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A dissertation submitted to the Faculty of Arts, University of the Witwatersrand, Johannesburg, in fulfilment of requirements for the degree of Master of Arts in Sociology. Johannesburg, 1997. / This thesis is an investigation into worker responses to restructuring of work and production organisation in a South African automobile manufacturing company. The orgnnisation of work and production is analysed as part of managerial strategies aimed at promoting flexibility Worker responses will be conceptualized in a general model of worker subjectivity. Subjectivity here means the process through which workers make sense of changes in factory life according to regulative ideas and general moral and cultural constructions of the meanings of industrial work. I adopted a method based on observational research and semi-structured interviews with a group of workers, integrated by archival research and interviews with managers and union organisers, The results of my enquiry confirm hypotheses and theoretical frameworks critical towards the notion of flexibility as representing a clear divide with traditional "mass production" methods. In fact, managerial promotion of flexibility coexists here with relevant continuities in hierarchical and authoritarian structures, paternalism, lack of skills' recognition, use of technology as a mainly cost-cutting device, routinisation and lack of worker responsibility and independence. [Abbreviated Abstract. Open document to view full version]

Research Report Global Labour University, Department of Sociology University of Witwatersrand, Johannesburg September 26th, 2014 / This research report looks at the historic farm worker strikes and protests that took place during late 2012 and early 2013, involving thousands of farm workers and the rural poor in the Western Cape, with a view to answering: 1) why did the protests take place when they did; 2) how did the protests spread across the Western Cape; and 3) did the mass participation of the protests turn into formal organisation. The research was conducted primarily through in-depth interviews with participants and observers of the protests during field visits to the Western Cape in late 2013 and early 2014. The findings of the report suggest that farm owners, responding to top-down pressures of shifting global production standards and competition, along with increased government regulation and worker protections, continue to move toward a more seasonal, outsourced, and off-farm labour force; the transformation of the workforce is leading to a breakdown or re-negotiation of two of the major impediments to overt, confrontational, and collective action, namely paternalistic social construction and farm worker isolation. These longer-term trends combined with the spark of a small, successful strike and an increasing sense of tactics, strategy, and possibility to ignite a large-scale strike in one of the major farming towns in the area. With the help of television coverage featuring scenes of this protest and a clear demand by protestors themselves for an increase in the minimum wage, local organisations then served as “coordinating” units, alongside a range of more informal networks, to spread the protest and its easily replicable tactics to towns around the region. In part because farm workers do not have meaningful access to the more institutional vehicles for expressing their grievances, the protests took on a more bottom-up, “spontaneous” nature and spread, with the strategy of disruption and its emerging repertoires of contention serving as key sources of power. Because of the unique nature of the protests and the shifting nature of farm worker identities, most of the participating organisations were unsuccessful at translating the mass participation of the protests into greatly expanded levels of formal organisation. This challenge of turning participation into organisation was exacerbated by a major backlash by farm owners after the protest, as well as by some of the organising approaches of these organisations during and after the protests. The report concludes that there may be reasons for hope as the protests seem to have created some expanded confidence and leadership among farm workers, even if they did not primarily challenge power on the farms; the question remains as to whether this historic uprising can lead to further transformation from below.

D.Ed. (Educational Management) / The influence of union leadership plays an important role in determining both the perspectives and leadership styles of the principals who hold positions of leadership in teacher unions. Although there is extensive literature on the basics of the development of the concept of identity in general, little is known about how identity is forged in education unionisation in general and what specific leadership character may result out of the principals who are union leaders. As is commonly known, such knowledge is crucial because principal leaders are continuously faced with making leadership decisions, acquiring endless information and implementing educational policies whose effectiveness might be tainted by union biasness and favoritism. In the light of continued absence of knowledge of how identity is forged in unionisation, coupled with the ever increasing election of principals by teacher union members to occupy leadership roles in these unions, this inquiry explored how such occupation of union leadership roles shape the self-knowledge of these principals and what leadership style may result as a reason there off. The inquiry specifically sought to determine whether the unionisation discourse constructs the identities of the principals who are leaders and if so, how it does this and what consequences this is likely to have on the leadership style of the principals concerned. The identity theory of Stryker and Statham (1985) (Owens, Stryker and Goodman, 2006) was used to addresses this aim. In addition to this, the inquiry used the principals who hold positions of leadership in Teacher Union A, Teacher Union B and Teacher Union C respectively as case studies, focusing specifically on the broader social discourses that exist subjectively in these unions as a vehicle to demonstrate the development of the identity of the principals who are leaders in them. The language used by these principals in focus groups discussions and participant observations were the main source of data for this inquiry. By doing so, this inquiry aimed to illuminate how union leadership act to produce self-knowledge that, in turn, leads to the discursive coordinates by which the principals who are union leaders come to define themselves. This was achieved by conducting focus groups interviews and participant observations of the principals who are in positions of leadership in these three unions and thereafter drawing on Critical Discourse Analysis in order to interpret the transcripts of the data collected by both focus groups interviews and participant observations.

The study reviews the political transition after the first decade of democracy from the trade union leaders’ perspectives. It seeks to understand whether trade union leaders see workers as having reaped benefits from their struggles. Interviews were conducted with ten current and past trade union leaders on their perceptions about the political transition. The trade union leaders that were interviewed have rich experience of combining their organisational and mobilising strength with strategies of engagement. Their involvement with trade unions can be traced back during the dark years of Apartheid. Some of them are still active members of trade unions who are deeply involved in policy formulation at national level. Others occupy influential positions in the private and public sectors. The study investigates and analyses the labour movement’s objectives, strategies and struggles from the apartheid, transition, and democratic eras and into the future. It looks at how these objectives were achieved and how the strategies were implemented. The study revealed that progress was made in the political sphere, e.g. a parliamentary office was established to ensure that workers have a voice in parliament. The study found clear evidence of influence by the labour movement in economic and labour legislation through structures like NEDLAC. In the economic arena, the study found that workers’ economic expectations were partially fulfilled. Trade union leaders attributed this to the failure of the government’s GEAR policy to create jobs. They insisted that RDP should be implemented. The study revealed evidence of serious tensions within the ANC/COSATU/SACP Alliance. The study found that the influence of the labour ally, COSATU, in the Tripartite Alliance had been curtailed. The study also found that the strength of the labour movement eroded during the first decade of democracy. The research found that the labour movement took new initiatives such as union investment companies. The research also found support for the theory that COSATU’s obsession with alliance politics was a barrier to labour unity. COSATU was not involved in the merger talks between FEDUSA and NACTU. The respondents generally felt positively about the future prospects. Respondents were mostly optimistic about the political transformation. If there was slow delivery or no delivery by the government or business, the unions vowed to take to the streets.

M.Cur. (Professional Nursing) / The strike by student nurses at the Baragwanath Hospital has brought the reality of the trade union movement to the attention of the nursing profession in the Republic of South Africa. This has raised questions as to how informed nurses are in respect of the trade union movement and also how the trade union movement influences the professional ism of nurses as well as the personnel management function of the nursing service manager. An exploratory, descriptive study, within contextual framework was carried out. The purpose of the research was to determine the knowledge of registered nurses about the trade' union movement, as well as the influence thereof on the professionalism of the nurse on the one hand and on the other hand the influence thereof on the. personnel management function of the nursing service manager in selected private and pubt Lc hospitals in the Transvaal and the Orange Free State. The most important findings and conclusions resulting from this study are the lack of adequate knowledge amongst nurses concerning the trade union movement; the fact that the latter has a minor influence on the personnel management function of the nursing service manager and that the trade union movement has a deprofessionalising influence on the professionalism of the nurse. The most important recommendations include a program of resocialisation for the Subprofessional groups in nursing; in service training for all nurses concerning labour relationships and the trade union movement; elimination of matters causing dissatisfaction in the work situation of nurses; a much greater involvement of the South African Nursing Association in the affairs and the problems of the individual nurse as well as implementing purposeful professional discipline by the South African Nursing Council during strikes by nurses.

M.Comm. (Business Management) / Trade unionism and trade unions activities in South Africa’s labour relations system and workplaces has a long history of racial segregation characterised by confrontation and antagonism between the employer (management) and trade unions in the workplaces. However, in the South African contemporary labour relations environment the emphasis is more on creation of constructive and cooperative relations between the employer (management) and trade unions in the workplace. The literature study cites managers’ attitudes towards trade unions as one of the factor that could facilitate genuine interaction and promote productive cooperative management – trade unions relations in the workplace. The objective of this study was to assist in identifying and understating managers’ attitudes towards workplace trade unionism in the workplace utilising a coal mining company as a case study. For the purpose of investigating managers’ attitudes towards trade unionism and trade unions in the workplace, a literature review was conducted and the self-administered questionnaire was utilised as the research instrument to collect the primary data about managers’ attitudes towards trade unionism and trade unions in the workplace. The findings of the study reveal that most of the respondents generally harbour positive attitudes towards trade unionism and trade unions in the workplace. Another significant research finding of the study is the identification and existence of four factors underlying managers’ attitudes towards trade unionism and trade unions in the workplace. The factors identified relates to the awareness and understanding of the concept trade unionism and trade unions in the workplace, operational aspects in terms of perceived destructive and constructive role and function of trade unions in the workplace and lastly, management – trade union cooperation and relationship building in the workplace. Recommendations of the study were presented that will assist in improving and entrenching managers’ positive attitudes towards trade unionism and trade unions in the workplace.

Regular strike action has become a central characteristic of the South African industrial relations system. Whilst in the 1950s strikes were mostly isolated outbursts of relatively short duration, strikes in the 1980s were challenges of unprecedented duration and intensity. It is argued that despite this dramatic change, reflecting a series of discontinuities in both the political and economic arenas, strike action in South Africa does follow distinct patterns, and can be ascribed to a combination of identifiable causes. Principal causal factors include wage aspirations, past experiences and the subjective interpretation thereof, and the role of the union movement. Contingent factors include the prevailing political climate, industrial relations legislation, the amount of information opposing sides possess of their adversaries' intentions as well as spatial issues, such as the internal dynamics of individual communities. Partially as a result of South Africa's political transformation, the late 1980s and early 1990s saw further changes in the industrial relations environment. Reflecting these developments, it is argued that a new type of trade unionism has developed, "coterminous unionism" . This will have far-reaching implications for the nature of industrial conflict. However, it falls fully within the theoretical parameters outlined in this thesis. Despite significant developments in social theory in the 1980s and 1990s, there have been few attempts accordingly to update theories of strike action. One of the objectives of this thesis has been to attempt such an update. It is hoped that the constructs developed will shed light on a widely prevalent form of social conflict, assist in the analysis of future outbreaks, and enable the identification of those situations where a high propensity to engage in strike action may exist.

The objectives of this study were to first identify the decision-making bodies structures in the Buffalo City Municipality. Secondly, to assess compositions, powers and functions of such identified bodies or structures. The field study was limited to the administrative jurisdictions of the Buffalo City Municipality; however, the findings and recommendations were applicable to all municipalities in South Africa with the same or similar decision-making like the Buffalo City Municipality. In order to achieve the research objectives, a review of the relevant literature was done. It began by first looking at the constitutional and other legislative provisions establishing the Municipal government system or concept. The literature review looked at the powers and functions given to municipal governments by such constitutional provisions and how effective are such powers exercised. The literature further highlighted the role of trade unions participation and civil society groups in the smooth and effective administration of the municipality and in making the Integrated Development Planning a successful one. The data collection was done by means of questionnaire, focus group discussions complimented by face-to-face interviews. Forty respondents were sampled from six different trade unions and top municipal management. The data collected were analysed thematically with the use of frequency tables, pie charts and histograms. The findings of the study showed among other things that, the highest decision-making body in the municipality is the municipal council supported by various committees, boards and directorates. All the legislative and executive powers are vested in the municipal council. Again, it became known that, the municipal workers unions participate effectively in labour related issues whereas the non-municipal workers unions participate poorly in all consultative processes. In conclusion, there is the urgent need to bring all stakeholders including trade unions in the municipality during decision-making processes in order promote sustainable development in the municipality.

This study seeks to generate a model that will give rise to improved working relations between the management of the Eastern Cape Provincial Legislature and NEHAWU. In the community of the Eastern Cape Provincial Legislature there are perceptions that management and NEHAWU do not trust each other. Based on the above, the main aim of the study therefore is to investigate the truth or falsehood of the perceptions mentioned above and to generate a model. As Punch (1993:37) explains, the researcher provides the hypothesis which is the predicted answer to the research question or problem identified in the study. The formulated hypothesis in this study is that “the application of a model to improve working relations will result in improved working relations between management of the Eastern Cape Provincial Legislature and NEHAWU”. Findings revealed in the answers received from respondents prove the accuracy of the hypothesis. The methodological framework used in this investigation is the qualitative research. Winberg (1997:411) states that in using the qualitative research approach, the researcher looks at people within a specific context. An appropriate research design selected for this research project is the empirical study that utilises the primary data sourced through a survey. A v survey has been conducted targeting different respondents in the legislature community. Findings reveal that in order to improve working relations an enabling environment in the ECPL should be created. Effective and user friendly systems and standard operating procedures should be put in place. Findings also reveal that interaction between management and the union takes place mainly around bargaining issues. Managament and NEHAWU do not trust each other and as a result of that relations are poor. Again, findings reveal a strong support by management and NEHAWU for the development of a “model to improve relations between management of the Eastern Cape Provincial Legislature and NEHAWU”. After analysing and interpreting the findings, the study recommends a model that will help improve working relations between management and NEHAWU. The proposed integrated model deals with institutional strategy that is informed by national policies and legislations, structure (inclusive of MPLs, management and the labour union), systems and standard operating procedures and cultural re-invigoration. Central to this model is an effort to build a team with a common purpose. The model recognises the importance of inter-relation and inter-dependency of its various elements in order to build a successful organization and to cultivate good corporate governance.