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    Worker's Participation in Management

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    Dhrumi Patel
    The document discusses worker's participation in management (WPM) in India. It notes that the Indian constitution mandates WPM to involve workers in decision making at undertakings. WPM aims to utilize worker skills and creativity, increase employee satisfaction and responsibility, and enhance cooperation and democracy. Methods of WPM include direct and indirect participation through committees, councils, suggestion boxes, quality circles, and profit sharing plans. Autonomous work groups and quality circles give employees autonomy over certain work processes and problem solving. The goals of WPM are increased productivity, participation, and industrial relations, though obstacles can include management attitudes and lack of follow through.

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    Worker's Participation in Management

    Uploaded by

    Dhrumi Patel
    69 views13 pages
    The document discusses worker's participation in management (WPM) in India. It notes that the Indian constitution mandates WPM to involve workers in decision making at undertakings. WPM aims to utilize worker skills and creativity, increase employee satisfaction and responsibility, and enhance cooperation and democracy. Methods of WPM include direct and indirect participation through committees, councils, suggestion boxes, quality circles, and profit sharing plans. Autonomous work groups and quality circles give employees autonomy over certain work processes and problem solving. The goals of WPM are increased productivity, participation, and industrial relations, though obstacles can include management attitudes and lack of follow through.

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    HRM

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    Worker’s Participation in Management

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    The document discusses worker's participation in management (WPM) in India. It notes that the Indian constitution mandates WPM to involve workers in decision making at undertakings. WPM aims to utilize worker skills and creativity, increase employee satisfaction and responsibility, and enhance cooperation and democracy. Methods of WPM include direct and indirect participation through committees, councils, suggestion boxes, quality circles, and profit sharing plans. Autonomous work groups and quality circles give employees autonomy over certain work processes and problem solving. The goals of WPM are increased productivity, participation, and industrial relations, though obstacles can include management attitudes and lack of follow through.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    69 views13 pages

    Worker's Participation in Management

    Uploaded by

    Dhrumi Patel
    The document discusses worker's participation in management (WPM) in India. It notes that the Indian constitution mandates WPM to involve workers in decision making at undertakings. WPM aims to utilize worker skills and creativity, increase employee satisfaction and responsibility, and enhance cooperation and democracy. Methods of WPM include direct and indirect participation through committees, councils, suggestion boxes, quality circles, and profit sharing plans. Autonomous work groups and quality circles give employees autonomy over certain work processes and problem solving. The goals of WPM are increased productivity, participation, and industrial relations, though obstacles can include management attitudes and lack of follow through.

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    Worker’s Participation

    in Management
    INTRODUCTION
    • Worker’s Participation in Management (WPM) is an attempt to make use
    of worker’s creativity and skills in the managerial decision making
    process.
    • The constitution of India favors WPM strongly as Section 43A of the
    Constitution stipulates that “ the state shall take steps, by suitable
    legislation or in any other way, to secure the participation of workers in
    the management of undertakings, establishment or other organization
    engaged in any industry.”
    FEATURES OF WPM
    • Formal Involvement of Members
    • Participation in Decision Making
    • Consequence Sharing
    • Application of Upward Control
    • Joint and Continuous Process
    OBJECTIVES OF WPM
    • Greater Employee Satisfaction
    • Greater Responsibility
    • Enhanced Cooperation
    • Enhanced Democracy
    • Developing a Communication System
    • Facilitating Changes
    LEVELS OF WPM
    • Lowest level of Participative Management
    • Medium level of Participative Management
    • Highest Level of Participative Management
    WPM Methods
    • Direct Participation
    • Indirect Participation
    Achieving WPM
    Worker-
    Corporate- Director
    Level
    Committees Joint
    Management
    Council

    Autonomous
    Group

    Worker’s
    Suggestion-box
    Participation in
    workshop- Scheme
    Management
    Level
    Committees
    Quality Circle
    Profit-Sharing
    Plans
    Open-door
    Policy
    Collective
    Bargaining
    Autonomous Work-groups
    • Team of employees, assigned to a specific job or project, with
    a high degree of autonomy over who does what, when, and who is answerable for
    the team's performance.

    • Similar to an individual with autonomy at work, an autonomous work group is a team of


    employees granted autonomy or independence over the work they do within an
    organization. This autonomy includes independent decision-making related to a specific
    work function, project or job and independent freedom to assign individual members
    specific tasks within the group.
    Quality Circle
    • Quality circle is a small group of 6 to 12 employees doing similar work
    who voluntarily meet together on a regular basis to identify improvements
    in their respective work areas using proven techniques for analyzing and
    solving work related problems coming in the way of achieving and
    sustaining excellence leading to mutual upliftment of employees as well
    as the organization.
    • It is a way of capturing the creative and innovative power that lies within
    the workforce.
    Significance of WPM
    • Increase in Productivity and Performance
    • Increase Employee Involvement and Participation
    • Better Workforce Flexibility
    • Promotes Cordiality in Industrial Relations
    • Establishes Goodwill and Public Image
    Obstacles faced by WPM
    • The management’s attitude
    • Role ambiguity and Conflict
    • Absence of mutual faith
    • Non-implementation of Decisions
    • Absence of Strong Unions
    • Lack of follow-up
    Thank You…

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