REVIEW OF LITERATURE
Pandey and Vikram (1969) have done the causal analysis on level of workers' participation
in trade unions in industries. They have identified the attributes such as lack of enlightened
leadership, illiteracy among workers, managements ' hostility, low interest of the etc.
Saiyadein (1973) says that Worker participation is different and there seems to be general
agreement that participation means Sharing, in an appropriate way the decision making
power with the lower level in the organization. It provides Workers a sense of importance
pride, freedom, and opportunity for self-expression, a feeling of belongingness so as to create
positive condition for industrial relation.
Dessler (1977) Worker participation in management is a mental and Emotional involvement
of a Worker in a group situation which encourages him to contribute to goal and share
responsibilities in them. It crystallizes the concept of industrial democracy and indicates an
attempt on the part of Workers to build his Workers into a team which work towards the
realization of common objectives to achieve a common goal.
American Society of Training and Development (1979) presented Worker participation in
management as a process of work organizations, which enables its members at all levels to
participate actively and efficiently in shaping the organizations environment, methods and
outcomes.
Glendon and Booth (1982) have pointed out the active participation of plant-level unions in
health, safety and welfare measures in Britain. In India, the history of plant-level unions dates
back to the colonial period, when the entire labour movement was under the umbrella of the
Indian National Congress.
Adewumi (1990) contended that the Nigerian Industrial relations system is guided by the
underlying philosophy in establishment of institutions and machineries though which
management and workers meet on equal balance to discuss, consult and negotiate the terms
and conditions of employment.
Memorial (1991) stated that Worker participation in management is attaining industrial
democracy by ensuring the total involvement of the Workers in achieving the organizational
goal of the enterprises. It results which increase the scope for workers share of influence in
decision making at different of the organizational hierarchy with concomitant assumptions of
responsibility.
Cooke (1992) participatory management is focused on its impact on organizational outcomes
such as organization performance and work outcomes, including job satisfaction,
productivity, product quality, absenteeism, employee and superior relations.
Pfeffer (1994) & Wagner (1994) studies showed that employee participation is positively
related to performance, satisfaction, and productivity of an employee.
Srivastava (1994) stated that, Worker participation is of institutional and formal
arrangements resulting into the creation of various participative forms to associate Worker
representatives with management, participation management refers to managers specific style
in which he interacts with the Workers, it can mutual trust, information sharing and problem
solving.
Mannan (1994) explains that Worker participation is to authorize Workers to take part in
managerial functions and they may be given power to plan to make decision about their own
work. These are formal ways in which Worker can participate in the management process,
Workers are active in the process of decision making, provides education to Worker. It
fosters initiative and creativity among them.
Mathur (1998) suggested that Worker participation occurs when superiors are required to
share with subordinates the authority for making decision, which affect them or their work
output. It may occur at the work group level or it may involve in organizational decision
making. The effect or participation of Workers in decision making will increase the
motivation of individual.
Bhattacharjee (1999) observes, the union's collective voice provides management with
information on workplace and shop-floor issues, acting thus as a communication channel.
This leads to the development and retention of specific skills, improves worker morale,
provides conditions to eliminate quitting, and enables the union to pressure management to
act fairly and efficiently in its daily operations.
Vijaya Prabha (2007) conducted a study about participative management in the health care
sector of Kerala and observed that there were no small or medium size medical institutions
executing participative management through the constitution of committees and councils.
