Employee Welfare

&
Participative Management

By:
Shivani
Shivangi
Shivam
Shipra

At a Glance:
Employee

Welfare
Case study of Tata Steel
Particiaptive Management

Employee Welfare: Definition

Employee 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: Objectives

To 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

Water
Facilities for sitting
First aid appliances
Canteen facilities
Spittoons
Lighting
Washing places
Changing rooms
Rest rooms

NON STATUTORY WELFARE SCHEME

Personal

Health Care (Regular

medical check-ups)
Flexi-time
Employee Assistance Programs
Harassment Policy
Maternity & Adoption Leave
Medi-claim Insurance Scheme
Employee Referral Scheme

Legal Aspects
Workmen's Compensation Act, 1923
The Factories Act, 1948
The Payment of Gratuity Act, 1972
The Payment of Wages Act, 1936
The Trade Union Act, 1926
The Industrial Disputes Act, 1947The
Employee State Insurance Act, [ESI] 1948
The Payment of Bonus Act, 1965
The Employees' Provident Fund Scheme, 1952.
The Child Labour (Prohibition & Regulation) Ac
t, 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 Management
Participative

(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 decisionmaking 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:Forms

increasing the responsibility of

employees (job enrichment)

forming selfmanaged teams,

quality circles, or
quality-of-work-life
committees;

soliciting survey
feedback
management

Benefits
Instills 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.

Benefits
Participation 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