Organisation and Methods, Work Study and Work Management | Public Administration Optional for UPSC (Notes) PDF Download

Meaning of Organisation and Method

Organisation and Method (O and M) refers to the study and improvement of the entire process of management, including planning, organizing, coordinating, motivating, directing, and controlling. L.D. White defined O and M as the improvement of all aspects of transacting business, with a focus on procedures and relationships. In American usage, O and M is understood in this broader sense. 

• In the restricted sense,. and M deals specifically with the organization of public bodies and their office procedures to enhance efficiency and improvement. Efficiency in this context means eliminating duplication, waste, and delay through restructuring and simplifying procedures. 
• Milward describes the usual functions of O and M as examining the organizational structure, administrative and clerical methods, office mechanization, equipment, layout, and working conditions. This is the meaning attributed to O and M in the UK and India. 
• O and M work involves reviewing and streamlining the internal structure of an organization. However, reorganization at a higher level is typically not within the scope of O and M units. Such tasks are entrusted to high-powered bodies like the Government Organization Committee in the UK, the Hoover Commission in the USA, and the Ayyangar Committee in India. 
• O and M work aims to improve the efficiency of an administrative unit by reviewing its methods and techniques, and restructuring may be necessary. It is a study focused on efficiency and cost. 
• Methods in O and M refer to the review of procedures and systems for transacting work to improve them. In this limited sense, O and M is similar to techniques like work study, operations research, and automation aimed at improving administration. 
• However, the term O and M is often used for management improvement in a broader sense. It is not just a technique but a function for improving administration. 
• Milward explains that O and M exists as a management tool and as a service for managers and auditors who need assistance due to lack of time or expertise. Professor Appleby recommended O and M units for the Government of India in a broader sense, emphasizing leadership in structure, management, and procedures. 

Nature of Organisation and Method 

(a) O and M is not a substitute for all-round management. O and M unit alone is not responsible for effecting improvement in administration. Its work is only a part of the entire governmental effort at improvement. 

Prof Appleby rightly opined, “Efficiency specialists have an important place in government but no efficiency engineer will ever solve the principal prob­lems of government. Other specialists can make important contributions to the general improve­ment of government but those specialists will be social scientists and efficiency engineers. The principal problems of government are to be solved relatively and progressively, by the com­bined efforts of scholars, specialists, administrators, politicians and the public.” 

(b) The O and M functions should be construed as a service to governmental ministries and offices and not as an imposition from above. According to a report, O and M is a service function. 

• Its duty is to provide better facts to secretaries for decision-making on organisational and administrative issues. 
• Whenever the secretaries feel the need for more adequate and objective facts, they can call upon the O and M staff, internal or external, to make available trained personnel for analysis. 
• O and M group should increase its ability to provide the service that it may be called upon to perform. 

(c) The O and M units have to play advisory role. They have to play staff and not line agency. As such, it strives to establish a relationship with departmental heads so that they achieve their purposes. In no case, it is to force an issue or impose an improvement on a department against its will. 

(d) The O and M work should be considered as a work improvement study and not a fault finding mission. The O and M man should therefore be a friend and an ally always prepared to help solving the problems and not a critic or a fault finder. A successful O and M man always wins the confidence of operating head. 

(e). and M function should neither seem too technical nor too mysterious beyond the comprehension of a layman. O and M function is to be taken for a common human endeavor to discern better ways of doing things. O and M activity is in feet, “ organised common sense ”. Since common sense is generally uncommon, efficiency expert will come in the picture to organize it. 

Need of Organisation and Method

• O & M aims to enhance organizational efficiency by analyzing its structure and operations. The primary goal is to establish optimal organizational frameworks and work methods while minimizing costs. It utilizes scientific techniques to streamline processes, eliminate unnecessary tasks, and reduce avoidable delays. As government activities continuously evolve due to shifts in economic and social contexts, the demand for efficient management practices becomes crucial.
• Line agencies focus on daily administrative tasks and often lack the time or expertise to address emerging challenges. This gap creates a need for specialized entities like O & M, which can propose improved methods and techniques to boost the efficiency of various functions and enhance overall productivity.

Evolution of Organisation and Method

• The O and M technique originated in the 18th century, primarily within industry and business, aimed at enhancing production and profitability. Its application in governmental administration emerged later, particularly in the late 19th century.
• The initial advocates of this technique were known as camera lists, a group of economists and administrators from Germany and Austria in the 1700s. Among them, George Zincke stood out as a notable scholar, recognized for his comprehensive work titled ‘Camera list Theory,’ which elaborated on the principles of political economy, fiscal science, and public administration.
• The term ‘Camera lists’ refers to individuals with specialized knowledge essential for assisting the state in effective management. For a significant period, O and M practices were limited to industry and business, while government operations adhered to traditional methods and common sense.
• A shift occurred with the scientific management movement in the early 20th century, inspired by figures like Frederick Taylor. Taylor identified three key elements of scientific management: analyzing each process step, employing scientifically trained workers, and fostering collaboration between management and staff.
• The well-known Time and Motion study exemplifies scientific management's techniques. The increasing involvement of government in business, coupled with the inefficiencies of governmental systems, prompted the adoption of O and M concepts into administration in the 1920s. In the UK, O and M was introduced post-World War I, while the U.S. established the Bureau of Efficiency in 1913. In India, the Central Government formed an O and M division in 1954 based on recommendations from A.D. Gorwala and Paul H. Appleby.

Analytical Techniques Developed by O and M Technologists

Analytical techniques developed by O and M (Organisation and Method) technologists aim to simplify procedures, measure work performance, and assist management in various ways. These techniques include surveys, inspections, forms control, file operations, work simplification, work measurement, and automation.

(i) Survey
Surveys are a fundamental technique used by O and M analysts to improve organizational procedures and methods. A management survey involves systematically examining and analyzing related organizations, functions, or procedures to identify problems, determine their causes, and develop solutions. Different types of management surveys include:

• Reconnaissance Survey: A preliminary survey to fix targets and scope of study.
• Overall Survey: A comprehensive analysis of policies, organization structures, controls, staffing procedures, and physical facilities.
• Organisation Survey: Focuses on organizational issues like authority levels, span of control, and division of functions.
• Functional Survey: Examines a single function such as stores, accounts, personnel, or purchasing.
• Procedural Survey: Analyzes procedures, systems, and methods.
• Performance Audit: Evaluates how work is being performed within an organization.
• Follow-Up Survey: Assesses the impact of implemented recommendations and makes necessary adjustments.
• Attitude Survey: Surveys perceptions, values, attitudes, and motivations in public administration to determine the suitability of personnel policies and organizational arrangements.

(ii) Inspections
Management inspections are a crucial function of O and M units. In some countries, like the UK, inspection and O and M functions are combined. For example, in the London County Council, O and M officers also serve as inspecting officers. O and M officers use inspections as a staffing function to help operating heads identify areas for improvement and enhance work performance. Inspections can be internal or external, with internal inspections conducted within the department and external inspections carried out by O and M Division officials.

(iii) Forms Control
Forms control helps improve internal communications and simplify procedures by managing forms effectively. Forms are essential for guiding actions, conveying information, and evaluating performance within an organization. A Forms Control program should aim to:

• Eliminate unnecessary forms.
• Improve the design of necessary forms.
• Economize the production, distribution, and use of forms.
• Analyze forms in relation to procedures and methods.

(iv) File Operations
File operations involve systematic methods of arranging records to facilitate easy location and retrieval. An effective filing system is crucial for the smooth functioning of a department, as inadequate filing can hinder decision-making and operations. Key aspects of file operations include:

• Classification of records.
• Initial training for personnel.
• Issuing and controlling files.
• Retention and disposal of records.

(v) Work Simplification
Work simplification involves enhancing the skills of first-line supervisors to analyze and improve procedures. It combines techniques like Work Distribution Chart and Process Chart to streamline tasks.

• Work Distribution Chart: Displays activities in a work unit and the contribution of each employee.
• Process Chart: Records successive steps in a procedure using symbols to represent different tasks.

(vi) Work Measurement
Work measurement establishes standards for work output in relation to manpower used. It involves defining work operations and recording man-hours spent on each task. Techniques include:

• Trial and Error Method: Based on the judgment of supervisors and operators.
• Statistical Method: Involves work sampling to analyze work distribution.
• Time Study: Measures repetitive activities using stop-watch methods.

(vii) Automation
Automation involves using mechanical processes for office and paperwork tasks. Mechanization in areas like accounting, filing, and computation helps reduce human error and enhances efficiency.

Advantages of Automation: 

• Cost and labor savings in office work.
• Improved supervision and coordination.
• Reduction of monotony and increased productivity.

Disadvantages of Automation: 

• Potential for widespread unemployment.
• Need for careful planning and phased introduction, especially in developing economies.

Functions of Organisation and Method

• The O and M (Organizational and Management) office primarily aims to assist line officials in enhancing management practices. Its core functions encompass various aspects such as research, investigation, training, information dissemination, publication, and coordination. These functions are designed to improve administrative systems through innovative ideas related to organization, staffing, budgeting, and overall management techniques.
• In terms of research, the O and M office focuses on developing and evaluating new administrative systems. This includes the application of work management techniques, quality control methods, and optimizing office management through better layout and the effective use of office machinery. Such initiatives aim to streamline processes and enhance productivity within government offices.
• The investigation function involves conducting comprehensive analyses of procedures and methods employed by different administrative agencies. This requires specialized knowledge that may not be accessible locally, highlighting the O and M office's role in providing in-depth assessments to improve operational efficiency.
• Training is another crucial aspect of the O and M office's responsibilities. It offers training programs for O and M personnel, ensuring a well-qualified workforce that supports O and M initiatives across various departments. This training fosters interest in O and M programs and contributes to the overall enhancement of the administrative structure.
• Lastly, the O and M office serves as a central hub for information, publishing various materials such as guides and manuals related to O and M practices. It plays a vital role in coordinating efforts among departments to prevent redundancy and conflicts, ultimately acting as an advisory body that aids in the planning and execution of management improvement strategies within government operations.

Advantages of Organisation and Method

(a) Administrative Improvement Tool: O and M serves as an essential tool for enhancing administrative processes. It systematically evaluates the organization of different branches and the operational methods employed within them. This assessment is crucial even for offices that are already well-organized.

(b) Adaptable Government Structure and Processes: By establishing a framework for reviewing government organization and methods, O and M ensures that the structure and procedures of government offices remain current. Given that government organizations cannot remain static indefinitely, they must adapt to evolving circumstances to maintain their relevance. These adaptations often occur incrementally and can lead to unplanned growth in both organizational structures and operational methods, necessitating comprehensive revisions.

Although there is typically a significant delay between changes in external conditions and the corresponding updates in government organization and procedures, O and M can help minimize this delay. While it may not completely eradicate the time lag, it can facilitate a more timely response to changing needs. With a sufficient number of personnel dedicated to O and M activities, the elimination or reduction of this lag enhances the overall efficiency and smooth functioning of governmental operations.

(c) Repository of Knowledge: The O and M units act as hubs for management research, enabling the accumulation of valuable experience. This collective knowledge is beneficial for addressing organizational and methodological challenges within offices and institutions. Additionally, it plays a critical role in developing plans for new organizations and initiating new activities.

Disadvantages of Organisation and Method:

Pitfalls of O and M

O and M is indeed very useful, but it also faces constant criticism. Here are its disadvantages: 
(a) O and M as a Fault Finder:

• Some argue that O and M turns into a form of internal policing. If O and M experts act more like critics and fault finders rather than supporting the line agency, the purpose of the organization is undermined. 
• O and M officers are not inspectors; their role is more tactical. If they fail to play this role effectively, they risk being ridiculed. 
• While identifying flaws in the organization is necessary, it should not be done in an inspecting or policing manner. 
• O and M officers need to gain the trust of department heads and work collaboratively with all officers and employees. If they cannot do this, they will face resistance and be less effective. 

(b) Usurpers of Line Functions:

• O and M sometimes overstep their advisory role and encroach on the powers of administrators and managers. 
• Instead of gaining the confidence of department heads, they may come across as rivals, trying to impose ideas on operational heads without convincing them of their validity. 

(c) Aura of Technicality:

• O and M professionals sometimes create an aura of technicality that distances them from operational heads. 
• The more technical their work becomes, the less connected they are to management and supervision, reducing their practical usefulness. 

Conclusion:
If O and M can avoid these pitfalls, it can be a valuable asset for administration. It helps align the administrative machinery with changing needs and requirements and plays a crucial role in maintaining and improving administrative systems. 

Qualities of Organisation and Method

• He should recognize the importance of having the right approach, which is important for any officer, but especially crucial for an O and man. 
• He must carefully assert that his idea will lead to significant financial savings. 
• He should not treat all staff as the same. Instead, he must analyze their different abilities and unique traits in a fair manner. 
• He should see management as a way to achieve goals, not as a goal in itself. Different departments have different functions. If a department is generally effective, such a working environment should be valued and maintained. 

Location of Organisation and Method Agency:

The Organization and Method (O and M) division plays a crucial role in coordinating with various departments, so its location is important. It should be situated in a ministry or organization that has the respect and influence to work effectively with different offices. Various countries have adopted different arrangements for the O and M activities: 1. In the USA and UK: O and M is located in the Bureau of the Budget and Treasury. This reflects the view that the Finance Department has significant influence over other departments. 2. In Canada and Australia: O and M activities and related research are placed under the Public Service Commission or a similar agency. 3. Another Variant: Some countries place O and M work in a high-level administrative or staff agency close to the chief executive. In India, the O and M division, which was previously in the Cabinet Secretariat, is now part of the Department of Personnel, Training, and Administrative Reforms.

Staffing of Organisation and Method Units:

The staffing issue involves two main questions: 

• What qualifications should the Operations and Maintenance (O and M) staff have?
• Where should these staff be sourced from?
• The qualities required for an O and M officer differ from those needed for other executive roles or staff in line agencies.
• Not everyone can be a good O and M officer. 
  • They must gain the trust and active support of all staff levels.
  • They should not focus on finding faults.
  • They need to be skilled at interacting well with people in the organization.
  • They should possess initiative and sound judgment.
• An O and M officer must be able to lead and coordinate efforts among various O and M teams, task forces, and committees. 
  • In summary, they should have above-average intelligence, creativity, and capability.
• Given the significance of personal traits for O and M officers, 
  • formal education and age qualifications are less important than having knowledge about government operations and office tasks.
  • New recruits will learn O and M practices after joining the unit, making this training more crucial than educational credentials.
• The staffing patterns for O and M personnel vary from one country to another. In the United States, three main approaches are used: 
  • Full-time personnel transfers from the operating agency.
  • Hiring experienced individuals from outside the agency.
  • Temporary assignment of personnel from the operating elements.
• In Great Britain, staff for departmental O and M sections are typically sourced internally by transferring from regular departmental work. 
  • The central O and M division recruits from other departments as well as from within the Civil Service.
• In Sweden, O and M staff are selected from experts in other fields, including economists, senior civil servants, military officers, or high-level private sector executives.
• Canada initially experimented with recruiting O and M staff through competitive exams but later adopted the U.S. model.
• In India, the Central O and M division consists of personnel from the civil service, specifically the Central Secretariat Services and Central Field Services. 
  • Some staff also come from the Indian Administrative Service (IAS) into the Staff Inspection Unit.
• The O and M units within individual ministries are managed by an officer, usually at the rank of Deputy Secretary, designated as the O and M officer. 
  • This officer handles O and M tasks alongside other duties, making O and M work a part-time responsibility at the ministry level.
• Training is considered the main method for preparing suitable O and M personnel. 
  • In India, the Ministry of Personnel, Training, and Administrative Reforms organizes training programs focused on O and M and related administrative improvement techniques.

Work Study - An Overview 

Work study involves a systematic investigation to achieve the best possible use of available resources, including people, machines, materials, money, and time. The core concept of work study revolves around answering two fundamental questions: 

1. How should a job be done?
2. How much time should a job take for completion?

 

The first question is addressed by method study, while the second question is tackled by time study and work measurement. Although method study and time study are closely linked, they are often categorized separately for clarity. Method study is further divided into motion study and micro motion study. Motion study has evolved into motion economics, while micro motion study has paved the way for ergonomics. 

Time Study 

Time study is a technique used to measure how long it takes to complete a specific job or task. It involves observing and recording the time taken for each part of the job under certain conditions. The goal is to understand the rate of work and set performance standards. 

Origin and Development

• F. W. Taylor: Time study was introduced by F. W. Taylor as part of his scientific management philosophy. He believed in solving human problems with a scientific approach by selecting and training workers for specific tasks and fostering cooperation between workers and management. 
• Taylor's Principles: Taylor emphasized the importance of dividing work, assigning responsibility, authority, and accountability to cultivate a productive work culture. His ideas were further developed by his students, Barth and Merrick. 

Steps in Time Study

• Breakdown of Work: Divide the work into small activities called elemental movements or elements. 
• Elimination of Unnecessary Elements: Remove any elements that are not essential to the task. 
• Time Assignment: Accurately assign time to each elemental motion using a stopwatch or established standards. 
• Classification and Description: Classify and describe each elemental motion and its time for future reference. 
• Allowance Addition: Add an allowance to the actual time to account for known, forecasted, or unforeseen delays. 
• Standardization: Standardize tools and working conditions, focusing on improving methods. 

Key Concepts

• Definite Task, Time, and Method: Taylor summarized his approach with these three concepts, emphasizing specialization and standardization. 
• Remuneration System:Time study also influenced the remuneration system, which includes: 
  •  Assigning clear tasks with definite times to workers. 
  •  Providing standard conditions and tools for task completion. 
  •  Offering higher pay for task accomplishment. 
  •  Ensuring workers face consequences for failure. 

Definition of Time Study

•  According to the International Labour Organization (ILO), time study is a work measurement technique used to record the times and rates of working for the elements of a specified job under specified conditions. The data is analyzed to obtain defined levels of performance. 

Method Study

Method study is a thorough and scientific assessment of current and proposed work plans and performance, aimed at identifying potential improvements through a detailed analytical process. This approach encompasses a wide-ranging investigation into the enhancement of entire departments, machine layouts, equipment arrangements, material flow, and workforce movement.

 Method study can be applied to various aspects such as layout, working conditions, movements, quality standards, designs, tools and equipment, and material handling to achieve both short-term and long-term improvements. 

Method study is defined as: The systematic recording and critical examination of existing and proposed ways of doing a work as a means of developing and applying easier and effective method and thereby reducing the cost. 
The method study is based on three factors: 

• Economic factors
• Technical factors
• Human factors

1. Motion Study:

• Definition:. detailed investigation of individual operations or operators, focusing on the layout of materials, parts, or tools around a workstation.
• Key Aspects: Ergonomics, including body postures, gestures, environmental factors (noise, temperature, humidity), and the use of jigs, fixtures, and consumables.
• Purpose: To optimize the efficiency and effectiveness of a specific job by analyzing the interaction between the worker and their environment.

2. Micro-Motion Study:

• Definition: The most detailed examination of the movements of various body parts (hands, arms, legs, head) during job performance.
• Tools Used: Motion pictures, cameras, filmed records, and techniques like process charts, Therbligs, cycle graphs, and chrono-cycle graphs.
• Purpose: To identify and analyze the smallest units of work (micro-motions) to improve efficiency and reduce unnecessary movements.

3. Factors Considered in Method Study:

• Economic Factors: Cost-effectiveness of the proposed method.
• Technical Factors: Feasibility and technical soundness of the method.
• Human Factors: Impact on workers, including safety, comfort, and ease of work.

Basic Procedure of Method Study:

• Problem Definition: Identify and define the problem, selecting the specific work for study.
• Fact Recording: Gather and record all relevant information about the current method.
• Critical Examination: Analyze the facts critically and impartially.
• Method Development: Create the most practical, economical, and effective method considering economic, technical, and human factors.
• Method Definition: Clearly define the new and improved method for easy identification.

Relationship Between Method Study and Time Study:

• Sequence of Studies: Method study often precedes time study when improving an existing method, while time study may follow method study for standardizing a new job.
• Interrelation: Both studies are interrelated aspects of work study, with method study focusing on identifying the best way to perform a task and time study measuring the time taken for that task.
• Work Measurement: Time study is based on a standardized method, making it essential to have an effective method in place before measuring time.
• Standardization: For new jobs, method study should precede time study to establish a standard method.

Definition of Work Study

Work study is a term that encompasses the techniques of method study and work measurement. These techniques are employed to ensure the best possible use of human and material resources in carrying out a specific task. Work study involves a systematic, objective, critical, and imaginative examination of all factors governing the operational efficiency of any specified activity in order to effect improvement.

• According to the British Standard Institution (BSI), work study is defined as a generic term for techniques, particularly method study and work measurement, used to investigate all factors affecting efficiency and economy in a given situation. 
• Work study aims to improve operational efficiency by systematically examining and optimizing various factors involved in a specific activity.

Need for Work Study

• Work study remains essential despite the development of concepts like Value Engineering, Waste Elimination, Kaizen, and Zero Defects.
• It has a unique charm and significant role in continuous improvement due to its specific characteristics.
• Work study provides a strong foundation, supports experimentation, and delivers immediate results, making it a fresh and relevant process.
• It unites people at all levels—owners, managers, foremen, and workers—by integrating resources such as time, machines, materials, people, and methods.
• Work study is a versatile tool that can link various resources, like time and method or man and machine.
• Industrialists and engineers recognize its effectiveness and ease, especially in the context of increasing productivity amid rising demands.
• There are two main options to meet growing demands: increasing production capacity through enhanced machinery or resources, which is costly and complex, or improving productivity by eliminating waste, which is easier and less expensive.
• Work study is applicable to all sectors and situations, making it a preferred method for managers.
• Globalization has heightened the need for work study in every aspect of operations to maintain competitiveness and standardization.

Summarily, we can say that work study will be needful to the organisation as shown in Figure 6.2, it takes care of: 

Advantages of Work Study 

Work study offers a range of advantages that can significantly impact the efficiency and effectiveness of production processes. Here are some of the key benefits: 

1. Cost Reduction: Work study helps in lowering the cost of manufacturing by eliminating unnecessary movements and motions involved in a job. This streamlining of processes leads to more efficient use of resources and time, ultimately reducing costs. 

2. Productivity Improvement: By enhancing the efficiency of production processes, work study contributes to increased productivity. When tasks are optimized and made more efficient, more output can be generated in the same amount of time. 

3. Profitability: Work study can raise profitability without increasing the sales price of a product. For instance, if a product is manufactured at a lower cost due to improvements identified through work study, the profit margin increases even if the selling price remains the same. This can lead to higher profitability levels compared to raising the sales price, which may risk reducing sales volume. 

4. Standardization: Work study helps in standardizing processes, which provides job security for employees and reliability for customers. Standardized work ensures that tasks are performed consistently, leading to reliable and interchangeable products. This benefits both workers and customers, as workers have job security and customers receive consistent quality. 

5. Easier Work: Even if work study does not reduce costs or increase production, making a job easier can still have positive effects. When a job is easier to perform, it reduces employee fatigue and can lead to increased productivity over time. The ease of performing tasks contributes to a better work environment and employee satisfaction. 

6. Fair Day Wage: Work study involves timing tasks and setting targets based on this timing, which aligns with the concept of a "fair day wage" as proposed by Frederick Taylor. This approach regulates employee performance and fosters a positive relationship between employers and employees. It ensures that employees are fairly compensated for their work while giving employers control over work standards. 

7. Better Working Conditions: Work study contributes to improving working conditions by creating a clean, neat, and tidy work environment. Good working conditions not only enhance employee satisfaction but also promote a positive work culture. When workers feel comfortable and happy in their environment, it can lead to increased productivity and morale. 

8. Deterministic Production Schedules: Work study establishes the practicality of jobs, leading to more accurate and deterministic production schedules. When production processes are well-studied and optimized, it becomes easier to meet production schedules as planned. This reliability in meeting delivery schedules is crucial for customer satisfaction and maintaining trust. 

Productivity and Work Study

Introduction

• Satisfactory living standards in a country depend on national productivity.
• Macroeconomic level involves overall productivity, while microeconomic level focuses on individual aspects like food, clothing, shelter, etc.
• Industrial engineers play a crucial role in improving productivity through work study.

Concept of Productivity

• Introduced by Dr. Quensney in 1776, productivity refers to the ratio of output to input.
• Drucker's Definition: Productivity is the balance of production factors for maximum output with minimal effort.
• Productivity is seen as: Continuous improvement, personal efficiency, and aggregate resource output.
• Mathematically: Productivity (P) = Output (O) / Input (I)

Production vs. Productivity

• Production involves converting raw materials into useful products using resources efficiently.
• Productivity measures the efficiency of production processes and is influenced by the effectiveness of all subsystems involved.
• Productivity (P) is a function of the efficiencies of individual subsystems (P,).

Role of Work Study

• Work study is crucial for enhancing productivity by focusing on:
• Increasing output without increasing input.
• Reducing input while maintaining the same output.
• Raising output while reducing input.
• Work study aims to: Improve efficiency, reduce waste, and streamline processes.

Productivity of Major Resources

• Productivity of Land: This involves a transformation in cultivation practices to enhance the yield per unit of land. It includes the use of superior seeds, advanced cultivation techniques, and better management of fertilizers and pesticides.
• Productivity of Machines: This refers to the effective utilization of machine hours to achieve maximum output. It involves using appropriate cutting tools and optimizing cutting parameters such as speed, feed, and depth of cut. Improvements can be made through well-designed machine tools and enhanced working methods. Work study plays a crucial role in this area by improving methods and machine efficiency through time studies.
• Productivity of Men: This is about increasing the production rate through better and improved methods. Training workers to enhance their skills, efficiency, and quality of output, as well as fostering a greater interest in their jobs, enables them to complete tasks more quickly.
• Productivity of Materials: This involves creating an item from raw materials with minimal waste through proper planning, design, and improved machining methods. Reducing material wastage in the process can lead to increased output per unit of raw materials used.

Reasons for Low Productivity 

Before the Industrial Revolution, there were no proper methods or sense of time for completing jobs or tasks. Over time, people began to focus more on the key factors that constitute work study. Currently, there is a strong emphasis on productivity and an investigation into the reasons for low productivity. 

Reasons for Low Productivity

• Employee Factors:
  • Abilities and Job Interest: Employees may lack the necessary skills or interest in the job.
  • Skills and Efforts: Insufficient skills or effort put into the work can lead to low productivity.
  • Human Needs: Basic human needs such as food, health, shelter, and education must be met for employees to be productive.
• Working Conditions:
  • Lighting: Poor or insufficient lighting can hinder productivity.
  • Heat: Extreme temperatures can affect workers’ comfort and efficiency.
  • Ventilation: Inadequate ventilation can impact air quality and worker comfort.
  • Safety: Lack of safety measures and risk coverage in case of accidents can deter productivity.
• Technology:
  • Product Design: Improper design of products can lead to inefficiencies.
  • Plant Layout: Poor layout of the plant can disrupt workflow.
  • Standard Methods: Absence of standard methods can lead to inconsistencies.
  • Materials: Non-availability of the right materials for cutting tools can hinder production.
• Organisational Factors:
  • Plant Layout and Machinery: Improper layout and machinery can affect efficiency.
  • Safety Measures: Lack of safety equipment and measures can lead to accidents.
  • Motivation: Lack of motivation and influence from trade unions can impact productivity.
  • Wage Policies: Improper wage policies can affect employee satisfaction and productivity.
  • Accidents: Frequent accidents can disrupt workflow and lower productivity.

Work Study: A Tool to Enhance Productivity 

Work study is a powerful technique used by management to improve productivity in organizations. It stands out for several reasons:

• Direct Impact: Work study directly increases productivity with minimal investment.
• Accurate Standards: It is the most precise method for setting performance standards.
• Wide Applicability: Work study can be successfully applied in various settings.
• Efficiency Reduction: It helps reduce inefficiency within organizations.
• Comprehensive Approach: Work study considers all factors affecting productivity.

Benefits to Different Categories in the Organization

• Management: Increases productivity and profits.
• Workers: Provides a fair day’s work, reduces overload and fatigue, and enables workers to perform tasks in an easier and more scientific way.
• Performance Standards: Offers reliable and consistent performance standards and related data.
• Consumers: Ensures access to quality goods at lower prices.

Steps to Enhance Productivity Through Work Study

Work study is a method used to improve processes through research, development, and better physical means to motivate workers. This leads to an increase in both production and productivity. The following strategic aims or objectives are typically adopted for improving plans through work study:

• Standardization: Establishing standards for products and processes.
• Operational Method Improvement: Enhancing operational methods and improving manpower efficiency at all levels.
• Strategic Planning: Effective utilization of capital and resources through strategic planning.
• Effective Planning and Implementation: Ensuring effective planning and implementation of strategies.
• Plan Updating: Making short-term plans to improve output based on long-term plans and updating plans as necessary.

Steps to Improve Productivity through Work Study

• Understand Production Type: Determine whether the production is intermittent, continuous, or project-based.
• Quality Policy and Norms: Familiarize yourself with the quality policy and other pre-set norms of the industry.
• Calculate Productivity Indices: Assess partial and total productivity indices for the current level of production.
• Identify Low Productivity Areas: Pinpoint areas with significantly low productivity.
• Assess Work Study Viability: Evaluate the economic, human, and technical aspects to determine the worthiness of conducting a work study.
• Gather Job/Process Facts: Compile all relevant information about the job or process.
• Process Analysis: Analyze the process to identify potential alternative methods that could save or ease work movements.
• Method Selection: Choose the best method that reduces risk and simplifies work movements, and standardize this method.
• Job Splitting: Divide the job into smaller activities, or elements, to analyze and identify any wasteful time elements.
• Waste Elimination: Eliminate waste elements through time studies and experimentation.
• Working Conditions Analysis: Assess the current working conditions and identify areas for improvement.
• Ergonomic Improvement: Enhance working conditions ergonomically.
• Time Standardization: Define and standardize the time for each task and its method.
• Recalculate Productivity Indices: After implementing changes, recalculate productivity indices and compare results.
• Installation and Maintenance: Install, implement, and maintain the new standards and methods.

Conclusion
Work is considered a form of worship, and work study serves as the method to enhance this worship through improved productivity in industrial jobs. In India, the significance of work study is often overlooked by many industries, despite some recognizing its value. This gap may stem from a lack of understanding of its advantages or unfamiliarity with its methodologies. With the challenges posed by globalization and liberalization, Indian industries need to revisit work study to redefine their operational tasks. Many companies are beginning to realize the importance of productivity improvements through methods like value engineering and waste elimination, but it is essential to remember that work study underpins these concepts. Effective implementation is crucial; even well-understood concepts can fail without practical application. This unit outlines the fundamentals of work study, which consists of method study and time study—now often referred to as work measurement. Method study evaluates the most efficient sequence of operations to minimize costs and simplify tasks, encompassing motion study and micro-motion study to eliminate waste. The contributions of pioneers like F. W. Taylor and F. Gilbreth in scientific management and motion studies are highlighted, alongside a historical overview of work study's development, aiming to enhance production, productivity, and overall effectiveness in industrial contexts.

Work Management

• In the previous unit, we discussed how behavior change communication can promote a healthy lifestyle. Now, let's talk about the need for universal coverage in health care and the role of various professionals in making it happen. Universal Coverage and Multidisciplinary Teams
• Universal coverage in health care requires a team of professionals from different backgrounds with various skills and knowledge. This team includes:
  • Doctors: They play a crucial role in diagnosing and treating patients.
  • Paramedical Staff: This includes nurses and technicians who assist doctors and provide essential care.
  • Grassroots Workers: Multi-Purpose Workers (MPWs) and Accredited Social Health Activists (ASHAs) are vital for reaching out to communities and delivering health services at the grassroots level.
• These professionals can only deliver quality health care services if they work together as a team. Each member of the team has a significant and defined role to play in ensuring comprehensive health care.
• Collaboration with Other Sectors:Health is influenced by various social determinants, so achieving good health requires collaboration with other sectors such as:
  • Education: Educating the community about health and hygiene is crucial for preventing diseases.
  • Public Works: Infrastructure development is necessary for improving health facilities and access.
  • Water and Sanitation: Ensuring clean water and proper sanitation is fundamental for preventing waterborne diseases.
  • Environment:. healthy environment is essential for overall well-being.
  • Agriculture: Promoting healthy agricultural practices contributes to better nutrition and health.
• District as Organizational Unit: The district has been identified as the unit for reorganizing and transforming health care provision. Planning for quality care has been decentralized to the unit level, such as villages in rural areas. This decentralization allows for more effective and targeted health care planning and delivery.
• Role of Community and Grassroots Workers: With the decentralization of the health system, Panchayati Raj Institutions (PRIs), community groups, and grassroots workers have a significant role in:
  • Planning
  • Implementing
  • Monitoring various health and disease control programs at the village level.
• Village Health Sanitation and Nutrition Committees (VHSNCs): These committees play a crucial role in planning and monitoring health care services at the village level. They are platforms for community involvement in health care planning and ensuring that the needs of the community are met.
• Team Management and Service Delivery:Effective team management is essential for better service delivery. This includes:
  • Improving Staff Efficiency: Finding ways to enhance the efficiency of staff members to ensure that health services are delivered effectively and promptly.
  • Coordination: Ensuring that all team members coordinate their efforts to provide comprehensive care.

Weekly Work Calendar for Health Workers 

A Work Calendar is an organized method to outline and schedule tasks for a specific timeframe. These calendars can be created for different periods such as weekly, bi-weekly, or annually. They help in planning which tasks will be completed on which dates, and are also useful for monitoring and evaluating progress against set targets. 

Weekly work calendars are particularly suitable for healthcare workers because they are easier to plan and implement. Activities for subsequent weeks can be adjusted based on the achievements of the previous week. Each health worker should have a weekly work calendar outlining the activities to be carried out in their respective areas.

A typical weekly work calendar includes:

• Days of the week listed in columns
• Working hours in the first column
• Activities planned for each day, such as immunization sessions, health talks, antenatal clinics, and school health visits

Steps to Prepare a Weekly Work Calendar

1. Create a blank table with rows and columns based on working hours and the number of working days in the week.
2. The first column should indicate the number of working hours in a day.
3. Rows should be organized by the hour, starting from 9 AM to 4 PM.
4. The next six columns represent the days of the week. 
5. Health workers fill in the table with planned activities for the week.
    

Advantages of Weekly Work Calender

• A weekly work calendar helps a worker to organize their schedule ahead of time. This schedule can also be shared with their supervisor, who can use it for monitoring and providing support.
• By planning tasks in advance, workers can increase their efficiency and productivity.
• Planning activities daily can waste valuable time for health workers. A weekly calendar allows them to focus their time on productive work and improve the quality of their tasks.
• It enables workers to find suitable time slots to complete any pending tasks.
• Overall, a weekly work calendar is a useful time management tool that enhances the work efficiency of health workers while allowing supervisors to monitor and support their daily activities effectively.

Roles and Responsibilities of Grassroot Workers

Grassroot workers are those who work within the community or at the sub-centre level. The most important of these are:

• Multipurpose Workers (MPWs) - Male and Female
• Accredited Social Health Activists (ASHAs)
• Anganwadi Workers (AWWs)

Each sub-centre is located at a population of about 5000 in plains and 3000 in hilly and difficult areas.

1. Accredited Social Health Activist (ASHA)

Role of ASHA:

• Each ASHA is responsible for a population of 1000 in rural areas under the National Health Mission (NHM).
• ASHAs are selected from the community they serve and act as a link between the community and the public health system.
• The selection process involves various community groups and committees to ensure the right candidate is chosen.

Selection Criteria:

• ASHA must be a woman resident of the village, preferably aged 25 to 45 years.
• She should be able to dedicate at least two hours a day to community work and be accepted by all sections of society.
• A minimum education of 10th standard is required, along with effective communication and leadership skills.

Training:

• ASHA undergoes 23 days of modular training over a year, with periodic refresher training sessions.

Incentives:

• ASHA receives performance-based incentives for various health activities, such as promoting immunization, and assisting in deliveries, and constructing household toilets.

Responsibilities:

1. Awareness Generation:

• Educate the community about health, nutrition, sanitation, hygiene, and the importance of utilizing health services.

2. Home Visits:

• Provide home-based postnatal care to mothers and newborns.
• Counsel pregnant women on various aspects of maternal and child health.

3. Community Mobilization:

• Facilitate access to health care services like immunization, antenatal care, and postnatal check-ups.

4. Village Health Sanitation Nutrition Committee (VHSNC):

• Collaborate with VHSNC to develop a comprehensive village health plan.
• Mobilize the community for Village Health and Nutrition Days.

5. Escort Services:

• Arrange and accompany pregnant women and children needing treatment to health facilities.

6. Treatment of Minor Ailments:

• Provide primary care for minor ailments and act as a DOTS provider under RNTCP.

7. Depot Holder:

• Act as a depot holder for various health commodities like ORS, IFA tablets, and contraceptives.

8. Vital Events:

• Report births, deaths, and unusual health problems to relevant authorities.

9. Maintain Records:

• Keep records to organize work and plan better for community health.

10. Coordination:

• Coordinate with various community groups and health workers for efficient functioning.
• Regularly meet with ANMs and attend monthly meetings at PHCs for guidance and support.

2. Multi-Purpose Worker (MPW) – Male:

Introduction:

• The concept of Multipurpose Health Workers (MPW) was introduced in 1974 for delivering preventive and promotive health care services to the community through Sub-Centres (SCs).
• Sub-Centres are located at a population of 5000 in plains and 3000 in hilly and tribal areas.

Qualification and Selection:

• Minimum qualification for MPW male is Class XII pass with Biology, which can be relaxed to Class X pass in notified tribal areas.
• Applicants should be below 25 years of age, with age relaxation for SC, ST, OBC, and other categories.
• Preference is given to residents of villages within the Gram Panchayat.
• The selection committee is constituted at the Block PHC level by the State government with representation from panchayat members.

Roles and Responsibilities:

1. Prevention and Control of Communicable Diseases:

• Malaria:
• Conduct home visits to inquire about fever cases and verify positive diagnoses.
• Collect blood smears and perform rapid diagnostic tests on suspected cases.
• Ensure immediate dispatch of collected blood smears for laboratory investigations.
• Provide treatment to positive cases and refer seriously ill cases to PHC for immediate treatment.
• Coordinate with ASHA, ANM, and Anganwadi workers for early detection of malaria.
• Supervise and ensure the quality of spraying operations.
• Maintain records of domiciliary visits, blood smears collected, patients treated, and details of spraying operations.

2. Tuberculosis:

• Identify cases of prolonged fever with cough and refer them to PHC.
• Function as a DOTS provider to ensure regular treatment for confirmed cases.
• Motivate defaulters for regular treatment and raise community awareness about tuberculosis.
• Ensure follow-up sputum smear examinations are carried out as per schedule.
• Maintain treatment cards and transmit data weekly to the PHC.

3. Leprosy:

• Identify suspected cases of leprosy and refer them to PHC.
• Ensure confirmed patients receive adequate treatment and follow-up for completion of treatment.
• Generate community awareness about signs and symptoms of leprosy for early detection.
• Maintain records of domiciliary visits and treatment cards, and transmit data to the PHC.

4. Preventive Health Care:

• Surveillance of cases of diarrhoea, dysentery, fever, jaundice, diphtheria, whooping cough, tetanus, polio, and other communicable diseases.
• Ensure availability of clean drinking water and promote safe drinking water, sanitation, waste disposal, and personal hygiene in the community.

5. School Health:

• Regular visits to schools to promote health and educate students on personal hygiene, nutrition, safe drinking water, and sanitation.
• Assist ophthalmic assistants in eye screening of children and identify cases of malnutrition for referral to PHC.

6. Maternal Health and Family Planning:

• Assist in ensuring timely referral and transport for pregnant women requiring emergency obstetric care.
• Motivate men for family planning methods and provide follow-up services for acceptors.
• Support ANMs and ASHAs in distributing contraceptives to eligible couples.

Auxillary Nurse Midwife (ANM)/ Multi-Purpose Worker (MPW) – Female 

• ANM Role: The ANM (Auxiliary Nurse Midwife) operates at the sub-centre level and is expected to visit each household in her area at least once every two months. She reports to the relevant medical officer via her supervisors, known as Lady Health Visitors. For Block PHCs and CHCs, reports go through Lady Health Supervisors.
• Responsibilities:
  • Record Keeping: Conduct a detailed survey of all households in her sub-centre area during a set time. She lists all households that qualify as "beneficiary households." This list should include details about migrant populations, homeless individuals, and visitors. She also maintains Family and Village Records and keeps track of Reproductive, Maternal, Newborn, Child, and Adolescent Health (RMNCHA) services such as immunizations and antenatal care.
  • Maternal and Child Health: Provide care to pregnant women, offering guidance on nutrition, institutional deliveries, and distributing Iron and Folic Acid tablets and TT injections. She identifies high-risk pregnancies and ensures appropriate referrals. ANMs are trained to assist in deliveries and offer family planning services, including IUD insertions, while also conducting postnatal visits to monitor the health of mothers and babies. They educate mothers on family planning, nutrition, immunization, and personal hygiene. During outreach sessions, ANMs perform routine checks on pregnant women, including weight and blood pressure measurements, urine tests, hemoglobin checks, and abdominal examinations. For child health, they administer immunizations and distribute Vitamin A syrup, assess child growth, and take necessary actions when needed.
  • Family Welfare Services: Engage with eligible couples to promote family planning methods. Distribute contraceptives, set up distribution points, and provide follow-up services to users. ANMs identify local leaders to gain community support, organize meetings with Mahila Swasthya Sanghs (MSS), and guide voluntary health workers in their activities.
  • Adolescent Health: Monitor adolescent girls for anemia and malnutrition, distributing Iron Folic Acid (IFA) tablets in collaboration with schools and Anganwadis. Organize sessions on sex education, counseling, and family life education for adolescent girls.
  • Health Services: Assist the Medical Officer in clinics during antenatal and immunization sessions at the PHC and independently provide these services at the sub-centre.
  • Nutritional Services: Identify malnutrition cases in children and refer them to nearby health facilities or anganwadi centers for rehabilitation. Make regular visits to anganwadis for support and supervision, educate families about nutritious diets, conduct nutrition education sessions, and provide IFA tablets to anemic children and mothers.
  • Immunization: After conducting a headcount, maintain a list of beneficiaries for immunization. Conduct immunization sessions for children in her area, assist in maintaining stock registers, manage cold chain logistics, and educate the community on the importance of immunization. Organize special immunization events like National Immunisation Days (NIDs) and campaigns such as "Pulse Polio" and "Mop Up Rounds."
  • National Health Programmes: Support the implementation of national health programs like RNTCP, NVBDCP, NHM, JSY, NPCB, and JSSK by raising awareness, mobilizing communities, and serving as a DOTS provider.
  • Health Education: Teach the community about health, hygiene, disease prevention, and health promotion through health talks and group discussions.
  • Communicable Disease Control: Notify the PHC medical officer about notifiable diseases and manage control measures during outbreaks, such as water chlorination, ORS distribution, DDT spraying, and mass surveys.
  • Curative Services: Provide first aid and preliminary management for sick individuals.
  • Vital Events: Educate the community on the importance of registering births and deaths, keep records of these events, and report deaths and births to the supervisor.
  • School Health: Assist in organizing medical exams, immunization sessions, and health education talks for school children.
  • Medical Termination of Pregnancy: Offer guidance and assistance to women needing a Medical Termination of Pregnancy (MTP), ensuring safe services and educating them about the PCPNDT Act.
  • Other Responsibilities: Identify cases of hypertension and diabetes in the community, provide education on prevention and management, assist in the rehabilitation of mentally ill patients, and attend required staff meetings at various levels.

Village Health, Sanitation and Nutrition Committee (VHSNC)

• Constituted under the National Health Mission (NHM) in rural areas.
• Aims to plan and implement health and social determinant activities at the village level.
• Promotes community involvement and decentralization in planning.
• Provides leadership and a platform for addressing health service issues, raising community awareness, and promoting involvement.
• Acts as a sub-committee of the Gram Panchayat.
• Includes members from various stakeholders like panchayat members, community representatives, and health workers.
• Local ASHA (Accredited Social Health Activist) is the member secretary and convener.
• Strengthens health systems to ensure universal access to healthcare.
• Serves as a village-level institution for health planning and action, especially for marginalized and poor sections.

Objectives of VHSNC

• Inform the community about health programs and government initiatives.
• Enable local participation in planning and implementing programs for better health.
• Address social determinants of health.
• Facilitate community voices on health needs and service accessibility issues.
• Equip Panchayats with necessary understanding and mechanisms for governance.
• Support community health workers like ASHA, who are crucial links between the community and health institutions.
• Monitor nutrition issues and actions in the community.

Constitution of VHSNC Members

• Formation: At the level of revenue village; for larger populations, at Ward Panchayat level.
• Selection: Members are selected through a consultative process involving Gram Panchayat members, ASHA, ASHA facilitator, and ANMs.
• Structure: Functions under Panchayat Raj Institutions, co-terminus with Gram Panchayat.
• Composition: Minimum 15 members, with at least 50% women; SCs, STs, and minorities should be well represented.
• Membership Changes: New members can be selected by two-thirds majority.
• Elected Gram Panchayat Members: Preferably women residents; limited to one-third of total members.
• ASHAs: All ASHAs in the village are members.

Role of Chairperson

• Ensure monthly meetings are held.
• Lead meetings and coordinate among members.
• Represent VHSNC in Panchayat Standing Committee on health.
• Guide village health planning and follow-up actions.
• Ensure health monitoring issues are reflected in Gram Sabha and Panchayat proceedings.
• Maintain records adequately.

Member Secretary and Meeting Convener Responsibilities

• Schedule and set venue for monthly meetings.
• Ensure regular meetings with active participation.
• Highlight health status constraints and achievements for planning.
• Collect information for village planning (e.g., population, health indicators).
• Maintain records of identified gaps and collective actions required.
• Ensure utilization of untied funds as per committee decisions.
• Provide regular fund utilization updates to the committee.
• Assist in annual presentations and submissions related to fund utilization.

Anganwadi Worker

• Provide information on child malnutrition status and challenges in Anganwadi functioning.
• Help identify marginalized households needing nutrition services and support nutrition component implementation.
• Ensure provision of take-home rations and supplementary food, and report issues.
• Inform VHSNC of difficulties in Anganwadi service provision.
• Accountable for providing hot cooked meals.

Auxiliary Nurse Midwife (ANM)

• Provide information on maternal and child health services and schemes.
• Identify marginalized groups lacking health services and seek support to reach them.
• Report maternal and child deaths and potential causes to VHSNC.
• Assist in preparing action plans for reaching underserved populations.
• Inform VHSNC of challenges in service provision.
• Accountable for sub-centre functioning and service quality.

Role of Representatives from Other Departments

• Provide oversight and monitoring of services related to drinking water, sanitation, female literacy, nutrition, and women and child health.
• Inform VHSNC of developments and challenges in implementing respective programmes.

ASHA Facilitator

• Facilitate VHSNC meetings and processes.
• Collect and submit utilization certificates and records to the Block Medical Officer (BMO).

Functions of VHSNC

• Village health planning, implementation, and monitoring for health promotion.
• Monitoring health care services in primary and secondary facilities.
• Organizing local health promotion actions (e.g., sanitation, vector control).
• Raising awareness about nutrition and conducting community nutritional surveys.
• Monitoring and supervising Village Health and Nutrition Days.
• Supervising Anganwadi functions and addressing nutritional issues.
• Organizing grievance redressal forums (Jan Samvads) for health and nutrition issues.
• Managing and accounting for untied funds for various community needs.
• Maintaining records of meetings, health registers, and vital statistics.

Team Management in Health Sector 

 A health team is made up of health workers who collaborate to provide healthcare services and share accountability for the outcomes. Team members have common goals, rely on each other to achieve them, and impact results through their interactions. Since the entire team is responsible for the goals, integrating with one another is part of each member's duties. Teamwork in healthcare involves collaboration and effective communication, enabling all team members to make decisions together toward a shared objective. 

Composition of Health Team

• The health team is multidisciplinary, consisting of various specialists such as:
• Doctors (Medical Officers)
• Pharmacists
• Public Health Nurses (PHNs)
• Lady Health Visitors (LHVs)
• Auxiliary Nurse Midwives (ANMs)
• Male Multi-Purpose Workers (MPWs)
• Accredited Social Health Activists (ASHAs)
• Anganwadi Workers (AWWs)
• Panchayat members

Importance of Teamwork

1. Enhanced Quality and Efficiency: Teamwork improves the quality and efficiency of work.
2. Innovation: Different team members bring various expertise, increasing the chances of innovation. For instance, a community health worker familiar with local resources and beliefs can provide valuable insights into the acceptance of health interventions in the community.
3. Easier Decision Making: Team members can contribute to decisions, making the process easier.
4. Reduced Stress: Sharing responsibilities among team members lowers individual stress levels.
5. Clarity of Roles: Teamwork fosters good communication and detailed negotiation of effective work roles, helping members understand their jobs better.

Summary

• We talked about the weekly work calendar, the steps involved, and the benefits of having a structured approach. 
• We looked closely at the roles and responsibilities of different grassroots health workers. 
• Decentralization in the health sector means planning starts from the village level, which is a bottom-up approach. 
• ASHA workers play a crucial role under the National Rural Health Mission (NRHM) by working at the village level alongside male and female Multi-Purpose Workers (MPWs). 
• These grassroots workers are vital for promoting maternal and child health, vital registration, community surveys, adolescent health, and improving sanitation and hygiene. 
• The Village Health, Sanitation, and Nutrition Committee (VHSNC) is a local institution responsible for planning health initiatives and addressing social determinants of health. 
• It includes members from the Panchayati Raj Institution (PRI), ASHA, MPWs, and Anganwadi Workers (AWW), ensuring representation from disadvantaged groups. 
• A health team typically comprises a doctor, Auxiliary Nurse Midwife (ANM), ASHA, and other staff, and effective team management is crucial for achieving health objectives.