Employee participation as a form of social change and its effect on labour relations

Abstract

The purpose of the study is to give a clear definition of worker participation as a process to make workplace democracy a reality. Suggestions are made on how this process should be implemented in the South African context to prevent or to overcome possible problems. During the study various literature resources were used as well as a personal inteNiew and practical research that was launched at Lethabo Power Station. Worker participation is studied against this background as a form of social change and the researcher has shown its effect on labour relations. Various perceptions and opinions exist in terms of worker participation that are based on diverse theories and ideologies. The unions use worker participation that is based in socialism as a method to implement workplace democracy. Seeing workplace democracy thus, the question to the true meaning of workplace democracy arose. It seems to be just another variant of power struggle between management and the workforce. The focus fell on various participative schemes and their effect on labour relations. The researcher found some shortcomings in relation to pariicipation: although worker participation improves empowerment, it does not guarantee that workers will accept accountability for the decisions that they take; and secondly the statement that participation improves labour peace cannot be supported. It became clear from the practical research that strikes continued although participation has been implemented with much success in terms of empowerment. The question can therefore be asked with what purpose in mind did the Labour Relations Act determine that workplace forums must be implemented in South African organizations? It seems to be just another way through which the government is trying to fulfil their political aspirations, since divisions over certain issues exist between the ANC/SACP/COSATU. The researcher made the assumption that although worker participation is an effective method to improve empowerment where it involves decisions regarding the workplace, it can be disastrous in terms of decisions of greater importance. The workforce is uneducated and immature to handle decisions that require not only responsibility, but also accountability. It is clear that worker participation does not positively affect labour re lations in terms of labour peace.