[Year]
[Type the company name]
[HRIOP87
Assignment 2
Memo | Due 23
May 2025]
[Type the abstract of the document here. The abstract is typically a short summary of the contents of
the document. Type the abstract of the document here. The abstract is typically a short summary of
the contents of the document.]
, Exam (elaborations)
HRIOP87 Assignment 2 Memo | Due 23 May
2025
Course
Research Report in Employee and Consumer Behaviour (HRIOP87)
Institution
University Of South Africa (Unisa)
Book
South African Employment Relations
HRIOP87 Assignment 2 Memo | Due 23 May 2025. All questions fully
answered.
QUESTION 1 – Nel & Kristen (2025), Chapters 2 and 9 Briefly discuss the key
ingredients of employment relations dynamics and employee involvement
and participation. Use the following guidelines: 1.1 Introduction Start with a
critically discussing the shifting boundaries and move beyond a strictly
tripartite perspective to a multipartite perspective.
Question 1.1 – Introduction based on Nel & Kirsten (2025), Chapters 2 and 9:
1.1 Introduction: From Tripartite to Multipartite Perspectives in Employment
Relations
Employment relations have traditionally been understood through a tripartite lens, focusing on
the interaction between employers, employees, and the state. This classical framework
emphasised collective bargaining, industrial conflict resolution, and legal regulation. However,
contemporary shifts in the labour market—driven by globalisation, technological
advancement, the rise of atypical employment, and growing stakeholder activism—have
challenged the adequacy of this model.
Nel & Kirsten (2025) argue that modern employment relations require a multipartite
perspective, which acknowledges the growing influence of additional stakeholders such as
labour brokers, non-governmental organisations, trade unions, multinational corporations,
civil society, and even international bodies like the ILO. These actors shape employment
relations through advocacy, policy development, international labour standards, and socio-
economic pressures.
,The shifting boundaries in employment relations reflect a dynamic and complex interaction
between economic, legal, political, and social forces. For example, in the context of South
Africa, BBBEE policies, affirmative action, and social justice movements have added layers
to the employment relations environment that transcend traditional employer-employee
dynamics.
Thus, this shift calls for a broader understanding of employment relations that is inclusive,
participative, and sensitive to the power relations and socio-economic disparities that affect
workplace dynamics. This forms the foundation for exploring employee involvement and
participation, which are no longer confined to formal mechanisms like collective bargaining but
extend to inclusive decision-making processes, workplace forums, and consultative practices
that enhance organisational performance and employee engagement.
1.1 Introduction: Shifting Boundaries and the Move to a Multipartite Perspective in Employment
Relations
The landscape of employment relations has undergone significant transformations, moving
beyond the traditional, and arguably simplistic, tripartite framework. Historically, employment
relations theory and practice primarily focused on the interactions between the state, employers,
and employees (and their representative organizations, i.e., trade unions). This tripartite
perspective, while foundational, is increasingly insufficient to capture the complexity and
dynamism of contemporary workplaces.
The "shifting boundaries" in employment relations refer to the erosion of clear distinctions
between these three traditional actors and the emergence of new, influential stakeholders.
Globalization, technological advancements (e.g., automation, artificial intelligence), the rise of
the gig economy, changing societal expectations regarding work, and increased emphasis on
corporate social responsibility have all contributed to this redefinition.
Moving "beyond a strictly tripartite perspective" acknowledges that the dynamics of employment
relations are now shaped by a broader array of actors and influences, necessitating a "multipartite
perspective." This expanded view recognizes the growing importance of:
Non-governmental organizations (NGOs) and civil society: These groups increasingly
advocate for workers' rights, ethical labor practices, and sustainable supply chains,
influencing employer behavior and government policy.
International organizations: Bodies like the International Labour Organization (ILO)
set international labor standards and exert pressure on national governments and
multinational corporations.
, Customers and consumers: Growing consumer awareness about ethical production and
labor conditions can impact company reputation and sales, thereby influencing
employment practices.
Shareholders and investors: Increasingly, investors consider environmental, social, and
governance (ESG) factors, including labor practices, in their investment decisions,
pushing companies towards more responsible employment relations.
Technology providers and platforms: In the gig economy, for instance, the platforms
themselves act as significant, albeit often indirect, shapers of employment conditions and
worker rights.
Suppliers and global supply chains: Employment practices in one part of a global
supply chain can have repercussions for the entire chain, implicating multiple actors.
Individual employees as independent agents: With the decline in union density in
many regions, individual employees, often empowered by social media and access to
information, are increasingly articulating their demands and concerns directly, sometimes
outside traditional collective bargaining structures.
This multipartite understanding recognizes that power, influence, and accountability in
employment relations are now diffused across a wider network of actors, each with their own
interests, values, and strategies. Analyzing employment relations dynamics in this expanded
context requires a more nuanced approach that considers the interplay between all these parties
and the complex web of relationships that shape the world of work. This evolving understanding
forms the essential backdrop for discussing the key ingredients of employment relations
dynamics and employee involvement and participation, as these concepts are now interpreted
and implemented within this more intricate and interconnected environment.
1.2 Overview of the role-players and stakeholders in employment relations.
Critically discuss the role-players and stakeholders in employment relations
by referring in your answer to employer parties, employee parties and the
State. Also, identify and explain which parties form part of the “actors”, role-
players and stakeholders in employment relations systems, with particular
reference to South Africa.
1.2 Overview of the Role-Players and Stakeholders in Employment Relations
The dynamics of employment relations are fundamentally shaped by the interactions of various
parties, traditionally categorized into three main "actors" in a tripartite system: employer parties,
employee parties, and the State. However, as discussed in the introduction, a more
comprehensive "multipartite" view acknowledges a wider range of influential stakeholders. This
section will critically discuss these traditional role-players and then expand to identify and
explain additional stakeholders, with particular reference to the South African context.
Understanding "Actors," "Role-Players," and "Stakeholders"
[Type the company name]
[HRIOP87
Assignment 2
Memo | Due 23
May 2025]
[Type the abstract of the document here. The abstract is typically a short summary of the contents of
the document. Type the abstract of the document here. The abstract is typically a short summary of
the contents of the document.]
, Exam (elaborations)
HRIOP87 Assignment 2 Memo | Due 23 May
2025
Course
Research Report in Employee and Consumer Behaviour (HRIOP87)
Institution
University Of South Africa (Unisa)
Book
South African Employment Relations
HRIOP87 Assignment 2 Memo | Due 23 May 2025. All questions fully
answered.
QUESTION 1 – Nel & Kristen (2025), Chapters 2 and 9 Briefly discuss the key
ingredients of employment relations dynamics and employee involvement
and participation. Use the following guidelines: 1.1 Introduction Start with a
critically discussing the shifting boundaries and move beyond a strictly
tripartite perspective to a multipartite perspective.
Question 1.1 – Introduction based on Nel & Kirsten (2025), Chapters 2 and 9:
1.1 Introduction: From Tripartite to Multipartite Perspectives in Employment
Relations
Employment relations have traditionally been understood through a tripartite lens, focusing on
the interaction between employers, employees, and the state. This classical framework
emphasised collective bargaining, industrial conflict resolution, and legal regulation. However,
contemporary shifts in the labour market—driven by globalisation, technological
advancement, the rise of atypical employment, and growing stakeholder activism—have
challenged the adequacy of this model.
Nel & Kirsten (2025) argue that modern employment relations require a multipartite
perspective, which acknowledges the growing influence of additional stakeholders such as
labour brokers, non-governmental organisations, trade unions, multinational corporations,
civil society, and even international bodies like the ILO. These actors shape employment
relations through advocacy, policy development, international labour standards, and socio-
economic pressures.
,The shifting boundaries in employment relations reflect a dynamic and complex interaction
between economic, legal, political, and social forces. For example, in the context of South
Africa, BBBEE policies, affirmative action, and social justice movements have added layers
to the employment relations environment that transcend traditional employer-employee
dynamics.
Thus, this shift calls for a broader understanding of employment relations that is inclusive,
participative, and sensitive to the power relations and socio-economic disparities that affect
workplace dynamics. This forms the foundation for exploring employee involvement and
participation, which are no longer confined to formal mechanisms like collective bargaining but
extend to inclusive decision-making processes, workplace forums, and consultative practices
that enhance organisational performance and employee engagement.
1.1 Introduction: Shifting Boundaries and the Move to a Multipartite Perspective in Employment
Relations
The landscape of employment relations has undergone significant transformations, moving
beyond the traditional, and arguably simplistic, tripartite framework. Historically, employment
relations theory and practice primarily focused on the interactions between the state, employers,
and employees (and their representative organizations, i.e., trade unions). This tripartite
perspective, while foundational, is increasingly insufficient to capture the complexity and
dynamism of contemporary workplaces.
The "shifting boundaries" in employment relations refer to the erosion of clear distinctions
between these three traditional actors and the emergence of new, influential stakeholders.
Globalization, technological advancements (e.g., automation, artificial intelligence), the rise of
the gig economy, changing societal expectations regarding work, and increased emphasis on
corporate social responsibility have all contributed to this redefinition.
Moving "beyond a strictly tripartite perspective" acknowledges that the dynamics of employment
relations are now shaped by a broader array of actors and influences, necessitating a "multipartite
perspective." This expanded view recognizes the growing importance of:
Non-governmental organizations (NGOs) and civil society: These groups increasingly
advocate for workers' rights, ethical labor practices, and sustainable supply chains,
influencing employer behavior and government policy.
International organizations: Bodies like the International Labour Organization (ILO)
set international labor standards and exert pressure on national governments and
multinational corporations.
, Customers and consumers: Growing consumer awareness about ethical production and
labor conditions can impact company reputation and sales, thereby influencing
employment practices.
Shareholders and investors: Increasingly, investors consider environmental, social, and
governance (ESG) factors, including labor practices, in their investment decisions,
pushing companies towards more responsible employment relations.
Technology providers and platforms: In the gig economy, for instance, the platforms
themselves act as significant, albeit often indirect, shapers of employment conditions and
worker rights.
Suppliers and global supply chains: Employment practices in one part of a global
supply chain can have repercussions for the entire chain, implicating multiple actors.
Individual employees as independent agents: With the decline in union density in
many regions, individual employees, often empowered by social media and access to
information, are increasingly articulating their demands and concerns directly, sometimes
outside traditional collective bargaining structures.
This multipartite understanding recognizes that power, influence, and accountability in
employment relations are now diffused across a wider network of actors, each with their own
interests, values, and strategies. Analyzing employment relations dynamics in this expanded
context requires a more nuanced approach that considers the interplay between all these parties
and the complex web of relationships that shape the world of work. This evolving understanding
forms the essential backdrop for discussing the key ingredients of employment relations
dynamics and employee involvement and participation, as these concepts are now interpreted
and implemented within this more intricate and interconnected environment.
1.2 Overview of the role-players and stakeholders in employment relations.
Critically discuss the role-players and stakeholders in employment relations
by referring in your answer to employer parties, employee parties and the
State. Also, identify and explain which parties form part of the “actors”, role-
players and stakeholders in employment relations systems, with particular
reference to South Africa.
1.2 Overview of the Role-Players and Stakeholders in Employment Relations
The dynamics of employment relations are fundamentally shaped by the interactions of various
parties, traditionally categorized into three main "actors" in a tripartite system: employer parties,
employee parties, and the State. However, as discussed in the introduction, a more
comprehensive "multipartite" view acknowledges a wider range of influential stakeholders. This
section will critically discuss these traditional role-players and then expand to identify and
explain additional stakeholders, with particular reference to the South African context.
Understanding "Actors," "Role-Players," and "Stakeholders"
