- Title
- The perceptions of staff and management regarding social dialogue and codetermination at Goedgedacht Trust
- Creator
- Hartley, Craig
- Subject
- Management -- Employee participation -- South Africa
- Date Issued
- 2021-04
- Date
- 2021-04
- Type
- Master's theses
- Type
- text
- Identifier
- http://hdl.handle.net/10948/52546
- Identifier
- vital:43685
- Description
- The purpose of this study is to determine the perception of Management and Staff at Goedgedacht Trust regarding Social Dialogue and Codetermination. Goedgedacht Trust is a non-profit organisation that has been in existence for 27 (twenty-seven) years. The organisation pursues its mandate to alleviate poverty in the rural communities of the Swartland area in the Western Cape. Funders of Goedgedacht Trust have undertaken 2 (two) impact studies, the reports of which constitute the impetus for this study. The study utilised a qualitative research methodology and research explores the field of Organisational Behaviour, General and Human Resource Management in the context of a non-profit organisation. It is submitted that the findings emanating from this paper are equally applicable to organisations with a profit driven agenda. In terms of the findings, it is submitted that the overriding perception of both Staff and Management was that Social Dialogue and Codetermination were practiced to a certain degree, albeit on an ad hoc basis such that it did not result in any significant value to the organisation’s success at the time of writing. As set out more fully herein, a concerted effort is required to make Social Dialogue and Codetermination a strategic objective of an organisation, which objective should be pursued and the outcomes measured (with shortcomings appropriately addressed) for continuous improvement. Following this study, it is submitted that for there to be impactful Social Dialogue and Codetermination, the organisation in question must foster an environment that encourages vertical communication throughout, undertakes a cohesive and transformative approach to management and an overall collaborative culture at all levels. The study also found that the support factors to Social Dialogue and Codetermination is an engaging, collaborative culture with communication that is open throughout the organisation. Furthermore, in addition to inter alia an inclusive and engaging culture, Social Dialogue and Codetermination requires a well-defined Human Resource Management and a Conflict Management system, which should be transparent, trustworthy and consistent in its application. This study lays the foundation for further research on the effectiveness of the proposed conflict management system and whether conflict management has produced a saving on the real cost of conflict at Goedgedacht Trust.
- Description
- Thesis (MPhil) -- Faculty of Humanities, 2021
- Format
- computer
- Format
- online resource
- Format
- Format
- 1 online resource (xii, 143 pages)
- Publisher
- Nelson Mandela University
- Publisher
- Faculty of Humanities
- Language
- English
- Rights
- rights holder
- Rights
- All Rights Reserved
- Rights
- Open Access
- Hits: 317
- Visitors: 347
- Downloads: 37
Collections
NMU School of Governmental and Social Sciences
| Thumbnail | File | Description | Size | Format | |||
|---|---|---|---|---|---|---|---|
| View Details Download | SOURCE1 | Hartley, C.pdf | 1 MB | Adobe Acrobat PDF | View Details Download |