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.
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.
BENEFITS Improves employee satisfaction. Leads to creativity and innovation. Lesser need of supervision.
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.
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.
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.
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
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.
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.
COLLECTIVE BARGAINING PROCESS
CLASSES OF BARGAINING ITEMS Categories of Bargaining Items Mandatory Voluntary Illegal Items Items Items
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
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.
Strikes Economic Strike Unfair Labor Practice StrikeTypes of Strikes Wildcat Strike Sympathy Strike
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.