A case study of industrial relations climate in Zimbabwean mining company
- Authors: Chabaya, Blessing
- Subjects: Industrial relations -- Zimbabwe , Collective bargaining -- Mining industry -- Zimbabwe
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9435 , http://hdl.handle.net/10948/d1020863
- Description: Research problem: Various factors which influence industrial relations climate can be classified as input variables (Dastmalchian, Adamason and Blyton, 1991). The industrial relations climate (IRC) in turn has the potential to positive or negatively influence and be influenced by the industrial relations outcomes of the organisation such as labour turnover, industrial action and productivity. Management therefore need to be aware of the prevailing IRC as well as the factors influencing the prevailing industrial relations climate so as to take the necessary and relevant measures and steps to improve the labour-management relations. Research objectives: The research objectives for addressing the research problem were mainly to ascertain the prevailing labour relations climate within the selected mine. The second objective was to identify the factors that shape labour relations climate and thirdly to establish the impact of the prevailing industrial relations climate within the mine Research questions: Research questions for the study were developed and were; What is the overall labour relations climate? What is the contribution of each of the five dimensions to the overall labour relations climate? What is the relationship between the subgroups, distinguished by union affiliation and occupational level? What is the relationship between the sub-groups, distinguished by gender, age, race years in organization, full-time or part-time, union affiliation, years in union, union status, occupational level, educational level and the five dimensions of the labour relations climate? What are the factors that shape the industrial relations climate with particular reference to the following factors such as the organisational context and background, the structure of the organisation, the Human Resources context, the Industrial Relations context and Industrial relations outcomes? Research design: The study was descriptive research and both qualitative and quantitative methods were used in order to address the objectives of the study. A self-administered survey questionnaire was used to collect quantitative data and in-depth semi-structured face-to-face interviews were also used to collect data relating to the IRC and the factors influencing the industrial relations climate. Human Resources records and reports were also used to provide secondary data for industrial relations outcomes. Major findings: The results from the study revealed that overall a negative IRC prevailed within the mine. This also applied to the five dimensions of climate that were measured. It was found that there was agreement between the unionised and the non-unionised employees’ perceptions of the industrial relations climate and similarly, when the miners’ perception of climate was compared with the more managerial group. The only really significant difference in perception was that management felt that the climate was fairer than did the miners. The results also revealed that the organisational environment and structure and the human resources and industrial relations contexts were consistent with the literature descriptions of an organisational environment that would inhibit a positive industrial relations climate. The results for the organisational outcomes, in particular absenteeism and turnover were also found to be consistent with those of organisations were the prevailing industrial relations climate was negative. The results also revealed that organisational age, size, ownership, structure, formalisation, decision-making, labour market, union-management consultation, communication were influenced and shaped the prevailing IRC. It also revealed that the prevailing IRC had impact on the levels of absenteeism and labour turnover.
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- Authors: Chabaya, Blessing
- Subjects: Industrial relations -- Zimbabwe , Collective bargaining -- Mining industry -- Zimbabwe
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9435 , http://hdl.handle.net/10948/d1020863
- Description: Research problem: Various factors which influence industrial relations climate can be classified as input variables (Dastmalchian, Adamason and Blyton, 1991). The industrial relations climate (IRC) in turn has the potential to positive or negatively influence and be influenced by the industrial relations outcomes of the organisation such as labour turnover, industrial action and productivity. Management therefore need to be aware of the prevailing IRC as well as the factors influencing the prevailing industrial relations climate so as to take the necessary and relevant measures and steps to improve the labour-management relations. Research objectives: The research objectives for addressing the research problem were mainly to ascertain the prevailing labour relations climate within the selected mine. The second objective was to identify the factors that shape labour relations climate and thirdly to establish the impact of the prevailing industrial relations climate within the mine Research questions: Research questions for the study were developed and were; What is the overall labour relations climate? What is the contribution of each of the five dimensions to the overall labour relations climate? What is the relationship between the subgroups, distinguished by union affiliation and occupational level? What is the relationship between the sub-groups, distinguished by gender, age, race years in organization, full-time or part-time, union affiliation, years in union, union status, occupational level, educational level and the five dimensions of the labour relations climate? What are the factors that shape the industrial relations climate with particular reference to the following factors such as the organisational context and background, the structure of the organisation, the Human Resources context, the Industrial Relations context and Industrial relations outcomes? Research design: The study was descriptive research and both qualitative and quantitative methods were used in order to address the objectives of the study. A self-administered survey questionnaire was used to collect quantitative data and in-depth semi-structured face-to-face interviews were also used to collect data relating to the IRC and the factors influencing the industrial relations climate. Human Resources records and reports were also used to provide secondary data for industrial relations outcomes. Major findings: The results from the study revealed that overall a negative IRC prevailed within the mine. This also applied to the five dimensions of climate that were measured. It was found that there was agreement between the unionised and the non-unionised employees’ perceptions of the industrial relations climate and similarly, when the miners’ perception of climate was compared with the more managerial group. The only really significant difference in perception was that management felt that the climate was fairer than did the miners. The results also revealed that the organisational environment and structure and the human resources and industrial relations contexts were consistent with the literature descriptions of an organisational environment that would inhibit a positive industrial relations climate. The results for the organisational outcomes, in particular absenteeism and turnover were also found to be consistent with those of organisations were the prevailing industrial relations climate was negative. The results also revealed that organisational age, size, ownership, structure, formalisation, decision-making, labour market, union-management consultation, communication were influenced and shaped the prevailing IRC. It also revealed that the prevailing IRC had impact on the levels of absenteeism and labour turnover.
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A comparative study of the Ugandan and South African labour dispute resolution systems
- Authors: Ninsiima, Diana
- Subjects: Labor disputes -- Uganda , Labor disputes -- South Africa , Labor -- Law and legislation -- Uganda , Labor -- Law and legislation -- South Africa , Industrial relations -- Uganda , Industrial relations -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9437 , http://hdl.handle.net/10948/d1020908
- Description: The purpose of the study is to compare the dispute resolution systems of Uganda and South Africa. The historical developments of both systems were discussed so as to understand the factors that contributed to their growth or demise. From the study, it is clear to see that the Ugandan system’s development has been greatly affected with every regime change, between 1894 to the present. The developments that were tackled are closely related to various historical and political phases through which Uganda has passed and these significant periods are 1894- 1962 (pre-independence), 1962-1971 (Obote 1), 1971-1979 (Amin), 1980-1985 (Obote II), 1986- 2006 (NRM) and 2006 to the present Multi-party system. The South African system on the other hand is divided into four eras with the first one beginning from 1870 to 1948, the second era from 1948 to 1979, the third from 1979-1994 and the last era from 1994 to the present date. The South African system has been greatly influenced by the past government’s move to create a dual system of labour relations that was eventually removed. The two systems were compared using a framework created basing on literature by ILO (2013), Brand, Lotter, Mischke, & Steadman (1997) and Thompson (2010). The framework for comparison outlines the elements of a dispute resolution which include the nature of the dispute, coverage, processes, avenues and human resources. It further presents the criteria and possible indicators to evaluate the performance of the system which are legitimacy, efficiency, informality, affordability, accessibility, a full range of services, accountability and resources. The comparison highlighted the various differences between both countries. The study established differences in the nature of disputes as the Ugandan system does not differentiate between the different types of dispute unlike the South African system which differentiates them and has different avenues for their settlement, the fact that the South African system has a number of avenues to cater to the different types of disputes unlike the Ugandan system which only has one route beginning with the Labour officers and the Industrial court if unresolved. An evaluation of the performance of both systems brought to light the number of changes the Ugandan system has to undergo so as to meet the expectations of the International Labour Organisation and have an effective system. The South African system proves to be more legitimate, efficient, informal, affordable, and accessible than the Ugandan system. Further still the South African system provides a full range of services is more accountable and has enough resources when compared with the Ugandan system. Recommendations have been proposed at the end of the study, mainly for the Ugandan system as the South African system appears to be more advanced and more effective in dispute resolution by international standards. The recommendations suggested are creating an independent dispute resolution system, mass sensitisation on labour rights, accreditation of private agencies, create a separate dispute resolution system for the informal sector, proper routing of disputes, creation of an independent body to monitor the national system, encouraging the creation of more democratic workplaces, re-establish the industrial court and finally, employing and training more labour officers.
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- Authors: Ninsiima, Diana
- Subjects: Labor disputes -- Uganda , Labor disputes -- South Africa , Labor -- Law and legislation -- Uganda , Labor -- Law and legislation -- South Africa , Industrial relations -- Uganda , Industrial relations -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9437 , http://hdl.handle.net/10948/d1020908
- Description: The purpose of the study is to compare the dispute resolution systems of Uganda and South Africa. The historical developments of both systems were discussed so as to understand the factors that contributed to their growth or demise. From the study, it is clear to see that the Ugandan system’s development has been greatly affected with every regime change, between 1894 to the present. The developments that were tackled are closely related to various historical and political phases through which Uganda has passed and these significant periods are 1894- 1962 (pre-independence), 1962-1971 (Obote 1), 1971-1979 (Amin), 1980-1985 (Obote II), 1986- 2006 (NRM) and 2006 to the present Multi-party system. The South African system on the other hand is divided into four eras with the first one beginning from 1870 to 1948, the second era from 1948 to 1979, the third from 1979-1994 and the last era from 1994 to the present date. The South African system has been greatly influenced by the past government’s move to create a dual system of labour relations that was eventually removed. The two systems were compared using a framework created basing on literature by ILO (2013), Brand, Lotter, Mischke, & Steadman (1997) and Thompson (2010). The framework for comparison outlines the elements of a dispute resolution which include the nature of the dispute, coverage, processes, avenues and human resources. It further presents the criteria and possible indicators to evaluate the performance of the system which are legitimacy, efficiency, informality, affordability, accessibility, a full range of services, accountability and resources. The comparison highlighted the various differences between both countries. The study established differences in the nature of disputes as the Ugandan system does not differentiate between the different types of dispute unlike the South African system which differentiates them and has different avenues for their settlement, the fact that the South African system has a number of avenues to cater to the different types of disputes unlike the Ugandan system which only has one route beginning with the Labour officers and the Industrial court if unresolved. An evaluation of the performance of both systems brought to light the number of changes the Ugandan system has to undergo so as to meet the expectations of the International Labour Organisation and have an effective system. The South African system proves to be more legitimate, efficient, informal, affordable, and accessible than the Ugandan system. Further still the South African system provides a full range of services is more accountable and has enough resources when compared with the Ugandan system. Recommendations have been proposed at the end of the study, mainly for the Ugandan system as the South African system appears to be more advanced and more effective in dispute resolution by international standards. The recommendations suggested are creating an independent dispute resolution system, mass sensitisation on labour rights, accreditation of private agencies, create a separate dispute resolution system for the informal sector, proper routing of disputes, creation of an independent body to monitor the national system, encouraging the creation of more democratic workplaces, re-establish the industrial court and finally, employing and training more labour officers.
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An assessment of the attitudes influencing employees' intention to quit in two Port Elizabeth public sector hospitals
- Authors: Odeyemi, Hannah Olubunmi
- Subjects: Employees -- Attitudes , Employees -- Resignation -- South Africa -- Port Elizabeth , Organizational commitment -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9433 , http://hdl.handle.net/10948/d1020432
- Description: Research problem: The Port Elizabeth hospital complex is faced with many staff-related challenges including the difficulty of retaining staff. Factors such as salaries, work environment, work injury, work related stress, personal growth and development opportunities, advancement and promotion opportunities, relationships with supervisor(s), are among the issues that contribute and have been found to be some of the factors affecting employees’ perceptions and attitudes towards their work and ultimately to their intentions to stay or leave. Research objectives: To address the research problem, research objectives and questions were established. The main objective of the research was to investigate the perceptions and attitudes influencing the employees’ intention to quit their jobs within the hospital complex. The key perceptions and attitudes that were measured were; job satisfaction, perceived organisational support and organisational commitment. The secondary objective of the study was to determine, from a list of predetermined factors, which were related to job satisfaction, perceived organisational support and organisational commitment and the intention to quit. Research questions: Four research questions were established and these were: What are the employee perceptions and attitudes towards the organisation and their work in the organisation? In particular how satisfied are the employees with their jobs (job satisfaction), how committed are they to the organisation (organisational commitment), how do they perceive the support within the organisation (perceived organisational support) and do they intend to remain with the organisation (intention to quit measured as the intention to stay). What are the most important factors contributing to job satisfaction, perceived organisational support, organisational commitment and intention to quit? (Measured as the intention to stay). What is the relationship between the sub-groups, identified as gender, race, nationality, occupational level, age, hospital, and length of tenure and job satisfaction, perceived organisational support and organisational commitment? What is the relationship between the sub-groups, identified as gender, race, nationality, occupational level, age, hospital, and length of tenure and intention to quit (measured as the intention to stay)? Research design: The nature of this research was a descriptive study collecting quantitative data. A self-administered survey questionnaire was used to collect information regarding employee perceptions and attitudes towards various aspects of their working conditions, their perceptions and attitudes towards the organisation and their intention to remain with the organisation. Major findings: The result of the survey showed that organisational commitment and positive organizational support are practically significantly positively correlated with the intention to stay. However, it was discovered that job satisfaction was statistically significantly positively correlated to intention to stay. The nine factors that were measured were found to be antecedents for all the three constructs of job satisfaction, organizational commitment and perceived organizational support. However, the factors that were also correlated with the intention to stay were promotion opportunities, nature of the work, communication and leader-member exchange.
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- Authors: Odeyemi, Hannah Olubunmi
- Subjects: Employees -- Attitudes , Employees -- Resignation -- South Africa -- Port Elizabeth , Organizational commitment -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9433 , http://hdl.handle.net/10948/d1020432
- Description: Research problem: The Port Elizabeth hospital complex is faced with many staff-related challenges including the difficulty of retaining staff. Factors such as salaries, work environment, work injury, work related stress, personal growth and development opportunities, advancement and promotion opportunities, relationships with supervisor(s), are among the issues that contribute and have been found to be some of the factors affecting employees’ perceptions and attitudes towards their work and ultimately to their intentions to stay or leave. Research objectives: To address the research problem, research objectives and questions were established. The main objective of the research was to investigate the perceptions and attitudes influencing the employees’ intention to quit their jobs within the hospital complex. The key perceptions and attitudes that were measured were; job satisfaction, perceived organisational support and organisational commitment. The secondary objective of the study was to determine, from a list of predetermined factors, which were related to job satisfaction, perceived organisational support and organisational commitment and the intention to quit. Research questions: Four research questions were established and these were: What are the employee perceptions and attitudes towards the organisation and their work in the organisation? In particular how satisfied are the employees with their jobs (job satisfaction), how committed are they to the organisation (organisational commitment), how do they perceive the support within the organisation (perceived organisational support) and do they intend to remain with the organisation (intention to quit measured as the intention to stay). What are the most important factors contributing to job satisfaction, perceived organisational support, organisational commitment and intention to quit? (Measured as the intention to stay). What is the relationship between the sub-groups, identified as gender, race, nationality, occupational level, age, hospital, and length of tenure and job satisfaction, perceived organisational support and organisational commitment? What is the relationship between the sub-groups, identified as gender, race, nationality, occupational level, age, hospital, and length of tenure and intention to quit (measured as the intention to stay)? Research design: The nature of this research was a descriptive study collecting quantitative data. A self-administered survey questionnaire was used to collect information regarding employee perceptions and attitudes towards various aspects of their working conditions, their perceptions and attitudes towards the organisation and their intention to remain with the organisation. Major findings: The result of the survey showed that organisational commitment and positive organizational support are practically significantly positively correlated with the intention to stay. However, it was discovered that job satisfaction was statistically significantly positively correlated to intention to stay. The nine factors that were measured were found to be antecedents for all the three constructs of job satisfaction, organizational commitment and perceived organizational support. However, the factors that were also correlated with the intention to stay were promotion opportunities, nature of the work, communication and leader-member exchange.
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Assessing the implementation of the performance management system in the Malawian civil service : an application of the Burke and Liwin model
- Authors: Gunchi, Humphreys Kalele
- Subjects: Organizational change -- Malawi -- Evaluation , Performance -- Management
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9432 , http://hdl.handle.net/10948/d1020363
- Description: The research assessed the implementation of the Performance Management System (PMS) in the Malawian civil service using a change diagnostic model called ‘causal model of organisational performance change’ by Burke and Litwin (1992). The motivation for the research topic comes from a background of the Malawi Government’s goal of improving service delivery to the public. The government launched the performance management system as one of the change interventions that would assist in achieving its service provision goal. For the achievement of the service provision goals, the PMS had to be implemented effectively. Using an integrative approach, the research employed both qualitative and quantitative methods to obtain data that was structured around the organisational elements of the Burke-Litwin model. Using purposive sampling, 195 departments in the Malawian Civil Service formed the population from which the sample was drawn. Of the 195 departments, 69 departments, represented by an officer from each department, participated in the study. Three departments namely; The Office of the President and Cabinet (OPC), The Department of Human Resource Management and Development (DHRMD) and The Civil Service Commission (CSC) were included in the sample in addition to the 69 departments. These three departments were chosen due to their involvement in the formulation and implementation of the Performance Management System (PMS). Information from the three departments was obtained through interviews while questionnaires were administered to the remaining sample subjects. The research found that both the transformational and transactional factors were lacking in supporting the implementation of the PMS in Malawian civil service. Fundamental prerequisites like systems’ compatibility, assessment of enabling culture and amendments of relevant laws were not considered before the implementation of the system. Upon commencement of the implementation process the support from political leaders and donors declined and the evaluation process lacked inclusion of key stakeholders. The current research expands the application of the Burke-Litwin model in assessing the ‘post change intervention’ implementation processes. The findings could possibly provide valuable input in the form of the following recommendations: The government should consider working on the culture of the civil servants, the capacity of the implementing structure of PMS, the evaluation of the PMS and the prerequisites for the programme. The government should consider being inclusive when evaluating PMS and in assessing the performance of employees, and lastly, there is need to fully utilise technology and the functional position of stakeholders like the Civil Service Commission.
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- Authors: Gunchi, Humphreys Kalele
- Subjects: Organizational change -- Malawi -- Evaluation , Performance -- Management
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9432 , http://hdl.handle.net/10948/d1020363
- Description: The research assessed the implementation of the Performance Management System (PMS) in the Malawian civil service using a change diagnostic model called ‘causal model of organisational performance change’ by Burke and Litwin (1992). The motivation for the research topic comes from a background of the Malawi Government’s goal of improving service delivery to the public. The government launched the performance management system as one of the change interventions that would assist in achieving its service provision goal. For the achievement of the service provision goals, the PMS had to be implemented effectively. Using an integrative approach, the research employed both qualitative and quantitative methods to obtain data that was structured around the organisational elements of the Burke-Litwin model. Using purposive sampling, 195 departments in the Malawian Civil Service formed the population from which the sample was drawn. Of the 195 departments, 69 departments, represented by an officer from each department, participated in the study. Three departments namely; The Office of the President and Cabinet (OPC), The Department of Human Resource Management and Development (DHRMD) and The Civil Service Commission (CSC) were included in the sample in addition to the 69 departments. These three departments were chosen due to their involvement in the formulation and implementation of the Performance Management System (PMS). Information from the three departments was obtained through interviews while questionnaires were administered to the remaining sample subjects. The research found that both the transformational and transactional factors were lacking in supporting the implementation of the PMS in Malawian civil service. Fundamental prerequisites like systems’ compatibility, assessment of enabling culture and amendments of relevant laws were not considered before the implementation of the system. Upon commencement of the implementation process the support from political leaders and donors declined and the evaluation process lacked inclusion of key stakeholders. The current research expands the application of the Burke-Litwin model in assessing the ‘post change intervention’ implementation processes. The findings could possibly provide valuable input in the form of the following recommendations: The government should consider working on the culture of the civil servants, the capacity of the implementing structure of PMS, the evaluation of the PMS and the prerequisites for the programme. The government should consider being inclusive when evaluating PMS and in assessing the performance of employees, and lastly, there is need to fully utilise technology and the functional position of stakeholders like the Civil Service Commission.
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Employee attitudes in a South African metropole post-implementation of the 2010 wage curve collective agreement
- Authors: Somgede-Tshikila, Pateka
- Subjects: Job satisfaction -- South Africa , Organizational commitment -- South Africa , Collective labor agreements -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9436 , http://hdl.handle.net/10948/d1020901
- Description: The study will investigate how the workers of Ekurhuleni Metropolitan Municipality in the Department of Roads and Stormwater (Eastern region) feel about their jobs in terms of job satisfaction. Furthermore, the study will investigate how they feel about commitment to the union, commitment to the organisation, and management satisfaction during and after the implementation of job task levels, which was the result of the wage curve agreement that was signed in 2010 and implemented in 2011.The first objective of the study is to describe the collective agreements that were signed in 2010 as a result of a need to categorise municipalities and evaluate jobs, and the consequences of the collective agreements on employees through the study of documents supplemented by interviews and questionnaires. The second objective is to investigate if there has been a change in attitudes of the employees in the Roads and Stormwater Department of the Ekurhuleni Metropolitan Municipality after the implementation of the wage curve agreement. There are six research questions; two relate to the first objective, and these are (a) what was the nature of the wage curve and job evaluation collective agreement? and(b) what were the consequences of the implementation of the wage curve and job evaluation collective agreement of the employees of the Ekurhuleni Metropolitan Municipality? The other four questions related to the second objective, which led to the following research questions related to the attitudes of the employees and the change in these attitudes after the implementation of the collective agreement. These four questions were (a) what was the change in employee attitudes post the introduction of the wage curve? in particular, the attitudes of organisational commitment, job satisfaction, management satisfaction and union commitment, (b) what is the relationship between the sub-groups and employee attitudes pre the wage curve agreement implementation?(c) what is the relationship between sub-groups and employee attitudes post the wage curve agreement implementation? (d) what is the relationship between the sub-groups and the change in employee attitudes pre and post the wage curve agreement implementation? Quantitative and qualitative research methods were used in the study to analyse the strike process and to understand and describe the attitudes of all the participants in relation to the four constructs provided by Chaulk and Brown (2008). Self-administered questionnaires will be given to participants, and there will be face-to-face interviews with the union officials and management. The findings relating to the first objective indicate that the employees were unhappy with the implementation of the wage curve collective agreement. The second objective showed that the changes in the attitudes of employees after the implementation of the job evaluation and wage curve collective agreement were negative and that there was a significant decrease in the level of organisational commitment, job satisfaction, union commitment and management satisfaction after the implementation.
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- Authors: Somgede-Tshikila, Pateka
- Subjects: Job satisfaction -- South Africa , Organizational commitment -- South Africa , Collective labor agreements -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9436 , http://hdl.handle.net/10948/d1020901
- Description: The study will investigate how the workers of Ekurhuleni Metropolitan Municipality in the Department of Roads and Stormwater (Eastern region) feel about their jobs in terms of job satisfaction. Furthermore, the study will investigate how they feel about commitment to the union, commitment to the organisation, and management satisfaction during and after the implementation of job task levels, which was the result of the wage curve agreement that was signed in 2010 and implemented in 2011.The first objective of the study is to describe the collective agreements that were signed in 2010 as a result of a need to categorise municipalities and evaluate jobs, and the consequences of the collective agreements on employees through the study of documents supplemented by interviews and questionnaires. The second objective is to investigate if there has been a change in attitudes of the employees in the Roads and Stormwater Department of the Ekurhuleni Metropolitan Municipality after the implementation of the wage curve agreement. There are six research questions; two relate to the first objective, and these are (a) what was the nature of the wage curve and job evaluation collective agreement? and(b) what were the consequences of the implementation of the wage curve and job evaluation collective agreement of the employees of the Ekurhuleni Metropolitan Municipality? The other four questions related to the second objective, which led to the following research questions related to the attitudes of the employees and the change in these attitudes after the implementation of the collective agreement. These four questions were (a) what was the change in employee attitudes post the introduction of the wage curve? in particular, the attitudes of organisational commitment, job satisfaction, management satisfaction and union commitment, (b) what is the relationship between the sub-groups and employee attitudes pre the wage curve agreement implementation?(c) what is the relationship between sub-groups and employee attitudes post the wage curve agreement implementation? (d) what is the relationship between the sub-groups and the change in employee attitudes pre and post the wage curve agreement implementation? Quantitative and qualitative research methods were used in the study to analyse the strike process and to understand and describe the attitudes of all the participants in relation to the four constructs provided by Chaulk and Brown (2008). Self-administered questionnaires will be given to participants, and there will be face-to-face interviews with the union officials and management. The findings relating to the first objective indicate that the employees were unhappy with the implementation of the wage curve collective agreement. The second objective showed that the changes in the attitudes of employees after the implementation of the job evaluation and wage curve collective agreement were negative and that there was a significant decrease in the level of organisational commitment, job satisfaction, union commitment and management satisfaction after the implementation.
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ICT as an enabler of Socio Economic Development
- Authors: Van Greunen, Darrelle
- Subjects: Information technology , Digital divide , f-sa
- Language: English
- Type: text , Lectures
- Identifier: http://hdl.handle.net/10948/20725 , vital:29383
- Description: Today’s is a world of many divides, one of the most typical being the Digital Divide, which in itself has given birth to or is worsening other economic and social divides. In this world, more suffer and less are able to benefit from technology. This paper aims to promote the importance of and need for inter-disciplinary cooperation for the use and promotion of Information and Communication Technologies (ICT) as a bridge for the Digital Divide within disciplines. Information and communication technologies (ICTs) include any communication device—radio, television, cellular phones, computer and network hardware and software, satellite systems, the services and applications associated with them, such as the Internet, geographic positioning systems (GPS), banking, e-health, e-learning and electronic government services. The paper will touch on tangible examples of inter-disciplinary cooperation and the use of ICT in different community interventions.
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- Authors: Van Greunen, Darrelle
- Subjects: Information technology , Digital divide , f-sa
- Language: English
- Type: text , Lectures
- Identifier: http://hdl.handle.net/10948/20725 , vital:29383
- Description: Today’s is a world of many divides, one of the most typical being the Digital Divide, which in itself has given birth to or is worsening other economic and social divides. In this world, more suffer and less are able to benefit from technology. This paper aims to promote the importance of and need for inter-disciplinary cooperation for the use and promotion of Information and Communication Technologies (ICT) as a bridge for the Digital Divide within disciplines. Information and communication technologies (ICTs) include any communication device—radio, television, cellular phones, computer and network hardware and software, satellite systems, the services and applications associated with them, such as the Internet, geographic positioning systems (GPS), banking, e-health, e-learning and electronic government services. The paper will touch on tangible examples of inter-disciplinary cooperation and the use of ICT in different community interventions.
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Perceptions of health care professionals regarding facilitation of resilience in the workplace
- Smith, G
- Authors: Smith, G
- Subjects: Nurses -- Job stress , Resilience (Personality trait) , Nursing -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10086 , http://hdl.handle.net/10948/d1020948
- Description: A person’s career takes up a large portion of his or her life for a minimum of 8 hours per day. A large portion of their time is spent performing their duties which are often accompanied by various demands or pressure that can result in an employee experiencing stress. Over time this build-up of stress due to job demands affects their ability to perform at work. This study aimed to identify, explore and describe the factors that facilitate the resilience of healthcare professionals working at a Campus Health Service at a Higher Education Institution. An exploratory descriptive study consisting of a qualitative nature was employed. Data was obtained from semi-structured interviews. The questions that were posed to participants read as follows: (1) “Tell me about the demands placed on you in your current work situation”, (2) “How do you cope with the demands placed on you?”, (3) “What can be done to assist you to cope better at work?”, and lastly (4) “Any additional questions/comments?”. The fourth question was added by the researcher in order for participants to have the opportunity to add to what they have said previously. Data was gathered until data saturation was reached. Tesch’s model of content analysis as well as Guba’s model of trustworthiness was employed, in order to analyse the data. An independent coder was subsequently employed to ensure the trustworthiness of the data. The findings revealed that all participants found workplace demands to be stressful, in terms of physical, emotional and time-related demands placed on them. Participants identified strategies that could help them cope with their demands such as open air activities, debriefing with colleagues or making use of a wellness line, maintaining a positive attitude, support from management and colleagues, the ability to practice initiative and autonomous decision-making, and lastly, religious practices. In addition, participants made recommendations on how employers can help relieve their stress. The recommendations included developing an in-house wellness programme, providing sufficient staff of the correct categories, providing adequate facilities and equipment to improve efficiency, providing developmental opportunities, scheduling training programmes for less busy times of the year, and lastly, introducing elements of structured flexi-time for employees.
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- Authors: Smith, G
- Subjects: Nurses -- Job stress , Resilience (Personality trait) , Nursing -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10086 , http://hdl.handle.net/10948/d1020948
- Description: A person’s career takes up a large portion of his or her life for a minimum of 8 hours per day. A large portion of their time is spent performing their duties which are often accompanied by various demands or pressure that can result in an employee experiencing stress. Over time this build-up of stress due to job demands affects their ability to perform at work. This study aimed to identify, explore and describe the factors that facilitate the resilience of healthcare professionals working at a Campus Health Service at a Higher Education Institution. An exploratory descriptive study consisting of a qualitative nature was employed. Data was obtained from semi-structured interviews. The questions that were posed to participants read as follows: (1) “Tell me about the demands placed on you in your current work situation”, (2) “How do you cope with the demands placed on you?”, (3) “What can be done to assist you to cope better at work?”, and lastly (4) “Any additional questions/comments?”. The fourth question was added by the researcher in order for participants to have the opportunity to add to what they have said previously. Data was gathered until data saturation was reached. Tesch’s model of content analysis as well as Guba’s model of trustworthiness was employed, in order to analyse the data. An independent coder was subsequently employed to ensure the trustworthiness of the data. The findings revealed that all participants found workplace demands to be stressful, in terms of physical, emotional and time-related demands placed on them. Participants identified strategies that could help them cope with their demands such as open air activities, debriefing with colleagues or making use of a wellness line, maintaining a positive attitude, support from management and colleagues, the ability to practice initiative and autonomous decision-making, and lastly, religious practices. In addition, participants made recommendations on how employers can help relieve their stress. The recommendations included developing an in-house wellness programme, providing sufficient staff of the correct categories, providing adequate facilities and equipment to improve efficiency, providing developmental opportunities, scheduling training programmes for less busy times of the year, and lastly, introducing elements of structured flexi-time for employees.
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Photophysical and photochemical properties of a novel thiol terminated low symmetry zinc phthalocyanine complex and its gold nanoparticles conjugate
- Mthethwa, Thandekile P., Tuncel, Sinem, Durmuş, Mahmut, Nyokong, Tebello
- Authors: Mthethwa, Thandekile P. , Tuncel, Sinem , Durmuş, Mahmut , Nyokong, Tebello
- Language: English
- Type: Article
- Identifier: vital:7329 , http://hdl.handle.net/10962/d1020590
- Description: A novel thiol functionalized zinc phthalocyanine complex (ZnPcSH) is reported in this work. This complex was conjugated to gold nanoparticles. The photophysical and photochemical properties of the complex and the conjugate were investigated. Upon conjugation a blue shift was observed from the UV-Vis spectra. The conjugate showed a decrease in the fluorescence quantum yield and lifetime. An increase in the triplet quantum yield and lifetime was observed for ZnPcSH following conjugation to gold nanoparticles. Both ZnPcSH and its conjugate with gold nanoparticles showed high singlet oxygen quantum yields with the conjugate being higher than the Pc alone. , Original publication is available at http://dx.doi.org/10.1039/C3DT32698E
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- Authors: Mthethwa, Thandekile P. , Tuncel, Sinem , Durmuş, Mahmut , Nyokong, Tebello
- Language: English
- Type: Article
- Identifier: vital:7329 , http://hdl.handle.net/10962/d1020590
- Description: A novel thiol functionalized zinc phthalocyanine complex (ZnPcSH) is reported in this work. This complex was conjugated to gold nanoparticles. The photophysical and photochemical properties of the complex and the conjugate were investigated. Upon conjugation a blue shift was observed from the UV-Vis spectra. The conjugate showed a decrease in the fluorescence quantum yield and lifetime. An increase in the triplet quantum yield and lifetime was observed for ZnPcSH following conjugation to gold nanoparticles. Both ZnPcSH and its conjugate with gold nanoparticles showed high singlet oxygen quantum yields with the conjugate being higher than the Pc alone. , Original publication is available at http://dx.doi.org/10.1039/C3DT32698E
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Physicochemical properties of a zinc phthalocyanine – pyrene conjugate adsorbed onto single walled carbon nanotubes
- Ogbodu, Racheal O, Antunes, Edith M, Nyokong, Tebello
- Authors: Ogbodu, Racheal O , Antunes, Edith M , Nyokong, Tebello
- Language: English
- Type: Article
- Identifier: vital:7328 , http://hdl.handle.net/10962/d1020589
- Description: A conjugate between zinc monoamino phthalocyanine (ZnMAPc) and pyrene (Py) represented as ZnMAPc–Py (complex 3) was synthesized and characterized by various spectroscopic techniques and by elemental analysis. This manuscript also reports on the photochemical and photophysical properties of 3. This new compound exhibited higher triplet, fluorescence and singlet oxygen quantum yields in comparison to the phthalocyanine alone, hence showing the advantages of attaching pyrene to the Pc without breaking the conjugation. We also observed a decrease in photophysical parameters upon adsorbing the ZnMAPc–Py complex onto single walled carbon nanotubes (SWCNT). However, ZnMAPc–Py still generated some singlet oxygen when adsorbed onto SWCNT. , Original publication is available at http://dx.doi.org/10.1039/C3DT50335F
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- Authors: Ogbodu, Racheal O , Antunes, Edith M , Nyokong, Tebello
- Language: English
- Type: Article
- Identifier: vital:7328 , http://hdl.handle.net/10962/d1020589
- Description: A conjugate between zinc monoamino phthalocyanine (ZnMAPc) and pyrene (Py) represented as ZnMAPc–Py (complex 3) was synthesized and characterized by various spectroscopic techniques and by elemental analysis. This manuscript also reports on the photochemical and photophysical properties of 3. This new compound exhibited higher triplet, fluorescence and singlet oxygen quantum yields in comparison to the phthalocyanine alone, hence showing the advantages of attaching pyrene to the Pc without breaking the conjugation. We also observed a decrease in photophysical parameters upon adsorbing the ZnMAPc–Py complex onto single walled carbon nanotubes (SWCNT). However, ZnMAPc–Py still generated some singlet oxygen when adsorbed onto SWCNT. , Original publication is available at http://dx.doi.org/10.1039/C3DT50335F
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Raising your research profile : IPGC Conference 24-25 Sept 2013
- Authors: Shepherd, E
- Language: English
- Type: Text
- Identifier: vital:7956 , http://hdl.handle.net/10962/d1013201
- Description: Presentation at the 2013 Interdisciplinary Postgraduate Conference at Rhodes University, Grahamstown [this presentation highlights the importance of creating research profiles ; the use of social media in scholarly communication ; Altmetrics ; Impactstory ; ResearcherID]
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- Authors: Shepherd, E
- Language: English
- Type: Text
- Identifier: vital:7956 , http://hdl.handle.net/10962/d1013201
- Description: Presentation at the 2013 Interdisciplinary Postgraduate Conference at Rhodes University, Grahamstown [this presentation highlights the importance of creating research profiles ; the use of social media in scholarly communication ; Altmetrics ; Impactstory ; ResearcherID]
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Rehabilitation of children with severe acute malnutrition with ready-to-use therapeutic food compared to F100 at Clairwood Hospital, KwaZulu-Natal
- Authors: Nomvete, Anele Yoliswa
- Subjects: Malnutrition in children -- South Africa -- KwaZulu-Natal , Dietary supplements -- South Africa -- KwaZulu-Natal , Rehabilitation
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10087 , http://hdl.handle.net/10948/d1020982
- Description: Background: The World Health Organisation (WHO) initially recommended F100 formula in the treatment of severe malnutrition. F100 is made with full cream milk powder, sugar, oil and water with added minerals and vitamins. Ready to-use therapeutic food (RUTF) is a highly nutrient dense food enriched with minerals and vitamins, with a similar nutrient profile but greater energy and nutrient density than F100. RUTF has shown to be effective in the treatment of severe and moderate wasting and is associated with an increased recovery rate. In South Africa no studies are available on the recovery rate of children with severe acute malnutrition treated with RUTFs. Aim: To compare the recovery of clinically stable severe acute malnourished children, between the age of 12 and 60 months, treated with either F100 or RUTF as nutrition supplement. Methods: A randomised clinically controlled trial was performed. All children referred to Clairwood hospital with severe acute malnutrition (SAM), defined as a weight for height measurement of <70 percent of the median and/or < -3 SD below the mean WHO reference values or the presence of bilateral oedema were included in this study. Children were stratified according to age and gender and subsequently randomly assigned with randomisation tables to either the RUTF or F100 group. A total of 35 children were included in this study and data from 34 were analysed with 17 in each group. Results: Most children included in this study were between 12 and 18 months with boys in the majority. Both groups had a large percentage of HIV-infected children (70 percent in the RUTF group and 76 percent in the F100 group), with Tuberculosis (TB) co-infection in some of the children. One child died due to HIV related complications. The rate of weight gain was 7.77g/kg/day in the RUTF group and 6.11g/kg/day in the F100 group. There was no statistical significant difference established between groups (p = 0.46). The majority of children recovered within 21 days on the RUTF while the majority of children in the F100 group recovered after 6 weeks. There were no changes in height during the rehabilitation of these children. MUAC changes were observed with 92 percent having a mid-upper arm circumference (MUAC) of > 11.5cm after a 6 week intervention with RUTF and F100. Conclusion: RUTF resulted in better rates of recovery and can be used efficiently in rehabilitating children with SAM in a supervised facility setting. These preliminary results also point towards significant potential savings regarding hospitalisation costs since faster recovery has been demonstrated by children in the RUTF group.
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- Authors: Nomvete, Anele Yoliswa
- Subjects: Malnutrition in children -- South Africa -- KwaZulu-Natal , Dietary supplements -- South Africa -- KwaZulu-Natal , Rehabilitation
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10087 , http://hdl.handle.net/10948/d1020982
- Description: Background: The World Health Organisation (WHO) initially recommended F100 formula in the treatment of severe malnutrition. F100 is made with full cream milk powder, sugar, oil and water with added minerals and vitamins. Ready to-use therapeutic food (RUTF) is a highly nutrient dense food enriched with minerals and vitamins, with a similar nutrient profile but greater energy and nutrient density than F100. RUTF has shown to be effective in the treatment of severe and moderate wasting and is associated with an increased recovery rate. In South Africa no studies are available on the recovery rate of children with severe acute malnutrition treated with RUTFs. Aim: To compare the recovery of clinically stable severe acute malnourished children, between the age of 12 and 60 months, treated with either F100 or RUTF as nutrition supplement. Methods: A randomised clinically controlled trial was performed. All children referred to Clairwood hospital with severe acute malnutrition (SAM), defined as a weight for height measurement of <70 percent of the median and/or < -3 SD below the mean WHO reference values or the presence of bilateral oedema were included in this study. Children were stratified according to age and gender and subsequently randomly assigned with randomisation tables to either the RUTF or F100 group. A total of 35 children were included in this study and data from 34 were analysed with 17 in each group. Results: Most children included in this study were between 12 and 18 months with boys in the majority. Both groups had a large percentage of HIV-infected children (70 percent in the RUTF group and 76 percent in the F100 group), with Tuberculosis (TB) co-infection in some of the children. One child died due to HIV related complications. The rate of weight gain was 7.77g/kg/day in the RUTF group and 6.11g/kg/day in the F100 group. There was no statistical significant difference established between groups (p = 0.46). The majority of children recovered within 21 days on the RUTF while the majority of children in the F100 group recovered after 6 weeks. There were no changes in height during the rehabilitation of these children. MUAC changes were observed with 92 percent having a mid-upper arm circumference (MUAC) of > 11.5cm after a 6 week intervention with RUTF and F100. Conclusion: RUTF resulted in better rates of recovery and can be used efficiently in rehabilitating children with SAM in a supervised facility setting. These preliminary results also point towards significant potential savings regarding hospitalisation costs since faster recovery has been demonstrated by children in the RUTF group.
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RUL News, Quarter 2, 2013
- Authors: Rhodes Library Services
- Language: English
- Type: Text
- Identifier: vital:16126 , http://hdl.handle.net/10962/d1020861
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- Authors: Rhodes Library Services
- Language: English
- Type: Text
- Identifier: vital:16126 , http://hdl.handle.net/10962/d1020861
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The human resource department as a strategic business partner in organisations
- Authors: Sakonda, Archford
- Subjects: Human capital -- Management , Strategic planning , Employment agencies
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9431 , http://hdl.handle.net/10948/d1020178
- Description: The human resource department in many organisations is at a crossroad of relevance, constantly being faced with the challenge to prove that it can add value towards the objectives of the business. The Human Resource (HR) department is also faced with a reality that, if the department does not add value to the organisation, it will be farmed out to independent contractors, who can deliver the HR functions at a more efficient and cost effective way. However, organisations have a great opportunity to achieve excellence and competitive advantage through the utilisation of the organisation‟s human resources. Many scholars and authors argued that organisations can achieve the most out of its human resources if the HR department is a Strategic Business Partner (SBP) in these organisations. A thorough literature review has led to the discovery that, despite the appraisal of the Strategic Business Partners (SBP) approach to the management of human resources, little progress has been made with the reinvention of the HR departments from support function towards being a SBP (Lawler & Morhman, 2003; Keith, 2007). The slow progress in the transformation of the HR department was attributed to a wide range of factors including the lack of competencies to take up Strategic Business Partnership roles, lack of management support, and incongruent organisational cultures (Keith, 2007; Sanders & Frenkel, 2009; Ulrich & Brockbank, 2005). Semi-structured interviews were conducted with HR professionals, Managing Directors and other Directors, who sit on a strategic table, to identify the challenges and opportunities the HR department faced as a SBP in organisations. A self-administered questionnaire, based on an existing questionnaire (Ulrich & Cornell (1997) HR role assessment survey) was used to gather the perception of employees regarding the roles the HR departments play in organisations. In this study organisational culture was identified as having a huge impact towards the implementation of HR departments as SBPs. The study also identified the competencies needed for the effective execution of SBP roles, the challenges HR departments may face in the process as well as the important roles the HR department should be devoting most of its time and resources to.
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- Authors: Sakonda, Archford
- Subjects: Human capital -- Management , Strategic planning , Employment agencies
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9431 , http://hdl.handle.net/10948/d1020178
- Description: The human resource department in many organisations is at a crossroad of relevance, constantly being faced with the challenge to prove that it can add value towards the objectives of the business. The Human Resource (HR) department is also faced with a reality that, if the department does not add value to the organisation, it will be farmed out to independent contractors, who can deliver the HR functions at a more efficient and cost effective way. However, organisations have a great opportunity to achieve excellence and competitive advantage through the utilisation of the organisation‟s human resources. Many scholars and authors argued that organisations can achieve the most out of its human resources if the HR department is a Strategic Business Partner (SBP) in these organisations. A thorough literature review has led to the discovery that, despite the appraisal of the Strategic Business Partners (SBP) approach to the management of human resources, little progress has been made with the reinvention of the HR departments from support function towards being a SBP (Lawler & Morhman, 2003; Keith, 2007). The slow progress in the transformation of the HR department was attributed to a wide range of factors including the lack of competencies to take up Strategic Business Partnership roles, lack of management support, and incongruent organisational cultures (Keith, 2007; Sanders & Frenkel, 2009; Ulrich & Brockbank, 2005). Semi-structured interviews were conducted with HR professionals, Managing Directors and other Directors, who sit on a strategic table, to identify the challenges and opportunities the HR department faced as a SBP in organisations. A self-administered questionnaire, based on an existing questionnaire (Ulrich & Cornell (1997) HR role assessment survey) was used to gather the perception of employees regarding the roles the HR departments play in organisations. In this study organisational culture was identified as having a huge impact towards the implementation of HR departments as SBPs. The study also identified the competencies needed for the effective execution of SBP roles, the challenges HR departments may face in the process as well as the important roles the HR department should be devoting most of its time and resources to.
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The perceptions of educators, in the Queenstown education district, of the labour dispute resolution system
- Authors: Rataza, Themba Theophilus
- Subjects: Labor disputes -- South Africa -- Queenstown , Labor laws and legislation -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9434 , http://hdl.handle.net/10948/d1020542
- Description: The objective of this study is to conduct a survey concerning the perceptions of educators in the Queenstown education district of the labour dispute resolution system. The education department is one of the biggest departments in the Eastern Cape’s Provincial Administration system. The likelihood of disputes is high when there are many employees. The focus of the study therefore is on how educators perceive the role of the department in terms of ensuring that labour disputes with the department are resolved efficiently and speedily. The advent of a democratic dispensation resulted in the ushering in of progressive labour legislation such as Labour Relations Act 55 of 1995. The objective of this Act is to facilitate economic development, social justice, labour peace and democratization of the workplace. In other words this Act gave birth to the manner in which labour disputes should be resolved. The study was carried out not only to explore the perceptions of educators but also with a view to making recommendations on the findings in order to help contribute towards labour peace and productivity in the workplace. The attitudes of one hundred and forty-one educators were surveyed via questionnaires and six educators who have had labour disputes with the department were interviewed. The key findings of the study revealed that both the educators who were surveyed and those interviewed lack confidence in the effectiveness of the labour dispute procedures in the district; they perceive the system as being inaccessible to them; time taken to resolve disputes is too lengthy; the system lacks necessary independence from the department of education or government and the department is seen as not adhering to its own policies and legislation. Hence there are many disputes and there is a great need for more awareness and for improved training in handling labour dispute resolution systems for district officials and educators. The study recommends more awareness and training sessions for both district officials responsible for labour relations and educators at large. It also calls for an increasingly proactive role by teacher unions in partnership with the department of education to avoid labour disputes. Although the findings cannot be generalized toother districts of the province, they do however highlight critical areas in labour dispute resolution where attention can be paid and focus made in order to ensure labour peace in the workplace for improved productivity and effective teaching and learning.
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- Authors: Rataza, Themba Theophilus
- Subjects: Labor disputes -- South Africa -- Queenstown , Labor laws and legislation -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9434 , http://hdl.handle.net/10948/d1020542
- Description: The objective of this study is to conduct a survey concerning the perceptions of educators in the Queenstown education district of the labour dispute resolution system. The education department is one of the biggest departments in the Eastern Cape’s Provincial Administration system. The likelihood of disputes is high when there are many employees. The focus of the study therefore is on how educators perceive the role of the department in terms of ensuring that labour disputes with the department are resolved efficiently and speedily. The advent of a democratic dispensation resulted in the ushering in of progressive labour legislation such as Labour Relations Act 55 of 1995. The objective of this Act is to facilitate economic development, social justice, labour peace and democratization of the workplace. In other words this Act gave birth to the manner in which labour disputes should be resolved. The study was carried out not only to explore the perceptions of educators but also with a view to making recommendations on the findings in order to help contribute towards labour peace and productivity in the workplace. The attitudes of one hundred and forty-one educators were surveyed via questionnaires and six educators who have had labour disputes with the department were interviewed. The key findings of the study revealed that both the educators who were surveyed and those interviewed lack confidence in the effectiveness of the labour dispute procedures in the district; they perceive the system as being inaccessible to them; time taken to resolve disputes is too lengthy; the system lacks necessary independence from the department of education or government and the department is seen as not adhering to its own policies and legislation. Hence there are many disputes and there is a great need for more awareness and for improved training in handling labour dispute resolution systems for district officials and educators. The study recommends more awareness and training sessions for both district officials responsible for labour relations and educators at large. It also calls for an increasingly proactive role by teacher unions in partnership with the department of education to avoid labour disputes. Although the findings cannot be generalized toother districts of the province, they do however highlight critical areas in labour dispute resolution where attention can be paid and focus made in order to ensure labour peace in the workplace for improved productivity and effective teaching and learning.
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Ultra-high precision manufacturing
- Authors: Abou-El-Hossein, Khaled
- Subjects: Machining , Diamond turning , f-sa
- Language: English
- Type: text , Lectures
- Identifier: http://hdl.handle.net/10948/20878 , vital:29410
- Description: One of the engineering areas focusing on the research and development of highvalue components and manufacturing technologies is precision engineering. Precision engineering represents a variety of engineering and science disciplines ranging from areas such as mechanical, electronics and industrial engineering to chemistry, physics, optics and materials science. This paper aims at familiarising the reader with the recent advances in ultra-high precision manufacturing technologies and their applications for the production of various critical components employed in different sectors of the industry. In this paper, the principles of ultra-high precision manufacturing will be discussed followed by examples of its use in various industrial applications. The status of ultra-high precision manufacturing in terms of current research issues and future trends will be discussed. In addition, research activities and projects in the area of precision manufacturing that are currently conducted at the NMMU will be also highlighted. Finally, the author looks forward to presenting herewith comprehensive information that could be useful to the reader and easy to understand by the bigger NMMU’s community.
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- Authors: Abou-El-Hossein, Khaled
- Subjects: Machining , Diamond turning , f-sa
- Language: English
- Type: text , Lectures
- Identifier: http://hdl.handle.net/10948/20878 , vital:29410
- Description: One of the engineering areas focusing on the research and development of highvalue components and manufacturing technologies is precision engineering. Precision engineering represents a variety of engineering and science disciplines ranging from areas such as mechanical, electronics and industrial engineering to chemistry, physics, optics and materials science. This paper aims at familiarising the reader with the recent advances in ultra-high precision manufacturing technologies and their applications for the production of various critical components employed in different sectors of the industry. In this paper, the principles of ultra-high precision manufacturing will be discussed followed by examples of its use in various industrial applications. The status of ultra-high precision manufacturing in terms of current research issues and future trends will be discussed. In addition, research activities and projects in the area of precision manufacturing that are currently conducted at the NMMU will be also highlighted. Finally, the author looks forward to presenting herewith comprehensive information that could be useful to the reader and easy to understand by the bigger NMMU’s community.
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