TABLE OF CONTENTS

S.NO CONTENTS CHAPTER-I 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) Chartsb) Questionnairec) Forms & Formatsd) 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 Co-

operation, 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 Vice-

President, 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 1-11-

1951 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 11 th 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 vice-

Chairman, 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, Metro-

Express 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 IN MANAGEMENT DECISIONS IN APSRTC:

In APSRTC the workers participation is practiced in 3 forms. They are:

1. WORKS COMMITTEES

2. ADVISORY COUNCILS

3. 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:

(i) The employer shall fix a date as a closing date for receiving

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.

3. 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

BOARD OF DIRECTORS

Address

1.

2.

Sir M. Nageshwara Rao,

Working President

Sir Syed Mahmoob,

General Secretary

APSRTC National Mazdoor

Union Hyderabad.

APSRTC National Mazdoor

Union Hyderabad.

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 No. of Respondents % of Reponses

YES 50 100

NO 0 0

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 No. of Respondents % of Reponses

MEETINGS 38 76

APPROCH TO D.M. 12 24

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 % of Reponses

Knowledge on

WPMD(CAT-A)

16 32

Effective trade union

(CAT-B)

10 20

Relations between

Management

&workers(CAT-C)

24 48

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. of Respondents % of Reponses

NO 10 20

YES 33 66

NO RESPONSE 7 14

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 No . of Respondents % of Reponses

YES 41 82

NO 3 6

NO RESPONSE 6 12

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 No . of Respondents % of Reponses

Yes we suggest 40 80

No response 10 20

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 No . of Respondents % of Reponses

YES 48 96

NO 2 4

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 No . of Respondents % of Reponses

YES 31 62

NO 19 38

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 No . of Respondents % of Reponses

YES 48 96

NO 2 4

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 No . of Respondents % of Reponses

YES 50 100

NO 0 0

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 No . of Respondents % of Reponses

YES 27 54

NO 8 16

DEPEND UPON

SITUATIONS

15 30

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 No . of Respondents % of Reponses

YES 34 68

NO 10 20

BASED ON PROBLEM 06 12

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 No . of Respondents % of Reponses

YES 14 28

NO 05 10

SOME TIMES 31 62

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 No . of Respondents % of Reponses

YES 22 44

NO 23 46

NO RESPOND 05 10

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 . of Respondents % of Reponses

NO 06 12

ONCE 07 14

SOME TIMES 33 66

ALWAYS 04 08

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 No of Respondents % of Reponses

YES 45 90

NO 03 06

NOT ALWAYS 02 04

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 No . of Respondents % of Reponses

YES 44 88

NO 06 12

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 No . of Respondents % of Reponses

FINE 31 62

BAD 07 14

IMPROVE 12 24

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 No . of Respondents % of Reponses

YES 45 90

NO 03 06

NOT RESPOND 02 04

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 No . of Respondents % of Reponses

YES, Valued 14 28

NO 21 42

DEPEND UPON

SUGGESTIONS

15 30

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 “WorkersParticipation In Management Decisions in APSRTC”, here byRequest you to fill the following questionnaire.

a) NAME : ――――――――b) DESIGNATION : ――――― ―――c) GENDER : ――――――――d) EXPERIENCE : ――――――――

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