Rohit Final

ACKNOWLEDGEMENT
It takes opportunity to express our great in depthless and gratitude to

thank all those people who have helped me directly to complete my project
successfully. I am very much thankful to my project guide MR. VIJAY
KULKARNI for his valuable assistance and guidance as well as company
project guide MR. VRUSHANK CHOUDHARY.
I also thank to all faculty member and non-teaching staff of institute.
They have encouraged me while preparing this project.
Finally I am thankful to institute for such an encouraging environment
for the project.
MR. ROHIT CHANDRAKANT MANE
EXECUTIVE SUMMERY
The research was focused on organization of Sama Chemo Pharma pvt., ltd.,
Islampur. Therefore the scope of survey is limited to the organization. The study will prove
to be impact of rewards and recognition. A research methodology is a frame work or blue
print for conducting the organization research project as for as its safety is concern. It details
the procedures necessary for obtaining the information needed to a structure or solves the
problem regarding the industrial safety. A research design lays the foundation for
conducting the project. The sample size for the survey was 100 respondents of various
departments.
Objectives of the study to know and understand the level of participation of worker’s in
management of Sama Chemo Pharma management and employee satisfaction.
Worker’s participation in management must always be consistent with overall

organizational plans and programs .Worker’s participation in management should be
inconformity with the social and economic objectives of the country. Management should
ensure that employees know and understand the worker’s participation in management
concept. Workers should be associated in formulation and implementation of ideas.
Sama Chemo Pharma pvt., ltd., Islampur established in January 2008. Sama Chemo
Pharma pvt., ltd., Islampur is an Indian based manufacturer of pharmaceutical intermediate.
The company offers a pharmaceutical intermediate Para Toluene Sulfonyl Urea which is
further used to formation of diabetes tablets. The company’s product is exported in all over
India.
This project presents the analysis of worker’s participation in management of Sama

Chemo Pharma pvt., ltd., Islampur with data interpretation. The data is collected from
questionnaires, interviews technique for emphasizing the various aspect of survey
systematic analysis is a special process used to analyze and interpretation data.
The project derives some findings from Sama Chemo Pharma pvt., ltd., Islampur. It
is clearly found that maximum employees are happy with their job. Most of the employees
are said that worker’s participation is important for achieving organizational goals. It is
found that majority of workers believe that it is important for attending the meetings
conducted by management. It is seen that maximum people agree that there is excellent
relationship of workers with their supervisor and colleges. It is found that most of workers
agree that worker’s participation in management can bring positive impact on the
organization. It is seen that majority of workers believe that worker’s participation in
management is a means of achieving industrial democracy. It is found that most of workers
believe that worker’s participation in management can bring good industrial relations and
increase efficiency in production
The project worker’s participation in management in Sama Chemo Pharma gives

some suggestions like it is suggested that Management should provide maximum
information related to business and development. There should be maximum participation
of workers from middle and lower level. It is suggested that Management should reward
employees for their ideas and suggestions. It is suggested that Management should try to
solve maximum issues raised by workers. It is suggested that working conditions of
company should be improved.
Finally this project concludes that the position of worker’s participation in

management in this organization. According to the organization they provide full
cooperation to their workers. According to worker’s opinion they are not fully satisfied with
getting ignorance by organization. So organization has to increase participation of worker’s
in decision making process.
INDEX
SR. NO CONTENT PAGE
NO.
INTRODUCTION TO THE STUDY & METHODOLOGY 1-10

1.1 Introduction
1.2 Management problem
1. 1.3 Statement of research problem
1.4 Objectives of study
1.5 Scope of Study
1.6 Importance of study
1.7 Research Methodology
1.8 Presentation of project
2. THEORETICAL BACKGROUND 11-16
INTRODUCTION TO THE ORGANIZATION 17-23
A. Name of unit
B. Location or address of unit
C. Brief History of the unit
D. Strategic Intend of company
3.
E. Milestones Achieved
F. Marketing scenario
G. Human resource scenario
H. Operations management of company
I. Financial position of company with its analysis
J. Future plans of company
K. Organization chart
4. ANALYSIS AND INTERPRETATION OF DATA 24-42
5. FINDINGS, SUGGESTIONS AND CONCLUSION 43-45

BIBLIOGRAPHY APPENDICES 46-50
CHAPTER 1
INTRODUCTION TO THE
STUDY
&
METHODOLOGY
SHIVAJI UNIVERSITY, KOLHAPUR
INTRODUCTION TO THE STUDY & METHODOLOGY

1.1 INTRODUCTION
WORKER’S PARTICIPATION IN MANAGEMENT
Worker’s participation is a system where management share important information with

each other and participate in decision taking. It is distribution of social power in industry so that
it tends to be shared among all who are engaged in the work rather than concentrated in the
hands of minority. Thinkers favored guilds of all classes of workers should be controlled under a
charter from the state. With the outbreak of First World War, an acute industrial unrest was
experienced. Labor was largely regarded as a “Commodity of
Commerce” and exploited to the maximum in England, West Germany, France and USA. The
main concern of ideologists in advocating workers participation in management was the sharing
of a part of managerial power with workers. Various researches conducted at the Tavistock
Institute, London revealed that autonomous and cohesive work groups were more efficient and
healthier. Increased use of technology in industry necessitated the growing cooperation of
workers because of the complex operations of production. The essence of labor participation in
management lies on the belief that workers are capable taking part in decision making. The
workers will have the capacity to grow & learn and contribute significantly to the enterprise
both with hands and heart.
Three groups of managerial decisions affect the workers of any industrial establishment
and hence the workers must have say in it.
 Economic decisions – methods of manufacturing, automation, shutdown, lay-offs, and
mergers.
 Personnel decisions – recruitment and selection, promotions, demotions, transfers,
grievance settlement, work distribution.
 Social decisions – hours of work, welfare measures, questions affecting work rules and
conduct of individual worker’s safety, health, and sanitation and noise control.
VENKATESHWARA INSTITUTE OF MANAGEMENT, PETH Page1

1.2 Management Problem

1. The Complexity of Technology and Organization
Technology and organizations today are so complex that specialized work roles are
required, making it difficult for people to participate successfully if they go very far beyond
their particular environment. This means that low-level workers can participate successfully in
operating matters, but they usually have difficulty in participating in policy matters.
2. Workers Incompetence
Another difficulty arises when workers make proposals in areas where they are not competent.
Then, when their idea is rejected, they refuse to support whatever course of action was adopted
and soon become alienated. A related problem is that some workers expect to be consulted on
every issuer, even those to which they cannot contribute. When they are not consulted, they
become angry and uncooperative.
3. Means of Manipulation
A serious drawback with worker’s participation is that it can be used to manipulate employees.
This manipulation is not necessarily by management. It may be manipulation by the union or by
experts who are skilled in group dynamics.
4. Feudalistic Concept
The feudalistic concept of the master and the servants still prevalent among industrial workers.
Workers have a feeling that they are born to serve and not to rule. Participative management
naturally is of little interest to such workers.
5. Lack of Initiative
Employees lack of initiative, expertise, and self-confidence in participating in managerial

decision-making.

1.3 Statement of the research problem
The study is taken into consideration to know and understand the level ofparticipation of
worker’s in management at Sama Chemo Pharma pvt. Ltd, Islampur.
This study aims knowing, “Worker's participation in management”. It also aims at finding
the employee’s relationship with management.
1.4Objectives of the study
1. To ascertain the workers level of participation in management.

2. To identify the level of relationship between management and workers.
3. To identify the factors that makes worker’s participation in management important in
organization.
4. To understand the concept of worker’s participation in management in the worker’s

point of view.
5. To give appropriate suggestions.
1.5 Scope of Study
The scope of study is to understand the concept of worker’s participation in management in

India. The study helps management for better understand the scenario of human resources and
appreciate employee preference while developing the policies to influence participation
of worker’s in management.
1. Conceptual scope
This scope helps to understand the perception of employees about worker’s participation in
management.
2. Geographical scope
This scope is restricted to “Sama Chemo Pharma Pvt., Ltd, Islampur” only by collecting the
information Marketing, HR, Account Department etc.
Limitations of the study

 Time allowed for the study was short.
 All the information needed for completing was not available at the time.
 Hesitant from the side of management to give appropriate information.
1.6 Importance of Study
1. Higher Productivity
The increased productivity is possible only when there exists fullest co-operation between
labour & management. It has been found that poor labour management relations do not
encourage the workers to contribute anything more than the minimum desirable to retain their
jobs. Thus participation of workers in management is essential to increase industrial
productivity.
2. Greater commitment
Participation allows individuals to express themselves at the workplace rather than being
absorbed into a complex system of rules, procedures and systems. If an individual knows that he
can express his opinion and ideas, a personal sense of involvement takes place within him. I am
sure you will agree that participation increases the level of commitment and employees start
relating to the organization.
3. Reduced industrial unrest
Industrial conflict is a struggle between two organised groups, which are motivated by the
belief that their respective interests are endangered by the self-interested behaviour of the other.
Participations cuts at the very root of industrial struggle. It tries to remove or at least minimise
the divers and struggling interests between the parties, by substituting it with cooperation,
homogeneity and common interests. Both sides are integrated and decision arrived are mutual
rather than individual.
4. Improved decisions

I am sure that you will agree that communication is never a one way process, also note that
if ever, possible for managers to have knowledge of all alternatives and all consequences related
to the decision which they must take. Because of the existence of barriers to the upward flow of
information in most enterprises, much valuable information possessed by subordinates never
reaches their managers. Participation tends to break down the barriers, and makes the
information available to managers. To the extent such information alters the decisions, the
quality of decision is improved.
5. Human Resource Development
Participation provides education to workers in the management of industry. It encourages

initiative and creativity among them. It develops a sense of responsibility. Informal leaders get
an opportunity to reinforce their position and status by playing an active role in decision making
and by including the members of the group to abide by them.
1.7 RESEARCH METHODOLOGY

1. Definition of Research
According to Clifford Woody, “Research comprises of dealing and redefining problems,

formulating hypothesis, collecting, organizing and evaluating data, making deductions and
reaching conclusions and at last carefully testing conclusions to determine whether they fit the
formulating of hypothesis.”
2. Research Design
The research design indicates the type of research methodology under taken to collect
the information for the study. The researcher used both descriptive and analytical type of
research design for his research study. The main objective of using descriptive research is to
describe the state of affairs as it exists at present. It mainly involves surveys and fact finding
enquiries of different kinds. The researcher used descriptive research to discover the
characteristics of customer. Descriptive research also includes demography characteristics of
consumer who use the product. The researcher also used analytical research design to analyse
the existing facts from the data collected from the customer.
3. Universe of Study

The area of study is confined to employees of Sama Chemo Pharma pvt. Ltd, Islampur.
And the total numbers of employees are 150.
4. Sample Frame
A finite subset of population, selected from it with the objective of investigating its
properties is called a sample of that population. A sampling frame represents all elements of
population. A researcher has to prepare a sampling frame. It is from this sampling frame that the
items are selected for the sample. The frame comprises the employees of Sama Chemo Pharma
pvt. Ltd, Islampur.
5. Sample Unit of Study
This is the elements or set of elements considered for selection in the stage of sampling. The
sample unit of the study includes male or female employees working in Planning, Operating,
Human Resource, Finance, Marketing, and Quality Assurance of Sama Chemo Pharma pvt. Ltd,
Islampur.
6. Sample size of Study
The sample size refers to the number of sample units to be selected from the universe for data
collection purpose. The sample size should always be optimum. The study has a sample size of
100 employees of Sama Chemo Pharma pvt. Ltd, Islampur.
7. Questionnaire Design
The questionnaire framed for research study is a structured questionnaire in which all the
questions are predetermined before conducting a survey. The form of question is of both closed
and open type. The scales used to evaluate questions are:
 Dichotomous scale (Yes or No)
 4 point scale (Strongly agree, Agree, Disagree, Strongly disagree)
 Category scale (Multiple items)

The questionnaire for the research was framed in a clear manner such that it enables the
respondents to understand and answer the question easily. The questionnaire was designed in
such a way that the questions are short and simple and is arranged in a logical manner.

8. Sampling Techniques
There are two methods of sampling techniques. They are probability sampling and non-
probability sampling. Probability sampling method is used for the study. Simple random
sampling has been adopted here.
Simple Random Sampling
Simple random sampling is selected as every member of the population has an equal chance of
being selected and the selection of any individual does not affect the selection of another. The
selection purely depends upon chance.
Properties of simple random samplings are:
 The population consist of N objects.
 The sample consists of N subjects.
 All possible samples of N subjects are equally likely to occur.
9. Sources of Data Collection
While deciding about the method of data collection for the study, the researcher should keep in
mind the two types of data, i.e.; Primary and Secondary Data.
 Primary Data
Data observed or collected directly from first-hand experience is called primary data.
The primary data are those which are collected for the first time and thus happen to be original
in character. The report is prepared based on data collected through questionnaire method
distribution to the concerned employees.
 Secondary Data
The secondary data are those which have already been passed through statistical processes.
Published data and the data collected in the past forms the secondary data. In the course of
preparation of report, the required data were collected from secondary sources like management
related books, magazines, journals, articles and websites.

10. Tools Used For Data Collection
 Questionnaire
Questionnaire is a collection of questions prepared by the researcher for collecting opinions and
suggestions from respondents. The questionnaire supplies to the respondents are returned after
filling.
 Interview
Interview method is a direct method of collecting data. It is a verbal method of securing data in
the field of survey. It is a method of social interactions. This is mainly done to extract the
information that was left out in the questionnaire. Opinions and suggestions were asked for the
betterment of the project.
 Record Research
Record research is the search of relevant records for collecting the information.
11. Tools Used For Data Presentation
 Table
A table is a systematic arrangement of statistical data in rows and columns. Rows are horizontal
arrangements, whereas columns are the vertical arrangements.
 Diagrams
One of the most convincing and appealing way of presenting data is through the charts. A chart
can be in shape of either diagram or charts.
12. Software Tools Used For Project Presentation
The software tools used for the study are MS Word and MS Excel.
13. Tools Used For Data Analysis
 Percentage Analysis
Percentage analysis is used for the analysis of primary data collected. Percentages are special
kind of ratios that express the relationship of one variable in comparison to another.

14. Formula
Percentage= (Number of respondents / Total number of respondents) x 100
1.8 Presentation of Project 

Project Title
 Introduction to the study
 Objectives of the study
 Scope of the study
 Importance of the study

 Research methodology
 Theoretical background
 Company Profile
 Analysis and interpretation of data
 Findings, suggestions and conclusion

CHAPTER 2
THEORETICAL
BACKGROUND
2.1 Definitions
The concept of worker’s participation in management is a broad and complex one. Depending
on the socio-political environment and cultural conditions, the scope and contents of
participation change.
International Institute of Labour Studies

Worker’s participation in management is the participation resulting from the practices which
increase the scope for employee’s share of influence in decision-making at different tiers of
organization with related assumption of responsibility.
ILO (International Labour Organization)

Worker’s participation may broadly be taken to cover all terms of association of workers and
their representatives with the decision-making process, ranging from exchange of information,
consultations, decisions and negotiations, to more institutionalized forms such
as the presence of worker’s member on management or supervisory boards or even management
by workers themselves.
2.2 The main implications of worker’s participation in management as

summarized by ILO
 Workers have ideas which can be useful.

 Workers may work more intelligently if they are informed about the reasons for and
then intention of decisions that are taken in a participative atmosphere.
 According to Keith Davis, Participation refers to the mental and emotional involvement
of a person in a group situation which encourages him to contribute to group goals and
share the responsibility of achievement.
 According to Walpole, Participation in Management gives the worker a sense of
importance, pride and accomplishment; it gives him the freedom of opportunity for self-
expression, a feeling of belongingness with the place of work and a sense of
workmanship and creativity.
 Clegg says, “It implies a situation where workers representatives are, to some extent,
involved in the process of management decision making, but where the ultimate power
is in the hands of the management”.
 According to Dr. Davis, “it is a mental and emotional involvement of a person in a

group situation which encourages him to contribute to goals and share responsibilities in
them”.
2.3 Objectives of Workers Participation in Management
The objectives of worker’s participation in management are as follows:
 To raise level of motivation of workers by closer involvement.

 To provide opportunity for expression and to provide a sense of importance to workers.
 To development of understanding leading to better effort and harmony.
 To act on a device to counter-balance powers of managers.

 To act on a solution for solving industrial relation problems.
2.4 Purpose of Worker’s Participation
 It helps in managing resistance to change which is unavoidable for the growth and
development of industry, changes have to be welcomed, otherwise the organization will
be left behind. If the need for change is jointly felt by all partners of production
its acceptance can be high. Worker’s participation in change strategy can facilitate
acceptable solutions with a view to secure effective and smooth implementations of
decisions.
 Worker’s participation can encourage communication at all levels. Since both partners
of production are involved in the decision-making there will be fewer changes of
distortion or failure in communicating the decision.
 Joint decision- making ensures there will be minimum industrial conflict an economic
growth can be free form distracting strife.
 Worker’s participation at the plant level can be seen as the first step to establishing
democratic values in society at large.
2.5 Elements of Participation
The term “participation” has different meanings for different purposes in different situations.
McGregor is of the view that participation is one of the most misunderstood idea that has
emerged from the field of human relations. Keith Davis has defined the term “participation” as
the mental and emotional involvement of a person in a group situation which encourages him to
contribute to group goals and share responsibilities in them. This definition envisages three
important elements in participation. Firstly, it means mental and emotional involvement rather
than mere physical activity; secondly, participation must motivate a person to contribute to a
specific situation to invest his own resources, such as initiative, knowledge, creativity and
ingenuity in the objectives of the organisation; and thirdly, it encourages people to share
responsibility for a decision or activity. Sharing of responsibility commits people to ensure the
success of the decision or activity.
2.6 Forms of Participation
Different forms of participation are discussed below:

 Collective Bargaining
Collective bargaining results in collective agreements which lay down certain rules and
conditions of service in an establishment. Such agreements are normally binding on the parties.
Theoretically, collective bargaining is based on the principle of balance of power, but, in actual
practice, each party tries to outbid the other and get maximum advantage by using, if necessary,
threats and counter threats like; strikes, lockouts and other direct actions. Joint consultation, on
the other hand, is a particular technique which is intended to achieve a greater degree of
harmony and cooperation by emphasising matters of common interest. Workers prefer to use the
instrument of collective bargaining rather than ask for a share in management. Worker’s
participation in the U.S.A has been ensured almost exclusively by means of collective
agreements and their application and interpretation rather than by way of labour representation
in management.
 Works Councils
These are exclusive bodies of employees, assigned with different functions in the management
of an enterprise. In West Germany, the works councils have various decisionmaking functions.
In some countries, their role is limited only to receiving information about the enterprise. In
Yugoslavia, these councils have wider decision-making powers in an enterprise like;
appointment, promotion, salary fixation and also major investment decisions.  Joint
Management Councils and Committees
Mainly these bodies are consultative and advisory, with decision-making being left to the top
management. This system of participation is prevalent in many countries, including Britain and
India. As they are consultative and advisory, neither the managements nor the workers take
them seriously.
 Board Representation
The role of a worker representative in the board of directors is essentially one of negotiating the
worker’s interest with the other members of the board. At times, this may result in tension and
friction inside the board room. The effectiveness of worker’s representative at the board depend
upon his ability to participate in decision-making, his knowledge of the company affairs, his
educational background, his level of understanding and also on the number of worker
representatives in the Board.
 Workers Ownership of Enterprise

Social self-management in Yugoslavia is an example of complete control of management by

workers through an elected board and workers council. Even in such a system, there exist two
distinct managerial and operative functions with different sets of persons to perform them.
Though workers have the option to influence all the decisions taken at the top level, in actual
practice, the board and the top management team assume a fairly independent role in taking
major policy decisions for the enterprises, especially in economic matters.
2.7 Levels of Participation
Workers’ participation is possible at all levels of management; the only difference is that of degree
and nature of application. For instance, it may be vigorous at lower level and faint at top level.
Broadly speaking there is following five levels of participation:
1. Information participation
It ensures that employees are able to receive information and express their views pertaining to
the matters of general economic importance.
2. Consultative participation
Here workers are consulted on the matters of employee welfare such as work, safety and health.
However, final decision always rests at the option of management and employee’s views are
only of advisory nature.
3. Associative participation
It is extension of consultative participation as management here is under moral obligation to
accept and implement the unanimous decisions of employees.
4. Administrative participation
It ensure greater share of works in discharge of managerial functions. Here, decision already
taken by the management come to employees, preferably with alternatives for administration
and employees have to select the best from those for implementation.
5. Decisive participation

Highest level of participation where decisions are jointly taken on the matters relation to
production, welfare etc. is called decisive participation.
2.8 Pre-requisites for Effective Participation
The pre-requisites for the success of any scheme of participative management are the
following:
 Firstly, there should be a strong, democratic and representative unionism for the success
of participative management.
 Secondly, there should be mutually-agreed and clearly-formulated objectives for
participation to succeed.
 Thirdly, there should be a feeling of participation at all levels.
 Fourthly, there should be effective consultation of the workers by the management.
 Fifthly, both the management and the workers must have full faith in the soundness of
the philosophy underlying the concept of labour participation.
 Sixthly, till the participative structure is fully accepted by the parties, legislative support
is necessary to ensure that rights of each other are recognised and protected.
 Seventhly, education and training make a significant contribution to the purposeful
working of participative management.
 Lastly, forums of participation, areas of participation and guidelines for implementation

of decisions should be specific and there should be prompt follow-up action and
feedback.


CHAPTER 3
INTRODUCTION
TO THE ORGANIZATION
A. Name of unit
The name of unit is SAMA CHEMO PHARMA PVT LTD, ISLAMPUR.
B. Location or address of unit

Plot No F-18 MIDC, Islampur Block, Tal Walwa, District Sangli, Maharashtra State, India. Pin –
415409.
C. Brief History of the unit

SAMA CHEMO PHARMA PVT LTD situated at Plot No F-18 MIDC, Islampur
Block, District Sangli, Maharashtra State, India has been established in January 2008, with

the intention of manufacturing Para Toluene Sulfonyl Urea, an intermediate for active
pharmaceutical ingredients.
SONA Chemicals, a sister company of SAMA Chemo Pharma, situated at Plot No F-

12 MIDC, Islampur Block, District Sangli, Maharashtra, India, was manufacturing this
product since 1997.
Islampur is located in the Western part of Maharashtra, which is well connected by

roads to Mumbai, Pune, Kolhapur, Solapur and Bangalore, The nearest airport is Kolhapur
(40 km), international airport is Pune (200 km). Nearest railway station is Sangli / Miraj (40
km).
The plant operates in all the three shifts and throughout the year. The plant is
manufacturing Para Toluene Sulfonyl Urea for supplying to various. Current production
capacity is 300 metric tons per month which is being enhanced to 400 metric tons per
month. The company is managed by Mr. S.R. Yadav and Mrs. M.S. Yadav.
Mr. S. R .Yadav is M.Sc., Analytical Chemistry from Mumbai University having more
than 10 year’s experience in Quality Control in organizations like Gujarat
Insecticides Ltd, Alkyl Amines Chemicals Ltd, In addition to being Managing Director of
SAMA Chemo Pharma, he is the Proprietor of SONA Chemicals and Technical
Consultant to Shubham Inks. Mrs. M.S.Yadav is B.Sc. Chemistry from Shivaji University,
Kolhapur having more than 8 year’s experience in the Industry. In addition to being Director
in this company, she is the Proprietor of SHUBHAM INKS.
The company receives continuous technical and documentation support from Dr.
A.S. Mane, who has vast experience in Indian and multi-national pharmaceutical companies.
D. Strategic Intend of company

 Company Objectives
Objectives are the backbone of an organization. Any business without ethics cannot win the
trust of customer.

 Vision
Quality and reliability is our motto
To create a healthy and a prosperous future for the generations to come.
To share our knowledge with people around the globe for a better tomorrow.
To become consumer’s most trusted brand.
 Mission
Deliver satisfaction and quality assurance to our consumers using state of art technology.
Offer a work environment that inspires trust and loyalty in people.
Engage in continuous efforts to explore new horizons in our business.
E. Milestones Achieved
2008 – On this year company is established and company grows rapidly.
2009 - Company gets ISO certification.
2010 – Company achieves its sales target and company going to profitable mode.
2015 – Company’s profit is double than previous year.
Company got safety management award.
F. Marketing scenario
Promotional messages are directed to many pharmaceutical industries. In practice, these
industries can take several forms. Many industries directly contact consumer through mail,
medical events, or through local team sponsorship.
Marketing department is handled by company’s General Manager Mr. Prakash P. Yadav.

Some general principles that company follows;
1. Look for events that are certain or nearly to happen.
2. Identify at least 3-5 critical uncertainties.
3. Develop at least four scenarios to address each of these uncertainties.
4. Use the scenario with the highest probability weighing as your primary case.
G. Human resource scenario
Organizations have been buffeted by economic and public heath factors largely outside our control
for months now, accentuating our need to prepare for a range of contingencies.
Scenario planning allows us to envision possible future outcomes.
1. Learn from the past and meet the future.

2. Practice scenario implementation.

3. Review and Revise plans regularly.
4. Put a communication plan in place.
5. Facilitate cross-functional meetings.
Human resource department is handled by company’s head HR Mr. Dhanaji A.PatilWith his two
assistants.
H. Operations management of company

It involves planning, organizing, and overseeing the organization’s processes to balance
revenues and costs and achieve the highest possible operating profit. An operations manager is
tasked with ensuring that the organization successfully converts inputs such as materials, labor,
and technology into outputs in an efficient manner.
Company Product
Para Toluene Sulfonyl Urea (PTSU)
History
Sulfonylureas were discovered, in 1942, by the chemist Marcel Janbon and coworkers,
who were studying sulphonamide antibiotics and discovered that the compound sulfonylurea
induced hyperglycaemia in animals.
Research and developmentfor sulfonylureas as pharmaceuticals happened in the 1950s and
1960s, as explored at Tolbutamide.
Research and development for sulfonylureas as herbicides happened in the 1970s and
1980s, as explored for example in a volume of the Sloan Technology Series focusing on the
sociotechnological aspects of agriculture (Canine 1995); the DuPont Experimental Station led
this development.
Para Toluene Sulfonic urea is also called as sulphonylureas. It is a class of organic
compounds used in medicine and agriculture, for example as antidiabetic drugs widely used in
the management of diabetes mellitus type 2. They act by increasing insulin release from

SHIVAJI
UNIVERSITY, KOLHAPUR
the beta cells in the pancreas. A number of sulfonylureas are also used as herbicides, because
they can interfere with plant biosynthesis of certain amino acids.
Medical uses
Sulfonylureas are used primarily for the treatment of diabetes mellitus type 2.
Sulfonylureas are ineffective where there is absolute deficiency of insulin production such as in
type 1 diabetes or post-pancreatectomy.
Sulfonylureas can be used to treat some types of neonatal diabetes. While historically,
people with hyperglycaemia and low blood insulin levels were diagnosed with type 1 diabetes
by default, it has been found that patients who receive this diagnosis before 6 months of age are
often, in fact, candidates for receiving sulfonylureas rather than insulin throughout life.
While prior sulfonylureas were associated with worse outcomes, newer agents do not appear to
increase the risk of death, heart attacks, or strokes.
Side effects
Sulfonylureas – as opposed to metformin, the thiazolidinedione, pramlintide and other

newer treatments – may induce hypoglycaemia as a result of excesses in insulin production and
release. This typically occurs if the dose is too high, and the patient is fasting. Some people
attempt to change eating habits to prevent this, however it can be counterproductive.
Like insulin, sulfonylureas can induce weight gain, mainly as a result of their effect to
increase insulin levels and thus utilization of glucose and other metabolic fuels. Other
sideeffects are: gastrointestinal upset, headache and hypersensitivity reactions.
The safety of sulfonylurea therapy in pregnancy is unestablished. Prolonged
hypoglycaemia (4 to 10 days) has been reported in children born to mothers taking
sulfonylureas at the time of delivery.Impairment of liver or kidney function increase the risk of
hypoglycaemia, and are contraindications. Since other antidiabetic drugs cannot be used either
under these circumstances, insulin therapy is typically recommended during pregnancy and in
liver and kidney failure, although some of the newer agents offer potentially better options.
UNIVERSITY, KOLHAPUR

SHIVAJI
I. Financial position of the company in 2020-2021 year
1. Operating Revenue 384.69L
2. Total Assets 515.71L
3. Fixed Assets 108.43L
4. Current Liabilities 30.35L
rade
5. receivables 62.66L
6. Trade Payable 17.57L
7. Current ratio 0.88%
J. Future plans of company

1. They will make strategies and policies for employee’s satisfaction.
2. Development of rural area latest technology and economic self-efficiency.
3. Being the best value provider for product and service.
4. Development of economic condition of the company.
5. Improve overall involvement of employees

K. Organization chart

CHAPTER 4
ANALYSIS AND
INTERPRETATION OF
DATA
Analysis and Interpretation of Data

4.1 Work experience of respondents. Table
No. 4.1
Sr. No Opinion No. of Respondents Percentage
1 Less than a year 10 10%

2 Between 1-5 70 70%
3 More than 5 20 20%
Total 100 100%
Source: - Primary data

Graph No: 4.1
Work Experience
80%
No. of Respondents 70%
70%
60%
50%
40%
30%
20%
20%
10%
10%
0%
Less than a year Between 1-5 More than 5
Opinion
Interpretation4.1:
The above table and graph shows that work experience of employees. The researcher
found that 70% respondents are having an experience in between 1-5 years, 20% respondents
are having more than 5 years’ experience and remaining only 10% respondents are having less
than one year experience.
It is conclude that majority of respondents are having work experience between 1-5 years.
4.2 Opinion of employees what worker’s participation in management means according to

them
Table No. 4.2

Sr.No Opinion No. of respondents Percentage
1 Forum of industrial democracy 50 50%
2 Participation in decision making 45 45%
3 Identification of goals of management 5 5%

& workers
Total 100 100%

Graph No: 4.2
What is Worker’s Participation In Management

No.60
of%Respondents
50%
50% 45%
40%
30%
20%
10% 5%
0%
Forum of industrial Participation in Identification of
democracy decision making goals of
management and
workers
opinion
Interpretation 4.2:
The above table and graph shows that what is worker’s participation in management.
The researcher found that 50% respondents are said that forum of industrial democracy, 45%
respondents are said that workers participation in decision making and remaining only 5%
respondents are said that workers participation inIdentification of goals of management &
workers.
It is conclude that majority of respondents are said that worker’s participation in
management means forum of industrial democracy.
4.3 The opinion of the employees about the participation in decision making Table
No. 4.3
Sr.No Level of satisfaction No. of respondents Percentage
1 Strongly agree 36 36%
2 Agree 30 30%
3 Strongly disagree 10 10%
4 Disagree 24 24%
Total 100 100%

Graph No: 4.3
Worker's participation in decision making

40%
36%
35%
No. of Respondents
30%
30%
24%
25%
20%
15%
10%
10%
5%
0%
Strongly agree Agree Strongly disagree Disagree
Level of satisfaction
Interpretation 4.3:
The above table and graph shows that worker’s participation in decision making. The
researcher found that 36% respondents are strongly agree that they should always participate in
decision making, 30% respondents are just agree with it, while 10 % respondents are strongly
disagree and remaining only 24% respondents disagree on this matter.
It is conclude that majority of respondents are participating in decision making process.
4.4 Opinion of employees about the participation in meetings conducted by company Table
No. 4.4
1 Yes 100 100%
2 No 00 00
Total 100 100%

Graph No: 4.4
Attending meetings of company

120%
No. of Respondents
100%
100%
80%
60%
40%
20%
0%
0%
Yes No
Interpretation 4.4:
The above table and graph shows that worker’s attendance in company’s meetings. The
researcher found that 100% respondents are attending the meetings conducted by company.
It is conclude that all respondents are attending the meetings conducted by company.
4.5 The importance of education in worker’s participation in management Table

No. 4.5
2 Agree 45 45%
4 Disagree 18 18%
Total 100 100%

Graph No: 4.5
Importance of workers education in worker’s

participation in management
50% 45%
No. of Respondents
45%
40%
35%
30% 27%
25%
20% 18%
15% 10%
10%
5%
0%
Strongly Agree Agree Strongly Disagree Disagree
Interpretation 4.5:
The above table and graph shows that importance of worker’s participation in
management. The researcher found that 27% respondents are strongly agree that worker’s
participation in management is important, 45% respondents are just agree with it, while 10 %
respondents are strongly disagree and remaining only 18% respondents disagree on this matter.
It is conclude that majority of respondents are said that worker’s participation in

management is important.
4.6 The point of view towards worker’s participation in management Table

No. 4.6
1 Increase in production 10 10%
2 Improve relationship between 30 30%
managers and workers
3 Both of them 60 60%

Total 100 100%

Graph No:4.6
Workers point of view towards worker’s participation in

management
No. of Respondents
70%
60%
60%
50%
40%
30%
30%
20%
10%
10%
0%
Increase in production Improve relationship Both of them
between managers and
workers
Opinion
Interpretation 4.6:
The above table and graph shows that worker’s point of view towards worker’s
participation in management. The researcher found that 10% respondents aresaid that due to
worker’s participation in management production of company increases, 30% respondents are
said that it improve relationship between managers and workers, while 60% respondents are
said that due to worker’s participation in management production of company increases as well
as it improve relationship between managers and workers.
It is conclude that majority of respondents said thatdue to worker’s participation in

management production of company increases as well as it improve relationship between
managers and workers.
4.7 Opinion of the employees regarding the rewards provided by the management for
suggestions given by workers
Table No. 4.7

1 Yes 35 35%
2 No 65 65%
Total 100 100%

Graph No: 4.7
Rewards for the ideas of workers in company

70% 65%
No.60
of%Respondents
50%
40% 35%
30%
20%
10%
0%
Yes No
Opinion
Interpretation 4.7:
The above table and graph shows that rewards for the ideas of workers in company. The
researcher found that 35% respondents are said that their ideas get rewarded in company and
65% respondents are said that their ideas get neglected by management.
It is conclude that majority of respondents arenot rewarded for their ideas in company.
4.8 Opinion of the employees regarding worker’s participation in management helps to

solving their problems
Table No. 4.8

1 Yes 70 70%
2 No 30 30%
Total 100 100%

Graph No: 4.8
Solving employees problems through participation in

managemnt
80%
70%
60%
50%
40%
30%
30%
20%
10%
0%
Yes No
Opinion
Interpretation 4.8:
The above table and graph shows that solving employee’s problems through worker’s
participation. The researcher found that 70% respondents are agrees that their problems are
solved through worker’s participation and 30% respondents are said that their problems are not
solved through workers participation.
It is conclude that majority of respondents are said that managementsolved their problems
through worker’s participation.
4.9 Opinion of employees in the role of Worker’s participation in management in

improving relationship between workers and management Table No. 4.9
1 Yes 70 70%
2 No 30 30%
Total 100 100%

Graph No:4.9
Worker’s participation in management in improving relation

between workers and management
No.80%
of Respondents 70%
70%
60%
50%
40%
30%
30%
20%
10%
0%
Yes No
Opinion
Interpretation 4.9:
The above table and graph shows that Worker’s participation in management in improving
relation between workers and management. The researcher found that 70% respondents are
agrees that there is improvement in relation between workers and management and 30%
respondents are not agree with it.
It is conclude that majority of respondents agrees that there is improvement in relation between
workers and management.
4.10 Opinion of workers about whether their participation causes any positive impact in
management.
Table No. 4.10

2 Agree 27 27%
3 Strongly disagree 00 00
4 Disagree 3 3%
Total 100 100%

Graph No:4.10
Positive impact of worker’s participation in management

No.80%
of Respondents
70%
70%
60%
50%
40%
27%
30%
20%
10% 3%
0%
0%
Interpretation 4.10:
The above table and graph shows that impact of worker’s participation in management.
The researcher found that 70% respondents are strongly agree that there is positive impact of
worker’s participation in management, 27% respondents are just agree with it, while remaining
only 3% respondents are disagree
It is conclude that majority of respondents said that there is positive impact of worker’s
participation in management.
4.11 Opinion of workers regarding the level of involvement of workers in worker’s

participation in management at lower and middle level Table No. 4.11
1 Yes 32 32%
2 No 68 68%
Total 100 100%

Graph No: 4.11
Participation of workers in lower and middle level

80%
68%
No.70
of%Respondents
60%
50%
40%
32%
30%
20%
10%
0%
Yes No
Opinion
The above table and graph shows that participation of workers in middle and lower level.
The researcher found that 32% respondents are agrees that there is active participation in middle
and lower level and 68% respondents are not agree with it.
It is conclude that majority of respondents agrees that there is not active participation in middle
and lower level.
4.12 Opinion of workers about solving their complaints with workers involvement
Table No. 4.12
1 Yes 40 40%
2 No 60 60%
Total 100 100%

Graph No: 4.12
Solving workers complaints with their involvement

70%
60%
No.60%
of Respondents
50%
40%
40%
30%
20%
10%
0%
Yes No
Opinion
The above table and graph shows that solving worker’s complaints with their involvement.
The researcher found that 40% respondents are agrees that their complaints are solved with their
involvement and 60% respondents are not agree with it.
It is conclude that majority of respondents does not agree that their complaints are solved with
their involvement.
4.13 Opinion of workers whether organizational goals can be achieved with the help of
workers participation
Table No. 4.13

2 Agree 40 40%
4 Disagree 14 14%
Total 100 100%

Graph No:4.13
Achievement of organizational goals through worker’s

No. of Respondents
50%
40%
40% 35%
30%
20% 14%
11%
10%
0%
The above table and graph shows that achievement of organizational goal through
worker’s participation in management. The researcher found that 35% respondents are strongly
agree that organizational goals can be achieved through worker’s participation in management,
40% respondents are just agree with it, while 11% respondents are strongly disagree and
remaining only 14% respondents disagree on this matter.
It is conclude that majority of respondents said that organizational goals can be achieved
through worker’s participation in management.
4.14 Opinion of the employees whether the worker’s participation in management results
in improving current working of the company Table No. 4.14
2 Agree 25 25%
4 Disagree 15 15%
Total 100 100%

Graph No:4.14
worker’s participation in management results in improving

working of company
No. of Respondents
60% 53%
50%
40%
30% 25%
20% 15%
10% 7%
0%
The above table and graph shows that worker’s participation in management results in
improving working of company. The researcher found that 53% respondents are strongly agree
that there is improvement in current working condition due to worker’s participation in
management, 25% respondents are just agree with it, while 7% respondents are strongly
disagree and remaining only 15% respondents disagree on this matter.
It is conclude that majority of respondents said that there is improvement in current

working condition due to worker’s participation in management.
4.15 Opinion of workers about providing information of business and development by the
management
Table No. 4.15

1 Yes 35 35%
2 No 65 65%
Total 100 100%

Graph No:4.15
Providing Information of business and development by

management
70% 65%
No. of Respondents
60%
50%
40% 35%
30%
20%
10%
0%
Yes NO
Opinion
The above table and graph shows that information providing by management regarding
business and development. The researcher found that 35% respondents are agrees that
management provides them full information regarding business and development and 65%
respondents are not agree with it.
It is conclude that majority of respondents agrees that management does not provides them full
information regarding business and development.
4.16 Opinion of the workers whether working conditions are up to the mark. Table No.
4.16
2 Agree 18 18%
4 Disagree 35 35%
Total 100 100%

Graph No: 4.16
Working conditions
40%
35%
30%
25%
25% 22%
20% 18%
15%
10%
5%
0%
The above table and graph shows that working conditions of company. The researcher found
that 22% respondents are strongly agree that the working conditions of company is up to the
mark, 18% respondents are just agree with it, while 25% respondents are strongly disagree and
It is conclude that majority of respondents said thatthat the working conditions of company is
not up to the mark.
4.17 Opinion of workers about relationship with supervisor and colleges Table
No. 4.17
2 Agree 35 35%
3 Strongly disagree 00 00
4 Disagree 10 10%
Total 100 100%

Graph No: 4.17
Relationship with supervisor and colleges

60% 55%
No. of Respondents
50%
40% 35%
30%
20%
10%
10%
0%
0%
The above table and graph shows that worker’s relationship with supervisor and colleges.
The researcher found that 55% respondents are strongly agree that they are having excellent
relationship with their supervisor and colleges, 35% respondents are just agree with it and
It is conclude that majority of respondents said that that they are having excellent relationship
with their supervisor and colleges.
4.18 Opinion of workers about satisfaction with the present system of worker’s
Table No. 4.18

1 Strongly satisfied 50 50%
2 Satisfied 35 35%
3 Strongly unsatisfied 5 5%
4 Unsatisfied 10 10%
Total 100 100%

Graph No: 4.18
Satisfaction with present system of worker’s

No. of Respondents participation in management
60%
50%
50%
40% 35%
30%
20%
10%
10% 5%
0%
Strongly satisfied Satisfied Strongly Unsatisfied
unsatisfied
The above table and graph shows that worker’s satisfaction on present system of worker’s
participation in management. The researcher found that 50% respondents are strongly satisfied
with present system of worker’s participation in management, 35% respondents are just agree
with it, while 5% respondents are strongly disagree and remaining only 10% respondents
disagree on this matter.
It is conclude that majority of respondents are satisfied with present system of worker’s
4.19 Opinion of workers about factors affectingworker’s participation in management
Table No. 4.19

1 Educational 25 25%
2 Political 10 10%
3 Psychological 15 15%
4 All of the above 50 50%
Total 100 100%

Graph No: 4.19
Factors affecting worker’s participation in

management
No. of Respondents
60%
50%
50%
40%
30% 25%
20% 15%
10%
10%
0%
Educational Political Psychological All of the above
The above table and graph shows that factors affecting worker’s participation in
management. The researcher found that 25% respondents are said thateducational factor is
affecting the most to worker’s participation in management, only10% respondents said about
political factor, while 15% respondents said about psychological factor and remaining 50%
respondents said that all the factors are affecting to worker’s participation in management.
It is conclude that majority of respondents said that all the factors are affecting to worker’s

CHAPTER 5
FINDINGS, SUGGESTIONS
AND CONCLUSION
5.1 FINDINGS
1. It is clearly found that maximum employees are experienced.

2. It is found that most of people believe that worker’s participation is necessary in decision making
process of the management.
3. It is observed that majority of workers believe that it is important for attending the meetings
conducted by management.
4. It is seen that maximum people agree that there is excellent relationship of workers with their
supervisor and colleagues.
5. Majority of workers believe worker’s participation in management can be a contributing factor to
keep good relations between workers and management.
6. It is found that most of workers agree that worker’s participation in management can bring
positive impact on the organization.
7. It is found that maximum workers agree that worker’s participation in management can help in
achieving organizational goals.
8. It is clearly observed that most of workers believes that worker’s participation in management
can improve the way organization works.
9. It is seen that majority of workers believe that worker’s participation in management is a means
of achieving industrial democracy.
10. It is observed that maximum workers believe worker’s participation in management as a means of
participating in decision making process
11. It is found that most of workers believe that worker’s participation in management can bring good
industrial relations and increase efficiency in production
12. It is observed that a Maximum worker believes that all educational, political and psychological
factors are affecting to worker’s participation in management.
13. It is found that Management does not provide maximum information related to business and
development.
14. Middle level and lower level departments does not actively participate in workers participation
management.
15. Organization does not reward employees for their ideas and suggestions during workers
participation management.
16. It is observed that Management is unable to solve maximum issues raised by workers.
5.2 SUGGESTIONS
 It is suggested that Management should provide maximum information related to business and
development.
 Middle level and lower level departments should need to actively participate in workers
 Organization should need to reward employees for their ideas and suggestions during workers
 It is suggested that Management should try to solve maximum issues raised by workers.

 Company should need to improve working conditions of company up to mark to get maximum
workers participation.
5.3 CONCLUSION
Worker’s participation in management has assumed great importance these days because
it reduces industrial unrest and helps in reducing employees misunderstanding about the outlook
of management and industry. The organization is giving utmost important to the worker’s
participation in management. The organization has been seem to practices sound participate
mechanism. There exist a healthy sign of team spirit and cooperation among the employees in
the organization. Worker’s participation in management may reduce alteration or increase
personal fulfillment of workers.
It also influences efficiency in various direct and indirect ways. Careful measurement
and calculation are required to assess the net effect of participation upon efficiency and
economic matter. Worker’s participation in management is respectable in Sama Chemo

Pharmapvt., ltd, Islampur and employees believe that they will benefit from being a part of
management affairs. Participation if confined to all members in the organization and considers
them at different levels of decision making. Employees acquiesce that committee members
share information with their colleagues after the meetings. the worker’s participation in
management improve understanding between the manager and workers and informed that joint
management councils is the methods of worker’s participation in management which is used
mostly in the organization.
BIBLIOGRAPHY
BOOKS
1. K. Ashwathappa : Human Resource Management

2. P. Subbarao: Human Resource & Personal Management, Essentials of Human Resource
Management and Industrial Relations, Himalaya publishing house, third revised, enlarged
edition.
3. MamoriaC.B. and GankarS.V. Personnel Management - Text and Cases Himalaya Publishing
House.
4. Pylee .M.V. and A Simon George Industrial relation & Personnel Management Vikas publishing
house Pvt. Ltd.
5. ArunMonapa Industrial Relation, Tata McGraw, Hill Publishing comp. Ltd...
WEBSITES
1. www.scribd.com
2. www.mbaslide.com
3. www.shodhganga.com
APPENDICES
QUESTIONNAIRE
AN ANALYSIS ON THE WORKERS PARTICIPATION IN MANAGEMENT
Personal information
Name:
Age:
A. Below 25
B. 25-35
C. 35-45
D. above 45
Gender:
A. Male
B. Female

C. Other
Educational Background:
A. Higher secondary
B. Diploma
C. Degree
D. Other
1. How long you have been working for this company?

A. Less than a year
B. Between 1 year to 5 year
C. More than 5 year
2. What is worker’s participation in management according to you?

A. A stage of industrial democracy
B. Participation in decision making
C. Identification of goals of workers and management
3. Do you think it is necessary that every worker should participate in decision making?
A. Strongly agree
B. Agree
C. Strongly disagree
D. Disagree
4. Do you attend the meetings conducted by management?

A. Yes B. No
5. Do you think that workers education is necessary for participation?

A. Strongly agree
B. Agree
D. Disagree
6. What is your point of view towards workers participation in management?

A. Increase in production

B. Increase in quality
C. Improve relationship between workers and management
D. All of them
7. In this organization, is employers are rewarded on their suggestion for increasing productivity?
A. Yes B. No
8. Do you think that workers participation in management helps to solve your problems in efficient
manner?
A. Yes B. No
9. Do you believe that workers participation equally contributes towards the better relationship
between workers and management?
A. Yes
B. No
10. Is there a positive impact on your participation in management?

A. Strongly agree
B. Agree
D. Disagree
11. Do you find enough participation of the workers at middle and lower level?
A. Yes
B. No
12. Do you think workers complaints are solved with the help of workers involvement?
A. Yes
B. No
13. Do you think organizational goals are achieved through your participation?
A. Strongly agree
B. Agree

D. Disagree
14. Do you agree that there is an improvement in current working of the company due to workers
participation?
A. Strongly agree
B. Agree
D. Disagree
15. Does the management provide full information regarding the business and development to you
during meetings?
A. Yes
B. No
16. Whether the working conditions are up to mark in organization?

A. Strongly agree
B. Agree
D. Disagree
17. Would you agree that there is excellent relationship with your supervisor and colleges? A.
Strongly agree
B. Agree
D. Disagree
18. Do you satisfied with the present system of workers participation in management in your
organization? A. Strongly satisfied
B. Satisfied
C. Strongly not satisfied
D. Not satisfied

19. According to you what are the factors affecting to the worker’s participation in management? A.
Educational
B. Political
C. Psychological
D. All of the above

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ACKNOWLEDGEMENT

It takes opportunity to express our great in depthless and gratitude to

MR. ROHIT CHANDRAKANT MANE

Worker’s participation in management must always be consistent with overall

This project presents the analysis of worker’s participation in management of Sama

The project worker’s participation in management in Sama Chemo Pharma gives

Finally this project concludes that the position of worker’s participation in

INTRODUCTION TO THE STUDY & METHODOLOGY 1-10

5. FINDINGS, SUGGESTIONS AND CONCLUSION 43-45

INTRODUCTION TO THE STUDY & METHODOLOGY

Worker’s participation is a system where management share important information with

VENKATESHWARA INSTITUTE OF MANAGEMENT, PETH Page1

1.2 Management Problem

Employees lack of initiative, expertise, and self-confidence in participating in managerial

VENKATESHWARA INSTITUTE OF MANAGEMENT, PETH Page2

1.3 Statement of the research problem

1.4Objectives of the study

1. To ascertain the workers level of participation in management.

4. To understand the concept of worker’s participation in management in the worker’s

5. To give appropriate suggestions.

1.5 Scope of Study

The scope of study is to understand the concept of worker’s participation in management in

Limitations of the study

VENKATESHWARA INSTITUTE OF MANAGEMENT, PETH Page3

 Time allowed for the study was short.

 Hesitant from the side of management to give appropriate information.

1.6 Importance of Study

3. Reduced industrial unrest

VENKATESHWARA INSTITUTE OF MANAGEMENT, PETH Page4

5. Human Resource Development

Participation provides education to workers in the management of industry. It encourages

1.7 RESEARCH METHODOLOGY

According to Clifford Woody, “Research comprises of dealing and redefining problems,

VENKATESHWARA INSTITUTE OF MANAGEMENT, PETH Page5

5. Sample Unit of Study

6. Sample size of Study

 Dichotomous scale (Yes or No)

 4 point scale (Strongly agree, Agree, Disagree, Strongly disagree)

 Category scale (Multiple items)

VENKATESHWARA INSTITUTE OF MANAGEMENT, PETH Page6

Simple Random Sampling

Properties of simple random samplings are:

 The population consist of N objects.

 The sample consists of N subjects.

 All possible samples of N subjects are equally likely to occur.

9. Sources of Data Collection

VENKATESHWARA INSTITUTE OF MANAGEMENT, PETH Page7

10. Tools Used For Data Collection

11. Tools Used For Data Presentation

12. Software Tools Used For Project Presentation

13. Tools Used For Data Analysis

VENKATESHWARA INSTITUTE OF MANAGEMENT, PETH Page8

Percentage= (Number of respondents / Total number of respondents) x 100

1.8 Presentation of Project 

 Introduction to the study

 Objectives of the study

 Scope of the study

 Importance of the study

VENKATESHWARA INSTITUTE OF MANAGEMENT, PETH Page9

 Analysis and interpretation of data

 Findings, suggestions and conclusion

VENKATESHWARA INSTITUTE OF MANAGEMENT, PETH Page10

International Institute of Labour Studies

ILO (International Labour Organization)