CHANAKYA NATIONAL LAW UNIVERSITY

TOPIC- WORKERS EMPOWERMENT IN THE

ORGANIZATION

SUBMITTED TO: DR. PROF. S.C.ROY

SUBMITTED BY: AMOGH BANSAL
FIRST SEMESTER (2017-2022)
ROLL NUMBER - 1812
 CHAPTERIZATION
1. INTRODUCTION
2. DEFINITION
3. WHY THERE IS A NEED OF EMPOWERMENT OF WORKERS?
4. PROCESS
5. ADVANTAGES/DISADVANTAGES
6. LEGAL ASPECTS
7. CONCLUSION/SUGGESTIONS
8. BIBLIOGRAPHY
INTRODUCTION:

History the first definition of word empowerment refers to 1788 in which

considered empowerment as delegation in role of their organization and this
authority must be granted to person. Grew (1971) refers to common definition
of empowerment that includes delegation of legislation power, delegation of
authority, mission and sector power. In particular this term was introduced in
1980 in the field management was a response to promote of Taylorism
approach for job designed. Empowerment literature has seen many changes
until finally, Lee (2001) the empowerment considered context for increasing
dialogue, critical thinking and activities in small groups and refers to allow the
the activities to move beyond sharing, share and refining experiences, thinking,
seeing and discussion are main components of empowerment.Empowerment
of human resources means create collection of required capacity in staff for
enable them to creating added value in organization and role playing and
responsibilities are responsible in the organization, with efficiency and
effectiveness1. Empowerment is the process of enabling or authorizing an
individual to think, behave, take action, and control work and decision-making
in autonomous ways. Employee empowerment has given several employees
some degree of responsibility and autonomy for making decisions related to
specific tasks of the organization. It will also allow the decisions to be made at
much lower levels of the organization where the employees look at issues in a
unique way and dont have problem while facing their organization at some
level after a point. Employee empowerment is one of the effective techniques
for increasing productivity in employee and optimal use of capacity their
individual and group abilities in order to achieve organizational objectives.
Empowerment is a process in which through the development and influence
expand and the capabilities of individuals and teams will be help to improve
and performance continuous improvement. In other words, empowerment is a
development strategy and organizational prosperity. In this section, with a
practical approach has been paid to concept of employee empowerment,
Explain of dimensions this concept, definitions, organizational characteristics of
formidable employee, factors affecting on empowerment, achievements and
obstacles in organizations. Employee empowerment is an all-inclusive
management philosophy that gives line employees the express authority to
make decisions on the spot to resolve guest problems and complaints.
Empowerment starts with the general manager's approach to operation and
then is spread downward into the ranks. It can be highly structured or flexible.

1
Doaei 1998
Hoteliers who have given their employees authority have found that the
overall level of monetary adjustments declines. Establishing an empowerment
program is a step-by-step process that includes informational meetings,
training sessions, and follow-up diagnostic meetings. The results of an
empowerment program can be measured in terms of guest satisfaction,
employee satisfaction, and a management assessment that includes the effect
on the bottom line. Employee empowerment is a management strategy that
aims to give employees the tools and resources necessary to make confident
decisions in the workplace without supervision. Empowerment is a long-term,
resource-intensive strategy that involves significant time and financial
investment from the organisations leaders.

Hammer and Champy (1993) suggest that empowerment of front-line workers

is crucial if organisations want to understand core business processes, because
front-line workers are closest to these processes and are the only ones who
really understand how they work.

Authors Ken Blanchard, John P. Carlos, and Alan Randolph, in their book
Empowerment Takes More Than a Minute, suggest that the three tools
managers should be using to empower their staff are information sharing with
everyone, creating autonomy through boundaries and replacing old hierarchies
with self-managed teams.

Some of the perceived benefits of employee empowerment include greater job

satisfaction and motivation, reduced supervisory requirements and increases
in innovation and creativity. Disadvantages include increase risk as staff
become more entrepreneurial and more likely to take chances. Security can
also be a problem because all important information must be shared for
employees to take decisions on their own.

Definitions:
1.Empowerment is the process coming to feel and behave as if one is in power
and to feel as if they owned the firm2.

2. Employee empowerment refers to the management strategies for sharing

decision-making power3.

2
By Richard Kathnelson
3
By Bowen and Lawler.
WHAT IS THE NEED OF EMPOWERMENT OF WORKERS?:
Organizations today understand that in a knowledge-driven economy, speed in
taking decisions, efficient methods of functioning and innovative ideas help
them gain an edge over competitors. It is with this view point that
organizations are adopting a strategy of employee empowerment. The
important factors that drive organizations towards employee empowerment
are to:

Encourage creativity and innovation: By empowering their employees,

organizations value their contribution. This encourages employees to
work towards meeting organizational objectives. They develop creative
and innovative ideas that might improve the systems and processes.
Employee initiation and creativity helps organizations to innovate and
improve their processes.
Increase productivity: It is true that empowered employees are more
productive as they are free to make decisions, act quickly without
wasting time and work as a part of self-managed teams. Naturally, a
team of empowered employees working collectively are more successful
in improving the productivity of the organization.
Align goals of employees with those of the organization: Empowerment
provides employees a clearer view of organizational goals and strategies.
They understand their role and value the autonomy given to them.
Employees are satisfied and display enthusiasm towards their jobs and
align their goals with organizational goals.
Help in employee retention: Being part of an organization, where
employees are given autonomy in the way they work and function, is
fulfilling. It also helps them in developing their skills and knowledge as
they need to shoulder increased responsibilities. Employees see value in
being part of such an organization and remain loyal towards it.

Organizations need employees who take initiatives and function as partners

working towards achieving organizational goals. Employee empowerment is
one of the ways for organizations to ensure employee engagement and
commitment towards meeting mutual objectives.

WHO ARE EMPOWERED WORKERS?:

1. SKILLED WORKER: A skilled worker is any worker who has special skill, training,
knowledge, and (usually acquired) ability in their work. A skilled worker may have
 attended a college, university or technical school. Or, a skilled worker may have
learned their skills on the job.
2. TRAINED WORKER: Training is teaching, or developing in oneself or others, any
skills and knowledge that relate to specific useful competencies. Training has specific
goals of improving one's capability, capacity, productivity and performance. It forms
the core of apprenticeships and provides the backbone of content at institutes of
technology (also known as technical colleges or polytechnics). In addition to the
basic training required for a trade, occupation or profession, observers of the labor-
market recognize as of 2008 the need to continue training beyond initial
qualifications: to maintain, upgrade and update skills throughout working life.
People within many professions and occupations may refer to this sort of training as
professional development
3. CONFIDENT WORKER: If a worker is confident enough and knows that the work
he is doing is correct and doing it in an effective and efficient manner than that will
be called as a confident worker.

PROCESS:
Mechanical Approach : According to this view, Empowerment is means
delegating and the power from top to bottom with clear boundaries and
limits and also strict accountability which increases managerial
control(Boula 1994). In this approach, empowerment is a process during
which senior management, has developed a clear vision, and paint
programs and specific tasks to achieve it in organization. Provides
information and resources needed to perform duties for employee and
allows as needed to do practice change and processes improvement. In
summary, this empowerment approach, means decision in a particular
range. (Abdollahi & Nave Ebrahim 2006)
Organic Approach: Organic approach is a view from bottom to up, and
reduce control. Based on this approach, empowerment is defined in terms
of personal beliefs. According to this view, capable individuals are have
common characteristics. Reflects the experiences or beliefs of employees
about their role in the organization, thus, empowerment is not something
which managers carry out to employees instead is mindset of employees
about their role in the organization. However, organization management
can provide a required platform for empowerment of employees. (Spritzer
1995)
Empowerment Process Staff empowerment is a process through which
extends a culture of empowerment. Empowerment process is consisting
three phases:
Information sharing: Allows to employees know their organization status
and to analyse. Information sharing begins with trust in the organization,
and breaking traditional hierarchical thinking and increase employees'
sense of responsibility.
Autonomy working across organizational boundaries: Boundaries
organization is specified through destination (Why do you?), values (what is
your action guide?), imagination (what your imagination of the future?),
objectives (what, when, where, how and why do they?), roles (which are
you?), system and organizational structure (how your work will be
supported?).
Replacement self-bring teams instead hierarchy : Whenever a group of
people with specific responsibilities for work and production processes are
selected, plan and implement, from start to finish, will manage everything,
and divided responsibilities into equal and fair. Self-bring teams advantage
are summarized in provide job satisfaction, change of attitude,
 commitment, better communication between employees and managers,
more effective decision-making processes, improvement of operations,
reduce the cost and organization efficiency.

Effective factors in the process of employees empowerment:

1. Specify objectives, responsibilities and authority in organization :
Employees must be aware of their responsibilities and duties description, the
purpose and mission organization, and its stages and work processes.
2. Job enrichment and job promotion : Organization must to act in order to be
up to date technical and professional information of staff, and increase their
content of job.
3. Mentalities and organizational belong : In order to satisfy this factor must
respect for employees in organization and assistance to resolve personal
problems.
4. Trust, sincerity and honesty : Organization must create positive
environment and friendly working relationships between employees and
increase trust between managers and employees.
5. Diagnosis of and appreciation : Proportionality received salary and bonuses
with the work they do, appropriate distribution welfare facilities organization,
Proportionality Job promotion employees with their suitability.
6. Participation and teamwork : Applying the opinions and ideas of employees
in decision and their cooperation in improve and promote of organization
affairs, delegation of authority to staff at various levels, participation of
employees in offering suggestions for affairs better.
7. Communications: Including communication and easy access employees to
managers and supervisors, transparency and clarity work community of
employees with managers and supervisors.
8. Work environment: The importance to employee health and safety in
working environment, create appropriate opportunities for employees job
promotion, reduce stress and tension in working environment.
9. Optimization of processes and working methods: Being clear and
transparent of workflow and information in organizations, periodic review and
modification of work methods and affairs simplification.
10. Information, knowledge and job skills: existence facilities to develop job
skills in organization, existence fields of effective and efficient training in
organization.

Practices Empowerment of Employees in Organizations:

Empowerment and Training: Training programs would be useful if
implemented and supported with the participation of employees and relying
on scientific methods. The real purpose of training programs is relationship
between employees and management and also participation in institutional
programs to enhance work motivation. (Ghasemi 2003) Empowerment and
Participation: Overall, based on various theories employee participation is
main core of democracy. (Ghasemi 2003)
Empowerment and Unions: Throughout the history unions are only
institutions that have been able to induce a sense of empowerment to
employees. (Fathi Vajargah 2004)
Empowerment and Quality: moral commitment in total quality management is
an inherent problem, because employees will be authorized to participate in
decisions. (Saki 1998)
Empowerment Strategies:
Strategies of increase collective awareness through storytelling:
If employees have responsible to their solve problems, talented to efforts
improve their personal and organizational life. Approach storytelling as an
essential factor of empowerment lead to strengthen of efforts based on
cooperation. When people discover or creating their story cooperation or
reflect, in fact, their life story express in organization to positive ways.
(Rappaport 1995)

Strategies of training problem solving skills:

Employees must increase capacity of their problem solving skills. Problem
solving skills can be will lead to staff empowerment in level individual,
interpersonal and group as an essential step in creating change of location. In
this strategy, must allowed to employees their problems identifying and
solving based on the content of the stories takes shape in a collaborative
environment. in this case, first team to summarize aims of problem solving.
These aims include: identifying the problem, choose one of the important
problems, selecting of purpose for solving or bigger problem, Creative thinking
in order to problem solving and achieve to aims and identify resources to help
achieve this objective. (Honald 1997)

Strategies of skills training and support resource mobilization:

Protections, including the protection individuals of their, protection managers
of individuals, protection law of individuals. Organization can to spread
collective support in organizations through writing, speaking and or lecture of
legislator or political individuals. If employees know that in organizations
resources for their personal development is available and support needed are
in this way empowerment is accomplished with high speed and acceleration.
(Wilkinson 1998) .

Practical measures to empowering employees:

1. Demonstrate leadership commitment through empowerment
2. To consider the interests of employees through empowerment
3. Staff training to increase their knowledge, skills and abilities through
empowerment
4. Application of quality teams through empowerment
5. Employee participation in planning and performance information sharing
through empowerment
6. Delegation of authority through empowerment

ADVANTAGES:
1. Boosts productivity and reduces costs:

An expert from an educational foundation once said that employees usually

have great ideas when it comes to boosting productivity and reducing costs.
But companies have to know how they must ask for such ideas and pay
attention to the employees as well. Often it will take an employee who is
stepping outside their territory and show the benefits of empowering
employees. Employees who are confident about their input and think it has
been valued will listen to it, act upon and will be likely to share the ideas,
benefiting the employer and the employee.

2. Having better service:

Another expert who has written several blogs once mentioned that empower
employees are those who can provide exceptional services. He is also
experienced in this field and thinks that empower employees do have the
power to make such decisions without taking help from the supervisor. They
also have the right to go and do something else, bend those rules and do what
they can see and fit if they know that it is the correct thing to do for their
customers. Apart from any other feeling, the empower employees will be able
to create the feelings of a true customer service which will yield customer
loyalty. Companies which give their employees the freedom to make such
decisions may end up becoming more successful in the near future.

3. Can embrace change:

Empowered employees are always free to change and challenge the status quo
that is considered quite critical for companies that are changing fast and are
driven by environment and technology. Companies and employees are feeling
comfortable about questioning their status quo; these companies will most
probably stay stagnant since companies may swiftly get past them. By
establishing an environment where the employees are feeling free to question,
offer and challenge new ideas may avoid such a problem and help the
employers and employees in the same process.

4. Improves the quality of work:

When you empower your employees, you make them feel like they have been
participating in the organization and helping it grow. They also want to know
what they are contributing towards and if the success of the organization is
growing or not. The employees are hence given the flexibility and the freedom
to help make a change in their working environment. They feel empowered
and deliver work of very high quality. Not just that empower employees also
take a personal ride in their work and do take the responsibility for doing a
good and proper job. As a result of this, the organization will reap such
benefits of employees by delivering higher quality services and products.
5. Collaboration:

Since employees have been treated and empower as essential components

within the organization, they gain a lot of self confidence as well as their
abilities to influence the organization. They will be a lot more comfortable
when it comes to changing and giving each other new ideas, collaborating with
other people and in a manner that is honest and open. Their behavior will also
promote and boost team work and increase involvement to support the
company wide goals which cannot be achieved in any work force that is not
connected to one another. Collaboration will allow the organization to achieve
a lot more than any individual can achieve on their own.

6. Communication is boosted:

Employees do not like feeling as if they are the last to get to know when any
important changes have been made inside the organization. In order to
combat that, managers should be willing to work on them and communicate
within the reaches of appropriateness, the staff and keeping them informed
when it comes to environment and jobs. The management has to be receptive
when it comes to input of employees and gives them a better sense of control
over strategic and financial decision. Once the culture takes root, the
employees will become more comfortable and share their ideas with
management and improve the morale of the workplace. In return, the
employees shall become more receptive to any positive coaching from their
managers.

7. A turnover that is reduced:

It has been understood over the years that people will leave their bosses and
not the company they are working for. The reason behind this is the managers
who put emphasis and focus on the process and their results. The trait will get
you more than any stifles empowerment. The employees should also not feel
handcuffed when it comes to being afraid of making any bold moves. The more
these employees feel about their actions and have a positive impact on the
organization, the more they will feel connected towards their employees. This
will also begin with management and serve as the voice and face of the
organization. The more free a manager is when it comes to giving important
decisions and tasks, she will focus much less on the operations and strategy
that will have to work on business planning.

8. Clients are much happier:

When the clients have been given a lot of power, they feel very happy and
satisfied with their position. They become more enthusiastic and feel better.
This happens to be a key area when financial improvements have been realized
from empowering their employees. The clients always communicate with the
attentive and friendly staff, regardless of their enterprise! And the empowered
personnel will take a much more personal approach with their clients and
focus on creative and better ways to solve problems that appear much less tied
to the policy of the company. In turn, the company will feel increased concern
and improve retention and loyalty.

Resilience: Finally we are going to talk about resilience in this post. The way
your employees respond to such changes is the best and key ways to
maintaining morale. When you allow employees and make important
decisions, it will affect the company and the changes shall be much less likely
to be shown as uncaring edicts. If the culture of employee and loyalty has been
established, even when larger changes have been embraced and accepted, the
staff must feel management in all their levels.

Other points: There are several businesses that find enough productivity in
their work as well as overall performance and believe that employees will help
them achieve the organizational goal in the near future. The employee
empowerment activities will also have a positive and good impact on the
quality of work, the satisfaction of employees, its costs and its productivity.
The organization will also provide its employees with flexibility and freedom
and will make a difference and a much higher quality of work from their
employees. Employees in every organization are focusing on the rate of
employment, levels of satisfaction and have often been quite satisfied with the
performance themselves.

DISADVANTAGES:

Here are some disadvantages that come with employee empowerment:

1. Abusing power:

Most empowered employees tend to abuse their power when they have been
given the power to make decisions the way they want to. But there is a slight
chance and a huge possibility of these employees and them taking advantage
of the empowered for better and even more personal gain. This also means
that the employees may become less responsible for efficient based decisions
they have made. For example, the employee may want to spend some time on
non-work related things such as breaks and committee meetings.

2. Interpersonal relations:

With empowering employees comes the complexity of interpersonal relations.

They could bring conflicts and misunderstanding between employees and their
managers. In any organization or culture that we belong to, we have a rigid and
high hierarchy where the managers have a tough time while trying to accept a
better culture of empowering employees. These conflicts could result on any
environment where the employees as well as management cannot have
proper working relations. Even when empowerment could provide you with
subordinate employees as well as job satisfaction, it could deprive their
managers at the same time.
3. Additional costs of training:

Empowering employees may need you to have a proper training program for
educating employees regarding assertiveness, leadership skills as well as group
dynamics. Even though the training is beneficial, the extra costs as well as time
could be incurred by the business in order to make it happen. Additionally, the
training program will guarantee that the employee empowerment process will
get you positive results.

4. Poor knowledge and understanding:

Even though the capacity to make decisions could be considered laudable, it

comes with a few negative points as well. Employees will not have enough
knowledge regarding various decisions of business which can undermine the
success of company and may cause more interrelation conflicts. Having little
knowledge could be due to lack of enough training or maybe because an
employee could be competent when a task has been assigned. For example,
when a team leader is in charge of such sales and feels the need to contribute
towards the IT department will operate and make poor decisions at the same
time. The team leader will also have conflict with the department employees.

5. Arrogance:

When employees have been given enough power, their confidence level is
highly increased. Though it could be a great thing to be confident, the sad part
is that too much confidence is not a great thing either. Confidence levels in this
case are far too high up and they also cross the line into becoming arrogant.
People who are arrogant are quite difficult to handle and dont take up the
direction properly which does become insubordinate in the future. When you
are working with such a kind of environment, it could take a toll on all
employees and once again become all dissatisfied with the productivity levels
and job.

6. Risks of security and confidentiality:

One way that all employees empower is that the employees end up sharing
information that is not supposed to be shared with others. The exchange of
ideas which are free and the information which makes the employees feel very
important and appreciated will end up helping and empowering them a lot
too. However there is a lot of information that has been exchanged freely with
people through the company and has a boosted and increased risk when it
comes to security and confidentiality and is leaked to all parties that usually
dont have any access to that kind of information.

LEGAL ASPECTS:

Legal empowerment happens when marginalised people or groups use

the legal mobilisation i.e., law, legal systems and justice mechanisms to
improve or transform their social, political or economic situations. Legal
empowerment approaches are interested in understanding how they can use
the law to advance interests and priorities of the marginalised.
According to 'Open society foundations' (an NGO) "Legal empowerment is
about strengthening the capacity of all people to exercise their rights, either as
individuals or as members of a community. Legal empowerment is about grass
root justice, about ensuring that law is not confined to books or courtrooms,
but rather is available and meaningful to ordinary people.
Lorenzo Cotula in his book ' Legal Empowerment for Local Resource Control '
outlines the fact that legal tools for securing local resource rights are enshrined
in legal system, does not necessarily mean that local resource users are in
position to use them and benefit from them. The state legal system is
constrained by a range of different factors from lack of resources to cultural
issues. Among these factors economic, geographic, linguistic and other
constraints on access to courts, lack of legal awareness as well as legal
assistance tend to be recurrent problems.
In many context, marginalised groups do not trust the legal system owing to
the widespread manipulation that it has historically been subjected to by the
more powerful. 'To what extent one knows the law, and make it work for
themselves with 'para legal tools', is legal empowerment; assisted utilizing
innovative approaches like legal literacy and awareness training,
broadcasting legal information, conducting participatory legal discourses,
supporting local resource user in negotiating with other agencies and stake
holders and to strategies combining use of legal processes with advocacy along
with media engagement, and socio legal mobilisation.
Sometimes groups are marginalized by society at large, with governments
participating in the process of marginalization. Equal opportunity laws which
actively oppose such marginalization, are supposed to allow empowerment to
occur. These laws made it illegal to restrict access to schools and public places
based on race. They can also be seen as a symptom of minorities' and women's
empowerment through lobbying.

CONCLUSION & SUGGESTION:

In every civil society the dignity of labour is of paramount importance.
Unfortunately in India, workmen are denied this dignity. Even after more than
half a century of independence, the position of labour as a class in India has
not changed for the better. The gap between 'haves' and 'havenots' has
widened; the poor have become poorer; they are now at the mercy of those
enjoying power and luxuries of life. Lack of awareness about labour rights,
weak laws that promote violation of labour rights, unorganised sectors in
labour as a class and lack of will on the part of government, employers, trade
unions and labourers - all of them are responsible for this situation. The policy
of liberalisation and globalisation has worsened the situation in that labour has
been reduced to a cheap commodity to be bought and sold in the market. The
condition of women labourers is worse. The women in globalised economy
face new kind of problems and challenges. They are exploited for the reason
that they find it difficult to raise their voices against exploitation in a male
dominated society. They are paid low wages, sexually harassed at workplace
and have to bear the double burden of work at home. They are traditionally
being placed in the lower jobs or traditional jobs and are being paid less wages.
Sexual harasment at the place of work is yet another consequences of inherent
partriarchal notions existing in the society since generations. The global
economy denies a woman equal rights to her male counterpart. Everywhere in
the world women are always treated as subordinate to men in every walk of
life.4
Contradiction is innate in the perception of the status of woman in Indian
society. She has "de jure" equality under the constitution and many of the
laws. "De facto" equality as well as independence still appears a long way off,
even after 57 years of Independence. On a hypothetical and rational plane,
society is vocal in favour of granting equality to woman. On a personal,
psychological level it is unwilling to let go of the upper hand enjoyed by man in
a masculine oriented society5.
Women have multiple identities and they have many roles which they play and
several of these identities are at times contradictory and not always
complementary. They have to divide their time between domestic work and
wage work. This division takes place over the course of a woman's life time and
results in a heavy penalties as she loses her place in the labour market
hierarchy. Biologically, the two sexes are different but as far as the qualities of
work are concerned, it has never been proved that women are in anyway
inferior.
The marginalization of women is not a phenomenon confined to India or even
to the developing countries. The invisibility of women's work and its
exploitation are as rampant in the most progressive nations as in the least
developed. The world economy as it stands today is built on the unpaid labour
and misappropriated and ruthlessly exploited natural and human resources. Of
these, women's labour forms a major portion. The definitions of 'work' and
'production' as they exist today, whether in the census or in other surveys on
work are such that subsistence production and services provided by women
are either ignored or taken into account only marginally. Consequently, the
results of these surveys tend to reinforce the traditionally held view that
women, more often than not, are non-workers, whose primary responsibilities
are household work and caring for children.

4
Nivedita Giri - "Jndian Women in Development Process and Aspects of Globalization" - Women's Link,
October-December '2000, P. 16.
5
J.M.Hari Singh - "Career Woman and Work Place Ethos" - CBI Bulletin, April 1999, P-46
 The government does not seem to have a clear-cut policy as to what should be
the priority legislations relating to women's rights at the workplace and how
they should be implemented. What the government has been doing is ad hoc :
depending on the demands of the public, the ILO recommendations and at
times, depending on what the courts say and sometimes also depending on the
convenience of the government6.
According to Eliane Vogel, four factors are chiefly responsible for
discrimination against women : i) Socio-cultural attitudes and prejudices ii) The
double exploitation of women in the family, iii) The exclusion of women from
productive work as full and equal partners and iv) The exclusion of women
from political and social life7. 4 Women form nearly half of the world's
population, yet their voices are not heard in the corridors of power. They have
been affected by lack of opportunities and facilities arising from the innate
discrimination prevalent in most societies. Lack of awareness is, in fact, one of
the fundamental reasons behind the powerlessness, bias and exploitation that
women face in their work.

6
Asha Bajpai - "Women's Rights at the workplace : Emerging Challenges and Legal interventions". The Indian
Journal of Social Work, Vo/.58, Issue I, January 1997, P 116.
7
Eliane Vogel - "Some suggestions for the Advancement of Working Women" - Published in the Book 'Women
Workers and Society' /LO, Geneva, 1976, PP. I l-13.
BIBLIOGRAPHY:
LIST OF BOOKS
1.Applewhite, Phillip B., Organsiational Behaviour, Prentice-Hall, New Delhi,
Englewood Cliffs, 1965, p.77.
2.Aswathappa, Human Resource and Personnel Management, Tata McGraw
Hill, New Delhi, 2002.
3.Aswathappa, Human Resource Management, Tata McGraw Hill, New Delhi,
2005.
4.Blum, Milton L., Industrial Psychology and Its Social Foundations, Harper &
Row, New York, 1965, p. 77.

LIST OF JOURNALS AND MAGAZINES

1.Anand K. K. and Bajaj. A. Employee Morale Survey. Indian Management,
New Delhi, February, 1975.
Ashok Pratap Singh, Human Resource in Industrial Productivity A
Psychological Perspective, Economic and Business Affairs - Facts For You, New
Delhi, March, 1989.
2.Bhatia B. S and Harinder Bir, The Impact of Organizational Culture on
Employees Morale, A Comparative Study of Commercial and Co-operative
Banks, Unpublished Ph.D., Thesis, University of Punjabi.
3.Chetty B. S and Krishnaswamy K. N, Skills of Human Resources; Need for
Periodical Review, Productivity, New Delhi, July September, 1988.
4.Bagali. M. M., Employee Empowerment A New Strategy for Creating a High
Performance Work Force Management and Labour Studies, Jamshedpur, Vol.
26, No. 2, 2001.