A text-critical analysis of potentially conflict-provoking genres of the Christian bible
- Authors: Grigor, Pierre
- Date: 2016
- Subjects: Church history , Transformation groups , Conflict management
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/11289 , vital:26906
- Description: This dissertation wants to understand the church history regarding the divide which resulted in the so called fundamentalist and the liberal movements in the church being birthed in identifying the reasons for the conflict between the aforementioned groups. It then presents principles of conflict transformation and management in order to understand and to help transform and manage potential confrontational situations between the aforementioned groups effectively. It further propose alternative interpretations to potential conflict-generating Bible texts by extrapolating new information from those texts in order to stir the potential of birthing a second naïve love for the discredited texts by offering new meanings to those same texts. Unfortunately, this objective can’t effectively be measured within the scope of this dissertation, but will nevertheless remain as an objective of hope.
- Full Text:
- Date Issued: 2016
- Authors: Grigor, Pierre
- Date: 2016
- Subjects: Church history , Transformation groups , Conflict management
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/11289 , vital:26906
- Description: This dissertation wants to understand the church history regarding the divide which resulted in the so called fundamentalist and the liberal movements in the church being birthed in identifying the reasons for the conflict between the aforementioned groups. It then presents principles of conflict transformation and management in order to understand and to help transform and manage potential confrontational situations between the aforementioned groups effectively. It further propose alternative interpretations to potential conflict-generating Bible texts by extrapolating new information from those texts in order to stir the potential of birthing a second naïve love for the discredited texts by offering new meanings to those same texts. Unfortunately, this objective can’t effectively be measured within the scope of this dissertation, but will nevertheless remain as an objective of hope.
- Full Text:
- Date Issued: 2016
The need for conflict management in organisations (a health insurance company, Port Elizabeth)
- Authors: Ajam, Razaana
- Date: 2016
- Subjects: Conflict management , Organizational change -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Interpersonal relations
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/3852 , vital:20469
- Description: Conflict is evident in many spheres of life, however this study concentrated more specifically on conflict relating to organisations. Organisational conflict is seen “as any social collectivity, organisations such as private sector companies, government departments, schools and universities, non-governmental organisations, and political parties all experience internal conflict in varying degrees” (Bradshaw, 2008: 22). Each individual coming into a workplace has created his or her own set of challenges especially in the brutal arena of business. Conflict has destructive and productive qualities that can diminish or elevate processes within an organization (Stone, 1999). If it is not harnessed properly or dealt with in the correct manner, it can damage the reputation of a business; resulting in its downfall and this in turn contaminates and affects peripheral businesses associated with the organisation downstream. This study explored the following key aspects: Background of organisational conflict and its management; Background of the organization; Whether these two areas mentioned above can work together to create a cost effective and efficient outcome when dealing with conflict. The research adopted a mixed method approach with predominant focus on qualitative research methodology. The main focus of this study was conflict management within organisations and to probe and determine whether companies see the need to employ the field of conflict management as a strategy in times of fluctuating dispositions. It is evident that the organisation may not be fully aware or make use of alternative conflict resolution strategies and that the main causes of conflict can be eliminated such as poor communication, ill-defined job descriptions and objectives and differing of opinions. The need to employ alternative methods of conflict management may be emphasised by looking at the costs that conflict produces and the use of limited vital resources and the loss of human capital.
- Full Text:
- Date Issued: 2016
- Authors: Ajam, Razaana
- Date: 2016
- Subjects: Conflict management , Organizational change -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Interpersonal relations
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/3852 , vital:20469
- Description: Conflict is evident in many spheres of life, however this study concentrated more specifically on conflict relating to organisations. Organisational conflict is seen “as any social collectivity, organisations such as private sector companies, government departments, schools and universities, non-governmental organisations, and political parties all experience internal conflict in varying degrees” (Bradshaw, 2008: 22). Each individual coming into a workplace has created his or her own set of challenges especially in the brutal arena of business. Conflict has destructive and productive qualities that can diminish or elevate processes within an organization (Stone, 1999). If it is not harnessed properly or dealt with in the correct manner, it can damage the reputation of a business; resulting in its downfall and this in turn contaminates and affects peripheral businesses associated with the organisation downstream. This study explored the following key aspects: Background of organisational conflict and its management; Background of the organization; Whether these two areas mentioned above can work together to create a cost effective and efficient outcome when dealing with conflict. The research adopted a mixed method approach with predominant focus on qualitative research methodology. The main focus of this study was conflict management within organisations and to probe and determine whether companies see the need to employ the field of conflict management as a strategy in times of fluctuating dispositions. It is evident that the organisation may not be fully aware or make use of alternative conflict resolution strategies and that the main causes of conflict can be eliminated such as poor communication, ill-defined job descriptions and objectives and differing of opinions. The need to employ alternative methods of conflict management may be emphasised by looking at the costs that conflict produces and the use of limited vital resources and the loss of human capital.
- Full Text:
- Date Issued: 2016
A comparison of the Botswana and South African labour dispute: resolution systems
- Koorapetse, Michael Moemedi Sean
- Authors: Koorapetse, Michael Moemedi Sean
- Date: 2011
- Subjects: Labor disputes , Labor relations , Conflict management , Dispute resolution (Law)
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9429 , http://hdl.handle.net/10948/d1010556 , Labor disputes , Labor relations , Conflict management , Dispute resolution (Law)
- Description: The purpose of this study was to compare the dispute resolution systems of Botswana and South Africa. As far as the South Africa dispute resolution system is concerned extensive literature on the system was carried out to describe its functioning. As for the Botswana dispute resolution system there was not much written about it in the literature, so in order to find out more about this system semi-structured interviews with labour relations experts which include mediators, arbitrators, lecturers, labour lawyers, trade unionists, employers and government officials held. The framework of comparison was developed to compare the elements of dispute resolution systems against each other and secondly to compare each system against the criteria of performance to the system. The two labour relations systems were compared in terms of elements of the system and the performance of the two systems. In the comparisons of the elements of the systems it was found out that in both systems the nature of disputes was collective and individual disputes both of which can be referred to the initial process of mediation or conciliation. However, in Botswana collective disputes can only be referred to arbitration if they remain unresolved in mediation while in South Africa only collective disputes on essential services go to arbitration while others lead to a strike or lockout if unresolved at conciliation. As for coverage both systems have incorporated public service sector employees in the systems after being excluded from the system for a very long time. The only difference is that in Botswana the Police force is not included while in South Africa they are included in the system. Differences in the avenues of disputes in the two countries were noted, in Botswana the rights/individual disputes go to either arbitration or Industrial Court if unresolved at mediation, inter-est/collective disputes can only go to arbitration while in South Africa the route of disputes is specified in the legislation. As for the human resources of the two countries it was found that the South African system has more qualified, trained and sufficiently experienced staff than the Botswana system. As for the processes it was found that for South Africa the initial process is conciliation while in Botswana it is mediation but these two processes were similar in many ways, from mediation/conciliation the next step in both systems is arbitration and just like the conciliation/mediation, arbitration in both countries was found to be similar except that in South Africa it is a public hearing. The two systems were also compared in terms of their performances and the research has established that between the two systems the South African system proved to be more superior on three of the criteria; efficiency, accessibility and legitimacy than the Botswana system. Therefore, the research proposes a number of recommendations for Botswana to implement namely; establishment of a legislated mixed process of mediation-arbitration, making the dispute resolution system independent from government, recruitment of high qualified and experienced staff for mediation and arbitration, accreditation to private agencies, effective case management system and proper routing of disputes.
- Full Text:
- Date Issued: 2011
- Authors: Koorapetse, Michael Moemedi Sean
- Date: 2011
- Subjects: Labor disputes , Labor relations , Conflict management , Dispute resolution (Law)
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9429 , http://hdl.handle.net/10948/d1010556 , Labor disputes , Labor relations , Conflict management , Dispute resolution (Law)
- Description: The purpose of this study was to compare the dispute resolution systems of Botswana and South Africa. As far as the South Africa dispute resolution system is concerned extensive literature on the system was carried out to describe its functioning. As for the Botswana dispute resolution system there was not much written about it in the literature, so in order to find out more about this system semi-structured interviews with labour relations experts which include mediators, arbitrators, lecturers, labour lawyers, trade unionists, employers and government officials held. The framework of comparison was developed to compare the elements of dispute resolution systems against each other and secondly to compare each system against the criteria of performance to the system. The two labour relations systems were compared in terms of elements of the system and the performance of the two systems. In the comparisons of the elements of the systems it was found out that in both systems the nature of disputes was collective and individual disputes both of which can be referred to the initial process of mediation or conciliation. However, in Botswana collective disputes can only be referred to arbitration if they remain unresolved in mediation while in South Africa only collective disputes on essential services go to arbitration while others lead to a strike or lockout if unresolved at conciliation. As for coverage both systems have incorporated public service sector employees in the systems after being excluded from the system for a very long time. The only difference is that in Botswana the Police force is not included while in South Africa they are included in the system. Differences in the avenues of disputes in the two countries were noted, in Botswana the rights/individual disputes go to either arbitration or Industrial Court if unresolved at mediation, inter-est/collective disputes can only go to arbitration while in South Africa the route of disputes is specified in the legislation. As for the human resources of the two countries it was found that the South African system has more qualified, trained and sufficiently experienced staff than the Botswana system. As for the processes it was found that for South Africa the initial process is conciliation while in Botswana it is mediation but these two processes were similar in many ways, from mediation/conciliation the next step in both systems is arbitration and just like the conciliation/mediation, arbitration in both countries was found to be similar except that in South Africa it is a public hearing. The two systems were also compared in terms of their performances and the research has established that between the two systems the South African system proved to be more superior on three of the criteria; efficiency, accessibility and legitimacy than the Botswana system. Therefore, the research proposes a number of recommendations for Botswana to implement namely; establishment of a legislated mixed process of mediation-arbitration, making the dispute resolution system independent from government, recruitment of high qualified and experienced staff for mediation and arbitration, accreditation to private agencies, effective case management system and proper routing of disputes.
- Full Text:
- Date Issued: 2011
Coping strategies among female Zimbabwean refugees at the central Methodist church in Johannesburg : a conflict management perspective
- Authors: Bjorknes, Guro Lauvland
- Date: 2011
- Subjects: Central Methodist Church Refugee Community , Church work with refugees , Conflict management , Interpersonal relations
- Language: English
- Type: Thesis , Masters , MPhil
- Identifier: vital:8188 , http://hdl.handle.net/10948/1424 , Central Methodist Church Refugee Community , Church work with refugees , Conflict management , Interpersonal relations
- Description: This treatise represents an investigation into the coping strategies of female Zimbabwean refugees at the Central Methodist Church (CMC) in Johannesburg. The CMC in Johannesburg includes a non-profit organisation called Ray of Hope that has functioned as a provider of accommodation and emergency refuge at the church since 1997. A vast number of Zimbabweans are moving to adjacent countries as a consequence of the conflict in Zimbabwe and approximately 85 percent of the people that have sought refuge in the CMC in Johannesburg are Zimbabweans that have fled the economic and political conflict in Zimbabwe. Using an interviewing strategy of a sample of 20 female Zimbabwean refugees, conducted at the CMC, the researcher gathered data, indicating that they face various conflicts on a daily basis inside as well as outside the refugee community in the CMC in Johannesburg. An extensive literature review and researcher‟s own observations during hours spent in the refugee community have also contributed to the collection of data. The findings suggest that coping mechanisms have been adopted by the female refugees to deal with the conflicts. Analysis of data was guided by grounded theory approach which allowed key findings about coping mechanisms to surface which encouraged recommendations presented in the conclusion of the treatise.
- Full Text:
- Date Issued: 2011
- Authors: Bjorknes, Guro Lauvland
- Date: 2011
- Subjects: Central Methodist Church Refugee Community , Church work with refugees , Conflict management , Interpersonal relations
- Language: English
- Type: Thesis , Masters , MPhil
- Identifier: vital:8188 , http://hdl.handle.net/10948/1424 , Central Methodist Church Refugee Community , Church work with refugees , Conflict management , Interpersonal relations
- Description: This treatise represents an investigation into the coping strategies of female Zimbabwean refugees at the Central Methodist Church (CMC) in Johannesburg. The CMC in Johannesburg includes a non-profit organisation called Ray of Hope that has functioned as a provider of accommodation and emergency refuge at the church since 1997. A vast number of Zimbabweans are moving to adjacent countries as a consequence of the conflict in Zimbabwe and approximately 85 percent of the people that have sought refuge in the CMC in Johannesburg are Zimbabweans that have fled the economic and political conflict in Zimbabwe. Using an interviewing strategy of a sample of 20 female Zimbabwean refugees, conducted at the CMC, the researcher gathered data, indicating that they face various conflicts on a daily basis inside as well as outside the refugee community in the CMC in Johannesburg. An extensive literature review and researcher‟s own observations during hours spent in the refugee community have also contributed to the collection of data. The findings suggest that coping mechanisms have been adopted by the female refugees to deal with the conflicts. Analysis of data was guided by grounded theory approach which allowed key findings about coping mechanisms to surface which encouraged recommendations presented in the conclusion of the treatise.
- Full Text:
- Date Issued: 2011
A descriptive study of conflict management strategies of the Johannesburg Central Methodist Church refugee community
- Authors: Burger, Christine-Maria
- Date: 2009
- Subjects: Conflict management , Central Methodist Church Refugee Community , Refugees -- Housing -- South Africa -- Johannesburg
- Language: English
- Type: Thesis , Masters , MPhil
- Identifier: vital:8199 , http://hdl.handle.net/10948/1301 , Conflict management , Central Methodist Church Refugee Community , Refugees -- Housing -- South Africa -- Johannesburg
- Description: The growth of forced migration populations - i.e. the movement of people within and across national boarders as a result of conflicts, disasters, and development policies and projects - has been a defining feature of the twentieth century and will no doubt remain with us well into the twenty-first century (Rutinwa, 2001: 13). Literature searches suggest that the ‘refugee’ constitutes the most powerful label within the forced migration discourse. Published calculations regarding the number of refugees in the world at the end of 2008, range between 15.2 million (UNHCR, 2009: 2) and 13.6 million (World Refugee Survey, 2009: 33). The refugee experience of a small representative population of these figures namely, the Zimbabwean refugees living within the Central Methodist Church (CMC) or Central Methodist Mission (CMM) refugee community, in Johannesburg city centre is the concern of this treatise. From the perspective of the conflict management scholar, the informal and formal conflict management strategies adopted among and between the CMM refugees, have been studied. Analysis of existing literature, interviews conducted with the refugees, as well as hours of experience within the refugee community, substantiate the descriptive study that follows. Guided by the grounded theory approach, research findings have emerged out of the descriptions. The research findings in turn have founded the development of the recommendations that appear in the conclusion to the treatise.
- Full Text:
- Date Issued: 2009
- Authors: Burger, Christine-Maria
- Date: 2009
- Subjects: Conflict management , Central Methodist Church Refugee Community , Refugees -- Housing -- South Africa -- Johannesburg
- Language: English
- Type: Thesis , Masters , MPhil
- Identifier: vital:8199 , http://hdl.handle.net/10948/1301 , Conflict management , Central Methodist Church Refugee Community , Refugees -- Housing -- South Africa -- Johannesburg
- Description: The growth of forced migration populations - i.e. the movement of people within and across national boarders as a result of conflicts, disasters, and development policies and projects - has been a defining feature of the twentieth century and will no doubt remain with us well into the twenty-first century (Rutinwa, 2001: 13). Literature searches suggest that the ‘refugee’ constitutes the most powerful label within the forced migration discourse. Published calculations regarding the number of refugees in the world at the end of 2008, range between 15.2 million (UNHCR, 2009: 2) and 13.6 million (World Refugee Survey, 2009: 33). The refugee experience of a small representative population of these figures namely, the Zimbabwean refugees living within the Central Methodist Church (CMC) or Central Methodist Mission (CMM) refugee community, in Johannesburg city centre is the concern of this treatise. From the perspective of the conflict management scholar, the informal and formal conflict management strategies adopted among and between the CMM refugees, have been studied. Analysis of existing literature, interviews conducted with the refugees, as well as hours of experience within the refugee community, substantiate the descriptive study that follows. Guided by the grounded theory approach, research findings have emerged out of the descriptions. The research findings in turn have founded the development of the recommendations that appear in the conclusion to the treatise.
- Full Text:
- Date Issued: 2009
An exploration of peace-building challenges faced by acholi women in Gulu, Northern Uganda
- Authors: Kabahesi, Pamela
- Date: 2009
- Subjects: Peace-building , Women and peace , Conflict management
- Language: English
- Type: Thesis , Masters , MPhil
- Identifier: vital:8220 , http://hdl.handle.net/10948/992 , Peace-building , Women and peace , Conflict management
- Description: An important focus of peacebuilding as a part of post-conflict reconstruction is the provision of basic needs. Peacebuilding is a move from war to a peaceful future. Peacebuilding rests on the premise that provision of people’s needs eliminates unrest and lawlessness that arise due to war. This in turn prevents a relapse into war. Also, communities that experience war lose many years and tend to develop at slower rates than peaceful areas, if at all they do develop. The twenty year old war in Northern Uganda has caused a gap between this area and the rest of the country. Poverty has left many unable to provide basic needs. Peacebuilding efforts have been undertaken by Non Governmental Organizations, Community Based Organizations, Government of Uganda as well as people in the community organizing themselves into groups to enable them reconstruct their lives. Efforts are being made towards reconstruction, resettlement, reconciliation and providing relief in an effort to move from war and destruction. In many societies, women are left out, marginalized and discriminated against as a result of patriarchy. Their roles in peacebuilding are not considered important and they face many challenges in their efforts to rebuild their lives and families. This research focused on the challenges faced by women in Gulu, a district in the Northern region of Uganda in peacebuilding. Through conducting face to face interviews, and consulting documents available to the public, the researcher collected information about the challenges faced by the Acholi women, the women of Gulu district.
- Full Text:
- Date Issued: 2009
- Authors: Kabahesi, Pamela
- Date: 2009
- Subjects: Peace-building , Women and peace , Conflict management
- Language: English
- Type: Thesis , Masters , MPhil
- Identifier: vital:8220 , http://hdl.handle.net/10948/992 , Peace-building , Women and peace , Conflict management
- Description: An important focus of peacebuilding as a part of post-conflict reconstruction is the provision of basic needs. Peacebuilding is a move from war to a peaceful future. Peacebuilding rests on the premise that provision of people’s needs eliminates unrest and lawlessness that arise due to war. This in turn prevents a relapse into war. Also, communities that experience war lose many years and tend to develop at slower rates than peaceful areas, if at all they do develop. The twenty year old war in Northern Uganda has caused a gap between this area and the rest of the country. Poverty has left many unable to provide basic needs. Peacebuilding efforts have been undertaken by Non Governmental Organizations, Community Based Organizations, Government of Uganda as well as people in the community organizing themselves into groups to enable them reconstruct their lives. Efforts are being made towards reconstruction, resettlement, reconciliation and providing relief in an effort to move from war and destruction. In many societies, women are left out, marginalized and discriminated against as a result of patriarchy. Their roles in peacebuilding are not considered important and they face many challenges in their efforts to rebuild their lives and families. This research focused on the challenges faced by women in Gulu, a district in the Northern region of Uganda in peacebuilding. Through conducting face to face interviews, and consulting documents available to the public, the researcher collected information about the challenges faced by the Acholi women, the women of Gulu district.
- Full Text:
- Date Issued: 2009
South African police service deploys its first peacekeepers to Darfur, Sudan : a descriptive study on the deployment preparations and the role of the South African police peacekeepers in African union mission in Sudan (AMIS)
- Authors: Mokhine, Ntime Samson
- Date: 2008
- Subjects: Peacekeeping forces , Conflict management
- Language: English
- Type: Thesis , Masters , MPhil
- Identifier: vital:8214 , http://hdl.handle.net/10948/1027 , Peacekeeping forces , Conflict management
- Description: The focus of this research will be on the question as to whether the South African Police Service adequately prepares its police officials for the functions they will be performing in Sudan: Darfur. This broad question leads to further questions that include the following: What are the peacekeeping recruitment and selection criteria for the South African Police Service members who need to be deployed in Sudan: Darfur? Is the South African Police Service peacekeeping training curriculum adequate enough to prepare its members for their deployment in Sudan: Darfur? Does the South African Police Service have any measures to evaluate the role played by its members in Sudan: Dafur? What measures have been introduced to utilise the new skills brought by members that have been deployed? Are there any properly posted members with mission experience, who are capable of presenting and further developing peacekeeping training in the South African Police Service? Does the South African Police Service senior management have knowledge of generic peacekeeping concepts?.
- Full Text:
- Date Issued: 2008
- Authors: Mokhine, Ntime Samson
- Date: 2008
- Subjects: Peacekeeping forces , Conflict management
- Language: English
- Type: Thesis , Masters , MPhil
- Identifier: vital:8214 , http://hdl.handle.net/10948/1027 , Peacekeeping forces , Conflict management
- Description: The focus of this research will be on the question as to whether the South African Police Service adequately prepares its police officials for the functions they will be performing in Sudan: Darfur. This broad question leads to further questions that include the following: What are the peacekeeping recruitment and selection criteria for the South African Police Service members who need to be deployed in Sudan: Darfur? Is the South African Police Service peacekeeping training curriculum adequate enough to prepare its members for their deployment in Sudan: Darfur? Does the South African Police Service have any measures to evaluate the role played by its members in Sudan: Dafur? What measures have been introduced to utilise the new skills brought by members that have been deployed? Are there any properly posted members with mission experience, who are capable of presenting and further developing peacekeeping training in the South African Police Service? Does the South African Police Service senior management have knowledge of generic peacekeeping concepts?.
- Full Text:
- Date Issued: 2008
Development of an employee management model to address conflict and discipline in SME's
- Authors: Wren, Beverley
- Date: 2006
- Subjects: Conflict management , Personnel management , Small business -- South Africa -- George
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8748 , http://hdl.handle.net/10948/646 , Conflict management , Personnel management , Small business -- South Africa -- George
- Description: The research problem addressed in this study is to determine what effect current labour legislation has on small and medium enterprises (SME’s), in particular with regard to handling conflict and disciplinary procedures in the workplace. To achieve this objective a literature study was undertaken to ascertain what labour relations practices are recommended and/or enforced by law. The literature study included a look at the effect of conflict on the workforce and the resultant cause and effect of the stress that conflict causes. The literature study was then used to develop a questionnaire to test the degree to which small to medium sized business managers, in the coastal city of George in the Western Cape, complied with the law and application of the necessary regulations governing labour relations. The empirical study results indicated a healthy adherence to labour legislation in general. The results indicated that the role-players, namely owners and managers of small to medium sized businesses, had valid arguments both for and against the weight of the labour legislation imposed on small businesses. Those businesses that had not indicated a strict adherence to regulation run the risk of costly fines and penalties being imposed on them. Such enterprises would do well to employ an independent consultant to “audit” and update employee records on a regular (6 monthly) basis. Failure to take the time to have all the correct documentation prepared could result in costly labour disputes and government intervention, which far outweighs the cost of a professional ensuring that all the necessary paperwork is correct and in place
- Full Text:
- Date Issued: 2006
- Authors: Wren, Beverley
- Date: 2006
- Subjects: Conflict management , Personnel management , Small business -- South Africa -- George
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8748 , http://hdl.handle.net/10948/646 , Conflict management , Personnel management , Small business -- South Africa -- George
- Description: The research problem addressed in this study is to determine what effect current labour legislation has on small and medium enterprises (SME’s), in particular with regard to handling conflict and disciplinary procedures in the workplace. To achieve this objective a literature study was undertaken to ascertain what labour relations practices are recommended and/or enforced by law. The literature study included a look at the effect of conflict on the workforce and the resultant cause and effect of the stress that conflict causes. The literature study was then used to develop a questionnaire to test the degree to which small to medium sized business managers, in the coastal city of George in the Western Cape, complied with the law and application of the necessary regulations governing labour relations. The empirical study results indicated a healthy adherence to labour legislation in general. The results indicated that the role-players, namely owners and managers of small to medium sized businesses, had valid arguments both for and against the weight of the labour legislation imposed on small businesses. Those businesses that had not indicated a strict adherence to regulation run the risk of costly fines and penalties being imposed on them. Such enterprises would do well to employ an independent consultant to “audit” and update employee records on a regular (6 monthly) basis. Failure to take the time to have all the correct documentation prepared could result in costly labour disputes and government intervention, which far outweighs the cost of a professional ensuring that all the necessary paperwork is correct and in place
- Full Text:
- Date Issued: 2006
- «
- ‹
- 1
- ›
- »