100% satisfaction guarantee Immediately available after payment Both online and in PDF No strings attached
logo-home
IOP3704 NOTES & EXAM ANSWERS $8.29
Add to cart

Exam (elaborations)

IOP3704 NOTES & EXAM ANSWERS

 31 views  0 purchase
  • Course
  • Institution

IOP3704 NOTES & EXAM ANSWERS EXAM - NOTES -SU 1-11 PLEASE MAKE SURE BEFORE YOU PURCHASE.

Preview 4 out of 54  pages

  • January 24, 2022
  • 54
  • 2017/2018
  • Exam (elaborations)
  • Questions & answers
avatar-seller
Table of Contents
CRITICALLY DISCUSSION MEDIATION AND CONFLICT RESOLUTION IN SOUTH AND SOUTHERN AFRICA (25) .......................... 3

DISCUSS THE LABOUR RELATIONS LESSONS LEARNT FROM THE AUGUST 2012 MARIKANA MASSACRE IN SOUTH AFRICA (25)

................................................................................................................................................................................................... 3

EXPLAIN THE VARIOUS TECHNIQUES THAT CAN BE EMPLOYED TO IMPROVE COMMUNICATION IN THE WORK

ENVIRONMENT (25) (CHECK IF ANSWER IS CORRECT) .............................................................................................................. 3

IDENTIFY AND DESCRIBE THE PURPSOE OF FIVE (5) IMPORTANT ACTS OR LEGISLATIONS REGLATING TO LABOUR RELATIONS

(10) ............................................................................................................................................................................................. 3

NAME AND DISCUSS THE FIVE THOMAS-KILMANN MODES OF CONFLICT HANDLING / MANAGEMENT STYLES (10) .............. 4

DISCUSS THE CONCEPT ALTERNATIVE DISPUTE RESOLUTION (ADR) (10) ................................................................................. 5

DISCUSS THE INFLUECE OF LABOUR BROKERING PRACTICES IN SOUTH AFRICA (10) ............................................................... 6

CRITICALLY DISCUSS THE ROLE OF THE THREE MAIN PLAYERS, NAMELY, THE STATE, MANAGEMENT AND THE TRADE UNIONS

IN EMPLOYMENT RELATIONS (25) ............................................................................................................................................. 6

DISCUSS AND DIFFERENTIATE THE VARIOUS PERSPECTIVES IN THE FIELD OF LABOUR RELATIONS (25) ................................. 7

DISCUSS THE VARIOUS TYPES OF STRIKES AND REASONS FOR STRIKES THAT ARE EVIDENT IN THE LABOUR RELATIONS

CONTEXT (25)............................................................................................................................................................................. 8

PROVIDE AN INTEGRAL DEFINTION OF LABOUR RELATIONS (10) ............................................................................................. 9

PROVIDE A CRITICAL ASSESSMENT OF LESSONS THAT SOUTH AFRICN CAN LEARN FROM DEVELOPMENTS IN OTHER AFRICAN

COUNTRIES (10) (CHECK ANSWER) ............................................................................................................................................ 9

CRITIALLY EXPLAIN THE ROLE AND FUNCTION OF THE CCMA IN DISPTURE RESOLUTIONS (10) ............................................ 11

DISCUSS AN INDUSTRIAL PSYCHOLOGICAL APPROACH TO LABOUR RELATIONS, INCLUDING OUTCOMES AND FEEDBACK

FROM THE LABOUR RELATIONS PERSPECTIVE (10) ................................................................................................................. 12

CRITICALLY DISCUSS THE ROLE FO THE STATE, LONMIN MANAGEMENT AND THE UNIONS DURING THE AUGUST 2012

MARIKANA MASSACRE (25) ..................................................................................................................................................... 12

,CRITICALLY DISCUSS THE CONCEPT OF PRINCIPLED NEGOTATION AS THE KEY TO SUCCESSFUL COLLECTIVE BARGANINING

(25) ........................................................................................................................................................................................... 12

DISCUSS THE VARIOUS TYPES OF STRIKES AND REASONS FOR STRIKES THAT ARE EVIDENT IN THE LABOUR RELATIONS

CONTEXT (25)........................................................................................................................................................................... 13

DISCUSS THE ESCUALTION OF DISPUTE RESOLUTION IN THE WORKPLACE (10) ..................................................................... 14

DISCUSS THE CHALLENGES THAT CUASE THE ROLE OF THE INDUSTRIAL PSYCHOLOGY TO BE NEGLECTED WITHIN LABOUR

RELATIONS (10) ........................................................................................................................................................................ 14

DISCUSS PERSUASIVE COMMUNICAITON AS THE BASIC SKILL IN THE NEGOTIATION PROCESS (10) ...................................... 14

DISCUSS AN INDUSTRIAL PSYCHOLOGICAL APPROACH TO LABOUR RELATIONS, INCLUDING OUTCOMES AND FEEDBACK

FROM THE LABOUR RELATIONS PERSPECTIVE (10) ................................................................................................................. 15

CRITICALLY ANALYSE AND DIFFERENTIATE BETWEEN THE VARIOUS PERSPECTIVES ON LABOUR RELATIONS AND THE ROLE

OF TRADE UNION MOVEMENTS (25) ....................................................................................................................................... 15

DISCUSS THE VALUE OF INDUSTRIAL PSYCHOLOLGY IN LABOUR RELATIONS, WITH SPECFIC REFERENCE TO THE DIRECT AND

INDIRECT WAYS OF BRIDGIN THE UNION-INDUSTRIAL PSYCHOLOGY GAP, INCLUDING SOME OF THE CHALLENGES THAT

CAUSE THE ROLE OF THE INDUSTRIAL PSYCHOLOGY TO BE NEGLECTED IN LABOUR RELATIONS (25) ................................... 16

DISCUSS THE VARIOUS TYPES OF STRIKES AND REASONS FOR STRIKES THAT ARE EVIDENT IN THE LABOUR RELATIONS

CONTEXT (25)........................................................................................................................................................................... 17

IDENTIFY AND DESCRIBE THE PURPSOE OF FIVE (5) IMPORTANT ACTS OR LEGISLATIONS REGLATING TO LABOUR RELATIONS

(10) ........................................................................................................................................................................................... 18

DISCUSS THE VARIOUS DEFINITIONS USED TO DESCRIBE LABOUR RELATIONS AND EMPLOYEE RELATIONS (10) ................. 19

NAME AND DISCUSS THE FIVE THOMAS-KILMANN MODES OF CONFLICT HANDLING / MANAGEMENT STYLES (10) ............ 19

DISCUSS THE CONCEPT ALTERNATIVE DISPUTE RESOLUTION (ADR) (10) ............................................................................... 19

ALL OTHER QUESTIONS............................................................................................................................................................ 20

STUDY ASSIGNMENT QUESTIONS ........................................................................................................................................ 20
STUDY UNIT 1: An Industrial Psychology Approach to Labour Relations............................................................................. 20

,Previous Exams
Oct / Nov 2017

CRITICALLY DISCUSSION MEDIATION AND CONFLICT RESOLUTION IN SOUTH AND SOUTHERN AFRICA
(25)


DISCUSS THE LABOUR RELATIONS LESSONS LEARNT FROM THE AUGUST 2012 MARIKANA MASSACRE
IN SOUTH AFRICA (25)


EXPLAIN THE VARIOUS TECHNIQUES THAT CAN BE EMPLOYED TO IMPROVE COMMUNICATION IN
THE WORK ENVIRONMENT (25) (CHECK IF ANSWER IS CORRECT)
As a starting point, you should have indicated that Anstey (2008) describes communication basically as a two-way process.
In simple terms, communication takes place when one person sends a message to another, for example, a manager to a
subordinate or vice versa, and the latter then interprets this message. If communication between trade union members
and employer representatives is hostile and unfriendly, destructive conflict may arise and the relationship between the
parties may be impaired. Clearly, then, communication always takes place in a particular context. This context may, in
addition to time and place, assume a variety of forms, for instance communication between superiors and their
subordinates in a work context; communication between colleagues attending a work-related event in a social context;
and communication by a security guard directed at a large group of strikers picketing in front of an organisation, in a mass
context. From these examples it should be clear that the context in which communication takes place has considerable
influence on the nature of the communication, the content of the message, the medium through which the
communication takes place and the effect that communication will have. The context in which the communication usually
occurs usually determines the status or power base of the communicating parties which, in turn, affects the spirit (or
climate) and the parties’ willingness to receive and respond to the message.
Anstey (2008) summarises the techniques for improving communication into the following main categories:
 establishing a listening environment
 improving the communication climate

 improving listening skills
 improving skills in message transmission
 increasing levels of self-awareness
 understanding communication networks
 general techniques


IDENTIFY AND DESCRIBE THE PURPSOE OF FIVE (5) IMPORTANT ACTS OR LEGISLATIONS REGLATING
TO LABOUR RELATIONS (10)

1. Labour Relations Act
The purpose of the Act is to advance economic development, social justice, labour peace and the democracy of the
workplace.

, 2. Basic Conditions of Employment Act
The purpose of the Act is regulates amongst others leave, working hours, employment contracts, deductions, pay
slips, and termination
3. Compensation for Occupational Injuries and Disease
The purpose of the Act is to regulate occupational injuries and diseases are entitled to compensation in the
workplace
4. Employment Equity Act
The purpose of the Act is protects workers and job seekers from unfair discrimination, and also provides a framework
for implementing affirmative action
5. Occupational Health and Safety
The purpose of the Act is to regulate health and safety at the workplace for all workers.
6. Skills Development
The purpose of the Act is to develop and improve the skills of the South African workforce.
7. Skills Development Levies Act
The purpose of the Act is to regulate and prescribes how employers should contribute to the National Skills Fund.
8. Unemployment Insurance Contributions Act
The purpose of the Act is to regulate and prescribes how employers should contribute to the UIF Contributions fund.
9. Unemployment Insurance Act
The purpose of the Act is to provides security to workers when they become unemployed.
10. Manpower Training Act
The purpose of the Act is to regulate workers training



NAME AND DISCUSS THE FIVE THOMAS-KILMANN MODES OF CONFLICT HANDLING / MANAGEMENT
STYLES (10)
1. Competing
 Not used by skilled negotiators
 When quick, decisive action is vital
 When issues are important and where unpopular courses of action need implementing
 When issues are vital to organisational welfare
 When you know you are right
 To protect yourself against people who take advantage on non-competitive behaviour

2. Collaborating
 To find integrative solutions w/o compromising either sets of concerns
 When your objective is to learn the other parties views
 To merge insights from people with different perspectives on a problem
 To gain commitment by incorporating the others concerns into a consensual decision
 To work through hard feelings which have interfered with interpersonal relationships

3. Compromising
 When your goals are moderately important
 When there is an equal balance of power and strong commitment to mutually exclusive goals
 As a temporary settlement, expedient solution or a backup mode

4. Avoiding
 Not used by skilled negotiators
 When the issue is trivial
 When you perceive no possibility of satisfying your concerns
 When the potential damage of confronting an issue outweighs its resolution

The benefits of buying summaries with Stuvia:

Guaranteed quality through customer reviews

Guaranteed quality through customer reviews

Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.

Quick and easy check-out

Quick and easy check-out

You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.

Focus on what matters

Focus on what matters

Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!

Frequently asked questions

What do I get when I buy this document?

You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.

Satisfaction guarantee: how does it work?

Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.

Who am I buying these notes from?

Stuvia is a marketplace, so you are not buying this document from us, but from seller MissFancyPants97. Stuvia facilitates payment to the seller.

Will I be stuck with a subscription?

No, you only buy these notes for $8.29. You're not tied to anything after your purchase.

Can Stuvia be trusted?

4.6 stars on Google & Trustpilot (+1000 reviews)

53022 documents were sold in the last 30 days

Founded in 2010, the go-to place to buy study notes for 14 years now

Start selling
$8.29
  • (0)
Add to cart
Added