The document discusses employee participation, empowerment, and labor unions. It defines employee participation as involving employees in decision making rather than just taking orders. Employee empowerment is described as transferring authority to employees to make decisions and take actions. Benefits of participation and empowerment include improved satisfaction, creativity, and less need for supervision. Challenges for managers include giving up control and for employees include initially finding it difficult. The document also outlines the history and functions of labor unions in protecting worker interests and conducting negotiations over mandatory bargaining items like wages and hours. Collective bargaining is defined as management and labor negotiating employment terms through good faith proposals and counterproposals that may result in agreements or impasses.

1. -Rahul Kantak

2. EMPLOYEE PARTICIPATION
Process 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 EMPOWERMENT
Defined 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 UNIONS
Primary function is to protect the interests of workers against
discrimination and unfair labor practices
HISTORY
 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. TYPES
Mandatory 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 Strikes
An 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
Strike
Types of Strikes
Wildcat Strike
Sympathy Strike

16. TYPES
Economic strike: Results from a failure to agree on the terms of a contract.
Unfair labor practice strike: Calls to protest illegal conduct by the
employer.
Wildcat Strike: An unauthorized strike occurs during the term of contract.
Sympathy strike: Occurs when one union strikes in support of the strike of
other union.