; moreover, it has been noted that the limitation of democracy in the workplace has been out of the control of political leaders; current paper focuses on the examination of the aspects of democracy across organizations, or else, the organisational democracy. Through the research made on the existing literature, it has been proved that organisational democracy is reduced under the influence of the interests of employers; on the other hand, the need for salary has been proved, in most cases, to be stronger than the need for fairer conditions of work. In this context, the phrase of Eihorn that ‘democracy stops at the factory gates’ can be characterized as justified. However, the limitation of freedom in its various aspects cannot lead to the limitation of the fights for fair conditions of life; entrepreneurial interests need to be satisfied – at the level that each enterprise is based on the entrepreneur’s – or the shareholders – investment; however, a balance should exist between the interests of all parties in the workplace; the succession of the capitalist (by a post-capitalist) form of work organisation can be considered as necessary; this succession has been started; the terms of this transition and the characteristics of the post-capitalist form of work organisation are also explained in this paper.
In order to understand the role and the characteristics of national democracy it would be necessary to refer primarily to its definition; in accordance with Salamon (2000, p.147) ‘organisational democracy involves an interrelationship between participative democracy (membership involvement in policy formulation and decision making) and representational democracy (election of representatives to positions of ‘government’ or leadership)’; organizational democracy can refer to all aspects of organizational activities being depended on the organizational environment (internal and external) and the country’s political system and social ethics. The