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8/6/2019 A Study on Labour Welfare With Special Reference to Jay Kay Exports (P) Ltd, am
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EXPORT MANAGEMENT
1.1 EXPORT:
MEANING
Export is the outflow of goods and services from a country where it is
produced. It is the marketing across the national boundaries, irrespective of
differences in cultures, language, monetary systems, trade policy etc. It
involves the selling of goods and services produced by one country to
another country either in exchanges under a barter deal or for value.
DEFINITION
Export may be defined as “the selling of want satisfying goods and
services across national territories, involving different markets and
consumers in exchange for the goods and services, for gold and foreign
exchange or in settlement of debt”.
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MANAGEMENT
“Management is the process of managing people which involves
getting things done through and with others”. – Zene E.Quible.
EXPORT MANAGEMENT
“A process by which export executive in an organization gets the
things done through group efforts”.
Therefore, planning, organizing, directing, co-ordination and effective
control at all levels of various export activities are essentially important for
achieving goals set by the organization.
STAGES IN EXPORT MANAGEMENT
Developing a plan
Executing the plan so developed
Evaluating the results
Market research
Export formalities
Export finance
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Developing a plan
At this stage, a plan is developed on the basis of needs, tastes, wants,
fashions of the consumers.
Executing the plan so developed
At this stage, the actual operation of the plan is carried out. It involves
organizing, staffing the organization, directing and co-ordinating all the
activities relating to export.
Evaluating the results
At this stage, the actual performance with the goals established,
keeping in mind the past performances and future needs.
Marketing research
It is the collection and interpretation of facts that helps marketing
management to get products more efficiently into the hands of the
consumers. Export marketing research is very important to obtain and
sustain exports over a long period of time.
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Export formalities
Various formalities are to be completed to export goods. An export
organization should be familiar with these formalities.
Export finance
Finance is the life blood of business. The exporter should be familiar
with these sources and take all possible steps to obtain the export finance
needed by him. Export finance has become an important area of export
management.
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FUNCTIONS OF EXPORT MANAGEMENT
The following are the functions of export management
Export planning
Export organization
Staffing the export organization
Decision making
Directing
Controlling
Export planning
Planning is the process of thinking before doing. It bridges the gap
from where we are to where we want to go. Planning is an intellectual
process.
“Planning is the thinking process the organized foresight, the vision
based on fact and experience that is required for intelligent action” – Alford
and Beatty.
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Each and every functional area of management needs planning for the
activities covered in that area. Export management is not an exception to it.
Before undertaking any export marketing activity careful planning is
essential. Export marketing planning defines the role and responsibilities of
export marketing executives in such a way to achieve the goals of the firm.
Formal planning is essential for the following reasons:
Export planning promotes successful export marketing
operations.
Export planning is one of the most effective management tools
which facilities risk deduction.
Careful planning provides for the successful operation.
It saves a considerable amount of export manager’s time and
effort.
It elicits disciplined thinking as the executives put their
opinions in writing before acting.
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ELEMENTS OF EXPORT PLANNING
The following are the elements of export planning:
Determining the objectives
Export forecasts
Policies
Procedure
Programme
Schedule
Budget
TYPES OF EXPORT PLANNING
1. LONG TERM EXPORT PLANNING
This will comprise an export plan of 3 to 5 years or, in some case, up
to 10 years. It normally includes, plans as to diversification into new
products and markets, sustain export on a long term as well a s a large scale.
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2. SHORT TERM PLANNING
Short-range plans are usually made for period of one year or less.
These plans are normally sub-divided into monthly or weekly plans for
control purposes. Short-term plans are prepared in a very detailed manner.
Short range planning deals with such things as adjusting prices, buying for
the next season and handling day-to-day problems of the export executives.
EXPORT ORGANIZATION
Export marketing organization is a separate organization for the
purpose export marketing only. It may be defined as “a group of persons
brought together to participate in a common effort to achieve certain
objectives”. The export marketing manager should organize his section on
the basis of sound principles of organization in order to achieve the various
objectives of export marketing.
The process of export organization:
Organizing an export organization consists of various steps.
Defining the objectives of export organization.
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Enumeration of the functions
Classification of activities
Placement of Individuals
Assignment of authority for action
3. Staffing the export organization
Work in any organization is essentially a team work. It requires
efficient, dynamic and result-oriented persons to achieve its goals. The
export management should, therefore attempt at building a good team of
personnel.
Steps in Staffing
The staff function involves a number of activities. They are
• Recruitment
• Selection
• Training and Education
• Promotion
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Promotion
The term promotion refers to the advancement of an employee to
better job at a higher salary with greater responsibilities.
Transfers
Transfer means the movement of man from one post to another, at the
same level, without involving any significant change in the duties,
responsibilities and compensations.
Performance Appraisal
It is concerned with measuring and evaluating employee performance
after he is placed on a job. In those days, the task of measuring the
employees efficiency was left to the judgment and opinion of the managers.
Counselling
In order to render effective counselling, one should be frank with the
employees, establish a friendly relationship with him and create confidence
in him by listening to his point of view carefully, which will give an
opportunity to the employee to analyse his own performance.
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Decision Making
“Whatever a manager does, he does through making decision”
– Peter f. Drucker.
“Decision – making is a process of selection from a set of alternative
courses of action which is a thought to fulfill the objective of the decision
problem more satisfactorily than others,” – Haynes and Massie.
Process of Decision – Making
Decision making involves the following phases
• Identifying the problem
• Analyzing the problem
• Developing alternative solution for the problem
• Evaluating the alternatives
• Deciding the best course of action
• Conversion of decision into action
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• Control
Directing
Directing deals exclusively with the human beings of the enterprise.
The term directing refers to that managerial function which initiates
organized action. Directing is the heart of management in action.
Direction is the sum total of all managerial efforts that is applied for
guiding and inspiring the working teams to make better accomplishments in
the organization.
Functions of Directing
Directing embraces and includes the following sub functions
• Motivation
• Leadership
• Supervision
• Communication
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Controlling
Control involves a sequence of activities, they are
• Establishment of standards
• Measuring and comparing the performance
• Correction of deviations
The above are the main functions of export management. Planning,
organizing, staffing, decision-making, directing and controlling are very
important functions of every export organization and management.
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1.2 Objectives of the Study
1. To study the labour welfare measures followed by the company
2. To find out the problems of employees in welfare measures
3. To know the level of employee satisfaction in the welfare
measures provided by the company
4. To evaluate the welfare facilities made available to the workers.
5. To study the relations between management of workers.
6. To give suggestions to improve welfare measures.
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1.3 Importance of the Study
1. The usefulness of welfare work cannot be over emphasized.
Welfare activities influence the sentiments of the workers.
When worker feels that the employers and the state are
interested in their happiness, his tendency to grouse and
grumble will steadily disappeal. The development of such a
feeling paues the way for industrial peace.
2. The provision of various welfare measures such as good
housing, educational, canteens, medical and sickness benefits
etc, makes them realize that they also some stake in the
undertaking in which they are engaged and so they think thrice
before taking and reckless action which might prejudice the
interest of undertaking.
3. Welfare measures indirectly increase the real income the
workers. If the workers go in strike they will be deprived of all
these facilities. Hence, they try to avoid industrial disputes as
possible as and do not go on strike on flimsy grounds.
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4. Welfare activities will reduce labour turnover and absenteeism
and create permanent settled labour force by making service
attractive to the labour.
5. Welfare activities will go a long way to better the mental and
moral health of workers by reducing the incidence of vices of
industrialization. Removed from native village and thrust into a
strange and unfavourable environment the workers are liable to
fall a prey to drinking, gambling and prostitution congenial
environment as a result of welfare measures with act as
different against such social vices.
6. Welfare measures will improve the physical intelligence,
morality and standard of living of the workers, which in turn,
will improve their efficiency and productivity. A high standard
of efficiency can be expected only from persons who are
properly trained. Properly housed, properly fed, and properly
clothed.
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1.4 Research Methodology
Research is a systematic and purposive investigation of facts with an
attempt to determine the cause and effect relationship among such facts.
1.5 Primary Data
Primary data are collected mainly through structured and closed type
questionnaire.
1.6 Analytical tools
The researcher used percentage analysis and per diagram and pie
diagram to study the problem.
1.7 Sampling Design
i. Sample Size
A sample of 50 employees was taken for the survey
ii. Sample Method
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The researcher selected stratified random sampling on the basis of
convenience
iii. Sampling plan
The researcher survey was conducted in jay Kay export only.
1.8 Data collection
The questionnaire schedule method is used for data collection.
Observation method is also used whanever necessary. The questionnaire was
prepared with twenty-eight questions vacating to the workers measure.
1.9 Data Processing
After collection of data it is edited properly to make them ready for
coding. A master table was prepared to sum up all the information contained
in the questionnaire.
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1.11 Chapter Scheme
The present study consists of fourth chapter
Chapter –I - Consists of introduction, objectives of the study, and
importance of the study, research methodology, primary
data, analytic tools, sampling design, data collection,
and data processing and limitation of the study and
chapter scheme.
Chapter - II - Deals with the company profit of labour welfare.
Chapter - III - With the analysis and interpretation
Chapter - IV - Ends with the findings and suggestions.
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LABOUR WELFARE
2.1 Introduction
The term labour is used in many ways. Any work is undertaken
manually or mentally for certain pecuniary consideration is termed as labour
in economics.
To quote marshall, “Any exertion of mind or body undergone partly
or wholly with a view to some good other than pleasure deprived directly
from the work is called “Labour”.
Labour in this sense includes “the very highest professional skill of all
kinds as well as labour of unskilled workers and artisans and of those
employed in education, in fine arts, in justice and in government in all its
branches & must include not only the labour that results in permanent form,
but also renders services which perish in the act”.
Welfare
Welfare connotes a condition of well-being, happiness, satisfaction,
conservation & development of human resources. The concept of welfare is
necessarily elastic in character, which vary in interpretations from country to
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country, and time to time depending on different social systems, degree of
industrialization & general level of social & economic development. The
need & importance of labour welfare is being increasingly appreciated
throughout the civilized world.
Labour welfare
Labour welfare anything done for the intellectual, physical, moral and
economic betterment of the workers, whether by employers, by govt or by
other agencies, over and above what is laid down by law or what is normally
expected as part of contractual benefits for which the workers may have
bargained.
Dr. Panendikar defines it as "work for improving the health, safety
and general well-being and the industrial efficiency of the workers beyond
the minimum standard laid down by the labour legislation.
According to the oxford dictionary employee welfare or labour
welfare means “the efforts to make life worth living for workmen”
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“According to Arthur James Todd ”means“ anything done for the
comfort and improvement, intellectual or social, of the employees over and
above the wages paid which is not a necessity of the industry”.
According to a international Labour organization (I.L.O) report,
“workers” welfare may be understood as including such services facilities
and amenities which may be established in, or in vicinity of undertakings to
perform their work in healthy and congenial surroundings and to avail of
facilities which improve their health and bring high morale.
On the basis of these definitions the following features of employee
welfare can be identified:
Labour welfare is a comprehensive term including various
services facilities and amenities provided to employees for their betterment.
Employee welfare is dynamic concept varying from country to
country and from region to region with in the same country.
Welfare measures are in addition to regular wages and other
economic benefits available to employees under legal provisions and
collective bargaining.
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Welfare measures may be provided not only by employers but
also by the Govt, trade unions and other services agencies.
The basic purpose of employee welfare is to improve the
working class and there by make a worker a good employee and a happy
citizen.
2.2Aim of welfare work
The object of welfare activities is partly humanitarian, partly
economic. It is humanitarian, as it aims at providing certain facilities &
amenities of life to the workers which they themselves cannot provide. It is
economic, because it improves the efficiency of the workers & keeps the
workers contented and minimizes the chances of conflict. It is civic because
it is a means to promote a sense of responsibility and dignity among the
workers and to make them better citizens. Another object of labour welfare
is to fulfill the future needs and aspirations of labour.
The following motives and considerations have prompted employers
to provide welfare measures.
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1. Some of the early philanthropic and paternalistic employers
tried to ameliorate the working and living conditions of their
workers by providing various welfare measures.
2. Some of them took resource to welfare work to win over their
employee's loyalty and to combat trade unionism and socialist
ideas. The devotion to welfare work by many American
employers during the twenties could be attributed to their anti-
unionism. However, such a motive did not succeed in checking
the spread of trade unionism.
3. Some employers provided Labour welfare services to build up a
stable labour force, to reduce absenteeism and also to promote
better relations with their employers.
4. At present, labour welfare has been conceived of by some
employers as an incentive and good investment to secure,
preserve and develop greater efficiency and output from
workers.
5. One of the objects for provision of welfare activities m recent
times by certain employers is to escape themselves from heavy
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the interest of industrial workers and should secure for them, by suitable
legislation, a living wage, healthy conditions of work, limited hours of
labour. Suitable machinery for the settlement of disputes between employers
and workmen and protection against the economic consequences of old age,
sickness unemployment.
2.4 Principles of Labour Welfare Services
Following are generally given as the Principles to be followed in
setting up a labour welfare services.
1. The service should satisfy real needs of the workers. This
means that the manager must determine what the employee's
real needs are with the active participation of workers.
2. The service should be such as can be handled by cafetaria
approach. Due to the differences 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. Hence, it is suggested that a package total
value of benefits should be determined and the selection of the
mix of benefits' should be left to the choice of each individual
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employee. This is known as the 'cafetaria' approach.
3. The employer should not assume a benevolent posture.
4. The cost of the service should be calculated and its financing
established on a sound basis.
5. There should be periodical assessment or evaluation of the
service and necessary timely improvement on the basis of
feedback.
2.5 Labour Welfare in India
The chapter on the directive principles of state policy in our
constitution expresses the need for Labour welfare. Thus;
Article 38
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.
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Article 39
The state shall, in particular, direct its policy towards securing
That the citizens, men and women equally have the right to an
adequate means of livelihood.
That the ownership and control of the material resources are so
distributed as to subserve the common goods.
That the operation of the economic system does not result in the
concentration of wealth and means of production to the common detriment.
That there is equal pay for equal work for both men & women.
That the health and strength of workers, men and women, & the
tender age of children a bused and the citizens are not forced by economic
necessity to cater a vocation unsuited for their age or strength.
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Article 41
The state shall, within the limits of its economic capacity and
development, make effective provision for securing the right to work, to
education and to public assistance in cases of unemployment, old age,
sickness and disablement and other cases of under-served wants.
Article 42
The state shall make provision for securing just and humane
conditions of work and for maternity relief. .
Article 43
The state shall endeavour to secure, by suitable legislation or
economic organization or in any other way, to all workers, agricultural,
industrial or otherwise, work, a living wage, conditions of work ensuring a
decent standard of life and full employment of leisure and social and cultural
opportunities and, in particular, the state shall endeavour to promote cottage
industries on an individual or co-operative basis in rural areas.
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The planning commission also realized the necessity of labour
welfare, when it observed: “In order to get the best out of a worker in the
matter of production, working conditions require to be improved to a large
extent".
2.6 Statutory provisions concerning Labour Welfare
Employers are required to provide welfare facilities for workers under
the following laws:
1. The factories act 1948
The welfare facilities provided under this act are as follows:
Adequate, suitable and clean washing facilities separately for
male and female workers.
Facilities for storing and drying workers clothes.
Sitting facilities for occasional rest for workers who are obliged
to work in a standing position.
First aid boxes or cupboards - one for every 150 workers, and
ambulance facilities if there are 500 or more than 500 workers.
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Canteens, if 250 or more than 250 workers are employed.
Shelters, restrooms, and lunch rooms if there are 150 or more
than 150 workers.
Creches where 30 or more than 30 womenss are employed.
Welfare officer, whenever 500 or more than 500 workers are
employed. The employer should appoint sufficient number of Welfare
officers.
Plantations Labour act 1951
Welfare measures prescribed under this act are as follows
A canteen whenever 150 or more workers are employed.
A creche if employing 50 or more women workers.
Recreational facilities for the workers and their children.
Educational arrangements in the estate if there are 25 children
of workers between the age of 6 and 12.
Housing facilities for every worker and his family residing in
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the plantation.
Medical aid to workers and their families.
Sickness allowance and maternity allowance subject to any
rules framed by the state government.
The state government may make rules requiring the employer to
provide the workers with the prescribed number and type of umbrellas,
blankets, raincoats or other such amenities for the protection of
workers from rain or cold. i. Appointment of a welfare officer in
plantations employing 300 or more workers
3. The mines act 1952
The mine owners are required to make provision for
i. Creches if 50 m more women are employed.
ii. Shelters for taking food and rest, whenever 150 or more
workers are
iii. employed. canteen whenever 250 or more workers are
employed.
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iv. First aid boxes and first aid rooms in mines employing
more than 150 workers
v. Pit head baths equipped with shower baths, sanitary
latrines and lockers, Separately for men and women workers.
b) Appointment of a welfare officer whenever more than 150
workers are employed.
4. The motor transport workers act 1961
a. Canteens of prescribed standards, if employing 100 or more
workers.
b. Clean, ventilated, well-lighted and comfortable restrooms at
every place where motor transport workers are required to halt
at night
c. Uniforms, raincoats to drivers, conductors and time checkers to
protection against rain and cold.
d. The prescribed amount of washing allowance to the above
mentioned staff.
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e. Prescribed medical facilities at the operating centers and at
halting stations.
f.First aid facilities in every transport vehicles.
5. The contract labour (regulation A abolition act 1970).
It is obligatory on the part of the contractor to provide the following
facilities.
a. A canteen in every establishment employing 100 or more
workers.
b. Rest rooms or other suitable alternative accommodation where
the contract labour is required to halt at night in connection
with work of an establishment.
c. Washing facilities.
d. First aid boxes equipped with the prescribed contents.
In case the contractor fails to make the above
arrangements, the principal employer is liable to provide
the same.
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2.7 Labour welfare measures:
The importance of labour welfare measures was Accepted as early as
1931, when the royal commission on labour stated the benefits, which go
under these nomenclature are of great importance to the worker and which
he is unable to secure by himself, The scheme? of labour welfare may be
regarded as a wide investment, which should and usually does bring a
profitable return in the form of greater efficiency.
Labour welfare measure also have beneficial effects of the workers.
The welfare measure influence the sentiments of the workers and contribute
to the maintenance of industrial peace. Better housing, sickness and
maternity benefits provident funds and pensions, educational facilities and
entertainment etc.,
In crates a feeling amongst the workers that they have a stake in the
industry the workers become more stabilized and committed, economically
efficient and mental and moral health of the worker is improved.
Following welfare facilities were selected for in depth research
investigation.
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1. Health and medical facilities:
The efficient working process needs sound health of the persons
engaged there in unless the workers are physically and smoothly. Therefore,
medical care and health facilities for industrial workers form and integral
part of labour welfare programme in all the countries of the world.
2. Canteen facility
The workers canteen is being increasingly recognized all over the
world as an essential part of industrial establishment, providing very great
benefits form the point of view of health, efficiency and well being of the
workers. With view to evaluating the implementation of statutory welfare
measures, including canteen in factory establishment.
3. Housing facilities
Housing condition in industrial towns and cities have been worst.
Most of the industries grew up without any plan and cities have grown
haphazardly. This has resulted in the growth of slums and insanitary huts
and substandard houses which are poorly ventilated and over congested,
often lacking basic amenities like water & light.
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4. Recreation Facilities
The importance of entertainments, as a means to relative the
monotony and drudgery of working long hours in the factories, or mines,
and to introduce an element of Joy and relief as well as to impart instructions
and education to the ignorant workers.
5 Transport facilities:
Transport facilities by rail and road have acquired significance in view of
industrial development as well as change in the location pattern of
industries.
6. Educational facilities:
The provision of educational facilities for workers and their children
is a social service of great importance in India, where illiteracy is widely
prevalent.The economic & social progress of a particular country largely
depends, among other factors upon the quality of work force. This has a
special significance in view of the rapid technological changes. Education in
this context, plays a very important part in motivating and enabling the
working population for changes necessary for accelerated progress.
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2.8 History of the Company
Introduction
Jay Kay exports is a garments incorporated in 5 th may 1993. The
company was incorporated by Mr.S.Rajamanickam. The commencement of
production process of business way in 26 th December 1994.
Mr.s.Rajamanickam is a managing director of the company. Now the
company is well equipped with latest machines and better facilities of
production.
2.9 Location
Jay Kay exports is situated in Ammapalayam 7KM away from
Truppur. The company has an executive area of 7.58 acres of land. The
companies have all infrastructure facilities. Adequate supply of water has
been ensured by the local bodies and also the company has its own bore well
water.
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2.10 Share Capital
The company started with Initial capital of Rs. 50,00,000.
Organization Structure
The company is administered by one managing director and an
executive director under the supervision and control of the board of
directors.
2.11 Raw Materials
• Yarn
• Catton
• Stiching yarn
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Organisation Chart
Managing Director
Purchaseofficer
ProductionManager
FinanceManager
General Manager
MarketingManager
QualityController
Store Keeper Supervisor
Worker
Accountsofficer
Cashier
Sales officer
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2.12 Objectives of the company
The main aim or objective of the company is to maximize profit. In
addition to that the following objectives are important
• Maximise sales
• Customer satisfaction
• Maintaining quality
• Provide better services to its customers
2. 13 Management
The company is managed by Mr.S. Rajamanickam, managing director
of the company.
2.14 Bankers
• State bank of Mysore
• State Bank of India
• Indian bank
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2. 15 Personnel
There are 175 workers in the company
Office staff 16
Workers 159
----------------Total number of workers 175
----------------
Departments
The various departments are as follows
1. Purchase Department
2. Production Department
3. Accounts Department
4. Marketing Department
2.16 Purchase Department
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Purchase department is concerned with the purchase of required
materials differ from order to order. The purchase department is supervised
by the purchase manager. The main function of purchase department is to
purchase good quality of raw materials.
The common material purchased by the firm are taw materials.
Packing materials, tools etc., Among the raw materials yarn is the most
important material. The other materials, namely elastic, buttons are optional.
The yarn can be classified into
• Stitching yarn
• Knitting yarn
Stitching Yarn
The yarn used for the purpose of stitching is different from that of the
yarn used for knitting. The stitching yarn are stronger than the knitting yarn.
Knitting yarn
Knitting yarn is less in thickness and they undergo process in the
spinning these yarn are used in the fabrication machine. The process in
which the yarn is converted into cloth is known as fabrication. This serval as
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the important process in the production of the garments only after this the
major part of the production takes place.
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Packing materials
The packaging is the main part of the production. The packing is the
silent advertiser. So the materials used must be attractive and also it should
be capable of protecting the goods.
The materials used for packaging are
• Polythene covers
• Cartons
• Gummy bags
•
Gum Tapes
The polythene covers are also of different sizes namely large, medium
and small. The large size polythene covers are used for placing inside are not
damaged by changes in the weather. The finished fabrics are placed in the
medium sized polythene covers. The quality of these polythene covers are
higher than those of these polythene covers are higher than those used for
large size covers.
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Tools
The tools used are
1. Needles
2. Tapes
3. Scissors
The scissor and tapes are not purchased as that of needles. There are
different types of needles. Like needles used in over lock machines,
Tailoring machines, Flat machines, picodin machines. They are frequently
purchased, as they are easily breakable.
2.17 Production Department
The production department plays an important role in deciding the
returns to the firm. There are various steps in production cycle.
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Knitting
Dyeing
Steam
Cutting
Stitching
Checking
Ironing
Packing
PRODUCTION PROCESS
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Knitting
The process in which the yarn is converted into cloth is known as
knitting.
Dyeing
The kitted rolls are send for dyeing. They are steamed into required
colors. This is the largest process in to production. The dyes rolls are dried
through machines and also in the sun.
Steaming
The dyed fabric are rolled here. They are weighs are then sent to the
firm care should be taken in steaming fabric.
Cutting
The cutting masters are skilled labours. They cut the rolls in required
size and shape.
Stitching
After the cutting process the fabric are comes to the stitching master.
They stitch the fabric in required design and form.
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Checking
A sample piece is taken and checked to see whether they are dyes
properly by leaving the piece in the beaket filled water for one or two days.
Ironing
After the process in the checking the finished garments are pressed
and sent for packing.
Packing
The garments are kept in the cartons for packing. The garments are
packed in polythene covers and enclosed by cellotapes. Before it is packed
to send for the lorries they have to undergo checking by the quality control
department.
2.18 Accounting department
The function of the accounting department is that of maintaining
records of day-to-day transactions.
The following books are maintained
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• Sales day book
• Purchase day book
• Cash book
• Ledger accounts
With the help of the above information they prepare bank
reconciliation statement, ascertainment of balance between cash book and
pass book at the end of every month. The trial balance, trading and profit or
loss account and balance sheet are prepared at the end of the financial year,
namely from 1 April to 31 march in order to know the financial position of
the company.
2.19 Marketing Department
Marketing is specialized branch of operation for any organization,
whether it earning profit or not. The whole position and performance of the
company depends on the marketing department and without the knowledge
of marketing department of the company cannot sell its goods.
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Sales Promotion
Sales promotion means increasing quantity of sales by means of
introducing new sales techniques, decreasing the cost and increasing the
quantity of product. The main technique of the mill is to reducing the cost
and increasing the quality of the product.
2.20 Welfare Measures
The following facilities are available to the workers
• Rest room
• Uniform
• Co-operative stores
• Production Incentives
• Medical Facility
• Safety and pollution control
• Allowances
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• Canteen
•
Bonus
• Leave facility
Rest Room
The company having a rest room and dressing room to enable the
workers to take rest during the intervals or prior of attending shifts.
Uniform
Every year two pairs of Teri cotton uniform are given to the workers.
Co-operative stores
The company having a co-operative stores to enable the workers to
purchase things at confessional rate.
Production Incentives
Incentives are given on the basis of time
Medical Facilities
The company having good medical facilities
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Allowance
The company gives the following allowance
• Festival allowances
• Conveyance allowance
• Children’s educational allowances
Canteen
The company having canteen run by a contractor. Meals is provided at
subsidized rate along with vada, bajji at regular intervals.
2.21 Conclusion
The company is a growing concern. It has been planned to expand the
installed capacity to meeting the growing orders.
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CHAPTER – III
ANALYSIS AND INERPRETATION
Introduction
This chapter concentrates about the profile of the socio-economic
characteristics like sex, age, educational, qualification, martial status, year of
service in the present post monthly income etc.,
For this purpose the primary data were collected through a structured
questionnaire administered to the 50 sample of respondents.
The profile of the respondents selected for the study has been
presented in this chapter.
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Table – 1
Educational wise Classification of Welfare Measures
Educational qualification
No. of Respondents Percentage
SSLC 8 16
Higher Secondary 35 70
Illiterate 7 14
TOTAL 50 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents are SSLC, 70% are
higher secondary and 14% of the respondents are illiterate.
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Table – 2
Year of service in the present post
Year of Service No. of
Respondents Percentage
Below 3 years 25 50
3 – 5 years 18 36
Above 5 years 7 14TOTAL 50 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents, 50% respondents
are below 3 years service in the present post, 36% respondents are 3 – 5
years service in the present post and 14% are above 5 years services of the
company.
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Table – 3
Monthly income of Employees
Income No. of Respondents Percentage
Below – 3000 19 38
4000 – 5000 21 42
Above 5000 10 20
TOTAL 50 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents, 38% are below
3000 with the monthly income provided by the company 42% are 4000 –
5000 and 20% respondents are above 5000.
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Table – 4
Employees satisfaction from safety Measures
Opinion No. of Respondents Percentage
Fully Satisfied 12 24
Satisfied 35 70
Not Satisfied 3 6
TOTAL 50 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents, 24% are fully
satisfied with the safety measures provided by the company, 70% are
satisfied and 6% are not satisfied.
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Table – 5
Employees satisfaction with the Incentives
Opinion No. of Respondents Percentage
Fully Satisfied 6 12
Satisfied 34 68
Not Satisfied 10 20
TOTAL 50 100
Source : Primary Data
Inference
This tale shows that out of 50 respondents, 12% are fully satisfied
with the incentives scheme, 68% satisfied and 20% are not satisfied with the
incentives provided by the management.
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Table – 6
Employees satisfaction From Canteen
Opinion No. of Respondents Percentage
Fully Satisfied 13 26
Satisfied 20 40
Not Satisfied 17 34
TOTAL 50 100
Source : Primary Data
Inference
The above table shows that among 50 respondents, 26% are fully
satisfied, 40% respondents are satisfied and 34% respondents are not
satisfied with the canteen provided by Jay Kay exports.
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Table – 7
Employees satisfaction towards conveyance allowance
Opinion No. of Respondents Percentage
Fully Satisfied 6 12
Satisfied 32 64
Not Satisfied 12 24
TOTAL 50 100
Source : Primary Data
Inference
It is inferred from the above table shows that out of 50 respondents,
12% are fully satisfied with the conveyance allowance provided by the
company, 64% are satisfied and 24% respondents are not satisfied with it.
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Table – 9
Leave Facility Provided by the company
Opinion No. of Respondents Percentage
Fully Satisfied 7 14
Satisfied 25 50
Not Satisfied 18 36
TOTAL 50 100
Source : Primary Data
Inference
This table shows that out of 50 respondents, 14% are fully satisfied
with the leave facility provided to company, 50% are satisfied and 36%
respondents are not satisfied.
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Table – 10
Employees Receiving the Support From Superiors
Opinion No. of Respondents Percentage
Fully Satisfied 12 24
Satisfied 17 34
Not Satisfied 21 42
TOTAL 50 100
Source : Primary Data
Inference
Here, out of 50 respondents, 24% are fully satisfied with the
suggestion and support received from superiors, 34% are satisfied and 42%
respondents are not satisfied.
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Table – 11
Employees satisfaction Regarding their present job
Opinion No. of Respondents Percentage
Fully Satisfied 13 26
Satisfied 30 60
Not Satisfied 7 14
TOTAL 50 100
Source : Primary Data
Inference
This table shows that out of 50 respondents, 26% are fully satisfied
with the present job provided by the company, 60% are satisfied and 14%
respondents are not satisfied.
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Table – 12
Employees Opinion about children Education Scheme
Opinion No. of Respondents Percentage
Fully Satisfied 18 36
Satisfied 21 42
Not Satisfied 11 22
TOTAL 50 100
Source : Primary Data
Inference
Here, out of 50 respondents, 36% are fully satisfied with the children
education scheme of a company, 42% are satisfied and 22% respondents are
not satisfied.
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Table – 13
The Opinion the employees towards lighting
Opinion No. of Respondents Percentage
Good 35 707
Average 12 24
Bad 3 6
TOTAL 50 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents, 70% of the
employees feel good about lighting facility, 24% feel average and 6% feel
bad about lighting facility.
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Table – 14
Drinking Water Facility
Opinion No. of Respondents Percentage
Good 25 50
Average 21 42
Bad 4 8
TOTAL 50 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents, 50% are
respondents feel that drinking water facilities are good, 42% of respondents
feel that its average and 8% of respondents viewed that its bad.
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Table – 15
Opinion of employees about ventilation
Opinion No. of Respondents Percentage
Good 10 20
Average 25 50
Bad 15 30
TOTAL 50 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents, 20% feel good
about the ventilation in company, 50% feel average, and 30 % feel bad about
the ventilation of Jay Kay Exports.
Table – 16
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Table – 17
Toilet Facility
Opinion No. of Respondents Percentage
Fully Satisfied 1 2
Satisfied 27 54
Not Satisfied 22 44
TOTAL 50 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents, 2% are fully
satisfied, 54% respondents are satisfied and 44% respondents are not
satisfied with the toilet facility provided by Jay Kay exports.
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Table – 18
Employees Satisfaction with Festival Allowance
Opinion No. of Respondents Percentage
Fully Satisfied 13 26
Satisfied 22 44
Not Satisfied 15 30
TOTAL 50 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents, 26% of the
respondents are fully satisfied, 44% are satisfied and 30% respondents are
not satisfied with the benefits of festival allowance provided by the
company.
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Table – 20
Employees Satisfaction with Wage Structure
Opinion No. of Respondents Percentage
Fully Satisfied 6 12
Satisfied 35 70
Not Satisfied 9 18
TOTAL 50 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents, 12% are fully
satisfied, 70% respondents are satisfied, and 18% respondents are not
satisfied with the wage structure offered by Jay Kay Exports.
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Table – 21
Wage determination in connection with high consultation
Opinion No. of Respondents Percentage
Fully Satisfied 8 16
Satisfied 28 56
Not Satisfied 14 28
TOTAL 50 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents, 16% respondents
are fully satisfied and 56% are satisfied, and 28% respondents are not
satisfied with the importance given to employees consultation while
determining the wages.
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Table – 22
Wage determination by trade Union
Opinion No. of
Respondents Percentage
Fully Satisfied 9 18
Satisfied 25 50
Not Satisfied 16 32TOTAL 50 100
Source : Primary Data
Inference
Here, out of 50 respondents, 18% of the respondents are fully
satisfied, 50% are satisfied and 32% respondents are not satisfied with the
role played by trade union in wages determination.
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Rest Room and Dressing Room Facilities
Opinion No. of Respondents Percentage
Fully Satisfied 8 16
Satisfied 27 54
Not Satisfied 15 30
TOTAL 50 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents, 16% are fully
satisfied, 56% are satisfied and 20% respondents are not satisfied with the
rest room and dressing room facility provided by Jay Kay Exports.
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Table – 25
Relationship with Company Workers
Opinion No. of Respondents Percentage
Good 21 42
Satisfactory 24 48
Poor 5 10
TOTAL 50 100
Source : Primary Data
Inference
It is inferred from the above table shows that out of 50 respondents,
42% are feel good with the relationship with company workers. 48% are feel
satisfactory and 10% respondents feel poor.
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Table – 26
Medical Benefits based on “Age”
Medical Benefit Fully Satisfied Satisfied Not Satisfied
Age Wise No.of
Persons Percentage
No.of Persons
Percentage No.of
Persons Percentage
20 – 30 5 83.33 15 53.57 11 68.75
31 – 40 1 16.67 9 32.14 3 18.75
Above 41 - - 4 14.29 2 12.50
TOTAL 6 100 28 100 16 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents, 83.33%
respondents are fully satisfied under the age group 20 – 30. 16.67%
respondents are fully satisfied under the age group 31- 40.
53.57% respondents are satisfied under the age group of 20 – 30.
32.14% respondents are satisfied under the age group of 31 – 40. 14.29% are
not satisfied under the age group of above 41.
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68.75% respondents are satisfied under the age group of 20 – 30.
18.75 respondents are satisfied under the age group of 31 – 40 and 12.50%
are not satisfied under the age group of above 41.
Out of 50 respondents, 12% are fully satisfied, 56% are satisfied and
32% respondents are not satisfied with the medical benefit provided by the
company.
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MEDICAL BENEFITS BASED ON AGE
010
20
30
40
50
6070
80
90
P e r c e n t a g e
20-30 31-40 above 41
Age Wise
Fully Satisfied Satisfied Not satisfied
85
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Table – 27
Welfare Measures
Opinion No. of Respondents Percentage
Fully Satisfied 12 24
Satisfied 28 56
Not Satisfied 10 20
TOTAL 50 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents, 24% are fully
satisfied and 56% are satisfied, and 20% respondents are not satisfied with
the welfare measures provided by Jay Kay Exports.
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WELFARE MEASURES
24
56
20
Fully Satisfied Satisfied Not Satisfied
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Table – 28
Housing facility Based on “Sex”
Housing Facility Fully Satisfied Satisfied Not Satisfied
Sex No.of
Persons Percentage
No.of Persons
Percentage No.of
Persons Percentage
Female 5 50 12 54.55 7 38.89
Male 5 50 10 45.45 11 61.11
TOTAL 10 100 22 100 18 100
Source : Primary Data
Inference
This table shows that out of 50 respondents, 50% of the female are
fully satisfied and 50% of the female fully satisfied. 54.55% respondents of
the female are satisfied and 45.45% of the respondents are satisfied. 38.89%
of the female respondents are not satisfied and 61.11% of the male
respondents are not satisfied. Out of 50 respondents 20% fully satisfied and
44% satisfied, 36% are not satisfied with housing facility provided by the
Jay Kay Exports.
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Table – 29
Wags Determination Trade Union Based on “Education Qualification”
Trade Unionwages
DeterminationFully Satisfied Satisfied Not Satisfied
EducationQualification
No.of Persons
Percentage No.of Persons
Percentage No.of Persons
Percentage
SSLC 1 11.11 5 20 2 12.5
Higher
Secondary
6 66.67 16 64 13 81.25
Illiterate 2 22.22 4 16 1 6.25
TOTAL 9 100 25 100 16 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents. 11.11%
respondents are fully satisfied under the SSLC. 66.67% are fully satisfied
under the higher secondary, and 22.22% respondents are fully satisfied
under the Illitrate.
90
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20% respondents are satisfied under SSLC. 64% respondents are
satisfied under the higher secondary, and 16% are satisfied under the
illiterate.
12.5% respondents are not satisfied, 81.25% are not satisfied under
higher secondary. 6.25% of Illiterate.
Out of 50 respondents, 18% are fully satisfied 50% are satisfied and
36% are not satisfied with trade union wages determination provided by the
Jay Kay Exports.
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WAGE DETERMINATION TRADE UNION BASED ON EDUCATIN
QUALIFICATION
92
0
10
20
30
40
50
60
70
80
90
P e r c e n t a
g e
SSLC Higher secondary llitrate
Age Wise
Fully Satisfied Satisfied Not satisfied
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Table – 30
Superior support Based on “Year of Service”
Superior Support toWorkers
Fully Satisfied Satisfied Not Satisfied
Year of Service No.of Persons
Percentage No.of Persons
Percentag e
No.of Persons
Percentage
Below- 3 years 5 41.67 11 64.70 11 52.38
3 – 5 years 6 50 3 17.65 8 38.10
Above 5 years 1 8.33 3 16.65 2 9.52
TOTAL 12 100 17 100 21 100
Source : Primary Data
Inference
The above table shows that out of 50 respondents 41.67% are fully
satisfied below 3 years. 50% fully satisfied 3- 5 years, and 8.33% fully
satisfied above 5 years.
64.75% respondents are satisfied below 3 years. 17.65% are 3-5 years,
16.65% satisfied above 5 years.
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52.38% respondents are not satisfied below 3 years 38.10%
respondents are not satisfied 3-5 years. 9.52% are not satisfied above 5
years.
Out of 50 respondents, 24% respondents are fully satisfied, 34%
respondents are satisfied and 42% are not satisfied with superior support
provided by the Jay Kay Exports.
94
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SUPERIOR SUPPORT BASED ON YEAR OF SERVICE
95
0
10
20
30
40
50
60
70
P e r c e n t a g e
Below 3 years 3 - 5 years above 5 years
Age Wise
Fully Satisfied Satisfied Not satisfied
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CONCLUSION
The study is helpful in finding out the Socio Economic
Characteristics, like Sex, Age Educational Qualification, Martial Status,
Year of service in the present past, monthly income etc., This analysis the
researcher should found out the labour satisfaction with regard to welfare
facilities are provided by the management.
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CHAPER – IV
FINDINGS AND SUGGESTION
Findings
1. The researcher could find that 24% of the respondents are fully
satisfied and 70% of the respondents are satisfied and 6% are
not satisfied with the safety measures and protected equipment
provided by the company.
2. 12% of the respondents are fully satisfied, 68% are satisfied and
20% of the respondents are not satisfied with the incentives
provided by the company on the basis of their work.
3. 26% respondents are fully satisfied, 40% are satisfied and 34%
respondents are not satisfied with the canteen facility provided
by the company.
4. 12% respondents are fully satisfied, 64% respondents are
satisfied and 24% respondents are not satisfied with the
conveyance allowance provided by the company.
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5. 22% respondents are fully satisfied, 46% respondents are
satisfied and 32% respondents are not satisfied with the
accident compensation provided by the company.
6. 14% respondents are fully satisfied, 50% are satisfied and 36%
respondents are not satisfied with the leave facilities provided
by the company.
7. 24% respondents are fully satisfied, 34% are satisfied and 42%
respondents are not satisfied with the support received from
superior.
8. 26% respondents are fully satisfied, 60% are satisfied 14% are
not satisfied with the employee present job provided by the
company.
9. 36% respondents are fully satisfied, 42% are satisfied and 22%
respondents are not satisfied with the children education
scheme provided by the company.
10. 70% of the employees are feel good and 24% employees are
feel average, 6% employees are feel bad with the lighting
facility provided by the company.
98
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11. 50% of the employees are feel good, 42% employees are
average, and 8% employees are feel bad with the drinking water
facility provided by the company.
12. 20% of the employees are feel good, 50% average and 30% bad
with the ventilation provided by the company.
13. 12% of the respondents are fully satisfied, 56% are satisfied and
32% respondents are not satisfied with the medical benefits
provided by the company.
14. 2% of the respondents are fully satisfied, 54% are satisfied and
44% respondents are not satisfied with the toilet facility
provided by the company.
15. 26% respondents are fully satisfied, 44% are satisfied 30% not
satisfied with the festival allowance provided by the company.
16. 20% respondents are fully satisfied, 44% are satisfied and 36%
are not satisfied with the housing facility provided by the
company
99
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17. 12% of the respondents are fully satisfied, 70% are satisfied and
18% respondents are not satisfied with the wages structure of
the company.
18. 16% of the respondents are fully satisfied, 56% satisfied and
28% are not satisfied with the wages determination in
connection with high consultation of the company.
19. 18% respondents are fully satisfied, 50% satisfied and 32%
respondents are not satisfied with the wages determination by
trade union of the company.
20. 24% of the respondents are fully satisfied, 56% are satisfied and
20% respondents are not satisfied with the welfare measures of
the company.
21. 16% of the respondents are fully satisfied, 54% are satisfied and
30% respondents are not satisfied with the rest room and
dressing room facilities of the Jay Kay Exports.
22. 42% respondents are feel good, 48% average and 10% bad with
relationship with the company workers.
100
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23. 76% respondents come to job shift system 24% of the
respondents not shift time system in the company.
24. 26% of the respondents are feel good 54% of the respondents
are feel satisfactory and 20% are poor with the workers and
supervisors relationship of the company.
Suggestions
On the basis of survey finds the following suggestions are given to
improve the welfare measured provided by the Jay Kay Exports (P) Ltd.,
1. The company must increase the rate of incentives provided to
the workers on the basis of production.
2. It must provide vehicles to pickup shift duty workers for long
distance and any other purpose.
3. The company must increase the rate for their children education
allowance provided to the workers.
4. The company must increase the number of rest room and
dressing room facilities provided to the workers.
101
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5. The company must provide good medical facilities
6. It must provide housing facility to employees.
7. The company must increase the festival allowance.
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QUESTIONNAIRE
I) Personal Data
a. Employee Name :
b. Employee No. :
c. Age :
d. Sex :
i) Male [ ] ii) Female [ ]
e. Educational Qualification
i) SSLC [ ] ii) Higher Secondary [ ] iii) Illiterate [ ]
f. Martial Status
i) Married [ ] ii) Unmarried [ ]
g. Year of Service in the present post
i) Below 3 years [ ] ii) 3 - 5 years [ ] iii) Above 5 years [ ]
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h. Monthly Income through employment
i) Below 3000 [ ] ii) 4000 - 5000 [ ] iii) Above 5000[ ]
II Awareness
1. Are you satisfied with the safety measures provided in the company?
a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]
2. Are you satisfied with the incentives provided on the basis of your work?
a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]
3. What is your opinion about the canteen run by the organisation?
a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]
4. What is your opinion about the conveyance allowance?
a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]
5. Are you satisfied with the compensation provided for accidents?
a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]
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6. What is your opinion about the leave facility?
a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]
7. Are you satisfied with suggestions and support received from supervisors?
a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]
8. Are you satisfied with your present job
a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]
9. Do you have any physical problem because of your work?
* Yes/NO
It yes, Specify ……………………
10. Are you satisfied with the children’s education scheme?
a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]
11. Rate your level of satisfaction regarding
Lighting : a) Good [ ] b. Average [ ] c. Bad [ ]
Drinking water : a) Good [ ] b. Average [ ] c. Bad [ ]
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18. Are you satisfied with role played by trade union in wage determination?
a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]
19. Are you satisfied with the welfare fund of the company?
a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]
20. Do you come shift system?
a. Yes [ ] b. No [ ]
21. Is shift timing is convenient?
a. Yes [ ] b. No [ ]
22. Are you satisfied with the rest room and dressing room facilities offered
by the company
a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]
23. How is your relationship with co-workers?
a. Good [ ] b. Satisfactory [ ] c. Poor [ ]
24. How is your relationship with your supervisors?
a. Good [ ] b. Satisfactory [ ] c. Poor [ ]
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25. Are you satisfied with the cleanliness in the canteen?
a. Yes [ ] b. No [ ]
26. Do you company provide employee’s state insurance coverage?
a. Yes [ ] b. No [ ]
27. Are you satisfied with the available of state insurance coverage?
a. Yes [ ] b. No [ ]
28. Give your suggestions to improve the existing facilities
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BIBLIOGRAPHY
S.No. Book Name
AuthorName Year Publisher Name
1 Export Marketing B.S. Rathor
J.S. Rathor
1994 Himalaya publishing “Ramdjot”
Dr. Bhalerao Mang, Girgaon,
Bombay-400 004
2 Export Marketing Kathiresan
Radha
1993 Bhavani Publications 17,
Murugappa Achani Street,
Chepack, Chennai
3 Labour welfare
administration in
India
Sewashing
Chauthan
1993 Kanishka Publishers,
Distributors Delhi - 110031
4 Labour Welfare 4
Social security
A.M. Sarma 1996 Mrs. Meenapanday For Himalay
Publishing House Bomabay -
400 001
5 Labour problems and
social welfare
R.C. Saxena 1996 N.A. gupta partners K. Nath &
Co Mea ret
6 Human resource
Management
Dr. C. B.
Gupta
2002 Sultan chand & Sons New Delhi
- 110 002
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4.1 Findings 96
4.2 Suggestions 101
APPENDIX
Questionnairesss
BIBLIOGRAPHY
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LIST OF TABLES
ChapterNo.
Table Name PageNo.
1 Educational wise classification of welfare measures 57
2 Year of service in the present post of employees 58
3 Monthly income of employees 59
4 Employees satisfaction from safety measures 60
5 Employees satisfaction with the incentives 616 Employees satisfaction from canteen 62
7 Employees satisfaction towards conveyance allowance 63
8 Employees satisfaction towards accident compensation 64
9 Leave facility provided by the company 65
10 Employees reviving the support from superiors 66
11 Employees satisfaction regarding their present job 67
12 Employees opinion about children education scheme 68
13 The opinion of employees towards lighting 69
14 Drinking water facility 70
15 Opinion of employees about ventilation 71
16 Medical Benefits 72
17 Toilet facility 73
18 Employees satisfaction with festival allowance 74
19 Housing facility provided by the company 75
20 Employees satisfaction with wage structure 76
21 Wages determination in connecting with high 77
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consultation
22 Wages determination by trade union 78
23 Welfare measures 7924 Rest room and dressing room facilities 80
25 Relationship with company workers 81
26 Medical benefits based on age 82
27 Welfare measures 85
28 Housing facility based on sex 87
29 Wages determination trade union based on educationqualification
89
30 Superior support based on year of service 92
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LIST OF CHARTS
ChapterNo.
Chart Name PageNo.
1 Medical benefits based on age 84
2 Welfare Measures 86
3 Housing facility based on sex 88
4 Wages determination trade union based on education
qualification
91
5 Superior support based on year of service 94
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A STUDY ON LABOUR WELFARE WITHSPECIAL REFERENCE TO JAY KAY
EXPORTS (P) LTD AMMAPALAYAMA PROJECT REPORT
Submitted by
S.SarojiniReg.No.023AA0151
Under the guidance of
Mr. S. SARAVANAN , M.A. M.Phil.,
Submitted in the partial fulfillment of the requirements for the degree ofMASTER OF COMMERCE
Of Bharathiar University, Coimbatore
OCTOBER - 2003
Department of Commerce
MAHARAJA COLLEGE FOR WOMENPerundurai – 638 052
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MAHARAJA COLLEGE FOR WOMENPerundurai – 638 052
CERTIFICATE
This is to certify that the project report entitled, “A STUDY ON
LABOUR WELFARE WITH SPECIAL REFERENCE TO JAY KAY
EXPORTS (P) LTD, AMMAPALAYAM.” is a bonafide record of work
done by S.SAROJINI, Reg.No 023AA0151 is submitted in partial
fulfillment of the requirements for the Degree of Master of Commerce of theBharathiar University, Coimbatore.
Head of the Department Faculty Guide(Ms.S.RAJALAKSHMI) (Mr.S.SARAVANAN)
Viva voice Examination Held on:________________
Internal Examiner External Examiner
Principal
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DECLARATION
I, S.Sarojini, Reg.No. 023AA0151 declare that the project report on
“A STUDY ON LABOUR WELFARE WITH SPECIAL REFERENCE
TO JAY KAY EXPORTS (P) LTD, AMMAPALAYAM” is the result of
the original record work done by me and to the best of my knowledge. This
project report is submitted on partial fulfillment of the requirements for
award of the degree of MASTER OF COMMERCE of Bharathiar
University, Coimbatore under the supervision of Mr.S.Saravanan, M.A.,
M.Phil.
Place: Signature of the candidate
(S.Sarojini)
Date: Reg.No. 023AA0151
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ACKNOWLEDGEMENT
“Love is scattered with shadows of thanks and gratitude”
If words are considered as symbols of approval and taken of
acknowledgement then let the words play the heralding role of expressing
my gratitude to all those who have helped me directly me directly or
indirectly during this project.
First and foremost, I wish to express my gratitude to the lord almightyfor his graceful blessing showered upon me.
I express my sincere gratitude and profuse thanks to
Thiru.K.PARAMASIVAM, Chairman Maharaja College for Women,
Perundurai. Thiru.P.SATHIYAMOORTHY, Correspondent and Secretary,
Maharaja College for Women and Mrs.R.INDRALEKHA, Special Officer
and Mrs.V.PANKHAJA VIJAYAN, Principal, Maharaja College for
Women, Perundurai for providing necessary facilities to complete this
project.
I express my sincere thanks to Ms.S.RAJALAKSHMI, M.Com.,
B.Ed., M.Phil., Lecturer, Head of the Department of Commerce for having
permitted me to take up this project work.
I wish to convey my profuse thanks to my project guide
Mr.S.SARAVANAN, M.A., M.Phil., Lecturer Department of Commerce
for his encouragement and guidance through out this project.
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I wish to vouchsafe my deep sense of gratitude and thanks to
C.Rajamanickam, Managing Director of JAY KAY EXPORTS LTD.,
Ammapalayam, who have spared their valuable time for providing thefacilities during the period of the project work.
I express my thanks to all the employees of Jay Kay Exports and to
the respondents for their kind co-operation in fulfilling the questionnaire.
I express my sincere thanks to my Father and also Family members
for their affectionate blessings and loving, Co-operation received from them
at all moments and hours of this academic venture.
I wish to express my sincere thanks to my Friends for their love,
motivation and Co-operation during the course of study.
I thank to Callme Computers for their neat and timely completion
of typing of this project.
(S.Sarojini)