The impact of South African business on employment relations in Mozambique: a case study of Banco Austral, a subsidiary of ABSA
- Authors: Mtyingizana, Beata Nontlahla
- Date: 2018
- Subjects: Industrial sociology -- Mozambique , Industrial relations -- Mozambique , Industrial relations -- Cross-cultural studies , Industrial sociology -- Political aspects , Personnel management -- Mozambique , Personnel management -- Political aspects , ABSA Bank , Banco Austral
- Language: English
- Type: text , Thesis , Doctoral , PhD
- Identifier: http://hdl.handle.net/10962/60267 , vital:27760
- Description: This thesis examines the impact of South African business on employment relations in Mozambique. The study specifically focuses on a case study of Banco Austral, a subsidiary of the Amalgamated Banks of South Africa (ABSA), to provide a richer and deeper analysis of employment practices. The study examines the extent to which the expansion of South African businesses in Mozambique has influenced the development of employment relations there. It examines whether the employment relations that exist at Banco Austral are a direct result of the influence of its parent firm, ABSA. It assesses whether the prevailing managerial practices at Banco Austral are distinctly local and a product of Mozambican history or whether the employer and employee relations that exist in that bank are an outcome of some form of hybridised host country and parent firm practices. The study is contextualised within the period of transition that both countries underwent. In the South African context, the end of apartheid promised political stability, democracy and racial harmony. It facilitated South Africa’s reinsertion into the international economy and enabled its investors to embark on large-scale penetration of potential markets. It also opened up opportunities for investors to take advantage of the new global order in the rest of Africa and particularly in Mozambique. Similarly, in Mozambique, the transition to capitalism and to liberal democracy in 1994 marked a clear shift of policy from an authoritarian one-party state characterised by a planned socialist economy. In embracing a liberal market economy, Mozambique facilitated a transference of ownership of major state assets to the private sector and opened itself to the private sector’s market-driven business practices and managerial cultures. The study found that the impact of these historical developments on the evolution of employment relations at Banco Austral has been contradictory. ABSA’s ownership of Banco Austral opened as many opportunities as it closed them. On the one hand, it marked an opportunity for the growth and development of the ABSA brand across Mozambique. It presented opportunities for the integration of the Mozambican workforce into the larger ABSA Group and thereby enabling the transference of innovative managerial practices, world class human resources management techniques and advanced banking technology from ABSA and into Banco Austral. ABSA’s acquisition of Banco Austral also opened prospects for the development of skills for the workforce, enhanced the chances of job mobility as well as opened opportunities for Banco Austral workers to take advantage of the newly created jobs. On the other hand, however, the managerial practices and the human resource management techniques transferred from ABSA was reported by Banco Austral workers to be far from innovative. Instead, they resembled traits of past practices characteristic of Mozambique’s colonial workplace regime and South Africa’s apartheid workplace regime. This tilted the balance of power in favour of managers who arbitrarily exercised their authority in ways similar to that of the Portuguese managers in colonial Mozambique and that of the production councils during the post-independence socialist period. Access to senior positions and training opportunities continued to be allocated along national and racial lines. Many Mozambican workers were said to be ABSA-unfit and could not be trained in critical areas to improve their relevance in the larger ABSA Group. Despite these findings however, this study shows that Banco Austral workers were not helpless actors in the employment relationship. Rather, they remained agents of change in their own right, endowed with varying degrees of power, which they used to minimise the impact of arbitrary management practices and influence the direction of the employment relationship to advance their interests. The argument of this thesis is advanced by locating the study within Pierre Bourdieu’s theoretical triad of capital, field and habitus. Bourdieu’s theoretical triad is used as important analytical tools for understanding how ABSA-specific practices evolved and continued to shape the conduct and thoughts of its managers and workers alike. This study also makes special contribution to Marxism by revisiting Marx’s conception of the labour process to expose a number of analytical dilemmas when Marx is applied to bank labour.
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E-governance in the public sector : a case study of the central admission system in Tanzania
- Authors: Mahundu, Fabian G
- Date: 2016
- Subjects: Universities and colleges -- Tanzania -- Admission , Universities and colleges -- Tanzania -- Entrance requirements , Education, Higher -- Tanzania , Information technology -- Social aspects -- Tanzania.
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:3409 , http://hdl.handle.net/10962/d1020845
- Description: This thesis sets out to answer the following central research question: what are the influences, challenges, benefits and costs of the Central Admission System (CAS) as an e-Governance initiative in improving undergraduates’ admissions service delivery and quality assurance in Tanzania’s higher education institutions?’ In answering this key question, three sub-questions were explored: (1) To what extent and in what ways does the implementation of the CAS influence the organisation of admissions work and workplace relations in higher education institutions? (2) What are the sociotechnical challenges of implementing the CAS? (3) What are the advantages of the CAS in improving admissions service delivery and quality assurance in higher education institutions? The sociotechnical theoretical framework is an ideal for exploring these issues as it accommodates the understanding of dual relationship between social and technological aspects of the CAS in line with the contextual issues in its implementation. The focus of the thesis is on Tanzania’s higher education institutions where the CAS is being implemented. The study is informed by data collected through interviews and documentary analysis. Data organization and analysis was done using NVivo 10 QSR software. The study demonstrates that, notwithstanding the fast development and uptake of Information and Communication Technologies (ICTs), the implementation of the CAS in Tanzania is hampered by the fact that most of the end-users of CAS (particularly applicants) have relatively low access to the ICT infrastructure. Several factors continue to have a significant effect on the implementation of CAS, which in turn lead to implications for the uptake of improved admissions service delivery and quality assurance. A digital divide, resistance to change by some higher education institutions (HEIs), poor ICT skills among applicants, the costs of internet services, unreliable electricity supply, and inadequate IT experts continue to frustrate the objective of improved admissions service delivery and quality assurance. As a technological innovation in the workplace, the CAS has led to a restructuring of admissions work tasks among admissions officers, a need to review job descriptions, introduced tighter controls over admission work processes, and has shaped admission workers’ professional identities and self-presentations.
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Perceptions and experiences of G2E e-Government workplace restructuring: The cases of Buffalo City and City of Cape Town metropolitan municipalities, South Africa
- Authors: Makwembere, Sandra
- Date: 2016
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: http://hdl.handle.net/10962/617 , vital:19975
- Description: Taking the cases of Buffalo City Metropolitan municipality (BCMM) and City of Cape Town Metropolitan municipality (CoCT), this thesis explores the implications of government to employee (G2E) electronic government workplace restructuring on skills transformation and workplace control as perceived by back office employees and managers from different Corporate Services departments. It aims to describe the arrangements, rationale and degree of G2E e-government at BCMM and CoCT, investigate how managers, employees and union representatives identify the workplace changes relating to skill as well as document and analyse workplace struggles linked to G2E e-government. Using labour process analysis, the impacts of G2E e-government technological change are conceptualised. The labour process concepts alert us to ways in which G2E e-government technology is applied in the context of specific public sector production relations. They explain how employees and managers experience the dynamics of skill transformation and the mechanisms of control related to G2E e-government. The consideration of the labour process contrasts predominant e-government scholarly works that focus on government websites. Further, by using case study methods, namely interviews, surveys and observations, the thesis documents the particular back office employees’ and managers’ realities of G2E e-government which are marginalised in scholarly literature. The sample of respondents were selected using purposive sampling based on the subjects’ knowledge and experience, snowball sampling following referrals and random sampling during site visits. The respondents included four managers, four employees, two shop stewards and one service provider at BCMM and 16 managers, 20 employees and four shop stewards at CoCT. The findings from BCMM and CoCT illustrate how G2E e-government workplace restructuring individualises the labour process through the kind of technologies it introduces. Moreover, they show how the restructuring facilitates electronic information, communication and operations which broaden demands on technical as well as social skills. The findings also show that the restructuring extends avenues for managerial control thereby marginalising union representivity as the workplace control systems create opportunities for systemic control by management. As the South African government adopts electronic government and makes optimistic declarations of “cost saving”, “efficiency”, “productivity” and “innovation” through egovernment, the study uncovers marginalised local government employee and manager experiences. It contributes to building new knowledge on the impacts of contemporary technological change on the local government labour process and contributes to debates around the effects of G2E e-government reforms on local government.
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