Thesis (MBA)--Stellenbosch University, 2006. / ENGLISH ABSTRACT: In many countries in the world today, Labour Courts have developed as an integral
part of the law system arising from the need to afford labour disputes specialised
adjudication, independent from the ordinary civil courts.
This study presents a comparison of the German Labour Court System and the British
Employment Tribunal System, representing the Continental Law System and the
Common Law System respectively.
In comparing the German Labour Courts and the British Employment Tribunals, the
study highlights the special qualities of labour law and why labour disputes are
treated differently from other legal disputes. It demonstrates that both systems have
attempted to achieve the handling of labour disputes in different ways and
proceedings. Similarly, the study reveals that both systems have their pros, cons and
limitations and that no system can guarantee an optimal way to achieve a "better"
justice. Nonetheless, the study attempts to show that each system can learn from the
other's strengths and weaknesses by being open and reasonable to criticism.
Another important objective of this study is to determine whether Labour Courts and
Employment Tribunals should be maintained as a separate part of the law system or
whether to merge them into the ordinary civil courts as some critics feel that such
courts and tribunals create added expenses to governments. Furthermore, the study
explores other dispute resolution mechanisms that if encouraged, provide additional
benefit to labour issues in teoday's complex business environment.
As a whole, the study proves that the German Labour Courts and British Employment
Tribunals are a quicker, cheaper and better way of achieving justice, preferable to the
civil litigation system. It is therefore concluded that such courts and tribunals should
be maintained because of their significant successes so far. Furthermore, it is
suggested that labour dispute resolution can be further developed through the
increased use of mechanisms such as conciliation, negotiation and mediation in the
management of organizations today. / AFRIKAANSE OPSOMMING: In baie lande van die wereld vandag, het gespesialiseerde arbeids tribunale ontwikkel
as 'n integrale deel van die regsisteem as gevolg van die behoefte om arbeidsdispute
te onderwerp aan gespesialiseerde beregting, onafhanklik van gewone siviele howe.
Hierdie studie behels 'n vergelyking van die Duitse Arbiedshofsisteem en die Britse
"Employment Tribunal" sisteem, wat die kontinentale regsisteem en 'n
gemeenregtelike regsisteem respektiewelik verteenwoordig.
Deur die Duitse Arbeidshowe en die Britse "Employment Tribunals" te vergelyk,
beklemtoon hierdie studie die spesiale eienskappe van arbeidsreg en waarom
arbeidsdispute anders as andere regsdispute hanteer word. Dit demonstreer dat beide
sisteme probeer het om die hantering van arbeidsdispute op verskillende maniere en
deur middel van verskillende prosesse te bereik. Terselfdertyd, wys die studie dat
beide sisteme hulle voordele, nadele en tekortkomings het, en dat nie een sisteem 'n
optimale manier het om "beter" geregtigheid tussen werkgewer en werknemer te laat
geskied nie. Nietemin, probeer die studie wys dat elke sisteem kan leer van die ander
se sterktepunte en tekortkominge.
'n Verdere belangrike doel van hierdie studie is om te bepaal of die Duitse
Arbeidshowe en Britse "Employment Tribunals" as aparte deel van die regsisteem
behoort te voortbestaan, of hulle saamgesmelt moet word met die gewone siviele
howe, want sekere kritici voel dat sulke howe en tribunale addisionele koste vir
owerhede meebring. Verder ondersoek die studie ander dispuutoplossings
meganismes, wat, indien dit bevorder sou word, dalk addisionele voordele in
vandag se komplekse besigheidsomgewing kan meebring.
In geheel toon hierdie studie dat die Duitse Arbeidshowe en Britse "Employment
Tribunals" 'n vinniger, goedkoper en beter manier bied om geregtigheid te bereik en
verkies word bo die siviele litigasie sisteem. Die gevolgtrekking is dat sulke howe en
tribunale behou moet word as gevolg van hulle sukses tot dusver. Verder word dit
voorgestel dat arbeidsgeskilbeslegting verder ontwikkel kan word deur groter gebruik
te maak van meganismes soos konsiliase, onderhandeling en mediasie in
organisasies.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/50572 |
| Date | 03 1900 |
| Creators | Sponagel, Moritz |
| Contributors | Jordaan, Barney, Stellenbosch University. Faculty of Economic and Management Sciences. Graduate School of Business. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | English |
| Type | Thesis |
| Format | 93 p. |
| Rights | Stellenbosch University |
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