Employee participation is the process whereby employees are involved in decision making processes, rather than simply acting on orders. Employee participation is part of a process of empowerment in the workplace. It is important for employees to participate effectively in decision making, and strengthen their level of influence to all existing structures. The main aim of the study was to ascertain the impact of participation in decision making at Engen and whether employees are satisfied with their current participa tion in the organization. The study used non-probability sampling and the sample comprised of one hundred respondents who are employees at Engen in Durban office, Kwazulu-Natal. This office was selected because it was convenient for the researcher and respondents were easily available and accessible. Of the sample, 34.2% of respondents are Sales staff and a total of 28.9% of respondents worked for 0-5 years for the company and 23.7% have worked for 6-10 years. The results of the study revealed that 55.3% of respondents do participate in decision making within the organization, 57.9% of respondents find direct participation more effective. A salient finding of the study was that 55.3% of respondents feel employee participation is important in decision making and considering everything 47.4% of respondents are satisfied with employee participation. The recommendations to South African employees are to be equipped with enough relevant information to enable them effective participation in organizational affairs. South African employees must improve skills and competencies required for effective employee participation. Organization need to develop and enact Participation in decision making policies and procedures that are aligned to Labour Relations Act. Management must sufficiently acknowledge the contribution made by employees to participation in decision making process. The government must promote the concept of employee participation in all work places. This could be done through workshops, seminars and information dissemination amongst all employees and trade unions. The Labour Relations Act 66 (1995) be written in simplified English and be translated in all other official languages so that it can be easily unders tood by all stakeholders.

Thesis (MBA)-University of KwaZulu-Natal, Westville, 2010.