Submitted in partial fulfilment of the requirements for the
degree
Master of Management in Public Policy (MMPP)
in the
Governance School, Faculty of Law, Commerce and Management, University of the Witwatersrand / It is human nature to pursue happiness. This pursuit of happiness is in many
cases obtained through hard work. People work in order to provide for their
families and they obtain satisfaction if their families are happy with their
provision. It is thus never an employees’ motive or desire to be dismissed
from work or have bad relations with his/her employer. It is important to
minimize conflicts between employers and employees in any country
because it helps reduce the socio-economic problems that these conflicts
may foster in societies. Governments use labour laws and policies to
manage labour disputes. However, if these policies do not seem to be
achieving what they are supposed to then that may suggest policy failure.
This study looked particularly at the effectiveness of institutions dealing with
labour dispute resolution in Lesotho. The purpose of the study was to
establish reasons for why, despite all the legal frameworks relating to labour
relations in Lesotho, there seems to be an escalation of disputes. It was
found that lack of public participation, especially of employees and
employers, in the formulation and implementation of policies, laws and
regulations relating to labour relations leads to the escalation of disputes.
This simply means that involving stakeholders in issues that affect them
from the onset can reduce the level of disputes because the majority would
have understood what labour relations entails.
A qualitative study was used and data was collected through one-on-one
semi-structured interviews with 31 participants, focusing on people who are
mostly affected by labour relations in Maseru, the capital of Lesotho. The
participants were chosen purposively to suit the study being undertaken.
However, data collection was a limitation to this study because it was
difficult for the researcher to secure appointments with participants.
The study made the following recommendations: it is through the
effectiveness of institutions that labour disputes can be reduced, especially
Ministry of Labour and Employment (Department of Labour), Directorate of
Dispute Prevention and Resolution (DDPR), labour court, and labour
appeals. However, the social partners, especially trade unions and
employers’ organizations, also play a critical role in ensuring wellfunctioning
labour relations are in place. / MT2016
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:wits/oai:wiredspace.wits.ac.za:10539/21487 |
| Date | January 2016 |
| Creators | Letsie, Maletsie Andronica |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Thesis |
| Format | Online resource (viii, 150 leaves), application/pdf |
Page generated in 0.0083 seconds