Labor and Industrial Relations in South Africa
A discussion of the impact of the unique political and socio-economic situation in South Africa on labor relations and human resource management.
# 105447 | 771 words | 8 sources | APA | 2008 |
Published on Jul 07, 2008 in Political Science (Non-U.S.) , Hot Topics (Affirmative Action) , Labor Studies (General)
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This paper examines how South Africa's unique cultural, socio-economic, and political situation imposes difficult challenges for labor relations and human resource management. The paper explains that since the end of apartheid, the country has faced the problem of how to bring about substantive equality, including economic equality. The paper then looks at how the new South African government eschewed the redistribution approach, and instead opted to implement systematic and sometimes extreme forms of affirmative action. The paper also points out that a good example of the affirmative action policies the new South African government put in place is the Black Economic Empowerment initiative (BEE), which was established with the Broad Based Black Economic Empowerment Act in 2004. The writer believes that this initiative is a good one from a human rights perspective. However, from a human resources point of view, the challenge of this situation must be that artificially speeding up the promotion of people who have been systematically denied good education for so long, creates a danger that under-qualified people will be in management positions. The paper concludes that the problem of providing adequate training for people who have for so long been excluded from management positions is likely the biggest current problem facing human resources managers, as South Africa continues to change towards becoming a normal society.
From the Paper:"However, despite such descriptions, this initiative does primarily aim to improve the economic lot of blacks - given that it is they who suffer most from inequality. It does this with measures such as legislation and regulation, which aim among other things to put more blacks in management. For example, there is the balanced scorecard, which assesses whether there is sufficient black ownership of companies, sufficient black senior management, sufficient black human resource development and employment equity, etc. These factors are imposed as codes on state bodies, public companies and foreign investment companies. How well companies do on the score card affects vital economic factors, such as whether they are awarded contracts (Alexander, 2004)."
Sample of Sources Used:
- African History. (2007). Apartheid legislation in South Africa. Retrieved from http://africanhistory.about.com/library/bl/blsalaws.htm
- Alexander, Mary. (2004). Black economic empowerment. Retrieved from http://www.southafrica.info/pls/procs/iac.page?p_t1=692&p_t2=3185&p_t3=3522&p_t4=0&p_dynamic=YP&p_content_id=890427&p_site_id=38
- Beck, R. B. (2000). The history of South Africa. Westport, CT: Greenwood Press.
- Fredrickson, G. M. (1981). A comparative study in American and South African history. New York: Oxford University Press.
- Kelley, Robin D. G. and Lewis, Earl, Eds. (2000). To make our world anew: A history of African Americans. New York: Oxford University Press.
Cite this Term Paper:
Labor and Industrial Relations in South Africa (2008, July 07) Retrieved January 29, 2020, from https://www.academon.com/term-paper/labor-and-industrial-relations-in-south-africa-105447/
"Labor and Industrial Relations in South Africa" 07 July 2008. Web. 29 January. 2020. <https://www.academon.com/term-paper/labor-and-industrial-relations-in-south-africa-105447/>