Employee empowerment

  • 1,618 views
Uploaded on

 

More in: Education , Career , Business
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
No Downloads

Views

Total Views
1,618
On Slideshare
0
From Embeds
0
Number of Embeds
0

Actions

Shares
Downloads
0
Comments
0
Likes
1

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. -Rahul Kantak
  • 2. EMPLOYEE PARTICIPATIONProcess where employees are involved in decision making, rather than simply acting on orders.Employee participation is a part of process of empowerment in the workplace.
  • 3. EMPLOYEE EMPOWERMENTDefined as controlled transfer of authority to make decisions and take actions.Empowerment Process: Determining the skill level of the employee Providing for employee training as needed Coaching skilled employees which are lacking in experience or motivation Delegating tasks where the employee is motivated and fully capable.
  • 4. BENEFITS Improves employee satisfaction. Leads to creativity and innovation. Lesser need of supervision.
  • 5. Managers: Giving up control can be threatening to some managers. Managers may not want to share power with someone they look down upon. Managers fear losing their own place and special privileges in the system.Employees: Difficult initially and could backfire. Employees would actually just prefer taking orders rather than break their own heads.
  • 6. LABOUR UNIONSPrimary function is to protect the interests of workers against discrimination and unfair labor practicesHISTORY Started in the 1850s Cotton mill established in 1851 in Bombay and the first jute mill in 1855 in Bengal First Factory Commission was appointed in Bombay in the year 1875 In 1918, the Madras labor union was formed.
  • 7. MAJOR TRADE UNION ORGANISATIONS AITUC (All India Trade Union Congress) Centre of Indian Trade Unions (CITU) Hind Mazdoor Sabha. All India Council of Central Trade Unions All India United Trade Union Centre United Trade Union Centre All India federations of banks, insurance, railways, defense, telecom, airline and airports. Centre of Indian Trade Unions -president M.K. Pandhe.
  • 8. SPECIFIC FUNCTIONS OF UNIONS Wage & salary bargaining Fight for continuous improvement in employee benefits Improving working conditions at work place Improving welfare, healthcare, and leisure at workplace Increasing holidays, paid leave and time-offs
  • 9.  The Labour department conduct the elections. They send a note regarding the conduct of elections to the management. The labour department asks for the details of the employees. On submission of details they have a meeting with all the union leaders, finalize the date, allot symbols and organize election in secret ballot mode. The Union president and the union members elect their office bearers.
  • 10. COLLECTIVE BARGAINING What Is Collective Bargaining? Both management and labor negotiate wages, hours, and terms and conditions of employment . What Is Good Faith Bargaining? • Both parties communicate and negotiate. • They match proposals with counterproposals in a reasonable effort to arrive at an agreement. • Neither party can compel the other to agree to a proposal or to make any specific concessions.
  • 11. COLLECTIVE BARGAINING PROCESS
  • 12. CLASSES OF BARGAINING ITEMS Categories of Bargaining Items Mandatory Voluntary Illegal Items Items Items
  • 13. TYPESMandatory bargaining items: Include wages, hours, paid vacations,overtime pay, sick leave, and rest period, bonuses, etc .Voluntary bargaining items: Pension benefits for retired employees Prices in cafeteria Benefits for family members etc.Illegal bargaining items: Separation of employees based on race Discriminatory treatment
  • 14. Impasses, Mediation and StrikesAn Impasse • Usually occurs because one party is demanding more than the other will offer. • Sometimes an impasse can be resolved through a third party—a disinterested person such as a mediator or arbitrator. • If the impasse is not resolved: • The union may call a work stoppage, or strike, to put pressure on management. • Management may lock out employees.
  • 15. Strikes Economic Strike Unfair Labor Practice StrikeTypes of Strikes Wildcat Strike Sympathy Strike
  • 16. TYPESEconomic strike: Results from a failure to agree on the terms of a contract.Unfair labor practice strike: Calls to protest illegal conduct by theemployer.Wildcat Strike: An unauthorized strike occurs during the term of contract.Sympathy strike: Occurs when one union strikes in support of the strike ofother union.