Workers ion

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STUDY ON WORKERSPARTICIPATION IN

DECISION MAKING INE.R.LOGISTICS


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ABOUT THE

TOPIC


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The study on workers participation in managementdecision:-

The concept of worker participation represents a popular theme in theanalysis of the world of work among scholars in the fields of industrial sociology,industrial Relations as well management. It refers to any arrangement which isdesigned to involve low cadre employees (workers) in the important decisionmaking within the workplace. This implies that rather than saddling only a groupwithin the enterprise (for instance, management) with the responsibility of making

decisions, all those who are to be affected by these decisions (including theworkers) would be involved in its formulation and implementation. In recent time,scholars have directed increasing attention to the issue of worker participationand its boarder corollary, industrial democracy (mankidy, 1984: Yesufu, 1984,Adewumi 1989; Verma and Syha; Weller 1993; Kester and pinaud, 1996; Adu-Amankwah and Kester; 1999). These rest on the belief that the organizationalgoals of high productivity and harmonious industrial relations are best achievedwhen the higher level needs of the human elements (workers) are satisfied.Worker participation implies arrangement designed to involve workers theenterprises

This allows for workers involvement in the initiation, formulation andimplementation of decisions within the enterprise. The concept can also beunderstood in terms of a new approach to industry and society in which peoplewant to be interested with the taking of decisions which have direct bearing onthem. MacGregor (1960) contend that worker participation consists basicallyincreasing opportunity under suitable conditions for people to influence decisionswhich affect them. In is a special case of delegation in which the subordinate gaincontrol, greater freedom of choice with respect to bridging the communicationGap between the management and the workers. This serves to create a sense ofbelonging among the workers as well as a conducive environment in which boththe workers would voluntary contribute to healthy industrial relations.

Employee participation is the process where by employee are involved indecision making processes, rather than simply action on orders. Employeeparticipation is part of a process of empowerment in the workplace.

Empowerment involves decentralizing power within the organization toindividual decision makers further down the line. Team working is a key part ofthe empowerment process. Team members are encouraged to make decisions


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for themselves in line with guidelines and frameworks established in selfmanaging teams.

Employee participation is in part a response to the quality movementwithin organizations. Individual employees are encouraged to take responsibilityfor quality in terms of carrying out activities, which meet the requirements of there

customers. The internal customer is someone within the organization thatreceives the produce of service provided by their supplier within theorganization. External customers are buyers and users outside of theorganization. Employee participation is also part the move towards humanresource development in modern organization. Employees are trusted to makedecisions for themselves and the organization. This is a key motivational tool.

Employee participation is also referred to as employee involvement (EI)Examples of employee participation include:

i. Project teams or quality circles in which employees work on project ortasks with considerable responsibility being delegated to the team.ii. Suggestion schemes where employees are given channels whereby theycan suggest new ideas to managers within in the organization. Often they receiverewards for making appropriate suggestions.iii. Consultation exercises and meeting whereby employees are encouragedto share ideas.iv. Delegation of responsibility within the organizations ground levelemployees have to be given considerable responsibility because they are dealingwith customers on a day-to-day basis often in novel situations. Such employeesneed to be trusted to make decisions for them.

v. Multi- channel decision making processes. In such situations decisions arenot only made in a downward direction, they also result from communicationupwards. Sideways, and in many other directions within organization.


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Industry profile


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The Logistics Industry

Globally, the logistics industry is valued at US$ 3.5 trillion.

The U.S., which contributes to over 25% of the global industry value, spendsclose to 9% of its GDP on logistic services.

The Indian Logistics Industry is presently estimated at US$ 90 billion. (CII)

The industry has generated employment for 45 million peoplein the country incomparison with the IT and ITeS sector which employs approximately 4.3 million

people.

It is forecast to grow at a Compound Annual Growth Rate (CAGR) ofapproximately 8% over the next three to five years. (CII)

Third Party Logistics (3PL) Solutions is slated to grow at a compound annualgrowth rate (CAGR) of over 16% from 2007-10. Consequently, 3PL service

providers are expected to corner an increased share of the Indian Logistics pie,from 6% in FY06 to 13% in FY11, at a CAGR of 25% (CII).

The primary growth drivers of this industry are as under:

oInvestments in the infrastructure sector amounting to US$ 350 billion:Increased efficiency and productivity of the transport system wouldresult in lower transit times.

o Streamlining of the indirect tax structure:

The introduction of Value Added Tax (VAT) and the proposed introduction of asingular Goods and Services Tax (GST) are expected to significantly reduce thenumber of warehouses manufacturers are required to maintain in different states,thereby resulting in a substantial increase in demand for integrated logisticssolutions.


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oRobust trade growthStrong economic growth and liberalization have led to considerable increase indomestic and international trade volumes over the past five years. Consequently,the requirement for transportation, handling and warehousing is growing at arobust pace and is driving the demand for integrated logistics solutions.o Globalization of manufacturing systems

Globalization of manufacturing systems coupled with advancements in technologyare increasingly compelling companies across verticals to concentrate on their corecompetencies and avail the cost saving potential of outsourcing. This is expected tocontribute to an increase in the need for integrated logistic solutions, which is theniche of every Third Party Logistics Service (3PL Services) provider.

The industry has been valued at US$ 125 billion in 2010. (CII)

A snapshot of the FDI regulations governing the industry is as under: i. 100%FDI under the automatic route is permitted for all logistic services except servicesmentioned in points ii and iii below.

ii. FDI up to 100% subject to FIPB approval is permitted for courier services.

iii. FDI up to 49% under the automatic route is permitted for air transport services,

including air cargo services.It is pertinent tomention in this context, that PressNote 1 (2007) that is expected to beimminently notified by the DIPP proposes toincrease the limit of FDIon air cargo services in 74%.

The industry has been at the receiving end of increasing interest from theprivate equity sector. The year 2007 witnessed just under US$ 1 billion in privateequity investments in this industry, representing approximately 7% of total privateequity investments during the year, against 3% in the previous year.


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CompanyProfile


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Ever Reach Logistics SDN.BHD.(ERL)is a 100%malaysin owned companyoffering a one stop-total logistic package. The creation of ERL is to providequality multi-modal transportation and logistics solutions that exceed varieties of

requirement and expectation from different kind of customers.

Thus being neophyte, the company is staffed by two young and dynamicpersonnel who have a strong freight forwarding experience and a decade ofextensive learning.

In todays business environment, ERL is globally prepared for rapid andcompetitive changes that require not only just-in-time arrangement but also totalcommitment from the chain of partners.

With more than 10 years experience of dedicated staff in managing

customers and freight, the professionals at ERL does one thing extremely well-provide service. Its a simple directive, but few freight forwarders can reach themarks that have allowed to successfully

Provide transportation for some of Todays and Tomorrows Top Companies.

What ever the transportation needs maybe, they can create the programthats right for you! Their staff can design a customized logistics program to meetthe unique needs of company budget.

Offering complete services in both FCL and LCL cargo has now become aspecialization with us.

Thus, while we provide excellent service in FCL consignments, we also workhard towards achieving excellence in LCL consignments which have gainedrecognition with our valued customers.

Our global combined volume gives us the benefit of the lower cost thougheconomic of scale, coupled with ample reserved space such privileged has beenpassed on to all our supporter to enjoy the most competitive rates at all times.This advantage strongly assists small to medium sized company accessing highbargaining power in their freight cost.

We offer specialized sea, air, inland transport and combined. We have alsoset a group to provide best solution for big volume and project cargo, where inspecial equipments; sophisticated handling of cargo will be at center stage.

All these ensure the best arrangement of all valuable cargo though ourlogistics systems, all times.


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We are a world-class total logistics provider giving our customers high qualityand cost effective services that ate delivered promptly, efficiently, andprofessionally. We are committed to our customers. We see them as our partnersin our journey toward growth and expansion. We aim to grow and profit with theknowledge that each customer we have served is fully satisfied. We are

committed to keep up with the latest in technology and meet the need of ademanding global market we care for the welfare of our employees, ourcommunity and our environment.

Our Fleet:-

ERL is supported by the major corporate transporter where they has a fleetsize of over 100 units, ranging from box, curtain-sider, conventional, tipper,refrigerated, bonded truck and container truck.

In order to cater for increasing demand of one stop logistics solution, ERL is

always ready to meet our customers requirement based on Group support.

Container Yard and Handling Facilities:-

In complimenting with haulage operation, we are tied up with few containerhaulage operator in order to coupe our high volume capacity.

Side lifter/loader will provide better services in terms of less trailers need todeploy to their respective warehouses thusReduces warehouse congestion. With these facilities available, we will be able to

provide better services to our clients.

Warehouse Facilities:-

We also have warehouse facilities located Shah Alam, Johor Bahru and Ipohtotaling 300,000 sq ft. We offer others services such as pallet, racking facilities,sorting, Co-packing, labeling, measuring and weighting.

ERLs strength lies in the diversify nature of its services. Be it by air, sea orroad and whatever size of the shipment, we offers cost effective, swift and save

delivery door to door services locally and worldwide. Apart from freight forwardingsolutions for both FCL and LCL. ERL is also able to provide arrange of otherservices, such as:

License Manufacturing Warehouse (LMW) and related license application,including exemption of import duties and taxes for machinery and rawmaterial/components.


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Applications for Generalized System of preference (GSP), CEPT, Approvedpermits (AP) and Import Licensed (IL)

Installation of Machineries including project cargo

Household (personal Effects) Removals

Warehousing including bonded and non Bonded Facilities

Transportation and distribution service

Short Term Objects:-

To enhance the co-operation relationship with international alliance.To expand the domestics logistics network.To promote and consummate internal management.To be continued to develop the freight market of Europe, Middle East, SoutheastAsia, Australia and America.

Long Term Objects:

To be continue to invest relative logistics project.To provide integrated logisticians services.To build a modern and global logistics enterprise.Keeping and promoting a strong Chinese local logistics Brand.


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Organizationchart


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ORGANIZATION CHART

GENERAL MANAGER

FUNCTIONAL MANAGERS

ASSISTANT MANAGERS

EMPLOYEES

OPERATORS

DELIVERY BOYS

CLEANERS


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Objectives &Scope of Study

Objectives:-

To determine the worker participation in decision making.

Primary objectives:-


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To study on worker participation in decision making within theWorkplace.

Secondary objectives:

To ascertain workers level of involvement in the decision making process of theirwork places;To identify the general attitude of workers towards worker participation inmanagement decision making;To determine factors which aid or hinder the observed level of participation; and ,To determine whether the management encourages the workers to participationin decision making.To investigate the methods existing in the company making the workers toparticipate in decision making.To suggest some new methods for making the workers to participate in decision

making.

Needs:

The study is also deemed desirable in view of the worker participation toorganization and the society at large. Worker participation has been seen ascapable of providing workers conducive work environment, opportunity toexercise their innate potential and willingness to pursue corporate goal of theorganization.

SCOPE:

The study is strictly restricted to the E.R. logistics branch at poonamallee,Chennai. The areas covered are level of involvement, attitude of workers, factorsthat help in decision making, factors that hinder in decision making, managementsupport to workers, methods existing.


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ResearchMethodology

RESEARCH METHODOLOGY:Scientific research is systematic, controlled, empirical, a critical

investigation of hypothetical proposition about the presumed relations amongnatural phenomena.

RESEARCH DESIGN:-


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Research design is the plan, structure and strategy of investigation conceivedso as to obtain answers to research questions and to control variance. The plan isthe overall scheme or program of the research.

DESCRIPTIVE OF RESEARCH DESIGN:

Descriptive research include surveys and fact finding enquiries of differentkinds.

Data Sources and Tools Used:

Primary Sources:Primary sources of data included interactions with senior managers,

employees, Field staffs.

DATA COLLECTION:To find out the current and desires level of participation in decision-making by

the education staff and the effect they considered their participation and influencehad on their work, a questionnaire was used to collect the data. The reasons forthe use of a questionnaire included:

1) It was convenient method to reach each member of the education staff:2) It provided the facility to ask a number of questions;3) It gave a degree of anonymity; and4) It empowered the respondent in terms of action

The questionnaire was semi-structure, providing both quantitative andqualitative data. It asked for information on the age of the respondents, theirlength of service in the organization, the current and desired level ofparticipation in decision making, reason(s) for reduced level of participation,

the extent of perceived influence on decision-making and the views of staffon the effect of their participation in and influence on decision-making ontheir work.

Secondary Sources:The researcher has collected secondary data in the web.


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SamplingTechniques

Sampling Unit:-

The study wad conducted in the ER LOGISTICS at poonamallee. Thesamples have taken from employees

Total Population:-The total number of employees in the company is around 650. It includes,

Assistant managers,Operators,


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Employees,Delivery boys,Cleaners.

Sample Size:-

The sample size selected from the total population is 150 from variouslevels of management. It encompasses of

Assistant managers - 10Vehicle Operators - 10Departmental Employees - 40Delivery boys - 60Cleaners - 30

Sampling method:-

The sampling method taken for the study is random sampling in which thesamples were taken randomly from each level of management.

TABLE BASED ON THE RESPONDENTS GENDER:

GENDER RESPONDENTS PERCENTAGE

MALE 135 90

FEMALE 15 10

TOTAL 150 100


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INTERPRETATION:

The above table shows 135 of respondents are Male and 15 of

respondents are Female.

CHART BASED ON RESPONDENTS GENDER

TABLE BASED ON RESPONDENTS AGE:

AGE RESPONDENTS PERCENTAGE

BELOW 30 50 33.3331-40 52 34.67

ABOVE 40 48 32

TOTAL 150 100

INTERPRETATION:


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The above table reveals that out of 150 respondents

interviewed 33.33 % respondents are below 30 years, 34.67% respondents are in

the age group of 31-40, 32% respondents are above the age of 40.

CHART BASED ON RESPONDENTS AGE:

TABLE BASED ON RESPONDENTS EXPERIENCE

EXPERIENCE RESPONDENTS PERCENTAGE

BELOW 5 YEARS 56 37.336-10 YEARS 35 23.33

11-15 YEARS 36 24

ABOVE 15 YEARS 23 15.34

TOTAL 150 100

INTERPRETATION:


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The above table shows that out of 150 respondents 37.33%

respondents are below 5 years of experience, 23.33% respondents are having

experience of 6-10 years, 24% respondents are having 11-15 years of experience,

and 15.34% respondents are having experience of above 15 years.

CHART BASED ON RESPONDENTS EXPERIENCE:

TABLE SHOWING THE LEVEL OF MANAGERIAL DECISION AFFECTINGTHE WORKERS.

Rating Scale No.of Respondent Percentage

Economic decision 73 48.67Personal decision 43 28.67

Social decision 34 22.66

Total 150 100

Interpretation:


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The above table shows that 48.67% of respondents are agree with theeconomic decision in managerial decision affecting the workers.

CHART SHOWING THE LEVEL OF MANAGERIAL DECISION AFFECTINGTHE WORKERS.

TABLE SHOWING THE LEVEL OF PARTICIPATION AND

MOTIVATION

RATING SCALE RESPONDENTS PERCENTAGE

STRONGLY AGREE 41 27.33

AGREE 41 27.33

NEITHER AGREE NORDISAGREE

31 20.67

STRONGLY DISAGREE 20 13.34

DISAGREE 17 11.33

TOTAL 150 100

INTERPRETATION:

The above table shows that 27.33% of respondents are strongly

agree to the level of participation and motivation and 27.33% are agree with it.

0

10

20

30

40

50

ED PD SD

48.67

28.67

22.66PERCENTAG

E

RATING SCALE


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CHART SHOWING THE LEVEL OF PARTICIPATION AND

MOTIVATION

TABLE SHOWING LEVEL OF EMPLOYEES RESPONSIBILITY AND DECISION


STRONGLY AGREE 45 30

AGREE 75 50


25 16.67


DISAGREE 3 2

TOTAL 150 100

INTERPRETATION:

The above table shows that 30% of respondents are strongly

agree to the level of employees responsibility and decision and 50% of

respondents are agree with it.

CHART SHOWING LEVEL OF EMPLOYEES RESPONSIBILITY AND DECISION


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TABLE SHOWING THE LEVEL OF DECISION AND INDUSTRIAL RELATION



AGREE 75 50


20 13.33

STRONGLY DISAGREE 6 4

DISAGREE 6 4

TOTAL 150 100

INTERPRETATION: The above table shows that 28.67% of respondents are strongly

agree to the level of decision and industrial relation and 50% of respondents are

agree with it.


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CHART SHOWING THE LEVEL OF DECISION AND INDUSTRIAL RELATION

TABLE SHOWING THE LEVEL OF PARTICIPATION IN MANAGEMENT RAISE TO

WORKERS STATUS



AGREE 35 23.33


16 10.66


DISAGREE 7 4.67

TOTAL 150 100

INTERPRETATION:


agree to the level of participation in management in raise to workers status and

23.33% of respondents are agree with it.


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CHART SHOWING THE LEVEL OF PARTICIPATION IN MANAGEMENT RAISETO WORKERS STATUS

TABLE SHOWING LEVEL OF REWARD FOR NEW IDEAS AND SUGGESTIONS



AGREE 50 33.33


13 8.67


DISAGREE 3 2

TOTAL 150 100


agree with level of rewards for new ideas & suggestions and 33.33% of

respondents are agree with it.


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CHART SHOWING LEVEL OF REWARD FOR NEW IDEAS AND SUGGESTIONS

TABLE SHOWING LEVEL OF COMMUNICATION WITH HIGHER AUTHORITY


STRONGLY AGREE 45 30

AGREE 72 48


25 16.67


DISAGREE 3 2

TOTAL 150 100

INTERPRETATION:

The above table shows that 30% of respondents are strongly

agree to the level of communication with higher authority and 48% of respondents

are agree with it.


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CHART SHOWING LEVEL OF COMMUNICATION WITH HIGHER AUTHORITY

TABLE SHOWING THE LEVEL OF HELP TO PARTICIPATE IN DECISION

MAKING



AGREE 50 33.33


15 10


DISAGREE 3 2

TOTAL 150 100

INTERPRETATION:

The above table shows that 53.33% of respondents are strong

agree to level of help to participate in decision making and 33.33% of respondents

are agree with it.


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CHART SHOWING THE LEVEL OF HELP TO PARTICIPATE IN DECISION

MAKING

TABLE SHOWING THE

LEVEL OF

CONDUCIVENESS IN THE

ORGANISATION

RATING SCALE RESPO

STRONGLY AGREE 76

AGREE 59


12

STRONGLY DISAGREE 2

DISAGREE 1

TOTAL 150


agree to the level of conduciveness in the organization and 39.33% of respondents

are agree with it.

CHART SHOWING THE LEVEL OF CONDUCIVENESS IN THE ORGANISATION

0

10

20

30

40

50

60

SA A NAD SD D

53.33

33.33

10

1.34 2

PERCENTAGE

RATING SCALE


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TABLE SHOWINGLEVEL OF FREEDOM TO TAKE DECISION


STRONGLY AGREE 25 16.67AGREE 20 13.33


20 13.33


DISAGREE 45 30

TOTAL 150 100

INTERPRETATION:


disagree to the level of freedom to take decisions and 30% of respondents are

disagree with it.

CHART SHOWINGLEVEL OF FREEDOM TO TAKE DECISION


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CHI SQUARE TEST

Ho: There is a significant relationship between the managerial decision and the

Age .

H1: There is no significant relationship between the the managerial decision and

the Age .

SA A NAD D SD TOTAL

BELOW30 14 13 8 6 9 50

31-40 12 15 15 5 5 52

Above 40 15 13 8 6 6 48

TOTAL 41 41 31 17 20 150


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Chi square formula = (0i-Ei)^2/Ei

O E O-E (O-E)^2 (O-E)^2/E

14 13.6 0.4 0.16 0.0117

13 13.6 0.6 0.36 0.026

8 10.33 2.71 7.344 0.7109

6 5.66 0.34 0.1156 0.0204

9 6.6 2.4 5.76 0.872

12 14.21 2.21 4.88 0.343

15 14.21 0.79 0.624 0.0439

15 10.74 4.26 18.14 1.689

5 5.8 .8 0.64 0.1103

5 6.9 1.9 3.61 0.5231

15 13.12 1.88 3.53 0.269

13 13.12 .12 0.014 0.0010


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8 9.9 1.9 3.61 0.364

6 5.44 .56 .3136 0.057

6 6.4 .4 0.16 0.025

Calculated value is 5.0663

Tabulated value in 8 d.f at 0.05 is 15.507.

Calculated Value < Tabulated Value.

Ho is accepted.


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INFERENCE:

There is a significant relationship between the managerial decision and the Age

Ho: There is a significant relationship between the freedom to take decision and

the Age .

H1: There is no significant relationship between the freedom to take decision and

the Age .

SA A NAD D SD TOTAL

BELOW30

12 18 11 6 5 52

31-40 14 20 9 7 6 56

Above 40 10 11 8 6 7 42

TOTAL 36 49 28 19 18 150


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Chi square formula = (0i-Ei)^2/Ei

O E O-E (O-E)^2 (O-E)^2/E

12 12.48 0.48 0.2304 0.0184

18 16.98 1.02 1.040 0.0612

11 9.7 1.3 1.69 0.1742

6 6.58 0.58 0.336 0.0511

5 6.24 1.24 1.537 0.2364

14 13.44 0.56 0.3136 0.0233

20 18.29 1.71 2.9241 0.15989 10.45 1.45 2.1025 .20119

7 7.09 0.09 0.008 0.0011

6 6.7 0.7 0.49 0.0731

10 10.08 0.08 0.006 0.0006

11 13.72 2.72 7.389 0.5392

8 7.8 0.2 0.04 0.0051


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6 5.32 0.68 0.462 0.086

7 5.04 1.96 3.841 0.7622

Calculated value is 2.4029

Tabulated value in 8 d.f at 0.05 is 15.507.

Calculated Value < Tabulated Value.

Ho is accepted.


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INFERENCE:

There is a significant relationship between the freedom to take decision and the

Age .

FINDINGS:1. It is found that 90% of respondents are male.

2. From the inference 34.67% of respondents are between the

age of 31-40.

3. It is understand that 37.33% respondents are having less

than five years of experience.

4. It is found that 27.33% of respondents are strongly agree

with level of participation and motivation.

5. It is said that 50 % of respondents are agree with employees

responsibility and decision.

6. It is found that 50% of respondents are agree with level of

decision and industrial relation.


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7. From the inference 56.67% of respondents are strongly

agree with the level of participation in management raise to

workers status.

8. It is found that 51.33% of respondents are strongly agreewith the level of reward for new ideas and suggestions.

9. It is said that 48% of respondents are agree with the level of

communication with higher authority.

10. It is found that 53.33% of respondents are agree with

the help to participate in decision making.

11. From the inference 50.67 % of respondents are strongly

agree with the level of conduciveness in the organization.

12. It is found that 30% of respondents are disagree with

level of freedom to take decision.

CONCLUSION:The present study highlights the profile of worskers participation in decisionmaking.

It gives a clear picture of various participation techniques followed in ER logistics.


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A STUDY ON WORKERS PARTICIPATION IN DECISION MAKING IN

E. R LOGISTICSQUESTIONNAIRE

NAME :AGE :GENDER :EXPERIENCE :DESIGNATION :


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SALARY :

1) According to you which managerial decision affects the workers in the

company ?

A) Economic decision (Automation, shutdown, layout)B) Personal decision (Recruitment and selection, promotion, transfer)C) Social decision (Hours of work, safety, wealth)

2) Do you think workers should be consulted in the managerial decisions ?A) Yes B) No

3)Workers participation in managerial decision leads to motivation andinvolvement ?

A) Strongly agree B)Agree C) Either agree or disagree

D) Disagree E)Strongly disagree

4)Workers participation in managerial decision make the employees moreresponsible?



5)Workers participation in managerial decision helps in maintaining industrialrelations?



6)Workers participation in management raise the status of workers in thesociety ?A) Strongly agree B)Agree C) Either agree or disagree



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7)Does your company management encourage you to participate inmanagerial decision?

A) Yes B) No

8)If yes mention the ways in which you are allowed to participate ?

A) Freedom for expressive views

B) Rewarded

C) Take part in general meeting

9) I am allowed to take part in important meetings of the companyA) Strongly agree B)Agree C) Either agree or disagree


10) I am informed about new changes and decisions ?A) Strongly agree B)Agree C) Either agree or disagree


11) The ideas and suggestions given by me are taken into consideration ?A) Strongly agree B)Agree C) Either agree or disagree


12) I am rewarded for giving new ideas and suggestions ?B) A) Strongly agree B)Agree C) Either

agree or disagree


13) I am able to communicate with higher authority ?

A) Strongly agree B)Agree C) Either agree or disagreeD) Disagree E)Strongly disagree

14) The higher authority consults me when going for new products (or) intaking new decisions ?A) Strongly agree B)Agree C) Either agree or disagree


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15) The trade unions in my company helps to participate in decision making ?A) Strongly agree B)Agree C) Either agree or disagree


16) Work environment is more conducive in the organization that allow me freelyto participate ?A) Strongly agree B)Agree C) Either agree or disagree


17) Management gives important to my feelings ?A) Strongly agree B)Agree C) Either agree or disagree


18) Management give freedom to take my own decisions related to work?A) Strongly agree B)Agree C) Either agree or disagree


19)Whether any improvement is needed in the existing method of participation ?A) Yes B) No

20) If YesA) Frequent general meeting

B) Quality circle

C) Listen to employees view


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21) What are the factors that affect your participation ?A) Weak trade union

B) No time

C) No interest on the part of worker

d) Autocratic management

22) Your opinion about the participative management ?

Documents

Workers ion