Employee perception on causes and forms of conflict in the Botswana contruction industry : A comparative study between domestic-owned and Chinese-owned companies
- Authors: Moeti-Lysson, Josephine
- Date: 2016
- Type: Text , Thesis , PhD
- Full Text:
- Description: The construction industry in Botswana plays a crucial role in the economic development of the nation. While much research in this sector centres on the technical issues, especially the tender/procurement processes as they have evolved over the years, there is limited research on employment relations. This study investigates the lived experiences of employees in the Botswana construction industry in both domestic-owned and Chinese-owned companies and aims to capture „snapshots‟ of their perceptions of the causes and forms of conflict within that sector. Adopting a pragmatism research paradigm, this research employs a mixed methods research protocol to obtain quantitative and qualitative data from a sample of 632 employees. The overall results reveal that there are statistically significant differences between domestic- and Chinese-owned companies, with respect to how employees perceive income distribution, job security and managerial control as causes of conflict. The empirical results show that there is a positive relationship between employees‟ negative workplace perceptions and various forms of workplace deviant behaviours that employees use to retaliate in the event they perceive some form of unfairness, particularly in wages, job security or how managers/supervisors treat them. In domestic-owned companies there is a significant and positive association between disparity of income distribution and personal gain deviant behaviours such as theft as compared to other deviant activities against the production process including sabotage and production deviance; while in Chinese-owned companies there is a significant positive association between all forms of workplace inequities (income distribution, job security, managerial control) and all forms of conflict. This study contributes to the development of a more rigorous approach to the analysis of industrial relations conflicts in the construction industry in developing economies. This type of comparative research between domestic- and Chinese-owned companies could possibly be transferred to similar industries, such as in manufacturing and retail, where there are also a significant number of foreign-owned companies. This thesis concludes by discussing the various contributions made by this study to both academia and practitioners. It also details several recommendations for future research and for ensuring peaceful and productive employee-employer relationships in the workplace.
- Description: Doctor of Philosophy
- Authors: Moeti-Lysson, Josephine
- Date: 2016
- Type: Text , Thesis , PhD
- Full Text:
- Description: The construction industry in Botswana plays a crucial role in the economic development of the nation. While much research in this sector centres on the technical issues, especially the tender/procurement processes as they have evolved over the years, there is limited research on employment relations. This study investigates the lived experiences of employees in the Botswana construction industry in both domestic-owned and Chinese-owned companies and aims to capture „snapshots‟ of their perceptions of the causes and forms of conflict within that sector. Adopting a pragmatism research paradigm, this research employs a mixed methods research protocol to obtain quantitative and qualitative data from a sample of 632 employees. The overall results reveal that there are statistically significant differences between domestic- and Chinese-owned companies, with respect to how employees perceive income distribution, job security and managerial control as causes of conflict. The empirical results show that there is a positive relationship between employees‟ negative workplace perceptions and various forms of workplace deviant behaviours that employees use to retaliate in the event they perceive some form of unfairness, particularly in wages, job security or how managers/supervisors treat them. In domestic-owned companies there is a significant and positive association between disparity of income distribution and personal gain deviant behaviours such as theft as compared to other deviant activities against the production process including sabotage and production deviance; while in Chinese-owned companies there is a significant positive association between all forms of workplace inequities (income distribution, job security, managerial control) and all forms of conflict. This study contributes to the development of a more rigorous approach to the analysis of industrial relations conflicts in the construction industry in developing economies. This type of comparative research between domestic- and Chinese-owned companies could possibly be transferred to similar industries, such as in manufacturing and retail, where there are also a significant number of foreign-owned companies. This thesis concludes by discussing the various contributions made by this study to both academia and practitioners. It also details several recommendations for future research and for ensuring peaceful and productive employee-employer relationships in the workplace.
- Description: Doctor of Philosophy
Consultation and organisational maturity in the Victorian construction industry
- Authors: Ayers, Gerard
- Date: 2012
- Type: Text , Thesis , PhD
- Full Text:
- Description: Consultation is generally acknowledged both in Australia and internationally, as being essential if high levels of occupational health and safety (OHS) are to be achieved and maintained. In Victoria, such is the recognition of the important role that consultation plays in OHS, that it is mandated under the Victorian OHS regulatory framework. Indeed, all Australian OHS statutes now make provision, to varying degrees, for consultation to occur when dealing with OHS matters. This is principally conducted through OHS representatives and OHS committees. However, there is a growing body of opinion which raises concerns over whether such legislative provisions that provide for OHS consultation, is sufficiently adequate to ensure that the consultation is both meaningful and effective in terms of OHS outcomes. If this is the case, what might be missing or lacking from the consultation process, especially in hazardous and dangerous industries where OHS success would appear to be imperative? The Victorian construction industry, like the construction industry in general, is acknowledged for its dangerous and hazardous nature. It has a large transitory workforce with little permanent job security and often suffers from a multifarious and disjointed work organisation structure. Such features tend to work against an environment that openly recognises and encourages meaningful and effective consultation. These conditions also tend to confound the development of any kind of social and positive learning and communicative culture within the industry, leading to an underutilization of the knowledge and skill contained within the workforce. As well as failing to bring to fruition the full participation of workers in the management of OHS, the underutilization of knowledge and skill is potentially one of the largest hidden costs that an organisation may incur. The notion of organisational and cultural maturity is acknowledged both internationally and in Australia as a useful concept that can assist organisations in achieving higher standards and levels of OHS. This is especially so in high risk and hazardous industries such as the petrochemical, oil refinery and aviation industries. However, organisational and cultural maturity is arguably a relatively new and under-researched construct in the Victorian building and construction industry, while the concept of consultation within both the industry and the organisational maturity paradigm has not yet been sufficiently explored. The role that moral and ethical principles play in consultation is now beginning to emerge and gain wider recognition within the literature. This research project set out to examine how some of these principles were applied by senior site managers and OHS representatives of five Victorian construction companies during OHS consultation at five different constructions sites, and whether this consultation could be considered to be meaningful and effective. The companies who participated in this project were each allocated a level of organisational maturity, dependent upon how they managed various aspects of their business operations in terms of OHS. Senior managers and OHS representatives were chosen as participants in the research because they are generally acknowledged as the critical vectors in the sharing and transferring of knowledge and skill at the workplace. The data from this research suggest that regardless of the level of organisational maturity each organisation was deemed to have reached, and no matter how the individual participants applied the particular moral and ethical principles used during this research, the OHS consultation that took place on the different construction sites was limited to, and focused primarily on, everyday operational and execution aspects of the job, rather than more strategic and longer term OHS issues. The practical implications of this research are that if OHS consultation between senior managers and OHS representatives can be conducted in such a way as to openly and unambiguously recognise and apply particular moral and ethical principles, and if consultation is allowed to focus on more strategic and longer term OHS and organisational aspects of a construction project, this may yield more benefits, in terms of OHS outcomes, for all industry participants.
- Authors: Ayers, Gerard
- Date: 2012
- Type: Text , Thesis , PhD
- Full Text:
- Description: Consultation is generally acknowledged both in Australia and internationally, as being essential if high levels of occupational health and safety (OHS) are to be achieved and maintained. In Victoria, such is the recognition of the important role that consultation plays in OHS, that it is mandated under the Victorian OHS regulatory framework. Indeed, all Australian OHS statutes now make provision, to varying degrees, for consultation to occur when dealing with OHS matters. This is principally conducted through OHS representatives and OHS committees. However, there is a growing body of opinion which raises concerns over whether such legislative provisions that provide for OHS consultation, is sufficiently adequate to ensure that the consultation is both meaningful and effective in terms of OHS outcomes. If this is the case, what might be missing or lacking from the consultation process, especially in hazardous and dangerous industries where OHS success would appear to be imperative? The Victorian construction industry, like the construction industry in general, is acknowledged for its dangerous and hazardous nature. It has a large transitory workforce with little permanent job security and often suffers from a multifarious and disjointed work organisation structure. Such features tend to work against an environment that openly recognises and encourages meaningful and effective consultation. These conditions also tend to confound the development of any kind of social and positive learning and communicative culture within the industry, leading to an underutilization of the knowledge and skill contained within the workforce. As well as failing to bring to fruition the full participation of workers in the management of OHS, the underutilization of knowledge and skill is potentially one of the largest hidden costs that an organisation may incur. The notion of organisational and cultural maturity is acknowledged both internationally and in Australia as a useful concept that can assist organisations in achieving higher standards and levels of OHS. This is especially so in high risk and hazardous industries such as the petrochemical, oil refinery and aviation industries. However, organisational and cultural maturity is arguably a relatively new and under-researched construct in the Victorian building and construction industry, while the concept of consultation within both the industry and the organisational maturity paradigm has not yet been sufficiently explored. The role that moral and ethical principles play in consultation is now beginning to emerge and gain wider recognition within the literature. This research project set out to examine how some of these principles were applied by senior site managers and OHS representatives of five Victorian construction companies during OHS consultation at five different constructions sites, and whether this consultation could be considered to be meaningful and effective. The companies who participated in this project were each allocated a level of organisational maturity, dependent upon how they managed various aspects of their business operations in terms of OHS. Senior managers and OHS representatives were chosen as participants in the research because they are generally acknowledged as the critical vectors in the sharing and transferring of knowledge and skill at the workplace. The data from this research suggest that regardless of the level of organisational maturity each organisation was deemed to have reached, and no matter how the individual participants applied the particular moral and ethical principles used during this research, the OHS consultation that took place on the different construction sites was limited to, and focused primarily on, everyday operational and execution aspects of the job, rather than more strategic and longer term OHS issues. The practical implications of this research are that if OHS consultation between senior managers and OHS representatives can be conducted in such a way as to openly and unambiguously recognise and apply particular moral and ethical principles, and if consultation is allowed to focus on more strategic and longer term OHS and organisational aspects of a construction project, this may yield more benefits, in terms of OHS outcomes, for all industry participants.
Building an understanding of the development of OHS management in small business in the Victorian construction industry
- Authors: Leggett, Susan
- Date: 2009
- Type: Text , Thesis , PhD
- Full Text:
- Description: "Small businesses are regularly perceived to be poor performers in OHS management. However, attributing poor performance soley to size, to the hazardous nature of the industry or to a simplistic combination of both aspects neglects the recognition that there are some small businesses that can manage OHS with greater capacity than others."
- Description: Doctor of Philosophy
- Authors: Leggett, Susan
- Date: 2009
- Type: Text , Thesis , PhD
- Full Text:
- Description: "Small businesses are regularly perceived to be poor performers in OHS management. However, attributing poor performance soley to size, to the hazardous nature of the industry or to a simplistic combination of both aspects neglects the recognition that there are some small businesses that can manage OHS with greater capacity than others."
- Description: Doctor of Philosophy
- Authors: Stacy, Robert
- Date: 2004
- Type: Text , Thesis , PhD
- Full Text: false
- Description: The heavy construction industry, as a contractor-dominated environment, is challenged by the need to achieve significant and sustainable improvements in occupational health and safety performance. To overcome such challenges an occupational health and safety improvement methodology was developed incorporating a transformational change model and an action research method."
- Description: Doctor of Philosphy
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