Dissertation presented in fulfilment of the requirements for the degree of Master of Industrial Sociology at the University of Zululand, 2000. / The purpose of this study is to investigate the perception of workers towards the establishment of workplace forum at Felixton Sugar Mill Industry in South Africa. In this study both management and employees were selected to participate. This involves visiting participants in the workplace for the purposes of privacy and concentration. This helped the researcher to have an access of meeting all the respondents. In this research 30 respondents were selected from 230 employees using a simple random technique. The cluster system was also used to divide the industry into departments from which the final respondents were selected. Although 30 respondents may not be sufficient for a research of this capacity, the observation method was also used to collect and solicit the necessary information for this research. In addition to this, the researcher made use of most of the official records and statistics that were made available to her. The central view held by this study was that, workplace forums are very useful in achieving efficiency in the workplace and that they help in improving trade union activities. The critical view of the study was that there are few workplace forums established in South African industries. This has earlier been confirmed by the HRSC surveys conducted in 1997. This showed that, the industries should provide some possible measures for the establishment of the workplace forums in order to reduce industrial unrest. But the problem is that trade unions did not encourage this because they see workplace forum as a threat to them. Special attention was on workplace forum because it was taken as a second channel of representation which intended to be one of the primary instruments of the Act to democratise the workplace. The following recommendations were made: Workplace forums should be established in all industries. Trade unions should be involved in the workplace forums. There should be the prevention of the establishment of other forums within one organisation. Management and workers should work together in order to prevent impending conflict. The researcher was able to propose the following solutions for the purpose of reducing conflict in the workplace: Companies should train managers so that they can handle conflicts and maintain harmony in the workplace. The plan should be communicated and every worker should be involved. A supervisor should be concerned when an employee shows signs of serious personal stress. Companies should have a strong policy that prohibits any form of harassment or threatening behaviour. Companies should develop a crisis management team to handle violent incidents before, during and after they occur. It is hoped that the above recommendations and solutions if implemented, will bring some changes in the workplace. When that happens, the rate of conflict will show a significant decline. This will contribute towards the general enhancement of the quality of working life in industries.

Magister Philosophiae - MPhil / The main objective of this research is to asses the effectiveness of the channels (collective bargaining and workplace forums) created by the LRA for employee‟s participation in decision making in the mining sector. Problems related to employee participation will be examined to determine whether they are structural or due to shortcomings in the LRA. If it is found that there are shortcomings of the labour legislation in this regard, recommendations on how the shortcoming can be addressed will be made. The significance of this research paper is that it attempts to determine the efficacy of the current statutorily protected channels for employee participation in the mining sector against the backdrop of prevalent theories on employee participation. Although many labour law authors have commented on the role of workplace forums in South Africa, the relative advantages of workplace forums have not been analysed through the lens of the theories on employee participation