Employee participation

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1. EMPLOYEE PARTICIPATION
PARTICIPATIONISAFORUM,WHERE
EMPLOYEESARECALLEDUPONTO
EXPRESSTHEIRVIEWSINPOLICY
ANDDECEISIONMAKINGOFTHE
ORGINATIONANDOWNTHE
RESPONSIBILITYOFSUCCESSAND
FAILURE.

2. Workers’ View Point-
Express their views verbally or written
Employer's View Point
More involvement & commitment from
the workers
Govt.’s View Point-
-Industrial Harmony
-Increase in GNP
Researchers’ View Point-
-More brains are better than one
-Wearer knows the shoes pinches
NEED FOR PARTICIPATION

3. Some characteristics of problem solving meetings
Between workers and management representatives
Moeting Relationship Method Status and
Authority
Sense of
responsibili
ty
Decider
Deputation Dominent
Servitude
Dictation Rank/
Position
Power
‘HIS” He
decided
Negotiation Competitive
rivalry
Compromise strength ‘No one’s’ It was
Decided
ParticipativeCollaborativeIntegration Strength +
Function and
Quality of
Performance
‘ours’ We
decided

4. Fig. I
PARTICIPATION SCALE
SELF
MANAGEMENT
JOINT
DECISION
CONSULTATION
INFORMATION
CORPORATE
ORGANTIONAL
DEPARTMENTAL
SHOP FLOOR
Fig. II
ORGANATION DECESION
LEVELS

5. FAILURE OF PARTICIPATION
•MULTIPLICITY OF UNION
•POLITICALISATION OF UNION
•EDUCATION/KNOWLEDGE OF WORKER LEADERS
•PERSONAL CHARACTERISTICS OF THE MEMBER
•LACK OF PARTICIPATIVE OF THE MEMBER
•NON-PREPARATION BY THE MEMBERS
•NON-IMPLEMENTATION OF THE DECEISION
•MANAGEMENT STYLE
•NON-IMPOSITION OF LEGAL BINDING BY THE GOVT.

7. OVER TALKATIVE
WHENGETUP,THEYDONOTKNOW
WHATTHEYAREGOINGTOSAY,
WHENTHEYSPEAKTHEYDON’T
KNOW WHATTHEYARESAYING,
WHENTHEYSITDOWNTHEYDON’T
KNOWWHATTHEYHAVESAID.

8. COMPOSITON OF
SAFETY COMMITEE
CHAIRMAN
Safety Manager
Medical Officer
Production Manager
Maintenance Manager
Purchase/Finance Manager
Personnel Manager
Workers’ Representative
Six

9. FUNCTION OF THE SAEFTY COMMITTEE
(A)CREATING,ASSISTING AND CO -OPERATING WITH THE MANAGEMENT
IN ACHIEVING HEALTH AND SAFETY POLICY OF THE ORGANISATION:
(B)SAFETY AWARNESS AMONGEST ALL WORKERS;
(C)UNDERTAKING DEALING WITH ALL MATTERS CONCERNING HEALTH,
SAFETY AND ENVIRONMENT
(D)EDUCATIONAL TRAINING AND PROMOTIONAL ACTIVITIES;
(E)DELBERATIONS ON REPORTS OF SAFETY, ENVIRONMENTAL AND
OCCUPATIONAL HEALTH SURVEYS, EMERGENCY PLANS, SAFETY
AUDITS, RISK ASSESSMENT AND IMPLENTATION OF THE
RECOMMENDATIONS MADE IN THE REPORTS;
(F)CARRYING OUT HEALTH AND SAFETY SURVEYS AND IDENTIFY
CAUSES OF ACCIDENTS;
(G)LOOKING INTO ANY COMPLAINT MADE ON THE LIKELIHOOD OF AN
IMMINENT DANGER TO THE SAFETY AND HEALTH OF THE WORKERS
AND SUGGEST CORRECTIVE MEASURES;
(H)REVIEWING THE IMPLENTATION OF THE RECOMMENDATIONS MADE
BY IT.

10. MINUTES OF THE SAFETY COMMITTEE MEETING
NO.OF THE MEETING: DATE: VENUE: ORGANISATION:
MEMBERS PREESENT: 1.xxxxxxxxxx(Chairman) 2.xxxxxxxxxxxx(Secretary): 3.xxxxxxxxxx
SPECIAL INVITEES: 1.xxxxxxxxxxx; 2.xxxxxxxxxxx
MEMBERS ABSETN (WITH PRIOR PERMISSION): 1.xxxxxxxxxxx; 2.xxxxxxxxxxxxx
MEMBERS ABSENT(WITHOUT PRIOR PERMISSION); 1.xxxxxxxxxxxx; 2.xxxxxxxxxx
Statistical & other
details in the
respective areas to
be presented by
functional heads or
by the Chairman of
the Safety
Committee
Review of
safety, health,
fire and
welfare
scenario for
the last
quarter
2.
NANANA
The minutes of the
--meeting were
confirmed
Confirmation
of the
minutes of
previous
meeting
(chairman)
1.
ACTION
STATUS
ONGOING
DROPPED/
RESCHEDU
LED/IMPLE
MENTED
TIME
FRAME
(BY
WHEN)
ACTION
ASSIGNED
(TO WHOM
& WHEN)
DECISIONS TAKENAGENDAITEMSL
NO.

11. SL.
NO.
AGENDATIEM
(PROPOSED
BY)
DECISIONS
TAKEN
ACTION
ASSIGND
(TO WHOM
& WHEN)
TIME
FRAME
(BY
WHEN)
ACTION
STATUS
ONGOING
DROPPED/RES
CHEDULED/IM
PLEMNTED
3. Review of the
action taken
status (Member
secretary)
4. New Agenda
Of the current
meeting
4.1
4.2
4.3
4.4
5. Any other 5.1
5.2
5.3
5.4
6. Concluded with Vote of Thanks to the Chair

12. WHERE IS YOUR LOCUS OF CONTROL?
Circle one letter for each of pair of items, in accordance with your beliefs:
1.A. MANY OF THE UNHAPPY THINGS IN PEOPLE’S LIVES ARE PARTLY DUE TO BAD LUCK.
B. PEOPLE’S MISFORTUNE RESULT FROM THE MISTAKES THEY MAKE.
2.A. UNFORTUNATELY, AN INDIVISUAL’S WORTH OFTEN PASSES UNRECOGNISED NO MATTER HOW HARD HE TRIES.
B. IN THE LONG RUN, PEOPLE GET THE RESPECT THEY DESEPVE.
3.A. WITHOUT THE RIGHT BREAKS ONE CANNOT BE AN EFFECTIVE WELL HAPPEN.
B. CAPABLE PEOPLE WHO FAIL TO BECOME LEADERS HAVE NOT TAKEN ADVANTAGE OF THEIR OPPORTUNITIES.
4.A. I HAVE OFTEN FOUND THAT WHAT IS GOING TO HAPPEN WILL HAPPEN.
B. TRUSTING TO FATE HAS NEVER TURNED OUT AS WELL FOR ME AS MAKING A DECESION TO TAKE A DEFINITE COURSE OF
ACTION.
5.A. MOST PEOPLE DON’T RELIZE THE EXTENT TO WHICH THEIR LIVES ARE CONTROLLED BY ACCIDENTAL HAPPENINGS.
B. THERE REALLY IS NO SUCH THING AS “LUCK.”
6.A. IN THE LONG RUN, THE BAD THINGS THAT HAPPEN TO US ARE BALANCED BY THE GOOD ONES.
B. MOST MISFORTUNES ARE THE RESULT OF LACK OF ABILITY, IGNORANCE,LAZINESS, OR ALL THREE.
7.A. MANY TIMES I FEEL I HAVE LITTLE INFLUENCE OVER THE THINGS THAT HAPPEN TO ME.
B. IT IS IMPOSSIBLE FOR ME TO BELIEVE THAT CHANGE OR LUCK PLAYS AN IMPORTANT ROLE IN MY LIFE.
Note: In determining your score, A = 0 and B = 1.
Arbitrary norms for this shortened version are: External locus of control = 1-3.
Balanced internal and external locus of control = 4; Internal locus of control = 5-7.
SOURCE
Expected from J B Rotter, “Generalized expectancies for internal versus External Control of Reinforcement,” Psychological Monographs, vol.80
(Whole no.609, 1966).

13. HOW STRONG IS YOUR ORGANIZATION –BASED SELF-ESTEEM (OBSE)?
INSTRUCTIONS
Relative to your present or last job; how strongly do you agree or disagree with each of the following statement
STRONGLY DISAGREE STRONGLY AGREE
1.I COURT AROUND HERE. 1 –2 –3 –4 -5
2.I AM TAKEN SERIOUSLY AROUND HERE. 1 –2 –3 –4 -5
3.I AM IMPORTANT AROUND HERE. 1 –2 –3 –4 -5
4.I AM TRUSTED AROUND HERE. 1 –2 –3 –4 -5
5.THERE IS FAITH IN ME AROUND HERE. 1 –2 –3 –4 –5
6.I CAN MAKE A DIFFERENCE AROUND HER. 1 –2 –3 –4 -5
7.I AM VALUABLE AROUND HERE. 1 –2 –3 –4 -5
8.I AM HELPFUL AROUND HERE. 1 –2 –3 –4 -5
9.I AM EFFICIENT AROUND HERE. 1 –2 –3 –4 -5
10.I AM COOPERATIVE AROUND HERE 1 –2 –3 –4 –5
Total score =
Arbitrary norms comparison : Low OBSE = 10 –20; Moderate OBSE = 21 –39;
High OBSE = 40 –50.
SOURCE
Adapted discussion in JL Piece, D.G. Gardner, L.L. Cummings, and R.B. Dunham, ”Organization –Based Self –Esteem :
Construct Definition, Measurement and Validation, “ Academy of Management Journal, September 1989.

14. WHAT ARE YOUR SELF -MONITORING TENDENCIES?
INSTRUCTIONS
In an honest self-appraisal, mark each of the following statements as true (T) or false (F), and then consult the scoring key.
1. I GUESS I PUT ON A SHOW TO IMPRESS OR ENTERTAIN OTHERS.
2. IN A GROUP OF PEOPLE I AM RARELY THE CENTER ATTENTION.
3. IN DIFFERENT SITUATIONS AND WITH DIFFERENT PEOPLE, I OFTEN ACT LIKE VERY DIFFERENT PERSONS.
4. I WOULD NOTCHANGE MY OPINIONS (OR THE WAY I DO THINGS) IN ORDER TO PLEASE
SOMEONE OR WIN THEIR FAVOR.
5. I HAVE CONSIDERED BEING AN ENTARTAINER.
6. I HAVE TROUBLE CHANGING MY BEHAVIOR TO SUIT DIFFERENT PEOPLE AND
DIFFERENT SITUATIONS.
7. AT A PARTY I LET OTHERS KEEP THE JOKES AND STORIES GOING.
8. I FEEL A BIT AWKWARD IN PUBLIC AND DO NOT SHOW UP QUITE AS WELL AS I SHOULD.
9. I CAN LOOK ANYONE IN THE EYE AND TELL A LIE WITH A STRAIGHT FACE (IF FOR A RIGHT End).
10. I MAY DECEIVE PEOPLE BY BEING FRIENDLY WHEN I REALLY DISLKIE THEM.
SCORING KEY
Score one point for each of the following answers:
1.T; 2.F; 3.T; 4.F; 5.T; 6.F; 7.F; 8.F; 9.T; 10.T Score: ________________
1-3 = Low self –monitoring 4-5 = Moderate low self –monitoring
6-7 = Moderately high self –monitoring 8-10= High self –monitoring
SOURCE
Excerpted and adapted from M Synderand S Gangestad, “On the Nature of Self-Monitoring:
Matter of Assessment, Matters of Validity, “ Journal of Personality and Social Psychology, Jury 1986.

15. POSITIVE SELF EXPECTATIONS:
1. RECOGNISE THAT EVERYONE HAS THE POTENTIAL TO INCREASE
HIS OR HER PERFORMANCE.
2. INSTIL CONFIDENCE IN YOUR STAFF.
3. SET HIGH PERFORMANCE GOALS.
4. POSITIVELY REINFORCE EMPLOYEES FOR A JOB WELL DONE.
5. PROVIDE CONSTRUCTIVE FEEDBACK WHEN NECESSARY.
6. HELP EMPLOYEES ADVANCE THROUGH THE ORGANIZATION.
7. INTRODUCE NEW EMPLOYEES AS IF THEY HAVE OUTSTANDING
POTENTIAL.
8. BECOME AWARE OF YOUR PERSONAL PREJUDICES AND
NONVERBAL MESSAGES THAT MAY DISCOURAGE OTHERS.
9. ENCOURAGE EMPLOYEES TO VISUALIZE THE SUCESSFUL
EXECUTION OF TASKS.
10. HELP EMPLOYEES MASTER KEY SKILLS AND TASKS.