IOP3704
Assessment 03
QUESTION 1
The "no work, no pay" policy, carries significant legal and ethical considerations.
Legally, it can interfere with workers’ rights, breach principles of fair labor practices, and
may even result in unequal treatment of specific employee groups.
From an ethical standpoint, the policy might be perceived as unjust, harmful to the
welfare of workers, and harmful to the relationship between labor and management.
Employers are encouraged to thoughtfully assess these potential consequences and
consider more balanced methods of handling strikes that emphasize equity, open
communication, and respect for employee rights.
QUESTION 2
One of the main functions of the Commission for Conciliation, Mediation and
Arbitrations (CCMA) is to conciliate workplace disputes and find a solution. In this case,
the CCMA suggested a compromise on salary increases and benefits, which is a
common approach in mediation. When NEHAWU rejected the CCMA’s proposal, it
showed that the two sides couldn’t agree. This highlights that while the CCMA can help
with communication, the success of mediation relies on both sides being willing to
compromise.
The CCMA's proposal may not have fully addressed the union’s concerns about the
rising cost of living, which shows how important it is to understand both sides’ real
needs in mediation.
Lessons Learned
For mediation to work, the proposals need to feel fair and reasonable to everyone
involved.
The breakdown in negotiations suggests that both sides might not have fully explained
their needs or limitations. The CCMA can facilitate discussions, but its success
depends on both sides being open and willing to engage.
Both sides need to be flexible.
External mediators like the CCMA can offer helpful perspectives and guide discussions,
but their effectiveness depends on both sides being ready to negotiate.
, QUESTION 3
To settle the issues at MUT, Dr. Gongo and the union members could have done a better
job of following the South African Constitution by focusing on open communication,
mutual respect, and fair treatment of workers. Instead of using aggressive tactics, like
strikes or stubborn demands, they should have worked better together through
compromise and cooperation. By developing emotional skills like empathy, patience,
and being aware of their own feelings, both could have handled things better. An
industrial psychologist could have helped by using psychological tools to improve how
the workplace runs, boost worker morale, and encourage healthier relationships
between staff and management.
They could have made sure their actions followed the Constitution by having regular,
open talks and respecting labor laws.
Constructive vs. Destructive Conflict Resolution means good conflict resolution and
working together, compromising, and collaborating, while destructive conflict
resolution is about fighting or avoiding the issue.
Developing emotional skills, such as empathy, patience, and self-awareness, is key to
successful negotiations.
QUESTION 4
Constructive Conflict
Conflict that leads to positive outcomes, growth, and stronger connections. It’s about
finding solutions that work for everyone, understanding each other better, and working
together.
This kind of conflict involves honest, respectful conversations where everyone can
share their concerns and listen to different opinions. The aim is to create solutions
where everyone feels good about the result.
Emotions are recognized and handled in a way that helps everyone understand each
other better and grow. It builds trust, respect, and stronger relationships.
It leads to personal growth, better problem-solving, and stronger bonds between
people.
Example from the case study: “…..a settlement that included a compromise…”
Destructive Conflict
Conflict that causes harm, negative results, and weakens relationships.
Here, the goal is to win no matter what, to dominate others, and prove you’re right.
Communication is often aggressive, defensive, and disrespectful, sometimes involving
personal attacks.
This type of conflict usually ends with one side winning and the other feeling defeated.
Assessment 03
QUESTION 1
The "no work, no pay" policy, carries significant legal and ethical considerations.
Legally, it can interfere with workers’ rights, breach principles of fair labor practices, and
may even result in unequal treatment of specific employee groups.
From an ethical standpoint, the policy might be perceived as unjust, harmful to the
welfare of workers, and harmful to the relationship between labor and management.
Employers are encouraged to thoughtfully assess these potential consequences and
consider more balanced methods of handling strikes that emphasize equity, open
communication, and respect for employee rights.
QUESTION 2
One of the main functions of the Commission for Conciliation, Mediation and
Arbitrations (CCMA) is to conciliate workplace disputes and find a solution. In this case,
the CCMA suggested a compromise on salary increases and benefits, which is a
common approach in mediation. When NEHAWU rejected the CCMA’s proposal, it
showed that the two sides couldn’t agree. This highlights that while the CCMA can help
with communication, the success of mediation relies on both sides being willing to
compromise.
The CCMA's proposal may not have fully addressed the union’s concerns about the
rising cost of living, which shows how important it is to understand both sides’ real
needs in mediation.
Lessons Learned
For mediation to work, the proposals need to feel fair and reasonable to everyone
involved.
The breakdown in negotiations suggests that both sides might not have fully explained
their needs or limitations. The CCMA can facilitate discussions, but its success
depends on both sides being open and willing to engage.
Both sides need to be flexible.
External mediators like the CCMA can offer helpful perspectives and guide discussions,
but their effectiveness depends on both sides being ready to negotiate.
, QUESTION 3
To settle the issues at MUT, Dr. Gongo and the union members could have done a better
job of following the South African Constitution by focusing on open communication,
mutual respect, and fair treatment of workers. Instead of using aggressive tactics, like
strikes or stubborn demands, they should have worked better together through
compromise and cooperation. By developing emotional skills like empathy, patience,
and being aware of their own feelings, both could have handled things better. An
industrial psychologist could have helped by using psychological tools to improve how
the workplace runs, boost worker morale, and encourage healthier relationships
between staff and management.
They could have made sure their actions followed the Constitution by having regular,
open talks and respecting labor laws.
Constructive vs. Destructive Conflict Resolution means good conflict resolution and
working together, compromising, and collaborating, while destructive conflict
resolution is about fighting or avoiding the issue.
Developing emotional skills, such as empathy, patience, and self-awareness, is key to
successful negotiations.
QUESTION 4
Constructive Conflict
Conflict that leads to positive outcomes, growth, and stronger connections. It’s about
finding solutions that work for everyone, understanding each other better, and working
together.
This kind of conflict involves honest, respectful conversations where everyone can
share their concerns and listen to different opinions. The aim is to create solutions
where everyone feels good about the result.
Emotions are recognized and handled in a way that helps everyone understand each
other better and grow. It builds trust, respect, and stronger relationships.
It leads to personal growth, better problem-solving, and stronger bonds between
people.
Example from the case study: “…..a settlement that included a compromise…”
Destructive Conflict
Conflict that causes harm, negative results, and weakens relationships.
Here, the goal is to win no matter what, to dominate others, and prove you’re right.
Communication is often aggressive, defensive, and disrespectful, sometimes involving
personal attacks.
This type of conflict usually ends with one side winning and the other feeling defeated.
