Evaluating The Role Of Joint Consultative Committee On The Promotion Of Employees’ Welfare In The Tea Industry. A Case Of Selected Tea Estates In Thyolo District

Abstract

The Joint Consultative Committee (JCC) is an indirect employee voice mechanism that is preferred and widely used in the tea estates in Malawi. The extensive use of JCC at the expense of Trade Unions in the tea industry and beyond has triggered the curiosity in the industrial relations circles that seek to understand the actual effectiveness of JCC to promote the wellbeing of workers. However, available literature on the notion of JCC, particularly in the tea sector in Malawi, lacks detailed information on the actual strength and weaknesses regarding JCC practices in the promotion of employee welfare. As such, it becomes overwhelmingly necessary to explore thoroughly the JCC practices in terms of strength and weaknesses. This study, therefore, was purposed to evaluate the role that JCC plays in the promotion of employee welfare in tea industry. The study had set three specific objectives. First, was to evaluate JCC ability/power to influence management decisions to the advantage of employees. Second, was to explore how JCC practices were managed in the tea industry for the benefit of employees. Finally was to examine the effectiveness of consultation process between management and JCC on matters affecting employees. The study used qualitative method. Three (3) Human Resources Managers were purposefully sampled to provide qualitative data through one to one interviews. Additionally, fifteen (15) JCC members were conveniently sampled to also provide qualitative data through one to one interviews. Finally, sixty (60) workers not in JCC membership were conveniently sampled to provide qualitative data through staged Focus Group Discussions. The study data were qualitatively analysed using thematic and content analysis. The results revealed that JCC was a useful forum for communication between management and employees that significantly contributed to industrial peace in the tea estates. However, JCC was found to be less effective employee voice mechanism to promote employees welfare, largely due to management persistent threats and dominance towards JCC practices and lack of legal framework to legitimise JCC actions. It was also found that the role of JCC, in relation to promotion of employee welfare, was deficient of real substance of what it takes for any effective employee voice to possess. In view of this, it was recommended that legal framework should be put in place to support JCC practices; Management should create enabling working environment for JCC to function; JCC to be fully capacitated; appropriate and effective communication channels be in place between management and JCC members and between JCC members and workers and last, was to enhance JCC regular meetings and frequent monitoring by relevant regulatory stakeholders.