An Investigation on Employee Participation in the Workplace: A South African Case Study in the Nelson Mandela Bay-Eastern Cape Region

Abstract

A successful organisation depends on a wide range of factors, both internal and external to the organisation. Of the most important factors that contribute to the success of an organisation are its employees. In a competitive market place, employees with the required skills and expertise are regarded as the most important source of competitive advantage. There is no doubt that the success of an organisation is determined by many facets, all of which reiterate the significance of attracting and retaining the most qualified employees. It is crucial that business owners and managers recognise that people are an indispensable asset that contributes extensively to the expansion and growth of the organisation, much like physical assets such as machinery and money would. Against this background, this study analyses whether factors influencing job satisfaction have an impact on employee participation in the workplace. The main objective of the study is to investigate some of the influences of employee satisfaction that might impact on the level of employee participation in the workplace. A sample was taken from numerous organisations within the Nelson Mandela Bay area and a questionnaire was designed and distributed to employees within this area. The questionnaire examined four dimensions: motivation, monetary and non-monetary, job autonomy and job satisfaction. There was a seventy six percent response rate. The results indicated that, although motivation, rewards and job autonomy increased the job satisfaction of the employees, motivation and rewards had no impact on employee participation in the workplace. Only job autonomy has a positive impact on employee participation in the work place. Concluding remarks and recommendations were highlighted and it is evident that organisations need to improve motivation and reward systems for the employees to be able to increase their level of participation in the workplace. Regardless of these concerns, the empirical evidence of this study indicated that employee participation is positively influenced by factors such as rewards, motivation and job autonomy. Employees value the recognition and appreciation they receive from their supervisors for their job performance. Regular feedback sessions and a supportive environment are important aspects to consider when keeping employees motivated to participate in the workplace. The level of autonomy that is given to employees to manage their time and work direction gives them a greater sense of responsibility and thus increases their participation. Employees who are motivated to do their jobs, regardless of the motivating tool, are often more satisfied in their jobs, thus leading to greater levels of participation in the work place.