Thesis (Ph. D.)--Open University. BLDSC no. DX75519/87. / Spine title: The work machine.

This thesis develops an alternative to the neo-classical approach to redundancies. The study assumes that the employment relation is not reducible to the labour contract and, therefore, cannot be subjected exclusively to the monetary exchange. It focuses on the intermediate formal and informal institutions that, by entering the process of wage determination and regulating the relationship between capital and labour, constitute a critical factor in explaining industrial and employment change. In doing so, it suggests a complementarity between macro-economic perspectives (e.g. the Keynesian approach, the Schumpeterian theory and Marxist perspective), preference models on industrial unemployment and the insights of the old institutionalist tradition. Industrial restructuring and redundancies are conceptualised as institutionally constructed processes and geographically situated. Rather than envisaging the convergence of firms towards a single, uniform form of restructuring synonymous with redundancies, the thesis holds that corporate adjustments are neither uniform, nor the result of profit maximising behaviours. Redundancies are subject to the actions and strategies of individuals and groups that influence the process of wage determination and, through it, the definition and the pursuit of profitability and efficiency. By considering institutional relations, shaped by external factors, cultural conditions and sedimented practices, the thesis highlights the spatial specificity of restructuring processes and redundancies. The thesis explores processes of corporate restructuring and redundancies in two industrial areas, Teesside (UK) and Brindisi (I), by drawing upon the evidence from two industries: the chemicals and the clothing sectors. Contrary to market-centred analyses, the evidence shows that similar economic pressures have generated different responses in the two sectors and among companies of the same sector. In addition, by focusing on the local environment in which companies are embedded, the thesis reveals how place-specific social and historical practices represent important variables to explain redundancy processes in the two areas.

Thesis (MPA) --University of Limpopo, 2005 / Management of disciplinary measures is a delicate part of work programmes that needs dedicated employees to handle. The personnel should be provided with acts, rules and regulations, codes and work procedures to serve as guidelines during their execution of their duties. In this research work, the participating workers indicated some perceptions that could contribute towards poor service delivery, which include tribalism, ethnicity etc. The Department of Agriculture should eliminate these perceptions soon in order to achieve the set departmental goals. The personnel should be encouraged to undergo various trainings so that they can be mentally empowered. They should be exposed to libraries to get materials relevant to their work sphere. Monitoring should be regular to ensure perfection within an institution. Employees are of the opinion that training workshops are for specific group of workers and that they are treated inequitably by the institution. Their future efforts are then demoralized. Knowledge acquired from various literatures should be implemented practically. The management and supervisors can gain knowledge about the various disciplinary approaches such as supportive approach; disciplinary policy, which indicates the steps to be followed when applying the disciplinary measures; disciplinary system like the designing of a disciplinary action; and the techniques such as the analyzing of the written institutional records and statement of discipline related rules and procedures. All employees within an institution should take discipline as reformative. Supervisors should where possible react positively in order to bring balance between the workers and the employer. The treatment of employees should develop positive attitudes such as the desire to work with, and not against, their superiors. The data collected indicated that there are factors contributing towards fair or unfair management of disciplinary measures. Good factors should be encouraged and maintained whereas the negative ones should be addressed to avoid delay in service delivery.

If one considers the view's of the "pessimists" too long, it is not difficult to lapse into a spiral of depression with regard to the nature of South Africa and her economic future; suffice to say that this in fact could be the stimuli in itself to result in the so-called "brain drain" phenomenon. However, though opinions and views of even the experts may be rejected or accepted on que, the figures do speak for themselves. According to one such report, a staggering 1% of the total science and IT workforce left the country between 1994 and 2001, some 17 000 professionals! Research studies and government campaigns aimed at addressing the issue of skill shortages, continue to look for appropriate strategies to properly address and/or minimize the problem. In so doing, research studies and current literature have highlighted top destination countries for South African emigration, skilled migrant impact as measured in terms of industry and job classification as well as prevalent reasons for emigration. The essence of this study is to uncover the most prevalent socio-economic factor, as perceived by skilled migrants, and as a contributory factor to the brain drain crises. This study aims to evaluate, specifically, extent of safety and security concerns as most prevalent stimuli for emigration. In so doing, the study aims to present strategy solutions in alignment with findings to aid in present government initiatives to curbing the brain drain. Furthermore, it aims to provide a basis for further study to develop government strategies for skilled migrant prevention. / Thesis (MBA)-University of KwaZulu-Natal, 2007.

No description available.

The industrial restructuring of the 1970s, the sluggish economic growth of the 1980s and the difficult macroeconomic scenario of the early 1990s which preceded the Italy's joining of the EMU, gradually reduced the space for Keynesian economic policies in the country. In certain geographical areas, unemployment remained high over a long period of time and the Italian state had to confront this situation which was becoming socially and politically unsustainable. The solution found involved the long-term unemployed in a wide range of activities provided by public bodies, called socially and publicly useful jobs. At the end of the 1990s, under pressure from neoliberalism, many public bodies outsourced their public services, labour market deregulation was pursued, while supply-side labour polices gained ground. This thesis examines the policy process during the paradigm shift, evaluates its impact on unemployment reduction, discusses the ways in which the policy's outcomes were achieved, and highlights the role played by institutions during this long-term process. The approach chosen to evaluate the policy of socially and useful jobs distinguishes between three intrinsically linked stages of the policy process: policy-making, implementation and take-up. Recognising the central role of institutions in providing the context in which the policy process develops, the approach chosen for this analysis is historical-institutionalism. It is applied within the broader framework of the political economy which impacted on the transformation of the Italian welfare state and the rise of workfare practices. The policy process evaluation led to some interesting findings. Firstly, many unemployed were re-inserted into the labour market due to their participation in socially and publicly useful jobs. Secondly, the activities they delivered allowed the communities to avoid disruption to important services and helped the state to save funds through the use of an inexpensive and productive workforce. Thirdly, the public administrations considered the outsourcing of services successful when they received high quality services from workers who were already known to them and were easily managed. Fourthly, the participation of the private companies in the last stage of the policy did not guarantee efficiency gains and, in several cases, the public administrations preferred to employ the socially and publicly useful workers directly.

Magister Philosophiae - MPhil / In the South African employment context, temporary employment service (hereinafter referred as TES), also known as labour broking, is regulated by the Labour Relations Act.1 Under the previous LRA (prior 2014 legislative amendments), employees of TES have been challenged in respect of exercising their labour law rights and that subjected them to exploitation. Such exploitation called for the government of South Africa to effect some amendments on the LRA with a view to protect TES employees. This was done through Labour Relations amendment Act no 06 of 2014, which came into force in August 2014. The relationship in TES involved three parties, such as, client, labour broker and an employee. A labour broker entered into a commercial contract with a client, in terms of which the former would provide employees to the client. An employment contract will then be entered into between labour broker and an employee. The duration of employment contract would mostly be determined by as long as the client requires services of a placed employee. No employment contract was entered into between an employee and the client. This is despite the fact that a client had directly enjoyed services of the employee.

Thesis (B.A.(Hons.))-- University of Adelaide, Dept. of History, 1979.

The thesis itself proceeds according to the following outline. Chapter One is concerned with the neoclassical theory of the labour market. Three particular models are surveyed all of which attempt to explain wage differentials and labour adjustments within a competitive equilibrium framework. The basic model of the labour market which rests upon the marginal productivity theory of labour demand, the utility-maximising approach to labour supply and the competitive theory of market equilibrium is dealt with first.This is followed by an outline of human capital theory which emphasises the crucial role played by education and training in determining individual earnings . Finally, attention is focused on disequilibrium wage models of adjustment which account for wage dispersion in terms of the amount and quality of information available to transactors in the labour market.(Introduction, p. 3-4)

There are experiences that labour inspectors undergo when doing their jobs. In Brazil, (Labour Inspectors: Killings 2005:1), the use of physical violence against labour inspectors led to armed federal police officer travelling with labour inspectors, after the murder of three labour inspectors in the Soya Plantation which was allegedly using illegal slave labourers. Rice (2006:26) pointed out that labour inspectors enforce the labour laws and related regulations and apply national standards and report to supervisors on problems and defects not covered by regulations. A qualitative study was used to collect data using one-on-one semi-structured interviews from 15 labour inspectors at 15 labour centres in Mpumalanga Province, South Africa. The aim of the study was to explore and describe the experiences of labour inspectors in their field of work. The researcher read the informed consent form for the participants and they signed and permitted the researcher to use an audio recorder (see annexure B). The following experiences are identified and described: expectations of DOL when conducting an inspection, fulfillment, frustrations, frustration management, and challenges in the field of work, support systems and tools of trade. The limitation of this study was the collection of data. Geographically, Mpumalanga Province (South Africa) is big and it was time consuming and financially costly to access the inspectors. They also had tight schedules to allocate time for the research interviews. / Dissertation (MSocSci)--University of Pretoria, 2012. / Social Work and Criminology / unrestricted