HRM3705
Assignment 3 Semester 2 2025
2 2025
Unique Number:
Due date: 12 September 2025
QUESTION 1
1.1 Union influence on remuneration system design at Mpofu Cleaning Centre
At Mpofu Cleaning Centre, the role of the General Services Workers Union (GSWU) is likely
to have a strong effect on how the remuneration system is structured. Since most
employees are unionised, the organisation cannot ignore collective concerns when
introducing pay models. Unions emphasise fairness, equity, and transparency, which means
that any system viewed as undermining teamwork or rewarding individuals unfairly will face
resistance. A performance-based system may clash with union values if it promotes
competition over cooperation, especially in a labour-intensive service industry where
teamwork is critical (Coetzee et al, 2020).
The union will also push for collective rewards, such as across-the-board increases, cost-of-
living adjustments, and benefits that support workers’ wellbeing. This pressure could lead
management to blend individual incentives with group-based rewards, ensuring that
productivity goals align with equity and fairness. In addition, unions may insist on
transparent evaluation criteria, grievance procedures, and consultation rights before
DISCLAIMER & TERMS OF USE
Educational Aid: These study notes are intended to be used as educational resources and should not be seen as a
replacement for individual research, critical analysis, or professional consultation. Students are encouraged to perform
their own research and seek advice from their instructors or academic advisors for specific assignment guidelines.
Personal Responsibility: While every effort has been made to ensure the accuracy and reliability of the information in
these study notes, the seller does not guarantee the completeness or correctness of all content. The buyer is
responsible for verifying the accuracy of the information and exercising their own judgment when applying it to their
assignments.
Academic Integrity: It is essential for students to maintain academic integrity and follow their institution's policies
regarding plagiarism, citation, and referencing. These study notes should be used as learning tools and sources of
inspiration. Any direct reproduction of the content without proper citation and acknowledgment may be considered
academic misconduct.
Limited Liability: The seller shall not be liable for any direct or indirect damages, losses, or consequences arising from
the use of these notes. This includes, but is not limited to, poor academic performance, penalties, or any other negative
consequences resulting from the application or misuse of the information provided.
, For additional support +27 81 278 3372
QUESTION 1
1.1 Union influence on remuneration system design at Mpofu Cleaning Centre
At Mpofu Cleaning Centre, the role of the General Services Workers Union (GSWU)
is likely to have a strong effect on how the remuneration system is structured. Since
most employees are unionised, the organisation cannot ignore collective concerns
when introducing pay models. Unions emphasise fairness, equity, and transparency,
which means that any system viewed as undermining teamwork or rewarding
individuals unfairly will face resistance. A performance-based system may clash with
union values if it promotes competition over cooperation, especially in a labour-
intensive service industry where teamwork is critical (Coetzee et al, 2020).
The union will also push for collective rewards, such as across-the-board increases,
cost-of-living adjustments, and benefits that support workers’ wellbeing. This
pressure could lead management to blend individual incentives with group-based
rewards, ensuring that productivity goals align with equity and fairness. In addition,
unions may insist on transparent evaluation criteria, grievance procedures, and
consultation rights before remuneration policies are finalised.
In the context of Mpofu Cleaning Centre, where employees perform relatively low-
paid, manual work, unions will be especially sensitive to systems that risk widening
income gaps or discouraging solidarity. The design of the remuneration structure will
therefore need to combine fair base wages, transparent bonus criteria, and non-
monetary benefits such as medical aid or leave provisions. Ultimately, union
involvement forces management to balance efficiency goals with equity and morale,
ensuring that the system gains legitimacy among the workforce while avoiding
industrial conflict (Coetzee et al, 2020).
1.2 Strategic role of unions in shaping remuneration outcomes
The General Services Workers Union (GSWU) plays a strategic role in influencing
pay levels and bargaining outcomes at Mpofu Cleaning Centre. Through collective
bargaining, the union negotiates with management to secure minimum wages,
Assignment 3 Semester 2 2025
2 2025
Unique Number:
Due date: 12 September 2025
QUESTION 1
1.1 Union influence on remuneration system design at Mpofu Cleaning Centre
At Mpofu Cleaning Centre, the role of the General Services Workers Union (GSWU) is likely
to have a strong effect on how the remuneration system is structured. Since most
employees are unionised, the organisation cannot ignore collective concerns when
introducing pay models. Unions emphasise fairness, equity, and transparency, which means
that any system viewed as undermining teamwork or rewarding individuals unfairly will face
resistance. A performance-based system may clash with union values if it promotes
competition over cooperation, especially in a labour-intensive service industry where
teamwork is critical (Coetzee et al, 2020).
The union will also push for collective rewards, such as across-the-board increases, cost-of-
living adjustments, and benefits that support workers’ wellbeing. This pressure could lead
management to blend individual incentives with group-based rewards, ensuring that
productivity goals align with equity and fairness. In addition, unions may insist on
transparent evaluation criteria, grievance procedures, and consultation rights before
DISCLAIMER & TERMS OF USE
Educational Aid: These study notes are intended to be used as educational resources and should not be seen as a
replacement for individual research, critical analysis, or professional consultation. Students are encouraged to perform
their own research and seek advice from their instructors or academic advisors for specific assignment guidelines.
Personal Responsibility: While every effort has been made to ensure the accuracy and reliability of the information in
these study notes, the seller does not guarantee the completeness or correctness of all content. The buyer is
responsible for verifying the accuracy of the information and exercising their own judgment when applying it to their
assignments.
Academic Integrity: It is essential for students to maintain academic integrity and follow their institution's policies
regarding plagiarism, citation, and referencing. These study notes should be used as learning tools and sources of
inspiration. Any direct reproduction of the content without proper citation and acknowledgment may be considered
academic misconduct.
Limited Liability: The seller shall not be liable for any direct or indirect damages, losses, or consequences arising from
the use of these notes. This includes, but is not limited to, poor academic performance, penalties, or any other negative
consequences resulting from the application or misuse of the information provided.
, For additional support +27 81 278 3372
QUESTION 1
1.1 Union influence on remuneration system design at Mpofu Cleaning Centre
At Mpofu Cleaning Centre, the role of the General Services Workers Union (GSWU)
is likely to have a strong effect on how the remuneration system is structured. Since
most employees are unionised, the organisation cannot ignore collective concerns
when introducing pay models. Unions emphasise fairness, equity, and transparency,
which means that any system viewed as undermining teamwork or rewarding
individuals unfairly will face resistance. A performance-based system may clash with
union values if it promotes competition over cooperation, especially in a labour-
intensive service industry where teamwork is critical (Coetzee et al, 2020).
The union will also push for collective rewards, such as across-the-board increases,
cost-of-living adjustments, and benefits that support workers’ wellbeing. This
pressure could lead management to blend individual incentives with group-based
rewards, ensuring that productivity goals align with equity and fairness. In addition,
unions may insist on transparent evaluation criteria, grievance procedures, and
consultation rights before remuneration policies are finalised.
In the context of Mpofu Cleaning Centre, where employees perform relatively low-
paid, manual work, unions will be especially sensitive to systems that risk widening
income gaps or discouraging solidarity. The design of the remuneration structure will
therefore need to combine fair base wages, transparent bonus criteria, and non-
monetary benefits such as medical aid or leave provisions. Ultimately, union
involvement forces management to balance efficiency goals with equity and morale,
ensuring that the system gains legitimacy among the workforce while avoiding
industrial conflict (Coetzee et al, 2020).
1.2 Strategic role of unions in shaping remuneration outcomes
The General Services Workers Union (GSWU) plays a strategic role in influencing
pay levels and bargaining outcomes at Mpofu Cleaning Centre. Through collective
bargaining, the union negotiates with management to secure minimum wages,
