The origin of voluntary organizations has not been studied much in sociology. This study develops a three-phase model of a voluntary organization origin and three case studies are conducted to try out the model. The aim of the study is to describe and analyze the birth of a voluntary organization and its development. The empiric material has been gathered in three voluntary organizations from the mid-80'ies. The organizations are Noaks Ark (working with HIV), 5i12-rörelsen (working with refugees) and Farsor och Morsor på Stan (working with teenagers in Stockholm city). All three organizations still exist. The empiric material has been collected though interviews and other written materials. The theoretical model is divided into three phases, the preorigin phase, the phase of origin and the maturity phase. Each phase has its special character and there is no automatic transference to the next phase. In the first phase - the preorigin phase - the key notion is the entrepreneur or the agitator. The entrepreneur or the agitator sees a problem in society. Often this is coupled with a personal experience of the problem and a desire to do something about it. They gather more knowledge in the area, meet other people and develop an idea of how to solve the problem. In the phase of origin the key notion is the organizer. The leader has to have knowledge of organizing; how to organize people and how to mobilize resources. The organizers are often charismatic and use their charisma to gather people around their idea. In the maturity phase all the distinctive marks of a voluntary organizations can be seen. The key notion is the members' need for security and continuity. The members can also develop a personal need for the organization. The dependence on the founder or the leader decreases in significance, and bureaucracy is developed. Forces outside and inside the organization influence the voluntary organization and it is shaped by its history and surrounding. It is argued that the emergence of a voluntary organization is dependent on three things that has to coincide, discontent and an idea how to relieve it, resources and an organizer. The empiric findings support the three-phase model. In theory the phases are distinctive but in the case studies the phases could overlap.

Thesis (M.S.)--Naval Postgraduate School, 2002. / Thesis advisor(s): Ron B. Tudor, James M. Barnard. Includes bibliographical references (p. 47-49). Also available online.

The role of grievances in drawing public concern and activist support is a surprisingly understudied topic in modern social movement literature. This research is the first to parse grievances into core components to understand whether some grievances are more successful than others in evoking mobilizing, affective and cognitive reactions that can ultimately benefit social movements. I find that not all grievances are created equal when it comes to concern, support and interest in activism, and that the content of grievances can be studied in systematic ways to identify the types of grievances likely to be more powerful injustice events. This dissertation bridges social psychology and social movements by applying concepts from Affect Control Theory (such as evaluation ratings and deflection) to grievance evaluations. To understand the differential effects of grievances, I break grievances into three basic building blocks—a Perpetrator (Actor), the act itself (Behavior), and the victim (Object). I then use measures of cultural perceptions of the goodness or badness of behaviors and identities to investigate how people react to different configurations of good or bad perpetrators, behavior and victims in injustice events. I posit that two mechanisms—concern about the wellbeing of others and desire for consistency in meanings about the world—drive reactions to the goodness or badness of elements in a grievance. I test hypotheses using an experimental design, specifically a vignette study. I find strong support, across outcomes, that bad behavior, particularly when directed toward good victims, constitutes a form of grievance that promotes strong mobilizing, affective and cognitive reactions. I also find that the perpetrator matters for many outcomes, but that the effect of perpetrator is weaker than the effect of behavior and its target, tends to be insignificant for measures specific to behavioral activism, and largely disappears in cases of bad behavior toward good victims. In general, bad perpetrators produce higher levels of concern and emotion than do good perpetrators. The results also show that while concerns about the wellbeing of others dominate grievance evaluations, expectations about how the world should be (and deflection from those expectations) are useful for understanding reactions to perpetrators and to injustice events involving good behavior. The conclusions from this dissertation contribute to a number of social movement arenas, including participation, movement outcomes, framing and emotions. Further, it has the real world implications of suggesting how well particular social issues might fare in attracting public concern and activist attention. This provides insights into both the types of movements more likely to be successful as well as the types of social problems less likely to draw public attention, increasing the chances that such problems persist.

There is now widespread acceptance in the organisations that human resources are an important source of competitive advantage, or an important component of the value chain. In the public service sector, the delivery of services to the populace depends on the competence, motivation and discipline of the employees. All of this points to the importance of properly dealing with HR issues in organisations. This empirical study gathered the views of Ward Managers of the Kwa-Zulu Natal Department of Education. 40% of Ward Managers participated in this survey, and the responses were analysed utilising the Statistical Package for Social Sciences (SPSS). The results indicate that the majority of respondents perceived the department’s disciplinary process to be unfair both substantively and procedurally. The majority of respondents felt that there were inconsistencies in the decisions to discipline employees; that the sanctions were inconsistent and that the disciplinary hearings took too long to finalise. Finally, this study recommended further research on the subject, especially utilising different methodologies such as in depth case studies and unstructured interviews in order to gain insights into the reasons why Ward Managers hold the views that they hold or to refine some of the concepts in order to understand what exactly they understand by concepts such as ‘unfairness’. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2010.

Thesis (DPsych (Health Psychology)) - Faculty of Life and Social Sciences, Swinburne University of Technology, 2007. / Submitted as a requirement for the degree of Professional Doctorate in Health Psychology, Faculty of Life and Social Sciences, Swinburne University of Technology - 2007. Typescript. Includes bibliographical references (p. 189-210).

The Public Service Commission (PSC) is an independent oversight body established in terms of chapter 10 of the Constitution, 1996. Although, its powers and functions were enacted in the Public Service Commission Act, 1997, this institution has been in existence since the early 1900’s. As an institution which was birthed during an era wrought with injustice, inequality upon a labour law framework which barely existed as the concept is understood today, the PSC played a leading role in the management of the public service. The influence of the Treasury, Governor-General and socio-political forces throughout the 1900’s negatively impacted the manner in which the PSC was effectively able to exercise its’ powers and functions. Subsequent thereto, the rise of staff associations and their concerted effort to be party to matters pertaining to the employment relationship, placed the PSC in a precarious situation which created the perception that the PSC was a “toothless organization”. Although the PSC has since transitioned significantly in that many of the functions it performed are now exercised by the Ministry of Public Service and Administration, today, this perception is still as real as it was in the 1970’s. The primary purpose of this treatise is to provide a historical background to present time, depicting the role undertaken by the PSC and whether the perception of being ineffective in the administration of the public service, remains. The researcher will provide a distinction of the nature of grievances dealt with by the PSC and other alternate dispute resolution bodies, with specific attention being drawn to the methodologies applied in the execution of its mandate relating to labour relations and personnel practices, and the overall bearing it this has on the effective administration of the public service. In the conclusion it is submitted that the powers and functions of the PSC may extend to directions, advice and recommendations (unenforceable), however in comparison to other dispute resolution bodies, these powers and functions are centred around the promotion of constitutionally enshrined values and principles. PSC prides itself in the fruits of its labour as it is able to make a far greater impact by investigating root causes of grievances and redressing systemic issues, emanating from yesteryear to date. It is therefore submitted that as a result of different methodologies applied in comparison to other dispute resolution bodies, the highly administrative processes embarked proves far more thorough and effective and as a result cannot be compared or perceived to be ineffective. Lastly, it is submitted that the co-operative rather than adversarial approach embarked upon by the PSC is befitting for a young democratic country where impact-driven bears far reaching results, extending over the public service administration at large. To this end, the researcher refutes the misconception that the PSC is a toothless, ineffective organization which no longer plays a meaningful role within the Public Service Administration.

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2016. / This study assessed the role of the Public Service Commission (PSC) in the public service grievance investigations in South Africa, with the intention of finding a feasible approach for constructing and attending to fair and just grievance procedure. This study also sought to investigate the effectiveness of the methods used by the PSC employee grievances with the intention of recommending an appropriate approach in dealing with grievances. The PSC, as a Constitutional oversight body, may be charged with responsibilities to assess if the public service deals with grievances of employees, but fail to assess itself. It is studies like this that mirror how the PSC assesses employee grievances in the public service and whether it succeeds in advancing effectively and effective on that.

M.Comm. / The purpose of the study is to determine, through literature research, what the current situation is regarding Labour Relation Management in Education. In order to search for answers, various resources have been used -the majority of which are primary and authoritive of nature. In the first instance a few basic concepts and definitions in labour law in education were studied. Issues which were discussed focused on the definition of employer and employee and the relationship between them. The professional nature of the teaching profession was discussed, including the various councils which have an impact on industrial relations in education. In chapter three an in depth analysis has been made of the role of the various legislation regarding industrial relations in the educational field. The focus of this analysis was on the following key legislation: The Constitution 108 of 1996 The Labour Relation Act 66 of 1995. The Employment of Educators Act 76 of 1998. The Basic Conditions of Employment Act 75 of 1997 The Employment Equity Act 55 of 1998 The Development of Basic Skills Act. South African Schools Act 84 of 1996 10 Regulations: Regulations Regarding Terms and Conditions Of Employment of Educators R 1743 OF 13 November 1995. Regulations on Personnel Administration Measures (PAM) 18 February 1999. In chapter four the disciplinary process in education was discussed at length. The focus here was on the disciplinary code, principles of the disciplinary process as well as internal disciplinary procedures -specifically by whom and at what level it should be managed. A clear distinction was made between internal and external procedures. The principle of natural justice under the audi alteram partem and the nemo iudex in propria causa principle was discussed. An important aspect here is the appointment and dismissal of teachers in governing body posts. In chapter six the grievance procedure in education-such as the definition of grievance and how it should be dealt with, were discussed. The management of grievances as quickly and as close as possible to the cause as well as the reaction and conduct of the parties concerned, were also discussed. In conclusion the study was summarized and certain shortfalls highligted. Certain recommendations were also made, especially concerning the Administrative Act 3 2000, and the use thereof in labour relations.

Employee organizations or trade unions play an important role in the labour relations of various institutions. A crucial function, amongst others, fulfilled by trade unions is their involvement on issues of grievance and disciplinary procedures in the workplace. This study aims to understand the perceptions of rank and file union members, particularly regarding the handling of grievance and disciplinary procedures. The study examines the understanding of the functioning of a union, as well as the approach of a union in representing its members during grievance and disciplinary procedures. In particular, the study looks at the challenges faced by the leadership of the union in dealing with the management of an institution during grievance and disciplinary procedures. Various circumstances which, lead to the lodging of grievances and the scheduling of disciplinary hearings in the workplace were observed. These circumstances could occur in any workplace of any given institution. It is for this very reason that the appropriate measures should be taken in resolving disputes. The measures should be followed and applied by the management of an institution when dealing with grievance and disciplinary procedures regarding its employees. Such procedures must be followed before an employee may be given a warning or be dismissed. Recognized unions represent their members during such proceedings. This study analyzes the understanding of labour relations, regarding issues of grievance and disciplinary procedures, as applied to a tertiary institution. The handling of these procedures and the experiences of union members, during their representation by a union, are assessed. Due to the diversity of scope and the composition of unions (representing both academic and non-academic staff members) which operate in a tertiary institution, the study was limited to one labour union. This research was conducted within the structure and scale of a single union (NEHAWU) operating in an institution. The study found that union representatives faced particular challenges while defending their members during disciplinary hearings. These challenges are apparent when union representatives are confronted by legal experts on labour matters. Union members expressed their dissatisfaction and their lack of confidence in their representatives during grievance and disciplinary proceedings. The union members rated the union poorly, particularly regarding the leadership of the union. They felt that more cases were lost than won. However, despite the low ratings, union members (in general) felt strongly about the right to belong to a union, believing that disciplinary processes were largely affected by “race”. This is simply because most of the union members were black subordinates serving under most white supervisors. AFRIKAANS : Werknemerorganisasies of vakbonde speel ’n belangrike rol in arbeidsverhoudinge in verskeie instellings. ’n Kritieke funksie, onder andere, wat deur vakbonde vervul word is hul betrokkenheid by griewe- en dissiplinêre prosedures in die werkplek. Hierdie studie beoog om die persepsies van gewone vakbondlede, in besonder met betrekking tot die hantering van griewe- en dissiplinêre prosedures te begryp. Die studie ondersoek die begrip van die funksionering van ’n vakbond, asook die benadering van ’n vakbond in die verteenwoordiging van lede tydens griewe- en dissiplinêre prosedures. In besonder, word die uitdagings wat die vakbondleierskap in die gesig staar in die oorlegpleging met bestuur tydens griewe- en dissiplinêre prosedures, oorweeg. Verskeie omstandighede wat tot die oplegging ’n grief en die skedulering van ’n disiplinêre verhoor in die werkplek, lei, is waargeneem. Hierdie omstandighede kan by enige werkplek in enige instelling ontstaan. Dit is om hierdie rede dat gepaste maatstawwe geneem moet word om sulke dispute op te los. Die maatstawwe behoort gevolg en toegepas te word deur die bestuur van die instelling wanneer griewe- en dissiplinêre prosedures, met betrekking tot werknemers, hanteer word. Sulke prosedures behoort gevolg te word voordat ’n werknemer ’n waarskuwing gegee of ontslaan word. Erkende vakbonde verteenwoordig hul lede tydens sulke prosedures. Die studie ontleed die begrip van arbeidsverhoudinge, met betrekking tot griewe- en dissiplinêre prosedures, soos deur ’n tersiêre instelling toegepas word. Die hantering van hierdie prosedures en die ervaringe van vakbondlede gedurende hul verteenwoordiging deur die vakbond word geasseseer. As gevolg van die omvang van reikwydte en die samestelling van vakbonde (wat beide akademiese en nie-akademiese personeel verteenwoordig) wat in die tersiêre instelling funksioneer, is die studie beperk tot een vakbond. Die navorsing is onderneem binne die struktuur en skaal van ’n enkele vakbond (NEHAWU) wat in die instelling werksaam is. Die studie het bevind dat vakbond verteenwoordigers bepaalde uitdagings in die gesig gestaar het in die verteenwoordiging van hul lede tydens dissiplinêre verhore. Hierdie uitdagings is duidelik wanneer die vakbond verteenwoordiger gekonfronteer word deur regskenners oor arbeidsaangeleenthede. Vakbondlede het hul misnoeë uitgespreek en min vertroue in hul verteenwoordigers tydens griewe- en dissiplinêre prosedures geopper. Vakbondlede het die unie, in besonder die leierskap, as swak beoordeel. Hulle voel dat meer sake verloor as gewen is. Ten spyte van hierdie lae taksering, voel vakbondlede sterk oor hul reg om aan ’n unie te behoort (in die algemeen), en glo hulle dat dissplinêre prosesse deur ‘ras’ beïvloed word. Dit is eenvoudig omdat meeste vakbondlede swart ondergeskiktes is wat onder wit toesighouers werk. Copyright / Dissertation (MSocSci)--University of Pretoria, 2013. / Sociology / unrestricted

M.A., Faculty of Humanties, University of the Witwarersrand, 2011 / The preponderance of intrastate violent conflicts in natural resource rich states has been attributed to a number of causal mechanisms. Theorists of conflicts thus tend to explain these conflicts using different approaches, notably path dependency and rational choice. These approaches examine issues such as ethnicity and political marginalization, weak but repressive state capacity, strategic dilemmas, foreign instigators of conflict, and the very pervasive theory of the resource curse. Natural resources usually lie at the heart of many of these conflicts and the resource curse theory has helped explain the effects of states’ dependence on the primary resource sector. This resource curse is therefore corroborated by the rational choice approach which insists that economic incentives explain the upsurge in rebellious activities within natural resource rich but poor and dependent states, especially in Africa. This research interrogates the rational choice approach of Collier and Hoeffler against the backdrop of issues in the Niger Delta conflict. It argues that the greed versus grievance theory remains inadequate in the light of the historical and sociological circumstances underlying political struggles in the region. The research report concludes that an integrated but eclectic approach be applied in the study of this crisis.