Participation has been defined as a process which allows employees to exert some influence over their work and

the conditions under which they work Alternatively a process in which influence on decision making is shared between hierarchical superiors and their subordinates Employee participation involves workers exerting a countervailing and upward pressure on management control, which need not imply unity of purpose between managers and non-managers

Employee involvement is, perceived to be a softer form of participation, implying a commonality of interest between employees and management, and stressing that involvement should be directed at the workforce as a whole.

Participation may take two forms;1) Ascending Participation- workers may be given an opportunity to influence managerial decisions at higher levels through elected representatives to joint councils or the board of directors of the company. 2) Descending Participation- workers may be given more power to plan and to make decisions about their own work.

The participation has to be at different levels of management, at the shop-floor level, at the department level, and at the top level. It underscores the willing acceptance of responsibilities by the body of workers It is conducted through different forums and practices which provide association of worker representatives.

Increasing productivity for the general benefit of the enterprise, employees and community Giving employee a better understanding of their role in the working of the industry. Satisfying the workers urge for self expression Achieving industrial peace, better relations, and increased cooperation Development of leaders from within the industry

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It has earned great importance in the recent years due to the following Advantages;Reduced Industrial Unrest Reduced misunderstanding Increased organization balance Improved communication Higher Productivity Increased Commitment Industrial democracy Less Resistance to change

Influencing through Information Sharingsubordinates are allowed to have a say in or to influence decision making. Joint-Decision Making- Actual decision making by the workers and not a mere say. Self-Control- subordinates exercise control on decision-making mechanism.

This includes;1. Works Committee 2. Joint Management Council 3. Collective Bargaining 4. Co-partnership 5. Worker-Director 6. Suggestion Scheme 7. Grievance Procedure 8. Quality Circle

It consists of equal number of representatives of both employees and workers. It meets for frequent discussion on common problems of the workers and management Joint decisions are taken and such decisions are binding on both the parties. They are extremely popular in France and England In India there is a statutory provision for the establishment of work committees under the Industrial Disputes Act 1947.

It was started in the Uk It involves setting up of joint committees represented by the workers and the management to discuss and give suggestions for improvements with regard to matters of mutual interest The decisions are not binding on either party yet they are implemented as they are arrived at by the mutual consultation. It includes problem areas such as labour welfare, safety measures working hours etc.

It is an industrial relation process in which employees through their elected leaders participate on equal basis with management in negotiating labour agreements, in administering the agreements and in redressing the grievances of workers

In this workers are allowed to purchase shares of the company and thus become its co-owners. They can participate in the management of the company through their elected representatives on board of directors They can also attend general meetings of shareholders and exercise their voting rights

It means that a worker representative is being given a seat on the board of directors However the countries like britain and USA where the trade unions are strong, rejects this Idea. According to them, this would simply cause a confusion of roles and the unfortunate worker-Director would not be able to reconcile his position as a trade unionist representing the workers interest with himself being a member of the management A worker-Director would be in minority and thus his views would carry little weight. And he may be an effective leader but not necessarily an effective manager

The workers are encouraged to give their suggestions related to the administrative matters and their suggestions are considered carefully and accepted, if found suitable. Rewards are also given to those who give constructive suggestions Suggestion boxes are kept in all departments Suggestions are collected every month and suitable decisions are taken jointly by a committee consisting of representing of workers and management.

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It is established for an early settlement of workers grievances. In India sec 9-C of the Industrial disputes Act provides that in every establishment in which 100 or more workers are employed or have employed on any day in the preceding twelve months, the employer shall set up a time bound grievance redressal procedure. The Model Grievance Procedure evolved by the 15th Indian Labour conference has three tier system for the settlement of grievances at the level of The immediate supervisor Departmental head The bipartite grievance committee representing the management and the union

If the grievance committee is not able to redress the grievance, there is provision for appeal to the CEO of the organization There are successive time bound steps, each leading to the next-step in case of nonredressal of the grievances

Voluntary participation by the workers in the direction of quality improvement and selfdevelopment It started in Japan in 1962 and then spread to other countries including India Autonomous units are led by a supervisor, or a senior worker and organized as work units. Weekly meetings to discuss, analyse and propose solutions for ongoing problems.

Democratic Attitude of Management Strong Union Mutual Trust and Faith Clarity of objectives of Workers Participation Continuity Cordial Industrial Relations Training in Participation

Progressive Management A truly representative, enlightened and strong trade union should come into being and should function strictly on constitutional lines There should be unanimity between labour and management on the basic objectives of the organization and a mutual recognition of their rights and obligations. Atmosphere of trust to be created Both the workers and the management should be made conscious of the benefits of participation Only one union should be recognised in each industrial unit so that inter-union rivalry does not take place.

Thank-You