Hardly any research has been done on work-life interaction (WLI) in the mining industry in South Africa. Mining is a high-risk profession and the custom of reducing the occurrence of morbidity and inhumanity in these industries must be gainfully considered. Many of the individuals who work in the mining industry are shift workers. Individuals who are working shifts often appear to have little time for non-work related commitments. Their families, personal health, socialising with friends, maintenance of their households and hobbies do not receive the necessary attention, which cause an imbalance of work and life. The general objective of this research was to study the experience of WLI of two cultural groups (Afrikaans and Setswana-speaking individuals) in the mining industry and more specifically, to determine certain antecedents, consequences and strategies used with regards to WLI. A non-probability purposive voluntary sample of 25 mineworkers was taken from the Northern Cape Province. Participants consisting of males and females were stratified in terms of language (Afrikaans and Setswana). Data collection for this research consisted of a pilot study, qualitative interviews and field notes, The data was transcribed verbatim and checked by independent researchers. Content analysis was used to analyse the data. It was found that Afrikaans males, Setswana males and Setswana females experienced pressure and stress at work, where the Afrikaans females did not have that same experience. Several antecedents (e.g., pressure at work, heavy workload, stress, and family obligations) that led to definite consequences (e.g., lack of quality time for self and family, physical and emotional strains, and low levels of productivity), as well as the strategies (e.g., prioritising, time management, communication and planning) which the different language groups use to cope with their work-life interaction were revealed during interviews. The results also confirmed that there were some major differences between Afrikaans and Setswana-speaking individuals in terms of their experiences of work-life interaction. Recommendations were made for the organisation and for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

Student Number : 9400913V - MSc (Eng) dissertation - School of Chemical and Metallurgical Engineering - Faculty of Engineering and the Built Environment / Natural zeolites are finding applicability in a broad range of industrial processes. This study assesses the potential applications of a South African natural zeolite, Clinoptilolite, and develops a methodology to quickly screen and assess these applications. Zeolites are known to have ion exchange and adsorption properties. Wastewater treatment has been identified as a potentially important opportunity in South Africa, since South Africa - and particularly Gauteng - is a water scarce region. The wastewater treatment industry in this region can be divided into two main categories of effluent: namely chemicals from coal and the metal recovery and finishing related to the mining industry. The focus of this work was to find a method to screen for potential uses of Clinoptilolite in these industries. The major effluent treatment issue in respect of the effluents from coal-based processes was identified to be the removal of oxygenate organics that are highly soluble in water, such as ethanol and acetone. This problem cannot be solved using vapour-liquid equilibrium based processes due to high energy costs, and liquid-liquid equilibrium based processes inherently introduce new contaminants into the wastewater. We therefore screened the zeolite for application in the removal of soluble organics via adsorption. The zeolite was found to be unsuitable for the adsorption of acetone and ethanol due to the preferential adsorption of water. As a result we tested the potential of the zeolite as a drying agent for ethanol and acetone. It was found that this zeolite could find application in the dehydration of ethanol, but not acetone. In effluent from the mining and metals based industries, heavy metals frequently occur and are usually toxic, such as lead, zinc and nickel. Such contaminated water must be disposed of as toxic waste, and this is very costly. Thus being able to selectively remove these metals allows for the possible recovery and recycling of a potentially valuable metal. If no application can be found for the recovered metal, the loaded zeolite would need to be disposed of as toxic waste, but the volume of this waste is significantly smaller than that of the original effluent due to the concentration effect of ion exchange processes. All of the metals were ion exchanged onto the zeolite successfully. The zeolite exhibited exceptional selectivity for the removal of lead, and reduced the concentration of lead in the water to levels below detection by Atomic Adsorption. The selectivity for the uptake of the metals in decreasing order was lead, zinc and lastly nickel. Therefore, provided the zeolite can be regenerated, it could be used for effluent treatment in mining activities that have traces of lead in the ore body, such as zinc and silver deposits, and in the battery industry. As a result of the work presented in this dissertation, a further project was undertaken to investigate the regeneration of the zeolite. Preliminary findings indicate that although it can be regenerated, the zeolite capacity decreases with each successive regeneration cycle. More work is required on regeneration to improve the lifespan of the zeolite.

The work environment in mines have changed during the last decades. Compared to when birds were used to examine the air quality in coal mines, today’s mines strive for a zero-entry production. Which means that the persons who works at the mining company are stationed over ground - instead of under it. With digitalization and automation, companies like Boliden aim to increase a safer work environment. However, zero-entry mines are still in the future, and until future notice, existing risks and hazards need to be managed. This master thesis at Luleå University of Technology in collaboration with the Crusher and Ore Handling System (G55) department at Boliden Aitik. This master thesis aims to improve work conditions and contribute to a safer work environment by increasing awareness and knowledge regarding risks and routines at the G55 department. To accomplish this, I have during this master thesis developed an educational tool as a supplement to the current safety educations provided by SSG. This master thesis focus on providing workers with information with safety educations and motivates by lack of knowledge as a cause of accidents. Through visits, interviews and observations have been conducted to map current and future state at the G55 department and within Boliden as a company. In total ten interviews have been performed as well as several feedback occasions. Trough feedback, adjustments have been done which are beneficial in the iterative working process due its ability to go back and adjust. The current state mapping has been compared to theories in which a theoretical framework has been used as a foundation when– analyzing the current state and developing the material. Included topics in the literature gather are “Health and Safety” and “Understand and Develop training material”. These have been the foundation when discussing improvement areas and when taking decisions when I developed the education material. Since the education material is a supplement to already existing safety educations provided by SSG, training methods have been investigated. The resulting education material delivered to the G55 department resulted in a lecture based presentation material in the software PowerPoint, as well as a pamphlet with summarized information from the lecture material. The lecture training method was chosen due to its advantage of containing personal contact between new workers and existing staff. This makes the introduction material complement current safety education which are performed as a data-based training method and misses personal contact. Delivered material contains information that is consider important for new workers to know before starting their employment. Further recommendations when implementing this material are to translate it to English to reach non-Swedish-speaking persons entering the department as well as keep developing the material. The discussion question if additional educations are the most efficient way to manage and correct risks depending on the classifications of existing risks. But concludes that it is an easily tool for short-term control. According to me, the mapping of the organization should be used to eliminate or separate current risks and hazards for a sustainable solution long-term. Today, I believe that an education supplement is necessary. And hopefully, the G55 department will keep develop their organization, eliminate current risks and long-term achieve a zero-accident vision. / Arbetsmiljön i gruvor har förändrats under de senaste årtiondena. Jämfört med när fåglar användes för att undersöka luftkvalitén i kolgruvorna, strävar dagens gruvor efter en noll-entrégruva (zero-entry). Det innebär att de personer som arbetar på gruvföretaget är stationerade över marken - istället för under den. Med digitalisering och automation hoppas företag som Boliden att skapa en säkrare arbetsmiljö. Noll-entrégruvor är dock fortfarande en bit bort och tillsvidare måste existerande risker hanteras. Det här examensarbetet är utfört vid Luleå tekniska universitet och gjort i samarbete med avdelningen Kross och infrakt (G55) i Aitikgruvan. Examensarbetet syftar till att förbättra arbetsförhållandena och bidra till en säkrare arbetsmiljö genom att öka medvetenheten och kunskapen kring risker och rutiner vid G55-avdelningen. Dessutom syftar det till att utveckla ett pedagogiskt verktyg som ett tillägg till SSG:s nuvarande säkerhetsutbildning som ska användas vid introduktion av nya arbetare på området. Examensarbetet fokuserar på att ge arbetstagare information med säkerhetsutbildning och motiverar genom bristande kunskap som orsak till olyckor. Under besök hos avdelningen har intervjuer och observationer genomförts för att kartlägga nuvarande och framtida tillstånd vid G55 och inom Boliden som företag. Totalt har tio intervjuer gjorts samt några feedbacktillfällen. Tack vare feedback, har justeringar gjorts som en del i den iterativa arbetsprocessen som tillåter att gå tillbaka och justera. Den nuvarande kartläggningen har jämförts med teorier där en teoretisk referensram har använts som grund vid analys av kartläggning och utveckling av materialet. Inkluderade ämnen i litteraturen är "Hälsa och säkerhet" och "Förstå och utveckla utbildningsmaterial". Dessa har varit grunden när jag diskuterat förbättringsområden och fattat beslut under utvecklandet av utbildningsmaterial. Eftersom utbildningsmaterialet kompletterar redan befintliga säkerhetsutbildningar från SSG har utbildningsmetoder undersökts. Det resulterande utbildningsmaterialet som levererades till G55 har resulterat i ett föreläsningsbaserat presentationsmaterial i PowerPoint, liksom en broschyr med sammanfattande information från föreläsningsmaterialet. Föreläsning som utbildningsmetoden valdes på grund av dess förmån att tillåta personlig kontakt mellan nya arbetstagare och befintlig personal. Detta gör att introduktionsmaterialet kompletterar nuvarande säkerhetsutbildning som utförs som en databaserad träningsmetod och saknar just personlig kontakt. Levererat material innehåller information som är viktig för nya medarbetare att veta innan de börjar sin anställning. Ytterligare rekommendationer vid implementering av detta material är att översätta det till engelska för att nå icke-svensktalande personer på avdelningen samt fortsätta att utveckla materialet. Avslutningsvis, diskuteras huruvida ytterligare utbildningar är det effektivaste sättet att hantera och korrigera risker. Slutsatsen är att det är ett verktyg för kortsiktig kontroll. På lång sikt, borde kartläggningen, enligt mig, användas för att eliminera eller skilja nuvarande risker och faror för at få hållbar lösning. Idag tror jag att ett utbildningstillägg är nödvändigt. Och förhoppningsvis kommer G55-avdelningen att fortsätta utveckla sin organisation, eliminera nuvarande risker och på lång sikt uppnå en olycksfallsvision.

Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1981. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH. / Includes bibliographical references. / by Katina Cummings. / M.C.P.

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Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

No description available.

The presence of aboriginal people in Saskatchewan has led to several government and private sector initiatives aimed at facilitating the participation of aboriginal people in modern industrial society. A case study was performed on Cameco Corporation, the largest mining company in Northern Saskatchewan, to find out if and how government and private sector initiatives to increase the participation of aboriginal people in the northern mining industry are working. Emphasis was put on defining the status of aboriginal employees within Cameco's mining workforce with respect to job training, promotion, job position, wage rate, and job satisfaction. A simple quantitative evaluation of survey responses was used to establish the position of Cameco's aboriginal/northern employees among their non-aboriginal co-workers and among the typical population residing in the northern part of the province.<p>In 1994, 42.3% of Cameco's employees at the mine sites were of aboriginal ancestry. Based on Cameco's 1994 employee survey, it was found that relative to the typical person residing in the North, Cameco northern/aboriginal employees had a higher level of schooling, more full time work activity, and a higher employment income. Relative to their colleagues, aboriginal Cameco workers were younger, less educated, fewer years employed and more representative in low skill level/low paying jobs. Aboriginal people were provided with more job training, received more promotions, and had a slightly lower overall job satisfaction.<p>Based on these findings, OLS and Logit multiple regression analyses were performed to identify how much of the difference between aboriginal and non-aboriginal Cameco workers, regarding employment related issues, could actually be explained by aboriginal ethnicity. Results showed that, when compared to their colleagues, aboriginal people were more likely to be promoted and to receive job training. However, aboriginal people were less likely to be employed in high level job positions and to earn a high wage rate. Many results are positive indicators of successful government and private sector initiatives to improve aboriginal peoples' employability by extensive human resource development programs in accordance with recent Surface Lease Agreements. Nevertheless, as shown by this example from the mining industry, the achievement of equal opportunities and of a fully equalized job distribution between aboriginal and non-aboriginal employees will be a long-term process.

The presence of aboriginal people in Saskatchewan has led to several government and private sector initiatives aimed at facilitating the participation of aboriginal people in modern industrial society. A case study was performed on Cameco Corporation, the largest mining company in Northern Saskatchewan, to find out if and how government and private sector initiatives to increase the participation of aboriginal people in the northern mining industry are working. Emphasis was put on defining the status of aboriginal employees within Cameco's mining workforce with respect to job training, promotion, job position, wage rate, and job satisfaction. A simple quantitative evaluation of survey responses was used to establish the position of Cameco's aboriginal/northern employees among their non-aboriginal co-workers and among the typical population residing in the northern part of the province.<p>In 1994, 42.3% of Cameco's employees at the mine sites were of aboriginal ancestry. Based on Cameco's 1994 employee survey, it was found that relative to the typical person residing in the North, Cameco northern/aboriginal employees had a higher level of schooling, more full time work activity, and a higher employment income. Relative to their colleagues, aboriginal Cameco workers were younger, less educated, fewer years employed and more representative in low skill level/low paying jobs. Aboriginal people were provided with more job training, received more promotions, and had a slightly lower overall job satisfaction.<p>Based on these findings, OLS and Logit multiple regression analyses were performed to identify how much of the difference between aboriginal and non-aboriginal Cameco workers, regarding employment related issues, could actually be explained by aboriginal ethnicity. Results showed that, when compared to their colleagues, aboriginal people were more likely to be promoted and to receive job training. However, aboriginal people were less likely to be employed in high level job positions and to earn a high wage rate. Many results are positive indicators of successful government and private sector initiatives to improve aboriginal peoples' employability by extensive human resource development programs in accordance with recent Surface Lease Agreements. Nevertheless, as shown by this example from the mining industry, the achievement of equal opportunities and of a fully equalized job distribution between aboriginal and non-aboriginal employees will be a long-term process.