Workers' Participation in Management: Significance, Methods

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QUADRANT 1

Module 19:

Workers’ Participation in Management:

Significance, Methods, Contemporary Trends and Issues.

1. LEARNING OBJECTIVEs

2. INTRODUCTION

3. SIGNIFICANCE OF CONCEPT OF WPM

4. METHODS OF WPM

5. ISSUES AND MESURES FOR EFFECTIVE WPM IN INDIA

6. SUMMARY

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1. Learning Objectives

Upon completion of the lesson the students should be able to understand the

Significance of Worker Participation in Management.

Methods through which participation can be given.

Recent trends and scenario with respect to WPM in India.

Important issues and measures for effective WPM in India.

2. INTRODUCTION

Workers’ participation in management decision-making is a highly complex concept. The notion

that workers should participate in the management of enterprises which employ them is not a new

concept. It has apparently existed since the beginning of the industrial revolution. However, its

importance increased gradually over a period of years due to the growth of large scale enterprises,

increases in workforce, paternalistic philosophy and practice of informal consultation. Moreover,

the growth of professionalism in industry, advent of democracy, and development of the principle

of social justice, transformation of traditional labour management relations have added new

dimensions to the concept of participative management.

The philosophy underlying workers’ participation stresses: (i) democratic participation in

organisational decision-making; (ii) maximum employer-employee collaboration; (iii) minimum

state intervention; (iv) realisation of a greater measure of social justice; (v) greater industrial

efficiency; and (vi) higher level of organisational health and effectiveness.

3. SIGNIFICANCE OF CONCEPT OF WPM

The essence of labour participation in management lies in the firm belief and confidence in the

individual, in his capacity for growth and learning, in his ability to contribute significantly with

his hands, head as well as his heart; and this implies discarding the narrow conventional outlook

of antagonism of interests and substituting in its place a community of purpose and extending

cooperation in promoting the well-being of labour and management in industry.

The principle of workers’ participation in management affords a self-realisation in work and

meets the psychological needs of workers at work by eliminating, to a large extent, any feeling of

futility, isolation and consequent frustration that they face in a normal industrial setting. In this

connection, G.D.H. Cole noted that the “Industrial democracy at the top, through nationalisation,

is an inefficient condition to ensure workers’ involvement in enterprises. Unlike in politics, in the

case of industry, workers are connected mostly with shop floor issues. Better participation and

greater responsibility in the decision-making process on the part of general workers would

perhaps tend to develop in them organisational loyalty, confidence, trust, favourable attitude

towards supervisors, and a sense of involvement in the organisation. The schemes of workers’

participation in management, among other measures of industrial reform, are expected to

democratise the industrial milieu, and ensure egalitarianism in the process.”

It can also be said that the workers’ participation as a system of communication and

consultation, either formal or informal, by which employees of an organisation are kept informed

about the affairs of the undertaking and through which they express their opinion and contribute

to management decisions. It is a distribution of social power in industry so that it tends to be

shared among all who are engaged in the work rather than concentrated in the hands of a minority.

It is industrial democracy in action based on the principles of equity, equality and voluntarism. It

gives to the employees’ representatives the right to criticise, to offer constructive suggestions, and

to become aware of various delicate issues involved in decision-making.

Various researches conducted at the Tavistock Institute, London, revealed that autonomous

and cohesive work groups committed to the holistic task were more efficient and healthier than

the work groups without cohesiveness and responsibility.

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The growing realisation of these facts led to the adoption of the Philadelphia Charter by the

ILO in 1944. In this context, G.L. Nanda observed: “The scheme of workers’ participation is the

culmination of a series of steps aimed at giving the workers a feeling of having a place of their 1

own in the industrial and social structure of the country, ultimately providing a social base for

building up the country’s industrial edifice.”. This humanitarian approach to labour brought about

a new set of values, both for the workers and employers; power has been replaced by persuasion,

authoritarianism by democracy and compulsion by co-operation.

In nutshell:

The participation enhances employees’ ability to influence, decision-making at different tiers

of the organisational hierarchy with concomitant assumption of responsibility.

The participation incorporates the willing acceptance of responsibilities by the body of

workers. As they become a party to decision-making, they have to commit themselves to the

implementation of decisions made.

4. METHODS OF WPM

At present the following methods are widely preferred and recognized as participative forums for

fulfilling the aims and objectives of WPM in India.

A. Works Committees;

B. Joint Management Councils;

C. Joint Councils;

D. Unit Councils;

E. Plant Councils;

F. Shop Councils;

G. Workers’ Representative on the Board of Management; and

H. Workers’ Participation in Share Capital.

I. Employee Director in Nationalised Bank, 1970

J. Workers’ Share in Equity, 1985:

A. WORKS COMMITTEES;

The Industrial Disputes Act, 1947 provides for limited participation of elected

representatives of workers in bipartite works committees with , a view to promoting

measures for securing and preserving amity and good relations between employers and

workers. Some committees like the canteen and safety committees are statutory. The

functioning of the committees are, however, not satisfactory due to the lack of clarity

about their scope and functions and conflict between the elected representatives of the

works committees and the trade unions operating in the enterprises.

B. JOINT MANAGEMENT COUNCILS;

The Industrial Policy Resolution, 1956 reiterated that, ‘In a socialist democracy, labour is

a partner in the common task of development and should participate in it with enthusiasm.

There should be joint consultation and workers and technicians should, wherever

possible, be associated progressively with the management.’ Accordingly, in 1958, Joint

Management Councils (JMCs) were introduced. They were supposed to be responsible

for the welfare, safety, vocational training, preparation of holiday schedules, etc. They

were also to be consulted on matters related to changes in work practices, amendment or

formulation of standing orders, rationalisation, productivity, etc. They did not receive

much support from the unions or management and the apparent similarity in the scope

and functions of JMCs and works committees resulted in a multiplicity of bipartite

consultative bodies.

C. JOINT COUNCILS;

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At every division/region/zonal level, or, as may be considered necessary in a particular

branch of an organisation/service employing 100 or more people, there shall be a joint

council. The main feature of the joint council shall be:

i. Each organisation/service shall decide the number of councils to be set up for different

types of services rendered by it in consultation with the recognised unions—or workers as

the case may be, in the manner best suited to the local conditions.

ii. Only such persons who are actually engaged in the organisation/service shall be members

of the joint council. Each organisation/service may decide the number of members in the

manner suggested in item(s) but the membership should not be unwieldy.

iii. The tenure of the council shall be two years. If, however, a member is nominated in the

mid-term of council to fill a casual vacancy, the member nominated shall continue in

office for the remaining period of the council’s tenure.

iv. The chief executive of the organisation/service or of its divisional/ regional/zonal branch,

as the case may be, shall be the chairman of the joint council. There shall be a vice-

chairman who will be chosen by the worker-members of the council.

v. The joint council shall appoint one of its members as its Secretary who will prepare the

agenda, record the minutes of the meetings and report on the implementation of the

decisions arrived at every meeting. The management shall provide the necessary facilities

within the premises of the organisation/service for the efficient discharge of his functions

by the secretary.

vi. The joint council shall meet whenever considered necessary, but at least once in a quarter.

Every meeting shall review the action taken on the decisions of earlier meetings for an

effective follow-up action.

vii. Every decision of the joint council shall be on the basis of consensus and not by a process

of voting; it shall be binding on the management and workers and shall be implemented

within one month, unless otherwise stated in the decision.

Functions of the Joint Council

The following shall be the functions of the joint council:

Review of the working of the unit level council for improvement in the customer

service and evolving for the best way of handling of goods traffic, accounts, etc.

The settlement of matters which remain unresolved by unit level councils and

arranging joint meetings for resolving inter-council problems.

Unit level matters which have a bearing on other branches or on the enterprise as

a whole.

Development of skills of workers and adequate facilities for trading.

Improvement in the general conditions of work.

Preparation of schedules of working hours and holidays.

Proper recognition and appreciation of useful suggestions received from workers

through a system of rewards.

Discussion on any matter having a bearing on the improvement of performance of

the organisation/service with a view to ensuring better customer service.

D. UNIT COUNCILS

Encouraged by the success of the Joint Councils scheme in manufacturing and mining

units, a new, scheme of workers’ participation in management in commercial and service

organisations in the public sector, having large-scale public dealings, was announced on

5th January 1977. The scheme envisaged the setting-up of unit councils in units

employing at least 100 persons. The organisations include hotels, restaurants, hospitals,

air, sea, railway and road transport services, ports and docks, ration shops, schools,

research institutions, provident fund and pension organisations, municipal and milk

distribution services, trust organisations, all financial institutions, banks, insurance

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companies, posts and telegraph offices, the Food Corporation, State Electricity Boards,

Central Warehousing Corporation, State Warehousing Corporations, State Trading

Corporation, Mines and Minerals Trading Corporation, irrigation systems, tourists

organisations, establishments of public amusement and training organisations of Central

and state governments.

Features of the Scheme

The main features of the scheme are:

i. A unit level council, consisting of representatives of workers and management of

the organisation/service, employing 100 or more workers, may be formed in each

unit to discuss day-to-day problems and find solutions: but, wherever necessary a

composite council may be formed to serve more than one unit, or a council may

be formed department wise to suit the particular needs of an organisation/service.

ii. Every unit council shall consist of an equal number of representatives of the

management and workers. The actual number of members should be determined

by the management in consultation with the recognised union, registered unions

or workers in the manner best suited to the local conditions obtaining in a unit or

an organisation; but their total number may not exceed 12. It would be necessary

to nominate suitable and experienced workers from various departments,

irrespective of their cadre, affiliation or status, and not trade union functionaries

who may not be actually working in the unit.

iii. The management’s representatives should be nominated by the management and

should consist of persons from the unit concerned.

iv. The management shall, in consultation with the recognised union or the registered

union or workers as the case may be, determine in the manner best suited to local

conditions, the number of unit councils and the departments to be attached to

each council of the organisation/service.

v. All the decision of a unit council shall be on the basis of consensus and not by a

process of voting, provided that either party may refer the unsettled matters to the

joint council for consideration.

vi. Every decision of a unit council shall be implemented by the parties concerned

within a month, unless otherwise stated in the decisions itself.

vii. The management shall make suitable arrangements for the recording and

maintenance of minutes of meetings and designate one of its representatives as a

secretary for this purpose, who shall also report on the action taken on the

decisions at subsequent meetings of the council.

viii. Such decisions of a unit council as have a bearing on another unit of the

organisation/ service as a whole shall be referred to the joint council for

consideration and decision.

ix. A unit council once formed shall function for a period of three years. Any

member nominated or elected to the council in the mid-term to fill a casual

vacancy shall continue to be a member of the council for the unexpired period of

the term of the council.

x. The council shall meet as frequently as is necessary but at least once a month.

xi. The chairman of the council shall be a nominee of the management. The worker

members of the council shall elect a vice-chairman from amongst themselves.

Functions of Unit Council

The main functions of the unit councils are:

i. To create conditions for achieving optimum efficiency, better customer service in

areas where there is direct and immediate contact between workers at the

operational level and the consumer, higher productivity and output, including

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elimination of wastage and idle time, and optimum utilisation of manpower by

joint involvement in improving the work system-"

ii. To identify areas of chronically bad, inadequate or inferior service and to take

necessary corrective steps to eliminate the contributing factors and evolve

improved methods of operation;

iii. To study absenteeism problem and recommend steps to reduce it;

iv. To eliminate pilferage and all forms of corruption and to institute a system of

rewards for this purpose;

v. To suggest improvements in the physical conditions of work, such as lighting,

ventilation, dust, noise, cleanliness, internal layout, and the setting up of

customers’ service points;

vi. To ensure a proper flow of two-way communication between management and

workers, particularly about matters relating to the services to be rendered,

fixation of targets of output and the progress made in achieving these targets;

vii. To recommend and improve safety, health and welfare measures to ensure

efficient running of the unit;

viii. To discuss any other matters which may have a bearing on the improvement of

performance in the unit for ensuring better customer service.

E. PLANT COUNCILS;

The plant council is formed in pursuance of the recommendations of the second meeting of

the Group on Labour at New Delhi on 23rd September 1985. The scheme is applicable to all

Central public sector undertakings, except those which are given specific exemption from the

operation of the scheme by the government. The main features of the scheme are:

i. There shall be one plant council for the whole unit;

ii. Each plant council should consist of not less than six and not more than eighteen

members. There should be parity between the representatives of employees and

employers. One-third of the employees’ representatives should come from the

supervisory staff level. If the number of women employees is 15 per cent or more of

the total workforce, at least one representative should be a woman employee;

iii. Only such persons as are actually engaged in the unit should be members of the plant

council;

iv. Its tenure shall be for a period of three years;

v. The chief executive of the unit shall be the chairman of the plant council; the vice-

chairman shall be elected from among the employees;

vi. The plant council shall appoint one of its members as secretary who will be provided

with adequate facilities for the effective discharge of his duties within the premises of

the undertaking/establishment;

vii. If a person quits the council for whatsoever reason, the member who is nominated to

fill the mid-term casual vacancy shall serve on the council for the unexpired period of

the term of the council;

viii. The council shall meet at least once in a quarter;

ix. Every decision of the plant council shall be on the basis of consensus and not by

voting, and shall be binding on both the employees and the employer. The decisions

so arrived at shall be implemented within a month, unless otherwise stated in the

decision itself. All unsettled issues shall be placed before the board of directors for

their decision.

F. SHOP COUNCILS;

The main features of the shop council scheme are:

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i. In every industrial unit employing 500 or more workers, the employer shall constitute

a shop council for each department or shop or one council for more than one

department or shop, on the basis of the number of workers employed in different

departments or shops.

ii. (a) Each council shall consist of an equal number of representatives of employers and

workers.

(b)The employers’ representatives shall be nominated by the management and must

consist of persons from the unit concerned.

(c)All the representatives of workers shall be from amongst the workers actually

engaged in the department of the shop concerned.

iii. The employer shall, in consultation with the recognised union or the various

registered trade unions or with workers, as the case may be, determine in the manner

best suited to local conditions, the number of shop councils and departments to be

attached to each council of the undertaking or establishment.

iv. The number of members of each council may be determined by the employer in

consultation with the recognised union, registered unions or workers in the manner

best suited to the conditions obtaining in the unit. The total number of members may

not exceed 12.

v. All the decisions of the shop council shall be on the basis of consensus and not by

voting, provided that either party may refer the unsettled matter to the joint council

for consideration.

vi. Every decision of the shop council shall be implemented by the parties concerned

within a period of one month unless otherwise stated in the decision itself, and a

compliance report shall be submitted to the council.

vii. Such decisions of the shop council having a bearing on another shop or department or

the undertaking as a whole shall be referred to the joint council for consideration and

decision.

viii. A shop council, once formed, shall function for a period of three years. Any member

nominated or elected to the council in the mid-term to fill a casual vacancy shall

continue to be a member of the council for the unexpired portion of the term of the

council.

ix. The council shall meet as frequently as is necessary but at least once a month.

x. The chairman of the shop council shall be a nominee of the management; the worker

members of the council shall elect a vice-chairman from amongst themselves.

Functions of Shop Councils

To achieve increased production, productivity and over-all efficiency of the shop department,

the shop council should attend to the following matters:

i. to assist management in achieving monthly/yearly production targets;

ii. to improve production, productivity and efficiency, including elimination of wastage

and optimum utilisation of machine capacity and manpower;

iii. to specially identify areas of low productivity and take the necessary corrective steps

at shop level to eliminate relevant contributory factors;

iv. to study absenteeism in the shop/department and recommend steps to reduce it;

v. to suggest safety measures;

vi. to assist in maintaining general discipline in the shop/department;

vii. suggest improvements in physical conditions of working - lighting ventilation, noise,

dust, etc., and reduction of fatigue;

viii. suggest welfare and measures to be adopted for efficient running of the

shop/department;

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ix. to ensure proper flow of adequate two-way communication between the management

and the workers, particularly on matters relating to production schedules and progress

in achieving the targets that have been set;

x. suggest technological innovations in the shop;

xi. to assist in the formulation and implementation of quality improvement programme;

xii. to determine and implement the work system design;

xiii. to formulate plans for multiple skill development programme;

xiv. to assist in the implementation of cost reduction programme;

xv. to supervise the group working system;

xvi. to ensure a periodic review of the utilisation of the critical machines;

G. WORKERS’ REPRESENTATIVE ON THE BOARD OF MANAGEMENT

On the recommendations of the Administrative Reforms Commission made in its report

on public sector undertakings, the Government of India accepted, in principle, that

representatives of workers should be taken on the Board of Directors of public sector

enterprises. A few notable features of the scheme are:

i. The representatives of workers on the board should be those actually working in

the enterprise.

ii. To begin with, participation should be limited to companies which employ 1,000

or more persons (excluding casual and badli workers).

iii. The definition of ‘workmen’, as given in the Industrial Disputes Act, 1947, would

be appropriate for the scheme.

iv. The participation at the Board level should be introduced if at least 51 per cent of

the workers vote in a secret ballot in favour of this participation. In that event, the

company will be legally bound to fall in line with their wishes. However, any

company can voluntarily introduce this participation scheme.

v. Before fixing the proportion of Worker Directors on the Board, a more detailed

consideration should be given to the issue by the Central Government.

vi. The Worker Director will be elected by all the workers of the company through

secret ballot. Each voter will have cumulative voting rights.

vii. The pre-requisite of this scheme of participation shall be training in the business

of the company. It will be the responsibility of the government to organise this

training programme. An “awareness of industrial relations and of business

techniques will certainly make the workers more aware of the actual problems

faced by the companies in modern society. The training of the employees must,

therefore, be immediately taken in hand.”

viii. The presence of the Worker Director on the Board would not lead to any breach

in the confidentiality of the information required by him.

ix. The Reforms Commission did not favour a two-tier representation, i.e., a

Supervisory Board and the Smaller Management Board.

Functions Under the Scheme

The employees’ representative/Worker Director participates in all the functions of the

Board. Besides this, they also review the working of shop and plant councils and take

decisions on matters not settled by the Council.

H. EMPLOYEE DIRECTOR IN NATIONALISED BANK, 1970:

A few public undertakings in the country have introduced the scheme on experimental

basis. A great enthusiasm has been shown by the banking industry. One director on the

Board of each nationalised bank is appointed by the Central Government from among the

employees of that bank, who is a worker and is chosen out of a panel of three employees

furnished to the government by the representative union within the prescribed period.

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Workers’ representatives have been appointed on the Boards of Management of a few

public undertakings on a trial basis — in Hindustan Antibiotics Ltd., the Hindustan

Organic Chemicals Ltd., the National Coal Mines Development Corporation has always

had a nominated workers’ representative on the Board. In the Port Trusts, there have

always been two workers’ representatives as Trustees or Commissioners, while on the

Dock Labour Board, the number of workers’ representatives has been more. BHEL,

National News Print and Papers Mills (Gujarat), National Textile Mills (South

Maharashtra, West Bengal, Assam, Bihar and Orissa), and the Rashtriya Chemicals and

Fertilizer Ltd., have trade union leaders on the Boards of Directors of these undertakings.

I. WORKERS’ SHARE IN EQUITY, 1985:

The 1985-86 Union Budget made provisions for offering stock options to employees upto

a total of at least 5 per cent of the total shares. This was intended to enhance workers’

participation in management.

J. Recommendation of 2nd NCL on WPM

The Second National Commission on Labour 2002 has recommended, “the time has

come to legislatively provide for a scheme of workers’ participation in management. It

may be initially applicable to all establishments employing 300 or more persons. For the

smaller establishments, a non-statutory scheme may be provided.” This was followed by

the Government intention to pass a law that makes it mandatory for companies to go for

workers’ participation and reserve some seats for worker’s representatives.

5. Issues and Measures for Effective WPM

In India though the concept of participative management is supported in principle by all the

parties - government, employees and employers - no serious interest has been shown in it, except,

of course, by the government. From time to time, the government has come out with a variety of

schemes which best serve the national interest; but it is disheartening to note that all the schemes

have failed miserably. This is evident from the following observations:

“The workers’ representatives are more concerned with the enlargement of their amenities

and facilities and with the redressal of grievances, higher wages, better conditions of work and

security of service than with such larger problems as reducing the rate of absenteeism, increasing

productivity, effecting economies in the operations of the enterprise and suggesting better

methods for a more efficient utilisation of plant and equipment. In a majority of cases, the joint

management councils are not functioning satisfactorily.”

“Employers do not take the joint management councils into their confidence in regard to

amendments of Standing Orders, the introduction of new and better methods of production and

manufacturing processes, redeployment of men and machines, and reduction in, or cessation of,

operations despite their agreement that they would do so. The communication with, or the

practice of giving information to, the workers has not been adequately developed; and although

the management has agreed to transfer some administrative responsibilities to joint management

councils, there has been no such transfer in actual practice.”

A Broadly speaking, the schemes of workers’ participation in management have failed in India.

The following are the factors which have contributed to this failure:

Lack of positive attitude of employers/managers who believe that decision-making is

their prerogative and they do not want it to be shared by workers.

Lack of initiative on the part of management and trade unions.

Ideological differences between employees and employers regarding the degree and

forms of participation.

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Delays in implementation/non-implementation of the decisions of the participative

bodies.

Workers’ attitude to participative schemes as an eyewash.

Political unionism, multiplicity of unions, and inter-union rivalries scuttle efforts of the

participative forums.

Narrow scope of participative forums which cover only a limited range of issues.

Consultative and advisory nature of participative forums, but not decisive participation.

Multiplicity of participative forums leading to their improper functioning.

Preconditions as well as Measures for Effective Working of the Participative Schemes.

Although the participative culture has taken root in some enterprises in the private and public

sector, however, its overall progress is not very much encouraging. Therefore, attempts

should be initiated to provide necessary momentum to the scheme. Herein a few measures are

listed, which needs consideration in making the scheme more meaningful.

i. One of the important factors in the success of the scheme is that the work

environment must be congenial enough to motivate workers to give whole-hearted

co-operation with a view to ensuring inefficient operation. An environment of

industrial conflicts flowing from bad interpersonal relations will generate frustration

and alienation among workers, which will have a dampening effect on the working of

scheme. Therefore, attempts be made to cultivate a healthy work environment.

ii. There must be total identity of approach on the part of both the parties to the working

of schemes at different levels. There must be complete agreement on the manner in

which the various participative schemes should function. Once the areas are clearly

spelt out the side-tracking the main questions is avoided, the scheme can yield

desirable results.

iii. Both the workers and management must have complete faith in the efficacy of the

scheme and should pool their talents and resources, and demonstrate their will to

work for the realisation of their goals.

iv. The concept of labour participation in management must be given a wide publicity so

that the idea of participation may take root in the minds of those who are to

implement the scheme. Necessary lectures, discussions, film shows, conferences,

seminars and other methods of propaganda may be fruitfully employed to create

enthusiasm about the scheme among the management personnel as well as the

workers.

v. The participation should be real. The issues related to major strategies, product

diversification; the evaluation of costs, the development of human resources and the

expansion of markets should also be brought under the jurisdiction of the

participating bodies. These bodies should meet frequently and their decisions should

be strictly adhered to and implemented in time.

vi. The objectives to be achieved should not be unrealistically high, vague or ambiguous

but be achievable, clear and taught to all local participants.

vii. The form, coverage, extent and levels of participation should grow in response to

specific environment capacity and interest of the parties concerned.

viii. The system of participation must be complementary to the collective bargaining

process.

ix. The participative schemes should he evolutionary. Therefore, to begin with, each

should be introduced at the shop floor and plant levels. Till these schemes get going

the scheme of workers’ involvement at the Board level should not be undertaken.

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x. The workers’ participation scheme on order to be effective, must be based on mutual

trust and confidence. Therefore, attempts to enforce it by law or compulsion would

defeat its basic purpose.

xi. The trade union movement should be developed on sound lines, so that the workers

may enjoy real involvement in the various participative forums. The proliferation of

unions in industries should be restricted by legislative means.

xii. The programmes for training and education should be developed comprehensively.

For this purpose, “labour education should be concerned with not the head alone, not

the heart alone, not the hands alone, but with all the three: it should make workers

think, feel and act.” Labour is to be educated to enable them to think, clearly,

rationally and logically; to enable them to feel deeply and emotionally; and to enable

them to act in a responsible way. The management at different levels also needs to be

trained and oriented to give it a fresh thinking on the issues concerned.

xiii. There must be a free flow of information between labour and management throughout

the enterprise. This will help both labour and management to work in co-operation

and not at cross-purposes and constructively, too, in the attainment of enterprise

goals, for distrust and suspicion, which often put obstacles in the effective working of

the participative scheme, will go by the board.

xiv. The decisions taken at different participatory forums must be sincerely carried out in

a stipulated period of time so as to generate faith in the utility of the scheme.

xv. The management should design a proper system so that the effectiveness of the

scheme may be assessed periodically, and, if required, the necessary changes may be

made to make the scheme more beneficial for all the parties.

6. SUMMARY

Though the scheme of workers’ participation in management has not shown satisfactory results, it

should be made to work at least in the field of increasing the production and productivity of labour by

giving the workers a feeling that he is an integral and important part of the organisation and so

creating a climate in which he may get reasonable opportunities to show his worth in contributing his

share to the production targets. Joint consultation should form a part of labour-management decisions

on important issues affecting not only production but also the very working lives of the employees.

Management should have a constructive attitude and should regard trade unions not as an obstacle to

be overcome but as a highly valuable and powerful instrument which, if properly handled, can be of

very great help in increasing production and productivity. Both employers and unions should

solemnly resolve to carry on the experiment in proper spirit. The government should take

responsibility for the provision of a satisfactory workers’ education programme so that they may be

properly equipped for their tasks. The scheme seems to have a bright future.