Reactions to HRM: An Employee Perspective from South Africa and New Zealand

2004 ◽  
Vol 10 (2) ◽  
pp. 1-13 ◽  
Author(s):  
Vicky Browning ◽  
Fiona Edgar
Keyword(s):  
South Africa ◽  
New Zealand ◽  
Employment Relations ◽  
Line Managers ◽  
Employee Perspective ◽  
Hrm Practices ◽  
Management Commitment ◽  
Emerging Issues ◽  
High Level ◽  
Line Management

ABSTRACTThe aim of this paper is to provide a representation of the employee viewpoint on emerging issues related to HRM practices associated with the ‘new employment relationship’. Data obtained from employees across two studies in two very different countries – South Africa and New Zealand has been used to represent the employee perspective. Interestingly, a number of shared perceptions about these HRM practices are found to exist between employees from South Africa and New Zealand, suggesting the problems employees currently experience with the HR practices in the workplace that aim to promote this new relationship could be more widely shared.The areas of shared concern highlighted by employees were mainly related to the implementation of HRM practices. For example, insufficient line management commitment, unfairness and inconsistency in the application of HR policies were all issues that were commonly raised, as was poor communication. Employees attributed these problems to the inadequate skills of those responsible for the implementation of HRM, and tended to be of the view that they could effectively be resolved through the HR department playing a more central role in the implementation of HRM in an organisation, training of line managers to carry out their HR responsibilities more effectively and increased consultation with employees.Employees participating in these studies appeared to demonstrate a surprisingly high level of awareness and cognisance in identifying problems with HR practice and more significantly how these problems might be rectified. This would support the importance of accessing the employee perspective in both the implementation and research into HRM in practice. Based on the issues highlighted by the employees, increased co operation between line management, the HR department and employees is suggested to facilitate the effective design and implementation of HRM practice in this era of new employment relations.

Reactions to HRM: An Employee Perspective from South Africa and New Zealand

2004 ◽  
Vol 10 (2) ◽  
pp. 1-13
Author(s):  
Vicky Browning ◽  
Fiona Edgar
Keyword(s):  
South Africa ◽  
New Zealand ◽  
Employment Relations ◽  
Line Managers ◽  
Employee Perspective ◽  
Hrm Practices ◽  
Management Commitment ◽  
Emerging Issues ◽  
High Level ◽  
Line Management

ABSTRACTThe aim of this paper is to provide a representation of the employee viewpoint on emerging issues related to HRM practices associated with the ‘new employment relationship’. Data obtained from employees across two studies in two very different countries – South Africa and New Zealand has been used to represent the employee perspective. Interestingly, a number of shared perceptions about these HRM practices are found to exist between employees from South Africa and New Zealand, suggesting the problems employees currently experience with the HR practices in the workplace that aim to promote this new relationship could be more widely shared.The areas of shared concern highlighted by employees were mainly related to the implementation of HRM practices. For example, insufficient line management commitment, unfairness and inconsistency in the application of HR policies were all issues that were commonly raised, as was poor communication. Employees attributed these problems to the inadequate skills of those responsible for the implementation of HRM, and tended to be of the view that they could effectively be resolved through the HR department playing a more central role in the implementation of HRM in an organisation, training of line managers to carry out their HR responsibilities more effectively and increased consultation with employees.Employees participating in these studies appeared to demonstrate a surprisingly high level of awareness and cognisance in identifying problems with HR practice and more significantly how these problems might be rectified. This would support the importance of accessing the employee perspective in both the implementation and research into HRM in practice. Based on the issues highlighted by the employees, increased co operation between line management, the HR department and employees is suggested to facilitate the effective design and implementation of HRM practice in this era of new employment relations.

The Occurrence of Legionella Bacteria in Cooling Towers in South Africa

1991 ◽  
Vol 24 (2) ◽  
pp. 149-152 ◽  
Author(s):  
N. A. Grabow ◽  
E. J. Pienaar ◽  
R. Kfir
Keyword(s):  
South Africa ◽  
Most Probable Number ◽  
Cooling Towers ◽  
Probable Number ◽  
Service Water ◽  
Standard Plate ◽  
Viable Bacteria ◽  
Plate Counts ◽  
High Level ◽  
Biocide Treatment

A total of 510 service water samples from cooling towers throughout South Africa were analysed for the presence of Legionella bacteria. Legionella was detected using an immuno-labelling technique based on the most probable number principle. Only cultural (viable) bacteria were counted. Legionellae were found in most of the samples tested. However, in only 4% of the samples a high level of legionellae was recorded. No correlation was found between the numbers of legionellae and those of standard plate counts. Biocide treatment was shown to be effective in the removal of the bacteria from cooling towers after a 3-month treatment period.

Forging a British World of Trade

2019 ◽  
Author(s):  
David Thackeray
Keyword(s):  
South Africa ◽  
Twentieth Century ◽  
New Zealand ◽  
United Nations ◽  
International Collaboration ◽  
League Of Nations ◽  
Business Leaders ◽  
Trade Relations ◽  
Historical Role ◽  
The Eu

Brexit is likely to lead to the largest shift in Britain’s economic orientation in living memory. Some have argued that leaving the EU will enable Britain to revive markets in Commonwealth countries with which it has long-standing historical ties. Their opponents argue that such claims are based on forms of imperial nostalgia which ignore the often uncomfortable historical trade relations between Britain and these countries, as well as the UK’s historical role as a global, rather than chiefly imperial, economy. This book explores how efforts to promote a ‘British World’ system, centred on promoting trade between Britain and the Dominions, grew and declined in influence between the 1880s and 1970s. At the beginning of the twentieth century many people from London, to Sydney, Auckland, and Toronto considered themselves to belong to culturally British nations. British politicians and business leaders invested significant resources in promoting trade with Australia, Canada, New Zealand, and South Africa out of a perception that these were great markets of the future. However, ideas about promoting trade between ‘British’ peoples were racially exclusive. From the 1920s onwards colonized and decolonizing populations questioned and challenged the bases of British World networks, making use of alternative forms of international collaboration promoted firstly by the League of Nations and then by the United Nations. Schemes for imperial collaboration amongst ethnically ‘British’ peoples were hollowed out by the actions of a variety of political and business leaders across Asia and Africa who reshaped the functions and identity of the Commonwealth.

scholarly journals Siyabonga: a humble hero making a difference with his hands… and his heart

2021 ◽  
pp. bjsports-2021-104118
Author(s):  
Jon Patricios
Keyword(s):  
South Africa ◽  
Significant Contribution ◽  
Patellofemoral Pain ◽  
Nelson Mandela ◽  
Making A Difference ◽  
High Level ◽  
Professional Capacity

Siyabonga Kunene’s athletic build and confident stance belie his humble roots. Born in an impoverished area of South Africa, he soon learnt the benefits of an education. He is now a PhD-qualified sports physiotherapist making a significant contribution in both academic and clinical realms. Remaining true to his origins and the inspirational words of Nelson Mandela, Siyabonga has created a framework for managing patellofemoral pain in under-resourced athletes. He has established himself as a physiotherapy lecturer at his university and has been appointed to national teams in his professional capacity. However, his focus primary remains on treating those with a passion for sport who would not normally be able to access high-level athletic care.

scholarly journals Rethinking nineteenth-century literary culture: British worlds, southern latitudes and hemispheric methods

2021 ◽  
pp. 002198942098201
Author(s):  
Sarah Comyn ◽  
Porscha Fermanis
Keyword(s):  
South Africa ◽  
Nineteenth Century ◽  
New Zealand ◽  
Literary Culture ◽  
Settler Colonialism ◽  
Indigenous Studies ◽  
Literary Cultures ◽  
History Of ◽  
Literary Canons ◽  
Methodological Position

Drawing on hemispheric, oceanic, and southern theory approaches, this article argues for the value of considering the nineteenth-century literary cultures of the southern settler colonies of Australia, New Zealand, and South Africa from within an interconnected frame of analysis. First, because of their distinctive historical and structural conditions; second, because of the density of their interregional networks and relations across intersecting oceanic spaces; and third, because of the long history of racialized imperialist imaginaries of the south. This methodological position rethinks current approaches to “British world” studies in two important ways: first, by decoupling the southern settler colonies from studies of settler colonialism in North America; and second, by rebalancing its metropolitan and northern locus by considering south-south networks and relations across a complex of southern islands, oceans, and continents. Without suggesting either that imperial intercultural exchanges with Britain are unimportant or that there is a culturally homogenous body of pan-southern writing, we argue that nineteenth-century literary culture from colonial Australia, New Zealand, and South Africa — what we call a “southern archive” — can provide a counterbalance to northern biases and provide new purchase on nation-centred literary paradigms — one that reveals not just south-south transnational exchanges and structural homologies between southern genres, themes, and forms, but also allows us to acknowledge the important challenges to foundational accounts of national literary canons initiated by southern theory and Indigenous studies scholars.

scholarly journals 24-Hour Measurement of Gastric pH in Rural South Africa

2015 ◽  
Vol 2015 ◽  
pp. 1-5 ◽  
Author(s):  
Alastair M. Sammon ◽  
Eugene J. Ndebia ◽  
Ekambaram Umapathy ◽  
Jehu E. Iputo
Keyword(s):  
South Africa ◽  
Ambulatory Monitoring ◽  
Duodenogastric Reflux ◽  
Lower Oesophageal Sphincter ◽  
Gastric Ph ◽  
Night Time ◽  
High Incidence ◽  
The Mean ◽  
H Pylori ◽  
High Level

Background. Previous studies have established norms of 24-hour gastric pH profiles for western countries. This study was designed to establish the pattern for a rural African population with a high incidence of oesophageal cancer.Methods. After lower oesophageal manometry a probe was placed 10 cm distal to the lower oesophageal sphincter. We carried out 24-hour ambulatory monitoring of gastric pH on 59 healthy subjects. This was satisfactorily completed on 26 female and 18 male (age 21–64, median 35) subjects in the Transkei region of South Africa.Results. The mean 24 hour gastric pH was 2.84 and the mean night-time pH was 3.7. 40 volunteers recorded a night-time pH reaching over 4. 33 volunteers recorded a night-time pH over 7. Night-time alkalinisation was present for 136.4 minutes (25th centile 22.8, 75th centile 208.1) at pH4 or over, and 79.3 (2.5, 122.7) minutes at pH7 or over. Episodes of rapid alkaline rise were 17 (10, 47). 21.1% of these occurred while supine. 35 of 36 tested subjects were positive forH. pyloriIgG.Conclusion. Gastric alkalinisation is common in Transkei, at a higher pH than that reported in other studies, and is sustained longer. Nighttime alkalinisation is frequent. This suggests a high level of duodenogastric reflux.

Juggling on the line

2015 ◽  
Vol 37 (4) ◽  
pp. 459-474 ◽  
Author(s):  
Samantha Evans
Keyword(s):  
Critical Role ◽  
Case Study Research ◽  
Critical Factor ◽  
Employee Relations ◽  
Front Line ◽  
Structured Interviews ◽  
Line Managers ◽  
Content Type ◽  
Nuanced Understanding ◽  
High Level

Purpose – The purpose of this paper is to examine the interplay between the role of front line managers (FLMs) and their contribution to the reported gap between intended and actual human resource management (HRM). Design/methodology/approach – The findings draw on case study research using 51 semi-structured interviews with managers across two UK retail organisations between 2012 and 2013. Findings – This paper argues that FLMs are key agents in people management and play a critical role in the gap between intended and actual employee relations (ER) and HRM. The research found that these managers held a high level of responsibility for people management, but experienced a lack of institutional support, monitoring or incentives to implement according to central policy. This provided an opportunity for them to modify or resist intended policy and the tensions inherent in their role were a critical factor in this manipulation of their people management responsibilities. Research limitations/implications – The data were collected from only one industry and two organisations so the conclusions need to be considered within these limitations. Practical implications – Efforts to address the gap between intended and actual ER/HRM within organisations will need to consider the role tensions of both front line and middle managers. Originality/value – This research provides a more nuanced understanding of the interplay between FLMs and the gap between intended and actual HRM within organisations. It addresses the issue of FLMs receiving less attention in the HRM-line management literature and the call to research their role in the translation of policy into practice.

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