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A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A STUDY ON IMPACT OF WELFARE MEASURES

ON EMPLOYEE JOB SATISFACTION

Submitted By:

Sadam Hussain J.

Roll # 10M66

Master of Business Administration

New College Institute of Management

Chennai – 600 014.

To the University of Madras In Partial Fulfillment of Master of

Business Administration Curriculum.

Academic Year:

2011-2012

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http://www.citehr.com/research.php?q=A-STUDY-OF-IMPACT-OF-WELFARE-MEASURES-ON-EMPLOYEE-JOB-SATISFACTION












(Sadam Hussain J.)

2

DECLARATION

I, Sadam Hussain J. student of New College Institute of

Management have completed the Project on ‘A Study onImpact of Welfare Measures on Employee Job

Satisfaction’ for the Academic Year 2011-12.

The information given in this project is true to the best of my

knowledge.



















Signature of the Guide Date:

3

CERTIFICATE

I hereby certify that Sadam Hussain J. student of New

College Institute Management has completed the Project on ‘A

Study on Impact of Welfare Measures on Employee Job

Satisfaction’ for the Academic Year 2010-11.

This information is true to the best of my knowledge.

























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ACKNOWLEDGEMENT

First of all I would like to take this opportunity to thank the New

College Institute of Management for having projects as a part of the

M.B.A. curriculum.

Many people have influenced the shape and content of this

project, and many supported me through it. I express my sincere

gratitude to Prof. Dr. S. Sheela Rani for assigning me a project on A

Study o n Impact o f Welfare Measures o n Employee Job Satisfaction, which is an

interesting and exhaustive subject.

She has been an inspiration and role model for this topic. Her guidance

and active support has made it possible to complete the assignment.

I also would like to thank Mr. Mohamed Ibrahim, General Manager of M/s White House Business Solutions Pvt. Ltd., Chennai, who have helped and

encouraged me throughout the working of the project.

Last but not the least I would like to thank the Almighty for always

helping me.

















CONTENTS

CHAPTER I

Introduction6

CHAPTER II

C Company Profile9

CHAPTER III

Review of Literature12

CHAPTER IV

O Objectives of The Study28

CHAPTER V

Limitation of the study30

CHAPTER VI

Research Methodology 31

CHAPTER VII

Analysis and Interpretation37

CHAPTER VIII

Findings49

CHAPTER IX

Suggestions51

CHAPTER X

C Conclusion52

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CHAPTER I

INTRODUCTION

An origination is made up of four resources namely, men, material,

money & machine, out of these, the first one is living one on the other three

are non-living. It is the human that make use of non-human resources. Hence

people of the most signification in an organization.

Besides being men, human resources differ from non-human resources

in other respects also. Human resources are heterogeneous in senesce that they

differ in personality, perception, emotions, values attitudes motives thought,

their behaviors is often in consistent and unpredictable all the other resources

efficient but human resources with the passage of time better educate ed &

Moure skills a re some of the distinguishing features of mode man resources

and efficient manner. Due to competitive and complex business environment

retaining qualified and competed employees has become in a challenge.

Meaning & definition of HRM

Human resource management (HRM) is a management function that

help manager recruit train and develop member for an organization obviously

HRM is concerned with the people dimension is organization.

HRM involves the application of management functions and principles.

The functions and principle are applied to acquisitioning developing

maintaining and remunerating employees in organization

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OBJECTIVE OF HRM

The primary objective of HRM is to ensure the availability of a

competent and willing workforce to an organization. Beyond this, there are

other objectives, too. Specifically HRM objective are four fold-societal,

organizational, functional and personal.

Social objective:

To be ethically and socially responsible to the needs and

challenges of the society while minimizing the negative impact of such

demands upon the organization. The failure organization to use their

resources for the society’s benefit in ethical ways may lead to

restrictions.

Organization Objectives:

To recognize the role of HRM in bringing about organizational

effectiveness. HRM is not an end in itself. It is only a means to assistthe organization with its primary objective. Simple stated, the

department exists to serve the rest of the organization.

Functional Objective:

To maintain the department’s contribution at a level

appropriation to the organization’s need’s. Resources are wasted when

HRM is either more or less sophisticated to suit the organization’s

demands. The department’s level of service must be tailored to fit the

organization it service.

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Personal Objective:

To assist employees in achieving their personal goals, HRM

mainly focuses on these goals enhance the individual’s contribution to

the organization. Personal objective of employees must be met if

workers are to be maintained, retained and motivated.

FUNCTIONS OF HRM:

In order to realize the objective stated above, HRM must perform

certain function. These functions have been stated while outlining the scope of

HRM. Generally, it may be stated that theirs is a correlation between the

objectives and the functions. In other words, some function help realize

specific objectives. For example, the organizational objective is sought to be

met by discharging such functions as HR planning, recruitment and selection,

training and development, and performance appraisal. Similarly, the personal

objective of employees is fulfilled.

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CHAPTER II

WHITE HOUSE BUSINESS SOLUTIONS (P) LTD.

Year of Estabilishment: - : 1999

Total no. of Employee : 332 (Regular time)

Timing : 9.30 a.m. - 6.30 p.m.

Sister concern : White House

Factories located at : Guduvancherry, Pudupakkam,

Keelakottaiyur, Pallavaram, Chrompet,

Tirupur and Nagari

Medical Camp : Yearly once

Bonus : Festival advance, Ramadan & Ayudha

Pooja gift.

Fire extinguisher : Carbon dioxide, dry Chemical powder.

Training : By Team Leads, Managers and other 3rd

party concerns.

Award and Reward : Based on performance appraisal

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About the Company

OVERVIEW

White House Business Solutions is one of the leading-edge technology

companies providing end-to-end e-learning solutions and integrated business

applications to a wide spectrum of clients including government

organizations, academic institutions and enterprises worldwide. We're a part

of White House Group with a group employee base of over 3000+ and over

300+ in Information Technology and Multimedia.

Since its inception in 1999, they have built a successful business by providing

quality, cost-effective and time-bound solutions to the clients around the

globe. They have state-of-the-art development center based in Chennai, India,

which is one of the world's favorite outsourcing destinations. Their global

sales offices are strategically located in USA, UK, France, Malaysia, UAE

and Saudi Arabia.

It is ISO 9001:2000 compliant, certified by Bureau Veritas Certification, and

adopting CMM Level 4 Development Standards, Key Processes and Quality

Assurance. They have a great expertise and track record in developing

learning management solutions with International content standards such as

SCORM 2004 and AICC.

Through their leading edge technology, unparalleled experience and

expertise., they facilitate the learning activities to meet local and global

demands, bringing benefits to academia and to business.

By leveraging a streamlined on-site/offshore development model, and

integrating highly trained and professionally skilled people with state-of-the-

art technology, they collaborate with clients to help them increase

productivity, efficiency and the overall effectiveness of the business.

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Vision & Mission:

Vision: “Lead the world to a new era of learning”

Mission:

Utilize the power of technology to devise new solutions and approaches for

real social and educational change, bringing benefits to academia and to

business

Simplify complex learning challenges by providing easier access to

teaching and learning resources.

Deliver comprehensive learning management systems and tools to help

transfer knowledge effectively.

Quality Policy

White House Business Solutions are committed to:

Provide quality, cost-effective and time-bound solutions to meet the

requirements of their customers

Ensure customer satisfaction by adopting state-of-the-art infrastructure,

latest technologies and skilled manpower

Ensure employees involvement towards the continual improvement of the

company’s operations and its quality management system

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CHAPTER III

Review of Literature

The term “labour welfare” is one, which lands itself to various

interpretations, and it has always the same significance in different countries.

As pointed out by the Royal commission on labour, the term ‘welfare’, as

applied to the industrial worker, “is one which must necessarily be elastic,

bearing a somewhat different interpretation in one country from another,

according to the different social customs, the degree of industrialization and

the education development of the worker”.

Welfare work is that it is anything for the comfort and improvement,

intellectual or social, of the employees over above the wages paid, which is

not necessity of the industry not required by law.

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A resolution adapted by the international labour conference at its 39 th

session, in June 1956, has enumerated some of these services and amenities.

These includes: (i) feeding facilities in or near the underrating, (ii) rest and

recreation facilities; and (iii) transportation to and from work where ordinary

public transport is inadequate or impracticable.

The labour investigation committee of the government of India clears

the scope of the welfare activities perhaps the best manner. It says, “for our

part we prefer to include under welfare activities anything done for the

intellectual, physical, moral and economic betterment of the workers, whether

Section 7

Ethical issues HR

Audit Challenges

Of HRM IHRM

Section 7

Ethical issues HR

Audit Challenges

Of HRM IHRM

Section 6

Industrial relation

Trade union

Disputes and

resolutions

Section 6

Industrial relation

Trade union

Disputes and

resolutions

Organanization

Goals

Organanization

Goals

Section 5

Employee welfare

Safety & Health

Promotion &

Transfers

Section 5

Employee welfare

Safety & Health

Promotion &

Transfers

Section 4

Motivation,

Applied

motivation,

Management,

Employee

Section 4

Motivation,

Applied

motivation,

Management,

Employee

Section 3Training and

development,

appraisal,

Remuneration

Section 3

Training and

development,

appraisal,

Remuneration

Competent and

willing work

force

Competent and

willing work

force

Section 2

HRP

Job analysis And

design employeeHiring orientation

and placement

Section 2

HRP

Job analysis And

design employee

Hiring orientationand placement

Section 1

Nature of HRM

and environment

of HRM and

strategic of HRM

Section 1

Nature of HRM

and environment

of HRM and

strategic of HRM

HRMHRM

13













by employer, by government or by other agencies, over and above what is laid

down by law or what is normally expected as part of the contractual benefits

for which the workers may have bargained.

Definition

According to oxford dictionary, employee welfare or labour welfare

means “the efforts to make life worth living for workmen”.

According to international labour organization (ILO) report, “ workers

” welfare may be understood as including such services facilities and

amenities, which may be established in, or in the vicinity of undertakings to

perform their work in healthy and to avail of facilities which improve health

and bring high morale.

According to committee on labour welfare (1969) defines it “ such

service, facilities and amenities as adequate canteen, rest and recreation facilities, sanitary and medical facilities, arrangement for travel to and from

work and for the accommodation of workers employed at a distance from

their homes, and such as other services, amenities and facilities”, including

social security measures as contribute to improve the condition which workers

are employed”.

According to the labour investigation committee (1946), employee

welfare means, “ Anything done for intellectual, physical, moral and

economic betterment of the workers, whether by employers or by other

agencies, over and above what is laid down by law, or what is normally

expected on the part of the contracted benefits for which workers may have

bargained ”.

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Labour welfare: A historical perspective

The origin of welfare work in India may by trace to the war of 1914-18.

Till then, welfare of the workers was hardly though of owing to the ignoranceand illiteracy of the workers themselves, the shortsightedness of the

employees, the carelessness of the state, and the indifference of the public.

But, since the First World War, it has been expanding steadily, mostly

on a voluntary basis. The economic depression also did much to temper the

interest, which the war had kindled. The governments as well as industrials

were prompted to take active interest in welfare work due to the discontent

and industrial unrest that prevailed in the country, and to some extent due to

the moral pressure brought to bear on them by the work of the intonation

labour office. The Second World War revived and strengthened the welfare

movement, and the benefits resulting from a proper regard for the health and

well being of the employee were gradually recognized, and employers co-

operated with the government in the provision of improved amenities. Active

interest in welfare facilities has survived the impetus of the war and though

the welfare work in India is still considerably below to make rapid progress in

the year to come, especially when the Indian republic is wedded to the ideal of

a welfare state and a socialist pattern of society.

Scope of labour welfare

The scope of employee welfare actives including include housing,

medical and educational facilities, nutrition (including provision of canteens),

facilities for rest and recreation, co-operative societies, day nurseries and

crèches, provision, undertaken voluntarily by employers, along or jointly with

workers, including sickness and maternity benefit schemes, provident fund,

gratuities and pension etc.

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Classifications of labour welfare

Welfare work, taken in its more comprehensive term mentioned above,

and as all embracing phrase may also be divided into three categories:

1) Statutory

2) Voluntary

3) Mutual

1) Statutory:

Statutory welfare constitutes those provisions of welfare work,

which depend for their observance on the coercive power of the

government. In order to preserve the minimum standard of health

and safety of the workers, the government enacts certain rules,

which have to be abided by the employers, they may related to

certain essential working conditions, like hours of work, light,

hygiene and sanitation etc. such state increasing day by day in

every country.

2) Voluntary:

Under voluntary welfare come those activities which are

undertaken by employers for workers. The idea is apparently

philanthropic, but if we go deep into then matter, than, we find

that it is a sound investment also because the various welfare

activities of the employers not only increase the efficiency of the

workers but also reduce the changes of conflicts.

3) Mutual:

Mutual welfare is a corporate enterprise of the workers, who

improve their lot in a suitable manner. Trade unions for this

purpose undertaken many provision for the welfare of the

workers.

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Labour welfare and labour acts

Employee’s welfare provisions have been mentioned in various

acts. Important acts among them are:

• Workmen’s compensation act, 1923

• Payment of wages act, 1936

• Industrial disputes act, 1947

• Factories wages act, 1948

• Minimum wages act, 1948

• Employees state insurance ESI act, 1948

• The E.P.F. and miscellaneous provision act, 1952

• The maternity benefit act, 1961

• Payment of bonus act, 1965

• Public provident fund act, 1968

• Payment of gratuity act, 1872

Aim of labour welfare

The aim or object of welfare activities is partly humanitarian, partly

economic and partly civic. It is humanitarian, as it aims providing certain

facilities and amenities of life to the workers, which they themselves cannot

prove. It is economic, because it improves the efficiency of the workers and

keeps the workers contented and minimized the changes of conflict. It is civic,

because it is a means to make them better citizens.

Necessity of labour welfare

Following are the major points of necessities for labour welfare

activities in an industrial atmosphere;

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1) Victims of drink : when the workers are put in a strange uncongenialenvironment, they are liable to become addicts of drink.

2) Gambling and other vices: availability of non-recreational activities

normally leads to group formation and socially ill activities like

gambling.

3) Industrial peace: when the workers feels that the employer is

interested in his day-to-day life, is his tendency to grouse.

4) Permanent settled labour force: welfare activities of various kinds

ensure restriction of employee movement from one place to another.

5) Reduced labour turnover: once settled, resignation will come down

drastically.

Social

Advantage

Absenteeism

Reduce

Labour

turnover

Permanent

Settled

Labour Force

Industrial

peace

Gambling

&Other Vices

Victims of

Drink

Necessity of

Labour

Welfare

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6) Absenteeism: studies prove both authorized absence and unauthorized

absence are reducing drastically on account of labour welfare activities.

7) Social advantages: provision of various welfare measures to

employee will improve development of social status of both employees

and employers.

Various aspects of labour welfare activities

1. Canteen

The canteen is being increasingly recognized all over the world as an

essential part of industrial establishment, providing very great benefits from

the point of view of health, efficiency and well-bowing of the workers. The

object of an industrial canteen are to introduce an element of nutritional

balance into the otherwise deficient and unbalanced dietary of the workers, to

Various aspects of labour

Welfare actives

Canteen

Recreational Faculties

Crèches Washing and bathing facilities

Medical facilities Educational Facilities

Provident Fund

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provide cheap and clean food and offer an opportunity to relax in comfort near

the place of work, to save time and trouble to workers, on account of

exhausting journeys to and from the planked work after long hours in the

factory, and to enable them to surmount the difficulties experience in

obtaining meals or food stuffs. It can, thus, have a great influence on the

morale of the workers. “Canteen movement must be accepted by the state as a

definite charge and the running of canteens must be accepted by the

employers as a national investment”. For the successful running of a canteen

there are certain essential conditions. A canteen should be commodious,

being and clean, and must be situated in the factory. Every effort should be

made to create a friendly atmosphere inside it, so that the workers can reallyfeel comfortable and relaxed. It should be run on no profit basis, and the

articles supplied should be of good quality. The employers should subsidies

to it so that a canteen may be able to sell articles at cheap rates. The factory

management can also provide free building and furniture and crockery. It

may also pointed out that the Government of India hatefully acknowledged

the importance of industrial canteens and the factories Act of,1948, and the

Mines Act of 1952, empower State Governments to issue rules for the

provision of canteens in factories and mines employing 250 or more workers,

has been compulsory.

2. Creches:

As regards crèches, the Government of India, under the Factories Act, have

empowered the State Government to make rules requiring the reservation of a

suitable room for the use of children, under the age of six years, belonging to

women workers in factories, employing 50 or more woman workers, and

prescribing the standards for such rooms and the nature of supervision to be

exercised for the children. The importance of crèches is very great because

the efficiency of mothers will undoubtedly depends to a considerable extent

on the knowledge that their Children are safe and in good hands. However,

now, as mentioned under the welfare activities, crèches are provided in most

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of the mills, and at some places like the Madera Mills, Buckingham and

Caryatid Mills, the Delhi Cloth Mill etc.,

3. Recreational Faculties:

As regards recreational faculties, as pointed out by the Labor

Investigation Committee, the value and importance of entertainments, as a

means to relieve 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

import instructions and education to the ignorant workers cannot be over-

estimated. The provisional and cultural facilities, which include various types

of indoor and outdoor games, radio listening, excursions, lectures, concerts,cinema shows, reading rooms and libraries theatrical performances, holiday

homes, etc., must effectively fulfill this object, and go along way in reducing

the evils of franking and gambling, and particularly prostitution, which

prevails in the labor areas owing to the glaring numerical disparity of sexes. It

is very important as to how this leisure is utilized because it is said that the

use of a nation’s leisure in the test if its efficiency and civilization. A

recommendation, concerning the development of facilities for the utilization

of workers spare time, was also adopted by the international Labor conference

in 1924. It points out that “during their spare time, workers have the

opportunity of developing freely, according to their industrials tastes, their

physical, intellectual and moral power, and such development is of treat value

from the point of view of the civilization. The subject was again considered

by the International labour Conference at its 30th session in 1947 and its 39th

session in 1956.

4. Medical facilities:

As regards sanitary and medical facilities, their importance for the

worker can hardly be exaggerated. The royal Commission on labor I India

emphasized the point that the health of the industrial workers is of cardinal

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importance not only to him, but also in relation to general industrial

development and progress.

Sickness and ill-health are recognized to be among the most wide –

spread causes of absenteeism, lowered moral and bad timekeeping, leading to

decreased production, spoiled work and bad employee management relations.

In India the health of the workers is adversely affected due to bed climatic

conditions, under which work is performed, unhealthy conditions in most

factories, tropical diseases and illness due to ignorance and poverty. Long

hours of work and low wages, and low wages, and due to the fact that the

industrial workers is migratory in character, coming from rural areas, and the

city life is not conducive to his health. Hence the provisions for medicalfacilities for the workers are of great importance in the country. However, the

medical organization of the country as a whole is extremely inadequate, and

the medical facilities. The recommendations of the Health Survey and

Development Committee (Bore Committee) were also very useful in brining

about considerable improvement in the medical organization of the country as

a whole. The employee’s state Insurance scheme, providing for factory

workers medical care in times of sickness, employment injury and childbirth,

should also bring about improvement in the health of workers.

5. Washing and bathing facilities:

As regards washing and bathing facilities, the factories Act requires that

in every factory in which any process involving contact by the workers with

any injurious or obnoxious substance is carried on, a sufficient supply of

water, suitable for washing, shall be provided for the use of workers at

suitable places and with facilities for its use. Almost all the factories provide

water for washing soap, soda and towels which are also necessary. In many

cases the number of taps basins is inadequate.

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6. Provident Fund:

As regards the provisions for provident fund, gratuities and pensions, it falls

within the social security scheme. Some precision undertaken by the

employers in this respect have already been mentioned above.

7. 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 need for education is especially urgent in an era of industrial

expansion, when the process industrialization may involve the transfer of workers in large number from agricultural to industrial skills and techniques.

The removal of illiteracy and ability to acquire industrial skills are not the

only purposes of workers education. Education does not mean teaching of

their R’s only. It is teaching a broad conception of the whole scheme of life,

industrially, socially and personally. The royal commission also observed: “in

India nearly the whole mass of industrial labor is illiterate, a state of affrays

which in unknown in any other country of industrial importance”. Mr. Harold

bundler has observed: “in most Indian factories it is noticeable that the

workers are not the masters but the servants of their machines, they do not

understand them, and as a result of negligent tending cause.

More repine deterioration than in counties where the operative are

mechanically minded”. The objective of the programmed is to educate worker

in the principles and techniques of trade union organization and to enable

them to play an intelligent and responsible part in the affairs of the union and

of the management. The programmed of workers education, thus, consists of

three stages:

(a) The creation of the cadre of teacher administration;

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(b)Though teacher- administrators to train worker- teacher

drawn from various industrial units; and

(c) Training the rank and file through worker-teachers.

LABOUR WELFARE AND MOTIVATION

A basic principle is that the performance of an individual depends on

his or her ability backed by motivation. Stated algebraically the principle is:

Performance = f (ability x motivation)

Ability refers to the skill and competence of the person to complete a

given task. However, ability alone is not enough. The person’s desire to

accomplish the task is also necessary. Organizations become successful when

employees have abilities and desire to accomplish given tasks.

Motivation in simple terms may be understood as the set of forces that

cause people to behave in certain ways. The framework shown in Fig. helps

us understand the nature of motivation better .

Figure A. Framework of Motivation

24

Employee

Reassess needs

deficiencies

Searches for ways to

satisfy needs

Engages in goal-

directed behaviour

Performs

Identifies

needs

Receives rewa rds













The framework (Figure A) comprises six steps. Motivation process as

shown in the figure begins with the individual’s needs (Step 1). Needs are felt

deprivations which the individual experiences at a given time and act as

energizers. These needs may be psychological (e.g., the need for recognition),

physiological (e.g., the need for water, air or food) or social (e.g., the need for

friendship). These deprivations force the individual to search for ways to

reduce or eliminate them (Step 2).

Motivation is goal directed (Step 3). A goal is a specific result that the

individual wants to achieve. An employee’s goals are often driving forces and

accomplishing those goals can significantly reduce needs. For example, some

employees have strong drives for advancement and expectations that working

long hours on visible projects will lead to promotions, raises and greater

influence. Such needs and expectations often create uncomfortable tension

within these individuals. Believing that certain specific behaviours can

overcome this tension, these employees act to reduce it. Employees striving

to advance may seek to work on major problems facing the organization inorder to gain visibility and influence with senior managers (Step 4).

Promotions and raises are two of the ways that organizations seek to maintain

desirable behaviours. They are signals (feedback) to employees that their

needs for advancement and recognition and their behaviours are appropriate

(Step 5). Once the employees have received either rewards or punishments,

they reassess their needs (Step 6).

Some definitions on motivation are worth citing in this context.

…how behaviour gets started, is energized, is sustained, is directed, is stopped, and what kind of subjective reaction is present in the organism whileall this is going on’ (Jones, 1955).

‘…the term motivation refers to a process governing choices made by

persons or lower organisms among alternative forms of voluntary activity.’3

‘Motivation is the result of processes, internal or external to the

individual that arouses enthusiasm and persistence to pursue a certain course

of action.’

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Labour measurements is a process that starts with a physiological or

psychological deficiency or need that activates behaviour or a drive that is

aimed at a goal or an incentive.’

Obviously, the first definition covers all stages shown in the motivation

model.

IMPORTANCE OF Labour welfare measurements:

Probably, no concept of HRM receives as much attention of academicians,

researchers, and practicing managers as motivation. The increased attention

towards motivation is justified by several reasons.

1. Motivated employees are always looking for better ways to do a job.

This statement can apply to corporate strategists, and to production

workers. When people actively seek new ways of doing things, they

usually find them. It is the responsibility of managers to make

employees look for better ways of doing their jobs. An understanding

of the nature of motivation is helpful in this context.

2. A motivated employee, generally, is more quality oriented. This is true

whether we are talking about a top manager spending extra time on data

gathering and analysis for a report, or a clerk taking extra care when

filing important documents. In either case, the organization benefits,

because individuals in and outside the organization see the enterprise as

Quality conscious. A clear understanding of the way motivation works

helps as a manager make his employees quality oriented.

3. Highly motivated workers are more productive than apathetic workers.

The high productivity of Japanese workers and the fact that fewer

workers are needed to produce an automobile in Japan than elsewhere is

well known. The high productivity of Japanese workers is attributable

to many reasons, but motivation is the main factor.6 Productivity of

workers becomes a question of the management’s ability to motivate itsemployees. An appreciation of the nature of motivation is highly useful

for managers.

26













4. Every organization requires human resources, in addition to financial

and physical resources for it to function. Three behavioural dimensions

of HR are significant to the organizations-(i) people must be attracted

not only, to join the organization but also to remain in it; (ii) people

must perform the tasks for which they are hired, and must do so in a

dependable manner; and (iii) people must go beyond this dependable

role performance and engage in some form of creative, spontaneous,

and innovative behaviour at work. In other words, for an organization

to be effective, it must come to grips with the motivational problems of

stimulating both-the decision to participate and the decision to produce

at work.

5. Motivation as a concept represents a highly complex phenomenon that

affects, and is affected by, a multitude of factors in the organizational

milieu. A comprehensive understanding of the way in which an

organization functions, requires that increasing attention be directed

towards the question of why people behave as they do on their jobs. An

understanding of the topic of motivation is thus essential in order to

comprehend more fully the effects of variations in other reactions (such

as leadership style, job realization, and salary systems) as they relate to

performance, satisfaction, and so forth.

27













CHAPTER IV

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:

To study about labour welfare programmes in the organization.

To know the labour satisfaction level regarding various labour welfare

programmes in the organization.

SECONDARY OBJECTIVES:

To ensure that the labours are really benefited with the welfare

programmes.

To know the labour families are really satisfied with welfare

facilities provided by the organization.

To study about the safety measures and safety facilities which are

provided to the labours.

To study and analyse about overall labour welfare programmes in the

organisation.

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SCOPE OF THE STUDY:

The research has made an attempt to assess the levels of labour

satisfaction attained with the help of various labour welfare programmes

provided by White House Business Solutions (P) LTD.

The main focus was given to find out and analyze various labour

welfare programmes, which are resulted to attain quality work environment

White House Business Solutions (P) LTD.

Selection of study area:

The selected study area was at White House Business Solutions (P) LTD.

29













CHAPTER V

Limitation of the study

The sample size of the research is limited to 100.

The area of study for labour welfare is limited in a particular area that is

the White House Business Solutions (P) LTD.

Time factor can be considered as another limitation.

The study will not represent the whole size of population spread other

various parts of companies.

30













CHAPTER VI

RESEARCH METHODOLOGY

Research methodology is a technique systematically solves the research

problem. It may be as a science of studying how research is done

scientifically in methodology, we study not only methods or techniques in

studying research problems, but also the logic behind them. A researcher not

only needs to know how to develop certain indices or tests, hogs to calculate

the mean, the mode and the detain, but also helter also needs to know which

are not, and what would they are not, and what would they mean and indicate

and why the research has to specify very clearly and precisely what decision

he selects and why he selects them so that they can be evaluated by others

also.

After the collected data have been processed, it is necessary that these data are

analyzed. As there are several statistical techniques available to do this the

researcher has to decide which of them he will use, in fact, a decision in this

respect is called for even before the data collection has began so that those

techniques can be used properly.

31













Q UESTIONNAIRE DESIGN

Good questionnaires design is a key to obtaining good survey results.

The specific question asked will be a function of the type of information

needed to answer the question relevance and accuracy are especially useful in

exploratory research of at the beginning of a questionnaire, the language

should be sample to allow for variations in education levels. Questions should

not be leading or loaded and personal questions should be minimized. There

should be no ambiguous of double barreled of burdensome question.

Question sequence can be very important to the success of a survey. The

opening question should be interesting to the respondent; personal question

should be in the middle or at the end and general questions should precede

specific ones.

A questionnaire consists of a questions presented to respondents for

their answer. The questions used were closed and type is which perspective

all the possible answer. The questionnaire used simple direct and unbiased

wording.

A questionnaire consists of a number question of typed in a define the

order on to answer the questions of their own.

32













SAMPLING DESIGN

Method of sampling

The selected respondents constitute what is technically called a

sample and selection process is called sampling technique. The survey so

conducted is known as sampling survey.

Sampling survey

Sampling survey is the process of obtaining the information about

entire population by examine only a part of it for the purpose of the study

the researchers has used the stratified random sampling

methods.

Sample

The total population was divided into group and samples are

collocated randomly from this group.

CONSTRUCTION OF TOOLS

The tool used for collecting data is questionnaire. A questionnaire is a

simply and related information. With tolerable accuracy and completeness.

In other words, it directs the questioning process and promotes the clear and

proper recording.

The data are collected through speculating designed questionnaire for

the present study the four points. Likes scaling is used in order to elicit frank

opinion of the respondents with regard to work value in for his purposed the

researched interviewed the executing of different levels and in various

departments. They are selected at stratified random sampling.

33













SOURCES OF DATA

Both the primary data and the secondary data are taken its account for

the purpose of the study.

Primary data:

The instrument used to collect primary data is a well-designed

questionnaire. The questionnaire consisted only the liker scaled responses, the

questionnaire is carefully constructed and properly setup.

SECONDARY DATA:

Secondary data are extracted from. The file, resisters, records obtained

from personnel department.

Sample size

The tool used for collection data is questionnaire. Questionnaire is a

simply formalized scheduled to obtain and record specified and the relevant

information with to liable.

A sample size was taken up for the study was 100.

Study was mainly conducted with stipulated time of one month

given by organization. Selected respondents were interviewed

through organized questionnaire.

34













35













WELFARE FACILITIES

The following are the welfare measures extended to the employees of the

White House Business Solutions (P) LTD.

1. MEDICAL TREATMENT FACILITY:

Free medical treatment is being given to workers and staffs in selected

dispensary. The agreement was passed between White House Management

and selected hospitals in and around Chennai and medical allowance also

given to supervisory category.

2. CANTEEN:

The canteen is available in the company. During the office work time.

It is maintain by the company on contract basis.

3. UNIFORM AND WASHING ALLOWANCE

Three sets of Terry cotton uniform and one pair of shoes with socks are

provided once in two years to the workers and staffs. Washing allowance atthe value of Rs.150/-per month is paid to all the employees of company.

4. EDUCATIONAL LOAN:

Interest free educational loan of Rs.10000/-, Rs.5000/- for professional

courses, Graduation and Diploma studies respectively is being paid to the

children, of employees to meet educational expenses per academic year.

5. FINANCIAL ASSTSTANCE FOR NOTE BOOKS:

A sum of Rs.100/-is being paid to the children of the employees who

are studying up to5th standard, 10th standard, ad 12th standard respectively not

more the 2 children of the employees per year.

6. MARRIAGE LOAN:

The marriage loan of Rs.10,000 is sanctioned to all workers and

employees. It is recovered from monthly salary on installment basis.

36













7. FESTIVAL ADVANCE:

The employees are granted festival advance of Rs.1000/-, for festivals

and it is recovered from the salary on two monthly installments.

8. FREE MEDICAL TREATMENT WITH WAGE FOR MAJOR

DISEASES:

The employees who suffered from T.B., Cancers, Leprosy, and Heart

By pass surgery; Kidney transplant and Brain tumor are allowed leave with

wage for a maximum period of six months. The 50% actual treatment cost is

met by the Company as per labour Act provisions.

9. MEDICAL POLICY TO OFFICERS:

All the officers and Executives are covered under the Medicals

insurance policy.

10. ACCIDENT INSURANCE POLICY

The labours in production department are covered under AccidentInsurance Policy of Rs.1, 00,000. During the production time.

11. PROVIDENT FUND:

Every employee of the company is eligible to enroll in the Employees

provident Fund Scheme, The provident fund contribution will be12% of the

total salary drawn by the employee every month and company also contribute

the same amount to EPF Scheme.

37













CHAPTER VII

ANALYSIS AND INTERPRETATION

TABLE – 1

Family welfare facilities.

INTERPRETATION

From the above table it is inferred that 40% of the employees are highly

satisfied with family welfare facilities provided by the organization.

Graph-1

Family welfare facilities

4035

20

540% 35% 20% 5%

0

10

20

3040

50

Highly

satisfied

Satisfied Moderately

satisfied

dissatisfied

Response

Number of

Employees Percentages

Highly satisfied 40 40%

Satisfied 35 35%

Moderately satisfied 20 20%

Dissatisfied 5 5%

Total 100 100%

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TABLE - 2

Bonus and incentives

Response

Number of

Employees PercentagesHighly satisfied 30 30%

Satisfied 42 42%


Dissatisfied 6 6%

Total 100 100%

INTERPRETATION

From the above table it is inferred that 42% of employees are satisfied and

30% of employees are highly satisfied with their Bonus and incentives

schemes.

Graph-2

Bonus and incentives

30

42

22

6

30% 42% 22% 6%0

5

10

15

20

25

30

35

40

45

Highly satisfied Satisfied Moderately

satisfied

Dissatisfied

TABLE - 3

All- the other allowancesResponse Number of Percentages

39













Employees


Satisfied 40 40%

Moderate satisfied 30 30%

Dissatisfied 10 10%

Total 100 100%

INTERPRETATION

From the above table it is inferred that 40% of the employees are satisfied

with their allowance schemes.

Graph-3

All- the other allowances

20

40

30

10

20% 40% 30% 10%0

5

10

15

20

25

30

35

40

45

Highly

satisfied

Satisfied Moderately

satisfied

Dissatisfied

TABLE - 4

Recreational facilities

Response

Number of


40














Satisfied 44 44%


Dissatisfied 12 12%

Total 100 100%

INTERPRETATION

From the above table it is inferred that 44% of employees are satisfied and

28% of highly satisfied with their recreational facilities.

Graph-4

Recreational facilities

28

44

16

12

28% 44% 16% 12%0

5

10

15

20

25

30

35

40

45

50

Highly

satisfied

satisfied Moderately

satisfied

Dissatisfied

41















Pension and other retirement benefits

35

43

19

335% 43% 19% 3%05

10152025

3035404550

H i g h l y

s a t i s f

i e d

s a t i s

f i e d

M o d e r a

t e l y

s a t i s

f i e d

D i s s

a t i s f

i e d

TABLE - 6

Accident insurance and safety measures

Response

Number of



Satisfied 42 42%


Dissatisfied 5 5%

Total 100 100%

INTERPRETATION

43













From the above table it is inferred that 42% are satisfied with their accident

and safety measurements facilities.

Graph-6

Accident insurance and safety measures

25

42

28

5

25% 42% 28% 5%0

5

10

15

20

25

30

35

40

45

Highlysatisfied

Satisfied Moderatelysatisfied

Dissatisfied

TABLE - 7

Water and restroom facilities

Response

Number of


Satisfied 39 39%


Dissatisfied 4 4%

Total 100 100%

INTERPRETATION

44













From the above table it is inferred that 39% of employees are satisfied

with their water and restroom facilities.

Graph-7

Water and restroom facilities

3439

23

4

34% 39% 23% 4%05

1015202530354045

H i g h l y

s a t i s f

i e d

S a t i s

f i e d

M o d

e r a t e l y

s a t i s

f i e d

D i s s

a t i s f

i e d

TABLE - 8

Facilities of canteen and basic amenities

Response

Number of


Satisfied 40 40%


Dissatisfied 15 15%

Total 100 100%

INTERPRETATION

From the above table it is inferred that the 40% of employees satisfiedin canteen and other amenities.

45













Graph-8

Facilities of canteen and basic amenities

25

40

20

15

25% 40% 20% 15%0

5

10

15

20

25

30

35

40

45

Highly satisfied satisfied Moderately

satisfied

Dissatisfied

TABLE - 9

First aid and medical facilities

Response

Number of



Satisfied 40 40%


Dissatisfied 15 15%

Total 100 100%

INTERPRETATION

From the above table it is inferred that 40% of employees are satisfied

with their first aid and medical facilities.

Graph- 9

46













First aid and medical facilities

20

40

25

15

20% 40% 25% 15%0

5

10

15

20

25

30

35

40

45

Highly satisfied satisfied Moderately

satisfied

Dissatisfied

TABLE - 10

Loan facilities

Response

Number of



Satisfied 34 34%


Dissatisfied 6 6%

Total 100 100%

INTERPRETATION

From the above table it is inferred that the 40% of employees are

highly satisfied loan and facilities with their.

Graph-10

47













Loan facilities

40

34

20

6

40% 34% 20% 6%0

5

10

15

20

25

30

35

40

45


satisfied

Dissatisfied

TABLE – 11

Educational facilities

Response

Number of



Satisfied 36 36%


Dissatisfied 10 10%

Total 100 100%

INTERPRETATION

From the above table it is inferred that the 36% of employees are

satisfied in educational facilities provided by the organization.

Graph-11

48













Educational facilities

24

36

30

10

24% 36% 30% 10%0

5

10

15

20

25

30

35

40

Highly satisfied Satisfied Moderatelysatisfied

Dissatisfied

TABLE - 12

General rating for implementation of welfaremeasurements

Response

Number of



Satisfied 50 50%


Dissatisfied 10 10%

Total 100 100%

INTERPRETATION

49













From the above table it is inferred that on the whole 50% of the

employees are satisfied with all facilities provided by the organization.

Graph-13

General rating for implementation of welfare Measures

25

40

25

10

25% 40% 25% 10%0

5

10

15

20

25

30

35

40

45


satisfied

Dissatisfied

CHAPTER VIII

FINDINGS

1) It is found out that a majority of labours are highly satisfied with the

labour welfare facilities provided by the organization. This shows

that the labour welfare measurements adapoted in White House

Business Solutions (P) LTD.

2) It is found out that a majority of labours are highly satisfied with the

bonus and incentives provided in the White House Business

Solutions (P) LTD.

50













3) It is found out that allowance provided by the company is highly

satisfied.

4) It is found out that majority of the e labours are highly satisfied with

the recreational facilities that are available in the organisation.

5) The majority of the labours are highly satisfied with the procedure

provided for pensions and other retirement benefits are excellent in

the organisation.

6) It is found out that majority of the labours are satisfied with the

insurance facilities and safety compensation measurements provided

by the White House Business Solutions (P) LTD.

7) On the whole it is found out that labours are highly satisfied with the

safety measures provided in the organization.

8) It is found out that majority of the labours are highly satisfied with

the quality working condition in the organization.

9) It is found out that majority of the labours agreed that during

festival time only they receive bonus.

10) It is found out that majority of labours are satisfied with proper

motivational aspects provided by the organisation.

11) In overall it is found out that majority of the labours are satisfied

with benefits and welfare programs provided by the organization.

12) The majority of the employees are satisfied with the good and

excellent welfare facilities provided by the organization.

51













CHAPTER IX

Suggestions

1. It is suggested that the safety measurements provided by organisation

may be improved.

2. It is suggested that the group insurance benefits may be improved

3. Bonus may be delivered before 2 week of the festival.

52













4. The canteen facilities must be improved proper manner

5. It is suggested that recreation facilities provided by the organisation

must be improved to some extent.

CHAPTER X

CONCLUSION

As labour welfare is playing vital role in organizing and motivating the

employees, the organisation must provide the quality-oriented welfare

programmes need to be implemented. Hence, the organisation should provide

a good concentration in improving welfare programmes to labours.

The various welfare facilities such as promotion, bonus, incentives and

others enable the worker to work with high-level motivation and more job

53













satisfaction. From this study it is clear that Calciteh India (P) LTD is

providing good welfare facilities to the workers. The employees are more

satisfied with their task provided.










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