Work Place Democracy and Quality of Work Life: Problems and Prospects

Abstract

The concept of increasing the participation of workers in decisions affecting their work lives is appearing more often on the labor-management agenda. The reasons for management interest include the need for (1) increasing productivity and quality; (2) increasing the quality of work life for the new worker, who is more educated, with a good work ethic but alienated and unmotivated under current management practice; and (3) meeting foreign competition. Problems may arise for firms involved in forms of participation such as quality circles and quality of work life programs, when management aims of a streamlined work force and control of worker innovations clash with the workers' expectations of work place democracy inherent in such programs. A dilemma is posed for unions when the new forms of participation undermine the union, or maintain or create so-called union-free environments. Many unions are now playing a more active role in these programs. More aggressive approaches to bargaining on work environment and other issues reflect movement by some unions to a more proactive philosophy of the union's role in participation-enhancing strategies.