LABOUR RELATED ISSUES AT ZYDUS WELLNESS PHARMACEUTICAL COMPANY LTD., SIKKIM: A HUMAN RESOURCE MANAGEMENT PERSPECTIVE

Transcription

1 LABOUR RELATED ISSUES AT ZYDUS WELLNESS PHARMACEUTICAL COMPANY LTD., SIKKIM: A HUMAN RESOURCE MANAGEMENT PERSPECTIVE Dr. PRADIP KUMAR DAS Assistant professor, Department of Management, Sikkim Central University,Sikkim ABSTRACT Labour issues have become a hot topic in recent years. In today s organization, labour issue has exploded into the scene & rising to become the number one challenge around the world. They have the rights to receive minimum wages, right of workers compensation in case of accidents at a workplace, social security, good working conditions, overtime controls, right against unjustified retrenchment and personal progress, etc. The happier the people are within their job, the more satisfied they are said to be. Certain labour laws have been made by the government for the beneficial of the labour and to protect the rights of the labour. This present study explores the various areas such as satisfaction level of workers on working conditions, stress level, communication system, etc at the Zydus Wellness. The study tried to identify the overall job satisfaction level of the workers and the factors which influence the job satisfaction of the employees like how much autonomy are given to the workers by the employers in respect with their job and position, the level of comfort with the climate working condition to the employees, availability of necessary equipments, level of stress and communication etc. Introduction Employees/workers are assets to an organization. They are immensely significant for any organization to gain profit and goodwill in a long run. Labour issues have become a hot topic in recent years. In today s organization labour issue has exploded into the scene, rising to become the number one challenge around the world. They have the rights to receive minimum wages, right of workers compensation in case of accidents at a workplace, social security, good working conditions, overtime controls, right against unjustified retrenchment and personal progress, etc. The happier the people are within their job, the more satisfied they are said to be. Certain labour laws have been made by the government for the beneficial of the labour and to protect the rights of the labour. Labour in industry are the low level workers who work physically and do not require particular skills to perform their job. They are not highly qualified people and work under the supervision of the supervisors or managers. Satisfied employees are the biggest asset of an organization but in the other side dissatisfied workers with their jobs may lead to lock outs and strike outs which will cause loss to the company. As it is said that employees are asset of a company and people management is an important aspect of organizational processes. This emanated from the recognition that the human resources of an organization and the organization itself are synonymous. A well-managed business organization normally considers the average employees as the primary source of productivity gains. Thus the employees are to be facilitated with good working conditions, good pay packages, social security, etc. To ensure the achievement of the firm goals, the organization should create an atmosphere of commitment and cooperation for its employees through the policies that facilitate employee 1 editor@researchscripts.org

2 satisfaction. Since the needs of employees are changing day by day, a company must be able to satisfy their current needs and try to solve their issue with the management. Conceptual/ Theoretical Framework: The Labour Problem is an economics term widely used toward the turn of the twentieth century with the various applications. It has been defined in many ways, such as the problem of improving the conditions of employment of wage-earning classes. It encompasses the difficulties faced by wageearners and employers who began to cut wages for various reasons including increased technology, desire for lower costs or to stay in business. The wage-earning classes responded with strikes, by unionizing and by committing acts of outright violence. It was nationwide problem that spanned nearly all industries and helped contribute to modern business conditions still seen today. Possible causes include the failure to account for the negative externality of reproduction in the face of finite natural resources which results in over-supply of labor and falling living standards for wagelaborers, depersonalization by machines and poor working conditions. A popular debate about the labor problem is the time that it encompasses. Some characterize it back as far as the 1860s, which is when many unions and groups began to form. However there wasn t a problem present at this time with the formation of these unions. Also, the first was a result of the problem between wage earners and union officials, not the employers and unions or employers and wage earners, which was the main conflict of this time. Zydus Wellness Sikkim: Zydus Wellness Sikkim was established on 1 st April, The company operates in the segment of consumer Products i.e., cosmetics and food products. The brands of these products include Sugarfree and EverYuth. The company started its commercial production from April, As currently both the brands are produced contract manufacturing. This company s manufacturing plant is situated at Mamring, near Rangpo, East Sikkim. Company headquarter is located at Ahmadabad. Ahmadabad manufacturing plant only produces butter (nutralite brand) which is also known as Carnation plant. The other three brands (Actilite-Adult health drinks, Delite-cold drink and Sugarfree liquid concentrate) are manufactured by the third party manufacturing unit. This company is certified by GMP (Good Manufacturing Practices) and ISO. Mission: A mission to create healthier communities as Zydus Cadila is dedicated to life In all its dimensions our world is shaped by a passion for innovation, commitment to partners and concern for people in an effort to create healthier communities, globally. Vision: Zydus shall be a leading global healthcare provider with a robust product pipeline; Opening up new pathways through innovation and quality excellence and be a research-based Company by We will create new experiences by our products that will nourish, nurture and energies your life. We shall lead the way through innovation. Problem Statement: With the increase in competition, labour problems are also becoming rampant in organization which is a big challenge for management to combat with. If these labour problems are not recognized earlier then it may impede the growth and profitability of the organization. So this study aims to explore the labour problems faced by Zydus Wellness. 2 editor@researchscripts.org

3 Need for the Present Study: Labour has been considered of crucial importance in both the public and private sectors. As it is observed that sufficient research has not been taken place in labour issues in general and in pharmaceutical industry related aspects in particular, the need for the specific study in this field is being felt. 1. Since the pharmaceuticals industry in Sikkim employs more than 70% of their workforce form outside Sikkim, it s really a necessity to know the reasons behind the employment status of the workers in Sikkim in general and pharmaceutical industry in particular. 2. From a HR perspective today, labour continues to be an important factor in an organization. Due to the challenging economic increase in technology, lower labour cost, now more than ever are facing difficulties in getting job which has resulted in organizations investigating new approaches to maintain and increase job vacancies. 3. The labour issues can occur due dissatisfaction of workers in respect with their working conditions, stress level, communication, and reward for innovation. Objective of the study: The main objective of study is to examine the Labour Issues experienced in Zydus Wellness, Sikkim. The research work includes the following objectives: 1. To identify the factors which influence the job satisfaction of the employees? 2. To study how much autonomy are given to the workers by the employers in respect with their job and position. 3. To know the level of comfort with the climate/ working condition to the employees and availability of necessary equipments. 4. To better understand the level of communication regarding their job description. 5. To know the level of stress they are facing and study how manageable their workloads are. Research design: A questionnaire is used to collect data from the employees & this research study attempts to have an understanding the various labour issues faced by them in Zydus Wellness, Sikkim through analyzing the questionnaire. Population and Sample: The Population for this study comprises of the employees working in Zydus Wellness in Sikkim. The sampling population of this research includes 45 employees of the total population of Zydus Wellness (i.e.300). The research utilizes a non-probability sampling technique that is convenience sampling.the population belongs to various age groups. Both male and female population is considered in this research. Employees ranging from low level to higher post have been taken into consideration. Instrument and measure Close-ended questionnaire forms were developed and then filled by target sample, for the sake of collecting data for the study as a survey instrument. The survey was based on only one section and does not involve basic information of the employee since it was not required for the study. This section of the study is developed based on the past literature and already used measurement scales. 3 editor@researchscripts.org

4 Procedure As this study is conducted in Zydus Wellness, the questionnaires are distributed among 45 respondents in Zydus Wellness, Sikkim. Before giving the questionnaire, the purpose of study and questions were explained to the respondents so they can easily fill the questionnaire with relevant responses. After that these questionnaire were coded and entered into SPSS sheet for the further analysis. Profile of the Respondents: Gender Male Female The above table depicts that, the worker consists of 84% of the male workers and only 16% of the female workers. There is less number of female workers in a factory comparing to male workers. Nature of Job Inside Organization Sometimes either one Outside Organization Both Way The above table shows that, 67% of the workers works inside organization, only 2% works either sometimes, 2% outside organization or 29% workers work in both inside and outside the organization. This indicates that most of the workers work inside organization. Methodology: Sources of Data: A descriptive research design with the survey method is applied in the study. The researcher has used both the primary and secondary data for the purpose of the study. A. Primary Data The primary data was collected through questionnaires. The questionnaire were distributed amongst the workers within the working hour and collected afterwards after the duty hour was over. While designing data-collection procedure, adequate safeguards against bias and unreliability duly ensured. B. Secondary Data Data is also gathered through secondary means which have been already collected and analyzed by someone else. The data is collected from various books, publications, research studies, magazines, articles and websites. 4 editor@researchscripts.org

5 Scope of the Study: The present study covers the workers of different levels at the Zydus wellness, Sikkim. Data Analysis and Interpretation 1. Overall job satisfaction of the employees: a. Are you satisfied with the present Climate/Working Conditions offered by the Organization: Table 1a. Strongly Satisfied 9 20 Satisfied Somewhat Satisfied 5 11 Interpretation: The table 1 a explains that, 20% are strongly satisfied or agree, 69% are satisfied and 11% are somewhat satisfied with the working conditions of the organization. This indicates that mostly workers are satisfied with the working conditions available in the organization. b. Are you satisfied with the Communication system and process? Table 1b. Strongly Satisfied Satisfied Somewhat Satisfied Dissatisfied Interpretation: Table no. 1b depicts that 22% of the workers are strongly satisfied, 62% workers are satisfied with it, 7% are somewhat satisfied and only 9% are dissatisfied with the communication process. This shows that workers over there are satisfied with the communication process and system of organization. c. Relationship with the supervisor/colleague. Table 1c Strongly Satisfied Satisfied Somewhat Satisfied Strongly Dissatisfied Interpretation: When asked about the relationship with the supervisor/colleague of labourers almost 5 editor@researchscripts.org

6 29% are strongly satisfied or agree 58% are satisfied and 11% are somewhat satisfied and only 2% of the total sample are strongly dissatisfied with the relationship with the supervisor/colleague. This indicates that mostly workers are satisfied with the relationship with the supervisor/colleague. d. Autonomy (Freedom). Table 1d Strongly Satisfied Satisfied Somewhat Satisfied Dissatisfied Somewhat Dissatisfied Fig. No.1d Interpretation: Table 1d. explains, nearly 13% are strongly satisfied with the freedom that they are given in respect with their job, 58% are satisfied and 16% are somewhat satisfied, 11% are dissatisfied and only 2% are somewhat dissatisfied with the freedom given to them in respect with their job by the organization. This indicates that mostly workers are satisfied with the freedom level given to them in respect with their job by the organization. e. Stress/Work Pressure and Burnout Table 1e Strongly Satisfied Satisfied Somewhat Satisfied Dissatisfied Interpretation: Table No. 1e shows, 11% of the workers are strongly satisfied with the level of stress with their job, 56% are satisfied, 24% are somewhat satisfied and only 9% are dissatisfied. We can see from the above data that almost most of them are satisfied by the stress/ burnout or work pressure of the job. f. Work Schedule. Table 1f Strongly Satisfied Satisfied Somewhat Satisfied Dissatisfied editor@researchscripts.org

7 Interpretation: When asked about the work schedule, 22% of the sample population are strongly satisfied, 56% are satisfied, 20% are somewhat satisfied and only 2% are dissatisfied with the schedule of the work. In overall, workers are satisfied with the working schedule of the company. 2. Autonomy: a. My Position allows me to make independent decisions. Table No. 2a Strongly Agree Agree Somewhat Agree Strongly Disagree Disagree Somewhat Disagree Interpretation: When asked about their position allow to make independent decision13% of the workers strongly agrees, 49% of the workers agree, 16% somewhat agree, 7% strongly disagree, 11% disagree and only 4% somewhat disagrees that their position allows them to make independent decision. It can be said that mostly workers agrees that their decision allows them to make independent decision. b. I choose how to perform my work Table 2b. Strongly Agree Agree Somewhat Agree Disagree Somewhat Disagree Interpretation: Table No. 2.b explains that, 27% of the workers strongly agree, 56% agree, 13% of them somewhat agree and only 2% of them disagree and 2% somewhat disagree with the statement that they are given the option to choose how to perform their job. That means that mostly the employees agree with the statement that they are given the option to choose to perform their job. c. Rewarded for Innovation Table 2c. Strongly Agree Agree Somewhat Agree Disagree INTERPRETATION: When asked about the workers regarding rewards for innovation, 13% of the workers strongly agree, 65% of them agree, 13% of them somewhat agree and 9% of the workers disagree with the statement 7 editor@researchscripts.org

8 that they are rewarded for their innovation. This indicates that the workers mostly agree that they are satisfied with the rewards for innovation. 3.Climate/ working conditions: a. Work Conditions are acceptable Table 3 a. Strongly Agree Agree Somewhat Agree Somewhat Disagree Interpretation: Figure No.3a explains workers working conditions, 33% of the workers strongly agree, 51% agree, 11% somewhat agree and only 5% somewhat disagree. Hence we can say from the above data that almost all the employees of Zydus Wellness accept that their working conditions are acceptable and they are happy with it. Only 5% of the workers somewhat disagree with the working conditions. b. Adequate Supply of Equipment to complete job. Table 3b. Strongly Agree Agree Somewhat Agree Disagree Interpretation: Table no. 3b shows that, 27% of them strongly agree, 58% of them agree, 6% somewhat agree and 9% disagree that they have adequate supply of necessary equipment to complete their job. Most of theworkers are happy with the adequacy of the equipments required to fulfill their job but still 9% disagrees with the statement so the company should give a alight upon it too. c. Adequate Employee Space (lockers, changing rooms, lounge). Table 3c Strongly Agree Agree Somewhat Agree Disagree Interpretation: When asked about the space like lockers, lounge, changing rooms 15% of the workers strongly agree, 71% agree, 7% somewhat agree and only 7% disagree that they are provided with the adequate employee space to perform their job. So we can conclude from the above information that most of them agree with the availability of the lockers, lounges, changing rooms, etc. 8 editor@researchscripts.org

9 d. Pleasant Work Environment Table 3d. Strongly Agree Agree Somewhat Agree Interpretation: Table 3d explains that 27% of the workers strongly agree, 67% of them agree and 6% of the workers somewhat agree regarding the pleasantness of the working environment in an organization. We can conclude that all the workers of Zydus Wellness are happy with the work environment and they find it pleasant. 4. Communication a. Employee Awareness of expectations from employees themselves and their job. Table 4a Strongly Agree Agree Somewhat Agree Interpretation: Table 4 a depicts that, 36% strongly agree, 51% somewhat agree and 13% somewhat agree. No one in the organization is unaware of their job and expectations from job. b. Employee feels comfortable with what they are asked to do in meeting their job. Table No 4 b Strongly Agree Agree Somewhat Agree Disagree Interpretation: Table No. 4b explains that, 36% of the workers strongly agree, 47% of them agree, 13% somewhat agree and only 4% of the workers disagree with the comfortableness in performing their task in fulfilling their job that has been asked by their superiors. The above data says that most of the workers agree with the comfortableness with what they are asked to do in meeting their job. 9 editor@researchscripts.org

10 5. Meaningful work: a. Employers value my work Table 5 a. Strongly Agree Agree Somewhat Agree Disagree Interpretation: Table 5a explains that, 29% workers of this organization strongly agree, 56% agree, 13% somewhat agree and only 2% disagree with the statement that their employers values their job. So, most of the workers agree that their employers value their job. b. Receive Feedback Table 5b Strongly Agree Agree Somewhat Agree Disagree Interpretation: Table No. 5b explains that, 18% of the workers strongly agree, 62% agree, 11% somewhat agree and 9% disagree with it. We can see from the above data that most of the employees agree that they receive feedback from their superior of how they are performing their job. 6. Stress a. Manageable Workload Table No. 6a Strongly Agree Agree Somewhat Agree Disagree Interpretation: Table No 6 a shows that, 27% of the workers strongly agree, 58% agree, 13% somewhat agree and only 2% disagree that their workload is manageable. That means the workers of this organization are satisfied with the level of work they are assigned with and thinks that their workload is manageable editor@researchscripts.org

11 b. My position involves high degree of pressure Table No 6b. Strongly Agree Agree Somewhat Agree Strongly Disagree Disagree Somewhat Disagree Interpretation: When asked about the level of pressure, 2% strongly agree, 51% agree, 18% somewhat agree, 11% strongly disagree, 13% disagree and only 5% somewhat disagree that their job involves high level of pressure. Here, we can say that most of the workers do not find that their job is hectic. c. Regularly change in work assignment Table 6c. Strongly Agree Agree Somewhat Agree Strongly Disagree Disagree Interpretation: Table 6 c depicts that, 2% of the workers strongly agree, 53% of them agree, 29% somewhat agrees, 9% strongly disagree and only 7% of the workers disagree that their work assignment changes regularly. Most of the workers agree that there is a job rotation in an organization and there is less chances of monotonous in their job and provides the workers to perform in different fields. 7.Communication rating of current benefits to employees Table 7a. Excellent Good Fair Poor Interpretation: Table no7a explains that, 15% has agreed that company has excellent communication rating, 67% agree as good, 7% agree as fair and 11% agree the communication rating is poor. Hence this information indicates that the company has good communication rating of current employee benefits editor@researchscripts.org

12 8. Willingness to pay more money for better medical plan Table no.8 N/A: On spouse plan Yes No Interpretation: Table no8 explains that, 11% of the workers of the organization are on their spouse plan, 42% of the workers are willing to pay more money for better medical treatment, 47% of the workers are not willing to spend extra money for medical plan. FINDINGS: 1. From this research study, regarding the working conditions of a company we found that majority of the workers are satisfied and some of them are somewhat satisfied with the working conditions of the organization and they found it pleasant. Majority of the workers agree with the availability of the lockers, lounges, changing rooms, etc. and are happy with the adequacy of the equipments required to fulfill their job. 2. Regarding communication, majority of the workers are satisfied with the communication system and only 9% are dissatisfied with the communication process. This shows that workers over there are satisfied with the communication process and system of organization. Majority of the employee are aware of expectations from employees themselves and their job and they also feels comfortable with what they are asked to do in meeting their job. 3. We found that the majority of the workers are satisfied with their relationship with supervisor/colleague. The employer values their work and generational differences are recognized, respected and celebrated. They also receive feedback from their colleagues/supervisor. 4. From this research study we came to know that majority of the workers are satisfied with the freedom level given to them in respect with their job. This also indicates that the workers are allowed to make independent decisions in respect to their position and are satisfied with the rewards for innovative approaches to improve patient care. 5. Regarding the workload, majority are satisfied by the stress/ burnout or work pressure of the job and thinks that their workloads are manageable and does not involve high level of pressure. But still 29% of the workers feel that their work includes high level of pressure. 6. The organization provides their workers with different jobs reducing monotonous in job and provides the workers to perform in different fields. 7. The 11% of the workers of the organization are on their spouse plan, 42% of the workers are willing to pay more money for better medical treatment and 47% of the workers are not willing to spend extra money for medical plan. Conclusion: This is very much known to the individuals that a company value can be maximized through the satisfied human resources. This study tested problems faced by the workers in pharmaceutical companies (Zydus Wellness). The results suggest that the workers are satisfied with the job and does not have any hard issues related to their working conditions, communication, reward system, stress level, supervisor/colleague. Based on the results for the standardized values, we are able to see 12 editor@researchscripts.org

13 that work conditions, fairness, promotion, and pay, are key factors affecting pharmaceuticals companies employees job satisfaction. The factor of work conditions is also proven to have significant influence over the pharmaceuticals companies. The physical design of the place also has certain impacts. Because the work conditions in the pharmaceuticals companies include the employee relationships and work environment, all these factors relate to employee job satisfaction. A good work environment and good work conditions can increase employee job satisfaction & the employees will try to give their best which can increase the employee work performance. The importance and the need is therefore describing or defining the physical environment by identifying those elements or dimensions that make up the physical environment. Therefore, in the questionnaires several elements have been defined such as communication, reward system, stress level, supervisor/colleague. In pharmaceuticals companies, the employees hope they all receive equal treatment with respect to pay or promotion. If pharmaceuticals companies create a fair competitive environment, like fair treatment, fair compensation, fair work hours, these will improve employee job attitudes; fairness can also motivate employees to be hard working. Recommendations: 1. Majority of the workers consists of male workers and few numbers of the female workers. There is less number of female workers in a factory as compared to male workers. So company should take initiative in recruiting women. 2. Today s workers also except to be rewarded to their individual contribution and wants to be appraised, however the factory needs to formulate the effective reward system and needs to design the effective performance appraisal methods. 3. Through participation in day-to-day management activities of the industry the workers could be psychological and emotionally satisfied. 4. Basic securities and benefits needs of the workers and employees needs to fulfill by the factory in order to improve the performance of the workers and to increase the productivity of the factory. 5. The worker needs support from their superiors in order to excel in their work, so factory must develop the supportive system to their workers. References: Journals 1. F. Friedlander, and N. Margulies (1969) Multiple Impacts of Organization Climate and Individual Values System upon Job Satisfaction, Personnel Psychology. 22, pp Arnolds, C.A., & Boshoff, C. (2001). The challenge of motivating top management: A need satisfaction perspective [Electronic version]. Journal of Industrial Psychology, Chakrabarty S, Oubre DT, Brown G (2008). The impact of supervisory adaptive selling and supervisory feedback on salesperson performance. Ind. Mark. Manage, 37: GJRA - Global Journal for Research Analysis X 71 Volume-3, Issue-9, Sept-2014 ISSN No Research Paper Management. 5. Australian Journal of Business and Management Research, Volume No. 9 [ ] December Books 1. J.P. Sharma, (2011), 4 th Edition Labour Laws, University of Delhi, India : Bharat Law House Pvt. Ltd. New Delhi Labour Problems and Remedies, H.L. Kumar, 9 th Edition (New Delhi: Universal Law 13 editor@researchscripts.org

14 Publishing Co. Pvt. Ltd., 2010). 3. Rao Subba, Essential of Human Resource Management and Industrial Relation, Himalaya Publishing House, Mumbai. Websites 1. Labour Issues and Need for labour reforms in India by Insights. October 20, Indian Pharmaceutical Industry- India Brand Equity Foundation Profile of Pharmaceutical Company- Shodhganga- shodhganga.inflibnet.ac.in Company Profile Zydus Wellness, Sikkim. 8. Labour Issues News- India Together