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ADR811S - Advanced Industrial Relations - 1st OPP - June 2023 |
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nAmlBIA unlVERSITY
OF SCIEn CE Ano TECHn OLOGY
FACULTY OF COMMERCE, HUMAN SCIENCES AND EDUCATION
DEPARTMENT OF GOVERNANCE AND MANAGEMENT SCIENCES
QUALIFICATION: BACHELOR OF HUMAN RESOURCES MANAGEMENT HONOURS
DEGREE
QUALIFICATION CODE: 08BHRMH LEVEL: 8
COURSE CODE: ADR811S
COURSE NAME: ADVANCED INDUSTRIAL
RELATIONS
DATE: JUNE 2023
DURATION: 3 HOURS
PAPER: 1
MARKS: 100
EXAMINER(S)
MODERATOR:
FIRST OPPORTUNITY QUESTION PAPER
Ms. Fiina Shimaneni
Mr. Elias Kandjinga
Dr Felix Musukubili
INSTRUCTIONS
1. Answer ALL the questions.
2. You are expected to apply your subject knowledge to the case study.
3. Write clearly and neatly.
4. Number your answers clearly.
PERMISSIBLE MATERIALS
1. Examination Question Paper
2. Examination Booklet
THIS QUESTION PAPER CONSISTS OF 4 PAGES (Including this front
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SECTION A
[5]
Question 1: Multiple-choice questions. Circle the correct answer.
1.1 The relationship between the state and trade unions is also known as?
a) Tertiary employment relationship
b) Conflict employment relationship
c) Secondary employment relationship
d) Primary employment relationship
1.2 Your cousin is the assistant store manager at a large retail store. Her relationship with her
employer and her supervisor, the store manager, represents the _____
dimension of
the employment relationship.
a) collective
b) formal
c) individual
d) informal
1.3 Mr ltewa is regarded as an employee representative. He is accredited by the trade union
of which he is a member, and he acts on behalf of its members in the organisation where he
works. What role does Mr ltewa fulfil?
a) Labour consultant
b) Mediator
c) Negotiator
d) Shop steward
1.4 Who are the actors of Industrial Relations?
a) Workers and their organisations
b) Employers and their organisations
c) Government and the role of the State
d) all of the above
1.5 What can be defined as: the extent to which an enterprise can alter various aspects of its work
and workforce to meet the demands of the business, for example the size of the workforce, the
content of jobs, working time, etc?
a) labour market flexibility
b) Wage flexibility
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c) Economic fluidity
d) Recession
SECTION B
[26]
Question 2: Read the extract below and answer the questions that follow:
According to the 2008 Namibia Labour Force Survey, Namibia has one of the highest
unemployment rates (broadly defined) in the world, particularly among its youth population.
This means more than half of Namibia's economically active population is unemployed, posing
major social, political and economic risks, as such high unemployment can yield devastating
effects on social exclusion, crime, and economic welfare, erosion of human capital, death,
misery and social instability.
On the hand, those who are working are said to be struggling to make ends meet. Although
earning a salary, most of the Namibian workers are lowly paid, making it difficult to cover basic
needs for themselves and their dependants. Labour market data display that the majority of
these workers are depressed, disengaged and unmotivated.
Adopted from: Mwinga, (2012, First Capital working papers)
2.1 Identify the social issue mentioned in the case study?
( 1)
2.2 The question of whether to introduce a national minimum wage is being discussed in the
Namibian labour market. Discuss what could be the benefits of introducing a national minimum
wage in Namibia.
(10)
2.3 There are many actors and stakeholders in the employment relationship. Explain how the
following primary actors can minimise the social problem you mentioned in 2.1.
(15)
a) The state
b) Youth
c) Employed persons
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SECTION C
[69]
Question 3: Long and structured questions.
3.1 Conflict is inevitable in any human interaction including the employment relationship.
Discuss sources of conflict in the employment relationship.
(20)
3.2 Organisations do not operate in vacuum, but rather in a dynamic environment, which affect
the way they operate. Discuss the factors that influence and affect an organisation's industrial
and labour relations.
(20)
3.3 Examine the concept of collective bargaining under the following dimensions:
a) Definition
(5)
b) Collective bargaining structure
(15)
3.4 There are two fundamental types of disputes, which the Labour Act, 11 of 2007 distinguish,
the dispute of right and dispute of interest. Differentiate these two types of disputes.
(9)
GOOD LUCK!
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