The Master's thesis focuses on the phenomenon of travel from the perspective of Czechoslovak citizens who travelled to destinations offered by travel agencies, trade unions or their employers from the 1970s to 17th November 1989. The time span is defined by the memory of the living narrators, who can refer to their travel in adulthood. The economic and social situation is addressed in the first part of the thesis, followed by issues related to tourism. The main part consists of interpretation of biographical narratives focused on the phenomenon of travel. Synthesis of biographical exploration and acquired data can result in a personal as well as historic view of the travel phenomenon within the defined time span. Findings about travelling and travel industry are summarized at the end of this master's thesis with regard to the present. Powered by TCPDF (www.tcpdf.org)

Thesis submitted to the faculty of arts, University of the Witwatersrand, Johannesburg, in partial fulfilment of the requirements for the degree of Master of arts. / This thesis examines the political trajectories of the Independent union movement from 1970-1993. It argues that the political strategies adopted by tbe unions' leadership reflected significant difterences with regard to the political contest over the democratic form of South African society. The political ideology of the unions' leadership was made up of two contrasting 'logics' of political struggle. The one, which we characterise as "simple polarisation", viewed the objective of the unions' struggles primarily in terms of a competition for political dominance which involved a simple dichotomy between the apartheid state and a unified opposition movement. In this view the opposition was conceived of as a homogenous, collective subject, unified in its common assault on the state. Underlying this logic of opposition was a denial of specific and different identities and interests and democracy was seen to be directly associated with the destiny of one distinct social actor. The logic of "simple polarisation" was dominant within the Congress of South African Trade Unions (COSATU) throughout the 1980's. It was nourished primarily by COSATU's close relationship with the charterist section of the wider opposition movement There existed within the unions a second political tradition which emphasised a logic of "institutionalised pluralism". This current viewed the organisation of opposition primarily in institutional terms. It emphasised the building of union independence outside the aegis of the wider opposltlon movement. Underlying this tradition was a pluralist conception of democracy, Associated with the early Federation of South African Trade Unions legacy of institutional independence, this logic reared its head within COSATU towards the late 1980's when the federation entered a series of corporatist arrangements with employers and the state. Although there seems to be evidence that there existed (at least some) support within the ranks of FOSATU of a form of workers' control more easily reconellable with an anti-pluralist than pluralist conception of democracy, the nature of FOSATU was such, that. when sufficiently pressed on the issue of which logic of democracy - "simple polarisation" or "institutionalised pluralism" - it endorsed, the latter would have been selected over the former. / Andrew Chakane 2019

The application of information communication technologies (ICTs) in records management in many organisations underscores the need for the assessment of e-records readiness. This provides a useful guide in benchmarking, gauging progress and comprehending e-records management. This study examined e-record readiness in labour organisations with a view to proposing a framework for labour organisations in Botswana. The study was largely guided by a quantitative paradigm and used a survey research strategy. This was complemented by methodological triangulation of both quantitative and qualitative data collection methods. All the 50 registered labour organisations in Botswana were surveyed, 45 of which responded, representing a response rate of 90%. Data was obtained through structured questionnaires, semi-structured interviews, document review and observations. The study established that e-records readiness in labour organisations in Botswana was evident, low and evolving, evidenced by the slow adoption of ICTs; inadequate records management standards and practices; and low integration in the national e-readiness framework. The study confirmed that most labour organisations had embraced the utilisation of ICTs in their work; exhibited some form of records management function and acknowledged the existence of national policy directives and strategies on e-readiness. However, traditional ICTs mainly the fax and telephone, were more prevalently adopted and used than newer ones such as e-mail and the Internet. The use of social media technology (Web 2.0 - Facebook, YouTube, and Twitter) was yet to be explored. The management of both paper-based and electronic records was not satisfactory and fell short of best recognised records management standards and practice. The integration of labour organisations into national e-readiness initiatives as espoused in key policy proclamations within the context of the pursuance of a holistic knowledge and information society was slow and remained challenging. In order to foster successful e-records readiness in labour organisations, several recommendations were advanced that underscored effective ICT adoption and use, implementation of best records management practices and rigorous integration of labour organisations into the information and knowledge society in Botswana. In addition, an integrated framework for examining and understanding e-records readiness in labour organisations was proposed and documented. / Information Science / D. Litt. et Phil. (Information Science)

This dissertation examines collaborations between the International Trade Union Confederation (ITUC) and non-union elements of global civil society (GCS). GCS is presented as a crucial emergent site of transnational class formation, and ITUC collaborations within this field are treated as potentially important moments in transnational class formation. The goal of the dissertation is threefold. It seeks to 1) address the lacuna in GCS studies around the involvement of organized labour; 2) provide an analysis of what ITUC GCS collaborations mean for the remit and repertoire of action of the ITUC; and 3) provide an analysis of the impact of ITUC collaborations on transnational class formation. What the findings show is that the ITUC is heavily engaged in GCS through numerous collaborations with non-union organizations concerned with environmental degradation, human rights, global economic inequality, and women workers. Most significantly, collaboration within GCS has provided the ITUC an avenue to incorporate the needs of marginalized women workers whose work does not “fit” into the traditional model of trade union organizing. These findings lead to the conclusion that these collaborations have allowed the ITUC to expand the remit of its activities beyond “bread-and-butter” unionism, and expand its repertoire of action beyond interstate diplomacy. However, the findings do not support the idea that the ITUC has adopted a social movement framework, although it is clear that the ethos of social movement unionism has had an impact on the organization. Nonetheless, the dissertation concludes that the incorporation of marginalized women workers, and the active engagement of the ITUC in global environmental policy debates, signifies a new moment in transnational class formation. / Graduate / 0629 / 0703 / davidbhuxtable@gmail.com

The application of information communication technologies (ICTs) in records management in many organisations underscores the need for the assessment of e-records readiness. This provides a useful guide in benchmarking, gauging progress and comprehending e-records management. This study examined e-record readiness in labour organisations with a view to proposing a framework for labour organisations in Botswana. The study was largely guided by a quantitative paradigm and used a survey research strategy. This was complemented by methodological triangulation of both quantitative and qualitative data collection methods. All the 50 registered labour organisations in Botswana were surveyed, 45 of which responded, representing a response rate of 90%. Data was obtained through structured questionnaires, semi-structured interviews, document review and observations. The study established that e-records readiness in labour organisations in Botswana was evident, low and evolving, evidenced by the slow adoption of ICTs; inadequate records management standards and practices; and low integration in the national e-readiness framework. The study confirmed that most labour organisations had embraced the utilisation of ICTs in their work; exhibited some form of records management function and acknowledged the existence of national policy directives and strategies on e-readiness. However, traditional ICTs mainly the fax and telephone, were more prevalently adopted and used than newer ones such as e-mail and the Internet. The use of social media technology (Web 2.0 - Facebook, YouTube, and Twitter) was yet to be explored. The management of both paper-based and electronic records was not satisfactory and fell short of best recognised records management standards and practice. The integration of labour organisations into national e-readiness initiatives as espoused in key policy proclamations within the context of the pursuance of a holistic knowledge and information society was slow and remained challenging. In order to foster successful e-records readiness in labour organisations, several recommendations were advanced that underscored effective ICT adoption and use, implementation of best records management practices and rigorous integration of labour organisations into the information and knowledge society in Botswana. In addition, an integrated framework for examining and understanding e-records readiness in labour organisations was proposed and documented. / Information Science / D. Litt. et Phil. (Information Science)

The dissertation deals with the disciplinary process of the South African Police Service - perceptions and preferences of members in the North Rand area of the Gauteng Province. A research question " How members of the SAPS in the North Rand area of the Gauteng Province perceive the disciplinary process" is investigated in this study. The researcher has conducted a quantitative research in the North Rand area of the Gauteng Province using questionnaires and literature study as the research method. The answer to the research question in this study is that members of the SAPS have a negative attitude towards the disciplinary process of the SAPS. There is also uncertainty about the duties of certain role players during the disciplinary process. / Public Administration / M.A. (Public Administration)

History / D. Litt. et Phil. (History)

Text in Afrikaans / Organised trade unionism in the South African education sector is a new phenomenon. In this study the emergence and development of Coloured professional teacher associations and teacher trade unions is researched. Although Coloured teacher associations like the Teachers' League were great exponents of professionalism, they nevertheless showed characteristics of modern trade unionism. The development of Coloured professional teacher associations and trade unions is discussed against the background of their quest for teacher unity in South Africa. Since the establishment of the Teachers' League in 1913, the policy of Coloured teacher organizations on teacher unity underwent a remarkable change from mainly ethnic teacher unity (1913-1969) to unity across ethnic divisions (since the late seventies). This policy shift is contextualised in the ever changing political, social and economic milieu in South Africa. Finally recommendations on the professional teacher association enterprise and teacher trade unionism in South Africa is given. / Die georganiseerde vakbondwese in die Suid-Afrikaanse onderwys is 'n nuwe verskynsel. In die studie is die ontstaan en ontwikkeling van die Bruin onderwysverenigingsbedryf en onderwysvakbondwese in Suid­ Afrika nagevors. Alhoewel die vroeere Bruin professionele onderwysverenigings soos die Teachers' League 'n sterk professionle karakter getoon het, het hulle kerumerke van die moderne vakbondwese, veral ten aansien van hul salarisonderhandelinge met onderwysowerhede, geopenbaar wat deurgaans in die verhandeling belig is. Die metabletiese ondersoek na Bruin professionele onderwysverenigings en -vakbonde is onderneem teen die agtergrond van hul etniese en nie-etniese eenheidstrewe in die onderwys. Die eenheidstrewe van Bruin onderwysersverenigings het 'n merkwaardige verruiming sedert die onstaan van die TLSA in 1913 ondergaan - 'n aspek wat in die lig van die deurlopende veranderende sosiale, politieke en ekonomiese klimaat in Suid-Afrika belig is. Ten slotte word aanbevelings ten opsigte van die onderwysverenigingsbedryf en die onderwysvakbondwese in die nuwe Suid-Afrika gemaak. / Educational Studies / M. Ed. (Historiese Opvoedkunde)

Text in Afrikaans / Suid-Afrika ondervind reeds geruime tyd hoe en stygende vlakke van werkloosheid. Gedurende die tagtigerjare bet die opkoms van vakbonde 'n fundamentele herstrukturering van die Suid-Afrikaanse arbeidsmark veroorsaak en die styging in werkloosheid gedurende die tydperk word dikwels aan vakbondoptrede toegeskryf. In die studie word verskillende oorsake van werkloosheid aan die hand van die klassieke, Keynesiaanse, natuurlike werkloosheidskoers- en nie-versnellende-inflasiewerkloosheidskoersbenaderings ondersoek ten einde die invloed van vakbonde en loononaanpasbaarheid op werkloosheid te probeer bepaal. Ooreenkomste sowel as verskille tussen die teoriee word geidentifiseer. Dit wil voorkom asof vakbonde gedurende die tagtigerjare in Suid-Afrika deur middel van bulle invloed op . loonverhogings 'n betreklik geringe invloed op werkloosheid gehad bet en dat loononaanpasbaarheid geensins 'n beduidende faktor was nie. Dit blyk ook dat die Keynesiaanse benadering die toepaslikste raamwerk hied vir die ontleding van hoe vlakke van werkloosheid en die invloed van vakbonde daarop. · / High and rising levels of unemployment have been experienced in South Africa for quite some time. The rise in trade union activity during the eighties caused a fundamental restructuring of the South African labour market and the increase in unemployment during this period is often blamed on trade union activity. In this study the classical approach, the Keynesian approach, the natural rate of unemployment and the non-accelerating inflation rate of unemployment are used to examine the different causes of unemployment with the purpose of assessing the influence of trade unions and wage rigidity on the level of unemployment. Similarities as well as differences between the theories are identified. It appears that trade unions had a marginal effect on unemployment in South Africa during the eighties through their influence on wage increases and that wage rigidity was not a significant cause of unemployment during this period. The Keynesian approach seems to be the most appropriate framework to analyse the causes of high levels of unemployment as well as the influence of trade unions on unemployment. / Department of Economics / M. Comm (Economics)

我國政府於民國九十年開始陸續公佈了企業併購相關法令，民國九十一年企業併購法頒佈施行，再加上公司法修法完成，企業併購相關法制成行。在企業併購時，員工常常會因為企業成本或是營運的考量而遭遇到工作條件上的改變或是裁員的可能，企業在集體勞資關係面向與工會的互動以及團體協約的效力關係到員工的權益。工會在併購過程中的權利以及角色，團體協約在併購後效力的延續以及繼承，再者團體協約因併購而可能造成當事人一方消滅，而使效力消滅，若要訂立新協約，有何規定是本研究所要研究的重點。 企業併購分為合併、收購、分割，企業併購在企業併購的方式中，不論是以資產收購或是股權收購的方式進行對併購公司的收購，都不會造成公司法人格的變動，而合併、營業轉讓或分割將會造成公司法人格的改變。因此在合併以及分割時，各種權利義務的繼承上較為複雜，而收購的情形收購則必需由收購企業承繼勞動關係上的權利義務。依據工會法規定，工會因應企業的併購必須做合併或分立。我國在相關法令上並沒有給予協商權以及資訊權的，僅讓雇主與個別勞工單獨商訂留用。除此之外就只有在大量解僱規定雇主必需與工會協商。而實務上我國的併購案也因此工會要爭取資訊權就相當困難，而協商也在雇主被動的狀況下進行。現行團體協約十四條以及第二十七條規定必需由新雇主概括承受團體協約，但是在分割上卻完全沒有規定。 在我國關於工會資訊權以及協商權是需要加強的部份，其內容可以不涉及營業機密，僅對於勞工可能受到的影響以及員工之後的安置方案進行資訊的提供以及協商，這方面可以參考歐盟以及歐洲國家、以及日本的規定，給予相關的資訊權；而協商不必全盤接受工會的意見，而是勞資進行協商，取得雙方的共識。在我國企業分割團體協約繼承規定上相當缺乏，可參考日本的勞動契約承繼法的規定，由工會與新舊雇主協商要繼承的協約部分。在併購後團體協約的規定應該要統一，可以讓兩企業內勞工在較公平的環境下工作，也不會有糾紛。除此之外，團體協約因為併購而失去效力這方面，應該要給予其餘後效力的保護。 / Our government announce the Laws about mergers and acquisitions（M＆A）after 2000 and then announce“ Business Mergers and Acquisitions Law ”in 2002 .While M＆A , the staff will usually be dismissed because enterprises want to increase their earning . The rights of the trade unions and collective agreement ,the purposes of collective labor relationship ,are the important issues about employees’ rights about M＆A . The role of trade unions about M＆A and collective agreements ’ effect should be influenced . Collective agreements ’ effect are changed because of M＆A . One of the key points of this study is what the rules are when enterprise and trade union want to sign new collective agreement . The article 4 (2) of “Business Mergers and Acquisitions Law”：Merger and acquisition include merger, consolidation, acquisition ,and division of a company . Only acquisition do not change the company’s body corporate in the three type of M&A ,and the other two types do .So what the employee’s rights are in the situations of consolidation and division are more complex than the situation of acquisition . According to “Labor Union Law”, trade union must consolidate or divisive because of M&A .There are no regulations about informing and consulting trade unions in our country’s laws. The companies must informate and consulate trade unions in the situation of collective redundancy .As the result, trade unions get the information hard about M&A ,and collective bargaining is a hard work .In the article 14 and article 27 of ” Collective Agreement Law ”provide that new employers must abide by the collective agreement which is signed by the original employer and trade union, but there are no regulations about the situation division. In our laws, the regulations about informing and consulting trade unions in our country’s laws must increase. It can not include the secrets of operation of enterprise. It contain what the staff will be influenced and how to settle the staff after M&A is enough. About the issues ,we can refer to the regulations in the EU , UK, German , and Japan. The companies of M&A can accept all of the suggestions of the trade unions when collective bargaining . After collective bargaining between the companies and the trade union of M&A, it can get balance option between the employers and the employee. There are no regulations in our laws about collective agreement’s effect about the situation of division. We can refer to the system of Japan which provide that the employers and employees can negotiate about which provisions of the original collective bargaining the new employer must abide by when the situation of division .After M&A ,there must be the same collective agreement for the two enterprises’ employees. They will feel fair in this situation . On the other hand, if M&A delegalize the collective agreement , the labor conditions shall continue to constitute part of the labor contract between the parties to the expired agreement until otherwise provided by a labor contract.