Reasons for Failure of Worker’s Participation in India
The scheme of worker’s participation in management has failed in India mainly due to the following reasons :
- Employers have by and large resisted worker’s participation in decision-making. Hey feel that workers are not competent enough to take decisions. There is no clear evidence to convince managers that participative management will really lead to higher productivity and profitability.
- Lower level needs of workers are not fully satisfied. Therefore, majority of Indian workers are not motivated enough to assume decision making responsibility either directly or through their representatives
- Worker’s representatives who participate in management have to perform the dual role of worker’s spokesmen and co-managers. Very few representatives are competent enough to assume the two incompatible roles.
- Generally, trade unions leaders who represent workers are also active members of political parties. While participating in management they give priority to political interests rather than the interests of workers.
- Schemes of worker’s participation have been initiated and sponsored by the Government. There has been lack of initiative on the part of both employers and Trade Unions.
Requirements of Successful Worker’s Participation in Management
The following conditions must be fulfilled for effective participation:
- The attitude of the management must be broad, progressive and democratic. It must be willing to associate the workers and discuss the problems freely and frankly with them.
- The workers must have a strong trade union with enlightened leadership. They must have the willingness to participate in the management of the enterprise.
- Management and workers must understand clearly the objectives of such participation. Management should not take it as an imposed liability and workers should not use it for expressing their grievances and demands only.
- Workers and their representatives should be provided education and training in the philosophy and process of participative management. Workers should be made aware of the benefits of participation.
- Mere legislation cannot make participation successful. A true spirit of mutual cooperation and commitment to participation must be developed on the part of both management and labour. An atmosphere of trust should be created on both sides.
Participation should be a continuous process. Adequate time must be allowed to let it take roots. It has to be slow and steady process. To begin with participation should start at the operating level of management.