1. Remya Nair

2.  The style of management of government in different
countries can also be anywhere on the scale, from fully
authoritarian at one end of the scale to fully participative
(policy decided by the people) at the other end.
 Under participative, government and democracy the
government and leadership put into effect the wishes of
the people, the policy decided by delegates directly
appointed by and directly responsible and accountable to
the people.

3.  Works committees & Joint consultation started in 1945
under legal sanctions prescribing that all non-state
organization must have works committees.
 These bodies perform advisory & administrative functions
by offering valuable suggestions on increasing
production,fixing prices etc…

4.  Australian Representative Employee Participation has been
historically focused on Trade unionism.
 Non union forms of employee representation are less
institutionalized then in other industrialized countries & no
legislation exists for work councils.
 Employee share ownership (ESO) schemes was operated in
Australia since at least the 1950s, despite only having been
specially targeted in federal legislation since 1974.
 There is no mandated form for ESO schemes in Australia.
 On the whole, Australia is not far away from the United States
as regards the right to strike.
 However, in Australia strikes are illegal since arbitration is
compulsory. This places Australia close to the USA but also
closer to the authoritarian style of management.

5.  In UK the term works council does not have the same
specific meaning as in other countries: in the UK it covers
a wide range of committees at workplace level, possibly
involving only trade unionists, joint committees of
unionists and managers, and non-union committees of
managers and employee representatives.
 Agreements between management and unions became
enforceable at law which meant damages could be
claimed, it being possible to prosecute unofficial strike
leaders.
 Before the Act, there was no legal limitation to the right to
strike but ownership was private so that the UK occupied
roughly first position.

6.  In a widely sense, the term may be applied to all forms of
workers' involvement in managerial decision-taking at
any level that fall short of outright workers' control.
 Consultation is a process of discussion and debate
between unions and employers, or between employers
and employees, usually distinguished from collective
bargaining and negotiation.
 It does not imply a process of bargaining, compromise
and joint agreement but is rather a means through which
employers seek views before deciding on action.

7.  Japan is a democratic country. Life is in many ways
restrained, stylised and formal. Strikes are legal and
the workforce does strike.
 Japan is fairly authoritarian in its style of
management. There is little or no power sharing.
People have the right to strike but striking is limited
by the Japanese equivalent of the Western fear of
the sack, by pressure to conform.
 In Japan represetative participation for employees
was based largely on the presence of enterprise
unions, the dominant form of unionism after World
War II. Management councils, or joint consultation
committees, include management and employee

8.  collective bargaining mostly takes place at enterprise
level, industrial relations within an enterprise being the
most important part of the Japanese industrial relations
system. There is no doubt that collective bargaining is a
very important form of worker participation in the
company's decision- making process.
 There are many statutory provisions requiring the
employer to acquire the consent of the employees'
representatives.

9.  Any Chinese institution down to a primary school or small
factory had been run by a revolutionary committee
consisting of veteran administrators, representatives of
the younger staff and often military men as well.
 But during the previous few years they had been used to
challenge the parallel party committees.
 The lives of all citizens are in the hands of the state and it
seems that the Chinese worker lives all his life inside his
commune and that the quality of life - how well he is
treated - depends largely on the leadership of the
commune.

10.  Authority is clearly centered at the top and strikes are
illegal. The right to strike is not recognized in the Soviet
Union.
 It appears that co-operation with management is
enforced and that the 'collective contract' between the
administration and the workers does not necessarily offer
real job security. Rewards include prizes such as public
commendation, certificates of merit, bonuses or gifts of
value.
 The workers' right to participate in the management of
the enterprise (plant, establishment) directly or through
their representative bodies.
Restructuring‟ covers a multitude of different
forms of re-organizing the activities of the
enterprise, many of which have serious

11.  Main forms of workers' participation are the following:
a) Taking account by the employer of the opinion of the
workers' representative body in cases specifically
envisaged in the LC or collective agreements;
b) Employer's consultations with the workers
representatives on the matters concerning the adoption
of the local normative legal acts;
c) participation of the workers' representatives in collective
bargaining;
d) other forms provided for by the LC, collective
agreements or enterprise level regulations

12.  The United States is a democratic country and it is
more difficult to determine to what extent authority is
centred at the top and to what extent it is balanced by
the authority of the working population exercising their
power through the withdrawal of their labour
 A workplace program often referred to synonymously
with quality of working life, quality circles, and labour-
management participation teams, which seeks 'to
improve organizational performance through increased
involvement of employees in organizational decisions'.
 In the US tradition, collective bargaining represents an
effective form of “representative participation”.

13.  In the USA there is no legislation providing for works
council-type structures or board-level employee
representation.
 According to the Occupational Safety and Health Act
(1970), passed to assure every working man or woman
in the nation safe and healthful working conditions,
employers are legally obligated to provide employees
with a safe and healthy environment.
 In the USA there is no legislation requiring employers to
inform, consult, or negotiate with employees over
restructuring, with the exception of the stipulation in the
Worker Adjustment and Retraining Notification Act
(WARN Act, 1988) that larger companies must give 60
days' notice of plant closures or mass redundancies.

14.  The works constitution forms the basis for the institution
of employee representation bodies within establishments,
and their rights and obligations.
 As the form of institutionalized representation of interests
for employees within an establishment, the works council
is an organ of the works constitution.
 The concept of co-determination refers to two distinct
levels and forms of employee participation: co-
determination at establishment level by the works council
and co-determination above establishment level, on the
supervisory board of companies, which is the main
subject of this entry.
 Staff council is the equivalent in the public sector of the
works council in the private sector.

15.  A term referring to the participation of the employees of a
company in its‟ equity capital or profits. Employees
frequently acquire shares in equity capital by way of
investment made possible by capital-forming payments
or profit-sharing schemes.
 West Germany has had worker participation in the coal
and steel industries since 1951. The extent of
representation was 50:50 but apparently in larger
companies the shareholders had two-thirds and workers
one-third of the votes on these policy-making (that is
supervisory) boards. The system has worked well and
helped to maintain good industrial relations in this key
area.

16. EVALUATION OF WPM ABROAD

17.  In 1982 Tisco celebrated the first silver jubilee of workers
participation scheme.
 Right from its inspection,TISCO finally believed in
achieving success through employee involvement &
participation in organisational work.
 To regulate employer-employee relations,two forums are
consistently put to use.ie,wage related issues through
collective bargaining issues forums & safety.
 Since 1957,wpm at TISCO has been functioning at two
levels.
- One to discuss production & productivity issues.
- Other to discuss safety & welfare matters.

18.  The concept of codetermination in Germany in its formal
sense,had its origin as early as in 1835 when prof.Van
Mohl,National Economist,advocated for the association of
workers representatives in industry as their spokesmen.
 Voluntary works council were setup in Germany in four printing
works way in 1850.
 In 1933,Hitler banned all trade organisations & replaced them
with „Workers Front‟.
 The present system of co-determination had its real origin
when the trade union was revived after second world war.
 The trade union demand for parity co-determination led to the
passing of co-determination act of 1951.
 In april 1976,all the parties concerne came to an agreement &
a new law was passed extending co-determination to all
industries.
 The law came into force in 1976.

19.  Now co-determination has taken deep roots in the former
federal republic of Germany.
 Under German law,eacch company has a two tier board
system-supervisory board & management board.
1. General meeting
2. Supervisory board
3. Board of management
4. Works‟s council

20.  The workers self management in Yugoslavia dates back
to 1949 when president Marshal Tito dissented from the
Russian authority.
 He emphasised the need for development of a
distinctively Yugoslavian system with a complete
departure from that of the bureacratic Russian system of
state ownership.
 In fact,the system of social ownership in Yugoslavia
differs from most othe socialists society as a whole the
management of an enterprise is delegated by society to
the workers collective-those people who work in it &
create social wealth.

21.  The main aim of Yugoslavia self management is defined
in premable of the constitution as the “Liberation of
work”.
 The major institutions under Yugoslavians model are:
1. Workers Council
2. The Management Board
3. The Director
4. The Peoples Committee

22. In Australia:
• representative employee participation (REP)
• Joint consultative committees (JCCs).
• National Occupational Health and Safety
Commission (NOHSC).
In Belgium:
• Works council system is highly developed in Belgium
by law.
In Finland:
• Cooperation within Undertakings Act (1978),
• the Act on Personnel Funds (1989) and
• the Act on the Representation of the Personnel in
the Administration of Enterprises (1990).

23. THANK YOU