BUS2018F Organisational Behaviour and Employee Relations
Institution
University Of Cape Town (UCT)
Comprehensive study notes for the Organisational behaviour section of Bus2018f.
Integrates my lecture notes with all the info in the textbook.
Textbook
Bendix, S. (2010). Labour relations in practice: An outcomes based approach. Cape Town: Juta.
BUS2018F Organisational Behaviour and Employee Relations
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Intro To Employee relations
Definition
Aim
Create and maintaining a positive relationship between employee and
employer
o Result of an positive employee-employer relationship
Greater productivity
Greater moral
Greater motivation
Prevent and resolve problems
How it does this
Designs, creates and implements ER
o Policies
o Practices
o Policies
o Frameworks
o Procedures
These policies, practices, … , and procedures then regulate
o Concerns
o Conflict
o Disputes
,The Employment relationship
Organisation/employer Employees Goal
o Organization/employer employs the employees
o Employees work to achieve goals
Organizationemployees= primary relationship
o Good primary relationship= achieved organizational goals
o Bad primary relationship = no performance by employees
Therefore preventing goal from being achieved
,Stakeholders in organisations
General
Together they make up an organisation
The Employer Party
Role
Conceptualises and founds the organisation
Provides funding
Formulates the vision and mission
Develops a strategic plan
o Continuously re-evaluates and adapts
Establishes policies and procedures governing
o financial affairs
o structure
o various functions within the organisation
Monitors and controls organisational functioning
Perspective
Concered with
o Cost
o Efficiency
o Image
o Change
o Growth and development
Management
Role
Provides input and helps various employer roles
o vision
o mission statement
o strategic plan
may even develop this subject to the approval of the employer
Establishes policies and procedures
o That deal with the day-to-day running
Directs and controls the various functions
o On a day-to-day or month-to-month basis
Employs people to work in the organisation
Oversees the work and performance of employees
Monitors the financial affairs of the organisation
Liaises with external stakeholders
,The Employee Party
Role
Perform the job for which they are employed to do
Provide input on work process or department’s functions
o Only when called upon
o Usually the experienced and trusted employees
Perspective
Concered with
o Wage
o Job security
o Job satisfaction
o Recognition
o Control
o Fair treatment
o Respect
Shop stewards
Role
Represents employees vis-à-vis management
o Middleman between the employee an employer
Still an employee themselves
Have their own job not directly related to the employee-
employer relationship
o Meets with management to represent employee interests or raise
employee concerns
o Represents employees during grievance and disciplinary procedures
Represents the interests of the union in the organisation
o Arranges meetings with employees
o Reports back to the union
Performs the job for which he/she was employed
Conflict
Cause of conflict
Interaction between employees with different perspectives
Result of conflict
Negatvely affect
o The employment relationship
o Organisation’s bottom line
,Policies and Procedures
Definition
Frameworks
o Step by step guides
o How to deal with resolve difficulties
What it does
Govern behaviours
o Of all parties in the organisation
o To minimize conflict
Results
Minimizes conflicts
Therefore helps an organisation function effectively
Areas of Employee Relations
Legal Compliance
o Health & Safety Legislation
o Training Legislation
o Employment Equity Legislation
o Contracts – BCEA Compliant
Collective Labour Law Negotiations and Disputes
Conflict & Communication - Grievances
Discipline
Dismissals
Industrial Relations Disputes
,Role of Employee Relations Manager/Officer
Dealing with frameworks policies and procedures
Promote fair and equitable practices in the organisation
Formulate policies and procedures
o That provide a framework for the conduct of the relationship
Contributing to the strategic objectives of the organisation by alerting planners
to the IR implications
Gate keeping of all interactions, processes and practices within the
organisation
o To ensure they are legal
Conform to the relevant legislation
Conform to the code of good practice
Conform to agreements between the parties
Dealing with communication, negotiation and conflict
Dealing with conflict
o Preventing conflict by
Identifying potentially flammable situations
Then effecting the necessary interventions
o Mediating conflicts which do arise
Assisting and advising
o Managers in their dealings with employees
o Employees in their dealings with managers
Ensure continuous communication and training so that
o Employers/managers and employees are conversant with their
respective rights and obligations
Assist with negotiation of agreements
o By interacting with employee representatives
Advising on the handling of industrial action and the processing of unresolved
disputes
,Understanding Legislation
SA’s labour framework
Early labour laws
1658= slave trade
o Boer farmers gave slaves squatting rights in exchange for work
o This was the earliest record of labour practices
Started to govern the employment relationship
o Smuts implemented the Canadian Model
In 1909
Still used today
Canadian Model
History
Smuts implemented the Canadian Model
o In 1909
o Still used today
Dispute of interest
Resolution through
o Negotiation
o Collective bargaining
Mediated by
o CCMA
Often a power play between the parties
Dispute of right
Internal Process
o Conciliation
By CCMA
o Arbitration
By CCMA
Can appeal the decision
Apartheid
• Discrimination based on race
• Job reservation
• Training and development rules
• Different education systems
Two Areas of labour law
Individual
Collective
, The Tripartite Relationship
SA labour Law Structure/Heirarchy
1. Constitution
Governs all
Applies to all laws
2. Statutory Laws
Contained in Acts and Legislation
3. Common Law
Contracts
Precedents
Case law
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