The technique of the worker's participation in management has been regarded as a powerful behavioral tool for managing the industrial relations system. For management, "it is joint consultations prior to decision making" for labourers, it is just like co-decision or co-determination. The broad goal of participation is to change basically the organizational aspect of production and transfer the management function entirely to the workers.
The technique of the worker's participation in management has been regarded as a powerful behavioral tool for managing the industrial relations system. For management, "it is joint consultations prior to decision making" for labourers, it is just like co-decision or co-determination. The broad goal of participation is to change basically the organizational aspect of production and transfer the management function entirely to the workers.
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The technique of the worker's participation in management has been regarded as a powerful behavioral tool for managing the industrial relations system. For management, "it is joint consultations prior to decision making" for labourers, it is just like co-decision or co-determination. The broad goal of participation is to change basically the organizational aspect of production and transfer the management function entirely to the workers.
Copyright:
Attribution Non-Commercial (BY-NC)
Available Formats
Download as DOC, PDF, TXT or read online from Scribd
Within the last four decades n the realm of HRM, the technique of the worker’s participation in management has been regarded as a powerful behavioral tool for managing the industrial relations system.
For management, “It is joint consultations prior to decision making”.
The management experts and executives look upon it as “a tool for improving the overall performance of an enterprise.” For them, it means that workers are given an opportunity to take part in those decisions which affect their working conditions, their very jobs and this participation paves the way to harmonious industrial relations which are conducive to increasing productivity and efficiency. For labourers, it is just like co-decision or co-determination. The concept of workers’ participation in management crystallizes the concept of industrial democracy, and indicates an attempt on the part of an employer to build his employees into a team which works towards the realization of a common objective.
Gains:
• The participation enhances employees ability to influence,
decision making at different tiers of the Organizational hierarchy with concomitant (GOING TOGETHER) assumption of responsibility, • The participation has to be at different levels of management:
1. At the shop floor level,
2. At the departmental level, and 3. At the board level.
• The participation incorporates the willing acceptance of
responsibilities by the body of workers. As they become a party to decision making, they have to commit themselves to the implementation of decisions made,
• The participation is conducted through the mechanism of forums
and practices which provide for the association of workers’ representatives, • The broad goal of participation is to change basically the organizational aspect of production and transfer the management function entirely to the workers so that they can experience intricacies of “auto management”.
Evolution of the Concept:
The employers’ realization of the need for workers’
participation in management was considerably influenced by the following factors:
• The increased use of technology in the industry has
necessitated the growing co-operation of workers because of the complex operation of the production; • The changed view that employees are no longer servants but are equal partners with their employers in their efforts to attain the goals of the enterprise, • The growth of the Trade Unions which safe guard the interest of the workmen and protect them against possible exploitation by their employers; • The growing interest of the government in the development of industries and the welfare of workers; and • The need for increased and uninterrupted production which can be achieved only when there is a contented labour class.
Objectives of Workers’ Participation in Management:
In the words of Gosep, workers’ participation may be viewed as:
• An instrument of improving the efficiency of enterprises, and
establishing harmonious industrial relations, • By getting employees’ suggestions and by improving attitudes towards work and the organizations, • A means for attaining industrial peace and harmony which lead to higher productivity and increased production; • A humanitarian act, giving the worker an acceptable status within the working community and a sense of purpose in his activity, • An ideological point of view to develop self management in industry.