HRIOP87
ASSIGNMENT 2 2025
UNIQUE NO. 640874
DUE DATE: 23 MAY 2025
, HRIOP87
Assignment 2 2025
Unique Number: 640874
Due Date: 23 May 2025
Research Report in Employee and Consumer Behaviour
Table of Contents
QUESTION 1: Nel & Kristen (2025), Chapters 2 and 9 ................................................ 2
1.1 Introduction: Shifting from Tripartite to Multipartite Approach ............................. 2
1.2 Role-players and Stakeholders in Employment Relations .................................. 2
1.3 Conclusion: Challenges in Giving Employees a Voice in South Africa ............... 3
QUESTION 2: Case Study – Organisational Rights .................................................... 4
2.1 Is Pietro Giovanni’s approach to the union demands justified?........................... 4
2.2 Can Pietro prevent union officials from getting access to the plant? ................... 4
2.3 Can the engineer who joined the NUM be excluded from the list? ..................... 4
2.4 Is management obliged to disclose information to the NUM under these
circumstances? ......................................................................................................... 5
2.5 Which organisational rights would the NUM qualify for, if any? .......................... 5
2.6 What must the NUM do to exercise its organisational rights? ............................. 5
2.7 Procedure for resolving disputes about organisational rights.............................. 6
2.8 Advice to Pietro on dealing with employee relations moving forward ................. 6
, QUESTION 1: Nel & Kristen (2025), Chapters 2 and 9
1.1 Introduction: Shifting from Tripartite to Multipartite Approach
In the past, employment relations were mainly seen as a three-way relationship
between the employer, the employee (or their union), and the state – this was called
the tripartite model. But over time, workplaces and society have changed. Today, we
look at employment relations from a broader, multipartite perspective. This means that
there are now many more players involved in the workplace than just the three main
ones.
Why the shift? Well, globalisation, technological change, and social media have opened
the doors for NGOs, communities, customers, shareholders, regulatory bodies,
and even international organisations to have a say or influence in workplace matters.
Issues like fair treatment, climate change, diversity, and ethics are no longer only
managed by employers or unions. So, we now consider a wider network of actors in
understanding and managing employment relations.
1.2 Role-players and Stakeholders in Employment Relations
In South Africa, the employment relations system is made up of several key actors:
Employer Parties
These include individual employers and employer organisations like Business Unity
South Africa (BUSA). They represent the interests of businesses, negotiate with unions,
and develop workplace policies.
Employee Parties
The main role-players here are the employees themselves, their trade unions, and
federations such as COSATU or FEDUSA. These groups represent workers’ interests,
bargain for better wages and working conditions, and protect workers' rights.
ASSIGNMENT 2 2025
UNIQUE NO. 640874
DUE DATE: 23 MAY 2025
, HRIOP87
Assignment 2 2025
Unique Number: 640874
Due Date: 23 May 2025
Research Report in Employee and Consumer Behaviour
Table of Contents
QUESTION 1: Nel & Kristen (2025), Chapters 2 and 9 ................................................ 2
1.1 Introduction: Shifting from Tripartite to Multipartite Approach ............................. 2
1.2 Role-players and Stakeholders in Employment Relations .................................. 2
1.3 Conclusion: Challenges in Giving Employees a Voice in South Africa ............... 3
QUESTION 2: Case Study – Organisational Rights .................................................... 4
2.1 Is Pietro Giovanni’s approach to the union demands justified?........................... 4
2.2 Can Pietro prevent union officials from getting access to the plant? ................... 4
2.3 Can the engineer who joined the NUM be excluded from the list? ..................... 4
2.4 Is management obliged to disclose information to the NUM under these
circumstances? ......................................................................................................... 5
2.5 Which organisational rights would the NUM qualify for, if any? .......................... 5
2.6 What must the NUM do to exercise its organisational rights? ............................. 5
2.7 Procedure for resolving disputes about organisational rights.............................. 6
2.8 Advice to Pietro on dealing with employee relations moving forward ................. 6
, QUESTION 1: Nel & Kristen (2025), Chapters 2 and 9
1.1 Introduction: Shifting from Tripartite to Multipartite Approach
In the past, employment relations were mainly seen as a three-way relationship
between the employer, the employee (or their union), and the state – this was called
the tripartite model. But over time, workplaces and society have changed. Today, we
look at employment relations from a broader, multipartite perspective. This means that
there are now many more players involved in the workplace than just the three main
ones.
Why the shift? Well, globalisation, technological change, and social media have opened
the doors for NGOs, communities, customers, shareholders, regulatory bodies,
and even international organisations to have a say or influence in workplace matters.
Issues like fair treatment, climate change, diversity, and ethics are no longer only
managed by employers or unions. So, we now consider a wider network of actors in
understanding and managing employment relations.
1.2 Role-players and Stakeholders in Employment Relations
In South Africa, the employment relations system is made up of several key actors:
Employer Parties
These include individual employers and employer organisations like Business Unity
South Africa (BUSA). They represent the interests of businesses, negotiate with unions,
and develop workplace policies.
Employee Parties
The main role-players here are the employees themselves, their trade unions, and
federations such as COSATU or FEDUSA. These groups represent workers’ interests,
bargain for better wages and working conditions, and protect workers' rights.
