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Revisiting disciplinary hearing procedures in South Africa

- Nkabinde, Thobanjalo

Authors: Nkabinde, Thobanjalo
Date: 2019
Subjects: Labor discipline - South Africa , Industrial relations - South Africa
Language: English
Type: Masters (Thesis)
Identifier: http://hdl.handle.net/10210/474956 , uj:42828
Description: Abstract: Employers perceive South African employment laws to be overly burdensome, particularly owing to the manner in which disciplinary hearings are conducted, and the stringent pre-dismissal requirements of the Commission for Conciliation Mediation and Arbitration (CCMA) for arbitration proceedings. Consequently, many employers have resorted to engaging in unnecessary, detailed and long drawn-out disciplinary procedures in an attempt to align themselves with CCMA requirements, as opposed to the Labour Relations Act 66 of 1995 in relation to disciplinary hearing procedures. Some employers have even incorporated these procedures into their collective agreements with trade unions in their respective workplaces in an attempt to avoid the CCMA. Here, employers are subjected to the same rigorous and legalistic processes during arbitration, as CCMA commissioners seem to be fixated on formalised processes, and expect employers to follow their formalised standards as a way of proving that dismissal was fair in terms of both procedure and substance... , M.Com. (Employment Relations)
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Turning up the ‘pink collar’ : comprehending the experiences and coping mechanisms of men in pink collar trades

- Mutisi, Edson Chido

Authors: Mutisi, Edson Chido
Date: 2019
Subjects: Waiters - South Africa , Industrial relations - South Africa , Social interaction - South Africa , Men - Employment - South Africa
Language: English
Type: Masters (Thesis)
Identifier: http://hdl.handle.net/10210/420918 , uj:35857
Description: M.A. (Industrial Sociology) , Abstract: Although research on restaurants has spiked in the last 30 years, most studies do not place attention to the employees. In other words, they spotlight the customers, the tips, the organisational space, the types of foods and cuisines, management practices and policy changes, globalisation, or commodification. This study improves the comprehension of how men employed in non-professional pink collar trades particularly those waitering in family restaurants, coffee shops and tea rooms perceive themselves and how their gender identities are created in and out of the workplace. Waitering in family restaurants, coffee shops and tea rooms has traditionally regarded as women’s work. Therefore, this dissertation demonstrates what happens when socially constructed gender restrictions are opposed. The central research question was: What are the experiences of men in non-professional pink collar trades in South Africa? To respond to the research question, data was collected through semi structured in-depth interviews. Fifteen in-depth interviews were conducted with men working as waitrons in Auckland Park, Melville and Cresta in Johannesburg. Purposive sampling is a type of non-probability sampling that the researcher employed for waitrons since they are the specific target population for the study. Purposive sampling was used as it allowed the researcher to actively select the most useful sample that will answer the research question (Marshall, 1996). Masculinities speak about gender relations; thus, the researcher drew on insights from Connell’s (2005) idea of masculinities, particularly her notions of hegemonic, subordinate, complicit and marginalised masculinities to make the link between masculinities and workplace interactions in South Africa. Connell (2005: 76) argues that a relational approach makes it easier to recognise the hard compulsions under which gender configurations are formed, the bitterness as well as the pleasure in gendered experience. With growing recognition of the interplay between gender, race and class it has become common to acknowledge multiple masculinities. The findings of the study reveal that the experiences that men in family restaurants, coffee shops and tea rooms live through are varied, implying they are either positive or negative...
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Die invloed van wetenskaplike bestuurspraktyke op nywerheidsverhoudinge binne n onderneming in die wynbedryf

- Brand, Pieter Jacobus

Authors: Brand, Pieter Jacobus
Date: 2015-11-13
Subjects: Industrial relations - South Africa
Type: Thesis
Identifier: uj:14576 , http://hdl.handle.net/10210/15108
Description: M.Com. (Industrial Pyschology) , The critical labour situation in South Africa makes industrial peace absolutely vital. In addition, industrial peace creates a healthy climate, both for productivity in companies and the economic progress of a country. The South African economy has, since the twenties, been oppressed by industrial unrest. The strikes of 1920 and the Soweto unrest of 1976 are good examples of this. In spite of these critical situations, a very narrow—minded view of industrial relations prevails. The only factors which, to date, have received any real attention are political/ legislative or economic in nature. In addition, these factors cannot be manipulated by the majority of people in any organisation or in the country — they are factors which are handled by top management or the Government. The levels of management most in contact with workers on the floor, are therefore not represented in the framework for improvement of industrial relations. The objective of this research is to build a more comprehensive framework for the improvement of industrial relations. Intensive study has highlighted the fact that three behavioural skills, namely empathy, flexibility and judgement appear to have a considerable influence on the relations between manager and worker. These behavioural skills are manifested in communication in the management process and in the following key behavioural areas: (a) Listen and react consistently and fairly. (b) Continuous feedback: Follow—up date and action. Constructive criticism. Maintain or build self esteem. (c) Encourage the subordinate to participate in situations with which he is familiar and which affect him. the subordinate in unfamiliar situations. Inform the subordinate about situations which affect him. With the use of a questionnaire, it was established that these key behavioural areas and communication between workers in all racial groups are seen to be significantly more important in relationships between manegement and worker. It was also found that management training in planfling, organisation, control, leadership and communication, based on the behavioural skills and key behavioural areas, had a very positive effect on all the key behavioural areas and communication. Although this effect was seen by the total group to be considerable, in the case of two individual racial groups, i.e. Whites and Asians, it was not considered to be significant. This tendency is, however, explained by the time Epread of the training in the company where this research was carried out. Generally, therefore, it appears that scientific management practices, namely behavioural skills and key behavioural areas, have a considerable influence on industrial relations and that management training has a significant contribution to make to its improvement.
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The adequacy of the current social plan to address retrenchment challenges in South Africa

- Ngele, Thulane Collin

Authors: Ngele, Thulane Collin
Date: 2015-09-01
Subjects: Downsizing of organizations - South Africa , Employees - Dismissal of - South Africa , Industrial relations - South Africa , Unemployment - South Africa
Type: Thesis
Identifier: uj:14005 , http://hdl.handle.net/10210/14378
Description: D.Phil. , Prior to the democratic elections in 1994, South Africa had a "captive" market. There were regulations that were specifically designed to protect South African organisations. There were various tariffs and taxes imposed on foreign organisations that did business in South Africa. After the democratic elections, South Africa introduced market reforms that resulted in the country being part of globalization. The globalization process brought about significant changes. South African organisations had an opportunity to expand their business opportunities, but at the same time they were faced with competition from other organisations from different parts of the world ...
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A black work-group's perception of the resolution of industrial group conflict

- Matthews, Percival James

Authors: Matthews, Percival James
Date: 2015-03-18
Subjects: Conflict management - South Africa , Collective bargaining - South Africa , Industrial relations - South Africa
Type: Thesis
Identifier: uj:13505 , http://hdl.handle.net/10210/13536
Description: D.Com. (Industrial Psychology) , The primary purpose of this study was to determine various perceptions of a group of Black industrial workers regarding group conflict which arises between management and the workers. A second objective was to establish whether any differences exist between ,the perceptions of this group and those of a similar White group. "Conflict" as a phenomenon was introduced and 'collective bargaining' as a means of resolving labour-management conflict was reviewed. This required examining the history of negotiation and its development from biblical times, the Black man's traditional method of negotiation, and the Black workers' involvement in, the trade union movement in South Africa to-day. A study of the relevant literature revealed various approaches to industrial relations, and frames of reference, and it became clear that a person's approach would largely he determined by the frame of reference adopted. The most popular frame of reference in Western industrialized countries appears to he the pluralist perspective which views conflict as' a natural outcome of human interaction. As such it is found in all labour-management interaction t and has been institutionalized through the process of collective bargaining. The sample used in the study consisted of 1124 Black and 201 White industrial workers employed in East London. The instrument used was a questionnaire designed to measure the attitudes of the two groups on various aspects of collective bargaining...
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Juridiese riglyne vir die bestuur van stakings in 'n vakbondgeoriënteerde werkomgewing

- Knoesen, Ernest Ockert

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

- Crane, Joy

Authors: Crane, Joy
Date: 2014-10-29
Subjects: Supervisors - South Africa , Industrial relations - South Africa
Type: Thesis
Identifier: uj:12701 , http://hdl.handle.net/10210/12566
Description: M.A. (Industrial Relations) , The objective of this study is to examine the way in which the traditional role of the supervisor in South African industry is changing in the context of the social, political and economic transformation of the country. Because the author is on an overseas posting for the duration of the study period, it is not possible to conduct empirical research of any depth. Therefore, the dissertation is mainly a literature study based on the historical and present development of labour relations and the changing role of the supervisor. Where possible, the literature study is supplemented by unstructured interviews with training, personnel and industrial relations managers, supervisors and trade union representatives and workers in Scotland, Kenya and South Africa. It will be found that the changes to the position and role of the first line supervisors in the USA, UK, and Germany are more extensive than in South Africa. However, there is clear evidence that the management of South African firms are realising the advantages of long term strategies of empowering their employees, sharing information, and of good training and development programmes. within this context the study will establish that the role and position of the South African supervisor is indeed changing. It will also be pointed out that a significant problem facing firms in the "new" south Africa is a shortage of managers who are not only trained within their own sphere of work, but who are capable of recognising the role they and their subordinates play in the labour relations climate of their firm. The supervisor, at the interface between management, workers and shop stewards, is a key actor responsible for shaping and maintaining the firm's labour and human relations...
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Persepsuele verskille tussen werknemers en bestuur ten opsigte van kommunikasie, swart-vooruitgang en dissipline in die werksituasie

- Van der Berg, Gerhardus Cornelius

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