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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