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    Modes of Workers Participation: 1. Works Committee

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    yamini06
    1. The document discusses various modes of workers' participation in management in India including works committees, joint management councils, suggestion schemes, worker directors, co-partnership, quality circles, collective bargaining, joint councils, and shop councils. 2. It notes that while schemes have been initiated by the government, there is a lack of interest from both unions and employers. Workers also do not feel the need to participate, seeing themselves as meant to serve rather than rule. 3. For participation to be effective, both management and workers need education and training, clear objectives, participation at all levels of decision-making, and effective consultation and communication between the two parties.

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    Modes of Workers Participation: 1. Works Committee

    Uploaded by

    yamini06
    1K views15 pages
    1. The document discusses various modes of workers' participation in management in India including works committees, joint management councils, suggestion schemes, worker directors, co-partnership, quality circles, collective bargaining, joint councils, and shop councils. 2. It notes that while schemes have been initiated by the government, there is a lack of interest from both unions and employers. Workers also do not feel the need to participate, seeing themselves as meant to serve rather than rule. 3. For participation to be effective, both management and workers need education and training, clear objectives, participation at all levels of decision-making, and effective consultation and communication between the two parties.

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    1. The document discusses various modes of workers' participation in management in India including works committees, joint management councils, suggestion schemes, worker directors, co-partnership, quality circles, collective bargaining, joint councils, and shop councils. 2. It notes that while schemes have been initiated by the government, there is a lack of interest from both unions and employers. Workers also do not feel the need to participate, seeing themselves as meant to serve rather than rule. 3. For participation to be effective, both management and workers need education and training, clear objectives, participation at all levels of decision-making, and effective consultation and communication between the two parties.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    1K views15 pages

    Modes of Workers Participation: 1. Works Committee

    Uploaded by

    yamini06
    1. The document discusses various modes of workers' participation in management in India including works committees, joint management councils, suggestion schemes, worker directors, co-partnership, quality circles, collective bargaining, joint councils, and shop councils. 2. It notes that while schemes have been initiated by the government, there is a lack of interest from both unions and employers. Workers also do not feel the need to participate, seeing themselves as meant to serve rather than rule. 3. For participation to be effective, both management and workers need education and training, clear objectives, participation at all levels of decision-making, and effective consultation and communication between the two parties.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 15

    Modes of workers

    participation
    1. Works committee:
    Under the Industrial Disputes Act, 1947,
    every establishment employing 100 or more
    workers is required to constitute a works
    committee. Such a committee consists of
    equal number of representatives from the
    employer and the employees.
    The main purpose of this committee is to
    provide measures for securing and preserving
    amity and good relations between the
    employer and the employees.

    Functions:Works committee deals with

    matters of day-to-day functioning at the shop


    floor level. Works committees are concerned
    with:
    Conditions of work such as ventilation,
    lighting and sanitation.
    Amenities such as drinking water, canteens,
    dining rooms, medical and health services.
    Educational and recreational activities.
    Safety measures, accident prevention
    mechanisms etc.

    2.Joint Management Councils :Under this


    system Joint Management Councils are constituted at
    the plant level.
    These councils were setup as early as 1958.
    These councils consist of equal number of
    representatives of the employers and employees, not
    exceeding 12 at the plant level.
    The plant should employat least500 workers. The
    council discusses various matters relating to the
    working of the industry.
    This council is entrusted with the responsibility of
    administering welfare measures, supervision of safety
    and health schemes, scheduling of working hours,
    rewards for suggestions etc.

    Wages, bonus, personal problems of the

    workers are outside the scope of Joint


    management councils.
    The council is to take up issues related to
    accident prevention, management of
    canteens, water, meals, revision of work rules,
    absenteeism, indiscipline etc.

    3. Suggestion schemes:Participation of workers


    can take place through suggestion scheme.
    Under this method workers are invited and encouraged to
    offer suggestions for improving the working of the enterprise.
    A suggestion box is installed and any worker can write his
    suggestions and drop them in the box.
    Periodically all the suggestions are scrutinized by the
    suggestion committee or suggestion screening committee.
    The committee is constituted by equal representation from
    the management and the workers.
    The committee screens various suggestions received from the
    workers. Good suggestions are accepted for implementation
    and suitable awards are given to the concerned workers.
    Suggestion schemes encourage workers interest in the
    functioning of an enterprise.

    4. Worker- director:Under this method, one or two


    representatives of workers are nominated or elected
    to the Board of Directors.
    This is the full-fledged and highest form of workers
    participation in management. The basic idea behind
    this method is that the representation of workers at
    the top-level would usher Industrial Democracy,
    congenial employee-employer relations and safeguard
    the workers interests.
    The Government of India introduced this scheme in
    several public sector enterprises such as Hindustan
    Antibiotics, Hindustan Organic Chemicals Ltd etc.
    However the scheme of appointment of such a
    director from among the employees failed miserably
    and the scheme was subsequently dropped.

    5. Co-partnership:
    Co-partnership involves employees participation in the share capital of a

    company in which they are employed.


    By virtue of their being shareholders, they have the right to participate in the

    management of the company. Shares of the company can be acquired by


    workers making cash payment or by way of stock options scheme.

    6. Quality Circles:
    Concept originated in Japan in the early 1960s and has now spread all over the

    world.
    A QC consists of seven to ten people from the same work area who meet
    regularly to define, analyze, and solve quality and related problems in their area.
    Training in problem-solving techniques is provided to the members.
    QCs are said to provide quick, concrete, and impressive results when correctly
    implemented.
    Employees become involved in decision-making, acquire communication and
    analytical skills and improve efficiency of the work place.

    7. Collective Bargaining:
    Through the process of CB, management and
    workers may reach collective agreement
    regarding rules for the formulation and
    termination of the contract of employment, as
    well as conditions of service in an establishment.
    Even though these agreements are not legally
    binding, they do have some force. For CB to work,
    the workers and the employers representatives
    need to bargain in the right spirit.

    6.Joint Councils:The joint councils are constituted


    for the whole unit, in every Industrial Unit
    employing 500 or more workers, there should be a
    Joint Council for the whole unit.
    Only such persons who are actually engaged in
    the unit shall be the members of Joint Council.
    A joint council shall meet at least once in a
    quarter. The chief executive of the unit shall be
    the chairperson of the joint council.
    The vice-chairman of the joint council will be
    nominated by the worker members of the council.
    The decisions of the Joint Council shall be based
    on the consensus and not on the basis of voting.

    7. Shop councils:Government of India on the 30thof October 1975


    announced a new scheme in WPM. In every Industrial establishment
    employing 500 or more workmen, the employer shall constitute a
    shop council.
    Shop council represents each department or a shop in a unit. Each
    shop council consists of an equal number of representatives from
    both employer and employees.
    The employers representatives will be nominated by the
    management and must consist of persons within the establishment.
    The workers representatives will be from among the workers of the
    department or shop concerned. The total number of employees
    may not exceed 12.

    4.Schemes of workers participation have been initiated and

    sponsored by the Government. However, there has been a lack of


    interest and initiative on the part of both the trade unions and
    employers.
    5.In India, labour laws regulate virtually all terms and
    conditions of employment at the workplace. Workers do not feel
    the urge to participate in management, having an innate feeling
    that they are born to serve and not to rule.
    6.The focus has always been on participation at the higher
    levels, lower levels have never been allowed to participate much
    in the decision-making in the organizations.
    7.The unwillingness of the employer to share powers with the
    workers representatives, the disinterest of the workers and the
    perfunctory attitude of the government towards participation in
    management act as stumbling blocks in the way of promotion of
    participative management.

    Measures for making Participation effective:


    1.Employer should adopt a progressive outlook. They

    should consider the industry as a joint endeavourin which


    workers have an equal say. Workers should be provided
    and enlightened about the benefits of their participation in
    the management.
    2.Employers and workers should agree on the
    objectives of the industry. They should recognize and
    respect the rights of each other.
    3.Workers and their representatives should be
    provided education and training in the philosophy and
    process of participative management. Workers should be
    made aware of the benefits of participative management.

    4.There should be effective

    communication between workers and


    management and effective consultation of
    workers by the management in decisions that
    have an impact on them.
    5.Participation should be a continuous
    process. To begin with, participation should
    start at the operating level of management.
    6.A mutual co-operation and commitment
    to participation must be developed by both
    management and labour.

    Pre-requisites for Effetive Participation


    The pre-requisites for the success of any scheme of

    participative management are the following:


    Firstly, there should be a strong, democratic and
    representative unionism for the success of participative
    management.
    Secondly, there should be mutually-agreed and clearlyformulated objectives for participation to succeed.
    Thirdly, there should be a feeling of participation at all
    levels.
    Fourthly, there should be effective consultation of the
    workers by the management.

    Fifthly, both the management and the workers must have full

    faith in the soundness of the philosophy underlying the concept


    of labour participation.
    Sixthly, till the participative structure is fully accepted by the
    parties, legislative support is necessary to ensure that rights of
    each other are recognised and protected.
    Seventhly, education and training make a significant
    contribution to the purposeful working of participative
    management.
    Lastly, forums of participation, areas of participation and
    guidelines for implementation of decisions should be specific
    and there should be prompt follow-up action and feedback.

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