- Title
- Exploring the management-union relationship in an Eastern Cape public sector department
- Creator
- Mkalipi, Nosivatho Getrude
- Subject
- Industrial relations -- South Africa -- Eastern Cape Labor unions -- South Africa -- Eastern Cape
- Subject
- Labor movement -- South Africa -- Eastern Cape Work environment -- South Africa -- Eastern Cape Government business enterprises -- Management
- Date Issued
- 2017
- Date
- 2017
- Type
- Thesis
- Type
- Masters
- Type
- MA
- Identifier
- http://hdl.handle.net/10948/18365
- Identifier
- vital:28627
- Description
- This study explored the relationship between management and the union in an Eastern Cape Public Sector Department. The study employed both qualitative and quantitative research tools to collect information from the respondents, who gave a view on their experiences of what the relationship is, and how it could be improved. The sample consisted of members of management and union executives, across employment levels. Both statistical and thematic analysis were used to analyse data from questionnaires and semi-structured interviews. The literature review defined the concept of trade unionism, management and trade union relationship in the workplace, and different frames of reference of the labour relations system. From the literature review it is noted that management and union relationships are more of a formal arrangement in the workplace; as such government, has developed tools to assist in this regard. Although that is not the case in the Department it is noted that the informal arrangement in the relationship between management and union is ‘working’ to some extent. Quality and sustainability of that, however, is questionable. The findings indicate that most members of management acknowledge the existence of the relationship between management and the union, but they are dissatisfied, as most members are not part of the engagements with the union. They are also of the view that it is in favour of the union. Unions on the other hand, view the existing relationship as working in favour of one union instead of the union collective. The union which finds favour is satisfied, and the other is not. It is recommended that the management and union engagement be formalized in order for the Department to work with unions in a more structured, professional manner, which would be inclusive of other members of management who feel left out. Not only that, but management would also be able to engage with the union as a collective, and not as an individual union.
- Format
- x, 79 leaves
- Format
- Publisher
- Nelson Mandela Metropolitan University
- Publisher
- Faculty of Business and Economic Sciences
- Language
- English
- Rights
- Nelson Mandela Metropolitan University
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Collections
NMMU School of Industrial Psychology and Human Resources
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