<p>&quot / This thesis explores the link between Fairtrade labelling and worker empowerment in the cases of LFFT and Stellar Organics in terms of: the reasons for becoming certified and commercial benefits expected from the Fairtrade labelling / the intergration of the Faitrade requirements into the structures and management of employee equity share shemes / the enabling or disabling factors for Fairtrade certification to contribute to the socio-economic development and empowerment of the workers. This thesis describes the two cases in detail according to these links and concludes that Fairtrade labelling has not significantly changed the trade relationships with large retailers for these two Fairtrade producers even though it has provided additional market access. The link between the Fairtrade requirements and the legal and administrativestructures of employee equity share schemes is complex and open to interpretation. Finally, the possibility for Fairtrade certification to contribute to the socio-economic development and empowerment of workers is dependent on changes in management and communicationbetween white farm owners and bleck workers which confronts deeply held paternalist beliefs...&quot / </p>

<p>Proponents of lean production (LP) argue that successful implementation is dependent on creating an organisational climate that complements the adoption and implementation of innovation. Transformation of the organisational climate, from a culture of adversarialism (management versus workers) and worker exclusion (in terms of decision making) toward a culture of co-operation and worker participation, is thus a necessary complement to LP. Successful implementation of LP, and associated practices, thus requires the commitment of all stakeholders. This study explores worker attitudes towards transition to LP within a chosen company in the South African auto components sector. The study focuses on understanding worker perceptions of shifts in Human Resource and Industrial Relations practices which are associated with the transition to LP. The research reports on two surveys of workers to better understand their perceptions of the changes to the relationships among workers, and between workers and management.</p>

<p>The purpose of this study is to investigate and review literature that examines whether job satisfaction and procedural justice have a positive relationshipwith employees organisational citizenship behaviour in a brick manufacturing industry</p>

Submitted in fulfillment for the degree of Master in Technology: Quality, Durban University of Technology, 2009. / This study examines employee perceptions of the impact of training and development on product quality. The study was undertaken on a sample of 106 individuals, drawn using the convenience sampling technique from a large manufacturing organisation situated in the Province of KwaZulu-Natal. The data was collected using a questionnaire. The questionnaire comprised of two (2) sections. The first section required the r(gender, age, grade and length of employmentespondents to provide biographical data ). The second section explored the impact of training and development on product quality (measured in terms of performance, features, reliability, conformance, durability, serviceability, aesthetics and perceived quality). Data was analysed using descriptive and inferential statistics and the results were presented using tabular and graphical representation. This study found that: Significant intercorrelations exist among the dimensions of product quality (performance, features, reliability, conformance, durability, serviceability, aesthetics and perceived quality) as a result of training and development being conducted in the organisation. here is no significant difference in the perceptions of employees varying in biographical data (gender, age, and length of employment) regarding the influence of training and development on the dimensions of product quality respectively. Based on the findings of the study, a model was developed and presented. This model presents recommendations for enhancing product quality.

This thesis addresses the capacity development needs of white-collar employees within large organizations. Common employee problems of violation and diminishment of potential are ignored by mainstream organizational theory and management practice. Because these problems are unarticulated in any formal sense they lack legitimacy in the mainstream discourse. I label such problems, that result from unequal social relations, as problems of "disempowerment". This labelling re-conceptualizes the large organizational context as a political community with an institutionalized capacity to disempower employees, stunt their personal, social and political development, and inhibit any challenge to the existing privileged arrangements. The re-labelling of common employee problems in this way positions the research challenge in the political domain, stimulates the capacity to redefine problematic social relations in creative ways and opens the way for different possibilities and different solutions. An analytical examination of multi-disciplinary scholarship reveals articulation of a common theme that can be viewed as facets of the problem which I identify as one of disempowerment. The main body of the thesis examines these disciplines and collates the literature of concern into a structured argument. The main thrust of the argument is that the alternative debate to mainstream organizational theory and management practice has been marginalized and lacks legitimacy. This situation allows the orthodox view, with its focus on technical problem solving and efficiency, to ignore the more humane aspects of organizational life that demand the socio-political development of employees in order for them to make a meaningful contribution. Although there is a rhetoric of empowerment in organizational development thrusts, these do not address the political challenge of organizational life. The thesis suggests that employees, in collectively picking up the challenge of their own personal, social and political development, can transform organizations into becoming more humane ones that promote capacity development as a common benefit. This initiative would require the institutionalized support of academe in legitimizing and disseminating an alternative debate. / Thesis (Ph.D.) - University of Natal, Pietermaritzburg, 1999.

This study aims to determine the state of employee participation in decision-making within the public enterprises of communication in Rwanda. More particularly, it is aimed at mapping out the extent of employee participation in the decision-making process in this area, to identify whether employees desire to participate in decision-making and to find out whether they would prefer to participate directly or act through a representative. It also aims to determine the form(s) of participation practised in the public enterprises of communication, to identify impediments to the participation of employee in decision-making and based on the results suggest recommendations in order to further promote employee participation in the decision-making procedure within this area. The research focuses on employee participation in the decision-making process in the public enterprises of communication in Rwanda. A questionnaire related to employee participation in decision-making was administered to a sample of 96 employees, but only 82 employees filled and returned the questionnaire. Various data analyses techniques were performed measure the state of employee participation in decision-making in general, and the extent of employee participation in the decisionmaking procedure within the public enterprises of communication in Rwanda in particular. The results revealed that the degree of employee participation in decision-making is very low and only senior managers (department managers) have access or rights to participate in the decision-making process. However, those who do not have opportunities to influence decisions made at the workplace manifest a great desire to participate in the decision-making process, and for a considerable number, this tends to be concerned with decisions daily affecting their own job. It was noted that the main obstacles to the participative process within the public companies of communication in Rwanda are the following: a lack of interest, a lack of initiative and support to the participation process from the government, an authoritarian approach via centralisation system of authority and control, managers especially general directors who are unwilling to share decision-making power with employees, manager's enterprise hesitates to accept employees as valuable partners in making decisions, and inadequate understanding of employees concerning their new roles in management of their enterprises. Therefore, employees did not recognise an educational level as an obstacle to their participation. / Thesis (M.Com.)-University of KwaZulu-Natal, 2004.

In this dissertation the researcher investigates the levels of employee motivation and related contributing factors in his own organization. The researcher reviews and presents the results of a literature survey for the reasons of varying levels of employee motivation amongst staff in his own organisation a Swiss Specialty Chemical Multinational. The researcher identifies a theoretical framework that serves as a backdrop to the interpretation of the empirical results, by providing insight into employee motivation and the role of managers in addressing and improving employee motivation. The study investigated the relationship between intrinsic and extrinsic motivation factors and the extent of the existence of equity factors in the South African environment. Staff motivation in a multinational was analyzed from the perspective of Hertzberg-Hygiene Theory in the present study using survey data from all employees across the organization. An empirical survey examining how staff feels about issues such as working conditions, actual work, company policy & administration ,job security, job advancement ,supervision, recognition and remuneration. The researcher reported, analyzed, and interpreted the results of the data that were obtained via the questionnaires and that were captured using the statistical computer program SPSS 11.5. The empirical results and analysis of the fieldwork revealed that management must address key issues such as recognition, job security and advancement within the organisation in order to improve or increase levels of staff motivation. The issue regarding remuneration is always a sensitive and emotional topic; management must ensure that consistent and fair practice is instilled. / Thesis (MBA)-University of KwaZulu-Natal, 2006.

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