Introduction to Maruti Suzuki Ltd. Maruti Suzuki India Ltd. is a respected manufacturer car company in India. It was established in December 1983 with the mission to motorise India. Maruti was Collaboration Company between Suzuki Motors Corporation, Japan and Government of India. Maruti is one of the major compact car making companies on the globe so till 2012. In conditions of development, Maruti is the most significant subsidiary of Suzuki Electric motor Corporation and the business has produced over 15 million vehicles since the roll out of its first vehicle on 14th December, 1983. In the job sector, Maruti has more than 75000 employees and its own manufacturing facilities are located at two locations in India in Gurgaon and Manesae, both south of New Delhi. Maruti Suzuki is the only Indian company to cross the 10 million sales make since its source. In 2011-12, the business sold over 1. 13 million vehicles including 1, 27, 379 products of exports. (Marutisuzuki 2012)
Maruti's Idea
Maruti's uses its Green Philosophy in the stems of "3 R's": Reduce, Recycle and Reuse policy in its plants, so that there surely is a minimal stress on natural resources. The business has launched lots of initiatives under its Three R's umbrella to help make the plants more efficient in terms of resource consumption. It is also qualified with ISO 14001:1996 because of its Environment Management System program and uses the rule of "Smaller, fewer lighter, shorter and neater" for its operations.
Problems in Maruti Company:
According to personnel who are used at Maruti Suzuki, highly difficult working time have been a significant concern for the strain of the employees who will work in the Maruti Suzuki. Based on the workers, the demanding working hours leads the works to extended impasse. Excessive of work insert and stringent time management is the major cause of the stress for the employees. There are several reasons for the reason for the work stress for the employees. In the several reasons the major seven reasons for the work stress are, (Cherry 2012, Sengupta 2012)
7 Reason behind Work Stress
Differences in salary pay
Lack of advertising prospects
Under-promotion or over-promotion
Unclear or unfair performance evaluation systems
Being over-skilled or under-skilled for the job
Differences in Salary Pay
The first reason behind the work stress for the employees is principally due to the difference in the salary pay. Usually about 70% of the employees are agreement based employees and they paid very less salary when compared to the other staff who will work in the same grade as conformed employees.
No allowance
Since almost all of the employees are deal based employees the company has not supply them with any allowance. Hence they didn't get any allowance from the government as well from the company.
Job insecurity
As contract structured employment there is no security for the employees for his or her job. They can be fired at any moment. This is also a reason for the employees because of their stress.
Lack of campaign prospects
As a contract based employee, there is absolutely no promotion prospects for the kids. Employees need to do the task what the work is assigned for the coffee lover. This is also grounds for the employees because of their stress.
Under-promotion or over-promotion
Since there is no proper analysis system or performance appraisal system for the promotion, Employees are advertised in a basis of their influence to the managers. This contributes to other workers for the strain in their working.
Unclear or unfair performance analysis systems
As stated before there is no proper analysis system for the performance. And this brings about unclear campaign to the employees. So it contributes to stress for the staff.
Being over-skilled or under-skilled for the job
As the majority of the employees are contract based employees, and hence the positioning what they will work as an irrelevant position. For instance an employee who Mechanical Anatomist and employed in the finance section. So most of the employees are being like under skilled or higher skilled for the careers, so this also contributes to stress for the employees in their working. (Sengupta 2012)
Maslow's Hierarchy of Needs
Maslow's hierarchy of needs is a theory suggested by Abraham Maslow in his newspaper "A Theory of Human Determination" in the year 1943. Maslow mainly utilized the conditions like Physiological needs, Basic safety, Belongingness and Love, Esteem and Home Actualization needs to describe his individuals inspiration theory.
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Hierarchy
Maslow's hierarchy of needs can be described by making use of a pyramid. Essentially the most fundamental degree of needs is specified at the bottom and at the very top needs for self-actualization. Maslow clarifies the pyramid with four layers and he called them as "Insufficiency needs" or "D-Needs". The four tiers are Esteem, Friendship and love, Security and Physical needs. He also clarifies that the most important needs may well not be the physical needs. Maslow also use the word Meta motivation in order to motivate individuals. He also points out that human head find a way for parallel control and therefore by motivating individuals also they can perform their hierarchal needs. Thus Maslow acknowledged the likelihood that the several levels of drive could occur anytime in the real human mind, but he centered on identifying the basic types of motivation and the order in which they should be satisfied. (Cherry 2012)
Physiological needs
Physiological needs will be the physical requirements for human survival. If these requirements ate not obtained then your human mind won't function properly and this causes ultimate failing. Therefore food, shelter, love and value are some of the basic physiological needs a human normally expects to be with him. (Cherry 2012)
Safety needs
The safe practices needs in the sense job security, secure environment, strategies for protecting the individual from unilateral expert, savings accounts, plans, reasonable disability accommodations, etc. . (Cherry 2012)
Safety and Security needs include:
Personal security
Financial security
Health and well-being
Safety net against injuries/illness and their negative impacts
Love and belonging
After physiological and basic safety needs another basic need for a human is the love and items. This need is especially strong in years as a child which is obtained by friendship, family and others love towards him. Maslow points out that humans need to feel a sense of belonging they are accepted in their communal group. For instance small interpersonal group like family in which they are really being accepted and they're recognized in the group. (Cherry 2012)
Esteem
All humans have a need have a believe that they need to be recognised in the world and they have to have their own value. The popularity or glory will not help anyone to get their admiration they need to have their own self-esteem to become respected. Maslow says that while he at first thought the needs of humans experienced strict suggestions, the "hierarchies are interrelated rather than sharply segregated". This means that esteem and the subsequent levels are not strictly segregated; instead, the levels are directly related. (Cherry 2012)
Self-actualization
"What a man can be, he must be. " This quotation points out the necessity for self-actualization. Maslow talks about that everyone should have their own self-actualization to be remembered as the most that one can be. For example women may think that she must be the best mom for her children than other mother. In understand why degree of need, the individual must needs to achieve the prior needs and also should be professional in them. (Cherry 2012)
Self-transcendence
Self-transcendence refers to when a person seeks to help expand the boundaries of the ideal self, to experience an intimacy beyond one's self. Cloninger later included self-transcendence as a spiritual aspect of personality in the Nature and Figure Inventory. (Cherry 2012)
F. W. Taylor's Scientific Management Theory
F. W. Taylor was an American mechanised engineer completed his degree in Mechanical Executive from Stevens Institute of Technology in 1883. He's popular as the daddy of scientific management.
Taylor's Contribution to Scientific Management
F. W. Taylor has written the famous e book called "Principles of Scientific Management" where he mainly imposes three rules, they are
First: To explain through simple illustration.
Second: To persuade the audience through organized management, somewhat than detailing some unusual items.
Third: To establish that the management skills are true technology.
And also he points out that the essential principles of methodical management which may be applied for all human activities. For example a simple co-operation between your individuals in the company can boost the creation value of the business enterprise. And in addition he encourage the visitors be simple illustration by effectively applying all his concepts. (Taylor 1911)
Taylor has described scientific management the following:
"Scientific management can be involved with knowing just what you want men to do and then see for the reason that they do it in the best and cheapest way. "(Taylor 1911)
Principles of Scientific Management
The concepts of Scientific Management are:
1. Swapping rule of thumb with research.
2. Obtaining tranquility in group action somewhat than discord.
3. Co-operation somewhat than chaotic individualism.
4. Increase in production and efficiency instead of limited production.
5. Development of personnel by giving training.
Result of Work Stress
As a result of the work stress two major problems occurred in the Maruti.
No Co-operation between the employer and employee
Low Production
Due to work stress for the employees, their hundred percent inputs for the task were not in a position to obtain and consequently it contributes to less production. A lot of the assembly line workers had much nerve-racking work continuously and they're not payed for their work they intently produced less development. As these are the reasons for the less creation.
No Co-operation between your employer and employee
Due to the poor management there is no proper co-operation between the employers and the employees. As the business has not followed any hierarchy framework and almost all of the employees are agreement based employees there is no proper marriage between the company and the employees. This is also grounds for less production. There two are the major cause consequently of the task stress for the employees in the Maruti Suzuki.
Basic Need of the Workers
By studying the two major ideas, Maslow's hierarchy of needs and F. W. Taylor's Scientific Management we can suggest some alternatives for the issues of the employees in the Maruti Suzuki. According to the two ideas basic needs for the employees are (Taylor 1911, Cherry 2012)
Permanent Job
Proper Work Timing
Permanent job
As about 70% of the employees in the Maruti Suzuki are deal based employees plus they don't have the work security is also one of the reasons for the task stress for the employees. And the task stress causes less production for the company. According to Maslow's hierarchy of needs when we provide the employees with the essential needs of what they want they dropped secure for doing work for the business. They get motivated automatically plus they fell much secure and automatically decrease the work stress. Due to less work stress, the employees can provide their much work for the production and therefore the production can be increased noticeably.
Proper Work time
Since almost all of the employees are deal based employees and therefore they don't have the correct work timing agenda. Therefore it leads them to work for more hours. This is also grounds for the work stress for the employees. Based on the Maslow's hierarchy of needs and F. W. Taylor's Scientific Management providing the employees with their basic needs and make them esteem will boost the confidence level for the employees. As a result of the providing proper work time their stress for the working time will reduce and therefore the development can be increased considerably.
Promotion
As almost all of the employees in the company are contract established employees and they don't have the promotion prospective. Since working continuously, without any promotion, or motivation makes many employees to feel stress about their work. Relating to Maslow's hierarchy of needs and F. W. Taylor's Scientific Management if we make the employees to feel much secure about the work what they do and offer the employees with the hierarchy for the promotion will make them to feel much secure and their work stress will be reduced considerably. And hence the creation will be increased automatically.
Transport Facilities
Since most of the top scale sector market sectors are located at remote locations, transport facilities to the business being a very complex issues for most employees in the business. According to Maslow's theory, proving the employees with their need many decrease the stress for the employee and as a result the creation can be increased considerably. So providing move facilities from the employees from the company to the town center during the transfer end and the start may decrease the complexity for the transport to the employees.
Implementation
By studying the theories of Maslow's hierarchy of needs and F. W. Taylor's Scientific Management and the issues of the Maruti Suzuki, we can put into practice some solutions for the problems of the Maruti Suzuki predicated on the two theories. (Taylor. 2007, Taylor 1911, Cherry 2012)
Implement "Hierarchy structure" for campaign and work allocation.
As there was no proper management framework for the company for the advertising and other perspectives if we put into practice the Maslow's hierarchy composition for the job as the low level staff being in the bottom followed by the supervisors and managers and in the top level there being the management. By employing Maslow's hierarchy structure, the work weight can be allocated and hence each staff member will equal amount of works.
Implement Proper "Work Timing" with three different shifts.
According to Maslow's hierarchy of needs providing the employees with their basic physiological needs the personnel will dropped much secure to work in the business. According to the theory implementing proper work timing with three different shifts which might reduce the workers to help ling hours and therefore their basic physiological needs get satisfied and the employees feel much secure in doing work for the business.
Provide "bus services" in line with shift timings
According to Maslow's theory, providing the employees using their physiological needs may decrease the stress of the employees, Corresponding to which providing bus services to the employees in line with move timing may reduce the stress in transportation to the employees. As almost all of the large scale industries are located in remote locations, so travel being one of the major difficult duties for the employees to make in time for the firms. By giving bus services may reduce their stress in transportation.
Create a "labor welfare committee" to promote good relations between the management and the workers
According to F. W. Taylor's Scientific Management providing proper training to the workplace and employees can create a three sixty level marriage between them. Regarding to Taylor's theory building a labour welfare committee provide a good relationship between your management and personnel.
Conclusion
After studying the problems of the Maruti Suzuki and the theories of Maslow's hierarchy of needs and F. W. Taylor's Scientific Management the problems of the Maruti Suzuki have been resolved by utilizing the answers to the situation from the theories of Maslow's hierarchy of needs and F. W. Taylor's Scientific Management. The significant problem of the employees being the work stress have been solved by the Maslow's hierarchal theory and the major problem for the management being the less production which have been solved by putting into action F. W. Taylor's Scientific Management theory.
