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Methods and techniques of participationOrganisations use a variety of programs aided at increasing employee participation. All the different programs have one major objective and that is to increaseemployee participation. Participative management is basically a process where subordinates share a significant degree of decision making with their immediate superiors.The different types of participative programs are:1.Works committees: The Industrial Disputes Act of 1947 provides for establishing works committees in every establishment employing hundred or more workers. This legislation thus makes it compulsory for the organisation to ensure employee participation. The work committees consist of equal number of members of workersand employer. The main function of the work committees is to promote measures for securing and preserving amity and good relations between the employers and theworkers. Their task is to smooth away any friction that may occur between the management and the workers.Unions consider these committees as a threat to their existence as employers prefer to talk to these committees rather than the union. There is lack of interestamong workers in works committees as they concentrate only on minor issues andnot major issues2.Co-partnership: in this method employees are paid the share of profit in the form of shares and not cash. Thus workers become shareholders in the company in which they are employed. Being shareholders of the company in which they are entitled to participate in management. They also receive dividend on their shares. The problem with this method is that employees are not interested in co-partnersh

ip and want their share of profit in cash and refuse to accept shares of the company.3.Employee Directors: under this method one or two representatives of the workerare nominated on the board of directors of the company. They enjoy the same privileges and have the same authority as other directors have. The problem of thismethod of participation is that many worker directors are ignorant about theirrole on the board and get in to conflict with other board members.

4.Joint Management Councils: under this system joint management councils are constituted. These councils consist of equal number of representatives of employerand workers. The councils discuss various matters concerning the working of thecompany. The decision of these councils is advisory in nature. The council gener

ally discusses matters relating to working conditions, prevention of accidents,indiscipline, and training.5.Suggestion schemes: as the name itself indicates suggestion programs are formal plans to invite individual employees to make suggestion for work improvements.The suggestions are then sorted out as per their applicability and cost-benefitratio. Employees whose suggestions result in cost saving for the organisation are given monetary rewards that are proportionate to the company's savings.The limitation of this method is that there is a possibility that employees maybe feel dejected if there is a delay in the processing of suggestions or if certain ideas that appear good are rejected.

Some Examples of Participative Management & Its UsesParticipative management allows employees to take responsibility, accountability

and authority over work done for a company. This leadership strategy typicallyempowers qualified employees and allows executives to focus on strategic planning while subordinates manage daily operations. Effective leaders establish a clear mission, vision and set of objectives before deferring management to employees. Management communicates the organizational goals, describes what is expected in terms of results and then encourages employees to think creatively to solve problems and figure out how to improve performance. By establishing performance measurement criteria for learning, leaders can use participative management strategies to their advantage.Promoting Learning and Career Development

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Using participative management strategies, effective leaders encourage their employees to identify performance gaps and set their own career path using companyresources, including formal education, workshops and self-paced courses. Employees use assessment tools to identify their strengths and weaknesses in achievingcompany goals. Then, they create a development plan and review it with their managers. This enables the employee to create a customized action for improving herskills over the coming year. By empowering the employee to assess her own competency and establish a plan, the leader guides the employee and provides a supportive atmosphere in which to develop the skills necessary to achieve the company's strategic goals.Increasing Employee SatisfactionWhen companies find out through employee satisfaction surveys that subordinatesfeel disgruntled and disillusioned, effective leaders use participative management techniques to get the organization back on track. By running focus groups andpersonal interviews, effective leaders get input from their subordinates aboutthe true state of the organization. Using this valuable feedback, these leadersrealign their strategic objectives.Improving ProcessesEffective leaders reward employees for innovative ideas. Using quality management techniques such as Lean Six Sigma, managers identify opportunities to improvecompany processes that reduce product errors, eliminate waste and increase customer satisfaction. By involving employees closest to the problems, such as customer service representatives, effective leaders gather data to determine the rootcause and fix problems.

Valuing DiversityIn global organizations, effective leaders ensure that teams work well together.By running workshops and team-building exercises, these leaders encourage theirsubordinates to learn about their co-workers, business partners and suppliers.By recognizing that succeeding in a dynamic marketplace requires expertise in dealing with different cultures, customs and traditions, effective leaders fostera collaborative work environment.CASE 6A trade union (British English), labour union (Canadian English) or labor union(American English) is an organization of workers who have banded together to achieve common goals such as protecting the integrity of its trade, achieving higher pay, increasing the number employees an employer hires, and better working conditions. The trade union, through its leadership, bargains with the employer on

behalf of union members (rank and file members) and negotiates labour contracts(collective bargaining) with employers. The most common, but by no means only, purpose of these organisations is "maintaining or improving the conditions of their employment".[1]This may include the negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safetyand policies. The agreements negotiated by the union leaders are binding on therank and file members and the employer and in some cases on other non-member workers.Originating in Europe, trade unions became popular in many countries during theIndustrial Revolution, when the lack of skill necessary to perform most jobs shifted employment bargaining power almost completely to the employers' side, causing many workers to be mistreated and underpaid. Trade union organisations may be

composed of individual workers, professionals, past workers, students, apprentices and/or the unemployed.Over the last three hundred years, trade unions have developed into a number offorms. Aside from collective bargaining, activities vary, but may include: Provision of benefits to members: Early trade unions, like Friendly Societies, ften provided a range of benefits toinsure members against unemployment, ill health, old age and funeral expenses. In many developed countries, these functionshave been assumed by the state; however, the provision of professional training,legal advice and representation for members is still an important benefit of trade union membership.

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Industrial action: Trade unions may enforce strikes or resistance to lockouts ifurtherance of particular goals. Political activity: Trade unions may promote legislation favourable to the inteests of their members or workers as a whole. To this end they may pursue campaigns, undertake lobbying, or financially support individual candidates or parties(such as the Labour Party in Britain) for public office. In some countries (e.g., the Nordic countriesand the Philippines), trade unions may be invited to participate in government hearings about educational or other labour market reforms.It is to be noted that unions do not get involved in the work management.

3) if I was the union leader, the safety aspects of the employees would be takeninto consideration. The training, safety and skill development needs to be looked into instead of performing any rituals with are mostly religious based.Also to work on clarity in defining benefits. Ill focus on ESI and non ESI benefits and get these appropriately addressed.I would fight for providing employment opportunities for at least one member inthe family.I will fight for compensation equal to or better than the amount an insurance would provide since it is the mistake on part of the management.