Thesis (M.Dev.) -- University of Limpopo, 2018. / The study explores the effect of labour relations on workers’ performance in the Limpopo Provincial Department of Social Development. Every organization is required to reach certain standards, goals and targets and this requires employees’ becoming the most determining factor to achieve the organizations’ objective. Organizations are fully aware of the importance of employee performance, increasing employee performance or finding out ways through which high level of employee’s performance can be achieved as one of decisive factors for organizations success. Management’s mission is to get people together to accomplish corporate goals and objectives by using available resources effectively and efficiently. This study aims to identify factors affecting the effectiveness of job performance of the employees in the Limpopo Provincial Department of Social Development. Employee performance can be increased by putting efforts to factor that enhance the employee motivational level, creativity, job satisfaction, and comfort workplace environment. The study also emphasizes on understanding of employee relations practices, its underlying factors, issues and impact on employee performance in the Limpopo Provincial Department of Social Development. The study included qualitative approach, administered questionnaires distributed to employees to explore the existing labour relations practices, its underlying factors, issues and its impact on employee performance, whilst quantitative research approach, face to face interview with labour relations practitioners and managers on issues of development, participation, decision making amongst other things motivation’s. Data was analyzed by using tables, percentages and statistical distribution characterizing how labour relations can alleviate negative impact on performance and strategies to be used to enhance employee performance in the workplace. In the study conducted it revealed that improving the labour relations an organization can improve the performance and productivity of employees. From the research findings the researcher recommended that, strategies motivation, empowerment communication, good working environment among others participation of employees can improve employee performance in the workplace

Thesis (M.B.A.)--University of Hong Kong, 1985.

Thesis (M. Sc.)--University of Hong Kong, 1978.

This study examines the symbolic meaning of education in trades culture. It explores how trades culture in this context is infused with status, and how education is an element of how tradespeople experience status in everyday working life. Education is connected with status in two ways. First, education is associated with prominent status markers, specifically wealth, mental work, and textual authority. Second, in light of these associations, tradespeople see education as having nothing to do with their own lives and work. Trades education does not count as education the same way university does. In its status associations, and perceived irrelevance to trades life, education is a symbol of an elite, prestigious, "insiders" world, of which the trades play little part. This study is located within the interpretive tradition of social inquiry most influentially first articulated by the anthropologist Clifford Geertz. The perspective on status which frames the interpretation owes much to Michael Walzer's philosophical explorations of equality and distributive justice. The empirical basis of the interpretation is drawn from an ethnographic study of a single trades setting in the non-union sector of the building industry. The main participants in the study were a crew of carpenters and other tradespeople building an expensive custom-designed family home. Fieldwork took place between October 1992 and October 1993. Site visits took place several times per week for three to four hours per visit, and involved watching, talking, listening, taking notes and photographs, and helping with routine work tasks. Field observations were augmented by interviews with crew members and other tradespeople. During the interpretive stage of the research process, "backstage tales" and "textual authority" came to be seen as key cultural vehicles for the expression of status in everyday practice. The findings of this study suggest that the exclusive status associations of education in the trades are important to recognize for at least two reasons. First, they are counter to the prevailing discourse about education which emphasizes a direct, positive link between education, economic growth, and employment. Second, the status associations of education connect it not necessarily with knowledge and learning, but with a blockage in the flow of ideas. Because their status is lesser, tradespeople's work is not esteemed, and their conceptual input is seldom recognized, sought or credited. From the vantage point of trades culture, education does not look like the tool for economic success it is often portrayed as being. This perspective is important to take into account, if educational objectives are to be egalitarian, realistic, and able to achieve their desired ends.

Thesis (M.S.)--Washington State University, August 2008. / Includes bibliographical references (p. 60-66).

If the wage policy of an organisation is to remain competitive in the labour market, that is, pay rates that are at least approximately equal to those prevailing in the community, then it must collect accurate wage and salary data in order to alter its pay structure as may become necessary. Wage and salary survey information provides a means by which management can determine whether its entire wage level is in accordance with that of the external labour market, and thus it is absolutely essential that methods and techniques utilised to collect such information are as objective and accurate as possible. The vital factor which has been revealed by the utilisation of many existing wage and salary survey guides is that the unavoidable subjectivity involved in the basic techniques utilised in survey procedures tends to have a cumulative effect on both data collection and analysis, and ultimately interpretation. As each technique is utilised, whether it be to obtain job comparability or to adjust salary data, the overall level of subjectivity is increased, which results in a cumulative increase in the margin of error involved in data collection. This study has been aimed at developing and practically testing a comprehensive guide to conducting wage and salary surveys which effectively minimises and, over successive surveys, eradicates the necessity for these subjective techniques. Due to the fact that the elements of job evaluation, namely, job analysis, job description, job specification and the job evaluation plan itself, form the nucleus of the techniques utilised for the data gathering and analysis process, the initial study was aimed at developing a job evaluation process which would be as objective as possible. In the development of such a system a range of job evaluation plans were tested for comparability in rating of jobs, the hypothesis being that any evaluation method or plan, when correctly applied to a series of jobs, will result in the same classification. This study intercorrelated rates derived for twenty-four key jobs selected from one particular organisation, using the job evaluation methods utilised by sixteen different organisations, and found that these rates intercorrelated between 0,93 to 0,99. These intercorrelations indicate a high degree of commonality among the sixteen methods; thus providing a justification for the utilisation of one particular job evaluation plan for the adjustment and weighing of wage and salary data in the survey data analysis procedure. To further justify the utilisation of one particular method, and thereby increase probability of acceptance by participating organisations, the independence of the sub-factors of the selected plan were tested by intercorrelating the factor scores for two job samples, one consisting of sixty jobs, type and level being heterogeneous, the other consisting of forty jobs, type and level being homogeneous. Sub-factor intercorrelations in the group of heterogeneous jobs ranged from 0,71 to 0,98 while all but one correlated at or above 0,90 with the total score, thus emphasising the independence of sub-factors, while intercorrelations in the group of homogeneous sample were much lower, ranging from 0,26 to 0,89, indicating greater factorial independence due to the fact that these jobs are limited to a narrower range of grades such that specific job differences in respect of sub-factors are more likely to show up. Utilising this selected job evaluation plan as the core of the developed job evaluation process, a wage and salary survey guide was formulated, the unique concept being a comparison of participating organisation pay structures rather than comparison of positions as a basis for data collection. The job evaluation system was utilised in the formulation of a "one-time" standardisation of participating organisation pay structures according to the survey organisation pay structure, the hypothesis being that these standardised pay structures may be utilised over successive surveys without the necessity for restandardisation, and thus eliminating the use of subjective methods and techniques subsequent to the initial standardisation. Utilising an international oil company as the survey organisation this newly formulated structural comparison guide was practically tested by applying it in conjunction with the existing survey organisation wage and salary survey guide as a means of competitive market wage and salary data gathering and analysis, over successive survey years, namely, 1974, 1977, and 1980. The results obtained through application of this guide were subsequently compared with those results obtained by two professional survey organisations, and proved to be reliable and consistent enough over the applicable survey years to warrant acceptance of the pay structural comparison concept as a valid wage and salary survey technique.

Job evaluation is a technique which has proved useful in the forest industry in British Columbia. Its major benefit has been the provision of a responsible climate for collective bargaining. A secondary benefit has been the provision for a meaningful basis of measuring productivity. The dissertation examines job evaluation in three areas. The first section studies some of the relevant theory of job evaluation as it applies to the forest industry in British Columbia. The evolution of Plywood Job Evaluation is followed by the recently introduced Southern Interior study. The concluding section ponders the future of job evaluation as it may apply to B.C. Coast Sawmills. Certainly, job evaluation comes highly recommended by this writer as a possible means of solving several of the cantankerous problems which have plagued the forest industry in British Columbia. / Business, Sauder School of / Graduate

This study examines the symbolic meaning of education in trades culture. It explores how trades culture in this context is infused with status, and how education is an element of how tradespeople experience status in everyday working life. Education is connected with status in two ways. First, education is associated with prominent status markers, specifically wealth, mental work, and textual authority. Second, in light of these associations, tradespeople see education as having nothing to do with their own lives and work. Trades education does not count as education the same way university does. In its status associations, and perceived irrelevance to trades life, education is a symbol of an elite, prestigious, "insiders" world, of which the trades play little part. This study is located within the interpretive tradition of social inquiry most influentially first articulated by the anthropologist Clifford Geertz. The perspective on status which frames the interpretation owes much to Michael Walzer's philosophical explorations of equality and distributive justice. The empirical basis of the interpretation is drawn from an ethnographic study of a single trades setting in the non-union sector of the building industry. The main participants in the study were a crew of carpenters and other tradespeople building an expensive custom-designed family home. Fieldwork took place between October 1992 and October 1993. Site visits took place several times per week for three to four hours per visit, and involved watching, talking, listening, taking notes and photographs, and helping with routine work tasks. Field observations were augmented by interviews with crew members and other tradespeople. During the interpretive stage of the research process, "backstage tales" and "textual authority" came to be seen as key cultural vehicles for the expression of status in everyday practice. The findings of this study suggest that the exclusive status associations of education in the trades are important to recognize for at least two reasons. First, they are counter to the prevailing discourse about education which emphasizes a direct, positive link between education, economic growth, and employment. Second, the status associations of education connect it not necessarily with knowledge and learning, but with a blockage in the flow of ideas. Because their status is lesser, tradespeople's work is not esteemed, and their conceptual input is seldom recognized, sought or credited. From the vantage point of trades culture, education does not look like the tool for economic success it is often portrayed as being. This perspective is important to take into account, if educational objectives are to be egalitarian, realistic, and able to achieve their desired ends. / Education, Faculty of / Educational Studies (EDST), Department of / Graduate

This study intends to discover the extent and use of job evaluation in selected business concerns in Dallas, Texas, and through this discovery to derive conclusions which may indicate current trends in the use of job evaluation in this section of the country.

This research investigated coloured factory workers' perceptions regarding job evaluation. The research was done in an engineering manufacturing company in Epping, Cape Town. Fifty-six subjects were selected by means of a stratified random sample. Subjects were weekly paid factory workers in Peromnes grades 12 - 19, who had at least six months service with the company. Personal interviews of t three-quarters of an hour were carried out with each participant. The linked-pair comparison design developed by Bose (1956) for nine variables was used. This design required that each subject be shown nine pairs of jobs. In each case they had to indicate which job should be paid more and why. They were also asked their opinion of the current job evaluation system in use, namely the Peromnes system. Results were analysed on a group basis. It was found that there was a high correlation between the rankings as given by the workers and the Peromnes grading system. The most important criteria used by the factory workers in evaluating jobs were responsibility, contribution to production/profits, control/influence over quality and education and training. Results indicated that there were both similarities and differences in the criteria used by the workers and those used in most job evaluation systems. Workers generally regarded the Peromnes system as fair and equitable.