Submitted by Oliveira Santos Dilzaná (dilznana@yahoo.com.br) on 2016-11-17T14:25:02Z No. of bitstreams: 1 Dissertação de Jollan Cardim Rocha.pdf: 10417144 bytes, checksum: eb23a35f55f00c56af4a72793fa141e6 (MD5) / Approved for entry into archive by Oliveira Santos Dilzaná (dilznana@yahoo.com.br) on 2016-11-18T11:44:02Z (GMT) No. of bitstreams: 1 Dissertação de Jollan Cardim Rocha.pdf: 10417144 bytes, checksum: eb23a35f55f00c56af4a72793fa141e6 (MD5) / Made available in DSpace on 2016-11-18T11:44:02Z (GMT). No. of bitstreams: 1 Dissertação de Jollan Cardim Rocha.pdf: 10417144 bytes, checksum: eb23a35f55f00c56af4a72793fa141e6 (MD5) / CAPES / No distrito mineiro de Huanuni se encontra a mais importante mina de estanho do país, com aproximadamente 4500 trabalhadores mineiros. Esse estudo buscou analisar a relação dos trabalhadores mineiros de Huanuni com o governo Evo Morales entre os anos 2006 e 2014, com o objetivo de investigar as contradições, conflitos, tensões, dilemas, acordos, negociações, integração e enfrentamentos que envolveram esta complexa relação. Os mineiros de Huanuni, a partir de uma acumulação histórica prévia, recriadas através de uma memória coletiva, presenciaram na última década uma recuperação paulatina do seu protagonismo capaz de projetar-se novamente na vida política nacional. Este processo de recuperação ou revitalização coincide com a chegada à presidência do país, em janeiro de 2006, do dirigente sindical camponês, Evo Morales. A revitalização política e sindical dos trabalhadores mineiros de Huanuni se articulou com a retomada das lutas sociais e populares na Bolívia, a partir dos anos 2000. Estas rebeliões populares se deram em torno à distintas demandas, como a nacionalização dos recursos naturais, a luta contra a privatização da água e a nacionalização das minas. Os conflitos protagonizados pelos trabalhadores mineiros de Huanuni foram uma fonte permanente de instabilidade política e social durante o governo Evo Morales. A partir de 2006, os mineiros de Huanuni e o sindicato se tornaram uma importante referência política e sindical para o conjunto do movimento operário boliviano. Para realizar a pesquisa nos apoiamos em um conjunto de técnicas e métodos, como a análise documental, revisão bibliográfica, observação direta, entrevistas semiestruturadas e a utilização de material iconográfico e áudio visual. Nossa hipótese é de que a experiência dos trabalhadores mineiros com o estado e os governos ao longo do século XX, expressadas em uma memória histórica e coletiva incide diretamente na relação entre os trabalhadores mineiros de Huanuni e o governo Evo Morales. A memória, a história e as tradições, reforçaram entre os mineiros de Huanuni, velhas identidades, crenças, costumes e práticas políticas e sindicais que pareciam ter desaparecido. Essas “tensões dialéticas” explicam em grande medida, a conflituosa relação dos mineiros de Huanuni com o Governo Evo Morales, que se caracterizou, em alguns momentos, por uma aproximação e integração, em outros, pelo afastamento e a resistência a incorporar-se ao governo e ao Processo de Cambio. In the mining district of Huanuni is located the most important tin mine in the country with approximately 4,500 miners. This study investigated the relationship of the Huanuni miners with Evo Morales' government between 2006 and 2014. It analyzed contradictions, conflicts, tensions, dilemmas, agreements, negotiations, co-optation and confrontations involving this complex relation. The Huanuni miners witnessed a gradual recuperation of their lidership in the last decade that was able to protude them again in the national political scene. From a previous historical accumulation, they recreated these rememberance through a collective memory. This process of recovery or revival coincides with the arrival of a peasant union leader, Evo Morales, to the presidency of the country in January 2006. The political and trade union revitalization of Huanuni miners has been linked to the resurrection of social and popular struggles in Bolivia, from the 2000s, around of the different popular demands as the nationalization of natural resources, the struggle against water privatization and the nationalization of mines. The conflicts leaderd by the Huanuni miners were a permanent source of political instability during the Evo Morales' government. Since 2006, the Huanuni miners workers and the trade union have become an important political reference for the whole Bolivian labor's movement. Therefore, this research is supported of a set of techniques and methods, such as documental analysis, literature review, direct observation, semi-structured interviews and the use of iconographic and audio visual material. The hypothesis of this study is that the experience of the miners workers with State and governments through the twentieth century directly affects the relationship between Huanuni miners workers and Evo Morales' government that is expressed in a historical and collective memory of the miners. Memory, history and traditions, reinforced between Huanuni miners old identities, beliefs, customs and political and union trade practices that seemed to have disappeared. These "dialectical tensions" largely explain the tense and conflictual relationship between the miners workers and Evo Morales' government. Sometimes this relationship had been characterized by an approach and integration, sometimes for distance and resistance to be incorporated into the government.

D.Cur. (Nursing Management) / A health maintenance organisation (HMO) that implements managed care is the health care service provider for a mine group. Case management is an integral part of managed care. Case management in a managed care setting within this mine group should be to the holistic benefit of both the client/patient and the service provider. Within the case management environment, nurse case managers (CMs) and their counterparts (professional nurses) should provide and facilitate quality patient care. However, they face many challenges, such as working in isolation from one another. The purpose of the study was to develop a training programme for CMs and professional nurses (PNs) to facilitate quality patient care in a managed care environment for the health care service provider for a mine group. In this study a qualitative, exploratory, descriptive, and contextual design was followed. Purposive sampling was conducted from the populations of six CMs (N=6) and thirty PNs (N=30). Focus group discussions with twenty-eight (28) PNs and individual unstructured interviews with four (4) CMs were conducted to describe their experiences in the case management environment. Open coding followed, based on Tesch’s (1990) method of qualitative analysis (De Vos, 1998:343), and a conceptual framework emerged from the data analysis. A programme to facilitate quality patient care in a case management environment of the HMO was described for stakeholders (nurse case-managers and PNs). Recommendations for implementing the programme were described. Adapted phases of the programme development process of Meyer and van Niekerk (2008) were used in developing the programme. The survey list of the Practice Oriented Theory of Dickhoff, James and Wiedenbach (1968:434) formed the basis for developing a conceptual framework for the programme. Principles of case- and problem-based approaches (Scheider, 2010) served as a point of departure to develop the context-specific training programme. Trustworthiness was maintained by using Guba’s (De Vos, 2006:346; Babbie & Mouton, 2001: 276) model criteria, which are credibility, transferability, conformability and dependability. Ethical standards were adhered to throughout the study.

D.Litt. et Phil. (Public Management and Governance) / This study focuses on a framework for the sustainable policy implementation of the Mining Charter of 2002, with specific reference to the role of women in the South African mining industry. The goal of this empowerment charter is to create an industry that will reflect the promise of a non-racial South Africa. This includes ensuring a ten percent participation of women by 2009. The main research question addressed by this study is: What are the factors involved in determining the sustained implementation of the Mining Charter of 2002 and how can it be effectively implemented and strengthened in order to ensure the compliance by the mining employers in terms of the role and targets for women in the mining industry? The thesis provided an integrated focus on outputs in terms of implementing reform policies with regard to the employment of females in the mines. Furthermore, it investigates certain outcomes in terms of how the mining environment has adapted to female employment and policy conversion processes in terms of what the barriers are to the successful implementation of the Mining Charter of 2002. This ensured that both policy products and processes were subjected to systematic and integrative evaluation. The problem was also viewed from the current level of success in implementing similar empowerment policies in other countries, such as Australia, the United Kingdom, Japan, as well as certain African countries. The thesis also aimed to develop a substantive theory for an organisational change process in terms of the conditions of women working underground in the mines. This will enable mining employers to identify selected resource inputs, as well as process outputs and outcomes. Ultimately, this will ensure sustained compliance to the spirit and requirements of the Mining Charter, within the context of the transformation of the South African society and legislation as a whole. A modernist qualitative research methodology was followed, where casing was applied as the research design and grounded theory as the research strategy. A qualitative coding paradigm was developed in terms of the physical, social, cultural and psychological construction of employees in the mining environment’s perceptions, experiences, attitudes and behaviour with regard to the implementation of the Mining Charter of 2002. The findings of the empirical study generally indicated that the picture that scholars and role-players (for example the women working underground) paint on the South African mining industry with regard the employment of women in the mines – specifically in an underground environment – is not as bleak as one might think. However, some improvements are still needed in order to comply with targets, as well as creating better working conditions for women employed in the mining industry. The study contributed to the development of theory and research methodology. Furthermore, on a practical level, it contributed to the disciplinary fields of Public Management and Public Governance.

M.Cur. (Nursing Management) / Motivation is a process that influence and directs behaviour in order to satisfy a need. Motivation of nurses is important in the primary health care environment since low levels of motivation among Primary Health Care (PHC) nurses; who are in a critical position in health service delivery; could have a negative impact on the achievement of high standards in the nursing profession. This situation is also relevant in a mine clinic setting. The main factor in motivating nurses may be a sense of success. However, levels of stimulation and individual requirements also significantly influence the motivation of a person. As a manager at a mine clinic setting, the researcher became aware; by means of staff progress reports and performance appraisals; that PHC nurses (professional nurses) were demotivated. The research questions were therefore posed: - What are the motivational needs of PHC nurses in the workplace at mine clinic settings? - What should be done to assist these nurses to acquire motivation in the work place? Therefore, it was imperative to explore and describe the motivational needs of PHC nurses in their work place and to describe recommendations for nurse managers at a mine clinic setting to motivate PHC nurses. The study was conducted within the theoretical framework of McClelland’s Acquired Motivation Theory that consists of three basic needs, i.e. the need for achievement, the need for power, and the need for affiliation. A quantitative, explorative, descriptive design was followed and the researcher used a structured questionnaire to explore the perceptions of PHC nurses about their needs to acquire motivation in their workplace. The accessible population in this study was PHC nurses (N = 30) working at the 13 mine clinics. The accessible population served as the total sample.

The essay explores the events and background of the 1960 lockout at the Miike colleries of the Mitsui Mining Co. in Kyushu, Japan. The dispute, one of the longest and most violent in postwar labour history, occurred at the same time as the anti-U.S.-Japan security treaty struggle and the two events capped 15 years of social turbulence after the war. At issue in the Miike case was the designated dismissal of 1200 miners. In analyzing the events at Miike the author challenges current assumptions about the so-called three pillars of Japanese labour-management relations (lifetime employment, enterprise unions, and seniority-based wages). Couterposed are four factors—capitalist rationalism, worker egalitarianism, enterprise corporatism, and liberal democracy—the combination of which lend Japanese labour-management relations their specific character in any given instance. The essay also explores the particular role of the Japan Federation of Employers Organizations (Nikkeiren) in other labour disputes in the 1950s as well as at Miike. The economic background to the Miike strike is also analyzed, in particular, the political aspects of the rationalization of the coal industry. The final chapter deals with relief measures for unemployed coal miners and coal companies during the 1960s. / Arts, Faculty of / History, Department of / Graduate

D.Phil. (History) / Silicosis as an occupational disease, has plagued the gold mining industry since its inception in 1886. This thesis attempts to describe the impact that silicosis had on the labour force of that industry from 1910 to 1946 and how all three participants, i.e. the state, industry and mine- workers became involved in attempting to combat this vital and dangerous problem, which was draining the health of a large and important sector of white and black workers within the South African community. This study focuses on two main themes, namely the cause and prevention of silicosis, which involves the development and use of advanced technology applied to mining operations and the compensation awarded to silicotic beneficiaries and their dependents. The disease not only became a health problem, but rapidly erupted into a sensitively politicised and emotional issue, which forms an important part of this thesis, involving all three parties. Another complex issue revolves around the question of contributions towards compensation to silicotic miners and who was liable for payment. This central problem only emerged after 1910, but continued throughout the period under discussion until 1946. In the process it became a highly controversial matter on which the state, industry and labour held widely divergent viewpoints. Also analysed are the attitudes and policies of the state and the mines towards white and black silicotics, the social responsibilities extended to each labour group and the effect racial relationships then current in South Africa had on the health problem as a whole.

A research article submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, in partial fulfillment of the requirements for the degree of Master of Business Administration Johannesburg, 2018 / This research study focused on identifying the gap between the expectations of mining companies and communities in relation to development and social responsibility. This qualitative research study focused on trying to understand the alignment or misalignment of the different stakeholder’s expectations. This study was relevant; first, given the recent community unrest in the mining communities; and second, because of the Department of Mineral Resources’ (DMR) focus on community development around the mining towns, with particular emphasis on mines being expected to uplift the communities around the mines. Identifying the gap between their respective expectations would be beneficial for both the communities as well as the mining companies. The benefit to the communities would come in the form of relevant development and assistance being given to the communities. Another benefit would be to the mining companies who face community unrest, yet do not understand the communities’ needs. The research methodology was qualitative; data was collected through interviews with Pilanesburg Platinum Mines (PPM) mine management, questionnaires distributed to community leaders, community influencers and ordinary community members, and semi-structured interviews with activists and mine representatives of other mines. This allowed the identification of further stakeholders that were not in the original proposal. The ordinary community members, randomly selected to understand grassroots expectations, implied that the decisions made by community leaders were not necessarily representative of the community’s needs. The study found that some of the expectations from community leaders were different to those of the activists. Community leaders expected mines to focus on building schools, hospitals, and roads, developing skills, and giving business opportunities to community members, while activists were more concerned about environmental issues, land degradation, pollution of water and air, as well as rehabilitation of the land after the mine had used it. Similarly, the study identified that the government, represented by the DMR, expected the mines to develop the communities, as stipulated in the mines’ SLPs. The mine representatives of other mines experienced unrest in their communities similar to that which was happening at PPM. PPM management, on the other hand, felt that community leaders should have a clear understanding of business processes so as to avoid production disruptions caused by community unrest. Management were of the opinion that proper structures in the community should be formed and used to address issues with the mines. It is clear from the study that the communication between the different stakeholders can assist in closing the gap between the communities’ and mines’ expectations. This in turn would prevent community unrest and subsequent road closures, and enable the mines to operate profitably, and offer employment and development opportunities to the community. Recommendations for each stakeholder group are made in this regard. This research article is inclusive of the requirements of The Journal of the Southern African Institute of Mining and Metallurgy (SAIMM) / MT 2019

This theses will try to explain how the miners (bergsmän) were dressed in Ovansjö parish in Gästrikland in the beginning of the 19th century in contrast to the farmers in the same parish. This is done by comparising ten estate inventories each for the two groups. Also by looking into other sources such as what has been written in litterature regarding textiles and miners and dialogue with experts within the fiels of textile and ethnology. Some information is found in old photographs and paintings from the period. The welvet costume at Ovansjö Homestead was available for an object analysis. The conclusion is that during the period around 1840 the miners in Ovansjö parish did use their dresses of velvet as a mean of conspicious consumption. This was a way for the miners to differ themselves in the society and try to show themselves as more sophisticated and wealthier than the o rdinary farmers in the parish.

No description available.

Thesis (MBA)--Stellenbosch University, 2001. / Some digitised pages may appear illegible due to the condition of the original hard copy / ENGLISH ABSTRACT: Successful organisations keep a well-balanced fit between their strategy, structure, processes, reward system and culture. Any significant change in any of the elements requires management to rethink and probably redesign the rest of the elements. Tshikondeni Coal Mine went through various changes the last few years. These changes were brought about by, amongst other things, a re-engineering project, production expansion and the appointment of new management A significant portion of the employees was newly appointed. Some of the older employees were appointed in other positions, or were required to do different work. Tshikondeni had to make sure that employees were equipped with the needed competency to do their job to the required standard and in a safe manner. The process started by ensuring that employees' medical profile fit that required by their jobs. They were also trained in identifying the hazards associated with their jobs and how to minimise exposure to risks. The gap between the competencies required for each job and that possessed by the job incumbent was identified. Training was designed to fill the identified gaps. Iscor management's annual salary increase is performance driven. The process of designing post profiles, competency documents and personal performance contracts is described. The link between the personal performance contract, the annual salary increase and the personal development plan is discussed. There is still no clear link between the annual salary increase of operational employees and their performance. Plans are in place to eventually reward all employees on a performance driven basis. The training section on Tshikondeni Mine was designed to support business objectives. It is also aligned with the trends experienced in modern training. The section, amongst other things, caters (through the use of an interactive multi media system) for the bulk of mining employees who can't read or write. All training information is kept on a central database. Employees must not only be able to do their job, but also willing or motivated to do it. Management created a work and home environment conducive towards motivated employees. A psychosocial study was done to. determine how employees and their families felt towards their environment. The results helped management to focus energy where problems were identified. Problems and pitfalls encountered during the process to ensure competency are discussed. The process followed by the mine is elucidated with modern trends, statements, remarks and suggestions found in literature. / AFRIKAANSE OPSOMMING: Hoë prestasie organisasies se strategië, strukture, prosesse, vergoedingstelsels en kultuur is in balans met dit wat sukses voorskryf. Enige wesenlike verandering in enige van die elemente kan veroorsaak dat die res van die elemente herbesoek en moontlik herontwerp moet word. Tshikondeni Steenkoolmyn het groot veranderinge oor die afgelope aantal jare beleef. Hierdie veranderinge was onder andere veroorsaak deur en proses herontwerp, produksie uitbreiding en die aanstelling van nuwe bestuur. en Beduidende hoeveelheid van wernemers was nuut aangestel. Van die ouer werknemers was aangestel in nuwe poste of was verwag om nuwe take te verrig. Tshikondeni moes verseker dat werknemers toegerus was met die nodige bevoegdheid om die werk te kan doen volgens die verlangde standaard en op en veilige manier. Die proses was begin deur te verseker dat werknemers se persoonlike mediese profiel pas by die profiel benodig deur hulle poste. Hulle was opgelei in die identifisering van gevaar in hulle werksomgewing en hoe om die risiko van blootstelling aan die gevaar te minimeer. Die gaping tussen werknemers se bevoegdhede en dié verlang deur hulle poste was geïdentifiseer. Opleiding was ontwikkel om die gapings aan te spreek. Iscor Bestuur ontvang jaarliks enprestasie gebasseerde salaris verhoging. Die proses wat gevolg is met die ontwerp van pos profiele, bevoegdheidsdokumente en persoonlike prestasiekontrakte word beskryf. me verhouding tussen die persoonlike prestasie kontrak, die jaarlikse salaris aanpassing en die persoonlike ontwikkelingsplan word bespreek. Daar is tans nie en duidelike ooreenkoms tussen die jaarlikse salaris aanpassing wat bedryfspersoneel ontvang en hulle prestasievlakke nie. Iscor het wel planne in plek om uiteindelik aan alle werknemers In prestasie gebasseerde vergoeding te betaal. Die opleidingseksie op Tshikondeni is ontwerp om besigheidsdoelwitte te ondersteun. Dit is ook belyn met moderne neigings met betrekking tot opleiding. Die seksie bedien, onder andere die grootste gedeelte van mynbou werknemers wat nie kan lees en skryf nie (met behulp van In interaktiewe multi media stelsel). Alle opleidings inligting word gestoor op In sentrale databasis. Werknemers moet nie net in staat wees om hul werk te kan doen nie, maar moet ook gemotiveerd wees om die werk te wil doen. Bestuur streef daarna om In werk- en huis omgewing te skep wat werknemers motiveer. In Psigososiale studie is gedoen om te bepaal hoe dat wememers en hulle gesinne voel ten opsigte van hulle omgewing. Die resultate het gehelp om bestuur se aandag en energie te fokus om probleme op te los. Probleme en slaggate ondervind tydens die bevoegdheidsproses word bespreek. Die proses gevolg word toegelig met moderne neigings, stellings, opmerkings en voorstelle soos wat gevind word in die literatuur.