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 socioeconomic 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.

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 codetermination 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

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.

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 (18051881) 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

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 U.S.A The USSR Japan Australia Canada Iraq Joint consultation Collecetive bargaining Workers as partners in management Labour management consultation Employee investment, work committee Joint labour Management committee 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.

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.

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.

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.

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 codecision 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

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

10

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

11

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. matters like economic, financial In 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. committee, joint management and shop council. 1) Workers Committee The important forms of works

12

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. v. vi.

Adjustment of festival and national holidays. Administration of welfare and fine funds. Educational and recreational activities such as libraries, reading rooms, cinema shows, sports, games, picnic, parties.

vii.

Promotion of thrift and saving

13

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. consultative. They included. a) administration of standing orders and their amendments b) retrenchment c) rationalization and closure Objectives of joint management council
i)

The functions of the councils were primarily

To increase the association of employees and employers there by promoting ordinal industrial relations.

ii) iii) iv)

To improve the operational efficiency of the workers. To provide welfare facilities to them To educate employees so that they are well reequipped to participate in these schemes and

14

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

15

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.

16

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.

17

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.

18

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. 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. There are 77 staff representing production supervisors (quality

19

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.

20

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
Human Resource Manger

Personal Assistant

Welfare Officer

Computer Operator

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
Production Manger

21

Production co-ordinator

Quality Sup

S.S

F.S

Sa.S

C.S

P. Sup FI FI FI Helper Sorter Layer Cutter CQA

Supervisor

SaS- Sample Section CS- Cutting section SS- Sewing section FS- Furnishing section CQA- Cutting Quality assistant FI- Floor in charge

Tailor

Helper

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

Production Supervisor

Ironing workers

Kaja button operator

Alteration tailor

Washer

Checker

Packing workers

Helper

Industrial Engineering Department Industrial engineering department have one industrial engineering manager. These departments have three officers.

Structure of Industrial Engineering Department

Industrial Engineering Manager 23

Assistant industrial officer

Product safety co-ordinator

Co-ordiantor assistant

Maintenance department The hierarchy of maintenance department is shown as follows.

Maintenance Officer

24

Crche Taker

Nurse

Machine mechanic engineer

Electrical maintenance Engineer

Store Department The store department classified into two section, that is trim section and fabric in charge section. Structure of Store Department

25

Store Officer

Trim Officer

Fabric in charge

Store in charger

Welfare Officer

Assistant

Fabric Assistant

Fabric quality checker

Fabric helper

Account Department The hereby of accounts department is as follows

26

Account Officer

Account Officer

Account Officer

Clerk Clerk Clerk

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

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.

28

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

29

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

30

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

31

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

32

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. convenient. The procedure is simply to contact sampling units that are 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

33

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

34

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

35

For analysis the age of the employees are group was categorized 20-30, 3140, 41-50 and above 51.

Table -I
Age 20-30 31-40 41-50 Above 50 Total No. of respondents 21 48 11 80 Percentage 26.25 60 13.75 -

From the above table we can understand that more than 60% of respondents are aged between 31-40.

60 50 40 30 20 10 0 20-30 31-40 41-50 Above 50

No. of respondents Prcentage

Educational classification of employees

36

For analysis the age of the employees are group was categorized 20-30, 3140, 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 Below SSLS Plus Two Degree / Diploma Post Graduate Total No. of Respondents 18 16 40 6 80 Percentage 22.5 20 50 7.5

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.
50 40 30 20 10 0 Below SSLC Plus two Degree post Graduation
No. of respondent Percentage

Departmental analysis of the Employees

37

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 Production Personal Industry engineering Maintenance Store Total No. of Respondents 35 12 11 12 10 80 Percentage 43.75 15 13.75 15 12.5

The above table was can understand tat 43.75 of respondents were working in production deportment and less percentage in store department.
50 40 30 20 10 0 Production Personal Industrial Maintenance eng. Store

No. of respondent Percentage

Opinion about the workers participation in management is necessary for company

38

The Opinion about the workers particular in management in necessary for company

Table -4
Particulars Yes No Total No. of Respondents 53 27 80 Percentage 66.25 33.75

The above table we can understand that 66.25% of respondents opinion about the workers participation is necessary for company.

Yes 33.75 No

66.25

Opinion about the aware the concept of workers participation in company

The Opinion of respondents is given below.

Table -5

39

Particulars Yes No Total

No. of Respondents 29 51 80

Percentage 36.25 63.75

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

Table -6
Particulars Yes No Total No. of Respondents 42 38 80 Percentage 52.5 47.5

The above table shows that 52.5 % of respondents agreed that, workers participation is giving better understanding for planning.
Yes No 47.5 52.5

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

Yes No Total

41 39 80

51.25 48.75

The above table we can understand that 51.25% of respondents are agreed that employees are given right to participate in management.

Yes No 48.75 51.25

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 Planning and implementation Decision making level Economic and finance Welfare level No. of Respondents 12 14 9 18 Percentage 15 17.5 11.25 22.5

42

Healthy & Safety All the above Total

16 11 80

20 13.75

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%

13.75

15

Planning & Implementation Decision making level Economic & Finance level

17.5

20

Welfare Level Healthy & safty All the above

11.25 22.5

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

Supportive More supportive Less supportive No response Total

29 21 19 11 80

36.25 26.25 23.75 13.75

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.
40 35 30 25 20 15 10 5 0
No. respondents Percentage

Supportive

More Less No suportive supportive response

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

Yes No Total

57 23 80

71.25 28.75

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 28.75

71.25

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

Top level Middle level Lower level All the level Total

22 29 10 19 80

27.5 36.25 12.5 23.75 8

The above table shows that 36.25% respondents opinion is from middle level and low percentage opinion for lower level department.
40 35 30 25 20 15 10 5 0 Top level Middle level Lower level All the level
No. of respondent Percentage

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 Yes No Total No. of Respondents 42 38 80 Percentage 52.5 47.5

46

The 52.5% of respondents opinion is workers participation is motivates the employees and 47.5% is not motivates the employees.

Yes No
47.5 52.5

Opinion about the participation is establish more interaction in the company

The opinion is given below

Table - 13
Opinion Yes No Total No. of Respondents 38 42 80 Percentage 47.5 52.5

47

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 Very good Good Moderate Poor Total No. of Respondents 17 23 21 19 80 Percentage 21.25 28.75 26.25 23.75

48

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.
30 25 20 15 10 5 0 Very good Good Moderate Poor No. of respondent Percentage

Opinion about the workers participation is increase the production

The opinion of the respondent is given below.

Table - 15
Particulars Yes No Total No. of Respondents 55 25 80 Percentage 68.25 31.25 100

The most of the respondent opinion workers participation is increased the production.

49

Yes 31.25 No

68.25

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 Administrative participation Associative participation Consultative participation Informative participation Total No. of Respondents 17 15 23 25 50 Percentage 21.25 18.75 28.75 31.25 100

50

The above table we can understand that informative participative is good (31.25%0 and the second opinion for consultative participative (28.75%)
35 30 25 20 15 10 5 0 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 Yes No Total No. of Respondents 52 28 80 Percentage 65 35

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

Yes 35 No

65

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 Yes No Total No. of Respondents 49 31 80 Percentage 61.25 38.75

The most of the respondent opinion is participation creating a healthy working environment in the company.

52

Yes No 38.75 61.25

Opinion about the mutual understanding between the employees and employer
The opinion about the understanding is given below.

Table - 19
Opinion Yes No Total No. of Respondents 55 25 80 Percentage 68.75 31.25

The most of the respondents opinion about the mutual understanding between the employee and employer is more (68.75%).

53

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 Yes No Total No. of Respondents 42 38 80 Percentage 52.5 47.5

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

Yes No

47.5

52.5

Opinion about the employees likes to take part in the management activity
The opinion of the respondent is given below.

Table - 21
Particulars Yes No Total No. of Respondents 38 42 80 Percentage 47.5 52.5

The analysis reveals that 52.5% of respondents were not interested to take part in the management activity.

55

Yes No 52.5 47.5

Opinion about the top management attitude towards the employees

The top management attitude towards the employees is given below.

Table - 22
Factors Supportive More supportive Less supportive Total No. of Respondents 39 27 14 80 Percentage 48.75 33.75 15.5

The employees given opinion those top management attitudes towards the employees are supportive (48.75%)

56

50 45 40 35 30 25 20 15 10 5 0

No. of respondent Percentage

Supportive

More supportive

Less supportive

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 Yes No Total No. of Respondents 63 17 80 Percentage 78.75 21.25

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

How much it is effective

57

Table - 24
Factors Less effective More effective Reasonably effective Total No. of Respondents 24 37 19 80 Percentage 30 46.25 23.75

The above table we can understand that 46.25% of opinion is more effective in the company.
50 40 30 20 10 0 Less effective More efefctive Resonably

No. of respondent Percentage

58

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 Yes No Total No. of Respondents 52 28 80 Percentage 65 35

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

Yes 35 No

65

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 Improving working condition Solving problem Controlling affairs Working for the welfare of employees Total No. of Respondents 26 21 46 17 80 Percentage 32.5 26.25 20 21.25

60

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.

35 30 25 20 15 10 5 0 Working condition Solving problem

No. of respondent Percentage

Controlling Welfare of affairs employees

61

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

 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

 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

 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

66