Yes

This study focused on a 1978 teacher strike in the Verde Unified School District, Verde, Arizona, and was designed to investigate the impact the strike had on these teachers' attitudes, perceptions, and behaviors. These factors were examined in terms of: perceptions of the strike issues and causes; influences by significant others to strike or not to strike; personal relationships with significant others prior to, during, and after the strike; viewpoints or perceptions of the strike; personal attitudes concerning professionalism and what it meant to be a professional; and experienced feelings of stress. A questionnaire was developed and administered to forty junior high school teachers to investigate their attitudes, perceptions, and behaviors concerning the strike. The theoretical framework developed for this study, drawn from the literature of perceptual psychology, was used to examine and discuss the data regarding the teachers' attitudes, perceptions, and behaviors. The theoretical framework consisted of the following five categories: The Development and Maintenance of an Adequate Self, The Perceptual Field as a Determinant of Behavior, The Concept of Resistance to Attacks on the Self, The Concept of Economic Welfare as Related to Politics and Human Dignity and the Concept of Self-Maintenance of an Organization or System. Teacher respondents reported the following perceptions regarding the strike and their participation in it: (1)Issues and Causes of the Strike: The most significant perceived issue of the strike, as reported by the junior high school teacher respondents, was "The loss of the established negotiating policy" and a "Challenge to personal dignity." The respondents felt that the strike resulted because of "The way the Board and the District's central administration handled the issues." (2)Influences by Others to Strike or Not to Strike: The respondents reported that they were significantly influenced to strike or not to strike by the teachers' association and by teachers in their respective schools. The respondents indicated that they communicated with teachers in other schools when they were unable to talk to fellow teachers in their own schools. (3)Personal Relationships with Significant Others Prior to, During, and After the Strike: Personal relationships figured as a significant influence in each teacher's decision to strike or not to strike. At the building level, principals were perceived by the respondents as administrative representatives and as such were viewed as threatening and lacking empathy. The striking teacher respondents reported that a special feeling of camaraderie developed among the strikers on the picket lines. The strikers, furthermore, reported supportive relationships existing between themselves, the parents, and the students. (4)Viewpoints or Perceptions of the Strike: From the striking respondents' point of view, the strike was perceived as a phenomenon which they had hoped would never occur. From the non-strikers' point of view, though, the strike was perceived as a battle between two major forces, the National Education Association and the National School Board Association. (5)Personal Attitudes Concerning Professionalism and What it Meant to be a Professional: Professionalism, the teacher respondents reported, meant being involved with and having input into such issues as curriculum development, classroom management, class size, and discipline procedures. The respondents indicated that they had been denied the opportunity to participate in these matters. (6)Experiences of Stress: Stress played a significant role in the strike process from beginning to end. The data indicated many stressful and agonizing moments spent reaching the decision to strike or not to strike. Strained personal relationships developed and appeared to have evoked much stress. For non-strikers especially, the entire stike process was reported to have been stressful.

Thesis (M.S.)--West Virginia University, 1999. / Title from document title page. Document formatted into pages; contains x, 115 p. : ill., map. Includes abstract. Includes bibliographical references (p. 110-115).

Thesis (Ph. D.)--Miami University, Dept. of Educational Leadership, 2004. / Title from second page of PDF document. Includes bibliographical references (p. 166-174).

Made available in DSpace on 2016-06-02T19:14:58Z (GMT). No. of bitstreams: 1 4814.pdf: 471744 bytes, checksum: 5f7d7844e4ab44954d69b3a1407855e4 (MD5) Previous issue date: 2010-03-11 / This research continues the study of strikes and collective action in Brazil. From the conception that the strikes have a cyclical character, determination of complex and changeable, this study shows the weight that the variable pay - traditionally seen as the main determinant of strikes - has in determining the conflict at different times given. The salary issue is in Brazil and the world's central theme of labor relations, but is not, in most cases, the main determinant of the phenomenon striker. In the theories of collective action and strikes a set of variables competes in explanatory power. In Brazil, for example, from the inaugural 1978 strikes, most of the demands of national strikes have been directly or indirectly pay, it does not presume that only wages could explain the reduction or expansion in the number of strikes. Through a mapping of national and international discussion of the topic and theoretical and methodological assumptions that guide this work, we try to compare the weight given to variable pay relative to other explanatory variables such as inflation and unemployment in determining the conflict industrial. To achieve this purpose, is part of the main explanations of cycles European, American, Latin American and national strikes, the authors grouped according to year and location of the debate. But this general observation hides different approaches that establish causal relationships or no causation between the variables considered. Thus, the American model said the strikes fall when unemployment is rising which is not shown to be true for Europe. On this continent, the wages seem to figure in the background, sometimes as a result of unemployment, as shown by the Danish case. In Brazil noted that the wages figured in the foreground and led to the outbreak of strikes in 1978 does not mean that they explain, by itself, the expansion or reduction of labor. / Esta pesquisa visa aos estudos de greves e ação coletiva no Brasil. A partir da concepção de que as greves têm um caráter cíclico, de determinação complexa e mutável, este estudo aponta o peso que a variável salário - tradicionalmente examinada pela literatura, tem na determinação dos conflitos, em diferentes tempos dados. A questão salarial é no Brasil e no mundo o tema central das relações de trabalho, porém não é, na maior parte dos casos, o principal determinante do fenômeno grevista. Nas teorias de ação coletiva e de greves um conjunto de variáveis concorre em poder explicativo. Por meio de um mapeamento da discussão internacional e nacional do tema e dos pressupostos teóricos e metodológicos que norteiam esses trabalhos, busca-se a comparação do peso dado à variável salário em relação a outras variáveis explicativas, como inflação e desemprego, na determinação do conflito industrial. Para atingir o objetivo proposto, parte-se das principais explicações dos ciclos europeus, americanos, latinoamericanos de greves, agrupando os autores segundo o ano e a localidade do debate. A análise que emerge deste estudo aponta primeiramente para a consideração geral de que variáveis microeconômicas ou macroeconômicas e sociopolíticas operam diferentemente em contextos diferentes. Mas essa constatação genérica esconde diferentes abordagens que estabelecem relações de causalidade ou de não causalidade entre as variáveis consideradas. Assim, modelos americanos afirmaram que as greves caem quando o desemprego aumenta o que não mostrou ser verdadeiro para a Europa. Neste continente, questões salariais pareceram figurar em segundo plano, às vezes em decorrência do desemprego, como mostrou o caso dinamarquês. No Brasil constatar que questões salariais figuraram em primeiro plano e motivaram a eclosão das greves em 1978 não significa dizer que elas expliquem, por si só, a expansão ou a redução do conflito trabalhista.

Text in Afrikaans / Summaries in English and Afrikaans / Die Grondwet van die Republiek van Suid-Afrika en die Wet op Arbeidsverhoudinge verleen aan werknemers die reg om te staak. Die reg is egter nie onbeperk nie. Op grond van die voldoening aan wetlike vereistes, word stakings as beskermd of onbeskermd geklassifiseer. Beskermde stakers kan ontslaan word weens wangedrag tydens die staking of op grond van die bedryfsvereistes van die werkgewer. Die werkgewer se bedryfsvereistes sal ontslag regverdig indien sy /haar vlak van toleransie bereik is. Dit sal die geval wees indien die werkgewer se besigheid met ondergang gedreig word of onherroeplike skade gaan ly, sou die staking voortduur. Aile relevante faktore moet egter in ag geneem word. Daar is nie tans 'n vasgestelde toets in die verband nie en daar word ook aan die hand gedoen dat billikheid, met inagneming van al die relevante faktore en omstandighede, die belangrikste oorweging moet wees. 'n Vasgestelde toets vir die bepaling van die werkgewer se vlak van toleransie, word afgekeur. / The Constitution of the Republic of South Africa and the Labour Relations Act give employees the right to strike. This right is, however, not unlimited. By reason of the satisfaction of statutory requirements, strikes are classified as protected or unprotected. Protected strikers may be dismissed for misconduct during the strike or by reason of the operational requirements of the employer. The employer's operational requirements will justify dismissal when his/her level of tolerance is reached. This will be the case when the employer's business is on the brink of extinction or about to suffer irreparable harm. All the relevant facts must however be taken into account. Currently there is no definite test in this regard and it is proposed that fairness, taking into account all the relevant facts and circumstances, be the overriding consideration. A specific test for the determination of the employer's level of tolerance must be rejected. / Economics and Management Sciences / LL.M.

Text in Afrikaans / Summaries in English and Afrikaans / Die Grondwet van die Republiek van Suid-Afrika en die Wet op Arbeidsverhoudinge verleen aan werknemers die reg om te staak. Die reg is egter nie onbeperk nie. Op grond van die voldoening aan wetlike vereistes, word stakings as beskermd of onbeskermd geklassifiseer. Beskermde stakers kan ontslaan word weens wangedrag tydens die staking of op grond van die bedryfsvereistes van die werkgewer. Die werkgewer se bedryfsvereistes sal ontslag regverdig indien sy /haar vlak van toleransie bereik is. Dit sal die geval wees indien die werkgewer se besigheid met ondergang gedreig word of onherroeplike skade gaan ly, sou die staking voortduur. Aile relevante faktore moet egter in ag geneem word. Daar is nie tans 'n vasgestelde toets in die verband nie en daar word ook aan die hand gedoen dat billikheid, met inagneming van al die relevante faktore en omstandighede, die belangrikste oorweging moet wees. 'n Vasgestelde toets vir die bepaling van die werkgewer se vlak van toleransie, word afgekeur. / The Constitution of the Republic of South Africa and the Labour Relations Act give employees the right to strike. This right is, however, not unlimited. By reason of the satisfaction of statutory requirements, strikes are classified as protected or unprotected. Protected strikers may be dismissed for misconduct during the strike or by reason of the operational requirements of the employer. The employer's operational requirements will justify dismissal when his/her level of tolerance is reached. This will be the case when the employer's business is on the brink of extinction or about to suffer irreparable harm. All the relevant facts must however be taken into account. Currently there is no definite test in this regard and it is proposed that fairness, taking into account all the relevant facts and circumstances, be the overriding consideration. A specific test for the determination of the employer's level of tolerance must be rejected. / Economics and Management Sciences / LL.M.

<p>This paper investigated how the law of industrial action is shaped in South Africa and in Germany, which specific problems occur in South Africa and Germany, and how the different legal systems solve these problems. It also compared the different legal approaches of these two countries.</p>

<p>This paper investigated how the law of industrial action is shaped in South Africa and in Germany, which specific problems occur in South Africa and Germany, and how the different legal systems solve these problems. It also compared the different legal approaches of these two countries.</p>

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2016. / The mining sector has been the backbone of the Namibian economy since Namibia attained its independence. However, the disruptive nature of the numerous strikes that are experienced in the mining sector has prompted this study that explores the perceptions held by different stakeholders on the impact of strikes on the productivity of three selected mines in Namibia. The selected mines are Langer Heinrich mine, Navachab Gold mine and Skorpion Zinc mine. Labour disputes in Namibia’s mining sector have a long history dating back to the colonial era. A myriad of factors that include, amongst others, poor remuneration, unfair labour practices, poor social and housing amenities, perceived discrimination and harsh working conditions are major triggers for mining sector strikes. Strikes are mostly conducted by employees when they fail to amicably resolve a labour dispute with their employers. Employees are normally perceived as the backbone of any organisation. Conflicts, however, are part of human nature and can only be avoided, in most cases, if people are conscious of the consequences of their actions and reactions, hence, the need to explore the perceptions of stakeholders on the impact of strikes on the productivity of the selected mines. Human perceptions are dynamic in nature. Irrespective of this fact, in this research questionnaires were administered to obtain the perceptions of mine management, miners and trade union members on the effects of strikes on the productivity of the three selected mines. A different questionnaire was designed to gather the views of the Ministry of Labour and Social Welfare (MLSW) officials since in most cases they are involved in conciliating the disputing parties. Generally, strikes have negative impacts not only on the organisation concerned, but also on the Namibian economy at large. The mines selected for this research are situated in the Khomas, Erongo and Karas regions of Namibia. Most mining companies in Namibia are located in Erongo and Karas, whereas Windhoek, which is in the Khomas region, mainly houses some of these mines headquarters. A five-point Likert scale was used to gather data in the survey. Specialised software called Statistical Program for Social Scientists (SPSS) was then used to analyse the data. Although the results indicate that in most cases the striking parties are aware of the adverse effects of strikes on productivity of the mines, they still opt to use strikes as a bargaining weapon. Since conflicts are always bound to arise where two or more parties interact, this study recommends that there should always be a conciliator who tries to amicably resolve disputes by sensitising each party on the consequences of strikes. The study also recommends a model which emphasises the need to thoroughly inform the mineworkers and the mine management on the ripple effects of strikes and on the need to achieve a win-win situation for all the parties that are involved in a conflict. The model emphasises that although the employees and the employers can individually and separately approach the official, which is the MLSW, such official should always provide open feedback to the feuding parties through a tripartite negotiation forum, otherwise any other type of covert feedback may be misinterpreted as bias by one of the feuding parties. The model further explains that at all times direct negotiations between employees and their employers must be kept open, as it is possible that agreements that can reduce strike action may be reached without necessarily engaging a third party.