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.
- Full Text:
- 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.
- 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 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:
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
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
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.
- Full Text:
- 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.
- Full Text:
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.
- Full Text:
- 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.
- Full Text:
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:
Etiese standaarde vir die beroepsgesondheidsverpleegkundige oor die MIV-positiewe persoon by die werkplek
- Authors: Otto, Maria Adriana
- Date: 2011-12-06
- Subjects: HIV-positive persons , AIDS (Disease) , Public health nursing , Industrial relations
- Type: Thesis
- Identifier: uj:1849 , http://hdl.handle.net/10210/4207
- Description: M.Cur. , The researcher's occupation as medical services manager at a packaging company regularly brings her into contact with the occupational health nurses employed at the factories. She has become aware that the occupational health nurses often become involved in ethical dilemmas with regards to the handling of HIV -positive people at the workplace in that the interests of the HIV -positive conflict with the interests of the employer. The occupational health nurse finds him/herself acting as intermediary and advocate between the two parties, namely the employer and the HIV -positive person. In spite of the provision of legal norms and ethical standards to regulate the interests of the HN -positive person in the workplace, no guidelines exist as to how these norms and standards should be operasionalised during interaction between the HIV -positive person, the occupational health nurse and the employer. The occupational health nurse is therefore uncertain how to act professionally within laid-down ethical standards with the HIV -positive person at the workplace. The purpose of this study is to describe guidelines and criteria for the operasionalisation of ethical standards for the occupational health nurse regarding the HIV -positive person in the workplace. This objective is obtained through the following aims: • Researching and describing literature with specific reference to current legal and ethical frameworks within the occupational health context regarding interaction with the HNpositive person in the workplace in order to formulate these ethical standards; • Researching and describing problems and solutions for the following target groups regarding the ethical aspects regarding the HN -positive person in the workplace: Occupational health nurses The HN -positive person in the workplace. The design of the research is qualitative, explorative and descriptive. The research was carried out by studying the occupational health nurses and HN -positive people employed by the packaging company countrywide. The occupational health nurses who were involved were obtained from a purposive test sample. The HN -positive people were chosen by making use of a quota test sample. Data obtained from the occupational health nurses was gathered by means of a workshop, and the data from the HN -positive people was obtained through personal interviews. The results of the research identified certain problems and solutions which were experienced by both target groups. These problems and solutions are divided into four sub-categories to illustrate how individual, organisational, health and family-systems are influenced. In order to assist the occupational health nurses to ethically handle the HIV -positive person in the workplace, guidelines and criteria were drawn up for the operasionalisation of the ethical standards. Additional research themes were identified through the study, the goal being to further improve the ethical handling of the HIV-positive person in the workplace, and to give better support to the HIV positive person.
- Full Text:
- Authors: Otto, Maria Adriana
- Date: 2011-12-06
- Subjects: HIV-positive persons , AIDS (Disease) , Public health nursing , Industrial relations
- Type: Thesis
- Identifier: uj:1849 , http://hdl.handle.net/10210/4207
- Description: M.Cur. , The researcher's occupation as medical services manager at a packaging company regularly brings her into contact with the occupational health nurses employed at the factories. She has become aware that the occupational health nurses often become involved in ethical dilemmas with regards to the handling of HIV -positive people at the workplace in that the interests of the HIV -positive conflict with the interests of the employer. The occupational health nurse finds him/herself acting as intermediary and advocate between the two parties, namely the employer and the HIV -positive person. In spite of the provision of legal norms and ethical standards to regulate the interests of the HN -positive person in the workplace, no guidelines exist as to how these norms and standards should be operasionalised during interaction between the HIV -positive person, the occupational health nurse and the employer. The occupational health nurse is therefore uncertain how to act professionally within laid-down ethical standards with the HIV -positive person at the workplace. The purpose of this study is to describe guidelines and criteria for the operasionalisation of ethical standards for the occupational health nurse regarding the HIV -positive person in the workplace. This objective is obtained through the following aims: • Researching and describing literature with specific reference to current legal and ethical frameworks within the occupational health context regarding interaction with the HNpositive person in the workplace in order to formulate these ethical standards; • Researching and describing problems and solutions for the following target groups regarding the ethical aspects regarding the HN -positive person in the workplace: Occupational health nurses The HN -positive person in the workplace. The design of the research is qualitative, explorative and descriptive. The research was carried out by studying the occupational health nurses and HN -positive people employed by the packaging company countrywide. The occupational health nurses who were involved were obtained from a purposive test sample. The HN -positive people were chosen by making use of a quota test sample. Data obtained from the occupational health nurses was gathered by means of a workshop, and the data from the HN -positive people was obtained through personal interviews. The results of the research identified certain problems and solutions which were experienced by both target groups. These problems and solutions are divided into four sub-categories to illustrate how individual, organisational, health and family-systems are influenced. In order to assist the occupational health nurses to ethically handle the HIV -positive person in the workplace, guidelines and criteria were drawn up for the operasionalisation of the ethical standards. Additional research themes were identified through the study, the goal being to further improve the ethical handling of the HIV-positive person in the workplace, and to give better support to the HIV positive person.
- Full Text:
Kritiese evaluering van die bestaande prestasie-evalueringstelsels in die Departement van Korrektiewe Dienste
- Authors: Olivier, Pieter
- Date: 2011-12-06
- Subjects: Employees rating , Personnel management , Labor laws and legislation , Industrial relations , South African Department of Correctional Services
- Type: Thesis
- Identifier: uj:1806 , http://hdl.handle.net/10210/4169
- Description: M.Phil. , A critical task in the management of human resources is the evaluation of employees. All organizations must face up to the challenge of how to evaluate, utilize and develop the skills and abilities of their employees to ensure that organizational goals are achieved, and also to ensure that individuals gain as much satisfaction as possible from their jobs while making effective contributions. The objective of performance evaluation is the following: • To identify management potential • To recognize performance through: promotion merit awards • To identify shortcomings and to rectify it • To establish training needs • To consider transfer/redeployment In order to succeed with this important management task, it is essential for any organization to have a performance evaluation system which can guarantee an objective, factual and reliable result.
- Full Text:
- Authors: Olivier, Pieter
- Date: 2011-12-06
- Subjects: Employees rating , Personnel management , Labor laws and legislation , Industrial relations , South African Department of Correctional Services
- Type: Thesis
- Identifier: uj:1806 , http://hdl.handle.net/10210/4169
- Description: M.Phil. , A critical task in the management of human resources is the evaluation of employees. All organizations must face up to the challenge of how to evaluate, utilize and develop the skills and abilities of their employees to ensure that organizational goals are achieved, and also to ensure that individuals gain as much satisfaction as possible from their jobs while making effective contributions. The objective of performance evaluation is the following: • To identify management potential • To recognize performance through: promotion merit awards • To identify shortcomings and to rectify it • To establish training needs • To consider transfer/redeployment In order to succeed with this important management task, it is essential for any organization to have a performance evaluation system which can guarantee an objective, factual and reliable result.
- Full Text:
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.
- 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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'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:
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.
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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.
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- 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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The role of employment relations management in the business strategy of a South African organisation's pursuit of 'world-class'
- Authors: Parker, Andre John
- Date: 2012-02-27
- Subjects: Industrial relations
- Type: Thesis
- Identifier: uj:2054 , http://hdl.handle.net/10210/4403
- Description: M.A. , Whether you are an independent bottler of Coca-Cola or whether you are with the CocaCola Company, employees who make and sell Coca-Cola have a passion for the brand unequalled to any other brand in the world. During the troubled years leading up the 1994 watershed elections in South Africa, some of the 'magic' that is Coca-Cola was lost to employees at ABI. In stead of passion in their step to make it possible for consumers to enjoy moments of refreshment, distrust and polarisation amongst people in the organisation robbed every one of the advantages of building a 'world-class' organisation. Pressing 'world class' ahead of other organisations in South Africa required courage and determination from both management and union. Passion for the customer had to be reintroduced and passion for people in the organisation had to match a re-kindling of passion for the brand. Although there is still a long journey ahead for ABI towards becoming 'world-class', the first steps of creating a vision, setting long-term strategies and clear objectives have been taken. People in the business have rallied around their own set of values and ethics - because they created them and have learnt that the best way to tap the potential of all in the business is to grow the future together. Working together towards a clear vision and having jointly agreed business purpose is putting the fun back into Coca-Cola for all at ABI and is, once again, creating wealth for it's shareholders.
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- Authors: Parker, Andre John
- Date: 2012-02-27
- Subjects: Industrial relations
- Type: Thesis
- Identifier: uj:2054 , http://hdl.handle.net/10210/4403
- Description: M.A. , Whether you are an independent bottler of Coca-Cola or whether you are with the CocaCola Company, employees who make and sell Coca-Cola have a passion for the brand unequalled to any other brand in the world. During the troubled years leading up the 1994 watershed elections in South Africa, some of the 'magic' that is Coca-Cola was lost to employees at ABI. In stead of passion in their step to make it possible for consumers to enjoy moments of refreshment, distrust and polarisation amongst people in the organisation robbed every one of the advantages of building a 'world-class' organisation. Pressing 'world class' ahead of other organisations in South Africa required courage and determination from both management and union. Passion for the customer had to be reintroduced and passion for people in the organisation had to match a re-kindling of passion for the brand. Although there is still a long journey ahead for ABI towards becoming 'world-class', the first steps of creating a vision, setting long-term strategies and clear objectives have been taken. People in the business have rallied around their own set of values and ethics - because they created them and have learnt that the best way to tap the potential of all in the business is to grow the future together. Working together towards a clear vision and having jointly agreed business purpose is putting the fun back into Coca-Cola for all at ABI and is, once again, creating wealth for it's shareholders.
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The role of Bargaining Councils in dispute resolution in the private sector
- Authors: Tshayana, Thandiwe Aurelia
- Date: 2012-08-14
- Subjects: Industrial relations , Industrial arbitration , Collective bargaining , Dispute resolution (Law) , Bargaining councils , Commission for Conciliation, Mediation, and Arbitration (South Africa)
- Type: Thesis
- Identifier: uj:9142 , http://hdl.handle.net/10210/5597
- Description: M.Phil. , The Labour Relations Act 66 of 1995 introduced new structures for resolution of labour disputes. The Commission for Conciliation Mediation and Arbitration (CCMA) was established as an independent body to resolve labour disputes. The CCMA also took over the functions of the old Industrial Court. The Act also replaced the old Industrial councils with bargaining councils. The function of the bargaining councils is to play a parallel role to the CCMA in dispute resolution within their scope of jurisdiction. The purpose of the legislature in establishing the bargaining councils was to alleviate part of the burden of the CCMA in resolving of labour disputes. The Act envisaged that the CCMA would resolve disputes speedily and inexpensively. If bargaining councils fail in their task of resolving disputes, these disputes are referred back to the CCMA adding to its caseload. The study seeks to establish the effectiveness of bargaining councils in handling dispute resolution function and whether they assist the CCMA in alleviating part of its burden. There are 43 bargaining councils that are accredited by the CCMA to conciliate and arbitrate disputes. Some bargaining councils are accredited to do both conciliations and arbitrations but are failing to perform both tasks. Some bargaining councils are closing down. Other registered bargaining councils do not apply for accreditation. Disputes that are not handled by these councils are referred to the CCMA. The CCMA caseload is escalating every year since inception in 1996. In view of these circumstances the study seeks to understand from bargaining councils and from both the unions and employers organizations that are party to the bargaining council agreements, whether there are any problems that hinder the effectiveness of bargaining councils in dispute resolution in the private sector. It has been concluded in the study that there are a number of problems that can cause bargaining councils not to exercise dispute resolution function effectively. It has been established that only few bargaining councils receive a high number of disputes referred. Bargaining councils are quicker in handling disputes than the CCMA, however, most bargaining councils receive a small number of disputes. Bargaining councils also complain about insufficient funds in handling dispute resolution function. They complain that the subsidy they receive from the CCMA is not enough for this function. Small bargaining councils are the most suffering because of low numbers of referrals. It has also been established that bargaining councils pay their panelists very high rates. The non-accredited bargaining councils are rejected when applying for accreditation because of not meeting the required criteria. Employers are negative about belonging to bargaining councils because they feel it is costly. Some employers who belong to bargaining councils are also reluctant to contribute to established council's fund.
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- Authors: Tshayana, Thandiwe Aurelia
- Date: 2012-08-14
- Subjects: Industrial relations , Industrial arbitration , Collective bargaining , Dispute resolution (Law) , Bargaining councils , Commission for Conciliation, Mediation, and Arbitration (South Africa)
- Type: Thesis
- Identifier: uj:9142 , http://hdl.handle.net/10210/5597
- Description: M.Phil. , The Labour Relations Act 66 of 1995 introduced new structures for resolution of labour disputes. The Commission for Conciliation Mediation and Arbitration (CCMA) was established as an independent body to resolve labour disputes. The CCMA also took over the functions of the old Industrial Court. The Act also replaced the old Industrial councils with bargaining councils. The function of the bargaining councils is to play a parallel role to the CCMA in dispute resolution within their scope of jurisdiction. The purpose of the legislature in establishing the bargaining councils was to alleviate part of the burden of the CCMA in resolving of labour disputes. The Act envisaged that the CCMA would resolve disputes speedily and inexpensively. If bargaining councils fail in their task of resolving disputes, these disputes are referred back to the CCMA adding to its caseload. The study seeks to establish the effectiveness of bargaining councils in handling dispute resolution function and whether they assist the CCMA in alleviating part of its burden. There are 43 bargaining councils that are accredited by the CCMA to conciliate and arbitrate disputes. Some bargaining councils are accredited to do both conciliations and arbitrations but are failing to perform both tasks. Some bargaining councils are closing down. Other registered bargaining councils do not apply for accreditation. Disputes that are not handled by these councils are referred to the CCMA. The CCMA caseload is escalating every year since inception in 1996. In view of these circumstances the study seeks to understand from bargaining councils and from both the unions and employers organizations that are party to the bargaining council agreements, whether there are any problems that hinder the effectiveness of bargaining councils in dispute resolution in the private sector. It has been concluded in the study that there are a number of problems that can cause bargaining councils not to exercise dispute resolution function effectively. It has been established that only few bargaining councils receive a high number of disputes referred. Bargaining councils are quicker in handling disputes than the CCMA, however, most bargaining councils receive a small number of disputes. Bargaining councils also complain about insufficient funds in handling dispute resolution function. They complain that the subsidy they receive from the CCMA is not enough for this function. Small bargaining councils are the most suffering because of low numbers of referrals. It has also been established that bargaining councils pay their panelists very high rates. The non-accredited bargaining councils are rejected when applying for accreditation because of not meeting the required criteria. Employers are negative about belonging to bargaining councils because they feel it is costly. Some employers who belong to bargaining councils are also reluctant to contribute to established council's fund.
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The role of participative communication towards a company's ascend to 'world class' status
- Authors: Nkadimeng, Mmabje Moffat
- Date: 2012-09-07
- Subjects: Industrial relations , Communication in organizations , Globalization , Employees - Attitudes , Work ethic , Employees - Training of
- Type: Mini-Dissertation
- Identifier: uj:9743 , http://hdl.handle.net/10210/7152
- Description: M.Phil. , This study aimed at indicating that participative communication plays an important role in ensuring that a company ascent to 'world-class' status. In order for a typical South African company to become 'world-class' it must overcome a number of hurdles namely: employees' attitudes in South African organisations; productivity and competitiveness; education, and training and development; absence of work ethics and values; the corpse shadow theory; crime; HIV/AIDS and emigration. The question of companies to become 'world-class' is imperative because of the phenomenon of globalisation. The globalisation is the state of affairs economically, politically and to a certain degree socially and scientifically in which the world has been reduced to a tonal 'global village'. The 'global village' is thus a 'global market place' in which South Africa found itself thrown into after 1994, after a long winter and cocoon of economic and political isolation of pre-1994 years. South African companies found that their contemporaries are afar in the fierce economic race. The 'global market' is a battlefield in which companies (locally and internationally) fight for acquisition of lion's share in the market, retention and attraction of skilful and talented workers. The worker suitable for the 'global labour market' simply move around the globe and so does money in billions of dollars. The level- of technology is high, states' borders are `torn' to allow free movement of knowledge, information, money and skilled workers and resources. To survive in this battlefield companies (countries) must be thus productive, profitable and competitive. The study shows South Africa as being typically sluggish: showing low ranking in terms of performance economically (productivity, profitability and competitiveness). To become productive the managers and employees must change from their confrontational attitudes of the 'them versus us', adopt a 'pentotal' employment relations mindset that take the customers and shareholders into account as stakeholders. The customers want to pay for service or product of value. Thus the role and place of core values in participative work culture is addressed in this study.
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- Authors: Nkadimeng, Mmabje Moffat
- Date: 2012-09-07
- Subjects: Industrial relations , Communication in organizations , Globalization , Employees - Attitudes , Work ethic , Employees - Training of
- Type: Mini-Dissertation
- Identifier: uj:9743 , http://hdl.handle.net/10210/7152
- Description: M.Phil. , This study aimed at indicating that participative communication plays an important role in ensuring that a company ascent to 'world-class' status. In order for a typical South African company to become 'world-class' it must overcome a number of hurdles namely: employees' attitudes in South African organisations; productivity and competitiveness; education, and training and development; absence of work ethics and values; the corpse shadow theory; crime; HIV/AIDS and emigration. The question of companies to become 'world-class' is imperative because of the phenomenon of globalisation. The globalisation is the state of affairs economically, politically and to a certain degree socially and scientifically in which the world has been reduced to a tonal 'global village'. The 'global village' is thus a 'global market place' in which South Africa found itself thrown into after 1994, after a long winter and cocoon of economic and political isolation of pre-1994 years. South African companies found that their contemporaries are afar in the fierce economic race. The 'global market' is a battlefield in which companies (locally and internationally) fight for acquisition of lion's share in the market, retention and attraction of skilful and talented workers. The worker suitable for the 'global labour market' simply move around the globe and so does money in billions of dollars. The level- of technology is high, states' borders are `torn' to allow free movement of knowledge, information, money and skilled workers and resources. To survive in this battlefield companies (countries) must be thus productive, profitable and competitive. The study shows South Africa as being typically sluggish: showing low ranking in terms of performance economically (productivity, profitability and competitiveness). To become productive the managers and employees must change from their confrontational attitudes of the 'them versus us', adopt a 'pentotal' employment relations mindset that take the customers and shareholders into account as stakeholders. The customers want to pay for service or product of value. Thus the role and place of core values in participative work culture is addressed in this study.
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The workplace of the future : a top management constructionist perspective
- Authors: Mtebule, Lucia Xitsalala
- Date: 2012-10-29
- Subjects: Work environment , Employment forecasting , Organizational change , Industrial relations , Black executives
- Type: Mini-Dissertation
- Identifier: uj:10457 , http://hdl.handle.net/10210/7922
- Description: M.Phil. , The future South African workplace promises to be different from that which exists today. In an attempt to understand worldly events and phenomena, people constantly form and reform their own ideas, thus mental models, about how the world works. The objective of this study was to investigate how Black executives, in the South African context, experience the emergence of the future workplace. Data was collected from eight participants using the Repertory Grid technique. The participants were employed as executive managers in five of South Africa‟s knowledge environments. Results revealed that legislative, social, political and economic factors will possibly play an influential role in shaping the emergence of the setting and perspective of the future South African workplace. Keywords: South African context, future, workplace, repertory grid, Black executives.
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- Authors: Mtebule, Lucia Xitsalala
- Date: 2012-10-29
- Subjects: Work environment , Employment forecasting , Organizational change , Industrial relations , Black executives
- Type: Mini-Dissertation
- Identifier: uj:10457 , http://hdl.handle.net/10210/7922
- Description: M.Phil. , The future South African workplace promises to be different from that which exists today. In an attempt to understand worldly events and phenomena, people constantly form and reform their own ideas, thus mental models, about how the world works. The objective of this study was to investigate how Black executives, in the South African context, experience the emergence of the future workplace. Data was collected from eight participants using the Repertory Grid technique. The participants were employed as executive managers in five of South Africa‟s knowledge environments. Results revealed that legislative, social, political and economic factors will possibly play an influential role in shaping the emergence of the setting and perspective of the future South African workplace. Keywords: South African context, future, workplace, repertory grid, Black executives.
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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.
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- 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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