Section A QN 2

Labour relations, also known as industrial relations, refers to the system in which employers,
employees and their representatives, and, indirectly or directly, the government engage to
establish the ground rules for the regulation of work relationships. It also defines a branch of
research devoted to the investigation of such interactions. The field arose as a result of the
industrial revolution's excesses, which resulted in the formation of trade unions to represent
workers and the development of collective labor relations. A labor or industrial relations
system represents the interaction of its primary actors: the state, the employer (or employers
or an employers' association), trade unions, and labor organizations.The labour relations in
South Africa have therefore been affected by the introduction of the new legislation because
the court has become an interference in the normal labour relations set up. The Marxist
Perspective of industrial relations view the indutsrial relations interms of constant clash
between the employer (capitalist) and the worker. The employer always tries to maximize
profit by paying employees as little as possible.

Labor relations system contains both social principles (such as freedom of association, a
sense of group solidarity, and the pursuit of maximum profits) and procedures (e.g., methods
of negotiation, work organization, consultation and dispute resolution) (Holley et al, 2011).
Shulman (1995) argued that labor relations systems have traditionally been classified along
national lines, but this is losing relevance in the face of more diverse practices within nations
and the advent of a more global economy driven by international competition. Some nations
are recognized for having cooperative labor relations models (e.g., Belgium, Germany),
whilst others are renowned for having conflictual labor relations models (e.g., Bangladesh,
Canada, United States). Different systems have also been distinguished on the basis of having
centralized collective bargaining (e.g., those in Nordic countries, though this is changing, as
illustrated by Sweden), bargaining at the sectoral or industrial level (e.g., Germany), or
bargaining at the enterprise or plant level (e.g., Japan, the United States). Labor relations
systems are in transition in nations that have transitioned from planned to free-market
economies (Holley et al, 2011).The new legislation in South Africa also signals the changing
nature of labor relations as the becomes an actor in the labor relations in South Africa.

Labor relations involves two parties that is the employees and management. These two sides
in industrial relations, must work together in a spirit of cooperation, adjustment, and
accommodation. According to Budd (2010) it is a connection between management and
employees or between employees and their organization that is characterized by and grows
out of employment.For instance the public servants and the government are the two parties
that should be involved where the public servants are employees and the government as the
employer.The employees are represented by trade unions that are non-profit organizations
created by employees or employers to promote and protect their interests via collective
action. Public Servants’ Association (PSA) and the South African Federation of Trade Unions
(Saftu) for example are the trade unions that represent and organise the public servants.

According to Epstein (1983) classically, three actors have been identified as key parties to the
labour relations system: the state, employers and workers' representatives. The state always
has an indirect influence on all labor interactions. The state, as the source of laws, has an
unavoidable impact on the birth and evolution of a labor relations system. Laws can either
inhibit or promote the formation of groups representing workers and employers, either
directly or indirectly. Legislation also establishes a minimum degree of worker protection and
establishes "the rules of the game." The state has an effect on how a labor relations system
functions through the establishment of its labor administration. If the law is effectively
enforced by a labor inspectorate, collective bargaining can start up where the law stops off.
However, if the governmental infrastructure for enforcing rights or aiding in the resolution of
conflicts between employers and workers is inadequate, employees will be left to form
alternative institutions or arrangements on their own.

Kearney and Mareschal (2014) argue that the extent to which the state has established a well-
functioning court or other conflict resolution mechanism may also have an impact on the
trajectory of labor relations. The simplicity with which employees, employers, and their
respective organizations may enforce their legal rights is just as significant as the rights
themselves. Thus, a government's choice to establish special courts or administrative
organizations to deal with labor disputes and/or conflicts over individual employment
concerns can be a statement of the society's importance for such concerns.however, the state,
whether active or passive, is a continuous collaborator in any labor relations system.
Furthermore, whether the state is the employer or a company, it is obviously intimately
involved in labor relations with employees and their representatives.The state is driven in this
context by its function as a provider of public services and/or an economic participant.Thus
in the case discussed in the article, the government posed as both the employer and the state
resulting in the courts ruling in favour of the government. Kearney and Mareschal (2014)
noted that government often promulgate labour laws that would favor it as an employer.
Another key actor is the trade union. According the Marxist Perspective of industrial relations
the employer always tries to maximize profit by paying employees as little as possible.In this
light the the trade unions in South Africa for instance the Public Servants’ Association (PSA)
and the South African Federation of Trade Unions (Saftu) are responsible for striking a deal
with the employer that is the government on behalf of public servants and this is termed as
collective bargaining.According to Epstein (1983) collective bargaining is a process of
negotiation between employers and a group of employees aimed at agreements to regulate
working salaries, working conditions, benefits, and other aspects of workers' compensation
and rights for workers.

The third actor in labor relations is the management/employer.The responsibility of the

employer is to hire people, assign them tasks, and pay them for the work they do (Gordon,
2012). They go to great lengths to guarantee a mutually beneficial collaboration, with a
special emphasis on excellent communication. There are several employer associations in
South Africa these include the Public Servants’ Association (PSA) and the South African
Federation of Trade Unions (Saftu). The management function is to inform their members of
any changes in industrial relations, to give advice, and training on industrial matters (Katz et
al, 2004). Employers have shared interests to protect as well as to advance specific. Marxist
Perspective of industrial relations avers that the employer always tries to maximize profit by
paying employees as little as possible.In this light, they organize themselves with numerous
goals in mind, which shape the character of their groups. Employer’s organisation are often
registed but public sector employers are already part of the state therefor they do not fall
under laws requiring registration of employers’ organizations. In dealing with employees in
this sector, a public employer's positions tend to reflect the political orientation of the
reigning political party for instance in South Africa they reflect the political orientation of
ANC (Budd, 2010). This might range from taking a certain stance in negotiation to outright
denying public employees the opportunity to organize into trade unions.
SECTION B Q 4

Internships in public service are a planned, controlled, and managed programs that gives
work experience for a certain length of time ranging from three to twelve months. An intern
in the public sector may be supported by a designated mentor. Internships are a practical
program that help in the constant development of persons for future employment in the labor
market. Internships mainly focuse on young individuals who are finishing their studies or
have finished their studies but are unemployed.They help the employer by creating well
qualified employees who have practical skill rather than theoretical knowledge only.The
employer also benefits from the fresh ideas from the new graduates.On the other hand the
students benefit by getting the much needed skills on the employment market thus increasing
chances of getting employed.The experiecne acquired is also accompanied with
recommendation letters which also increase the chances of getting employment since most
employers prefer experienced individual more that freshmen. However internships do not
directly result in an official qualification in public service.The essay deliberates on the
benefits of internsip progrmmes to both the employer and student in creating employment
opportunities for graduates.

Internship programms public service are beneficial to both the student and the employer
because they provide appropriate and relevant work experience.For instance in South Africa,
internship in the public service help in resolving the general shortage of qualified and skilled
people in the workforce by encouraging graduates to equip themselves with the necessary
practical experience (Ncholo, 2000).While public service does not provide employment for
all students who would have gotten an internship with it.It has been argued that by equiping
studentsadequate and relevant skills it increases their chance of getting employed as they will
be able to demostrate their knowledge and skills in interviews (Vélez and Giner,
2015).However, getting a job after internship is not automatic due to the general scarcity of
employent in South Africa.

The notion that internship programmes are effectively beneficial to both the employer and the
students through creating employment opportunities for graduates is plausible.According to
McManus and Feinstein (2014) public services mostly creates its on staff through internship
programms.This is because most of the interns who excel during internship are
automatically guaranteed a job oportunity.In this light the internship program assist in
meeting the strategic staffing needs of the public service.On the other hand for the student
who do not automatically get employment in the public service the internship programm
provides practical and accelerated work experience programmes that expose interns to
specific occupations. Shoenfelt et al (2013) noted that upon completiion of the program
students would have acquired skills and experiences which is dearly sought after by many
organisations.

Internships programmes provide unemployed graduates with valuable work experience and
skills to enhance their employability. According to Vélez and Giner (2015) one of the key
advantages of internships programmes for students is that students with internship experience
are said to have an edge in the job market, which can translate into their getting recruited
more easily (McKenzie et al., 2015). Several studies have shown evidence of this. Shoenfelt
et al (2013) discovered that students who choose to do internship programm especially in
public service were given employment more promptly than those who did not. However, the
most significant question is whether such job offers were attributable to the internship
experience on students' resumes or to students with internships being better students (having
higher grade point averages [GPAs]) than students without internships.

Internship programmes in public service are also beneficial to the student in that they
improve equitable access to public sector employment for rural and marginalised groups such
as women and the disabled.According to Vélez and Giner (2015) public service must be an
equal employer who does not discriminate.Moreover the public sector needs to lead by
example in terms of providing employment for the disadvantaged population.In this light
student from rural areas, women and the disables are awarded employment opportunities. At
the same time the public service benefit from the accelerated service delivery through the
improved introduction of skilled personnel in the public service.

Interns are generally viewed as a good source of low cost labour for the public service
(McKenzie et al., 2015). Interns can undertake ‘back-burner’ or value-added projects, which
might not otherwise be done (Maertz et al., 2014). Employers can utilise interns as resources
during busy periods. In addition, recruitment and training costs are reduced if public service
employ the interns after the internship is completed (Vélez and Giner, 2015). The internship
acts as a trial period for both the employer and the student. Employers can assess the
likelihood of a fit between a prospective employee and the organisation. Students gain
valuable real-world experience and this reduces the adjustment period, which is required
when starting employment (Maertz et al., 2014). For example, interns do not need as much
socialisation, training and time for adjustment as new recruits

Much of the literature tends to see internship programs as part of the learning and career
development process.Furthermore, internships give students insights into the employment
sector they are entering and help them to make more informed career choices (Maertz, 2014).
Internship programmes are perceived as an important addition to undergraduate education
and they play a fundamental role in preparing students for the world of work and increase
chances of employment (Vélez and Giner, 2015). Furthermore Internships can provide
feedback to students, which helps to guide further learning and career development (O’Neill,
2010).

SECTION B Q3
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