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Labour Relations

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Llewellyn E. Van Zyl 13156217 BSOP 311 Index Nr Page 1.) The Roll Of Trade Unions……………………………….......... 2 1.1) Introduction………………………………………………. 2 1.2) What Is a Trade Union………………………………….. 2 1.3) Why Unions Develop in Society…………………......... 3 1.4) Why Do People Join Trade Unions……………………. 5 1.5) Functions Of A Trade Union…………………………… 6 1.6) What is the Structure of a Trade Union……………….. 6 1.7) The Shop Steward………………………………………. 8 1.8) Trade Union Federations…………………………......... 9 1.8.1) COSATU………………………………………… 10 1.8.2) FEDUSA………………………………………… 10 1.8.3) …show more content…

Consequently, tension, irritation and worker resentment is fostered, no matter how in tune management is with human needs. Saner & Voelker (1987, p.63) mentioned another primary source of tension between management and its employees. They stated that tension is also created by the managerial drive to maintain competitive in the production market. It is this aim, to keep costs as low as possible during the production process , where as the workers wants more input for less output this in return fosters a feeling of tension amongst the workers. In small organisations, problems and grievances are handled as soon as they arise. Because there is more direct contact between the managers (owners) and fellow employees. They tend to see the manager as a fellow worker and not as a strict disciplinarian. This, however, differs in large organisations, where personal contact between management and the employees are sacrificed. In many cases the supervisor or foreman knows all the people in his department, but in large organisations he is merely a transmitter of upper management’s orders. Red tape in bureaucratic organisations tends to hinder the process of resolvement of an employee’s grievances, and this fosters even more tension within the employee. Consequently, production decreases and the organisation suffers. Under these conditions workers becomes dissatisfied with the employment relationship and some form of protest seems eminent.

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