Academic literature on the topic 'Labor – Namibia'
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Journal articles on the topic "Labor – Namibia"
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Keja-Kaereho, Chalene, and Brenden R. Tjizu. "Climate Change and Global Warming in Namibia: Environmental Disasters vs. Human Life and the Economy." Management and Economics Research Journal 5, no. 1 (2019): 1. http://dx.doi.org/10.18639/merj.2019.836535.
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Climate change is one of the concepts in Namibian languages that does not have any meaning or cannot be easily translated into the native dialects. It is very alien to many Namibians but yet growing in popularity, as it has become a problem that is affecting the economy, natural resources, and tradition and culture of the native people. Climate change is probably going to worsen the dry circumstances that are currently experienced in Southern Africa or Namibia to be specific. If it happens that rainfall does come in good amounts regularly, it will probably erupt in greater power. This will eventually lead to floods and erosion damages in some parts of the country, though these expectations have had very little influence on Namibian policy. Reid et al. (2008) stated that over the past 20 years there has been annual decrease in the Namibian economy of up to 5%, which has been a result of the climate change mostly impacting natural resources in the country. The result was reported using the computable general equilibrium (CGE) model simulations for Namibia. However, this result has negatively impacted the poorest people the most, which is a consequence of decline in wages and employment opportunities, especially for uneducated or unskilled labor in rural areas. It is of utmost importance for Namibia to take initiatives to ensure that most of its policies and activities are environmentally proofed. Namibia should have a unique approach to deal with displaced farmers and farm workers and citizens of such nature by looking into its issues of colonialism. In addition, there is a clear need to mainstream climate change into policies of developing countries like Namibia, because it is the responsibility of these countries to muddle through with climate change impacts and plan for a climate-constrained future.
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Kaela, Laurent C. W., and Gretchen Bauer. "Labor and Democracy in Namibia, 1971-1996." International Journal of African Historical Studies 31, no. 3 (1998): 724. http://dx.doi.org/10.2307/221537.
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FUNT, L. "Labor and Democracy in Namibia, 1971-1996." African Affairs 98, no. 391 (April 1, 1999): 274–75. http://dx.doi.org/10.1093/oxfordjournals.afraf.a008026.
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Cooper, Allan D. "Labor and Democracy in Namibia, 1971-1996 (review)." Africa Today 46, no. 3 (1999): 223–25. http://dx.doi.org/10.1353/at.2003.0090.
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Nordtveit, Bjorn Harald. "Discourses of education, protection, and child labor: case studies of Benin, Namibia and Swaziland." Discourse: Studies in the Cultural Politics of Education 31, no. 5 (December 2010): 699–712. http://dx.doi.org/10.1080/01596306.2010.516954.
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Botes, Anri. "The History of Labour Hire in Namibia: A Lesson for South Africa." Potchefstroom Electronic Law Journal/Potchefstroomse Elektroniese Regsblad 16, no. 1 (April 26, 2017): 505. http://dx.doi.org/10.17159/1727-3781/2013/v16i1a2320.
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Labour hire, the practice of hiring out employees to clients by a labour broker, has been a part of Namibia’s history since the early 1900s in the form of the contract labour system. This form of employment was characterized by inhumanity and unfair labour practices. These employees were subjected to harsh working conditions, inhumane living conditions and influx control. The contract labour system continued until 1977, when it was abolished by the General Law Amendment Proclamation of 1977. It was during the 1990s that the hiring out of employees returned in the form of labour hire. It continued in this form without being regulated until it was banned in the Namibian Labour Act of 2007. In 2009 Africa Personnel Services, Namibia’s largest labour broker, brought a case before the court against the Namibian Government in an attempt to have the ban nullified on grounds of unconstitutionality. It argued that the ban infringed on its right to carry on any trade or business of its choice as contained in section 21(1)(j) of the Constitution of the Republic of Namibia. APS triumphed. It was not until April 2012 that new legislation was promulgated in order to officially lift the ban and to regulate labour hire in its current form. This new legislation came into force in August 2012. Various very important provisions are contained in the Labour Amendment Act 2 of 2012 concerning labour brokers. Part IV of the Employment Services Act 8 of 2011, containing provisions for the regulation of labour brokers as juristic persons per se, was also introduced and came into force in September 2012. The aim of this note is to serve as a lesson to the South African government as to what could happen if labour brokers continue without legislation properly addressing the pitfalls associated with labour brokers. Also, it could serve as an example as to how the employees of a labour broker should be protected. In this regard the history of labour hire and the current strides in Namibia cannot be ignored.
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Hecht, Gabrielle. "Africa and the Nuclear World: Labor, Occupational Health, and the Transnational Production of Uranium." Comparative Studies in Society and History 51, no. 4 (September 17, 2009): 896–926. http://dx.doi.org/10.1017/s001041750999017x.
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What is Africa's place in the nuclear world? In 1995, a U.S. government report on nuclear proliferation did not mark Gabon, Niger, or Namibia as having any “nuclear activities.” Yet these same nations accounted for over 25 percent of world uranium production that year, and helped fuel nuclear power plants in Europe, the United States, and Japan. Experts had long noted that workers in uranium mines were “exposed to higher amounts of internal radiation than … workers in any other segment of the nuclear energy industry.” What, then, does it mean for a workplace, a technology, or a nation to be “nuclear?” What is at stake in that label, and how do such stakes vary by time and place?
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Nchor, Dennis, and Václav Adamec. "Unofficial Economy Estimation by the MIMIC Model: the Case of Kenya, Namibia, Ghana and Nigeria." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 63, no. 6 (2015): 2043–49. http://dx.doi.org/10.11118/actaun201563062043.
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This study investigates the size and trend of the underground economies in selected African countries. Underground economies are present in all countries, but they are endemic in developing economies. Their presence is not necessarily bad for the economies, in which they prevail. It could however cause huge losses to government revenue and could also constitute serious violation of Labor regulations. The study uses the Multiple Indicators and Multiple Causes model (MIMIC), a variant of Simultaneous Equations Model (SEM). It involves two sets of variables: the observed variables and the indicator variables. The former include size of government, indirect tax rates, total tax rates, business regulation, interest rate on deposits, unemployment rate, quality of public services, and GDP per capita. The indicator variables were Labor participation rate in the official economy, the amount of cash held outside the banking system and growth in GDP per capita. This study found the average level of underground economies in Kenya, Namibia, Ghana and Nigeria as 33.7%, 29.1%, 36% and 47%, respectively. The estimated results show that the causes of shadow economic activities vary among the countries. The data was obtained from the World Bank country indicators and the International Financial Statistics.
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Keese, Alexander. "Why Stay? Forced Labor, the Correia Report, and Portuguese–South African Competition at the Angola–Namibia Border, 1917–1939." History in Africa 42 (May 29, 2015): 75–108. http://dx.doi.org/10.1017/hia.2015.20.
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AbstractThe so far unknown report by Norberto Correia, Portuguese administrator of the Baixo-Cunene border district, is an impressive document on forced labor and flight at the Angola-Namibia border, written by a controversial official fallen into disgrace after a regime change in the metropole. Correia’s acerbic and detailed analysis allows fresh interpretations of a border situation that is only at first glance well-known. By contrasting the Correia report with documentation from South African officials and the voices of their Ovambo partners in indirect rule, we come to clearer understanding of motivations and options at this unruly colonial border.
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Cooper, Allan D. "BOOK REVIEW: Bauer, Gretchen. 1998. LABOR AND DEMOCRACY IN NAMIBIA. Athens: Ohio University Press. 1971-1996." Africa Today 46, no. 3-4 (July 1999): 223–25. http://dx.doi.org/10.2979/aft.1999.46.3-4.223.
Full textDissertations / Theses on the topic "Labor – Namibia"
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Klerck, Gilton-Georg. "Fractured solidarities: labour regulation, workplace restructuring, and employment 'flexibility' in Namibia." Thesis, Rhodes University, 2005. http://hdl.handle.net/10962/d1004898.
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A central concern of this thesis is the expansion, distribution and control of 'non-standard' employment in Namibia since independence. The employment relationship has assumed various historical forms under capitalism, each of which corresponds to a specific mode of regulation with distinct structural dynamics. An attempt is made to extend the regulation approach 'downwards' to account for the problem of order in the workplace and to place the employment relationship within its own regulatory framework. The point of departure in this study of the dynamics of labour regulation is the contradictory nature of labour's incorporation, allocation, control and reproduction within the labour market. The employment relationship is never only an economic exchange, but is also mediated through an institutional framework that connects the processes of production and social reproduction, and regulates conflicting interests inside and outside the workplace. This relationship, as critical realists have pointed out, is a product of the indeterminate intersection of several generative structures. The roots of these generative structures can be traced to three sets of social processes: the processes of production and the structuring of labour demand; the processes of social reproduction and the structuring of labour supply; and the forces of regulation. Non-standard employment is viewed as a particular social and spatio-temporal 'fix' for the various regulatory dilemmas generated by the standard employment relationship. This conception underscores the fact that a national system of labour regulation decisively shapes the conditions under which employers are able to casualise a part of their workforce. The differential experience across national boundaries suggests that analytical space needs to be provided for systems of labour market regulation which may either accentuate or moderate pressures for casualisation. Segmentation on the demand side of the labour market is explored through an analysis of the types of non-standard jobs created in different economic sectors. The various forms of employment 'flexibility' tend to vary in importance according to the specific manner in which a firm chooses to compete. Consequently, non-standard employees are distributed in a complex and uneven manner across industrial sectors and the occupational hierarchy, and face a diverse range of possibilities and liabilities that shape their levels and forms of participation in the labour market. By counteracting the homogenisation effects of labour law and collective bargaining, the mobilisation of cheap and disposable labour through non-standard employment contracts allows employers much greater discretion in constructing the wage-effort bargain. With non-standard employment, social and statutory regulation is weak or underdeveloped and hence managerial control is autocratic, with a significant contractual component. Although the changing social composition of the workforce associated with employment 'flexibility' poses serious challenges to the modes of organisation that have long served the labour movement, trade unions in Namibia and elsewhere have been slow to respond to the threats of casualisation. Of concern here, is the extent to which attempts to promote the security of existing union members is compatible with attempts to organise non-standard employees. This thesis shows that the unions have developed a complex amalgam of strategies in their efforts to regulate non-standard employment relationships.
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Shivangulula, Shirley Euginia. "Labour hire: the impact of labour broking on employee job satisfaction and commitment in a number of Namibian organizations." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1002563.
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Over decades, job satisfaction has generated active empirical research. Similarly, organizational commitment, another attitudinal variable in the work domain, strongly related to, but distinctly different from job satisfaction, received comparatively equal research scrutiny. However, research on the impact of labour broking on employees’ job satisfaction and organizational commitment is nonexistent in Namibia. Using a quantitative approach, within a positivist paradigm, the purpose of this thesis was to examine the impact of labour broking on employees’ job satisfaction and organizational commitment as well as to determine the dynamics that mediate such experiences. These experiences were examined through a 5-dimensional, 72-item Job Descriptive Index and a 3-dimensional, 12-item Organizational Commitment Questionnaire over a sample size of 108 temporary and permanent employees, drawn through random probability sampling in a number of Namibian organizations that make use of labour hire services. These experiences were further amplified by face-to-face interviews over a sub sample of 20 employees. Data analysis was carried out using the chi-square, correlation, t-tests and multiple regression techniques of the STATISTICA software. Drawing on the principles of the multi dimensional theory of organizational commitment, the Cornell dispositional theory of job satisfaction and the temporary employee stigmatization model, results revealed that variables of employment status, tenure, inadequate income, inappropriate supervision and fear of job losses ahead of a newly proposed piece of legislat st labour hire ractices significantly influenced job satisfaction and organizational commitment of employees. Estimates indicate that for a mere change in tenure, job satisfaction levels will significantly rise by 0.26 units, whereas organizational commitment will augment by 0.03 units. However, for every N$ fall in employees’ pay, we can expect job satisfaction levels to decrease by 26%, but with significant effects. The study recommends that organizations must adopt policies that grant permanent tenure to all their employees, position them in respected and challenging jobs in which they will grow skills and ensure that all employees are remunerated with pay that signals their contribution to the organizations. In doing so, the negative effects of labour broking will disappear and employees will be satisfied with their jobs and Tommitted to their organizations.
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Fernandes, Diina. "Midwives' experiences regarding the utilization of partographs in a Namibian Regional Hospital." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021158.
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Labour has been characterized as the most dangerous journey a woman undertakes. The reason being, that although it is a natural process, many labouring women suffer complications during labour and childbirth including prolonged or obstructed labour. These complications can result in maternal and infant morbidity and mortality. The partograph is a monitoring tool that can provide a continuous pictorial overview and is essential to monitor and manage labour. It is recommended by the WHO for use universally by midwives while monitoring labour. However partographs are poorly utilized and most parameters on the partograph are not monitored and findings after reviewing a labouring woman are not documented on the partograph. It is unclear how midwives working in Namibian Health services experience and utilize the partograph during the monitoring of a woman in labour. These may be the factors that hinder the effective utilization of the partograph. The objective of this study was to explore and describe the experiences of midwives regarding the utilization of the partograph for monitoring a labouring woman in a Namibian regional hospital in order to develop guidelines based on the findings to improve the use of the partograph by midwives in order to improve the management of labour. The research design was qualitative, descriptive, explorative and contextual in nature. The research population consisted of midwives working in a regional hospital in Namibia. A purposive and convenient sampling method was used to select participants. Specific inclusion criteria were met and consent was obtained from the participants and from the Regional Health Directorate Management of the hospital where the research was conducted. Interviews were conducted by an independent interviewer within the Department of Health to ensure an unbiased viewpoint. Data were collected by means of semi-structured in depth interviews with a guide, using an audio tape recorder. Field notes were used to record non- verbal communication. As soon as data were saturated, the interviews were stopped. They were then transcribed, verbatim and analysed using the Tesch’s approach as described in (Creswell, 2009:186). The service of an independent coder was utilized to ensure trustworthiness. Trustworthiness was further ensured by using the strategies suggested by Lincoln and Guba’s model, namely credibility, transferability, dependability and confirmability. Ethical considerations were honoured throughout by adhering to ethical principles during the study. These included ensuring that the participants` rights were respected, they were not harmed and fairness were ensured. On completion of the data analysis a literature control was conducted and existing literature was compared to the findings in order to identify similarities and differences and to verify whether the literature supported the findings. Four main themes that emerged during data analysis are: Theme 1.Midwives found it a positive experience to use the partograph when caring for a woman in labour. Theme 2. When a midwife experienced problems in using the partograph, it may lead to detrimental outcomes. Theme 3. Utilizing the partograph evoked differing emotions in midwives. Theme 4. Midwives` knowledge and skills in the utilization of the partograph should be updated regularly. By describing the lived experienced of midwives in the maternity ward on the use of the partograph, the midwives had a positive attitude to using the partograph, but they also found it difficult to utilize the instrument as was directed by the (WHO) due to challenges experienced such as: unrealistic staff/patient ratio, shortage of staff, time consuming, insufficient knowledge and skills among midwives and lack of appropriate equipment. There is a specific need to prevent further negative emotions by addressing the challenges experienced. Based on the findings, guidelines for partograph utilization which aimed at improving the midwifery care were developed. Recommendations were made regarding midwifery education, clinical midwifery care and midwifery research.
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Kafidi, W. "Strategic options for trade unions in the Namibian Police Service." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53600.
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Thesis (MPA)--Stellenbosch University, 2003.ENGLISH ABSTRACT: Freedom of association is a constitutional fundamental freedom denied the members of the Namibian Police Service. This led to the researcher to conduct a study on current labour practices in the said organisation. The aim thereof was to establish whether the inexistence of unions has a detrimental effect on labour relations, and also to explore possibilities of introducing trade unions in the Police Service. A study was conducted within a qualitative approach with the data obtained from existing literature as well as through interviewing police officers and other public office bearers. It was ultimately found that the entire organisation is fraught with labour related problems, which would have been handled differently within unionism. The study therefore recommends that a union be formed for the Namibian Police members.
AFRIKAANSE OPSOMMING: Vryheid van assosiasie is 'n konsitusionele fundamentele vryheid wat die lede van die Namibiese Polisiediens ontsê is. Dit was aanleidend tot die navorser se ondersoek van bestaande werkspraktyke in die gemelde organisasie. Die studie is daarop gerig om vas te stel of die bestaan van unies nadelig inwerk op werksverhoudings asook om die moontlikheid van die instelling van vakunies in die polisiediens te ondersoek. Die studie is met 'n kwalitatiewe benadering onderneem en data is bekom uit bestaande literatuur asook onderhoudsvoering met polisiebeamptes en ander openbare ampsdraers. Daar is uiteindelik bevind dat die hele organisasie gebuk gaan ander werksverwante probleme wat binne vakunie-verband anders hanteer sou word. Die studie beveel dan ook aan dat 'n unie vir die lede van die Namibiese Polisie ingestel moet word.
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Musukubili, Felix Zingolo. "Towards an efficient Namibian labour dispute resolution system : compliance with international labour standards and a comparison with the South African system." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1018942.
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The thesis examines the Namibian labour dispute resolution system by undertaking a comparative analysis of South African and international labour standards. It describes the legal provisions that exist for the effective and efficient resolution of labour disputes through an alternative dispute resolution (ADR) system, which is given recognition in national labour legislation, and in a number of international labour standards and regional labour instruments. It argues for the provision of a proactive and expeditious dispute resolution system that helps to resolve labour disputes in the most effective and efficient manner, without necessarily having to resort to the courts. The study examines the provisions of relevant international labour standards on labour dispute resolution to ascertain their adequacy as part frameworks that apply to Namibia and South Africa’s obligation to provide ADR systems that respond to the needs of the labour relations community. It is argued that ratifying particular ILO conventions creates obligations to comply with their provisions, and to apply them in national legislation and in practice. It is further argued that by having ratified those international labour standards that provide for ADR, Namibia assumes specific obligations under international law, enjoining the country to provide the required ADR system of conciliation and arbitration, which is credible and trusted by disputants and the general public. A comparative approach is adopted, which relies on primary and secondary sources of data, thereby undertaking an in-depth content analysis. The focus of the comparison is on whether the South African ADR system can inform Namibia’s application of its newly adopted ADR system. South Africa has a labour dispute resolution system that has influenced Namibian labour law, prompting Namibia to borrow its ADR system from South Africa’s advanced Commission for Conciliation Mediation and Arbitration (CCMA). In this sense, it is submitted that there are fundamental similarities and differences in the two respective systems. Ideally, disputes should be resolved at conciliation level, resulting in the minority of disputes being referred to arbitration or the Labour Court. In terms of implementation, it is argued that despite the international obligation and commitment to provide and make available free and expeditious ADR services, there are gaps that exist between the legal framework regulating the ADR system and the application thereof in practice, making the attainment of effective and efficient labour dispute resolution difficult. Disputes should be resolved as quickly and informally as possible, with little or no procedural technicalities, and without allowing them to drag on indefinitely, offering immediate solutions instead. This is far from the reality of the situation. In contrast, the study found that although the Labour Act, 2007 and the South African Labour Relations Act (LRA) have brought statutory dispute resolution within the reach of the ordinary worker, these Acts may have compounded the problems relating to dispute resolution in the respective countries. The statutes in question have created sophisticated systems of dispute resolution in which most role players are seen as failing to operate as a result of the complex and technical processes of dealing with disputes. For this reason, the author proposes several remedial interventions that look to the future and the continued provision of fast, effective and user-friendly ADR services. Solving these problems and making effective and efficient labour dispute resolution a reality calls for renewed commitment from government and social partners and investment in appropriate human and financial resources. This requires a strong political will as well as concerted efforts from all role players in the labour relations community in the two respective countries.
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Sihlahla, Kyllikki Taina Niita Ndangi. "Perceptions on the impact of strikes on productivity at selected mines in the mining sector of Namibia." Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2081.
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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2016.The mining sector has been the backbone of the Namibian economy since Namibia attained its independence. However, the disruptive nature of the numerous strikes that are experienced in the mining sector has prompted this study that explores the perceptions held by different stakeholders on the impact of strikes on the productivity of three selected mines in Namibia. The selected mines are Langer Heinrich mine, Navachab Gold mine and Skorpion Zinc mine. Labour disputes in Namibia’s mining sector have a long history dating back to the colonial era. A myriad of factors that include, amongst others, poor remuneration, unfair labour practices, poor social and housing amenities, perceived discrimination and harsh working conditions are major triggers for mining sector strikes. Strikes are mostly conducted by employees when they fail to amicably resolve a labour dispute with their employers. Employees are normally perceived as the backbone of any organisation. Conflicts, however, are part of human nature and can only be avoided, in most cases, if people are conscious of the consequences of their actions and reactions, hence, the need to explore the perceptions of stakeholders on the impact of strikes on the productivity of the selected mines. Human perceptions are dynamic in nature. Irrespective of this fact, in this research questionnaires were administered to obtain the perceptions of mine management, miners and trade union members on the effects of strikes on the productivity of the three selected mines. A different questionnaire was designed to gather the views of the Ministry of Labour and Social Welfare (MLSW) officials since in most cases they are involved in conciliating the disputing parties. Generally, strikes have negative impacts not only on the organisation concerned, but also on the Namibian economy at large. The mines selected for this research are situated in the Khomas, Erongo and Karas regions of Namibia. Most mining companies in Namibia are located in Erongo and Karas, whereas Windhoek, which is in the Khomas region, mainly houses some of these mines headquarters. A five-point Likert scale was used to gather data in the survey. Specialised software called Statistical Program for Social Scientists (SPSS) was then used to analyse the data. Although the results indicate that in most cases the striking parties are aware of the adverse effects of strikes on productivity of the mines, they still opt to use strikes as a bargaining weapon. Since conflicts are always bound to arise where two or more parties interact, this study recommends that there should always be a conciliator who tries to amicably resolve disputes by sensitising each party on the consequences of strikes. The study also recommends a model which emphasises the need to thoroughly inform the mineworkers and the mine management on the ripple effects of strikes and on the need to achieve a win-win situation for all the parties that are involved in a conflict. The model emphasises that although the employees and the employers can individually and separately approach the official, which is the MLSW, such official should always provide open feedback to the feuding parties through a tripartite negotiation forum, otherwise any other type of covert feedback may be misinterpreted as bias by one of the feuding parties. The model further explains that at all times direct negotiations between employees and their employers must be kept open, as it is possible that agreements that can reduce strike action may be reached without necessarily engaging a third party.
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Uusiku, Laura Ingashipwa. "Perceptions and current practices of Namibian midwives regarding the use of the cardio-tocograph as an informative labour monitoring tool for labouring women." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/21318.
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Labour is a vital period for the labouring mothers, as it should bring with it the fulfilment of an expectation of having the baby that has been awaited. The health of the foetus which is to be born and that of the labouring mother are inextricably linked with each other which is why the labouring mother needs to be assessed and monitored carefully. The cardio-tocograph, which is a globally accepted method of diagnosis and assessment of the foetal status during labour is preferred to be used in monitoring labouring mothers, especially high- risk patients. Despite the evidence and information regarding the effectiveness of the use of the cardio-tocograph, midwives are still found not to be using it correctly, the reasons given that the women not always co-operate; do not keep the electrode and belt in place or cite the discomfort they experience from contraction. The objectives of this study were to: explore and describe the perceptions and current practice of Namibian midwives regarding the use of the cardio-tocograph as an informative labour- monitoring tool. Explore and describe how midwives working in labour wards in Namibia perceive informing laboring women of the use of the cardio-tocograph as an informative labour- monitoring tool and based on the results, develop an instruction guide for midwives working in the labour ward in intermediate hospital in Namibia that would serve as a guide on how to teach labouring women about the use of the cardio-tocograph as a labour- monitoring tool and enhance positive labor and delivery outcomes The study was conducted between May and June 2016, using a qualitative, explorative, descriptive and contextual design, following the necessary university approval and approval from other relevant authorities. The research population was midwives who work in labour wards at a public hospital in Namibia. Semi-structured interviews were used to collect data from purposively sampled participants using set criteria. A voice recorder was used to capture the interview with the permission of the participants. Seventeen midwives were interviewed of whom two were used for the pilot study. Data saturation determined the sufficient sample size. The collected data was analyzed using Tesch’s spiral method of data analysis with the assistance of an independent coder From the research findings, it emerged that midwives had varying perceptions regarding the use of the CTG machine. Midwives still perceive CTG interpretation as a challenge as a labour -monitoring tool and expressed a need for updates. Furthermore, midwives expressed the fact that they had limited communication with labouring women regarding the use of CTG. Based on the research findings and guided by Health Belief Model principles, three main guidelines were developed for midwives working in the labour ward in a public hospital in Namibia. These guidelines will serve as a tool to assist midwives in their teaching of labouring women about the use of the cardio-tocograph as a labour- monitoring tool, and the role to be played by labouring women during that monitoring period. Furthermore, recommendations for clinical nursing practice, nursing education and nursing research were developed. The researcher used literature control to ensure validation and integrity of the study. Trustworthiness, which was used to ensure rigour of the study, was guided by the principles of truth-value, transferability, dependability and confirmability. Ethical considerations were guided by the Belmont report adopting the principles of beneficence, respect for human dignity, justice and non-maleficence.
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Alberto, Zeka. "The impact of the Namibian 1992 Labour Act on health and safety regulation in the Namibian industry." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/62550.
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This dissertation attempts to bring clarity and certainty in respect of the regulation of the health
and safety aspect within the Namibian mining Industry. At the moment, there is lack of legal
clarity in Namibia as to which set of laws or regulations applies to the mining industry in so far
as health and safety of employees within the extractive industry is concerned therefore making
it difficult for the industry to comply or comprehend its legal obligations. The absence of legal
clarity culminated into uncertainty over which state functionaries are entrusted with the
responsibility to regulate the health and safety aspect of mining in Namibia.
It is observed that the uncertainty which prevails in the Namibian mining industry as to which
laws or regulations are applicable in respect of health and safety of employees at work is
attributed to and aggravated by the misconception of the Ministry of Mines and Energy which
fails comprehend its role due to lack of proper legal advice and thereby assuming status quo.
This research has found that Ordinance 20 of 1968 and its regulations were repealed to the
extent that it dealt with health and safety of employees on mines and consequently the
regulations of 1968 do not find application in Namibia since 1 November 1992.
This paper further reveals or identifies the Health and Safety Regulations on the Health and
Safety of Employees at Work made under Labour Act 6 of 1992 as the applicable law in this
regard notwithstanding the fact that the assignment of the administration of functions under
the Health and Safety regulations, is vague and contributes to the uncertainty instead of
ameliorating the situation.
The ordinance continues to be implemented by the ministry as if it is still applicable and very
little is actually implemented under the 2007 Labour Act. Therefore, one can clearly say that in
the absence of a new regulatory regime which introduces substantial change, there is nothing to
measure against unless the Labour Act Regulations are properly assigned with post assignment
directives.Mini Dissertation (LLM)--University of Pretoria, 2017.
Public Law
LLM
Unrestricted
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Musukubili, Felix. "A comparison of the South African and Namibian labour dispute resolution system." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1040.
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The dynamic social and economic conditions in Namibia warranted a periodic review of labour legislation. Given these needs, uhe then Ministry of Labour, undertook a project in 1998, to assess the effectiveness of the first post kndependence Labour Act, 1992 (Act No 6 of 1992) a trirartite task force was established which recommended the amendment of the 1992 Act. This led to the enactment of the Labour Act, 2004 which introduced a new system of dispute prevention and resolution. However, the 2004 Act could not be put into effect in its entirety, because of its technical flaws and the fact that the Namibian Employers Federation (NEF) took issue with some of the provisions of the Act, such as leave provisions. In 2005, the Ministry of Labour and Social Welfare with its social partners undertook a complete technical review of the entire 2004 Act. As a result, In 2007, the new Labour Bill 2007 was tabled in Parliament, which eventually adopted it as the Labour Act, 2007 (Act No 11 of 2007) which became operational on the 1st November 2008. The new Labour Act, 2007 (Act No 11 of 2007) brings in sweeping changes to the familiar terrain of labour law and industrial relations practice in Namibia. The new Act, has done aware with the District Labour Court system, in its place comes the Labour Commissioner. The rudimentary dispute- settlement mechanisms of the old (first ) Labour Act, 1992 ( Act No 6 of 1992) have made way for the more sophisticated, yet speedier and more economical system of alternative dispute resolution through arbitration and conciliation by the Labour Commissioner. The Labour Act, 2007, requires parties to the labour dispute to seek conciliation before either taking industrial action or seeking adjudicative solutions to the dispute. Not only does the Labour Act, establish or makes provision for the appointment of the Labour Commissioner to provide for dispute resolution, it also permits parties to establish their own process for dispute resolution through a private arbitration route. Faced with this daunting array of untested rules and institutions, I have approached the writing of this work with some trepidation. My aim is to provide a thoroughgoing commentary on the provisions relating to dispute resolution. In the absence of much authoritative interpretation, I had to rely heavily on past practices and foreign South African precedents to identify the construction that judges and arbitrators are likely to arrive at. The present treatise provides a, comprehensive and integrated commentary for all involvement in the resolution of labour disputes in Namibia; it further provides rules and procedures which govern statutory disputes resolution through the Labour Commissioner. I sincerely hope that this paper, will prove useful to all those involved in labour law and industrial relations practice, as well as to teachers and students of this subject.
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Geraldo, Geraldine Mwanza. "Labour rights and free trade zones in Mozambique and Namibia : a cripping cocktail?" Diss., University of Pretoria, 2007. http://hdl.handle.net/2263/5438.
Full textAbstract:
This paper focuses on the the interplay between Free Trade Zones (FTZs) and labour
rights. It seeks to determine the effects of FTZs on the full realization of labour rights in Mozambique and Namibia.Thesis (LLM (Human Rights and Democratisation in Africa)) -- University of Pretoria, 2007.
A Dissertation submitted to the Faculty of Law University of Pretoria, in partial fulfilment of the requirements for the degree Masters of Law (LLM in Human Rights and Democratisation in Africa). Prepared under the supervision of Dr Paulo Comoane of the Unicersidade Eduardo Mondlane, Maputo, Mozambique.
http://www.chr.up.ac.za/
Centre for Human Rights
LLM
Books on the topic "Labor – Namibia"
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Barney, Karuuombe, and African Labour Researchers Network, eds. The state of union organisation in Namibia. Windhoek]: Labour Resource and Research Institute, 2002.
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Agency, Namibia Statistics. Namibia labour force survey (NLFS): 2012 report. Windhoek, Namibia: Namibia Statistics Agency, 2013.
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Agency, Namibia Statistics. The Namibia labour force survey 2013 report. Windhoek: Namibia Statistics Agency, 2014.
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Trade unions in Namibia: Defining a new role? [Windhoek]: Friedrich Ebert Stiftung, 2004.
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Namibia. Directorate of Labour Market Services, ed. Namibia occupational skills assessment survey (NOSAS) 2006. Windhoek: Directorate of Labour Market Services, 2008.
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Namibia. Commission of Inquiry into Labour Matters in Namibia. Report of the Commission of Inquiry into Labour Matters in Namibia. [Windhoek]: The Commission, 1989.
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Moorsom, Richard. Underdevelopment and labour migration: The contract labour system in Namibia. Windhoek, Namibia: Namibian History Trust at the Dept. of History, University of Namibia, 1996.
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Moorsom, Richard. Underdevelopment and labour migration: The contract labour system in Namibia. Bergen: Chr. Michelsen Institute, Development Studies and Human Rights, 1997.
Find full textBook chapters on the topic "Labor – Namibia"
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Limbo, Anton, Nalina Suresh, Set-Sakeus Ndakolute, Valerianus Hashiyana, Titus Haiduwa, and Martin Mabeifam Ujakpa. "Smart Irrigation System for Crop Farmers in Namibia." In Transforming the Internet of Things for Next-Generation Smart Systems, 120–31. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-7541-3.ch008.
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Farmers in Namibia currently operate their irrigation systems manually, and this seems to increase labor and regular attention, especially for large farms. With technological advancements, the use of automated irrigation could allow farmers to manage irrigation based on a certain crops' water requirements. This chapter looks at the design and development of a smart irrigation system using IoT. The conceptual design of the system contains monitoring stations placed across the field, equipped with soil moisture sensors and water pumps to maintain the adequate moisture level in the soil for the particular crop being farmed. The design is implemented using an Arduino microcontroller connected to a soil moisture sensor, a relay to control the water pump, as well as a GSM module to send data to a remote server. The remote server is used to represent data on the level of moisture in the soil to the farmers, based on the readings from the monitoring station.
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Randa, Isaac Okoth, and Sulaiman Olusegun Atiku. "SME Financial Inclusivity for Sustainable Entrepreneurship in Namibia During COVID-19." In Advances in Business Strategy and Competitive Advantage, 373–96. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6632-9.ch018.
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The general reduction in the supply of labor, disruptions of supply chains, sudden loss of demand, and revenue by COVID-19 pandemic have negatively affected SMEs leading to their inability to operate normally causing liquidity constraints. Presumably, financial systems that reduce information asymmetry, transaction costs, ease external financial constraints, moderate market frictions, and ameliorate structural impediments limiting entrepreneurs and economic agents are instrumental. This chapter adopts an interpretive research perspective mainly employing documentary and secondary data analysis to explore descriptively the state of financial inclusivity and sustainable entrepreneurship in Namibia. Financial inclusivity explains entrepreneurship resilience through reduction of credit constraints embedded in irrecoverable start-up costs, limits operational innovations, hinders building production facilities and constructing distribution networks. Adopting SMEs' financial health framework, this study concludes that a multi-sectoral approach to SMEs' financial inclusivity is promising.
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Super, Gail. "Namibia." In Prison Labour: Salvation or Slavery?, 153–68. Routledge, 2018. http://dx.doi.org/10.4324/9780429426872-8.
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"Front Matter." In Labour Law in Namibia, i—ii. University of Namibia Press, 2012. http://dx.doi.org/10.2307/j.ctvh8qxg0.1.
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"TERMINATION OF THE EMPLOYMENT RELATIONSHIP." In Labour Law in Namibia, 119–38. University of Namibia Press, 2012. http://dx.doi.org/10.2307/j.ctvh8qxg0.10.
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"UNFAIR DISMISSAL AND DISCIPLINARY ACTIONS." In Labour Law in Namibia, 139–68. University of Namibia Press, 2012. http://dx.doi.org/10.2307/j.ctvh8qxg0.11.
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"INDUSTRIAL DISPUTES." In Labour Law in Namibia, 169–74. University of Namibia Press, 2012. http://dx.doi.org/10.2307/j.ctvh8qxg0.12.
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"CONCILIATION, MEDIATION AND ARBITRATION." In Labour Law in Namibia, 175–204. University of Namibia Press, 2012. http://dx.doi.org/10.2307/j.ctvh8qxg0.13.
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"INDUSTRIAL DISPUTES AND THE LABOUR COURT." In Labour Law in Namibia, 205–18. University of Namibia Press, 2012. http://dx.doi.org/10.2307/j.ctvh8qxg0.14.
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"AGREEMENT TO SETTLE INDUSTRIAL DISPUTES." In Labour Law in Namibia, 219–22. University of Namibia Press, 2012. http://dx.doi.org/10.2307/j.ctvh8qxg0.15.
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