[TYPE THE COMPANY NAME]
HRIOP87
Assignment 2 Memo
| Due 23 May 2025
NO PLAGIARISM
[Pick the date]
[Type the abstract of the document here. The abstract is typically a short summary of the contents of
the document. Type the abstract of the document here. The abstract is typically a short summary of
the contents of the document.]
, Exam (elaborations)
HRIOP87 Assignment 2 Memo | Due 23 May
2025
Course
Research Report in Employee and Consumer Behaviour (HRIOP87)
Institution
University Of South Africa (Unisa)
Book
South African Employment Relations
HRIOP87 Assignment 2 Memo | Due 23 May 2025. All questions fully
answered.
QUESTION 1 – Nel & Kristen (2025), Chapters 2 and 9 Briefly discuss the key
ingredients of employment relations dynamics and employee involvement
and participation. Use the following guidelines: 1.1 Introduction Start with a
critically discussing the shifting boundaries and move beyond a strictly
tripartite perspective to a multipartite perspective.
Question 1.1 – Introduction based on Nel & Kirsten (2025), Chapters 2 and 9:
1.1 Introduction: From Tripartite to Multipartite Perspectives in Employment
Relations
Employment relations have traditionally been understood through a tripartite lens, focusing on
the interaction between employers, employees, and the state. This classical framework
emphasised collective bargaining, industrial conflict resolution, and legal regulation. However,
contemporary shifts in the labour market—driven by globalisation, technological
advancement, the rise of atypical employment, and growing stakeholder activism—have
challenged the adequacy of this model.
Nel & Kirsten (2025) argue that modern employment relations require a multipartite
perspective, which acknowledges the growing influence of additional stakeholders such as
labour brokers, non-governmental organisations, trade unions, multinational corporations,
civil society, and even international bodies like the ILO. These actors shape employment
relations through advocacy, policy development, international labour standards, and socio-
economic pressures.
,The shifting boundaries in employment relations reflect a dynamic and complex interaction
between economic, legal, political, and social forces. For example, in the context of South
Africa, BBBEE policies, affirmative action, and social justice movements have added layers
to the employment relations environment that transcend traditional employer-employee
dynamics.
Thus, this shift calls for a broader understanding of employment relations that is inclusive,
participative, and sensitive to the power relations and socio-economic disparities that affect
workplace dynamics. This forms the foundation for exploring employee involvement and
participation, which are no longer confined to formal mechanisms like collective bargaining but
extend to inclusive decision-making processes, workplace forums, and consultative practices
that enhance organisational performance and employee engagement.
1.1 Introduction: Employment Relations Dynamics – From Tripartite to
Multipartite
Historically, employment relations were traditionally understood through a tripartite model,
involving three primary actors: employers, employees (through trade unions), and the state.
This model emphasized formal negotiations, collective bargaining, and legal frameworks that
governed workplace relations. However, Nel & Kirsten (2025) argue that the boundaries of
employment relations have significantly shifted, prompting a move toward a multipartite
perspective.
This transition is driven by globalization, technological advancement, decentralization of
work, and the rise of non-standard forms of employment (e.g., gig work, remote work).
These changes have led to the involvement of multiple new stakeholders, such as:
Non-governmental organizations (NGOs)
Community groups
International labor institutions
Private consultancies
Professional associations
Technology platforms
In a multipartite framework, employment relations are no longer confined to formal
negotiations between employers, unions, and the state. Instead, they reflect a more dynamic,
interdependent, and fluid set of interactions. This shift necessitates a broader approach to
understanding the complexities of employee involvement and participation, especially in
diverse and evolving work environments.
, The multipartite model recognizes that power, influence, and accountability are dispersed
across a wider range of actors who influence employment practices, working conditions, and the
broader socio-economic context. As such, understanding employment relations today requires a
more holistic lens, encompassing both traditional and emerging stakeholders.
1.2 Overview of the role-players and stakeholders in employment relations.
Critically discuss the role-players and stakeholders in employment relations
by referring in your answer to employer parties, employee parties and the
State. Also, identify and explain which parties form part of the “actors”, role-
players and stakeholders in employment relations systems, with particular
reference to South Africa.
1.2 Overview of the Role-Players and Stakeholders in Employment Relations
The dynamics of employment relations are fundamentally shaped by the interactions of various
parties, traditionally categorized into three main "actors" in a tripartite system: employer parties,
employee parties, and the State. However, as discussed in the introduction, a more
comprehensive "multipartite" view acknowledges a wider range of influential stakeholders. This
section will critically discuss these traditional role-players and then expand to identify and
explain additional stakeholders, with particular reference to the South African context.
Understanding "Actors," "Role-Players," and "Stakeholders"
While often used interchangeably, it's useful to differentiate these terms:
Actors/Role-Players: These are the primary, direct participants in the employment
relationship with inherent, often conflicting, interests. They actively engage in shaping
the rules, conditions, and outcomes of employment. In the traditional tripartite model,
these are clearly defined.
Stakeholders: This is a broader term encompassing any individual, group, or entity that
has an interest in or is affected by the employment relationship, even if they don't directly
participate in the primary interactions. Their influence can be indirect but significant.
The Traditional Tripartite Actors/Role-Players
1. Employer Parties
Role: Employers are the primary drivers of economic activity, initiating and organizing
production or service delivery. Their core objective is to maximize efficiency,
productivity, and profitability. They define work tasks, set terms and conditions of
employment, and manage the workforce.
HRIOP87
Assignment 2 Memo
| Due 23 May 2025
NO PLAGIARISM
[Pick the date]
[Type the abstract of the document here. The abstract is typically a short summary of the contents of
the document. Type the abstract of the document here. The abstract is typically a short summary of
the contents of the document.]
, Exam (elaborations)
HRIOP87 Assignment 2 Memo | Due 23 May
2025
Course
Research Report in Employee and Consumer Behaviour (HRIOP87)
Institution
University Of South Africa (Unisa)
Book
South African Employment Relations
HRIOP87 Assignment 2 Memo | Due 23 May 2025. All questions fully
answered.
QUESTION 1 – Nel & Kristen (2025), Chapters 2 and 9 Briefly discuss the key
ingredients of employment relations dynamics and employee involvement
and participation. Use the following guidelines: 1.1 Introduction Start with a
critically discussing the shifting boundaries and move beyond a strictly
tripartite perspective to a multipartite perspective.
Question 1.1 – Introduction based on Nel & Kirsten (2025), Chapters 2 and 9:
1.1 Introduction: From Tripartite to Multipartite Perspectives in Employment
Relations
Employment relations have traditionally been understood through a tripartite lens, focusing on
the interaction between employers, employees, and the state. This classical framework
emphasised collective bargaining, industrial conflict resolution, and legal regulation. However,
contemporary shifts in the labour market—driven by globalisation, technological
advancement, the rise of atypical employment, and growing stakeholder activism—have
challenged the adequacy of this model.
Nel & Kirsten (2025) argue that modern employment relations require a multipartite
perspective, which acknowledges the growing influence of additional stakeholders such as
labour brokers, non-governmental organisations, trade unions, multinational corporations,
civil society, and even international bodies like the ILO. These actors shape employment
relations through advocacy, policy development, international labour standards, and socio-
economic pressures.
,The shifting boundaries in employment relations reflect a dynamic and complex interaction
between economic, legal, political, and social forces. For example, in the context of South
Africa, BBBEE policies, affirmative action, and social justice movements have added layers
to the employment relations environment that transcend traditional employer-employee
dynamics.
Thus, this shift calls for a broader understanding of employment relations that is inclusive,
participative, and sensitive to the power relations and socio-economic disparities that affect
workplace dynamics. This forms the foundation for exploring employee involvement and
participation, which are no longer confined to formal mechanisms like collective bargaining but
extend to inclusive decision-making processes, workplace forums, and consultative practices
that enhance organisational performance and employee engagement.
1.1 Introduction: Employment Relations Dynamics – From Tripartite to
Multipartite
Historically, employment relations were traditionally understood through a tripartite model,
involving three primary actors: employers, employees (through trade unions), and the state.
This model emphasized formal negotiations, collective bargaining, and legal frameworks that
governed workplace relations. However, Nel & Kirsten (2025) argue that the boundaries of
employment relations have significantly shifted, prompting a move toward a multipartite
perspective.
This transition is driven by globalization, technological advancement, decentralization of
work, and the rise of non-standard forms of employment (e.g., gig work, remote work).
These changes have led to the involvement of multiple new stakeholders, such as:
Non-governmental organizations (NGOs)
Community groups
International labor institutions
Private consultancies
Professional associations
Technology platforms
In a multipartite framework, employment relations are no longer confined to formal
negotiations between employers, unions, and the state. Instead, they reflect a more dynamic,
interdependent, and fluid set of interactions. This shift necessitates a broader approach to
understanding the complexities of employee involvement and participation, especially in
diverse and evolving work environments.
, The multipartite model recognizes that power, influence, and accountability are dispersed
across a wider range of actors who influence employment practices, working conditions, and the
broader socio-economic context. As such, understanding employment relations today requires a
more holistic lens, encompassing both traditional and emerging stakeholders.
1.2 Overview of the role-players and stakeholders in employment relations.
Critically discuss the role-players and stakeholders in employment relations
by referring in your answer to employer parties, employee parties and the
State. Also, identify and explain which parties form part of the “actors”, role-
players and stakeholders in employment relations systems, with particular
reference to South Africa.
1.2 Overview of the Role-Players and Stakeholders in Employment Relations
The dynamics of employment relations are fundamentally shaped by the interactions of various
parties, traditionally categorized into three main "actors" in a tripartite system: employer parties,
employee parties, and the State. However, as discussed in the introduction, a more
comprehensive "multipartite" view acknowledges a wider range of influential stakeholders. This
section will critically discuss these traditional role-players and then expand to identify and
explain additional stakeholders, with particular reference to the South African context.
Understanding "Actors," "Role-Players," and "Stakeholders"
While often used interchangeably, it's useful to differentiate these terms:
Actors/Role-Players: These are the primary, direct participants in the employment
relationship with inherent, often conflicting, interests. They actively engage in shaping
the rules, conditions, and outcomes of employment. In the traditional tripartite model,
these are clearly defined.
Stakeholders: This is a broader term encompassing any individual, group, or entity that
has an interest in or is affected by the employment relationship, even if they don't directly
participate in the primary interactions. Their influence can be indirect but significant.
The Traditional Tripartite Actors/Role-Players
1. Employer Parties
Role: Employers are the primary drivers of economic activity, initiating and organizing
production or service delivery. Their core objective is to maximize efficiency,
productivity, and profitability. They define work tasks, set terms and conditions of
employment, and manage the workforce.
