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Worker's Participation in Management

This document discusses worker participation in management in India. It defines worker participation as employees being involved in the decision-making process. The objectives of worker participation are listed as elevating worker status, promoting democracy, and increasing productivity. Some common forms of participation discussed are works committees and collective bargaining. However, there are also loopholes, such as lack of competence or interest from workers' representatives. The document examines whether worker participation in management is a myth or reality in India.

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Siddhartha Modak
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57 views

Worker's Participation in Management

This document discusses worker participation in management in India. It defines worker participation as employees being involved in the decision-making process. The objectives of worker participation are listed as elevating worker status, promoting democracy, and increasing productivity. Some common forms of participation discussed are works committees and collective bargaining. However, there are also loopholes, such as lack of competence or interest from workers' representatives. The document examines whether worker participation in management is a myth or reality in India.

Uploaded by

Siddhartha Modak
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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“WORKER’S PARTICIPATION

IN MANAGEMENT”- MYTH OR
REALITY

Presented by:
Agnivo Paul(13)
Siddhartha Modak(14)
Sharmistha Paul(15)
Saikat Bose(16)
Sumi Chakraborty(17)
Sounak Sengupta
Definition of WPM
 This is a mechanism or platform where the employees
can participate in decision making process with
management.
 A system of communication and consultation, either
formal or informal between management and
employee’s representative through which the
employee’s communication is alive.
WPM
 Participation refers to the mental and emotional
involvement of an employee in a group situation which
encourages him to contribute to group goals and share
the responsibility of achievement.
 Participation in management gives a worker a sense of
importance, pride and accomplishment.
 It satisfies psychological need of an employee in
workplace.
 It ensures employee commitment in implementation
oi joint decision taking by management with them.
Objectives
 To elevate worker’s status in industry.
 To promote democratic practice.
 To create congenial work environment.
 To ensure proper training and education.
 To increase productivity with joint efforts.
 To promote cordial relations.
 To build a trust among workers and management.
 To ensure smooth implementation of decision.
Importance of WPM
 Mutual understanding.
 Higher Productivity.
 Industrial harmony.
 Rationalization.
 Employee engagement.
 Industrial democracy.
 Less resistance to change.
 Creativity and innovation.
Forms of participation
 Consultative participation
 Informative participation
 Administrative participation
 Associative Participation
 Decision or Decisive participation
Forum of WPM
 Works committee
 Collective bargaining
 Shop council
 Production committee
 Safety committee
 Joint management council
 Quality circle
 Recreation committee
 Kizen
Loopholes in forum of WPM
 Loopholes in CB- The process of CB cannot be called
EPM in its strongest sense as in reality because-
- CB based on the crude concept of
exercising power for the benefit of one party.
- EPM on other hand, brings both the
parties together and develops appropriate mutual
understanding.
Loopholes in forum of WPM
 Loopholes in works committee-
- Lack of competence and interest on the
part of worker’s representative.
- Employee consider it below there dignity
and status to sit alongside blue-collar workers.
- Lack of feedback on performance of works
committee.
Loopholes in forum of WPM
 Loopholes in Board Representation-
- Focus of worker’s representative is
different from the focus of remaining member of the
board.
- The worker may be less effective with the
other members of the board in dealing with employee
matters.
- Due to differences in cultural, educational
background and behavior the employee’s
representative may feel inferior to the other members.
WPM in India
 In 1920 Mahatma Gandhi suggested that workers
contributed labour and brains, while shareholders
contributed money to enterprise, and that both
should, therefore share in its prosperity.
 The influence of Mahatma Gandhi bore fruit and for
the first time joint consultation was adopted in the
Cotton Textile Industry.
WPM in India
 Worker’s participation in Management Bill, 1990 was
introduced in parliament which provided scope for
upliftment of workers.
 The industrial Policy Resolution had suggested the
labour should be consulted in all matter concerning
industrial production & works committees.
Is WPM myth or reality?
Is WPM myth or reality?
Is WPM myth or reality?
Reason for failure of WPM in India
 Lack of trust and confidence between parties.
 Inter union and intra union rivalry.
 Educational background of workmen’s representative.
 Master- Servant relationship.
 Ideological differences.
 Delay in implementation.
 Unwillingness of employer to share powers.
How can WPM be more effective?
 Employer should adopt a progressive outlook. They
should consider the industry as a joint Endeavour.
 Employers and workers should agree on the objectives
of the industry.
 There should be effective communication between
workers and management.
 Participation should be continuous process.
 A mutual co-operation and commitment to
participation must be developed by both management
and workers.

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