Employee Welfare &

Participative Management

By BY :- Shipra

At a Glance:Employee WelfareCase study of Tata SteelParticiaptive Management

Employee Welfare: DefinitionEmployee welfare is a term which is understood to include such services, facilities and amenities as may be established in or in the vicinity of undertakings to enable the persons employed in them to perform their work in healthy, congenial surroundings and to provide them with amenities conducive to good health and high morale.-the [International Labour Organization] ILO at its Asian Regional Conference

Employee Welfare: ObjectivesTo provide better life and health to the

workers.

To make the workers happy and satisfied.

To relieve workers from industrial fatigue and to improve intellectual, material and cultural conditions of

the workers.

STATUTORY WELFARE SCHEME

Drinking WaterFacilities for sittingFirst aid appliances Canteen facilitiesSpittoonsLightingWashing placesChanging roomsRest rooms

NON STATUTORY WELFARE SCHEMEPersonal Health Care (Regular

medical check-ups)Flexi-timeEmployee Assistance

Programs Harassment PolicyMaternity & Adoption LeaveMedi-claim Insurance SchemeEmployee Referral Scheme

Legal Aspects Workmen's Compensation Act, 1923The Factories Act, 1948The Payment of Gratuity Act, 1972The Payment of Wages Act, 1936The Trade Union Act, 1926The Industrial Disputes Act, 1947The

Employee State Insurance Act, [ESI] 1948

The Payment of Bonus Act, 1965The Employees' Provident Fund Scheme,

1952.The Child Labour (Prohibition & Regulatio

n) Act, 1986

Employee Welfare at TATA Steel“Employer Of Choice”

Right To freedom of association and collective bargaining

Caring for the well-being of its employees, including those with special needs

Providing a safe, hygienic and humane workplace

Safety Governance Structure Equal opportunity employer Promoting a just and fair workplace Encouraging work-life balance for employees Skill development and creating world-class

employees Offering a harassment-free workplace to all

Rewarded for Excellence

NatSteel has been awarded the Work-Life Excellence Award by the Singapore Ministry of Manpower. It is also a recipient of the Apex Platinum Health Award by the Singapore Health Promotion BoarD.

Participative ManagementParticipative (or participatory) management,

otherwise known as employee involvement or participative decision making, encourages the involvement of stakeholders at all levels of an organization in the analysis of problems, development of strategies, and implementation of solutions.

Employees are invited to share in the decision-making process of the firm by participating in activities such as setting goals, determining work schedules, and making suggestions

Facts This practice grew out of the human

relations movement in the 1920s, and is based on some of the principles discovered by scholars doing research in management and organization studies, such as the Hawthorne Effect.

In the 1990s, participatory management was revived in a different form through advocacy of organizational learning practices, particularly by clients and students of Peter Senge.

Participative Management:Formsincreasing the

responsibility of employees (job

enrichment)

forming self-managed teams, quality circles, or quality-of-work-life

committees;

soliciting survey feedback

management

BenefitsInstills a sense of pride and motivates employees to increase productivity in order to achieve their goals.

employees are more receptive to change than in situations in which they have no voice.

Changes are implemented more effectively when employees have input and make contributions to decisions.

BenefitsParticipation keeps employees informed of upcoming events so they will be aware of potential changes.

Participation helps employees gain a wider view of the organization.

Creativity and innovation are two important benefits of participative management

Conclusion