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Venter, Jan Harm. "The law of retrenchment: s 189a facilitation - the impact of facilitation in large-scale retrenchments." Master's thesis, University of Cape Town, 2014. http://hdl.handle.net/11427/9149.
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Includes bibliographical references.Employers trapped in economic difficulties or facing tough business challenges often wave the wand of retrenchment in the hope that the problem will go away. This often leads to workers unexpectedly finding themselves unemployed and queuing at the unemployment offices. In 2002, legislative provisions were introduced into the statute dealing specifically with large-scale retrenchments,1 allowing the parties to appoint an external facilitator to facilitate the retrenchment process. Although this new retrenchment process for large scale retrenchments is reflected relatively clear in and simple in the statute, this dissertation will focus on large-scale retrenchment process and highlight the positive impact facilitation, as an option,2 has introduced.
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Ah, Shene Lee-Anne Dorothy. "Large scale retrenchments: an overview of Section 189 A." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1012042.
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This treatise sets out and evaluates recent developments in the area of large-scale retrenchments in South Africa. Dismissals are considered to be a source of great controversy, but more so large scale retrenchments. It was with this in mind that the various role players sought an amendment in 2002 so as to address the concerns by both employers and employees. The applicable legislation, namely section 189A of the Labour Relations Act 66 of 1995, was enacted to ensure the smooth operation of this genre of retrenchments. In this treatise, section 189A will be evaluated. Section 189A stipulates what procedure should be utilized, for dismissals necessitated by operational requirements. The inclusion of this provision was an attempt to address the concerns of both employers and employees. Chapter 1 provides us with an overview with regard to why change with regard to retrenchment legislation was necessary. In Chapter 2 the definition of operational requirements will be unpacked as well as what definition the courts have attached to the term "operational requirements‟, and more importantly the issue relating to substantive fairness. Chapter 3 examines when the applicable provision is triggered, whether or not an employer can stagger retrenchments, the facilitation process, and the regulations pertaining to facilitations. The facilitation process itself and the consultation aspect of the facilitation process are recounted. The meaning of „consultation‟ is evaluated, and it should be noted that section 189 and section 189A are interrelated when topics of consultation are considered. Chapter 4 addresses the instance when no facilitator is appointed and the mechanisms of section 189A(7) and (8); further discussions relating to subsection 13, and 19 will furthermore be evaluated with reference to case law. Chapter 5 sets out the various viewpoints on whether or not section 189A has been successful, and the chapter questions the effectiveness of the provision to provide a realistic view of large-scale retrenchments and whether the enactment thereof was an effective mechanism protecting the rights of employees faced with possible unemployment. The implementation of the training lay off system will be looked at and the statistics of the CCMA will be used as a measure to determine the effectiveness of section 189A. Chapter 6 concludes the thesis, by highlighting lessons learnt from case law for both employees and employers.
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Fraser, Simon. "Mechanized support for retrenchment." Thesis, University of Manchester, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.491492.
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Refinement is a long-established technique that is widely used in the rigorous development of software. It can be argued that refinement has limitations that prevent it being used effectively in a wide range of system implementations. These claims led to the introduction of a liberalized form of refinement known as retrenchment. Whilst, when using retrenchment, we lose some of refinement's guarantees, we are able to describe the construction of specifications in situations where refinement struggles to provide a clear and concise picture. It is hoped therefore, that the use of retrenchment - alongside refinement - will increase the scope of system developments to which formal methods can be successfully applied. It has been generally recognized that it is not feasible to apply formal methods to the development of complex systems without suitable tool support. Following an attempt to integrate retrenchment into the B-Toolkit where the inflexibility of the application made change difficult - we decided to create a new tool that was capable not only of supporting the specification and proof of refinement and retrenchment, but any similar relationship. Our aim was to make the notion of the model and the relationship between models fully configurable, allowing the user to specify and prove with existing formal techniques, but also to be able to experiment in the creation of new techniques. vVe chose to use the Z notation as the principal syntax for expressing our models and relationships. As the international standard for Z had only recently been published, we were also required to create one of the first Z tools that conformed (loosely) to this standard.
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Van, Staden Leon. "The law relating to retrenchment." Thesis, University of Port Elizabeth, 2003. http://hdl.handle.net/10948/304.
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Retrenchment, as a form of dismissal, is regulated by section 189 and 189A of the Labour Relations Act 1995. In order for a retrenchment to be fair, it must comply with both the substantive and procedural requirements stipulated in the Act. After an employee has proved the dismissal, the onus rests on the employer to comply with these two requirements by providing proof thereof. One of the most important procedural requirements that must be complied with by the employer is that the employer cannot merely make a decision to retrench. This decision may only be made once the employer, when contemplating a retrenchment, followed the lengthy consultation process as required in section 189. Recent amendments to section 189 introduced a distinction between a small and big employer and further between a large-scale and small-scale dismissal. If the employee is of the opinion that the employer did not comply with either the procedural or substantive requirements or both, he/she may refer such a dispute for conciliation and thereafter for arbitration or adjudication, according to a dispute resolution process contained in the Act, during which process certain remedies are available to the dismissed employee. The Labour Relations Act 1995 also introduced important amendments which have the effect that employees are allowed to, in certain circumstances, to strike over collective retrenchment disputes.
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BALTES, PAULA CHOATE. "TOWARD A THEORY OF RETRENCHMENT IN HIGHER EDUCATION." Diss., The University of Arizona, 1985. http://hdl.handle.net/10150/187924.
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This study was directed toward building a theory of retrenchment. To understand better institutional behavior during decline, it seemed pertinent to determine whether a patterned sequence of institutional responses to fiscal stress existed. Previous studies suggested a pattern of responses but had not analyzed those actions over a long period of time. This study examined the responses, over a ten-year period, of twenty-three, four-year colleges and universities that were observed in A Report on the Financial Conditions Project (1981) by the American Council on Education and the National Association of College and University Business Officers. Data collection centered around five response categories--operations, programs, faculty and incentives, policy development, and severe responses. Analysis was a two-phase process: secondary analysis of the ACE/NACUBO report provided data for FYs 1975-78, and analysis of questionnaire results revealed institutional responses during FYs 1979-81 and 1982-84. Institutions were grouped by enrollment experience. It was hypothesized that more political, less reactive measures would be used in the early stages of stress, but that more reactive, traditionally rational actions would become commonplace and more acceptable once the need for change was apparent. In the aggregate, the study found a pattern of responses: More political operational and programmatic responses preceded the more traditionally rational responses. With time, rational actions associated with policy development and the faculty and incentives category increased. The severe responses, though small in number, were confined to the declining institutions. Disaggregated data showed that institutional behavior was individualistic. Contrary to what was anticipated, more rational decisions frequently were not associated with decline; growing/stable institutions often were more responsive than declining ones. The study found that, since 1978, faculty participation in planning and implementation of retrenchment strategies increased; such responses likely attempt to make the change more agreeable. Contrary to the literature, respondents indicated that innovative activity increased as the result of fiscal stress, and that faculty morale improved. Furthermore, there is an apparent relationship between decline and the appointment of new presidents.
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Westermann-Winter, Birgit. "A phenomenological study in the experiences of retrenchment implementers /." Link to the online version, 2007. http://hdl.handle.net/10019/374.
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Westermann-Winter, Birgit. "A phenomenological study into the experiences of retrenchment implementers." Thesis, Stellenbosch : University of Stellenbosch, 2007. http://hdl.handle.net/10019.1/2744.
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Thesis (MA(Industrial Psychology))--University of Stellenbosch, 2007.Increased globalisation and competition have implications for organisational renewal and change and increasingly cost cutting, by retrenching employees, is part of the search for competitive advantage and sustainability. Within the South African context, retrenchments are no exception. The study explored the experiences of those who are tasked with the role of implementing the retrenchment, the so-called retrenchment implementers. Despite implementers being key to ensuring organisational success and profitability in the aftermath of retrenchment, research on their experiences is limited not only internationally, but also locally. The study was conducted amongst participants employed at various South African organisations. Qualitative data was obtained via semi-structured interviews with the implementers of retrenchments. Following content analysis, three key themes emerged: implementers’ experiences of procedural aspects as per s189 and s189A of the Labour Relations Act 66, of 1995 (as amended); implementers’ personal experiences of performing the retrenchment act and organisational and personal enabling strategies to assist with preparing implementers for the retrenchment task. Results indicate mixed responses in terms of complying with the relevant legislation. Insofar as their personal experiences are concerned, results indicate that while some implementers had found ways to adjust to their managerial function of implementing retrenchments, others experienced discomfort with their role, suffering from amongst others guilt and feelings of responsibility, role conflict, role overload, decreased emotional well being, a sense of isolation, negative self-perceptions and feelings of job insecurity. In the majority of cases, implementers experienced limited organisational emotional support and assistance in dealing with their emotions during the retrenchment conversation. These results support the limited non-South African literature. The results from the present study also added insight into the ways in which implementers are personally prepared for their role as well as ways in which organisations can assist them emotionally for their task.
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Amberg-Blyskal, Patricia. "Public Pensions: Retrenchment or Investment? Evidence from the States." Diss., Temple University Libraries, 2018. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/484027.
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Political SciencePh.D.
The “Great Recession” of 2008 decimated many facets of the U.S. economy in the short-term but the long-term effect of the recession on the retirement security of millions of Americans is a story in progress. This study investigates the impact of the 2008 recession on the public pensions of state and local government employees. Prior to the recession, the 19 million current state and local government employees enjoyed the prospect of a retirement built on the tradition FDR’s three “legs”: a private pension from their employer, personal savings, and Social Security. Although the “first leg” of retirement, the private pension, disappeared in the late 20th century for the majority of American workers, state and local public sector employees were the exception-with about 90% eligible for a defined benefit pension at the beginning of the 21st century (GAO 2008). The 2008 recession, effected all U.S. states, however the response to reduced investment earnings for state-administered public pensions varied. The National Conference of State Legislatures (NCSL) noted in one year, 44 states enacted 269 pension bills (NCSL 2013). The changes enacted in state legislation, all involved a reduction in benefits. The retrenchment actions ranged from suspended cost-of-living allowance (COLA) increases and increased employee contributions to the loss of the defined pension benefit. Several states, after the 2008 recession, terminated the defined pension benefit for future employees, one state (Rhode Island) changed to a hybrid plan for current employees. Scholars seeking to understand retrenchment of benefits argue the lack of a “public outcry” permit elected officials to act without fear of a backlash (Pierson 1994). Conversely, conditions that prevent political opponents to transfer costs to a losing coalition and instead compromise on a long-term sharing of costs, is considered policy investment (Jacobs 2011). This study seeks to use retrenchment and investment theories to explain the public pension actions U.S. states took following the 2008 recession. The quantitative analysis confirms several expectations of retrenchment theory, such as the importance of interest groups, represented by the number of public sector employees in a state and the level of unionization within a state’s public sector. Investment theory predictions are not confirmed in the quantitative analysis, however a case study analysis of Delaware does find conditions of political compromise resulting in long-term stability for the pension plans. The quantitative analysis expected to find a strong “mirror” relationship between a pension plan’s funded ratio (assets to liabilities) and the state’s annual required contribution (ARC). The relationship between the two key measures, while positive and significant, is small. The unexpected finding led to a focus on ARC payments and the political conditions surrounding the decision to fund or not fund a state’s annual contribution. Delaware and Oklahoma are examples of states with adequate ARC payments yet contradictory public pension actions. Rhode Island and New Jersey are states with inadequate ARC payments, yet also contradictory public pension actions. Understanding the conditions that led to a state’s decision to pay or not pay the ARC also uncovers a host of actions states take to manipulate their required contributions. Regardless of similar institutions and budget processes across the 50 states, not every political institution gets the same results. Politics and state norms will change the outcome.
Temple University--Theses
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Hikumuah, Filomena Andjelica Aveshe. "An appraisal of the retrenchment of workers during strikes." Diss., University of Pretoria, 2018. http://hdl.handle.net/2263/65656.
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The main object of labour law has always been, to counteract the inequality of bargaining power which is inborn in the employment relationship. Furthermore, collective bargaining enjoys protected status under the law and aims to resolve more than just issues concerning wages. It regulates the economy as well as the country’s democracy. The International Conventions Freedom of Association and Protection of the Right to Organise Convention, 1948 (hereafter Convention 87) and the Right to Organise and Collective Bargaining Convention, 1949 (hereafter Convention 98) state that both employer and the employee have the right to organise and bargain collectively. The International Labour Organization (hereafter the ILO) Convention on the Termination of Employment Convention, 1982 (hereafter Convention C158) also states the grounds on which an employee can be terminated. South Africa is member state of the ILO and has only ratified Convention 87 and Convention 98and has not ratified Convention C158. The Constitution on South Africa No 108 of 1996 contains the right to strike as set out in section 23 of the Constitution, and section 39 ensures that the obligations incurred by South Africa as a member state of the ILO are given effect to, furthermore, the Labour Relations Act 66 of 1995 (hereafter the LRA) gives effect to the right to strike. The LRA also sets out limitations to the right to strike. The LRA on the one hand, states that an employer is not allowed to dismiss workers who are participating in a protected strike. Such a dismissal will be automatically unfair in terms of section 187(1)(a) .However section 67(5) of the LRA states that it is not unlawful to dismiss a striking employee for reasons based on the employer's operational requirements. The two provisions clash, and thus this dissertation seeks to determine what the right to strike entails and furthermore, the paper explores the concept of automatically unfair dismissals against the provisions in section 188 (1) (a) (ii) of the LRA that allows an employee to be dismissed based on the employers’ operational requirements. The LRAA brought some changes to the definition of automatically unfair dismissal. The dissertation seeks to discover whether the said amendments to section 187(1)(c) adequately solve the anomaly that the two clashing provisions caused.Mini Dissertation (LLM)--University of Pretoria, 2018.
Mercantile Law
LLM
Unrestricted
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Deacon, David. "The British news media in a time of retrenchment." Thesis, Loughborough University, 2005. https://dspace.lboro.ac.uk/2134/26965.
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This thesis examines the role of the British News Media in broader processes of state retrenchment that have occurred in Britain since the 1980s. This issue is examined through a range of empirical case studies, which are, respectively: (a) news reporting of the introduction of the poll tax; (b) news media relations and coverage of the voluntary and charitable sector; (c) the mediation of social scientific research; (d) trends in electoral news coverage; (e) coverage of quasi-autonomous non-governmental organisations. Collectively, this work demonstrates the importance of communication and media factors in the systemic changes that have occurred over recent decades, and the need to attend to issues of context and process when theorising their nature and significance. The introduction also outlines the methodological and theoretical positions that have shaped this work.
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Croukamp, Ryk Ludolph. "The role of corporate social responsibility in retrenchment / Ryk Ludolph Croukamp." Thesis, North-West University, 2007. http://hdl.handle.net/10394/2290.
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Personeelvermindering as gevolg van operasionele redes word gelykgestel aan 'n ekonomiese doodstraf, aangesien geaffekteerde werknemers weinig, indien enige skuld het aan hierdie traumatiese ervaring. Die toenemende bekommernis oor hierdie verskynsel en die totstandkoming van mense-en arbeidsregte het dan ook veroorsaak dat hierdie verskynsel op 'n internasionale vlak omsigtig en deeglik benader word deur beide wetgewers en arbeidsorganisasies. Verandering in die wêreld geskied teen 'n snelle pas en vind op alle terreine van die samelewing plaas. Suid-Afrika is onlosmaakbaar deelgemaak van hierdie wêreld en word dus ook blootgestel aan honger internasionale maatskappye wat almal veg vir oorlewing en groter markaandele in 'n globaliserende wêreldekonomie. Dit laat Suid - Afrika
met 'n dringende behoefte om meer mededingend te word. Om dit te kan bereik, moet aan die knellende behoefte aan opleiding aandag geskenk word, sowel as aan die skepping van aantreklike internasionale beleggingsgeleenthede. Internasionale beleggers raak gou afgeskrik deur hoë werkloosheid en misdaad, en hier is Suid -Afrika ver agter die Ooste. Die tendens van globalisering en die uitwerking van sekere aspekte daarvan op werkloosheid noodsaak dus dringende fokus op kwellende kwessies, soos: Hoe om werkloosheid te verminder, teenoor die behoefte aan verhoogde produktiwiteit en verbeterde internasionale mededingingsvermoë. Hierdie veranderinge het ook meegebring dat verbruikers, werknemers en die gemeenskap waarin maatskappye besigheid bedryf, uiters sensitief begin word het vir onverantwoordelike optrede van maatskappye teenoor die gemeenskap, die werknemers en die omgewing. Hierdie veranderinge en die gevolge daarvan lei tot 'n groeiende bewustheid van en ernstige behoefte aan korporatiewe sosiale verantwoordelikheid. Die waarde hiervan word in 'n al hoe groter mate besef en maatskappye aanvaar hierdie verantwoordelikheid toenemend in alle dimensies van die gemeenskap. Die manier waarop maatskappye met mense omgaan, word direk beïnvloed deur werkspraktyke en korporatiewe sosiale verantwoordelikheid het dus 'n fundamentele uitwerking op hoe potensiële hoëgehalte kennis-werkers die maatskappy beskou. Dit word derhalwe al hoe belangriker dat werkgewers die menings van hulle eksterne en interne belangegroepe ernstig opneem, aangesien globalisering besig is om die magsbasis tot voordeel van die werknemers te verskuif. Intussen sal personeelvermindering voortgaan ten spyte van duidelike bewyse dat die langtermynvoordele daarvan verdag is, en dit plaas 'n enorme sosiale verantwoordelikheid op werkgewers. Die goed nagevorste verband tussen misdaad en werkloosheid dui duidelik op die onderprestering van die regering teenoor beloftes wat gemaak is. Dit is juis om dié rede dat die rol van maatskappye in die gemeenskap al hoe meer onlosmaaklik deel van die besigheid word. Die uiteindelike gevolg hiervan is 'n onaanvaarbare hoë misdaadsyfer, wat weer lei tot 'n gebrek aan beleggingsvertroue, wat op sy beurt weer lei tot personeelvermindering.Thesis (Ph.D. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2008.
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Perry, Rebecca M. "Britain in Iraq During the 1950s: Imperial Retrenchment and Informal Empire." Ohio University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1367847401.
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Mazantsana, Vuyo Leonard. "The retrenchment processes and procedures in an Eastern Cape motor manufacturing company." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1018507.
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Previously, the Labour Relations Act made it compulsory for the employer to consult on appropriate measures to avoid, minimise and change the timing of dismissals, mitigate the adverse effect of the dismissals, the method for selecting the employees to be dismissed, and severance pay for the dismissed employees. The Labour Relations Act 66 of 1995 (LRA) specifies the steps that must be followed when they consider dismissing employees for reasons based on the operational requirements of their business. The necessary and appropriate steps to be followed for dismissal for operational reasons are contained in Section 189 of the LRA. Before an employer can start the retrenchment process, he/she is required by law to give a written notice inviting the other parties to consult and the employer must be prepared to disclose all relevant information. The new law that governs disclosure states that if an arbitrator or the Labour Court is required to decide whether or not information is relevant to the proposed retrenchments, the onus is on the employer to prove that any information that it refuses to disclose is not relevant for the purpose for which it is sought. It is also provided that if a consulting party makes any representation to the employer in writing, the employer must respond in writing. In terms of Section 189A (19) of the LRA clear guidance is given as to when will a fair reason be granted to dismiss for reasons based on operational requirements. This Section, further suggests that the Labour Court must ascertain that an employee was dismissed for a fair reason if: the dismissal was for requirements based on the employer's economic, technological, structural or similar needs; the dismissal was operationally justifiable on reasonable grounds; there was a proper consideration of other options to save job loses; and criteria used for selecting people for retrenchment were fair and objective. This is a much stricter test for substantive fairness than was previously applied. The aim of this study is to determine whether the retrenchment processes and procedures practiced in the motor manufacturing company in the Eastern Cape are compliant with the legislative framework. The company policy was examined against the literature available and the retrenchment processes of different authors were investigated. For the purpose of this study, the researcher used a structured self-administered questionnaire to collect data from the respondents. The questionnaire was delivered by hand to each respondent and collected later. The questionnaire was carefully designed considering the main components and aspects of dismissal for operational requirements as revealed in the theory. The results of the empirical study revealed that the company conducts fair and proper retrenchment processes and procedures, consults with all the relevant stakeholders, follows the right consulting process when it contemplates dismissing employees for operational requirements, uses fair selection criteria and does not unfairly discriminate against employees based on arbitrary grounds. In respect of disclosure of information, the respondents were aware of what information is shared and disclosed and for what purposes. The findings indicated that the majority of the retrenchment processes and procedures applied in the motor manufacturing company in the Eastern Cape are in line with the best practise and compliant with legislative framework. Based on the findings of the study, the researcher recommends that the employer should create awareness and educate employees on the importance of the dimensions related to retrenchment processes and procedures whenever the company embarks on dismissal for operational requirements.
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Baum, Christopher J. "Flying Under the Radar: the Politics of Low-visibility Retrenchment. A Case Study Involving the United Kingdom and the Federal Republic of Germany." Thesis, Boston College, 2009. http://hdl.handle.net/2345/bc-ir:103469.
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Thesis advisor: Kenji HayaoThis paper discusses the forces driving variation in the success of state pension system retrenchment. Two case studies are presented: the United Kingdom’s largely successful effort in 1986, and Germany’s less than stellar effort in 2001. After examining the general impact of institutional effects, ideology, path dependency, and demographic pressures on retrenchment, the importance of these factors in each country is discussed. These two countries are particularly enlightening due to their prototypical natures and opposing democratic traditions. One objective of this paper is to explain an unexpected outcome: the successful retrenchment produced in a low-pressure environment in the U.K., and ineffective reform in Germany in a high-pressure environment. This discussion frames the factors that determine successful retrenchment as such: whether a government has the ‘will,’ or motive, to retrench, whether it has the capability to do so, and whether it has the awareness and acumen to implement low-visibility strategies. I find that low-visibilities are extremely important to success in this area, and due to the nature of pension policy, the implications of this conclusion may be applicable to other policy-making challenges
Thesis (BA) — Boston College, 2009
Submitted to: Boston College. College of Arts and Sciences
Discipline: College Honors Program
Discipline: Political Science Honors Program
Discipline: Political Science
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Wintermann, Ole. "Vom Retrenchment zur Krisenreaktionsfähigkeit ein empirischer Vergleich der Wohlfahrtsstaaten Schweden und Deutschland 1990 - 2000." Wiesbaden VS, Verl. für Sozialwiss, 2005. http://deposit.ddb.de/cgi-bin/dokserv?id=2610498&prov=M&dok_var=1&dok_ext=htm.
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Abbo, Tertius. "Een rechtsvergelijkende studie tussen het Nederlandse en Zuid-Afrikaanse ontslagrecht : met als deelonderwerp, retrenchment." Thesis, Stellenbosch : Stellenbosch University, 1992. http://hdl.handle.net/10019.1/69635.
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Thesis (LLM) -- Stellenbosch University, 1992.Includes bibliography
ENGLISH ABSTRACT: The central concern of this thesis is retrenchment. It begins with an overview of the law concerning dismissal whereafter the general position relating to retrenchment and the guidelines of the Industrial Court in that regard, are discussed. Reference is also made to retrenchment on the grounds of insolvency, closure and merger of companies. The legal position in South Africa is compared with that in Dutch labour law, with the purpose of the determining which of the two systems offer the best protection to employees faced with retrenchment. Two criteria were applied, ie that of ,~srtainty of law and the level of protection offered by the law. The differences between the two systems are substantial. While South Africa has a common law system, the Dutch have a civil law system. A second difference is the fact that in the Netherlands there exists a very strong state intervention in employment affairs to a far larger degree than in South Africa. Dutch dismissal law can be called preventive and pro-active, while the South African law appears to be largely re-active. The general conclusion is that workers' ri9hts in the event of retrenchment are more secure in Dutch labour law, and that the Dutch system offers a useful point of reference for reform of the South African position.
DUTCH OPSOMMING: Het centrale onderwerp in deze thesis is retrenchment. Alvorens hier op in te gaan is eerst een overzicht gegeven van de relevante arbeidswetten en het ontslagrecht in het algemeen. We hebben gekeken naar de diverse omstandigheden waarin retrenchment zoal voorkomt. Ondermeer is ingegaan op de omstandigheden rondom sluiting, faillissement en fusie van tedrijven. Verder zijn de diverse richtlijnen voer retrenchment en de rol van de Industrial Court ter sprake gekomen. Om een en ander in perspectief te plaatsen is voorts een vergelijking gemaakt met Nederland. De bedoeling is om te kijken naar welk systeem betere waarborgen biedt voar de werknemer. Hiertoe zijn twee criteria gesteld. Deze zijn de mate van rechtszekerheid en de mate van r~chtsbescherming. De geconstateerde verschillen zijn behoorlijk. Als eerste is het juridisch systeem al verschillend. Zuid-Afrika kent een gemene rechtssysteem en Nederland een burgerlijk rechtssysteem. Een tweede verschil is dat i.n Nederland sprake is van een actieve staatsinterventie. In Nederland kan men spreken van een prefentief ontslagrecht, terwijl in Zuid-Afrika gesproken kan worden van repressief ontslagrecht. De conclusie die uiteindelijk getrokken is, is dat het Nederlandse systeern betere waarborgen biedt voor de werknemer.
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Michener, Olivia H. "A national survey of school board members views on retrenchment in public school budgets." Diss., Virginia Tech, 1992. http://hdl.handle.net/10919/38532.
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de, Wet Louis. "The short and long term effects of retrenchment announcements on South African share prices." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52376.
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The body of literature relating to staff retrenchment announcements is both extensive and broad and covers the impact of staff layoffs from an employee, company and wider society perspective. This paper takes the form of an event study and sets out to investigate whether investors on the Johannesburg Stock Exchange (JSE), are able to make abnormal returns, 35 days prior to a staff retrenchment announcement, and over a 180 day window, after an announcement has been made. The stock exchange news service (SENS) database was used as a source for all of the retrenchment announcements made over the period 2001 to 2014. All announcements containing confounding events were removed, before a final population of 60 announcements was selected.
After stratifying the list of companies by market capitalisation and frequency of announcements, statistical tests were run on the five datasets to test for abnormal returns.
The study observed significant abnormal returns on the first day after an announcement (Day 1) in three of the five datasets. Companies with small market capitalisations produced significant abnormal returns 25 to 35 days prior to the announcement, whilst the short-term effects of the announcement were less pronounced in the group of companies that made multiple announcements.Mini Dissertation (MBA)--University of Pretoria, 2015.
sn2016
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Horner, S. Scott. "The relationship between administrative function and position elimination during periods of retrenchment at community colleges." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-06062008-165504/.
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Stearns, Brenda J. "The perceptions of students during a time of retrenchment at a small liberal arts college /." The Ohio State University, 1986. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487267546983692.
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Aucamp, Mertz. "Change management implications of a retrenchment strategy in a selected section of a telecommunications organisation." Thesis, Port Elizabeth Technikon, 2001. http://hdl.handle.net/10948/46.
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An audit report by the Australian National Audit Office (ANAO) indicated that a company needs to ensure that support is provided to those employees who remain after a staff reduction process and that their needs are managed effectively. One of the recommendations by ANAO for companies that are embarking on restructuring and future staff reduction programs, is the facilitation of change management workshops, or intervention to prepare the staff to manage change. A literature study revealed that no change management model existed that specifically focused on the “survivors” of a retrenchment or restructuring strategy in a company. The literature study was therefore used to assist in developing a change management in Telkom SA. Pre-assessment and post-assessment questionnaires were developed to test the employees’ abilities to manage change and their understanding of the changes that the telecommunications industry is facing. The findings of the survey showed a high level of employee tolerance to change and illuminated the value that was added by the developed change management model.
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Davids, Marwan. "The relationship between retrenchment, organisational commitment, absenteeism and labour turnover in an information technology call centre." Thesis, University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&.
Full textAbstract:
Until recently South Africa experienced an economic decline, however, despite the current positive trends, many large corporations are compelled to reduce personnel costs. Retrenchments have therefore become an increasingly common occurrence within South Africa. This has had an impact on the level of organisational commitment, absenteeism and turnover. Studies support the link between the levels of organisational commitment of employees, absenteeism and subsequently labour turnover. There is a relative lack of research in South African organisations into the influence of retrenchments on employees within call centre environments that have undergone retrenchments. The aims of this study was therefore to identify the levels of organisational commitment amongst call centre employees who survived a retrenchment that occurred in 2001.
23
Thuringer, Christopher. "STRATEGIES UNDER STRESS: HOW SENIOR STUDENT AFFAIRS OFFICERS ARE MANAGING IN THE MIDST OF INSTITUTIONAL RETRENCHMENT." UKnowledge, 2013. http://uknowledge.uky.edu/epe_etds/8.
Full textAbstract:
Higher education had been one of the highest funding priorities in most states, however, in recent years, governors and state legislators have focused their efforts in higher education on cutting budgets to deal with historic gaps in revenue. As a result, university administrators have been challenged to modify their institutions’ academic programs, administrative units, and student affairs operations to contain costs and increase revenue. This study examined the extent of financial challenges faced in student affairs divisions at four-year, state-supported institutions during the period between 2008 and 2012 and the strategies utilized by senior student affairs officers to manage them. A researcher-developed online survey instrument was used to collect data from senior student affairs officers at four-year, public institutions of higher education which were members of Student Affairs Administrators in Higher Education (NASPA).
The questionnaire was designed to gather information regarding the impact of institutional financial constraints on student affairs units and the resulting student service area changes, funding shifts, and leadership engagement and knowledge in budgeting. Descriptive statistics and a thematic analysis were used to examine the data which showed that, while student affairs units had experienced decreases in institutional support during the timeframe investigated, university financial constraints did not have a significant impact on eliminating or creating student affairs services. The student affairs services most often reduced were career development, college or student unions, and dean of students. Findings also indicated counseling and psychological services, recreation and fitness programs, residence life and housing, and disability support services were most frequently increased. The most frequent shift in student affairs funding to mitigate fiscal stress was through internal reallocation followed by establishing or increasing a mandatory or user fee. Counseling and psychological services, health services, college or student unions, and recreation and fitness programs were services most frequently identified as experiencing a funding change. The results encourage senior student affairs officers to find a balance of new funding opportunities while also being effective and efficient with reductions to programs and services.
24
Naumann, Elias Verfasser], and Bernhard [Akademischer Betreuer] [Ebbinghaus. "The Dynamics of Welfare Attitudes in Times of Welfare State Retrenchment / Elias Naumann. Betreuer: Bernhard Ebbinghaus." Mannheim : Universitätsbibliothek Mannheim, 2014. http://d-nb.info/105969560X/34.
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25
Bouma, Lisa C. "Retirement income policies and welfare state retrenchment: a comparative study of Canada, Sweden and the Netherlands /." Burnaby B.C. : Simon Fraser University, 2005. http://ir.lib.sfu.ca/handle/1892/2305.
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Naumann, Elias [Verfasser], and Bernhard [Akademischer Betreuer] Ebbinghaus. "The Dynamics of Welfare Attitudes in Times of Welfare State Retrenchment / Elias Naumann. Betreuer: Bernhard Ebbinghaus." Mannheim : Universitätsbibliothek Mannheim, 2014. http://d-nb.info/105969560X/34.
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Anderson, Karen M. "The welfare state in the global economy : the politics of social insurance retrenchment in Sweden, 1990-1998 /." Thesis, Connect to this title online; UW restricted, 1998. http://hdl.handle.net/1773/10755.
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Smith, Liam. "Comparative British Welfare Policy between 2007 and 2015: Transformation or more of the same?" Thesis, Uppsala universitet, Statsvetenskapliga institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-350085.
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Bolukbasi, H. Tolga. "From budgetary pressures to welfare state retrenchment? : economic and monetary union and the politics of welfare state reform." Thesis, McGill University, 2006. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=102789.
Full textAbstract:
This study examines the relationship between economic and monetary integration culminating in Economic and Monetary Union (EMU) and welfare state trajectories focusing on the cases of Belgium, Italy, and Greece in the 1990s. The conventional wisdom on this relationship expected that EMU would lead to across-the-board downsizing of the European welfare states through imposing macroeconomic austerity in general and budgetary restraint in particular. The study questions the validity of this prediction which is represented by the austerity hypothesis. Based on an analysis of social expenditure data in the run-up to EMU the study reveals that spending levels remained largely stable and therefore that the welfare states of the EMU-candidates largely escaped radical retrenchment. Avoiding significant and systematic expenditure retreat was possible not only in the face of powerful fiscal pressures but also during a period when policymakers had the opportunity to justify even the most draconian measures in the name of achieving EMU membership. Hence the study addresses the following puzzle: How could Europe's welfare states largely avert across-the-board downsizing during the 1990s despite fiscal pressures they faced on the road to EMU? Through an examination of episodes of welfare reform in three critical cases (Belgium, Italy, and Greece) which needed to go through drastic budgetary cutbacks for EMU membership, the study shows that the Maastricht criteria did compel successive governments in these member states to propose radical welfare reforms, vindicating the conventional wisdom's expectations. In episodes of welfare reform, however, governments discovered that their reform capacities were largely limited due to domestic opposition from an alliance of entrenched interests. The convergence period was marred with recurrent mass mobilization of unions against welfare reforms which forced governments to scale back their original ambitions or scrap them altogether. This shows that the expectations of the conventional wisdom that EMU would actually lead to massive retrenchment of Europe's welfare states, however, are not borne out by the evidence on welfare state trajectories in the 1990s.
30
Donald, Craig Hugh Maxfield. "The experience of managers responsible for retrenchment : the development of a dynamic process model and analysis of role stress." Doctoral thesis, University of Cape Town, 1995. http://hdl.handle.net/11427/13854.
Full textAbstract:
Bibliography: leaves 317-338.Retrenchment is a widespread and frequently used strategy adopted by management to deal with the economic demands faced by organisations. The lack of a theoretical framework, however, has limited the understanding of the phenomenon. The impact of retrenchment on managers and their role in implementation has been particularly neglected, despite the fact that they are central to this process. The present study addressed the development of a dynamic retrenchment process model which could address these limitations. Development of the model was based on qualitative analysis of interview data from a sample of 50 managers involved in retrenchment announcements, in combination with other concepts and findings relating to the phenomenon, and elements of role theory. The model reflected a five phase retrenchment process-moving through decision making, design and planning, the announcement, a post-announcement phase, and concluding with an aftermath phase. The nature of the model components and the relationship between them was then examined in more depth using both qualitative and quantitative techniques. To facilitate the analysis of role dynamics, a multi-dimensional role conflict measure was developed and applied. Qualitative analysis showed indications of all types of role conflict and of role ambiguity during the retrenchment, but these manifested themselves differently during the various phases of retrenchment. Quantitative analysis demonstrated moderate relationships between person-role conflict and role ambiguity, and organisational commitment. Person-role conflict, interrole conflict and role ambiguity were also all related to a measure of mental health. Role ambiguity was the only variable displaying a significant relationship with job involvement. Qualitative analysis suggested moderating effects of personality, coping, and social support during the retrenchment process. Qualitative analysis also displayed support for the existence of adverse physiological, psychological, affective and performance outcomes resulting from involvement in the retrenchment process. The present study emphasises the importance of viewing organisational phenomena in the context of a process which changes over time. Each phase of retrenchment generates its own dynamics and demands and needs to be understood within that context. While general measures at the end of such a process give an indication of what has happened, they lack the ability to diagnose and explain perceptions and behaviour that drive the phenomenon. Also, the present study demonstrates the usefulness of specific types of role conflict in analysing the reactions of managers. Further, the study highlights the role of the psychological contract in regulating relationships and behaviour within the organisation. Both the strength of the relationship between manager and employee, as well as that between manager and organisation are demonstrated in the research. Given that retrenchment is likely to continue, the need for organisations to address specific issues within the retrenchment process is emphasised, and steps that can be taken to enhance the prospects of retrenchment assisting in organisational renewal are discussed.
31
Kotshoba, Sharon Audrey. "The role of Telkom SA Ltd. in the Western Cape: a case study on the management of its retrenchment process." Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&.
Full textAbstract:
Nature and Scope of the StudyConstant organisational change can be attributed to many factors, including competition among peers in the same markets, globalisation, privatisation of public sector organisations, technological advances, and operational requirements. These factors almost always lead to organisations reducing headcount. One such organisation is Telkom, which bi-annually embarks on large-scale retrenchments. Service organisations within the company were chosen at random to participate in this study. Telkom&rsquo
s Human Resource Management, Legal Services, Employee Relations, and the organisation&rsquo
s recognised unions participated in this study.
Purpose and Objectives of the Study
Through an evaluation of Telkom&rsquo
s staff reduction process, the study seeks to:
1. Find out what measures Telkom has in place to ease the necessity of retrenchment within the organisation.
2. Review whether Telkom has looked at other alternatives before planning staff reductions.
3. Investigate whether a social plan within Telkom exists to help incorporate retrenched employees back into the economy.
4. Investigate and examine Telkom&rsquo
s compliance with labour legislation, specifically the Labour Relations Act and the Basic Conditions of Employment Act.
32
Sadorski, Shane S. "The politics of avoiding accountability, the new politics of the welfare state and welfare state retrenchment in New Zealand, 1984-1993." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ53023.pdf.
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Morar, Varsha. "A qualitative investigation into the experiences of retrenchment survivors : a case study of employees at a South African alcoholic beverage company." Master's thesis, University of Cape Town, 2004. http://hdl.handle.net/11427/5834.
Full textAbstract:
Bibliography: leaves 99-105.Retrenchments have become increasingly prevalent in South Africa affecting those that are retrenched and the survivors of such a process. Despite survivors being the linchpins of future profitability, research on their experiences is limited in this country. This research followed a case study approach and examined survivor experiences in a South African alcoholic beverage organisation. Qualitative data was obtained through fourteen semi-structured interviews with employees who are retrenchment survivors. Following thematic analysis, three key themes emerged: survivor responses throughout the retrenchment process, survivor work attitudes and behaviours throughout the retrenchment process and survivor perceptions on the management of the process.
34
Prinz, Pascal. "Turnaround Strategies in Response to the Asian Crisis A Large-Sample Study of the Role of Asset and Cost Retrenchment in Singapore /." St. Gallen, 2004. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/01666023001/$FILE/01666023001.pdf.
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Bojar, Abel. "Public budgeting and electoral dynamics after the golden age : essays on political budget cycles, electoral behaviour and welfare retrenchment in hard times." Thesis, London School of Economics and Political Science (University of London), 2013. http://etheses.lse.ac.uk/981/.
Full textAbstract:
Political fragmentation has been widely recognized by political economists as an important cause for fiscal profligacy in democratic market economies because of the common pool nature of fiscal resources. These redictions, however, sit uneasily with the notion of governmental veto players’ ability to block each other’s spending plans for electoral purposes. Applying the logic of a bargaining-game between veto players in a political budget cycle framework, I first model that multiple players in the budget game are in fact likely to moderate pre-electoral budget outcomes. Empirical results from a cross-section time-series analysis in EU member states provide corroborative evidence that fiscal electioneering is indeed more prevalent among cohesive, single party settings. The findings are robust to alternative identification of elections, fiscal changes and sample selection.
36
Bertz, Wågström Magda. "The Welfare State Upholders: Protests against Cuts in Sickness Benefits in Sweden 2006-2019 : A Case Study of Political Action against Welfare Retrenchment." Thesis, Uppsala universitet, Statsvetenskapliga institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-415482.
Full textAbstract:
The debate between the Power Resource Approach and the New Politics thesis has been ongoing for decades. The PRA claims that the labor movement continues to be the most prominent defender of the welfare state. The NP-thesis, on the other hand, claim that the welfare state in itself has created new interest groups, clients of specific welfare state programs, that have largely taken over as the most prominent welfare state upholder. In an attempt to empirically evaluate the usefulness of these two theories, quantitative data on protests against cuts in the sickness benefit program in Sweden during the years of 2006-2019 have been collected through investigating newspaper ma- terial. The results show that the protest engagement among client groups is greater than the engagement among the labor movement when looking at protests directed specifi- cally against cuts in the sickness benefit program. This result lends credibility to the NP- thesis while it questions the PRA. When including protest events directed against cuts in the sickness benefit program among other welfare retrenchment related grievances, the results show that the labor movement continues to be a prominent defender of the welfare state. Additionally, the PRA/NP literature is criticized for failing to acknowledge the possibility of protest coalitions between client groups and the labor movement or- ganizations. The results show that coalitions of protest exist, but more research is needed to conclude how coalition building relates to the theoretical debate regarding the welfare state upholders.
37
Chen, Ziyuan, and Zijun Liao. "The Connection Between External Environment and Internal Strategy : a case study of Scandinavian Airlines System." Thesis, University of Gävle, Department of Business Administration and Economics, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-5835.
Full textAbstract:
A variety of factors are the reasons for adjusting or changing company’s strategy, such as the change of customer demand, company’s internal financial factors, the influence of external environment and so on. This research is to find out the link between the change of external environment and the adjustment of internal strategy. Choose the suspension of one flight in SAS as the case to state this point. Show the strategy change of SAS when they were facing the serious impact of financial crisis.
SAS as the biggest airline in North Europe it could be a typical firm to investigate this kind of situation. A deep-interview and reading the published reports of SAS are the main data collection approached. Some resources were from the internet because it is real-time news and the reports from the company are published on their website. The interviewee is from the top of the company who is familiar this area and has full experience in international business. The study used lots of theories from different books and journals to integrate the information that we collected to analysis and achieve our final conclusion.
After analyzed the study it found the SAS used the retrenchment strategy as their new international strategy to reverse the negative situation. The financial crisis affected the customer demand badly not just in China also around the world and forced them to change the strategy. The report ultimate believed there were still a lot of other factors, beside the financial crisis, caused the adjustment of strategy in SAS.
38
Ramirez, Karen. "Can Changes to Tax Policy Have an Impact on a Shrinking Middle Class? : An explorative and comparative case study of changes to tax policy in Sweden and the United States." Thesis, Uppsala universitet, Statsvetenskapliga institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-385750.
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39
Levison-Johnson, Jody. "The Experience of Children's Mental Health Leaders During Times of Constraint: A Narrative Study." Antioch University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1604218872367868.
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40
Grönroos, (fd Johansson) Per. "Pension Reform in Continental Europe : A comparative study of pension reform in Germany and France during the years ofausterity 1990-2010." Thesis, Stockholms universitet, Statsvetenskapliga institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-159219.
Full textAbstract:
As demographic and economic contexts have shifted, the need for pension systems to reform has increased. Often, however, these systems have proved difficult to change – especially in continental Europe. Despite this, Germany, by many considered particularly reform resistant, succeeded in reforming its pension system; while France, with its strong executive power, has not. As research has yet to find a consensus on what factors makes welfare retrenchment possible, this field requires more attention. Therefore, the aim of this thesis is to analyse the developments of the German and French pension systems, from 1990-2010, and to unearth what factors made successful reform possible in Germany while it failed in France. Using a comparative case study, all major pension reforms in the two countries during the time period, are analysed from four institutionalist perspectives. The results point to three main factors explaining Germany’s successful reform. Firstly, the shock brought on by the reunification of East and West Germany forced politicians to act. France on the other hand, experienced no such shock. Secondly, the subduing of the unions removed the main veto player against reform. In contrast, the French unions, whose political power lies in their ability to call for manifestations and shift public opinion, could not be outflanked. Lastly, the new liberal ideas that permeated German politics around the turn of the century provided a locus for change that was lacking in France. These results suggest the importance of external pressure, veto players and ideational factors to major welfare reform.
41
Molefe, Nthabiseng. "Socio-economic impacts of mine retrenchments on household livelihoods in Lesotho." Thesis, 2010. http://hdl.handle.net/10539/7628.
Full textAbstract:
Abstract
While mining has been a source of livelihood for many Basotho families since the 1970s, the 1980s,
the 1990s, and the 2000s, have seen progressive decline in the number of migrant mine workers in
South Africa’s mining companies. This decline has forced many families to adjust their livelihood
activities to replace income lost from mine migrant wage labour. In view of various livelihood
transition options, former mine migrant labour families have reverted to rural subsistence
agricultural livelihoods as well as capitalized agricultural activities based within rural areas. These
livelihood options are significantly influenced by investment options undertaken while still
employed within the mining industry. Although these livelihood transitions have necessitated
adjustment of expenditure patterns, these adjustments have in many instances not significantly
altered gender based decision making practices and responsibilities of adult household members. In
spite of limited income generation activities by husbands, in most families the husband continues to
be seen as the head of the household, responsible for making decisions pertaining to investment and
disposal of assets, expenditures related to ploughing of fields and caring for livestock, while the
wife’s decision making activities are confined to matters pertaining to caring for the children,
including their schooling.
42
Sekatane, Sikhulile. "An investigation into the socio-economic impact of retrenchments on community development : a case study of Acornhoek -Northern Province." Thesis, 2001. http://hdl.handle.net/10386/2087.
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43
Ramafalo, Mahodiela Rodney. "Dismissals based on operational requirements in the workplace." Thesis, 2013. http://hdl.handle.net/10386/960.
Full textAbstract:
Thesis (LLM. (Labour Law)) -- University of Limpopo, 2013The coming into power of the democratic government played an important role in transforming South African labour law system. After the Labour Relations Act 66 of 1995 (LRA) was implemented on 11 November 1996, the old Labour Relations Act of 1956 was repealed. The law on retrenchment forms an integral part of law of dismissals. The South African labour market has in the past years been characterized by restructuring and consequently retrenchment of employees. In most cases, employer’s decisions to retrench were challenged by the employees and unions in courts. Section 189 of the LRA stipulates procedures to be followed by an employer when contemplating dismissal of one or more employees for reasons based on operational requirements. The employer does not only have to follow the procedures set out in section 189 to render dismissals for operational reasons fair, but there must also be a valid reason to dismiss. The courts have always not been willing to second-guess the employer’s decision to retrench provided that the decision is made in good faith.
44
Rakuba, White Makabe. "The traumatic effects of rapid urbanization in the new South Africa after the 1994 dispensation, a challenge to pastoral counselling, with particular reference to informal settlements in the Roodepoort area." Thesis, 2012. http://hdl.handle.net/2263/24643.
Full textAbstract:
The research has been designed to study the effects of the rapid urbanization in and around the Roodepoort, targeting mainly the sprawling informal settlements across the area and the existing townships of Dobsonville, Doornkop (Snakepark) and Kagiso. The researcher, who is a practising pastor in the area, had been challenged by a number of issues related to the process of urbanization. The CODESA process that culminated with the elections of 1994 and the subsequent change of government had raised very high hopes among the majority of South Africans who lived in poverty and foreigners, in their own land, for decades. The turnover at the elections, inspired by leaders such as Bishop Desmond Tutu, was a clear indication that an ordinary South African was yearning for a better life. This was a new beginning as many people had been restricted by the apartheid laws to work and live where they wanted. The repeal of all the apartheid laws saw the beginning of influx from the rural homelands to the cities. The hope that job opportunities were available near the cities was the main force of attraction. This unplanned process resulted in creation of massive informal settlements as there were no houses to cater for the massive movement. This process is called rapid urbanization. Not very long, the reality of the past indicated that there were no major changes with the new government. The economy still remained in the hands of few individuals, majority of whom still being white, as the new government came through negotiations and not complete take over (Coup D’état.) Few blacks managed to shoot up the economy ladder through processes such as BEE and the GEAR leaving the majority of people in abject poverty. The great trek did not only happen within the borders of the country, millions of people from the African, Asian and East European countries also moved into South Africa to try their luck at the new South African economy. Highly qualified professionals left their struggling countries to seek better life in South Africa. This category came legally through the recruitment processes but the larger contingency came illegally into the country. They took the advantage of lack of internationally recognised immigration instruments to regulate movement in and out of the country. This process saw the country soaring with illegal economic migrants as well as genuine refugees and asylum seekers. The rapid urbanization process brought about the following challenges: - Culture shock
- Declining family structures/ life and Social problems
- Drug trafficking
- Education
- Exploitation of foreigners
- Exploitation of informal settlement dwellers and “Shack farming”
- Human trafficking.
- Inadequate housing and homelessness
- Institutional harassment and unfair discrimination
- Lack of Employment
- Poverty in urban areas
- Refugees and economic migrants
- Social benefit exclusion
- Stigmatization on HIV and AIDS, Crime, including serious crimes
- Xenophobia
Thesis (PhD)--University of Pretoria, 2012.
Practical Theology
unrestricted
46
Ngambi, Hellicy Chakosamoto. "Job-sharing in the South African labour market : its potential, feasibility and impact on unemployment, productivity and quality of work life." Thesis, 1999. http://hdl.handle.net/10500/17565.
Full textAbstract:
The primary aim of this survey is to:
* explore whether there is potential for job-sharing in the South African labour market;
*
*
describe the characteristics of potential job-sharers and
to explain why Job-sharing would be an appropriate and feasible solution to unemployment,
massive retrenchments, poor quality ofwork life (QWL) and low worker productivity
Job-sharing has been used in many developed countries to address a variety of problems at the
individual, organisational and national level. These include allowing workers to have a balance
between their work and non-work life; to increase worker productivity and QWL and to increase
employment opportunities.
The literature survey affirms that these problems are prevalent in Africa as a whole and in South Africa
specifically. The survey results reveal that the environment in South is Africa is conducive to jobsharing
and that slightly over one third of the workers and organisations and two thirds of the jobseekers
are willing to job-share. The results of this study also reveals that QWL, productivity and
unemployment does influence the willingness to job-share and that approximately 80% of the
employees would rather either job-share, work-share or opt for some other alternative than to
have retrenchments. Thus by implication, job-sharing would address the problems relating to poor
QWL, low worker productivity, fewer employment opportunities, as well as massive retrenchments
in South Africa. The study has also explored possible reasons and obstacles to job-sharing and found that whether
these are perceived as significantly important or not, depends on whether one is an employer, employee
or job-seeker . The job-seekers feel more than others, that there is no reason insurmountable or
obstacle preventing the introduction of job-sharing by which to avert their unemployed status. There
are also differences in willingness to job-share among subgroups with regard to the industry, area
of work, position held in the organisation and the availability of job-sharing positions in the
organisation. This thesis reports that there is potential for job-sharing in the South African labour
market, to address a variety of problems pertaining to workers, organisations, job-seekers and,
therefore, the whole nation at large.Business Management
D.B.L.
47
Gerber, Natasha. "Towards a social construction of retrenchment survivor experiences." Diss., 2011. http://hdl.handle.net/2263/29171.
Full textAbstract:
More than 770 000 employees in South Africa have been made redundant since the start of the economic crisis in the third quarter of 2008. Unfortunately, companies often do not anticipate, or prepare for, the lower morale and lower productivity experienced by the survivors. However, despite the fact that retrenchment survivors are the linchpin of a company‟s future profitability, limited research on their experiences is available in South Africa. Until recently, the survivors of retrenchment were considered fortunate and the general consensus is that survivors are grateful to have kept their jobs. But is it really that simple? The study explores the perceptions and experiences of survivors of retrenchment in the automotive industry. The study was conducted among retrenchment survivors operating at junior management, middle management and senior management roles in various functional areas in an Automotive Manufacturer in South Africa. Qualitative data was collected by means of conducting semi-structured interviews, which provided insight into the beliefs, attitudes, perceptions and experiences of the participants, as well as by the analysis of company documents. Following an in-depth analysis based on constructivist grounded theory guidelines, survivor denial in varied manifestations emerged as the core concept. This core concept was underpinned by the survivors‟ overall perception of the retrenchment experience, the affective and behavioural responses of survivors, as well some aggravating factors. The result of the analysis is a framework for understanding survivor experiences during retrenchments, as well as suggested interventions for organisations that are contemplating, or have already commenced with retrenchments to reduce the anticipated negative effects of the retrenchment process. This study demonstrates that retrenchment brings to the fore a multitude of inadequately understood emotional reactions and that, if retrenchment is not properly implemented and managed, can result in a significant amount of stress. Appropriate analysis of individual responses and the facilitation of constructive coping strategies is the starting point towards more effective intervention. CopyrightDissertation (MCom)--University of Pretoria, 2012.
Human Resource Management
unrestricted
48
Khan, Mohamed S. "The contribution of a reengineering/retrenchment process to organisational effectiveness." Thesis, 2002. http://hdl.handle.net/10413/4429.
Full textAbstract:
With the advancement of technology and rapid globalisation, organisations need to be
alert and responsive to changes in the marketplace. It is expected of organisations to
be lean, low cost producers of goods or providers of services. Those that do not fit this
general description are mercilessly raked aside to make way for new competitors.
Those that do survive cannot stagnate into old style business operations, but have new
adopt new ways to forge forward or suffer a similar fate of other organisations, forced
to close their doors by being uncompetitive.
In the world competitiveness report, seen below, much to the dismay of a handful of
brilliant businessmen, South Africa features in the twenties and thirties, and has for
the past five years shown fair but not rapid signs of advancement into the top twenty.
What needs to be explored are the reasons behind this phenomena. Is South Africa
simply not trying as a nation to move up the competitiveness ranks? It is obvious that
the answer is a simple negative. South Africa is certainly trying, but while we begin to
get into the mode of being competitive, our competitors in the rest of the world have
already begun this process two decades ago and are well experienced in being
competitive and forcing organisations into survival and success.
Bayside Aluminium, a subsidiary of BHPBilliton, the worlds largest mining group,
did exactly that. Bayside Aluminium decided to implement two such reengineering
processes. The first reengineering process, called the BRP or Bayside Renewal
Process was an issue of survival. In other words had Bayside Aluminium not gone
through this process, the smelter would have faced closure within one year. The
objective of this process was to allow Bayside Aluminium to survive for at least the
next decade. The success of this process will be discussed at a later stage in this thesis
in Chapter 2.
The second reengineering process had distinct differences in the way it was conducted
and had a similar objectives but with a different time frame. The second reengineering
process was called the CTG or 'close the gap". The main objective of this process was
to close the competitive gap between Bayside Aluminium and its competitors in the
medium term in order to maintain long term survival. This process was done with the
view of accelerating cost saving exercises like natural attrition, which are more
medium term. Also one of the objectives was to do such an exercise whilst the
company was not under pressure to reduce costs immediately.
The thesis attempts to display the success of the two reengineering processes, whilst
critically evaluating the methods used to implement the two process with a greater
emphasis on the CTG process, being the latter process which BHPBilliton is
exercising at other subsidiaries. Issues discussed and critically analysed in detail are
• Real time cost benefits
• Full time employee reduction success
• Organisational climate before and after the process and its effect on the plant
performance including the future impact of cooperation by Unions
• Bayside Aluminium's movement on the cost curve after the exercise
The learnings that arise out of this study could easily be applied to any organisation
embarking on a similar exercise without having to make the costly mistakes that
sometimes arise during reengineering exercises due to inexperience.Thesis (MBA)-University of Natal, Durban, 2002.
49
Louw, Leonie Barbara. "Retrenchment in the insurance industry: the small business development dividend." Diss., 2018. http://hdl.handle.net/10500/23898.
Full textAbstract:
The focus of this study was to investigate the employment difficulties faced by individuals who had been retrenched from the insurance industry during the years 2000 to 2013 in order to develop an understanding of the continuity in the specialist type of work after their retrenchment. The study also aimed to investigate the actual
and perceived barriers that need to be addressed in the South African small business environment and the specific soft skills and business skills of small business owners and non-small business owners.
The research design of this exploratory study entailed a positivist research philosophy using a deductive research approach. This quantitative research was conducted by means of a survey questionnaire. A questionnaire was designed and used to determine the level of importance and the level of own skills for small business owners and non-small business owners respectively in terms of
predetermined soft and business management skills. The answers provided on these questions were then analysed to determine whether there was a gap between the level of importance assigned to these skills and their own skill ratings. This research determined the barriers faced by small businesses in South Africa as well as the level of agreement regarding the predetermined actual and perceived barriers
pertaining to the small business environment. Notable findings of this study include that there was a distinct lack of continuity in the specialist type of work by the small business owner respondents in the insurance
industry. There was a marked difference between the level of portance and own skill ratings assigned to the predetermined soft skills and business management skills with non-small business owner respondents mostly rating themselves as better skilled than small business owners did. However, the fact that these non-small
business owner respondents did not start their own small businesses points towards higher risk aversion. This study also found that small businesses in South Africa are facing pronounced barriers within the small business environment.Business Management
M. Com. (Business Management)
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Seteni, Landiswa Pilvia. "Employees’ perceptions of the effects of retrenchment on job stress and organisational commitment in a mining company." Thesis, 2016. http://hdl.handle.net/10352/405.
Full textAbstract:
In the decade before 2005, South African organisations have had to cope with an ever-increasing rate of local and global changes. There have been considerable and ongoing socio-political changes, resulting from new Government regulations. Most organisations have experienced some type of downturn, whether due to external business factors or poor internal performance. A typical response to organisational decline is retrenchment. Retrenchment is attributed to cyclical downturns, market losses or other economic factors, which oblige the employer to reduce the labour force numbers.
Though there are so many ways of responding to organisational failure, this study focused only on retrenchment. A number of psychologists and human sciences researchers have studied the results of job loss due to retrenchment. Retrenchment brings loss of skills, loss of morale and commitment, as well as physical and mental health degradation, including stress that results in employees withdrawing physically and emotionally.
The main purpose of this study was to outline the employees’ perceptions of the effects of retrenchment on job stress and organisational commitment in a mining company. The research methodology used in this study is a combination of a literature review and an empirical study. The probability sampling technique, which entails using simple random sampling, was used to select the sample of the study. The primary data were collected using a questionnaire. The measuring instrument contained 43 items. The measuring instrument was pilot-tested with 50 respondents three weeks before the main survey; the questionnaire was self-administered to the participants. For the main survey, data from 294 respondents were collected and analysed. Participants in the study involved surface employees, including management, administrators, engineers and artisans.
Data were analysed with the Statistical Package for Social Sciences (SPSS) version 23.0. The Cronbach’s alpha coefficients of the various sections of the measuring instrument were computed to establish construct validity. Content validity was ascertained by pre-testing the questionnaire with the employees in the mine in question. Correlations were used to establish convergent validity of the constructs. Convergent validity was assessed to measure the degree of linear association of variables using Pearson’s correlation coefficient. Discriminant validity was achieved by using regression analysis to show items loaded onto different factors in various sections which had more than one factor.
Analysis was done using descriptive statistics on the demographic information of respondents. The results were also interpreted through correlation and regression analysis. The results showed that the effects of retrenchment did not have a negative impact on job stress (time stress and anxiety). This may be due to the mine in question planning and consulting with the employees prior to the retrenchment process. The results also showed that job stress (time stress and anxiety) is negatively associated with organisational commitment. Subsequent to these findings, it is recommended that employees (survivors) be updated on their future in the company in question. This could be done through regular workshops and counselling of employees.
In order to motivate and engage employees, and thereby contribute to employee commitment, it was also recommended that organisations create open, supportive and fair organisational and team cultures, and ensure jobs are clearly aligned with organisational goals and have appropriate levels of autonomy, support and career development. Given that job satisfaction plays a huge role in organisational commitment, it was further recommended that managers need to actively improve their organisation’s job satisfaction to employees in order to achieve a higher level of organisational commitment.
The study concludes by recommending that communication between employees and management should take place on a regular basis which can serve as a fundamental tool to retrenchment in the following manner:
• Survivors will feel more committed to the organisation when the basis of retrenchment addresses the circumstances in the external environment, rather than the enrichment of shareholders or top management.
• Communicating a clear vision of how retrenchment will benefit stakeholders, increases commitment since survivors can see a clear future for the organisation.
• When survivors are treated with dignity and respect, they will feel more committed to the organisation because they feel appreciated.