Collective Bargaining and Workers’ Participation in Management
June 28 @ 8:00 am - 5:00 pm
Facilitator: Prof. Debi Prasad Das
Some of the basic requirements for prevention of industrial disputes are workers participation in management and collective bargaining. With the liberalization of the economy, industrial relations in India have changed over the last 10-15 years. There are different approaches to industrial relations- psychological, sociological, human relations,
socio-ethical etc. The program exposes the participants to the issues involved in maintaining good employee relations, the paradigm shift from industrial relations to employee relations & the impact on unionized activity will be discussed with its historical perspective.
Like other behavioural terms, WPM means different things to different people depending upon their objectives and
expectations. Thus, WPM is an elastic concept. For example, for management it is a joint consultation prior to decision making, for workers it means co-determination, for trade unions It is the harbinger of a new order of social
relationship and a new set of power equation within organisations, while for government it is an association of labour with management without the final authority or responsibility in decision making.
In view of the background, this Program would aim to achieve the following objectives:
- Understanding the conflict in objectives of corporate visa a vis unions and how to bridge the gap.
- Understanding the genesis of participative management
- Discuss the current trends in maintaining progressive IR and steps to implement effective grievance redressal system
- Role of line management in maintaining employee relations on the shop floor
- Role of corporate in educating union leaders in maintaining industrial peace and encouraging collective bargaining
- Relevant statutes will be covered with respect to the aim, its relevance, implications & implementation in the corporate