In practice we are adopting theories X or / and Y partially depending upon the workforce’s psychology to their respective works.

But at times I found that none works that fruitfully, rather I combine them. Today I am applying theory x with one person and in next week I am to apply theory y to get my jobs done. The very psychology of work standard of a low paid worker flactuates very often. He remains bothered for everything arround him and his main attention is his family and his future. Thereby in a factory of readymade garments managing the labours demands a peculiar mode to control them and to make them working.

A labour is influenced by everything, I told. If he finds that the neighbour garments factory has increased salary of their labours, then he starts thinking that he is deprived here. Though that neighbour factory has made some big boom in business that’s why they could afford to increase the salary.

Most of the times in this forum we talk about the managerial matters related to office only. But it would be better if there are some aspects of labour management. Anybody has any bright idea, friends?

From Bangladesh, Dhaka
Dear Friend,
I am very much interested to partcipate in your query and discussion.
I am also facing lot of problems and could fix some solutions to it.
I willc ome back to you shortky

From India, Tiruppur
at times i myself adopt some different practice.

while walking a round in the workers arena, get hold anyone and ask him a different type of question like how do you find the present political situation? do you think that the ruling party will come in the power next time also. he will have an answer with an widen eye ( as you the boss has asked him the question, and you will find some of his side workers are working but putting their ear toward your conversations). now ask him why do you think like this. he will have his explanation. give a thoughtful look towards him and you just tell him that he has made a good assessment. now leave that place. ( be careful about choosing the man whom you are asking the question).

whenever you are talking to them, start with a smile. it kills almost 80% agony.

be very particular to their problem and respect their problems considering those to be yours. you should be very prompt about solving any of their personal crisis. it will enhance their confidence on you.

be very careful about handling lady workers. they are the most sensitive organ of your whole office. never talk to any women worker alone, keep 2-3 persons arround you at that time. it will help you.

ensure maternity leave for the women workers.

be particular to the school exams of the children of workers, specilly the ssc and hsc. you may declare the incentives to the good result holders among your workers' children.

we follow more many techniques like this. do you think these are helpful? we are getting fruits out of these norms with them.

you have any more technique?

write soon.

From Bangladesh, Dhaka
No theory can work with everybody to the same degree anyway because there is nothing that is universally and perenially true. Sometimes one theory may work with somebody at one time and maynot work with the same person at another time. One has to use one's discretion and discrimination as mentioned in our shastras. "One man's meat is another man's poision" applies more to psychology than anything else.
From India, New Delhi
Dear Sir,
I am an HR manager of 2250 employees trying all possibilities for improvigng my HR climate.
We have workers referal program, birthday celebrations, all other Good HR programs. We are WRAP certified.
But still find 50% attrition at year end.
More openings are in and around, many factories in Tirupur have attrition double than that of we have. One tailor from one company will work in another company in the after noon.
Even after trying all possible measures Absenteeism is 10 to 18%.
People wants to attend duty on daily basis, but they are unable to prioritise their work and personal issues wherein I am now trying to focus.
Hope this discussion will contninue in coming days also.

From India, Tiruppur
I am not formally from HR but some examples that I read in the wonderful book "First, break all the rules" may help you. It talks of how people in menial jobs are motivated. The best bartender for instance was a person who could remember the names and drinks of 3000 customers. He was publicly honored. Similarly, the best housekeeper, the best nurse, the best data entry operator. Unless the root problem is completely different, money and prestige normally work. Unfortunately, we don't have the kind of dignity of labour that exists in the United States.
From India, New Delhi

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