chapter v - shodhgangashodhganga.inflibnet.ac.in/bitstream/10603/78049/8/prathi_chapter5.pdfimpson...

CHAPTER V

Data Analysis

Introduction

Workers participation in management system is in the threshold of

change, with the latter half of 1980's and early 1990's marking ' a

watershed, signifying a demarcation line between moments of routine

progress and those that mark significant departures from the routine.

The scheme of workers participation in management has arrived at

such a line. The basic thrust of the thesis is to assess whether the

reform process initiated by the government with its concomitant

structural adjustments in the economy, industry and labour will have

positive effect on the culture of participation by workers in management.

Data, both primary and secondary were obtained form the following six

industrial enterprises - three from public sector and , three from private

sector for purpose of analysis as shown in the table below

Table No 5: Industries selected for the study

ntegral Coach Factory adras Refineries LTD ublicljoint sector

adras Rubber Factory rivate sector

impson and Co LTD rivate sector

rivate sector

5.2 Profiles of industries studied

A brief profile of the companies studied are presented in the

following paragraphs.

5.2.1 Hindustan Teleprinters Limited (HTL)

Hindustan Teleprinters Limited was established in 1960 in

collaboration with Ollivity of Italy. It is a monopoly agency in Asia and

is undertaken by the central government. The industry went into

production in 1961. The industry works in three shifts and employs

1796 persons of whom 237 are officers. The scheme of WPM in

management in HTL was based on the always strived to inculcate a

participative work culture since then. Subsequently works committee,

JMC, JCISCwere formed. Joint consultation is adopted as . the

participative style, Informal quality circles were also functioning besides

other committees like canteen advisory committee, safety committee,

and cultural committee. The suggestion scheme in operation evisages

better utilization of existing resources t o suggest improved methods of

working by applying their ingenuity and intellectual skill.

5.2.2 lntegral Coach Factory (ICF)

The Integral Coach Factory was set up as a production unit under

the Ministry of Railways during the first five year plan. The factory

consists of two units shell and furnishing. Over the years ICF has built

more than 17,000 coaches of more than 100 types. The product mix for

each years production is determined by the requirements of Indian

Railways. ICF has been making a herculean effort to continually

improve its design and product.

ICF has been making good use of computers from 1966. ICF has

also made a mark as an exporter of railway coaches. The famous

Pink City Express, Vaigai Express, Tippu Express, Tamil Nadu Express

and Taj Express are some of the trains taking the origin to ICF. ICF

has no recognised union. In production units, staff council. is the chief

participative structure. Other committees include safety committee, colony

committee, staff benefit fund committee, sports committee and recreation

committee.

5.2.3 Madras Refineries Limited (MRL)

Madras Refineries Limited was formed as a joint venture company

between government of India and two foreign oil companies, namely

America Oil Company (AMOCO) and National Iranian Oil Company

(NIOC) i n 1965. Refining capacity of MRL was increased from 2.5

million tonnes per annum to 2.8 millon tonnes per annurn in ,1980

through in house debottlenecking operations. MRL took a substantial

expansion t o increase the refining capacity from 2.8 million tonnes per

annum to 5.6 million tonnes per annum. This expansion unit apart form

the crude distil lation unit, vacuum distillation unit also consists of a

fluidised catalytic cracking unit and much needed products like Irasoline,

LPG, Diesel etc.

Today MRL has emerged as a mother plant which has given rise

to a variety of petrochemical plant in the Manali area producing

fertilizers, polyols, transformer oil, poly butenes, methyl, Ethyl, Kethone

etC using MRL'S feedstock. Through plant council, joint council safety

committee, canteen committee and quality circles, suggestions are also

received f rom employees and an award has been constituted for the

same.

5.2.4 Madras Rubber Factory (MRF)

In 1962 the first Indian tyre manufacturing unit was set up in

Thiruvottiyur in collaboration with Mansfield Tyre and Kulter Co U.S.A.

This plant can today boast of its growth from a tiny "toy balloon" to a

might Titan tyre. It can also boast of a full range exceeding 145

varieties of tyres. The company's second manufacturing unit was set up

at Kottayam in 1970. This plant makes tread rubber, tubes and repair

materials. In 1973 the Goa plant was commissioned. In 1974 the

Arakonam plant was started which manufactures all passenger tyres and

fulfils about 40 per cent of Maruti's requirements.

The decade 1980-90 witnessed MRF's gaint leap with a turnover

from Rs 128 crores in 1980 to Rs 570 crores in 1990. During the

same period the industry's turnover improved from Rs 1000 crores to

about 2800 ,crores. The company has only a single union called the

MRF Employees Union. Participative management is through union

committees, canteen committees, welfare and fine arts committees.

5.2.5 Simpson and Company Ltd.

Simpson, a Scotman from Edinburgh had the vision to forsee the

scope and potential for developing India as a major centre for building

coaches and Simpson played a vital role in the development of road

transport industry. In 1951 Simpson entered into an agreement with

MIS Perkins Limited for sale and distribution of Perkins diesel engine.

The group today with its vastly diversified activities serves a cross

section of industries relating to automobile, agriculture, marine, defence

and plantations. The group is also involved in a number of service

activities which include distribution, printing, hire purchasing and leasing.

Besides meeting the diversified and rapidly increasing demand for

fuel efficient and dependable diesel power in the country, Simpsons are

now fully poised to tap yet another vital market segment-export. And

there is no doubt that Simpson will rise to the occasion.

Participative management in Simpson is through the following

committees.

1) Canteen task force committee

2) Safety committee

3) Quality circles

The Japanese concept of quality circles was introduced to Simpson

and Co in Sept 1986. There are 22 Quality circles in Simpsons, 1 8

circles are operating in the shop floor and two each in account and

material control departments.

5.2.6 EID Parry (India) Ltd.

The House of Parry was establised in 1788. In 1842 Parry set up

at Bandipalayam a sugar unit which was one of the country's first unit

and in 1906 started the manufacture of super phosphate at Ranipet.

One of the first ceramic works was set up in 1908. In 1963 parry set

up the first compound fertilizer plant at Ennore. The company was

taken over by the Murugappa group in 1981. The company was

successfully turned around since 1985-86 by rationalisation of labour

force, improvement in labour productivity, cost reduction measures, hiving

off unprofitable business and refocussing its growth in core business of

Parrys. The company is currently engaged in the manufacture and

marketing of farm inputs including fertilizers, seed and plant protection

chemicals, sugar, alcohol, sanitary ware and electronic goods. The

company has about 3000 permanent employees in the above factories.

Participative management takes place through safety committees, quality

circles, canteen committees.

Empirical Analysis

If participative management is to be facilitated, the organisational

climate with respect to policy, stucture and environment should be

conducive for participation. In order to assess whether such a climate

exists a Likert type scale consisting of twenty six items Was

administered t o six hundred workers, sixty trade union representatives

and sixty management representatives. The data collected were

analysed and details of data analysis are presented below:

5.3.1 Perceived Views of Workers on Policy Structure and Environmental Domains

The responses of the sample for each statement under the three

areas were weighted as explained in the chapter on methodology and

the scores for each respondent were calculated. The measured standard

deviations of each group for three areas were also computed.

5.3.

1.1

Po

licy

dom

ain

:

The

m

ea

n

an

d

sta

nd

ard

d

evi

ati

on

fo

r e

ach

st

ate

me

nt

un

de

r p

oli

cy

d

om

ain

a

nd

th

e

ove

rall

me

asu

res

of

me

an

a

nd

st

an

da

rd

de

via

tio

n

for

the

d

om

ain

as

a

wh

ole

w

ere

ca

lcu

late

d

for

the

si

x g

rou

ps

sep

era

tely

a

nd

a

re

sho

wn

b

elo

w

in

tab

le

no

6

.

Tab

le N

o 6

. P

erce

ived

vie

ws

of w

ork

ers

on p

olic

y d

om

ain

S.N

o

2,

3,

4,

6,

7,

*)

9,

lo)

Po

licy

Do

ma

in

Le

gis

lati

on

n

ece

ssa

ry

for

eff

ect

ive

p

art

icip

ati

on

Pa

rtic

ipa

tio

n

thro

ug

h

volu

nta

rism

Ind

ust

ria

l re

lati

on

s b

ill

con

du

cive

fo

r p

art

icip

ati

on

Go

vern

me

nt

refo

rm

pro

gra

mm

es

en

ha

nce

s p

art

icip

ati

on

Pri

vati

sati

on

w

ill

imp

rove

p

art

icip

ati

on

cu

ltu

re

Tra

nsi

tion

fr

om

tr

ipa

rtis

m

to

bip

art

ism

im

pro

ves

pa

rtic

ipa

tio

n

Ne

ed

fo

r re

de

plo

yme

nt

an

d

tra

inin

g

New

lib

era

lise

d

po

licy

sho

win

g

po

siti

ve

resu

lts

Pa

rtic

ipa

tio

n

sati

sfie

s w

ork

ers

n

ee

d

for

self

exp

ress

ion

Ra

tlo

nlis

ati

on

of

lab

ou

r sa

feg

ua

rdin

g

the

in

tere

st

of

wo

rke

rs.

Ave

rage

ME

AN

P

SE

l

3.35

1.33

1.80

1.68

1.30

2.33

1.68

1.80

2.80

1.39

1.95

OV

ER

ALL

M

EA

NS

CO

RE

3.21

1.37

1.93

1.95

1.32

2.48

1.62

1.79

-

2.83

1.41

1.99

SC

OR

ES

P

SE

2

3.49

1.17

1.76

1.79

1.22

2-36

1.68

1.76

2.81

1.48

1.95

ME

AN

S

.D

0.2076

0.1153

0.179

0.2424

0.05552

0.1671

0.05098

0.05787

0.1187

0.05385

0.05943

OF

P

SE

3

3.36

1.33

1.72

1.78

1.32

2.27

1.59

1.84

2.59

1.43

1.92

TH

E PS

I

3.15

1.37

2.05

2.27

1.36

2.64

1.63

1.68

2.99

1.45

2.08 O

RG

AN

ISA

TIO

N

PS

2

3.05

1.50

2.17

2.30

1.40

2.61

1.55

1.70

2.98

1.31

2.06

PS

3

2.88

1.51

2.1

1

1.93

1.33

2.69

1.57

1.77

2.82

1.40

2.00

I t is evident from the table that in all organisations under study

the workers perceived uniformly that the industrial relations bill in

general woli ld not be conducive for the growth of participative

management. The overall mean score for this determinant was 1.93

(maximum=4) and this ranged from 1.80 to 2.17 in all the six units

studied. Similarly they perceived that the economic and industrial

reform programmes or restruturing might not be conducive for the

growth of participative management. The range of mean scores is

between 1.17 to 1.51 which Is around the overall mean score of 1.37.

Regarding the policy of privatising the public sector undertaking,

workers were not sure of its effect on employee participation. The

overall mean is 1.32 for a maximum score of 4 in a Likert type scale.

Workers in these six enterprises perceived that the new liberaiised

policy was not showing positive results and hence were not favouring

the liberalisation policy, the overall mean score being 1.79 and score

range among the six units is from' 1.70 to 1.88. The workers

perceived that the rationalisation of labour safeguarding the interest of

the worker in general would not create an environment for

participation ( The overail mean score being 1.41 and the range among

the six units is 1.31 to 1.48) Regarding redeployment and retraining of

workers they felt i t would not have a positive impact on participation,

the overall mean for the six units ranging from 1.55 to 1.68. Similarly

workers generally perceived that effective participation may not be

possible to achieve through voluntary efforts (overall mean score 1.37;

score range for the six units 1.17 to 1.51.) The policy of change

over t o bipartism contemplated by the government from the existing

policy of tripartism was favoured to some extent by workers. The

overall mean score is 2.48, the range among the six units being 2.27

to 2.69.

The policy variable considered in totality has an overall mean of

1.99 with variation among the six companies ranging from 1.92 to 2.08

indicating that the workers in general did not consider the ' new

industrial and labour policy as conducive to the growth of participative

management culture.

However, the degree or intensity with which they do not favour the

policy domain differed from one to the other. The overall standard

deviation on policy domain works out to 0.05943. The range of

deviations among the policy domain varies from 0.05385 to 0.2424.

5.3.1.2 Structural Domain

As for the structural domain, the workers in general perceived that

they would not act as contraints to participative management. The

overall mean is 2.94 and variations among the six companies being 2.88

to 3.06. However, the intensity of variations in their attitude towards the

structural domain varies relatively higher with respect to the feeling that

workers and management respected the rights and responsibilites of

each other and workers participate without any fear of victimisation.

The standard deviations range from 0.039 to 0.1293. . In the remaining

four viz workers have the propensity and competence to do fruitful

participation, participation through representatives creates communication

problems, trade unions sponsor mediocre leaders to represent

participative forms and reduced representation of unions in participative

forms enhance the degree of role confirmity of workers, the deviations

were much less than the overall standard deviations. These are

presented in Table No 7.

5.3.1.3 Environmental Domain

Similarly in the case of environmental domain it was observed

that. the mean scores of organisations in respect of ten determinants

veered around the overall mean, indicating that the workers were

broadly in agreement that the organisational environment might not be a

constraint to participative management. The overall mean score being

2.55 and the range of deviation among the six companies being 2.48 to

2.78. The standard deviations were also mostly below the range, being

0.0652 to 0.2367. These are set forth in table No 8.

It may then be concluded that workers in general perceived that

the new economic, industrial and labour policies in general were not

conducive for the growth of participative management process even

though they did not find the structural and environmental domain would

deter the growth of participative management. The mean scores of

workers on policy, structure and environmental domain have been

derived based on the acceptance or rejection of each of the twenty six

statements covering the three variables with scoring made on a four

point scale. The percentage of workers accepting or rejecting the

statements is set forth in Table 9,10,11.

Table No. 9 P e r c e n t a g e of Workers Personnel Accepting or Rejecting t h e Statements Relating t o Policy Dornan.

Participation through voluntarism

Industr ial relations bi l l conducive for

Government programmes

enhance participation.

Privatisation will improve participation

Transition form tripartism t o bipartism

improves part icipation

Need for re'deployment and training

New liberalised policy showing positive

Part icipation satisfies workers need for

self exprerssion

Table N o 10 Percentage Of Workers Personnel Accept-

ing Or Rejecting The Statement Related To Structural

Domain.

Workers participate without fear of

victimisation

Workers have the conpetence to

Communication problem faced by

participation through representatives

Trade unions sponser ineffective

representatives to participative forms

Limited representation of outsiders in

trade unions will enhance the degree

of role confirmily of workers.

Table No. 11 Percentage of Workers Personnel Accept-

ing or Rejecting the Statements relating to Environmen-

tal Domain

has acheived its aims/objectives.

Workers participation is a responsible

and enlightened partnership

Effective participation requires changes

in behavioural pattern of workers and

Workers except trade union leaders to

interact with management.

Trade union leaders take interest in

all matters of participation.

Trade unions help in making workers

participation a success.

The scheme of workers participation is

mere consultation without commitment.

Workers consider themselves as

the lndustrial

In the new Industrial environment the

industry has to improve its productivity

total quality management

programme will add to the work load

of workers and management.

5.4 Perceived Views Of Management On Policy, Struc-

ture and Environmental Domain

The management personnel had perceived that legislative compulsion

may not help effective participation, industrial relations bill and reform

programmes by the government were not antilabour, voluntarism would

promote participative management, privatisation would improve efficiency

and productivity, that the new liberalised policy is showing positive

results, exit policy would not harm the interest of workers and that

blpartism would improve the prospects of participative management.On

the structural side management personnel felt that the existing forms

would broadly help to promote participative management so also were

the environmental domains. The percentage of acceptance and rejection

of the various domains by the management is set forth in table

12,13,14.

Table No 12 Percentage of Management Personnel Accepting or

Rejecting the statements relating to Policy domain

S.No

1

2

3

4

5

6

7

8

9

10

Policy Domain

Legislation necessary for effective

participation.


Industrial relations bill conducive for

participation.

Government reform programmes

enhance participation.

Privatisation will improve participation

culture

Transition form tripartism t o bipartism

improves participation

Need for redeployment and training


results

Participation satisfies workers need for

self exprerssion

Rationalisation of labour safeguarding

the interest of workers

Percentage of

Acceptance

16

8 2

94

8 0

95

83

88

73

58

5 3

Rejection

84 .

18

6

20

5

17

12

2 7

42

47

Table No 13 Percentage Of Management Personnel Ac-

cepting Or Rejecting The Statement Related To Struc-

tural Domain.

rights and responsibilities of each


victimisation







Table No. 14 Percentage of Management Personnel Accepting or

Rejecting the Statements relating to Environmental Domain

S.No

1

2

3

Workers except trade union lead&& to








the lndustrial


industry has to improve its

The total quality management

programme will add to the work

load of workers and management.

Environmental Domain

The scheme of workers participation

has acheived its aimsiobjectives.





management

Percentage of

Acceptance

33

31

3

Rejection

6 7

6 9

9 7

For policy domain the overall mean score of management

personnel was 2.55. The range of variations among the six units being

1.89 to 3.1 1. However the intensity of perceptions varied among different

variables as revealed by the standard deviation. The overall mean S.D

ranges from 0.0802 to 0.2506. similarly, in the case of structural

variables, the overall mean of different variables largely centered around

the average mean of 3.0172, the range being 2.70 to 3.33 However, the

overall mean, standard deviation of 0.1346 showed variations among

different variables which ranged form 0.074 to 0.221 1.

The overall mean score for the environmental domain was 3.13

with a standard deviation of .1085. The means of the groups range

from 2.26 to 3.5. The details are given in tables 15, 16 and 17.

Tabl

e N

o15

Per

ceiv

ed V

iew

s of

Man

agem

ent

Per

sonn

el o

n P

olic

y D

omai

n

S.

No.

2, 3, 4, 5, 6, '1 9,

lo)

Pol

icy

Dom

ain.

~e

~is

lati

o" ne

cess

ary

for

effe

ctiv

e pa

rtic

ipat

ion.

Par

ticip

atio

n th

roug

h vo

lunt

aris

m.

Indu

stri

al

rela

tions

bi

ll co

nduc

tive

for

part

icip

atio

n.

Gov

ernm

ent

refo

rm

prog

ram

mes

en

hanc

e pa

rtic

ipat

ion.

Priv

atis

atio

n w

ill

impr

ove

part

icip

atio

n.

Tran

sitio

n fo

rm

trip

artis

m

to

Bip

artis

m

impr

oves

pa

rtic

ipat

ion.

Nee

d fo

r re

depl

oym

ent

and

trai

ning

.

New

llb

eral

ised

po

licy

is

show

ing

posl

tive

resu

lts.

Par

ticip

atio

n sa

tisfie

s w

orke

rs

need

fo

r se

lf ex

pres

sion

.

Rat

iona

lisat

ion

of

labo

ur

safe

guar

ding

th

e in

tere

st

of

wor

kers

.

Ave

rage

ME

AN

P

SE

l

2.0

2.50

3.17

3.77

2.00

2.50

2.50

2.50

2.17

2.50

2.78

OV

ER

ALL

M

EA

NS

CO

RE

1.89

2.56

3.11

3.03

2.42

2.84

2.84

2.84

2.00

2.84

2.55

OR

GA

NIS

AT

ION

P

S2

2.00

2.50

3.33

3.00

2.67

3.00

3.00

3.00

2.17

3.0

0

2.48

ME

AN

S

.D

0.12

68

0.08

02

0.1

238

0.1

16

8

0.25

06

0.23

58

0.23

58

0.23

58

0.12

68

0.02

358

0.19

19

SC

OR

ES

P

SE

2

1.83

2.67

3.00

3.00

2.17

2.67

2.67

2.67

2.1

7.

2.67

2.53

PS

3

1.83

2.67

3.00

2.83

2.67

3.00

3.00

3.00

3.00

2.49

OF

PS

E3

1.83

2.50

3.17

3.17

2.50

2.67

2.67

2.67

2.00

'." 2.52

TH

E PS

I

1.83

2.50

3.00

3.00

2.50

3.17

3.17

3.17

2.00

3.17

2.49

TA

BLE

NO

1

7

PE

RC

EIV

ED

VIE

WS

O

F M

AN

AG

EM

EN

T P

ER

SO

NN

EL

ON

EN

VIR

ON

ME

NT

AL

DO

MA

IN

SI.

No

*)

3, 4,

5, 6, 7, 9)

lo)

OV

ER

ALL

M

EA

NS

CO

RE

3.0

6

3.4

3

2.7

0

3.2

3

3.2

7

2.2

6

3.1

6

3.4

6

3.5

3.3

3.1

3

EN

VIR

ON

ME

NT

AL

DO

MA

IN

Th

e

' sc

he

me

of

w

ork

ers

p

art

icip

ati

on

h

as

ach

eiv

ed

it

s a

imsl

ob

ject

ive

s

Wo

rke

rs

pa

rtic

ipa

tio

n

is

a

resp

on

sib

le

an

d

en

ligh

ten

ed

p

art

ne

rsh

ip

Eff

eti

ve

pa

rtic

ipa

tio

n

req

uir

es

cha

ng

es

in

be

ha

vio

ura

i p

att

ern

of

w

ork

ers

a

nd

m

an

ag

em

en

t.

Wo

rke

rs

exp

ect

tr

ad

e

un

ion

le

ad

ers

to

in

tera

ct

wit

h

ma

na

ge

me

nt.

Tra

de

u

nio

n

lea

de

rs

take

in

tere

st

in

all

ma

tte

rs

of

pa

rtic

ipa

tio

n.

Tra

de

un

ion

s h

elp

in

m

aki

ng

w

ork

ers

p

art

icip

ati

on

a

su

cce

ss.

Th

e

sch

em

e

of

wo

rke

rs

pa

rtic

ipa

tio

n

is

me

re

con

sult

ati

on

w

itho

ut

com

mit

me

nt.

Wo

rke

rs

con

sid

er

the

mse

lve

s as

p

art

ne

rs

to

the

in

du

stri

al

syst

em

.

The

to

tal

qu

alit

y m

an

ag

em

en

t p

rog

ram

me

w

ill

ad

d

to

the

w

ork

loa

d

of

the

w

ork

ers

.

Ave

rage

ME

AN

S

.D

0.1

37

4

0.6

94

2

01

15

44

0.0

94

2

0.1

34

7

0.1

37

4

0.1

49

0

0.0

74

5

0

3.2

3

0.1

49

0

-

0.1

08

5

ME

AN

P

SE

l

2.9

3.3

2.7

3.3

3-3

2.3

3.1

3.5

3 5

3.5

3.1

PS

3

2.9

3.5

2.9

3.3

3.5

2.3

3.3

3.3

3.5

3.1

3.1

8

SC

OR

ES

P

SE

2

3.1

3.5

2.5

3.1

3.1

2.5

3.3

3.5

3.5

3.1

3.1

4

TH

E

PS

I

3.3

3.5

2.7

3.3

3.3

2.3

2.9

3.5

3.5

3.1

3.1

8

OF

P

SE

3

3.1

3.3

2.7

3.3

3.3

2.1

3.1

3.5

3.5

3.3

3.1

OR

GA

NIS

AT

ION

P

S2

3.1

3.5

2.7

3.1

3.1

2.1

3.3

3.5

3.5

3.5

3.1

The management personnel in general perceive the various

activities, provisions and opportunities are conducive for participative

management as evidenced from the overall mean scores for 14 the

three domains that are above 2 (the maximum is 14).

5.5 PERCEIVED VIEWS OF TRADE UNION REPRESNTA-

TlVES ON POLICY STRUCTURE AND ENVIRONMENT . DOMAIN

Trade union representatives in general believe that legislationof the

scheme of workers participation will make it more effective. The

structural reform and industrial relations bill they felt were conducive for

creating an environment of participative management, privatisation and

exit policy they felt may not help in protecting the interests of the

workers, and trasition form bipartism to tripartism may not help effective

participation. On the structural and environmental side also the

perceptions of the trade union representatives did not vary much. The

Probability of accepting or rejecting the statements relating to the

variables concerned by the trade union representatives is set forth in

tables 18, 19, 20 below

Table No 18 Percentage Of Trade Union Representatives

Accepting Or Rejecting Statements On Policy Domain.

articipation through voiuntarism

overnment

nhance participation.

rivatisation will improve participation

Transition form tripartism to bipartisrn





self exprerssion

TabLe no 19 Percentage of Trade Union Representatives

Accepting or Rejecting Statement on Structural Domain.

orkers participate without fear of

orkers have the conpetence to

~ommun ica t ion problem faced by




role confirmily of workers.

Table No.20 Percentage Of Trade Union Representatives

Accepting Or Rejecting Statements On Environmental Domain.

S.No

1

2

3

Workers except trade union leaders

to interact with management.

Trade union leaders take interest in





is mere consultation without

commitment.


th.e Industrial


industry has to improve its productivit

programme will add to the work

load of workers and management.



has acheived its aimslobjectives.





management

Percentage of

Acceptance

3 5

6 0

68

Rejection

65

40

32

For policy domain the overall mean score of trade union personnel

was 2.43 and the range of variation for the six units was 1.73 - 3.43.

The overall mean S.D ranged from 0.0745 - 0.1374. For structural

domain the overall mean score was 2.1 17 and the range of variation

for the six units was 1.933 - 2.267. The overall S.D ranged from

0.4853 - 0.6699. For environmental domain the overall mean score 3.11

and teh range of variation for the six units was 2.81 - 3.71. The

overall mean sd ranged from 0.0755 - 0.1349. These are set forth in

tables 21,22,23.

2 9 5 - x. -l

12 +

a C3 a

I +

V3 W [r

0

Z 4:

Z 4 5:

X d 4 CT 3

6 3 CT C v,

m a:

2 5 2 2 0 3

2

CY 0-3

Z L

<'x 2 , Z a

0 -

w a

giz V3 a

O N w

m a a

- '

W . -

E $ j a

0 = i m

03 m m 03 m f. 03 U3 r- w m U3 o 02 o m w o r- 3 2 2 2 2 2

2 h h I- W CY C3 m 3 C3 7 - N rn. N d X

0 0 0 0 0 0 * * " k V! V! - - - - - - 0 0 0 0 0 0 * LC! * * * * - - - - .-- 7

0 0 0 0 0 0 '=? * P: k k P: - - %-- 7 - - 0 0 0 0 0 0 - 2 oi z z 2

0 0 0 0 0

oi z 3 3 z 0 0 0 0 0 0

P: F- n, z z a a

u - 3 C V ) w

c - 0 .- a, > 0 m -2z - .- c

m - m V)

-0 2 - - n -- m C

2

m o C C E ~3 -- w w 0 .-

0 C .- L V )

L .E -a m B - - a - 4 n -- L

w 0 .- 0 E g g 5 - > ...- n - 0 w $ s

0 w > w L 0 u +

-- U , a m r: a, 0 co 0 V) w +

2 2 U - 3

w - w 03 - 0 .- z E g S a .- I= , E

0 -s a g 5 S - E, 5 .- - 0

3: a g " j s o 0

g z w L o g s g -= t~ 2 5 a -2 m 2 - 2-0 = g g z .- g C1 m w

f f aa m , rn .O u r > -2 2 .s , 0 =--. - Q o m m G n .- 2 - 2

s C -- c 3 -2 ~3 2 2 : = X -

L O E Z G a "-- E 5? j rg -.= a n a Y . 0

G r g-O 0 rn ,, g 32: *f 3 5 2

- - - - - - N C3 Q m w

I. r- 0.1 I- LC! 0

P- 7

CU

-

m m * 7

0 0 LO 7

0 C3 C9 7

0 0 z 0 0 '9 N

m m a? N

" ;f W z

TABL

E NO

22

PERC

EIVE

D VI

EWS

OF

TRAD

E UN

ION

ON

STR

UCTU

RAL

DOM

AIN

SL.

No

2, 3, 4,

5,

6,

STRU

CTUR

AL D

OM

AIN

Wor

kers

an

d m

anag

emen

t re

spec

t th

e rig

hts

and

resp

onsi

bilit

ies

of

each

ot

her

Wor

kers

pa

rtici

pate

with

out

fear

of

vi

ctim

isat

ion.

Wor

kers

ha

ve

the

com

pete

nce

to

do

fruitf

ul

parti

cipa

tion

.

Com

mun

icat

ion

prob

lem

fa

ced

by

parti

cipa

tion

thro

ugh

repr

enta

tives

.

Trad

e un

ions

sp

onso

r in

effe

ctiv

e re

pres

enta

tives

to

pa

rtici

pativ

e fo

rms.

Lim

ited

repr

esen

tatio

n of

ou

tsid

ers

will

en

hanc

e th

e de

gree

of

ro

le

conf

imity

of

w

orke

rs.

AVER

AGE

MEA

N P

SE

l

2.90

2.70

2.90

2890

2.70

2.83

3

OVE

RALL

M

EA

NS

CO

RE

1.93

3

1.96

7

2.16

7

2.26

7

2.23

3

2.13

3

2.1

17

SCO

RES

'PS

E2

2.10

2.30

2.70

2.90

2.90

2.70

2.60

0

MEA

N S.D

0.50

88

0.48

53

0.60

73

0.63

68

0.66

99

0.57

057

0.57

977

OF

PSE3

2.10

2.30

2.70

2-90

2.90

2.70

2.60

0

THE PS

I

1.63

3 ORG

ANIS

ATIO

N PS

2

1.50

1.50

0

PS3

1.53

3

TA

BLE

N

O

23

PE

RC

EIV

ED

VIE

WS

O

F T

RA

DE

U

NIO

N O

N E

NV

IRO

ME

NT

AL

DO

MA

IN.

I)

2,

managem

ent.

a

succ

ess

.

ind

ustr

ial

syst

em

.

to

imp

rove

it

s

pro

du

cti

vit

y

dra

sti

ca

lly

en

sure

q

ua

lity

an

d

be

co

st

eff

ect

ive

if

it

is

to

surv

ive

.

En

viro

me

nta

l d

om

ain

The

sc

hem

e

of

wo

rke

rs

pa

rtic

ipa

tio

n

ha

s a

chie

ved

it

s

aim

slo

be

jcti

ve

s.

Wo

rke

rs

pa

rtic

ipa

tio

n

is

a

resp

on

sib

le

an

d

en

ligh

ten

ed

p

art

ne

rsh

ip

ME

AN

S

CO

RE

S

OF

T

HE

O

RG

AN

ISA

TIO

N

OV

ER

ALL

ME

AN

P

SE

l

2.67

3.00

ME

AN

SC

OR

E

2.81

3.71

PS

E2

2.83

3.17

S.D

0.1129

0.1349

PS

3

2.6

7

3.33

PS

E3

2.83

3.00

PS

I

3 .oo

3.17

PS

2

2.83

3.33

5.6 C O M B I N E D P E R C E P T I O N

The combined perception of workers, management and trade unions

towards policy, structure and envirornental domain is set forth in the

table below.

Table No 24 Combined percentage of acceptance and rejection

of workers, management and trade union towards the various

statements on policy, structure and enviroment domain:


Industrial relations bill conducive for

partlcipation.

Government reform programmes enhance

Privatisation will improve partlcipation

Transition form tripartism to bipartlsm

7

8

9

10




results


self exprerssion

Rationalisation of labour safeguarding

the Interest of workers

3 7

3 1

76

74

6 3

69

24'

26

S.No

1

2

3

4

5

6

Structural Domain

Workers and management respect the

rights and responsibilities of each

other


victimisation


participate





Limited representation of outsiders in

trade unions will enhance the degree


Percentage of

Acceptance

4 3

75

62

30

33

39

Rejection

5 7

2 5

38

70

6 7

6 1

Ill ENVIRONMENTAL DOMAIN

S.No

1

2

3


Trade union leaders take interest in all

matters of participation.






the Industrial


industry has to improve its productivity

total quality management

programme will add to the work load

of workers and management.



has acheived its aimslobjectives.





management

Workers except trade union leaders to

Percentage of

Acceptance

3 1

3 5

42

Rejection

6 9

45

5 8

5.7 C o e f f i c i e n t of Variation in perception of variables.

Perception among the three category of participants viz,

workers management, and trade union representatives towards the differnt

domain varied. therefore it was necessary to test which among the

three category of participants are more consistent in their approach

towards the three variables.

Assuming

Xi denotes the data for workers

Yi denotes data for management.

Zi denotes data for trade union.

SD x 100 Coefficient o f . variation on X I = - X

where S.D =\rEW

x = mean

n = no. of observations

similarly C.V(Y1) =g x 100 Y

The data set possessing the minimum c.v in relation to othere is

said t o be more consistent. Based on the above calculations the

coefficients of variation of three groups for the policy variable are as

follows.

c.v for workers =2.98

c.v for management =3.078

c.v for trade union = 4.97

The coffcient of variation is less among workers followed by

management and trade union.

c.v (w) L c . v (rn) i c.v (1.U)

The coffcient of variation among the three strutural variables is

as under.

c.v for workers = 2.45

c.v for management = 4.46

c.v for trade union = 27.48

C.V (w) i C.V (m) i c . v (~ .u )

The coeffcient of variation among the three for environment variable

is summed up below.

c.v for workers 7.53

c.v for management 3.46

c.v for tradeunion 2.86

c.v (t.u) L C . V (m) i c.v (w)

To test among which of the six companies the variation is less

with respect to workers of these companies towards the three variable

groups, the c.v has been worked out seperately for each company and

are tabulated in table below no 25.

TABLE NO. 25 C o f f e c i e n t Of Variance Among The

Six Units.

S 1

No

1

2

3

4

5

6

Unit

PSE l

PSE2

PSE3

P S I

P s 2

PS3

Coefficient Of Variance

Workers

14.04

15.13

19.78

19.75

13.19

17.59

Management

20.958

8.129

22.56

8.96

15.35

6.58

Trade Union .

5.0847

23.83

9.15

10.03

7.74

9.87

The order of variance among the six companies is :

For Workers.

C.V (PS2) .C CV(PSE1) L C . V (PSE2) .- C.V (PS3) I C . V (PSI) k C.V

(P S E3)

For Management

C.V (PSEP) L- C.V ( P S E l ) i C.V (PSE3) k C.V (PS3) L C.V (PSI)

c.v (PSP).

For Trade Union

The data analysis outlined in the foregoing paragraphs indicate that

the transformation of industrial relations to the key value of workers

participation in management consequent on the emerging new industrial

and labour polices in a liberalised environment were perceived by

workers and trade unions as not conducive to improve the eqiuty in

decision -making power within an enterprise in terms of redistribution of

Power, authority and information sharing. The structural and

environmental domains, however have been perceived both by workers

and management as being facilitating factors for the growth .of

participative management culture.

5.8 Hypotheses Testing

Chi square technique was used to test the significance of

associations of different attributes of workers participation in management

among the two groups, namely public and private sector participants.

Chi square has been worked out for all the twenty six variables and

the results of each have been summarised below; in the order of

policy, structure and environment in respect of public and private sector

enterprises.

Hypothesis 1

The perception of workers and the sector in which they are

working are independent with refernce to the statement that effective

participation can be achieved by legislative compulsion. Since the

calculated Chi square value of 34.78 is greater than the table value of

7.815 at 5.1 level of significance the hypothesls is rejected.

Hypotheis 2

There is no association between the perception of workers and the

sector in which they are working with reference to the statement' that

participation satisfies workers need for self expression. Since the

calculated Chi square value of 0.29 is less than the table value of

7.815, the hypotheses is accepted.

Hypotheis 3

The perception of wprkers and the sectors in which they are

working are independent with reference to the statement that effective

participation can be achieved by voluntarism. Since the calculated Chi

square value of 8.00 is greater than the table value of 7.815 the

hypothesis is rejected.

Hypotheis 4

The perception of the workers and the sector in which they are

working are independent with reference to the statement that the

industrial relations bill is anti-labour. The calculated value of 28.99 is

greater than the table value of 7.815 hence the hypothesis is rejected.

Hypotheis 5

The perception of the workers and the sectors in which they are

working are independent with reference to the statement that government

reform programmes are against the interest of the working class. Since

the calculated value of 36.27 is greater than the table value of 7.815

the hypothesis is rejected.

Hypotheis 6


working are independent with refererce to the statement on privatisation.

The calculated Chi square value of 10.24 is greater than the table

value of 7.815. Hence the hypothesis is rejected.

Hypotheis 7


sector in which they are working with reference to the statement that

the liberalised policy is showing positive results . S,ince the calculated

Chi square value of 1.52 is less than the table value of 7.815 the

hypothesis is accepted.

Hypotheis 8



the new industrial policy would liberalise the freedom of entry and exit

of workers while adequately protecting the interests of the workers.

The calculated Chi square value of 3.01 is less than the table value of

7.815. hence the hypothesis is accepted.

Hypotheis 9



there is 'need for redeployment and training of workers in the new

economic environment. The calculated Chi square value of 1.41 is less

than the table value of 7.815 hence the hypothesis is accepted.

Hypotheis 10



transition from tripartism to bipartism will help to facilitate the effective

implementation of the scheme of participation. Since the calculated Chi

square value of 32.73 is greater than the table value of 7.815 the

null hypothesis is rejected.

Hypotheis 11


sectors in which they are working with reference to the statement that

workers and management respect the rights and responsibilities of each

other. Since the calculated Chi square value of 74.59 is greater than

the table value of 7.815 the null hypothesis is rejected.

Hypotheis 12


working are indspendent with reference to the statement that workers

participate without fear of victimisation. The calculated Chi square

value of 74.59 is greater than the table value of 7.815 hence the null

hypothesis is rejected.

Hypotheis 13


working are independent with reference to the statement 'that workers

have the propensity and competence to do fruitful participation . The

calculated Chi square value of 11.03 is greater than the table of 7.815

hence the null hypothesis is rejected.

Hypotheis 1 4

The perception of workers and the sector in which they are

working are independent with reference to the statement that

participation through representatives creates communication problem.

Since the Chi square value of 13.52 is greater than the table value of

7.815 the null hypothesis is rejected.

Hypotheis 15


sectors in which they are working with respect to the statement' that

trade unions sponsor second echelon leaders leading to ineffective

participation. The calculated Chi square value of 4.24 is less than the

table value of 7.815. Hence the hypothesis is accepted.

Hypotheis 16


working are independent with reference to the statement that limited

representation of outsiders in the trade unions will enhance the degree

of role conformity of workers. The calculated Chi square value of 66.44

is greater than the table value of 7.815 hence the hypothesis is

rejected.

Hypotheis 17


sector in which they are working with respect to the statement that the

scheme of workers participation has acheived its aims/objectives. The


7.815 the hypothesis is accepted.

Hypotheis 18


sector in which they are working with respect to the statement that

effective participation requires changes in behavioural pattern of both

workers and management. The calculated Chi square value of 3.590 is

lesser than the table value of 7.815. So the null hypothesis is

accepted.

Hypotheis 19



workers expect trade union leaders to interact with management. The


7.815 hence the hypothesis is accepted.

Hypotheis 20



trade unions help in making workers participation a suceess. The


7.815. Hence the hypothesis is accepted.

Hypotheis 21


working are independent with reference to the statement the scheme of

workers participation is mere consultation without commitment. The

calculated Chi square value of 32.70 is greater than the table value of

7.815 hence the hypothesis is rejected.

Hypotheis 22


sector in. which they are working with respect to the statement that

workers consider themselves as partners to the industrial system. The

calculated ' Chi square value of 0.373 is less than the table value of


Hypotheis 23


sectors in which they are working with respect to the statement that in

the new industrial environment the industry has to improve its

productivity drastically and be cost effective if it is to survive. The

calculated Chi square value of 6.27 is lesser than the table value of


Hypotheis 24


sector in which they are the working with respect to the. statement that

the total quality management programme will add to the work load of

workers and management. The calculated Chi square value of 3.57 is

less than the table value of 7.815. Hence the hypothesis is accepted.

Thus the analysis of the perception of workers on major domains

of workers participation in management as between public and private

sector units provides some interesting facts. Though the overall

reaction of the workers on different issues, irrespective of public or

private sector, was almost on the same wave length, there had been

slight variation in the reaction of the workers to certain specific issues

as is summed up below.

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