Abstract
Within an employment context, majoritarianism necessitates that all legally enforceable organisational rights, including collective bargaining, is only fully enjoyed by majority trade unions in the workplace. Consequently, minority or lesser unions are excluded from collective bargaining processes. This paper's objective was to determine possible restrictions that majoritarianism has on effective collective bargaining in South Africa. To realise this objective, a qualitative phenomenological research design was adopted, where semi-structured interviews were conducted to collect data from research participants. In total, twelve research participants contributed to the study. Results of the present study revealed that participants attribute union rivalry to majoritarianism, where a negative organisational culture emerges characterised by superiority and inferiority complexes, leading to the loss of valuable contributions by minority unions in collective bargaining processes. It is recommended that organisations increase employee participation and inclusivity in the workplace, characterised by broader organisational engagements and a neutral management approach to union relations. Moreover, all trade unions should adopt a macro-focused approach to collective bargaining, considering the sustainability of both the organisation and individual employment prospects.