Industrial democracy is an arrangement which involves workers making decisions, sharing responsibility and authority in the workplace. While in participative management organizational designs workers are listened to and take part in the decision-making process, in organizations employing industrial democracy they also have the final decisive power (they decide about organizational design and hierarchy as well).
In company law, the term generally used is co-determination, following the German word Mitbestimmung. In Germany, companies with more than 2000 employees (or more than 1000 employees in the coal and steel industries) have half of their supervisory boards of directors (which elect management) elected by the shareholders and half by the workers.
Although industrial democracy generally refers to the organization model in which workplaces are run directly by the people who work in them in place of private or state ownership of the means of production, there are also representative forms of industrial democracy. Representative industrial democracy includes decision-making structures such as the formation of committees and consultative bodies to facilitate communication between management, unions, and staff.
Advocates often point out that industrial democracy increases productivity and service delivery from a more fully engaged and happier workforce. Other benefits include less industrial dispute resulting from better communication in the workplace; improved and inclusive decision-making processes resulting in qualitatively better workplace decisions, decreased stress and increased well-being, an increase in job satisfaction, a reduction in absenteeism and an improved sense of fulfillment. Other authors regard industrial democracy as a consequence of citizenship rights.
Works council
At the point of production, the introduction of mandatory works councils and voluntary schemes of workers' participation (e.g. semi-autonomous groups) have a long tradition in European countries.Joel Rogers/Wolfgang Streeck (eds.
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Le contrôle ouvrier est une participation à long terme des salariés dans leur entreprise à sa gestion. Il a été revendiqué par les anarchistes, les socialistes, les communistes, les sociaux-démocrates et les chrétiens-démocrates. Il a été associé à divers courants socialistes (surtout au communisme) ainsi qu'aux systèmes d'économie mixte. Il s'agit d'une action permanente menée par les salariés, sur le lieu même du travail, pour permettre à ces derniers de se rendre compte, aussi exactement que possible, du fonctionnement intérieur et détaillé des entreprises industrielles et commerciales.
vignette|Personnel de l’imprimerie autogérée Oktoberdruck à Oberbaum (immeuble Narva), à Berlin (2014). Selon certains, l’autogestion (du grec autos, « soi-même », et « gestion ») est le fait, pour une structure ou un groupe d’individus considéré, de confier la prise des décisions le concernant à l’ensemble de ses membres. Dans cette optique, l'autogestion n'impliquant pas d'intermédiaire gouvernemental ou décisionnel, elle s'inscrirait de fait dans la philosophie anarchiste ou libertaire.
Workplace democracy is the application of democracy in various forms to the workplace, such as voting systems, debates, democratic structuring, due process, adversarial process, and systems of appeal. It can be implemented in a variety of ways, depending on the size, culture, and other variables of an organization. From as early as the 1920s, scholars have been exploring the idea of increasing employee participation and involvement.