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FACULTY OF MANAGEMENT AND LAW SCHOOL OF ECONOMICS AND MANAGEMENT DEPARTMENT OF BUSINESS MANAGEMENT FORMATIVE ASSESSMENT _ DATE: MODULE NAME : LABOUR RELATIONS TEST: MODULE CODE : CHRBICHRC032 TIME: 90 MINUTES (1H30 MINUTES) MARKS: INTERNAL EXAMINER: PROF MA MATJIE SECOND EXAMINER: MR ANETHAVHANI INTERNAL MODERATOR: PROF BK MAJOLA 19 AUGUST 2024 1 60 THIS PAPER CONSISTS OF...2...PAGES INCLUDING COVER PAGE INSTRUCTIONS: 1. Answer all the questions 2. Write neatly and legibly. 3. Number questions correctly. « Scanned with CHRB_CO032 TEST 1 2024 QUESTIONS Lately, there has been a shift from industrial/labour relations to a more humane concept of employment relations in the field. The employment relationship revolves around human beings (employees) who work for employers to provide their services. This natural conflict of interest doesn't excuse employers from mistreating or taking advantage of workers; rather, they should cultivate the relationship because they are mutually dependent. In South Africa, the government manages employment relations through democratic labour laws that permit employees to form or join trade unions, and some to become shop stewards (pluralism). Due to their valuable research in the field, Industrial and organizational psychologists (despite being previously rejected) have also been approached by employers to help balance power and conflict dynamics and assist with research to understand the human mind in the workplace. “yy With the above paragraph in mind, answer the following questions: Define employment relations from an International Labour Organisation perspective. (2) .. Critically discuss the origin and history of employment relations in South Africa. (7) . Critically discuss the relevance and importance of power in employment relationships. (2) . Explain why conflict is necessary in employment relationships. (2) Argue as to why employers and employees should acknowledge their interdependence. (2) . Describe the tripartite relationship in South African labour/employment relations. (7) Critically discuss shop stewards in terms of their definition and descriptions within the role. (8) ONO A PWD = . Identify the origin, role and position of Industrial Psychology in the South African labour context. (5) 9. Critically analyse the gap and contributions of Industrial and Organisational psychologists in employment relations as identified by various scholars. (10) 10. Describe the South African stance on the approaches and perspectives and argue for the approach or perspective you think South Africa has adopted and/or should adopt, giving feasons. (7) 11. Differentiate between a pluralist approach and a social action approach. (4) 42. Would you say that the HRM approach promotes individualism and consequently further exploitation by employers? YES/NO. Give reasons (4) Total [60] Good luck @UL 2024 CHRB/C032 TEST 2 2024 QUESTIONS Case study: Bantu University strike lee that this case study was compiled for the purpose of this assessment only and is therefore not a real-life situation) Union members (including administrators and academics) at the Bantu University downed tools following a breakdown in wage negotiations. This comes after four months of failed negotiations between the two parties involved. The workers are demanding a salary increase of 6.5%, while the university is only willing to offer 4% across board on a total guaranteed package in its attempt to increase reserves. The CCMA Commissioner had earlier proposed a settlement between the two -parties; however, the union couldn't accept the settlement recommendation because the Commissioner's proposal was below inflation. In her response to the media, angry Ms Ntjebe, the Union's newly appointed general secretary, said “Considering the average inflation forecast of 6.9%, the 4% being tabled by the university is absolutely ridiculous. Their offer amounts to a wage decline, not to mention a decrease on our buying power in the context of inflation. How are we expected to survive in this tough economic climate with interest rate hikes and load shedding all taking their toll, Huh! Mabasixelele (translation: they should tell us)? Aluta Continua!!” On another interaction with the media, Ms Ntjebe said "Our members feel that accepting anything below inflation will be a detriment of their livelihoods. They will accept anything above inflation. We are also aware that some workers, although doing equal work, are not paid the same here! We are therefore demanding equal pay across races! Matla! (shouting)". Although the strike was legal according to Ms Ntjebe, but for two consecutive weeks, striking workers blocked, and refused to let cars through the main entrance of the university. Tires were - burnt, some areas of the premises were allegedly vandalised by the protesting union members, ' cases of violence and a number of arrests were reported. The university management had issued out a ‘return to work and refrain from illegal/unprotected strike action’ notice to union members, instructing them to report to work and execute their duties. However, this attempt fell on deaf ears. 2|Page Scanned with CamScanner’: CHRB/CO32 TEST 2 | 2024 “Members of staff are allowed to protest against any issue if they obtain permission from the Necessary authorities. However, what we cannot tolerate as a university is endangering the lives of those who are not partaking in this strike action. The futures of our students also cannot be compromised because of an illegal strike action. No explanation, however valid or noble, can justify what we have witnessed over the past two weeks. Protesting workers do not have the right to attack other employees and our visitors. Those who had done so had been charged and dismissed with no warning. No one in this country has the right to infringe on the rights of others. Our spirit of ubuntu is under threat if we allow this brutal behaviour and lawlessness in our institutions, this is why the university had decided to apply a ‘no work no pay’ rule to all members of the union.” said Professor Gqolo, the university spokesperson, in his response to media. 4. According to the case study above, union members (including administrators and academics) at the Bantu University downed tools following a breakdown in wage negotiations, implying the collective bargaining process did not yield any positive results. Define and differentiate between the concepts of negotiations and collecting bargaining. (8) 2. Identify the source of conflict in the case study and other sources of conflict that lead to negotiations as described in the textbook. : zi (10) 3. Asa specialist in employment relations (consultant) you have been hired to mediate between the two parties. Which activities will you perform as you prepare for negotiations? (10) 4. Differentiate between the two types of disputes in the workplace and show which disputes led : to the strike in the case study and why. (6) 5. Differentiate between protected and unprotected strikes. What kind of strike was embarked on in the case study and why did its status change? (6) 6. Discuss the following labour legislations in terms of their purposes and application. (10) a. Labour Relations Act (LRA) b. Basic Conditions of Employment Act (BCEA) c. Employment Equity Act (EEA) d. Occupational Health and Safety Act (OHSA) e. Skills Development Act (SDA) 7. It is mentioned that those violently protesting members were charged and dismissed without a warning. Was that fair? What are the general disciplinary actions that employers should undertake prior to dismissal? (10) Total [60] 3|Page 3 2 Scanned with | CamScanner’: 
