Developing a framework and model as aids for the construction of a social business contract

Kruger-Heckroodt, Noelene (2005-04)

Thesis (MBA)--Stellenbosch University, 2005.

Some digitised pages may appear illegible due to the condition of the original hard copy.

Thesis

ENGLISH ABSTRACT This study project has as its main aim the development of a framework and model for the purpose of constructing a new best practice management tool, the Social Business Contract, to align, regulate and control interactive behaviour in the workplace. The tool is presented in its concept phase only and has been developed to address a perceived gap between paperless and actual, enforceable accountability for interactive behaviour on all organisational levels. The aim of the Social Business Contract is to promote corporate social responsibility, which is influenced and shaped by interactive organisational behaviour. In order to establish corporate social responsibility in line. with Good Corporate Governance principles to which the concept of accountability inherently attaches, the core of the Social Business Contract has, as its name implies, a legal character. The overriding consequence of establishing corporate social responsibility through a legal agreement is that top-down and bottom-up accountability is created and endorsed which permeates the organisation on every level. The Social Business Contract is to be an agreement between employer and employee capable of conclusion on either an individual- or a collective basis. To this end the Law of Contract and Labour Law as benchmarked against the Constitution of South Africa are relevant to this study. In developing the framework, called the Social Business Contract Framework or S.B.C.F., a five-element approach was applied. The reason for this approach is that behaviour in the workplace is regarded as the product of interactive forces comprising of psychological, emotional, ethical, social and legal elements. The purpose of the S.B.C.F. is to give structure to the Social Business Contract and to establish the parameters in which it is to function. The S.B.C.F. consists of three tiers relating to the material, functional and procedural aspects around which the Social Business Contract revolves and which also supports the characteristics inherent in and required by law. The purpose of the model that was developed, called the P.L.E.S.E.-Model, is to assess or measure how the elements referred to in the previous paragraph, fit in relation to each other so that an overall profile of the strengths, weaknesses, opportunities and threats relating to organisational interactive behaviour can be constructed. This profile would facilitate the planning of the material content that the Social Business Contract would need to address in order to bring the interactive elements into balance with one another. The Social Business Contract's validity is dependent on obtaining and managing consensus. Due to the relationship of authority that characterises the employment relationship, the Social Business Contract seeks to promote the concepts of bona fides, justice, fairness and equality in order to alleviate the potential conflicts and pressures that may result from the power differential between the parties. It also seeks to place the Psychological Contract on a legal basis, enhance the contract of employment, encourage effective organisational design and promote Good Corporate Governance on a social level. Validation for the S.B.C.F., the P.L.E.S.E.-Model and the concept of the Social Business Contract was sought through fieldwork research.

AFRIKAANSE OPSOMMING: Die hoofdoel van hierdie studie projek, is om In raamwerk en model te ontwikkel vir doeleindes van die konstruksie van In beste-praktyk bestuursinstrument, die Sosiale Besigheidskontrak, ten einde interaktiewe gedrag in die werkplek in ewewig te bring, te reguleer en te beheer. Die instrument word slegs aangebied in konsepfase en was ontwikkel om In bemerkbare gaping tussen papierlose en wesenlike, afdwingbare verantwoordbaarheid, ten opsigte van interaktiewe gedrag op alle organisatoriese vlakke, aan te spreek. Die doel van die Sosiale Besigheidskontrak is om korporatiewe sosiale verantwoordelikheid te bevorder wat beïnvloed en gevorm word deur interaktiewe organisatoriese gedrag. Ten einde korporatiewe sosiale verantwoordelikheid daar te stel, waaraan die verantwoordbaarheidskonsep inherent gekoppel is, het die kern van die Sosiale Besigheidskontrak, soos die naam impliseer, In regskarakter. Die oorheersende gevolg wat voortvloei uit die daarstelling van korporatiewe sosiale verantwoordelikheid deur middel van In regsooreenkoms, is dat In bo-na-onder en onder-na-bo verantwoordbaarheid geskep en onderskryf word wat die organisasie op elke vlak deurdring. Die Sosiale Besigheidskontrak word vooropgestel as In ooreenkoms tussen werkgewer en werknemer wat beide op In individuele en kollektiewe vlak gesluit kan word. As gevolg hiervan is Kontraktereg en Arbeidsreg soos gemeet aan die Konstitusie van Suid-Afrika, relevant to hierdie studie. In Vyf-element benadering is toegepas in die ontwikkeling van die Sosiale Besigheidsraamwerk of S.B.C.F. Die rede vir hierdie benadering is dat gedrag in die werkplek beskou word as die produk van interaktiewe kragte wat bestaan uit sielkundige, emosionele, etiese, sosiale en regselemente. Die doel van die S.B.C.F. is om struktuur aan die Sosiale Besigheidskontrak te verleen en om die parameters waarin dit moet funksioneer, vas te stel. Die S.B.C.F. bestaan uit drie vlakke verwysend na die materiële, funksionele en prosedurele aspekte waarom die Sosiale Besigheidskontrak draai en wat ook die karaktertrekke inherent aan en vereis deur die reg, ondersteun. Die doel van die model wat ontwerp is, genaamd die P.L.E.S.E.-model, is om vas te stelof te meet hoe die elemente waarna verwys is in die vorige paragraaf met mekaar ineenskakel, sodat 'n oorhoofse profiel van die sterktepunte, swakhede, geleenthede en bedreigings met verwysing na organisatoriese interaktiewe gedrag, opgestel kan word. Hierdie profiel sal die beplanning van die materiële inhoud, wat die Sosiale Besigheidskontrak sal moet aanspreek ten einde die interaktiewe gedragselemente te balanseer, vergemaklik. Die geldigheid van die Sosiale Besigheidskontrak hang af van die verkryging en bestuur van konsensus. As gevolg van die outoriteitsverhouding wat kenmerkend is van die indiensnemingsverhouding, poog die Sosiale Besigheidskontrak om die konsepte van bona fides, geregtigheid en gelykheid te bevorder, ten einde die potensiële konflik en druk te verlig wat voortvloei uit die magsdifferensiaal wat tussen die partye bestaan. Dit poog ook om die Sielkundige Kontrak op "n regsbasis te plaas, die indiensnemingskontrak te versterk, organisatoriese ontwerp aan te moedig en Goeie Korporatiewe Bestuur op "n sosiale vlak, te bevorder. Veldnavorsing ter stawing van die S.B.C.F., die P.L.E.S.E.-Model en die konsep van die Sosiale Besigheidskontrak, was onderneem.

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