Browsing by Subject "Workplace"
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Item Education and work - what can and what can’t be learnt from and at work, and why?(Centre for Researching and Education labour (REAL), University of the Witwatersrand, Johannesburg, 2020) Shalem, Yael; Ramsarup,PreshaThe EWSETA is being a provider or accreditor of short courses as part of the broader effort in South Africa to improve the provision of professional education in preparation for work as well for development during employment. Whilst there is a consensus that education in necessary for preparation and for development of occupational workers (henceforth ‘workers’) there is debate on what form of training is more meaningful, educationally, and more productive in terms of improvement of work.Item Exploring a group of African male students' talk on gender equality.(2010-03-02T07:53:50Z) Mdanda, Sanele N. I.This research investigated the manner in which a group of African male students perceive and construct gender equality in the work place. A sample of 19 African male students within the University of Witwatersrand student population was used. The participants were aged between 19 and 30 years. This specific age range was chosen on the grounds that most students in this age range would have already formed specific views regarding gender equality. Individual and focus group interviews were the main methods of data collection; both types of interviews were conducted with this varied sample of African male students. The study was qualitative in nature and it employed thematic content analysis as a method of data analysis. Key themes were identified and discussed.The results indicated the contradictory nature of how men understand and accept equality. This was evident in how men tried to curb and undermine the empowerment of women in a manner that helped to advance the agenda of men. The participants used a varied number of strategies to try and argue for male power and control. These strategies were utilised as deemed contextually relevant by the men. This was especially relevant in how men were seen to negotiate their roles within the workplace in a manner that would align or help them be seen to be in favour of equal opportunities in the workplace yet in private and within their homes they were seemingly against the whole notion altogether.Item Exploring employees' perceptions of the effectiveness of BSI Steel's company drug and alcohol policy.(2012-09-04) Nyarko, GiftyNo abstract present of CD.Item Privacy, surveillance and HIV/AIDS in the workplace : a South African case study.(2009-03-19T08:05:37Z) Muskat-Gorska, ZuzannaThe study focus on socio-legal dimension of medical data surveillance in the workplace on the example of the South African workplace response to HIV/AIDS. The strating point is the problem of growing data gathering and monitoring as an institutional feature of the information/surveillance society. Studying the problem in the context of workplace aims at indicating possibilities for social partners to respond to the new developments in the area of workplace surveillance and HIV/AIDS management in particular. The empirical data has been drawn from document analysis and interviews with trade union and business representatives from South Africa, involved in developing workplace response to HIV/AIDS. Particularly, the study is interested in identifying ways in which trade unions can make personal data treatment a trade union issue.Item Regulating mental illness in the South African workplace — lessons from Canada(University of the Witwatersrand, Johannesburg, 2022-12-20) Mylchreest, Aidan; Pillay, KarminiIn post-Covid-19 South Africa, an already stressed population has returned to work. A mental health crisis is emerging and this is evident amongst employees who are struggling with mental illnesses such as depression. In these circumstances, both employers and employees will need guidance when faced with mental illness in the workplace. The recent matter of Jansen v Legal Aid South Africa (2018) 39 ILJ 2024 (LC) (‘Jansen’) is an example of a dispute that arose out of allegations of unfair discrimination and unfair dismissal, due to an employee’s depressive condition. This paper will examine the decisions of the Labour Court and the Labour Appeal Court in Jansen with a view to analyse the approach of the respective courts, in the context of disability and unfair discrimination. This paper identifies the shortcomings of the Jansen judgements and argues that both courts missed an opportunity to provide certainty to both employers and employees. This paper goes on to consider Canada’s progressive approach to mental health and the legal mechanisms developed to provide protection to employees. Canadian jurisprudence will serve as a source of comparison, with a view to extract lessons in managing mental illness in the workplace. Finally, this paper recommends that legislators consider Canada’s legal approach to mental illness with a view to develop a Code of Good Practice focused on mental illness in the workplaceItem The perceived strengths and weaknesses of NATED, NCV and Occupational Qualifications in training plumbers at TVET Colleges(University of the Witwatersrand, Johannesburg, 2023-09) Mogale, Lesetja James; Shalem, Yael; Allais, StephanieThis research report investigated the perceived strengths and weaknesses of NATED, NCV and Occupational Qualifications in training plumbers at TVET Colleges. The research investigated the views of lecturers, learners and campus managers on what they view as the strengths and weaknesses of NATED, NCV, and Occupational Qualifications in training plumbers at TVET colleges. The main differences are the manner in which practical and theoretical knowledge are taught in the three courses, which appears to be a strong factor in the perception of the strengths and weaknesses of NATED, NCV, and Occupational Qualifications. The main weakness of the NATED qualification is the absence of the practical component at the college level. However, the main strength of the NATED is its flexibility to allow working students to attend classes on a block release basis or as part time students. The main weaknesses of NCV is that it does not allow employed students to attend classes on full time or part time bases. The qualification require students to complete the whole three years to exit the programme. However, the strength of the qualification is the basic practical component which provide students the skills to start own businesses. The strength of Occupational Qualification is that its students are already employed by their different companies as apprentices. The main weakness is when the host employer is not able to conduct all practical component and the lead employer is not able to find the alternative host employer to conduct the missing practical component. In conclusion, the three qualifications differ significantly in the approach and delivery method. Although they all lead to apprenticeship which ends with candidates taking a trade test to qualify as artisans, their different approaches signify weaknesses and strengths.