Employees can take genuine responsibility for their own future when they know what is happening and are able to influence decisions. This increases the ability of individuals on lower levels of the power hierarchy to influence matters in other life sectors. When individuals have opportunities for self-fulfilment at work, their prospects outside of working life also improve. In his thesis Kimmo Kev tsalo combines trade union demands for workplace participation with the central conclusions of modern management theories and recommendations. However, he does not apply the ideas in representative bodies but directly in workplaces.
Representative systems are mainly about reconfirming the existing power hierarchy.
Instead one should strengthen the level on which people work, consider their future and solve their problems. When I recognised that workplace participation experiments where mostly empty words, I began to understand that participation requires finding a common interest in the workplace. In my opinion this common interest is not the competitiveness of the enterprise or consortium, but that of the workplace. Then a rising number of wage and salary earners could increasingly use their own heads. By raising the skills standard for employees we safeguard the international competitiveness of Finnish workplaces.