IOP3704
ASSIGNMENT 3 2025
DUE 30 APRIL 2025
SEMESTER 1 2025
,IOP3704 Assessment 03
2025
Due date: 30 April 2025, 2:00 PM
Lessons: 6–8
Marks: 40
Questions
1. Discuss the implications of the "no work, no pay" policy implemented by the
university during the strike. How might this policy have affected the employment
relations, and what might be the potential long-term consequences for both
parties?
According to the Labour Relations Act 66 of 1995,
The “no work, no pay” principle allows an employer to withhold payment from
employees who are on strike. Monosotho University of Technology (MUT) implemented
this policy during the NEHAWU-led strike in 2021.
The immediate implication of this policy was financial hardship for striking workers. This
likely increased their feelings of frustration and resentment, especially since their
demands were based on the rising cost of living and unequal wages. According to Nel
et al. (2008), perceptions of fairness and justice play a key role in employment relations.
The application of “no work, no pay” may have been seen by workers as unfair,
especially given their belief that the university was not negotiating in good faith.
, From an employment relations perspective, this policy likely weakened trust between
employees and management. The decision to enforce such a policy without addressing
the underlying grievances e.g., low wages, lack of permanent status for contract
workers, and housing allowances may have escalated the conflict and contributed to a
more adversarial relationship.
This situation reflects both formal and informal dimensions of labour relations. Formally,
the university followed legal procedures. Informally, however, employees' emotional
reactions—such as feeling unappreciated or unfairly treated—likely deepened hostility.
This could lead to a long-term breakdown in cooperation and teamwork, affecting staff
morale and productivity.
In the long term
For employees, continuous dissatisfaction could lead to higher turnover, reduced
motivation, and even further industrial action if unresolved grievances persist.
For the university, strained relations with employees can damage its public image,
disrupt the academic programme, and reduce its ability to attract and retain skilled
staff.
The employment relationship may remain tense and adversarial, with both parties
viewing each other with suspicion rather than as partners in organisational success.
To prevent further conflict, MUT may need to adopt a more cooperative and inclusive
approach. This would include recognising the role of trade unions, engaging
ASSIGNMENT 3 2025
DUE 30 APRIL 2025
SEMESTER 1 2025
,IOP3704 Assessment 03
2025
Due date: 30 April 2025, 2:00 PM
Lessons: 6–8
Marks: 40
Questions
1. Discuss the implications of the "no work, no pay" policy implemented by the
university during the strike. How might this policy have affected the employment
relations, and what might be the potential long-term consequences for both
parties?
According to the Labour Relations Act 66 of 1995,
The “no work, no pay” principle allows an employer to withhold payment from
employees who are on strike. Monosotho University of Technology (MUT) implemented
this policy during the NEHAWU-led strike in 2021.
The immediate implication of this policy was financial hardship for striking workers. This
likely increased their feelings of frustration and resentment, especially since their
demands were based on the rising cost of living and unequal wages. According to Nel
et al. (2008), perceptions of fairness and justice play a key role in employment relations.
The application of “no work, no pay” may have been seen by workers as unfair,
especially given their belief that the university was not negotiating in good faith.
, From an employment relations perspective, this policy likely weakened trust between
employees and management. The decision to enforce such a policy without addressing
the underlying grievances e.g., low wages, lack of permanent status for contract
workers, and housing allowances may have escalated the conflict and contributed to a
more adversarial relationship.
This situation reflects both formal and informal dimensions of labour relations. Formally,
the university followed legal procedures. Informally, however, employees' emotional
reactions—such as feeling unappreciated or unfairly treated—likely deepened hostility.
This could lead to a long-term breakdown in cooperation and teamwork, affecting staff
morale and productivity.
In the long term
For employees, continuous dissatisfaction could lead to higher turnover, reduced
motivation, and even further industrial action if unresolved grievances persist.
For the university, strained relations with employees can damage its public image,
disrupt the academic programme, and reduce its ability to attract and retain skilled
staff.
The employment relationship may remain tense and adversarial, with both parties
viewing each other with suspicion rather than as partners in organisational success.
To prevent further conflict, MUT may need to adopt a more cooperative and inclusive
approach. This would include recognising the role of trade unions, engaging
