Current collective engagement stakeholder strategies for South African labour relations

Abstract

Orientation: Collective engagement stakeholder strategies are significant for the creation of harmony in the workplace. It is a known fact that the South African (SA) labour environment has been dominated by industrial action before and after the 1994 democratic transition. To be precise, the statistics reveals that industrial action has increased and become more destructive post-1994.Purpose: The purpose of this article was to present the current collective engagement stakeholder strategies for South African labour relations.Motivation for the study: The SA mining sector has seen more violent strikes, with a higher number of deaths, injuries, criminal activities, arrests, dismissals and job losses in recent years. This article captures the current mining stakeholder strategies shaping the existing labour relations environment.Research approach, design and method: This is a theoretical article highlighting the recent literature on collective engagement in the mining sector in South Africa.Main findings: This article presents the current labour relations incidents, reflecting the need for more effective collective engagement and stakeholder management strategies.Practical and managerial implications: The current labour relations context has prompted key stakeholders at the National Economic Development and Labour Council (NEDLAC) to look specifically at promoting employment, labour market stability, the right to strike, minimising violence through collective bargaining and highlighting the role of the state, reducing vulnerability through social protection and increasing the minimum wage.Contribution or value add: This article adds theoretically to the existing body of knowledge regarding collective engagement and stakeholder strategies in the SA mining sector.

A purposeful multi-stakeholder learning dialogue (PMSLD) approach to mitigate high-conflict collective bargaining

“…(Gauteng P3). This finding concurs with Madlala and Govender (2018), who state that violence in the labour relations environment remains a worrying factor, thus demonstrating the need for a collaborative level of engagement. The threats to collective bargaining stakeholders are not only to their lives; some have a legal dimension to them, as affirmed by the following press statement: "The Head of Department (HOD) for Public Safety has launched a crusade against our members…" (SAMWU to challenge illegal charges by JMPD Management, 2016:1).…”

Progressive or regressive rape case law? Tshabalala v S; Ntuli v S 2020 2 SACR 38 CC

“…Interestingly, this argument was not supported in murder cases, where those who facilitated such crimes were convicted as co-perpetrators rather than accomplices. For instance, in S v Madlala, 47 the court held that an accused shall be guilty of murder if it is proven that he was a party to a common purpose to commit a specific crime such as robbery, and he foresaw the possibility of a member of the group committing murder during the execution of the robbery, yet he followed through with the plan, regardless of such a fatal consequence.…”