Cooperativization : an alternative scheme for manpower sourcing in the Philippines / Conrado V. Bergantiños. 6
By: Bergantiños, Conrado V. 4 0 16 [, ] | [, ] |
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Language: Unknown language code Summary language: Unknown language code Original language: Unknown language code Series: ; 46Edition: Description: 28 cm. xv, 234 pagesContent type: text Media type: unmediated Carrier type: volumeISBN: ISSN: 2Other title: 6 []Uniform titles: | | Subject(s): Another change that workers cooperative should work is towards increasing the limit of the total capitalization for cooperatives. The members of workers cooperative (Coopworks, Inc.) should form an alliance with other cooperative groups and seek assistance of the Cooperative Development Authority to lobby with Congress the increase in the limit of capitalization for cooperative so that members will be able to increase their shares and maximize their capability to earn. 8 | Companies in service industry is said to benefit also with the utilization of cooperative scheme. However, their operational improvement is measure differently from that of the manufacturing companies. To determine the contribution of cooperativization in this industry, a separate study should be undertaken to prove operational improvement. 9 | To test the effectiveness of the cooperativization scheme in providing continued satisfaction to members of cooperative and constant operational improvement to the manufacturing companies, a follow-up study is recommended when members have reached five years of employment | -- | --DDC classification: | LOC classification: | | 2Other classification: The utilization of members of cooperative by the manufacturing companies did not create serious problem in manufacturing products within the targeted specifications. The only concerned, albeit rated moderately serious, by the manufacturing managers when utilizing members of cooperative was on the resistance from regular employees. 4.| Item type | Current location | Home library | Call number | Status | Date due | Barcode | Item holds |
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Thesis (Ph.D.) -- Pamantasan ng Lungsod ng Maynila, 2008.;A dissertation presented to the faculty of the Graduate School of Management in partial fulfillment of the requirements for the degree Doctor of Business Administration. 56
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ABSTRACT: Statement of the Problem This study determined and analyzed the status of operational performance of selected manufacturing firms in Cavite and Laguna provinces. Specifically, it sought to answer the following questions: (1) What was the status of performance of the manufacturing companies one year before and one year after sourcing their manpower from workers cooperative? (2) Was there a significant difference in the status of labor performance of the manufacturing firms one year before and one year after sourcing their manpower from workers cooperative? (3) To what extent did the manufacturing firms achieve improvement in the operational performance after sourcing their manpower from workers cooperative? (4) What were the problems encountered by the managers of the manufacturing firms in utilizing members of cooperative in terms of human satisfied were members of cooperative in terms of work security, welfare benefits and career opportunities one year before and one year after working in the manufacturing firms? (6) Was there a significant difference on the satisfaction level of workers gained in terms of work security, welfare benefits and career opportunities? (7) What measures were proposed to improve cooperativization to guarantee continued operational efficiency? The study utilized the descriptive method of research. It was an ex-post facto design. Respondents of the study were 311 cooperative members and 13 managers/ supervisors from 13 purposively selected manufacturing companies. The study utilized the following instruments in the gathering of data (1) records of companies; (2) survey questionnaires; and (3) interviews. The statistical tools applied were percentage, frequency, weighted mean and pair t-test. FINDINGS AND CONCLUSIONS 1.
The manufacturing companies were able to improve their labor productivity after a year of utilizing cooperative. The use of cooperativization had proved to have significant difference in reducing the absences of employees after one year of employing them. This situation was not true to other labor productivity predictors. The significant improvement in the labor cost was felt because of the slight improvements on the productivity of the manufacturing operation brought about by the increase of manpower productivity based on per kilogram per man hour as well as in terms of material yield. The companies were able to achieve improvement in labor quality because of the continuity of service that enabled members to acquire greater knowledge on the quality standards required for their assigned tasks. The secured work tenure greatly helped companies in the reduction of defective products, reduction in the quantity of scraps, reduction in the number of reworks and reduction in the number of complaints. 2.
The managers of the companies believed that they have experienced improvement in their operational performance in terms of labor productivity after a year of adopting cooperativization. Reduction came from reduced number of recorded accidents per month, reduced number of lost of man-hour due to machine breakdown and most importantly, reduced number of absences. Continuity in working with their assignment improved work discipline among cooperative members. It provided marked improvement to labor quality. 3.
The utilization of members of cooperative by the manufacturing companies did not create serious problem in manufacturing products within the targeted specifications. The only concerned, albeit rated moderately serious, by the manufacturing managers when utilizing members of cooperative was on the resistance from regular employees. 4.
The workers cooperative members were very mush satisfied in terms of work security after one year of operation. This was caused by the assurance of continuous employment and elimination of fear from being laid-off. Likewise, receiving benefits comparable to regular employees satisfied member of cooperative because in some instances, they even received more benefits than regular employees.
Members of cooperative felt very much satisfied because of the opportunity to be hired as
regular employees by the companies where they were assigned to work. 5.
Members of cooperative felt secured in their work after working for one year in the company. Also, they were significantly satisfied with their received benefits. They believed that being a member of cooperative will be their bridge towards career growth. 6.
In order to further uplift the economic status of their members, the workers cooperative should
enter into businesses that are integral to the business of their client companies which will be run
by their qualified members.
collaboration with various technical schools should be considered by cooperative. RECOMMENDATIONS: The study recommended the following: 1.
Manufacturing companies should be encouraged to adopt the cooperative model of manpower sourcing through dialogues and by conducting fora with stakeholders highlighting the benefits of cooperativization. 2.
To avoid unexpected adverse effect, manufacturing companies with radical union be more careful in hiring members of cooperative. They should first ensure that their labor force and management has a well-established and good relationship prior to considering hiring new workers who are members of cooperative. 3.
The workers cooperative should ensure adequate and appropriate training are given to members of cooperative who are graduates of technical schools. On the job training and skill enhancement should similarly be provided to members of cooperative who are not technical graduates before their deployment to the manufacturing firms through collaboration with technical schools and companies who are willing to absorb trainees. 4.
For companies which are currently adopting cooperativization scheme, they should involve members of cooperative in goal setting and they should ensure team building programs between regular employees and members of cooperative. 5.
The management of cooperative must develop proposed program of benefits that will make it from labor-contracting only agency. One of the benefits that can be included is the grant of non-wage benefits to cooperative members, particularly the legally mandated benefits such as the fifteen days vacation and sick leaves. 6.
The workers cooperative should develop policy changes in their own organization that would work towards increasing the income of their members to uplift their economic standing. To strengthen this change, the worker cooperatives should institutionalize skills and career development system for their members. 7.
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