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HR Assignment

Workers' participation in management involves workers having influence over managerial decision making through information sharing, joint consultation, and suggestion schemes. There are three main types of participation: [1] information sharing where management solicits worker opinions but makes the final decision, [2] shared decision-making where workers actively participate in decisions, and [3] self-control where workers and management have equal voting rights. For workers' participation to be successful, certain prerequisites are needed like a favorable climate of cooperation, relevant topics of participation, effective communication, and financial costs not exceeding the economic and non-economic benefits of participation.

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40 views

HR Assignment

Workers' participation in management involves workers having influence over managerial decision making through information sharing, joint consultation, and suggestion schemes. There are three main types of participation: [1] information sharing where management solicits worker opinions but makes the final decision, [2] shared decision-making where workers actively participate in decisions, and [3] self-control where workers and management have equal voting rights. For workers' participation to be successful, certain prerequisites are needed like a favorable climate of cooperation, relevant topics of participation, effective communication, and financial costs not exceeding the economic and non-economic benefits of participation.

Uploaded by

susomita
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Question :

VISIT A SERVICE SECTOR, & ENQUIRE


FROM THE MANAGER WHETHER THEY
INVOLVE THEIR OPERATORS IN DAY TO
DAY RUNNING OF BUSINESS.
Workers’ Participation in Management
 John Leitch has defined Industrial Democracy as “the organization of any
factory or other business institution into a little democratic state with a
representative government which shall have both the legislative and
executive phases”.

 In the same manner as political democracy has converted subjects into


citizens, with right of self-determination and self-government, industrial
democracy converts the workers from the mere subjects obeying the orders
of the employers, into citizens of the industrial world, with a right to self-
determination and self-government, that is, representative participation in
making rules and enforcing them. This is known as Workers’ Participation
in Management.

 Workers’ participation in management means giving scope for workers to


influence the managerial decision-making process at different levels by
various forms in the organisation. The principal forms of workers’
participation are information sharing, joint consultation, suggestion
schemes, etc.
Royal Bank Of Scotland GroupManufacturing
 Contact Person :

 Question : Does the Company involve Operators in day to day


running of Business?

 Answer : Yes . Ofcourse


Question : Scope of Workers’ Participation in Management ?

Answer : It can be of 3 types :

 1. Information Sharing. Participation takes place when the


management solicits the opinion of workers before taking a decision.
The management ultimately takes the decision. Workers are given a
say or an opportunity to influence decisions, they play a passive role in
the process of decision-making, but have no final say in the matter.

 2. Sharing Decision-Making. This school holds that participation of


an individual in something occurs when he actively takes part. The
focus here is that there must exist taking part actively..

 3. Self-control. The essential feature of self-control (or management)


is that management and workers are not visualised as two distinct
groups but as active members with equal voting rights
Question : Significance of Workers Participation

 Higher Productivity: The increased productivity is possible only when there exists
fullest co-operation between labour and management. It has been found that poor
labour management relations do not encourage the workers to contribute anything
more than the minimum desirable to retain their jobs. Thus participation of workers
in management is essential to increase industrial productivity.

 Greater Commitment: An important prerequisite for forging greater individual


commitment is the individual’s involvement and opportunity to express himself.
Participation allows individuals to express themselves at the work place rather than
being absorbed into a complex system of rules, procedures and systems. If an
individual knows that he can express his opinion and ideas, a personal sense of
gratification and involvement takes place within him. I am sure you will agree that
participation increases the level of commitment and the employees start relating to
the organisation.
 Improved Decisions. It is seldom, if ever, possible for managers to have knowledge
of all alternatives and all consequences related to the decisions which they must
make. Because of the existence of barriers to the upward flow of information in most
enterprises, much valuable information possessed by subordinates never reaches
their managers. Participation tends to break down the barriers, and makes the
information available to managers. To the extent such information alters the
decisions, the quality of decisions is improved.

 Human Resource Development. Participation provides education to workers in the


management of industry. It fosters initiative and creativity among them. It develops a
sense of responsibility. Informal leaders get an opportunity to reinforce their position
and status by playing an active role in decision-making and by inducing the members
of the group to abide by them.

 Reduced Resistance to Change. Last but not the least, it should be noted that
changes are arbitrarily introduced from above without explanation. Subordinates
tend to feel insecure and take counter measures aimed at sabotage of changes. But
when they have participated in the decision making process, they have had an
opportunity to be heard. They know what to expect and why. Their resistance to
change is reduced.
Question: Pre–requisites for the success of Workers’
Participation in Management
 The overall climate in the organisation should be favourable to workers’
participation. There should be an attitude of mutual co-operation, confidence,
and respect for each other. Management, in particular, should be genuinely
receptive to the labour’s ideas so that the latter can perceive that their ideas
are useful.
 There must be sufficient time to participate before action is required; because
participation in emergent situations is hardly advisable.
 The subject of participation must be relevant to the enterprise; it must
concern something in which both the parties are interested, otherwise the
parties are likely to become indifferent to the process of participation.
 The workers’ representatives should have the ability such as intelligence and
knowledge, to participate. It is not appropriate to ask workers to participate in
technical aspects of the machinery; but they can participate successfully in
problems relating to their work. The contributions made by the workers
should be worthwhile and should benefit the workers in the long run. It
should be in the interest of the management as well! Now maintaining that
balance is not that easy but that is what experience is all about!!
 There must be effective system of communication. Both labour’s representatives
and management’s representatives must be able to understand each other and
express themselves without any inhibitions. The whole idea after all is to be able to
speak out one’s mind and listen to the counterpart’s point of view!
 Participation should not adversely affect the status or authority of the participants.
Managers will not participate, if their authority is threatened. Workers will hesitate
in participating if they think that their status is being adversely affected. In fact for
worker’s participation to be effective, both the management and the labour should
get rid of their ego problems and share their ideas. I am sure that you will agree that
no relationship can continue for long if there are ego clashes. Both the parties should
make efforts to come closer rather than moving away.
 The financial cost of participation should always be lesser than the benefits-both
economic and non-economic-of participation. We all can understand the economic
aspect but as far as the non-economic part is concerned, it will depend on the
organisations. What I can tell you at this point of time is that the pains and pleasures
should be matched! The pleasures should be much more as compared to the pains.

 Participation should be within the framework of overall policy of the enterprise in


question .I am sure you will agree that every decision has to be in line with the
Vision and Mission statements of the organisation.
Thank You….

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