Introduction to Maruti Suzuki Ltd. Maruti Suzuki India Ltd. is a prima maker car company in India. It was established in December 1983 with the mission to mechanize India. Maruti was Collaboration Company between Suzuki Motors Corporation, Japan and Government of India. Maruti is one of the largest compact auto fabrication companies in the universe so till 2012. In footings of production, Maruti is the largest subordinate of Suzuki Motor Corporation and the company has produced over 15 million vehicles since the axial rotation out of its first vehicle on 14th December, 1983. In the employment sector, Maruti has more than 75000 employees and its fabrication installations are located at two locations in India in Gurgaon and Manesae, both Souths of New Delhi. Maruti Suzuki is the lone Indian company to traverse the 10 million gross revenues grade since its beginning. In 2011-12, the company sold over 1.13 million vehicles including 1, 27,379 units of exports. ( Marutisuzuki 2012 )
Maruti ‘s PhilosophyA
Maruti ‘s uses its Green Doctrine in the root of “ Three R ‘s ” : Reduce, Recycle and Reuse policy in its workss, so that there is a minimum emphasis on natural resources. The company has launched a figure of enterprises under its Three R ‘s umbrella to do the workss more efficient in footings of resource use. It is besides certified with ISO 14001:1996 for its Environment Management System programme and uses the rule of “ Smaller, fewer igniter, shorter and neater ” for its operations.
Problems in Maruti Company:
Harmonizing to workers who are employed at Maruti Suzuki, extremely nerve-racking working hours have been a major concern for the emphasis of the employees who are working in the Maruti Suzuki. Harmonizing to the workers, the nerve-racking working hours leads the plants to protract deadlock. Excessive of work burden and rigorous clip direction is the major cause of the emphasis for the workers. There are several grounds for the cause of the work emphasis for the employees. In the several grounds the major seven grounds for the work emphasis are, ( Cherry 2012, Sengupta 2012 )
7 Reason for Work Stress
Differences in salary wage
No allowance
Job insecurity
Lack of publicity chances
Under-promotion or over-promotion
Ill-defined or unjust public presentation rating systems
Bing over-skilled or under-skilled for the occupation
Differences in Salary Wage
The first ground for the work emphasis for the employees is chiefly due to the difference in the salary wage. Largely about 70 % of the employees are contract based employees and they paid really less salary when compared to the other workers who are working in the same class as conformed workers.
No allowance
Since most of the employees are contract based employees the company has non supply them with any allowance. Hence they did n’t acquire any allowance from the authorities every bit good from the company.
Job insecurity
As contract based employment there is no security for the employees for their occupation. They can be fired at any minute. This is besides a ground for the employees for their emphasis.
Lack of publicity chances
As a contract based employee, there is no publicity chances for them. Employees need to make the work what the work is assigned for them. This is besides a ground for the employees for their emphasis.
Under-promotion or over-promotion
Since there is no proper rating system or public presentation assessment system for the publicity, Employees are promoted in a footing of their influence to the directors. This leads to other workers for the emphasis in their working.
Ill-defined or unjust public presentation rating systems
As said before there is no proper rating system for the public presentation. And this leads to ill-defined publicity to the employees. So it leads to emphasize for the workers.
Bing over-skilled or under-skilled for the occupation
As most of the employees are contract based employees, and therefore the place what they are working being an irrelevant place. For illustration an employee who Mechanical Engineering and working in the finance section. So most of the employees are being like under skilled or over skilled for the occupations, so this besides leads to emphasize for the employees in their working. ( Sengupta 2012 )
Maslow ‘s Hierarchy of Needs
Maslow ‘s hierarchy of demands is a theory proposed by Abraham Maslow in his paper “ A Theory of Human Motivation ” in the twelvemonth 1943. Maslow chiefly used the footings like Physiological demands, Safety, Belongingness and Love, Esteem and Self Actualization needs to depict his human motive theory.
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Hierarchy
Maslow ‘s hierarchy of demands can be explained with the aid of a pyramid. The most cardinal degree of demands is specified at the underside and at the top demands for self-actualization. Maslow explains the pyramid with four beds and he called them as “ Deficiency needs ” or “ D-Needs ” . The four beds are Esteem, Friendship and love, Security and Physical demands. He besides explains that the most cardinal demands may non be the physical demands. Maslow besides use the term Meta motive in order to actuate the people. He besides explains that human head have the ability for parallel processing and therefore by actuating the people besides they can accomplish their hierarchal demands. Therefore Maslow acknowledged the likeliness that the different degrees of motive could happen at any clip in the human head, but he focused on placing the basic types of motive and the order in which they should be met. ( Cherry 2012 )
Physiological demands
Physiological demands are the physical demands for human endurance. If any of these demands ate non obtained so the human head wo n’t work decently and this leads to ultimate failure. Therefore nutrient, shelter, love and regard are some of the basic physiological demands that a human usually expects to be with him. ( Cherry 2012 )
Safety demands
The safety needs in the sense occupation security, secure environment, processs for protecting the person from one-sided authorization, savings histories, insurance policies, sensible disablement adjustments, etc.. ( Cherry 2012 )
Safety and Security needs include:
Personal security
Fiscal security
Health and wellbeing
Safety cyberspace against accidents/illness and their inauspicious impacts
Love and belonging
After physiological and safety needs the following basic demand for a homo is the love and properties. This demand is particularly strong in childhood and this can be obtained by friendly relationship, household and others love towards him. Maslow explains that worlds need to experience a sense of belonging that they are accepted in their societal group. For illustration little societal group like household in which they are being accepted and they are recognised in the group. ( Cherry 2012 )
Esteem
All worlds have a demand have a feel that they need to be recognised in the society and they need to hold their ain regard. The celebrity or glorification will non assist anyone to acquire their regard they need to hold their ain self-pride in order to be respected. Maslow states that while he originally thought the demands of worlds had rigorous guidelines, the “ hierarchies are interrelated instead than aggressively separated ” . This means that regard and the subsequent degrees are non purely separated ; alternatively, the degrees are closely related. ( Cherry 2012 )
Self-actualization
“ What a adult male can be, he must be. ” This citation explains the demand for self-actualization. Maslow explains that everyone should hold their ain self-actualization in order to go the most that one can be. For illustration adult females may believe that she needs to be the best female parent for her kids than any other female parent. In understand this degree of demand, the individual must necessitate to accomplish the old demands and besides should be maestro in them. ( Cherry 2012 )
Self-transcendence
Self-transcendence refers to when a individual seeks to foster the boundaries of their ideal ego, to see an familiarity beyond one ‘s ego. Cloninger subsequently incorporated self-transcendence as a religious dimension of personality in the Temperament and Character Inventory. ( Cherry 2012 )
F. W. Taylor ‘s Scientific Management Theory
F. W. Taylor was an American mechanical applied scientist completed his grade in Mechanical Engineering from Stevens Institute of Technology in 1883. He is good known as the male parent of scientific direction.
Taylor ‘s Contribution to Scientific Management
F.W. Taylor has written the celebrated book called “ Principles of Scientific Management ” in which he chiefly imposes three rules, they are
First: To explicate through simple illustration.
Second: To convert the reader through systematic direction, instead than explicating some unusual contents.
Third: To turn out that the direction accomplishments are true scientific discipline.
And besides he explains that the cardinal rules of scientific direction which can be applied for all human activities. For illustration a simple co-operation between the persons in the company can raise the production value of the concern. And besides he convince the readers be simple illustration by right using all his rules. ( Taylor 1911 )
Taylor has defined scientific direction as follows:
“ Scientific direction is concerned with cognizing precisely what you want work forces to make and so see in that they do it in the best and cheapest manner. “ ( Taylor 1911 )
Principles of Scientific Management
The rules of Scientific Management are:
1. Replacing regulation of pollex with scientific discipline.
2. Obtaining harmoniousness in group action instead than strife.
3. Co-operation instead than helter-skelter individuality.
4. Addition in production and productiveness alternatively of restricted production.
5. Development of workers by supplying preparation.
Consequence of Work Stress
As a consequence of the work emphasis two major jobs occurred in the Maruti.
Low Production
No Co-operation between the employer and employee
Low Production
Due to work emphasis for the employees, their 100 per centum inputs for the work were non able to obtain and as a consequence it leads to less production. Most of the assembly line workers had much nerve-racking work continuously and they are non paid for their work they intently produced less production. As these are the grounds for the less production.
No Co-operation between the employer and employee
Due to the improper direction there was no proper co-operation between the employers and the employees. As the company has non followed any hierarchy construction and most of the employees are contract based employees there was no proper relationship between the employer and the employees. This is besides a ground for less production. There two are the major cause as a consequence of the work emphasis for the employees in the Maruti Suzuki.
Basic Need of the Workers
By analyzing the two major theories, Maslow ‘s hierarchy of demands and F. W. Taylor ‘s Scientific Management we can propose some solutions for the jobs of the employees in the Maruti Suzuki. Harmonizing to the two theories basic demands for the employees are ( Taylor 1911, Cherry 2012 )
Permanent Job
Proper Work Timing
Promotion
Conveyance Facilities
Permanent occupation
As approximately 70 % of the employees in the Maruti Suzuki are contract based employees and they do n’t hold the occupation security is besides one of the grounds for the work emphasis for the employees. And the work emphasis leads to less production for the company. Harmonizing to Maslow ‘s hierarchy of demands when we provide the employees with the basic demands of what they need they fell secure for working for the company. They get motivated automatically and they fell much secure and automatically cut down the work emphasis. As a consequence of less work emphasis, the employees may give their much attempt for the production and hence the production can be increased well.
Proper Work clip
Since most of the employees are contract based employees and hence they do n’t hold the proper work timing agenda. And so it leads them to work for more hours. This is besides a ground for the work emphasis for the employees. Harmonizing to the Maslow ‘s hierarchy of demands and F. W. Taylor ‘s Scientific Management supplying the employees with their basic demands and do them respect will increase the assurance degree for the employees. As a consequence of the supplying proper work clip their emphasis for the working hours will cut down and hence the production can be increased well.
Promotion
As most of the employees in the company are contract based employees and they do n’t hold the publicity prospective. Since working continuously, without any publicity, or incentive makes many employees to experience emphasis about their work. Harmonizing to Maslow ‘s hierarchy of demands and F. W. Taylor ‘s Scientific Management if we make the employees to experience much secure about the work what they do and supply the employees with the hierarchy for the publicity will do them to experience much secure and their work emphasis will be reduced well. And therefore the production will be increased automatically.
Conveyance Facilities
Since most of the big graduated table sector industries are located at distant locations, conveyance installations to the company being a really complex issues for many employees in the company. Harmonizing to Maslow ‘s theory, turn outing the employees with their demand many cut down the emphasis for the employee and as a consequence the production can be increased well. So supplying conveyance installations from the employees from the company to the metropolis centre during the shift terminal and the beginning may cut down the complexness for the transit to the employees.
Execution
By analyzing the theories of Maslow ‘s hierarchy of demands and F. W. Taylor ‘s Scientific Management and the jobs of the Maruti Suzuki, we can implement some solutions for the jobs of the Maruti Suzuki based on the two theories. ( Taylor. 2007, Taylor 1911, Cherry 2012 )
Implement “ Hierarchy construction ” for publicity and work allotment.
As there was no proper direction construction for the company for the publicity and other positions if we implement the Maslow ‘s hierarchy construction for the employment as the low degree workers being in the underside followed by the supervisors and directors and in the top degree at that place being the direction. By implementing Maslow ‘s hierarchy construction, the work burden can be allocated and therefore each worker will be sum of plants.
Implement Proper “ Work Timing ” with three different displacements.
Harmonizing to Maslow ‘s hierarchy of demands supplying the employees with their basic physiological needs the workers will fell much secure to work in the company. Harmonizing to the theory implementing proper work timing with three different displacements which may cut down the workers to work for ling hours and hence their basic physiological demands get satisfied and the employees feel much secure in working for the company.
Supply “ coach services ” in line with displacement timings
Harmonizing to Maslow ‘s theory, supplying the employees with their physiological demands may cut down the emphasis of the employees, Harmonizing to which supplying coach services to the employees in line with displacement timing may cut down the emphasis in transit to the employees. As most of the big graduated table industries are located in distant locations, so transit being one of the major nerve-racking undertakings for the employees to do in clip for the companies. By supplying coach services may cut down their emphasis in transit.
Make a “ labour public assistance commission ” to advance good dealingss between the direction and the workers
Harmonizing to F. W. Taylor ‘s Scientific Management supplying proper preparation to the employer and employees can make a three 60 grade relationship between them. Harmonizing to Taylor ‘s theory making a labor public assistance commission provide a good relationship between the direction and workers.
Decision
After analyzing the jobs of the Maruti Suzuki and the theories of Maslow ‘s hierarchy of demands and F. W. Taylor ‘s Scientific Management the jobs of the Maruti Suzuki have been solved by implementing the solutions to the job from the theories of Maslow ‘s hierarchy of demands and F. W. Taylor ‘s Scientific Management. The major job of the employees being the work emphasis have been solved by the Maslow ‘s hierarchal theory and the major job for the direction being the less production which have been solved by implementing F. W. Taylor ‘s Scientific Management theory.
