This document discusses participative management and trade unions. It defines participative management as involving employees in decision making and sharing responsibility for group goals. Various levels of participation are described, from informative to decisive. Quality circles are discussed as a form of participation where employees regularly meet to solve problems. The benefits of participation include improved performance and industrial relations. However, participative management has also faced limitations in India, such as restrictions on employee decision making. Trade unions are defined as voluntary worker associations that protect employee rights and interests. Their goals are to prevent exploitation and establish good relations with employers.

1. PARTICIPATIVE
MANAGEMENT

2. Introduction
 Workers participation provides a platform for formal and
informal communication where workers know what is
going on in the organization and they can suggest and
communicate their opinion to the management.
 Participation is about employees playing a greater part
in the decision making process

3. Definition
 Newstrom and Davis define participation as “the
mental and emotional involvement of people in
group situations that encourages them to
contribute to group goals and share
responsibility for them.”
 Important features in the definition:
 Mental and emotional involvement
 Motivation to contribute
 Acceptance of responsibility

4. Factors Influencing
Participation
 Subject matter of participation
 Level of participation
 Extent of authority
 Personal characteristics

5. Levels of Participation
 Informative
 Consultative
 Associative
 Administrative
 Decisive

6. Key to Successful Participation
 Top management support
 Employee support
 Free flow of information
 Strong and effective trade unionism
 Workers education and training
 Associate at all levels
 Benefits greater than costs
 Employee ability
 Employee interests

7. Forms of Participation
 Suggestion schemes
 Works committees
 Joint Management Councils (JMC)
 Worker Directors
 Co-partnership
 Collective Bargaining
 Grievance Procedure
 Job enlargement and enrichment
 Quality Circles
 Total Quality Management
 Self Managing teams
 Financial Participation

8. Participation through Quality
circle
 It is a group of employees that meets regularly to solve
problems.
 A quality circle consists of 7-10 people from the same
work area who meet regularly.
 Membership is voluntary
 Members are trained in problem solving techniques,
such as, brainstorming, cause and effect analysis,
scatter diagrams, etc.

9. Benefits of Participation
 Mutual understanding
 Improves performance
 Promotes better industrial relations
 Increases job satisfaction
 Awakening of employees
 Satisfies employee expectations
 Better communication
 Openness to change
 Encourages creativity and innovation

10. Lack of success of
Participative management in
India
 Restriction of employees in decision making process,
due to assumption that they are not competent
enough
 Due to non fulfillment of lower order needs, majority of
workers are not motivated enough to assume higher
responsibilities in the organization
 The union representatives are frequently members of
political parties who put their vested political interests
before the interest of workers
 The focus has been on participation at higher levels.

11. Limitations of Participation
 Employees may become too independent
 Occasional failure may demotivate employees
 Great difficulty in adjusting
 Rather than acting as partners, managers may
play role of a judge and a critic

12. Continued…
 Potential problems can be overcome by basic guidelines
such as:
 Participation should move from simple issues to more complex one
 Provide employees with adequate training
 Do not force the workers to participate
 Communicate clearly the areas of decisional freedom
 Realistic goals must be set
 The philosophy behind participation should always be kept in mind
 Decisions should never be manipulated in the name of participation

13. INDUSTRIAL
RELATIONS

14. Industrial Relations
 Industrial relations is concerned with the
systems and procedures used by unions and
employers to determine the reward for effort
and other conditions of employment, to protect
the interests of the employed and their
employers and to regulate the ways in which
employers treat their employees.

15. Features of IR
 Outcome of the employment relationship
 Includes both individual and collective relations
 Complex and multidimensional
 Dynamic
 Different from HRM
 Composite result
 Parties
 Main purpose to maintain harmonious relations
between management and labour
 The central and state government evolve, influence
and regulate IR
 Wide scope

16. Importance of IR
 Industrial peace
 High morale
 Mental revolution
 New programmes
 Reduced wastage
 Higher productivity
 Industrial democracy
 Collective bargaining
 Fair benefits to workers
 Facilitation of change

17. Approaches to Industrial
Relations
 Psychological approach
 Sociological approach
 VV Giri Approach
 Gandhian Approach
 Unitary Approach
 Pluralistic Approach
 Marxist Approach
 HRD Approach

18. Parties to Industrial Relations
 Employees and their associations
 Employers and their associations
 The government and its various agencies

19. TRADE UNIONS

20. Introduction
 Trade union is a voluntary association of
workers which is formed to protect the rights
and interests of workers, to prevent
exploitation of workers by the employer and to
establish good relations between the employer
and employees.
 “Strength lies in unity”

21. Features of Trade Union
 Association
 Voluntary
 Permanent
 Collective action
 Common interest
 Changing character
 Aim

22. Trade Union Phase in India
 Pre-1918 phase
 1918-1924 phase
 1925-1934 phase
 1935-1938 phase
 1939-1946 phase
 1947 and since

23. Trends in the Trade Union
Movement in India
 Attitudinal change
 Depoliticisation of union
 Multiplicity of Unions
 Outside Leadership
 Professionalization of Trade union movement