Regstellende optrede se invloed op arbeidsverhoudinge in die onderneming

Abstract

INTRODUCTION In South Africa affirmative action is a new theme on the agendas of most businesses. One of the reasons for its presently enjoying such high priority, is the imminent legislation which probably in the near future will become a reality, should attention not be timeously given to affirmative action. Different meanings and interpretations are appended to the concept of affirmative action. Some people see it as a form of reversed discrimination, while others again view it to be preferential treatment and redress for the wrongs of the past. It is especially important that black leaders should understand and accept the term. Their understanding and acceptance will lead towards other black employees in the business also accepting it. Affirmative action could be seen as a pro-active, conscious attempt towards neutralising backlogs and mistakes made in the past. Affirmative action should further more be seen as part of a development policy aimed at discovering the full potential of a country and its peoples. Prior to the implementation of affirmative action in the business, the most effective program and options need to be investigated. Guidelines that could contribute towards the successful implementation of affirmative action, are a necessity. Whether affirmative action would have a negative or a positive influence on labour relations within the business, will to a great extent depend on the way it is communicated to employees, as well as on the implementation thereof. Affirmative action will generate change in the business, consequently it will demand adaptation from management. Management will have to acquire skills in order to manage diversity. The management of diversity does not merely pretend or propagate that all cultures are equal. Negative expectations and negative perceptions regarding black cultures and black people will have to be addressed, without reinforcing cultural differences. STATEMENT OF THE PROBLEM Labour, and the relationship emanating therefrom, is of cardinal importance in a modern industrialised community. Any form of unrest could have a negative effect on labour relations and consequently also on the business. Should it be important for a business to have good labour relations, aspects having a negative influence on labour relations, such as ineffective communication, conflict, change resistance, diversity and also training, should be investigated. Whenever conflict is under discussion, conflict originating between employees in a group, in groups interdependently, as well as conflict between workers and management, must be studied. The newly created interest in South Africa in respect of affirmative action, the problematics related thereto during its implementation and influence thereof on labour relations, is the problem to be investigated in this research. RESEARCH OBJECTIVE Labour relations have fundamentally changed in consequence of affirmative action. Whites are afraid of losing their jobs to make way for others. Non-white workers now are more concerned about their rights as employees and will not hesitate to press for better and more via collective industrial actions. Also on the side of employers there is a change in attitude. They have come to realise, that to be able to survive and remain competitive, they would need a more humanistic approach in respect of their employees. The primary aim of the study is: To indicate what influence affirmative action has on labour relations in business. To present guidelines towards the implementation of affirmative action for effective labour relations. Secondary aims of the study are: To emphasize the impact of affirmative action on both groups and the labour relations policy, as well as aspects such as communication and conflict. To investigate the management of change within the business environment, as well as to assess the importance of management of diversity and training. RESEARCH METHOD A thorough literature study regarding books, periodical articles and already published research reports on the subject will be conducted. American and English literature, as well as South African literature, will be consulted for information on both the international and South African situations. FINDINGS Various factors will determine whether affirmative action in South Africa would have a positive or a negative influence on labour relations within the business. The following could be seen to be contributing factors during affirmative action: Communication during affirmative action, as ineffective communication or the absence thereof could have a negative influence on labour relations. It is a foregone conclusion that there shall be resistance to change, consequently attention will have to be given to ways by which this resistance could be lessened an managed. To successfully manage diversity, a consciousness accepting individual differences, must be created. Racism must be addressed and radically eradicated, otherwise the business will be creating an unnatural culture. Training during change is necessary, as training programmes cause parity to exist among employees, and parity in its turn contributes towards improved labour relations. RECOMMENDATIONS The rationale behind affirmative action as well as advantages thereof, should be communicated to everybody in the business. A labour relations policy (preferably a written one) should exist, should a business with to be successful. Training should be seen as a prerequisite, as training generates parity between employees. Change resistance resulting from affirmative action, should be identified and managed. Management should understand and respect diverse cultures and positively apply the different talents and potential. The way in which newcomers are accommodated in a group, is very important, as it could have a negative influence on labour relations, should the newcomers not be accepted in the group. CONCLUSIONS It was found, that it is not affirmative action as such, that poses problems, but the fact many businesses do not know how to implement this. The influence affirmative action will have on labour relations, could depend on the way in which affirmative action is communicated and implemented. Any business should have a labour relations policy which must regularly be monitored and where necessary, adapted. A labour relations policy is necessary, in order for management to maintain a uniform policy towards all employees and for employees to be sure of where they stand in respect of the vision and objectives of the business. Should affirmative action be fairly, objectively and consequently applied, it would have a positive influence on diversity and consequently on labour relations.