School of Management Studies , Cusat , Kochi

2.  Industrial relations
 Trade unions
 Collective bargaining

3.  Industrial dispute” means any dispute or
difference between employers and employers,
or between employers and workmen, or
between workmen and workmen, which is
connected with the employment or non-
employment or the terms of employment or
with the conditions of labour, of any person.

4. Collective bargaining is concerned with the relations
between trade unions & management. Bargaining is
collective because chosen representatives of labour &
management acts as bargaining agents.
‘Collective Bargaining refers to a process by which
employers on the one hand and representatives of the
employees on the other attempt to arrive at
agreements covering the conditions under which
employees will contribute and be compensated for
their services’-Michael J.Jucius

5.  To maintain cordial relations between
management & the workers
 To settle disputes/conflicts relating to
working conditions & wages
 To protect interest of workers through
collective action.
 To ensure participation of Trade Unions
 To resolve the differences between
workers and management.

6. “The participation resulting from practices
which increases the scope for employee’s
share of influence in decision making at
different tiers of organizational hierarchy
with concomitant assumption of
responsibility.”
-The International Institute of Labour
Studies.

7. 1. Workers have ideas which can be useful
2. Upward Communication facilitates sound
decision making. Workers may accept
decisions better if they participate in them.
3. Workers may work more intelligently if
they are informed about the reasons for and
the intention of decisions that are taken in a
participative atmosphere.

8. 4. Workers may work harder if they share
in decisions that affect them.
5. Workers participation may foster a
more co-operative attitude amongst
workers and management thus raising
efficiency by improving team spirit and
reducing the loss of efficiency arising from
industrial disputes
6. Workers participation may act as a spur
to managerial efficiency.
- International Labour Organization.

9. Informative Participation:
Sharing of information with workers
The workers have no right to scrutinize the
information provided by Management
Consultative Participation:
This involves a higher degree of sharing of
views of the workers and giving them a
chance to express their views on various
issues. Management may or may not accept
the suggestions

10. Associative Participation:
Here the council is not purely advisory. The
Management is under a moral obligation to
accept and implement the unanimous decisions
of the council.
Administrative Participation:
Here there are a greater degree of sharing
authority and responsibility of managerial
work and allows workers a little more
autonomy in exercising administrative and
supervisory powers in respect of welfare,
safety, benefits, rewards, etc
Decisive Participation:
This is the highest form of participation where
decisions are taken jointly on matters relating
to production, safety, welfare, etc

11. Employee Involvement Program
A participative process that uses the entire capacity of
employees and is designed to encourage increased
commitment to the organization’s success

12. Participative Management
A process in which subordinates share a significant
degree of decision-making power with their immediate
superiors

13. Representative
Participation
Workers participate in
organizational decision
making through a small
group of representative
employees.
Works Councils
Groups of nominated or
elected employees who must
be consulted when manage-
ment makes decisions
involving personnel
Board Representative
A form of representative
participation; employees sit on
a company’s board of directors
and represent the interests of
the firm’s employees.

14. Quality Circle
A work group of employees who meet
regularly to discuss their quality problems,
investigate causes, recommend solutions,
and take corrective actions
ESOP

15.  Works committee: According to ID Act, 1947, It
called upon the employer to constitute a works
committee consisting equal number of
representatives of employers and workmen in
every industrial establishment employing one
hundred or more workmen.
 wide range of topics connected with welfare of
workers and their working conditions such as
ventilation and toilets at the workplace, drinking
water and canteen, medical and health services,
safety, holidays, recreational activities and
administration of welfare funds.
 Compulsory and size:20

16.  The Joint Management Council was to be
composed of not more than twelve members
consisting of equal number of representatives
of management and employers
◦ It is voluntary in nature
 The size of the undertaking should be at
least 500 workers
 Three functions: Consultation, Information
and administration

17.  Shop Councils’ or ‘Consultive Committees’ at
the Shop-floor level
 and ‘Joint Councils’ at the enterprise level,
consisting of equal number of representatives
 of employers and workers in the
manufacturing and mining enterprises,
employing 500 or more workers, in the
public, private and co-operative sector.
 Scanlon plan