Abstract:
This dissertation involves a case study in the application of job evaluation in the City Council of Cape Town. The purpose is to gain insight into the dynamics of the process from the point of view of the principal actors. The methodology is that of "participant-as -observer" and extensive use of primary documentation complements this. A structured questionnaire has also been administered. An overview of the concept of job evaluation is provided. The most prevalent systems in use are described. The background to formal job evaluation in the organisation is traced. An overview of the principles and practices of Council's job evaluation programme is given. Senior management response, union perspectives and employee reaction to the plan are examined. The analysis oscillates between micro and macro issues, examining the interplay of system content, procedures, and differing value orientations. Perspectives of senior management are examined. The contrasting roles of two trade unions are investigated. One has adopted a participative approach aimed at monetary benefit, the other has shown a preference for negotiation, based on the results of job evaluation. Employee grievances as an indicator of employee acceptance are examined. Grievance factors are analysed. Specific recommendations for improvement to the system are made. The overall conclusion reached is that deficiencies in systemic, procedural and value dimensions have led to only partial attainment of objectives.
