Final Project

“A Detailed Study of Workers’ Participation At Gennext Plywood Pvt. Ltd

, Nagpur’’

DMSR- G. S. College of Commerce & Economics, Nagpur

Affiliated to
Rashtrasant Tukadoji Maharaj Nagpur University
Nagpur

In partial fulfilment for the award of the degree of

Master of Business Administration

Submitted by
Ms. Nidhi Rajkumar Mundhra

Under the Guidance of

Dr. Pragati Richa Pandey

Department of Management Sciences and Research,

G.S. College of Commerce & Economics, Nagpur
NAAC Re-Accredited “A” Grade Autonomous Institution

Academic Year 2021-22

 G.S. College Of Commerce & Economics, Nagpur

CERTIFICATE

This is to certify that “ Ms. Nidhi Mundhra “ has submitted the project report

titled “A Detailed Study on Workers Participation At Gennext Plywood Pvt.

Ltd. Nagpur’’, towards partial fulfillment of MASTER OF BUSINESS

ADMINISTRATION degree examination. This has not been submitted for any

other examination and does not form part of any other course undergone by the

candidate.

It is further certified that she has ingeniously completed her project as prescribed

by DMSR - G. S. COLLEGE OF COMMERCE & ECONOMICS, NAGPUR

(NAAC Reaccredited “A” Grade Autonomous Institution) affiliated toRashtrasant

Tukadoji Maharaj Nagpur University, Nagpur.

Dr. Pragati Richa Pandey Dr. Sonali Gadekar

(Project Guide) (Co-ordinator)

Place: Nagpur
Date: 28/07/2022
 G.S. College Of Commerce & Economics,
Nagpur

DECLARATION

I here-by declare that the project with title “A Detailed Study on Workers

Participation At Gennext Plywood Pvt.Ltd., Nagpur’’ has been completed by

me in partial fulfillment of MASTER OF BUSINESS ADMINISTRATION degree

examination as prescribed by DMSR -G. S. COLLEGE OF COMMERCE &

ECONOMICS, NAGPUR (NAAC Reaccredited “A” Grade Autonomous

Institution) affiliated to Rashtrasant Tukadoji Maharaj Nagpur University, Nagpur

and this has not been submitted for any other examination and does not form the

part of any other course undertaken by me.

Nidhi Mundhra

Place: Nagpur
Date: 28/07/2022
 G.S. College Of Commerce & Economics, Nagpur

ACKNOWLEDGEMENT

With immense pride and sense of gratitude, I take this golden opportunity to

express my sincere regards to Dr. N.Y. Khandait, Principal, G.S. College of

Commerce & Economics, Nagpur. And to the Dean of DMSR “Mr. Anand Kale”.

I am extremely thankful to my Project Guide Dr. “Pragati Pandey” for her

guideline throughout the project. I tender my sincere regards to Co-ordinator, Dr.

Sonali Gadekar for giving me guidance, suggestions and invaluable encouragement

which helped me in the completion of the project.

I will fail in my duty if I do not thank the Non-Teaching staff of the college for

their Co-operation.

I would like to thank all those who helped me in making this project complete and

successful.

Nidhi Mundhra

Place:Nagpur

Date:28/07/2022
 INDEX

SR.NO. Particulars Page

No.
1. Introduction 1--20
a) Objective of the study 21
b) Scope of study 22
c) Limitation of the study 23

2. Review of Literature 24--26

3. Research Methodology 27--29

a) Hypothesis 30
31
b) Research Design
32
c) Sources of Data
4. Data Collection 33

5. Analysis & Interpretation of Data 34--48

6. Suggestion & Conclusion 49--50

7. Bibliography 51

8. Annexure 52--56
INTRODUCTION
Introduction
Human Resource Management (HRM) is an operation in companies designed to maximize
employee performance in order to meet the employer's strategic goals and objectives. More
precisely, HRM focuses on management of people within companies, emphasizing on policies
and systems.

HRM also includes employee’s assessment like performance appraisal, facilitating proper
compensation and benefits, encouragement, maintaining proper relations with labor and with
trade unions, and taking care of employee safety, welfare and health by complying with labor
laws of the state concerned & country.

In short, HRM is the process of recruiting, selecting employees, providing proper orientation and
induction, imparting proper training and developing skills.
The overall aim of mode human resource management is to ensure that the organisation is able to
achieve its objectives through its staff. In order to reach its objectives an organisation needs not
only qualified staff but also effective and efficient systems as well as access to and effective
allocation of financial resources. Institutional development therefore involves not only putting
the right person at the right place at the right time, but also that the organisation provides a
conducive and effective work environment and systems and that the organisation has access to
adequate financial resources.

Human Resource Management (HRM) is a relatively new approach to managing people in any
organisation. People are considered the key resource in this approach. It is concerned with the
people dimension in management of an organisation. Since an organisation is a body of people,
their acquisition, development of skills, motivation for higher levels of attainments, as well as
ensuring maintenance of their level of commitment are all significant activities.

Human Resource Management is responsible for maintaining good human relations in the
organisation. It is also concerned with development of individuals and achieving integration of
goals of the organisation and those of the individuals.
Northcott considers human resource management as an extension of general management, that
of prompting and to stimulating every employee to make his fullest contribution to the purpose
of a business.

Human resource management is not something that could be separated from the basic managerial
function. It is a major component of the broader managerial function.

French Wendell defines - Human Resource Management as the recruitment, selection,

development, utilization, compensation and motivation of human resources of the organization.
 According to Edwin B Flippo - Human Resource Management is the planning,
Organizing, directing and controlling of the procurement, development, resources to the
end those individual and societal objectives are accomplished.

 This definition reveals that Human Resource (HR) Management is that aspect of
management, which deals with the planning, organizing, directing and controlling the
personnel functions of the enterprise.

Importance of HR managers in organisations

 Strategy management: This is an important aspect of any organisation and plays a vital

role in human resource management. HR managers manage strategies to ensure the

organisation reaches its business goals, as well as contributing significantly to the

corporate decision-making process, which includes assessments for current employees

and predictions for future ones based on business demands.

 Benefits analysis: HR managers work towards reducing costs, such as with recruitment

and retention. HR professionals are trained to conduct efficient negotiations with

potential and existing employees, as well as being well-versed with employee benefits

that are likely to attract quality candidates and retaining the existing workforce.
 Training and development: Since HR managers contribute significantly to training and

development programmes, they also play a pivotal role in strengthening employer-

employee relationships. This contributes to the growth of employees within the company,

hence enhancing employee satisfaction and productivity.

 Interactivity within employees: HR managers are responsible for conducting activities,

events and celebrations in the organisation which gives way to team building

opportunities. Moreover, it enhances interactivity within employees and instils a sense of

trust and respect among peers.

 Conflict management: The department to go to when any kind of professional conflict

arises between employees is HR. They ensure that issues and conflicts are resolved

effectively, approaching the problem with an unbiased attitude and encouraging effective

communication to reach a solution. In addition, they help employees understand various

ways of developing effective work relationships and the importance of not letting

personal judgement affect their behaviour.

 Establishing a healthy work culture: A healthy work culture is pivotal in bringing out

the best in employees. HR managers contribute significantly in setting up a healthy and

friendly work culture, which further translates into better productivity among employees.

 Compliance: HR professionals work towards making the organisation compliant with

employment laws, as well as maintaining records of hiring processes and applicants’ log.

Scope of HRM
The scope of Human Resource Management refers to all the activities that come under the

banner of Human Resource Management. These activities are as follows.

Human resources planning :-
Human resource planning or Human Resource Planning refers to a process by which the

company to identify the number of jobs vacant, whether the company has excess staff or shortage

of staff and to deal with this excess or shortage.

Job analysis design :-

Another important area of Human Resource Management is job analysis. Job analysis gives a

detailed explanation about each and every job in the company.

Recruitment and selection :-

Based on information collected from job analysis the company prepares advertisements and

publishes them in the newspapers. This is recruitment. A number of applications are received

after the advertisement is published, interviews are conducted and the right employee is selected

thus recruitment and selection are yet another important area of Human Resource Management.

Human resources planning :-

Human resource planning or Human Resource Planning refers to a process by which the

company to identify the number of jobs vacant, whether the company has excess staff or shortage

of staff and to deal with this excess or shortage.

Job analysis design :-

Another important area of Human Resource Management is job analysis. Job analysis gives a

detailed explanation about each and every job in the company.

Recruitment and selection :-

Based on information collected from job analysis the company prepares advertisements and

publishes them in the newspapers. This is recruitment. A number of applications are received

after the advertisement is published, interviews are conducted and the right employee is selected

thus recruitment and selection are yet another important area of Human Resource Management.

Orientation and induction :-

Once the employees have been selected an induction or orientation program is conducted. This is

another important area of Human Resource Management. The employees are informed about the

background of the company, explain about the organizational culture and values and work ethics

and introduce to the other employees.

Training and development :-

Every employee goes under training program which helps him to put up a better performance on

the job. Training program is also conducted for existing staff that have a lot of experience. This

is called refresher training. Training and development is one area where the company spends a

huge amount.

Performance appraisal :-

Once the employee has put in around 1 year of service, performance appraisal is conducted that

is the Human Resource department checks the performance of the employee. Based on these

appraisal future promotions, incentives, increments in salary are decided.

Compensation planning and remuneration :-

There are various rules regarding compensation and other benefits. It is the job of the Human

Resource department to look into remuneration and compensation planning.

 Objectives of HRM
1.To help the organization achieve its goals effectively and efficiently by hiring highly

competent personnel and putting the right person at the right place

2. To utilize the workforce to its full potential

3. To ensure that the Quality of Work life is maintained and more people are willing to work in

the organization

4. To establish a healthy relationship between the employees and the management and even

amongst the employees

5. To instil the feeling of team-spirit amongst the employees of the organization

6. To create an environment where employees feel valued and belonged; accept their

suggestions, listen to their grievances.

7. To create new opportunities, necessary motivation, and inspiration, facilities to the employees

or group for their individual growth in particular and the organization's growth in general.

8. To create and maintain ethical policies and establish healthy behaviour within the organization

9. To identify and fulfil individual and group needs like fair wages, bonuses, compensation,

social security, recognition, status, etc.

10. To conduct regular training and development programs to develop employee motivation

Workers Participation

Workers participation in management is an essential ingredient of Industrial democracy. The

concept of workers participation in management is based on Human Relations approach to

Management which brought about a new set of values to labor and management.

Traditionally the concept of Workers Participation in Management refers to participation of non-

managerial employees in the decision-making process of the organization. Workers’

participation is also known as ‘labour participation’ or ‘employee participation’ in

management. Traditionally the concept of Workers Participation in Management refers to

participation of non-managerial employees in the decision-making process of the organization.

Workers’ participation is also known as ‘labour participation’ or ‘employee participation’ in

management.

Workers’ Participation in Management (WPM) is a complex concept. Traditionally, it refers to

the participation of non-managerial employees in the decision-making process of the

organization. Workers get involved mentally and emotionally in the management process.

Employees’ participation in management is a resounding phrase, bridging the past and the future.

It echoes the millennial vision of nineteenth century thinkers while heralding the evolution of

new forms of industrial organisation under twentieth century pressures. The word employees’

participation’ is plentifully supplied with ideas, institutions and opinions.”

The management experts and executives look upon it as “a tool for improving the overall

performance of an enterprise.” For them, it means that workers are given an opportunity to take
part in those decisions which affect their wages, their working conditions, there very jobs, and

this participation paves the way to harmonious industrial relations which are conducive to

increasing productivity and efficiency.

According to Keith Davis, “Workers’ participation refers to the mental and emotional involve-

ment of a person in a group situation which encourages him to contribute to group goals and

share in responsibility of achieving them”.

In the words of Mehtras “Applied to industry, the concept of participation means sharing the

decision-making power by the rank and file of an industrial organisation through their

representatives, at all the appropriate levels of management in the entire range of managerial

action”.

According to the ILO: “Workers’ participation may, broadly be taken to cover all terms of

association of workers and their representatives with the decision-making process, ranging from

exchange of information, consultations, decisions and negotiations to more institutionalized

forms such as the presence of workers’ members on management or supervisory boards or even

management by workers themselves as practised in Yugoslavia”.

McGregor (1960) contends that, “worker participation consists basically in creating opportunity

under suitable conditions for people to influence decisions which affect them It is a special case

of delegation in which the subordinate gain greater control, greater freedom of choice with

respect to bridging the communication gap between the management and the workers. This

serves to create a sense of belonging among the workers as well conducive environment in which

both the workers would voluntarily contribute to healthy industrial relations”.

 Characteristics of Workers Participation in Management

1. Participation implies practices that increase the scope for employees’ share of

influence in the decision-making process with the assumption of responsibility.

2. Participation presumes willingly acceptance of responsibilities by the employees.

3. Workers participate through their representatives in the decision-making process.

Though workers are participating through their representative, it should not be mixed

with collective bargaining, as WPM is based on mutual trust, information sharing and

collective bargaining is more of power play and creating pressure on

management, negotiations.

4. The logic behind workers’ participation is that they put their efforts, invest their labor

for the organization, and after all, they are the ones who will be affected by the

decision most. Also, they are contributing to the outcome, hence they have the right to

give their opinion.

5. It can be formal or informal, but in both cases, it is a system of communication where

workers can express their views. In formal participation, various committees and

councils come into the pictures such as the works committee, Joint management

council, safety committee, etc. whereas informal participation may be like supervisor

consulting workers on leave, promotion, transfer, etc.

6. It gives psychological satisfaction to employees, as they spend most of the time in the

organization, and commitment and recognition from the organization give them

psychological satisfaction.
 Forms of participation

Collective Bargaining: Collective bargaining is the process of negotiation between a group of

employees and the employers to determine the salary, working condition and benefits and other

rights of the employees. Workers usually prefer to use this tool rather than ask for a share in

management.

Work Council/Committee: Group of people who are representative of employees and

employers form this kind of committee with the aim to maintain cordial and harmonious

relations between employee and employer.

Joint Management Councils: This council is advisory and consultative in nature and has an

equal number of representatives from employee and employer. Neither management nor

employee take these councils seriously.

Board Representation: This is the highest form of participation. Under this type of participation

few employees are elected on board of directors. The main idea of this is to safeguard the interest

of the employees and maintain a good relationship between the employer and employee.

Workers Complete Ownership: This form of participation is called Self-Management.

Under this form employees get complete control over the management of enterprise though the

elected board. This system is extremely popular in Yugoslavia. In this system two different sets

of people perform two types of functions, managerial and Operative.

Co-partnership: In this form workers participate in the share capital of their own company. In

this scheme, workers buy the equity share of the company. Workers can make the payment in

installments, advance, or loan or can get the assistance from the employer. As a shareholder they

take part in the management. However, their participation is limited, hence not preferred by the

trade union.
 Levels of Participation

Informative Participation: This refers to the management’s sharing of information with the

workers on matters related to workers such as balance sheet, production, and the financial health

of the company.

Consultative participation: In this type of participation, workers can give their views on the

matters related to them, but acceptance or non-acceptance of their opinion depends on the

employers. Here, the role of the employee is limited to giving opinion only.

Associative participation: This is an improved form of consultative participation. Here, it is

considered that this is the moral duty of the employer to acknowledge and accept and implement

the unanimous decisions of employees.

Administrative participation: In this type of participation, the decision is already taken and

implemented by the worker. Here the degree of sharing power and responsibility by the worker is

more as compared to other levels of participation.

Decisive Participation: Here decisions on matters like production, employee welfare, etc. are

taken by the worker and management jointly after a discussion.

 Prerequisites of Successful Workers’ Participation in Management

1. Clearly defined and complementary Objectives

2. Free flow of information and communication

3. Representatives of workers from workers themselves

4. Outside trade union participation should be avoided

5. Workers’ education and training

6. No threat by participation

7. Association at all levels of decision-making

COMPANY PROFILE
 Company Profile

Established in the year 2011, Gennext Plywood P Limited are the leading Manufacturer,

Wholesaler and Importer of high quality Commercial Plywood, Plywood Boards, Wooden

Flush Doors and much more. These products are high appreciated for durability, termite

resistance and superior strength. The offered range can also be availed at pocket friendly

prices by our clients. All our products are stringently tested under various parameters

before final delivery so as to ensure its flawlessness.

Our mentor, Mr. Mahabir Agarwal, hold vast industry experience and sharp business

acumen.

It’s rightly said that ‘Hard work creates Magic’. This has proved true for Asean Plywood and

that too within very short span of time.

The vast variety of Plywood manufactured through most advanced technologies of International

Standards in the highly modern factory are simply impeccable in durability, strength and anti-

bacterial properties. Also, the plywood manufactured by Asean is absolutely environment-

friendly. Due to these incredible features, Asean Plywood has always been the consumer’s prime

choice.

Asean Plywood has always believed in the ‘Mechanism of Tem-work’; it has always followed

the ‘Mechanism of Quality Consciousness’.

These three ‘Magical Mechanisms’ have always been the fundamental pillars of Asean Plywood,

which have taken the company to new heights of success.

About Directors
Our Mg. Director, Mr. Mahabir Agarwal ventured into the industry with Greenply Industries

Limited and rose the ladders of his career to lead upto Senior Vice President – Corporate

Finance. In the year, 2011, he resigned from the job and started his own company. Over the

years, we have steadily grown as an interior infrastructure solution provider offering a wide and

versatile range of interior products. Our Promoters have over 22 years of experience in this

industry. We have presence across different price points to cater to all customers across high-

end, mid-market and value segments.

Our Vision
To become the unanimous first choice of consumer by servicing Eco-friendly quality product at

competitive price .

Quality Mantra
Asean Plywood is made from the finest A+ grade timber and goes through a stringent five step

preservative treatment, making it termite and borer resistant. Made from 100% hard wood or

Gurjan timber, Asean Plywood has high dimensional stability and is warp free. Asean Plywood

is eco-friendly as well as emission free (emits less Formaldehyde as per E1 Formaldehyde

Emission level).

The Company has introduced cost saving devises and with the reduction of prices of basic raw

material, paper the future of the Company looks bright in view of continued clients patronage

and established brand name.

The Company has installed highly efficient Thermo fluid heater and Smoke Tube Boilers which

will give high fuel efficiency. It has also modified heating media from steam to thermofluid for
setting high speed high fuel efficiency. It has modified thermo setting resin to set in lower

temperature consuming less heat energy.

So many infrastructure products for interior like block board, plywood, decorative veneers,

decorative laminates, laminate flooring, medium-density fiberboards and restroom cubicles are

produced by this company. 45 branches of Gennext is there in India and through retailers,

dealers, sub-dealers, and distributors, this company is spread across 300 cities of India.

With the help of advanced technology and processes, Gennext relentlessly works to produce the

best quality products. The main target of this company is to produce products which can be used

in different special applications.

The best technology, contemporary designs, and efficient customer service- this company is

based on these three aspects. All these make this company the most renowned and trustworthy

among everyone such as- homeowners, decorators, artists, artisans, woodwork professionals etc.

A typical plywood panel has face veneers of a higher grade than the core veneers. The principal

function of the core layers is to increase the separation between the outer layers where the

bending stresses are highest, thus increasing the panel's resistance to bending. As a result, thicker

panels can span greater distances under the same loads. In bending, the maximum stress occurs

in the outermost layers, one in tension, the other in compression. Bending stress decreases from

the maximum at the face layers to nearly zero at the central layer. Shear stress, by contrast, is

higher in the center of the panel, and at the outer fibres. Within Europe basic plywood can be

divided into three main categories: birch plywood), mixed plywood and conifer plywoods

Plywood is made out of wood from dicot trees (oak, beech and mahogany) and used for

demanding end uses. Hardwood plywood is characterized by its excellent strength, stiffness,
durability and resistance to creep. It has a high planar shear strength and impact resistance,

which make it especially suitable for heavy-duty floor and wall structures. Oriented plywood

construction has a high wheel-carrying capacity. Hardwood plywood has excellent surface

hardness, and damage- and wear-resistance.

Tropical plywood is made of mixed hardwood species of tropical timber. Originally from the

Asian region, it is now also manufactured in African and South American countries. Tropical

plywood is superior to softwood plywood due to its density, strength, evenness of layers, and

high quality. It is usually sold at a premium in many markets if manufactured with high

standards. Tropical plywood is widely used in the UK, Japan, United States, Taiwan, Korea,

Dubai, and other countries worldwide. It is used for construction purposes in many regions due

to its low cost. However, many countries' forests have been over-harvested, including the

Philippines, Malaysia and Indonesia, largely due to the demand for plywood production and

export.

Marine plywood is manufactured from durable face and core veneers, with few defects so it

performs longer in both humid and wet conditions and resists delaminating and fungal attack. Its

construction is such that it can be used in environments where it is exposed to moisture for long

periods. Each wood veneer will be from tropical hardwoods, have negligible core gap, limiting

the chance of trapping water in the plywood and hence providing a solid and stable glue bond. It

uses an exterior Weather and Boil Proof (WBP) glue similar to most exterior plywoods.

Plywood for indoor use generally uses the less expensive urea-formaldehyde glue, which has

limited water resistance, while outdoor and marine-grade plywood are designed to withstand

moisture, and use a water-resistant resorcinol-formaldehyde or phenol-formaldehyde glue to

prevent delamination and to retain strength in high humidity.

The adhesives used in plywood have become a point of concern. Both urea formaldehyde and

phenol formaldehyde are carcinogenic in very high concentrations. As a result, many

manufacturers are turning to low formaldehyde-emitting glue systems, denoted by an "E" rating.

Plywood produced to "E0" has effectively zero formaldehyde emissions.

All plywoods bind resin and wood fibre sheets (cellulose cells are long, strong and thin) to form

a composite material. This alternation of the grain is called cross-graining and has several

important benefits: it reduces the tendency of wood to split when nailed at the edges; it reduces

expansion and shrinkage, providing improved dimensional stability; and it makes the strength of

the panel consistent across all directions. There is usually an odd number of plies, so that the

sheet is balanced—this reduces warping. Because plywood is bonded with grains running against

one another and with an odd number of composite parts, it has high stiffness perpendicular to the

grain direction of the surface ply.

Plywood was chosen for its lightness and strength. The cases were able to withstand extreme

Antarctic conditions, including being buried beneath ice during blizzards. They were reused by

the crew to make furniture for their living quarters and as covers and binding for Aurora

Australis – the first book to be written, illustrated, printed, published and bound in the Antarctic.

Astonishingly, Shackleton and his crew took a printing press on their expedition to 'guard [them]

from the danger of lack of occupation during the polar night'.

Plywood was of particular interest as it was considered an industrial material – it was well suited

to mass manufacture and its factory production symbolised the new machine age.

This was motivated by high unemployment, small household incomes and a shortage of low cost

housing during the Great Depression. Designs for prefabricated houses focused on quick
fabrication and easy disassembly. Plywood was perfectly suited to standardised, lightweight

panel systems which could be factory-produced and assembled on site.

Combatting prejudice that plywood was less reliable than metal, DKW emphasised its unique

properties – strong and stress-bearing, easy to repair and quieter on the road due to better

suspension. Its moulded plywood monocoque fuselage made it light and quick enough to fly

without defensive weaponry. Other types of plywoods include fire-retardant, moisture-resistant,

wire mesh, sign-grade, and pressure-treated. However, the plywood may be treated with various

chemicals to improve the plywood's fireproofing. Each of these products is designed to fill a

need in industry.
OBJECTIVES OF THE STUDY
 Objectives

1. To raise productivity, production, and efficiency of workers

2. To improve morale of workers

3. To satisfy the desire of workers for self expression.

4. To promote industrial peace in the concern.

SCOPE OF THE STUDY
 Scope of the Study
 To understand the working environment of the workers

 Dealing of workers with changing technology.

 Techniques used by the organization to make active participation of workers

 Steps taken by organization for their health, safety and working conditions.
LIMITATIONS OF THE STUDY
 Limitation
 Unskilled Labours

 Lack of time management

 Illiterate workers

 Undefined goals

 Not updated with new tools and technologies

 Incompetent workers
LITERATURE REVIEW
 Literature Review
Government policy promotes employee participation as a means of improving company
performance, particularly by changing employees' attitudes and improving the work
environment. While there is some evidence from the literature that participation can have a
positive effect on companies' financial performance and the working environment, a significant
body of work also questions these links. In their analysis, Juliette Summers (University of
Stirling) and Jeff Hyman (University of Aberdeen) found that:

 The effects of participation schemes vary with the environment into which they are
introduced. An insecure workplace environment may induce employees' compliance with
participation measures, but may not achieve the commitment needed for attitude changes.
 Links between participation and attitude change appear to depend on the degree of
influence granted to employees under participation measures. Low degrees of perceived
influence are unlikely to produce positive results. However, middle management appears
to resist participation initiatives which are perceived as reducing their influence or
authority, thus posing an obstacle to the success of participation programmes.
 A combination of financial and work-related participatory measures can have a positive
impact on company performance as employees do not all react to participation initiatives
in the same manner. Some respond well to financial initiatives and others to more work-
related elements.
 Assumptions that participation measures affect all employees identically, regardless of
gender, race, age and contractual status, can amplify social disadvantage. Disadvantaged
groups, such as older workers, disabled people and those with caring commitments, may
have only a restricted voice at work.
 In terms of the work-life balance and family-friendly working, employees' voices remain
muted. They tend to have a weak collective voice in larger organisations, whereas in some
smaller firms individuals can sometimes negotiate flexible working arrangements.
 The researchers conclude that a combination of participation and welfare measures (such
as equal opportunities and family-friendly policies) appears to enhance organisational
performance and the quality of working life. Policy support should focus on union
recognition and activity within a human rights framework, since this can positively
influence employees' behaviour towards organisational goals.

Background
Economic changes in recent decades have required employers to seek more efficient and flexible
means of production. Deregulation and privatisation have also significantly altered the UK's
industrial relations climate, with a decline in trade unions' influence and membership. Mirroring
this has been the growth in ‘new' forms of work-related participation by employees, under the
banner of human resource management and associated programmes and strategies for partnership
and high commitment.

Governments must balance the needs of a competitive economy with the welfare of their
citizens. A change in political climate has seen social partnership currently being promoted by all
interested parties. Reflecting this change, the inclusion of trade unions in government
consultation exercises is significant.
Erstad Margaret (1997): Empowerment and organizational change. The article on Empowerment
and organizational change focuses on the meaning of empowerment that it refers to a change
strategy with the aim of achieving the objectives of both the organisation and the employee. The
author talks about creation of a new management culture and empowerment as a strategy to bring
about a change in the organisation.

Markos, S., & Sridevi, M. S. (2010) Employee Involvement in Organisation. The author has used
key words like Employee engagement, Employee commitment, Organizational Citizenship
Behaviour and Job satisfaction. The author has highlighted various facets of human resource
development with particular reference to Employee Engagement in an organisation. The author
feels that it is very important to address these facets of human resource failing which the
employees will fail in fully engaging in their respective jobs which leads to mismanagement.

Muhammed Arif KHATTAK et al. (2013): Relationship between Employees Involvement and
Organization Performance in Milieu of Pakistan. The research article measures the relationship
among the employee involvement and Organisational performance in Pakistani organisations. A
detailed study has been conducted on three main components of employee involvement namely,
empowerment, teamorientation and capacity development. It is proved that organisations who
delegate authority to its employees perform better.

Winnie Kivuya (2015): Effects of Employee Involvement in Strategic Management

Implementation. The study was made to understand the effects of employee involvement in
strategic management implementations. The study confirms that it is imperative for the managers
to engage and involve employees to gain competitive edge for the organisation. It highlights that
in order to achieve the desired targets of the organisation, it is necessary that employees are
permitted to involve.
RESEARCH METHODOLGY
 Research Methodology

What is Research Methodology?

• A Voyage of Discovery, A journey, An Attitude, An Experience, A Methods of Critical
Thinking, A Careful critical Enquiry in seeking facts for principles.
• An Art of scientific investigation
• A Systemized effort to gain new knowledge, a movement from known to unknown.
Types of Research Methodology
• Exploratory Research
Exploratory research is a type of research conducted for a problem that has not been clearly
defined. Exploratory research helps determine the best research design, data collection method
and selection of subject. It should draw definitive conclusion only with extreme caution. Given
its fundamental nature, exploratory research often concludes that a perceived problem does not
actually exit.

• Constructive Research
Constructive research is perhaps the most common computer science research method. This type
of approach demands a form of validation that doesn’t need to be quite as empirically based as in
other types of research like exploratory research.

• Empirical Research
Empirical research is a way of gaining knowledge by mean of direct observation or experience,
Empirical evidence (the record of one’s direct observations or experiences) can be analyzed
quantitatively or qualitatively.
Methods of Research Methodology
These are two types of Research Methodology

• Qualitative Method
Qualitative research helps to gain insight into people’s behaviors, value systems, motivations,
culture or lifestyles, and how these attributes have a role to play in decision and policy making,
communicating, and conducting research.
Approaches of Qualitative Research

Direct Observation: In direct observation method, there is no participatory involvement on the

observer’s part. The observer is more a part of the background and is as unobtrusive as possible.
As there is no direct participation, the observations are more detached. The researcher is
watching, and making notes for future use.

Interviews: Interviewing involves direct interaction between the researcher and a respondent or
group.
There are two types of interviews; structured and unstructured.
Structured interviews are carefully worded questionnaires and don’t allow much scope to deviate
from it. Unstructured interviewing is more informal, as compared to the former. It allows more
exploration and deviation in its approach, which is useful for exploring a subject more broadly.

Participant Observation: This method for qualitative research is highly dependent on the
researcher’s ability to blend and extract information by being part of an inventor group. This
method requires the researcher to become an active participant, while observing. It aims to gain a
close insight of individuals or social groups and their practices through an intensive participation
with them, in their natural environment, and often requires months or years to collect the
required data for analysis.

• Quantitative Method
In the social sciences, quantitative research refers to the systematic empirical investigation of
quantitative properties and phenomena and their relationships. The objective of quantitative
research is to develop and employ mathematical models, theories and/ or hypothesis pertaining to
phenomena. The process of measurement is central to quantitative research because it provides
the fundamental connection between empirical observation and mathematical expression of
quantitative relationships.

Quantitative research is generally made using scientific methods, which can include:
• The generation of models, theories and hypotheses.
• The development of instrument and methods for measurement.
• Experimental control and manipulation of variables.
• Collection of empirical data.
• Modeling and analysis of data.
• Evaluation of results
HYPOTHESIS
 HYPOTHESIS
A hypothesis is a tentative statement about the relationship between two or more variables. It is
specific, testable prediction about what we expect to happen in a study.

Hypothesis can also be divided as:

(1) Null Hypothesis
(2) Alternative Hypothesis

 H0:Techniques adopted by Gennext Plywood Pvt. Ltd. do not encourage its workers to

participate actively in the working of organisation

 H1:Techniques adopted by Gennext Plywood Pvt.Ltd. encourage its workers to actively

participate in the working of organisation

RESEARCH DESIGN
 RESEARCH DESIGN

A research design is the specification of methods and procedure for acquiring the
information needed. It is over – all operation patterns or framework of the project that stipulates
what information is to be collected from which source by what procedure, it is also refers to the
blue print of the research process.

SAMPLE METHOD:-

This method is used in Random Method.

Random Method :- Random sampling is a part of the sampling technique in which each sample
has an equal probability of being chosen. A sample chosen randomly is meant to be unbiased
representation of the total population.

SAMPLE SIZE :-

Samples size is the number of items to be selected from the population to constitute the sample
for the research.

* For this research a sample of 70 worker's in factory.

SOURCES OF DATA
 Sources of Data

Research as a scientific and systematic search forpertinent information on a specific

topic. In fact, research is an art of scientific investigation. It is an academic activity and as such
the term should be used in a technical sense. Research is, thus an original contribution to the
existing stock of knowledge making for its advancement. It is as per suit of truth with the help of
study, observation, comparison and experiment. In short, the search for knowledge through
objective & systematic method of finding solution to a problem is “research”.

COLLECTION OF DATA
 Primary Data
 Secondary Data
Primary Data
1. Primary data would be collected during the course of asking questions by performing
surveys.
2. Primary data would be either through respondent either through questionnaire or through
personal interview.
3. I will collect the data through both of them.
Secondary Data
1.The data will be already available in the form of print material, website, journals etc.
2. Data will be collected from some Magazines, Newspapers, Websites and course material
for that purpose.
3. Data will be collected from the website – https://www.plyreporter.com/brand/20/asean-
plywood
DATA COLLECTION
 Data Collection
A systematic method was adopted for the collection of data. Both primary and

secondary data were collected for the smooth & successful completion of the study.

1. PRIMARY DATA

Primary data is the information that has been collected specifically for the purpose of research
project. An advantage of primary data is that it is specifically tailored to a particular research
needs. It includes data collected from

 Questionnaire
 Focus Group
 Interviews

2. SECONDARY DATA

Secondary data refers to the information that has been collected by someone other than a
researcher for purposes other than those involved in the research project at hand. Books,
journals, manuscripts, diaries, letters etc. all become secondary sources of data as they are
written or compiled for a separate purposes.
DATA ANALYSIS & INTERPRETATION
 Data Analysis and Interpretation

Q1.) What is WPM according to you

Options No. Of Percentage

Respondants

(a) A forum of Industrial democracy. 12 17.14%

(b) Participation in decision making 47 67.14%

(c) Identification of the goals of the worker & the 11 15.71%

management.

15.71% 17.14%

A forum of Industrial Democracy

Participation in decision making

67.14%

Identification of the goals of worker and

management

Interpretation:

In the given data 67.14% of the respondent says that participation in decision making, 15.71%

says that participation in decision making and 17.14% a forum of industrial democracy.
Q2) What is your view that workers participation in management tend to

promote?

Options No. of Percentage

Respondents

a) Increase in production 21 30%

b) Improve relation between 37 52.85%

Workers & management

c) Both of them 12 17.14%

Workers Participation tend to promote

17.14%
Increase in Production
30%

Improve relation between worker and

52.85% Management

Both of them

Interpretation:

According to the data 52.85% improve relation between worker and management, 30% Increase
in production, 17.14% both of them.
Q3) Which suggestions would you make for the effective workers participation

in management for improving production?

Options No. Of Respondents Percentage

a) Effective involvement of Top 21 30%

Management

b) Refresher training programme 35 60%

c) Motivation made by supervisors 7 10%

Effective suggestions for workers participation

Effective involvement of top

management
10%
30%
Refresher training programme

60%
Motivation made by supervisior

Interpretation:

According to the chart 30% of the workers feel that their is effective involvement of the top

management while 60% feel that there is need of refresher training programme and 10% think

that motivation made by supervisiors.

Q4) How is response of the management to the workers participation for

increasing productivity ?

Management's response on workers

participation on increasing productivity
10%
45% Excellent
20%
Good
25% Fair
No Responses

Interpretation:

Management’s response on worker’s increasing productivity is that 45% of managing staff feels

that they are excellent while 25% think that they are good and 20% think they are fair 10% of

them have no responses.

Q5) Are you satisfied with the present system of workers involvement in production ?

Are worker's satisified with present system involved

in production

10%
13% Highly Satisfied
55% Satisfied
22%
Not so Much
Not at All

Interpretation:

According to the data provided 55% of the workers are highly satisfied with the present system

involved in production whereas 22% are satisfied while 13% of responses are not so much and

10% feel that not at all.

Q6) Does the presence of the union make labour management relation more effective?

Is the presence of the union make labour management

relation more effective

21% 33%
Definetely
To some extent
46% No

Interpretation:

According to the data 46% of the workers feel that presence of union make labour management

relation more effective to some extent while 33% definitely feel that it is effective whereas 21%

workers do not agree.

Q7) Do you find enough participation of the labour at middle and lower level?

Is there enough participation of labour between lower

and middle level

20% 35%

Yes
45% To some extent
No

Interpretation:

45% of the workers feels that the participation between lower and middle level is there while

35% feel it to some extent and 20% think there is nothing as such.
Q8) Do you think that workers education is necessary for effective participation?

Worker's education for effective participation

15% Yes
14%
0.14 To some extent
71% No

Interpretation:

Here in this case workers education is necessary as 71% of the workers are agreeing to it while

15% feel that it is necessary to some extent whereas there are still 14% who feel that workers

education for effective participation is not at all necessary.

Q9) Do you think that management takes interest in promoting joint forum-

Promotion of Joint Forum

5%

42%
Yes
53% To some extent
No

Interpretation:

There are 53% of the workers says that there is promotion of joint forums to some extent while

42% says that this practice is existing while 5% of them are saying that there is no such concept

in the organization.
Q10) Does committee help in -

45%
40%
7%
35% 9%
30%
12%
25% 10%
20% No
4% Sometimes
15%
22% 5%
10% 20% Yes
5% 10%
0%
Proper Maintainence of Maintainence
Allocation Houses general standard
of the colony

Interpretation:

The graph represents that how the different committees are helping the workers as 40% of them

say that there is proper allocation of resources in which 22% say it happens fairly , 12% feel

sometimes and 7% say it doesn’t. Other than that proper maintenance of houses around 38%

agree to it in which 20% are agreeing for the maintenance of it and 10% say it happens rarely

and 9% do not agree. The last one states that maintenance glyeneral standard of the colony where

only around 17% agree.

Q11) Are the members of joint forum included in the administration of:

40% 5% 5%
5%
30% 15%
20% 4% No
30% 4%
10% 20%
12% Sometimes
0% Yes
Safety Welfare Holiday
Measures Amenities Fixation and
General
Discipline

Interpretation:

The given graph discusses about the members of joint forum and their involvement in the

administration in which 40% of the workers believe that they are in the committee of safety

measures and 40% of them say that they are administering the welfare amenities that are being

provided to the workers and there is lesser involvement of the joint forum committee in holiday

fixation and general discipline out of which they are only 20%.
Q 12) Do you think that discussions with members of the union help in

100% 2%
4% 3% 2.50%
90%
80% 6% 5%
7% 2.50%
70%
60%
50%
40% 27%
30% 24% 17% 10%
20% No
10%
0% Sometimes
Yes

Interpretation:
The graph represents that the discussion with the union members is helpful for the workers a35%

of them have told that it is helpful in increasing the production 25% of workers say that it

reduces the cost of production whereas 25% think that it reduces the accidents and 15% tells that

it is helpful in improving communication

Q 13) Does welfare Committee help in-

100% 5%
90% 10% 5%
80%
70% 5%
60%
50%
No
40% 60%
30% 15% To some extent
20% Yes
10%
0%
Upholding Providing
the welfare of basic
the labour amenities

Interpretation:
The given data represents worker opinion regarding the welfare committee in which 60% say

that yes that there is upholding the welfare of the labour while 10% believe to some extent and

5% say no. While on the other hand 15% say that they provide basic amenities whereas 5% say

that upto some extent and remaining 5% say no.

Q14) Do you think that the Canteen Committee is working up to the mark –

Review of Canteen Committee

11%

48% Yes
41% Need Improvement
No

Interpretation:
The given pie chart talks about the canteen committee of the organization in which 48% of the

workers say that it is good while 41% say they need improvement while 11% say it is not up to

the mark.
Q 15) Do you think Safety Committee helps in reducing the accidents and educating workers
about safety –

Review about Safety Committee

12%

25%
63% Yes
To some extent
No

Interpretation:
This chart tells that safety committee is helpful in reducing accidents as well as educating

workers about safety as it is believed by 63% of the workers and for 25% is up to some extent

while 12% believe that it is not helpful.

SUGGESTIONS
 Suggestions

 Representation of employees at the board level is known as industrial democracy. This

can play an important role in protecting the interests of employees.

 Encouraging your employees to come up with unique ideas can work wonders especially

on matters such as cost cutting, waste management, safety measures, reward system, etc.

 Developing a full-fledged procedure can add value to the organizational functions and

create a healthy environment and work culture.

 Expanding the job content and adding additional motivators and rewards to the existing

job profile is a fine way to keep workers involved in managerial decision-making.

CONCLUSION
 Conclusion

The organizations must understand the importance of the employees or workers working in their

organization as human resources is the most important asset of any organization and Gennext

Plywood Pvt. Ltd is working upon it.

The organizations must encourage and motivate their employees for better efficiency and

productivity.

Organizations must help their employees for better career growth and give them rewards for their

excellent services.

This organization is giving its level best to make its workers more and more happy by giving

them the best services that are possible by them. The organizations should adapt new policies for

the welfare of the workers to give them the motivation to work in the organization because if

there will be no job satisfaction they will get demotivated and will not give their best.

Organization should give their employees all the basic facilities , rewards and recognition, timely

appraisals and appreciations to its workers. Bonuses , Incentives all this must be provided to the

workers which will help them in better participation in the organization.

BIBLIOGRAPHY
 Bibliography

1) VSP Rao — Human Resource Management, Anurag Jain for excel books, 2005
ninth edition.
2) R. Kothari - Research Methodology Methods and Techniques, New age
international publishing, second edition.
3) Donald R Cooper, Pamela S Schindler — Business Research Methods, Tata
MC Graw Hill, ninth edition.
4) Performance management — Michael Armstrong and Angela Baron.
5) Human Resource Management Prentice, Half of Indian private limited 2004
ninth edition -Gary Dessler

WEBSITES

 www.google.com
 https://aseanply.com/about/

NEWS PAPERS

 Business Line
 Business Standard
 Financial Express
ANNEXURE
 Annexure

QUESTIONNAIRE

PROFILING FORM

Name:
Age:
Gender:
Education:

1.) What is WPM according to you

(a) A forum of Industrial democracy.

(b) Participation in decision making

(c) Identification of the goals of the worker & the management.

2.) What is your view that workers participation in management tend to

promote?

(a.) Increase in production

(b.) Improve relation between Workers & management

( c.) Both of them

3.) Which suggestions would you make for the effective workers participation

in management for improving production?

( a.) Effective involvement of Top Management

 (b). Refresher training programme

(c.) Motivation made by supervisors

4.) How is response of the management to the workers participation for

increasing productivity ?

( a.) Excellent

( b.) Good

( c.) Fair

( d.) No response

5.) Are you satisfied with the present system of workers involvement in production ?

( a.) Highly Satisfied

( b.) Satisfied

( c.) No so much

( d). Not at all

6.) Does the presence of the union make labour management relation more effective?

(a) Definitely

(b) To some extent

(C) No

7.) Do you think that workers education is necessary for effective participation?
 (a) Yes

(b) To some extent

(C) No

8.) Do you find enough participation of the labour at middle and lower level?

(a) Yes

(b) To some extent

(C) No

9.) Do you think that management takes interest in promoting joint forum-

(a) Yes

(b) To some extent

(C) No

10.) Does committee help in -

(i) Proper allocation - (a) Yes (b) Some times (c) Never

(ii) Maintenance of the houses - (a) Yes (b) Some times (c) Never

(iii) Maintenance general standard of the colony - (a) Yes (b) Some times (c) Never

11.) Are the members of joint forum included in the administration of:
 (i) Safety measures -(a) Yes (b) To some extent (c) No

(i) Welfare amenities- (a) Yes (b) To some extent (c) No

(i) Holidays fixation & general discipline- (A) Yes (B) To some Extent (C) No

12.) Do you think that discussions with members of the union help in

( i) Increasing production- (a) Yes (b) To some extent (c) No

(ii)Reducing cost of production - (a) Yes (b) To some extent (c) No

(iii) Reducing accidents -(a) Yes (b) To some extent (c) No

(iv)Improving communication (a) Yes (b) To some extent (c) No

13.) Does welfare Committee help in-

(i) Upholding the welfare of the labour - -(a) Yes (b) To some extent (c) No

(ii) Providing the basic amenities - -(a) Yes (b) To some extent (c) No

14.) Do you think that the Canteen Committee is working up to the mark –

(a) Yes

(b) Need improvement

(c) No
15.) Do you think Safety Committee helps in reducing the accidents and educating
workers about safety –

(a) Yes

(b) To some extent

(C) No