TABLE OF CONTENTS S.NO CHAPTER-I
CONTENTS INTRODUCTION
CHAPTER-II
RESEARCH DESIGN
CHAPTER-III
ORGANIZATION PROFILE
CHAPTER-IV
TOPIC BRIFING IN APSRTC
CHAPTER-V
DATA ANALYSIS & INTERPRITATION
CHAPTER-VI
FINDINGS & CONCLUSIONS
CHAPTER-VII SUGGESTIONS & RECOMMENDITIONS APPENDICES a) Charts b) Questionnaire c) Forms & Formats d) Bibliography
CHAPTER – I INTRODUCTION
INTRODUCTION: The concept of the WORKERS PARTICIPATION IN MANAGEMENT DECISIONS IS considered as a mechanism where workers have a say in the Decision -Making Process of an enterprise. DEFINITION: The concept of Workers Participation in Management crystallizes the concept of Industrial Democracy, and indicates an attempt on the part of an employer to build his employees into a team which work towards the realization of a common objective. According to DAVIS, “It is a mental and emotional involvement of a person in a group of situations which encourages him to contribute to goals and share responsibilities in them” Within orbit of this definition, a continuum, of men management relationship can be conceived: Workers’ controls →Joint management →Joint consultations Workers Place Consultations →Management Supremacy “Workers Participation in Management decisions is a resounding phase, bridging the past and future.
It echoes the millennial vision of
nineteenth century thinkers while heralding the evolution of new forms of
industrial organization twentieth century pressures.
The word ‘Workers
participation’ is plentifully supplied with ideas, instructions and opinions.
Formal Vs. Informal: The forms of Workers Participation in Management depend on the differences in the levels of management, the subject-matter of participation, the strength of the union and the pattern of industrial relations. The important forms in which workers could participate in management are collective bargaining, joint decision-making, consultations, and information sharing. They may take the form of formal organizations like works committees, Joint Management councils or an informal system, for instance, a supervisor consults. CONCEPT:
Criteria for selecting of Units for setting up of JMCs: The sub-committees of the Fifteenth Indian Labor Conference which selected 48 units for introducing of criteria for selecting the units:
i.
The understanding should have a well-established, strong trade union functioning.
ii.
There should be a readiness in the parties between employers and workers union to try out experiment in a spirit of willing cooperation.
iii.
The size of the undertaking should be at least 500 workers.
iv.
The employer in the private undertaking should be a member of one of the leading employers organization; and similarly the trade union be related to one of the central federations.
v.
The company should have a fair record of industrial relations. Functions of JMCs: i.
To be consulted on matters like standing orders, retrenchment, rationalization, closure, reduction of operations etc..
ii.
To receive information, to discuss and offer suggestions.
iii.
To
shoulder
administrative
responsibilities
like
maintaining welfare measures, safety measure, training schemes, working hours, payment of rewards. .
OBJECTIVES OF THE STUDY The primary objective of the study is to examine the “Workers
Participation in Management Decisions” conducted in Andhra Pradesh State Road Transport Corporation (APSRTC). To understand that how the APSRTC workers utilizing their participation authority. To understand the problems of the APSRTC workers in the participative management. To recommend few suggestions to APSRTC to overcome the problems
in participative management.
NEED FOR THE STUDY Workers participation in management decisions is an important to both organization and workers. It will be helpful to the organization to motivate the workers to get good suggestions and profitable productivity. To create a feeling to workers that they are not only worker they also partner to develop the organization. To need of this study on workers participation in management decisions is to know the type of participation schemes followed by the unions and management. This study provides suggestions and benefits to organization as well as workers. This study is therefore taken up to know the various workers participation in the management decisions in Andhra Pradesh State road Transport Corporation.
SCOPE OF THE STUDY: The forms of workers Participation in Management vary from industry to industry and from country to country. The important forms are: Lobour-Management Consultations and Cooperation, Joint consultation and Model of Participation (U.k.), Union Management of Co-operation(U.S.A), Codetermination scheme(West Germany), Forms of Workers Participation in Management are: i.
Works Committee:
ii.
Joint Management Councils:
iii.
Joint councils:
iv.
Shop Councils:
v.
Unit Councils:
(I) Works committees: The industrial Disputes Act, 1949 provides for the setting up of works committees as a scheme of workers participation in Management which consist of representatives of employers and employees. The Act provides for these bodies in every undertaking employing 100 or more workmen.
The aim of setting up these bodies to promote measures for
maintaining harmonious relations in the work place and to sort out differences of opinion in respect of matters of common interest to employees and employers.
Functions:
These works committees are consultative bodies. Their
functions include discussions of conditions of work like lighting, ventilation, temperature etc., amenities like water supply for drinking purpose, provision of canteens, medical service etc.. . It shall be the duty of the works committee to promote measures for securing and preserving amity and good relations between the employers and employees and to comment upon matters of their common interest or concern and endeavor to reconcile any material differences of opinion in respect of such matters. Structure: The works committees have, as office bearers, a President, a VicePresident, a Secretary and a Joint Secretary.
The President is a nominee of
the employer and the Vice-President is the Workers representative.
The
tenure of this bodies is 2 years. The total strength of these bodies should not exceed 20. The employee’s representatives have to be chosen by the employees. (II). Joint Management Councils(JMCs): The second Five year Plan recommended the setting up of joint councils of management consisting of representatives of workers and management. The Government of India deputed a study group (1957) to study the schemes of workers participation in management in councils like U.K., France, Belgium and Yugoslavia.
Objectives: The objectives of Joint Management Councils are as follows:
i.
To increase the association
of employees and employers
thereby promoting cordial industrial relations; ii.
To improve the operational efficiency of the worker;
iii.
To provide welfare facilities to them;
iv.
To educate workers so that they are well equipped to participate in these schemes; and
v.
To satisfy the psychological needs of worker.
a) a must for the success of the programme. The shorter is the time for communication, the greater is the probability of correct interpretation.
(III). Joint Councils: The joint councils are for the whole unit and its membership remains confined to those who are actually engaged in the organization. The tenure of the joint councils is for two years. The Chief Executive of the unit becomes its Chairman. Workers members of the councils nominate the Vice-Chairman. The joint councils appoints the Secretary. The Secretary is responsible for discharging the functions of the councils. The joint councils will meet once in four months, but the periodically of the meetings varies from to unit to unit, it may be once in a month, quarter etc... The decisions taken at the join council meetings are by the process of consensus and the management shall implement the decisions within one month.
(IV). Shop Councils: The shop council represents each departmental or a shop in an unit. Each shop council will consists of an equal number of representatives of employers and workers. The employers representatives Will be nominated by the management and must consist of persons from within the unit concerned. The member of each council may be determined by the employers in consultation with the recognized union.
The total number of members,
however, may not generally exceed twelve. Features of Shop Council: Each council shall consist of an equal number of representatives of employers and workers. The council shall meet as frequently as in necessary and that at least once in a month. The Chairman of the shop council shall be a nominee of the management; the worker members of the council shall select a Vice-Chairman from among themselves. (V). Unit Council: Encouraged by the success of the scheme in manufacturing and mining units, a new scheme of workers participation in management decisions in commercial and service organization in the public sector, having large-scale public dealings, was announced on 5th January, 1977. The scheme envisaged setting of Unit Councils in units employing at least 100 persons.
The
organizations includes Hotels, Restaurants, Hospitals, Air, Sea, Railway and Road services. The scheme provides for unit level councils. These councils
are to eliminate factors which hamper operations and improve methods of operation. Features of the Unit Councils: A unit level council consisting of the worker and management of the organization/service may be formed generally in each unit, employing 100 or more workers to discuss day-to-day problems and find solutions; but wherever necessary a composite council may be formed department wise to suit the particular needs of an organization/service. The management’s representatives should be nominated by the management and should consist of persons from the unit concerned. The council shall meet as frequently as is necessary but at least once in a month. Every decisions of a unit council shall be implemented by the parties concerned within a month, unless otherwise stated in the decisions itself. ng a worker before taking any decisions in which the latter is interested.
IMPORTANCE:
Importance of Workers Participation in Management Decisions: To promote increased productivity for the advantage of the organization, workers and society at large; To provide a better understanding to workers about their role and place in process of attainment of organization goals; To satisfy the workers social and esteem needs; To strength labour management co-operation and thus maintain industrial peace and harmony. To develop social education for effective solidarity among working community and for tapping latent human resources. An ideological point of view to develop self-management in industry. An instrument for improving efficiency of the company and establishing harmonious industrial relations. To build the most dynamic human resources. To
build the nation through entrepreneurship and economic
development.
The inherent conflicts between employees and management; The general belief that the workers are inferior to management;
The fact that the system is management dominated and due to;
The view that managers are averse to share responsibility. Working of Workers Participation in Management decisions in India ; The highlights of the Indian experience, with the regard to workers participation in management is that, the schemes have although been initiated by the government.
Taking into account the economic, political and
worker/trade union situation in India, the Government’s initiatives forI participative management is justified.
The global experience also stands
testimony to such initiative. The trade unions in India who have demanded for nationalization of industry that culminate in people’s participation in the economic activity have been conspicuous by their silence with regard to workers participation in the industrial activity.
CHAPTER-II RESEARCH DESIGN DEFINITION: A plan outlining how information is to be gathered for an assessment or evaluation that includes identifying the data gathering method(s), the instruments to be used/created, how the instruments will be administered, and how the information will be organized and analyzed Types of Research Design: I) Exploratory research II) Descriptive research Exploratory research: Exploratory research is a type of research conducted because a problem has not been clearly defined. Exploratory research helps determine the best research design, data collection method and selection of subjects. Given its fundamental nature, exploratory research often concludes that a perceived problem does not actually exist. Descriptive research: Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who, what, where, when and how. Although the data description is factual, accurate and systematic, the research cannot describe what caused a situation. Thus, descriptive research cannot be used to create a causal relationship, where one variable affects another. In other words, descriptive research can be said to have a low requirement for internal validity. .
SOURCES OF DATA COLLECTION • Primary Data: The Primary data was collected by administrating a questionnaire and obtaining the feedback. It was administrated on a random sample of employees chosen, which consisted the staff from different departments and different levels. The questionnaire consisted of 20 questions, which stressed upon the different factors to understand the extent of orientation of workers participation in the management decisions in the organization. The questions asked were of multiple choices in nature. A three points rating scale was used for the responses of where a responded needed to indicate his/her attitude by the selecting a position in the continuum consisting the 3 points in the rating scale. There was a constant interaction with the Deputy Chief Personnel Manager (Industrial Relations and Welfare) for the inputs and the information required. Secondary data: The information relevant to the topic was collected from the various secondary sources like • Internal Records, Reports and Manuals of the Organization. • Internet, Journals and Literature Review.
DATA COLLECTION & SAMPLING TECHNIQUES: SAMPLE DESIGN: The study conducted is basically descriptive in nature. SAMPLE PLAN: • Sapling Technique: Random sampling technique is used in this study. • Sample Size: The sample consist of 50 employees of the Andhra Pradesh Road Transport Corporation, belonging to various departments and levels at the Bus Bhavan, Hyderabad and Chirala Bus Depot.
STATISTICAL TOOLS: The data collected was coded, edited, tabulated, analyzed and systematized in the form of tables, Pie charts and bar diagrams. Accordingly, findings were summarized and appropriate recommendations made to the Organization.
LIMITATIONS OF THE STUDY: 1. The random sample chosen for the study consisted of just 50 respondents. 2. Due to the busy work schedules of the staff, they might not have concentrated, which could have affected the findings of the study to some extent. 3. As there is a tendency to behave or respond artificially when the workers are observed or interviewed, due to complex human behavior, there could be some deviations from findings. 4. The study was limited only to the corporate office (Bus Bhavan) of APSRTC and Chirala Bus Depot, as the size of the Corporation is too large. This factor could also have affected the findings.
CHAPTER – III THE ORGANIZATION PROFILE
THE ORGANIZATION PROFILE:
The origin of APSRTC dates back to June 15 th ,1932, When the passenger Road Transport was started in the Nizam’s State Railways Telangana area with the modest fleet of 27 buses, each having a seating capacity of 24 and 166 employees with a capital investment of Rs.3.93 lakes. In 1936, a full fledged Department, popularly know as Nizam’s State Road –Railway Transport Department was formed. After the integration of Nizam’s State with the Indian union in 1950, the Nizam’s State Railways was integrated with the Indian Railways. The RTD of Nizam’s state Railways was therefore separated from 1-10-1950. The Indian Railways managed the Road Transport Department till October 31st, 1951 on an agency basis. The Road Transport department was taken over from 1-111951 by the Government of Hyderabad State till the re-organization of States in November, 1956.When the Hyderabad Government took over the Road Transport Department from Railways, the Bus strength was 901. Consequent upon re-organization of state in 1956 on linguistic basis the Hyderabad State Road Transport Department was trifurcated and allocated among three successor states of Andhra Pradesh, Karnataka and Maharashtra. The extent of Nationalization of services in the newly formed Andhra Pradesh state worked out only 40%. The operation in the truncated areas were carried on by 13 depots with 125 routes length of 5815 kms as against 24 depots, 246 routes and 9413 routs kms existing prior to trifurcation of the state. The fleet strength reduced from 719 and 6327 to 564 and 4499 respectively. The organizational structure during the period remained more or less static till the year 1958 Andhra Pradesh state Government decides to form a Corporation under the road Transport Corporations Act 1950. From 01-11-
1956 the Road Transport deportment was under the government of Andhra Pradesh and on 11th January 1958, it was, established as a STTUTARY CORPORION under the Road Transport Corporation Act, 1950 The constitution of APSRTC on 11th January 1958 under the provisions of RTC’s Act 1950, heralded rapid growth of nationalized Transport in Andhra Pradesh. In pursuance of policy of nationalization, the Corporation had taken over passenger transport in Krishna, Guntur and West Godavari districts between 1959 and 1960 after a period of consolidation launched. The second phase of expansion from 1973 onwards. During the period 1973-78, the passenger transport of intra state routes of Kurnool, Chittoor, East Godavari, and Ananthapur were nationalized in addition to Cuddapha, Nellore, Prakasham, Visakhapatnam and Vijayanagar districts. At the end of the April, 2009 the Corporation is operating 20,972 buses including about 2500 hired buses, with a strength of 1,14,036 carrying approximately 1.39 corer passengers every day to their destinations. The Corporation is credited with the many distinctions in the areas of Vehicular utilization, Kms per liter, Biggest Bus Station Complex in Asia, lower accident rate, etc., and has been recipient of many awards including for maintaining good Industrial Relations from State and Central Governments.
VISION:
APSRTC is committed to provide consistently high quality of services and to continuously improve the services through a process of teamwork for the utmost satisfaction of the passengers and to attain a position of pre-eminence in the Bus Transport sector.
MISSION: Efficient, economic, coordinated& adequate passenger road transport services.
ORGANIZATIONAL SET UP OF APSRTC: The Road Transport Corporation Act, 1950 provides for the administration of Corporation with a Bard of Directors comprising of Chairman, Vice- Chairman, Managing Director and 14 members. The Board of Constitutes Sub-Committees for Stores, Purchases, Workers, Routes and Selections. The Sub-Committees have been delegated with certain amount of authority under Section 12 of RTC’s Act in taking decisions in major subjects assigned to them. The Vice-Chairman and Managing Director, who is the chief Executive of the Corporation is assisted by 9 Executive Directors and other Heads of Department working with them in corporate Office. The viceChairman, Managing Director, Financial Advisor and Chief Accounts officer of the Corporation are appointed by the state Government in terms of the provisions of Road Transport Corporations Act, 1950. The major policy decisions are taken by the Board, which are translated into action by the Chief Executive with his team of Managers. Participate management, more or less, is in vogue in the APSRTC in so far as top and near top Management is concerned. The functioning of Corporation is
Governed by the provisions of RTC’s Act,1950 and the APSRTC Rules, 1958 made there under. For administrative convenience and the improve operational efficiency, the Corporation has been divided into 7 Zones and each Zone comprising 3 to 5 regions, with decentralized power. These Zones have their own workshops, tire retreading shops and stores. The jurisdiction of each Regional Manager is coterminous with revenue District. The regional Manager, in the rank of Head of the Department, is the Head of the Region and controls and co-ordinates the works of various departments and divisions in the Regions. The Zonal setup came into existence May, 1994 with decentralized management. The profit center is Depot. Each operating depot is controlled by a depot Manager is assisted by functional supervisors in each of the five important functions such that Mechanical, operational, Stores, Personnel and Finance. Andhra Pradesh State Road Transport Corporation has been leading by an example. It has a number of first to its credit in INDIA: •
First to nationalize passenger’s road transport service in the country-1932.
• First to introduce long distance night express services. • First to introduce A/C sleeper coach, Hi-Tech, Metro-liner, MetroExpress and Inter-City services. • First to introduce Depot Computerization-1986.
• First to appoint Safety Commissions for improving the safety of passengers. •
All the 202 Depots in the state are computerized.
• Reservations of tickets on the telephone and door delivery of tickets. Corporate Philosophy • To provide safe, clean, comfortable, punctual and courteous commuter service at an economics fare. • To provide employee satisfaction in financial and humanistic terms. • To strive towards financial self-reliance in regard to performance and growth. •
To attain a position of reputation and respect in the society.
Principles of Operation: • To provide efficient, effective, ethical management of the business. • To assist the State administration in attaining good governance. •
To treat the customer, i.e. passenger, as a central concern of the Corporation’s business and provide the best possible services.
• To explore and exploit technological, financial and managerial opportunities and render the business cost effective all at times. •
To regularly and constantly improve the capabilities of employees for higher productivity.
• To focus on service conditions and welfare of the employees and their families consistent with their worth to the corporation.
•
To fulfill its obligations to the state and central governments by the optimizing return on investment.
• To emphasize environmental and community concerns in the form of the reducing air and noise pollution. • To consciously conform to the policy guidelines of the State in its business operations. •
To reach a position of pre-eminence in the bus transport business.
SOCIAL OBLIGATIONS: Bus Travel Concession: APSRTC has been extending concession to
various categories of passengers like students, journalist, physically challenged persons, freedom fighters, etc.. Reservation for seats: Certain seats are ear marked in the buses, to
the ladies, physically challenged persons and public representatives. Passengers Amenities: Andhra Pradesh is the only state in the
country to have a large number of bus stations and passenger shelters. For the convenience of the passengers, APSRTC build and maintains them. Quality of service: The Corporation focuses on quality of the
service to provide clean and neat buses and bus stations. Safety of service: With its massive number of operations carried
through out the times, some buses involved in some accidents. The rate of accidents is lowest among similar State Transport Undertakings (STU) in the country, which is a testimony for high levels of safety. Accident Compensation: The Corporation has been paying
compensation to the dependants of the deceased and victims of
accidents involving its vehicles, in order to encourage out of court settlements and mitigate the suffering of the dependent of deceased. Punctuality: Punctuality in any service organization gets priority.
The Corporation has a system to improve the punctuality of service. The punctuality is being closely monitored by three different nodal agencies such as enforcement squads, vigilance wings and regional Manager/executive directors during their inspections. ACHIEVEMENTS:
In 1999, the corporation has entered GUINNESS BOOK OF
WORLD RECORDS for owning largest fleet of buses. LIMCA BOOK OF AWARDS The Limca Book of Records 2000 , has mentioned APSRTC as
the largest Transport Corporation in the world with the largest fleet of buses and highest passengers turnout. National Productive Council (NPC) Awards: Productivity awards for the years 1982-83, 1983-84, 1987-88, 1991-92, 1993-94 and 1995-96. National productivity awards for Hyderabad city operations for year 1990-91. Awards for second best performance in the country and for city operations to Visakhapatnam for the year 1995-96.
Hyderabad city second best productivity performance award for the year 1996-97. Tirumala Tirupathi certified with merit award for the year 1996-
97 in the category of road Transport (hills) sector. AWARDS FOR BEST INDUSTRIAL RELATIONS: The government of Andhra Pradesh presented May Day awards for the year 1993 to APSRTC for the best management and out standing contributions towards harmonious industrial relations and labor welfare.
The government of Andhra Pradesh presented May Day award for the year 1995 to APSRTC for the efficient management and good Industrial relations and labor welfare.
The government of Andhra Pradesh presented May Day award for the
year 1998 to APSRTC for encouraging women workers in the category of conductors. The Vice-Chairman & Managing Director of the Corporation has been
conferred Best Managers of the year award for the year 2009.
CHAPTER-IV
BRIEFING ABOUT WORKERS PARTICIPATION MANAGEMENT DECISIONS IN APSRTC:
IN
In APSRTC the workers participation is practiced in 3 forms. They are:
WORKS COMMITTEES ADVISORY COUNCILS GOVERNMENT ORDERS
(1) WORKS COMMITTEES :
In the APSRTC the Works committees is in practice as Industrial Disputes Act 1947-Formation of works committees under Sec.3 of the Act. It is represented that the Industrial Relations officer of the concerned areas are visiting the workshops and depot garages and insisting to form the works committees as laid down in the Act In terms of Sub-section (1) of section 3 of the Industrial Disputes Act 1947 where an industrial establishment employing 100 or more workmen are required to constitute the duty of the Works Committee promote measures for securing and preserving amenity and good relations between the employer and workmen and, to that end, to comment upon matters of their common interest or concern and endeavor to compose any material difference of opinion in respect of such matters.
The following are the guidelines for the formation of works committee: CONSTITUTION:
Any employer of whom an order made under
sub-section (1) of section 3 shall forthwith proceed to constitute a works committee in the matter prescribed in this part. NUMBER OF MEMBER: The number of members constituting shall be fixed so as to afford representation to the various categories groups and classes of workmen engaged in, and to the section, shops or deportments of the establishment. Here number of representatives of the workmen shall not less than the number of representatives of the employer. REPRESENTATIVES OF EMPLOYER: Subject to the provisions of these rules the representatives of the employer shall be nominated by the employer and shall, as far as possible be officials in direct touch with or associated with the working of the establishment. CONSULTATION WITH TRADE UNIONS:--Where any workmen of an establishment are members of a registered trade union, the employer shall ask the union to inform him in writing--a) How many of the workmen are members of the union; and
b) How their membership is distributed among the sections, shops or deportments of the establishment. PROCEDURE FOR ELECTION:
The employer shall fix a date as a closing date for receiving
(i)
nominations from the candidates for election as workmen’s representatives on the committee. (ii)
For holding elections, the employer shall also fix date which shall not be earlier than three days and later than 15 days after the closing date for receiving nominations.
(iii)
A copy of such notice shall be sent to registered trade union or union concerned.
OFFICERS OF THE COMMITTEE: (i) The committee shall have among its office bearers a Chairman, a Vice Chairman, Secretary and Joint Secretary. The Secretary shall be selected every year. (ii) The Chairman shall be nominated by the employer from amongst the
employers representatives on the committee and he shall, as far as possible to the head of the establishment. (iii)
The Vice Chairman shall be elected by the members of the Committee representatives the workers, from amongst themselves.
2. ADVISORY COUNCILS:
Advisory Councils are primary form by following APSRTC under the “Workers Participation in Management Decisions”.
APSRTC
Management taking suggestion from the workers by conducting councils with the workers participating.
Here Advisory Councils are two phases thus: (i)DEPOT ADVISORY COUNCILS (ii)REGIONAL ADVISORY COUNCILS i) DEPOT ADVISORY COUNSILS: Council’s constitution of Depot Advisory Councils at each Depot
and
conducting
regular monthly meetings to review all
aspects of performance and passenger satisfaction. Though we have started those Depot Advisory Councils with great enthusiasm, it is reported that (i) These Depot Advisory Councils are not meeting regularly; (ii)The suggestions given by employees are not given due weight age; (iii)
Employees are not encouraged to feel-free to discuss the issue and give suggestions;
(iv) The decisions taken in the meeting (through very few) are not being
implemented; (v) The economic for introduction of single Crew schedules and TIMs are not being explained properly.
Therefore, the following instructions are issued to make the Depot Advisory Councils broad based and make them functions effectively to make the employees/unions partners in the working of the Depot, thereby in the progress of the organization. i) From now on, the Depot Advisory Council shall consist op SIX
employees of Depot Manager’s choice selected from amongst the categories best conductor/ Best KMPL Driver/Best Accident-free Driver/ Best Mechanical/Senior most employee of the Depot etc… Four Depot supervisors and in charge
of the Depot i.e. Depot
Manager. ii) The Depot Advisory Councils should meet on the 1st Tuesday of every
month. If 1st Tuesday happens to be a holiday, they should meet on next working day. iii) The Depot Advisory Councils should necessary discuss the following
items in every meeting and come up with concrete solution: iv) There should be free-flow of information across the table in the Depot Advisory Council Meetings. Encouragement should be given for valid and concrete suggestions which will contribute to the improvement of the Depot.
REGIONAL ADVISORY COUNCILS: CIRCULAR NO . PD-70/2003, DATED 23.08.2003. COUNCILS –Constitution of Regional Advisory Councils at each Region and conducting of monthly meetings of the councils Instructions issued… Instructions were issued through Circular 1 st to 5th cited to constitute a Depot Advisory Council at each Depot with the respective Depot Manager. In charges of operations and Mechanical Sections along with two representatives nominated by the Regional Union (s). It was stipulated therein that these Councils shall meet once in a month to review the performance of loss making routes in the Depot and take appropriate action on the issue coming with in the preview of Depot Manager and to forward its recommendations in respect of other issue to the Regional schedule Cell so as to enable it to examine and take appropriate measures to improve the performance of the loss making routes. The Regional Advisory Council shall meet once in a month to take appropriate measures to improve the performance of the Region concerned. The Regional Manager will discuss on issues with representatives of the workers. Regional Advisory Councils will impress the representatives of the workers in the improvement of Region and to solve their grievance. The Regional manager will send the complains and suggestions to ED (A)/ HO by 10th of the following month as in the case of Depot Advisory Council Meetings.
GOVERNMENT ORDERS: Andhra Pradesh State Road Transport Corporation Appointment of Board of Directors to APSRTC-Orders –Issued: TRANSPORT, ROADS& BUILDINGS (Tall) DEPORTMENT G.O.Ms.No.142.
Dated. 29.06.2009
I.
G.O.NO. 344,TR&B Dept. (Tall) Dated 12-12-2007.
II.
G.O.NO. 21, TR&B Dept. (Tall) Dated 20-01-2009.
ORDER: The following notification shall be published in the extraordinary issue of the Andhra Pradesh Gazette. SL .No.
Name
Address
BOARD OF DIRECTORS 1.
2.
Sir M. Nageshwara Rao,
APSRTC
National
Working President
Union Hyderabad.
Sir Syed Mahmoob,
APSRTC
General Secretary
Union Hyderabad.
National
Mazdoor
Mazdoor
The Vice Chairman and Managing Director shall take further action accordingly. (BY ORDRE AND IN THE NAME OF THE GOVERNOR OF ANDHRA PRADESH).
In the above G.O. of Andhra Pradesh, those are appointed as Board of Directors they are Union members in the APSRTC in recognized Union (APSRTC National Mazdoor Union). So with this G.O. we conclude that, workers of APSRTC, they are participating and playing major role as Board of Directors in APSRTC. RIGHTS AND OBLIGATIONS OF RECOGNISED UNIONS IN APSRTC: CIRCULAR No.PD-29/2009,DT.08.05.2008 The Joint Commissioner of labour & Chief Returning Officer conducted Union Membership Verification in APSRTC through Secret Ballot on 27.03.2008 and Postal Ballot on 31.03.2008 and 01.04.2008 to determine the majority Union under Clause(3) and (6) of Code of Discipline, and communicated the results thereof to the Corporation. As per the recommendations of Joint Commissioner of Labour & Chief Returning Officer, recognition was according to “APSRTC National Mazdoor Union” under clause(3) of Code of Discipline w.e.f. 15.04.2008 vide the Circular 1st cited.
I.
FACILITIES EXTENDED TO APSRTC NATIONAL MAZDOOR UNION RECOGNISRD UNDER CLAUSE(3) OF CODE OF DISCIPLINE; Collections of Union Membership Subscriptions:
Unions Notices: Mass Meetings (Gate Meetings): Joint Meetings: Meetings at Depot Level: Meetings at Production Unit Level: Meetings at Regional Level: Meetings at Zonal Level: Meetings at Corporate Office Level With EDs: Meetings at Vice-Chairman& Managing Director Level: Union Representatives Calling on Departmental Officers: Nomination To the Committees: Relief To Office Bearers of the Union: Depot Secretary: Regional Secretary: Adjustments of Duties of Depot Secretary:
II.
FACILITATES EXTENDED TO THE APSRTC EMPLOYEES’ UNION RECOGNISED UNDER CLAUSE (6) OF CODE OF DISCIPLINE: Collections of Union Membership Subscriptions: Unions Notices: Mass Meetings (Gate Meetings): Joint Meetings: Meetings at Depot Level: Meetings at Production Unit Level: Meetings at Regional Level: Meetings at Zonal Level: Union Representatives Calling on Departmental Officers: Depot Secretary: Regional Secretary:
With above
Rights & Obligations
of workers representatives (Union
Leaders) we have concludes that the Worker participation in Management Decisions in APSRTC, RTC management has giving more importance to their workers to participate in Management Decisions and management also wants workers opinions and suggestions to the RTC revenue growth and performance development.
CHAPTER-V DATA ANALYSIS & INTERPRETATION 1. In the Organization, is workers participation in practice or not?
The response obtained was as follows: Table no.1 Option YES NO
No. of Respondents 50 0
% of Reponses 100 0
YES, 100%
Interpretation: All(100%) are the respondents expressed that Participative Management is practice in their organization. Conclusion: In APSRTC workers have an idea upon “Workers Participation in Management Decisions”.
2. In what form workers participation is going on? The response obtained was as follows: Table no.2 Option MEETINGS APPROCH TO D.M.
No. of Respondents 38 12
% of Reponses 76 24
approach to DM 24% meetings 76%
Interpretation: 76% of the respondents expressed that they have to follow Meetings to participate in management decisions. 24% of them said that they are like to participate as Direct approachment with the Depot manager. Conclusion: Most of the respondents are satisfy to participate in Meetings to give suggestions to management
3. According to you, what are pre-requisites of Workers Participation in Management Decisions?
The response obtained were as follows: Table no.3 Option
No . of Respondents
Knowledge
% of Reponses
on 16
32
Effective trade union 10
20
WPMD(CAT-A) (CAT-B) Relations
between 24
48
Management &workers(CAT-C) Relations betw een Management 48%
Know ledge on WPMD 32% Effective trade union 20%
Interpretation: 48% of respondents suggested Good relations between management and workers is a pre-requisite to participative management. 32% of respondents are prefer to suggest that Knowledge on WPMD. 20% of respondents prefer to Effective Trade Unions.
Conclusion: most of them prefer to suggest that good Relations to be maintain for effective Workers Participation in Management Decisions. 4. Do you suggest a Web-site or E-Mail ID for suggestions? The responses obtained were as follows: Table no.4
Option NO YES NO RESPONSE
No. of Respondents 10 33 7
no response
no
14%
20%
% of Reponses 20 66 14
yes 66%
Interpretation: 66% of the respondents suggested a Web-site or Mail ID to send their suggestions to Management. 20% of the respondents don’t want any web-sites. 14% of respondents not responded to this. Conclusion: Most of the respondents wants to expressed their suggestions to the directly management through the Web-sites.
5. Is the “Workers Participation in Management in Decisions” process helpful to motivating to workers! The response obtained were as follows: Table no.5
Option YES NO NO RESPONSE
NO 6%
No . of Respondents 41 3 6
% of Reponses 82 6 12
NO RESPONSE 12% YES 82%
Interpretation: 82% of the respondents expressed that Participative management if helpful motivate the worker. 12% of them not responded for it. 06% of them not agree to that, Participative Management is not helpful to them. Conclusion: Most of the respondents are expressed that and strongly tells that Participative Management is motivating them. 6. Would you suggest AWARDS for good participation! The response obtained were as follows: TABLE No. 6 Option Yes we suggest No response
No . of Respondents 40 10
% of Reponses 80 20
no response 20% yes we suggest 80%
Interpretation: 80% of the respondents are suggested to announce Awards to the good Participator. 20% of the respondents are not responded for this. Conclusion: Most of the respondents are suggest to announce Awards to the good Participator.
7. Should workers recognized in the presence of his/her family for good suggestions? The response obtained were as follows: TABLE NO. 7: Option YES NO
No . of Respondents 48 2
% of Reponses 96 4
no 4% yes 96%
Interpretation: 96%of the respondents are agreed that they are motivated in front of their families. 04% of the respondents are its not preferable. Conclusion : The considerable respondents are motivated in front of their families, by getting appreciations from the management. 8. Should quality of suggestions given by workers for improvement of RTC is considering in performance appraisal ? The response obtained were as follows: TABLE NO.8 Option YES NO
No . of Respondents 31 19
% of Reponses 62 38
no 38%
yes 62%
Interpretation: 62% of the respondents are agreed that the management has considering their suggestion in Performance appraisal system. 38%of respondents are not agreed. Conclusion: Majority of the respondents are fine to the management has considering their suggestion in their Performance appraisal, but some are not satisfied with that. 9. Do you think “Trade Unions are necessary”? The response obtained were as follows: TABLE NO.9 Option YES NO
No . of Respondents 48 2
% of Reponses 96 4
no 4% yes 96%
Interpretation: 96% of the respondents are wants Trade Unions. Only 04% of the respondents are not accepted Trade Unions. Conclusion: Majority of the workers are very interested to maintain Trade Unions in their Organization.
10. Are you member of any Trade Union? The response obtained were as follows: TABLE NO.10 Option YES NO
No . of Respondents 50 0
% of Reponses 100 0
YES, 100%
Interpretation: All(100%) are the respondents are members in the different trade unions. Conclusion: Here I had concluded that, every employee wants to a member of a trade union.
11. Are the Trade Unions influencing the Management Decisions to favour of workers ? The response obtained were as follows: TABLE NO.11 Option YES NO DEPEND
No . of Respondents 27 8 UPON 15
% of Reponses 54 16 30
SITUATIONS
depend on situations 30% no 16%
yes 54%
Interpretation: 54% of the respondents are says that yes, Unions are favour to them. 16% of the respondents are says that no, Unions are not favour to them. 30% of the respondents are concluded that , Unions are favorable to them will be depended upon situations. Conclusion: Many respondents are agree to that Un ions are favorable to them, but near to that it will be next to Unions are following the situations. 12. Are the Trade Unions to solving your grievance”? The response obtained were as follows: TABLE NO.12 Option YES NO BASED ON PROBLEM
No . of Respondents 34 10 06
% of Reponses 68 20 12
based on problem 12% no 20%
yes 68%
Interpretation: 68% of the respondents are said that the Trade Unions are solving their grievance. 20% of them responded to Trade Unions are not solving their grievance. 12% of the respondents are says that the Trade Unions help to them will be depended upon the strength of the problem. Conclusion: Most of the workers are fine with the Unions help to solve their problems. Less of respondents are not satisfied with their Unions.
13. Are Trade Unions in APSRTC able to influence Government on maters of importance to Worker and the Organization? The response obtained were as follows TABLE NO.13 Option YES NO SOME TIMES
No . of Respondents 14 05 31
% of Reponses 28 10 62
yes 28% some times 62%
no 10%
Interpretation: 28% of the respondents are said that the Trade Unions are have discussions with Government. 10% of respondents are says no interactions have Unions with the Government. 62%of the respondents are told the unions are some times will discuss with the Government. Conclusion: More of them are know that the some times only Trade Unions are have interactions with Government. That had in critical situations only. 14. DO you favor strikes for redressed of your grievance? The response obtained were as follows: TABLE NO.14 Option YES NO NO RESPOND
No . of Respondents 22 23 05
% of Reponses 44 46 10
no respond 10% yes 44%
no 46%
Interpretation: 44% of the responded workers are favour to do strikes 46% of them not favour to do strikes. 10% of the respondents are not have interest to respond to this. Conclusion: Here the respondents are equally have same opinions on strikes. Mostly concluded that the workers are interested to do strikes only after failing the their discussions with the management, so they are not preferable for un necessary strikes. 15. Did you ever participate in any strike? The response obtained were as follows: TABLE NO.15 Option NO ONCE SOME TIMES ALWAYS
No . of Respondents 06 07 33 04
% of Reponses 12 14 66 08
always 8%
no 12%
once 14%
sometimes 66%
Interpretation: 12% of they are not participated in any strikes. 14% of them only once participated in strikes. 66% of the respondents are some times participated. 08% of them are always participated in strikes. Conclusion: Most of the respondents are some times only participated in strikes. Here we concluded that RTC workers are wants mostly problems are will be solved through discussions only. 16. Do you think that “Workers Participation in Management Decisions” an effective medium to resolve your grievance? The response obtained were as follows: TABLE NO.16 Option YES NO NOT ALWAYS
No of Respondents 45 03 02
% of Reponses 90 06 04
no 6%
not always 4%
yes 90%
Interpretation: 90% of the respondents are believes Participative Management. 06% of them not believes participative Management. 04% of the workers are said the its not always will useful. Conclusion: Majority of the respondents are believes that the “Workers Participation in Management Decisions ” is one and only effective medium to resolve their grievance. 17. Do you think Workers Participation in Management Decisions helps more in getting worker grievance resolved & for implementing change effective in Organization? The response obtained were as follows: TABLE NO.17 Option YES NO
No . of Respondents 44 06
% of Reponses 88 12
no 12% yes 88%
Interpretation: 88% of the respondents are thinking that the Participative management is more getting and implementing grievance resolved their work. 12% of them are not accepting it. Conclusion: Majority respondents are feels that the “Workers Participation in Management Decisions” is a asset to them for getting more and implementing their grievance resolved.
18. How are the relations between management & Trade Unions in APSRTC? The response obtained were as follows: TABLE NO.18 Option FINE BAD IMPROVE
No . of Respondents 31 07 12
% of Reponses 62 14 24
improve 24% fine 62%
bad 14%
Interpretation: 62% of the responded are feels that management relations are fine with the Trade Unions. 14% of them are feels that very bad relationship have the management and Unions. 24% of them are said that relations will be improved. Conclusion: Presently management and Unions relations are fine now and it will improvable . 19. Do you agree that “Workers participation” Topic be a topic in the training syllabus of the worker The response obtained were as follows: TABLE NO.19 Option YES NO NOT RESPOND
No . of Respondents 45 03 02
% of Reponses 90 06 04
no 6%
not respond 4%
yes 90%
Interpretation: 90% of the responded are agree to have “Workers Participation in Management Decisions” topic is will be in a topic of the Training Syllabus’ 06% of them not interested that in training . 04% of them are not responded for it. Conclusions: Most of the respondents are wants get the training on “Workers Participation in Management Decisions” topic to learn more on about this. 20. For the improvement of Economic conditions of APSRTC whether the workers suggestions are to be valued or not? The response obtained were as follows: TABLE NO.20 Option YES, Valued NO DEPEND UPON SUGGESTIONS
No . of Respondents 14 21 15
% of Reponses 28 42 30
depend on suggestions 30%
yes, valued 28%
no 42%
Interpretation: 28% of the respondents are feels that the management is giving value to their Economical suggestions for development of RTC . 42% of the respondents are feels that management is not considering their Economical suggestions for development of RTC . 30% of the respondents are said that their suggestion will be valued when the suggestions are implacable. Conclusions: Workers fees that management is not considering their suggestions in economical way, but some other feels that the management will follow our suggestion when the suggestions are applicable.
CHAPTER-VI FINDINGS & CONCLUSIONS FINDINGS: After a brief study on “Workers Participation in Management Decisions” in APSRTC, for a period of two months , it is clear that the workers were satisfactory. Majority of the workers are satisfied with their opinions and
feedback obtained through the questionnaire and from the interpretation made that concluded there is a lot of scope for organization development regarding the quality of suggestions to gather from the workers through the Workers Participation in Management Decisions”. This can be helpful to organization to motivate their workers and cerate more value to the workers for getting profitable productivity with them, and also try to increase participation for their suggestion to get good revenue.
CONCLUSIONS: Most of the respondents are satisfied by participating in the
Meetings, to give suggestions to management. Most of them preferred to suggest that good Relations have to
be
maintained for effective Workers Participation in Management Decisions.
Most of the respondents wanted to express their suggestions to the
management directly through the Web-sites. Most of the respondents are expressed and strongly believes that
Participative Management motivating them. Maximum respondents suggested to announcing awards for the
best participants. Good appreciations to the eligible candidates in front of their families may motivate them thus enhancing their abilities. Majority of the workers are very interested in maintaining trade unions in their organizations. Many respondents agreed that unions are favorable to them. Most of the workers are delighted by their unions in solving their problems. Workers believe that trade unions rarely approach Government
regarding their problems, mainly during critical situations.
CHAPTER- VII SUGGESTIONS & FINAL RECOMMENDATIONS SUGGESTIONS: Be good in maintain healthy relationships between management and
unions, which would help in further for an effective “Workers Participation in Management Decisions”.
Suggest that to create a Web-site or Mail ID for workers to send more
suggestions directly to the management for RTC development. Qualitie of suggestions which are given by the workers are consider by
the management in workers performance appraisal system. Motivate the Unions to help workers and organizations for solving their grievance. In RTC, workers feel that “workers Participation in Management
Decisions” system is very effective medium to solve their grievance, so management will always try to implement this medium in effective way. Most of the workers want that “Workers Participation in Management
Decisions” has to be included in their Training syllabus to learn more about that. All the Voluble suggestions which are given by workers can be
considered by the management even in the case of RTC Economical conditions.
RECOMMENDATIONS: Recommendations for the Success of Workers Participation in Management: The following are the prerequisites for the successful functioning of the schemes of workers participation in management decision making. Managements, trade unions and the workers should be concerned with these prerequisites:
• There should be mutual trust, faith among all the parties concerned. • There should be progressive management in the enterprise and should recognize its obligations and responsibilities towards workers and trade unions. • There should be strong, democratic and representative union which should represent the cause of workers without neglecting the management’s interest. • There should be closely and mutually formulated, objective for participation by trade unions and management. • All parties concerned to participative management should feel that they should participate at all level. • There should be effective communication between workers and management and effective consultation of the workers by the management. • Both the parties should develop a favorable attitude towards the schemes of participative management. • Management and Government should provide training to all the parties
concerned
to
prepare
them
for
participative
management.
QUESTIONNAIRE I am, K .Shiva Shankar Sharma, MBA student in Tirumala Engineering College, Doing project work on “Workers Participation In Management Decisions in APSRTC”, here by Request you to fill the following questionnaire.
NAME b) DESIGNATION c) GENDER d) EXPERIENCE a)
: ―――――――― : ――――― ――― : ―――――――― : ――――――――
1. In the Organization is workers participation is in practice or not? a) YES
b) NO
c) NO RESPOND
2. In what form workers participation is going on? a) MEETINGS b) BY POST c) SUGGESIONS BOX d) DIRECT APPROCHMENT WITH D.M. 3. According to you, what are pre-requisites of Workers Participation in Management Decisions? a) Knowledge on Participative Management b) Effective Trade Unions c) Good Relations between management and workers 4. Do you suggest a Web-site or E-Mail ID for suggestions? a) NO
b) YES
c) NO RESPOND
5. Is the “Workers Participation in Management Decisions” helpful in Motivating worker? a) YES
b) NO
c) NO RESPOND
6. Would you suggest AWARDS for good participation? a) WHY NOT b) WE DONT KNOW c) NO RESPOND d) Yes, We suggest 7. Should workers recognized in the presence of his/her family for good suggestions?
a) YES
b) NO
c) NOT ALLWAYS
8. should the quality of suggestions given by workers for the improvement of RTC is to be considered in the performance appraisal of WORKERS? a) YES
b) NO
c) NOT ALLWAYS
9. Do you think Trade Unions are necessary? a) YES
b) NO
c) NO RESPOND
10. Are you member of any Trade Union? a) YES
b) NO
11. Are the Trade Unions in APSRTC are influencing the management Decisions to favour of workers? a) YES
b) NO
c) Depended on Situation
12. Are Trade Unions helpful to solving your grievance? a) YES
b) NO
c) Based on Problem
13. Are Trade Unions in APSRTC able to influence Government on maters of importance to Worker and the Organization? a) NO
b) YES
c) Some Times
14. DO you favor strikes for redressed of your grievance? a) YES
b) NO
c) NO RESPOND
15. Did you ever participate in any strike? a) NO
b) Only Ones
c) Some times d) Always
16. Do you think that “Workers Participation in Management Decisions”
an effective medium to resolve your grievance? a) YES
b) NO
c) Not Always
17. Do you think Workers Participation in Management Decisions helps more in getting worker grievance resolved & for implementing change effective in Organization? a) YES
b) NO
c) Its mandatory
18. How are the relations between management & Trade Unions in APSRTC? a) FINE
b) BAD
c) IMPROVE
19. Do you agree that “Workers participation” Topic be a topic in the training syllabus of the worker a) YES
b) NO
c) NOT RESPOND
20. For the improvement of Economic conditions of APSRTC whether the workers suggestions are to be valued or not? a) YES, to be valued
b) No
c) Depend upon suggestions
BIBLIOGRAPHY
o
“ Essentials of Human Resource Management” by P. SUBBA RAO.
o
“INDUSTRIAL DISPUTES ACT 1947” by
Vijendra Vikram Singh Paul
o
APSRTC MANUAL.
o
APSRTC MAGJINES.
WEBSITES:
o WWW.apsrtc.com o WWW.google .com
