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 managements 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 Governments 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 peoples 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 Nizams 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 Nizams State
Road Railway Transport Department was formed. After the integration of
Nizams State with the Indian union in 1950, the Nizams State Railways was
integrated with the Indian Railways. The RTD of Nizams state Railways was
therefore separated from 1-10-1950. The Indian Railways managed the Road
Transport Department till October 31st, 1951 on an agency basis.

The Road Transport department was taken over from 1-111951 by the Government of Hyderabad State till the re-organization of States
in November, 1956.When the Hyderabad Government took over the Road
Transport Department from Railways, the Bus strength was 901. Consequent
upon re-organization of state in 1956 on linguistic basis the Hyderabad State
Road Transport Department was trifurcated and allocated among three
successor states of Andhra Pradesh, Karnataka and Maharashtra. The extent of
Nationalization of services in the newly formed Andhra Pradesh state worked
out only 40%. The operation in the truncated areas were carried on by 13
depots with 125 routes length of 5815 kms as against 24 depots, 246 routes
and 9413 routs kms existing prior to trifurcation of the state. The fleet strength
reduced from 719 and 6327 to 564 and 4499 respectively.
The organizational structure during the period remained more or
less static till the year 1958 Andhra Pradesh state Government decides to form
a Corporation under the road Transport Corporations Act 1950. From 01-111956 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 RTCs 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 RTCs Act in taking decisions in major subjects
assigned to them. The Vice-Chairman and Managing Director, who is the
chief Executive of the Corporation is assisted by 9 Executive Directors and
other Heads of Department working with them in corporate Office. The viceChairman, Managing Director, Financial Advisor and Chief Accounts officer
of the Corporation are appointed by the state Government in terms of the
provisions of Road Transport Corporations Act, 1950.
The major policy decisions are taken by the Board, which
are translated into action by the Chief Executive with his team of Managers.
Participate management, more or less, is in vogue in the APSRTC in so far as
top and near top Management is concerned. The functioning of Corporation is
Governed by the provisions of RTCs 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 passengers road transport service in the
country-1932.
First to introduce long distance night express services.
First to introduce A/C sleeper coach, Hi-Tech, Metro-liner, MetroExpress and Inter-City services.
First to introduce Depot Computerization-1986.
First to appoint Safety Commissions for improving the safety of
passengers.
All the 202 Depots in the state are computerized.
Reservations of tickets on the telephone and door delivery of
tickets.
Corporate Philosophy
To provide safe, clean, comfortable, punctual and courteous
commuter service at an economics fare.
To provide employee satisfaction in financial and humanistic
terms.
To strive towards financial self-reliance in regard to performance
and growth.
To attain a position of reputation and respect in the society.

Principles of Operation:
To provide efficient, effective, ethical management of the business.
To assist the State administration in attaining good governance.
To treat the customer, i.e. passenger, as a central concern of the
Corporations 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 199697 in the category of road Transport (hills) sector.
AWARDS FOR BEST INDUSTRIAL RELATIONS:
The government of Andhra Pradesh presented May Day awards for the
year 1993 to APSRTC for the best management and out standing
contributions towards harmonious industrial relations and labor welfare.
The government of Andhra Pradesh presented May Day award for the
year 1995 to APSRTC for the efficient management and good Industrial
relations and labor welfare.

 The government of Andhra Pradesh presented May Day award for the
year 1998 to APSRTC for encouraging women workers in the category
of conductors.
The Vice-Chairman & Managing Director of the Corporation has been
conferred Best Managers of the year award for the year 2009.

CHAPTER-IV
BRIEFING ABOUT WORKERS PARTICIPATION
MANAGEMENT DECISIONS IN APSRTC:

IN

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

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:
The employer shall fix a date as a closing date for receiving

(i)

nominations from the candidates for election as workmens

(ii)

representatives on the committee.

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

(iii)

for receiving nominations.

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

(ii)

selected every year.

The Chairman shall be nominated by the employer from amongst
the employers representatives on the committee and he shall, as far

(iii)

as possible to the head of the establishment.

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:
Councils 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)
(ii)
(iii)

These Depot Advisory Councils are not meeting regularly;

The suggestions given by employees are not given due weight age;
Employees are not encouraged to feel-free to discuss the issue and

(iv)

give suggestions;
The decisions taken in the meeting (through very few) are not being

(v)

implemented;
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 Managers 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

ii)

of the Depot i.e. Depot

Manager.
The Depot Advisory Councils should meet on the 1st Tuesday of
every month. If 1st Tuesday happens to be a holiday, they should

iii)

meet on next working day.

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.
I.
II.

Dated. 29.06.2009

G.O.NO. 344,TR&B Dept. (Tall) Dated 12-12-2007.

G.O.NO. 21, TR&B Dept. (Tall) Dated 20-01-2009.

ORDER:
The following notification shall be published in the extraordinary issue
of the Andhra Pradesh Gazette.
SL .No.

Name

Address

BOARD OF DIRECTORS
1.

2.

Sir M. Nageshwara Rao,

APSRTC

National

Working President

Union Hyderabad.

Sir Syed Mahmoob,

APSRTC

General Secretary

Union Hyderabad.

National

Mazdoor

Mazdoor

The Vice Chairman and Managing Director shall take further action
accordingly.
(BY ORDRE AND IN THE NAME OF THE GOVERNOR OF ANDHRA
PRADESH).

In the above G.O. of Andhra Pradesh, those are appointed as

Board of Directors they are Union members in the APSRTC in recognized
Union (APSRTC National Mazdoor Union). So with this G.O. we conclude
that, workers of APSRTC, they are participating and playing major role as
Board of Directors in APSRTC.
RIGHTS AND OBLIGATIONS OF RECOGNISED UNIONS IN APSRTC:
CIRCULAR No.PD-29/2009,DT.08.05.2008
The Joint Commissioner of labour & Chief
Returning Officer conducted Union Membership Verification in APSRTC
through Secret Ballot on 27.03.2008 and Postal Ballot on 31.03.2008 and
01.04.2008 to determine the majority Union under Clause(3) and (6) of Code
of Discipline, and communicated the results thereof to the Corporation.
As per the recommendations of Joint Commissioner of
Labour & Chief Returning Officer, recognition was according to APSRTC
National Mazdoor Union under clause(3) of Code of Discipline w.e.f.
15.04.2008 vide the Circular 1st cited.

I.

FACILITIES EXTENDED TO APSRTC NATIONAL MAZDOOR

UNION RECOGNISRD UNDER CLAUSE(3) OF CODE OF
DISCIPLINE;

II.

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:

FACILITATES EXTENDED TO THE APSRTC EMPLOYEES

UNION RECOGNISED UNDER CLAUSE (6) OF CODE OF
DISCIPLINE:

Collections of Union Membership Subscriptions:

Unions Notices:
Mass Meetings (Gate Meetings):
Joint Meetings:
Meetings at Depot Level:
Meetings at Production Unit Level:
Meetings at Regional Level:
Meetings at Zonal Level:

 Union Representatives Calling on Departmental Officers:

Depot Secretary:
Regional Secretary:
With above

Rights & Obligations

of workers representatives (Union

Leaders) we have concludes that the Worker participation in Management

Decisions in APSRTC, RTC management has giving more importance to their
workers to participate in Management Decisions and management also wants
workers opinions and suggestions to the RTC

revenue growth and

performance development.

CHAPTER-V
DATA ANALYSIS & INTERPRETATION
1. In the Organization, is workers participation in practice or not?
The response obtained was as follows:
Table no.1
Option
YES
NO

No. of Respondents
50
0

% of Reponses
100
0

Interpretation:
All(100%) are the respondents expressed that Participative Management is
practice in their organization.
Conclusion:
In APSRTC workers have an idea upon Workers Participation in
Management Decisions.

2. In what form workers participation is going on?

The response obtained was as follows:
Table no.2
Option
MEETINGS
APPROCH TO D.M.

No. of Respondents
38
12

approach to DM
24%
meetings
76%

% of Reponses
76
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

Knowledge

% of Reponses

on 16

32

Effective trade union 10

20

WPMD(CAT-A)
(CAT-B)
Relations

between 24

Management
&workers(CAT-C)

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
YES
NO RESPONSE

No. of Respondents
10
33
7

% of Reponses
20
66
14

Interpretation:
66% of the respondents suggested a Web-site or Mail ID to send their
suggestions to Management.
20% of the respondents dont want any web-sites.
14% of respondents not responded to this.
Conclusion:
Most of the respondents wants to expressed their suggestions to the directly
management through the Web-sites.

5. Is the Workers Participation in Management in Decisions process helpful

to motivating to workers!
The response obtained were as follows:
Table no.5
Option
YES
NO
NO RESPONSE

No . of Respondents
41
3
6

% of Reponses
82
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
Yes we suggest
No response

No . of Respondents
40
10

% of Reponses
80
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
YES
NO

No . of Respondents
48
2

% of Reponses
96
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
YES
NO

No . of Respondents
31
19

% of Reponses
62
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
YES
NO

No . of Respondents
48
2

% of Reponses
96
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
YES
NO

No . of Respondents
50
0

% of Reponses
100
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
YES
NO
DEPEND

No . of Respondents
27
8
UPON 15

% of Reponses
54
16
30

SITUATIONS

Interpretation:
54% of the respondents are says that yes, Unions are favour to them.
16% of the respondents are says that no, Unions are not favour to them.
30% of the respondents are concluded that , Unions are favorable to them will
be depended upon situations.
Conclusion:
Many respondents are agree to that Un ions are favorable to them, but
near to that it will be next to Unions are following the situations.
12. Are the Trade Unions to solving your grievance?
The response obtained were as follows:
TABLE NO.12
Option
YES
NO
BASED ON PROBLEM

No . of Respondents
34
10
06

% of Reponses
68
20
12

Interpretation: 68% of the respondents are said that the Trade Unions are
solving their grievance.
20% of them responded to Trade Unions are not solving their grievance.
12% of the respondents are says that the Trade Unions help to them will be
depended upon the strength of the problem.
Conclusion:
Most of the workers are fine with the Unions help to solve their problems.
Less of respondents are not satisfied with their Unions.

13. Are Trade Unions in APSRTC able to influence Government on maters

of importance to Worker and the Organization?
The response obtained were as follows
TABLE NO.13
Option
YES
NO
SOME TIMES

No . of Respondents
14
05
31

% of Reponses
28
10
62

Interpretation:
28% of the respondents are said that the Trade Unions are have discussions
with Government.
10% of respondents are says no interactions have Unions with the
Government.
62%of the respondents are told the unions are some times will discuss with
the Government.
Conclusion:
More of them are know that the some times only Trade Unions are have
interactions with Government. That had in critical situations only.
14. DO you favor strikes for redressed of your grievance?
The response obtained were as follows:
TABLE NO.14
Option
YES
NO
NO RESPOND

No . of Respondents
22
23
05

% of Reponses
44
46
10

Interpretation:
44% of the responded workers are favour to do strikes
46% of them not favour to do strikes.
10% of the respondents are not have interest to respond to this.
Conclusion:
Here the respondents are equally have same opinions on strikes. Mostly
concluded that the workers are interested to do strikes only after failing the
their discussions with the management, so they are not preferable for un
necessary strikes.
15. Did you ever participate in any strike?
The response obtained were as follows:
TABLE NO.15
Option
NO
ONCE
SOME TIMES
ALWAYS

No . of Respondents
06
07
33
04

% of Reponses
12
14
66
08

Interpretation:
12% of they are not participated in any strikes.
14% of them only once participated in strikes.
66% of the respondents are some times participated.
08% of them are always participated in strikes.
Conclusion:
Most of the respondents are some times only participated in strikes. Here we
concluded that RTC workers are wants mostly problems are will be solved
through discussions only.
16. Do you think that Workers Participation in Management Decisions
an effective medium to resolve your grievance?
The response obtained were as follows:
TABLE NO.16
Option
YES
NO
NOT ALWAYS

No of Respondents
45
03
02

% of Reponses
90
06
04

no
6%

not always
4%

yes
90%

Interpretation:
90% of the respondents are believes Participative Management.
06% of them not believes participative Management.
04% of the workers are said the its not always will useful.
Conclusion:
Majority of the respondents are believes that the Workers
Participation in Management Decisions is one and only effective medium to
resolve their grievance.
17. Do you think Workers Participation in Management Decisions helps
more in getting worker grievance resolved & for implementing change
effective in Organization?
The response obtained were as follows:
TABLE NO.17
Option
YES
NO

No . of Respondents
44
06

% of Reponses
88
12

Interpretation:
88% of the respondents are thinking that the Participative management is
more getting and implementing grievance resolved their work.
12% of them are not accepting it.
Conclusion:
Majority respondents are feels that the Workers Participation in Management
Decisions is a asset to them for getting more and implementing their
grievance resolved.

18. How are the relations between management & Trade Unions in
APSRTC?
The response obtained were as follows:
TABLE NO.18
Option
FINE
BAD
IMPROVE

No . of Respondents
31
07
12

% of Reponses
62
14
24

Interpretation:
62% of the responded are feels that management relations are fine with the
Trade Unions.
14% of them are feels that very bad relationship have the management and
Unions.
24% of them are said that relations will be improved.
Conclusion:
Presently management and Unions relations are fine now and it will
improvable .
19. Do you agree that Workers participation Topic be a topic in the
training syllabus of the worker
The response obtained were as follows:
TABLE NO.19
Option
YES
NO
NOT RESPOND

No . of Respondents
45
03
02

% of Reponses
90
06
04

Interpretation:
90% of the responded are agree to have Workers Participation in
Management Decisions topic is will be in a topic of the Training Syllabus
06% of them not interested that in training .
04% of them are not responded for it.
Conclusions:
Most of the respondents are wants get the training on Workers Participation
in Management Decisions topic to learn more on about this.
20. For the improvement of Economic conditions of APSRTC whether the
workers suggestions are to be valued or not?
The response obtained were as follows:
TABLE NO.20
Option
YES, Valued
NO
DEPEND UPON
SUGGESTIONS

No . of Respondents
14
21
15

% of Reponses
28
42
30

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 managements interest.

 There should be closely and mutually formulated, objective for

participation by trade unions and management.
All parties concerned to participative management should feel
that they should participate at all level.
There should be effective communication between workers and
management and effective consultation of the workers by the
management.
Both the parties should develop a favorable attitude towards the
schemes of participative management.
Management and Government should provide training to all the
parties

concerned

to

prepare

them

for

participative

management.

QUESTIONNAIRE
I am, K .Shiva Shankar Sharma, MBA student in
Tirumala Engineering College, Doing project work on Workers
Participation In Management Decisions in APSRTC, here by
Request you to fill the following questionnaire.
a)
b)
c)
d)

NAME
DESIGNATION
GENDER
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

10. Are you member of any Trade Union?

a) YES

b) NO

c) NO RESPOND

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
o
o
o

Essentials of Human Resource Management by

P. SUBBA RAO.
INDUSTRIAL DISPUTES ACT 1947 by
Vijendra Vikram Singh Paul
APSRTC MANUAL.
APSRTC MAGJINES.

WEBSITES:

o WWW.apsrtc.com
o WWW.google .com