3. DEFINITION OF CONCEPTS

3.1. Employee Participation: is defined a process of

interaction whereby employees, directly or indirectly through

their representatives, are able to influence decision making

which affects their power, status, remuneration and working

conditions (Finnemore 2009: 207)

3.2. Decision making: it is the process of identifying

problems and opportunities, developing alternatives solutions,

choosing an alternative, and implementing it, (Straub &Atter

1994: 729) as quoted by Minnaar F, 2010: 41.

3.3. Local municipality: Is the Category B Local

Municipalities found in The Third 3th Sphere Of Government,

Named Local Government, This type of category is the one that

constitute Of 226 Municipalities in South Africa and It is

Sometimes refereed as the sphere that is closed to the people,

Constitute of the following officials, Speakers, Members of an

Mayoral Committee, Executive Mayors, Members of Mayoral

Committees, (Venter, A &Landsberg C, 2006: 139)

1. INTRODUCTION

Employee participation in decision making remains one of the

most important principle that one organisation must ensure

that its achieve in all angles, in such a manner that

employers makes their employees their priority before they

1

even consider customers outside, to ensure that customers are

treated in a good manner, employees must first be happy, and

know very well that they have a say in everything that takes

place in the organisation.

According to Grossett & Venter (1998:2) Interpersonal

relations between supervisor and officials are based mainly on

the doctrine that happy workers are more productive. When

officials are kept informed and permitted a certain degree of

self direction and control, their social needs are met and

motivation increases. Supervisors should use official’s

contribution to the organisation through participation and

create a suitable climate for using human resource optimally.

In light of the above, the researcher is of the opinion that

employees are the ones who are dealing with the administrative

part of the organisation, it is of utmost most importance that

they are entirely recognised to participate in decision making

fully and in a manner that their views are taken into

consideration and to the extent that they are being

implemented in a good manner. Their participation in decision

making ensure an increase in productivity and also their

satisfaction in their jobs is most important.

5. BACKGROUND TO THE STUDY

This topic was selected based on poor service delivery as

received by local municipalities across the country and also

the low employee participation in decision making, thus,

enhancing productivity that usually takes place in most

organisations, which then results in most employees being

2

retrenched and more resignation of employees in organisation

because of failure by the employers to see the importance of

employee’s participation in decision making.

In support of the above mentioned statement Finnemore

(2009:104) expressed that while the right to consultation and

participation have been devoted to the shop floor, the

processes may prove frustrating for shop stewards. Shop

stewards in Petroleum Company commented:

‘’ we don’t want consultation from management…. Consultation

is a toothless dog. Instead we want negotiations or joint

decision making to take place. But management still doesn’t

see workers having real thing to say (Phillips 2000) as quoted

by Finnemore (2009).

6. STATEMENT OF THE PROBLEM

According to Mofokeng (2010: 5, citing Hicks & Turner, 1999;

Kerlinger & Lee, 2000; Leedy & Ormrod, 2005; and, Tracy,

2007), the identification of a concrete research problem is

the cornerstone for any quality research.

Nkomazi Role Players

The participation of a diverse range of stakeholders in the

formulation of the IDP forms the integral part of the entire

process and the programme for this exercise was captured in

the IDP Process Plan. The following are the role players in

the IDP process.

3

Therefore, the research problem that this study therefore

sought to provide answers to is: what methods should be

implemented enhance employee participation in decision making

within local municipalities in South African communities?

The Nkomazi local municipality on employee participation in

decision making has been their priority by using them as the

role in everything they do, especially in working with the

wards councils.

7. RESEARCH HYPOTHESES

According to Leedy and Ormrod (2005:4) a hypothesis is a

logical supposition, a reasonable guess, an educated

conjecture. It provides a tentative explanation for a

phenomenon under scrutiny / severe investigation and may

direct the researcher’s thinking to possible sources of

information that will aid in resolving sub problems in the

process, thus resolving the principal research problem.

Whereas Cozby quoted by Mofokeng (2010:14-15), asserts that a

hypothesis is only a tentative idea or statement that is

waiting to support or refute it. Furthermore, Mofokeng

(2010:14-15) quoting Zikmund (2003), went to say that a

hypothesis is an unproven proposition or supposition that

tentatively explains certain facts or phenomenon. It is a

statement, assumption about the nature of the world. In its

simplest form, it is a guess.

4

Considering the above definitions and brief literature review

below, the following hypotheses were formulated to be tested

by the researcher:

Hypothesis 1: Employee participation in decision making in

the Nkomazi local municipality has reached a situation which

is beyond the control of authorities (Managers).

Hypothesis 2: Nkomazi local municipality employees are not

playing their role in decision making

Hypothesis 3: Nkomazi local municipality employees are

effective in participating towards decision making process

Hypothesis 4: Lack of employee participation in decision

making process within Nkomazi local municipality into poor

service delivery.

8. OBJECTIVES TO THE STUDY

Leedy (1993:11) asserts that the aim of research is to

discover new facts and their correct interpretations, to

revise accepted conclusions, theories, or laws in the light of

newly discovered facts, or the practical application of such a

conclusion. Mouton (1996:103) concurs that the aim of research

is to establish facts, gather new data, and to determine

whether there are new data and to determine whether there are

interesting patterns contained in the data. The investigation

seeks to focus on four issues, namely:

5

To highlight the extent in which the managers respond to

employee participation in decision making process in the

Nkomazi local municipality

To investigate the contributors towards employees role in

decision making process in the Nkomazi local municipality

To ensure the effectiveness of employee participation in

decision making process in the Nkomazi municipality

To promote relationship between all relevant stakeholders in

decision making process in the Nkomazi local municipality

9. SIGNIFICANCE OF THE STUDY.

The significance of this study is twofold; both theoretical

and practicality. It is envisaged that the former will be of

significant in providing a framework for research into the

employee participation towards decision process in South

African municipalities and elsewhere. This also provides

important linkages within South African context. The later,

relates to the assumption that this study will provide

guidelines for users by providing untapped resources and

innovations towards the topic under study. The importance of

this study is to investigate and critically analyse the

research and literature pertaining to employee participation

in decision making process in Nkomazi local municipality. The

proposed study is of importance as the potential impact

towards employees and employers will be highlighted. It will

be direct beneficial information in directing local

municipalities towards a rightful direction pertaining

enhancement of employee participation in decision making

6

process. The perception that most organisation in South Africa

run effectively owing to employee participation in decision

making and the concern thereof about the lack of the said

practice will be put under a severe scrutiny by the

researcher.

The later, will determine the current practices used by

responsible authorities in enhancing employees participation

in decision making process, while assessing the effectiveness

thereof. The employees in particular will be in the know of

the channels of decision making process within local

municipality. It is further envisaged that the research in

question will address the issues of employees’ participation

in decision making process within local municipality across

South African municipalities. The building of the necessary

theory will also be evident, on the basis of this study;

decisions will be taken about possible remedial actions to

enhance employee participation in decision making process in

South African municipalities and across the globe.

10. RESEARCH METHOD AND DESIGN

10.1. Methodology

Mouton (2001:55) asserts that a research design is a plan or

blue print of how one intends conducting the research, by

focusing on the end product. Bezuidenhout (2011:43-45)

elaborates that quantitative research is a research that the

aim is usually to determine the relationship between

7

variables. However, variables have attributes that can vary

and take on different values. Whereas, in the case of a

qualitative, the aim is usually to gain insight into people’s

thoughts, attitudes, behaviour, value systems, feelings,

concerns and motivations. Here the researcher usually tries to

get “warm”, emotionally loaded information about the research

interest.

Creswell (2009:3) point out that, “research design is based on

the nature of the problem statement or issue being addressed,

the researcher, personal experience and the audience for the

study”. It is further pointed out that, research designs are

sometimes called approaches (Creswell, 2009:11). Furthermore,

Bachmann et al (2003:19) specify that, exploration is the most

common motive for using qualitative methods, although

researchers also use these methods for descriptive and

evaluative purposes. Aligned with the background information

of this research, it is proposed that this study will be

carried out within a qualitative approach to investigation

school violence in South Africa (Pretoria west area and the

inner city specifically).

10.2. Research approach

According to Mouton (2001:35), the dimension of methodology

refers to the knowledge of how, or the total set of means

employed, to reach one’s goal of valid knowledge. The

methodology paradigms available with which research can be

8

conducted are qualitative, quantitative and participatory

action paradigms; as a result of the nature of the present

research topic, the research is conducted within the mixed-

methods paradigms. The research procedures by means of which

the researcher investigated the stated problem well founded,

and are based on the specific research approach and

methodology adopted for the study.

The qualitative method will be used in the study because the

research will be exploratory-descriptive and will be aimed at

evaluation the practices used to enhance employee

participation in decision making process in the Nkomazi local

municipality, thus the challenges faced by the responsible

authorities will be outlined in further details.

10.3. Study population

According to Census 1996, the population for Nkomazi

municipality was sitting at 277 864. According to census 2001

the population of Nkomazi was at 334668. From 2001 to 2011 the

population has grown up to 393 030. Between 1996 and 2001 the

population has increased by 56 804 over a period of five

years. Between 2001 and 2011 the population has increase by 58

362 over a period of ten years.

Employment Status Table 9: Employment status of

household head (%)

2007 2011

9

Employed 44%

Unemployed 25 18%

Not economically

active

31 38%

Source: Statistics South Africa: 2011 Census Data

10.4. Sample size and procedure

The researcher focussed on Nkomazi local municipality in the

Mpumalanga province. The population of the study will be

identified as follows; Municipal officials / employees (10),

Municipal managers within local municipality (7), The local

Ward Councillors/Committees (3), the local municipality

executive Mayor (1), community members (6), and steering

committees (3), overall 30 participants will be targeted in

this study.

A non-probability sampling strategy will be used, and

purposive sampling will be adopted, as the researcher will

make judgements about which might be the most useful, or

representative, sample for the intended study.

The reason to present this population rests on this reasoning,

the area is easily accessible economically and viable. This,

however, had no negative effects on the quality of the

research and the proximity of the target groups and could make

it easier for the researcher to elicit needed information.

10.5. Methods of data collection

10

Lists of methods of collecting information from the target

groups will consists of the following stakeholders (see

paragraph 10.4):

In- depth interviews to be held with the Municipal officials

/ employees, Municipal managers within local municipality,

the local municipality executive Mayor.

Focus Group Discussions (FGD) with the community members,

ward councillors/committees and steering committees.

10.6. Nature of research

Babbie (2001) as cited by Booi (2012:61) describes that three

common types in social science, which are;: exploratory,

descriptive and explanatory. It was said that exploratory

research is generally conducted to develop initial rough

understanding of the some phenomenon. This type of research is

used to investigate the full nature of the phenomenon and

other factors which are related to it. Whereas, a descriptive

research is undertaken to describe the precise measurement and

reporting of the characteristics of some population or

phenomenon under study, mentioned Babbie (2005) as cited by

Booi (2012:61) furthermore, explanatory research is described

by Babbie as research conducted in a way that will discover

and report some relationship among different aspects of the

phenomenon under study.

The researcher is of the perspective that the nature of this

study has an exploratory and descriptive objective; hence, it

strives to represent, and analyses, the perceptions of

identified target groups (see paragraph 10.6).

11

10.7. Methods of data analysis

According to De Vos, et al. (2005: 333), data analysis

involves reducing the volume of raw information, sifting

significance from trivia, identifying significant patterns,

and constructing a framework for communicating the essence of

what the data reveal. Therefore, the collected data is

analysed, so that structured, reliable, and valid conclusions

are reached.

The data collected by means in-depth interviews, and FGD will

be based on the interviewer’s record. Voice record and notes

taking will be used by the researcher with the view to

transcribe the information at a later stage

11. ETHICAL CONSIDERATION

Bailey (1987:406) states that, in Webster’s dictionary (1968)

research ethic are defined as to conform to an accepted

professional practice that already exist. The researcher will

follow the existing ethical practices with regard to data

collection and the respondents involved throughout this

research. One of the most important ethical responsibilities

towards the people whom are questioned or interviewed is that

they should be protected from any form of harm when obtaining

data (Du Plooy, 2001:348). Ethical dilemmas raised during this

research will be taken into consideration throughout this

research to develop and define research problem, purpose(s),

questions, data collection, data analysis and interpretation

12

(Hollway, 2000:83). It is important that ethical issues are

placed high on the research design agenda for any research

endeavour. In exploring the effectiveness of statement

analysis, the data collection and its interpretation will be

conducted and applied in the same ethical manner as cited in

Creswell (2009:81).

For this research, ethical practices will be considered in

order to avoid harmful effects on the subjects and data

sourced from them and other materials (Mason, 1996:29). The

research will follow guidelines of ethical principles to

ensure the value of data integrity, impartiality and respect

for participants and research communities (Punch, 2005 in

Creswell, 2009:87). The following guidelines will be taken

into cognisance during the research as detailed by different

authors such as (Trochim, 2006), Punch (2000:59), Denscombe

(2003:134) and Hagan (2000:53):

Confidentiality of identities of interviewees and any

information about identities (anonymity of subjects)

Informed consent will be addressed and an offer for free

will to withdraw the consent and discontinue participation

in the research interview at any time without prejudice.

Avoidance of harm such as discomfort, anxiety, harassment,

invasion of privacy or dehumanizing procedures during

interviews.

Honesty about information from participants will be treated

and used in such a way as to be secure and to ensure the

anonymity and ethical responsibility.

13

Respect for persons involved and a fair explanation of the

purpose of the research, it’s possible dangers and the

credentials of the researcher. The interests of participants

will be safeguarded.

Sympathy will be provided where necessary to participants

12. LITERATURE REVIEW

12.1. Introduction

Employee participation is a concept that has different

meanings to employees, unions, employers and the state. The

parties may have varying goals in promoting and involving

themselves in the various forms of employee participation that

exist. The extent of employees’ power to influence managerial

decision varies considerably across countries and within the

different forms of employee participation. Employee

participation is thus a site of contest between employees,

unions and management. Lack of trust between parties is often

a stumbling block to successful employee participation

programmes. Third party intervention by means of relationship

building initiatives may be required to promote greater

employee participation.

Global competition highlights the fact that human resources

are a critical component of competitiveness, and various forms

of best practice of employee participation are starting to

emerge, especially forms of experience of translational

organisations. Legislation in South Africa gives relatively

strong support to various forms of employee participation .

14

however statutory workplace forums have not yet proved a

success. Rather, it is the parties at the workplace that are

devising their own forums of employee participation to meet

new global challenges (Finnemore 2009: 227).

12.2. The objectives of employee participation

Finnemore 2009: 208, states…several objectives of employees’

participation may be Identified. Employers, employees and the

state do not always share objectives. Rather, the parties

involved in labour relations are likely to place differentials

weight on the objectives according to their own interest and

value systems. Ideological conflicts may result in stalemate

of implementation. This may render some state or employers

initiatves ineffective in the face of hostlile union or

employee response. Employee or union initiatives may equally

receive a cool response from employers or state. It should be

noted that the objective discussed below are additional to

those discussed in the chapter on collective bargaining

relating to the aim of establishing a mechanism for the

perceived equitable distribution of wages and determining of

working conditions.

Four other keys objectives of employees’ participation are to:

Enhance human dignity

Promote productivity at the workplace

Extend democracy to the workplace

15

Promote economic development o regional or national level

The enhancement of human dignity

Karl Marx as quoted by Finnemore 2009: 209, argued that labour

is fundamental a creative act. But he noted that the

capitalist system destroyed this creativity by alienating

employees from the work that they performed. This occurred

through the employee loosing ownership and control of the

production process. Skills of the master craftsmen were lost

through fragmentation of work process. With the introduction

of machinery, large manufacturing establishment were erected

in the cities and towns. Articles were formerly made by hand

were turned out in large quantities by machines. Priced were

lowered, and those who worked by hand found themselves unable

to compete with the new inventions.

The promotion of productivity

In order to meet intense global for quality at competitive

prices, various forms of employee participation have been

introduced in organisations around the world. The major thrust

in these moves towards a focus on human resource management is

to ensure organisational commitment. The drive to effective

management of human resource has shifted emphasis to the

individual relationship between employer and employee in many

organisations, rather than that between unions and management

(Finnemore 2009: 209).

When employees are involved in making decisions, they gain a

professional and personal stake in the organization and its

overall success. This commitment leads to increased

16

productivity as employees are actively participating in

various aspects of the company and wish to see their efforts

succeed overall. This is not only beneficial to company

growth, but is also on-the-job training for workers. The

increase in responsibility expands employee skill sets,

preparing them for additional responsibility in the

future(www.mindsetmanage.com).

Teamwork

Participation in the decision-making process gives each

employee the opportunity to voice their opinions, and to share

their knowledge with others. While this improves the

relationship between manager and employee, it also encourages

a strong sense of teamwork among workers. The expression of

viewpoints opens dialogue between co-workers, with each worker

bringing their individual strengths to a project. It is also a

good way to gather information about the employees as to how

they work in a team environment, and where training may be

necessary, all of which leads to an increase in effectiveness,

and ultimately an increase in good teamwork and performance

(www.wow4results.co.za)

The promotion of economic development

In many countries, a specific aim of employee is national

economic development and reconstruction. In many instances

such initiatives have been necessary where major changes have

been made from past authoritarian regimes. In Germany, after

the devastation of second world war, a system of co-

17

determination was implemented in order to bring all parties on

board in the reconstruction of the country. Also in Japan, the

commitment of employees to reconstruction was strongly

encouraged, and employees were organised into enterprise-based

unions and workplace-based participative structures (Finnemore

2009:210).

The extensive of democracy to the workplace

In contrast to the productivity or economic development

objectives discussed above, it is suggested that the end goal

of employee participation should be seen from ethical view

that participation is a basic human right. It is argued that

it is insufficient for citizens to exercise their right to

vote once every five year and then all the decision to elected

parliaments (Finnemore 2009:211).

Summary

It is clear from the above discussion that the objectives of

employee participation are varied across national states and

within organisations. The employer focus is generally on the

productivity or profit return of employee participation. While

employees are likely to be interested in human dignity and

workplace democracy. The state is largely concerned with

economic development. It is also clear that achieving the goal

of employee participation is not axiomatic. Employee

participation is but one factor of many which may contribute

to human dignity, productivity, economic development and

workplace democracy( Finnemore 2009:211).

Forms of employee participation

18

Employee participation may take many forms. It may involve

direct involvement of employee or indirect participation.

Processes of direct involvement include the following:

Information sharing.

Participation in teams of various forms.

Financial participation.

Exercising worker control through cooperative.

Direct involvement: refers to the process whereby employees

directly associated with the employer in some form of

participatory process. This may include information sharing

team participation, financial participation and workers

cooperatives, which reflect the highest form direct

involvement.

Process of indirect participation by means of elected

representative includes the following:

Works councils and process of consultation and joint

decision-making over workplace issues.

Collective bargaining over wages and conditions of

service

Corporate decision-making by the board of directors

Participation in policy development on regional or

national socio-economic councils or other statutory

bodies or international organizations.

Indirect participation: refers to those processes and

structures in which employees participate by a way of

representatives who are generally elected by employees

19

themselves. Processes of participation may include

consultation, joint decision-making and collective bargaining

(Finnemore 2009:219)

Employee involvement in decision making, sometimes referred to

as participative decision-making (PDM) is concerned with

shared decision making in the work situation (Mitchell, 1973).

Locke and Schweiger (1979) define it as ‘joint decision

making’ between managers and subordinates. According to Noah

(2008), it is a special form of delegation in which the

subordinate gain greater control, greater freedom of choice

with respect to bridging the communication gap between the

management and the workers. It refers to the degree of

employee’s involvement in a firm’s strategic planning

activities.

A firm can have a high or low degree of employee involvement.

A high degree of involvement (deep employee involvement in

decision making) means that all categories of employees are

involved in the planning process. Conversely, a low degree of

involvement (shallow employee involvement in decision making)

indicates a fairly exclusive planning process (Barringer &

Bleudorn, 1999) which involves the top management only. A deep

employee involvement in decision making allows the influence

of the frontline employees in the planning process. These are

the people who are closest to the customer and who can

facilitate new product and service recognition, a central

element in the entrepreneurial process (Li et al., 2006). This

means that employee participation in the planning process

surrounding the potential innovations may facilitate

20

opportunity recognition throughout the organisation (Kemelgor,

2002; Zivkovic et al., 2009).

13. SEQUENCE OF CHAPTERS

Chapter 1: General Orientation

Chapter 2: Exposition of the Qualitative Research Method

Chapter 3: Employees participation in decision making within

local municipality

Chapter 4: Employees participation in the Nkomazi local

municipality

Chapter 5: The relationship between the employees and

employers in the Nkomazi local municipality

Chapter 6:Findings and Recommendations

14. STUDY BUDGET OUTLINE

14.1. Time schedule

Table 1: Below is the proposed time plan for the research

process:

OBJECTIVES ACTIONS START

DATE

END DATE

Submit research

proposal

Submission of research

proposal and amendment

of comments from

supervisor on return

2014

Compile

questions and

Correspondence needs to

comply with a reference

Immediate

ly after

21

submit for

approval

letter from TUT in

order to gain

permission to conduct

interviews with

respondents

final

approval

by TUT of

this

research

proposalOrganising and

undertaking of

interviews

Interview schedule

already drafted.

June-2014 July-

2014

Transcribing of

interviews and

analysis of data

August-

2014

Septembe

r-2014

Data Analysis Data analysis will be

conducted with all the

gathered data and will

be analysed and

presented in written

report forms

As

completed

October

2014

Report Writing Report will be compiled

on the research

conducted and results

obtained and will be

submitted to TUT

As

obtained

November

2014

15. BUDGET

Table 2: Below is the proposed budget for the proposed study:

BUDGET AMOUNT

22

TUITION FEES:

Provisional registration and initial

administration

Official Registration

Sub-total:

R20000.00

STATIONARY:

Printer Ink Cartridges

Pens

Files + (10 Ring Binders)

Sub-total:

R900.00

R100.00

R200.00

R1200.00

PERSONNEL:

Tran- scribers

Language editor

Sub-total:

R2 000.00

R4 500.00

R6 500.00

COMMUNICATION:

Telephone

Faxing

Internet

Sub-total:

R 2 000.00

R 500.00

R 2 000.00

R 4 500.00

TRANSPORT:

Fuel

Sub-total:

R4000.00

R4000.00

23

TOTAL R36200.00

16. QUALIFICATIONS

The researcher matriculated in 2009 at the Mdzili Secondary

School in Mpumalanga. He completed his National Diploma in

Local Government Management in 2012 with Tshwane University of

Technology, and work as a student assistance at the I-Centre

Tshwane University of Technology in 2013 while he was doing

his B-Tech in Public Management, and he completed it same year

which is 2013 and the qualification will be awarded between

April and May 2014.

24

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