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- W2556226711 abstract "The skewness of industrial relations in favour of top management against employees is a wide spread phenomenon in Africa and the world over. While horizontal and intrapersonal equity was used to compare industrial relations between employees of different companies, workstations and individuals at the same grade, there is need to develop a model that reduce inequity between management and employees in the same organisation. The study to establish the vertical equity elements was carried out using 100 line employees and 55 line supervisors from across some critical sectors of the economy. The key elements that defined vertical inequity in Zimbabwean organisations include arrears in salaries and wages, blame, taking employees' benefits, allowance levels and retrenchment threats. Perceptions of vertical inequity were found to be influenced by gender, age of employees and their job levels. A model that defined variables in terms of benefits, facilities and adjustments (BFA-Model) was proposed. The study recommends firms to find out the processes that lead to vertical inequity and ensure a fair and equitable treatment of employees by management and close the perennial industrial relations gaps." @default.
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- W2556226711 date "2016-01-01" @default.
- W2556226711 modified "2023-09-26" @default.
- W2556226711 title "Developing the Vertical Equity Model as a Socio-Economic Imperative for Achieving Fair Industrial Relations in Zimbabwe: An Area for Urgency" @default.
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