Thesis (Ph. D.)--Uppsala University, 2003. / Added thesis t.p. and abstract inserted. Includes bibliographical references.

Thesis (Ph. D.)--Rutgers University, 2008. / "Graduate Program in Industrial Relations and Human Resource Management." Includes bibliographical references (p. 173-193).

Thesis (M.B.A.)--University of Hong Kong, 1987.

published_or_final_version / Public Administration / Master / Master of Public Administration

The inauguration of Nelson Mandela as President of South Africa after the first-ever democratic elections, in many ways marked the end of official apartheid and the beginning of new times in the country's history. For the labour movement it became imperative to entrench its position during this period of transition, even under an ANC led government. Despite securing a relatively labour-friendly macro-economic policy early on in the Reconstruction and Development Programme (RDP), the next few years were to see a more pronounced decline in the influence of labour in the South African political economy. The marginalisation of labour did not, however, result in an absolute dismissal of labour's concerns, but saw a particularly narrow conception of "labour relations" being articulated, characteristic in government priority support of business elements over transformatory ideals. This paper explores the pressures and strains for labour under the new democratic dispensation by specifically examining the factors that bring about the emasculation of labour. The decline of labour is examined in three levels. Characteristic in all three levels is the hegemony of neo-liberalism that manifest in the international political economy, the South African, as well as workplace specific contexts. Firstly, the hegemony of neo-liberalism globally is examined. Individual states under pressure from the prevailing international system pressure states to adopt increasing economic liberalisation. The implications of the neo-liberal hegemony on the trade union movement globally are also considered. Secondly, the domestic variables that account for the decline in labour are considered. This is largely the domain of the institutional, policy, organisational and ideological shift in "labour relations" in South Africa. Thirdly, changes at the level of the workplace as a result of neo-liberal iii ascendancy are examined. The revival of a much more progressive labour movement, it is argued, has to consider the nature of all these limiting factors, and recast itself into a much more "flexible" trade unionism. / Thesis (M.A.)-University of Natal, Pietermaritzburg, 2001.

This thesis examines the evolution of postwar industrial relations in postwar Japan from 1945 to 1973. It analyzes the impact of postwar industrial relations institutions on the origins and development of “lean production” or, as it is otherwise known, the Toyota production system. It uses three case studies, Mitsui Coal’s Miike mine in Kyushu, Suzuki Motors in Hamamatsu, and Moriguchi City Hall as an empirical basis for analysis and constructs a schema of industrial relations institutions that challenges the conventional “three pillars” interpretation (lifetime employment, seniority-based wages, and enterprise unions). From a historical perspective there were three distinct stages in the evolution of industrial relations. The first, from 1945-1947 was a labour-dominated period during which unions began to develop a distinct factory regime in which they were equal partners with management and could veto layoffs. Employers rejected this regime, however, and led an offensive against the independent union movement. This offensive was relatively successful in weakening labour and overturning the new institutions, but it engendered further antagonism. Thus the 1950s were characterized by instability in labour relations and new institutions had to evolve out of the workplace. A stable Fordist regime consolidated in the 1960-1973 period. From a comparative perspective and in the context of the development of lean production, the author stresses four institutions: tacit and limited job tenure; a performance-based wage system controlled by management; unions with an enterprise (i.e. market) orientation; and joint consultation. These institutions gave Japanese industrial relations their distinctiveness and also help to explain why lean production developed in Japan. Under the traditional Fordist model, work was broken down into short, repetitive cycles and organized along an assembly line. Employers exerted control by keeping conceptual activities as their mandate and workers were to simply follow instructions. This study found that work itself did not change substantively under lean production but workers participated more in conceptual activities. One of the key reasons for this was that employers in Japan were able to exercise control not only through the division of labour but through the wage system and enterprise unions as well. These mechanisms put discrete limits on the scope of worker innovations. They also limited the benefits workers could expect from the system. Lean production represented a new stage in production, identified as lean, intensified Fordism.

No description available.

The purpose of this study is to assess the impact of the merger between the Office of the Premier and the North West Communication Services on Labour relations with a view to provide recommendations to the management of the Office on how to resolve grievances and disputes arising from the merger. The study focuses on the Office of the Premier. A qualitative research design which made use of data obtained from the Management of the Office, Advisory Committee, NWCS staff and a union representative was used in this study. The memoranda and other correspondence on the merger were analysed. The population in this study was confined to the Office of the Premier. The investigation conducted showed that the grievances/dispute lodged by the NWCS staff arise out of the merger. The merger negotiations were conducted in an atmosphere that was not conducive to proper negotiations, which consequently had adverse effects on labour relations. Employees who were absorbed from the NWCS into the Office of Premier had their benefits discontinued. This gave rise to litany of grievances/disputes wherein the grievants accuse the Management of the Office with unilateral change of terms of conditions of employment. There is a need to re-negotiate the terms and conditions of employment of the employees affected by the merger to ensure a smooth completion of this process. The amended Labour Relations Act, Section 197, on transfer of a business as a going concern allows parties to the negotiation to enter into an agreement regarding new terms and conditions of employment. It is an option that the office is advised to pursue to bring the merger process to finality . / M.Admin. (IRL) North-West University, Mafikeng Campus, 2005

This dissertation serves to investigate the existence of unfair labour practices (ULPs) in one institution of higher learning called X University, for reasons of confidentiality. The problem of this research is that there is existence of unfair labour practice in the X University. The above problem gave rise to different sub-problems and the research hypothesis. Literature review of this study surveyed different theories of labour relations. The theories reviewed include issues such as fair and unfair discrimination, the Labour Relations Act, discipline, Occupational Health and Safety and the role of the Labour Unions. Research methodology of this dissertation is quantitative. Qualitative methods used was not dominant. There was a use of percentages and frequencies for computing data. Data collection was in the form of questionnaires administered to 100 subjects. Preferred way of dealing with the subjects was through purposive sampling. The sample of this research is 100. It is through data that research subjects indicated that there is prevalence of ULPs in the X University. Sensitivity is exercised here, not to attribute the research findings to other organisations. The campus chosen has its own realities. This dissertation based its recommendations on the findings. The study mainly recommended that ULPs could be minimised by adopting policy relating to labour practices of the university. / M.Admin. (Industrial Relations) North-West University, Mafikeng Campus, 2005

This study examines the lobbying by the Japanese automobile industry in the European Union. It investigates how the Japanese automobile industry interacts with the decision-making authorities in Brussels in its attempts to influence the policy process of the European Union. In the post-war period the Japanese automobile industry has expanded into all major world markets and plays an important economic and political role in these. However, until the 1990s, the Japanese automobile industry enjoyed hardly any interaction with the policy making institutions of the European Union. This has changed dramatically in the last decade but, thus far, the process has not been subject to any empirical investigation. This study, which is largely based upon interviews with the major actors in the process of interaction between the governing institutions and the automobile industry in the EU, aims to correct this deficiency. This thesis employed the policy network concept as a framework to develop an understanding of this particular case of government-interest group interaction. The thesis investigated whether the Western concept of policy networks could successfully be applied to the Japanese automobile industry as a non-western actor in the unique system of governance of the EU. By doing so, the thesis has demonstrated that the policy network concept is not a purely Western construct, but can be applied with equal validity to the case of Japan. Therefore, this thesis has taken an importani. a step towards proving the universal applicability of the policy network concept.