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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
21
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
22
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
23
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.
24
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
25
Crche Taker Nurse
Electricalmaintenance
Engineer
Machinemechanic
engineer
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Account Department
The hereby of accounts department is as follows
26
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
27
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
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Particulars No. of Respondents Percentage
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
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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
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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
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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
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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
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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
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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
respondentPercentage
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
Particulars No. of Respondents Percentage
Yes
No
42
38
52.5
47.5
Total 80
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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
Opinion No. of Respondents Percentage
Yes
No
38
42
47.5
52.5
Total 80
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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
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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
respondentPercentage
Opinion about the workers participation is increase the production
The opinion of the respondent is given below.
Table - 15
Particulars No. of Respondents Percentage
Yes
No
55
25
68.25
31.25
Total 80 100
The most of the respondent opinion workers participation is increased the
production.
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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
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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
Particulars No. of Respondents Percentage
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%).
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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
Particulars No. of Respondents Percentage
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.
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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
Opinion No. of Respondents Percentage
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%).
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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
Particulars No. of Respondents Percentage
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.
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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
Particulars No. of Respondents Percentage
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.
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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%)
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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
Particulars No. of Respondents Percentage
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
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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
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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
Particulars No. of Respondents Percentage
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%)
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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
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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
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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.
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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.
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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.
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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.
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