An investigation into the facilitators of the trustworthiness of managers
- Authors: Bews, Neville Frederick
- Date: 2012-02-27
- Subjects: Industrial relations , Interpersonal relations , Personnel management , Industrial sociology , Trust
- Type: Thesis
- Identifier: uj:2049 , http://hdl.handle.net/10210/4399
- Description: D.Litt. et Phil. , With the emergence of what has been referred to as the "post-industrial" society, the last decade has seen employer-employee work relationships undergoing a high level of change, as organisations restructure in an attempt to survive in the emerging global economy. Largely due to this, the nature of work has changed, placing tension on intra-organisational trust. As organisations readjust in an attempt to face the future they often find that intra-organisational trust is in a crisis, at a time when emphasis is being placed on the need for trust-based relationships. This renewed focus, and paradox that intra-organisational trust faces, has, on a multidisciplinary basis, caught the attentions of numerous academics, resulting in numerous attempts to understand aspects of interpersonal trust. In this study some of these attempts are considered in proposing a model for intra-organisational trust and certain aspects of this model are tested empirically. To achieve this, a multifaceted approach is employed, within a South African financial institution, whereby triangulation is used through gathering both quantitative and qualitative data. A research instrument is developed, by means of which the facilitators of trustworthiness, as proposed in terms of a model for trust and percieved by respondents, are measured. An analysis of the data gathered in respect of the various biographical categories at the company investigated, is undertaken. In terms of this analysis the relationship between interpersonal trust and the facilitators of trustworthiness is assessed, and the implications of this study for theory and policy are considered.
- Full Text:
- Authors: Bews, Neville Frederick
- Date: 2012-02-27
- Subjects: Industrial relations , Interpersonal relations , Personnel management , Industrial sociology , Trust
- Type: Thesis
- Identifier: uj:2049 , http://hdl.handle.net/10210/4399
- Description: D.Litt. et Phil. , With the emergence of what has been referred to as the "post-industrial" society, the last decade has seen employer-employee work relationships undergoing a high level of change, as organisations restructure in an attempt to survive in the emerging global economy. Largely due to this, the nature of work has changed, placing tension on intra-organisational trust. As organisations readjust in an attempt to face the future they often find that intra-organisational trust is in a crisis, at a time when emphasis is being placed on the need for trust-based relationships. This renewed focus, and paradox that intra-organisational trust faces, has, on a multidisciplinary basis, caught the attentions of numerous academics, resulting in numerous attempts to understand aspects of interpersonal trust. In this study some of these attempts are considered in proposing a model for intra-organisational trust and certain aspects of this model are tested empirically. To achieve this, a multifaceted approach is employed, within a South African financial institution, whereby triangulation is used through gathering both quantitative and qualitative data. A research instrument is developed, by means of which the facilitators of trustworthiness, as proposed in terms of a model for trust and percieved by respondents, are measured. An analysis of the data gathered in respect of the various biographical categories at the company investigated, is undertaken. In terms of this analysis the relationship between interpersonal trust and the facilitators of trustworthiness is assessed, and the implications of this study for theory and policy are considered.
- Full Text:
The relationship between perceived organizational support for strength use and the imposter phenomenon
- Authors: Bila, Khongelani Antonnet
- Date: 2019
- Subjects: Industrial relations , Employee motivation , Work - Psychological aspects , Identity (Psychology) , Organizational sociology , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/448602 , uj:39363
- Description: Abstract: Previous initiatives to increase employee well-being and performance were limited to training and coaching. Recent studies have sought to examine the benefits of taking a strength-based approach to employee well-being and performance. Employees who perceive their organisation to be in support of their strengths often feel more committed toward the organisation itself (organisational identity) and the work roles they hold within the organisation (work identity). When this is not the case, employees may begin to experience feelings of fraudulence or inadequacy in their role (imposter phenomenon). This study aimed to investigate the mediating effects of organisational identity and work identity on perceived organisational support for strength use (POSSU) and the imposter phenomenon, using tenure as a moderator for middle career stage and late career stage employees. The study sample (n = 284) completed the Strength Use and Deficit Correction (SUDCO) questionnaire, Organisational Identification questionnaire, the Tilburg Scale for Work Identity Commitment and Reconsideration of Commitment (TWIS-CRC), and the Clance Imposter Phenomenon Scale (CIPS). This study was quantitative in nature and the Multivariate Analysis of Variance (MANOVA) showed that there were differences between groups, though these differences were minor. The path analysis indicated that organisational identity and work identity fully mediate the relationship between POSSU and the imposter phenomenon... , M.Com. (Industrial Psychology)
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- Authors: Bila, Khongelani Antonnet
- Date: 2019
- Subjects: Industrial relations , Employee motivation , Work - Psychological aspects , Identity (Psychology) , Organizational sociology , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/448602 , uj:39363
- Description: Abstract: Previous initiatives to increase employee well-being and performance were limited to training and coaching. Recent studies have sought to examine the benefits of taking a strength-based approach to employee well-being and performance. Employees who perceive their organisation to be in support of their strengths often feel more committed toward the organisation itself (organisational identity) and the work roles they hold within the organisation (work identity). When this is not the case, employees may begin to experience feelings of fraudulence or inadequacy in their role (imposter phenomenon). This study aimed to investigate the mediating effects of organisational identity and work identity on perceived organisational support for strength use (POSSU) and the imposter phenomenon, using tenure as a moderator for middle career stage and late career stage employees. The study sample (n = 284) completed the Strength Use and Deficit Correction (SUDCO) questionnaire, Organisational Identification questionnaire, the Tilburg Scale for Work Identity Commitment and Reconsideration of Commitment (TWIS-CRC), and the Clance Imposter Phenomenon Scale (CIPS). This study was quantitative in nature and the Multivariate Analysis of Variance (MANOVA) showed that there were differences between groups, though these differences were minor. The path analysis indicated that organisational identity and work identity fully mediate the relationship between POSSU and the imposter phenomenon... , M.Com. (Industrial Psychology)
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'n Ondersoek na die definisie van bedryfsvereistes kragtens Artikel 213 en die begrip "billike rede" kragtens Artikel 188(1)(a)(ii) van Wet op Arbeidsverhoudinge, Wet 66 van 1995
- Authors: Booysen, R.J.
- Date: 2012-01-24
- Subjects: Labor laws and legislation , Industrial relations , Downsizing of organizations
- Type: Thesis
- Identifier: uj:1919 , http://hdl.handle.net/10210/4280
- Description: M.Phil.
- Full Text:
- Authors: Booysen, R.J.
- Date: 2012-01-24
- Subjects: Labor laws and legislation , Industrial relations , Downsizing of organizations
- Type: Thesis
- Identifier: uj:1919 , http://hdl.handle.net/10210/4280
- Description: M.Phil.
- Full Text:
Arbeidsverhoudingebestuur in die onderwys met verwysing na die dissiplinêre proses
- Authors: Botha, Marthinus Johannes
- Date: 2012-01-16
- Subjects: Labor discipline , Industrial relations , Labor laws and legislation , Grievance procedures , Educational law and legislation
- Type: Thesis
- Identifier: uj:1905 , http://hdl.handle.net/10210/4266
- Description: M.Comm. , The purpose of the study is to determine, through literature research, what the current situation is regarding Labour Relation Management in Education. In order to search for answers, various resources have been used -the majority of which are primary and authoritive of nature. In the first instance a few basic concepts and definitions in labour law in education were studied. Issues which were discussed focused on the definition of employer and employee and the relationship between them. The professional nature of the teaching profession was discussed, including the various councils which have an impact on industrial relations in education. In chapter three an in depth analysis has been made of the role of the various legislation regarding industrial relations in the educational field. The focus of this analysis was on the following key legislation: The Constitution 108 of 1996 The Labour Relation Act 66 of 1995. The Employment of Educators Act 76 of 1998. The Basic Conditions of Employment Act 75 of 1997 The Employment Equity Act 55 of 1998 The Development of Basic Skills Act. South African Schools Act 84 of 1996 10 Regulations: Regulations Regarding Terms and Conditions Of Employment of Educators R 1743 OF 13 November 1995. Regulations on Personnel Administration Measures (PAM) 18 February 1999. In chapter four the disciplinary process in education was discussed at length. The focus here was on the disciplinary code, principles of the disciplinary process as well as internal disciplinary procedures -specifically by whom and at what level it should be managed. A clear distinction was made between internal and external procedures. The principle of natural justice under the audi alteram partem and the nemo iudex in propria causa principle was discussed. An important aspect here is the appointment and dismissal of teachers in governing body posts. In chapter six the grievance procedure in education-such as the definition of grievance and how it should be dealt with, were discussed. The management of grievances as quickly and as close as possible to the cause as well as the reaction and conduct of the parties concerned, were also discussed. In conclusion the study was summarized and certain shortfalls highligted. Certain recommendations were also made, especially concerning the Administrative Act 3 2000, and the use thereof in labour relations.
- Full Text:
- Authors: Botha, Marthinus Johannes
- Date: 2012-01-16
- Subjects: Labor discipline , Industrial relations , Labor laws and legislation , Grievance procedures , Educational law and legislation
- Type: Thesis
- Identifier: uj:1905 , http://hdl.handle.net/10210/4266
- Description: M.Comm. , The purpose of the study is to determine, through literature research, what the current situation is regarding Labour Relation Management in Education. In order to search for answers, various resources have been used -the majority of which are primary and authoritive of nature. In the first instance a few basic concepts and definitions in labour law in education were studied. Issues which were discussed focused on the definition of employer and employee and the relationship between them. The professional nature of the teaching profession was discussed, including the various councils which have an impact on industrial relations in education. In chapter three an in depth analysis has been made of the role of the various legislation regarding industrial relations in the educational field. The focus of this analysis was on the following key legislation: The Constitution 108 of 1996 The Labour Relation Act 66 of 1995. The Employment of Educators Act 76 of 1998. The Basic Conditions of Employment Act 75 of 1997 The Employment Equity Act 55 of 1998 The Development of Basic Skills Act. South African Schools Act 84 of 1996 10 Regulations: Regulations Regarding Terms and Conditions Of Employment of Educators R 1743 OF 13 November 1995. Regulations on Personnel Administration Measures (PAM) 18 February 1999. In chapter four the disciplinary process in education was discussed at length. The focus here was on the disciplinary code, principles of the disciplinary process as well as internal disciplinary procedures -specifically by whom and at what level it should be managed. A clear distinction was made between internal and external procedures. The principle of natural justice under the audi alteram partem and the nemo iudex in propria causa principle was discussed. An important aspect here is the appointment and dismissal of teachers in governing body posts. In chapter six the grievance procedure in education-such as the definition of grievance and how it should be dealt with, were discussed. The management of grievances as quickly and as close as possible to the cause as well as the reaction and conduct of the parties concerned, were also discussed. In conclusion the study was summarized and certain shortfalls highligted. Certain recommendations were also made, especially concerning the Administrative Act 3 2000, and the use thereof in labour relations.
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Corporate social responsibility and post-employment
- Authors: Coetzee, James Frederick
- Date: 2011-11-21
- Subjects: Social responsibility of business , Unemployment , Downsizing of organizations , Labor laws and legislation , Industrial relations
- Type: Thesis
- Identifier: uj:1720 , http://hdl.handle.net/10210/4062
- Description: M.Phil.
- Full Text:
- Authors: Coetzee, James Frederick
- Date: 2011-11-21
- Subjects: Social responsibility of business , Unemployment , Downsizing of organizations , Labor laws and legislation , Industrial relations
- Type: Thesis
- Identifier: uj:1720 , http://hdl.handle.net/10210/4062
- Description: M.Phil.
- Full Text:
Environmental influences on industrial relations.
- Ferndale, L.J., Raubenheimer, I. van W.
- Authors: Ferndale, L.J. , Raubenheimer, I. van W.
- Date: 1994
- Subjects: External environment , Industrial relations , Economical environment , Political environment , Social environment
- Type: Article
- Identifier: uj:6556 , http://hdl.handle.net/10210/2787
- Description: The objective of this study was to investigate the extent of the influence of the external environment on industrial relations. It was found that economical, political and social environments are inextricably linked and that they may influence industrial relations relatively. It was concluded that companies should take cognisance of the impact of the external environment when formulating their industrial relations strategies.
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- Authors: Ferndale, L.J. , Raubenheimer, I. van W.
- Date: 1994
- Subjects: External environment , Industrial relations , Economical environment , Political environment , Social environment
- Type: Article
- Identifier: uj:6556 , http://hdl.handle.net/10210/2787
- Description: The objective of this study was to investigate the extent of the influence of the external environment on industrial relations. It was found that economical, political and social environments are inextricably linked and that they may influence industrial relations relatively. It was concluded that companies should take cognisance of the impact of the external environment when formulating their industrial relations strategies.
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Die strategiese bestuur van arbeidsverhoudinge : 'n empiriese ondersoek
- Authors: Ferndale, Urin
- Date: 2014-05-14
- Subjects: Strategic planning , Industrial relations
- Type: Thesis
- Identifier: uj:11080 , http://hdl.handle.net/10210/10653
- Description: D. Litt. et Phil. (Human Resources) , Labour relations in South Africa is characterized by instability and is intensified by the negative influence of the external environment. Against this background the strategic management of labour relations was investigated as a possible means to positively influence labour relations in South Africa. A model for the strategic management of labour relations was developed and it was concluded that it is essential that the mentioned model be followed in South Africa. A detail theoretical and empirical analysis was done to determine the extent of the influence of the economy, politics, the social environment, trade unions, employer organizations, the juridical environment and personnel related aspects and practices on labour relations. The empirical data were gathered by means of a structured questionnaire from respondents working in the personnel field. The main findings of the study indicated that the external environment will have a profound effect on labour relations in near future. Unemployment, population growth, housing, the right and left wing political parties and inflation were identified as the aspects which will probably have the most negative influence on labour relations in the future. Various personnel management aspects and practices were identified which might have a positive influence on labour relations: communication, training, labour relations training, equal opportunities, social responsibility, participative schemes and induction. One of the main conclusions of this study was that the extent of the influence of the external and internal environment continuously be monitored by companies and that a strategic plan for the managing of labour relations be developed.
- Full Text:
- Authors: Ferndale, Urin
- Date: 2014-05-14
- Subjects: Strategic planning , Industrial relations
- Type: Thesis
- Identifier: uj:11080 , http://hdl.handle.net/10210/10653
- Description: D. Litt. et Phil. (Human Resources) , Labour relations in South Africa is characterized by instability and is intensified by the negative influence of the external environment. Against this background the strategic management of labour relations was investigated as a possible means to positively influence labour relations in South Africa. A model for the strategic management of labour relations was developed and it was concluded that it is essential that the mentioned model be followed in South Africa. A detail theoretical and empirical analysis was done to determine the extent of the influence of the economy, politics, the social environment, trade unions, employer organizations, the juridical environment and personnel related aspects and practices on labour relations. The empirical data were gathered by means of a structured questionnaire from respondents working in the personnel field. The main findings of the study indicated that the external environment will have a profound effect on labour relations in near future. Unemployment, population growth, housing, the right and left wing political parties and inflation were identified as the aspects which will probably have the most negative influence on labour relations in the future. Various personnel management aspects and practices were identified which might have a positive influence on labour relations: communication, training, labour relations training, equal opportunities, social responsibility, participative schemes and induction. One of the main conclusions of this study was that the extent of the influence of the external and internal environment continuously be monitored by companies and that a strategic plan for the managing of labour relations be developed.
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Empowerment of union representatives to better cope with modern business challenges
- Authors: Geyer, Hoffman
- Date: 2012-02-27
- Subjects: Industrial relations , Labor unions
- Type: Thesis
- Identifier: uj:2070 , http://hdl.handle.net/10210/4418
- Description: M.Phil. , Prior to the political transformation process, the labour relation's environment in the automotive industry, and in particular Nissan S.A. (the research organisation), was conflicting and disruptive. This resulted in an unstable working environment that affected future business performance and market opportunities. During this period, Nissan S.A. also became part of the global 'village' that requires, amongst others, stable labour relations and a co-operative approach towards union and management matters. This was critical for business survival and future investment from global partners. In order to achieve the above, a union I management development programme was put in place in conjunction with several role-players, that included the contribution of union representatives. The programme largely dealt with the understanding of different management and union roles and functions within the workplace. It furthermore equipped union and management representatives with critical skills and competencies, necessary to deal with conflicting issues that affected performance. The programme outcome was positive and it created the foundation for the organisation to remain competitive. The disruptive and conflicting labour relation's environment stabilised and better working relationships between management and the union followed. Since the implementation of the programme, new challenges emerged. Locally, political ownership changed 'hands'. Many union representatives were taken up into political leadership positions that affected union and representative capacities in terms of resources and competencies. Newly elected union representatives (and union members) questioned the role and function of unions, especially considering the fact that political 'victories' were no longer required at shopfloor level. Global competitiveness (and locally) affected employment security. The business, through operational requirements, dramatically reduced the workforce that affected relationships with the union and members. Globalisation required different operations, skills and 'thinking'. These changes justify a critical evaluation of the new role and function of union representatives to better cope with modern business challenges. This is critical for future survival and growth as uncertainties could affect the stability of the organisation. An understanding of changes and the empowerment of union representatives to deal with changes and challenges have proven to be successful for the organisation in the past. This study has also proven that parties need to understand and work towards a 'common interest' realisation. As a result, the following was appraised: • To explore and describe how union representatives perceive their role and function within a changing business environment. • To describe guidelines as a framework for the empowerment of the role and function of union representatives. A qualitative, exploratory, descriptive and contextual research design was followed. The data was gathered by means of two focus group interviews, which included the selection and participation of permanent union representatives. The raw data was analysed using the descriptive method of open coding. Two independent coders analysed the data with the researcher. A literature control study was done to recontextualise data. Based on the results of the research, guidelines were formulated. The results of the study indicate that union representatives recognise 'the changing world of work' and that modern business challenges require different thinking and operating methods. These changes and challenges affect the traditional role and functions of union representatives. As a result, it necessitates the performance of different roles and functions, in addition to the traditional ones. The research results indicate the need for change to a more participative management style that would be a requirement for the intervention and development of a comprehensive programme that would empower union representatives to better cope with modern business challenges. The research confirms the common realisation thinking. The research results further indicate that the empowerment of union representatives is a requirement to be effective in dealing with modern business challenges. A further need is the necessity for organisational culture change and change management.
- Full Text:
- Authors: Geyer, Hoffman
- Date: 2012-02-27
- Subjects: Industrial relations , Labor unions
- Type: Thesis
- Identifier: uj:2070 , http://hdl.handle.net/10210/4418
- Description: M.Phil. , Prior to the political transformation process, the labour relation's environment in the automotive industry, and in particular Nissan S.A. (the research organisation), was conflicting and disruptive. This resulted in an unstable working environment that affected future business performance and market opportunities. During this period, Nissan S.A. also became part of the global 'village' that requires, amongst others, stable labour relations and a co-operative approach towards union and management matters. This was critical for business survival and future investment from global partners. In order to achieve the above, a union I management development programme was put in place in conjunction with several role-players, that included the contribution of union representatives. The programme largely dealt with the understanding of different management and union roles and functions within the workplace. It furthermore equipped union and management representatives with critical skills and competencies, necessary to deal with conflicting issues that affected performance. The programme outcome was positive and it created the foundation for the organisation to remain competitive. The disruptive and conflicting labour relation's environment stabilised and better working relationships between management and the union followed. Since the implementation of the programme, new challenges emerged. Locally, political ownership changed 'hands'. Many union representatives were taken up into political leadership positions that affected union and representative capacities in terms of resources and competencies. Newly elected union representatives (and union members) questioned the role and function of unions, especially considering the fact that political 'victories' were no longer required at shopfloor level. Global competitiveness (and locally) affected employment security. The business, through operational requirements, dramatically reduced the workforce that affected relationships with the union and members. Globalisation required different operations, skills and 'thinking'. These changes justify a critical evaluation of the new role and function of union representatives to better cope with modern business challenges. This is critical for future survival and growth as uncertainties could affect the stability of the organisation. An understanding of changes and the empowerment of union representatives to deal with changes and challenges have proven to be successful for the organisation in the past. This study has also proven that parties need to understand and work towards a 'common interest' realisation. As a result, the following was appraised: • To explore and describe how union representatives perceive their role and function within a changing business environment. • To describe guidelines as a framework for the empowerment of the role and function of union representatives. A qualitative, exploratory, descriptive and contextual research design was followed. The data was gathered by means of two focus group interviews, which included the selection and participation of permanent union representatives. The raw data was analysed using the descriptive method of open coding. Two independent coders analysed the data with the researcher. A literature control study was done to recontextualise data. Based on the results of the research, guidelines were formulated. The results of the study indicate that union representatives recognise 'the changing world of work' and that modern business challenges require different thinking and operating methods. These changes and challenges affect the traditional role and functions of union representatives. As a result, it necessitates the performance of different roles and functions, in addition to the traditional ones. The research results indicate the need for change to a more participative management style that would be a requirement for the intervention and development of a comprehensive programme that would empower union representatives to better cope with modern business challenges. The research confirms the common realisation thinking. The research results further indicate that the empowerment of union representatives is a requirement to be effective in dealing with modern business challenges. A further need is the necessity for organisational culture change and change management.
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Onderwysbestuurseise in die hantering van arbeidsverhoudinge-probleme met algemene werkers aan tegniese kolleges
- Authors: Gouws, Francois Morkel
- Date: 2009-08-18T05:55:44Z
- Subjects: Technical institutions , Industrial relations , School management and organization
- Type: Thesis
- Identifier: uj:8617 , http://hdl.handle.net/10210/2956
- Description: D.Ed.
- Full Text: false
- Authors: Gouws, Francois Morkel
- Date: 2009-08-18T05:55:44Z
- Subjects: Technical institutions , Industrial relations , School management and organization
- Type: Thesis
- Identifier: uj:8617 , http://hdl.handle.net/10210/2956
- Description: D.Ed.
- Full Text: false
Defining incompatible behaviour in an employer/employee relationship
- Authors: Grant, Charlene
- Date: 2014-11-04
- Subjects: Corporate culture , Industrial relations
- Type: Thesis
- Identifier: uj:12752 , http://hdl.handle.net/10210/12642
- Description: M.Phil. (Labour Law) , Please refer to full text to view abstract
- Full Text:
- Authors: Grant, Charlene
- Date: 2014-11-04
- Subjects: Corporate culture , Industrial relations
- Type: Thesis
- Identifier: uj:12752 , http://hdl.handle.net/10210/12642
- Description: M.Phil. (Labour Law) , Please refer to full text to view abstract
- Full Text:
Onderwysbestuurseise in die hantering van konflik onderrigpersoneel aan tegniese kolleges
- Groenewald, Casparus Johannes
- Authors: Groenewald, Casparus Johannes
- Date: 2009-08-18T05:49:55Z
- Subjects: Technical institutes , School management and organization , Industrial relations , Teacher-principal relationships , Conflict management
- Type: Thesis
- Identifier: uj:8615 , http://hdl.handle.net/10210/2954
- Description: D.Ed.
- Full Text: false
- Authors: Groenewald, Casparus Johannes
- Date: 2009-08-18T05:49:55Z
- Subjects: Technical institutes , School management and organization , Industrial relations , Teacher-principal relationships , Conflict management
- Type: Thesis
- Identifier: uj:8615 , http://hdl.handle.net/10210/2954
- Description: D.Ed.
- Full Text: false
Intergroup conflict within a South African mining company
- Havenga, Werner, Visagie, Jan, Linde, Herman, Gobind, Jenni
- Authors: Havenga, Werner , Visagie, Jan , Linde, Herman , Gobind, Jenni
- Date: 2012
- Subjects: Mining industry - South Africa , Intergroup dynamics , Conflict management , Industrial relations
- Type: Article
- Identifier: uj:5903 , ISSN 1993-8233 , http://hdl.handle.net/10210/8022
- Description: The uncertainty that accompanies organizational change heightens prospects for intra-organizational conflict. Notwithstanding this, the knowledge base on the sources (or causes) of organizational conflict is underdeveloped – largely as a result of a low incidence of empirical research, and in particular in South Africa. The current study explored the perceived sources of intergroup conflict in a South African mining company. The aim of this research is to investigate intergroup conflict and to look into how intergroup conflict influences employment relations throughout all levels of the organization. From a probability population of 1000 in the twelve departments a random sample of 200 employees was chosen to participate in the research. This number represents 20% of the total population. Intergroup conflict was analysed and evaluated. Conclusions were drawn and recommendations made on the occurrence of intergroup conflict based on the findings of the literature and empirical study. Data frequencies, correlations and a correlation analysis were performed through the SPSS programme.
- Full Text:
- Authors: Havenga, Werner , Visagie, Jan , Linde, Herman , Gobind, Jenni
- Date: 2012
- Subjects: Mining industry - South Africa , Intergroup dynamics , Conflict management , Industrial relations
- Type: Article
- Identifier: uj:5903 , ISSN 1993-8233 , http://hdl.handle.net/10210/8022
- Description: The uncertainty that accompanies organizational change heightens prospects for intra-organizational conflict. Notwithstanding this, the knowledge base on the sources (or causes) of organizational conflict is underdeveloped – largely as a result of a low incidence of empirical research, and in particular in South Africa. The current study explored the perceived sources of intergroup conflict in a South African mining company. The aim of this research is to investigate intergroup conflict and to look into how intergroup conflict influences employment relations throughout all levels of the organization. From a probability population of 1000 in the twelve departments a random sample of 200 employees was chosen to participate in the research. This number represents 20% of the total population. Intergroup conflict was analysed and evaluated. Conclusions were drawn and recommendations made on the occurrence of intergroup conflict based on the findings of the literature and empirical study. Data frequencies, correlations and a correlation analysis were performed through the SPSS programme.
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The impact of the trust and confidence imperative on the employment relationship in South African labour law
- Authors: Henrico, Radley
- Date: 2009
- Subjects: Labour laws , Legislation , Industrial relations
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/393423 , uj:32545
- Description: LL.M. (Labour Law) , Abstract: Please refer to full text to view abstract
- Full Text:
- Authors: Henrico, Radley
- Date: 2009
- Subjects: Labour laws , Legislation , Industrial relations
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/393423 , uj:32545
- Description: LL.M. (Labour Law) , Abstract: Please refer to full text to view abstract
- Full Text:
South Africa's bargaining councils and their role in dispute resolution
- Authors: Ichharam, Meera
- Date: 2008-10-27T06:37:33Z
- Subjects: Industrial relations , Industrial arbitration , Collective bargaining , Dispute resolution (Law)
- Type: Thesis
- Identifier: uj:13224 , http://hdl.handle.net/10210/1324
- Description: M.A. , This research examines bargaining councils, the industrial level collective bargaining agents created by the new Labour Relations Act. This study contributes towards filling a gap not only in information that is lacking on bargaining councils, but also attempts to understand their dispute settlement role more fully. Two surveys were conducted, one, the content analysis of the constitutions of councils, and, the second, a questionnaire administered to bargaining councils, which particularly looked at their dispute work. Initial survey findings were qualified and extended through an investigation of a single council, the Clothing Industry Bargaining Council (Northern Areas). Bargaining councils place more emphasis on dispute settlement than industrial councils, and a particular difference between the two types of councils, relates to the potential role of bargaining councils to conduct arbitration. The level of accreditation may be linked to the union that is party to it. Further, a bargaining council’s ability to successfully resolve cases is dependent on clearly delineated procedures for settlement, the establishment of key relationships within the council, and, the accumulation of financial reserves. Importantly, the age of a bargaining council allows for these features to develop over time. The success of individual councils has overall benefits for labour relations in South Africa. Therefore, the formation of bargaining councils needs to be encouraged in sectors where, at present, they do not exist. Moreover, established councils should increasingly apply for accreditation for conciliation, and especially arbitration, where they are not accredited. This research modifies our understanding of councils by providing an indication of their importance in the current industrial relations dispensation, through an appreciation of the role of bargaining councils in dispute settlement. , Prof. P. Alexander
- Full Text:
- Authors: Ichharam, Meera
- Date: 2008-10-27T06:37:33Z
- Subjects: Industrial relations , Industrial arbitration , Collective bargaining , Dispute resolution (Law)
- Type: Thesis
- Identifier: uj:13224 , http://hdl.handle.net/10210/1324
- Description: M.A. , This research examines bargaining councils, the industrial level collective bargaining agents created by the new Labour Relations Act. This study contributes towards filling a gap not only in information that is lacking on bargaining councils, but also attempts to understand their dispute settlement role more fully. Two surveys were conducted, one, the content analysis of the constitutions of councils, and, the second, a questionnaire administered to bargaining councils, which particularly looked at their dispute work. Initial survey findings were qualified and extended through an investigation of a single council, the Clothing Industry Bargaining Council (Northern Areas). Bargaining councils place more emphasis on dispute settlement than industrial councils, and a particular difference between the two types of councils, relates to the potential role of bargaining councils to conduct arbitration. The level of accreditation may be linked to the union that is party to it. Further, a bargaining council’s ability to successfully resolve cases is dependent on clearly delineated procedures for settlement, the establishment of key relationships within the council, and, the accumulation of financial reserves. Importantly, the age of a bargaining council allows for these features to develop over time. The success of individual councils has overall benefits for labour relations in South Africa. Therefore, the formation of bargaining councils needs to be encouraged in sectors where, at present, they do not exist. Moreover, established councils should increasingly apply for accreditation for conciliation, and especially arbitration, where they are not accredited. This research modifies our understanding of councils by providing an indication of their importance in the current industrial relations dispensation, through an appreciation of the role of bargaining councils in dispute settlement. , Prof. P. Alexander
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The safe mindset of managers, shiftbosses and miners on a platinum mine in South Africa
- Jansen van Rensburg, Nicolaas
- Authors: Jansen van Rensburg, Nicolaas
- Date: 2010-10-26T07:21:12Z
- Subjects: Organizational change management , Employees' attitudes , Employee empowerment , Platinum mines and mining , Platinum mines and mining safety measures , Industrial safety , Industrial relations , Mine safety in South Africa
- Type: Thesis
- Identifier: uj:6941 , http://hdl.handle.net/10210/3451
- Description: M.Phil. , The mining industry in South Africa is in a process of transformation, which can be ascribed to various influences. First and foremost is the process of the conversion of mineral rights, employment equity and black economic empowerment. The ethnic distribution of mining employees at the time of the study reflected that Managers were predominantly white, the majority of Shift bosses were white and Miners were predominantly black. Central to the transformation process is maintaining and improving production output in a safe manner. Leadership in addition also impacts on health and safety in the workplace and the process to transform the organisation to world- class status commences with leadership. Transforming health and safety in the organisation to world-class status is a leadership imperative. The fatality rates in South African mines are continuously being addressed not only through initiatives from the Chamber of Mines of South Africa, but also through the various mining houses. The introduction of the Mine Health and Safety Act and Regulations 29 of 1996 made a profound impact on health and safety management on South African Mines. The introduction of blasting certificate holders replaced the scheduled person (contract miner). Various mining houses grasped the opportunity and trained their own miners from previously disadvantaged communities. This also assisted in achieving transformation objectives. The fatalities on platinum mines in South Africa since 1995 have remained constant up to 2007 although a slight decrease is reported. Nevertheless, injuries and fatalities in South African mines are attracting negative attention from society and the investment community. This is not in the interest of the mining industry. Research indicates that unsafe behaviour contributes 87% and more to incidents and injuries (including fatalities) on mines. The study of behaviour as a contributing factor in organisational safety is a relatively young science since the first reported studies in the 1980's. Research in this domain strives to develop an understanding of behaviour as a contributing factor in organisational safety.
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- Authors: Jansen van Rensburg, Nicolaas
- Date: 2010-10-26T07:21:12Z
- Subjects: Organizational change management , Employees' attitudes , Employee empowerment , Platinum mines and mining , Platinum mines and mining safety measures , Industrial safety , Industrial relations , Mine safety in South Africa
- Type: Thesis
- Identifier: uj:6941 , http://hdl.handle.net/10210/3451
- Description: M.Phil. , The mining industry in South Africa is in a process of transformation, which can be ascribed to various influences. First and foremost is the process of the conversion of mineral rights, employment equity and black economic empowerment. The ethnic distribution of mining employees at the time of the study reflected that Managers were predominantly white, the majority of Shift bosses were white and Miners were predominantly black. Central to the transformation process is maintaining and improving production output in a safe manner. Leadership in addition also impacts on health and safety in the workplace and the process to transform the organisation to world- class status commences with leadership. Transforming health and safety in the organisation to world-class status is a leadership imperative. The fatality rates in South African mines are continuously being addressed not only through initiatives from the Chamber of Mines of South Africa, but also through the various mining houses. The introduction of the Mine Health and Safety Act and Regulations 29 of 1996 made a profound impact on health and safety management on South African Mines. The introduction of blasting certificate holders replaced the scheduled person (contract miner). Various mining houses grasped the opportunity and trained their own miners from previously disadvantaged communities. This also assisted in achieving transformation objectives. The fatalities on platinum mines in South Africa since 1995 have remained constant up to 2007 although a slight decrease is reported. Nevertheless, injuries and fatalities in South African mines are attracting negative attention from society and the investment community. This is not in the interest of the mining industry. Research indicates that unsafe behaviour contributes 87% and more to incidents and injuries (including fatalities) on mines. The study of behaviour as a contributing factor in organisational safety is a relatively young science since the first reported studies in the 1980's. Research in this domain strives to develop an understanding of behaviour as a contributing factor in organisational safety.
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South African Industrial Conciliation Act of 1924 and current affirmative action : an analysis of labour economic history
- Jordaan, Charline, Ukpere, Wilfred I.
- Authors: Jordaan, Charline , Ukpere, Wilfred I.
- Date: 2011-02
- Subjects: Apartheid , Affirmative action , Industrial relations , Labour unions , South Africa. Industrial Conciliation Act, 1924
- Type: Article
- Identifier: uj:5818 , ISSN 1993-8233 , http://hdl.handle.net/10210/7834
- Description: This paper is directed towards making a comparison between the Industrial Conciliation Act (ICA) of 1924 and the current Affirmative Action (AA) in South Africa (SA), in order trace their respective impact to industrial relations in SA. First and foremost, it is necessary to give an overview of Industrial relations within the period of 1924 to 1948, and to identify three events that took place within that period and give a discussion of the events. Furthermore, the impact of those events on the labour legislation at that time, and its effect on the labour relationship will be analysed. Additionally, the different approaches used during these periods towards the labour relationship will be reviewed. Finally, an analysis will be made between Industrial Conciliation Act of 1924 and the current South African Affirmative Action.
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- Authors: Jordaan, Charline , Ukpere, Wilfred I.
- Date: 2011-02
- Subjects: Apartheid , Affirmative action , Industrial relations , Labour unions , South Africa. Industrial Conciliation Act, 1924
- Type: Article
- Identifier: uj:5818 , ISSN 1993-8233 , http://hdl.handle.net/10210/7834
- Description: This paper is directed towards making a comparison between the Industrial Conciliation Act (ICA) of 1924 and the current Affirmative Action (AA) in South Africa (SA), in order trace their respective impact to industrial relations in SA. First and foremost, it is necessary to give an overview of Industrial relations within the period of 1924 to 1948, and to identify three events that took place within that period and give a discussion of the events. Furthermore, the impact of those events on the labour legislation at that time, and its effect on the labour relationship will be analysed. Additionally, the different approaches used during these periods towards the labour relationship will be reviewed. Finally, an analysis will be made between Industrial Conciliation Act of 1924 and the current South African Affirmative Action.
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Die totstandkoming van die werkgewer/werknemer verhouding vir inkomstebelastingdoeleindes
- Authors: Jordaan, Keith
- Date: 2014-08-19
- Subjects: Industrial relations , Income tax - South Africa
- Type: Thesis
- Identifier: uj:12099 , http://hdl.handle.net/10210/11844
- Description: M.Com. (Taxation) , Please refer to full text to view abstract
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- Authors: Jordaan, Keith
- Date: 2014-08-19
- Subjects: Industrial relations , Income tax - South Africa
- Type: Thesis
- Identifier: uj:12099 , http://hdl.handle.net/10210/11844
- Description: M.Com. (Taxation) , Please refer to full text to view abstract
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New methods of engagement : a case study on spiral dynamics to improve union-employer relationships
- Authors: King, Philippa Josephine
- Date: 2020
- Subjects: Personnel management , Labor unions , Industrial relations
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/416496 , uj:35234
- Description: M.Phil. , Abstract: South Africa has a reputation as the strike capital of the world, and industrial action is a key identified risk facing South Africa. Described as a cycle of value destruction, industrial action not only impacts companies and their performance, but also workers and their dependants (Soko & Balchin, 2014). While some issues are resolved at bargaining council level, many problems facing companies and their workforce need to be creatively resolved through effective engagement between employers and unions. Spiral Dynamics is a development theory that argues that individuals and groups have different thinking or value systems, and that this impacts their behaviour, perceptions, and approaches. While Spiral Dynamics has been applied widely in South Africa by, amongst others, Volckmann and Beck (2011), Laubscher 2013), Viljoen (2015), and Salters (2011), there are limited studies on its application in union and employer engagements. This study examined to what extent Spiral Dynamics as a tool could be applied to enhance understanding of union-employer engagements for all stakeholders. The aim was to contribute to the growing body of research around industrial action in South Africa, focusing, however, on ways to proactively improve union‒employer engagements and minimise conflict. A qualitative, exploratory, phenomenological research approach was applied to a specific case. Primary data were collected by means of content analysis, direct observations, semi-structured interviews, and the application of spiral dynamics. A total of 37 employer‒union engagements were observed, and semi-structured interviews were conducted with 16 participants on their perceptions of the engagements. The study highlights the importance of the history and context of the relationship and the impact it has on the effectiveness of the engagements between employer and union. A map of the engagements was developed and overlaid onto Kraybill’s Cycle of Reconciliation (1995). This highlighted the importance of understanding reconciliation, not as a once-off activity, but as a process, and, specifically, the importance of two key steps: (1) jointly understanding of the need to separate...
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- Authors: King, Philippa Josephine
- Date: 2020
- Subjects: Personnel management , Labor unions , Industrial relations
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/416496 , uj:35234
- Description: M.Phil. , Abstract: South Africa has a reputation as the strike capital of the world, and industrial action is a key identified risk facing South Africa. Described as a cycle of value destruction, industrial action not only impacts companies and their performance, but also workers and their dependants (Soko & Balchin, 2014). While some issues are resolved at bargaining council level, many problems facing companies and their workforce need to be creatively resolved through effective engagement between employers and unions. Spiral Dynamics is a development theory that argues that individuals and groups have different thinking or value systems, and that this impacts their behaviour, perceptions, and approaches. While Spiral Dynamics has been applied widely in South Africa by, amongst others, Volckmann and Beck (2011), Laubscher 2013), Viljoen (2015), and Salters (2011), there are limited studies on its application in union and employer engagements. This study examined to what extent Spiral Dynamics as a tool could be applied to enhance understanding of union-employer engagements for all stakeholders. The aim was to contribute to the growing body of research around industrial action in South Africa, focusing, however, on ways to proactively improve union‒employer engagements and minimise conflict. A qualitative, exploratory, phenomenological research approach was applied to a specific case. Primary data were collected by means of content analysis, direct observations, semi-structured interviews, and the application of spiral dynamics. A total of 37 employer‒union engagements were observed, and semi-structured interviews were conducted with 16 participants on their perceptions of the engagements. The study highlights the importance of the history and context of the relationship and the impact it has on the effectiveness of the engagements between employer and union. A map of the engagements was developed and overlaid onto Kraybill’s Cycle of Reconciliation (1995). This highlighted the importance of understanding reconciliation, not as a once-off activity, but as a process, and, specifically, the importance of two key steps: (1) jointly understanding of the need to separate...
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Consistency in the application of disciplinary measures within a state-owned entity
- Authors: Knight, Xavier Earl
- Date: 2016
- Subjects: Labor discipline , Labor discipline - Personnel management , Industrial relations
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/225712 , uj:22803
- Description: M.Phil. , Abstract: Disciplinary policies and procedures are utilised to correct employee behaviour that contradicts organisational norms and to bring about a conducive environment in the workplace. When applied and monitored correctly, policies and procedures regulate employee behaviour, and can bear positive results for an organisation. However, when these are applied in an inconsistent and unfair manner, they will not bring about the desired outcome of improved employee behaviour in the workplace. Therefore, exploring the perceptions of employees with regard to the consistency of disciplinary measures within a state owned entity, is imperative. The primary objective of the study was to establish whether the substantive and procedural elements were taken into consideration in the application of disciplinary measures within a state-owned entity. In addition the study attempted to establish the perceptions of employees around disciplinary measures in order to ascertain possible areas of weakness in the current application of discipline in the case organisation. An effort was made to also understand why a high number of internal disciplinary matters usually end up at external dispute resolution bodies, and to uncover the reasons for this. The study adopted a case study approach, as it dealt with a specific state owned entity in the Johannesburg area, Gauteng Province, South Africa. Purposive and convenience sampling was utilised to obtain information from top managers, middle and junior managers, supervisors, shop stewards, as well employees who have themselves faced disciplinary action within the case organisation. Data was collected by means of semi-structured interviews with research participants. The research findings revealed a high level of inconsistency in the application of disciplinary action at the state owned entity. Furthermore, research participants highlighted selective application of disciplinary action; toxic leaders who use discipline as a victimisation weapon in the workplace; the existence of a poor organisational culture; and ineffective shop stewards were all mentioned as elements that have exacerbated the level of inconsistency in the application of discipline. It was evident from the research findings that disciplinary...
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- Authors: Knight, Xavier Earl
- Date: 2016
- Subjects: Labor discipline , Labor discipline - Personnel management , Industrial relations
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/225712 , uj:22803
- Description: M.Phil. , Abstract: Disciplinary policies and procedures are utilised to correct employee behaviour that contradicts organisational norms and to bring about a conducive environment in the workplace. When applied and monitored correctly, policies and procedures regulate employee behaviour, and can bear positive results for an organisation. However, when these are applied in an inconsistent and unfair manner, they will not bring about the desired outcome of improved employee behaviour in the workplace. Therefore, exploring the perceptions of employees with regard to the consistency of disciplinary measures within a state owned entity, is imperative. The primary objective of the study was to establish whether the substantive and procedural elements were taken into consideration in the application of disciplinary measures within a state-owned entity. In addition the study attempted to establish the perceptions of employees around disciplinary measures in order to ascertain possible areas of weakness in the current application of discipline in the case organisation. An effort was made to also understand why a high number of internal disciplinary matters usually end up at external dispute resolution bodies, and to uncover the reasons for this. The study adopted a case study approach, as it dealt with a specific state owned entity in the Johannesburg area, Gauteng Province, South Africa. Purposive and convenience sampling was utilised to obtain information from top managers, middle and junior managers, supervisors, shop stewards, as well employees who have themselves faced disciplinary action within the case organisation. Data was collected by means of semi-structured interviews with research participants. The research findings revealed a high level of inconsistency in the application of disciplinary action at the state owned entity. Furthermore, research participants highlighted selective application of disciplinary action; toxic leaders who use discipline as a victimisation weapon in the workplace; the existence of a poor organisational culture; and ineffective shop stewards were all mentioned as elements that have exacerbated the level of inconsistency in the application of discipline. It was evident from the research findings that disciplinary...
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Leadership intent and employee contextual performance
- Authors: Leclezio, Jennifer Ann
- Date: 2018
- Subjects: Leadership - Psychological aspects , Leadership - Moral and ethical aspects , Intention , Industrial relations , Personnel management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295913 , uj:32232
- Description: Abstract: Leadership that is both ethical and effective is needed in the world more than ever. This is especially true in an organisational context, with CEO’s reporting that leadership remains the most pressing issue, particularly in relation to good organisational citizenship by employees. The question of what constitutes good leadership, and therefore how to identify and cultivate good leaders, has led to a proliferation of academic research. Recent leadership theories intimate that good leadership requires something more essential than innate personality traits or outward behaviours. This essential element could be explained as a ‘withinperson’ criterion. Consideration of the construct of intent as a possible descriptor for this ‘within-person’ criterion may be helpful. Intent is defined as the deeper motive of the leader, and the purpose of this study was to explore and describe the implications of intent on leadership and employee contextual performance. This study was conducted within the paradigm of the Personal and Professional Leadership (PPL) model against the backdrop of toxic and servant leadership theories. A qualitative research design, underpinned by a social constructionist ontological methodology was followed. Semi-structured interviews were conducted with nine purposively selected senior managers who described their subjective experiences within an organisational context. The data analysis considered four co-creators of meaning; the researcher, the participants, an independant coder, and the literature. The researcher and the independent coder used an adaption of Tesch’s eight steps of open-coding to code the data. A consensus discussion compared the two analyses and confirmed the findings. A review of prevailing literature followed and was used to check the findings from the analysis and answer the research questions. The study identified descriptors for the bad leader as malevolent and the good leader as benevolent. The malevolent leader was characterised by a self-serving intent leading to unhappy, disengaged employees who focused on complying. Conversely, the benevolent leader was characterised by an intent to serve, leading to positive and accountable employees who exceeded expectations and emulated the leader. Employee contextual performance was therefore only evident where the leader’s... , M.Phil.
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- Authors: Leclezio, Jennifer Ann
- Date: 2018
- Subjects: Leadership - Psychological aspects , Leadership - Moral and ethical aspects , Intention , Industrial relations , Personnel management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295913 , uj:32232
- Description: Abstract: Leadership that is both ethical and effective is needed in the world more than ever. This is especially true in an organisational context, with CEO’s reporting that leadership remains the most pressing issue, particularly in relation to good organisational citizenship by employees. The question of what constitutes good leadership, and therefore how to identify and cultivate good leaders, has led to a proliferation of academic research. Recent leadership theories intimate that good leadership requires something more essential than innate personality traits or outward behaviours. This essential element could be explained as a ‘withinperson’ criterion. Consideration of the construct of intent as a possible descriptor for this ‘within-person’ criterion may be helpful. Intent is defined as the deeper motive of the leader, and the purpose of this study was to explore and describe the implications of intent on leadership and employee contextual performance. This study was conducted within the paradigm of the Personal and Professional Leadership (PPL) model against the backdrop of toxic and servant leadership theories. A qualitative research design, underpinned by a social constructionist ontological methodology was followed. Semi-structured interviews were conducted with nine purposively selected senior managers who described their subjective experiences within an organisational context. The data analysis considered four co-creators of meaning; the researcher, the participants, an independant coder, and the literature. The researcher and the independent coder used an adaption of Tesch’s eight steps of open-coding to code the data. A consensus discussion compared the two analyses and confirmed the findings. A review of prevailing literature followed and was used to check the findings from the analysis and answer the research questions. The study identified descriptors for the bad leader as malevolent and the good leader as benevolent. The malevolent leader was characterised by a self-serving intent leading to unhappy, disengaged employees who focused on complying. Conversely, the benevolent leader was characterised by an intent to serve, leading to positive and accountable employees who exceeded expectations and emulated the leader. Employee contextual performance was therefore only evident where the leader’s... , M.Phil.
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