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- Volume 28, Issue 1, 2004
South African Journal of Labour Relations - Volume 28, Issue 1, 2004
Volumes & issues
Volume 28, Issue 1, 2004
Source: South African Journal of Labour Relations 28, pp 4 –33 (2004)More Less
Recent literature on values reveals a marked shift in the nature and direction of major life values. Research indicates that advanced industrial societies are showing a distinct shift away from more traditional secular, rational values that emphasise material prosperity and physical and economic security towards individualised values that are more expressive of individual freedom and growth (Inglehart 1990). Work values, as an expression of general life values within the work context, are no exception to this process. Workers in the new economy are less motivated by material rewards, status and advancement and instead seek opportunities for personal development, growth and increased autonomy. The data presented in the current study reveal, however, that in some instances the work values of South Africans reflect a trend against individualisation. This article therefore aims to describe this value shift in South Africa in greater detail, with specific reference to the nature, direction and distribution of the value shift among the various social categories as defined by race, gender and occupational level. The study will then attempt to provide recommendations to inform future workplace policy and practice in South Africa with regard to expected changes in work values.
Author M. AnsteySource: South African Journal of Labour Relations 28, pp 34 –82 (2004)More Less
The African Renaissance project is an indigenous initiative to modernise the continent's economies and build and sustain systems of governance based on the will and identity of its peoples. At a political level the vision is carried through NEPAD - the New Partnership for African Development. Weaknesses in civil society have eroded the foundations necessary to build sustainable democracies across Africa. Labour relations systems emerge within the engine rooms of national economies. They are the product of strategic choices made by states, and business and organised labour (as actors in civil society) over time as they seek to protect and further their interests in their interaction with each other and in relation to changing environments. Across Africa labour systems are characterised by historically weak and unstable states, poor levels of economic development with small private sectors, and undernourished trade union movements. In short, the parties are weak and the conditions in which they must make their choices are often hostile. Nevertheless it is argued here that their choices are the key to an African Renaissance. Social actors do not simply respond to their environments but help shape them. In Africa the weakness of the parties does not imply that there are others with greater capacity; nor does it imply any reduction in a broader social responsibility for choices and their consequences. This article explores the idea of an African renaissance, outlines the purpose and workings of NEPAD, and considers strategic choice options for actors in labour relations systems at levels of social policy making, and sectoral and enterprise engagement if they are to place the African Renaissance explicitly on their agendas.
Author A.M. ViviersSource: South African Journal of Labour Relations 28, pp 83 –104 (2004)More Less
This paper reports the results of a cross-cultural factor analytic study done on the subscales of the Job Descriptive Index (JDI). The subjects, who consisted of 731 white and 203 black students from the University of South Africa (a distance teaching university whose students are mainly in full-time employment), represented a broad spectrum of working positions. Exploratory factor analyses with oblique rotation of solutions were performed on the responses to the items of five subscales. Factor analyses were performed separately for each of the two groups and the various factor solutions were interpreted for meaningfulness and similarity in meaning across the two groups. The two groups were compared and blacks were found to have scored lower on the subscales 'Salary', 'Supervision' and 'People'. These findings could impact on labour relations agreements and current practices in organisations, and companies should therefore take note of such perspectives when implementing accelerated interventions.
Using the Balanced Scorecard to assess the impact of a staff scheduling initiative : a case study in the retail sector : forumSource: South African Journal of Labour Relations 28, pp 106 –126 (2004)More Less
Extracted from text ... * Tania Fleetwood is the HR manager of a large retail company in South Africa. Mark Anstey is Professor of Labour Relations at the University of Port Elizabeth. South African Journal of Labour Relations: Autumn 2004 106 USING THE BALANCED SCORECARD TO ASSESS THE IMPACT OF A STAFF SCHEDULING INITIATIVE: A CASE STUDY IN THE RETAIL SECTOR by T Fleetwood & M Anstey* 1 PROBLEMS IN MEASURING THE HR FUNCTION Becker et al (2001) have argued that a key problem facing HR is that its impact on firm strategy is difficult to evaluate. While there may be many measures ..
Author T. SparreboomSource: South African Journal of Labour Relations 28, pp 127 –144 (2004)More Less
This paper examines the implications of demand-driven training markets for information systems supporting policy development. It begins by placing South Africa's skills development policies in the context of policy reforms in southern Africa. This is followed by an analysis of the role of information systems for South Africa's new skills development policies. It will be shown that new information systems are more demanding in terms of institutional arrangements, and South Africa's experience with such arrangements will be discussed in some detail.