Dissertations / Theses: 'Labor – Namibia'

1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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.

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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

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11

Macfarlane, Alastair. "Labour control : managerial strategies in the Namibian mining sector 1970-1985." Thesis, Oxford Brookes University, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.280640.

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12

Chikamhi, Paul. "Educator misconduct : a study of labour relations in public schools in Namibia / Paul Chikamhi." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1710.

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13

Mbwaalala, Ndemufayo Regto. "Can labour law succeed in reconciling the rights and interests of labour broker employees and employers in South Africa and Namibia?" Thesis, University of the Western Cape, 2013. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_9779_1380724825.

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The ever increasing regional and global trade competition has manifested itself in a growing number of non-standard forms of employment including the increasing use of "
temporary employment services"
(or &ldquo
labour brokers&rdquo
as commonly referred to). Labour brokers enter into employment relationships as third parties with client companies to supply employees through a commercial contract. These labour services usually fall outside the regular twoparty contract of employment defined under existing labour laws and thus the employees are not covered by that law. Labour brokers have been labelled as &ldquo
the re-emergence of new apartheid strategy&rdquo
and &ldquo
modern slavery&rdquo
by some quarters in labour sectors of Namibia and South Africa. Trade unions, particularly, have led the most vocal resistance against labour brokers in both countries. They argue that, like previous apartheid contract labour systems, labour brokers today erode standards for decent working conditions and weaken union representations in the workplace. Thus unions have repeatedly sent strong calls to lawmakers to amend existing labour laws and &bdquo
forever put labour broking in its grave where it belongâ1. On the other hand, employers have argued that recent forces of globalisation demand flexible employment strategies and banning labour brokers will make it more difficult for local businesses compete profitably globally via flexible short term employments and can lead to losses of many job opportunities.2 It is against this background that I will argue that current labour laws should be amended to define and regulate labour brokers more closely and compel them to recognise workers rights and conditions as equal as those of standard employees. But first, I will highlight some socio-economic indicators influencing the labour markets in South Africa and Namibia, including the history of workerâs rights under the contract labour systems in both countries. Second, I will look at some of the expressed exploitive conditions resulting from the use of labour brokers and also look at some reasons why businesses engage labour brokers. Thereafter I will point out some of the reasons why trade unions have called for a total ban on labour brokers. I will then discuss the difficulty of banning labour brokers, including the constitutional challenge in the landmark case of African Personnel Services v Government of the Republic of Namibia3. Lastly i will expand on the ruling by the Namibian Supreme Court of Appeal (NSA) recommending a regulatory approach in line with the International Labour Organisationâs (ILO) conventions on third-party employments.

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Du, Toit Jacqueline. "Employee relations in the public service of three Southern African countries : South Africa, Namibia and Botswana." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/10351.

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Includes bibliographical references.
The aim of this dissertation was to ascertain what type of employee relations system is identifiable in the public services of South Africa, Namibia and Botswana, and to determine what type of voice regulation is in place in the determination of terms and conditions of employment.

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Shiimbi, Toivo Ndinelago. "Trends in collective bargaining In post-independence Namibian . Public sector." University of the Western Cape, 1997. http://hdl.handle.net/11394/7761.

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Magister Administrationis - MAdmin
The emergence of collective bargaining in the public sector is viewed as a product of economic, political, technological and social dynamics regulating the economic relationship between the government as employer and public sector employees. Although public sector employees have been denied the right to organize themselves and to bargain collectively with their respective governments, especially in many African countries, the profound changes during the recent years has dramatically changed labour relations in the public sector. In many African countries, particularly English speaking countries, the process of collective bargaining between the government and public sector employees has gained prominence as the struggle to reconcile the broad interest of the government and its employees has been waged in order to deal effectively with public employment issues. Namibia is one of the many English speaking African countries which is making tremendous efforts to harmonize the employment relationship between the government and the public servants. But these efforts are being hampered by the structural handicaps emanating from the historical legacy of apartheid and its adjunt- authoritarianism (which has found firm roots in the country even after five years of independence).

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16

Silvester, Jeremy Gale. "Black pastoralists, white farmers : the dynamics of land disposession and labour recruitment in southern Namibia 1915-1955." Thesis, SOAS, University of London, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.318359.

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17

Nampala, Lovisa Tegelela. "The Impact of Migrant Labour Infrastructure on Contract Workers in and from Colonial Ovamboland, Namibia, 1915 to 1954." University of Western Cape, 2020. http://hdl.handle.net/11394/8163.

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Philosophiae Doctor - PhD
This thesis explores the ways in which migrant labour infrastructure and the related operating practices of the South African colonial administration impacted on workers in and from the colonial north-central part of Namibia, formerly known as Ovamboland. This study stretches from the Union of South Africa’s occupation of the region in 1915 up to 1954 when the last Native Commissioner for Ovamboland completed his term of office and a new administrative phase began. Infrastructure refers to the essential facilities that an institution or communities install to use in order to connect or communicate.4 Vigne defines infrastructure as the mode of connections between techniques, practices, social values, cultures, economies and politics.5 This dissertation deals with two types of infrastructures.

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Shivangulula, Shirley Euginia Ndahafa Uvatera. "Employment demand, employability and the supply-side machinery : the case of the children of the liberation struggle of Namibia." University of the Western Cape, 2012. http://hdl.handle.net/11394/4630.

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Philosophiae Doctor - PhD
Over the past four years, growing volumes of media literature centre staged the Namibian economy with the dilemma of the ‘Children of the Liberation Struggle of Namibia’ (CoLSoN) in their resilient protest for employment. Yet, amid such chronicled portrayal and persistent social, economic and political discourse, the underpinnings of the plight of the CoLSoN for labour market participation received vigorous scholarly inattention and remained scientifically unexplored. This study, therefore, contributes to the body of knowledge on the employability, employment prospects and vulnerability to unemployment, and public policy interventions depicting the unemployed CoLSoN in Namibia. The Researcher situated the study in a post-positivist paradigm. Positioned in the Human Capital Theory, the study utilised the employability theory to examine the employability of the unemployed CoLSoN. The study employed the conceptual framework of employment prospects and vulnerability to unemployment to investigate the domains responsible for the low employment prospects and vulnerability to unemployment of the unemployed CoLSoN. Drawing on the theory of search and match, the study examined the typology of the supply-side effort of Government to establish the controlling of the ensuing disequilibrium of the demand-supply side efforts. The study employed a concurrent mixed method design comprising quantitative and qualitative schemes of inquiry, and drew a sample size of 605 unemployed CoLSoN through the simple random probability sampling procedure to respond to a 76-item survey instrument. Additionally, the study drew a purposive sub sample of 50 CoLSoN and two organisations to amplify the experiences of the unemployed CoLSoN and inform of the policy options directed to their plight through semi-structured interviews. The study analysed the quantitative data utilising the ANOVA, Multiple regression techniques, Spearman correlation and t-test of the SPSS software. Qualitative data analysis occurred through the application of thematic categorisation. The study found that fierce labour market demands and administrative malice delay the transition into the labour market of the unemployed CoLSoN. The interviews revealed intergenerational poverty transmission a distant, but potent dynamic of degenerating individual qualities among the unemployed CoLSoN for employability. The ANOVA sustained the postulation that low employability traits are not equally prevalent in all the age groups of the unemployed CoLSoN. Estimates indicate that a mere investment in the education of the unemployed CoLSoN would improve their generic employability by about 11%. The study recommends the exercise of employability as an Active Labour Market Policy to balance the demand-supply-side inconsistencies of the labour market that exclude the disadvantaged from participating therein. The study further recommends the reinforcement of institutional audit procedures to control the inaptness of intentional administrative barriers to the labour market participation of the CoLSoN. The study also recommends the granting of fiscal incentives to the private sector for a speedy absorption of the CoLSoN into the labour market. That way, the low employment prospects among the unemployed CoLSoN would contract. Their employability for labour market participation would augment, invigorating them to take charge of their lives and curb poverty transmission to the next generations.

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19

Nankunda, Jackie. "The Impact of Trade and Investment Policies on the Labour Standards in the Mauritian and Namibian Export Processing Zones: Lessons for Rwanda." Master's thesis, University of Cape Town, 2010. http://hdl.handle.net/11427/4524.

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Export Processing Zones (EPZs) have become rather popular trade and investment policy instruments used by governments to promote trade and Foreign Direct Investment (FDI). The trend of establishing EPZs was started by the creation of the Shannon Free Zone in late 1950s in Ireland, a zone that now boosts over 100 international manufacturing companies. It was the success of this first zone that encouraged many countries to create their own EPZs in the hope that the incentives would encourage industrial development. The World Bank regards the increasing introduction of EPZs as a signal of a country's departure from import substitution towards an export-oriented economy.

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20

Gwatikunda, Sikhangezile. "A retrospective study regarding the relationship between antenal care (ANC) adequacy and preterm birth." Diss., 2015. http://hdl.handle.net/10500/20293.

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The purpose of this study was to investigate the relationship between antenatal care (ANC) adequacy and preterm births. The researcher used the quantitative, descriptive, correlational, retrospective, case control design on a sample size of 40 cases and 80 controls. A checklist was used to collect data at one state hospital in Windhoek. When the Adequacy of Prenatal Care Use (APNCU) index was applied, premature birth was found to be less likely for women in the higher categories of care (OR 0.121; 95% CI 0.124–0.613) as compared to those in the lower categories. Similarly when the Content and Timing of care in Pregnancy (CTP) tool was used; women in the higher categories of care, were less likely (OR 0.114; 95% CI 0.012–1.056) to give birth prematurely as compared to those in the lower categories
Health Studies
M.A. (Health Studies)

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21

Namweda, Indilileinge Ndahafa. "Retention of employees in the Department of Transport in the Ministry of Works and Transport in Namibia." Diss., 2017. http://hdl.handle.net/10500/23111.

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The purpose of this study was to investigate the retention of employees in the Department of Transport in the Ministry of Works and Transport. The research was undertaken because employees in the Department of Transport are resigning rapidly, creating a high vacancy rate in the department. There is thus a need to investigate the reason/s why employees are leaving the institution so that strategies can be implemented to mitigate the high number of resignations. In order to obtain the desired results, the research project used both qualitative and quantitative research methods. The study revealed that the Department of Transport has no guidelines on retention of employees and this has negatively affected the department, particularly its failure to retain employees with specialised skills that are highly sought in the labour market. Another shortcoming of the Department of Transport is the failure to offer performance-related incentives and market-related remuneration. In the absence of these benefits, employees opt to resign and seek better remuneration packages elsewhere. It is therefore proposed that the department should review its efforts to retain employees, including the formulation of retention guidelines and reviewing the remuneration of employees.
Public Administration
M.P.A.

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22

Mvungi, Charles Nyero. "Comparative evaluation of the development of labour-intensive works technology programme in Namibia." Thesis, 2008. http://hdl.handle.net/10539/5825.

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1. Background A number of development programmes have been carried out in Namibia since independence. It is seldom that evaluation is undertaken after completion to assess the degree of success of the programmes implemented in relation to their objectives and other effects. Often, similar programmes or projects are undertaken without the benefit of lessons and experiences from past programmes or projects. The aim of his study was to evaluate one such post-independence development programme implemented in Namibia namely the Labour-Based Works Technology Development Programme (LBWP). This programme was initiated in 1991, and was largely completed in 2000. 2. Problem Statement Creation of employment and poverty eradication are two of the four broad goals of the National Development Plan 1 and II (NDP I and NDP II) of the Government of Namibia (GON). The LBWP was implemented during the period of NDP1. Programme objectives were two fold; the creation of employment opportunities in the rural areas; and the development of road infrastructure in the underdeveloped inaccessible areas of the country. Prior to this programme, labour-based works technology was unknown in Namibia. There is no comprehensive study undertaken as yet to examine the level of success of the LBWP in Namibia in relation to its objectives, and in comparison with other successful programs elsewhere. This study was carried out for this purpose. 3. Literature Review An extensive literature review was undertaken to establish the existing intellectual basis and the theoretical framework of labour-based works technology. Research that has already been done was analysed and compared to crystallise this study.

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23

Kanime, Andreas. "Factors driving pay changes and their impact on corporate performance : Namibian Ports Authority case study." Thesis, 2011. http://hdl.handle.net/10413/5642.

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24

Kaizemi, Sencia. "Challenges of recruitment and retention of skilled employees in a Namibian bank." Diss., 2017. http://hdl.handle.net/10500/23153.

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The purpose of this study was to explore and describe the challenges that a Namibian bank faced in recruiting and retaining skilled employees. The study adopted a qualitative research approach and the data were collected through face-to-face interviews with 20 participants from the Namibian bank. The researcher used the Five-Phased Data Analysis Cycle as described by Yin (2011) to analyse the data. Ensuring trustworthiness, the researcher used Guba's Model of Trustworthiness as cited by Krefting (1990). The major findings of the study were the shortcomings in the Namibian bank remuneration structure, lack of training and no employee recognition. The recommendations of the study are that the Namibian bank needs to implement training and development for its employees, review its remuneration structure and demonstrate appreciation of staff by showing recognition, better salaries and incentives.
Business Management
M.Com. (Business Management)

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Dissertations / Theses on the topic 'Labor – Namibia'

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