EMPLOYEE PARTICIPATION

Decision taking is an autonomous ,individual action

Decision-making is a group process,based on consultation
and communication withnthe concerned members of the group

Participation
This entails responsibility and accountability

Association
This entails giving inputs for decisions,but not being responsible
or accountable for decisions

Constitutional and legal framework

The constitution of india guarantees seven freedoms
Amendement to the constitution of india,providing for workers
participation in management Was included as a
directive principles of state policy(Article 43A)

Purpose and forms of participation

Communication
Consultation
Participation
Joint decision-making

Indirect representatives vs direct participation

Gazette notification provide for indirect participation by the
representatives of workers. the representatives are usually workers.
Direct participation would mean opportunity for each and every
worker to participate in management through a variety of
mechanisms like suggestion schemes,small group activity,
quality circles etc..

Levels of indirect participation-various

schemes:
Include:
Works committees,1947
The joint management councils aarising out of the industrial
policy resolution(1956)
joint management councils(JMC),1958
Employee directors in nationalized banks,1970
Amendement to the constitution and the 1975 scheme
Scheme of workers participation in management,1977
The 1983 scheme
Workers share in equity,1985
1990 bill
Worker directors

Participation vs collective bargaining

Realization about the need take place by transforming the
traditional adversarial industrial relations into a cooperative
mould to build a new vibrant,and competitive
economy/enterprise.

Parallel structure for direct participation

Trade unions prefer employee participation to be routed through
the union.
Management are comfortable with employee participation
without unions

Two-way communications
Top down
Bottom up

Suggestion schemes
It is east to introduce a suggestion scheme,but difficult to sustain it

Continuous improvement
The common method of introducing schemes of contininous
improvement is through small group activities and quality
control circles
The outcome of continuous improvement is work simplification
on a continuous basis

Employee participation,involvement,and
empowerment
Participation is an opportuninty to take part in something,
Involvement is putting ones heart and soul into it
Empowerment is taking charge,excercising control,and
owning responsibility

The 5S concept
This refers to five aspects of good house-keeping practices which
are within the realm of the workforce
Shitseke:discipline
Seiton:orderliness
Seiketsu:cleanliness
Seiri:Clearing
Seiso:Sweeping/washing

The PDCA concept

this refers to a four step process that most Japanese firms use
for improving organizational effectiveness.they are:
Plan:to set a target that can be achieved with effort based on
past performance
Do:work to meet the target
Check:checking whether the target is achieved or not to find the
cause when there it is difficulty in achieving the target
Act:action is taken to remove the difficulties or to modify the target

Labour - Management Cooperation

Labour management cooperation is a state of
relations where labour and management work
hand - in - hand to accomplish certain goals using
mutually acceptable means.
It is the outcome of a continuing process of
enhancing mutual trust and respect through.
Information sharing
Discussion
Consultation
Negotiations.

Why is there a need for labour and

management to cooperate ?

Because labour and management

are social partners sharing a
common interest in the success and
growth of the enterprise and the
economy
To promote workers participation in decision
making processes.
To create a labour relations climate conductive to
productivity improvement.
To improve the quality of working life.

On the shop floor

* Joint programmes of cooperation or
"working together " on the shop floor
are usually know as "quality of work
life "(QWL) programmes.
* QWL programmes started in the
year 1970's with small groups of 10 to
15 workers meeting in problem
solving sessions, during company
time, once a week for about an hour .

Participation in Turnaround of sick

units
One sees a tendency for conflictual
relations to make way for cooperative
and collaborative relations.
Combination of factors seems to
minimize and , in several instances ,
marginalize unions.
Promoting information sharing,
consultation, and other forms of
employee participation/involvement.

Financial Participation
Adversarial labour-management
relations.
Lack of transparency and trust
between labour and management
Lack of clarity about thr true
purpose of consultation and
cooperation

Role of employers and management

Two way communication,
information sharing, and
transparent management are
prerequisities for developing a
problem-solving approach, mutual
trust/understanding and shared
values,as well as belifs and
objectives.

Role of trade unions and workers

Workers and unions should be aware of their
rights and duties and roles and responsibilities.
Workers and unions should adopt a problem solving approach.
Workers and unions should develop and sharpen
their communication skills both analytical and
presentation.