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- Volume 25, Issue 1_2, 2001
South African Journal of Labour Relations - Volume 25, Issue 1_2, 2001
Volumes & issues
Volume 25, Issue 1_2, 2001
Author H.C. NgambiSource: South African Journal of Labour Relations 25, pp 4 –34 (2001)More Less
South Africa is characterised among other things by retrenchments and high levels of unemployment which have ripple effects on the well being of the nation at large. South Africans cannot afford to postpone finding empirical and practical solutions to these problems. This article presents the results of a study on job-sharing which provides a practical alternative solution to these problems. The primary aim of this study is to explain how job-sharing would be an appropriate and feasible solution to unemployment and retrenchments. Job-sharing has been used in many developed countries to address a variety of problems at the individual, organisational and national levels. This practice includes increasing employment opportunities and serves as an alternative to retrenchments (layoffs). The literature survey shows that unemployment and retrenchment problems are prevalent in Africa as a whole and in South Africa specifically. The results of a survey conducted among the employees, organisations and jobseekers (the unemployed seeking employment) in South Africa which had a 77% response rate (out of 730 respondents) reveal that 68% of the jobseekers are willing to job-share and approximately 80% of the employees would rather either job-share, work-share or opt for some other alternative than have retrenchments. The results of this study indicate that, job-sharing would address the problems relating to fewer employment opportunities, as well as massive retrenchments in South Africa.
The role of a values-driven leadership culture in a company's pursuit of "world-class" status : a case study of a financial institutionSource: South African Journal of Labour Relations 25, pp 35 –56 (2001)More Less
In companies' pursuit of competitiveness in the global economy, employment relations practitioners will have to focus more of their efforts on the creation of a supportive culture for effective employment relations. One of the most important challenges in this regard is the effective integration of a company's core values with the personal values of each individual employee. The underlying reason being that the successful integration of core and personal values will become the "cement" in the employment relationship - bonding the individual employee with the company's business vision and mission. As an important focus in the employment relations strategy of a business organisation, the objective of this study is to submit a frame of reference for establishing such a leadership culture as a point of departure for integrating personal and core values. Even though this study is limited to one financial company only, the leitmotiv of core values in any company's pursuit of "world class" status will ensure the successful application of this framework in most South African companies.
Author B. RustSource: South African Journal of Labour Relations 25, pp 58 –69 (2001)More Less
The survival of trade unions depends to a large extent on their ability to adapt to change in the economy on a macro level, and on their efficiency and effectiveness on the micro level. Their ability to survive resides in the loyalty and support of the rank and file and the extent to which the union fulfils its purpose in and outside the workplace. South African trade union members are, however, not always exposed to and perhaps not interested in the survival problems their trade union is experiencing. Job security and an income high enough to meet the basic needs of their families are their main concerns. Low economic growth, tough competition and the difficulties globalisation has brought to South Africa are some of the challenges facing trade unions. The success and survival of organisations in the private and public sector are also key factors in their own success and survival. Whether this "economic law" (the success of the trade union depends on the success of the employer) is understood by the typical trade union member is debatable. If indeed it is understood, a more cooperative approach towards management could be expected. However, adversarialism and sometimes arrogance in the workplace suggest that the extent to which this "economic law" is understood is questionable. Either the leadership of trade unions is misleading its supporters or trade union members are ill-informed about the consequences of low economic growth for the trade union's ability to meet their expectations. Trade unions in South Africa are insensitive to changes at the macro level (the economy as a whole) and the micro level (activities on the shop floor). One of the consequences of this is that their future existence and their members' job security are threatened. A further repercussion is that the trade unions are not seen as responsible role-players in the economy, thereby creating mistrust among job creators. The aim of this article is to highlight the problems currently facing trade unions, and to explore possible avenues for ensuring their survival.
Author A. LandmanSource: South African Journal of Labour Relations 25, pp 70 –77 (2001)More Less
The role of the new Labour Court, unlike that of the industrial court, is a conventional one and the court can no longer develop laws in conflict with the forma law save to the extent permitted by the Constitution of the Republic of south Africa of 1996. The legitimacy of the Labour Court depends, in large part, on the legitimacy of the rules or laws which it applies. Therefore management and labour must ensure, as far as possible, that the labour laws passed by parliament are fair and acceptable. The problem of what a judge is to do when a party attempts to achieve by the judicial process what it was unable to achieve by collective bargaining or the legislative process is explored. The need to conduct research into the labour problems of today is emphasised. Some thoughts are offered on streamlining labour litigation particularly by side stepping the need for oral evidence but without prejudicing the unsophisticated litigant. Online adjudication and other technological developments are explored with a view to enhancing the dispensing of justice. Finally some suggestions are made which could reduce the amount and nature of evidence required in dismissal cases. These suggestions may go some way to doing justice in a first class manner.