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- South African Journal of Labour Relations
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- Volume 33, Issue 2, 2009
South African Journal of Labour Relations - Volume 33, Issue 2, 2009
Volume 33, Issue 2, 2009
Author Gilton KlerckSource: South African Journal of Labour Relations 33, pp 7 –28 (2009)More Less
It has become trite to lament the lack of theory in industrial relations. A theoretical framework informs the questions we pose, the structure of our analysis, the inferences we draw and the conclusions we reach. Orthodox approaches to industrial relations are predominantly pragmatic in orientation and tend to regard employment as a largely self-contained sphere of social activity. In reality, however, the expanded reproduction of the employment relationship is dependent on a whole ensemble of social structures and practices to mitigate the contradictions inherent in capitalist accumulation. Many of the deficiencies in orthodox industrial relations theories may be overcome by drawing on the insights of the régulation approach. Grounding an analysis of industrial relations in the régulation approach yields a more compelling conception of the relationship between human agency and social institutions, and provides a more coherent account of the interaction between the various scales of governance. The aim here is to operationalise the concept of a "mode of regulation" at lower levels of abstraction, in particular that of the workplace.
Source: South African Journal of Labour Relations 33, pp 29 –53 (2009)More Less
Reports on the dismal performance of African economies relative to the rest of the world, the wretchedness of most lives on the continent and the poor prospects for improvement have become an annual occurrence. This may be unduly pessimistic as it obscures the existence of practices in some countries that may be a basis for turning around Africa's organisations and nations and with them her people. This article seeks to develop a model of performance literacy (performeracy) at organisational and national levels as an antecedent for organisational and national performance-based lessons from theory and practice in South Africa and Uganda. An important contribution of the paper is the development and modeling of a latent structure for enabling the growth of performance literacy nationally and organisationally and adding a new concept - performeracy - to the literature, hence extending the discourse on organisational enlightenment beyond the traditional learning organisation thesis. By modeling the avenues to performance-literate organisations and nations, the authors have provided a pointer for an empirical examination by future research. A case has also been demonstrated for intra-African learning and a linkage of employment law and performance management.
Source: South African Journal of Labour Relations 33, pp 54 –74 (2009)More Less
It is essential that the business community responds to the threat presented to both economic and societal sustainability by HIV / AIDS. The National Strategic Plan for HIV & AIDS has called for the private sector's involvement in a multi-sectoral response. No empirical studies exist on the process of change management used in successful HIV / AIDS change initiatives in organisations. This fine-grained qualitative research set out to meet that need. Ten experts were asked to identify the sample of ten companies with HIV / AIDS workplace interventions widely acknowledged to be successful. In-depth interviews were conducted with the manager responsible for HIV / AIDS interventions at each of these companies. The change efforts were found to be large scale and motivated by a combination of a moral obligation and a persuasive business case and to depend on nine crucial elements, along with commitment from the most senior leadership in the organisation. Legitimate and expert power bases were most commonly leveraged. A detailed model for the change management process is offered which could assist organisations that wish to successfully implement HIV / AIDS workplace interventions.
Nonfinancial recognition : exploring employees' preferences in a South African information technology organisationSource: South African Journal of Labour Relations 33, pp 75 –99 (2009)More Less
The pressures of tighter labour market conditions in the information technology (IT) industry in particular and the resultant challenge of recruiting, retaining and motivating valuable staff without substantially increasing pay levels have led to a renewed interest in nonfinancial recognition initiatives. This research investigated employees' preferences regarding a formal company nonfinancial recognition scheme in an IT organisational context. A sample of 758 employees from a large South African IT company participated. The Nonfinancial Initiatives Inventory was applied to achieve the objectives of the study. The findings revealed that participants from various sociodemographic groups differ significantly regarding the value they attach to the criteria associated with an effective formal company recognition scheme and the types of recognition incentives they prefer. The practical value of the results of this study lies in the design of a more effective reward and recognition incentive strategy for IT personnel and the possible retention of valuable staff within the IT environment.
Author Cecile M. SchultzSource: South African Journal of Labour Relations 33, pp 100 –119 (2009)More Less
Many human resource management challenges result from change processes such as mergers. The aim of this article is to report on the holistic process of building a human resource strategy for a merging higher education institution in South Africa. The population size was 1 363 permanent staff members and a convenience sample of 297 was used. The principal factor analysis was employed. The results specified that human resource practices, leadership and support are cornerstones in this human resource strategy. The article will help to address the most important human resource issues as depicted in the human resource strategy of a merging higher education institution.
Source: South African Journal of Labour Relations 33, pp 120 –131 (2009)More Less
With the restoration of open democracy in South Africa in 1994, there was unusual optimism and hope that prosperity, as the dividends of democracy, would trickle down to the working population. But post-repressive societies have not always attained this Eldorado. One of the many ways in which this contradiction has manifested itself is the continuing frosty relationship between the state and the labour movement. The troubled labour relations have in fact often led to violent industrial action. By means of a descriptive approach and content analysis of media (print & electronic) as well as documentary sources, the study, after a brief literature review on strike action in Southern / South Africa, traces the root of the 2007 public service union strike in South Africa, the strategies adopted by the parties to the dispute, the way the dispute was resolved and the cost of the strike. The article concludes by highlighting the intended and unintended outcomes for both the government and the unions.