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WORKER'S

PARTICIPATION IN INDIA.
Causes Of Poor Industrial Relations
Between Employer And Employees:-



Poor I.RS
Economic causes Managerial Causes Political causes
Other causes
a) wages.
b) Dearness Allowance and Bonus.
c) High Industrial profits.
d) Working condition and Working hours.
e) Modernization and Automation of plant
and machinery.
f) Demand for other facilities.
a) Denial of recognition to Trade Unions.
b) Defective recruitment policies.
c) Irregular Lay-Off and retrenchment.
d) Defiance of agreement and codes.
e) Defective Leadership.
f) Weak Trade Unions.

a) Influence of Politicians.
a) Sympathetic Strike etc

1)Reduces industrial disputes.
2) High morale.
3) Mental revolution.
4) New Programmes.
5) Reduced wastage.
Introduction of Workers
Participation in Management.
Definition,
It implies a situation where
workers representatives are ,to some
extent, involved in the process of
management decision making ,but where
the ultimate power is in the hands of
management.
..Ian Clegg.
i) An instrument.
ii) A device
iii) A means.
iv) A humanitarian act..
v) An ideological point of view.
Objectives of Workers
Participation in Management.
i) Economic objective.
ii) Social objectives.
iii) Psychological objectives.
1) Mutual understanding.
2) Increase in production.
3) Eliminating industrial disputes.
4) Increase efficiency of workers.
5) No outside intervention.
6) Industrial democracy.
7) No resistance of change.
8)Creativity of employees can be spotted out.

1) Workers are inefficient.
2) No participation possible in
complicated problems.
3) Weak trade unions.

WPM at operational
Level.
Joint management
council
Shop councils and
Joint councils
Joint management
council

Formation of Joint Management Councils
consisting of equal representatives of workers
and management was accepted by the Indian
National Congress with the overall goal of a
socialistic patterns of society in 1954.

Setting up such councils was purely on
voluntary basis and with a consultative
function. Some of its important objectives were;
1) To serve as an authentic channel of
communication between the employees
and the management.

2) To create a sense of participation
amongst workmen.

3) To encourage suggestions from
employees.
4) To help increase production and in
general productivity.

5) To improve the working and living
conditions of employees.
The Management were to consult with
the councils on matters relating to
introduction of new methods of
production and administration of standing
orders and their amendments.

The councils had the right to receive the
information about the economic status of
the enterprise, marketing, production and
sales programmers, methods of
manufacture and work, annual balance
sheet and profit and loss statement, and
general working, present and future ,of
the enterprise, which would help the
members of the council to use this
information while making some useful
suggestions to the management
Though initially very enthusiastic in their
approach, the councils lost favour soon,
both with management and the trade
unions, due to hostile attitude of the trade
unions, lack of interest by the workers
,and the indifference of the management.
Shop councils and
Joint councils

This disinterest and subsequent development
were mainly on account of the fact that,
although the worker is recognized as a partner
of the management in joint bodies, he is not an
equal partner in reality.

He cannot be so because he is subordinate to
management by the entire system of
responsibility, duty ,control and obligation.
However ,interest in the field of workers'
participation was again revived in
october,1975 under the 20-point
economic programme.A scheme
provided a two-tier model-shop council at
the plant level and joint council at the
enterprise level.
Shop council will attend to matters
such as increasing production ,overall
efficiency of the shop/department ,control
of wastetage, absenteeism on shop,
safety and general maintenance of
discipline,welfare,health measures etc.




The Joint Council will deal with
matters like optimum production,
efficiency and fixation of productivity
norms of machines and
men,workplanning and achieving
production targets, development of skills
of operatives, schedules of working hours
and holidays, rewards on valuable
suggestions etc.
Within next two years ,the government
extended this scheme to commercial and
service organization in public sector also.


The basic objective was to generate
mutual trust and confidence between the
workers and the management ,to
promote active involvement of workers in
the entire production process.


Suggestion to make WPM Schemes
Successful in INDIA.

The success of any scheme of participative
management is dependent on some of the
basic points regarding work environment
,which are as under:

There should be a strong, demographic and
representative unionnism,without any political
forces and multiplicity in unions.
Formation of mutually agreed and clearly spelt
objectives for participation, with emphasis on
autonomy and satisfaction of higher needs of
the workers.

Creation of working environment conducive to
participation ,without much rigid hierarchical
structure and close supervision.

Ensure complete sharing of information which
shall ensure effective consultations and
formation of policies.
Both parties should develop their attitude
and outlook, and must have full faith in
the soundness of this concept.

Rights of each other are recognized and
protected by the presence of legal
framework, thought is not used often.





THANK YOU

Forms of WPM
Works Committees.
Joint Management Councils.
Workers Representatives on the Board of
Management.
Shop Councils.
Joint Councils.
Unit Councils.
Other Forms of WPM,
1) Suggestion Schemes.
2) WP in Equity Capital.


3) Information Sharing model.
4) Consultation Model.
5)Association of Workers models.
6)Collective Bargaining Model.
7) Workers self Management model.
8) Descending Participation model.
9) Workers self management Model.

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