- Title
- The effectiveness of implementing mediation resolutions in Volkswagen South Africa (VWSA) in Kariega 1994-2021
- Creator
- Makasi, Lwando
- Subject
- Volkswagen (Firm)
- Subject
- Conflict management -- South Africa -- Port Elizabeth
- Subject
- Organizational behavior -- South Africa -- Port Elizabeth
- Date Issued
- 2024-04
- Date
- 2024-04
- Type
- Master's theses
- Type
- text
- Identifier
- http://hdl.handle.net/10948/63207
- Identifier
- vital:73233
- Description
- This study aimed to generate an in-depth understanding of how the resolutions are being implemented post-mediation process and the labour union, which in this study is the National Union of Metalworkers of South Africa (NUMSA) and the mediator in the process of managing collective disputes between the employer and employee utilising mediation. The study was limited to the Volkswagen South Africa (VWSA) Kariega plant, therefore, the findings are contextually limited to the VWSA Kariega plant. The theoretical frameworks for this study were relative deprivation theory, frustration-aggression theory, Marxism, and dysfunctional and functional social conflict. These were utilised to explore and describe the phenomenon under investigation. This study employed a qualitative method to answer the research questions and address its problem statement. The data were collected through focus group discussions and elite interviews. The study used a purposive sampling technique, and the sample included 33 participants. The primary research question was: Were the agreements mediated at the VWSA Kariega plant effectively implemented between 1994 and 2021? The study’s findings imply that for the effective implementation of mediation resolutions, the following should be considered: implementing resolutions within the given timeframe, parties at mediation adapting and accommodating new technological changes and disasters at the National Bargaining Forum (NBF) level, prioritising the education and training of shop stewards and VWSA management representatives on NBF agreements, including the implementation thereof. Managing pertinent issues concerning NUMSA and the Automobile Manufacturers Employers Organisation (AMEO), interpreting NBF agreements, and ensuring that parties differentiate between the Labour Relations Act No. 66 of 1995 (LRA) and NBF processes. At the policy level, the findings imply that parties need to understand the LRA’s role and the process of resolving conflict utilising the formal processes stipulated in the LRA and why the LRA cannot override the NBF agreement as an informal process of managing conflict.
- Description
- Thesis (MA) -- Faculty of Humanities, School of Governmental and Social Sciences, 2024
- Format
- computer
- Format
- online resource
- Format
- application/pdf
- Format
- 1 online resource (xv, 184 pages)
- Format
- Publisher
- Nelson Mandela University
- Publisher
- Faculty of Humanities
- Language
- English
- Rights
- Nelson Mandela University
- Rights
- All Rights Reserved
- Rights
- Open Access
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Collections
NMU School of Governmental and Social Sciences
| Thumbnail | File | Description | Size | Format | |||
|---|---|---|---|---|---|---|---|
| View Details Download | SOURCE1 | Makasi,L April 2024.pdf | 1 MB | Adobe Acrobat PDF | View Details Download |