Essential services will continue to exist under the new Labour Relations Act (Act 66, 1995), and employees working in these services will not have the right to strike. The purpose of this research is to explore the alternatives available for all parties in the labour relationship, i.e. management, employees and employee representatives.
The alternatives were explored with the following qualitative research methods: a literature review, specialist interviews and by means of the Nominal Group Technique. Six Nominal Group Technique sessions were conducted, the participants being representative of the above mentioned stakeholders in labour relations in essential services.
Forty eight alternatives to strike action were generated of which the next five are the most significant: consultation, improved communication, management interest, unity and employees having to accept responsibility for service delivery. It is surprising that these alternatives are not traditional labour relation issues, but good management practices. There are significant differences between the perceptions of alternatives for the three stakeholder groups. The recommendations offered for the three groups are based on the empirical findings of this research.
|Subject||Business administration / Business leadership|
|Subject 2||Business administration / Business leadership|
|Degree Type||Masters degree|