Conflicts in the role of business as a social partner in the South African economy : a study of skills development in the Border-Kei region
- Authors: Delport, Kandi Sue
- Date: 2014
- Subjects: Social responsibility of business -- South Africa , Industries -- Social aspects -- South Africa , Conflict management -- South Africa , Occupational training -- South Africa -- Eastern Cape , Human capital -- South Africa -- Eastern Cape , Economic development -- South Africa -- Eastern Cape , Labor laws and legislation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:3364 , http://hdl.handle.net/10962/d1011784 , Social responsibility of business -- South Africa , Industries -- Social aspects -- South Africa , Conflict management -- South Africa , Occupational training -- South Africa -- Eastern Cape , Human capital -- South Africa -- Eastern Cape , Economic development -- South Africa -- Eastern Cape , Labor laws and legislation -- South Africa -- Eastern Cape
- Description: This thesis analyses conflicts in the role of business as a social partner in the South African economy by studying skills development in the Border-Kei Region. Skills development is a key component of the South African government’s programme of labour market regulation and is founded on a participatory approach. The skills development framework requires the participation and co-operation of multiple social partners but relies heavily on the role of business in the attainment of national and sectoral skills development objectives. Unfortunately, however, there are significant conflicts in the role which business is expected to play which consequently hinder the efficiency of the framework and the likelihood that that these objectives will be realised. One of the most pertinent examples of these conflicts is the voluntary nature of the skills development framework, which incentivises but does not compel organisations to invest in training and development. Other conflicts include dissonances between national and employer led strategies and organisational disincentives to engage in training and development. This qualitative study uses an interpretive approach to study how and to what extent the Skills Development Act is implemented in selected organisations in Buffalo City as well as studying the issues pertaining to the implementation process. By using a purposive sampling approach, this research includes both primary data in the form of semi-structured interviews and secondary data in the form of documentary sources. The data represents the perspectives of business, labour and government and provides significant depth of insight into the discussions and issues surrounding skills development in Buffalo City. This dissertation argues that South Africa’s vocational training system, institutionalised through appropriate legislation, may not be sufficient to mobilise social partners, and of primary concern in this research – business – to invest in skills development. It suggests that extensive reliance on business is an insufficient way in which to upskill the labour market. However, with few alternatives to this approach, it is subsequently essential that business is encouraged to buy into the collective interest of skills development objectives. This primarily entails overcoming the challenges that embody the framework and increasing state emphasis on skills development.
- Full Text:
- Date Issued: 2014
- Authors: Delport, Kandi Sue
- Date: 2014
- Subjects: Social responsibility of business -- South Africa , Industries -- Social aspects -- South Africa , Conflict management -- South Africa , Occupational training -- South Africa -- Eastern Cape , Human capital -- South Africa -- Eastern Cape , Economic development -- South Africa -- Eastern Cape , Labor laws and legislation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:3364 , http://hdl.handle.net/10962/d1011784 , Social responsibility of business -- South Africa , Industries -- Social aspects -- South Africa , Conflict management -- South Africa , Occupational training -- South Africa -- Eastern Cape , Human capital -- South Africa -- Eastern Cape , Economic development -- South Africa -- Eastern Cape , Labor laws and legislation -- South Africa -- Eastern Cape
- Description: This thesis analyses conflicts in the role of business as a social partner in the South African economy by studying skills development in the Border-Kei Region. Skills development is a key component of the South African government’s programme of labour market regulation and is founded on a participatory approach. The skills development framework requires the participation and co-operation of multiple social partners but relies heavily on the role of business in the attainment of national and sectoral skills development objectives. Unfortunately, however, there are significant conflicts in the role which business is expected to play which consequently hinder the efficiency of the framework and the likelihood that that these objectives will be realised. One of the most pertinent examples of these conflicts is the voluntary nature of the skills development framework, which incentivises but does not compel organisations to invest in training and development. Other conflicts include dissonances between national and employer led strategies and organisational disincentives to engage in training and development. This qualitative study uses an interpretive approach to study how and to what extent the Skills Development Act is implemented in selected organisations in Buffalo City as well as studying the issues pertaining to the implementation process. By using a purposive sampling approach, this research includes both primary data in the form of semi-structured interviews and secondary data in the form of documentary sources. The data represents the perspectives of business, labour and government and provides significant depth of insight into the discussions and issues surrounding skills development in Buffalo City. This dissertation argues that South Africa’s vocational training system, institutionalised through appropriate legislation, may not be sufficient to mobilise social partners, and of primary concern in this research – business – to invest in skills development. It suggests that extensive reliance on business is an insufficient way in which to upskill the labour market. However, with few alternatives to this approach, it is subsequently essential that business is encouraged to buy into the collective interest of skills development objectives. This primarily entails overcoming the challenges that embody the framework and increasing state emphasis on skills development.
- Full Text:
- Date Issued: 2014
Social diversity in an engineering workplace: a conflict resolution perspective
- Authors: Kotze, Sharon Jean
- Date: 2011
- Subjects: Conflict management -- South Africa , Interpersonal conflict -- South Africa , Social conflict -- South Africa , Work environment -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:8172 , http://hdl.handle.net/10948/1638 , Conflict management -- South Africa , Interpersonal conflict -- South Africa , Social conflict -- South Africa , Work environment -- South Africa
- Description: The global working environment has altered dramatically over the last decade, with the workforce now consisting of a diverse assortment of individuals. South Africa, in particular, has had to face major challenges as it adapts to the newly conceived "Rainbow Nation". It has also had to make amends for inequalities bred by the past discrimination and the segregation of Apartheid. Prior to this, businesses in general, were inward-looking in that they did not have to comply with or conform to the changing trends found in the international arena. Suddenly, issues such as Black Economic Empowerment, Affirmative Action, gender, age, faith and preferred sexual orientation have had to be accommodated as the new Employment Equity Act of 1998 was promulgated. Each individual coming into the workplace has his or her own cosmological, ontological and epistemological view, and although this facilitates a positive contribution by individuals with regard to varying ideas, skills, talents and expertise, more often than not, the reality is that the differences that exist within a staff complement often result in conflict. Furthermore, South Africa exhibits deep-rooted, social conflict as a result of the oppression of the apartheid years. Unemployment, poverty, poor education and service deliveries are far from being satisfactorily addressed. Therefore, it is assumed that unmet/frustrated basic human needs, as defined in Abraham Maslow‘s "Hierarchy of Needs", play a role in causing conflict both in the workplace and in society. It was felt that basic human needs, as articulated, had not been researched as a cause of workplace conflict and this research will explore the part that frustrated human needs may play in organisational conflict, alongside diversity conflicts.
- Full Text:
- Date Issued: 2011
- Authors: Kotze, Sharon Jean
- Date: 2011
- Subjects: Conflict management -- South Africa , Interpersonal conflict -- South Africa , Social conflict -- South Africa , Work environment -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:8172 , http://hdl.handle.net/10948/1638 , Conflict management -- South Africa , Interpersonal conflict -- South Africa , Social conflict -- South Africa , Work environment -- South Africa
- Description: The global working environment has altered dramatically over the last decade, with the workforce now consisting of a diverse assortment of individuals. South Africa, in particular, has had to face major challenges as it adapts to the newly conceived "Rainbow Nation". It has also had to make amends for inequalities bred by the past discrimination and the segregation of Apartheid. Prior to this, businesses in general, were inward-looking in that they did not have to comply with or conform to the changing trends found in the international arena. Suddenly, issues such as Black Economic Empowerment, Affirmative Action, gender, age, faith and preferred sexual orientation have had to be accommodated as the new Employment Equity Act of 1998 was promulgated. Each individual coming into the workplace has his or her own cosmological, ontological and epistemological view, and although this facilitates a positive contribution by individuals with regard to varying ideas, skills, talents and expertise, more often than not, the reality is that the differences that exist within a staff complement often result in conflict. Furthermore, South Africa exhibits deep-rooted, social conflict as a result of the oppression of the apartheid years. Unemployment, poverty, poor education and service deliveries are far from being satisfactorily addressed. Therefore, it is assumed that unmet/frustrated basic human needs, as defined in Abraham Maslow‘s "Hierarchy of Needs", play a role in causing conflict both in the workplace and in society. It was felt that basic human needs, as articulated, had not been researched as a cause of workplace conflict and this research will explore the part that frustrated human needs may play in organisational conflict, alongside diversity conflicts.
- Full Text:
- Date Issued: 2011
An analysis of strategies used to manage conflict at Volkswagen of South Africa
- Authors: Conybeare, Gaily
- Date: 2008
- Subjects: Volkswagen of South Africa (Firm) , Conflict management -- South Africa , Motor vehicle industry -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8743 , http://hdl.handle.net/10948/762 , Volkswagen of South Africa (Firm) , Conflict management -- South Africa , Motor vehicle industry -- South Africa -- Port Elizabeth
- Description: This research study addresses the problem of determining the strategies that can be used by Internal Audit at Volkswagen of South Africa to manage conflict effectively. To achieve this objective a comprehensive literature study was performed to determine the views on conflict and evaluate the various conflict models. The study also included the reasons for and sources of conflict and the effects of conflict on the performance and controls within VWSA. The identification of conflict management strategies and subsequent conflict management styles were revealed by the literature study. Various discussions from different authors on how to resolve conflict situations are also discussed. The literature review serves as a model in the development of a guideline for VWSA Internal Audit team and management to manage conflict. Senior Management, middle management and staff from various departments within VWSA were requested to complete a questionnaire in order to determine the strategies and effectiveness of these strategies used by Internal Audit to manage conflict. The questionnaire was developed in accordance with the findings from the research. A pilot study was conducted to evaluate the relevance of the study to the problem questions and to evaluate whether the questionnaire will be easily understood. The answers of the respondents were analyzed and compared to the findings of the literature study. The information obtained from the literature study and from the respondents resulted in various recommendations and conclusions.
- Full Text:
- Date Issued: 2008
- Authors: Conybeare, Gaily
- Date: 2008
- Subjects: Volkswagen of South Africa (Firm) , Conflict management -- South Africa , Motor vehicle industry -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8743 , http://hdl.handle.net/10948/762 , Volkswagen of South Africa (Firm) , Conflict management -- South Africa , Motor vehicle industry -- South Africa -- Port Elizabeth
- Description: This research study addresses the problem of determining the strategies that can be used by Internal Audit at Volkswagen of South Africa to manage conflict effectively. To achieve this objective a comprehensive literature study was performed to determine the views on conflict and evaluate the various conflict models. The study also included the reasons for and sources of conflict and the effects of conflict on the performance and controls within VWSA. The identification of conflict management strategies and subsequent conflict management styles were revealed by the literature study. Various discussions from different authors on how to resolve conflict situations are also discussed. The literature review serves as a model in the development of a guideline for VWSA Internal Audit team and management to manage conflict. Senior Management, middle management and staff from various departments within VWSA were requested to complete a questionnaire in order to determine the strategies and effectiveness of these strategies used by Internal Audit to manage conflict. The questionnaire was developed in accordance with the findings from the research. A pilot study was conducted to evaluate the relevance of the study to the problem questions and to evaluate whether the questionnaire will be easily understood. The answers of the respondents were analyzed and compared to the findings of the literature study. The information obtained from the literature study and from the respondents resulted in various recommendations and conclusions.
- Full Text:
- Date Issued: 2008
An evaluation of the application of specific conflict management mechanisms in the South African transition to democracy, 1985-2004 : a conflict resolution perspective
- Authors: Bradshaw, Gavin John
- Date: 2007
- Subjects: Conflict management -- South Africa , Mediation -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:8160 , http://hdl.handle.net/10948/482 , Conflict management -- South Africa , Mediation -- South Africa
- Description: South Africa has always been cited as an example of protracted social conflict by the analytical conflict resolution school. Given that appellation, the conflict, in terms of the understanding of that school of thought, would not have been amenable to resolution, and yet many observers hail the South African democratic transition as a miracle of transformation. This thesis, using a detailed application of the various elements of protracted or deep-rooted social conflict, demonstrates that South Africa is indeed an example of protracted social conflict. Given the application of pre-negotiation initiatives, and the establishment of a unique National Peace Accord, negotiations were enabled, and successfully delivered a democratic election, and so far, also a sustainable democracy. The establishment of the Truth and Reconciliation Commission was the result of a realization on the part of a wide spectrum of South African leadership and conflict resolution professionals, that negotiation alone would not provide conflict resolution for South Africans, and that there was therefore an additional need to deal with the deeper issues of conflict, if the settlement were to prove sustainable. The question remains whether ours represents a successful resolution of the conflict from the theoretical perspective of the analytical conflict resolution school. A close examination of South African socio-political issues across a number of domains regarded by the analytical conflict resolution school as important, indicates that while the requirements for conflict resolution were indeed met in the South African case, their more advanced stage of resolution; conflict provention has not been satisfied. That explains the fact that many tensions, much violence and intolerance remain. South Africa’s democracy has not been infused with analytical conflict management institutions, basic human needs have not been substantially met and valued relationships remain elusive. Because protracted social conflict is cyclical, we can expect high-levels of conflict behaviour to haunt, and even threaten our fledgling democracy. It is argued here that a coherent theoretical approach to the South African conflict management process would have produced a more sustainable outcome, and we recommend the continued use and institutionalization of analytical conflict provention processes to secure the future of our country.
- Full Text:
- Date Issued: 2007
- Authors: Bradshaw, Gavin John
- Date: 2007
- Subjects: Conflict management -- South Africa , Mediation -- South Africa
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: vital:8160 , http://hdl.handle.net/10948/482 , Conflict management -- South Africa , Mediation -- South Africa
- Description: South Africa has always been cited as an example of protracted social conflict by the analytical conflict resolution school. Given that appellation, the conflict, in terms of the understanding of that school of thought, would not have been amenable to resolution, and yet many observers hail the South African democratic transition as a miracle of transformation. This thesis, using a detailed application of the various elements of protracted or deep-rooted social conflict, demonstrates that South Africa is indeed an example of protracted social conflict. Given the application of pre-negotiation initiatives, and the establishment of a unique National Peace Accord, negotiations were enabled, and successfully delivered a democratic election, and so far, also a sustainable democracy. The establishment of the Truth and Reconciliation Commission was the result of a realization on the part of a wide spectrum of South African leadership and conflict resolution professionals, that negotiation alone would not provide conflict resolution for South Africans, and that there was therefore an additional need to deal with the deeper issues of conflict, if the settlement were to prove sustainable. The question remains whether ours represents a successful resolution of the conflict from the theoretical perspective of the analytical conflict resolution school. A close examination of South African socio-political issues across a number of domains regarded by the analytical conflict resolution school as important, indicates that while the requirements for conflict resolution were indeed met in the South African case, their more advanced stage of resolution; conflict provention has not been satisfied. That explains the fact that many tensions, much violence and intolerance remain. South Africa’s democracy has not been infused with analytical conflict management institutions, basic human needs have not been substantially met and valued relationships remain elusive. Because protracted social conflict is cyclical, we can expect high-levels of conflict behaviour to haunt, and even threaten our fledgling democracy. It is argued here that a coherent theoretical approach to the South African conflict management process would have produced a more sustainable outcome, and we recommend the continued use and institutionalization of analytical conflict provention processes to secure the future of our country.
- Full Text:
- Date Issued: 2007
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