Exploring the management-union relationship at a large automotive manufacturer
- Authors: Le Roux, Loreen
- Date: 2019
- Subjects: Industrial relations -- South Africa , Labor unions -- South Africa Automobile industry and trade -- South Africa Organizational behavior -- South Africa Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/40382 , vital:36154
- Description: The South African labour environment makes a significant contribution to the country’s ability to function within a social market economy. Labour instability deters foreign investment and has had a negative impact on productivity levels. It would, therefore, be of value to the field of labour relations to consider how the management-union relationship at an organisational level can be improved to encourage a stable, effective and collective relationship. A qualitative approach was adopted to explore and describe the nature of the management-union relationship, including both the confrontational and cooperative elements of interaction, at a large automotive MANUFACTURER that operates within a multinational group. The study explored the effectiveness of the Industrial Relations Framework, which was once or is regarded as the benchmark of Industrial Relations structures within the South African context. This was due to its implementation of an adapted Co-determination Model of employee participation from as early as 1994; thus, providing an opportunity to study a long-established and mature management-union relationship. The relationship was regarded as an aspect of the Industrial Relations climate and focused on interaction within the MANUFACTURER’s Industrial Relations Framework (three committees being the Joint Strategic Workshop, Plant Committee and Negotiating Committee). The aim of the study is to describe the specific factors identified by the parties as having influenced their relationship. Furthermore, the effectiveness of the Industrial Relations Framework was considered in terms of its contribution towards achieving the parties’ goals and lastly, suggestions for improvement were shared to improve the effectiveness of the relationship. The literature reviewed considered the nature of the collective relationship. Firstly, the characteristics of a collective relationship were described to appreciate the complexity and multifaceted, simultaneous influences of the external and internal elements, which impact on the relationship. Secondly, frames of reference were identified that contextualised the chosen industrial relations ideology adopted. Thirdly, typical industrial relations relationship patterns were described which explained the selected approach adopted in the management-union interaction. Fourthly, the South African legislative context was highlighted to appreciate the South African Government’s support for the primacy of the collective relationship. Lastly, a few academic models that included seminal work, were considered to recognise key factors influencing the collective relationship. The most common factors identified were attitudinal dimensions (attitudes, behaviours, and perceptions), goals, sharing common objectives, trust, recognition of legitimacy, access to information, voice, equity (fairness), and communication. The sample consisted of Human Resource Management and NUMSA representatives who participated in the Industrial Relations Framework. Semi-structured, individual interviews were used as a research instrument for data gathering. On conclusion of this phase, a thematic analysis was conducted and themes were identified. This assisted in the description of key factors that had an impact on this particular collective relationship within a pluralistic industrial relations context. The findings revealed that the nature of the relationship differed at the various committees. It was influenced by the functioning of the committee, the effectiveness in achieving the parties’ goals, the level of management represented and the nature of the processes involved in the interaction (information-sharing, consultation and negotiation). Positive changes are underway whereby union capacity building is being addressed to aid and elevate the level of engagement. Operational improvements to benefit the functioning of the committees and afford the union increased input. A joint organisational vision is also being drafted as the first step towards a closer, future partnership as the MANUFACTURER faces competitive challenges.
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- Date Issued: 2019
The relationship between receiving an HIV test result and the traumatic stress symptoms of rape survivors
- Authors: Strydom, Yolandi Eloise , Elkonin, Diane
- Date: 2016
- Subjects: Post-traumatic stress disorder -- Treatment HIV-positive persons -- Counseling of Sexual abuse victims
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/12876 , vital:27130
- Description: Rape survivors often have two traumatic events to deal with. In addition to the actual rape experience, survivors commonly need to deal with hearing the results of human immunodeficiency virus (HIV) testing (which is standard practice after rape in South Africa). The relationship between these two traumatic events in terms of the survivors specific traumatic stress symptoms have not been well explored in the literature. The primary aim of this study was therefore an exploration of the relationship between receiving an HIV test result and the traumatic stress symptoms of rape survivors. In order to contextualise the main aim, an exploration of the relationship between demographic variables, knowledge of HIV status and early traumatic stress symptoms was also completed. The initial sample consisted of 97 South African rape survivors, however, only 45 participants returned for the second part of the study. This quantitative study utilised an exploratory descriptive design using the Harvard Trauma Questionnaire-Revised (HTQ-R) to measure the traumatic stress symptoms of rape survivors. The results of the first part of the study indicated that there was no significant difference between participants’ demographic factors in relation to their knowledge of HIV status or their overall traumatic stress symptom severity. Significant differences on individual traumatic stress symptoms indicated a relationship between not knowing one’s HIV status and dissociation after a rape incident, as well as a relationship between rape survivors who knew their HIV status is positive and emotional dysregulation. The results of the second part (and main analysis) of the study indicated that most participants presented with less severe overall traumatic stress severity after receiving their HIV test results (irrespective of their status before and after hearing their results). However, participants whose HIV status was unknown and who received a positive test result reported more severe overall traumatic stress compared to those whose HIV status was unknown and received a negative test result. Some inter-group differences on individual symptoms were HIV TEST RESULT TRAUMATIC STRESS RAPE SURVIVORS noted that highlight the possibility that dissociative and an intrusion/hyperarousal subtypes may be at work to explain some of the differences seen.
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- Date Issued: 2016
The management of knowledge workers for the benefit of an organisation
- Authors: Javu, Thobela Terrence
- Date: 2014
- Subjects: Knowledge workers , Knowledge management , Intellectual capital
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8840 , http://hdl.handle.net/10948/d1020004
- Description: The main research problem in this study was to identify strategies that could assist South Afrian companies in managing knowledge workers for their opt imal benefit . To achieve this goal, the following act ions were ta ken: Aliterature study was conducted to identify the best strategies that South African companies could use to manage knowledge workers for optimal benefit; Following the literature review interviews were concluded with key people in the human resource and recruitment industry to determine how a knowledge worker was defined in their organisations as well as to probe what management and human resources strategies were used to manage knowledge workers to their full potential; The interviews, in addition to the literature study, also served as a basis for a survey questionnaire, which was used to probe the views of knowledge workers to determine tools and strategies managers use to manage them. The empirical results from the study showed some concurrence with best strategies suggested from the theoret ical study. In essence, the study revealed that knowledge was well managed in the organisations where the study was conducted and that the knowledge workers were motivated and productive. However, it appeared that there was uncer tainty around the remuneration, rewards and recognition of these employees, which could ultimately reflect in less promising levels of commitment and lower levels of retention. The main findings were that: knowledge workers should be recognised for their good performance by providing financial incentives; knowledge workers should be provided with opportunities to continuously develop their competencies but be allowed to craft their own developmental experiences; knowledge workers should be empowered by delegat ing tasks to them that carry decision making responsibility and af fectinnovation; and Managers and knowledge workers should cont inuously have performance and organisational development discussions.
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- Date Issued: 2014
Community participation in the decision-making process in Mnquma Local Municipality
- Authors: Mbane, Masibulele
- Date: 2012
- Subjects: Local government -- South Africa -- Eastern Cape -- Citizen participation , Community development -- South Africa -- Citizen participation , Citicen's advisory committees -- South Africa -- Eastern Cape , Political participation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:8286 , http://hdl.handle.net/10948/d1018501
- Description: The study investigates community participation in the decision-making processes in Mnquma Local Municipality. The issue of community participation in decision making is receiving attention in South Africa, from both government and civil society sectors. Governments in many parts of the world have begun to take a fresh look at the need for public participation in decision-making processes. The main problem to be addressed in this study is the extent to which the community can be involved in decision making processes in Mnquma Local Municipality. To address the research problem and to achieve the aims of this study, an in depth review of the literature on decision making was done. The empirical search was done by distributing self-administered questionnaires to the participants in Mnquma Local Municipality. The research findings revealed that in Mnquma Local Municipality community participation in decision-making is not effective. Consequently, the delivery of services in this municipality is poor. Another factor that inhibits community participation in the decision making processes in the municipality is that most of the municipal documents are written in English a language in which the majority of the members of the community are not competent in because they are Xhosa speaking people. Recommendations for improved satisfaction in service delivery, communication, consultation, regular meetings, and language were made with regard to community participation in decision making. If these recommendations are implemented, they will assist Mnquma Local Municipality in the area of decision making.
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- Date Issued: 2012