This study explores the relevance of the Bargaining Council for the Food, Retail, Restaurant, Catering and Allied Trades (BCFRRCAT) on a group of small restaurant enterprises in Pretoria. An investigation into the functioning of the BCFRRCAT in Pretoria was done with special reference to their accommodation of small restaurant enterprises in the Bargaining Council (BC). The aim of the study was to determine if the BCFRRCAT understands the needs and problems of small restaurant enterprises in the industry and whether small restaurant enterprises adhere to the provisions of the main collective agreement of the BC. The approach of the study was based on the fact that, in order to understand how the BC could be impacting on small restaurant enterprises, one needs to start by examining: <ul> <li>the representativity position and coverage of the Council to put into perspective the number of employers and employees covered by the Council;</li> <li> Examine the actual process of extended BC agreement that is extended to non-parties by the Council; </li> <li>the enforcement capacity of the Council’s inspectorates over collective agreements, and</li> <li> the nature of exemption system at the BC, reviewing the number of exemption applications received, the number of exemptions granted and the number of exemptions refused.</li> </ul> Against this background, the literature on BCs pointed out that the applicability of the BC system to small enterprises has come under considerable scrutiny since the 1980s. The trend has always been that the development of the BC system has made it much more convenient for large employers to negotiate their interest at the Council level than for the small enterprises. Small enterprises tend to oppose BC activities and some of the issues that have been raised include the extent to which Councils are representative of small enterprises and accommodate their needs at the Council. To address the main research objectives, semi-structured interviews were adopted as a specific type of qualitative research method. The mode of understanding qualitative research as an adopted research design has been analyzed on the basis of a practically orientated description around the research problem of the study. The motivation to carry out this study qualitatively was founded on the following characteristics: <ul> <li>its ability to understand the phenomena from the perspective of the people being studied;</li> <li>its ability to provide detailed descriptions of specific settings under investigation, and</li> <li>its ability to allow the application and testing of concepts that produced a wealth of detailed data about a small number of people.</li> </ul> The immediate conclusion that emerged from the study was established through the examination of three measures of representativity (i.e., the number of covered employees at party employers as a proportion of all covered employees, the members of party trade union as a proportion of all covered employees and the party employers as a proportion of all registered employers). Hence, the Council was found to be less representative on the third measure (i.e., party employers as a proportion of all registered employers). This appeared to be for the reason that the extension of collective agreement covers only a very small proportion of small restaurant enterprises. Copyright / Dissertation (MPhil)--University of Pretoria, 2010. / Human Resource Management / unrestricted

The International Labour Organisation (ILO) is dedicated to achieving social justice throughout the world. It specifically recognises the right to collective bargaining as one of the main drivers of its ambitions. It desires to achieve social justice through various Conventions and Recommendations. South Africa as a member of ILO constitutionally recognises the right to engage in collective bargaining. The Labour Relations Act (LRA) advocates for the establishment of bargaining councils in various sectors in the country to effectively recognise this right. This study predominantly focuses on the efficiency of these councils as tools for collective bargaining. The study is intended to ultimately provide a lesson to Lesotho. Trade unions in Lesotho’s garment industry are adamant that bargaining councils are the solution to the country’s collective bargaining woes. Specific attention is paid to the history of collective bargaining in the two countries to firstly indicate the inter relation of the bargaining framework in the two countries and to trace the origins of the bargaining councils in South Africa’s set up. The role of these councils is examined, with prime attention placed on the advantages and disadvantages of industry level bargaining. The Constitutions of the National Textile Bargaining Council and The National Bargaining Council for the Manufacturing Industry are examined to determine the roles these councils play in the collective bargaining framework of South Africa. Attention is also paid to the procedures required for the establishment of these councils. The challenges facing this form of bargaining are also outlined, with prime attention being given to the cases in South African courts that are a potential threat to the bargaining council system in South Africa. The study culminates in conclusions on the bargaining framework in South Africa and provides recommendations on ways to improve the collective bargaining framework in the country. This subsequently provides a platform for the lessons that Lesotho should learn from the framework in South Africa. The study ultimately concludes that bargaining councils are efficient tools for the promotion of collective bargaining. They, however, are not a desirable solution for the collective bargaining problems faced in Lesotho’s context. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2015

The International Labour Organisation (ILO) is dedicated to achieving social justice throughout the world. It specifically recognises the right to collective bargaining as one of the main drivers of its ambitions. It desires to achieve social justice through various Conventions and Recommendations. South Africa as a member of ILO constitutionally recognises the right to engage in collective bargaining. The Labour Relations Act (LRA) advocates for the establishment of bargaining councils in various sectors in the country to effectively recognise this right. This study predominantly focuses on the efficiency of these councils as tools for collective bargaining. The study is intended to ultimately provide a lesson to Lesotho. Trade unions in Lesotho’s garment industry are adamant that bargaining councils are the solution to the country’s collective bargaining woes. Specific attention is paid to the history of collective bargaining in the two countries to firstly indicate the inter relation of the bargaining framework in the two countries and to trace the origins of the bargaining councils in South Africa’s set up. The role of these councils is examined, with prime attention placed on the advantages and disadvantages of industry level bargaining. The Constitutions of the National Textile Bargaining Council and The National Bargaining Council for the Manufacturing Industry are examined to determine the roles these councils play in the collective bargaining framework of South Africa. Attention is also paid to the procedures required for the establishment of these councils. The challenges facing this form of bargaining are also outlined, with prime attention being given to the cases in South African courts that are a potential threat to the bargaining council system in South Africa. The study culminates in conclusions on the bargaining framework in South Africa and provides recommendations on ways to improve the collective bargaining framework in the country. This subsequently provides a platform for the lessons that Lesotho should learn from the framework in South Africa. The study ultimately concludes that bargaining councils are efficient tools for the promotion of collective bargaining. They, however, are not a desirable solution for the collective bargaining problems faced in Lesotho’s context. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2015

<p>The research conducted has been undertaken to engage the stakeholders to explore the possibility of establishing workplace forums. The gains of workplace forums with respect to sharing decision making is a distinct advantage both business and labour seemingly do not realise because of a continued resolve to negotiate conditions of service annually exclusively. The research was undertaken by designing an interview questionnaire for distribution. The population for this research includes a cross section of employers from the industry in the Western Cape, parties to the Hairdressing Beauty and Cosmetology Bargaining Council, the Employers Organisation and the Employees Organisation or Trade Union. The criteria set for the questionnaire anticipate responses of respondents to the challenges before and after the possible incorporation of section 84 of the Act Finally the research results indicate that the parties to a collective agreement in this industry still gravitate towards distributive collective bargaining by negotiating salaries, wages and conditions of employment in Bargaining Councils.</p>

<p>The research conducted has been undertaken to engage the stakeholders to explore the possibility of establishing workplace forums. The gains of workplace forums with respect to sharing decision making is a distinct advantage both business and labour seemingly do not realise because of a continued resolve to negotiate conditions of service annually exclusively. The research was undertaken by designing an interview questionnaire for distribution. The population for this research includes a cross section of employers from the industry in the Western Cape, parties to the Hairdressing Beauty and Cosmetology Bargaining Council, the Employers Organisation and the Employees Organisation or Trade Union. The criteria set for the questionnaire anticipate responses of respondents to the challenges before and after the possible incorporation of section 84 of the Act Finally the research results indicate that the parties to a collective agreement in this industry still gravitate towards distributive collective bargaining by negotiating salaries, wages and conditions of employment in Bargaining Councils.</p>

Magister Philosophiae - MPhil / The research conducted has been undertaken to engage the stakeholders to explore the possibility of establishing workplace forums. The gains of workplace forums with respect to sharing decision making is a distinct advantage both business and labour seemingly do not realise because of a continued resolve to negotiate conditions of service annually exclusively. The research was undertaken by designing an interview questionnaire for distribution. The population for this research includes a cross section of employers from the industry in the Western Cape, parties to the Hairdressing Beauty and Cosmetology Bargaining Council, the Employers Organisation and the Employees Organisation or Trade Union. The criteria set for the questionnaire anticipate responses of respondents to the challenges before and after the possible incorporation of section 84 of the Act Finally the research results indicate that the parties to a collective agreement in this industry still gravitate towards distributive collective bargaining by negotiating salaries, wages and conditions of employment in Bargaining Councils. / South Africa

Thesis (MBA)--Stellenbosch University, 2007. / ENGLISH ABSTRACT: Traditional notions of leadership have placed great emphasis on a leaders personal vision and intellectual competency. The smartest person is not always the best captain of the team i.e. the class valedictorian may focus on individual achievements, whereas the team captain focuses on motivating a group to accomplish its collective vision. Such leadership is not the product of one's IQ but one's EQ or emotional intelligence, which is defined as "how leaders handle themselves and their relationships". The rationale of the study is to determine the individual and group emotional intelligence profile of a managers' team in an organisation as well as the trends between these profiles and socio-demographic, psychological and work environmental factors. The association between the emotional intelligence and variables such as demographics (age, gender), management position and managers' experience, the number of people reporting directly to the manager, the term of service with the present organisation, perceptions of job satisfaction, job commitment, job security as well as personal style (feeler, intuitor, thinker, sensor) and conflict style (competing, collaborative, compromise, avoid, accommodate) were explored. Data for the study was collected from twenty-seven participants using a survey methodology. Participants were the managers of the Western Cape Clothing Industry Bargaining Council (CIBC). The instruments used were the BarOn EQ-i, a general questionnaire as well as a qualitative questionnaire for the collection of the data. Data was captured on a Microsoft Office 2000 Excel software programme and analysed with descriptive statistics and univariate analysis of variance. The researcher analysed the data from the BarOn EQ-i and General EQ questionnaire using the general linear model (GLM) version of analysis of variance (ANOVA). A qualitative questionnaire was applied to further substantiate the results. This study proved that female managers have on average a higher EQ score than males. No statistically significant difference were found in the emotional intelligence scores of those in the sample comparing age groups, management positions, managerial experience, number of people reporting to the managers, years of service with the organisation as well as conflict style and personal style. In response to job related questions, the majority of managers reflected that they had total job satisfaction while significant proportions indicated a lack of 'job commitment' and 'job security'. Through the qualitative feedback, it was clear that managers at the CIBC identified a place for EQ in the workplace. This study made recommendations to the organisation applicable to the individual level as well as the organisational level. Recommendations on organisational level included investing in EQ on the basis of making it part of the organisational strategy, to get the right people to orchestrate the process and re-evaluation. Recommendations on an individual level were about a personal development plan and reviewing. This study also made propositions for future research. / AFRIKAANSE OPSOMMING: Tradisionele leierskap het meer klem gele op 'n leier se persoonlike visie en intellektuele vaardighede. Die mees skrander persoon is nie altyd die beste aanvoerder van die span nie d.w.s. die klas uitblinker mag fokus op individuele sukses, waar die span aanvoerder meer daarop fokus om die groep te motiveer om die gesamentlike visie te bereik. Sulke leierskap is nie die produk van IK nie, maar wel van EQ of Emosionele Intelligensie, wat gedefinieer word as "hoe leiers hulself en hul verhoudings behartig". Die primere doel van hierdie studie is om die individuele en groep EQ profiele van die bestuurderspan in 'n organisasie sowel as die korrelasie tussen die profiele en sosiodemografiese, psigologiese en werksomgewings faktore te bepaal. Die assosiasie tussen EQ en veranderlikes soos demografie (ouderdom en geslag), bestuursposisie en bestuurservaring, die aantal spanlede wat direk aan die bestuurder rapporteer, die termyn van diens by die huidige organisasie, persepsies van werksbevrediging, werksverbintenis, werksgeborgenheid sowel as persoonlike styl (voeler, intuiter, denker, sensor) en konflik styl (kompeterend, samewerkend, middelweg, ontduikend, versoenend) was bestudeer. Data opname vir die studie was van sewe-en-twintig gevallestudies deur 'n opname metodologie. Die gevallestudie was bestuurders van die Weskaap Klere Industrie Bedingingsraad. Die metings instrumente wat gebruik was vir die opname van die data, sluit in die BarOn EQ-i, 'n algemene EQ vraelys sowel as 'n kwalitatiewe vraelys. Data was saamgestel op 'n Microsoft Office 2000 Excel program en ge-analiseer met beskrywende statistieke en ANOVA. Die navorser het die data van die BarOn EQ-i en die algemene EQ vraelys deur die algemene liniere model (GLM) weergawe van ANOVA ge-analiseer. Die resultate was bevestig deur 'n kwalitatiewe vraelys. Daar was bevind dat vroue bestuurders gemiddeld 'n hoer EQ telling as mans het. Geen statistiese noemenswaardige verskille was gevind in die EQ tellings van die bestuurders in die steekproef vergeleke met ouderdomsgroep, bestuursposisie, bestuurservaring, die aantal spanlede wat direk aan die bestuurder rapporteer, die termyn van diens by die huidige organisasie sowel as persoonlikheid en konflik stylle. In reaksie op werksverwante vrae, het die meerderheid van die bestuurders aangedui dat hulle totale werksbevrediging het, terwyl 'n noemenswaardige aantal aangedui het dat hulle, werksverbintenis en werksgeborgenheid ontbeer. Deur die kwalitatiewe terugvoering, is daar indikasies dat emosionele intelligensie wel bepalend kan wees in die werksomgewing. Die studie het voorstelle aan die organisasie aangevoer toepaslik op 'n individuele vlak sowel as 'n organisasie vlak. Voorstelle op 'n organisasie vlak, het ingesluit die belegging in EQ op die basis dat dit deel gemaak word van die organisasie strategie asook om die regte persone aan te stel om die proses te dryf en evalueer. Voorstelle op 'n individuele vlak sluit in 'n persoonlike ontwikkelingsplan en evaluering. Die studie het ook voorstelle vir verdere navorsing gemaak.

Magister Administrationis - MAdmin / Through South African labour legislation, bargaining councils are empowered to conclude collective agreements between employers and trade unions. While bargaining councils were created for virtually every sector within the South African private sector, only one bargaining council exists for the public sector. This public sector bargaining council is known as the Public Service Co-ordinating Bargaining Council (PSCBC). The PCSBC subsequently established four sectoral councils to further collectively bargain on matters pertaining to sectoral issues relevant to the sector it represents. However, the PSCBC remains the apex of these four public service sectoral bargaining councils. This thesis focuses on how the Public Service Co-ordinating Bargaining Council (PSCBC) contributes to social dialogue within South African public service. This thesis seeks to fill a significant literature gap on collective bargaining as accomplished by the PSCBC. The thesis briefly examines the history of collective bargaining in the South African public service. The research methodology utilised includes information gleaned from annual reports published by the PSCBC. Interviews of selected stakeholders such as government officials and labour organisations involved in the PSCBC were conducted. The PSCBC objectives are identified and analysed against the performance of the PSCBC for the period 1997 to 2007. The relevant PSCBC role players are identified. The power realities between these role players are reflected. The criteria for remaining a party to these PSCBC will be explained. The thesis holds that historically an adversarial relationship existed between the state as employer and the recognised trade unions. The establishment of the PSCBC created the opportunity for the historical adversaries between an employer and trade union to be converted into social dialogue interactions, which are commonly believed to be a better approach in resolving their differences. / South Africa