wpm - extra slides (1).ppt

8/10/2019 WPM - extra slides (1).ppt

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Presented by:-

B. G.



WPM

Worker’s participation is a systemwhere workers and managementshare important information witheach other and participate indecision taking.



WPM encompasses thefollowing:-

•

It provides scope for employees indecision-making of the organi ation.

• !he participation may be at the shop level"departmental level or at the top level.

• !he participation incl#des the willingnessto share the responsibility of theorgani ation by the workers.

• It is cond#cted thro#gh the mechanism offor#ms which provide for association ofworkers representatives.

• It is done to improve self discipline $control among workers $ for the smoothr#nning of management.



De nition of WPM

% system of comm#nication andcons#ltation" either formal orinformal" by which employees of anorgani ation are kept informedabo#t the a&airs of the #ndertakingand thro#gh which they e'presstheir opinion and contrib#te to themanagement decisions.



Participation refers to the mentaland emotional involvement of a

person in a gro#p sit#ation whichenco#rages him to contrib#te togro#p goals and share the

responsibility of achievement.- (eith )avis



Participation in *anagement gives theworker a sense of importance" prideand accomplishment+ it gives him thefreedom of opport#nity for self-e'pression+ a feeling of belongingnesswith the place of work and a sense of

workmanship and creativity.- Walpole



Objective•

!o elevate worker’s stat#s in ind#stry.• !o promote democratic practice.• Increase prod#ctivity with oint

e&orts.• Promote cordial relations.• Prevent e'ploitation of worker’s.•

reate good comm#nication system.• !o b#ild the most dynamic /#man

0eso#rces.



Importance of WPM•

*#t#al #nderstanding• /igher prod#ctivity• Ind#strial harmony• Ind#strial democracy• 1ess resistance to change• reativity $ Innovation



Forms of participation•

ons#ltative participation• Informative participation•

%dministrative participation• %ssociative participation•

)ecision 2 )ecisiveparticipation•

3wnership participation



1 !ons"ltative•

Involves a high degree of sharing of views ofthe members and giving them anopport#nity to e'press their feelings.

• *embers are cons#lted on matters s#ch as:- – Welfare amenities 4work" health5 – %doption of 6ew !echnology – !he problems emanating from it 7afety

meas#res.• 8inal decision always rests with the top-level

management" as employees’ views are onlyadvisory in nat#re.



$ A %ministrative•

Involves a greater degree of sharing ofa#thority and responsibility of themanagement f#nctions.

• It ens#res greater share of workers’participation in discharge of managerialf#nctions.

• mployees take part in decisions" whichwere already taken by the management"there#pon employees have to select thebest from those decisions for the

p#rpose of implementation.



• *embers are given little fora#tonomy in the e'ercise ofadministrative and s#pervisorypowers with regard to ;

– Welfare meas#res –

7#pervision of safety meas#re – 3peration of vocational training $

apprenticeship schemes –

Preparation of sched#les ofworking ho#rs" breaks" holidays – Payment of rewards for val#able

s#ggestions



& Decision•

/ighest form of participation.• *a'im#m delegation of a#thorityand responsibility of managerialf#nction.

• )ecisions m#t#ally taken.• *atters concerned are

– conomic" – Prod#ction – Welfare – 8inancial and – %dministrative policies



' A ssociative• 'tension of cons#ltative

participation• *anagement here is #nder the

moral obligation to accept andimplement the #nanimo#s4agreed5

decisions of the employees.• <nder this method the managers

and workers ointly take decisions.



• ollective :-beca#se both the

employer and the employee act as agro#p rather than as individ#als.• Bargaining :-

beca#se the method of reaching anagreement involves proposals andco#nter proposals" o&ers and

co#nter o&ers and other negotiations.• It is a techni #e adopted by

two parties to reach an

#nderstanding acceptable to both.



(oopholes in !ollective)argaining

• !he process of B cannot be calledWP* in its strongest sense as inreality+

–

B is based on the cr#de concept ofe'ercising power for the bene9t of oneparty.

–

WP*" on the other hand" brings both theparties together and developsappropriate m#t#al #nderstanding andbrings abo#t a mat#re responsiblerelationship.



# Wor*s !ommittees•

<nder the Ind#strial )isp#tes %ct" =K@D" everyestablishment employing =LL or more workersis re #ired to constit#te a works committee

• It consists of e #al n#mber of representatives

from the employer and the employees.• !he main p#rpose of this committee is to

provide meas#res for sec#ring and preservingamity and good relations between theemployer and the employees.

• P#rpose is to promote good I0.• 0epresentatives of employees will be selected

by secret ballot.



F"nctions of Wor*!ommittee

•

Works committee deals with matters of day-to-day f#nctioning at the shop Joor level.Works committees are concerned with:

– onditions of work s#ch as ventilation" lighting and

sanitation. – %menities s#ch as drinking water" canteens" dining

rooms" medical and health services. – d#cational and recreational activities. –

7afety meas#res" accident prevention mechanisms etc. – Promotion – 8estive holidays – Welfare



(oopholes in Wor*s!ommittees

• 1ack of competence and interest onthe part of workers’ representatives.

• mployees consider it below theirdignity and stat#s to sit alongsidebl#e-collar workers.

• 1ack of feedback on performance ofWorks ommittee.

• <nd#e delay and problems inimplementation d#e to advisory nat#reof recommendations.



$ +hop , Department!o"ncil

•

Government of India on the ?L th of3ctober =KD anno#nced a new schemein WP*.

• In every Ind#strial establishmentemploying LL or more workmen" theemployer shall constit#te a shopco#ncil.

•

7hop co#ncil represents eachdepartment or a shop in a #nit.• ach shop co#ncil consists of an e #al

n#mber of representatives from bothemployer and employees.



• !he employers’ representatives will benominated by the management and m#stconsist of persons within theestablishment.

• !he workers’ representatives will be fromamong the workers of the department or

shop concerned.• !he total n#mber of employees may not

e'ceed =>.•

%ll decisions taken will be implementedwithin one month.• )#ration of 7hop co#ncil is two months.• 7hop co#ncil has to meet at least once in a

month.



F"nctions of +hop!o"ncil

• %ssist management in achieving monthlyprod#ction targets.

• Improve prod#ction and eMciency" incl#dingelimination of wastage of man power.

• 7t#dy absenteeism in the shop or departmentand recommend steps to red#ce it.

• 7#ggest health" safety and welfare meas#resto be adopted for smooth f#nctioning of sta&.

• 1ook after physical conditions of working s#chas lighting" ventilation" noise and d#st.

• ns#re proper Jow of ade #ate two waycomm#nication between management andworkers.



It f i d f t



• It for a period of two years.• !he decisions will be binding on both parties

and will be implemented within one month.•

In =KDD the above scheme was e'tended tothe P7<s like commercial and service sectororgani ations employing =LL or morepersons.

• !he organi ations incl#de hotels" hospitals"railway and road transport" post andtelegraph oMces" state electricity boards.

•

Aoint co#ncils are bodies comprisingrepresentatives of employers and employees. !his method sees a very loose form ofparticipation" as these co#ncils are mostly

cons#ltative bodies.



F"nctions of oint !o"ncil•

8i'ation of prod#ction norms• Work planning• %chieving prod#ction targets• !raining• 0eward policy•

reative s#ggestions• /ealth• 7ec#rity



' )oar% .epresentation•

!his wo#ld be the highest form of ind#strialdemocracy.• !he workers’ representative on the Board

can play a #sef#l role in safeg#arding the

interests of workers.• !he worker can serve as a g#ide and a

control element.• !he worker can prevail top management

not to take meas#res that wo#ld be#npop#lar with the employees.

• !he worker can g#ide the Board memberson matters of investment in employeebene9t schemes like ho#sing" and so forth.

( h l f ) %



(oopholes of )oar%.epresentation• 8oc#s of workers’ representatives is di&erent from

the foc#s of the remaining members of the Board• !he worker tends to become alienated from the

workers.• !he worker may be less e&ective with the other

members of the Board in dealing with employee

matters.• )#e to the di&erences in the c#lt#ral "ed#cationalbackgro#nds and behavio#r" theemployees’ representative may feel inferior tothe other members" and may feel s#&ocated.

/ence" his or her role as a director may not besatisfying for either the workers or themanagement.

• 7#ch representatives of workers’ on the Board"places them in a minority and the decisions of the

Board are arrived at on the basis of the ma orityvote.

f



/ Wor*er0s Ownership Ofnterprise

• !his involves making the workers’shareholders of the company by ind#cingthem to b#y e #ity shares.

• In many cases" advances and 9nancialassistance in the form of easy repayment

options are e'tended to enable employeesto b#y e #ity shares.'amples of this method are available in theman#fact#ring as well as the service sector.

•

2%vantage : *akes the workers committedto the ob and to the organi ation.• Drawbac* : &ect on participation is limite

d beca#se ownership and management aretwo di&erent things.



3 Q "alit4 !ircles5 Q !6•

It consists of seven to ten people from the same workarea who meet reg#larly to de9ne" analy e" and solve#ality and related problems in their area.

• !hese circles re #ire a lot of time and commitment onthe part of members for reg#lar meetings" analysis"brainstorming etc

• *ost E s have a de9nite life cycle ; one to threeyears. 8ew circles s#rvive beyond this limit eitherbeca#se they loose steam or they face

simple problems.• E s can be an e'cellent bridge between participative

and non-participative approaches.• E s are said to provide #ick " concrete" and

impressive res#lts when correctly implemented



A %vantages of Q !• mployees become involved in

decision-making" ac #irecomm#nication and analytical skillsand improve eMciency of the workplace.

• 3rgani ation gets to en oy higher

savings-to-cost ratios.• hances of E members to get

promotions are enhanced



7 8ai9en• It is also called as N ontin#o#s

ImprovementH• It is a policy of constantly introd#cing

small incremental changes in a b#siness inorder to improve #ality and2or eMciency.

• !his approach ass#mes that employeesare the best people to identify room forimprovement" since they see the

processes in action all the time.• % 9rm that #ses this approach therefore

has to have a c#lt#re that enco#rages andrewards employees for their contrib#tionto the process.



Feat"res of 8ai9en• Improvements are based on many" small changes

rather than the radical changes that might arisefrom 0esearch and )evelopment• %s the ideas come from the workers themselves"

they are less likely to be radically di&erent" andtherefore easier to implement

•

7mall improvements are less likely to re #ire ma orcapital investment than ma or process changes• !he ideas come from the talents of the e'isting

workforce" as opposed to #sing 0$)" cons#ltantsor e #ipment ; any of which co#ld be very

e'pensive• %ll employees sho#ld contin#ally be seeking ways

to improve their own performance• It helps enco#rage workers to take ownership for

their work" and can help reinforce team working"thereby improving worker motivation



Decisions a ecting WPM !hree gro#ps of managerial decisions a&ect theworkers of any ind#strial establishment and

hence the workers m#st have a say in it• conomic )ecisions ; conomic )ecisions like

methods of man#fact#ring" a#tomation"sh#tdown" lay-o&s" mergers.

• Personnel )ecisions ; Personnel )ecisions likerecr#itment and selection" promotions"demotions" transfers" grievance settlement"work distrib#tion.

• 7ocial )ecisions ; 7ocial )ecisions like ho#rs ofwork" welfare meas#res" #estions a&ectingwork r#les and cond#ct of individ#al worker’ssafety" health" sanitation and noise control.



Pre-re;"isites fors"ccessf"l participation:-

• 7trong $ )emocratic #nion.• *#t#ally agreed ob ectives which

sho#ld be clearly de9ned $complementary.

• 8eeling of participation at all levels.•

8avo#rable attit#de of all.• !raining of participants is essential.• Prompt action $ feedback.



• 8ree Jow of comm#nication andinformation.

•

Participation of o#tside trade #nion leadersto be avoided• 7trong and e&ective trade #nionism.• Workers’ ed#cation and training.• 1ack of positive attit#de.• !rade #nions and government needs to

work in this area.•

!r#st between both the parties.• mployees cannot spend all their time in

participation to the e'cl#sion of all otherwork



<ow can WPM be moree ective===

•

mployer sho#ld adopt a progressive o#tlook. !hey sho#ld consider the ind#stry as a ointendeavo#r in which workers have an e #alsay. Workers sho#ld be provided andenlightened abo#t the bene9ts of theirparticipation in the management.

• mployers and workers sho#ld agree on theob ectives of the ind#stry. !hey sho#ldrecogni e and respect the rights of each other.

•

Workers and their representatives sho#ld beprovided ed#cation and training in thephilosophy and process of participativemanagement. Workers sho#ld be made awareof the bene9ts of participative management.



• !here sho#ld be e&ective comm#nicationbetween workers and management ande&ective cons#ltation of workers by themanagement in decisions that have animpact on them.

• Participation sho#ld be a contin#o#sprocess. !o begin with" participation sho#ld

start at the operating level of management.• % m#t#al co-operation and commitment toparticipation m#st be developed by bothmanagement and labor.

*odern scholars are of the mind that the oldadage Na worker is a worker" a manager is amanager+ never the twain shall meetHsho#ld be replaced by Nmanagers andworkers are partners in the progress ofb#sinessH

wpm - extra slides (1).ppt

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