Thesis (MBA)--Stellenbosch University, 2005. / Some digitised pages may appear illegible due to the condition of the original hard copy. / ENGLISH ABSTRACT
This study project has as its main aim the development of a framework and model for
the purpose of constructing a new best practice management tool, the Social
Business Contract, to align, regulate and control interactive behaviour in the
workplace. The tool is presented in its concept phase only and has been developed
to address a perceived gap between paperless and actual, enforceable accountability
for interactive behaviour on all organisational levels.
The aim of the Social Business Contract is to promote corporate social responsibility,
which is influenced and shaped by interactive organisational behaviour. In order to
establish corporate social responsibility in line. with Good Corporate Governance
principles to which the concept of accountability inherently attaches, the core of the
Social Business Contract has, as its name implies, a legal character. The overriding
consequence of establishing corporate social responsibility through a legal
agreement is that top-down and bottom-up accountability is created and endorsed
which permeates the organisation on every level. The Social Business Contract is to
be an agreement between employer and employee capable of conclusion on either
an individual- or a collective basis. To this end the Law of Contract and Labour Law
as benchmarked against the Constitution of South Africa are relevant to this study.
In developing the framework, called the Social Business Contract Framework or
S.B.C.F., a five-element approach was applied. The reason for this approach is that
behaviour in the workplace is regarded as the product of interactive forces
comprising of psychological, emotional, ethical, social and legal elements. The
purpose of the S.B.C.F. is to give structure to the Social Business Contract and to
establish the parameters in which it is to function. The S.B.C.F. consists of three
tiers relating to the material, functional and procedural aspects around which the
Social Business Contract revolves and which also supports the characteristics
inherent in and required by law.
The purpose of the model that was developed, called the P.L.E.S.E.-Model, is to
assess or measure how the elements referred to in the previous paragraph, fit in
relation to each other so that an overall profile of the strengths, weaknesses, opportunities and threats relating to organisational interactive behaviour can be
constructed. This profile would facilitate the planning of the material content that the
Social Business Contract would need to address in order to bring the interactive
elements into balance with one another.
The Social Business Contract's validity is dependent on obtaining and managing
consensus. Due to the relationship of authority that characterises the employment
relationship, the Social Business Contract seeks to promote the concepts of bona
fides, justice, fairness and equality in order to alleviate the potential conflicts and
pressures that may result from the power differential between the parties. It also
seeks to place the Psychological Contract on a legal basis, enhance the contract of
employment, encourage effective organisational design and promote Good
Corporate Governance on a social level.
Validation for the S.B.C.F., the P.L.E.S.E.-Model and the concept of the Social
Business Contract was sought through fieldwork research. / AFRIKAANSE OPSOMMING:
Die hoofdoel van hierdie studie projek, is om In raamwerk en model te ontwikkel vir
doeleindes van die konstruksie van In beste-praktyk bestuursinstrument, die Sosiale
Besigheidskontrak, ten einde interaktiewe gedrag in die werkplek in ewewig te bring,
te reguleer en te beheer. Die instrument word slegs aangebied in konsepfase en
was ontwikkel om In bemerkbare gaping tussen papierlose en wesenlike,
afdwingbare verantwoordbaarheid, ten opsigte van interaktiewe gedrag op alle
organisatoriese vlakke, aan te spreek.
Die doel van die Sosiale Besigheidskontrak is om korporatiewe sosiale
verantwoordelikheid te bevorder wat beïnvloed en gevorm word deur interaktiewe
organisatoriese gedrag. Ten einde korporatiewe sosiale verantwoordelikheid daar te
stel, waaraan die verantwoordbaarheidskonsep inherent gekoppel is, het die kern
van die Sosiale Besigheidskontrak, soos die naam impliseer, In regskarakter. Die
oorheersende gevolg wat voortvloei uit die daarstelling van korporatiewe sosiale
verantwoordelikheid deur middel van In regsooreenkoms, is dat In bo-na-onder en
onder-na-bo verantwoordbaarheid geskep en onderskryf word wat die organisasie op
elke vlak deurdring. Die Sosiale Besigheidskontrak word vooropgestel as In
ooreenkoms tussen werkgewer en werknemer wat beide op In individuele en
kollektiewe vlak gesluit kan word. As gevolg hiervan is Kontraktereg en Arbeidsreg
soos gemeet aan die Konstitusie van Suid-Afrika, relevant to hierdie studie.
In Vyf-element benadering is toegepas in die ontwikkeling van die Sosiale
Besigheidsraamwerk of S.B.C.F. Die rede vir hierdie benadering is dat gedrag in die
werkplek beskou word as die produk van interaktiewe kragte wat bestaan uit
sielkundige, emosionele, etiese, sosiale en regselemente. Die doel van die S.B.C.F.
is om struktuur aan die Sosiale Besigheidskontrak te verleen en om die parameters
waarin dit moet funksioneer, vas te stel. Die S.B.C.F. bestaan uit drie vlakke
verwysend na die materiële, funksionele en prosedurele aspekte waarom die Sosiale
Besigheidskontrak draai en wat ook die karaktertrekke inherent aan en vereis deur
die reg, ondersteun.
Die doel van die model wat ontwerp is, genaamd die P.L.E.S.E.-model, is om vas te
stelof te meet hoe die elemente waarna verwys is in die vorige paragraaf met
mekaar ineenskakel, sodat 'n oorhoofse profiel van die sterktepunte, swakhede,
geleenthede en bedreigings met verwysing na organisatoriese interaktiewe gedrag,
opgestel kan word. Hierdie profiel sal die beplanning van die materiële inhoud, wat
die Sosiale Besigheidskontrak sal moet aanspreek ten einde die interaktiewe
gedragselemente te balanseer, vergemaklik.
Die geldigheid van die Sosiale Besigheidskontrak hang af van die verkryging en
bestuur van konsensus. As gevolg van die outoriteitsverhouding wat kenmerkend is
van die indiensnemingsverhouding, poog die Sosiale Besigheidskontrak om die
konsepte van bona fides, geregtigheid en gelykheid te bevorder, ten einde die
potensiële konflik en druk te verlig wat voortvloei uit die magsdifferensiaal wat tussen
die partye bestaan. Dit poog ook om die Sielkundige Kontrak op "n regsbasis te
plaas, die indiensnemingskontrak te versterk, organisatoriese ontwerp aan te moedig
en Goeie Korporatiewe Bestuur op "n sosiale vlak, te bevorder.
Veldnavorsing ter stawing van die S.B.C.F., die P.L.E.S.E.-Model en die konsep van
die Sosiale Besigheidskontrak, was onderneem.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/50315 |
| Date | 04 1900 |
| Creators | Kruger-Heckroodt, Noelene |
| Contributors | Denton, M. (Mario), Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Business management. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | English |
| Type | Thesis |
| Format | 132 p. : ill. |
| Rights | Stellenbosch University |
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