Die invloed van regstellende aksieprogramme op arbeidsverhoudinge

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.