Final Remya

7/31/2019 Final Remya

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INTRODUCTION

Workers participation in management is one of the human resource

management concepts. With in the last three decades in the realm of human

resource management, the technique of the workers participation in management

has been regarded as a powerful behavioral tool for managing the industrial

relations system. This concept has taken birth in Western countries and spread

over one of the chief instrument is beginning to gather both labours and

management in democratic countries. Workers participation in management has

been widely advocated not only for ensuring industrial democracy, but for

developing human resources. Yet at the same time the process of participation

also helps in understanding of enterprises viability and hence mutuality helps in

establishing greater viability rather than participation as we they culture. Such a

process helps in growth of the individual and create a sense of belongings.

CONCEPT

Workers participation in managements concept is widely debated has

evolved from the purely ideological and imaginative plants to our organizational

reality. This is an over worked concept in business and government and an under

worked activity. But the form and connotation of the term varies with the socio-

economic goals of a particular country. And the concept is shrouded with to much

vagueness that for different people it has different meanings. Thus a clarity of the

concept of participation is very important for any study or applications of

participative management.

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Various parties to industrial relations namely workers, management and

trade union intercept this terms in many ways. Managers generally interrupt it

merely as joint consultation prior to decision making and also management experts

ands executives look upon it as a tool for improving the over all performance of an

enterprise. Employees normally think of as equivalent to co- decision or co-

determination in the spheres of managerial functions. The trade unions view the

concept as the harbinger of a new order of social relationship and anew set of

power equations with in organization.

Many industrial relations experts regarded the workers participations in

managements concept as a powerful behavioral tool for managing the industrial

relations system. It as association of employees with management, without the

final authority or responsibility in the general area of managerial functions. To

them it means giving scope for workers to influence the managerial decision

making power with the lower ranks of organization.

Thus workers participation in managements means giving scope for

employees to influence the managerial decision making process at different levels

of forms in the organization.

The concept indicates the industrial democracy and a distribution of social

power in industry. Workers participation as a system of communication and

consultation, either formal or informal through which they express their opinion

and contribute to management decisions. It is industrial democracy in action

based on the principles of equity, equality and voluntarism. It gives to the

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employees representatives the right to criticize to offer constructive suggestions

and to become aware of various delicate issues involved in decision making.

ORIGIN OF THE CONCEPT

From the very beginning of the modern industrial era, some of factors set

the tone for a series of experiments in management those factors are one is social

thinkers were concerned with problem of the status of workers at the work place in

organization and in the society and they wanted to protect them against capitalist

and management exploitation.

Other factors also influenced besides the ideological attack from the

radicals and the need for reforms in the capitalist system the trend towards

beginning about changes in the style of industrial management, the demands of

continuous production during the two world was promoted the mangers to

introduce such strategies as would ensure uninterrupted industrial activity the

differentiation between management and enterprises accelerated the pace of

professionalisation in industrial management. There are all factors set the tone for

a series of experiments in management.

At that time socialists like the Webbs and Cole were of the view that

participation of employees in management would be sufficient to meet the needs

of social justice. Thus the main concern of ideologists in advocating employees

participation in management was the sharing of part of managerial power with

workers. This type of thinking is referred to as an ideological view.

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The concept of workers participation in management is linked to the

ideology, social justice and the ideas of the pre-marium Utopian socialists who

recommended the regulation of property rights in order to reduce social disorder

and exploitation. The socialist was saint Simon (1760- 1825), Charles Fouries

(1770-1837) in France and Robert Owen (1771-1859) in Great Britain their early

socialists did not previously spell out the doctrine of joint participation and they

fail to considered the role and nature of the state is the process of social change.

Further John Rancis Bray (18806-1985) felt that was could correct their

mistakes only under a system of common ownership of the means of production

and common labour and under conditions of free and equal association and

cooperative communities Louis Olan (1811-1861) invented or at least popularized

slogan from each according to relax control on industry and to promote national

wok stops ad cooperative enterprises to be managed by workers Pierre Joseph

Pred-hore (1808-18565) was the first philosopher to use the term Indusial

democracy Frendand Lassale (1825-1864) proposed a programme of workers

cooperative and social ownership of the enterprise Louis Augusts Blangue (1805-

1881) Michal Bakerlin (1814-19760 and Karl Mark (1818-1883) emphases and

Char struggle and estimate revolution for this establishment of an equalization

society.

The syndicatalists (Anarchist communism and Trade unionism) in France

wee quite active between 1910 and 1920 and supported worker control as district

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from workers participation guild socialism was promoted by G.D.H Cole who

believed that guides comprising all classes should control industry.

Workers participation in management in major countries

U.K - Joint consultationU.S.A - Collecetive bargaining

The USSR - Workers as partners in management

Japan - Labour management consultation

Australia - Employee investment, work committee

Canada - Joint labour Management committee

Iraq - Works committee

Evolution of the scheme in India

It was first introduced around 1910 in the Textile industry which is one of

the oldest of the organized industries of the country. It is also significant to note

that joint consultation of the type introduces then was the result of trade unionism

that was slowly taking shape in the textile industry. .

By the end of the first world war, the idea of consultative committers took a

more concrete shape. The Tat iron and steel Company at Jamshedpur was

perhaps the first to set up a works committee consisting to the representatives of

the management and the workers. The TISCO works committee failed because of

factors and rivalries of the trade union that emerged in the company.

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Mahatma Gandhi with his new idealism which he was trying to spread in

idea during the latter part of Levand decade of the country gave lead to establish

new relationship between the workers and managements of Ahmadabad. The

view that all disputes could be settled through discussion and consultation based

on mutual good will and trust.

The Government of Bengal appointed a committee in 1921 to examine the

causes and suggest remedies of industrial unrest in the province one of the first

industries to setup a joint committers in Madras was the Buckingham and Carnatic

mills.

Report of the Royal commission on labour

Royal commission on labour 1931 among thither thing examined the

workers of those committees. The Royal commission also stressed the need to

develop a joint machinery on the pattern of the informal consultative machinery of

Ahmadabad referred to done the internal settlement pf disputes and grievances.

The post world war II period

The war had how ever given the impetus to the setting up of national

tripartite machinery in the form of the Indian labour conference. At the end of the

war interest is worker participation in management revived wit the growing

clamour for nationalization of tonic industries voiced by the trade unions as well

as political parties.

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The Industrial dispute Act 1947

The scheme of joint consultation get a firm legislative foundation only

when the government of India enacted in ID Act 1947. By the end of September

1951 the member of committee set up had cistern to 1.142 besides there were 428

production committees in operations. The largest number of works committee

were in Madras (486), Bombay (245), Punjab (98), west Bengal (78). The

numbers of committee in putties Iutes role 323 by the end of 1953-54. There were

as many as 2095 committees functions on the different states in India.

DEFINITION

In the word of Davis, It is a mental and emotional involvement of a

person on group situation which encourages him to contribute to goals and share

responsibilities with them.

Within the orbit of these different definitions continuum of men

management relationship can be conceived.

Workers control Joint management Joint consultation

Work place consultation management supremacy

V. G. Mhetras:- workers participation in management on sharing the decision

making power by the rank of an industrial organization through this proper

representative at all appropriative levels of management in the entire range of

managerial action.

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Clarke:- On his book authored along with other day participation is the process

where in workers whether as individual or through union or any other means have

and share in the process of decision making by the management.

V.V. Giri:- Such an association of labour and management at all levels should

lead to promoters of increased productivity for the general benefit of the

enterprise. The employees and the community giving employees better

understanding of their role on the working of the industry and the process of

production lag factors of the urge of self expression in employees thus leading to

industrial place. Better relation and increased cooperation will enable employers

to his confidence and cooperation. Such association of labour and management

and so away with suspicion and mistrust and replace antagonism with cooperation.

In the words of Clarence Frances:- Has rightly remarked that you can by a

man physical presence at a given lace you can even buy a major number of

skilled muscular nations per day pr per hour but you cannot by (etherisation)

enthusiasm initiative, loyalty you cannot buy the decision of hearts minds and all

you have to earn these things.

Waler:- Workers participation in management occurs when those at the bottom

of an enterprise hierarchy taken part in the authority and managerial functions of

the enterprises that is employers became involved in extended areas of decision

making and control which had previously been reserved exclusively as managerial

prerogatives.

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Act to TRP Franch:- Participation refers to the process in which two or more

parties influence each other in making certain plans, policies and divisions. It is

restricted to decision that have further effects ion all these making the decision an

in those presented by them, thus he refers to two directions.

Jan Clegg:- Participation implies situation where workers representative to some

extent involved as process of management decision making but where the ultimate

power and on the hands of the management.

M. Shashkin suggest that participation involves workers in the planning and

control of their own activities.

According to Blum Berg:- Participation as covering a wide spectrum of possible

influence which ranges from compete work control in the disseminations of

information of the part of management.

MEANING

Workers participation in management is a concept shrouded with to much

vaupueness that for different people it has different 9people it) meaning fro

management it is joint council prior to decision making for workers it is co-

decision making or codetermination for trade union leaders at is the whering in of

anew era of social relationship are of administrators it is merely the associations of

workers with management without assigns the many authority and responsibility.

It should be remembered that the workers participation in management is

not the same tings as participate management. While workers participation in

management refer to institutional and formal arrangement resulting in to the

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creation of various participative forum to associates workers reprehensive with

management.

LEVELS OF PARTICIPATION

The participation is possible at all levels of management. It depends upon

the nature of functions the strength of the workers that attitudes of trade unions

and that of management. Broadly speaking there are four stages of participation.

Informative participation: where members

have the right to receive information discuss

and give suggestions on the general economic

situations of the concern the state of the

market. Production and sales programmers,

organization and general running of the

undertaking circumstances affecting the

economic positions of the concern, methods of

manufacture and work, annual balance sheet

and profit and loss account and connected

documents and explanations, long term plans

for expansion, redeployment and such other

maters as may be agreed to there are the areas

in which the members have the right top

receive information and discuss these and

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make suggestions which are binding on the

management.

Associative participation: Here the

consultation extended to more area in addition

management has normal responsibility to

implement recommendation made by point

councils.

Consultative participation: Consultative

participation involves a higher degree of

sharing of views of the members and giving

them an opportunity to express their feelings.

In the process, members are consulted to

matters to welfare amenities, adoption of new

technology and the problems emanating from

it, safety measures etc. Its managements

prerogatives to accept the suggestions of

workers given at participative forum.

Administrative participation: Administrative

participation involves a greater degree of

sharing of authority and responsibility of the

management functions. Here members are

given a little more authority in the exercises of

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administrative and supervisory powers in

respect of welfare measures and safety works.

The operation of vocational traini9ng and

apprenticeship schemes, preparation of

schedules of working hours and breaks and

holidays. Payment of reward for valuable

suggestions received and any other matter that

may be agreed by the members.

Decisive or decision participation: Decisions

participation id the highest form of

participation where sharing in the decision

making power is complete and the delegation

of authority and responsibility of managerial

function to such a body of maximum. In

matters like economic, financial and

administrative policies the decisions are

mutually taken.

FORMS OF WORKS PARTICIPATION IN MANAGEMENT

The forms of Employees participation in management varies from industry

to industry and form country to country. The important forms of works

committee, joint management and shop council.

1) Workers Committee

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The industrial Dispute act 1947 provided for setting up of works committee

as a scheme of workers participation ion management. Which consist of

representatives of employers and employees. The act provides for the bodies in

every undertaking employing 100 or more workers. The main objectives of

setting up of works committee is to remove friction between the employer and the

employees.

The tripartite sub- committee appointed by the Government of India in

1960-61. in order to enquire into the functioning of works committee had

remarked that works committee had to concentrate attention on items like

i. Condition of work such as ventilation, lightning, temperature and

sanitation, including latrines and urinals.

ii. Amenities such as drinking water, canteens, dining rooms, crches, rest

rooms, medical and health services.

iii. Safety and accident prevention, occupational diseases and primitive

equipment.

iv. Adjustment of festival and national holidays.

v. Administration of welfare and fine funds.

vi. Educational and recreational activities such as libraries, reading rooms,

cinema shows, sports, games, picnic, parties.

vii. Promotion of thrift and saving

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viii. Implementation and review of the decisions arrived at the meetings of

works committee.

2) Joint management council

The industrial policy resolution of 1965 adopted by the Government of

India had suggested joint management / consultation between workers / employees

and management as a means of maintaining industrial peace improving industrial

relations. This scheme received official recognition on India only during the

second 5 years plan. It was on the basis of the report pf the tripartite committee

and the joint management council. Which had recommended fro India was almost

identical to that in the U.K. The functions of the councils were primarily

consultative. They included.

a) administration of standing orders and their amendments

b) retrenchment

c) rationalization and closure

Objectives of joint management council

i) To increase the association of employees and employers there by

promoting ordinal industrial relations.

ii) To improve the operational efficiency of the workers.

iii) To provide welfare facilities to them

iv) To educate employees so that they are well reequipped to participate in

these schemes and

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v) To satisfy the psychological needs of employees.

3) Shop council

Shop council has been introduced in big industrial units after the

declaration of national emergency in June 1975 scheme of employees participation

in Industry at shop and floor levels was declared on October 30, 1975. According

to this scheme every industrial unit employing more that 500 employees was

required to constitute a shop council.

Shop council- Production facilities

Operational facilities

Waste control

Safety and quality

Cleanliness

Welfare measures in the shop

Plant council

Operational areas`- productivity planning, house keeping

Financial area- profit and loss of units, cost reduction performance of the plant

Personal matters- absenteeism reduction, training and employees.

Welfare measures - schemes medicals, transport, sports, housing, canteen

Environmental areas- pollution control, community development

IMPORTANCE

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1) Reduced industrial unrest: Industrial conflict is struggled between two

organized groups, which are motivated by the belief that their respective interest

as enlarged by the self interested behaviour of the other participation cats at this

very root of industrial conflict in tries to same are or at least minimize the divers

an conflicting interest between the parties.

2) Reduced misunderstanding: Participation helps dispelling employees

misunderstand about the outlook of management in industry.

3) Increased organization balance: If workers are invited into share in

organizational problems and to work towards common solutions a greater degree

of organizational balance occurs because of decreased misunderstand and

individual and group conflict.

4) Improved communication: Participation tends to break down the barriers and

make the information available to managers to the extent such information to the

decision the quality of decisions is improved.

5) Higher production / productivity: Increased productivity is possible only

return there exists fullest cooperation between labour and management.

6) Increased commitment:- participation allows individual express them selves

all the work place rather than being closured into a complex system of rules,

procedure and systems of an individual knows that he can express his opinion and

ideas personal sense of gratification and involvement the place within him.

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7) Industrial democracy: - Participation helps to usher in an era of democracy in

industrial and base don the principles of recognition of human faster it tends to

refuses conflict between capital and labour. It also refers as a support to political

democracy.

8) Development of individual: - participation enhance individual creativity and

response to job challenges individuals are given and opportunity to direct their

initiative and creativity towards the objectives of the front.

9) Less existence of change:- When changes are arbitrarily enter deed from

above without explanations co-orientates tend to feel insure and take / make

counter measure aimed to sabotage of innovation.

Government policies towards workers participation in management

Government commitments to workers participation in

management started when a scheme of participation at the shop floor level and

plant level was introduced on 30th Oct 1975.

The workers participation in management bill 1990

provided out on the 19787 by Prof. Dr. Virmani.

The new scheme of workers participation in

management was introduced in 1983.

The 20 program of prime Minster of India 1975

scheme of workers participation in management.

Tripartite committee of 1984.

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Article 43 (A) was inserted in a directive principle of state poling as the

constitution of India by the constitutional amendment act 1976. The government

introduced a bill on Parliament on 525tgh May 1990.

Commission, conferences, and committees which have looked into the

matter of workers participation in management:

Royal commission on labour

The national commission on labour 2000

The study group of government of India 1956

15th session of the Indian labours conference 1957

the labour minister conference of 1977

Recommendation of labour minister conference of 1985

Sachar committee report

Government committee of workers participation in management 1977.

INTRODUCTION

Texport industries private limited (formally Texport Garments) is a full of

service group, based in India, built on a platform that strives to achieve a synergy

that cannot be compared to the rest; thus allowing us to provide quality apparels,

world wide strategically located in Mumbai, Bangalore ad Tripur we harness like

best geographical resources available.

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Texport industries private limited, a underwriters laboratories certifies ISO

9001- 2000 company is a well- known and reputed business house for its ethical

standards and commitment.

Texport industries are one of the most well known and reputed business

houses in the garment industry in India. Texport industries pvt. Limited is one of

the best companies in India to start export operations.

Because of the quality ns commitments to social responsibility, it is a

pioneer valuing human relationships. Texport industries limited produce in excess

of 16 million garments a month.

Texport industries are a major player in the readymade garments industry.

Texport industries private limited is located in Subramanyapura near

Banashankari. It is started in 1978. There is no shift system in company. Total

number of employees are 700 including skilled, semi-skilled and unskilled

workers. There are 77 staff representing production supervisors (quality

supervisors)

The annual turnover if the company is 80 million. The capacity to produce

the managements and the export the garments 1.6 million a month.

The company biggest assets is our people. We are devoted professionals

who take pride in our accomplishments. With the same dedicated team of key

people working with our customers over the year. We are mission driven and

result oriented and when we promise, we deliver. We are 1000% productive and

quick to capture new opportunities in the market.

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The company issued identity cared for the employees. The white cared for

staff, supervisors and quality operators. The yellow card for issued only for

cutting furnishing and fabricating the other card issued is red colour is only for

casuals. Pink card is for the trainees.

Various departments in TIPL

Personal Department

Human resources are the greatest of all resources TIPL have. The total

strength of employee is TIPL is more than 200. So it is high risk to manage this

large resources. For that the efficient functioning at the personal department

comes under the human resource manager.

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This section deals with functions like notification of vacancies and issue of

joining reports. The computer network in the office is administrated by this

section.

This section usperviso0rrs the welfare of all employees. The health and

safety measures human resources management activities various type of industrial

relations, dispatch items and security forces are included in the personal

department.

Present structure of personal department

Production Department

The other department in the TIPI is production department. The Texport

industries Pvt. Ltd. has progressively recorded high productivity production

department is equipped with efficient and qualified, management and supervisor.

Structure of Production Department

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ComputerOperator

PersonalAssistant

Human Resource Manger

WelfareOfficer

Production Manger


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SaS- Sample Section

CS- Cutting section

SS- Sewing section

FS- Furnishing section

CQA- Cutting Quality assistant

FI- Floor in charge

Furnishing Department

The garments from the production department is brought in to furnishing

department and packed and made ready fro dispatch. .

Structure of Furnishing Department

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Quality SupProduction co-ordinator

F.S Sa.SS.S C.S

P. Sup

Helper

C Q ASorter Layer Cutter FIFI FI

Supervisor

Helper

Tailor


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Industrial Engineering Department

Industrial engineering department have one industrial engineering manager.

These departments have three officers.

Structure of Industrial Engineering Department

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WasherIroningworkers

Production Supervisor

Alteration

tailor

Industrial Engineering

Manager

Kaja button

operator

Checker Packingworkers

Helper


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Maintenance department

The hierarchy of maintenance department is shown as follows.

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Product safety

co-ordinatorAssistant

industrial officer

Co-ordiantor

assistant

Maintenance Officer


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Store Department

The store department classified into two section, that is trim section and

fabric in charge section.

Structure of Store Department

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Crche Taker Nurse

Electricalmaintenance

Engineer

Machinemechanic

engineer


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Account Department

The hereby of accounts department is as follows

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Fabric incharge

TrimOfficer

Store Officer

Store in

chargerWelfare

Officer

Assistant Fabric

Assistant

Fabric quality

checker

Fabric helper


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Company product profile

Texport industries manufactured a wide range of quality garments. The garments

are classified into three categories. They are

A) Mens wear

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AccountOfficer

AccountOfficer

Account Officer

Clerk Clerk

Clerk


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b) Womens wear

c) Childrens wear

The mens wear contains Shirts, suiting, pants and night dress. The

womens wear also classified into categories that nightdress, ladies suiting, and

night dress. The childrens garments are frocks, shirts and casual wars. All the

garments are available in different design and colours.

MEANING

Methodology describes the statements objectives sampling tools and

limitations used for the study. For this study include overall research design. The

sampling procedures data collection methods and analysis procedures. Te present

study is in descriptive nature.

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Research methodology involves the following steps

1. Defining the research problems and research objectives

2. Developing the research planning.

3. Collections of information.

4. Analysing the informations

5. Presenting the findings.

OBJECTIVES OF THE STUDY

The objectives of the study is to identify the workers participation in management.

Below are the objectives of the study

a. To study the existing workers participation in the organization.

b. To study the effectiveness of workers I management

c. To study the role of workers participation in the organization

d. To find whether organization is provided any facilities for

employees

e. To know whether the particulars of workers in management

would

creating healthy working environment

f. To study present working condition of workers.

SCOPE OF THE STUDY

The major concerns thus become the accuracy of findings out of the

various aspects involved in the work participation intricacies among the

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employees and managers.. Thus the researcher focused the area of the study on

the factory including workers participation and formation of trends in favor of

participation and attitude of employees, managers and unions. The comparison

and co-operation and how they help in improving the life or employees and

employers in yard and development of personality of the participations in

particular.

LIMITATIONS OF THE STUDY

Most of workers were busy and hence they were unable to go

thorough the

questionnaire properly

lack of time for detailed study

unavailable of secondary data was anther limitations

Some of the respondents left that the researcher was send by management

and hence refused to give answer in the way they licked.

DURATION OF STUDY

Duration of study has been undertaken by 40 days.

SOURCES OF DATA

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This is an important factor in the research procedure in which the research

has to take almost care in the collection of data. The researcher design has wide

variety of methods to consider either singly of in combination on the basis of the

nature of data are classified as.

1. Secondary data

2. Primary data.

SECONDARY DATA

Any data, which have been collected earlier for some other purpose are

called secondary data. Source of secondary data are internal sources and external

sources. Internal sources are classified into four categories. They are accounting

records, sales- force reports, miscellous report and exports. The external data are

obtained from the outside sources. They are government publications, libraries

newspapers, stock exchanges, bank, advertising agency etc.

PRIMARY DATA

Any data which is collected at first hand by the researcher especially fro the

purpose of study are known as primary data. Primary data methods are

OBSERVATION

It is the method of collecting data. It is used to both past and current

information.

EXPERIMENTAL METHOD

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It is used to find out the casual relationship. The method is using in

selected stimula. In this method sample market are selected.

SURVEY METHOD

The amount of information collected using this method is very high

compared to other method. It is classified in to personal interview, mailed

questionnaire and telephoning interviews.

PERSONAL INTREVIEW

Personal interviews are faced to face intention between the researcher and

the correspondence made with or without a structured schedule. Response rate

will be high quantity of information collected will be very high effective

supervision is not easy and the time and cost required in collection of information

is high.

QUESTIONNAIRE

Questionnaire plays a vital role in the research process. The design of

questionnaire with relevance to the problem is a very important consideration.

Questionnaire is a set of questions relevant from the respondents.

SAMPLING TECHNIQUES

Sampling techniques are two types. They are non-probability methods and

probability methods.

NON PROBABILITY METHOD

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Non probability methods are convenience sampling, snowball sampling,

judgment sampling, quota sampling and panel sampling

CONVENIENCE SAMPLING

The study is based on convenience sampling. This is based on the

convenience of the researcher who is setting the sample. The respondents are

included in it nearby on the account of their availability on the sports.

To obtain information quickly and in expensive a convenience sample may

be employed. The procedure is simply to contact sampling units that are

convenient. A church activity group, a classroom of students women at a

shopping centre on a particular entree on a particular day the first 50 recipients of

mail questionnaire or a few friends and neighbors. Such procedures seen

indefensible and in an absolute sense they are. It obviously would be foolish to

rely on it in nay context where a busied result could have serious economic

consequences, unless the basis can be identified. A convenience sample often is

used to pretest a questionnaire.

Merits and Demerits

Merits

Suitable when the universe is not clearly defined.

Useful when the complete list of source is wait

Demerits

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It is different to knows the representatives of the selected sample; so it may

cause bias.

RESEARCH DESIGN

A research design is a blue print of the collection measurement and analysis

of data. It is a specified procedure for collecting the needed information. A

research design is overall operational pattern or framework of the project that

stipulates what information is to be collected and form what sources research

design in many types. They are

EXPIORATORY RESEARCH

It focus on the discovery of new ideas. It is generally based on secondary

data. It is used when once is seeking insights into general nature of problems, the

possible decision alternatives and relevant variables that need to be considered.

Typically there is little prior knowledge on which to build. The research methods

are highly flexible, constructed and qualitative for the research begins without

firm perception as to what will be vague and will defines, or they do exist at all. It

is also useful for establishing priorities among research questions and for learning

about the practical problem of carrying of the research.

DESCRIPTIVE RESERACH

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It embraces a large proportion of marketing research. The purpose is to

provide an account snapshot of some aspect of the market environment. This are

undertaken in circumstances were the researcher is interested to known the

character such as age, sex, education, occupation, income etc.

CASUAL RESERACH

It is also known experimental research. It investigates the cots and effect

relationship between two or more variables. It is methods of testing hypothesis.

STATISTICAL TOOL USED

Any empirical study starts with the collection of data subsequent states are

editing, tabulation and presentation data. These steps are to precede the analysis

and interpretation of data. To give a scientific back up this the following

statistical tools have been applied.

1. TABLE

2. PIE CARTS

3. PERCENTAGE

4. AVERAGES

5. BAR DIAGRAMS

Age wise Classification

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For analysis the age of the employees are group was categorized 20-30, 31-

40, 41-50 and above 51.

Table -I

Age No. of respondents Percentage

20-30

31-40

41-50

Above 50

21

48

11

-

26.25

60

13.75

-

Total 80

From the above table we can understand that more than 60% of

respondents are aged between 31-40.

0

10

20

30

40

50

60

20-30 31-40 41-50 Above 50

No. of

respondentsPrcentage

Educational classification of employees

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For analysis the age of the employees are group was categorized 20-30, 31-

40, 41-50 and above 51the educational qualification of the employees was studied

and categorized at SSLC, Plus 2, Graduation and Post graduation as shown in the

table.

Table -2

Educational qualification No. of Respondents Percentage

Below SSLS

Plus Two

Degree / Diploma

Post Graduate

18

16

40

6

22.5

20

50

7.5

Total 80

The above table reveals that 50% of respondents were degree / diploma.

20% of the respondents were plus two and only 7.5 % wee post graduation.

0

10

20

30

40

50

Below SSLC Plus two Degree post

Graduation

No. of

respondentPercentage

Departmental analysis of the Employees

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The department of the employees was studied and categorized a production

department, quality department, personal department, industry engineering,

maintenance department and store department.

Table -3

Department No. of Respondents Percentage

Production

Personal

Industry engineering

Maintenance

Store

35

12

11

12

10

43.75

15

13.75

15

12.5

Total 80

The above table was can understand tat 43.75 of respondents were working

in production deportment and less percentage in store department.

0

10

20

30

40

50

Production Personal Industrial

eng.

Maintenance Store

No. of respondent

Percentage

Opinion about the workers participation in management is necessary

for company

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The Opinion about the workers particular in management in necessary for

company

Table -4

Particulars No. of Respondents Percentage

Yes

No

53

27

66.25

33.75

Total 80

The above table we can understand that 66.25% of respondents opinion

about the workers participation is necessary for company.

Yes

No

66.25

33.75

Opinion about the aware the concept of workers participation in

company

The Opinion of respondents is given below.

Table -5

39


40/66


Yes

No

29

51

36.25

63.75

Total 80

The above table we can understand tat 63.75% of the respondents were not

aware the concept of workers participation in company.

Yes

No

36.25

63.75

Opinion about the purpose of workers participation is giving better

understanding for the plan

The respondents opinion about the purpose of workers participation is

giving better understanding for plan

40


41/66

Table -6

Particulars No. of Respondents PercentageYes

No

42

38

52.5

47.5

Total 80

The above table shows that 52.5 % of respondents agreed that, workers

participation is giving better understanding for planning.

Yes

No

52.5

47.5

Opinion about the employees are given right to participate in

management

Data regarding the employees are given right to participate in management

is given below.

Table -7

Opinion No. of Respondents Percentage

41


42/66

Yes

No

41

39

51.25

48.75Total 80

The above table we can understand that 51.25% of respondents are agreed

that employees are given right to participate in management.

Yes

No

51.25

48.75

Opinion about which level of participation is better fro employees for

participate in management

The table shows the opinion about the respondents for the participation of

employees.

Table -8

Level of participation No. of Respondents Percentage

Planning and implementation

Decision making level

Economic and finance

Welfare level

12

14

9

18

15

17.5

11.25

22.5

42


43/66

Healthy & Safety

All the above

16

11

20

13.75

Total 80

The above table we can understand that 22.55 of the respondents opinion

about welfare level and 20% of respondent for healthy and safety level. The less

opinion for financial level of participation, its percentage of respondent is 11.25%

Planning & Implementation

Decision making level

Economic & Finance level

Welfare Level

Healthy & safty

All the above

15

17.5

11.25

22.5

20

13.75

Opinion about the management attitude towards the workers

participation

The data regarding for the management attitude for workers participation

is tabulated given below.

Table -9

Factor No. of respondents Percentage

43


44/66

Supportive

More supportive

Less supportive

No response

29

21

19

11

36.25

26.25

23.75

13.75

Total 80

From the above table we can understand that 36.26% of respondents

opinion about the management attitude towards the workers participation is

supportive. The 13.75% of respondents had not answer.

0

510

15

20

25

30

35

40

Supportive More

suportive

Less

supportive

No

response

No. respondents

Percentage

Opinion about the communication between the employer and

employee is essential for workers participation

The opinion about the communication between the employer and employee

is shown in the table below.

Table -10

Particulars No. of respondents Percentage

44


45/66

Yes

No

57

23

71.25

28.75Total 80

It is clear from the table that 71.25% opinion is that success of the workers

participation is depends on the communication between the employer and

employee.

Yes

No

71.25

28.75

Opinion about from which department employees were represents in

participation

We can analysis from which department employees are represents in

participation. The department are top level, middle level, lower level and all the

level.

Table - 11

Department No. of respondents Percentage

45


46/66

Top level

Middle level

Lower level

All the level

22

29

10

19

27.5

36.25

12.5

23.75

Total 80 8

The above table shows that 36.25% respondents opinion is from middle

level and low percentage opinion for lower level department.

0

5

10

15

20

25

30

35

40

Top level Middle level Lower level All the level

No. of


Opinion about the workers participation is motivates the employees

The opinion about the workers participation is motivated the employees

were collected and tabulated shown below.

Table - 12


Yes

No

42

38

52.5

47.5

Total 80

46


47/66

The 52.5% of respondents opinion is workers participation is motivates the

employees and 47.5% is not motivates the employees.

Ye s

No

52.5

47.5

Opinion about the participation is establish more interaction in the

company

The opinion is given below

Table - 13


Yes

No

38

42

47.5

52.5

Total 80

47


48/66

It is clear that 52.5% respondents opinion is workers participation is not

establish more interaction in the company.

Yes

No

47.5

52.5

Opinion about workers participation in the management

The respondents opinion about the workers participation in the

management is given below.

Table - 14

Factor No. of Respondents PercentageVery good

Good

Moderate

Poor

17

23

21

19

21.25

28.75

26.25

23.75

Total 80

48


49/66

The opinion about the respondent for the workers participation in the

management is good and its percentage is 28.75. 26.25% is for moderate.

0

5

10

15

20

25

30

Very good Good Moderate Poor

No. of


Opinion about the workers participation is increase the production

The opinion of the respondent is given below.

Table - 15


Yes

No

55

25

68.25

31.25

Total 80 100

The most of the respondent opinion workers participation is increased the

production.

49


50/66

Yes

No

68.25

31.25

Opinion about which kind of participation is needed in the company

Type of participation is needed in the company is depends on the

respondents opinion.

Table - 16

Kinds of participation No. of Respondents PercentageAdministrative participation

Associative participation

Consultative participation

Informative participation

17

15

23

25

21.25

18.75

28.75

31.25

Total 50 100

50


51/66

The above table we can understand that informative participative is good

(31.25%0 and the second opinion for consultative participative (28.75%)

0

5

10

15

20

25

30

35

Administrative Associative Consultative Informative

No. of respondent

Percentage

Opinion about the workers participation is increased the efficiency of

employees

The opinion of respondents is given below

Table - 17


Yes

No

52

28

65

35

Total 80

The most of the respondents opinion is 65% that means workers

participation is increased the efficiency of employees and same of the respondents

opinion is not increased the efficiency of employees (35%).

51


52/66

Yes

No

65

35

Opinion about the workers participations creating healthy working

environment

The opinion about the workers participation is creating healthy working

environment is given below table.

Table - 18


Yes

No

49

31

61.25

38.75

Total 80

The most of the respondent opinion is participation creating a healthy

working environment in the company.

52


53/66

Yes

No

61.25

38.75

Opinion about the mutual understanding between the employees and

employer

The opinion about the understanding is given below.

Table - 19


Yes

No

55

25

68.75

31.25

Total 80

The most of the respondents opinion about the mutual understanding

between the employee and employer is more (68.75%).

53


54/66

Yes

No

31.25

68.75

Opinion about the equal representation by both sides in the committee

is essential for success of this scheme

Here, we can analyses, the equal representation is essential factor for the

success of this scheme. The analyses is given below.

Table - 20


Yes

No

42

38

52.5

47.5

Total 80

The above table we can understand that 52.5% of respondent is suggest that

equal representation by the bathe sides in the committee is essential for success of

the scheme.

54


55/66

Yes

No

52.547.5

Opinion about the employees likes to take part in the management

activity

The opinion of the respondent is given below.

Table - 21


Yes

No

38

42

47.5

52.5

Total 80

The analysis reveals that 52.5% of respondents were not interested to take

part in the management activity.

55


56/66

Yes

No

47.5

52.5

Opinion about the top management attitude towards the employees

The top management attitude towards the employees is given below.

Table - 22

Factors No. of Respondents Percentage

Supportive

More supportive

Less supportive

39

27

14

48.75

33.75

15.5

Total 80

The employees given opinion those top management attitudes towards the

employees are supportive (48.75%)

56


57/66

0

5

10

15

20

25

30

3540

45

50

Supportive More

supportive

Less

supportive

No. of respondent

Percentage

Opinion about the workers participation is effective scheme in the

company

The data regarding for find out the workers participation is effective

scheme in the company is given below.

Table - 23


Yes

No

63

17

78.75

21.25

Total 80

The most of the respondent opinion is yes. So below question is analysed.

How much it is effective

57


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Table - 24

Factors No. of Respondents PercentageLess effective

More effective

Reasonably effective

24

37

19

30

46.25

23.75

Total 80

The above table we can understand that 46.25% of opinion is more

effective in the company.

0

10

20

30

40

50

Less effective More efefctive Resonably

No. of respondent

Percentage

58


59/66

Opinion about the employees were the part of management

The respondent opinion about the employees are the part of management is

analyse with the help of the given below.

Table - 25


Yes

No

52

28

65

35

Total 80

The table shows that employees are the part of the management and its

respondent opinion is 65% and some of the respondent opinion are employees are

not the part of the management (35%)

59


60/66

Yes

No

65

35

Opinion about the employee were taken up in management, what

would you do

The opinion of the respondent for the employee are taken up in

management

Table - 26

Factors No. of Respondents Percentage

Improving working condition

Solving problem

Controlling affairs

Working for the welfare of

employees

26

21

46

17

32.5

26.25

20

21.25

Total 80

60


61/66

The above table shows that most of the employees are interested to taken

up in the improving the working conditions of the employees (32.5%) and the

other opinion is solving the problem of the company.

0

5

10

15

20

25

30

35

Working

condition

Solving

problem

Controlling

affairs

Welfare of

employees

No. of respondent

Percentage

61


62/66

FINDINGS

The analysis shows that 50% of the workers in the company are diploma

holders.

It is found that 48% of the employees are male employees and 52% are

female employees.

It is found that 60% of the employees are under the age group of 31-40 and

26.25% are between 20-30 years.

About 43.75% of employees are working on production department and

15% are working in personnel department.

About 66.25% of the employees opinion that workers participation would

necessary for the success of the company.

About 36.25% of the employees have given opinion that management

attitude towards workers participation is supportive and 26.25% are more

supportive.

Nearly 61.25% of respondents opinion is that workers participation

creating healthy working environment.

62


63/66

About 52.5% of respondent opinion is that workers participation motivates

the employees.

Nearly 22.5% of respondents suggested that employees are interested to

participate in welfare activities.

Nearly 71% of respondents said that workers participation in management

is bridge between employees and management.

63.75% of the respondents agreed that workers are not aware the concept

of the workers participation, however some respondents are of the opinion

that participation in management is giving better understanding for the plan

and objectives set by management.

71.25% employees opinions is that success of workers participation in

management is based on communication system..

47.5% of respondent believe that, through participation employees can

establish more interaction in the organization.

31.25% of respondent have accepted that informative participation.

65% of the respondent opinion that workers participation has increased

the efficiency of employees.

Nearly 52.5% of respondent opinion that equal representation is essential

factor for the success of this scheme.

Above 65% of the respondent feel that employees are part of the

management.

63


64/66

About 32.5% of the respondent agreed that most of the employees are

interested to be taken up in management and interested to improve the

working condition.

SUGGESTION

To maintain high quality relationship between the workers and

management, workers should have fair representation in management.

To improve the present working condition in the company through equal

participation of workers in decision-making process.

To procure employees with professional qualification for effective

participation.

To increase the aware the concept of workers participation.

To establish joint management council for effective management.

To provide the detailed information about the informative participative

There is need to set up more works committee in company.

To establish shop council for effective management.

The management should encourage workers in a good manner to participative

in management.

64


65/66

To encourage the employees so that they would like to take part in the

management activities.

To improve the communication between the employer and employee for the

success of the workers participation.

CONCLUSION

Workmen should have the right to improve the efficiency and increased

productivity with company. An employee who has an idea which he would like to

develop and who can make a definite suggestions for bringing about improvement

in eliminate wastage in labour material power safety devise, administration

procedure.

As regard partners in the schemes workers are participating in the shop

councils and plant councils in the operational areas financial areas, personal areas,

welfare matters and production areas.

Lastly participation in management will become meaningful and attractive

to improve the skills, capabilities and successful implementation of the plans.

Thus a healthy and compulsory scheme of union will go a long way in helping the

country to grow strong with industrial peace and property.

65


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Documents

Final Remya