25-08-2017, 09:32 PM
PARTICIPATION AND EMPOWERMENT
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INTRODUCTION
Decision making through a small group of representative employees ,designed to encourage increased commitment to the organisations success. Participation has a unique motivational power and a great psychological value. It promotes harmony and peace between workers and management. Workers’ participation in management aims at improving the quality of working life and thereby secure cooperation and commitment from workers.
Workers’ Participation in Management: Different Views
An instrument for establishing harmonious industrial relations
A device for promoting solidarity among workers
A way of tapping human talent by encouraging workers to come out with ideas and suggestions
A means of motivating workers and obtain the best from them
A humanitarian act, elevating the status of worker in the society
An ideological weapon to develop self-management
Forms of Participation
WPM is generally interpreted in four different ways
Sharing information with workers
Joint consultation prior to decision making (workers consulted, taken into confidence, suggestions invited to solve an issue)
Sharing information, offering participation and involving workers in the joint decision making process while solving work related problems.
Involving workers in all strategic, policy and operational issue, treating them as equal partners with equal voting encouraging workers to self-manage and self-control activities.
Government Policy Towards Workers’ Participation
The participation of workers in management is not a novel idea, imported from outside. It has native flavour and is being favoured by corporate houses in India even before Independence.
Mill committees, of course, were there to take care of workers' grievances.
The Royal Commission on Labour recommended the establishment of a joint consultative machinery for settling disputes between labour and management.
The Industrial Disputes Act, 1947 created a formal mechanism through the Works Committees to resolve differences between labour and management over matters relating to conditions of work.
The Second Five Year Plan advocated the setting up of Joint Management Councils
Government Policy Towards Workers’ Participation
The idea of workers assuming the role of a board member came into being in 1970s. The scheme required verification of trade union membership, identification of the representative union and the selection of a worker director who is chosen out of a panel of three names furnished to the government by the representative union within a prescribed time period.
Shop and joint councils gained popularity from 1975 on wards. The joint council would be constituted, comprising of representatives from both management and labour, for a period of two years.
From 1990 on wards, a three-tier participatory scheme as proposed: g iving participation to workers at three levels: shop floor, enterprise and board level.
Effective Workers’ Participation In Management
In order to make the scheme more effective, certain conditions should be satisfied
Managerial attitudes
Union cooperation
Meaningful participation
Workers' attitudes
The scheme, however, proved to be a big hit in some well-known public and private sector organisations (such as TISCO, BHEL, MARUTI) where both management and workers were willing to invest their time and energies in ensuring the success of the scheme.
Improving the quality of working life
Better employment conditions governing employee safety, health and physical environment
Equitable rewards in terms of pay, benefits, incentives and services
Job security
Enhancing the self-esteem of people
Participative climate and team spirit
Training to employees, managers and supervisors
Autonomy to draw resources and deliver results
Recognition for work done
Job design and job enrichment
Open and transparent management style
Atmosphere of trust and open communication.