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- Volume 29, Issue Issue, 2005
South African Journal of Labour Relations - Volume 29, Issue Issue-2-3-4, 2005
Volumes & issues
Volume 29, Issue Issue-2-3-4, 2005
Source: South African Journal of Labour Relations 29, pp 4 –32 (2005)More Less
Whilst the area of employee participation is well-researched internationally, there is limited research on its specific application to the area of employment equity; particularly as it applies in the South African labour market. This exploratory, qualitative research project explores the nature of trade union consultation by employers in terms of a legislative requirement for consultation on employment equity planning. Semi-structured interviews, focus groups and documentation evidence was used in evaluating trade union and Department of Labour inspectors' perspectives on consultation on employment equity plans and processes. Trade union strategies for dealing with perceived consultation inadequacies are considered and conclusions are drawn on improving the effectiveness of this process.
Author Johan MartinsSource: South African Journal of Labour Relations 29, pp 33 –58 (2005)More Less
In South Africa's on-going attempts to build "skills for productive citizenship for all", meeting the skills needs of microenterprises and very small enterprises is likely to prove one of the greatest challenges. This article reports on this challenge through an analysis of the findings of a survey administered to formal and non-formal enterprises with between one and ten employees to establish their owners' knowledge base, their attitude towards training and perceptions of skills needs as well as how the government's initiatives for training are utilised. Background information on the skills development initiatives of the South African government as well as the entrepreneurial status of South African enterprises is provided to facilitate the interpretation of the survey results. The key findings are presented, analysed and, where appropriate, compared with previous national and international surveys. Key policy implications are then highlighted.
Author K.A. NewenhamSource: South African Journal of Labour Relations 29, pp 59 –97 (2005)More Less
Following the collapse of the Russian socialist economic model there has been an immense growth in privatisation in post-socialist countries. Being reluctant to embrace privatisation policies, such countries have turned to Foreign Direct Investment (FDI), specifically Multinational Companies (MNCs), to provide employment, technology and training opportunities (Dunning 1998; Smart & Smart 2005). MNCs have been in the forefront of transferring their country-of-origin business practices across nations. However, when MNCs implement their home policies in host countries, they largely ignore the employment policies of local institutions (Horwitz, Kamoche & Chew 2002). There are number of reasons: Firstly, MNCs often claim that their practices are superior. Secondly, local institutions are reluctant to intervene in MNCs' activities for fear of provoking job losses. Thirdly, the nature of the services MNCs offer to customers, shareholders and their employees may complicate localisation. Fourthly, the nature of their long-term operations may depend on influences in the country of origin. The conclusion drawn in this article is that, despite the need to learn about and adapt to certain elements of localisation, MNCs are largely embedded in their country-of-origin policies. A further complication is that most MNCs are sector and globally oriented in their operations, and are therefore likely to implement global HRM practices across their operations, thus disregarding localisation. Two Anglo-Saxon financial institutions operating in a similar sector and country were studied to determine the influence of their country of origin on their HRM policies. <br>The response of the institutions and people in the host countries to the behaviour of the MNCs was also studied. A proposal on incorporating the HRM practices of the MNCs and the host nation is presented.
Representation of women directors in JSE securities exchange listed companies : institutional theory perspectiveSource: South African Journal of Labour Relations 29, pp 98 –110 (2005)More Less
This study generated a causal diagram reflecting the predictive effects of representation of women directors and market capitalisation on share price growth among firms listed on the Johannesburg Securities Exchange (JSE). Institutional theory provided the theoretical underpinning for the relationship between representation of women directors, market capitalisation and share price growth. The hypothesis that there is a positive relationship between representation of women directors and share price growth was not supported. The findings also showed that while market capitalisation exerts a positive and a statistically significant effect on representation of women directors, it has no mediation effect on representation of women directors and share price growth. Implications of the results are discussed and suggestions for future research presented.