Synopsis: Communication For Productivity
Letters written to some 7500 Workers / Managers / Union Leaders, following a period of strike / Go slow / Murders (1979 - 1987), at Mumbai factory of Larsen & Toubro Ltd. This direct / open / honest communication led to a remarkable atmosphere of trust between Workers and Management, which, in turn, increased productivity at 3% per year (ave).
11 Feb 1985
The Changing pattern of Industrial Relations:
I enclose herewith, a write-up on a research-study conducted by the Jamnalal Bajaj Institute of Management Studies.
After reading this write-up, if you start wondering whether L&T was one of the companies covered by this research, let me tell you that we did not participate in this research.
But that does not diminish the value of this research. The fact that we are able to identify some of the characters in this study in the context of L&T, only proves its relevance to our own situation here at Powai.
The researcher says,
" --------- in the name of professionalism, managements have tended to impersonalize their relationship with the work-force. "
" They (supervisors) have an authoritarian style of functioning which is not acceptable to the young, conscious and aware worker who prefers an involving or participatory type of management."
"At present the level of communication is very poor and there is lack of trust. ----- it is not enough to merely communicate with the Union leaders or Union Committee.
" The Issues before the Organisation".
When the 'ranking' exercise is over, I have a feeling that "Developing harmonious Industrial Relations" will rank quite high on the list.
How do we go about this? A debate must ensue at all levels. So, can I request you to circulate the enclosed write-up to all officers and supervisors of your dept.?