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Die invloed van regstellende aksieprogramme op arbeidsverhoudinge
Author(s)
Meyer, Marius Herman
Date Issued
1996
Type
Thesis
Publisher
Cape Technikon
Abstract
Labour relations in South Africa is directly influenced by affirmative action in the work place,
creating potential labour relations opportunities and threats within organisations. An investigation
was done to ascertain the influence of affirmative action on labour relations.
A comparative study of employer and trade union perceptions indicated a marked consensus between
the two parties. The differences between the parties can be addressed by collective bargaining. A
theoretical framework was developed, which demonstrated that worker participation and joint
decision-making on affirmative action programmes should be regarded as essential for the success of
these programmes. Shortcomings in current affirmative action programmes emanate from unilateral
decision-making by management. A lack of legitimacy in affirmative action programmes results from
non-consultation with trade unions. This has a detrimental effect on the credibility of affirmative
action programmes and as a result no real employee development occurs. The labour relations
climate is thus impaired. The research methodology included interviews (conducted with a number of academics, human
resource managers and trade unionists) and postal questionnaires, which were completed by 231
managers (human resource and line managers) in both private and public organisations in the Western
Cape.
creating potential labour relations opportunities and threats within organisations. An investigation
was done to ascertain the influence of affirmative action on labour relations.
A comparative study of employer and trade union perceptions indicated a marked consensus between
the two parties. The differences between the parties can be addressed by collective bargaining. A
theoretical framework was developed, which demonstrated that worker participation and joint
decision-making on affirmative action programmes should be regarded as essential for the success of
these programmes. Shortcomings in current affirmative action programmes emanate from unilateral
decision-making by management. A lack of legitimacy in affirmative action programmes results from
non-consultation with trade unions. This has a detrimental effect on the credibility of affirmative
action programmes and as a result no real employee development occurs. The labour relations
climate is thus impaired. The research methodology included interviews (conducted with a number of academics, human
resource managers and trade unionists) and postal questionnaires, which were completed by 231
managers (human resource and line managers) in both private and public organisations in the Western
Cape.
Additional information
Thesis (MTech (Human Resource Management))--Cape Technikon, 1996.
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