A STUDY OF QUALITY CIRCLE SCHEME OF PARTICIPATIVE MANAGEMENT

A STUDY OF QUALITY CIRCLE SCHEME OF PARTICIPATIVE MANAGEMENT Manju Devi Haryana School of Business, Guru Jambeshwar University of Science & Technology, Hisar, Haryana (India) ABSTRACT It is an oldest concept and the type of management to share the innovative and creative ideas of workforce and managers in an organisation which is also known as participative management, co-determination, selfmanagement, work team, employee involvement and employee engagement etc. (Rao & Rani, 20 [1] ). The main purpose of this paper is to find out the employees awareness regarding the implementation of quality circle scheme of participative management across demographic variables such as experience, age and qualification. The collected data was analysed using cross tabulation and chi square for independence by SPSS 16.0. It is concluded that employee s awareness regarding the quality circle scheme of participative management is statistically significant with experience, qualification and age group rather than other demographic variables viz. marital status and income of employees in the automobile sector of Haryana. Keywords: Employees Awareness, Employees Perception, Participative Management, Quality Circle Scheme I. INTRODUCTION Participative Management plays an important role to develop human resources in today s competitive era. The main purpose of this practice is to ensure effective decisions to perform better by right people if they are allowed to participate in decision making affecting their interest. Traditionally the concept of employees participation in management refers to the participation of lower level employees in decision-making process of the organisation. It is a complicated concept in Indian modern managerial world, which allows employees to take authority, responsibilities and accountability over work done for a company. Recently, the government, industrial managers and academician gave the special attention to the concept of participation in decision making process of an organisation. It permits company leaders to create an atmosphere in which the entire workforce can contribute to company decisions. To provide best opportunities to employees to participate with their creative and innovative ideas, suggestions and thoughts through particular scheme of participative management is the most significant and effective way. Quality circle is a participatory management technique that enrolls the help of employees to solve their job related problems. It is generally associated with manufacturing technique (http://www.referenceforbusiness.com/small/op-qu/quality-circles.html) [2]. It is a new way to improve work environment for employees productivity and company quality. The quality of work life is a philosophy which stated that human resource of the organisation is responsible, dependable and are contributing in the progress of the firm. Bachner and Bentley (1983) [3] intricate on the QWL environment and depict that it as an autonomous process in psychological sense and provoke employee participation at all level of an organisation. A high quality 318 P a g e

of work life is necessary for employee to continue to attract and retain to an organisation. Quality Circles are one of the ways of connecting employees at the bottom level of the organization in decisions affecting their work and work related problems. Maisela (1995) [4] stated that QWL is a chance for people to develop and exhibit their abilities to the fullest. Ellinger and Nissan (1987) [5] analyzed that QWL supports and encourage individual participation and open communication. Kumar and Tripathy (1993) [6] explained that to achieve Quality of Work Life there are several approaches i.e. job design, workers participation, welfare and quality circles in organizations. It is a process to involve employee at every level of the organizations in the decision about their work and workplace. According to Hakman and Sattel (1977) [7] analysed that the QWL represents a degree to which employees can satisfy their desires during the work-related practice (workers participation) obtained in the organization. Reid (1992) [8] ; Sirgy et al. (2001) [9] ; and Skrovan (1983) [10] constructed that QWL deals with the wellbeing of employees. It is a people oriented process which places great emphasis on the human relations within a work environment. The purpose of this study is to investigate the employees awareness regarding the implementation of quality circle scheme of participative management. The remainder of this study proceeds as follows: first of all, researcher discovers the problem to generate the specific objective from the existing literature and then develop hypotheses, methodology. After that, results of this study were presented with the help of cross tabulation and chi-square method of descriptive analysis. At last, the limitation and future directions are also concluded by the researcher. II. OBJECTIVE OF THE STUDY 1. To study the employees awareness regarding the implementation of quality circle scheme of participative management across demographic variables such as experience, age and qualification. Research Methodology Research Design Generally, the investigation of whole population is not possible so almost all field of research work may be completed as sample study which is collected from the whole of selected area. A sample size is a representative part of the population which is used for observation and analysis. The employees of automobile sector in Haryana is the population of this study which includes all the people who work at any level of management such as first level (supervisory management), second level (middle management) and third level (executive/top management). In the present study sample of 500 employees was selected from the automobile sector of Haryana. But due to some problems such as the unwillingness of respondents and lack of references the researcher couldn t reach in most of automobile company of Haryana and only responses form 9 companies are collected for further observation and analysis of the study. The automobile companies of Haryana are selected on the basis of convenience method of non-probability sampling techniques, while random sampling method of probability sampling techniques is used to fill the questionnaire and to eliminate the sampling biasness. 319 P a g e

Table 1: Distribution of Sample on the basis of Demographic Variables Demographic Demographic Variables Frequency Percentage Variables Categorization Experience 0-5 Years 193 44.47% 5-10 Years 1 25.8% 10-15 Years 79 18.20% Above15 Years 50 11.52% Gender Male 341 78.6% Female 93 21.4% Marital Status Unmarried 254 58.5% Married 180 41.5% Age 20-30 Years 185 42.62% 30-40 Years 2 28.11% 40-50 Years 80 18.43% Above 50 Years 47 10.82% Qualification Matriculation 105 24.2% 10+2 118 27.2% Graduate/Diploma 55.7% P. G./Professional Degrees 156 35.9% Type of Job Permanent 365 84.1% Temporary 69 15.9% Income Up to 2.5 Lacs 260 59.9% 2.5-5 Lacs 140 32.3% 5-7.5 Lacs 29 6.7% Above 7.5 Lacs 5 1.2% Company Name Eicher Motor Limited 38 8.8% Hero MotoCorp Ltd. 50 11.5% Maruti-Suzuki India Ltd. 49 11.3% India Yamaha Motor Private Ltd. 50 11.5% Jamna Motors 50 11.5% JCB 50 11.5% Escort Limit 50 11.5% JBM (Jay Bharat Maruti Ltd.) 47 10.8% LPS 50 11.5% Total 434 100.0 In this study, the research work is descriptive-cum-exploratory in nature. Primary data was used to achieve the objectives of this study. Survey method was used to collect the data and information from the targeted respondents. The questionnaire was individually administered to all the respondents by visiting the targeted organisations to get a comprehensive view of participation in the organisation. Questionnaire were scattered among all the level of employees and their responses were collected. The questionnaire was segmented into two parts for collecting the data. Part1: Demographic Variables 320 P a g e

Part2: Employees Awareness towards the implementation of Quality Circle Scheme of Participative Management SPSS is used to analyse the collected data from the survey. Cross tabulation, chi square test for independence are being used to compare and analysed the significance difference between employees awareness on the basis of demographic variables like experience, age and qualification III. STATISTICAL HYPOTHESES The following hypotheses are formulated to test the employees awareness regarding quality circle scheme of participative management. H 0 : There is no significance difference between employees awareness regarding the implementation of quality circle scheme across demographic variables. H 0 (a) : There is no significant difference between employees awareness regarding the implementation of quality circle scheme across experience. H 0 (b) : There is no significant difference between employees awareness towards the implementation of QC schemes across marital status. H 0 (c) : There is no significant difference between employees awareness towards the implementation of QC schemes across age. H 0 (d) : There is no significant difference between employees awareness towards the implementation of QC schemes across qualification. H 0 (e) : There is no significant difference between employees awareness regarding the implementation of quality circle scheme across income. IV. RESULTS AND INTERPRETATION Table 2: Employees Awareness regarding the Implementation of Quality Circle Scheme of Participative Management Scheme Aware Not Aware Total QC 352 (96.70) (3.30) (100) Note: Figures in the brackets show percentage Table 2 shows the employees awareness regarding the implementation of quality circle scheme of participative management in automobile sector of Haryana. Out of employees who are aware are 96.70 percent of employees. 321 P a g e

Table 3: Employees Awareness towards the Implementation of QC Scheme across Experience Experience Aware Not Aware Total Statistically 0-5 Years 182 2 184 (50.00) (0.55) (50.55) 5-10 Years 71 5 76 (19.50) (1.38) (20.88) Yes 10-15 Years 51 4 55 (14.01) (1.09) (15.10) Above 15 Years 48 1 49 (13.19) (0.28) (13.47) Total 352 (96.70) (3.30) (100.0) Note (a): 3 cells (37.5%) have expected count less than 5. The minimum expected count is 1.73. Fisher s Exact test=8.277, d.f.= 3, Exact Sig.=0.021 (2-tailed) The analysis of table 3 represents the employees awareness about the implementation of quality circle across experience. It interpreted that the majority of employees around 50 percent are fall in the group of 0-5 year experience group which shows that this group is more aware than other group of experience. Further, the calculated value of Fisher Exact Test concluded that there does not exist statistically significant difference between experience and employees awareness towards the implementation of quality circle, (df=3, n=, fisher exact test=8.277, exact sig.=0.021). So, the null hypothesis that there is no significant difference towards the implementation of QC scheme across experience, is not supported for this study of automobile sector of Haryana. The table 4 results revealed the employees awareness towards the implementation of quality circle scheme of participative management across marital status. It is analysed from the sample of that the married employees are more aware around 75 percent rather than unmarried employee around 21 percent. The calculated value of Chi-Square with Yates for Continuity Correction is not greater than tabulated value at any level of significance with the degree of freedom (1). It is also interpreted that there does not exist significant difference between the marital status of employee and their awareness towards the implementation of quality circle scheme, (df=1, n=). So, the null hypothesis that there is no significant difference towards the implementation of QC scheme across marital status, is supported for this study. Table 4: Employees Awareness towards the Implementation of QC Scheme across Marital Status Marital Status Aware Not Aware Total Statistically Married 275 287 (75.54) (3.30) (78.84) Unmarried 77 0 77 No (21.16) (0.00) (21.16) Total 352 (96.70) (3.30) (100.0) Note (a): 1 cells (25.0%) have expected count less than 5. The minimum expected count is 3.03. Accepted 322 P a g e

Continuity Correction= 2.147, d.f.= 1, Asymp. Sig.= 0.143 (2-tailed) Table 5: Employees Awareness towards the Implementation of QC Scheme across Age Age Aware Not Aware Total Statistically 20-30 Years 172 1 173 (47.26) (0.28) (47.54) 30-40 Years 98 2 100 (26.92) (0.54) (27.46) 40-50 Years 74 7 81 (20.32) (1.92) (22.24) Yes Above 50 Years 8 2 10 (2.20) (0.55) (2.76) Total 352 (96.70) (3.30) (100.0) Note (a): 4 cells (50.0%) have expected count less than 5. The minimum expected count is.49. Fisher s Exact test= 16.583, d.f.= 3. Exact Sig.= 0.000 (2-tailed) Table 5 shows the employees awareness about the implementation of quality circle scheme of participative management across age. The majority of employees around 47 percent of 20-30 year age group are more aware than other age groups of employees. The output of Fisher Exact Test found that there exist statistically significant difference between employee age and their awareness towards the implementation of quality circle scheme, (df=3, n=). So, the null hypothesis that there is no significant difference towards the implementation of QC scheme across age, is not accepted for this study. Table 6: Employees Awareness towards the Implementation of QC Scheme across Qualification Qualification Aware Not Aware Total Statistically Matriculation 81 (22.25) 4 (1.09) 85 (23.34) 10+2 84 3 87 (23.08) (0.82) (23.90) No Graduate/Diploma 47 0 47 (.91) (0.00) (.91) P.G/Professional Degrees 140 5 145 (38.46) (1.39) (39.85) Total 352 (96.70) (3.30) (100.0) Note (a): 4 cells (50.0%) have expected count less than 5. The minimum expected count is 1.58. Fisher s Exact test= 1.939, d.f.= 3, Exact Sig.= 0.617 (2-tailed) Not Accepted As per table 6, the employees awareness concerning the implementation of quality circle scheme of participative management across qualification is observed in the automobile sector of Haryana. It is analysed that more educated employees are more aware around 38 percent towards the implementation of quality circle rather than other groups of qualification. Further, the value of exact test interpreted that there does not exist 323 P a g e

significant difference between the qualification of employees and their awareness towards the implementation of quality circle, (df =3, n=, fisher s exact test= 1.939, exact sig. =0.617). So, the null hypothesis that there is no significant difference between employees awareness towards the implementation of QC scheme across qualification, is not supported for this study. The table 7 depicts the employees awareness concerning the implementation of quality circle scheme of participative management across income. Where the majority of employees around 55 percent are fall in the group of up to 2.5 lacs income which shows that this group is more aware than other groups of income. The value of Fisher Exact Test indicated that there does not exist significant difference between employees income and their awareness level towards the implementation of quality circle, (df= 3, n=, fisher s exact test=0.796, exact sig. = 0.840). Table 7: Employees Awareness towards the Implementation of QC Scheme across Income Income Aware Not Aware Total Statistically Up to 2.5 Lacs 200 7 207 (54.94) (1.92) (56.86) 2.5-5 Lacs 2 5 7 (33.51) (1.38) (34.89) No 5-7.5 Lacs 25 0 25 (6.87) (0.00) (6.87) Above 7.5 Lacs 5 0 5 (1.38) Total 352 (96.70) (0.00) (3.30) (1.38) (100.0) Note (a): 4 cells (50.0%) have expected count less than 5. The minimum expected count is.13. Fisher s Exact test= 0.796, d.f.= 3, Exact Sig.= 0.840 (2-tailed) Accepted Further, it is found that employees awareness towards the implementation of QC scheme across income is accepted. Thus, the null hypothesis that there is no significant difference between employees awareness towards the implementation of QC scheme across income, is not rejected. It can be summarized from the above tables i.e. 3, 4, 5, 6 and 7 that employee s awareness towards quality circle scheme is statistically significant with experience, qualification and age group rather than other demographic variables viz. marital status and income of employees in the automobile sector of Haryana. V. LIMITATIONS AND FUTURE DIRECTION This research is inclusive in nature to describe the implementation of quality circle scheme of participative management with a representative part of the population, to observe and analysed the collected data. Thus, the present study has several limitations: 1) this study was limited to five demographic variables such as experience, marital status, age, qualification and income of the employees. 2) The specific average of gender, marital status, age, qualification, experience, income and nature of job has not been decided in advance. 3) The findings of this study cannot be generalized to other geographical area, industries and countries. On the basis of finding of this study researcher suggests that the future study can be done at a particular level of employees. 324 P a g e

VI. CONCLUSION This study finds a significant difference in employees awareness level regarding the implementation of quality circle scheme of participative management across their experience, age and income rather than marital status and qualification. This study concluded that as well as the level of experience increased the level of employees awareness regarding the implementation of quality circle scheme is decreased. It means that a person who is working for a long time have less awareness about the practices of their organisation. Whereas, a person who are new in organisation and who have less experience i.e. 0-5 years are more conscious about the practices of their organisation and they also not resistance to change in organisation. It can also be concluded that married employees are more aware in comparison to the single employees. Another conclusion defines that the young employees have more awareness than their senior employees. Whereas the age is the main factor of a person through which he/she gain more and more knowledge according to their age, but the results of this objective presents the reverse results. It is also concluded that employees with graduation/diploma qualification have less awareness as compared to secondary passed employees. On the other hand, employees with P.G/professional qualification have more awareness as compared to other qualification groups of employees. Income level is also having effect on awareness regarding the quality circle scheme of participative management as low income group have more awareness as compared to high income groups of employees. At last, it can be observed that the income level of a person having an effect on knowledge, thinking and personality of a person. So, it can be observed that an employee who earns less is not able to fulfill their desire and make them-self all rounder to gain more knowledge and committed with each other very frequently rather than other person who are able to fulfill their desire with their high earning. However, it can be concluded that if the employees are not interested to know about the new practice of HRM then the level of awareness towards a particular theme of the organisation will be low. REFERENCES Books [1.] Hackman, J. R., & Suttle, J. L. (1977). Improving Life at Work: Behavioural Science Approaches to Organisational Change. Santa Monica, CA: Goodyear Publishing. [2.] Skrovan, D. J. (1983). Quality of Work Life: Perspectives for Business and the Public Sector. Massachusetts: Addison-Wesley. Articles [3.] Bachner, C., & Bentley, M. T. (1983). Participation and Productivity: The Quality Circle Experience. Quality of Work Life, 57-81. [4.] Maisela, T. (1995). Participative Management Facilitates a Productive Workplace. Human Resource Management, 11(5), 20-22. [5.] Ellinger, C., & Nissan, B. (1987). A Case Study of a Failed QWL Program: Implications for Labor Education. Labor Studies Journal, 11(3), 195-219. [6.] Kumar, A., & Tripathy, S. K. (1993). Small Group Participation And Quality of Working Life: A Study in Rourkela Steel Plant. The Indian Journal of Labour Economics, 36 (4), 825-828. 325 P a g e

[7.] Rao, P. S. S. & Rani, P. S. (20). Participative Management in Post Liberalization- A Case Study of Indian Jute Industry. European Journal of Business and Managemen, 4(8), 37-46. [8.] Sirgy, M. J., Efraty, D., Siegel, P., & Lee, D. (2001). A New Measurement of Quality of Work Life (QWL) based on Need Satisfaction and Spillover Theories. Social Indicators Research, 55(3), 241-302. DISSERTATIONS/REPORTS/PROCEEDINGS [9.] Reid, C. A. (1992). An Evaluation of the Quality of Work Life of Clothing Workers in the Durban Area. Unpublished Magister Dissertation, Durban: University of Natal. Websites [10.] http://www.referenceforbusiness.com/small/op-qu/quality-circles.html on 11 th May, 2016. 326 P a g e