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TITLE
CERTIFICATE
DECLARATION
ACKNOWLEDGEMENT
CONTENTS
LIST OF TABLES
LIST OF FIGURES
LIST OF ABBREVIATIONS
1 INTRODUCTION
1.1 Definition and Discussion of Key Concepts
1.2 The Philosophy of Management
1.3 The Beginnings
1.3.1 Scientific Management Theory
1.3.2 Classical Organisation Theory
1.3. 3 Bureaucratic Management
1.3. 4 Behavioural School
1.3.4.1 Human Relations Approach
1.3.4.2 Behavioural Science Approach
1.3.4.3 Psychological Dimensions
1.3.5 Theory Z
1.3.6 Kaizen Theory
1.3.7 Theory K
1.4 HRM vis-à-vis Personnel Management
1.5 Human Resource Development - HRD
1.5.1 Theoretical Elucidation
1.5.2 The Concept and Its Dimensions
1.5.2.1 Systems Approach
1.5.2.2 Development- Its Bearings
1.5.2.3 Sustainable Development
1.5.2.3.1 Meaning and Definition
1.5.2.3.2 Value Based Development
1.5.3 Development Instruments / Processes
1.6 Human Resource Management: The Indian Experience
1.6.1 Evolution of the Concept
1.6.2 Welfare Approach
1.6.3 Industrial Relations Approach
1.6.4 Personnel Department
1.6.5 Three Dimensional Role
1.6.6 Human Resource Approach
1. 7 Indian Ethos in HRM
1.8 The Present Study
1.8.1 Tea Industry in India: An Overview
Fig.1.2 Tea Plantations in South India (1996)
1.8.2 Tea Plantations in Kerala
1.8.3 Background of the Study Area
Fig.1.4 Major Tea Plantation Districts of Kerala (2000)
2 REVIEW OF LITERATURE AND METHODOLOGY
2.1 Overview of Literature
2.2 Statement of the Problem
2.3 The Rationale of the Study
2.4 Objectives
2.5 Hypotheses
2.6 Pilot Study
2.7 Nature and Source of Data
2.8 Universe and Sample
2.9 Methods and Tools of Data Collection
2.10 Pre -testing of the Tools of Data Collection
2.11 Reliability and Validity of Research Tools
2.12 Data Collection
2.13 Editing, Coding and Statistical Treatment of Data
2.14 Z Test for Equality of Means
2.14.1 Z Test for Equality of Proportions
2.15 Data Analysis and Interpretation
2.16 Definitions
2.17 Limitations of the Study
2.18 Organisation of the Study
3 HUMAN RESOURCE MANAGEMENT: A GANDHIAN PERSPECTIVE
3.1 Introduction
3.2 Conceptual Framework
3.3 Gandhijis’ Philosophy of Life
3.3.1 Truth as God
3.3.1.1 Devotion to Truth
3.3.2 Non-violence
3.3.3 Supremacy of Man
3.3.3.1 Man as a Spiritual Entity
3.3.3.2 Interdependence of Individual and Society
3.3.3.3 Empowerment of Man
3.3.3.4 Women’s Empowerment
3.3.4 Bread-Labour
3.3.4.1 Work as Yajna
3.3.5 Sarvodaya
3.3.5.1 Basic Tenets of Sarvodaya
3.3.5.2 Sarvodaya: The Moral Law
3.3.5.3 Sarvodaya: The Ideal Social Order
3.4 Systems and Process of Management: The Gandhian Way
3.4.1 Trusteeship
3.4.1.2 The Rationale
3.4.1.3 Three Basic Tenets
3.4.1.4 Trusteeship and Ownership
3.4.1.5 Trusteeship and Industrial Relations
3.4.1.6 Trusteeship and Labour Unions
3.4.1.7 Appeal to Innate Goodness
3.4.2 Conflict Resolution
3.4.2.1 Satyagraha
3.4.2.2 Ahimsa
3.4.2.3 Tapasya
3.4.3 Oceanic Circle
3.4.4 Decentralization
3.4.5 Participative Management
3.5 Gandhian Concept of HRD
3.5.1 Gandhian Perspective on Sustainable Development
3.5.2 People as Means and End
3.5.3 Bottom-up Approach
3.5.4 Village Development
3.5.4.1 Expansion of Social Opportunities
3.5.4.2 Constructive Programme
3.5.5 Critique of Modern Development
3.5.5.1 Ethics and Development
3.5.5.2 Materialism and Consumerism
4 HRM STRUCTURES AND PRACTICES IN TEA PLANTATION
4.1 Plantations
4.1.2 Characteristics of Plantations
4.1.3 Plantations in India
4.1.4 Plantation System
4.2 Plantation Labour Compared to Other Agricultural Labour
4.2.1 Recruitment System
4.2.2 Emigrant Labour
4.2.3 Contract Labour
4.2.4 Seasonal Workers
4.2.5 Women Workers
4.2.6 Unionisation
4.3 Legislative Enactment on Labour Welfare in Plantations
4.3.1 The Plantations Labour Act, 1951
4.3.2 Other Legislations
4.3.3 Other Statutory Benefits
4.4 The Indian Tea Plantations
4.4.1 Development over the Years
4.5 Human Resource Structures in Tea Plantations
4.5.1 Workers
4.5.2 Staff
4.5.3 Managers and Assistant Managers
4.6 Plantations in Kerala’s Economy
4.7 Kerala Tea Industry
4.7.1 Tea Production
4.8 Organisational Structure in the Early Days
4.8.1 Pattern of Ownership
4.8.2 Emergence of the Corporate Firm
4.8.3 Size of Estates
4.9 Estate Management
Fig.4.1 Organization Chart of an Estate
4.9.1 Origin and Growth
4.9.2 Role of Managing Agencies
4.9.3 The Manager
4.10 Planters’ Association and Management
4.10.1 Participative Management
5 GANDHIAN MANAGEMENT: AN EXPLORATORY SURVEY
5.1 Present System of Human Resource Management
5.1.1 Educational Status of the Respondents
Fig. 5.1 Educational Status of the Respondents
5.1.2 Sex-wise Distribution R
5.1.3 Nature of Work of Respondents
Fig.5.2 Nature of Work and Relative Manpower Used
5.1.4 Selection of Workers in Tea Plantation
5.2 Management and Worker Relationship
5.2.1 Strained Relations
Fig.5.3 Workers Ranking on Reasons for Strained Relations
5.2.2 Dispute Settlement System
5.2.3 Tripartite Committee
5.2.4 Style of Management
Fig. 5.4 Style of Management
5.2.5 Satisfaction with Facilities Provided
5.2.6 Comparison of Sub samples
5.3 Labourers’ Opinion Regarding the Role of Trade Unions in Tea Industry
5.3.1 Membership in Trade Unions
5.3.2 Activities of Trade Unions
5.3.3 Effectiveness of Trade Unions
5.3.4 Factors for Industrial Peace
5.4 Labours’ Opinion on the Need for Gandhian way of Management in Tea Plantations
5.4.1 Labourers and Co-operative Movements
Fig. 5.5 Activities for Co-operative Societies
5.4.2 Participative Management
5.4.3 Person-Centred Appraoch
5.4.4 Gandhian Approach: Its Practicability
5.4.5 Voluntary Agencies
5.4.6 Village Development
5.4.7 Village and Cottage Industries
5.5 Women’s Empowerment
5.6 Literacy Programme
5.7 Alcohol Addiction
5.8 Panchayathraj
5.9 Managers’ Views on the Gandhian style of Management
5.10 Analysis and Interpretation of the Views of Workers and Managers on Gandhian Model of Management
6 SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
6.1 Introduction
6.2 Gandhian Foundations of Management
6.3 HRM Structures in Tea Plantation
6.4 HRM Practices in Tea Plantation
6.5 Workers’ Appraisal of Trade Unions
6.6 Workers on Gandhian Style of Management
6.7 Management on Gandhian Way
6.8 Women Empowerment
6.9 Towards an Indigenous Model
6.10 Specific Recommendations
6.11 Scope for Further Study
6.12 Conclusion
BIBLIOGRAPHY
APPENDIX 1 Interview Schedule for Tea Plantation Workers
APPENDIX 2 Interview Schedule for Managers