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HRIOP87 ASSIGNMENT 2 2024
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HRIOP87 ASSIGNMENT 2 2024
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Contents
QUESTION 1 – Nel & Kristen (2020), Chapter 2 .................................................................................... 3
1.1 Introduction ................................................................................................................................... 3
1.2 Overview of the role-players and stakeholders in employment relations. .................................... 3
Power ............................................................................................................................................. 3
Levels of employment relations ...................................................................................................... 5
Interest groups ................................................................................................................................ 7
The government ............................................................................................................................. 8
Employers ..................................................................................................................................... 10
Trade unions ................................................................................................................................. 10
1.3 Conclusion .................................................................................................................................. 11
QUESTION 2 ........................................................................................................................................ 11
2.1 Is Pietro Giovanni’s approach to the union demands justified? Motivate/substantiate your answer.
(4) ...................................................................................................................................................... 11
2.2 Can Pietro prevent union officials from getting access to the plant? Motivate your answer. (4) 12
2.3 Can the engineer who joined the NUM be excluded from the list? Substantiate your answer. (3)
.......................................................................................................................................................... 12
Excluding an Engineer from the NUM List ................................................................................... 12
2.4 Is management obliged to disclose information to the NUM under these circumstances? Explain.
(4) ...................................................................................................................................................... 13
Management's Obligation to Disclose Information to the NUM .................................................... 13
2.5 Which organisational rights would the NUM qualify for, if any? (3) ............................................ 13
2.6 Explain what the NUM must do to exercise its organisational rights (assuming that it is entitled to
such rights). (4) ................................................................................................................................. 14
2.7 Should a dispute arise regarding organisational rights, outline the procedure that must be
followed to resolve it. (4) ................................................................................................................... 14
Procedure for Resolving Disputes Regarding Organizational Rights .......................................... 14
2.8 Advise Pietro on a possible approach he can adopt in dealing with employee relations, going
forward. (4)....................................................................................................................................... 15
Bibliography .......................................................................................................................................... 17
, 0717513144 HRIOP87 ASSESSMENT 2 2024
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QUESTION 1 – Nel & Kristen (2020), Chapter 2
1.1 Introduction
The key ingredients of employment relations dynamics involve a shift from a strictly
tripartite perspective to a multipartite perspective. This shift critically discusses the
changing boundaries and emphasizes the inclusion of multiple stakeholders beyond
just employers, employees, and the State.
1.2 Overview of the role-players and stakeholders in employment relations.
In employment relations, the role-players and stakeholders extend beyond the
traditional tripartite framework to include various actors. Employer parties, employee
parties, and the State remain central, but additional stakeholders such as trade unions,
employer organizations, community representatives, and non-governmental
organizations are also significant. In the South African context, the dynamics involve
a wide range of actors due to the country's complex history and diverse socio-
economic landscape.
The definition of employment relations has broadened over time and is still evolving.
The subject of employment relations has developed an interdisciplinary approach
using concepts and ideas derived from several disciplines, including sociology,
economics, psychology, history and political science (Gallacher & Hossain, 2020). The
issue of collective disputes between workers and employers has dominated traditional
definitions of employment relations, with a fixation on conflict between employers,
unions and employees. Spurk and Straub (2020), there have been considerable
changes recently as employment relations has superseded the traditional concepts of
industrial or labour relations and their pre-occupation with collective bargaining and
industrial disputes.
Power
Power is an important aspect of employment relations (Usman & Hammar, 2021).
Power refers to the ability to influence the behaviour of others to get what the leader
wants. In an employment relations context, power is important within organisations as
different actors have different levels of power in that organisation (Barth, Kerr, &
Olivetti, 2021). Does a low-paid employee have the same level of power when
discussing workplace issues as the manager or business owner? How do these power
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