Hi Friends,
                                              Even as I launch this today ( my 80th Birthday ), I realize that there is yet so much to say and do.
                                                  There is just no time to look back, no time to wonder,"Will anyone read these pages?"
                                       With regards,
                                       Hemen Parekh
                                       27 June 2013

Thursday, 4 December 1986


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).

4 Dec 1986


Secretary-Suggestion Scheme

Suggestion-Scheme Co-ordinators  (Group wise)


Year 1986  is coming  to a  close.  So when  we meet  next on 16.12.86,  it will  be time  tor stock-taking.   What had  we targetted  ? What  have. we achieved ? What  is  the  "gap" ? What lessons have  we learnt from 1986 efforts, achievements, short-falls ?

And this exercise must  be carried out with respect to all  of the following criteria:

1.  Quantity/Volume of suggestions received
2.  Quantity/Volume of suggestions scrutinised
3.  Quantity/Volume of suggestions awarded
4.  Backlog (number) of suggestions pending
5.  "Age" of the backlog
6.  Average-time, Maximum  time. Minimum  time to  'clear' a suggestion
7.  Quality of suggestion - as measured in       Ave. Award                                            

8.  Is this going up or down ? Over years. 8.   Saving / suggestion - Maximum/Minimum/Average
9.  Employee Response

i.e.  Have  we   been  able  to  enrol   more  and  more "suggesters" into the
scheme or  is it that the same old suggesters continue ?  Have we been able 
to sustain the enthusiasm of the  "old " suggesters - even  if they are not
winninq awards ?

10.     To  what  extent  have  we  been  able  to  enthuse  the "Evaluators" ? Do 
they still think of  this activity as an " extra-burden"  ? How can we make 
them feel "proud"  of the contribution that they are making ?

11.     What  about  the  Foremen/the  Supervisors  ?  Are  they acting  as 
"Godfathers"  to  the  suggesters  of  their departments ? Are  they
encouraging/helping employees to      come-up  with  suggestions  or are 
they  still  feeling  "threatened"  by the  suggesters ?  Do  they  still feel that an 
accepted suggestion  is an indication  of their own  "failure" ?  What can  we
do to make  them overcome this feeling  ?  In fact, how  can we  get them  to
make this as one of  their "objectives"  under our performance-appraisal
system  ?

Is  suggestion-committee  doing  anything   to  publicly "recognise"  
foremen/supervisors    who    are   making outstanding contribution ?

12.     Last - but not the least -

What have  we done  to give scientific  "training", both to foremen and
suggesters on

"How to come up with winning suggestions ?"

Creativity   is  fine   but  remember,   through  proper training, even 
ordinary persons,  can be made  to write good poetry: !

Can each  one of you  attempt to answer  these questions (as far  as your
group is  concerned) on  16th ?  Taking "award"-decisions during  Committee-
meeting is important but not  everything.  All of us have a  much bigger role
of the  "Developmental" aspect.  Suggestion-Scheme  is a vehicle  of  "Worker
Participation  in  Decision Making" which, in turn, is the only way to survival
and growth.


No comments:

Post a Comment