fadequate relevant knowledge to enable them to participate

 meaningfully there-in. (PR TR : i T
‘ as to be a continuous feature. Problems con-

fronting undertakings are many and varied. At the same time per-

sons participating in these various bodies will be changing from

time to time. In any case as a long-term view this programme

must aim to reach beyond the few individuals who sit in the

workers’ councils and the management executive committees. It

has to reach the worker on the shopfloor who may be anxious
and willing to break the chains of ignorance or of too little
knowledge. The second phase cannot therefore be allowed to be
just a phase. It has to be a long-lasting element of our industrial
relations policy.

I will now mention another important requirement in order to
implement successfully the President’s Directive in question. This
is a requirement pertaining basically to managers in Parastatal
Organisations and which I suspect will be quite a challe
perhaps a lot of them. It is a challenge which stems from the fact
that a lot of people despite basic changes in conditioning circumstances
and facts continue to behave in the same way they have been bahaving
before. Such behaviour or habits may become quite absurd,
dangerous or just no longer necessary and yet those involved may
go on following them until either too late to avoid undesirable
consequences or until they are shaken out of their slumbering
world.

Therefore an important requirement for all the people con-
cerned, especially managers of parastatal organisations, is to
discard habits, practices and conduct which have become
politically anachronistic.

One of these habits is excessive secrecy. It used to be the duty of
a capitalist manager to tell his workers as little as possible about
the productivity, the profits or losses, the marketing prospects and
future plans generally (which may involve redundancies and
therefore of great interest to the workers), relating to this en-
terprise.

The managers of our socialised enterprises in Tanzania will
have to grow out of such a habit. Presidential Directive No. 1 of
1970 requires that the workers’ participation institutions should be
fully taken into confidence and be provided with all data relevant
to an issue being discussed. A manager who regards it his duty to

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