Thesis (MBA)-- Stellenbosch University, 1998. / ENGLISH ABSTRACT: The Labour Relations Act No 66 of 1995 reflects the efforts of government. business and labour at restoring an environment conducive to workplace harmony. productivity, and minimal work disruptions. This statute. and in particular its reference to workplace forums, provides the basis for this study project, which critically evaluates the establishment of workplace forums and whether these forums will be adopted by business and in particular, labour. Theories relating to worker participation are examined. This paper recalls worker participation and co-determination models as found in Germany. It identifies the establishment and reviews the functioning of these worker participation models. The Labour Relations Act relating to workplace forums IS discussed In detail. It IS compared with the German system of participation. The writer concludes that the German system differs materially from the South African system on key points. The distinct differences that emerge between Germany and South Africa in the structuring of worker participation highlight the impact of social, political and economic factors on the eventual introduction of worker participation at the workplace. Likewise, the background and factors leading to the introduction of workplace forums differ. The German industrial relations system is more developed. Workplace forums are characteristic of a developed country such as Germany. In a developing country such as South Africa, trade unions still play a dominant role in the workplace. Here the establishment of a workplace forum is subject to the power of the union. Accordingly it is unlikely that workplace forums will enjoy much support or success in terms of the present Labour Relations Act. The writer examines the attitudes of capital and labour towards the establishment of workplace forums. and suggests reasons why it is unlikely that trade unions would apply for the establishment of workplace forums. He continues to explain why, in its present format, the concept of 'workplace forums is unacceptable to organised labour and has no chance of being implemented. / AFRIKAANSE OPSOMMING: Hierdie werkstuk handel oor die Wet op Arbeidsverhoudinge, wet 66 van 1995 en veral oor die instelling van werkplekforums. Teorie rondom die beginsel van werker deelname word bespreek. Daar word ondersoek ingestel oor hoe hierdie konsep in Duitsland onstaan het en hoe dit daar toegepas word. Die Suid Afrikaanse proses en onwikkeling van werker deelname in geheel asook deelname in besluitneming word besoek om te kyk of die bepalinge van die nuwe apartheidswet aanvaarbaar vir die plaaslike arbeidsmag is. Die bepalinge van die arbeidswet asook die grondwet aangaande werkpleksforums word in detail bespreek. Dit word gekontrasteer met die Duitse stelsel van deelname. So word daar ook gekyk na die rol van vakbonde in die verhand. Die skywer kom tot die slotsom dat die Duite stelsel op belangrike aspekte van die Suid-Afrikaanse model verskil. So ook verskil die agtergrond en omstandighede wat aanleiding gee tot die instelling van werkpleksforums. Die nywerheidsverhouding stelsel is meer gevordered in Duitsland. Werkpleksforums is 'n kenmerk van 'n onwikkelde land soos Duitsland. In 'n ontwikkelende land soos Suid Afrika speel die vakbonde nog 'n prominente rol in alle aspekte van die werkplek, dus is werkpleksforums onderworpe aan die mag van vakbonde en is dit onwaarskynlik dat werksplekforums ingevolge die nuwe aarbeidswet veeI steun of sukses sal geniet. / Centre for Science Development (HSRC)

by Stella Ng Yuk-kuen, So Lai-wah. / Bibliography: leaves 95-98 / Thesis (M.B.A.)--Chinese University of Hong Kong, 1985

Thesis (M.Phil.)--Chinese University of Hong Kong. / Bibliography: leaves 114-130.

by Lee Sui-Hing Rean, Yip Chui-Ling. / Thesis (M.B.A.)--Chinese University of Hong Kong, 2003. / Includes bibliographical references (leaves 50-52). / ABSTRACT --- p.iii / TABLE OF CONTENTS --- p.iv / LIST OF FIGURES --- p.vi / LIST OF TABLES --- p.vii / ACKNOWLEDGEMENTS --- p.ix / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Research Objectives --- p.3 / Significance of Study --- p.3 / Chapter II. --- LITERATURE REVIEW --- p.5 / Chapter III. --- HYPOTHESES --- p.10 / Chapter IV. --- RESEARCH METHODOLOGY --- p.11 / Research Design --- p.11 / Data Collection Methods --- p.11 / Secondary data --- p.11 / Primary data --- p.12 / Sampling Methods --- p.13 / Sample Characteristics --- p.14 / Data Analysis Method --- p.15 / Chapter V. --- RESULTS --- p.16 / Common Cost-Cutting Measures Adopted by Hong Kong Companies --- p.16 / Communication Between Employers and Employees --- p.16 / Employees' Attitude Towards Cost-Cutting Measures --- p.17 / Relationship Between Employers and Employees --- p.18 / Effects of Cost-Cutting Measures --- p.18 / Staff Morale --- p.18 / Stress at Workplace --- p.19 / Job Security --- p.19 / Work Passion --- p.20 / Popular Remedial Measures Taken by Employers and Their Effectiveness --- p.20 / Willingness to Stay at the Company in the Coming Two Years and the Reasons --- p.22 / Chapter VI. --- ANALYSES AND IMPLICATIONS --- p.23 / Hypothesis 1: Cost-Cutting Measures Negatively Affect Employer-Employee Relationship --- p.23 / Implications --- p.23 / Company Size --- p.25 / Demographic Factors --- p.26 / Hypothesis 2: Cost-Cutting Measures Have Negative Psychological Effect(s) on Employees --- p.27 / Hypothesis 2a: Cost-Cutting Measures Reduce Staff Morale --- p.27 / Hypothesis 2b: Cost-Cutting Measures Increase Job Stress --- p.27 / Hypothesis 2c: Cost-Cutting Measures Decrease Job Security --- p.28 / Hypothesis 2d: Cost-Cutting Measures Decrease Work Passion --- p.28 / Implications --- p.29 / Effects of Different Cost-Cutting Measures --- p.29 / Company Size --- p.31 / Hypothesis 3: Employers are Concerned About the Post-Effect(s) of Cost-Cutting Measures on Employees --- p.32 / Implications --- p.32 / Employers' Attitude to Different Post-Effects --- p.32 / Company Size --- p.34 / Hypothesis 4: Remedial Measures Done by Employers can Effectively Reduce the Negative Effects on Employees --- p.35 / Implications --- p.35 / Other Implications From the Survey --- p.37 / Reasons to Stay in Current Companies --- p.37 / Demographic Factors and Intention to Stay --- p.38 / Importance of Communication --- p.39 / Chapter VII. --- LIMITATIONS --- p.42 / Chapter VIII. --- CONCLUSIONS AND RECOMMENDATIONS --- p.44 / APPENDIX I --- p.46 / APPENDIX II --- p.49 / BIBLIOGRAPHY --- p.50

by Law Yuk-fung, Cherry. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1998. / Includes bibliographical references (leaves 118-128). / Abstract also in Chinese. / Acknowledgments --- p.xi / Abstract --- p.xii / Chapter Chapter One: --- Introduction --- p.1-7 / Chapter 1.1 --- An overview / Chapter 1.2 --- Research questions / Chapter 1.3 --- Conceptualization of the research topic / Chapter 1.4 --- Objective and significance / Chapter Chapter Two: --- Literature Review --- p.8-30 / Chapter 2.1 --- Theoretical perspectives / Chapter 2.2 --- Researches on racism and biased representation in media / Chapter 2.3 --- Researches on domestic servants / Chapter 2.4 --- Limitations on past researches / Chapter Chapter Three: --- Methodology --- p.31-38 / Chapter 3.1 --- Textual analysis of cultural representations / Chapter 3.2 --- In-depth interviews / Chapter 3.3 --- Contextualization of the study / Chapter Chapter Four: --- A socio-historical analysis: the Coming of Filipino Maids in Hong Kong --- p.39-48 / Chapter Chapter Five: --- Cultural Representation of Filipino Domestic Helpers in Hong Kong --- p.49-81 / Chapter 5.1 --- Media images of Filipino domestic helpers in Hong Kong / Chapter 5.2 --- Public sentiments of Hong Kong people towards the Filipino domestic helpers (over certain social protests) / Chapter 5.3 --- Social practices of Hong Kong people towards the Filipino domestic helpers at societal level / Chapter Chapter Six: --- The Interplay between Cultural Representations and Social Practices ´ؤ Findings and Discussion --- p.82-112 / Chapter 6.1. --- General findings / Chapter 6.2. --- "Employers' perceptions, values and beliefs behind their social practices" / Chapter 6.3. --- Interplay between cultural representations and social practices / Chapter 6.4. --- Theoretical linkages with the findings / Chapter Chapter Seven: --- Conclusion --- p.113-117 / Bibliography / Appendices: / Chapter I. --- Core questions of the in-depth interviews / Chapter II. --- Interviewees' profile / Chapter III. --- Figures of employment of foreign domestic helpers in Hong Kong / Chapter IV. --- "Filipino maid suspected in child abuse, behavior being recorded" / Chapter V. --- Books targeted at Filipino maids' employers / Chapter VI. --- "A visual icon for a news story about ""TeleEye""" / Chapter VII. --- News photographs of Filipino domestic helpers about they are dressing too sexy / Chapter VIII. --- Visual elements in the advertisement of employment agencies for Filipino domestic helpers / Chapter IX. --- """Maria"" ´ؤ a popular comedy with Filipino maid, called ""Maria"", as central figure" / Chapter X. --- "News headlines using the Cantonese term “bun mui"""

After 30 years' market reforms and exported-oriented industrialization, China has created an economic miracle by playing the role of a world factory. With a case study of a high-tech electronics manufacturing firm (anonymously referred as HiTek) in Suzhou, this dissertation explores the labor process and labor relations in advanced manufacturing under the global production system and in the context of China's industrial upgrading. / In my empirical analysis, I firstly trace how global production network changes the production process and unravel the mutual influences between the labor market with local clustering and the employers' recruitment strategies. I take them as the key background factors in the shaping of the politics of flexible production. Then, I use the case study of HiTek and analyze how it implements the customized mass production with high performance and high flexibility on the shop floor in the face of volatile product markets and labor market. I point out that in order to secure the subordination and better cooperation from its workers, HiTeck gives up the direct coercive despotic factory regime and executes the flexible despotism combining with enforcing strict disciplinary management, responding to workers' interests and rights, and even establishing the internal communication mechanisms. However, I indicate that although workers obtain more legal rights, they fail to effectively improve their labor conditions under the new labor control. In the meantime, the social status of migrant workers restricts their claims for social benefits and enhances their mobility. As a result, workers have to voice and seek to make use labor market opportunities for improving their conditions. Finally, I stress that the consequence of the interaction between the global flexible production and the workers' resistance against labor control leads to the uncertain employment relationship characterized by the high turnover of workers. I also emphasize that it is Chinese workers who finally pay high costs for such a relationship: they not only fail to enhance bargaining powers with their employers, but also suffer from an insecure and uncertain environment. / The dissertation develops an analytical framework of the politics of flexible production in the age of the globalizing production. My theoretical discussion begins with the theory of production politics developed by Michael Burawoy. I emphasize that labor process should be examined not only within the workplace, but also in relation to external societal factors. I argue that the pursuit of flexibility of global production changes the structuring of labor process: the external markets are not static conditions to manufacturers, but are now becoming dynamic factors shaping production arrangements and labor control. Hence, I indicate that flexible production has brought about a sophisticated triangular relationship between the buyers from developed countries, the transnational manufacturers in newly industrialized countries, and the workers in developing countries, particularly in China. This is quite different from the previous studies wherein the focus is placed on a simple dual relationship between manufactures and workers within a single country. / 薛紅. / Adviser: Tai-Lok Lui. / Source: Dissertation Abstracts International, Volume: 72-10, Section: A, page: . / Thesis (Ph.D.)--Chinese University of Hong Kong, 2009. / Includes bibliographical references (p. 209-215). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [201-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstracts in Chinese and English. / Xue Hong.

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