PJAEE, 17(6) (2020)

A STUDY ON WORKERS PARTICIPATION IN KCP LIMITED IN

CHENNAI
1
DR.A.KAVITHA AND 2DR.M.ALAGUTHANKAMANI,
1
Assistant Professor, Department Of Commerce,
College Of Science and Humanities,
SRM Institute Of Science And Technology, Kattankulathur.
2
Assistant Professor, Department Of Commerce,
The New College (Autonomous), Chennai-14.

1DR.A.KAVITHA AND 2DR.M.ALAGUTHANKAMANI, A STUDY ON

WORKERS PARTICIPATION IN KCP LIMITED IN CHENNAI –
Palarch’s Journal of Archaeology of Egypt/Egyptology 17(6) (2020).
ISSN 1567-214X.

ABSTRACT
The project has been carried out at KCP LIMITED, on the title “A STUDY ON
WORKERS PARTICIPATION IN KCP LIMITED”. This study helps to find out the
workers interest and challenges towards the environment. This study helps the
management to know the workers participation to improve the production & profit in
KCP Limited. This survey helps to find out the effectiveness of training which leads to
the workers skills & knowledge. This study helps to improve the cordial relationship
between the workers and management towards the job. This study will helps to analyzing
the suggestion of the workers, to the organization in their point of view. The type of
research design is descriptive. The sample size is 100. The primary data required for the
project work have been collected from the employees. The secondary data was generated
from company manual, records, various websites, bulletins, etc. Various statistical tools

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such as Percentage Analysis, Chi-Square Test, Weighted Average Method have been
applied for testing the reliability of the data. After the analysis, findings of the study and
relevant suggestions have been provided to the management. Hence it can be concluded
that the study has helped to identify the worker participation level of employees in KCP
Ltd.

INTRODUCTION
Workers Participation in Management is synonymous with Co-
determination. A term popularly used in former East Germany to
describe this participation, participative management is also called
employees’ involvement.The superior – subordinates relationship
emphasize that superior takes the decision and subordinates
implement them. However, in such a decision making process. A
subordinate does not feel very enthusiastic in associated with
decision making process. This is not only motivates a subordinates to
take prompt and proper action on decision implementation, but also
makes him responsible for anything which goes wrong keeping them
in view, workers are being given participation in the managerial
decision making process.Participation means mental and emotional
involvement rather than more physical presence. If is more than
consent or approval to managerial actions, Workers participate in
management not as individuals but collectively as a group through
their representatives.Workers participation should be distinguish
from collective bargaining. The former is based on mutual trust, in
formation sharing and mutual problem solving. On the other hand,
collective bargaining is essentially based on power play pressure
tactics and negotiations.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES

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• To identify the effectiveness of Workers Participation in KCP

Limited.
SECONDARY OBJECTIVES
• To analyse the participation of workers in Decision making.
• To identify the workers participation increase the productivity and
profit.
• To study the effective relationship between the workers and
management towards job.
• To analyse the satisfaction level of the workers towards
involvement in environmental changes.
• To find the effectiveness of training in improving the workers
skills & knowledge.

LIMITATIONS OF THE STUDY

• The feedback Obtained may be biased. Hence, it was difficult to

predict the real fact.
• The workers are very busy with their work hence time may have
forced them to give hasty answer.
• Few workers were not interested to answer the Questionnaire.
• The general constraints like non response, in consistent response
have been faced.
RESEARCH METHODOLOGY

Type of study : Descriptive

Source of data : Primary data and Secondary data
Sampling techniques : Probability sampling; Simple random
sampling
Sample unit : The study was conducted among workers
at KCP Limited.
Sample size : 100 samples
Research instrument : Questionnaire

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Place of study : KCP Limited.

TOOLS USED : Percentage Analysis, Chi-Square
Test, Weighted Average Method.
COMPANY PROFILE

The KCP Limited was started in 1941. The founder of the KCP
Limited was “SRI.V.RAMA KRISHNA”. An 800 TCD Sugar plant
was setup at VUYYUSE (Andhra Pradesh).In 1955, KCP Heavy
Engineering Division plant first setup at “Thiruvottiyur”. It
consisting of an integrated manufacturing facility, which caters to a
wide range of heavy mechanical equipment and subsystem for core
sector industries. Over the 2000 employees in KCP group. It is
undertaken by “Private Sectors”. Dr.V.L.Dutt - Chairman and
Managing Director, Dr.Dutt was educated in London, England and
secured the Grade BIM Degree. Dr.Dutt is a chairman of the KCP
Limited. Fives – Cail KCP and KCP Vietnam Industries Limited,
Apart from KCP Group, Dr.Dutt is a Director on the Board of DCM
Shriram Industries Limited, Chairman of Chennai Willing don
Corporate foundation and Director of V.RamaKrishna Sons Private
Limited.

Dr.Dutt is presently the Honorary Consul General of the Republic of

Turkey in Chennai, for the States of TamilNadu, Kerala, Karnataka,
Andhra Pradesh and Union Territory of
Pondicherry.SMT.V.L.IndiraDutt – Joint Managing Director,
SMT.V.L.IndiraDutt, B.A(Economics) from Madras University is
the Joint Managing Director of Fives Cail – KCP Limited; KCP
Technologies Limited and V.RamaKrishna.Sons Private.

Bio-tech:

Company KCP Biotech is a unit of The KCP Limited, India, a

leading producer of high performance goods and services - Cement,

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Heavy Engineering, Sugar and Hydel Power. KCP has been in

business for over six decades since its inception in 1941 and has
been committed to work towards continuous growth and provide
customer satisfaction. We are ISO certified and strive to meet
international standards. The group is a diversified enterprise with its
French collaboration, Fives Cail – KCP Limited, which designs
machinery and offers turnkey solutions to the sugar industry and
KCP Vietnam Industries Limited, a producer of refined sugar of
Vietnam, KCP Technologies Limited., offers global software
solutions in the IT industry. Get Natural. Get KCP Biotech Natural
Colors Get Natural. Get KCP Biotech Natural Colors.

2007 KCP Biotech Limited got merged with the KCP Limited.

Wind Power generating Unit setup at Uthumalai village in TirunelveliDt of Tamil

2006
Nadu.
KCP Biotech Limited setup at Biotech Park, Shameerpet, Hyderabad to manufacture
2002
biotech related products.
KCP Heavy Engineering Plant II setup at Arakonam near Chennai, to execute medium
2001
to large sized fabrication projects.
KCP Hydel Power Division setup at Nekkarikallu, Andhra Pradesh on the Guntur Canal
1999 of Krishna river to generate 8 MW of power.
KCP Vietnam Industries Limited, a fully owned subsidiary of the KCP Limited setup to
1999 manufacture sugar at ThuaThien Hue Province at Central Vietnam. This 2500 TCD
plant was shifted to Son Hoa District, Phuyen Province in 2001.
KCP Technologies Limited setup to provide high quality IT Solutions & Engineering
1999
Technical Services.
FCB-KCP Limited, (now Fives Cail-KCP) setup as a joint venture with Fives Cail
1995
Group of France for the design and manufacture of Sugar Plants.
KCP Sugar Manufacturing Division demerger into a separate company, KCP Sugar &
1995
Industries Limited.

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Arakonam Castings & Forgings Limited, started as a joint venture between The KCP
1984
Limited and the Tamilnadu Industrial Development Corporation (TIDCO).
Fuller KCP Limited, a joint venture with Fuller International Inc, USA was launched,
1984 for the design and manufacture of large-sized cement plants and other mineral
processing equipment. KCP divested its stake to FL Smidth, Denmark in 1996.
EIMCO-KCP Limited, started as a joint venture between The KCP Limited and EIMCO
1967
Corporatation, USA. Currently a 100% subsidiary of KCP Sugar & Industries Limited.
KCP Cement Division, setup at Macherla, Andhra Pradesh with a state-of-the-art
1958 cements manufacturing plant. India's first dry process kiln was installed at Macherla by
HUMBOLDT AG, Germany in 1958 (while still a prototype in Europe).
KCP Heavy Engineering Division Plant I, setup at Tiruvottiyur, Chennai consisting of
1955 an integrated manufacturing facility, which caters to a wide range of heavy mechanical
equipment and sub-systems for core sector industries.
An 800 TCD Sugar Plant was setup at Vuyyuru, Andhra Pradesh, India by Sri. V.
1941
Ramakrishna, Founder Chairman of KCP.

REVIEW OF LITERATURE

Saiyadein, (1973) says that Worker participation is different and

there seems to be general agreement that participation means Sharing,
in an appropriate way the decision making power with the lower
level in the organization. It provides Workers a sense of importance
pride, freedom, and opportunity for self expression, a feeling of
belongingness so as to create positive condition for industrial
relation.
Dessler (1977) Worker participation in management is a mental and
Emotional involvement of a Worker in a group situation which
encourages him to contribute to goal and share responsibilities in
them. It crystallizes the concept of industrial democracy and
indicates an attempt on the part of Workers to build his Workers into
a team which work towards the realization of common objectives to
achieve a common goal.

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Memorial, (1991) stated that Worker participation in management is

attaining industrial democracy by ensuring the total involvement of
the Workers in achieving the organizational goal of the enterprises. It
results which increase the scope for workers share of influence in
decision making at different of the organizational hierarchy with
concomitant assumptions of responsibility.
Henema, (1993) briefly describes that Worker participation is a
geared to achieve organizational effectiveness and the satisfaction of
Worker is a method designed to Vol. 2 No. 2 October 2014 ISSN:
2321 – 46433 Shanlax International Journal of Management 76
generate among Workers and this helps in motivating Worker to
achieve organizational goal, it ensures joint responsibility and co-
operation to optimally utilize the limited resources available to the
management.
Srivastava, (1994) stated that, Worker participation is of
institutional and formal arrangements resulting into the creation of
various participative forms to associate Worker representatives with
management, participation management refers to managers specific
style in which he interacts with the Workers, it can mutual trust,
information sharing and problem solving. Mannan (1994) explains
that Worker participation is to authorize Workers to take part in
managerial functions and they may be given power to plan to make
decision about their own work. These are formal ways in which
Worker can participate in the management process, Workers are
active in the process of decision making, provides education to
Worker. It fosters initiative and creativity among them.
DATA ANALYSIS & INTERPRETATION

OPINION REGARDING WPM LEADS TO INCREASE WORK OUTPUT

OPINION NO. OF RESPONDENTS PERCENTAGE

STRONGLY AGREE 15 15%

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AGREE 60 60%

DISAGREE 19 19%

STRONGLY DISAGREE 6 6%

TOTAL 100 100%

INTERPRETATION
From the above table shows that workers participation in
management leads to increase work output. Nearly 60% of
the workers are agree, 19% of the workers are disagree, 15%
of the workers are strongly agree, and 6% of the workers are
strongly disagree. Therefore, the majority of the workers are
agreeing, about workers participation in management
increase work output.

WEIGHTED AVERAGE METHOD

Table showing opinion regarding satisfaction level ofworkers job
4 3 2 1
WEIGHTED AVG RANK
FACTORS RATINGS TOTAL
S.A A D.A S.D.A
1. Working Conditions 18 67 10 5 298 2.98 VII
2. Career Growth 60 25 9 6 399 3.99 I
3. Superiour Co- 24 62 10 4 306 3.06 IV
Operation
4. Promotion 50 37 9 4 333 3.33 II
Opportunities
5. WPM 18 69 8 5 300 3.00 VI

6. Job Security 43 44 10 3 327 3.27 III

7. Safety & Welfare 30 50 13 7 303 3.03 V

Measure

1. Working Conditions

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(18x4)+(67x3)+(10x2)+(1x5)
-------------------------------------- = 2.98
100
2. Career Growth

(60x4)+(25x3)+(9x2)+(1x6)
-------------------------------------- = 3.99
100
3. Superior Co-Operation

(24x4)+(62x3)+(10x2)+(4x1)
-------------------------------------- = 3.06
100
4. Promotion Opportunities

(50x4)+(37x3)+(9x2)+(1x4)
------------------------------------- = 3.33
100
5. WPM
(18x4)+(69x3)+(8x2)+(5x1)
------------------------------------- = 3.00
100
6. Job Security

(43x4)+(44x3)+(10x2)+(3x1)
-------------------------------------- = 3.27
100
7. Safety & Welfare Measure

(30x4)+(50x3)+(13x2)+(7x1)
-------------------------------------- = 3.03
100
CONCLUSION

From the above table calculation shows regarding satisfaction level

of workers job. Career growth have got the 1st average is 3.99,
promotion opportunities have got the 2nd average is 3.33, and
working condition gave got the last average is 2.98. Therefore the
majority of the workers are satisfied the career growth and
promotional opportunities.

WEIGHTED AVERAGE METHOD

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RANKING THE VARIOUS WELFARE MEASURE ACCORDING TO

SATISFACTION LEVEL OF WORKERS
4 3 2 1
FACTORS RATINGS WEIGHTED AVG RANK
TOTAL
SA A DA SDA
Social Security Benefit 35 55 5 5 312 3.12 I
Economics Service 28 60 7 5 311 3.11 II
Recreation Facilities 25 61 9 5 306 3.06 III

1. Social Security Benefit

(35x4)+(55x3)+(5x2)+(5x1)
------------------------------------- = 3.12
100
2. Economics Service
(28x4)+(60x3)+(7x2)+(5x1)
------------------------------------ = 3.11
100
3. Recreation Facilities
(25x4)+(61x3)+(9x2)+(5x1)
------------------------------------- = 3.06
100
CONCLUSION

From the above table calculation shows that, regarding workers satisfaction level of
various welfare measures in KCP Limited. Social security benefit have got the 1st
average is 3.12, Economics service have got the 2nd average is 3.11, and recreation
facilities have got the 3rd average is 3.06. Therefore, the majority of the workers are
accepted Social security benefit is highly satisfying the workers.
CHI-QUARE TEST
Relationship between the satisfaction level of salary and career
development.
NULL HYPOTHESIS (Ho)
There is no significant, relationship between the satisfaction level of
salary and career development.
ALTERNATE HYPOTHESIS (H1)

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There is significant, relationship between the satisfaction level of salary

and career development.
OBSERVERD FREQUENCY
EXPECTED FREQUENCY
Satisfaction Level SA A DA SDA TOTAL
1. Salary
35 44 13 8 100

2. Career Development 23 52 16 9 100

TOTAL 58 96 29 17 200

SATISFACTION LEVEL SA A DA SDA TOTAL

Salary
29 48 14.5 8.5 100
Career Development
29 48 14.5 8.5 100
TOTAL 58 96 29 14 200

Oi Ei (Oi-Ei)^2 (Oi-Ei)^2/Ei
35 29 36 1.2414
23 29 36 1.2414
44 48 16 0.3333
52 48 16 0.3333
13 14.5 2.25 0.1552
16 14.5 2.20 0.1552
8 8.5 0.25 0.0294
9 8.5 0.25 0.0294
X^2= 3.5186

Calculated valueis = 3.5186., Degree of freedom is (c-1)(r-1), (4-

1)(2-1) = 3, Tabulated value is 3(5%) = 7.81, So, Ho is accepted,

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H1 is rejected. Since calculated value is less then tabulated value, so

Ho is accepted.
CONCLUSION
Therefore, H1 is rejected (i.e.) there will be no significant
relationship between salary and career development.
FINDINGS

• Majority of the respondents accept that training program increase the

work performance and output.
• Majority of the respondents are interested in sharing the information
with their management.
• Majority of the respondents agree that they are satisfied with the
welfare facilities provided by the organization.
• Majority of the workers accept that workers participation seeks to
achieve the Economics, Social and Psychological needs.
• 60% of the workers are accepting that workers participation
improves the job satisfaction and morale of the workers.
• 53% of the workers accept that workers suggestion will improve the
production.
• Most of the workers are accept that there is a mutual understanding
between workers and management.
• Majority of the workers are satisfied with their level of participation
in Decision making.
• Majority of the respondents agree that their management motivate
each and every worker in participation.
SUGGESTION

• Effective training program should be given to the workers to

improve their work performance and output.
• Attention over job security may results in effective way of
motivating the employees to perform well.

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• Giving importance to the employees opinions will results in effective

way of improving the productivity.
• Better work environment and working condition will improve the job
satisfaction.
• The management should respect the personal feelings of the workers
to improve the cordial relationship
• Proper appreciation in the way of monetary & non-monetary at
regular intervals to the employee based on their performance will
motivate them to improve more.
• It is observed that the superior & subordinates relationship in KCP
Ltd is excellent. Hence, the management has to continue such an
understandable relationship.
CONCLUSION

• The project work undergone in the KCP Limited., helped me to

know about the work situation, workers involvement in participation
management, superior & subordinates relationship and the merits of
the comThe personnel department officer provided me all the
possible helps and explained about the detail of the work. The
training is interesting as well as informative.
• Based on the findings of the study it could be concluding that the
workers are highly interest in management Decision Making.
• It is clear that most of the workers agree that the organization takes
all the necessary steps/ initiatives that are required to achieve the
Organization goal.
• Therefore, the workers participation should be a continuous process
to learning, improvement, measurement and action. Raising and
maintaining the workers participation lies in the hand of an
organization requires a perfect blend of time, effort, commitment and
investment to craft a successful endeavor.

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• The study provided better knowledge about the workers participation

and practical working of the company which will be highly useful in
future career.
Bibliography

• Human resource Management – L.M.Prasad, C.B.Gupta- Edition

2018.

• K.Aswathappa, Human Resource Management, Tata McGraw Hill

Publishing Company Ltd, New Delhi.
WEBSITES:
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