renjima Started The Discussion:
I am an MBA student and currently planning to do a small project on "Employee participation in Management"
I am planning to visit some organizations and circulate a questionnaire to collect the extent of participation prevailing and types of participation.
Please help me by giving your valuable suggestions due this regard!
(like the type of questions which should be involved and so on)
Waiting for response
It's a very interesting topic uv selected for yr proj. the key elements to be considered in ur proj on employee participation in mgmt are
-how many categories of employees are there viz.workers,supervisors, executives(lower/middle/top level)
-what is the nature of the industry
-no. of employees
-no. of unions, no. of recognised unions
-status of issues of common interest viz. employee benefits, career growth, welfare facilities, pension and other retirement/death related issued, recreational facilities bla....bla....
-literacy levels of workers(unskilled/semiskilled/skilled)
-status of industrial relations in the orgn.
-status motitivational factors/triggers to employees by mgmt.
-the profile of representing bodies
-the internal communication system status within the organisation and with that of other branches of the organisation
The above is not an exhaustive list and broadly these aspects can be taken as a base to prepare ur questionnaire.
do mail for further queries
wish u good luck
Thanks a lot for the reply!
Itz been seen that in INDIA the level of employee participation is low.
I have identified a list of employee participation techniques like
-Work teams/Cross functional teams
-Suggestion schemes and so on.
Can u plz suggest the ones i have missed out?
in addition to the ones u had identified, the following can be added:
Shop level/Plant Level Councils,
Bipartite Committees (usually formed to discuss wage related issues)
Employee satisfaction Surveys
Awards & Rewards Schemes
Participative Fora viz. Partners in Progress
Board Membership(Employee rep. on Board)
Hope to send further details on the issue.
Hello!! :lol: The real test of participation would lie in the fact whether any permenent mechanism has been created or is it an issue based one (like wage revision/bonus settlement etc) and does the process encompass beyond monetary demands (like order book position, productivity concerns, bench marking with competitors etc) Some of the enterprises who have made a success of participation have made the participative fora a regular feature and hold at least 3-4 meeting at apex level and the process trickles down. The meetings even at the lowest levels are followed up. All such meetings have to have an agenda and after the meeting action points need to be identified with specfic deadlines. An important aspect is the formal mechanism evolved at some places for direct communication between the top executive and the lowest level worker.
I hope the input is useful Regards KK Nair :roll:
Paricipation in management has three important stages viz-
1. Information sharing.. Notice boards, House bullettins etc.
2. Joint consultations .. Where Unions and Management sit together, and views exchanged.
3. Participation.. when both, the union and management sit together and take consensus decision.
Participation becomes possible when both Union and mamagement are matured in their relationships and the level of TRUST is at the optimum.
It takes a lot of preparation to attain to maturity stage. Normally relationship remains at Informaktion sharing or Consultation stage. Your stsudy will reveal the stage at which the relationship exists.
This aspect must be covered in your study.
Employees participation in managment is on the increase. Many of the policies, practices and welfare measures are now-a days finalised after formal or informal discussions with the employees. Staff meetings are a common and regular feature in many organisations, where the employees air their views on changes needed in the system, problems faced, means to combat competition and perhaps even about quality improvement, profit maximisation, expansion, economic efficiency etc. Formally also some organisation conduct brainstorming, quality circle meetings, project review meetings, in which all, who are considered capable of contributing, irrespective of the hierarchical positions get involved. Highly successful enterprises and perhaps even a few government Institutions do practise the methodology of employees participation in some key feasible areas, which may further get expanded to newer areas as well. EPM is catching up fast as an effective management practice.
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