Spelling suggestions: "subject:"employee articipation"" "subject:"employee eparticipation""
121 |
A critical evaluation of the introduction of workplace forums to South Africa against the background of the German system of statutory worker participation and co-determinationNeethling, Adolph Clarence 12 1900 (has links)
Thesis (MBA)-- Stellenbosch University, 1998. / ENGLISH ABSTRACT: The Labour Relations Act No 66 of 1995 reflects the efforts of government. business and
labour at restoring an environment conducive to workplace harmony. productivity, and
minimal work disruptions.
This statute. and in particular its reference to workplace forums, provides the basis for this
study project, which critically evaluates the establishment of workplace forums and whether
these forums will be adopted by business and in particular, labour.
Theories relating to worker participation are examined. This paper recalls worker
participation and co-determination models as found in Germany. It identifies the
establishment and reviews the functioning of these worker participation models.
The Labour Relations Act relating to workplace forums IS discussed In detail. It IS
compared with the German system of participation.
The writer concludes that the German system differs materially from the South African
system on key points. The distinct differences that emerge between Germany and South
Africa in the structuring of worker participation highlight the impact of social, political and
economic factors on the eventual introduction of worker participation at the workplace.
Likewise, the background and factors leading to the introduction of workplace forums
differ. The German industrial relations system is more developed. Workplace forums are
characteristic of a developed country such as Germany. In a developing country such as
South Africa, trade unions still play a dominant role in the workplace. Here the
establishment of a workplace forum is subject to the power of the union. Accordingly it is
unlikely that workplace forums will enjoy much support or success in terms of the present
Labour Relations Act.
The writer examines the attitudes of capital and labour towards the establishment of
workplace forums. and suggests reasons why it is unlikely that trade unions would apply for
the establishment of workplace forums. He continues to explain why, in its present format,
the concept of 'workplace forums is unacceptable to organised labour and has no chance of
being implemented. / AFRIKAANSE OPSOMMING: Hierdie werkstuk handel oor die Wet op Arbeidsverhoudinge, wet 66 van 1995 en veral
oor die instelling van werkplekforums.
Teorie rondom die beginsel van werker deelname word bespreek. Daar word ondersoek
ingestel oor hoe hierdie konsep in Duitsland onstaan het en hoe dit daar toegepas word.
Die Suid Afrikaanse proses en onwikkeling van werker deelname in geheel asook deelname
in besluitneming word besoek om te kyk of die bepalinge van die nuwe apartheidswet
aanvaarbaar vir die plaaslike arbeidsmag is.
Die bepalinge van die arbeidswet asook die grondwet aangaande werkpleksforums word in
detail bespreek. Dit word gekontrasteer met die Duitse stelsel van deelname. So word daar
ook gekyk na die rol van vakbonde in die verhand.
Die skywer kom tot die slotsom dat die Duite stelsel op belangrike aspekte van die Suid-Afrikaanse
model verskil. So ook verskil die agtergrond en omstandighede wat aanleiding
gee tot die instelling van werkpleksforums. Die nywerheidsverhouding stelsel is meer
gevordered in Duitsland. Werkpleksforums is 'n kenmerk van 'n onwikkelde land soos
Duitsland. In 'n ontwikkelende land soos Suid Afrika speel die vakbonde nog 'n
prominente rol in alle aspekte van die werkplek, dus is werkpleksforums onderworpe aan
die mag van vakbonde en is dit onwaarskynlik dat werksplekforums ingevolge die nuwe
aarbeidswet veeI steun of sukses sal geniet. / Centre for Science Development (HSRC)
|
122 |
Participation in school administration and its relation to job satisfaction: perceptions of Hong Kong aidedsecondary school vice principalsTsang, Kai-keung, 曾繼強. January 1985 (has links)
published_or_final_version / Education / Master / Master of Education
|
123 |
國營企業職工代表大會: 一個案例硏究. / Guo ying qi ye zhi gong dai biao da hui: yi ge an li yan jiu.January 1995 (has links)
張靜. / 論文(博士) -- 香港中文大學硏究院社會學學部, 1995. / 參考文献 : leaves 128-135. / Zhang Jing. / 諭文提要 --- p.1 / 導論:理論及問題 --- p.1 / Chapter 第一章: --- 職代會制度背景 --- p.12 / 起源 --- p.12 / 發展 --- p.16 / 小结 --- p.23 / Chapter 第二章: --- 參舆者和组織者 --- p.25 / 參與者 --- p.25 / 組織者 --- p.33 / Chapter (1) --- 代表資格審查 --- p.37 / Chapter (2) --- 提案控制 --- p.40 / Chapter (3) --- 表决控制 --- p.44 / 小结 --- p.49 / Chapter 第三章: --- 企業工會與職代會 --- p.50 / 權力來源 --- p.50 / 財政支持 --- p.53 / 自我角色認同 --- p.56 / 基層信息收集者 --- p.59 / 調和者 --- p.63 / 小結 --- p.66 / Chapter 第四章: --- 動力舆结構 --- p.67 / 群體利益與部門利益 --- p.67 / 消極的组織者 --- p.77 / 責任分擔 --- p.85 / 基層監督 --- p.92 / 小結 --- p.97 / Chapter 第五章: --- 職代會與利益協調 --- p.98 / 利益表達與滿足方式 --- p.98 / 利益衝突與平衡 --- p.106 / 干群矛盾 --- p.114 / 小結 --- p.119 / Chapter 第六章: --- 結論及討論 --- p.121 / 〔參考文獻〕 --- p.128 / 〔園表及附録〕 / 表〔1〕 職代會《條例》修改條文比较(一章)
|
124 |
An evaluation of participative management in police organisations at station level.Stassen, Carl Christiaan 03 1900 (has links)
Thesis (MA (Public and Development Management))--University of Stellenbosch, 2006. / In any organisation it is of the utmost importance that employees form part of the
decisions made by management that influence them personally as well as those decisions
that have an influence on their daily responsibilities. A sound principle that could be
practised by managers to address this aspect is that of participative management.
Although it will depend on the type of manager there is legislation in South Africa that
forces managers to ensure that their personnel are managed in a participative manner.
There are formal and informal methods to practice participative management in an
organisation and certain factors that will have an influence on the successful
implementation of this type of management style.
In this research the focus will be on participative management at the police stations in the
Eastern Metropole, Western Cape as well as a benchmarking with the police departments
in Wyoming, United States of America.
The methods that will be used to gather information to evaluate participative management
will entail a questionnaire that has to be completed by the employees at the identified
police stations and personal interviews with the individual Station Commissioners and
Chiefs at the police departments in Wyoming.
The analysis in relation to the questionnaires, interviews and literature review has been
used by the researcher to formulate the findings and recommendations.
The employees who work at the police stations in the Eastern Metropole are satisfied
with the amount of responsibility and accountability that is delegated to them by the
management. The employees are therefore adequately empowered to render a
professional service to their respective clients. There is a need for the management at the police stations in the Eastern Metropole to
improve on the following:
to make use of the ideas, talents and suggestions of employees;
to obtain commitment from employees before embarking on a course of action;
to utilize the ideas on how to solve problems and improve service delivery by
employees;
the identifying of critical outputs and goals by the employees for their work, although
the Performance Enhancement Process has ensured the opportunity it seems that the
negotiation of the outputs in the individual performance plans of employees still need
improvement;
to create a working environment where employees are treated as stakeholders and
democracy is enhanced by means of participative management; and the
dispute settlement between management and unions.
That the management at station level:
do not always consult with employees in relation to decisions that affect them; and
there are not always opportunities created for employees to participate in decisionmaking.
The legislation and collective agreements that relate to participative management in the
SAPS are not always adhered to by the management at the police stations in the Eastern
Metropole, Western Cape. Shop stewards should get more involved at station level in the
representation of their respective employees. Participative management is being practised
at the police stations in the Eastern Metropole, but there is a need for the improvement
thereof.
The police departments in Wyoming do not have legislative prescriptions to formal
participative management as the Police Service of South Africa. The organisational The informal methods used in Wyoming to practice participative management are very
similar to that of South Africa, despite the fact that there is no legislation or prescriptions
to the adherence thereof.
The researcher is of the humble opinion that a clear policy in relation to the practice of
participative management in police organisations at station level should be compiled that
will incorporate existing legislation and collective agreements in the SAPS as well as the
methods to practice participative management. The shop stewards that represent their
employees at the police stations in the Eastern Metropole, Western Cape should be
sensitised on their role and responsibilities. Managers at the police stations in the Eastern
Metropole, Western Cape should again be sensitised on the legislation and collective
agreements that relate to participative management and that a suggestion box, quality
circles and a participative management forum be implemented at station level.
|
125 |
Relationships among Downsizing, Survivor Behaviors and Attitudes and Organizational PerformanceLiu, Fang-Chun 20 June 2003 (has links)
¡@¡@After the year of 2000, the unemployment rate is growing up every year. Until March of 2001, the rate of unemployment had already climbed to 7.5% and the main reason for this situation was establishment closed or business shrunk. Because of facing hard competitive environment, many enterprises progressed the downsizing to solve the problem of bankruptcy or in order to restructure business. Even though downsizing always be viewed as an effective method to lower operation cost and increase organizational performance; however, some past researches showed that after downsizing many company not only did not achieve expected objectives but also give all workers a very big shock. This happened all the time especially when survivors felt unfair or uncomfortable to the process of downsizing, and usually accompanied with morale¡¦s decline and distrust managers. Finally workers maybe show unsteady performance spontaneously and affect company¡¦s competitiveness. For some successful downsizing enterprises, they considered downsizing as a strategic plan, and at the same time devote themselves to rebuild business culture or progress other human resource system to ease survivor pressure while executing downsizing
In this research, we investigate employees who experienced downsizing before, and hope to understand how downsizing influence their work attitudes and behaviors. Besides, it wants to be approved if business could develop other human resource activities to lower downside actions of survivors. After analyzing the data, the results are stated as below:
I. Difference of survivor attitudes and behaviors due to employee identification of downsizing plan.
1.There are obviously differences on job involvement due to different level of employee identification of downsizing reason.
2.Comprising with direct layoffs, when using the way of retire to progress downsizing, survivor organizational identification will get higher records.
II. Relationships between downsizing and survivor attitudes and behaviors.
1.When employees felt that their company practiced downsizing for the reason of merge or acquisition, they would have positive organizational identification and job involvement but have negative relation with turnover.
2.When employees felt good and comfortable in downsizing process, they would have positive organizational identification but have negative relation with turnover.
3.When employees felt the way of downsizing was direct layoffs, they would get negative influence and make them to have higher turnover. Instead, when employees felt the way of downsizing was gentle retirement, they would have better feeling to company and higher organizational identification.
III. All situational items have the moderating effects on the relationship between downsizing plan and survivor attitudes and behaviors.
1.Most growth need strength have the moderating effects on the relationship between downsizing plan and survivor attitudes and behaviors. When employee felt that the reason of downsizing was imitate other organization behaviors, then the workers who were high GNS would have lower organizational identification than low GNS. However, if survivor cognized that company was fair in downsizing process and let employees participate in the plan, then the workers who were high GNS would have higher organizational identification than low GNS.
2.Employees¡¦ cognitions to the change of human resource system would have moderating effects on the relationship between organizational process and survivor attitudes and behaviors.
IV. The influence on organizational performance by survivor attitudes and behavior
The results showed that this part could not get exactly demonstration from analysis records.
|
126 |
The impact of HIV/AIDS on the health care provision in Lesotho : perceptions of health care providers.Koto, 'Masebeo Veronica. January 2011 (has links)
Sub-Saharan Africa has the highest number of people living with HIV and AIDS in the world. Several studies that were carried out suggest that there is a negative impact of HIV and AIDS on the health sector. This impacts directly on health care providers as they are the first point of contact for ill people. This study seeks to explore the impact of HIV and AIDS on health care provision looking at the perception of health care providers. Qualitative methods were used for collecting data from the health care providers. Two focus group discussions were conducted and ten in-depth interviews were conducted in three health care facilities in Lesotho. Audio tapes were used to record the interviews and thematic analysis was utilized to analyse the data. The results showed that the workload has increased due the increased number of people who seek health care services. There is also a shortage of staff in facilities which leads to health workers having to work extra hours. The study further indicated that there is lack of knowledge among health care providers regarding the management of HIV and AIDS. Consequently, the health care providers fear the risk of contracting HIV from their patients. In addition, the results revealed that the poor infrastructure at the facilities hinder health care providers from performing their duties effectively. The other concern was the lack of support structures from the management. Furthermore, stigma and discrimination emerged as the major problems for providers as work and home. As a result, the health care providers are stressed and suffered from burnout. There is a need for further research on the impact of HIV and AIDS on health providers. Government should take more responsibility for encouraging students to enroll at health training institutes. The curriculum should include an emphasis on HIV and AIDS and workshops on HIV and AIDS should be held. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2010.
|
127 |
Darbuotojų dalyvavimas sprendimų priėmimo procedūroje: "Verslo žinių" įmonės atvejis / Personnel participation in decision-making procedure: the "Business news" company's caseKlapatauskytė, Lina 03 July 2012 (has links)
Šiuolaikinėje verslo aplinkoje ypatingas dėmesys skiriamas sprendimo priėmimo procesui, jo pagrįstumo ir efektyvumo didinimui. Sprendimų priėmimas yra svarbi kiekvienos organizacijos gyvavimo dalis: labai svarbu tinkamai įvertinti situaciją ar problemą iš daugelio perspektyvų, sukurti ir įvertinti daugybę galimų vystymosi krypčių, tinkamai pasirinkti reikiamą idėją ir pan. Įmonė, siekdama įgyvendinti užsibrėžtus tikslus ir uždavinius, turėtų tikslingai nukreipti savo darbuotojų veiksmus, kad bendromis jėgomis pasiektų laukiamų rezultatų. Vienas iš būdų tai padaryti – įtraukti darbuotojus į sprendimų priėmimą, suteikiant jiems įgaliojimus, nubrėžiant atsakomybės ribas.
Magistro darbo tikslas – išanalizuoti „Verslo žinių“ įmonės darbuotojų dalyvavimo sprendimų priėmimo procedūroje ypatumus ir pateikti pasiūlymus, kaip gerinti šį procesą. Siekiant užsibrėžto tikslo, atlikta Lietuvos bei užsienio autorių mokslinių publikacijų analizė, kokybinis bei kiekybinis tyrimas įmonėje „Verslo žinios“ darbuotojų dalyvavimo sprendimų priėmime aspektu.
Apibendrinus tyrimo rezultatus paaiškėjo, įmonėje „Verslo žinios“ darbuotojai pakankamai aktyviai dalyvauja visuose sprendimų priėmimo proceso etapuose: nuo problemos identifikavimo iki proceso analizės. Darbuotojai aktyviausiai dalyvauja priimant sprendimus, kurie yra susijęs su organizacijos klientų aptarnavimu, išlaidų mažinimu bei organizacijos įvaizdžio kūrimu. Naujų darbuotojų įdarbinimas, darbuotojų atranka, darbuotojų atleidimo tvarka... [toliau žr. visą tekstą] / In today's business environment, special attention is given to decision-making process, increasing their validities and efficiencies. Decision-making is very important in all organizations: it is important to assess the situation or problem from different perspectives, develop and evaluate possible directions of development, properly choose the right idea, and so on. The company implementing its objectives and tasks should direct their workers actions to achieve the desired results. One way to do this is to include personnel in decision-making, giving them powers and draw the limits of liability.
The objective of master's final work is to analyze “Business news” company’s personnel participation features in decision-making procedure and submit proposals to improve this process. To achieve objective, analyzed Lithuanian and foreign authors scientific publications, "Business News" company’s qualitative and quantitative study in personnel participation in decision-making aspect.
Result showed, that personnel of “Business news” company’s actively participating in all decision-making process: from the problem identification to the process analysis. Personnel actively participating in decision-making, which is associated with an organization's customer service, cost reduction and company image building. New employees recruitment, employees selection, employees dismissal procedures, salary setting – it is the areas in which personnel are not included. Company personnel feeling happy... [to full text]
|
128 |
Organizational disempowerment : an opportunity for personal, social and political capacity development.Pegram, Joan Ann. January 1999 (has links)
This thesis addresses the capacity development needs of white-collar employees within large organizations. Common employee problems of violation and diminishment of potential are ignored by mainstream organizational theory and management practice. Because these problems are unarticulated in any formal sense they lack legitimacy in the mainstream discourse. I label such problems, that result from unequal social relations, as problems of "disempowerment". This labelling re-conceptualizes the large organizational context as a political
community with an institutionalized capacity to disempower employees, stunt their personal, social and political development, and inhibit any challenge to the existing privileged arrangements. The re-labelling of common employee problems in this way positions the research challenge in the political domain, stimulates the capacity to redefine problematic social relations in creative ways and opens the way for different
possibilities and different solutions. An analytical examination of multi-disciplinary scholarship reveals articulation of a common theme that can be viewed as facets of the problem which I identify as one of disempowerment. The main body of the thesis examines these disciplines and collates the literature of concern into a structured argument.
The main thrust of the argument is that the alternative debate to mainstream organizational theory and management practice has been marginalized and lacks legitimacy. This situation allows the orthodox view, with its focus on technical problem solving and efficiency, to ignore the more humane aspects of organizational life that demand the socio-political development of employees in order for them to make a meaningful contribution. Although there is a rhetoric of empowerment in
organizational development thrusts, these do not address the political challenge of organizational life. The thesis suggests that employees, in collectively picking up the challenge of their own personal, social and political development, can transform organizations into becoming more humane ones that promote capacity development as a common benefit. This initiative would require the institutionalized support of academe in legitimizing and disseminating an alternative debate. / Thesis (Ph.D.) - University of Natal, Pietermaritzburg, 1999.
|
129 |
The Empirical Examination of Classified Staff Participation in Decision-Making with Regard to Policy Determination, Administrative Practices and Influence on Working Conditions in Nigerian UniversitiesNwaeke, Lawrence Iheanyichukwu 12 1900 (has links)
The primary purposes of this study were (1) to investigate the current and preferred extent of non-supervisory classified staff employees' participation in university decision-making in Nigeria, as viewed by Nigerian higher level university administrators; (2) to investigate their current level of satisfaction with participation, and (3) to investigate the future trend of their participation in university decision-making. A three-part questionnaire developed by Allen L. Christian at North Texas State University in 1980 was slightly modified and used in this study. The respondents were 19 higher level university administrators at six Nigerian universities. The data were analyzed using frequency, t-test for related samples, one-way analysis of variance and the Scheffe' procedure used to test all possible comparisons among the means of the independent variables.
|
130 |
Gehaltekringe in deelnemende bestuur binne die Suid-Afrikaanse polisiediensCoetzer, L'Marie 16 August 2012 (has links)
M.A. / The management of human resources is becoming increasingly important for the continued existence of South African organisations. Political, economic, technological and demographic pressure is forcing organisations to change. Employee involvement through the activation of small groups is of crucial importance to organisations that have to adapt to a fast-changing environment. Organisations must establish the necessary climate, structures and processes that effect teamwork, flexibility and quality service-rendering in a supportive way. Quality circles are an improvement intervention for organisations, which is based on the principle of participative management. Quality circles are aimed at improving individuals' working conditions through participative management, which will promote self-management in support of an organisation's objectives. The successful implementation of quality circles results in motivated employees who will give the organisation the necessary competitive edge to tackle challenges in a dynamic way. At a time when matters such as transformation, affirmative action and equal opportunities play an important part in the South African Police Service, training education and development are of cardinal importance. The correct implementation of the participative management style serves as the basis of an organisation's success. The quality circles technique sets guidelines for the correct implementation of the participative management style. The participative management style has a positive impact on performance, production, morale and job satisfaction. Numerous research findings prove that participative management does indeed make a difference. Quality circles represent a technique that facilitates the process of participative management. The need for an interventionist strategy to facilitate the process of development and change within the South African Police Service has been identified. This study subscribes the said need since its objective is to make recommendations that could be of value to the South African Police Service. An exploratory study was done with regard to the implementation of the participative management style in the South African Police Service. Data was gathered by means of questionnaires that were processed quantitatively, with the purpose of establishing to what extent the SAPS is experiencing the need for quality circles and which problems should be addressed by means of quality circles. Through this study the SAPS was made aware of the advantages and the functioning of the quality circles for the effective implementation of the participative management style. The recommendations are practical an could lead to increased productivity and job satisfaction. Qualitative data was gathered by means of and extensive literary study and quantitative data was gathered by means of questionnaires. The trustworthiness of the method of gathering the qualitative data was confirmed by means of literaturecontrole The reliability and validity of the method of gathering the quantitative data was confirmed by means of a factor analysis.
|
Page generated in 0.4607 seconds