A project report on

“WORKERS PARTICIPATION IN
MANAGEMENT”

A dissertation submitted
for
MASTER OF PERSONNEL MANAGEMENT

Year 2010
Submitted By
RUMEE A.J SIDDIQUE
Under the guidance of

MRS SNEHAL BADHE

IBMR Institute, CHINCHWAD, PUNE

 Affiliated To
PUNE UNIVERSITY

T A B A LE OF CONTENTS

Topic Page No
CHAPTER -A
1. EXECUTIVE SUMMARY
• Project Title
• Company Brief
• Objective of the Study
• Interpretation of the data in brief
• Limitation
• Observation and Findings

CHAPTER -B

2. COMPANY PROFILE
• Background of the Company
• History of the Company
• Major Branches/Units/Divisions
• Vision of the Company
• Mission of the company
• Consumers of the product/services
• Product/service profile
• Environment policy
• Safety policy
• Quality policy
CHAPTER -C

3. THEORETICAL ASPECT OF THE STUDY

 Introduction to the topic
 Concept of the topic
 Definition of the topic
 Feature of the topic
 Importance of the topic
 Other theory related with the topic
4. RESEARCH METHODOLOGY
• Reason for selecting the topic
• Methods of data collection-
• Primary – based on the questionnaire
• Secondary- sub topics of chapter 3.
• Sample size
• Data analysis method
• Data interpretation methods
• Presentation method

5. DATA ANALYSIS
• Display the data in a tabulation sheet
• Questions, graphs and interpretation – for each questions

6. OBSERVATIONS

7. FINDINGS

8. LIMITATIONS

9. RECOMMENDATIONS/SUGGESTIONS

10. CONCLUSIONS

11. BIBLIOGRAPHY
• Book Names ( CB Gupta “ Human Resource Management”)
• website
 ACKNOWLEDGEMENT

I would like to thank the project guide MR.PURENDER KHAN

SIR,ULHAS NEWALE for providing all the material possible and
encouraging through out the course. It is great pleasure for me to
acknowledge the assistance and contributions of our Head of the plant Mr.
SACHANAND DAKHNEJA, for his prompt and timely help in the official
clearances and valuable suggestions during the development of this project.

I would also like to express my profound gratitude to Miss JAYITA

GHOSH for her constant and valuable suggestions while doing the project
work.

I would like to express my sincere gratitude to my project guide MRS

SNEHAL MAM.
 INTRODUCTION
Industrial relations has become one of the most delicate and complex problem of
management modern industrial society. Industrial progress is impossible without the
labour-management cooperation and industrial harmony. If we talk of IR, we must
focus on the following questions.

• What these relations are?

• Why they become so difficult and complex?

The crux of problem is that there is a conflict of interest. It occurs from the side of
employers and employees too. Every employee, besides adequate wages and incentives
require satisfaction of physical needs, respect and recognition follow feeling and a
feeling of being esteemed by friends and other people in the groups.

Employers want to fulfill the objective of maximum profit, minimum input with
maximum output, better contribution from the employees end. The conflict of interest
can only be solved through effective labour-management participation in the industry.

Workers’ participation in management is the practice in which employees take part

in management decisions and it is based on the assumption of common interest between
employer and employees in furthering the long-term prospects of the enterprise and
those working in it.

Workers’ participation in management means sharing the decision making power by the
rank and file of an industrial organization through their representatives at all
appropriate level of management.

2. EXECUTIVE SUMMARY OF THE REPORT

EXECUTIVE SUMMARY

The title of my project is

“WORKER’S PARTICIPATION IN MANAGEMENT”

The summer internship at ASAL (AUTOMOTIVE STAMPING AND ASSEMBLIES

LTD) CHAKAN, gave an opportunity to orient oneself in the HR department and to
relate the theories to actual practical work culture. ASAL set up in the 1990.In 1997, the
TATA Group entered into a 50:50 joint venture with the promoter.

Automotive Stampings and Assemblies Ltd. has extensive manufacturing capability to

meet the present and future demands of a large segment of the automotive industry.

The company has four large-sized manufacturing plants in Western India & Northen
India with a total capability to supply nearly 30,000 tones of components and assemblies
a year.

With a range of presses - hydraulic and mechanical, single acting and double action - and
other required equipment of international standard, the plants have complete capabilities
for making complex sheet metal components of different sizes

The objective define is to study the WPM practices in the plant, to study the effectiveness
of bipartite forum in facilitating WPM, and to measure the effectiveness of WPM in
achieving harmonious Industrial Relations.

To achieve these objectives, the in-depth study of the workers participation practiced in
ASAL is done. Further the data was analyzed by the average comparison method & the
interpretation was made accordingly.

The interpretations found out through the data analysis helped to draw suitable findings.
The observations & findings of this project are based on the data analysis. It was
observed that Workers participation in management in ASAL is an effective system of
communication and consultation where workers express their opinion through their
representatives and contribute to the managerial decisions.
In is acting at each level of participation. One recognized trade unions i.e. BMS (Bharti
Mazdoor Sangh) affiliated to Engineer Kamgarsangh are the representatives of their
respective members in the process of participation.

On the basis of the observations & findings the recommendations were given include
management should develop a true spirit of mutual co-operation and commitment for
better participation on the part of labour. For better labour-management participation,
strong, enlightened and true representation of trade unions should be developed. Workers
should be given all types of freedom to get opportunity in the management decisions.
There should be an effective two-way flow of communication in the industry. There
should be a proper arrangement for workers and their representatives to provide
education and training in the process of participative management.

The conclusion states that workers’ participation in management in ASAL is effective to

some extent in facilitating better participation of labour in the decision-making process of
the Organization. The Bipartite consultative committees available in the industry should
consider industry a joint endeavor in which each and every worker have an equal chance
to speak.

3. OBJECTIVE AND SCOPE OF THE PROJECT

Objective of the study

Project work is essential to gain some knowledge and experience in the practical field
besides the theoretical aspects. Being a student, he/she should know the realities of
industrial life and to understand the changes in capacity, technological progress,
organization arrangement, description of the plant and machinery, description of raw
materials, management policy, resources, labour force, schedule of employment,
 environment protection and cost of project and means of financing. The project work
on “Worker’s Participation in Management” in ASAL has been done:-

• To study the WPM practices in the plant.

• To study the effectiveness of bipartite forum in facilitating WPM.
• To measure the effectiveness of WPM in achieving harmonious Industrial Relations.

Scope of the study

The scope of worker’s participation is very wide and significant. WPM covers not only
management contribution in decision making but also the mental and emotional involved
of worker’s in the decision making process. Worker’s participation is industries are done
at different levels like shop floor level plant level, department level, and corporate level.
In today’s scenario WPM is indispensable to ensure mutual understanding, higher
productivity, industrial harmony, creativity and innovation. Hence, the scope of the WPM
is vast and significant. The scope of the project cannot be made limited up to
organizational level, but also it has a wide range reaching out to employee’s personal life
also.

4. COMPANY PROFILE
Background and history of ASAL:-

ASAL –(Automotive stampings and assemblies limited)

Automotive Stampings and Assemblies Ltd, is a TACO group company, manufacturer
and supplier of sheet metal components, welded assemblies and modules for automobiles.
The product range includes Body-In-White (BIW) structural panels , Skin panels, Fuel
tanks, Oil sumps & Suspension parts, mainly for passenger and commercial vehicles.
Automotive Stampings & Assemblies Ltd. (ASAL) was incorporated as JBM Tools Ltd.
in 1990. In 1997, the Tata Group entered into a 50:50 Joint Venture with the promoter.
The Tata Group (Tata Industries & Tata Auto Comp) acquired 81.35% shareholding in
2002 & the company was renamed Automotive Stampings & Assem Later, in 2004, Tata
Industries transferred its shares to Tata Auto Comp Systems (TACO), making the latter,
the majority shareholder. Recently, in 2007, Tata Auto Comp entered into a Joint Venture
with Gestamp Servicios S.L., Spain. The current share holding pattern is TACO 37.5%,
Gestamp 37.5% and public 25%. The company is listed in both the BSE and NSE.blies
Ltd. Today ASAL is the preferred supplier to a host of big names, including...
>> Tata Motors >> Piaggio India Ltd.
>> Fiat >> John Deere USA
>> Mahindra & Mahindra >> FORD, Europe.
>> John Deere >> Gujrat Setco Ltd.
>> General Motors

Vision of the company:

To be the most preferred destination for sourcing automotive stampings,
assemblies & modules, in chosen geographies, creating benchmark value for investors

Mission of the company:

Customers: To develop strong bonding through
· Exceeding customer expectations in QCD performance
· Flawless new product launches (meeting all agreed program milestones)
· Creating value through differentiated product offerings

Shareholders: To create benchmark value by delivering

· TSR in top quartile of the Indian Automotive Stamping Industry
Employees: To create an organization that promotes excellence by providing
· Pre-planned avenues for development and growth
· Freedom to experiment
· Work-life balance
Suppliers: To foster long term partnerships by
· Delivering on transparent contractual terms
· Ensuring enhancement of their processes and capabilities

Community: To make a difference in the community through

· Sustained efforts in chosen felt needs
· Creating a carbon neutral footprint

Values of the company

Customer Focus
· Anticipating, understanding and focusing efforts on meeting customer needs and
exceeding
expectations

Passion for Excellence

· Relentlessly improving, continuously raising the bar in everything we do

Integrity
· All our actions and dealings should be capable of standing the test of public scrutiny

Responsibility
· Taking ownership for the consequences of our decisions and actions

Respect and Understanding

· We must be caring, compassionate, humane and respectful in all our interpersonal
dealings
· We must work cohesively with our colleagues across functions to fulfill organizational
needs

Goals of the company

 1. Zero Accident
2. Zero Defect
3. Zero Breakdown
4. Zero Line stoppage

Business Units
TACO
ASAL
TATA HENDRICKSON
TATA FICOSA
TATA GREEN BATTERIEE
TACO IPD(INDIAN PLASTIC DIVISION)
TACO SCM(SUPPLY CHAIN MANAGEMENT)
TACO MOBI APPS TELEMATICS LIMITED
TATA JOHNSONS CONTROL
TATA YAZAKI
TATA TOYO RADIATOR

Customers
1. Tata Motors Limited
2. Fiat India Limited
3. Piaggio Vehicles Private Limited
4. General Motors India Private Limited
5. Mahindra and Mahindra Limited
6. John Deere India Private Limited
7. Setco Automotive Ltd
8. John Deere – USA
9. Ford-UK
Product profile

ASAL is engaged in the supply of sheet metals components , welded assemblies and
modules for automobiles .The product range includes :

1. Skin Panels – Fiat Palio

2. Indica Fuel Tank
3. Indigo fuel tank
4. Tata Commercial Vehicle Oil Sump
5. Stainless Steel Reserve Tank for Tata Toyo Radiators
6. Clutch cover
7. Indica Trailing Arm
8. Indica Assembly Frame front floor
9. Body in White Parts
10. Front Suspension Sub-frame Module
11. Rear Twist Beam

KEY WORK PROCESSES IN ASAL

 C
U
C
S
U
T
S
O Manufacturing Operations
Business Program T
M
Development Management O
E Stamping Welding Assembly
M
R
Module Assembly E
S Coating
R
S
Material Procurement
S
Bought out parts
U Plant
(brackets, fasteners) Tool
P Maintenance
Maintenance
P
HR & CR Sheets
L
I
E Consumable &
R Spares
S

Finance Continuous
HR IT
Improvement

Key Work Processes Key Support Processes

Health, Safety and Environmental Policy

We at ASAL, reaffirm our commitment to continually improve our health, safety, and
environment performance and prevention of pollution.
To do this we shall:-
• Comply with all applicable national and state environmental, health, and safety
regulations and other requirements, related to environmental aspects and OH&S
risks.
• Conserve raw materials & energy.
• Strive to achieve zero accidents, zero occupational diseases & zero environmental
incidents.
• Improve or upgrade our processes to institutionalize sound environmental, health
and safety practices.
• Train and develop our employees and contractors to create awareness about good
environment, health & safety practices.

This policy will be communicated to all our employees and shall be made
available to public / stakeholders.

Quality Policy of ASAL

We shall achieve our vision by improving continuously all our business processes to
world class levels surpassing the expectations of our customers with focus on.

• Improving customer services.

• Improving capability of our manufacturing processes.
• Reducing total costs, elimination of waste & non value adding activities.
• Encouraging involvement and participation of employees in problem solving.
• Developing skills of employees and suppliers through continuous training.

We shall apply the TBEM (Tata Business Excellence Module) framework in

striving for excellence and our values will determine our standards of behaviour in
creating a strong culture to guide our activities and sustain our purpose.

Climate Change Policy

Climate Change is a initiative taken from the year 2010

• Tree plantation
• Measurement of carbon footprints.
• Study and analysis of carbon level in the organization.
• List of potential areas of carbon abetment.
• Making a roadmap on reduction of carbon level.
• Implementation of the same with the help of cross functional teams(CFT)
• Large mass of workforce will be aware of carbon footprints and climate change.

Trade Union
 OSHE SITUATION AND AGENDA FOR TRADE UNIONS

Week1) Bharatiya Mazdoor Sangh has a 3 tire structure

1) National level structure
2) State level structure
3) District level structure
Different unions affiliated to BMS and having jurisdiction in more than one states
have formed federations and have same structure in line with BMS. Unions functioning
in a particular state have formed state Federations and have 2 tire structure i) State level
structure and District level structure.

2) At every level one office bearer is given task of OSHE. A person who is
entrusted with the work of OSHE has to plan programmes according to needs of nation
and area and direct affiliated units to implement such programmes throughout the year.
On National level on following days/weeks campaigns are launched to generate
safety awareness with a motive of reduction in Accidents.
1st to 7th January Road Safety
4th to 11th March National Safety Week
14th April Fire services Day
5th June World Environment Day
In addition to above 3rd December is celebrated as "No More Bhopal Day" in
some places.

3) Following are objectives in brief behind celebration of above days/weeks.

a) Road Safety Week - to generate awareness about safe and defensive driving.

b) National Safety Day - To ensure that safety and health are integrated in work
culture and life style. To renew the commitment of the employees towards
safety and health at workplace. To achieve greater participation of employees
in OSHE activities.
c) Fire Services Day - It is celebrated to know about fire fighting and
fundamentals of fire prevention and fire extinction.
d) World Environment Day - This is celebrated to raise environmental awareness
and mobilise action in different sectors of the society in order to improve the
quality of environment and life.
e) No More Bhopal Day - This day is celebrated to recapitulate dangers and ill
consequences of such type of accidents.

Manufacturing process flowchart

5.THEORETICAL ASPECT OF THE STUDY
Introduction

Workers’ participation in management is the practice in which employees take part in

management decisions and it is based on the assumption of common interest between
employer and employees in furthering the long-term prospects of the enterprise and those
working in it.

Workers’ participation in management means sharing the decision making power by the
rank and file of an industrial organization through their representatives at all appropriate
level of management.

WPM is now a global movement------a combination of socio-culture, political,

economical and technical aspects.
The industrial pressures have created a worldwide demand for greater participation of
workers in management.

Concept of Worker’s Participation in Management

Different authorities define and interpret workers participation in management in

different ways. For example, employers interpret it as the joint consultation prior to
decision making. Employees consider it as equivalent to co-decision while experts often
regard it as association of labour without final authority or responsibility in decision
making process.

Workers’ participation in management is a mechanism through which workers have a say

in the decision making process of an enterprises.

According to Keith Davis, “Participation refers to the mental and emotional involvement
of a person in a group situation which encourages him to contribute to group goals and
share in the responsibility of achieving then.”
Features of WPM

From the above definition the following feature of WPM can be identified:-

 Participation means mental and emotional involvement rather then mere physical
presence. It is more than consent or approval to managerial action.
 Workers participate in Management not as an individual but collectively as a group
through their representative.
 Worker’s participation in management is based on the theory that a worker invests his
labour and ties his fate to his place of worker. Therefore, he has a legitimate right to
share in the determination of the company policy.
 WPM may be formal or informal. In both the cases, it is a system of communication
and consultation where employees express their opinion and contribute to managerial
decision.
 WPM should be distinguished from collective bargaining. The former is based on
mutual trust and information sharing. On the other hand, collective bargaining is
essentially based on power play and negotiation.
 There can be four levels of participation – shop floor level, plant level, departmental
level, and corporate level.
 There are four degrees of participation:-
Communication
Consultation
Co-determination
Self management

Objectives of WPM

WPM seeks to achieve the following objectives:-

 Economic objectives:- WPM aims at increasing productivity of labour by improving
the cooperation between employer and employees. Productivity is sought to be
increased by improving job. Satisfaction and Industrial Relation.
 Social Objectives:- Under participation industry is sought to consider a social
institution in which each and every worker has invested interest. The purpose of
participation is to ensure human dignity and to get the worker a respectable status in
society.
 Psychological Objectives:- Workers participation in management seeks to bring
about change in the attitude of workers. Through participation, they will consider
themselves an integral part of industry rather than mere working hands. Participation
provides the employees an opportunity to express themselves there by satisfying their
non-economic needs.
 It also provides the employee a sense of belongingness, pride and accomplishment.

Importance of WPM

WPM Provides the following benefits:-

 Mutual Understanding: Generally, employers and employees doubt the integrity of

each other due to ignorable of each other’s problems. Participation brings the two
parties closer and makes them aware of each other’s problem.
 Higher productivity: Cooperation between management and labour helps to increase
production and profit of industry. Through participation, workers learn the problem of
industry and better understand their roles. Participation involves employee motivation
and job satisfaction.
 Industrial harmony: WPM helps to reduce industrial disputes and to improve peace
in industry.
 Industrial democracy: WPM helps in industrial democracy which is necessary for
political democracy.
 Less resistance to change: Workers often resist change due to fear and ignorance.
When workers participate in the decision making, they come to understand that
change is ultimately in their own interest.
 Creativity and innovation: Participation encourages workers to think and take
initiative. Their talent and ability can be capitalized.

In nutshell, WPM has the following benefits:-

• Increase in understanding
• Increase in the sense of responsibilities.
• Better decisions
• Increase in workability of workers
• Improvement in morale
• Leads to team work
• Increase in quality, quantity and productivity.
• Good industrial relations.

Forms of WPM

Several methods have been suggested and tried for ensuring WPM. Some important
forms of WPM are as follows;

• Information participation-----ensures that employees are able to receive the

information and express their views.

• Consultative participation-----ensures that employees are consulted.

• Associative participation-----ensures that unanimous decisions are taken.

• Administration participation-----where employees are participated for taking
administrative decisions for smooth day today operations.

• Decisive participation-----where joint decisions are taken.

• Suggestion Scheme----- Under this system, workers are invited and encouraged to
offer Suggestion for improving the working of the enterprise. A suggestion box is
installed. Any workers can write his suggestion and put it into the box. Good
suggestions are accepted for implementation and suitable rewards are given to the
concerned workers.

• Works Committee----- under the Industrial Dispute Act 1947, every establishment
employing 100 or more workers is required to constitute a works Committee. Such
Committee consists of equal number of representatives of workers and management.
The main purpose of works committee is to provide measure for maintaining good
relations between the employers and employers.

• Joint Management Council-----Under this system, JMC are constituted. These

councils consist of equal number of representative of employers and workers
concerning working of industry. The decisions of these councils are advisory in
nature. Working conditions, accident, prevention, indiscipline, absenteeism, and
training brought before JMC. While works committee are formed at shop floor, JMC,
are instituted at plant level.

• Worker Directors----- Under this method, one or two representatives of workers are
nominated or elected on the Board of Directors. This is a full-fledged and highest
form of WPM- in India. DCM and a few other Companies provide representation to
work on their Board of Directors.
• Co-partnership----- In this method, workers are made shareholders in the company
on which they are employed.

• Joint Consultation-----Joint Consultation is the process whereby employer consults

the workers either directly or through their representatives and seek their opinion on
various issues which retaining to him the right to take decisions. It is carried on
through joint consultative committees consisting of the representative of both
employers and workers. Joint consultation is a popular form of labour participation in
Management. Joint consultation includes matters not covered in collective
Bargaining. Worker’s training; productivity and Quality improvement scheme,
Grievances, disciplinary problems, safety measures and incentive schemes can be
covered under Joint consultation.

Following are the benefits of Joint consultation.

 It promotes mutual trust.

 It is a step towards industrial harmony.
 It is a key to industrial democracy.
 It improves job satisfaction and morale of workers.
 It encourages creative & Innovations among workers.
 It reduces employee’s resistance to change.

• Shop Council -----The main features of the shop council are as follows:-

 There shall be a shop council for each department or shop whether a JMC already
exists or not.
 Each shop council shall consist of equal number of representatives of employers and
workers. The employer’s representatives shall be nominated by the management and
must consist of persons from the unit concerned. All the representative of workmen
shall be from the workers engaged in the department.
 The number of members of each council may be determined by the employer in the
consultation with the registered union.
 All decisions of the shop council shall be on the basis of consensus and not by a
process of voting.
 Every decision of a shop council shall be implemented by the parties concerned
within a period of one month.
 Such decisions of a shop council which have a bearing on another shop or the under
taking as a whole will be referred to the JMC for consideration and decision.
 A shop council, once formed, shall function for a period of 2 years.
 The council shall meet at least once in a month.

Functions of shop council:

 Assist management in production targets.

 Improve productivity and efficiency including elimination of wastage and optimum
utilization of machine capacity and manpower.
 Assist in maintaining general discipline in the shop.
 Identify areas of low productivity and take necessary steps at shop level so as to
eliminate the causes of low productivity.
 Suggest health, safety and welfare measures to be adopted for smooth functioning of
the shop or department.
 Study absenteeism in the shop and recommended steps to reduce them.
 Look after physical condition of working such as lighting, ventilation, noise, dust.
 Ensure proper floe of adequate two way communication between labour and
management.

• Joint Council----- The unit employing 500 or more workers has to be a joint council
for the whole unit. The main features of the council are as follows:-

 A joint council shall function for a period of two years.

 Only such members who are actually engaged in the unit shall be the member of the
joint council.
 The chief executive of the unit shall be the chairman of the council. There shall be a
vice chairman who will be nominated by the work members.
 The joint council appoints one of the members as its secretary.
 The council shall meet at least once in a quarter.
 Every decision of the council shall be based on the consensus and by the process of
voting.

Functions of Joint Council The Joint Council is to deal with the following matters:-

 Functions of shop council having a bearing on another shop or unit as a whole.

 Matters emanating from shop council which are unsolved.
 Optimum production, efficiency and fixation of production.
 Work planning and achieving production target.
 Preparing schedule for working hours and of holidays.
 Developing skills of workmen and adequate facilities of workmen for training.
 Rewards for valuable and creative suggestions.
 General health, welfare and safety measures for the plant or the unit.
 Optimum use of raw materials and quality of finished products.

Reasons for failure of WPM in India

The scheme of workers participation in India has failed due to the following reasons:-

 Employers have by and large resisted worker’s participation in decision making. They
feel that workers are not competent enough to take decision.
 Lower level needs of workers are not fully satisfied. Therefore, majority of Indian
workers are not motivated enough to assume decision making responsibility.
 Workers representatives who participate in management have to perform the dual role
of workers spokesman and co-managers. Very few representatives are competent
enough to assume the two incompatible roles.
 Trade union leaders who represent workers are also active members of political
parties. They give priority to political interest rather than the interest of workers.
 Lack of initiative on the part of both the employers and trade unions.
 The focus has been on participation at higher levels. As a result, rank and file of
workers is not involved in decision making.

To sum up, following are the reasons for the unsuccessful participation:-

• Management and union leaders are reluctant to participate at different

level.
• Multiplicity of trade union.
• Imposition by the government.
• Multiplicity of joint bodies.
• Absence of communication at grass root level.
• Lack of education and training.
• Lack of leadership quality.
• Autocratic tendency of some management leader
• Lack of democratic principles.
• Inability to discuss and negotiate.
Measures for making participation successful

The following measures should be adopted to overcome the unsuccessful participation in

industry:-

 Employers should adopt a progressive outlook. They should consider industry a joint
endeavor in which workers have an equal say.
 Strong, enlightened and truly representative trade union should be developed.
 Employers and workers should agree on the objectives of the industry
 Workers and their representatives should be provided education and training in the
process of participative Management.
 A true spirit of mutual cooperation and commitment to participation must be
developed on the part of both Management and labour.
 Participation should be a continuous process.
 There must be sufficient time to participate before action is required.
 Financial cost of participation.
 The subject of the participation must be relevant.
 Participant should have ability to interact and discuss.
 Participant must be able to communicate.

6. WORKER’S PARTICIPATION IN MANAGEMENT IN

ASAL

The term WPM is a vast concept. In ASAL, the WPM is named as Joint Management
Council (JMC). On 31st Aug 2003 the Joint Management Council was constituted in
ASAL for a period of two years. After the election held on 27th Aug 2003 for recognition
of Trade Union in ASAL.
Status of JMC:

Name of Reg. no. of Trade Union

1. Bharatiya Mazdoor Sangh

Joint Management Council has ten bipartite consultative Committees acting as a WPM in
the company. They are:

• Safety Consultative Committee

• Canteen Consultative Committee

• Plant Consultative Committee on Safety

• Transport Consultative Committee

• Process Improvement projects

• Quality Circle

• Participation in Open Forums

• Participation in TBEM(TATA BUSINESS EXCELLENCE MODULE)

• Gemba Kaizen project

• Kaizen
DETAILS OF BIPARTITE CONSULTATIVE COMMITTEES IN ASAL
COMMITTEES CHAIRMAN MGT UNION TIME FRAME
1.Joint MD 4 2 Monthly
Management
Council
2.Safety HOD 4 2 Monthly
Committee

3.Canteen DY HUMAN 4 2 Monthly

RESOURCE MANAGER
Committee

4.Transport HOD 4 2 Monthly

Committee

5.Process HOD 4 2 Monthly

Improvement
Project
6.Quality Circle HOD 20%staff Monthly
80%workmen

7.Participation in PLANT HEAD All Employees Monthly

Open Forums

8.Participation in HOD 6 4 Monthly

TBEM

9.Gemba Kaizen HOD 75%Workmen Monthly

25% staff

10.Kaizen HOD 1 men Monthly

1 kaizen

WORKS CONSULTATIVE COMMITTEE (WCC)

Scope and functions:- The committee provides the following functions:-
• Review list department where monthly FLPC meetings held in last 2 months.
• Planning, implementation, fulfillment and review monthly targets and schedules.
• Materials supply and its shortfalls.
• Storage and inventories.
• Housekeeping and up keeping of assets.
• Improvement in productivity.
• Quality and technical improvement, customer complaints.
• Review of operating expenses, financial results, and cost of sales, marketing
condition.
• Review of skill development effort.
• Any other burning issues

Composition
• There will be equal number of representatives from Mgt side and employees side
(represented by their representative bodies) each representative Union of ASAL Shall
have two members also.
• Quorum will comprise of minimum 02 members from management and 02 from
employees representatives side with both union represented.
• Head of Personnel (Works) will act as the convener of the committee and will be
responsible for calling of the meeting within the schedule time along with agenda
papers including production statistic, preparation and distribution of the minutes of
the meeting for placing the status position of any recommendation made in the next
meeting.
• The committee will meet at least once in a months and will start with a review of the
Minutes of the earlier meeting.
• Each of the ASAL. JMC Union will send nomination of 04 representatives out of
which 02 will attend the meeting. Meeting notice will be sent to all 04 representatives
of each ASAL. JMC Union with stipulation that only two should attend.
• Meeting day attendance will be given to 02 members from each of the participating
JMC Unions, on request by members to the convener.

PLANT COMMITTEE ON SAFETY

Scope and functions:- The committee provides the following functions:-

• Assisting and co. operating with management to achieving objectives outlined in the
health and safety policy of the occupier.
• Reviewing the implementation of the recommendations made by it.
• Dealing with all matter concerning health safety and environment and to arrive
practical solution to problem evaluated.
• Creating safety awareness amongst workers
• Undertaking education, training and promotional activities.
• Carrying out health and safety and identifying the causes of the accidents.
• Periodical inspection of department, units, locations.

Composition
• There will be equal number of representatives from Mgt side and employees side
(represented by their representative bodies) each representative Union of ASAL Shall
have two members also.
• Quorum will comprise of minimum 02 members from management and 02 from
employees representatives side with both union represented.
• Head of Safety Department will act as the convener of the committee and will be
responsible for calling of the meeting within the schedule time along with agenda
papers including production statistic, preparation and
• Distribution of the minutes of the meeting for placing the status position of any
recommendation made in the next meeting.
CANTEEN CONSULTATIVE COMMITTEE

Scope and functions: - The committee provides the following functions:-

• It includes staff union and operators.
• Managers have regular touch with HR, Admin, committee.
• 6 months medical check up as per standard wages.
• Canteen audit is done monthly.
• There are 200 seats
• Quality and technical improvement.
• Elimination of wastage.
• House keeping, cleanliness , condition of work.
• Monthly review.

PROCESS IMPROVEMENT PROJECTS

Scope and functions:- The committee provides the following functions:-

• ASAL has implemented following approaches for performance improvements
with focus on learning, sharing and innovation to enhance organizational
readiness for meeting strategic challenges.
• Process improvements in manufacturing and non-manufacturing are identified
based on feedback from TBEM Assessments, Climate change assessment, vendor
meet and open forum feed back from employees.
• Maximum four members from management and 2 from workers side.
• Employees are rewarded and recognized.

Composition
• There will be equal number of representatives from Mgt side and employees side
(represented by their representative bodies) each representative Union of ASAL Shall
have two members also.
• Quorum will comprise of minimum 02 members from management and 02 from
employees representatives side with both union represented.
QUALITY CIRCLES

An organisation may identify 4-5 different areas which require continuous monitoring
and improvement. Each area may be allocated to a group (form from members of the
organisation) which is called Quality Circle 1, 2, 3 etc, depending on the number of areas
identified. The Quality Circles should have a common objective of working for the
success of their project in the area being allocated to them. These areas may be called
Kaizen activities. Membership of each QC is on a voluntary basis.

The following are suggested steps in forming a Quality Circle:

• inform staff of the Kaizen activities

• explain the concept and the advantages of Kaizen activities
• divide the staff into small groups - Quality Circles
• discuss & analyse problems identified in each area by QCs
• recommend possible solutions by QCs
• prepare implementation plans
• write a proposal in implementing plans
• all QCs to meet twice a year to present progress of Kaizen activities
• reward QC with the best effort in achieving their objectives

PARTICIPATION IN OPEN FORUM

• Employees take part in open forums .Every month open forum is conduct for the
workers.
• Employees are given an opportunity to participate in the open forum.
• About the profits and on various issues are discussed in the open forum.
• Gifts are given in open forum whose birthday is their in the same month.
• Gifts and rewards are also given for the kaizen.
KAIZEN AND GEMBA KAIZEN

• Employees are encouraged to implement kaizen which are presented in weekly

kaizen sharing sessions.
• 5 days Gemba kaizen work shops carried out involving employees on quarterly
basis to ensure focused improvement in all work areas.
• All gemba kaizen projects and best kaizen are uploaded in intranet to share with
other locations.
• Participants are rewarded by certificate during open forum for 10 or more kaizen
contributor during month.
• Participants of gemba kaizen are rewarded at the end of work shop followed by
high tea party by CEO.
 . RESEARCH METHODOLOGY
Reason for selecting the topic;
Every society today has to face certain problems pertaining to their daily life. These
problems range from economical, political and social. All these problems call for an
effective thinking on the part of academician to find out a valid and reliable solution.
Hence, it becomes not only desirable but imperative to carry out a well planned research
in the areas asking for effective solutions.

This calls for a well planned research methodology so that the problems areas could be
sell identified and the cause if any, be known and solved. This research in particular
carried at Automotive Stampings and Assemblies Limited on the workers participation in
management, is certainly no exception to the golden rule.

In order to find out how effective the personnel and administration department is in
carrying out the basic function of workers participation in management, this particular
research was undertaken.

The methodology involves usage of both primary as well secondary data. Primary data
includes, Questionnaires, personnel interviews, and general observation on the whole.
Whereas secondary data includes. reference to various records such as company data
base, company documents, magazines, journals, world wide web.

The investigator decided to work in ASAL to study the:-

• To study the WPM practices in the plant.
• To study the effectiveness of bipartite forum in facilitating WPM.
• To measure the effectiveness of WPM in achieving harmonious Industrial
Relations.

Methods of data collection

Primary data-
Questionnaire
Visit to plant
Personal interview with HR heads and workers
Secondary data-

Company Data base.

Company documents, files.
Magazines, journals
World Wide Web
Sample

50 sample size was taken for the study of the total population.

Data Analysis

Data based on questionnaire is analyzed from the responses of the employees and is
graphically represented. Pie charts, Bar graphs, Line graphs are used for presentation.

Data Interpretation
Average is used for drawing the inference and interpretation of the data.
 8. DATA ANALYSIS AND
INTERPRETATION

DATA IN TABULATION SHEET

Q.NO QUESTIONS YES NO TO SOME

EXTENT

1. Does management share information on the goals 34 6 10

and on various issues of the organization?

2. Are you satisfied with your working condition at 10 25 15

your working place like ventilation, temperature,
lighting, hygiene, sanitation?
3. Are you satisfied with the welfare facilities provided 15 18 17
to you ?

4. Are you satisfied with the decision made by the 20 18 12

union and management on terms of wages, welfare
facilities like transportation, canteen, medical?
5. Whether the participation satisfies your demands and 17 18 15
interest?

6. Do you think that committee satisfies your demand 62 22 32

and interest?

7. Do they make any team for any kind of work? 24 10 16

8. Do you get an opportunity in participating in 19 17 14

programs such as sports, cultural event arranged by
the management?
9. Do you think that union and management helps in 41 5 4
maintaining peace and harmony?

10. Do you think that workers participation in 30 1 19

management helps in increasing productivity of the
industry?
 11. Are you aware about the policies like, safety, health, 23 14 13
leave, climate change?

12. Are you getting an opportunity of implementing the 40 5 5

kaizen, cost saving projects, process improvement
projects?
13. Are you aware of suggestion box, quality circle, 47 3 0
kaizen, cost saving?

14. Do you get an opportunity to express yourself in the 30 7 13

process of participation?

Q. NO. QUESTIONS IMMEDI WITHIN 3 TIME

-ATELY A MONTH MONT FRAME
H NOT
REQUIRED
15. In your opinion, bipartite committee 18 11 08 13
should discuss and reach a decision on the
referred issues within how much time?

Q. NO. QUESTIONS YES NO TO SOME

EXTENT
16. Do you get any reward for participating in the activities 34 52 14
of the company?

Q. NO. QUESTIONS ON-JOB OFF-JOB NO

TRAINING
17. Which type of training do you get? 0 26 74
 Q. NO. QUESTIONS SATISFIED NOT SATISFIED
SATISFIED TO SOME
EXTENT
Q.
18.NO. QUESTIONS NOTICE 3 OPEN
Are you satisfied with the training program 40COMMUN 7ALL HE
which you get safety, operations? HOUSE ICATION ABOVE
MEETING

19. What is the method of communication? 10 44 10 36

Q. NO. QUESTIONS SATISFIED NOT TO

SATISFIED SOME
EXTENT
20. Are you satisfied with the method of 12 23 15
communication?

Q. QUESTIONS INCREASING INCREASE REDUCING ACHIEVING

NO. QUALITY OF IN ACCIDENTS STRATEGIC
PRODUCTS DELIVERY GOALS OF
TIME THE
COMPANY
21. Do you think that participation of the 10 1 3 36
union with the management helps in?

Q. NO. QUESTIONS EXCELLENT VERY AVERAGE POOR VERY

GOOD POOR

22. How do you rate the employer employee 0 5 50 40 5

relationship in your company?
 DATA ANALYSIS

1. Does management share information on the goals and on various issues of the
organization?

ANALYSIS

68% the total sample size have accepted that management share information on goals and
on various issues of the industry. However 20% of the sample size have expressed that
they get information up to some extent .12% workmen have expressed that they do not
get any information on goals and on various issues of the industry.

GRAPHICAL REPRESENTATION OF THE DATA

70
60
50
40
30
% of responses
20
10
0
YES NO TO
SOME
EXTENT
2. Are you satisfied with your working condition at your working place like ventilation,
temperature, lighting, hygiene, sanitation?

ANALYSIS

About 20% employees have accepted that they are satisfied with their working
environment. 50% of the employees have regretted that they are not satisfied with their
working environment and they want some changes in their working place. However, 30%
employees have expressed that they are not much satisfied with their working
environment.

GRAPHICAL REPRESENTATION OF THE DATA

3.Are you satisfied with the welfare facilities provided to you?

ANALYSIS

About 30% employees have accepted that they are satisfied with their welfare facilities.
36% of the employees have regretted that they are not satisfied with the welfare facilities.
However, 34% employees have expressed that they are satisfied up to some extent with
their welfare facilities.

GRAPHICAL REPRESENTATION OF THE DATA

4. Are you satisfied with the decision made by the union and management on terms of
wages, welfare facilities like transportation, canteen, medical?
ANALYSIS

About 40% employees have accepted that they are satisfied with the decision made by the
union and management on terms of wages, welfare facilities like transportation, canteen,
medical.36% of the employees have regretted that they are not satisfied with the decision
of the management because they are not doing anything for the workmen demands the
management is selfish they are just for the benefit of the company they don’t listen to the
demands of the workmen. However, 24% employees are satisfied just up to some extent.

GRAPHICAL REPRESENTATION OF THE DATA

40

35

30

25
%OF RESPONSES
20

15

10

0
YES NO TO SOME EXTENT

5. Whether the participation satisfies your demands and interests?

ANALYSIS

From the graph, it is noted that 34% of the employees believe that the participation in the
decision making process satisfies their demands and interests. About 36% of the
employees have negatively responded. 30% of the employees are satisfied up to some
extent.

GRAPHICAL REPRESENTATION OF THE DATA

6.. Do you think that all the bipartite consultative committees satisfy your demands?
ANALYSIS

It is understood from the graph that about 62% of the employees believe that all the
bipartite consultative committees satisfy their demands. Around 22% of the sample has
responded negatively. 32% employees have not committed anything.

GRAPHICAL REPRESENTATION OF THE DATA

% Of Responses

Y ES 62%
NO 22%
TO SOME EXTENT 16%

7. Do they make any team for any kind of work?

ANALYSIS

Out of total employees answered, 48% of them assure that management make adequate
team for doing work. 20% says that the management does not make any team for doing
any work. While 32% have expressed that management do make teams for doing work.

GRAPHICAL REPRESENTATION OF THE DATA

8. Do you get an opportunity in participating in program such as sports, cultural events

arranged by the management?
ANALYSIS

We can observe from the graph that 38% of the employees get opportunity in
participating in the events of the industry. 34% employees viewed that they do not get
chance to participate and the management is not arranging any sports for them. 28%
workmen are saying that they participate up to some extent.

GRAPHICAL REPRESENTATION OF THE DATA

9. Do you think that WPM helps in maintaining industrial peace and harmony in the
industry?
ANALYSIS

82% the total sample size have accepted that worker’s participation practices in the
industry help to maintain industrial peace and harmony. However, 10% of the sample
size have expressed that WPM fails to ensure industrial peace and security in the
industry. 8% employees have expressed that WPM helps in maintaining peace and
harmony just up to some limit.

GRAPHICAL REPRESENTATION OF THE DATA

90
10. Do you think that WPM is useful for increasing the productivity of the industry?

ANALYSIS

80
It is observed from the graphic representation that about 60% employees agree that WPM
is useful for increasing the productivity of the industry. 2% employees are dissatisfied
with the statement.38% employees have not committed that up to some extent the
productivity increases of the industry.

GRAPHICAL REPRESENTATION OF THE DATA

11.Are you aware about the policies like safety, health, leave, climate change policy?

ANALYSIS
Answers represented in the graph indicate that 46% of the employees agree that they are
aware about the policies of the industry.28% are not aware about any of the policies of
the industry. While 26% of the employees are aware about some policies and about some
policies they are not aware of it.

GRAPHICAL REPRESENTATION OF THE DATA

12. Do you get an opportunity to express yourself in the process of participation?

ANALYSIS
We can observe from the graph that 50% of the employees get opportunity to express
them in the process of participation. 40% employees viewed that they do not get chance
to express their grievances and problems in the process of participation. 10% have
expresses that they get opportunity to participate to some extent.

GRAPHICAL REPRESENTATION OF THE DATA

13.Are you aware about the suggestion box, quality circle, kaizen, cost saving, process
improvement projects?

ANALYSIS
We can observe from the graph that 70% of the employees are aware about the
suggestion box, quality circle, kaizen, cost saving, process improvement projects? 12%
employees viewed that they are not aware.18% have said that they are aware to some
extent..

GRAPHICAL REPRESENTATION OF THE DATA

14.Are you getting an opportunity of implementing the quality circle, kaizen, cost saving
projects, process improvement projects?

ANALYSIS
80% of the employees have accepted that they are getting opportunity in the organization
for implementing the kaizen, cost saving projects, process improvement projects.
However, 10% of the employees are not getting opportunity of implementing the above
projects. 10% of the employees get opportunity of implementing the projects to some
extent.

GRAPHICAL REPRESENTATION OF THE DATA

YES 80%
NO 10%
TO SOME EXTENT 10%

15. Do you get any support from management for your individual development?

ANALYSIS
Out of total employees answered, 15% of them assure that they get support from
management for their individual development. While 75% have expressed that
management do not support for their individual development, employees state that
management does not do any activity for their individual development. 5% employees
says that they get support from management to some extent.

GRAPHICAL REPRESENTATION OF THE DATA

 % Of Responses

YES 15%
NO 75%
TO SOME EXTENT 5%

16. Do you get any rewards for participating in the activities of the company?

ANALYSIS

Out of total employees answered, 34% of them assure that they get rewards for
participating in the events of the company. While 52% have expressed that management
does not give any rewards for participating in the events of the industry. 14% employees
says that they get rewards from management to some extent.
 GRAPHICAL REPRESENTATION OF THE DATA

17. Which type of training do you get?

ANALYSIS
It is observed from the graphic representation that about 26% employees agree that they
get off-the-job training for their enhancement. While 74% of employees says that they do
not get any type of training for their development.

GRAPHICAL REPRESENTATION OF THE DATA

% Of Responses

ON-THE-J OB
0%
OFF-THE-
J OB 26%
NO TRAINING
74%
18.Are you satisfied with training program which you get ?

ANALYSIS

It is observed that 6% of employees are satisfied with the training program. 80%
employees agree that they do not get any training program that they can be satisfied.
While 14% of employees says that they are satisfied with training program to some
extent.

GRAPHICAL REPRESENTATION OF THE DATA

19.What is the method of communication ?
1) Notice
2)Open Forums
3)Communication Meetings
4)All the above
ANALYSIS

Out of total employees answered, 10% of them assure that management communicates
with them through notices. While 44% have expressed that management communicates
with them through open forums.10% of employees answered that management speaks
through meetings. 36% employees have said that management communicates with them
through all the above means of communication.

GRAPHICAL REPRESENTATION OF THE DATA

60
40
20
0
e

m
tic

ru
No

gs

e
fo

tin

ov

% Of
n

ee

ab
pe

Responses
M
O

he
n

lt
tio

Al
ica
un
m
m
Co

20.Are you satisfied with the communication method?

ANALYSIS

Out of total employees 24% of them assure that they are satisfied with the method of
communication. While 46% have expressed that management do not provide any
information to them while taking any decision in committee meetings. 30% employees
are satisfied up to some extent.

GRAPHICAL REPRESENTATION OF THE DATA

50

40

30

20 % of responses

10

0
YES NO TO SOME
EXTENT

21. In your opinion, bipartite forum should discuss and reach a consensus on the referred
issues within how much time?

ANALYSIS
Out of the total sample size, 36% of the employees have expressed their views that the
bipartite forum should discuss and reach a consensus on the referred issues immediately.
However, 22% employees require that the consensus to be reached within a month. 16%
demands in the three months. About 26% of the employees have connotation that no
time frame is required to take decision in the committee meetings.

GRAPHICAL REPRESENTATION OF THE DATA

22.Do you think that participative of the union and management helps in
• Quality Product
• Delivery Time
• Reducing Accidents
• Achieving the strategic goals of the company
ANALYSIS

Answers represented in the graph indicate that 20% of the employees agree that the
participation of the union and management helps in giving quality products.2% are telling
delivery time.6% are agree that union and management helps in reducing accidents.
While 72% agree with the statement that participation of union and management helps in
achieving the strategic goals of the company.

GRAPHICAL REPRESENTATION OF THE DATA

23. How do you rate the employer-employee relationship in your company?

ANALYSIS

Out of the total sample size, 5% of the employees rate that the employer-employee
relationship in the company is very good. 50% employees have rated the industrial
relations as ‘Average’ in the industry. 40% employees have rated as ‘Poor’. While 5%
employees are dissatisfied with the relationship in the industry since they think the
relation is very poor.

GRAPHICAL REPRESENTATION OF THE DATA

50
40
30
20
10
0
% Of Responses
nt

d
lle

oo

e
ag
ce

or
G

Po

or
ex

er
ry

Av

Po
Ve

ry
Ve

9.OBSERVATIONS AND FINDINGS

From the project work done, it is observed that:-

 Workers participation in management in ASAL is an effective system of
communication and consultation where workers express their opinion through their
representatives and contribute to the managerial decisions.

 In ASAL, the Joint Management council is acting at each level of participation. One
recognized trade unions Bharatiya Mazdoor Sangh.
 There are ten bipartite consultative committees acting as WPM in the company.
These committees help to ensure better labour-management participation in the plant.

 Workers strongly believe that Management encourages them to participate in the

process of participation.

 Management is very much conscious about the increasing of productivity through

better labour-management participation.

After conducting the research work in the industry on the labour-management

participation, I found that:-

 Management is very much conscious in maintaining industrial peace and harmony in

the industry as 82% of the employees are satisfied with the labour management
participation in the industry.
 Workers are given all types of autonomy to get involved in the management
decisions. They get full information from the management side and can directly
interact with any senior executive of the management.
 Management is trying his level best to satisfy the economic, social and psychological
needs of the workers through successful participation from the labour side.
 If we talk of productivity, it is found that 60% of the employees are agreeing that
participation helps to increase the productivity of the industry. This means that WPM
helps to increase the production and profit of the industry. Participation has improved
workers motivation and job satisfaction.
 It is observed that still there are some loopholes where management can stress to
provide better opportunity to their employees to express themselves in the process of
participation as 40% employees assure that they don’t get chance to express their
grievances and problems.
 From the research it is also found that 50% of employees are not satisfied with their
working environment as they have mention in the feedback that at the time of tea
many of them are not getting tea. So management should look after tea point and the
number of glasses should be available at each tea point.
 The employees are not even getting support for their individual development, from
the analysis 75% employees has given in their feedback that there is no training given
on their potential enhancement so that their individual development is done.
 Training is also not given to the employees for their job or any kind of refreshment
training. As 74% has told that management is not conducting any kind of training
program for the employees. They are not getting any job training so that they can
know more about their jobs.
 The employer-employee relationship in ASAL is not so good. As 40% of employees
have agree that their relationship with the management is poor. Management should
make more efforts to improve the industrial relations by adopting sound personnel
policies.
 Management should make more efforts for the training program so they can be
motivated and the productivity can be increased.
 40% employees viewed that they do not get chance to express their grievances and
problems in the process of participation.
 From the analysis, it is found that IR practices in the industry are very much effective
in establishing and maintaining industrial democracy and peace.

10. LIMITATIONS

Following are the limitation of my research study:-

 Due to exigencies of work some of the manager’s and officer’s personal interview
could not be conducted.

 Linguistic barriers of not speaking Marathi limited the flow of communication

with the workers.

 Time constraint is the major limitation for the study of the project. It has consumed a
lot of time specially in collecting the primary data.

11. RECOMMENDATIONS/SUGGESTIONS

 In ASAL, Management should ensure that worker’s participation should be a

continuous process in which workers have an equal say.
 Management should develop a true spirit of mutual co-operation and commitment for
better participation on the part of labour.

 For better labour-management participation, strong, enlightened and true

representation of trade unions should be developed.

 Workers should be given all types of freedom to get opportunity in the management
decisions. There should be an effective two-way flow of communication in the
industry.

 There should be a proper arrangement for workers and their representatives to provide
education and training in the process of participative management.

 Management should conduct open forum twice a month so that every workers gets an
opportunity to participate in the open forum.

12. CONCLUSION
In the concluding part, it can be said that workers’ participation in management in ASAL
is effective to some extent in facilitating better participation of labour in the decision-
making process of the Organization. The Bipartite consultative committees available in
the industry should consider industry a joint endeavor in which each and every worker
have an equal chance to speak.

The management and the trade union should come forward for increasing the
productivity of labour by improving co-operation between employer and employees.
Productivity is sought to be increased only by improving job satisfaction and industrial
relations in the industry. Creative methods and measures should be developed for
ensuring workers participation in management in the industry. The scope and functions of
Joint Management council should be extended. It should assist management in ensuring
production target by ensuring better participation from the worker’s side.