hr project

Introduction

INTRODUCTION

All industries are made up of people and function through people, without people no industries exist. The resources for men, material and machinery are collected, co-coordinated and utilized through people. Human resource by themselves fulfill the objectives of an industries, they need to be united into a team. it is through the combined effects of people that material and monetary resource are effectively utilized for the attainment of common objectives without unity of no industry can achieve its goal.

According to Urwick. L.F., Business houses are made broken in the long run not by market, capital, patents or equipment but by men

Of all the resource, manpower is the only resource, which does not depreciate with the passage of time. Hence it is the duty of every employer to safeguard the resource because without human resource no industrial unit can survive.

In every industrial unit the human resource requires some basic facilities inside the premises to perform the job properly. These basic facilities are termed as welfare measures in the Factories act 1948. The need for adoption of welfare measures as a means to increase the workers productive efficiency, to keep up these moral and for the maintain of industrial peace which has then realized by all section of the society. The main objectives of this provision are to provide basic welfare amenities to the workers, while working in the factories. Provision relating to welfare of the factory workers has been numbered in Section 42 to Section 50 of the factories act 1948.INTRODUCTION TO THE STUDY

The study was conducted in FENNER INDIA in Sriperumpudur, Chennai to find the effect of welfare measures on employee morale.

The study intends to see the satisfaction level of the employee on the facilities provided by the company and how these welfare measures boost the employee morale.

The study on effect of welfare measure on employee morale gives the management an indication of the level of satisfaction among the employees regarding the general working condition and the other facilities provided by the organization. This helps the management to know the general morale of the employees.

OBJECTIVES OF THE STUDY

Primary objective To study and analyze the safety and welfare measures of the employee.

To evaluate the effect of the welfare measures on employee morale.

Secondary objective

To evaluate the satisfaction level of employee about the work environment.

To find the level of satisfaction of employee about the facilities given by the company.

SCOPE OF THE STUDY

The various components of welfare facilities are washing storing, drying and clothing, sitting first aid appliances, canteen, shelters, restroom, lunch room, crches, welfare offers, ventilation & temperature, drinking water, latrines & urinals, spittoons and lighting.

The study is confined into the workers in different categories such as drivers, supervisor, permanent and temporary workers.

NEED FOR THE STUDY

Government has passed many acts to provide facilities to the workers in factories. This study evaluates the extend of welfare facilities available in Fenner India Ltd

SIGNFICANCE OF THE STUDY

In the present industrial scenario, the basic aim of every organization is to achieve optimum production of high quality and earn adequate profits to survive in the field, in this context various welfare measures are undertaken so as to promote good industrial relations and create congenial atmosphere. The employers have to satisfy all the needs of employees to make better profits. Besides giving good wages, the welfare facilities given to them play a vital role in achieving their objectives. By providing good welfare facilities, the workers feel a better working condition.

DIAGRAMATIC REPRESENTATION OF THE STUDY

INTRODUCTION FOR THE TOPIC

Human Resource Management is the process of procuring, developing, maintaining, and controlling human resources for effective achievement of organizational goals. This project is focused on employee welfare measure and employee morale.

EMPLOYEE WELFARE DEFINITION

Employee welfare means the effort to make life worth living for workmen. When all basic facilities are provided and employees obtain satisfaction then the productivity can be increased and development of the organization will be possible

CONDITIONS OF WORK ENVIRONMENT

1) Working conditions

Temperature

Ventilation

Lighting

Dust

Smoke

Fumes and gases

Noise

Humidity

Posture simple

Hazard and safety complex devices

2) Factory Sanitation and Cleanliness:

Provision of urinals in factories

Provision of spittoons

Provision for the disposal of waste and rubbish

Provision for water disposal (drainage)

Provision of proper bathing and washing facilities

Cleanliness, white- washing and repair of buildings and workshops

Care and maintenance of open spaces, gardens, roads, etc

3) Welfare Amenities

Provision and care of drinking water

Canteen services

Lunch

Rest room

Crches

Cloak rooms

Other amenities

EMPLOYEES HEALTH SERVICES

1) Factory health services

Medical examination of employees

Factory dispensary and clinic treatment

First aid and ambulance room

Treatment of accidents and

Health education and research

2) Recreation

Playgrounds for physical recreation (athletics, games, gymnastics, etc)

Social and cultural recreation (music, singing, dancing, drama, etc)

3) Workers education

Education to improve skills and earning capacity

Literacy

Library, audio visual education, lecture programmes and

Workers educational scheme and its working

4) Economic Services

Employees co-operative societies

Grain shops and fair price shops and

Housing co-operatives

5) Study of the working of welfare Acts

Factories Act

Employees state insurance act

Minimum wages act

6) Social Work in industrial Setting

Family Planning

Employee counselingEMPLOYEE SERVICES AND BENEFITS

These are concerned with the process of sustaining and maintaining the work force in an organization. They include

1) Safety provision inside the workshop

2) Employee counseling

3) The medical services

4) The recreational and other welfare facilities

5) Fringe benefits and supplementary items

EMPLOYEE MORALE - DEFINITION

According to Yoder morale is a feeling, somewhat related to esprit de corps, enthusiasm or zeal. Fippo has described morale As a mental condition or attitude of individuals and groups which determines their willingness to co-operate. Good morale is evidenced by employee enthusiasm, voluntary conformance with regulations and orders, and a willingness to co-operate with others in the accomplishment of an organizations objectives.

FACTORS AFFECTING MORALE

According to McFarland, the important factors, which have a bearing on morale, are

The attitude of the executives and managers towards their subordinates.

working conditions, including pay, hours of work, and safety rules

effective leadership and an intelligent distribution of authority and responsibility in the organization

the design of the organizations structure which facilities the flow of work and

The size of the organization.

CRITERIA THAT DETERMINES MORALE

Several criteria seem important in the determination of levels of workers morale, such as

The organization itself

The nature of the work

The level of satisfaction

The supervision received

The perception of the self

Workers perception of the past awards and future opportunities for rewards

The employees age

The employees educational level and occupational level.

TYPES OF MORALE

Morale is generally referred to as high morale. According to McFarland, high morale exists when employee attitudes are favorable to the total situation of a group and to the attainment of its objectives low morale exists when attitudes inhibit the willingness and ability of an organization to attain its objectives

High morale is represented by the use of such term spirit, zest, enthusiasm, loyalty, dependability and resistance to frustration. Low morale, on the other hand, is described by such words and phrases as apathy, bickering, jealously, pessimism, fighting, disloyalty to the organization, disobedience of the orders of the leaders, dislike of, or lack of interest in, ones job, and laziness.

MORALE AND PERFORMANCE

It has been pointed that there is a little evidence in the available literature that employee attitudes bear any relationship to performance on the job.

First, there are some who assert that high satisfaction leads to high performance. The Hawthorne studies of 1930s seem to support this view, as do findings of other studies.

Second, others take an opposite view. For example, Lyman Porter and Lawler say that satisfaction results from high performance, because most people experience satisfaction by accomplishing more tasks, like building a radio, or clinching a sale.

Third, still others claim that there is no consistent relationship between morale and performance. Vroom found significant relationship between morale and performance in only 5 out of 22 studies undertaken by him.

WARNING SIGNS OF LOW MORALE

Among the more significant of the warning signals of low morale are

High rate absenteeism

Tardiness

High Labour turnover

Strike and sabotage

Lack of pride in work and

Wastage and spoilage.

IMPROVING MORALE

A three-fold action may be initiated. In the first place, it is essential to change the policy or to correct it immediately. Employees do not lose their respect for the boss who admits his mistakes but they cannot respect one who makes too many, and they may have contempt for one who refuses to admit his mistakes.

Second, misconceptions should be removed, and the correct position should be explained to the employees.

Third, a reasonable attempt should be made to educate and convince the employees.

REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES

Preserving Employee Morale during Downsizing

Karen E. Mishra, Gretchen M. Spreitzer and Aneil K. Mishra

Topic: Human Resource Management and Industrial Relations

Reprint 3927; winter 1998, Vol. 39, No. 2, pp. 8395

Mishra propose a four-stage approach to downsizing, gleaned from interviews and surveys that will retain workers' trust and sense of empowerment. The company should consider all stakeholders' needs survivors, laid-off employees, the community, local and national press, and any affected government agencies. The implementation of all the above, is the most important. Management should communicate frequently and be open and honest.

How to Boost Employee Morale

By Betsy GallupApril 9, 2006

The following are the ways to boost the employee morale.

Treat employees with respect

Show interest in your employees' personal lives

Allow your employees to gain ownership of their jobs by being part of the decision-making process

Create a pleasant work environment

Establish an employee recognition program

Give clear direction and set priorities.

Stand behind your employees. Be their greatest advocate.

Boost Employee Morale with an Employee Incentive Program

By: Trevor Marshall

Good managers know from their own observations that employee attitude affects their work and eventually the companys output.

It is essential that your incentive program will actually inspire and motivate them to work efficiently and not just be competitive with each other. Healthy competition among the companys employees is good but too much of it may also cause the company to disintegrate.

The company should still be very much hands-on with the whole employee incentive program to ensure that the outcome of the employee incentive program will be good.

Employee Welfare

By Regina Barr

Employee Welfare program is based on the management policy which is aimed shaping perfect employees. Therefore the concept of employee welfare includes to aspects namely physical and mental welfares

1. Applications of merit system or work performance system as the basis for employee rewarding.

2. Providing the retired employees with the old age allowance.

3. Employee insurance program to provide the employee with better security.

4. Improvement in health security for the employees and their families so that they can work confidently and productively.

5. Increase in basic salaries and pension as adjustment to the needs providing all work units and their officials with vehicles to help support smooth mobility.

A series of study carried out by the labor bureau of India in a variety of Industries

showed a large of women working in Manes did not have separate arrangements, latrines

and rest rooms shelters and crches were in neglected condition (1979).

NATIONAL COMMISSION (1969) The report of this commission was appointed in

1966 had reviewed many aspects of labor welfare in India such as existing conditions of

their interest level of workers earnings, standard of living and various welfare facilities,

canteens, crches, housing, transportation, recreational facilities, provisions.

.

NATIONAL COMMISSION (1972) In conjunction with the passage of 1970 of the

occupational Safety and Health Act Congress established a National Commission

undertake a compensation laws in order to determine if such provide an adequate,

prompt, equitable system of compensation.

EMPLOYEE WELFARE IN INDIA :

The chapter on the directive principles of state policy first 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 institution ofthe national life.

Article 39. The state shall, in particular, direct its policy towards security.

a). That the citizen, men and women equally, have the rights to an adequate means of

livelihood.

b). That the ownership and control of the material resource are so distributed so as to sub

serve the common good.

c). That the operation of the economic system does not result in the concentration of

wealth and means of protection to the common determine.

d). That there is equal work for both men and women, and Article 42. The State shall

make provision for securing just and human condition for work and for maternity relief.

RESEARCH METHODOLOGY

RESEARCH MEANING

Research is an art of scientific investigation. According to Redmen and Mary defines research as a systematic effort to gain knowledge.

Research methodology is way to systematically solve the research problem. It is a plan of action for a research project and explains in detail how data are collected and analyzed. This research study is a descriptive research study.

RESEARCH DESIGN

A research design is a plan that specifies the objectives of the study, method to be adopted in the data collection, tools in data analysis and hypothesis to be framed.

A research design is an arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to research purpose with economy in procedure.

NATURE OF DATA

Primary data

The primary data are collected from the employees of FENNER through a direct structured questionnaire.

Secondary data

Company profiles, websites, magazines, articles were used widely as a support to primary data.

SAMPLING SIZE AND TECHNIQUE

Size of the sample

It refers to the number of items to be selected from the universe to constitute as a sample. In this study 50 employees of FENNER in Chennai was selected as size of sample.

Sample design

The sampling technique used in this study is simple random sampling method. This method is also called as the method of chance selection. Each and every item of population has equal chance to be included in the sample.

Population design

The population of this study is the total employee in the company. It is finite population. There are four production centers for the organization for this study I have taken only employees in one production centre.

Questionnaire

The questions are arranged logical sequence. The questionnaire consists of a variety of questions presented to the employees for the response. Dichotomous questions, multiple choice questions, rating scale questions were used in constructing questionnaire.

STATISTICAL TOOLS USED

To analyze and interpret collected data the following statistical tools were used.

1) Percentage method

2) Weighted average method

3) Chi-square analysis

4) Correlation

5) Regression

Percentage method

The percentage is used for making comparison between two or more series of data. It is used to classify the opinion of the respondent for different factors. It is calculated as

No. of respondents favorable

x 100

Percentage of respondent =

Total no of respondentsWeighted average method

The weighted average method can be calculated by the following formula. This tool is used to find the rank given by the respondents to the welfare measures. It can be calculated as

Here

XW represents the weighted average

X represents the value of variable

W represents the weight given to the variable.

Chi-square analysis

Chi-square analysis in statistics is to test the goodness of fit to verify the distribution of observed data with assumed theoretical distribution. Therefore it is a measure to study the divergence of actual and expected frequencies.

The formula for computing chi-square is as follows.

The calculated value of chi-square is compared with the table of chi-square for the given degrees of freedom at the specified level of significance. If the calculated value is greater than the tabulated value then the difference between the observed frequency and the expected frequency are significant. The degrees of freedom is (n-2) where n is number of observed frequencies and in case of contingency table the degrees of freedom is (C-1) (R-1) where C is number of columns and R is number of rows.

It is used to find the relation between communication in work place and work satisfaction. It is used to find the relation between welfare satisfaction and work satisfaction it is used to find the relation between experience of respondents and work satisfaction

Correlation

The correlation analysis deals with association between two or more variables. The correlation does not necessary imply causation or functional relationship though the existence of causation always implies correlation. By itself it establishes only co- variance. It is used to find the degree of relationship between motivation and work satisfaction.

Cov(x, y)

(x X (y

Here,

r = co-efficient of correlation

Regression

The Regression analysis deals with the nature of association between two or more variables. In regression analysis we are concerned with the estimation of one variable for a given value of another variable on the basis of an average mathematical relationship between the two variables.

DATA ANALYSIS AND INTERPRETATIONEXPERIENCE OF RESPONDENT

ExperienceFrequencyPercentage (%)

0-124.0

2-5510.0

6-101734.0

Above 102652.0

Total50100.0

Inference:

From the table it infers that 52% of respondent are experienced above 10 years and 4% are less than one year.

EXPERIENCE OF RESPONDENT

LEVEL OF SATISFACTION OF SAFETY MEASURES

OpinionFrequencyPercentage (%)

Highly satisfied12.0

Satisfied1224.0

Neutral1224.0

Dissatisfied1938.0

Highly dissatisfied612.0

Total50100.0

Inference:

From the table it infers that 38%of respondent are dissatisfied with the safety measures and 24% of respondent are satisfied.

LEVEL OF SATISFACTION OF SAFETY MEASURES

LEVEL OF SATISFACTION OF MEDICAL FACILITY OpinionFrequencyPercentage (%)

Highly satisfied1020.0

Satisfied2856.0

Neutral36.0

Dissatisfied612.0

Highly dissatisfied36.0

Total50100.0

Inference:

From the table it infers that 56%of respondent are satisfied with the medical facility and 12% of respondent are dissatisfied.

LEVEL OF SATISFACTION OF MEDICAL FACILITY

LEVEL OF SATISFACTION OF WORKING ENVIRONMENT

OpinionFrequencyPercent

Satisfied4080.0

Neutral816.0

Dissatisfied24.0

Total50100.0

Inference:

From the table it infers that 80%of respondent are satisfied with the working condition and 4% of respondent are dissatisfied.

LEVEL OF SATISFACTION OF WORKING ENVIRONMENT

LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR AND WORKER


Cordial3978.0

Moderate1020.0

Indifference12.0

Total50100.0

Inference:

From the table it infers that 78%of respondent are satisfied with the supervisor and 2% of respondent are dissatisfied.

LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR AND WORKER

LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN WORKERS


Cordial4182.0

Moderate816.0

Indifference12.0

Total50100.0

Inference:

From the table it infers that 82%of respondent are satisfied with the workers and 2% of respondent are dissatisfied.

LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN WORKERS

LEVEL OF MOTIVATION GIVEN TO EMPLOYEE


Very high714.0

High1734.0

Moderate1224.0

Low1020.0

Very low48.0

Total50100.0

Inference:

From the table it infers that 14%of respondent are highly motivated and 8% of respondent are not motivated.

LEVEL OF MOTIVATION GIVEN TO EMPLOYEE

LEVEL OF FREEDOM GIVEN TO THE EMPLOYEESOpinionFrequencyPercentage (%)

Very High24

High1122

Moderate1530

Low1836

Very Low48

Total50100

Inference:

From the table it infers that 22% of the respondent feels that freedom given to them to express their ideas is high and 36% of the feel as low.

LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES

STATUS OF GRIEVANCE HANDLING IN THE COMPANYOpinionFrequencyPercentage

Always1020

Sometimes2040

Rarely1326

Never714

Total50100

Inference:

From the table we infer that 40% of the respondents are satisfied with the grievance handling and 14% of the respondents are dissatisfied.STATUS OF GRIEVANCE HANDLING IN THE COMPANY

WORK SATISFACTION LEVELOF THE EMPLOYEE

OpinionFrequencyPercent

Always2346.0

Sometimes2346.0

Rarely48.0

Total50100.0

Inference:

From the table it infers that 46%of respondent are always satisfied with work and 8% of respondent are rarely satisfied.

WORK SATISFACTION LEVEL OF THE EMPLOYEE

SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURESOpinionFrequencyPercentage (%)

Yes3366.0

No1734.0

Total50100.0

Inference:

From the table it infers that 33%of respondent are always satisfied with welfare and 34% of respondent are not satisfied.

SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES

ANALYSIS OF OPINION OF RESPONDENTS REGARDING COMMUNICATION IN WORK PLACE AND WORK SATISFACTION

(USING CHI-SQUARE)

Observed count

OpinionAlwaysSometimesRarelyTotal

Cordial95014

Moderate96621

Indifference77115

Total2518750

Expected count

OpinionAlwaysSometimesRarelyTotal

Cordial75214

Moderate10.57.62.921

Indifference7.55.42.115

Total2518750

Null Hypothesis:

H0: There is no significant difference between communication in work place and work satisfaction. CHI-SQUARE TESTSOE(O-E)2(O-E)2/E

9740.57

5500

0242

910.52.250.21

67.62.560.34

62.99.613.31

77.50.250.03

75.42.560.47

12.11.210.58

Calculated value = (O-E) 2 / E = 7.51

Degrees of Freedom = (R -1) (C-1) = 4

Tabulated value for 4 degrees of freedom at 5% level of significance is

9.48 Inference:

The calculated value is less than the tabulated value. H0 is accepted. Therefore there is no association between communication in work place and work satisfaction.

ANALYSIS OF OPINION OF RESPONDENTS REGARDING WELFARE SATISFACTION AND WORK SATISFACTION

(USING CHI-SQUARE)

Observed count:Opinion AlwaysSometimesRarelyTotal

Yes2012133

No76417

Total 2718550

Expected count:

Opinion AlwaysSometimesRarelyTotal

Yes17.811.93.333

No9.26.11.717

Total 2718550

Null Hypothesis:

H0: There is no significant difference between welfare satisfaction and work satisfaction.

CHI-SQUARE TESTSOE(O-E)2(O-E)2/E

2017.84.840.27

1211.90.010

13.35.291.60

79.24.840.53

66.10.010

41.75.293.11

Calculated value = (O-E) 2 / E = 5.51


Tabulated value for 2 degrees of freedom at 5% level of significance is 5.99

Inference:

The calculated value is less than the tabulated value. H0 is accepted. Therefore there is no association between welfare satisfaction and work satisfaction.ANALYSIS OF OPINION OF RESPONDENTS REGARDING EXPERIENCE OF RESPONDENT AND WORK SATISFACTION

(USING CHI-SQUARE)

Observed count:Opinion AlwaysSometimesRarelyTotal

0-11102

2-52215

6-10610117

Above 101410226

Total2323450

Expected count:Opinion AlwaysSometimesRarelyTotal

0-10.90.90.22

2-52.32.30.45

6-107.87.81.417

Above 1012122.126

Total2323450

Null Hypothesis:

H0: There is no significant difference between experience of respondent and work satisfaction.

CHI-SQUARE TESTSOE(O-E)2(O-E)2/E

10.90.010.01

10.90.010.01

00.20.040.2

22.30.090.04

22.30.090.04

10.40.360.9

67.83.240.41

107.84.80.62

11.40.160.11

141240.33

101240.33

22.10.010.004

Calculated value = (O-E) 2 / E = 3


Tabulated value for 6 degrees of freedom at 5% level of significance is

12.59 Inference: The calculated value is less than the tabulated value. H0 is accepted. Therefore there is no association between experience of the respondent and work satisfaction

ANALYSIS OF OPINION OF RESPONDENTS REGARDINGMOTIVATION GIVEN TO EMPLOYEE AND WORK SATISFACTION (USING CORRELATION)Observed Count

OPINION

FACTORSALWAYSSOMETIMESNEVERTOTAL

MOTIVATION(X)24121450

WORK SATISFACTION(Y)2819350

CORRELATION TABLE

XYX2Y2XY

2428576784672

1219144361228

143196942

Cov(x, y) = 1/n x y x y

= 1/3 (942-278)

= 35

(x = (1/n ( x2 x 2 = 1/3(916-278)

= 5.14

(y = (1/n ( y2 y 2

= 1/3(1154-278)

=10.28

Cov(x, y)

(x X (y

= 0.66

Inference:

The motivation given to employees and work satisfaction are positively correlated. The increase in motivation will increase the work satisfaction also.

ANALYSIS OF RANKING GIVEN BY RESPONDENTS REGARDING SATISFACTION OF WELFARE MEASURES (USING WEIGHTED AVERAGE METHOD)

Observed Count

OPINION

FACTORSSATISFIEDNEUTRALDISSATISFIEDTOTAL

MEDICAL FACILITY3541150

INFRA STRUCTURE2791450

CANTEEN FACILITY2191450

CREDIT FACILITY26101450

WEIGHTED AVERAGE TABLE

RANKWEIGHTSFACTORS

Medical FacilityInfra structures FacilityCanteen FacilityCredit Facility

XWX1WX1X2WX2X3WX3X4WX4

1335105278121632678

224891814281020

311114141415151414

TOTAL50124501135010650112

CW2.482.262.122.24

RANK1243

CW (CALCULATED WEIGHT) = WXn / XnInference:

From the table it is inferred that employees ranks medical facility followed by infra structure with the canteen facility as last. ANALYSIS OF OPINION GIVEN BY RESPONDENTS REGARDING SATISFACTION OF WELFARE MEASURES AND EMPLOYEE MORALE (USING REGRESSION METHOD)

Let X be the morale of the employee

Let Y be the satisfaction of welfare measures.

Observed Count

OPINION

FACTORSSATISFIEDNEUTRALDISSATISFIED

EMPLOYEE MORALE(X)1163648

WELFARE MEASURES(Y)281913

REGRESSION TABLE

XYX-XX-X2Y-YY-Y2(X-X) (Y-Y)

1162849244011130563

369-31936-858233

4813-19346-41367

Formula

bxy = ( x-x )( y-y )

( x-x )2

= 863/201

= 4.29

Regression Equation

X-X = bxy (Y-Y)

X = 4.3Y -6.1

Inference:

Excluding the constant, from the above equation we can infer that effect of welfare measure on morale is measure is found as1:4. Therefore we can conclude that the effect of welfare measure on employee morale is about 25%.

FINDINGS OF THE STUDYMost of the employees in the company are female. More than 50% of respondent are working for more than 10 years. Most of the respondents are highly satisfied with the medical facility. Most of the respondents are dissatisfied with the safety measure and only few are satisfied.

Most of the employees are satisfied with the working condition. Most of the respondents are satisfied with the motivation given by the company. Most of the respondents are satisfied with the relation between supervisor and workers. Most of the employees are satisfied with the relation between workers.

Most of the respondents are satisfied with the work. Most of the respondents are satisfied with the welfare measures. Most of the respondents are satisfied with the canteen facility. Most of the respondents are satisfied with the credit facility.

The communication in work place has no effect on work satisfaction. The welfare measure satisfaction has no effect on work satisfaction. The increase in employee motivation will increase the work satisfaction. The effect of welfare measures is about 25% on employee morale.

SUGGESIONS AND RECOMMENDATIONS Since most of the employees are married the company can concentrate on crche facility. The company can improve the grievance handling system so that they can increase the employee satisfaction. The company can provide safety equipments to the employees. The salary increment for employees will increase the employee satisfaction and which in turn increase the employee morale.CONCLUSION

The study on effect of welfare measure on employee morale helps the management to know the satisfaction level of the employees about the welfare measure provided by the company. From this study we can infer that the majority of the employees are satisfied with the welfare measures. The company can concentrate on other facility like crche facility, uniform, and safety measures to boost the employee morale. The employee morale is good in the company. It is found that the effect of welfare measure on employee morale in this study is about 25%.LIMITATIONS OF THE STUDY

The time period of the study is very short, so elaborate study was not made.

Only certain factors are considered in this study to measure the effect of welfare measure on employee morale.

The conclusions and suggestions were formed based on employees spot response.

Some false information may be given by the employee

A STUDY ON EFFECT OF WELFARE MEASURES ON EMPLOYEE MORALE

QUESTIONNAIRE

PERSONAL DATA

1. Name

:

2. Age

:

(a) 18-25 (b) 26-35 (c) 36-45 (d) Above 45

3. Gender

:

(a) Male (b) Female

4. Educational Qualification:

(a) Below Hr Sec (b) Hr Sec (c) UG (d) PG

5. Experience:

(a) 0-1 Yrs (b) 1-5 Yrs (c) 5-10 Yrs (d) Above 10 Yrs

6. Total Salary:

7. Designation:

8. Safety Measures

:

8.1. Are you satisfied with the safety appliances in work place?

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied

e) Highly Dissatisfied

9. Medical Facility

9.1 Specify the level of satisfaction

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied

e) Highly Dissatisfied

9.2 Is there any periodical medical check up given to you

(a) Yes (b) No

10. ESI Benefits:

10.1 Do you have ESI car

(a) Yes (b) No

10.2 Do you get all the ESI benefits?

(a) Yes (b) No

11. Canteen facility

Specify the level of satisfaction

Highly SatisfiedSatisfiedNeutralDissatisfiedHighly Dissatisfied

Cleanliness

Hygienic

Serving

Price

12. Credit facility

12.1. Is any Advances and loan given to you are satisfied

(a) Very high b) high c) moderate d) low e) very low

Specify the level of satisfaction of other allowances


Transport allowance

Attendance allowance

Punctuality allowance

Education allowance

13. Infra-structural facility :

Specify the level of satisfaction


Rest room

Drinking water

Ventilation

Lighting

Toilets

Working environment

Transportation

14. Inter-relationship:

14.1. Relationship between co-workers

(a) Cordial (b) Moderate (c) Indifferent

14.2. Relationship between supervisor and workers.

(a) Cordial (b) Moderate (c) Indifferent

14.3. Level of communication between supervisor and employee

(a) High (b) Very high (c) Low (d) Very low (e)Moderate

15. Level of motivation given to employee

(a) High b) Very high (c) Low (d) Very low (e) Moderate

16. Are u informed about all the management policies?

(a) Always (b) Sometimes (c) Rarely (d) Never

17. Does the management solve all your grievances?


18. Level of freedom to express your ideas?

(a) High (b) Very high (c) Low (d) Very low (e) Moderate

19. Are you satisfied with the work you do.


20. In general are you satisfied with the welfare and safety measures given by Management?

(a) Yes (b) No

21. Suggestion for Improvements

XW = WX / X

Chi-square = {(O-E)2 / E}

Cov(x, y) = 1/n x y x y

(x = (1/n ( x2 x 2

(y = (1/n ( y2 y 2

r =

Y= a + bX

EMPLOYEE MORALE

WELFARE MEASURES

MEDICAL FACILITY

CANTEEN FACILITY

INFRA

STRUCTURE

CREDIT FACILITY

SAFETY

MOTIVATION

JOB SATISFACTION

INTER RELATIOSHIP

WORK ENVIRONMENT

Effect of welfare

measure on morale

r =

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