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A

RESEARCH REPORT
ON
SATISFACTIONS LEVEL OF EMPLOYEES OF
VARIOUS WELFARE ACTIVITIES
In the partial fulfillment of the requirement for

The award of the degree of

Master of Business Administration

2015-2017

SUBMITTED TO : SUBMITTED BY
Mrs. Parul Kumar Garima Rani
MBA 4th Sem.
Roll No. 1508570032

S.D. COLLEGE OF MANAGEMENT STUDIES,


MUZAFFARNAGAR

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ACKNOWLEDGEMENT

As a practical fact of my life I underwent my research report. The research

report was a part of our curriculum, which has brought immense change in my

personality as well as understanding the managerial functions.

I take this opportunity to sincerely thank to for providing me an opportunity to

undertake the research report in their esteemed organization.

I would like to thank my HOD of Dr. Alok Gupta, faculty guide Mrs. Parul

Kumar without whose guidance this research report would have been a distant

dream.

Lastly and above all, it is only my parents to whom I dedicate my every success

achieved by me. They have always supported me without any

Garima Rni
MBA 4th SEM.

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DECLARATION

I, Garima Rani of MBA 4th semester, hereby declare that the project title
Satisfaction level of employs of various welfare activites is completed and
submitted under the guidance of Mrs. Parul Kumar . This is my original work
and not been published or printed for any other purpose. The imperial finding in
this project is based on the data collected by me.

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Contents

PAGE NO.

1. INTRODUCTION OF TOPIC 1
2. OBJECTIVES OF THE STUDY 41
3. SCOPE OF THE STUDY 42
4. RESEARCH METHODOLOGY 43
5. USE & IMPORTANCE OF STUDY 46
6. DATA ANALYSIS & INTERPRETATION 47
7. FINDINGS 72
8. CONCLUSION 73
9. RECOMMENDATIONS 74
10. LIMITATIONS 76
11. BIBLIOGRAPHY
12.APPPENDICES

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EMPLOYEE WELFARE
INTRODUCTION
Employee Welfare is an important facet of industrial relations, the extra
dimension, giving satisfaction to the worker in a way which evens a good wage
cannot. With the growth of industrialization and mechanization, it has acquired
added importance. The workers in industry cannot cope with the pace of modern
life with minimum sustenance amenities. He needs an added stimulus to keep
body and soul together. Employers have also realized the importance of their
role in providing these extra amenities. And yet, they are not always able to
fulfill workers demands however reasonable they might be. They are primarily
concerned with the viability of the enterprise. Employee welfare, though it has
been proved to contribute to efficiency in production, is expensive. Each
employer depending on his priorities gives varying degrees of importance to
labour welfare.
It is because the government is not sure that all employers are progressive
minded and will provide basic welfare measures that it introduces statutory
legislation from time to time to bring about some measures of uniformity in the
basic amenities available to industrial workers.
After employees have been hired, trained and remunerated, they need to
be retained and maintained to serve the organization better. Welfare facilities are
designed to take care of the wellbeing of the employees, they do not generally
result in any monetary benefit to the employees. No rare these facilities
provided by employers alone. Governmental and non-governmental agencies
and trade unions too, contribute towards employee welfare.
Employee welfare is a comprehensive term including various services,
benefits and facilities offered to employees by the employer. Through such
generous fringe benefits the employer makes the life worth living for
employees. The welfare amenities are extended in addition to normal wages and
other economic rewards available to employees as per the legal provisions.

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Welfare measures may also be provided by the government, trade unions and
non-government agencies in addition to the employer. The basic purpose of
employee welfare is to enrich the life of the employees and keep them happy
and contended.
Employee welfare today has become a very controversial topic. It covers
a very broad field. To being with, let us briefly discuss the main concepts or,
rather, the general, meaning full ideas which have been evolved about it so far.
The term welfare suggest many ideas, meanings and connotations, such
as the state of well-belling, health, happiness, prosperity and the development of
human resources. The concept of welfare can be approached from various
angles. Welfare has been described as a total concept. It is a desirable state of
existence involving for certain components of welfare, such a health, food,
clothing, and housing, medical assistance, insurance, education, recreation. Job
security, and so on.
The word employee means any productivity activity. In a broader sense,
therefore, the phrase employee welfare means the adoption of measures to
promote the physical, social, psychological and general well being of the
working population. Welfare work in any industry aims, or should aim, at
improving the working and living conditions of workers and their families.
The concept of employee welfare originates in the desire for a
humanitarian approach to the sufferings of the working class. Later, it becomes
a utilitarian philosophy which worked as a motivating force for labor and for
those who were interested in it.
Employee welfare has been defined in various ways, though
unfortunately no single definition has found universal acceptance.
Efforts to make life worth living for worker
The oxford dictionary

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Concept of Employee welfare
The concept of labour welfare is flexible and elastic and differs widely
with time, region, industry, social values and customs, degree of
industrialization, the general socioeconomic development of the people and the
political ideologies prevailing at a particular time . It is also molded according
to the age-groups, socio-cultural background, marital and economic status and
educational level of the workers in various industries In its broad connotation,
the term welfare refers to a state of living of an individual or group in a
desirable relationship with total environment ecological, economic, and social.
Conceptually as well as operationally, labour welfare is a part of social welfare
which, in turn, is closely linked to the concept and the role of the State which is
applicable in the plant. The concept of social welfare, in its narrow contours,
has been equated with economic welfare. As these goals are not always be
realized by individuals through their efforts alone, the government came into the
picture and gradually began to take over the responsibility for the free and full
development of human personality of its population. Labour welfare is an
extension of the term Welfare and its application to labour. During the
industrialization process, the stress on labour productivity increased; and
brought about changes in the thinking on labour welfare.
In its broad connotation, the term welfare refers to a state of living of an
individual or group in desirable relationship with total environment
ecological, economic, and social. Concept dually as well as operationally,
labour welfare is a part of social welfare which, in turn, is closely linked to the
concept and the role of the State. The concept of social welfare, in its narrow
contours, has been equated with economic welfare. Pigou defined it as that part
of general welfare which can be brought directly or indirectly into relations with
the measuring rod of money (Pigou, 1962). According to Willensky and
Labeaux, social welfare alludes to those formally organized and socially
sponsored institutions, agencies and programmes which function to maintain or

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improve the economic conditions, health or interpersonal competence of some
parts or all of a population (Willensky and Labeaux, 1918). As these goals may
not always be realized by individuals through their efforts alone, the
government came into the picture and gradually began to take over the
responsibility for the free and full development of human personality of its
population. Labour welfare is an extension of the term Welfare and its
application to labour. During the industrialization process, the stress on labour
productivity increased; and brought about changes in the thinking on labour
welfare. An early study under the UN observed as follows in our opinion most
underdeveloped countries are in the situation that investment in people is likely
to prove as productive, in the purely material sense, as any investment in
material resources and in many cases, investment in people would lead to a
greater increase of the flow of goods and services than would follow upon any
comparable investment in material capital. The theory that welfare
expenditure, especially expenditure on health and education, is productive
investment has led to the view that workers could work more productively if
they were given a fair deal both at the work place and in the community. The
concept of labour welfare has received inspiration from the concepts of
democracy and welfare state. Democracy does not simply denote a form of
government; it is rather a way of life based on certain values such as equal
rights and privileges for all. The operation of welfare services, in actual
practice, brings to bear on it different reflections representing the broad cultural
and social conditions. In short, labour welfare is the voluntary efforts of the
employers to establish, within the existing industrial system, working and
sometimes living and cultural conditions of the employees beyond what is
required by law, the custom of the industry and the conditions of the market The
constituents of labour welfare included working hours, working conditions,
safety,

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industrial health insurance, workmens compensation, provident funds, gratuity,
pensions, protection against indebtedness, industrial housing, restrooms,
canteens, crches, wash places, toilet facilities, lunches, cinemas, theatres,
music, reading rooms, holiday rooms, workers education, co-operative stores,
excursions, playgrounds, and scholarships and other help for education of
employees children.

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INDUSTRY PROFILE

AMARA RAJA GROUPS

Amara Raja Group

Amara Raja Group founded by Mr. Ramachandra N Galla, with a vision


to offer Quality products/solutions to the Power Sector by installing
manufacturing facilities in Rural India.

Amara Raja Batteries Ltd

Amara Raja batteries Ltd (ARBL) is the flagship company of the group
and has a Joint Venture with Johnson Controls Inc (USA), UAS 35 billion
Fortune 500 Organization. ARBL is a dominant player in the Indian Ocean Rim
market under the renowned Amaron Brand, also offering products in the
Industrial segment.

Amara Raja Electronic Ltd

Amara Raja Electronics Ltd (AREL) is located at Diguvamagham near


Chittoor, in Andhra Pradesh. India. AREL manufactures Battery Chargers,
Digital Inverters and Trickle charges and also provides solutions to the parent
company by offering its services for assembly and testing.

Amara Raja Power Systems Ltd

Amara Raja Power Systems (ARPSL), first company to be established in the


group offers the following.

Design and development of Power Electronic products

Power electronics Systems Integration and testing

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Magnetic Manufacturing

Mangal Precision Products Ltd

Mangal Precision Products (MPPL) is situated at Petamitta in Chittoor


district in Andhra Pradesh. India. MPPL manufactures the following products:
Fabrication of advanced sheet metal products and fasteners, plastic
component and compounds with Technological support - Nedschroef, Belgium

MISSION AND HISTORY


Mission, mantra, way of thinking, philosophy, what we live for call it
what you want, youll find it below. Introduce yourself to the way we think.
"To transform our spheres of influence and to improve the quality of life
by building institutions that provide better access to better opportunities, goods
and services to more peopleall the time."

Introduce latest generation technologies


Adapt these technologies to suit the operating environment
Develop and manufacture globally competitive, customer-focused products of
world-class quality
Responsibly introduce these products into relevant markets
Provide world-class customer support

Achievements and credentials

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Best Telecom equipment Manufacturer Award 2009 by BSNL
Quality Excellence Award for the year 2009 by INDUS Towers
Amaron is the preferred supplier to Daimler Chrysler, Ford and General
Motors
Automotive Product of the year 2000 by Overdrive
Excellence in Environmental Management in 2002 by AP Pollution Control
Board
Creative Advertiser of the year '02 by ABBY
Ford "World Excellence Award"
Ford Q1 Award
ISO-9001 in 1997RWTUV
QS 9000 in 1999RWTUV
ISO/TS 16949 in 2004RWTUV
Quality benchmarks
Best Business Practices as per JCI
ISO 14001 in 2002RWTUV
Part of the world's largest battery manufacturing alliance - Johnson Controls
Inc., USA
Largest manufacturer of standby VRLA batteries in South Asia

MANAGEMENTS
RAMACHANDRA N GALLA
Chairman
Amara Raja Batteries Ltd.

Dr. Dr. Ramachandra N. Galla is the Patriarch of an illustrious business


family of Andhra Pradesh, Gallas, who have established a name for themselves

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by successfully setting up Amara Raja Batteries. Born in 1938, Dr.
Ramachandra Galla is an Electrical Engineer from S.V. University, Tirupati and
has to his credit Masters degrees in Applied Electronics, Roorkee, India and
Systems Sciences, Michigan State University, USA.

Dr. Galla started his career as an Electrical Engineer in US Steel


Corporation, USA moved on to Sargent and Lundy, USA as a Consulting
Engineer for the Designing of Nuclear and Coal Fired Power Plant. He initiated
various projects in these corporations and mastered the ropes of this competitive
business in a very short time. However, he soon discovered that his natural
inclination was serving his country and as a logical sequel he gravitated towards
Chittoor his native place in India. Dr. Galla laid the foundation of Amara Raja
batteries in 1985 in Chittoor.

In his capacity as the Chairman, Dr. Ramachandra Galla has promoted


and established the following companies from the conceptual stage which are
now well established and profit making:

Amara Raja Batteries Ltd


Amara Raja Power System Ltd
Mangal Precisions Products Ltd
Amara Raja Electronics Ltd
Galla Foods Ltd
Amara Raja Infra (P) Ltd
Amaron Batteries (P) Ltd
Amara Raja Industrial Services (P) Ltd

Dr Gallas fines hour as a business man came in 1998 when he was


presented BEST ENTERPRENEUR OF THE YEAR 1998 by Hyderabad
Management Association, Hyderabad. He has been bestowed with honorary

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doctorate degrees from Jawaharlal Nehru Technical University in 2008 at
Hyderabad and Sri Venkateswara University in 2007 at Tirupati. He has also
been conferred with THE SPIRIT OF EXCELLENCE award by Academy of
Fine Arts, Tirupati, and various other prestigious awards.

Corporate social responsibility


We believe in taking responsibility for whatever we do; within and
without the company. Its what responsible leaders are expected to do. Our
vision is to create communities that are economically and socially vibrant
enough to stimulate growth and self-reliance; within and without the company
In keeping with this commitment, weve committed ourselves to social
activities in the following four areas:

>Education

>Infrastructure

>Village Development

>Environment

Education

To ensure our people have a better quality of life we provide primary


schooling facilities for the children of our employees. We also provide our
employees with facilities in the form of free memberships to education
enhancement trusts and organizations like the library for employees on site, the
Rajanna Trust for intellectual enhancement, the Krishna Deva Raya Trust and
Cultural Association, Vinayashramam, Thapovanam and the Rashtriya Seva
Samithi.

Infrastructure

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Some of the infrastructure requirements for daily living that we take
responsibility for include a bank for employees and the public, residential
complexes for employees, medical and other facilities like a post office,
subsidized transportation and recreational clubs for everyone who works with
us.

NEED OF THE STUDY


1. It is essential to know about the welfare conditions of employees.
2. It is necessary to know the satisfaction level of works in the organization and
also their
Perception regarding their future and other benefits given by the organization
3. There is a need to know whether the employees are expecting any improved
level of

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Welfare facilities from the company
4. The result of this study will be move helpful to the organization to recognize
existing
Conditions and welfare facilities in the organization.

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OBJECTIVES OF THE STUDY

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE
1. To know about the Employee welfare measures being implemented
in Industry.

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1. To know about the awareness of statutory welfare measures in
company.
2. To know about the workers expectations on welfare measures.
3. To know about the satisfaction level of workers on welfare measures.

SCOPE OF THE STUDY


The study covers 100 respondents of workers. The study of Employee
welfare covers weather the company providing welfare schemes to the workers,
the hygienic is maintained by the company and weather the company
maintaining the safety precautions or not. The focus of the study is confined to
industry. It help to understand the workers atmosphere at the work place and

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helps the company to check if the existing schemes are providing good facilities
to workers or not.
Employee welfare is by its very nature must necessarily be elastic,
bearing a somewhat interpretation in their company according to the different
social customers, the degree of industrialization and the education development
of the workers. The management has to be elastic prerequisites of the life, and
the minimum basic amenities.
It may include not only minimum basic standard of hygienic and safety
but also laid down in general labour legislation

REVIEW OF LITERATURE
Definition of Employee Welfare
Labor welfare has been defined in various ways, though unfortunately no
single definition has found universal acceptance.
Efforts to make life worth living for worker
The oxford dictionary

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The voluntary effort of the employers to establish, within the existing
industrial system, working and sometimes living and cultural conditions of the
employees beyond what is required by law, the customs of the industry and the
conditions of the market
According to Encyclopedia of social
sciences
Some of the social scientists have noted that the problems of our
contemporary civilization are most marked in highly industrialized societies. It
influences on the humans social and psychological distresss to avoid the
distress. Some of the framers introduced the welfare programmers and the
activities must be necessary to human to make him happy. This welfare
approach has become necessary because of the social problems that have
emerged as a result of industrialization in capitalistic settings. After the
abolition of slavery in 1833 the British colonies started importing Indian labor.
Labor welfare activity was largely controlled by legislation, the earliest act
being the apprentices Act of 1850, the next act was fatal accidents act of 1853,
provide compensation to the workmen families who lost their lives as a result of
any actionable wrong. And the merchant shipping act 1859 providing health,
accommodation and protection to the employment of the seamen. To improving
the working conditions of the labor they enact the workmens breach of contract
act, 1859 and the employers and workmens (disputes) act 1868. The first
Indian factories act was set up in 1881, which mark the beginning of a series of
labor laws which brought about the improvement in the working conditions of
the workers who works in the Bombay textile mills. The recommendations of
the international labor conference in 1890, held in Berlin, exercise a
considerable influence on labor legislation in India. Under pressure from labor,
the Bombay textile mill owners decided to declare Sunday a day of rest. To
make development and implement the mentioned below, the government of
India, on the advice of a special commission, passed the Indian factories act of

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1891, which was a being advance over the act of 1891. Its main provisions
were:
1) It applied to all factories employing 50 persons or more. It could he
extended to factories employing 20 persons.
2) A mid day break of half an hour was made compulsory.
3) A weekly off day was prescribed.
4) Women were allowed to work for maximum of 11 hours with a break
of 1 hours.
5) The lower and higher age limit of children employed in factories was
respectively raised to 9 and 14. They were allowed to work only in the day
time and for not more the 7 hours a day.
6) Local governments were empowered to make rules regarding
sanitation and other amenities for workers
7) Provision was made for inspection and penalties for breach of any
provision of factory act.
At the time first world war, in1919 International Labour Organization
(ILO) was set up. In the year of 1934 the Royal Commission gave priority to the
labors safety, health and ventilation.
At the time of Second World War in 1939 the total number of workers in
India in 1,75,000 members. The government actively promoted welfare
activities like providing the minimum wages, crches, ambulance rooms,
canteens etc., started making their appearance on the industrial sense.
After independence the factories act 1947 replaced all the provisions
which are i)provisions regarding safety-guarding of machines, ii) drinking
water, iii) provisions regarding health and cleanliness, iv) washing and latrine
facilities, v) lunch rooms and rest rooms, vi) sitting arrangements vii) first aid
and dispensary facilities in all factories employing more than 500 workmen,
viii) crches where more than 50 more women are employed, ix) welfare officer
where more than 500 workmen are employed, x) provision of spittoons, xi)

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holidays with wages at the rate of one day for every 20 days worked, xii)weekly
hours 48 for adults and 27 for younger persons, xiii) regulations regarding
young persons, xiv) rate of payment for overtime work, xv) rest for half an hour
maximum of 5 hours of work, xvi) number of hours work and xvii) weekly
holidays.
In our country also introduced some of the welfare amenities had been
provided to the industrial labor through the Indian constitution. Concomitantly
labor welfare in India has gained in importance.
Employee welfare defines as efforts to make life worth living for
workmen. These efforts have their origin either in some statute formed by the
state or in some local custom or in collective agreement or in the employers
own initiative.
OBJECTIVES

To give expression to philanthropic and paternalistic feelings.

To win over employees loyalty and increase their morale.

To combat trade unionism and socialist ideas.

To build up stable labour force, to reduce labour turnover and


absenteeism.

To develop efficiency and productivity among workers.

To save oneself from heavy taxes on surplus profits.

To earn goodwill and enhance public image.

To reduce the threat of further government intervention.

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To make recruitment more effective (because these benefits add to job
appeal).

Employee relations. An organization's director of industrial relations


forms labor policy, oversees industrial labor relations, negotiates collective
bargaining agreements, and coordinates grievance procedures to handle
complaints resulting from management disputes with employees. The director
of industrial relations also advises and collaborates with the director of human
resources, other managers, and members of their staffs, because all aspects of
human resources policysuch as wages, benefits, pensions, and work practices
may be involved in drawing up a new or revised work rules that comply with
a union contract.

Labor relations managers and their staffs implement industrial labor


relations programs. Labor relations specialists prepare information for
management to use during collective bargaining agreement negotiations, a
process that requires the specialist to be familiar with economic and wage data
and to have extensive knowledge of labor law and collective bargaining
procedures. The labor relations staff interprets and administers the contract with
respect to grievances, wages and salaries, employee welfare, healthcare,
pensions, union and management practices, and other contractual stipulations.
In the absence of a union, industrial relations personnel may work with
employees individually or with employee association representatives.

Dispute resolutionattaining tacit or contractual agreementshas


become increasingly significant as parties to a dispute attempt to avoid costly
litigation, strikes, or other disruptions. Dispute resolution also has become more
complex, involving employees, management, unions, other firms, and
government agencies. Specialists involved in dispute resolution must be highly
knowledgeable and experienced, and often report to the director of industrial

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relations. Mediators advice and counsel labor and management to prevent and,
when necessary, resolve disputes over labor agreements or other labor relations
issues. Arbitrators, occasionally called umpires or referees, decide disputes that
bind both labor and management to specific terms and conditions of labor
contracts. Labor relations specialists who work for unions perform many of the
same functions on behalf of the union and its members.

Other emerging specialties in human resources include international


human resources managers, who handle human resources issues related to a
company's overseas operations and human resources information system
specialists, who develop and apply computer programs to process human
resources information, match jobseekers with job openings, and handle other
human resources matters; and total compensation or total rewards specialists,
who determine an appropriate mix of compensation, benefits, and incentives.
Work environment. Human resources personnel usually work in clean, pleasant,
and comfortable office settings. Arbitrators and mediators many of whom work
independently may work out of home offices. Although most human resources,
training, and labor relations managers and specialists work in the office, some
travel extensively. For example, recruiters regularly attend professional
meetings, participate in job fairs, and visit college campuses to interview
prospective employees. Arbitrators and mediators often must travel to the site
chosen for negotiations. Trainers and other specialists may travel to regional,
satellite, or international offices of a company to meet with employees who
work outside of the main corporate office. Many human resources, training, and
labor relations managers and specialists work a standard 40-hour week.
However, longer hours might be necessary for some workersfor example,
labor relations managers and specialists, arbitrators, and mediatorswhen
contract agreements or dispute resolutions are being negotiated.

FEATURES OF EMPLOYEE WELFARE


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The features of employee welfare are: -
* Employee welfare is a comprehensive term including various services,
facilities and amenities provided to employees for their betterment.
* The basic purpose in to improve the lot of the working class.
* Employee welfare is a dynamic concept.
* Employee welfare measures are also known as fringe benefits and services.
* Welfare measures may be both voluntary and statutory.
Principles of Employee Welfare Service
Following are generally given as the principles to be followed in setting
up a employee welfare service:

The service should satisfy real needs of the workers. This means that the
manager must first determine what the employees real needs are with the
active participation of workers.

The service should such as can be handled by cafeteria approach. Due to


the difference in Sex, age, marital status, number of children, type of job
and the income level of employees there are large differences in their
choice of a particular benefit. This is known as the cafeteria approach.
Such an approach individualizes the benefit system though it may be
difficult to operate and administer.

The employer should not assume a benevolent posture.

The cost of the service should be calculated and its financing established
on a sound basis.

There should be periodical assessment or evaluation of the service and


necessary timely on the basis of feedback.

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TYPES OF WELFARE SERVICES
The types of welfare services are as follows
* Intramural: - These are provided within the organization like:
1. Canteen,
2. Rest rooms,
3. Crches,
4. Uniform etc.
* Extramural: - These are provided outside the organization, like
1. Housing,
2. Education,
3. Child welfare,
4. Leave travel facilities,
5. Interest free loans,
6. Workers cooperative stores,
7. Vocational guidance etc.

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EMPLOYEE PROTECTION AND WELFARE
STATUTORY WELFARE MEASURES
The preamble to our Indian Constitution promises justice - social,
economic and political. It also stresses Equality of status and of opportunity.
Article 23 of the Constitution prohibits traffic inhuman beings and forced
labour. Article 24 prohibits employment of children in factories. The article 38
and 39 spelt under Directive Principles of State Policy are now enforceable as
per the dictums laid by our Supreme Court.
Constitution of India, Article 38: State to secure a social order for the
promotion of welfare of the people:
The State shall strive to promote the welfare of the people by securing
and protecting as effectively as it may a social order in which justice, social,
economic and political, shall inform all the institutions of the national life.
The State shall, in particular, strive to minimize the inequalities in
income, and endeavor to eliminate inequalities in status, facilities and
opportunities, not only amongst individuals but also amongst groups of people
residing in different areas or engaged in different vocations.
Constitution of India, Article 39: Certain principles of policy to be followed
by the State. - The State shall, in particular, direct its policy towards securing
That the citizens, men and women equally, have the right to an adequate
means to livelihood;
That the ownership and control of the material resources of the
community are so distributed as best to sub serve the common good;
That the operation of the economic system does not result in the
concentration of
Wealth and means of production to the common detriment ;

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That there is equal pay for equal work for both men and women;
That the health and strength of workers, men and women, and the tender
age of
Children are not abused and that citizens are not forced by economic
necessity to enter avocations unsuited to their age or strength
Those children are given opportunities and facilities to develop in a
healthy manner and in conditions of freedom and dignity and that
childhood and youth are protected against exploitation and against moral
and material abandonment.
Non Statutory Measures
Many non statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the


companies provide the facility for extensive health check-up

2. Flexi-time: The main objective of the flextime policy is to provide


opportunity to employees to work with flexible working schedules.
Flexible work schedules are initiated by employees and approved by
management to meet business commitments while supporting employee
personal life needs

3. Employee Assistance Programs: Various assistant programs are


arranged like external counseling service so that employees or members
of their immediate family can get counseling on various matters.

4. Harassment Policy: To protect an employee from harassments of any


kind, guidelines are provided for proper action and also for protecting the
aggrieved employee.

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5. Maternity and Adoption Leave Employees can avail maternity or
adoption leaves. Paternity leave policies have also been introduced by
various companies.

6. Medi-claim Insurance Scheme: This insurance scheme provides


adequate insurance coverage of employees for expenses related to
hospitalization due to illness, disease or injury or pregnancy.

Employee Referral Scheme: In several companies employee referral scheme is


implemented to encourage employees to refer friends and relatives for
employment in the organization.

Through social security and social justice are spelt in our Constitution,
they are never put into practice thanks to our Executives who only pretend to
implement the programmes of the State. Some of the important Statutory
Welfare measures given by the government are as follows:
(i) The Factories Act of 1948
(ii) The Employees State Insurance Act 1948
(iii) The payment of Wages Act 1936
(iv) The Workmen's Compensation Act 1923
(v) The Employees' Provident Funds and Miscellaneous Provisions Act 1952.
(vi) The Payment of Gratuity Act, 1962
(vii) The Maternity Benefit Act, 1961
FACTORIES ACT OF 1948
Purpose of this Act: An act to consolidate and amend the law regulating labour
in factories.
The Factories Act is meant to provide protection to the workers from
being exploited by the greedy business employments and provides for the
improvement of working conditions within the factory premises. The main
function of this act is to look after the welfare of the workers, to protect the

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workers from exploitations and unhygienic working conditions, to provide
safety measures and to ensure social justice.
Sections 11 to 20 of the Factories Act deal about Health.

HEALTH
Section 11: Cleanliness
Section 12: Disposal of wastes and effluents
Section 13: Providing proper ventilation and maintaining proper temperature
Section 14: Removal of Dust and fume
Section 15: Providing artificial humidification
Section 16: No Overcrowding
Section 17: Proper Lighting
Section 18: Providing pure Drinking water
Section 19: Providing Latrines and urinals
Section 20: Providing Spittoon

1. Drinking Water: At all the working places safe hygienic drinking water
should be provided.

2. Facilities for sitting: In every organization, especially factories, suitable


seating arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and should
be readily assessable so that in case of any minor accident initial
medication can be provided to the needed employee.

4. Toilet Facilities: A sufficient number of latrines and urinals are to be


provided in the office and factory premises and are also to be maintained
in a neat and clean condition.

30
5. Canteen facilities: Cafeteria or canteens are to be provided by the
employer so as to provide hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the
dock area and office premises spittoons are to be provided in convenient
places and some are to be maintained in a hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees


so that they can work safely during the night shifts.

8. Washing places: Adequate washing places such as bathrooms, wash


basins with tap and tap on the stand pipe are provided in the port area in
the vicinity of the work places.

9. Changing rooms: Adequate changing rooms are to be provided for


workers to change their cloth in the factory area and office premises.
Adequate lockers are also provided to the workers to keep their clothes
and belongings.

10.Rest rooms: Adequate numbers of restrooms are provided to the workers


with provisions of water supply, wash basins, toilets, bathrooms, etc.

11.Fire Extinguishers: Company should provide sufficient number of


extinguishers to safe guard the employees

31
SAFETY

Section 21: Proper Fencing of machinery


Section 22: Precautions - Work on or near machinery in motion
Section 23: No Employment of young persons on dangerous machines
Section 24: Providing Striking gear and devices for cutting off power
Section 25: Precautions near Self-acting machines
Section 26: Casing of new machinery
Section 27: Prohibition of employment of women and children near cotton
openers
Section 28: Providing Hoists and lifts
Section 29: Provision for Lifting machines, chains, ropes and lifting tackles
Section 30: Protection near revolving machinery
Section 31: Protection near Pressure plant
Section 32: Provision for Floors, stairs and means of access
Section 33: Providing and precautions near Pits, sumps openings in
floors, etc.
Section 34: No Excessive weights
Section 35: Protection of eyes
Section 36: Precautions against dangerous fumes, gases, etc
Section 36A: Precautions regarding the use of portable electric light

32
Section 37: Explosive or inflammable dust, gas etc.
Section 38: Precautions in case of fire
Section 39: Power to require specifications of defective parts or tests of
stability
Section 40: Safety of buildings and machinery.
Section 40A: Maintenance of buildings
Section 40B: Appointment of Safety Officers

Safety of Employees

Fencing of machinery: All dangerous and moving parts of machinery


shall be securely fenced. Screws, bolts and teeth shall be completely
encased to prevent danger.

Work on or near machinery in motion : Lubrication or other adjusting


operation on moving machinery shall be done only by a specially trained
adult male worker.

Employment of young persons on dangerous machines : No young


person shall be allowed to work on any dangerous machine (so prescribed
by the state government) unless he is sufficiently trained or is working
under the supervision of knowledgeable person.

Device for cutting off power: Suitable device for cutting of power in
emergencies shall be provided.

Hoists and lifts: These shall be made of good material and strength,
thoroughly examined at least once in every six months and suitably
protected to prevent any person or thing from being trapped.

WELFARE

33
Section 42: Providing Washing facilities
Section 43: Providing Facilities for storing and drying clothing
Section 44: Providing Facilities for sitting
Section 45: First-aid appliances to be kept.
Section 46: Canteens at subsidized rates.
Section 47: Shelters, rest rooms and lunch rooms for workmen.
Section 48: Crches for babies of working women.
Section 49: Appointment of Welfare officers.
It is the duty of the Chief Inspector of Factories to ensure enforcement of
all the above Provisions of the Factories Act in respect of safety, health and
welfare of employees.
Employee Welfare Officer

Section 49 of the factories act provides that in every factory wherein 500
or more workers are ordinarily employed the employer shall appoint at least one
welfare officer.

The welfare officer should possess; (i) a university degree; (ii) degree or
diploma in social service or social work or social welfare from a recognized
institution; and (iii) adequate knowledge of the language spoken by the majority
of the workers in the area where the factory is situated.

Supervision

Counseling workers

Advising management

Establishing liaison with workers

working with management and workers to improve productivity.

working with outside public to secure proper enforcement of various acts.

34
Welfare of Employee

Chapter V of the factories Act contains provisions about the welfare of


employees. These are as follows:

There shall be separate and adequately screened washing facilities for the
use of male and female employees.

There shall be suitable places provided for clothing not worn during
working hours and for the dying of wet clothing.

There shall be suitable arrangement for all workers to sit for taking rest if
they are obliged to work in a standing position.

There shall be provided the required number of first-aid boxes or


cupboard (at the rate of one for every 150 workers) equipped with the
prescribed contents readily available during the working hours of the
factory.

The State Government may make rules requiring that in any specified
factory employing more than 250 employees a canteen shall be provided
and maintained by the occupier for the use of the employee.

There shall be provided sufficiently lighted and ventilated lunch room if


the number of employees ordinarily employed is more than 150.

THE WORKMEN'S COMPENSATION ACT 1923


Purpose of the Act: An Act to provide for the payment of certain classes of
employers to their workmen of compensation for injury by accident. The
workmen's compensation Act1923 is one of the earliest pieces of labour
legislation. This act encompasses all cases of accidents arising out of and in
course of employment. The rate of Compensation to be paid in a lump sum is
35
determined by a schedule provided in the act proportionate to the extent of
injury and the loss of earning capacity. The younger the age of the worker and
higher the wage the greater is the compensation. The Act provides the formula
for calculating the compensation. The injured person can claim compensation
and in the case of death, the compensation is claimed by dependents of the
deceased. This law applies to the organized as well as unorganized sectors that
are not covered by the E.S.I. scheme. The following definitions and the sections
of law are presented for the students to take note of them.
Administration: The act is administered by the State Governments which
appoint Commissioners for this purpose under Sec.20 of the Act.
Benefits: Under the Act, compensation is payable by the employer to workman
for all personal injuries caused to him by accident arising out of and in the
course of his employment which disable him for more than 3 days. If the
workman dies, the compensation is to be paid to his dependants. The Act
distinguishes among three types of injuries: permanent total disablement,
permanent partial disablement and temporary disablement. The amount of
compensation to be paid on the death or disablement of workman is given in
Fourth Schedule of the Act and varies according to his wages, the type of injury
and age. It is an obligation upon the employer to make the payment of
compensation within one month from the date on which it falls due.
Sources of Funds: All compensation under the act is payable by the employer.
THE PAYMENT OF WAGES ACT
The Payment of Wages Act was enacted as early as 1936 during the
colonial rule. The
Purpose of this act is to regulate payment of wages. This insists on the payment
of wages by the seventh day or the tenth day of the succeeding month and in
case of weekly payment the last day of the week.
Section 3: Responsibility for payment of wages. - Every employer shall be
responsible for the payment to person employed by him of all wages required to

36
be paid under this Act. Provided that, in the case of persons employed
(otherwise than by a contractor)
In factories, if a person has been named as the manager of the factory
under Clause of sub-section (1) of section 7 of the Factories Act, 1948 (63
of 1948)
In industrial or other establishments, if there is a person responsible to the
Employer for the supervision and control of the industrial or other
establishments
Upon railways (otherwise that in factories), if the employer is the railway
administration and the railway administration has nominated a person in
this behalf for the local area concerned, the person so named, the person
so responsible to the employer, or the person so nominated, as the case
may be (shall also be responsible) for such payment.
Section 4: Fixation of wage-periods
> Every person responsible for the payment of wages under section 3
shall fix periods (in this Act referred to as wage-periods) in respect of which
such wages shall be payable.
> No wage-period shall exceed one month.
Section 5: Time of payment of wages
(1) The wages of every person employed upon or in
Any railway, factory or {industrial or other establishment} upon or in
which less than one thousand persons are employed, shall be paid before
the expiry of the seventh day.
Any other railway, factory or {industrial or other establishment}, shall be
paid before the expiry of the tenth day, after the last day of the wage-
period in respect of which the wages are payable:

37
(2) Where the employment of any person is terminated by or on behalf of the
employer, the wages, earned by him shall be paid before the expiry of the
second working day from the day on which his employment is terminated.
(3) The State Government may, by general or special order, exempt, to such
extent and subject to such conditions as may be specified in the order, the
person responsible for the payment of wages to persons employed upon any
railway (otherwise than in a factory) from the operation of this section in
respect of the wages of any such persons or class of such persons.
(4) Save as otherwise provided in sub-section (2), all payments of wages shall
be
Made on a working day.
THE EMPLOYEES PROVIDENT FUND ACT 1952
The purpose of this Act: An Act to provide for the institution of Provident
Funds, pension funds and deposit linked fund for employees in factories and
other establishments. Contributions of 10% of the wages are paid by the
employer and another 10% by the employees. This amount is deposited with the
government which pays an interest. This Act also now has provisions for
pension scheme.
Administration: The employees Provident Funds, Pension and Insurance
Schemes framed under the Act are administered by a tripartite Central Board of
trustee, consisting of representatives of employers and employees and persons
nominated by the Central and State Governments.
Benefits: The act has made schemes for 3 types of benefits, provident fund,
family pension and deposit linked insurance. Family pension is payable to the
widow or widower up to the date of death or re-marriage whichever is earlier. In
the absence of the widow or the widower it is payable to the eldest surviving
unmarried daughter until she attains the age of 21 years or marries whichever is
earlier. The dependents of the employee also receive an additional amount
known as the deposit linked insurance which is equivalent to the average

38
balance lying to the credit of the employee on his provident fund during the
preceding 3 years, subject to a maximum of Rs 10000 provided that such
employee has kept a minimum average balance of Rs. 1000 in the provident
fund.
Source of Funds: Here both the employer and the employee are required to
contribute the provident fund every month at 8.33% of the basic wages,
dearness allowance and retaining allowance. An employee can make a larger
contribution up to 10% but there is no compulsion for the employer to make a
matching contribution.
THE PAYMENT OF GRATUITY ACT, 1972
Purpose of the Act: An act to provide for scheme for the payment of gratuity to
employees engaged in factories, mines, oil fields, plantations, ports, railway
companies, shops or other establishments and matters connected therewith or
incidental thereto. Gratuity shall be payable to an employee on the termination
of his employment after he has rendered continuous service for not less than
five years.
(a) On his superannuation
(b) On his retirement or resignation
(c) On his death or disablement
For every completed year of service or part thereof in excess of six months the
employer shall pay gratuity to an employee at the rate of 15 days wages based
on the rate of wages last drawn by the employee concerned.
Section 4: Payment of gratuity
(1) Gratuity shall be payable to an employee on the termination of his
employment after he has rendered continuous service for not less than five
years:
(a) On his superannuation, or
(b) On his retirement or resignation, or
(c) On his death or disablement due to accident or disease;

39
Provided that the completion of continuous service of five years shall not be
necessary where the termination of the employment of any employee is due to
death or disablement; provided further that in the case of death of the employee,
gratuity payable to him shall be paid to his nominee or, if no nomination has
been made, to his heirs, and where any such nominees or heirs is a minor, the
share of such minor, shall be deposited with the controlling authority who shall
invest the same for the benefit of such minor in such bank or other financial
institution, as may be prescribed, until such minor attains majority.
(2) For every completed year of service or part thereof in excess of six months,
the employer shall pay gratuity to an employee at the rate of fifteen days' wages
based on the rate of wages last drawn by the employee concerned; provided that
in the case of a piece-rated employee, daily wages shall be computed on the
average of the total wages received by him for a period of three months
immediately preceding the termination of his employment, and, for the purpose,
the wages paid for any overtime work shall not be taken into account; provided
further that that in the case of {an employee who is employed in a seasonal
establishment and who is not so employed throughout the
Year} the employer shall pay the gratuity at the rate of seven days' wages for
each season.
(3) The amount of gratuity payable to an employee shall not exceed {three lakhs
and fifty thousand} rupees.
(4) For the purpose of computing the gratuity payable to an employee who is
employed, after his disablement, on reduced wages, his wages for the period
preceding his disablement shall be taken to be the wages received by him during
that period, and his wages for the period subsequent to his disablement shall be
taken to be the wages as so reduced.
(5) Nothing in this section shall affect the right of an employee to receive better
terms of gratuity under any award or agreement or contract with the employer.
(6) Notwithstanding anything contained in sub-section

40
(a) The gratuity of an employee, whose services have been terminated for any
act, willful omission or negligence causing any damage or loss to, or destruction
of, property belonging to the employer 'shall be forfeited to the extent of the
damage or loss so caused.
(b) The gratuity payable to an employee {may be wholly or partially forfeited} -
(i) If the services of such employee have been terminated for his riotous or
disorderly conduct or any other act of violence on his part, or
(ii) If the services of such employee have been terminated for any act which
constitutes an offence involving moral turpitude, provided that such offence is
committed by him in the course of his employment.
THE MATERNITY BENEFIT ACT, 1961
Purpose of the Act: An Act to regulate the employment of women in certain
establishments for certain period before and after child-birth and to provide for
maternity benefit and certain other benefits.
Section 4: Employment of or work by, women, prohibited during certain periods
(1) No employer shall knowingly employ a woman in any establishment during
the six weeks immediately following the day of her delivery, (miscarriage or
medical termination of pregnancy).
(2) No women shall work in any establishment during the six weeks
immediately following the day of her delivery (miscarriage or medical
termination of pregnancy). (3) Without prejudice to the provisions of section 6,
no pregnant women hall, on a request being made by her in his behalf, is
required by her employer to do during the period specified in subsection
(4) Any work which is of an arduous nature or which involves long hours of
standing, or which in any way is likely to interfere with her pregnancy or the
normal development of the foetus, or is likely to cause her miscarriage or
otherwise to adversely after her health.
(4) The period referred to in sub-section (3) shall be -

41
(a) The period of one month immediately proceeding the period of six weeks,
before the date of here expected delivery;
(b) Any period during the staid period of six weeks for which the pregnant
woman does not avail of leave of absence under section 6.
Section 5: Right to payment of maternity benefits:
(1) Subject to the provisions of this Act, every woman shall be entitled to, and
her employer shall be liable for, the payment of maternity benefit at the rate of
the average daily wage for the period of her actual absence, that is to say, the
period immediately preceding the day of her delivery, the actual day of her
delivery and any period immediately following that day.
(2) No woman shall be entitled to maternity benefit unless she has actually
worked in an
Establishment of the employer from whom she claims maternity benefit, for a
period of not less than {eighty days} in the twelve months immediately
preceding the date of her expected delivery. Provided that the qualifying period
of {eighty days} aforesaid shall not apply to a woman who has immigrated into
the State of Assam and was pregnant at the time of the immigration.
(3) The maximum period for which any woman shall be entitled to maternity
benefit shall be twelve weeks of which not more than six weeks shall precede
the date of her expected delivery. Provided that where a woman dies during this
period, the maternity benefit shall be payable only for the days up to and
including the day of her death ; Provided further that where a woman, having
been delivered of a child, dies during her delivery or during the period
immediately following the date other delivery for which she is entitled for the
maternity benefit, leaving behind in either case the child, the employer shall be
liable for the maternity benefit for that entire period but if the child also
Dies during the staid period, then, for the days up to and including the date of
the death of the child.
EMPLOYEES STATE INSURANCE ACT 1948

42
Purpose of the Act: This Act covers all workers whose wages do not exceed Rs
1600 per month and who are working in factories, other than seasonal factories,
run with power and employing 20 or more workers. The coverage can be
extended by the State Government with the approval of the Central
Government.
Administration: The Act is administered by the E.S.I Corporation, an
autonomous body consisting of representatives of the Central and State
Governments, employers, employees, medical profession and Parliament.
Benefits: The Act, which provides for a system of compulsory insurance, is a
landmark in the history of social security legislation in India. An insured person
is entitled to receive the following types of benefits:
Medical Benefit
Sickness Benefit
Maternity Benefit
Disablement benefit
Dependants Benefit
Funeral benefit
Sources of Funds: the Act provides for the setting up of the Employees State
Insurance fund from the contributors received from employers and employees
and various grants, donations and gifts received from Central or State
Governments, local authorities and individuals. The rate of employers
contribution is 5% of the wage bill and that of the employees contribution is
2.25%.
VOLUNTARY WELFARE MEASURES
These are some of the voluntary welfare measures given by the employer
to the employees.
They are as follows:
Housing facilities

43
Transportation facilities
Medical facilities
Cultural facilities
Recreation facilities
Consumers co-operative society
Loans and various advances
Leave travel concession
Gifts to the employees holiday games
Labour welfare fund
Vehicle stand for parking
Libraries
Cafeterias

Voluntary Benefits

Benefits are also given voluntarily to workers by some progressive


employers. These include loans for purchasing houses and for educating
children, leave travel concession, fair price shops for essential commodities and
loans to buy personal conveyance.

Machinery Connected with Employee Welfare Work

1. Chief inspector of Factories It is the duty of the Chief inspector of


factories (who generally works under the administrative control of the
labour commissioner in each state) to ensure enforcement of various

44
provisions of Factories Act i8n respect of safety, health and welfare of
workers.

2. Central Labour Institute

The institute was set up in Bombay in 1966 to facilitate the proper


implementation of the Factories Act, 1948; to provide a centre of information
for inspectors, employers, workers and others concerned with the well being of
industrial labour and to stimulate interest in the application of the principles of
industrial safety, health and welfare.

3. National Safety Council

The National Safety Council was wet up on 4th March, 1966 in Bombay
at the initiative of the Union Ministry of Labour and Rehabilitation,
Government of India, as an autonomous national body with the objective of
generating developing and sustaining an movement of safety awareness at the
national level.

4. Director General of Mines Safety

The Director General of Mines Safety enforces the Mines Act, 1952. He
inspects electrical installation and machinery provided in the mines and
determines the thickness of barriers of 2 adjacent mines in order to prevent
spread of fire and danger of inundation.

Appraisal of Welfare Services

1. One of the main obstacles in the effective enforcement of the welfare


provisions of the Factories Act has been the quantitative and qualitative
inadequacy of the inspection staff.
45
2. At present, a labour welfare officer is not able to enforce laws
independently because he has to work under the pressure of management.

3. Women workers do not make use of the crche facilities either because
they are dissuaded by the management to bring their children with them
or because they have to face transport difficulties.

National Commission on Employee Recommendations

1. The statutory provisions on safety are adequate for the time being
effective enforcement is the current need.

2. Every fatal accident should thoroughly be enquired into and given wide
publicity among workers.

3. Employers should play a more concerted role in safety and accident


prevention programmes and in arousing safety consciousness.

4. Safety should become a habit with the employers and workers instead of
remaining a mere ritual as at present.

5. Unions should take at least as much interest in safety promotion as they


take in claims for higher wages.

SOCIAL SECURITY

The connotation of the term Social Security varies from country to


country with different political ideologies. In socialist countries, the avowed
goal is complete protection to every citizen form the cradle to the grave.

There are some components of Social Security

Medical care

46
Sickness benefit

Unemployment benefit

Old-age benefit

Employment injury benefit

Family benefit

Maternity benefit

Invalidity benefit and Survivors benefit

RESEARCH METHODOLOGY
Research methodology is the scientific way to solve the research
problem. This involves exploring all possible methods of solving the research

47
problem; examine the alternative methods one by one and arriving at the best
possible method considering the resources at the disposal of the researcher.
RESEARCH DESIGN
A research design is the specification of methods and procedures for
acquiring the information needed to structure or to solve problem. It is the
overall operational pattern or framework of the project that stipulated what
information to be selected, from which source , by what procedures.
DESCRIPTIVE RESEARCH
The research had been interested in knowing the proportion of people in a
given population who have behaved in a particular manner, making projections
of certain thing and determining the relationship between two or more variables
in some areas. As the set up has been a well structured and rigid which could
not be changed by giving sufficient thought in forming questions, deciding type
of data to be collected and procedure that has been used gives the proof of using
descriptive research.
In descriptive also, there has been use of cross sectional studies only
because the researcher has taken only a sample of element from the given
population.
In the cross sectional study, the survey research has been selected as a
detailed and has to be obtained from a sample of large population.
ANALYTICAL RESEARCH
The researcher by using the results of the statistical and mathematical
analysis came to a conclusion to show the scope and other needs for expanding
the market.

CONCLUSIVE RESEARCH

48
Based on the descriptive and analytical researches, the company can
arrive at a conclusion regarding their feature course of action. In this project,
descriptive research is followed.
RESEARCH INSTRUMENTS
After the research is selected, the data collection through questionnaire,
which is designed by covering the objectives, is defined.
Questions are both open and closed ended types. The questions in the
questionnaire are in the structured format. Direct art structured questionnaire
had been designed and used.
OPEN ENDED QUESTIONS
These types of questions are used to get complaints, actual feelings and
suggestions from customers.
CLOSED ENDED QUESTIONS
In this type, there are two kinds of questions:
-Dichotomous
-Multiple choices
-Chi Square Test
In this project, both open and closed are followed
PRIMARY DATA
The primary data do not exist already in records and publications.
Through research, had to gather the data freshly from specific survey.
The primary data can be gathered by way of observation method where
the research mix with the people concerned with use of particular product and
note important closed by observing the respondents.
The second method of collection is by way of experimentation method
where by some variables are followed to vary under controlled environment and
its cause and effect relationship is studied

SAMPLE DESIGN

49
Introduction
The precision and accuracy of the survey results are affected by the manner
to which the sample has been chosen.
a) Sample
A part of a population, which is provided by some process on other,
usually by deliberate selection with the object of investigating the
properties of the parent population set.
b) Sampling Unit
The sampling unit is the basic unit containing the elements of the
employees.
Sample Unit: Employees
c) Sample Size
The number of samples chosen from target population is 100 employees

SAMPLING METHODS
Sampling method indicates how the sampling units are selected. There
are two methods namely, probability and non- probability methods
PROBABILITY SAMPLING
Probability sampling method is that in which every item in the universe has
got chance or probability of being chosen for the sample. This implies that the
selection of sample items are independent of the person making the study that is
the sampling operation is controlled, objectively that the items will be chosen
strictly at random. In probability sampling, there are so many methods. %
Simple random sampling
Every member of the population has an equal chance of selection.
Stratified random sample
The population is divided into mutual groups and random samples are
drawn from each one cluster sample
The population is divided into mutually exclusive groups and the
researcher draws a sample of the groups to interview.

NON-PROBABILITY SAMPLING

50
Non-Probability sampling methods are those which do not provide every
item in the universe with a known chance of being included in the sample. The
selection process is at least particularly subjective. The following are some of
the methods of Non-Probability sampling:
Chi-square Test
The chi-square test is one of the simplest and most widely used non-
parametric tests in statistical work. The 2 are the Greet letter chi the chi-square
(2) test was first used by Karl Pearson in the year 1990. The quantity chi-square
describes the magnitude of the discrepancy between theory and observation. It
is defined as:
Chi-Square = (O-E)2 / E
Where O = Observed frequency
E = Expected frequency
To determine the value of chi-square, the steps required are:
1. Calculated the expected frequencies
Total no. of Respondents
E = ---------------------------------------
Different types of respondents
2. Take the difference between observed and expected frequencies and
obtain the squares of these differences i.e.,
(O-E) 2
3. Divide the values of (O-E)2 with respective expected frequency and
obtain the total i.e.,
(O-E) 2 / E
Degree of Freedom is (n-1).

DATA ANALYSIS AND INTERPRETATION

TABLE - 1

51
1. What is your opinion about canteen facilities?

Responses No. of respondents Percentage

Excellent 65 65

Satisfy 22 22

Not satisfy 13 13

Total 100 100

CHART 1

CANTEEN FACILITIES

Excellent
Satisfy
65
Not satisfy
100
Total
22
13

Inference
The table 1 and diagram reveal that 65% of the workers are excellent on
the canteen facilities and 22% of the workers are satisfy on canteen facilities
and 3% of workers will not satisfy on the canteen facilities.

CHI SQUARE TEST-1

52
TO TEST THE RESPONDENTS RESPONSE ON CANTEEN
FACILITIES PROVIDED BY COMPANY?

Dimensions EXCELLEN SATISFY NOT TOTAL


T SATISFY

Respondent 65 22 13 100
s

Null Hypothesis
Ho: More number of the respondents that the canteen and shelter provided by
the company is not excellent.

OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei


FREQUENC FREQUENCY
Y (Oi)
(Ei)

65 33.3 31.7 1004.89 971.59

22 33.3 -11.33 127.69 94.34

13 33.3 -20.3 412.09 378.79

Total 1444.72

Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 1444.72

53
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
1444.72 > 3.96
Conclusion
It is significant hence we reject the null hypothesis. More number of the respondents
that the canteen and shelter provided by the company is excellent.
TABLE - 2
2. What is your opinion about drinking water facilities in factory?

Response No. of respondents Percentage


s
satisfy 85 85
better 15 15
not satisfy 0 0
Total 100 100

CHART 2

DRINKING WATER FACILITIES

15
Satisfy Better Not Satisfy

85

54
Inference
Table 2 and diagram shows the drinking water facilities available in the
factory which was provided by the company. 85 % of workers satisfy on
drinking facilities and 15 % of workers opinions on drinking water facilities are
better.
CHI SQUARE TEST-2
TO TEST THE RESPONDENTS RESPONSE OPINION ABOUT
DRINKING WATER FACILITIES IN COMPANY?

Dimensions SATISFY BETTER NOT TOTAL


SATISFY

Respondent 85 15 0 100
s

Null Hypothesis
Ho: More number of the respondents that the drinking water facility in
company is not satisfies.

OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei


FREQUENC FREQUENCY(Ei)
Y (Oi)

85 33.3 51.7 2672.89 80.26

15 33.3 -18.3 334.89 10.84

00 33.3 -33.3 1108.89 33.3

Total 124.43

55
Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 124.43
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
124.43 > 3.96
Conclusion
It is significant hence we reject the null hypothesis. More number of the respondents
that the drinking water facility in company is satisfies.
TABLE - 3
3. How far you satisfied with clean, lighting and ventilation provided by
company?

Opinion No. of Respondents Percentage


Satisfy 62 62
Better 28 28
Some extent 10 10
Total 100 100

CHART 3

56
Ligthing & Ventilation & Clean

10
Satisfy Better Some Extent
28
62

Inference
Table 3 and diagram focus on the specific induction programme related to
the health and safety aspects of the workers in the factory unit. 65% of workers
are satisfied and 28 % are better and 10% are some extent on clean, ventilation
and lighting provided by the company. Whatever may be the induction
programme the ultimate result should lead to increase the productivity levels of
the workers without detrimental to their health and safety.

CHI SQUARE TEST-3


TO TEST THE RESPONDENTS RESPONSE ON SATISFIED WITH
CLEAN LIGHTING and VENTILATION PROVIDED BY COMPANY?

Dimensions SATISFY BETTER SOME TOTA


EXTENT L

Respondent 62 28 10 100
s

Null Hypothesis

57
Ho: More number of the respondents that the clean, lighting and ventilation
provided by company is not satisfies.

OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei


FREQUENC FREQUENCY(Ei)
Y (Oi)

62 33.3 28.7 823.69 24.73

28 33.3 -5.3 28.09 0.84

10 33.3 -23.3 542.89 16.30

Total 41.87

Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 41.87
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
41.87 > 3.96
Conclusion
It is significant hence we reject the null hypothesis. More number of the
respondents that the clean, lighting and ventilation provided by company is satisfies.
TABLE - 4
4. What is your opinion about shift allowances provided by company?

Opinion No. of Respondents Percentage

58
Good 47 47
Better 33 33
Not 20 20
satisfy
Total 100 100

CHART 4

SHIFT ALLOWANCES

20
Satisfy Better Not Satisfy
47

33

Inference
The table 4 and diagram relate to the shift allowance which was provided
by the company to the employee. Most of the employees are expressing their
opinions as satisfy. Night Shift Allowance is being paid to all the workmen to
manager cadre of employees.
CHI SQUARE TEST-4
TO TEST THE RESPONDENTS RESPONSE ON OPINION ABOUT
SHIFT ALLOWENCES PROVIDED BY COMPANY?

Dimensions GOOD BETTER NOT SATISFY TOTA


59
L

Respondent 47 33 20 100
s

Null Hypothesis
Ho: More number of the respondents that the shift allowance provided by
company is not good.

OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei


FREQUENC FREQUENCY(Ei)
Y (Oi)

47 33.3 13.7 187.69 5.63

33 33.3 -0.3 0.09 0.002

20 33.3 -13.3 176.89 5.31

Total 10.94

Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 10.94
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value

60
10.94 > 3.96
Conclusion
It is significant hence we reject the null hypothesis. More number of the
respondents that the shift allowance provided by company is good.
TABLE - 5
How did you feel about the administrative arrangements provided by
company?

Opinion No. of Respondents Percentage


Comfort and 69 69
satisfy
Partly satisfy 15 15
Not satisfy 16 16
Total 100 100
CHART 5

HEALTH SERVICES

14

Satisfy Partly Satisfy Some Exte nt


18

68

Inference
The table 5 and diagram deal administrative arrangements implemented
within the plant location. The Human resource department and the security

61
department and some other departments are inside. In that the employee who
are in that departments are mostly satisfied with the administrative
arrangements which are provided by the company.
CHI SQUARE TEST-5
TO TEST THE RESPONDENTS RESPONSE ON FEEL ABOUT
ADMINISTRATIVE ARRANGEMENT WITH IN PLANT FOR
WELFARE PROVIDED BY COMPANY?

Dimensions SATISFY PARTLY NOT SATISFY TOTA


SATISFY L

Respondent 69 15 16 100
s

Null Hypothesis
Ho: More number of the respondents that the administrative arrangements with
in a plant for welfare provided by company is not comfort and satisfy.

OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei


FREQUENC FREQUENCY(Ei)
Y (Oi)

69 33.3 35.7 1274 38.27

15 33.3 -18.3 334.89 10.05

16 33.3 -17.3 229.29 06.88

Total 55.30

Expected frequency
Ei =100/3

62
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 55.30
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
55.30 > 3.96
Conclusion
It is significant hence we reject the null hypothesis. More number of the respondents
that the administrative arrangements with in a plant for welfare provided by company is not
comfort and satisfy.
TABLE - 6
Whats your opinion on health services and occupational safety provided
by company?

Opinion No. of Respondents Percentage


Satisfy 68 68
Partly 18 18
satisfy
Some 16 16
extent
Total 100 100

CHART 6

63
HEALTH SERVICES

14
Satisfy Partly Satisfy Some Exte nt
18
68

Inference
Table 6 and diagram focus on the specific induction programme related to the health
and safety aspects of the workers in the factory unit. This table also springs surprise that
seminar type is marginally ahead of practical demo and interaction. It is generally believed
that practical orientation will help in a long way in improving the performance levels as well
as safeguarding the health and safety aspects of the workers. Whatever may be the induction
programme the ultimate result should lead to increase the productivity levels of the workers
without detrimental to their health and safety.
CHI SQUARE TEST-6
TO TEST THE RESPONDENTS RESPONSE ON OPINION ABOUT
HEALTH SERVICE OCCUPATIONAL SAFETY PROVIDED BY
COMPANY?

Dimension SATISFY PARTLYSATIS SOME TOTA


s FY EXTENT L

Responde 68 18 16 100
nts

Null Hypothesis
Ho: More number of the respondents that the health service and occupational
safety provided by company is not satisfy.

OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei


64
FREQUENC FREQUENCY(Ei)
Y (Oi)

68 33.3 34.7 1204.94 36.15

18 33.3 -15.3 234.89 07.02

16 33.3 -17.3 229.29 06.88

Total 50.05

Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 50.05
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
50.05 > 3.96
Conclusion
It is significant hence we reject the null hypothesis. More number of the respondents
that the health service and occupational safety provided by company is satisfy.
TABLE - 7
What is your opinion about Toilet facilities in the factory?

Opinion No. of Respondents Percentage


Satisfy 61 61
Better 25 25
Some extent 14 14
Total 100 100

65
CHART 7

TOILET FACILITIES

Satisfy
61
Better
100
Some extent
25 Total
14

Inference
The table 7 and diagram reveal that the majority of the workers are
satisfied with the maintenance of the clean and ventilated, with a sufficient
water facility in that. The company is provided the detergents for the washing.

CHI SQUARE TEST-7


TO TEST THE RESPONDENTS RESPONSE ABOUT TOILET
FACILITIES IN COMPANY?

Dimensions SATISFY BETTER SOME TOTA


EXTENT L

66
Respondent 61 25 14 100
s

Null Hypothesis
Ho: More number of the respondents on toilet facilities in factory is not
satisfied.

OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei


FREQUENC FREQUENCY(Ei)
Y (Oi)

61 33.3 27.7 767.29 23.04

25 33.3 -13.3 176.89 05.31

14 33.3 -19.3 372.49 11.18

Total 39.53

Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 39.53
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
39.53 > 3.96
Conclusion

67
It is significant hence we reject the null hypothesis. More number of the
respondents on toilet facilities in factory is satisfied.
TABLE - 8
Are you satisfied about arrangements for the prevention of fatigue?

Opinion No. of Respondents Percentage


Satisfy 68 68
Better 22 22
Some 10 10
extent
Total 100 100

CHART 8
ARRANGEMENTS FOR PREVENTION

68 Satisfy
100 Better
10 22 Some extent
Total

Inference
The table 8 and diagram reveal that majority of the respondents give their
opinion on measures taken by the company for prevention of the fatigue in the
factory.

68
CHI SQUARE TEST-8
TO TEST THE RESPONDENTS RESPONSE ABOUT
ARRANGEMENTS FOR THE PREVENTION OF FATIGUE?

Dimensions SATISFY BETTER SOME TOTA


EXTENT L

Respondent 68 22 10 100
s

Null Hypothesis
Ho: More number of the respondents on arrangements for the prevention of
fatigue is not satisfied.

OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei


FREQUENC FREQUENCY(Ei)
Y (Oi)

68 33.33 -34.67 1202.00 36.06

22 33.33 11.33 128.36 3.85

10 33.33 23.33 544.28 16.33

TOTAL 56.24

Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 56.24
69
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
56.24 > 3.96
Conclusion
It is significant hence we reject the null hypothesis. More number of the respondents
on arrangements for the prevention of fatigue in the factory is satisfied.

TABLE - 9
Are you satisfying the working conditions in the company?

Opinion No. of Respondents Percentage


satisfy 59 59
Partly 28 28
satisfy
Not satisfy 16 16
Total 100 100
CHART 9

WORKING CONDITIONS

16
Satisfy Partly Satisfy Not Satisfy

25 59

Inference

70
The table 9 and diagram pertain to the working conditions of the workers in the
organization. As per the workers the conditions such as work timings are comfortable. In the
sense shift timings and the break hours such as for breakfast, lunches, refreshing between the
works are satisfiable. The response of the majority of workers are positive towards the
management such that they wont give stress to worker about the production and the dignity
of labour will be exist So that workers express cheer and happy about the working conditions.

CHI SQUARE TEST-9


TO TEST THE RESPONDENTS RESPONSE ABOUT WORKING
CONDITIONS IN THE FACTORY?

Dimensions SATISFY PARTLY NOT TOTA


SATISFY SATISFY L

Respondent 59 28 16 100
s

Null Hypothesis
Ho: More number of the respondents on working conditions in the factory is
not satisfied.

OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei


FREQUENCY FREQUENCY(Ei)
(Oi)

59 33.33 25.67 658.94 19.77

28 33.33 -5.33 28.40 0.85

16 33.33 -17.33 300.32 9.01

TOTAL 29.63

71
Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 29.63
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
29.63 > 3.96
Conclusion
It is significant hence we reject the null hypothesis. More number of the respondents
on working conditions in the factory is satisfied.
TABLE - 10
Response on provision for social insurance measures provided by
company?

opinion No. of respondents Percentage


Yes 67 67
To some 19 19
extent
No 14 14
Total 100 100
CHART 10

72
WORKING CONDITIONS

18

Yes No To some extent

56
26

Inference
The table 10 and diagram relative to the provisions for social Insurance measures
which provided by company mostly the 67% employees are satisfied well and 19% of
employees are partly satisfied but 14% of employees are not satisfied with the social
insurance measures which the company has provided to them.
CHI SQUARE TEST-10
TO TEST THE RESPONDENTS RESPONSE ABOUT SOCIAL
INSURANCE MEASURES PROVIDED BY THE COMPANY?

Dimensions YES TO SOME NO TOTA


EXTENT L

Respondent 67 19 14 100
s

Null Hypothesis
Ho: More number of the respondents on working conditions in the factory is
not satisfied.

73
OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei
FREQUENC FREQUENCY(Ei)
Y (Oi)

67 33.33 33.67 1133.66 34.01

19 33.33 -14.33 205.34 6.16

14 33.33 -19.33 373.64 11.21

TOTAL 50.38

Expected frequency
Ei =100/3
= 33.33
Calculated value
X2 = (Oi-Ei) 2/Ei
= 50.38
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
50.38 > 3.96
Conclusion
It is significant hence we reject the null hypothesis. More number of the
respondents on social insurance measures provided by the company is satisfied.
TABLE - 11
Are you able manage your work pressure, tension, Stress?

Opinion No. of Percentage


Respondents

74
Yes 56 56
No 26 26
To Some 18 18
Extent
Total 100 100

CHART 11

WORKING CONDITIONS

18
Yes No To some extent

56
26

Inference
The table 11 and diagram relate to the successful management and control of health
and stress level by the workers in the company. They are about only 56%of the respondents
could manage both health and stress level without any major problem. Though this is
satisfactory still there is a scope for increasing the percentage levels. They are about 26%
respondents unable to manage both health and work stress due to the work pressures and
other tensions.
TABLE - 12
Are you satisfied with health check up camp conduct by the management
every year?

Opinion No. of Percentage


Respondents

75
Strongly 86 86
agree
Agree 14 14
Average 00 00
agree
Total 100 100

CHART 12

100 100 Yes


No
Total

Inference
From the above table it can be inferred that all of the respondents are
agree with master health checkup group conducted by the management every
year.

TABLE 13

Do you satisfy with the first aid boxes provided by the management in case
of any accident on emergency period?

Opinion No. of Percentage


Respondents

76
Yes 100 100
No 00 14
Total 100 100

CHART 13
FIRST AID BOXES PROVIDED BY THE
MANAGEMENT

100 100 Yes


No
Total

Inference
From the above table and chart shows that all of the respondents are
100% satisfied with First Aid boxed provided by the company

TABLE 14
Are you satisfied with uniforms and shoes issued by the company?

Opinion No. of Percentage


Respondents
Satisfied 96 96
Dissatisfied 04 04
Total 100 100

77
CHART 14
UNIFORM AND SHOE FACILITES

No. of Respondents
Satisfied
Dissatisfied
100 96
Total
4

Inference
From the above table it can be inferred that 96% employees are satisfied
with uniform and shoes issued by the company remaining 4% employees are not
satisfied with those facilities provided by the company.

TABLE 15

Are you satisfied by the direction, guidance and support provided by


superiors?

Opinion No. of Respondents Percentage

Highly 23 23
satisfied
Satisfied 45 45
Dissatisfied 02 02

78
Neither 30 30
satisfied nor
dissatisfied
Total 100 100
CHART 15
Direction, Guidance and Support provided by the superiors

No. of Respondents

23
30
Highly satisfied Satisfied Dissatisfied Neither satisfied nor dissatisfied

45

Inference
From the above table and chart it can be inferred that 23% are highly satisfied and
45% are satisfied and 02% are dissatisfied and remaining 30% are neither satisfied nor
dissatisfied by the direction, guidance and support provided by the superiors in the factory.
TABLE 16
How often you interact with your colleagues in your work-place (only job
related interactions)?

Opinion No. of Percentage


Respondents

79
Very often 12 12
Often 40 40
Rarely 35 35
Very rarely 13 13
Total 100 100

CHART 16
Interact with colleagues in work-place

No. of Respondents
Satisfied
Dissatisfied
96 Total
100

Inference
The table and diagram shows that often workers are interact with their
colleagues in the work-place

TABLE 17
How often do you seek cooperation from your boss?

Opinion No. of Percentage


Respondents
Yes 88 88
No 12 12
Total 100 100

80
CHART 17
Cooperation from boss in the factory

No. of Respondents
Satisfied
Dissatisfied
100 96
Total
4

Inference
From the table and chart shows that 88% are satisfied with their
cooperation from their boss and remaining 12% are not satisfied.

TABLE 18
Are you satisfied with recreation facilities (trips and games) provided by
the company?

Opinion No. of Percentage


Respondents
Satisfied 87 87
Dissatisfied 13 13
Total 100 100

81
CHART 18
RECREATIONAL FACILITIES PROVIDED BY THE
COMPANY

Recreational facilities provided by the company


100
90 87
80
70
60 No. of Respondents
50
40
30
20 13
10
0
Satisfied Dissatisfied

Inference
From the above table and chart it can be inferred that maximum
employees are satisfied with the recreational facilities provided by the company.

TABLE 19
Do you feel free to offer comment and suggestion in your factory?

Opinion No. of Percentage


Respondents
Yes 82 82
No 18 18
Total 100 100

82
CHART 19
Working hours of the job

Working hours of job

18
Yes
No

82

Inference
From the table it can be inferred that 82% of respondents are satisfied
with their working hours of the job and remaining 18% are not satisfied with
their working hours.

TABLE 20
How motivating is the work environment?

Opinion No. of Percentage


Respondents
Extremely 42 42
motivating
Fairly 25 25
motivating
Demotivating 03 03
Neither 30 30
83
motivating
nor
Demotivating
Total 100 100
CHART 20
Motivating in the work environment

No. of Respondents
Extremely Fairly motivating
motivating
42
Demotivating Neither motivating
100 25 nor Demotivating
3 Total
30

Inference
From the above table and chart shows that 42% extremely motivating, 25%fairly
motivating, 03% Demotivating and 30% neither motivating nor Demotivating in the work
environment.
LIMITATIONS OF THE STUDY

My study confines to welfare, Health and safety aspects of Galla Foods.

Efforts are made to collect the true information as far as possible without
resorting to any guess work.

In case of sensitive information in nature, direct personal interviews are


conducted in order to glue as much information as possible.

Few of the employees were a little bit hesitant to answer the questions
this might have deviated the findings at least to some extent.

84
Due to time constraints study was limited to a part of the employees,
which in turn may reflect the overall attitude of the employees.

FINDINGS

The following are the major findings from the Survey and Analysis on

Employee welfare, health and safety measures at industry.

65% of respondents have expressed their satisfaction regarding the

welfare facilities provided by the company such as canteen and rest

shelter.

85% of respondents agreed that the pure drinking water is facilitated in

the company.

85
62% of respondents satisfy with clean, lighting and ventilation provided

by company.

47% of respondents have expressed that the shift allowances provided by

company.

69% of respondents are comfort and satisfy about the administrative

arrangement with in a plant for welfare provided by the company.

68% of respondents satisfy with the health service and occupational

safety provided by the company for every year.

61% of respondents have expressed their satisfaction towards Toilet

facilities provided.

68% of respondents satisfied about arrangement for the prevention of

fatigue.

59% of respondents satisfying the working conditions in the company.

85% of respondents are fairer to buy the products available in company

operative stores.

67% of respondents are satisfied of the social insurance measurers.

They are about only 56% of respondents can manage the work pressure,

tension, and stress.

86% of respondents consider medical facilities of the company are

outstanding.

86
100% of respondents are satisfied on first-aid boxes provided by the

factory.

96% of workers are satisfied with uniform and shoes provided by the

company.

SUGGESTIONS
Welfare facilities like canteen and rest shelter has to be provided to the
employees as a whole.
Only half of the respondents said that a shift allowance provided by the
company is good, so that satisfy more respondents certain change should
be taken in shift allowances.
Only 60% of the respondents are satisfied with cleaning and ventilation,
so for more respondents satisfaction with cleaning and ventilation should
be more effective.

87
The working condition in the company is implemented in such a way that
it should satisfied more number of respondents.
Welfare measures regarding recreational facilities should be properly
implemented by company.
The social insurance measures provided to the respondents should be
taken necessary steps.
The satisfaction facilities must be properly implemented in the company
for more respondents comfort ability.
The company should maintain good relationship with the workers and
superiors.
The work pressure, tension and stress should not be implemented more
towards the respondents for more increase of productivity in the
company.

CONCLUSION
It is matter of great satisfaction that majority of the respondents
observe that welfare measures are good. There is always scope for improving
health and safety measures for the workers. It argues well for the company that
majority of the respondents have expressed their satisfaction with regard to
training in their area of job operations.
The pleasant surprise is that the company provides training for the
workers according to their most preferred choice. This motivates the workers in

88
a long way in achieving both organizational and individual goals. Workers are
able to manage work and family life without any major problem shows again
that stress levels are manageable at Galla.

BIBLIOGRAPHY

Books:
1. Jain S.P., Industrial and Labour Laws, published by GAGAN KAPOOR, for
Dhanpati Rai & Co. (P) LTD (Eleventh Edition) 2005-2006.
2. Jambh L.C. And Jambh Savitri. Safety And Source Management, published by
Nirali Prakashan, 2nd Edition Nov.2003.
3. Dhar D.M., Industrial Safety Management, published by Everest Publishing
House, 1st Edition 2005.

89
4. Kale N.G., Industrial Organization & Management, Universal Law Publishing Co.
3rd Edition 2006.
5. Ackoff, Russell L., The Design of Social Research, Chicago: University of Chicago
Press, 1961
6. http://www.scribd.com/doc/28623180/PROJECT-REPORT-on-Employee-
Welfare-at-Hindalco-Renukoot
7. http://www.citehr.com/research.php?q=impact-of-employee-welfare-
measures-on-productivity#axzz1VmevlNYG
8. http://www.google.co.in/#hl=en&source=hp&q=research+paper+on+labour+w
elfare+and+safety+measures&rlz=1R2ADSA_enIN415&aq=f&aqi=&aql=f&oq
=&pbx=1&bav=on.2,or.r_gc.r_pw.&fp=c372f750a604cadb&biw=1348&bih=53
1
9. http://softnetweb.com/find/pdf/research+work+on+employee+welfare+measur
es
10. http://www.tn.gov.in/spc/tenthplan/CH_8_3.PDF
11. http://eprints.lse.ac.uk/5553/1/Thatcherism_New_Labour_and_the_Welfare_S
tate.pdf

90

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