Table of Contents
CRITICALLY DISCUSSION MEDIATION AND CONFLICT RESOLUTION IN SOUTH AND SOUTHERN AFRICA (25) .......................... 3
DISCUSS THE LABOUR RELATIONS LESSONS LEARNT FROM THE AUGUST 2012 MARIKANA MASSACRE IN SOUTH AFRICA (25)
................................................................................................................................................................................................... 3
EXPLAIN THE VARIOUS TECHNIQUES THAT CAN BE EMPLOYED TO IMPROVE COMMUNICATION IN THE WORK
ENVIRONMENT (25) (CHECK IF ANSWER IS CORRECT) .............................................................................................................. 3
IDENTIFY AND DESCRIBE THE PURPSOE OF FIVE (5) IMPORTANT ACTS OR LEGISLATIONS REGLATING TO LABOUR RELATIONS
(10) ............................................................................................................................................................................................. 3
NAME AND DISCUSS THE FIVE THOMAS-KILMANN MODES OF CONFLICT HANDLING / MANAGEMENT STYLES (10) .............. 4
DISCUSS THE CONCEPT ALTERNATIVE DISPUTE RESOLUTION (ADR) (10) ................................................................................. 5
DISCUSS THE INFLUECE OF LABOUR BROKERING PRACTICES IN SOUTH AFRICA (10) ............................................................... 6
CRITICALLY DISCUSS THE ROLE OF THE THREE MAIN PLAYERS, NAMELY, THE STATE, MANAGEMENT AND THE TRADE UNIONS
IN EMPLOYMENT RELATIONS (25) ............................................................................................................................................. 6
DISCUSS AND DIFFERENTIATE THE VARIOUS PERSPECTIVES IN THE FIELD OF LABOUR RELATIONS (25) ................................. 7
DISCUSS THE VARIOUS TYPES OF STRIKES AND REASONS FOR STRIKES THAT ARE EVIDENT IN THE LABOUR RELATIONS
CONTEXT (25)............................................................................................................................................................................. 8
PROVIDE AN INTEGRAL DEFINTION OF LABOUR RELATIONS (10) ............................................................................................. 9
PROVIDE A CRITICAL ASSESSMENT OF LESSONS THAT SOUTH AFRICN CAN LEARN FROM DEVELOPMENTS IN OTHER AFRICAN
COUNTRIES (10) (CHECK ANSWER) ............................................................................................................................................ 9
CRITIALLY EXPLAIN THE ROLE AND FUNCTION OF THE CCMA IN DISPTURE RESOLUTIONS (10) ............................................ 11
DISCUSS AN INDUSTRIAL PSYCHOLOGICAL APPROACH TO LABOUR RELATIONS, INCLUDING OUTCOMES AND FEEDBACK
FROM THE LABOUR RELATIONS PERSPECTIVE (10) ................................................................................................................. 12
CRITICALLY DISCUSS THE ROLE FO THE STATE, LONMIN MANAGEMENT AND THE UNIONS DURING THE AUGUST 2012
MARIKANA MASSACRE (25) ..................................................................................................................................................... 12
,CRITICALLY DISCUSS THE CONCEPT OF PRINCIPLED NEGOTATION AS THE KEY TO SUCCESSFUL COLLECTIVE BARGANINING
(25) ........................................................................................................................................................................................... 12
DISCUSS THE VARIOUS TYPES OF STRIKES AND REASONS FOR STRIKES THAT ARE EVIDENT IN THE LABOUR RELATIONS
CONTEXT (25)........................................................................................................................................................................... 13
DISCUSS THE ESCUALTION OF DISPUTE RESOLUTION IN THE WORKPLACE (10) ..................................................................... 14
DISCUSS THE CHALLENGES THAT CUASE THE ROLE OF THE INDUSTRIAL PSYCHOLOGY TO BE NEGLECTED WITHIN LABOUR
RELATIONS (10) ........................................................................................................................................................................ 14
DISCUSS PERSUASIVE COMMUNICAITON AS THE BASIC SKILL IN THE NEGOTIATION PROCESS (10) ...................................... 14
DISCUSS AN INDUSTRIAL PSYCHOLOGICAL APPROACH TO LABOUR RELATIONS, INCLUDING OUTCOMES AND FEEDBACK
FROM THE LABOUR RELATIONS PERSPECTIVE (10) ................................................................................................................. 15
CRITICALLY ANALYSE AND DIFFERENTIATE BETWEEN THE VARIOUS PERSPECTIVES ON LABOUR RELATIONS AND THE ROLE
OF TRADE UNION MOVEMENTS (25) ....................................................................................................................................... 15
DISCUSS THE VALUE OF INDUSTRIAL PSYCHOLOLGY IN LABOUR RELATIONS, WITH SPECFIC REFERENCE TO THE DIRECT AND
INDIRECT WAYS OF BRIDGIN THE UNION-INDUSTRIAL PSYCHOLOGY GAP, INCLUDING SOME OF THE CHALLENGES THAT
CAUSE THE ROLE OF THE INDUSTRIAL PSYCHOLOGY TO BE NEGLECTED IN LABOUR RELATIONS (25) ................................... 16
DISCUSS THE VARIOUS TYPES OF STRIKES AND REASONS FOR STRIKES THAT ARE EVIDENT IN THE LABOUR RELATIONS
CONTEXT (25)........................................................................................................................................................................... 17
IDENTIFY AND DESCRIBE THE PURPSOE OF FIVE (5) IMPORTANT ACTS OR LEGISLATIONS REGLATING TO LABOUR RELATIONS
(10) ........................................................................................................................................................................................... 18
DISCUSS THE VARIOUS DEFINITIONS USED TO DESCRIBE LABOUR RELATIONS AND EMPLOYEE RELATIONS (10) ................. 19
NAME AND DISCUSS THE FIVE THOMAS-KILMANN MODES OF CONFLICT HANDLING / MANAGEMENT STYLES (10) ............ 19
DISCUSS THE CONCEPT ALTERNATIVE DISPUTE RESOLUTION (ADR) (10) ............................................................................... 19
ALL OTHER QUESTIONS............................................................................................................................................................ 20
STUDY ASSIGNMENT QUESTIONS ........................................................................................................................................ 20
STUDY UNIT 1: An Industrial Psychology Approach to Labour Relations............................................................................. 20
,Previous Exams
Oct / Nov 2017
CRITICALLY DISCUSSION MEDIATION AND CONFLICT RESOLUTION IN SOUTH AND SOUTHERN AFRICA
(25)
DISCUSS THE LABOUR RELATIONS LESSONS LEARNT FROM THE AUGUST 2012 MARIKANA MASSACRE
IN SOUTH AFRICA (25)
EXPLAIN THE VARIOUS TECHNIQUES THAT CAN BE EMPLOYED TO IMPROVE COMMUNICATION IN
THE WORK ENVIRONMENT (25) (CHECK IF ANSWER IS CORRECT)
As a starting point, you should have indicated that Anstey (2008) describes communication basically as a two-way process.
In simple terms, communication takes place when one person sends a message to another, for example, a manager to a
subordinate or vice versa, and the latter then interprets this message. If communication between trade union members
and employer representatives is hostile and unfriendly, destructive conflict may arise and the relationship between the
parties may be impaired. Clearly, then, communication always takes place in a particular context. This context may, in
addition to time and place, assume a variety of forms, for instance communication between superiors and their
subordinates in a work context; communication between colleagues attending a work-related event in a social context;
and communication by a security guard directed at a large group of strikers picketing in front of an organisation, in a mass
context. From these examples it should be clear that the context in which communication takes place has considerable
influence on the nature of the communication, the content of the message, the medium through which the
communication takes place and the effect that communication will have. The context in which the communication usually
occurs usually determines the status or power base of the communicating parties which, in turn, affects the spirit (or
climate) and the parties’ willingness to receive and respond to the message.
Anstey (2008) summarises the techniques for improving communication into the following main categories:
establishing a listening environment
improving the communication climate
improving listening skills
improving skills in message transmission
increasing levels of self-awareness
understanding communication networks
general techniques
IDENTIFY AND DESCRIBE THE PURPSOE OF FIVE (5) IMPORTANT ACTS OR LEGISLATIONS REGLATING
TO LABOUR RELATIONS (10)
1. Labour Relations Act
The purpose of the Act is to advance economic development, social justice, labour peace and the democracy of the
workplace.
, 2. Basic Conditions of Employment Act
The purpose of the Act is regulates amongst others leave, working hours, employment contracts, deductions, pay
slips, and termination
3. Compensation for Occupational Injuries and Disease
The purpose of the Act is to regulate occupational injuries and diseases are entitled to compensation in the
workplace
4. Employment Equity Act
The purpose of the Act is protects workers and job seekers from unfair discrimination, and also provides a framework
for implementing affirmative action
5. Occupational Health and Safety
The purpose of the Act is to regulate health and safety at the workplace for all workers.
6. Skills Development
The purpose of the Act is to develop and improve the skills of the South African workforce.
7. Skills Development Levies Act
The purpose of the Act is to regulate and prescribes how employers should contribute to the National Skills Fund.
8. Unemployment Insurance Contributions Act
The purpose of the Act is to regulate and prescribes how employers should contribute to the UIF Contributions fund.
9. Unemployment Insurance Act
The purpose of the Act is to provides security to workers when they become unemployed.
10. Manpower Training Act
The purpose of the Act is to regulate workers training
NAME AND DISCUSS THE FIVE THOMAS-KILMANN MODES OF CONFLICT HANDLING / MANAGEMENT
STYLES (10)
1. Competing
Not used by skilled negotiators
When quick, decisive action is vital
When issues are important and where unpopular courses of action need implementing
When issues are vital to organisational welfare
When you know you are right
To protect yourself against people who take advantage on non-competitive behaviour
2. Collaborating
To find integrative solutions w/o compromising either sets of concerns
When your objective is to learn the other parties views
To merge insights from people with different perspectives on a problem
To gain commitment by incorporating the others concerns into a consensual decision
To work through hard feelings which have interfered with interpersonal relationships
3. Compromising
When your goals are moderately important
When there is an equal balance of power and strong commitment to mutually exclusive goals
As a temporary settlement, expedient solution or a backup mode
4. Avoiding
Not used by skilled negotiators
When the issue is trivial
When you perceive no possibility of satisfying your concerns
When the potential damage of confronting an issue outweighs its resolution
CRITICALLY DISCUSSION MEDIATION AND CONFLICT RESOLUTION IN SOUTH AND SOUTHERN AFRICA (25) .......................... 3
DISCUSS THE LABOUR RELATIONS LESSONS LEARNT FROM THE AUGUST 2012 MARIKANA MASSACRE IN SOUTH AFRICA (25)
................................................................................................................................................................................................... 3
EXPLAIN THE VARIOUS TECHNIQUES THAT CAN BE EMPLOYED TO IMPROVE COMMUNICATION IN THE WORK
ENVIRONMENT (25) (CHECK IF ANSWER IS CORRECT) .............................................................................................................. 3
IDENTIFY AND DESCRIBE THE PURPSOE OF FIVE (5) IMPORTANT ACTS OR LEGISLATIONS REGLATING TO LABOUR RELATIONS
(10) ............................................................................................................................................................................................. 3
NAME AND DISCUSS THE FIVE THOMAS-KILMANN MODES OF CONFLICT HANDLING / MANAGEMENT STYLES (10) .............. 4
DISCUSS THE CONCEPT ALTERNATIVE DISPUTE RESOLUTION (ADR) (10) ................................................................................. 5
DISCUSS THE INFLUECE OF LABOUR BROKERING PRACTICES IN SOUTH AFRICA (10) ............................................................... 6
CRITICALLY DISCUSS THE ROLE OF THE THREE MAIN PLAYERS, NAMELY, THE STATE, MANAGEMENT AND THE TRADE UNIONS
IN EMPLOYMENT RELATIONS (25) ............................................................................................................................................. 6
DISCUSS AND DIFFERENTIATE THE VARIOUS PERSPECTIVES IN THE FIELD OF LABOUR RELATIONS (25) ................................. 7
DISCUSS THE VARIOUS TYPES OF STRIKES AND REASONS FOR STRIKES THAT ARE EVIDENT IN THE LABOUR RELATIONS
CONTEXT (25)............................................................................................................................................................................. 8
PROVIDE AN INTEGRAL DEFINTION OF LABOUR RELATIONS (10) ............................................................................................. 9
PROVIDE A CRITICAL ASSESSMENT OF LESSONS THAT SOUTH AFRICN CAN LEARN FROM DEVELOPMENTS IN OTHER AFRICAN
COUNTRIES (10) (CHECK ANSWER) ............................................................................................................................................ 9
CRITIALLY EXPLAIN THE ROLE AND FUNCTION OF THE CCMA IN DISPTURE RESOLUTIONS (10) ............................................ 11
DISCUSS AN INDUSTRIAL PSYCHOLOGICAL APPROACH TO LABOUR RELATIONS, INCLUDING OUTCOMES AND FEEDBACK
FROM THE LABOUR RELATIONS PERSPECTIVE (10) ................................................................................................................. 12
CRITICALLY DISCUSS THE ROLE FO THE STATE, LONMIN MANAGEMENT AND THE UNIONS DURING THE AUGUST 2012
MARIKANA MASSACRE (25) ..................................................................................................................................................... 12
,CRITICALLY DISCUSS THE CONCEPT OF PRINCIPLED NEGOTATION AS THE KEY TO SUCCESSFUL COLLECTIVE BARGANINING
(25) ........................................................................................................................................................................................... 12
DISCUSS THE VARIOUS TYPES OF STRIKES AND REASONS FOR STRIKES THAT ARE EVIDENT IN THE LABOUR RELATIONS
CONTEXT (25)........................................................................................................................................................................... 13
DISCUSS THE ESCUALTION OF DISPUTE RESOLUTION IN THE WORKPLACE (10) ..................................................................... 14
DISCUSS THE CHALLENGES THAT CUASE THE ROLE OF THE INDUSTRIAL PSYCHOLOGY TO BE NEGLECTED WITHIN LABOUR
RELATIONS (10) ........................................................................................................................................................................ 14
DISCUSS PERSUASIVE COMMUNICAITON AS THE BASIC SKILL IN THE NEGOTIATION PROCESS (10) ...................................... 14
DISCUSS AN INDUSTRIAL PSYCHOLOGICAL APPROACH TO LABOUR RELATIONS, INCLUDING OUTCOMES AND FEEDBACK
FROM THE LABOUR RELATIONS PERSPECTIVE (10) ................................................................................................................. 15
CRITICALLY ANALYSE AND DIFFERENTIATE BETWEEN THE VARIOUS PERSPECTIVES ON LABOUR RELATIONS AND THE ROLE
OF TRADE UNION MOVEMENTS (25) ....................................................................................................................................... 15
DISCUSS THE VALUE OF INDUSTRIAL PSYCHOLOLGY IN LABOUR RELATIONS, WITH SPECFIC REFERENCE TO THE DIRECT AND
INDIRECT WAYS OF BRIDGIN THE UNION-INDUSTRIAL PSYCHOLOGY GAP, INCLUDING SOME OF THE CHALLENGES THAT
CAUSE THE ROLE OF THE INDUSTRIAL PSYCHOLOGY TO BE NEGLECTED IN LABOUR RELATIONS (25) ................................... 16
DISCUSS THE VARIOUS TYPES OF STRIKES AND REASONS FOR STRIKES THAT ARE EVIDENT IN THE LABOUR RELATIONS
CONTEXT (25)........................................................................................................................................................................... 17
IDENTIFY AND DESCRIBE THE PURPSOE OF FIVE (5) IMPORTANT ACTS OR LEGISLATIONS REGLATING TO LABOUR RELATIONS
(10) ........................................................................................................................................................................................... 18
DISCUSS THE VARIOUS DEFINITIONS USED TO DESCRIBE LABOUR RELATIONS AND EMPLOYEE RELATIONS (10) ................. 19
NAME AND DISCUSS THE FIVE THOMAS-KILMANN MODES OF CONFLICT HANDLING / MANAGEMENT STYLES (10) ............ 19
DISCUSS THE CONCEPT ALTERNATIVE DISPUTE RESOLUTION (ADR) (10) ............................................................................... 19
ALL OTHER QUESTIONS............................................................................................................................................................ 20
STUDY ASSIGNMENT QUESTIONS ........................................................................................................................................ 20
STUDY UNIT 1: An Industrial Psychology Approach to Labour Relations............................................................................. 20
,Previous Exams
Oct / Nov 2017
CRITICALLY DISCUSSION MEDIATION AND CONFLICT RESOLUTION IN SOUTH AND SOUTHERN AFRICA
(25)
DISCUSS THE LABOUR RELATIONS LESSONS LEARNT FROM THE AUGUST 2012 MARIKANA MASSACRE
IN SOUTH AFRICA (25)
EXPLAIN THE VARIOUS TECHNIQUES THAT CAN BE EMPLOYED TO IMPROVE COMMUNICATION IN
THE WORK ENVIRONMENT (25) (CHECK IF ANSWER IS CORRECT)
As a starting point, you should have indicated that Anstey (2008) describes communication basically as a two-way process.
In simple terms, communication takes place when one person sends a message to another, for example, a manager to a
subordinate or vice versa, and the latter then interprets this message. If communication between trade union members
and employer representatives is hostile and unfriendly, destructive conflict may arise and the relationship between the
parties may be impaired. Clearly, then, communication always takes place in a particular context. This context may, in
addition to time and place, assume a variety of forms, for instance communication between superiors and their
subordinates in a work context; communication between colleagues attending a work-related event in a social context;
and communication by a security guard directed at a large group of strikers picketing in front of an organisation, in a mass
context. From these examples it should be clear that the context in which communication takes place has considerable
influence on the nature of the communication, the content of the message, the medium through which the
communication takes place and the effect that communication will have. The context in which the communication usually
occurs usually determines the status or power base of the communicating parties which, in turn, affects the spirit (or
climate) and the parties’ willingness to receive and respond to the message.
Anstey (2008) summarises the techniques for improving communication into the following main categories:
establishing a listening environment
improving the communication climate
improving listening skills
improving skills in message transmission
increasing levels of self-awareness
understanding communication networks
general techniques
IDENTIFY AND DESCRIBE THE PURPSOE OF FIVE (5) IMPORTANT ACTS OR LEGISLATIONS REGLATING
TO LABOUR RELATIONS (10)
1. Labour Relations Act
The purpose of the Act is to advance economic development, social justice, labour peace and the democracy of the
workplace.
, 2. Basic Conditions of Employment Act
The purpose of the Act is regulates amongst others leave, working hours, employment contracts, deductions, pay
slips, and termination
3. Compensation for Occupational Injuries and Disease
The purpose of the Act is to regulate occupational injuries and diseases are entitled to compensation in the
workplace
4. Employment Equity Act
The purpose of the Act is protects workers and job seekers from unfair discrimination, and also provides a framework
for implementing affirmative action
5. Occupational Health and Safety
The purpose of the Act is to regulate health and safety at the workplace for all workers.
6. Skills Development
The purpose of the Act is to develop and improve the skills of the South African workforce.
7. Skills Development Levies Act
The purpose of the Act is to regulate and prescribes how employers should contribute to the National Skills Fund.
8. Unemployment Insurance Contributions Act
The purpose of the Act is to regulate and prescribes how employers should contribute to the UIF Contributions fund.
9. Unemployment Insurance Act
The purpose of the Act is to provides security to workers when they become unemployed.
10. Manpower Training Act
The purpose of the Act is to regulate workers training
NAME AND DISCUSS THE FIVE THOMAS-KILMANN MODES OF CONFLICT HANDLING / MANAGEMENT
STYLES (10)
1. Competing
Not used by skilled negotiators
When quick, decisive action is vital
When issues are important and where unpopular courses of action need implementing
When issues are vital to organisational welfare
When you know you are right
To protect yourself against people who take advantage on non-competitive behaviour
2. Collaborating
To find integrative solutions w/o compromising either sets of concerns
When your objective is to learn the other parties views
To merge insights from people with different perspectives on a problem
To gain commitment by incorporating the others concerns into a consensual decision
To work through hard feelings which have interfered with interpersonal relationships
3. Compromising
When your goals are moderately important
When there is an equal balance of power and strong commitment to mutually exclusive goals
As a temporary settlement, expedient solution or a backup mode
4. Avoiding
Not used by skilled negotiators
When the issue is trivial
When you perceive no possibility of satisfying your concerns
When the potential damage of confronting an issue outweighs its resolution
