Essay
HRIOP87 ASSIGNMENT 2 2024
- Institution
- University Of South Africa (Unisa)
HRIOP87 ASSIGNMENT 2 2024
[Show more]
Content preview
0717513144 HRIOP87 ASSESSMENT 2 2024muzavazi47@gmail.com
DISCLAIMER
The HRIOP87 assignment 2 2024 is a guide that help students to answer their t
assessment. Therefore, students can use as the document contains different pools
of questions. Those who need further assistance may contact the given details:
CONTACT NUMBER:
071 751 3144
EMAIL: muzavazi47@gmail.com
,0717513144 HRIOP87 ASSESSMENT 2 2024
muzavazi47@gmail.com
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
muzavazi47@gmail.com
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
The benefits of buying summaries with Stuvia:
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
You can quickly pay through EFT, credit card or Stuvia-credit for the summaries. There is no membership needed.
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 this summary from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller tatendamuzavazi. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy this summary for R80,00. You're not tied to anything after your purchase.
Can Stuvia be trusted?
4.6 stars on Google & Trustpilot (+1000 reviews)
72042 documents were sold in the last 30 days
Founded in 2010, the go-to place to buy summaries for 14 years now