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Masters Degrees (Industrial Organization and Labour Studies)

Permanent URI for this collectionhttps://hdl.handle.net/10413/7234

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Browsing Masters Degrees (Industrial Organization and Labour Studies) by Author "Dlamini, David Vusi."

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    Effects of labour legislative changes regarding temporary employment services in KwaZulu-Natal mining and construction coastal sectors.
    (2016) Ntshangase, Sindisiwe Charity.; Dlamini, David Vusi.
    This study has been conducted to shed light on the effects of labour legislative changes regarding temporary employment services in KwaZulu-Natal mining and construction coastal sectors. This study employed an exploratory research design. Since this study is exploratory in nature, both purposive sampling and stratified sampling was used. The participants were chosen from the temporary employment services (TES) in Durban and Richardsbay. A qualitative approach was employed to collect data. Thirteen structured interviews (13) were conducted out of the maximum of twenty (20) interviews that are required for a qualitative study to understand the perceptions of management of TES’s, client companies as well as trade unions. Eight five percent (85%) of the participants agreed that TES’s contribute positively towards the labour market as well as our economy and concluded that it is fair for the government to impose legislation to regulate this industry rather than an outright ban of the industry as this would have adverse effects on the economy and the already low employment growth rate in South Africa. Fifteen percent (15%) of the participants argued that TES’s should be banned completely as they are exploitative in nature and do not create employment but merely act as intermediaries. Findings also revealed that most TES’s state that the common notion that companies approach them as they provide cheap labour is false as companies only approach them to ease the administration burden of recruitment and hiring. This study found that due to the nature of the mining and construction industry, this sector is unable to carry all of its employees on a full time basis hence the need for the existence of TES’s. The non-registered TES’s will now be totally eliminated and the abuse of employees by non-compliant TES’s will be minimised. Most TES’s have responded positively towards the changes as they suggest that it is better that to be banned, however they raise that the word “deemed” in the provisions is still being defended in court as there are several applications submitted contesting it as it causes confusion on who the real employer is between the TES and the client company.
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    Impact of employee strike action on employment relations in selected Accra, Ghana, public universities.
    (2016) Abiwu, Lawrence.; Dlamini, David Vusi.
    The study investigated the impact of employee strike action regarding employment relations in selected public universities in Accra, Ghana. The study sought to explore the effect of strike action on employment relations, determine its impact in the workplace, identify its causes, determine the factors that promote sound employment relations and identify the measures of addressing strike action in the public universities. The study adopted both descriptive and exploratory research as the main research design. It employed mixed method design where both quantitative and qualitative data was collected from the participants. A sample size of 306 was chosen for the participation in the study based on the total population of about 1500 staff. Purposive and stratified sampling techniques were used to select the participants for the study. The study utilised both questionnaires and interviews as the main data collection instruments. Reliability and validity of the research instruments were tested using Cronbach’s Alpha Coefficient and Factor Analysis. The quantitative data was analysed using SPSS version 21.0, while the qualitative data was analysed manually using thematic analysis. Both descriptive and inferential statistics were also employed in the study. The quantitative results revealed that employee strike action affects employment relations in terms of loss of remuneration (67.5%) and unhealthy relationship (73.5%). The qualitative result on the other hand complimented the quantitative results which revealed that strike action leads to loss of remuneration (n= 5) and unhealthy relationship (n = 5). Furthermore, the quantitative results showed that the main causes of strike action in Ghanaian public universities include demand for increment in wages and salaries (87.5%), inadequate funding (79%), books and research allowances (82%) and poor working conditions (87.5%). The results of the qualitative study also agreed with these findings. In light of these findings, the study recommends payment of adequate salaries, improvement in working conditions and payment of books and research allowances for lecturers as measures to address strike action in the public universities in Ghana.
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    Perceptions of managers of affirmative action in ABSA Bank, KwaZulu-Natal (KZN).
    (2016) Phili, Sanele William.; Dlamini, David Vusi.
    The effects of affirmative action (AA) in the workplace have sparked serious debate in South Africa and have attracted criticism from various population groups. This study investigated the perceptions of managerial employees on the implementation of AA at Absa Bank in KwaZulu-Natal. The objectives of the study were to elicit managerial perceptions of the implementation of affirmative action in ABSA; to investigate the manner in which affirmative action is being sustained at ABSA; to understand managerial perceptions regarding the performance of affirmative action candidates in the ABSA; to establish management willingness to mentor affirmative action candidates; and to establish the bank’s reasons for complying with Employment Equity policy. The research approach adopted in this study is the mixed-methods approach, which is a combination of qualitative and quantitative methods. The study is both exploratory and descriptive, which is used to share participants’ perceptions regarding the implementation of affirmative action in their workplace. The questionnaire and an interview schedule were the primary tools used to collect data from managerial employees at ABSA. The quantitative data collected from the respondents was analysed with SPSS version 23.0; and the qualitative data was analysed through NVIVO software. The quantitative results were presented through the descriptive statistics in the form of graphs, and cross tabulations; while the inferential techniques included the use of correlations and chi-square test values, which were interpreted using the p-values. Both thematic and content analyses were used for the qualitative study. The findings in this study suggest that about 84% of the respondents feel that the implementation of AA at ABSA Bank is effective. The findings further indicate that 80% of the respondents perceive the practice of AA at ABSA Bank as consistent with those of the banking industry. About 63% feel that the management of ABSA Bank considers the opinions of employees when AA policies are implemented.