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.
Participation through voluntarism
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
New liberalised policy showing positive
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
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
of role confirmily of workers.
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
interact with management.
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
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.
Workers participation is a responsible
and enlightened partnership
Effective participation requires changes
in behavioural pattern of workers and
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
improves participation
Need for redeployment and training
New liberalised policy showing positive
Participation satisfies workers need for
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
participation through representatives
Trade unions sponser ineffective
representatives to participative forms
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
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
th.e Industrial
In the new Industrial environment the
industry has to improve its productivit
programme will add to the work
load of workers and management.
Environmental Domain
The scheme of workers participation
has acheived its aimslobjectives.
Workers participation is a responsible
and enlightened partnership
Effective participation requires changes
in behavioural pattern of workers and
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:
Participation through voluntarism
Industrial relations bill conducive for
partlcipation.
Government reform programmes enhance
Privatisation will improve partlcipation
Transition form tripartism to bipartlsm
7
8
9
10
improves participation
Need for redeployment and training
New liberalised policy showing positive
results
Participation satisfies workers need for
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
Workers participate without fear of
victimisation
Workers have the conpetence to
participate
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.
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
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 Industrial
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.
Environmental Domain
The scheme of workers participation
has acheived its aimslobjectives.
Workers participation is a responsible
and enlightened partnership
Effective participation requires changes
in behavioural pattern of workers and
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
The perception of the workers and the sector in which they are
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
There is no association between the perception of workers and the
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
There is no association between the perception of workers and the
sector in which they are working with reference to the statement that
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 no association between the perception of workers and the
sector in which they are working with reference to the statement that
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
There is no association between the perception of workers and the
sector in which they are working with reference to the statement that
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
There is no association between the perception of workers and the
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
The perception of the workers and the sectors in which they are
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
The perception of the workers and the sectors in which they are
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
There is no association between the perception of workers and the
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
The perception of the workers and the sector in which they are
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
There is no association between the perception of workers and the
sector in which they are working with respect to the statement that the
scheme of workers participation has acheived its aims/objectives. The
calculated Chi square value of 3.839 is less than the table value of
7.815 the hypothesis is accepted.
Hypotheis 18
There is no association between the perception of workers and the
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
There is no association between the perception of workers and the
sector in which they are working with respect to the statement that
workers expect trade union leaders to interact with management. The
calculated Chi square value of 3.614 is less than the table value of
7.815 hence the hypothesis is accepted.
Hypotheis 20
There is no association between the perception of workers and the
sector in which they are working with respect to the statement that
trade unions help in making workers participation a suceess. The
calculated Chi square value of 7.080 is less than the table value of
7.815. Hence the hypothesis is accepted.
Hypotheis 21
The perception of the workers and the sector in which they are
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
There is no association between the perception of workers and the
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
7.815 hence the hypothesis is accepted.
Hypotheis 23
There is no association between the perception of workers and the
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
7.815 hence the hypothesis is accepted.
Hypotheis 24
There is no association between the perception of workers and the
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.