Letteratura scientifica selezionata sul tema "Blue collar workers – South Africa"

Despite the disenfranchisement of blacks in South Africa, the state's refusal to officially recognize black unions until 1980, and police repression of the union movement, this analysis of data for 1985 shows that black unions in South Africa had by that year made wage gains similar to those of unions in more developed countries. The union effect on wages for black blue-collar workers was 24%, which is in the range of effects found in studies of U.S. unions and above the range of effects found for European unions. Another finding is that black unions compressed wages across skill levels, an effect probably owing to black unions' primary emphasis on improving the lot of unskilled workers.

The purpose of the present study was to explore the experience of subjective career success among an understudied population such as blue-collar workers (BCWs) in a South African context. Employing a qualitative approach, a nonprobability, purposive voluntary sample of 20 workers were drawn from a manufacturing industry. Semistructured interviews were conducted and examined through a comprehensive thematic analysis. The analysis revealed that BCWs experience career success when certain needs are fulfilled in their careers. According to the findings, participants highlighted specific aspects in their work (e.g., support from the organization, aspiration for progression, working to provide, responsibility toward others, and work-related preferences). For BCWs, these aspects fulfill particular needs that lead to specific feelings of career success (e.g., recognition and value, competence and skills, performance, purpose and meaning, working in a conducive environment, and financial gain).

Purpose – To further explore the nature of non-monetary motivation for working, this study aims to present correlates of non-financial employment commitment (NFEC) and a cross-national comparison. Design/methodology/approach – Data gathered from representative national samples of the adult population (i.e. employed and unemployed individuals) in 31 countries (n=43,440), among them Nordic (e.g. Sweden and Norway), Western-European (e.g. Spain and France), Anglo-Saxon (e.g. the USA and Britain), former Communist (e.g. Russia and Hungary), Asian (e.g. Japan and South Korea), Latin-American (Mexico and the Dominican Republic), and African (South Africa). The source of the data is the 2005 International Social Survey Programme module on work orientation. Findings – NFEC proves positively correlated with intrinsic job characteristics, education level, job satisfaction, and organizational commitment. Administrators, managers, and professionals have higher NFEC than blue-collar workers, clerks, service workers, and sales workers. Respondents currently working for pay have higher NFEC than those currently not working for pay. Respondents trying to improve job skills during the previous 12 months have higher NFEC than those not trying to do so. NFEC is higher in member countries of the Organization for Economic Co-operation and Development than in non-member countries. NFEC is also higher in countries where self-expression values are important than in countries where survival values are important. Practical implications – By assessing NFEC decision makers may be assisted in their selection and advancement decisions. Originality/value – This study conducts the most comprehensive cross-national comparison of NFEC to date, and its findings have high external validity. It is unlikely that the findings are biased by social desirability.

Purpose – Given South Africa's apartheid history, studies have primarily focused on racial discrimination in employment outcomes, with lesser attention paid to gender and context. The purpose of this paper is to fill an important gap by examining the combined effect of macro- and micro-level factors on occupational sex segregation in post-apartheid South Africa. Intersections by race are also explored. Design/methodology/approach – A multilevel multinomial logistic regression is used to examine the influence of various supply and demand variables on women's placement in white- and blue-collar male-dominated occupations. Data from the 2001 Census and other published sources are used, with women nested in magisterial districts. Findings – Demand-side results indicate that service sector specialization augments differentiation by increasing women's opportunities in both white-collar male- and female-dominated occupations. Contrary to expectations, urban residence does not influence women's, particularly African women's, placement in any male-type positions, although Whites (white-collar) and Coloureds (blue-collar) fare better. Supply side human capital models are supported in general with African women receiving higher returns from education relative to others, although theories of “maternal incompatibility” are partially disproved. Finally, among all racial groups, African women are least likely to be employed in any male-dominated occupations, highlighting their marginalization and sustained discrimination in the labour market. Practical implications – An analysis of women's placement in white- and blue-collar male-dominated occupations by race provides practical information to design equitable work policies by gender and race. Social implications – Sex-typing of occupations has deleterious consequences such as lower security, wage differentials, and fewer prospects for promotion, that in turn increase labour market rigidity, reduce economic efficiency, and bar women from reaching their full potential. Originality/value – Very few empirical studies have examined occupational sex segregation (using detailed three-digit data) in developing countries, including South Africa. Methodologically, the paper uses multilevel techniques to correctly estimate ways in which context influences individual outcomes. Finally, it contributes to the literature on intersectionality by examining how gender and race sustain systems of inequality.

Blue-collar workers (N = 203) from a large food-processing plant in the south-western U.S. completed measures of perceived stress and leisure-time exercise at an initial test session in addition to a 2-month follow-up session. Mean age of the sample participants equaled 43.61 (SD = 9.79), and 69.5% of the sample were male, 71.4% were Caucasian, and 74.9% were married/cohabitating. Structural equation modeling was employed to examine the cross-lagged relationships between perceived stress and leisure-time exercise at these time points, controlling for gender, marital status, age, and yearly household income. Results indicated that a model with a path from perceptions of Time 1 stress to Time 2 exercise frequency was most parsimonious and provided acceptable model ft, suggesting that perceptions of stress are related to reductions in exercise participation in this population. However, there was little support for a relationship between Time 1 exercise participation and Time 2 perceived stress.

We aimed to systematically identify and evaluate all studies of good quality that compared the occurrence of mental disorders in the self-employed versus employees. Adhering to the Cochrane guidelines, we conducted a systematic review and searched three major medical databases (MEDLINE, Web of Science, Embase), complemented by hand search. We included 26 (three longitudinal and 23 cross-sectional) population-based studies of good quality (using a validated quality assessment tool), with data from 3,128,877 participants in total. The longest of these studies, a Swedish national register evaluation with 25 years follow-up, showed a higher incidence of mental illness among the self-employed compared to white-collar workers, but a lower incidence compared to blue-collar workers. In the second longitudinal study from Sweden the self-employed had a lower incidence of mental illness compared to both blue- and white-collar workers over 15 years, whereas the third longitudinal study (South Korea) did not find a difference regarding the incidence of depressive symptoms over 6 years. Results from the cross-sectional studies showed associations between self-employment and poor general mental health and stress, but were inconsistent regarding other mental outcomes. Most studies from South Korea found a higher prevalence of mental disorders among the self-employed compared to employees, whereas the results of cross-sectional studies from outside Asia were less consistent. In conclusion, we found evidence from population-based studies for a link between self-employment and increased risk of mental illness. Further longitudinal studies are needed examining the potential risk for the development of mental disorders in specific subtypes of the self-employed.

Objective: This study aimed to improve the sexual health of Korean elderly people and to prepare adequate education programs by investigating their sexual behavior. Design and Method: From September to November 2013, we surveyed elderly people in senior welfare centers or public parks. Participants filled out a selfadministered questionnaire, which elicited information concerning: demographic information, information on their sexual behavior, purchase of sexual services, experience of STIs, and experience of sex education. Results: A total of 403 men participated in the study. The number of sexual partners was higher in blue-collar workers than in men with other occupations, in men with a spouse than those without one. Of the respondents, 15.9% had had a sexual experience with a prostitute (client group). The proportion of people with a spouse, of a lower age, of middle socioeconomic status, and blue-collar workers was higher in the client group. The prevalence of STIs based on this study was 6.0% and 83% of the people with STIs sought medical treatment. Of the STIs, 57.3% were transmitted from a casual sex partner, the prevalence of which was higher in the client group than in the non-client group (18.8% vs. 3.5%). Only 8% of the respondents had received sex education in the past year. The most desired education topics were symptoms of STIs (37.7%), followed by sexual conflicts after middle age (33.7%), and treatment of erectile dysfunction (22.3%). Conclusions: Elderly people are a new group vulnerable to STIs. To control these infections, powerful policies containing sex education and medical services will be needed.

SummaryThis study assesses differential labour performance by body mass index (BMI), focusing on heterogeneity across three distinct employment statuses: unemployed, self-employed and salaried. Data were drawn from the Korean Labor and Income Panel Study. The final sample included 15,180 person-year observations (9645 men and 5535 women) between 20 and 65 years of age. The findings show that (i) overweight/obese women are less likely to have salaried jobs than underweight/normal weight women, whereas overweight/obese men are more likely to be employed in both the salaried and self-employed sectors than underweight/normal men, (ii) overweight/obese women have lower wages only in permanent salaried jobs than underweight/normal weight women, whereas overweight/obese men earn higher wages only in salaried temporary jobs than underweight/normal weight women, (iii) overweight/obese women earn lower wages only in service, sales, semi-professional and blue-collar jobs in the salaried sector than underweight/normal weight women, whereas overweight/obese men have lower wages only in sales jobs in the self-employed sector than underweight/normal weight women. The statistically significant BMI penalty in labour market outcomes, which occurs only in the salaried sector for women, implies that there is an employers’ distaste for workers with a high BMI status and that it is a plausible mechanism for job market penalty related to BMI status. Thus, heterogeneous job characteristics across and within salaried versus self-employed sectors need to be accounted for when assessing the impact of BMI status on labour market outcomes.

Worldwide, the study of spirituality is receiving increased attention, but very little is known about spirituality and its manifestation in African organizations. The aim of this research was to explore the experience of spirituality in a multicultural and diverse working environment, in order to enhance understanding of the functioning of spirituality in relation to diversity in the workplace. In particular, the study explores workplace spirituality from an individual and an organizational perspective within diverse organizations operating within a multicultural society. A cross-sectional study was conducted with a sample of 600 white collar workers from two organizations in different industries in South Africa. The research findings indicate that there is an inverse relationship between workplace spirituality and individual spirituality. Furthermore, the study confirmed that the experience of both personal and organizational spirituality is impacted by several diversity characteristics within a multicultural environment. In order to improve understanding of the experience of spirituality in multicultural societies and organizations, further empirical research is recommended. Globally, organizations need to realize the importance of embracing spirituality, in order to function effectively in a multicultural environment.

Bibliography: pages 105-116.
The present study investigated the relationships between work stressors, three moderator variables, and a variety of affective, behavioural and health outcomes. More specifically, it was hypothesized that the work stressors would be significantly associated with adverse affective, behavioural and health outcomes. Furthermore, it was hypothesized that personal and situational variables, in the form of the Sense of Coherence (Antonovsky, 1979, 1987), Job Decision Latitude (Karasek, 1979), and Participation in Decision Making, would moderate the relationships between work stressors and a variety of outcomes. The data were obtained from a sample of 111 male, white, blue collar workers at a large chemicals manufacturing organization from a questionnaire compiled for this study, and organizational records. The data were subjected to correlational analysis, supplemented by a form of moderated multiple regression analysis. It was found that the relationships between work stressors and outcome variables were insignificant which led to the conclusions that firstly, a priori specification of stressors may ignore the specificity of persons' appraisals of and responses to stressors, and secondly, consideration must be given to the affective meaning ascribed by subjects to job demands. The moderating effects of the Sense of Coherence, Job Decision Latitude and Participation in Decision Making were inconsistently related to outcome variables, frequently operating in the unexpected direction. It was, however, demonstrated that the main effects of the moderating variables which operated in the expected direction, outweighed the unanticipated negative interaction effects. It was observed that the inclusion of personality variables and situational variables in future studies of occupational stress are necessary, a conclusion which is consistent with more recent findings.

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2020
Employee perceptions of Workplace Health Promotion (WHP) are pivotal for researchers to ascertain the degree of employee satisfaction and as a quality indicator of such an initiative within an organisation. However, there are considerable challenges faced regarding participation in WHP as employees do not trust the confidentiality of the programme. The problem is further exacerbated in that employees experience the wellness programme as a demand by the employer rather than a beneficial resource to the employee. Thus, this research study aimed to determine the effect of workplace health promotion on downstream outcomes within an organisation. To realise the primary research objective, this study looked into the effect of WHP on clothing and textile employee’s (CTE) physical, mental, cognitive and affective outcomes, and social wellbeing. It also explored the effect of the facilitation of preventive interventions. This study evaluated the perceptions of employees on workplace health promotion in the clothing and textile industry in Cape Town. A combination of both qualitative and quantitative research approaches was followed. Quantitative data were collected from 121 CTEs through a survey questionnaire. The qualitative data were collected via interviews amongst managers, clinical staff and WHP program promotors. SPSS was utilised for analysing the quantitative data, and content analysis was conducted for qualitative data. The results of the study mostly pointed to the fact that employees in the clothing and textile industry perceived WHP in a very positive light. Most respondents recognised the benefits of WHP to the organisation which includes reduced healthcare costs in the long term and employee satisfaction, among others. The findings further revealed that the majority of CTEs were either unsure or noticed no effect of WHP on their physical health. However, this statement is contradicted in that 84.3% of respondents stated that they feel physically better due to participation in the WHP service offering. A previous study reported disagreement or indecisiveness to this statement amongst WCWs. This study revealed that there had been a positive impact on absenteeism and psychosocial issues. Most of the CTEs perceived that participation in WHP made the prevention of illnesses financially affordable.

Background: In South Africa, limited research has focused on the task demands and workers responses associated with forestry silviculture work, particularly pitting and planting. The methods currently in use are manual, but despite our lack of understanding of the existing demands, advances in forestry engineering have resulted in an introduction of semi-mechanised versions of these tasks. This project aimed to compare the task demands of silviculture tasks using the current manual techniques and the more modern, semi-mechanised techniques. Methods: A holistic investigation focused on the worker characteristics of a sample of black male pitters and black female planters from the Kwa-Zulu Natal forestry industry, as well as biomechanical (spinal kinematics and L5/S1 forces), physiological (heart rate, oxygen consumption and energy expenditure) and psychophysical (ratings of perceived exertion and body discomfort) responses associated with manual and semi-mechanised pitting and planting. Results: The pitting task saw significant improvements in the spinal kinematic measures as a result of the increased mechanisation, with eight of the 16 recorded variables decreasing to a lower level of risk classification. Physiologically, the manual task was associated with a mean heart rate of 157 bt.min⁻¹ and absolute energy expenditure of 11.27 kcal.min⁻¹, which were not found to be significantly different to the values of 143 bt.min⁻¹ and 9.8 kcal.min⁻¹ recorded during the semi-mechanised technique. Psychophysical responses indicated that the workers perceived manual pitting to be more physically demanding than the semi-mechanised method. The manual and semi-mechanised planting tasks were, in general, found to be acceptable from a spinal kinematics perspective, with the majority of variables classified as low risk. However, the maximum sagittal angle was reduced by more than 20 degrees as a result of the new equipment. The physiological and psychophysical demands associated with manual planting were found to be within acceptable limits. Conclusion: In terms of pitting, it can tentatively be concluded that the semi-mechanised technique is better than the manual one, based on the biomechanical and psychophysical findings, however physiological demands require further investigation. When considering the planting techniques, the semi-mechanised method showed a slight improvement from the biomechanical perspective, but further physiological and psychophysical investigations are needed.

Over the last decade the focus has shifted to ensure a holistic view of employee well-being in organisations by focusing on both physical and psychological well-being. Previous research suggests that work characteristics and psychological work-related well-being influence both the individual (i.e. health) and organisational outcomes (i.e. commitment, safety, productivity, etc.). Moreover, the increasing importance of focusing on work-related psychological well-being of employees is evident in legislation from around the world. In South Africa the Occupational Health and Safety legislation, spesifically the Construction Regulations, also recognises the importance of the psychological well-being of employees and refers to it as ?psychological fitness?. However, no clear definition or instrument for psychological fitness exists. Similarly, no instrument exist to measure work characteristics of blue-collar workers. The objectives of this research were 1) to propose a defintion for psychological fitness of blue-collar employees 2) to propose a theoretical framework to better our understanding of psychological fitness 3) to develop a psychological fitness instrument for blue-collar employees that is suitable for the South African context 4) to test the psychometric properties of the newly developed psychological fitness instrument 5) to develop a work characteristics questionnaire for blue-collar mine workers to gain insight into their work experiences, and 6) to evaluate the psychometric properties of the newly developed job demands-resources scale for blue-collar mine workers. The empirical study consisted of two phases. During the first phase, following an extensive literature review, a definition and theoretical framework for psychological fitness was proposed. Thereafter, a new instrument for measuring psychological fitness was developed and tested. An instrument for measuring the work characteristics of blue-collar mine workers has also been developed to further the understanding of their work experiences. During the second phase, the psychometric properties of the newly developed psychological fitness instrument were tested (i.e. factorial validity, factorial invariance, reliability and external validity; N = 2769). Furthermore, the psychometric properties of the newly developed job demands-resources scale for blue collar workers were also investigated (i.e. factorial validity, reliability and the relationship with theoretically relevant external variables; N = 361). During the conceptualisation process, the definition of psychological fitness has been proposed based on previous work-related well-being literature. The work-related well-being concepts, distress and eustress were proposed as indicators of psychological fitness. Therefore, psychological fitness was defined as a state in which an employee display high levels of emotional and mental energy and high levels of psychological motivation to be able to work and act safely. The dimensions of burnout and engagement were proposed as possible indicators of psychological fitness and included exhaustion, mental distance, cognitive weariness, vitality and work devotion. Furthermore, the underlying work-related well-being theories and models were identified as the theoretic framework to enable the development of a questionnaire for psychological fitness. In order to ensure that the low literacy employees understand the meaning of each questionnaire close attention has been paid during the development of items. Firstly, the psychological fitness instrument (SAPFI) for blue-collar employees has been translated into all the official languages of South Africa following a multistage translation process. Secondly, the job demands-resources scale for blue collar mine workers (JDRSM) has been translated into the three most commonly spoken languages (Sesotho, isiXhosa and Setswana) by employees working in this specific mine. During this phase various problematic items were identified and eliminated from both questionnaires using the Rasch measurement model. The final phase included the validation study where the psychometric properties of both the new instruments were investigated. The SAPFI results provided evidence for factorial validity, factorial invariance, reliability and significant relations with external variables of the distress scale. Although evidence was provided for the factorial validity, reliability and external validity of the eustress scale, factorial invariance could not be confirmed. Furthermore, the JDRSM results provided evidence for the factorial validity, reliability (except for the workload scale) and external validity. Recommendations for future research were made.
Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

Background: Agriculture plays a vital role in the economy of any industrially developing country, including South Africa. In the Eastern Cape of South Africa citrus farming is a significant contributor to the local economy (Johnson et al., 2005). The harvesting phase of citrus farming is performed manually and exposes workers to physical risks, which can lead to the development of musculoskeletal disorders. In particular, the standard harvesting bag comprises of a single shoulder strap and promotes asymmetrical load carriage which results in shoulder and lower back pain complaints. The current study compared the physiological (EMG), perceptual (RPE), usability (PUEU) and productivity effects of two new harvesting bag designs (a hip belt and a backpack bag design) to the standard harvesting bag design. This was performed in a laboratory as well as a field setting. Methods (Laboratory phase): 36 participants (12 males and 24 females) were assigned to one worker group. The “tall ladder worker” group was comprised of only males and the “step ladder worker” and “ground worker” group of females. Each participant was required to simulate a citrus harvesting task while utilizing each of the bag designs on different days. On each day/test session, participants performed three harvesting cycles. Muscle activity was measured throughout the entire testing session and RPE were recorded at the end of each cycle. Results (Laboratory phase): The EMG and RPE results indicate that the backpack design was the most ideal design to reduce asymmetry, while the standard harvesting bag design was the worst. Although not significant, there was greater muscle asymmetry (p=0.109) and a significantly higher perceived exertion when using the standard bag (p=0.0004), in comparison to using the backpack. Methods (Field phase): 17 Xhosa-speaking citrus harvesters (6 females and 11 males) participated in this study. Each harvester worked with one of the three bag designs on a different day. Productivity of each worker was assessed every hour by recording the number of bags filled with fruit and at the end of the shift. A Perceived Usefulness & Ease of Use questionnaire was presented to each participant to obtain feedback on worker acceptance to the new bag designs. Results (Field phase): A general trend in support of the hip belt bag design over the other two bag designs were found, even within the different worker demographic groups (age, sex and worker experience). The workers perceived less exertion (7.98 ± 1.86) and were more productive (9.90 ± 2.11 bags/hour) when using the hip belt design; they also found this bag the most useful (1.02 ± 0.09) and easy to use (1.07 ± 0.25). In contrast, the backpack bag design had significantly poorer responses when compared to the other two bag designs and this was evident in all the dependent variables assessed (RPE, productivity and PUEU). Conclusion: The results from the laboratory phase supported the expectation that the backpack bag design reduces asymmetry and hence, is more suitable than the standard harvesting bag. However, results from the field show that the hip belt bag design was the most preferred and the backpack was the least preferred. Bao & Shahnavaz (1989) highlight the need for ergonomics researcher to convey laboratory findings into the field context. However, as shown by the current study, there are numerous challenges associated with field work, making it difficult for laboratory findings to be successfully conveyed to the field. Limitations and Recommendations: For the laboratory phase of the project, no biomechanical and cardiovascular responses were assessed. However, for a holistic approach, these variables should be considered in future studies. Due to high variability from one harvesting cycle to another, more than three harvesting cycles should also be performed to accurately replicate the harvesting process as done in the field over extended durations of time. For the field phase, data should be collected from more than one citrus farm and thus a larger sample size could be obtained. This would improve the validity of the study. In addition to this, data should be collected for a full working day, especially if environmental conditions are not a hindrance, as well as for a whole season, since workloads vary, depending on the time of the harvesting season.
Name on Graduation Programme: Bassey-Duke, Elizabeth Missan

M.A. (Psychology)
Interest has grown over the past decade in the study of stress and more recently in the development and Implement at Ion of primary prevention programmes for various forms of stress related illnesses. Such programmes hold great promise for reducing , illness reactions in combination with, or, as an alternative to pharmacological medication. None of these programmes have been conducted amongst a sample of South African black blue-collar workers and it is important that these procedures are tested in order to evaluate their efficacy for specific cultural contexts. In this dissertation, an extensive review of the literature on the various models of stress is included as well as a proposed model for South African blue-collar workers. The stressors inherent in the lives of the sample population are also discussed. The sample consisted of sixty six male black blue-collar workers between the ages of twenty five and fifty five employed in the milling industry. Over a period of six weeks the effects on work-related stress of five different treatment regimes consisting of the following are evaluated: just lying down, relaxation tape, placebo, Royl 6 (vitamin B) and Panado (paracetamol). sUbjects completed the Job-related tension questionnaire and the Anxiety-stress questionnaire upon commencement of treatment and two weeks after' they had concluded treatment. An analysis of variance and a multivariate analysis of variance showed that there was no significant difference in the levels of work-related stress at the post-measurement stage of assessment.' This indicates that none of the five treatment regimes had any affect on the work-related stress levels of the subjects...

M.A.
A stress inoculation training programme suitable for blue collar workers was developed using Meichenbaum's (1977) training guide-lines. The stress inoculation training programme set out to develop coping skills based on a script including scenes dealing with : supervisor-worker conflict, meeting production deadlines, interactions with para-state officials, problems based on migrant lifestyles, safety issues and the stress experienced by management ...

A research report submitted to the Faculty of Arts, University of the Witwatersrand, Johannesburg, in partial fulfillment of the requirements for the degree ot Master of Arts in Industrial Social Work by course work, 1998
This study explored the effects of perceived trade union social support on the work stress of blue collar workers. It was hypothesised that blue collar workers who obtain social support from their trade union would experience the least stress. This study is a comparative qualitative study. The sample involved 60 blue collar workers in a Telkom workshop. The role orientation questionnaire was used to test their stress levels and thereafter the trade union social support scale was used to test their levels of perceived trade union social support study revealed that blue collar workers are indeed exposed to stress, however, those that perceived the trade union as giving them social support, experienced the least stress. On the basis of the findings it is recommended that occupational social workers intervene on micro, meso and macro levels in order to help in alleviating the stress levels of blue collar workers.
AC2017

Globally organisations face unacceptable levels of fatalities that translate into financial losses and bad publicity, which can be attributed to the inadequate employee engagement in decision making in daily work activities. This study explores the participative role of employees in the management of occupational health and safety (OHS), and investigates the impact of employee participation on the decision making processes that create a safe workplace. The joint labour-management committees encourage employee participation that improves the injury and disease prevention programs. Four participative approaches exist in the decision making processes, namely Directed Participation, Involvement, Pro-active Participation and Ownership, that are interrelated and integrated with the decision making process. When employees are required to abide by set guidelines and procedures, Directed Participation is appropriate. This has been observed to occur with little or no input from employees, whilst the application of legislation requires the process of involvement where critical decisions are made outside the domain of the employee. The pro-active participation process entails the sharing, consulting and making of joint decisions, which is most suitable in the Safety Health and Environmental committees, ensuring the process of Ownership empowers employees to champion the OHS activities. In OHS management there are instances when numerous participative approaches are utilised simultaneously to make decisions. All employees, both blue collar workers and management have a positive influence in creating a safe workplace, with the likelihood of older and experienced employees participating more than their younger counterparts in the decision making processes within the various OHS forums. Also, the more employees assume full responsibility for their health and safety, the greater is their influence to find solutions to the safety challenges. Additionally, making joint decisions to create a safe workplace will, in turn, encourage employees to participate more. The use of the participative approaches results in an improvement in the iii decision making processes within S.H.E. committees and OHS management processes, thereby making a positive contribution. More research is recommended to explore the relationships between employee participation in decision making and the compliance to OHS legislation, employee training, the safety culture and the influence of trade unions.
Business Management
DBL

A thesis submitted to the Faculty of Humanities, University of the Witwatersrand, Johannesburg, in partial fulfilment of the requirements for the degree of Masters in Arts, Johannesburg, 2017
This research report seeks to explore the experiences of women in white-collar work, particularly by comparing the experiences of black and white female administrators at of the University of the Witwatersrand. What this report illustrates is that both race and generational differences play a significant role in informing the experiences of the female administrators. A qualitative methodology was used to collect data for this report, particularly in-depth interviews to get “detailed information” about the participants’ experiences, beliefs and thoughts. Three main generational groups have been identified among the Wits administrators: Baby Boomers, which is the older generation that is dominated by white female administrators; Generation X; and the Millennial group, which is dominated by black female administrators and consist of the younger generations. This research report thus argues that race has affected the workplace experiences of Wits administrators through generational differences. Furthermore, while generations share similar experiences and world views, they are not homogeneous categories
XL2018