08-13
  • Subjects: Export trading companies - South Africa - Management , Export trading companies - Planning , Strategic planning - South Africa , Industrial relations - South Africa
  • Type: Thesis
  • Identifier: uj:9114 , http://hdl.handle.net/10210/5571
  • Description: M.Comm. , The facts are : There is very little (if any) guidance from even the most reliable sources in terms of how to deal with labour at the moment. Poor discipline, unreasonable demands/expectations, unprocedural (unreasonable) work stoppages, etc., etc., are "the order of the day" everywhere we look and, hence, the "spillover" onto the shop floor. There is no single identified management style that will succeed without some failure during these times. In addition to that there is one huge awakening awaiting most of our managers in the manner in which they approach, discipline and manage subordinates. The objectives of this project can be summarised as follows : To gain some input, share experience and thoughts from other companies that are experiencing similar challenges. To carefully and objectively evaluate and analyse the existing strengths and weaknesses, opportunities and threats at the Company. To establish a strategic Management Model that will assist this, and other companies, to manage and remain focused through these times and that will improve communication, trust and understanding between all the role players in this complex business environment of ours. To set structures for tracking meetings to evaluate progress, share problems and concerns and to enhance cohesion amongst the management team.
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The perception of the impact of the new rank structure by a sample of police members in Soweto

  • Authors: Thepa, Maphuti Julia
  • Date: 2012-08-14
  • Subjects: South African Police Service - Officials and employees , Labor laws and legislation - South Africa , Industrial relations - South Africa , Organizational change - South Africa , Employee motivation - South Africa , Employees - Attitudes
  • Type: Thesis
  • Identifier: uj:9209 , http://hdl.handle.net/10210/5659
  • Description: M.Phil. , The South African Police Service was formed in 1913 to realise the maintenance of Law and Order and hierarchies. As a result the SAPS lacked the credibility and legitimacy in the eyes of the majority of South Africans The Police Force was associated with the abuse of human rights. When the Government of national unity assumed power in 1994, they decided there was a need to restructure the service. One of the post-1994 Government's foremost tasks was to transform the Public Service into an efficient and effective instrument capable of delivering equitable services to all citizens. This necessitated that structures, management style, approaches and practices be redesigned. Restructuring the SAPS was one of the processes of transforming the service to restore the credibility and legitimacy. It is nearly seven years since the new structure was introduced. The purpose of the research is to uncover challenges brought by the new structure. An assessment of the effect of such restructuring is necessary in order to ensure that the change of direction is appropriate. It is time for the SAPS to take stock. The main findings of the research are that, the new SAPS rank structure is conducive for the effective delivery of service as well as appropriate to achieve the Mission and Vision of the SAPS. The findings, however, revealed that the new SAPS lacked discipline. Because members are not disciplined, the community does not respect police officers like before. Again, with the new ranks juniors do not respect seniors like previously. The attitude study revealed that, although a large number of members were satisfied with the fact that they were promoted, serious dissatisfaction was caused by the system of promotion, in which the rank system undoubtedly had a major role. An assumption that SAPS employees are not happy has been proven to be true. It has generally been indicated that they were happier with the previous structure than the present one. Some of their happiness was related to facilities that were now available, achievements, recognition and advancement. The dissatisfaction brought about by the new structure was related to policies, management style and administration, promotions system, advancement, supervision, security, wages, as well as relationships with fellow employees. Among the recommendations, the main one was that members of the SAPS need to recommit themselves in order to achieve a safe and secure environment for all the people of South Africa with dignity to render a responsible and effective service of high quality and continuous strive towards improving the Service.
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Employment relations management audit at Kutama Sinthumule Private Prison

  • Authors: Rabeng, James Peter Garry
  • Date: 2012-08-16
  • Subjects: Industrial relations - South Africa , Labor laws and legislation - South Africa , Prisons - South Africa , South Africa. Dept. of Correctional Services
  • Type: Thesis
  • Identifier: uj:9458 , http://hdl.handle.net/10210/5890
  • Description: M.Phil. , An in-depth Employment Relations Management Audit conducted in Kutama Sinthumule Maximum Security Prison in order to assist both managers of the Department of Correctional Services and of Private Prison to efficiently and effectively apply sound Human Resource and Labour Relations policies and procedures. The study critically examines and discusses the perceptions of employees of the Kutama Sinthumule Maximum Security Prison. The researcher administered questionnaires to one hundred and fifty (150) employees out of a total of five hundred (500) personnel. Interviews were held with senior managers of Kutama Sinthumule Maximum Security Prison who provided vital information on issues pertaining to privatisation of prisons in South Africa
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Die invloed van omgewingsveranderlikes op die werkskeppingspotensiaal van die landbousektor

  • Authors: Rautenbach, Johannes Jurie
  • Date: 2012-09-12
  • Subjects: Agriculture - Economic aspects - South Africa , Labor laws and legislation - Influence - South Africa , Unemployment - Social aspects - South Africa , Industrial relations - South Africa , Crime - Influence - South Africa , South Africa - Economic policy
  • Type: Thesis
  • Identifier: uj:10204 , http://hdl.handle.net/10210/7579
  • Description: M.A. , Die gewilde media skep die persepsie dat arbeid in die Iandbousektor ten gunste van meganisasie afgeskaal word. Die navorsingsvraag wat hieruit voortgespruit het, is die volgende: wat is die invloed van omgewingsveranderlikes op die werkskeppingspotensiaal van die Iandbousektor? Meganisasie word nie hier gesien as die veranderlike wat direk aanleiding gee tot die afname van werkgeleenthede in die Iandbousektor nie, maar dat Iaasgenoemde eerder die gevoig van bepaalde omgewingsveranderlikes soos onder andere, onlangse arbeidswetgewing is. Arbeidswetgewing word hier dus gesien as die oorsaak van 'n verlaging in die werkskeppingspotensiaal van die Iandbousektor terwyl meganisasie gesien word as die metode waardeur die Iandbousektor in reaksie op die arbeidswetgewing poog om sy ekonomiese oorlewing te verseker. 'n Newe effek hiervan is noodwendig 'n verlaagde werkskeppingspotensiaal in dielandbousektor. Gedurende die regeringstermyn van die huidige regering, is daar abeids- en ander wetgewing op die Iandbousektor van toepassing gemaak wat die vraag Iaat ontstaan wat die impak van hierdie soort veranderinge in die taakomgewing van die Iandbou-organisasie op die werkskeppingspotensiaal van hierdie sektor gaan wees. 'n Hipotese-stelling is soos voig geformuleer: 'n verandering in die taakomgewing van 'n organisasie, in hierdie geval die Suid-Afrikaanse Landbousektor, gaan noodwendig tot gevoig he dat die organisasie veranderinge sal moet aanbring om te kan oorleef. Hierdie veranderinge word geantisipeer in die rigting van 'n verlaging van die werkskeppingspotensiaal van die betrokke organisasie, in hierdie geval die landbousektor, te wees. Verandering is in die arbeids- en ander wetgewing wat op die landbousektor van toepassing is, aangebring. Daar word ook na ander invloede, soos misdaad, grondhervorming en klimatologiese veranderinge gekyk, om te bepaal of al hierdie faktore gesamentlik aanleiding gee tot die verlaging in die werk-skeppingspotensiaal van die landbousektor.
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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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Managers’ attitudes towards workplace trade unionism at a coal mining company

  • Authors: Mphahlele, Emmanuel
  • Date: 2013-07-18
  • Subjects: Labor unions - South Africa , Industrial relations - South Africa , Coal mines and mining - South Africa
  • Type: Thesis
  • Identifier: uj:7626 , http://hdl.handle.net/10210/8496
  • Description: M.Comm. (Business Management) , Trade unionism and trade unions activities in South Africa’s labour relations system and workplaces has a long history of racial segregation characterised by confrontation and antagonism between the employer (management) and trade unions in the workplaces. However, in the South African contemporary labour relations environment the emphasis is more on creation of constructive and cooperative relations between the employer (management) and trade unions in the workplace. The literature study cites managers’ attitudes towards trade unions as one of the factor that could facilitate genuine interaction and promote productive cooperative management – trade unions relations in the workplace. The objective of this study was to assist in identifying and understating managers’ attitudes towards workplace trade unionism in the workplace utilising a coal mining company as a case study. For the purpose of investigating managers’ attitudes towards trade unionism and trade unions in the workplace, a literature review was conducted and the self-administered questionnaire was utilised as the research instrument to collect the primary data about managers’ attitudes towards trade unionism and trade unions in the workplace. The findings of the study reveal that most of the respondents generally harbour positive attitudes towards trade unionism and trade unions in the workplace. Another significant research finding of the study is the identification and existence of four factors underlying managers’ attitudes towards trade unionism and trade unions in the workplace. The factors identified relates to the awareness and understanding of the concept trade unionism and trade unions in the workplace, operational aspects in terms of perceived destructive and constructive role and function of trade unions in the workplace and lastly, management – trade union cooperation and relationship building in the workplace. Recommendations of the study were presented that will assist in improving and entrenching managers’ positive attitudes towards trade unionism and trade unions in the workplace.
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Grievance handling in the Department of Correctional Services (DSC) : a critical evaluation

  • Authors: Mthombeni, Tsandzeka Kenneth
  • Date: 2014-02-04
  • Subjects: Grievance procedures - South Africa , Labor laws and legislation - South Africa , Industrial relations - South Africa , South Africa. Department of Correctional Services
  • Type: Thesis
  • Identifier: uj:8017 , http://hdl.handle.net/10210/8952
  • Description: M.Phil. (Labour Law & Employment Relations) , The Department of Correctional Services (DCS) is a security-oriented institution and one of its constitutional mandates is to keep offenders in safe and humane conditions until they are lawfully released. Employment relations are fraught with inevitable conflict because where there is more than one human being it follows that it (conflict) will surface. Hence, conflict leads to grievances. This study was intended to achieve the following objectives: - to conduct a literature investigation on grievance handling procedures in the DCS -to conduct an empirical investigation into employees' perceptions of grievance handling procedures in the DCS -to formulate recommendations for guidelines for the use of management III improving grievance handling procedures in the DCS According to the DCS's annual report of 200412005, more than half of the grievances lodged (54.98%) during that time were not resolved. This should be cause for concern for any organisation, especially one like the DCS where each and every employee needs to be at his/her best in terms of commitment and the employer should in turn have the leverage of trusting them (employees) all. Through the research questionnaire, this study gave employees an opportunity to interact with the researcher with a view to providing some guidelines for improving grievance handling in the DCS. Similarly, the study provided the researcher with an opportunity to find out from the respondents what, in their view, needs to be done to improve grievance handling in the DCS…
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Herstruktureerde bedingingsraamwerk vir die tekstielbedryf

  • Authors: Barnard, Francois Paul.
  • Date: 2014-04-14
  • Subjects: Textile industry - South Africa , Industrial relations - South Africa
  • Type: Thesis
  • Identifier: uj:10620 , http://hdl.handle.net/10210/10141
  • Description: M.A. (Labor Relations) , The South African Clothing and Textile Workers Unions (SACTWU) has since 1991, with the adoption of a resolution at its National congress, campaigned vigorously for a National Industrial council for the Textile Industry. This campaign reached its climax when specific proposals were made to Textile employers on 28 August 1991 and 9 September 1991 respectively to make known their particular needs. In employer groupings several attacks were made on centralized bargaining, essentially arguing that this form of bargaining has introduced rigidities into the labour market and has contributed to the poor competitiveness of the industry. In consideration of the SACTWU demand, the study focused on the restructuring of collective bargaining in the industry in the establishment of a bargaining framework, where the level and structure of bargaining were to be shaped by the goals of economic effectiveness and social equity. Beyond this aim, the study also seeked to change the nature and quality of bargaining. Adversarial bargaining is to be replaced with co-operation, as the former will not build the economy, nor promote social equity. various aspects dealing with collective bargaining was examined to obtain a perspective on the complexities, mechanisms, structures arid processes of the bargaining system, and particularly the perceived differences in attitude towards centralized bargaining.
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Konflikbestuur: die verband tussen deelnemende ingrepe, konflikpotensiaal en konflikmanifestasie

Personeelbesnoeiing in Suid-Afrika : bestuursoptrede en die reaksies van ontslaandes

  • Authors: Hobson, Ernest Guy
  • Date: 2014-04-16
  • Subjects: Employees - Dismissal of , Employees Dismissal of - South Africa , Industrial relations - South Africa , Personnel management
  • Type: Thesis
  • Identifier: http://ujcontent.uj.ac.za8080/10210/387718 , uj:10791 , http://hdl.handle.net/10210/10299
  • Description: M.Com. (Human Resource Management) , Studies clearly show that workers experience trauma when organizations rationalise. These traumatic experiences are found to be primarily due to the uncertainty of what will happen to workers and the impact rationalisation could have on their job security. This has led to the assumption that rationalisation is inevitably traumatic. This study is aimed at dispelling this assumption as a myth. The view is taken that human and organizational behavior is complex, in that a variety of interactions between management and workers is not only possible, but does in fact occur in organizations today. This study considers various approaches organizations follow in dealing with workers during a rationalisation program. This study also investigates the experiences of workers who have actually lost their jobs. The results indicate beyond doubt that the experiences of trauma associated with rationalisation programmes are strongly related to the approaches adopted by management during such programmeso Worker trauma is therefore not a condition of rationalisation, but rather the result of a particular approach followed by management. The results of this study could have a profound effect on how organizations approach rationalisation. The benefits of a reduction in industrial and legal action due the approach adopted by management during rationalisation, is obvious. What is less obvious, but possibly more important however, is the level of loyalty and work performance of those workers remaining in the service of the organization. Studies have demonstrated the devastating impact of an unsatisfactory approach followed by management during rationalisation, on the work performance and loyalty towards the company of remaining workers. In order to succeed or survive, organizations must continually adjust to an everchanging environment. This would no doubt include the need for an effective rationalisation program...
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Arbeidsverhoudinge : 'n bestuursopgaaf vir die skoolhoof

  • Authors: Pauw, Johannes Gustav
  • Date: 2014-05-08
  • Subjects: School principals , Special education - Personnel management , Industrial relations - South Africa , Teacher-principal relationships
  • Type: Thesis
  • Identifier: uj:10940 , http://hdl.handle.net/10210/10513
  • Description: M.Ed. (Educational Management) , The aim of this research is to assess the management role of the principal of a state-aided school with regard to the management of general assistants employed by the governing body of such a school. To ensure efficient management, the principal must implement the principles of planning, organizing leadership and control in the process of managing general assistants. Planning should be aimed at reaching short-term goals while a more mechanistic and bureaucratic organizational structure will be more effective. Communication and interaction with general assistants are prerequisites for efficient leadership. Duties performed by general assistants must be continuously controlled to ensure that the activities are in line with the goals of the school. The principal is essentially a manager of human resources and therefore also a personnel manager. In respect of general assistants, labour unrest must be prevented. This task represents a new dimension of management for principals of state-aided schools where labour relations have become an important issue. As of 1 September 1988, the Labour Relations Act (Act 28 of 1956) is applicable to black general assistants employed at state-aided schools. Therefore the management of state-aided schools must take cognisance of the mechanisms for collective bargaining, namely, industrial councils, conciliation boards, mediation, arbitration and the Industrial Court. Collective bargaining takes place between an employer and a workers' union representing the employees.
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'n Ondersoek na die omvang van arbeidsomset in 'n verspreidingsorganisasie In die mediabedryf

Workplace forums in South Africa: practical benefits to employment relations

An investigation into the effectiveness of a decentralised human resources structure in a South African financial institution in comparison with world class practices

Persepsuele verskille tussen werknemers en bestuur ten opsigte van kommunikasie, swart-vooruitgang en dissipline in die werksituasie

  • Authors: Van der Berg, Gerhardus Cornelius
  • Date: 2014-09-30
  • Subjects: Communication in management - South Africa , Collective bargaining - South Africa , Industrial relations - South Africa
  • Type: Thesis
  • Identifier: uj:12427 , http://hdl.handle.net/10210/12214
  • Description: Ph.D. (Psychology and People Management) , Ineffective communication, inadequate disciplinary measures and little interest in the advancement of black employees are of the greatest problems in the South African manufacturing industry. An investigation was done to determine the perception of different groups working on different levels concerning communication, black advancement in the work situation and discipline. A theoretical framework indicate that vertical communication is essential for stable labour relations in any industry. Employees show a great need to be treated fairly and to obtain democratic decision making power by means of ordered representative systems. The cultural gap, discrimination in education and training, the attitude of both whites and blacks towards one another as well as the attitude concerning integration of work facilities seem to be the most important reasons for black advancement's failure in South Africa. For black advancement to be successful in the work situation, total social, political and industrial integration is necessary.
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Die invloed wat die ontbanning van sekere buite-parlementêre akteurs op arbeidsverhoudinge het

Gebruik van 'n rol-bevoegdheidsmodel in die bepaling van opleidingsbehoeftes in arbeidsverhoudinge by eerstelyntoesighouers

Juridiese riglyne vir die bestuur van stakings in 'n vakbondgeoriënteerde werkomgewing

  • Authors: Knoesen, Ernest Ockert
  • Date: 2014-10-29
  • Subjects: Strikes and lockouts - South Africa , Industrial relations - South Africa
  • Type: Thesis
  • Identifier: http://ujcontent.uj.ac.za8080/10210/391430 , uj:12699 , http://hdl.handle.net/10210/12564
  • Description: M.A. (Industrial Relations) , Since black employees were legally allowed to form unions and organise themselves, unionism has grown tremendously. The occurrence of strikes of some form or other has shown a rising tendency since the implementation of the recommendations of the Wiehahn Commission of Inquiry into Labour Legislation in 1979. As a result, business enterprises have suffered considerable financial losses on account of a loss of man-hours and man-days. The aim of this study is to formulate juridical and practical guidelines for the industrial relations practitioner in order to deal with strikes pro-actively and to prevent them if possible, and to manage them responsibly and professionally if they do occur.
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