Delegation

Government College of Nursing Hyderabad 01

Directing
By
V. Srivani
MSc.NursingIIyear

Topics
• Delegation – it is transferring to a competent individual, the
authority to perform a selected nursing task in a selected
situation.

Conti……
• Conflict management – it is the process of limiting the
negative aspect of conflict while increasing the positive
aspects of conflict.

Conti…..
• Collective bargaining – it is the process of negotiations
between employers and group of employees aimed at reaching
agreements to regulate working conditions.

Conti……
• Occupational health – occupational health is a field of health
care made up of multiple disciplines dedicated to the well-
being and safety of employees in the work place.

Delegation

Never tell people how to do things, tell them to
what to do and they will surprise you with their
ingenuity
- George .S. Patton
Delegation 01
Delegation 01
Delegation 01

Introduction
o Delegation is the use of personnel to accomplish a desired
objective through allocation of authority and responsibility.
o Delegation is not merely disturbing disease.
o It is a significant success factor for professional practice.
o Delegation is a link that joins organizational concepts with the
management process; it is that which allows a manager to
manage.

Definition
“Delegation is defined as getting things done through
others, or as directing the performance of one or more people to
accomplish organizational goals”.
-Deepak K, 2015
“Delegation is the process of assigning responsibility and
authority to co-worker and ensuring his accountability”.
- Jogindra Vati, 2016

Conti…..
“Delegation is the transferring to a competent individual,
the authority to perform a selected nursing task in a selected
situation”.
- National Council of State Boards of Nursing (NCBS)

Purpose of delegation
 For assigning routine work
 For problem solving
 To reduce workload
 For the changes in nurse managers own job emphasis
 For capacity building
 Time saving
 For quality improvement
 Assigning task for which the nurse manager dose not have time

Elements of delegation
Responsibility
Authority
Accountability

Principles of delegation
 Select the right person to whom the job is be delegated.
 Delegate both interesting and uninteresting tasks
 Provide subordinates with enough time to learn
 Delegate gradually
 Delegate in advance
 Consult before delegating
 Avoid gaps and overlaps

Process or steps in delegation
Determination of results expected
Assignment of tasks
Delegation of authority for accomplishing the
tasks
Responsibility and accountability

Strategies for successful delegation
 Plan ahead
 Identify necessary skill and education levels to
complete the delegated task
 Select capable personnel
 Communicate goals clearly
 Empower the delegate
 Set guidelines and monitor progress
 Evaluate performance
 Reward accomplishment

Reasons for delegating
Assigning routine tasks
Problem solving
Change in the nurse managers own job
emphasis
Capability building
Assigning tasks for which the nurse manager
dose not have time

Types of delegation
Full
delegation
Partial
delegation
Conditional
delegation
Formal /
Informal
delegation

Common delegation errors
Under delegation
Over delegating
Improper
delegating

Barriers to delegating
• Barriers in the delegator / Supervisor
o Personal perfectionism
o Lack of faith in subordinate
o Fear of subordinate
o Love for authority
o Strict control
o Lack of organizational skill in balancing work loads.

Conti…..
• Barriers in the delegate / subordinate
o Lack of experience
o Lack of competence
o Lack of self confidence
o Lack of incentives
o Fear of harsh critisism
o Over dependence on the boss
o Overload of work

Conti……
• Barriers in the situation / organization
o Small size of the organization
o Decreased team spirit
o Lack of proper communication
o Confusion in responsibility and authority
o Urgency, having no time to explain
o Criticality of decisions

Pre requisites of effective delegation
 Motivation
 Training
 Effective controlling
 Good organizational climate
 Clarity in objectives and goals
 Responsibility and authority
 Centralization Vs. decentralization

Advantages and disadvantages of
delegation
Advantages
 Serves as a vehicle of
coordination.
 Time saving
 Minimizes delay in decision
making
 Permits subordinates to enlarge
their jobs
Disadvantages
 Incapacity of delegation
 Chance of malpractice
 Delegation with incapable
delegator
 Frailty of human life

Role of nurse administrators in
delegation
Functions as ole model
Encourage the followers
Communicate clearly
Plans ahead and delegates
proactively
Conveys feeling of confidence
and encouragement

Conti.......
Establish a culture of mutual
trust
Creates job description
knowledgeable regarding legal
liabilities
Accurately assess the
subordinates
Develops and implements a
periodic of review process

Conti……
Avoid overburdening
Provide recognition or
reward
Provide formal education
and training opportunities

Managing conflict

Introduction
Organizational conflict often results when
there is disagreement between two or more
individuals in an organization. Organizational
conflict is a term refers to conflict within an
organization. Conflict is opposition or disagreement
between individuals or entities.

Definition
“Conflict can be defined as an expressed struggle between at
least two interdependent parties, who perceive that incompatible goals,
scarce resources, or interference from others are preventing them from
achieving their goals”.
-Wilmot&Hocker
“Conflict is related to feelings, including feelings of neglect, of
being viewed as taken for granted, of being treated like a servant, of not
being appreciated, of being ignored, of being overloaded, and other
instances of perceived unfairness”.

Conti……
Conflict management is the process of planning to avoid
conflict where possible and organizing to resolve conflict where
it does happen, as rapidly and smoothly as possible.

Nature of conflicts
Organizational conflict can be
Positive
Constant
Dysfunctional
Negative

Causes of conflict

Conti…..
Conflict is neither good, nor bad, it just is
-Marshall,2006
It can occur at any time and in place, originating between two
individuals or groups when there is a disagreement or difference in
their values, attitudes, needs or expectations.
-Conerly, 2004

Types or levels of conflict
Interpersonal conflict
Intra-group conflict
Inter-group conflict
Inter-organizational conflict

Signs of conflict
Ignoring
Not
speaking
Bad
mouthing
Undermini
ng

Conflict process
Latent conflict
Felt conflict Perceived conflict
Manifest conflict
Conflict resolution or
management
Conflict aftermith

Outcomes of conflict
Win-loss
Lose-lose
Win-win
Delegation 01

Effects of conflict in organization
Stress
Absenteeism
Staff turnover
De-motivation
Non-productivity

Conflict management
Discipline
Consider life stages
Communication
Active listening
Assertiveness & training
Assessing the dimensions of conflict

Techniques or skills for managing
conflict
Thomas and kilmann (1974)identified five conflict management
styles
Competing
Compromising
Accommodating
Avoiding
Collaborating

How to prevent conflict at
individual level?
Adopt AVID approach
Assume Validate Ignore
Do
something

Borisoff and victor theory
Assessment
Acknowledgement
Attitude
Action
Analysis

Manage & Resolve conflict situations
Collective
bargaining
Negotiation
Conciliation
Meditation Arbitration

Collective bargaining

Collective Bargaining
It is a process of negotiations between employers and
group of employees aimed at reaching agreements to regulate
working conditions. The interests of the employees are
commonly presented by representatives of a trade union to which
the employees belong.

 The term “collective bargaining” was first used in1891 by
Beatrice Webb, a founder of the field of industrial relations in
Britain.
 It refers to the sort of collective negotiations and agreements that
had existed since the rise of trade unions during the 18th century.
 In the united states, the National Labor Relations Act of 1935
implemented.
 It was introduced in India 1952 and is gradually gaining
importance in following years.
History of collective bargaining

Definition
"Collective bargaining is an agreement between a single
employer or an association of employers on the one hand and a labour union
on the other, which regulates the terms anti conditions of employment"
-Tudwig Teller
“Collective bargaining is the process by which a labour union and
employer negotiate over the term of the employeement relationship.”

Conti…..
“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”
- Deepak .K

Objectives
To provide an opportunity to the workers to voice.
To reaching a solution that is acceptable.
To maintain cordial relations & To promote democracy.
To prevent unilateral action to employees.
To preventing strike and enhance the productivity.
To resolving and prevent all conflicts and disputes in a mutually agreeable manner.
To develop conducting atmosphere & To provide stable and peaceful organization(hospital).

Characteristics of collective
bargaining
Collective
Strength
Voluntary
Formal and
flexible
Improvement
&
representation
Dynamic &
continuous
Bipartite
process

Process of collective bargaining
Prepare
Discuss
Propose
Bargain
Settlem
ent
Formali
zing
Enforci
ng

Preparatory phase
 Selection of negotiation team
 Identification of the problem..
 Examination of situation and issues for negotiation.
 Collection of data.

Discussion phase
 Decide an appropriate time and set a proper climate for
negotiation.
 Decision on ground rules.
 Maintenance of mutual trust and understanding.
 Involve in active listening, asking question and summarizing
decision.
 Collective bargaining.

Proposal phase
Initial opening of statements
Possible alternatives / opinions to resolve
the issues by both parties
Bargaining

Bargaining phase
During this
bargaining phase,
both parties involves
Problem solving
Proposals

Settlement phase
Consensus agreement on
common decision
Negotiated change

Formalization of Agreement
 Drafting of agreements:- after good faith bargaining a formal
document prepare. It should be simple, clear and concise.
 Signing the agreement:- Both parties sign the agreement and
abide by its terms and conditions.

Enforcing agreement
To have the agreement effective and meaning, it should be
enforced or implemented immediately.

members
• Registered nurses
• Physicians
• Other professionals
• Technical employees
• Non professionals

Collective bargaining agents
 Service employees international union.
 National nurses union.
 Professional or state nurses associations
 National union of hospital and health care emplyees of the
retail, wholesale and department store union

Essentials of successful bargaining
 Favorable political climate.
 Strong & stable unions.
 Recognition.
 Willingness to give & take.
 Negotiators authority
 Fair practices
 Positive attitude rather than a fighting approach

Obstacles of collective bargaining In
nursing
o Registered nurses who participate in organizing drives could
be summarily fired.
o Employers reluctance (hospital could refuse to recognize and
bargain with nursing organizations)
o Multiple unions
o Non-recognition
o Weak unions
o Political interference
o Inadequate interventions

Steps in process of collective
bargaining
Selection of a
bargaining agent
Certification to
contract
Contract
administration
The nurse
managers role
Decertification

Grievance
A grievance is a formal complaint that is raised by an
employee towards an employer within the workplace. There are
many reasons as to why a grievance
Grievance usually be classified as
• Those caused by misunderstanding
• Those caused by international contract violations.
• Those caused by symptomatic problems outside the scope of
the labor agreement.

Grievance process

Types of bargaining
Distributive
bargaining
Integrative
bargaining
Attitudinal
restructuring
bargaining
Intra-
organizational
bargaining

Levels of collective bargaining

Economy-wide (national)
Bargaining is a bipartite form of negotiation between
union confederations, central employer associations and
government agencies.

Sectoral bargaining
Bargaining may be either broadly or narrowly defined in
terms of the industrial activities covered and may be either split
up according to territorial subunits or conducted nationally.

Enterprise level
• It involves the company organization establishment.
• It emphasizes the point that bargaining levels need not be
mutually exclusive

Functions of collective
bargaining
Butler has viewed the functions as
• A process of social change.
• A peace treaty between two parties.
• A system of industrial jurisprudence.

A process of social change
 Collective bargaining enhances the status of the working class
in the society . Wage earners have enhanced their social and
economic position in relation to other groups
 Employers have also retained high power and dignity through
collective bargaining

A peace treaty between two parties
 It serves a peace treaty between the employers and employees.
 However the settlement between the two parties is a
compromise

Importance to society
• Collective bargaining leads to industrial peace in the country.
• The discrimination and exploitation of workers is constantly
being checked.
• It provides a method or the regulation of the conditions of
employment of those who are directly concerned about them

Importance to employers
 It becomes easier for the management to resolve issues at the
bargaining level rather than taking up complaints of individual
workers.
 Collective bargaining tends to promote a sense of job security
among employees and there by tends to reduce the cost of
labor turnover to management.

Conti……
 Collective bargaining opens up the channel of communication
between the workers and the management and increases
worker participation in decision making.
 Collective bargaining plays a vital role in setting and
preventing industrial disputes.

Importance to employees
develops a sense of self
respect and responsibility
among the employees.
It increases the strength of the
workforce, thereby, increasing
their bargaining capacity as a
group.
increases the morale and
productivity of
employees.
It restricts managements
freedom for arbitrary
action against the
employees.
The workers feel motivated as
they can approach the
management on various
matters and bargain for higher
benefits.
It helps in securing a
prompt and fair settlement
of grievance.
It provides a flexible means for the adjustment of wages and
employment conditions to economic and technological changes
in the industry, as a result of which the chances for conflicts and
reduced.

Advantages
 Contract to guide standards.
 Participation in decision in decision making process.
 All union members and management must confirm to terms of
contract without exception.
 Process exists to question managers authority if member feels
something was done unjustly

Disadvantages
o Reduced individuality.
o Other union members may outvote ones decisions.
o Disputes are not handled with individual and management
only; less room for professional judgment.
o Must pay union dues even if one does not support
unionization.

Healthcare labor laws
The Indian health care improvement act(IHCIA), 1976
Workmen compensation Act, 1923 (amendment,2000)
Contract Labor Act, 1970 (Regulations & Abolitions)
Factories Act, 1948
Minimum wages Act, 1974
Additional emoluments act, 1974
Persons with disability Act, 1995

Conti…
Trade Unions Amendment Act, 2001
National Rural Employment Guarantee Act, 2005

Aspects of labor laws
Strikes & lockouts
Health & maternity benefits
Protection of services conditions
Removal from services, regulations
of contract labor
Women labor & law

Professional Associations & Unions
An association is regarded as the organization that brings
members of the same profession together for the exchange of
information & experience & for the advancement of their
profession.

Features of Association
 Association have the members of the same profession.
 The members do not use militant methods to press upon their
demands.
 They form associations to meet periodically & discuss their
problems & share experiences.
 They remain in touch with administrative officials, political
leaders, etc.

Trade union
Trade union is a continuing, long term association of
employees, formed & maintained for the specific purpose
advancing & protecting the interests of members in their working
relationships with the employers.
It is continuous association of wage earners for the
purpose maintaining & improving the condition of their working
lives

Conti…..
Features of unions
 It is association of employees.
 It is relatively permanent.
 It is formed for securing certain economic & social benefits to
members.
 It is focus on joint, co-ordinated action & collective bargaining.

Purpose of Unions
 To be the instrument for solving economic, social, political &
psychological problems of the employees.
 To secure the better wages, better working conditions.
 To enhance self respect & dignity.
 To fulfill of social needs, stability of employment & other
problems during services.

Role of TNAI in Bargaining &
Policies for Strike
 The TNAI cannot be legally appointed as a negotiating body either at
a local, state or national level.
 To move into the trend of union activities which seems to be
necessary to better conditions for Nurses, TNAI Suggest the
following policies:
 To form grievances committees &state Government Nurses Services
Associations.
 A State level committee, must have a TNAI representatives
 Prevent Nurses from joining other unions.
 For the improvement of nursing services to the community, the
TNAI members may support a strike action.

Conditions under which a strike by
nurses may be approved TNAI
 Where grievances exists, they should be thoroughly
investigated by the Government Nurses Association and
reported to the local or state TNAI Executive.
 The state Branch Executive, TNAI should also know all facts
regarding the situation and be satisfied that justice requires
some action.
 All possible approaches through legal efforts should be made
to the authorities for correction of the situation.

Conti…..
 If no action is taken by the authorities despite all efforts, the
situation should be put before the members of the Government
Nurses Association for vote regarding strike.
 At least two months warning should be given before the date
set for the strike .
 It must be clearly understood that the TNAI and its members
will not support any strike controlled or voted by any union, or
organization which includes employees other tan Nurses.

Conti…..
 It must be planned, voted, and carried out with the above
stipulations in a dignified manner and with the assurance that
the above public understands and will support the Nurses
demands and that the Nurses will make every effort to prevent
harm to which might be caused by strike.

The nurse managers role in collective
bargaining
 Know the law, and make sure rights of the nurses as well as management are clearly
understood.
 Find out the reasons the nurses want collective action.
 Discuss and deal with the nurses and the problems directly and effectively.
 Act clearly with in the law at all times.. If a manager acts unlawfully, report the
employers action to the national labor relations board.
 Keep all nurses informed through regular meetings held close to the hospital or
institution.
 Resolving grievances.
 A collective bargaining agent cannot make the decision to strike. The decision to strike
can be made only by majority of union members.

Recent impact of collective
bargaining
 Beyond their impact on wages and staffing, however, unions
also play a critical role in providing nurses a meaningful voice
on the job.
 Play important role in solving the nursing shortage.
 Positive influence on the work environment and on the patient
outcomes.
 Increasing numbers of nurses win the right to represent
themselves through collective bargaining.

Importance of collective
bargaining in nursing
 Why nurses join unions.
 Why nurses do not join unions
 Points to be kept in mind before collective bargaining

“collective bargaining is democracy
for workers”
-Jeff Rhodes
Delegation 01

Occupational health and safety

Introduction
Occupational safety and health (OSH) also commonly referred
to as workplace health and safety (WHS) is an area concerned with the
safety, health and welfare of people engaged in work or employment.
All occupational fields have their own hazards. There are
varieties of hazards to which workers may be exposed and which may
cause various diseases.
By taking appropriate measures and precautions, all
occupational hazards can be minimized.

Occupational health
“occupational health is the promotion & maintenance of
the highest degree of physical, mental & social wellbeing of the
workers in all occupations”.

Components of occupational health
nurse
Industrial hygiene
Industrial disease
Industrial accidents
Industrial hazards
Industrial rehabilitation
Occupational psychology

Objectives of Occupational Health
• Prevention among workers of departure from health caused by their
working conditions.
• Protection of workers from risk resulting from factors adverse to
health.
• Placing & maintenance of workers in an occupational &
psychological equipment.
• Adaptation of worker to man & man in his / her job.
• These key principles should know to maintain occupational health
and safety

Occupational Environment
Basically there are three types of interaction in the
working environment:
• a. Man and physical, chemical and biological agents.
• b. Man and machine.
• c. Man and man.

Man, physical, chemical &
biological agents

International labor organization
recommendation
 Focus on providing the following to promote health of the
employees as follows.
 Nutrition
 Prevention & control of communicable disease
 Environmental sanitation
 Water supply
 Provision food & snacks
 Toilet facilities

Conti…..
 General plant cleanliness
 Floor space / air space
 Wastage & garbage disposal
 Lighting & ventilation
 Protection against hazards
 Housing

Conti…..
Maternity benefit.
First aid.
Creches.
Family planning.
Mental health
Health Education

Occupational Hazards
Physical hazards
Chemical
hazards
Biological
hazards
Mechanical
hazards
Psychosocial
hazards

Physical hazards
Heat
Cold
Light
Noise
Radiation

Conti…..
- Heat.
- Cold.
- Light.
- Noise.
- Vibration.
- UV rays.
- Ionizing
Radiation.
- Local action.
- Inhalation.
- Ingestion.
- Bacteria.
- Virus.
- Fungi.
- Parasites.
- Protozoon's.
- Psychosocial
conditions.
- Accidents.
Physical Chemical Biological Mechanical Psychosocial

Physical hazards
 Heat: Burns, heat exhaustion, heat stork, heat cramps,
decreased efficiency, increased fatigue, and enhanced
accident rates.
 Cold: chill blains, erythrocyanosis, immersion cyanosis,
frost bite, hypothermia.
 Light: eye strain, headaches, eye pain, lachrymation,
congestion around cornea, eye fatigue, miners, blurring of
vision leading to accidents.

Conti……
 Noise: temporary / permanent hearing loss, nervousness,
fatigue, interference with communication, decreased
efficiency, annoyance.
 Vibration: white fingres, injuries to joints. 50 and 300Hz.
 Ultra violet radiation: conjuctivitis, keratitis, (welders flash,
redness of eyes and pain.
 Ionizing radiation: genetic changes, malformations, cancer,
leukemia, depilation, ulceration, sterility, death.

Chemical hazards
 Local action: dermatitis, eczema, ulcers, cancer, allergy, systemic
effects (TNT, Aniline dyes).
 Inhalation: Dust: (.1 – 150 microns), < 5 microns, directly inhaled
into the lungs. Pneumoniosis. (sillicosis, anthracosis, byssinosis,
bagassosis, asbestosis, farmers lung).
 Gases: poisoning. E.g. ; CO poisoning, anesthetic gases, - ether &
chloroform.
 Metals & their compound: toxic effects of the corresponding
metals.

Occupational Disease
Occupational diseases are usually defined as diseases arising out
of or in the course of employment.

Biological hazards
Exposure & effect of parasitic agents, brucellosis, leptospirosis,
anthrax, hydatidosis, psittacosis, tetanus, encephalitis, fungal
infections, schistosomiasis.

Mechanical hazards
• 10% of accidents in industries are due to mechanical
hazards.

Psycho-social hazards
• Frustration, loss of job satisfaction, insecurity, poor human
relationships, emotional tensions, depression, sickness,
absenteeism, peptic ulcer, rapid aging, heart disease.

Occupational diseases

Disease due to physical agents

Diseases due to chemical agents

Organic dust

Diseases due to biological agents
The biological agents also cause diseases like

Disease of physiological origin

Health acts & health measures
in OHP

Conti….
The factories act

Conti….
Other recommendations include

Employment of children

Hours of work

Leave with wages

Occupational diseases

List of notifiable diseases

Conti…

Employment in hazardous
process

The ESI Act - 1948

Conti….

Extra benefits

Finance ---ESI

Benefits

Sickness benefits

Key principles of OSH
management

Conti….

Characteristics of occupational
health and safety management
system

Elements of occupational health
and safety management system
o Senior manager / involvement.
o Line manager / supervisor duties.
o Management accountability and
performance measurement.
o Company OHS policy
Organisation
Accountability
Responsibility

Conti….
Consultative
arrangements
 Health and safety representatives – system
resource.
 Issue resolution – HSR/employee and employer
representatives.
 Joint OHS committees.
 Broad employee participation.

Conti…
Specific program
element

Approaches to OHS

Role of nurse in OHS
Clinician
Primary prevention Health advice and assessment
Research and use of evidence based
practice
Emergency care
Treatment services
Nursing diagnosis
Care plan

Conti….

Conti…..
Manager
Continuing
professional
development
Professional
audit Budget planning
Administration
Management
Marketing
Service level
agreement
Quality
assurance

Conti…
Co-ordinator
Occupational
health teem
Environmental
health
management
Worker education
and training

Conti…
Adviser
Health
educator
To management and staff on issues related to workplace health
management
Agencies
Work place health promotion
Counsellor
Counselling and reflective listening skills
Problem solving skills

Conti….
Researcher
Health needs
assessment
Research skills
Evidence
based practice
Epidemiology

Preventive measures
Medical
Engineering
Other

Medical measures
Pre-placement examination
Periodical examination
Medical and health care services
Notification
Maintenance and analysis of records
Health education and counselling
Practicing good personal hygiene

Engineering measures
Design of building
Conduct air monitoring to measure the workers exposure to
crystalline silica
Enclosure or isolation
Minimizing exposure by counselling the creation of airborne
particles, for example, use wet drilling, local exhaust ventilation
Environmental monitoring
Personal protective equipment's: protective clothes, respiratory
protection, etc

Conti…

Conti….

Conti……

Other measures
Legal meaures: measures to minimize dust emissions
and exposure to dust.
Law compliance mechanisms, including effective
workplace inspection system.
Cooperation between management and workers and
their representatives.
A mechanism for the collection and analysis of data
on occupational diseases.
Collaboration with social security schemes covering
occupational injuries and diseases.

Conti….
Training health professionals in occupational diseases
as majority of medical practices lack training in
occupational health and consequently lack the skills
to diagnose and prevent occupational diseases.

PERCEPTION OF COLLECTIVE BARGAINING AND SATISFACTION
WITH COLLECTIVE BARGAINING ON EMPLOYEES’ JOB
PERFORMANCE
This study explores the influence of collective bargaining and satisfaction with
bargaining on employees’ job performance. A structured questionnaire was distributed to selected
sample of 181 unionized employees in the public sector organizations. The results revealed two
models, with the first model indicating that satisfaction with collective bargaining (β = .56, p <
0.01) was a significant direct predictor of job performance among employees. The second model
showed 35% incremental change in employees’ job performance. This indicated that age (β = .27,
p < .01), and educational qualification (β = .58, p < .01) were significant independent predictors
of employees job performance. This study showed that collective bargaining process is very
critical in determining organizational industrial relations which in turn help to improve job
related outcome such as employees’ job performance.

An overview of occupational health research in
India
Recent industrialization and globalizations are changing the Indian
occupational morbidity drastically. Traditionally labor-oriented markets are on change
towards more automation and mechanization, at the same time general awareness about
occupational safety, occupational and environmental hazards were not spread in the
society. This review will provide an overview of existing evidence from community
based epidemiological studies and address the growing needs for evidence-based
occupational health research in India. Review of all published results. Occupational
research is seen as more complex issue in India, which Includes child labor; poor
industrial legislation; vast informal sector; less attention to industrial hygiene and poor
surveillance data across the country. While India experiencing economic transition,
occupational research approach should balance between understanding the modern
industrial exposures and health risks of traditional sectors like agriculture and
plantations. Strategies like modern occupational health legislation, enforcement
machinery in sub-district level, training to health professionals, need for
epidemiological evidence and international collaborations were discussed to deal with
the situation.

Delegation

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