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- Volume 26, Issue 1, 2002
South African Journal of Labour Relations - Volume 26, Issue 1, 2002
Volumes & issues
Volume 26, Issue 1, 2002
Author Gregory John LeeSource: South African Journal of Labour Relations 26, pp 4 –20 (2002)More Less
The "rationale" is the fundamental economic reasons for skills development levies, such as that currently employed in South Africa, are well established. The history behind the adoption of the Skills Development Levies Act makes it clear that these reasons were understood and the underlying theory was applied. However, it can also clearly be construed that it was the intention of the Act that companies should bear the incidence of the levy. This does not fit in with international experience and economic theory, however. Models of taxation, as well as research, suggest that workers tend to bear the burden of a levy scheme through lower real wages and employment levels. Furthermore, there is scope for possible inefficiencies in the system that may lead to workers bearing more of the burden than human capital theory would suggest should be the case. The levy-grant system, although not opposed, is therefore questioned in terms of its political basis and justifications. The conclusion that policymakers may have understood the basis behind a levy, but misconstrued its incidence, has various implications for efficiency in the labour market.
The labour dispute resolution system and the quest for social justice : a case study on the CCMA, unfair dismissals and small businessSource: South African Journal of Labour Relations 26, pp 21 –64 (2002)More Less
One of the key features of the new labour dispensation in South Africa and the dispute resolution system it introduced is the Commission for Conciliation, Mediation and Arbitration (CCMA), which was modelled on a private system of mediation and arbitration that was perceived to be effective in practice. However, it has been suggested that aspects of the dispute resolution system are impacting adversely on small business, and recommendations were made in 2000 on ways to modify the system. The impetus for the research that is the subject of this article was to assess whether there was an empirical basis for the recommendations. The research therefore sought to assess the impact of the dispute resolution system, having specific regard to the CCMA and small business, and to determine whether the system is promoting social justice. The research was conducted in three regions, Gauteng, the Eastern Cape and the Western Cape. Its specific focus was on the arbitration of unfair dismissals conducted by the CCMA. The research established a profile of the employers and employees concerned in unfair dismissal arbitrations during the research period, and also analysed arbitration awards. The data obtained and the awards in respect of small enterprises (ie enterprises employing less than 50 people) were compared with those for larger enterprises. The research confirmed that a significant proportion of dismissal arbitrations involve small enterprises. Moreover, there were some important differences in the profile of employees involved in dismissal disputes according to the size of the enterprise, and there were marked differences between dismissal disputes in small and larger enterprises. These differences are presented and discussed in the article. The research concluded that the dispute resolution system, and particularly section 194 of the Labour Relations Act, has had a disproportionate impacton small enterprises. The predicament that small enterprises pose for the dispute resolution system is that the disputes that they give rise to are no less complex than in the case of larger enterprises, and often more so, but the parties generally do not have the resources to put into resolving disputes, let alone preventing them. This poses difficulties if the dispute resolution system is to achieve the goal of social justice. The article suggests that the dispute resolution system is premised on a number of assumptions, all of which need to be explicated if social justice is to be advanced.
Source: South African Journal of Labour Relations 26, pp 65 –95 (2002)More Less
The aim of this research was to investigate the relationships between employee perceptions of leadership dimensions, cultural beliefs and salutogenic functioning within a multi-cultural workforce. Inter-correlations and factor analysis of the data (N=300) identified three separate constructs, namely leadership (comprising perceptions of organisational climate, supervisory support and team work), cultural beliefs and salutogenic functioning (comprising of sense of coherence, self-efficacy, locus of control and hardiness). Many significant correlations existed between the dimensions of the three constructs. Confirmatory factor analysis showed that a model of good fit existed, confirming a structural relationship between leadership dimensions, cultural beliefs and salutogenic functioning. The nature of these relationships are discussed and recommendations are formulated towards improved individual, management, leadership and organisational development.
Forum : Using mediation to resolve statutory employment disputes : more justice at lower cost for more workersAuthor Arnold M. ZackSource: South African Journal of Labour Relations 26, pp 97 –115 (2002)More Less