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AGRICULTURAL LABOUR:

A person who works on another persons land only as a labourer without exercising
any supervision or direction in cultivation, for wages in cash, kind or share such as
share of produce”.

The report of the congress agrarian reforms committee classified


agricultural
labourers into three groups:

Field labourers : They have only seasonal work

ordinary labourers:Ordinary labourers are those unskilled labourers employed


in digging, silt cleaning, building embankments,etc.

Skilled labourers :They include corpenters,masons,blacksmiths,etc.

BPO:

• BPO stands for Business Process Outsourcing.

• Major corporations in the US and Europe are outsourcing their back office
operations to India to save costs.

• E.g. employee payroll is maintained in India for their employees worldwide.

• Although these jobs usually are not directly IT-related, their data-based
orientation often means that they require IT departmental support to be
successfully outsourced

BENEFITS:

1.A positive experience from operators 2.Accurate and appropriate responses


3.High level of customer satisfaction
4. Improved efficiency

ACTIVITIES & FUNCTIONS:

1) Organization design and staff planning


2) Building Customer service representatives (CSRs)
3) Quality Assurance Programs
4) Improvement initiatives
5) Outsourcing

ADVANTAGES:
1. SALARY
2. Qualification
3. Clean work
4. Growth-flexibility to change jobs easily
5. On job training
6. Medical insurance
7. Opportunity to work overseas
8. Call center employees may be able work from home now .

DISADVANTAGES:
1. Odd working hours.
2. Family life.
3. Health issues.
4. Abusive clients.
5. Age factor.
6. Social issues/alcohol consumption.
7. Future trend.

TYPES:

1.HORIZONTAL 2.VERTICAL.
KPO:

• Knowledge Processing Outsourcing (popularly known as a KPO), calls for the


application of specialized domain pertinent knowledge of a high level.

• The KPO typically involves a component of Business Processing Outsourcing


(BPO), Research Process Outsourcing (RPO) and Analysis Proves Outsourcing
(APO).

• KPO business entities provide typical domain-based processes, advanced


analytical skills and business expertise, rather than just process expertise.

• KPO Industry is handling more amount of high skilled work other than the
BPO Industry. While KPO derives its strength from the depth of knowledge,
experience and judgment factor; BPO in contrast is more about size, volume
and efficiency.

FUTURE:

• National Association of Software and Services Companies Study Report


(NASSCOM)

• Evalueserve Study

• Rocsearch, a UK-based research services company Study .

Why Knowledge Process Outsourcing Services:

• Cost Effectiveness – The labor cost in developed countries is too much


higher than labor cost in developing countries.

• Skilled Manpower – Countries like India, China, Taiwan, and Philippines has
abundance of well educated and professionally trained human resources.

• Time Management – Knowledge processes can be handed effectively in less


time by outsourcing.

• Work Perfection – Due to saturation of KPO jobs in a few countries, it is


easier to find domain experts.

• Extended Organizational Capability – Outsourcing KPO jobs to other


expert organizations in India or China provides extended organizational
capability to parent organizations.

Comparison of Opportunity in BPO and KPO markets:


CHILD LABOUR:

Child labour refers to the employment of children (who are 5-14 years age) at
regular and sustained labour. This practice is considered exploitative by
many international organizations and is illegal in many countries.

Child labour was utilized to varying extents through most of history,


but entered public dispute with the advent of universal schooling, with
changes in working conditions during the industrial revolution, and with the
emergence of the concepts of workers' and children's rights.

HAZARDS OF CHILD LABOUR:

• Physical hazard

• Cognitive hazard

• Emotional hazard

• Social hazard

Moral hazard

CAUSES OF CHILD LABOUR:


• Poverty

• Parental illiteracy

• Adult unemployment & urbanization

• Social apathy

• Lack of education and exposure

• Ignorance

• Inadequate school facility

Working area of children:

• Mills

• Factories & brick works

• Chimney sweep

• Coal mines

• Cracker manufacturing etc.

Laws pertaining to Child Labour:

• Children [Pledging of Labour] Act (1933)

• Employment of Children Act (1938)

• The Bombay Shop and Establishments Act (1948)

• Child Labour -Prohibition and Regulation Act

• The Indian Factories Act (1948)

• Plantations Labour Act (1951)

• The Mines Act (1952)

• Merchant Shipping Act (1958)

• The Apprentice Act (1961)

• The Motor Transport Workers Act (1961)

• The Atomic Energy Act (1962)

• Bidi and Cigar Workers (Condition of Employment) Act (1966)


State Shops and Establishments Act.

 Child labour today: Child labor is most rampant in Asia with 44.6
million or 13% percent of its children doing commercial work
followed by Africa at 23.6 million or 26.3% which is the highest rate
and Latin America at 5.1 million that is 9.8%

STEPS TO AVOID CHILD LABOUR:

Child labor and hunger is one of the principal social illnesses in my country.
There are many institutes, organizations, public departments and
international organizations like UNICEF whose main objective is to prevent
child labor. They have many steps to prevent it and I have some ideas that
can help.

First, many children left their homes in a way to avoid the abuse that they
are victims of from their parents. To prevent this bad treatment, the
government could help give conferences to the parents about child labor and
the consequences that it brings. In this way, we can help prevent other
children running away from home and living as homeless children.

Another option could be to build homes for those children that are living in
the streets. They will be sent to these homes and they would not have to live
outside. In this way we can help prevent children from any abuse that they
can suffer in the streets. In these homes, children are not supposed to work;
they can study and learn a career, and they will get a better job and a future.

Child labor is a very serious problem. Politicians should make laws to prevent
child labor and find solutions. Children are our future and we have to take
care of them if we want a better future.

CONCLUSION:

The future of a community is in the well being of its children. The


above fact is beautifully expressed by Wordsworth in his famous
lines “child is father of the man”. So it becomes imperative for the
health of a nation to protect its children from premature labor which
is hazardous to their mental, physical, educational and spiritual
development needs. It is urgently required to save children from the
murderous clutches of social injustice and educational deprivation,
and ensure that they are given opportunities for healthy, normal and
happy growth.

CONSTRUCTION LABOUR:

NATURE OF INDUSTRY:
• Construction laborers can be found on almost all construction sites.

• Such as:

Building,

Highway,

Heavy construction sites,

Residential and Commercial sites,

Tunnel and Shaft Excavations and, Demolition sites.

• Employees require:

Physical strength,

Training and

Experience

• Work They Do

• Construction laborers clean and prepare construction sites.

• They remove trees and debris, tend pumps, compressors and generators, and
build forms for pouring concrete.

• They erect and disassemble scaffolding and other temporary structures.

They load, unload, identify, and distribute building materials to the


appropriate location according to project plans and specifications.

• Laborers also tend machines; for example, they may mix concrete using a
portable mixer or tend a machine that pumps concrete, grout, cement, sand,
plaster, or stucco through a spray gun for application to ceilings and walls.

• They often help other craft workers, including carpenters, plasterers,


operating engineers, and masons.

• Operate a variety of equipment like pavement breakers;

• Jackhammers;

• Earth tampers;

• Concrete, mortar, and plaster mixers;

• Electric and hydraulic boring machines; torches;


• Small mechanical hoists;

• Laser beam equipment; and

• Surveying and measuring equipment.

WORK ENVIRONMENT:

• Laborers do physically demanding work.

• They may lift and carry heavy objects, and stoop, kneel, crouch, or crawl in
awkward positions.

• Use harmful materials or chemicals, fumes, odors, loud noise, or dangerous


machinery.

• They are exposed to lead-based paint, asbestos, or other hazardous


substances.

SHIFTS:

• Generally work 8-hour shifts.

• Overnight work may be required when working on highways.

• They may also experience weather-related work stoppages at any time of the
year.

• In some parts of the country, construction laborers may work only during
certain seasons.

EMPLOYMENT:

• Construction laborers held about 1.2 million jobs in 2006

• Concentrated in metropolitan areas.

• About 67 percent of construction laborers work in the construction industry,


including 30 percent who work for specialty trade contractors. About 17
percent were self-employed in 2006.

EARNINGS:

• Nonresidential building construction = $13.62

• Other specialty trade contractors

= $12.93

• Residential building construction


= $12.82

• Foundation, structure, and building exterior contractors = $12.41

• Employment services = $9.90

GOODS AND SERVICES:

• Houses,

• Apartments,

• Factories,

• Offices,

• Schools,

• Roads, and

Bridges are products of construction industry.

ACTIVITIES:

• New structures,

• Site preparation,

• Additions and Modifications to existing ones

• Maintenance,

• Repair, and

Improvements on these structures

INDUSTRY ORGANIZATION:

• Three major segments

construction of building

➢ Heavy and civil engineering construction

➢ contractors

➢ Specialty trade contractors

WORKING CONDITIONS:

• Employees work full time or 40 hours in a week.


• Construction workers may sometimes work evenings, weekends, and holidays
to finish a job or take care of an emergency.

• Rain, snow, or wind may halt construction work.

CONTRACT LABOUR:

➢ The act came into force from 10 February 1971. it extends to the
whole of India.

➢ A workman is deemed to be employed as Contract Labour when he is


hired in connection with the work of an establishment by or
through a contractor.

➢ Contract workmen are indirect employees.

➢ Persons who are hired, supervised and remunerated by a contractor


who, in turn, is compensated by the establishment.

➢ Contract labour has to be employed for work which is specific and


for definite duration.

The Act applies to

➢ Every establishment in which 20 or more workmen are employed


or were employed on any day on the preceding 12 months as
contract labour and

➢ To every contractor who employs or who employed on any day of


the preceding 12 months 20 or more workmen.

It does not apply to establishments where the work


performed is of intermittent or seasonal nature.

The contract labour should not be employed where: —

(a)The work is perennial and must go on from day to day;

(b) The work is incidental to and necessary for the work of the
factory;

(c) The work is sufficient to employ considerable number of whole


time workmen;

(d) The work is being done in most concerns through regular


workmen.

Main provisions of the act:


1) Setting up of Advisory Boards:

The Central Government and State Governments are


required to set up Central and State Advisory Contract Labour
Boards to advise the respective Governments on matters arising out
of the administration of the Act as are referred to them.

2) Registration of Establishment:

The establishments covered under the Act are required to


be registered as principal employers with the appropriate
authorities. Every contractor is required to obtain a licence and not
to undertake or execute any work through contract labour except
under and in accordance with the licence issued in that behalf by the
licensing officer. The licence granted is subject to such conditions as
to hours of work, fixation of wages and other essential amenities in
respect of contract labour as laid down in the rules.

3) Prohibition of Employment of Contract Labour:

The Central Government on the recommendations of the


Central Advisory

Contract Labour Board, have prohibited employment of contract


labour in various

operations/ category of jobs in various establishments.

The employment of contract labour may not be permitted for any


process and other work if it is:

a) Incidental

b) Perennial nature.

c) If the work is being done ordinarily through regular workman in


that establishment.

4) Welfare and Health of Contract Labour:

The Act has laid down certain amenities to be provided by


the contractor to the contract labour for establishment of Canteens
and rest rooms and arrangements for sufficient supply of wholesome
drinking water, latrines and urinals, washing facilities and first aid
facilities and have been made obligatory.

5) Responsibility for Payment of Wages:


The contractor is required to pay wages to his workers. In
case of failure on the part of the contractor to pay wages either in
part or in full, the Principal Employer is liable to pay the same.

6) Penalties:

According to this act the punishment is imprisonment for a


maximum term upto 3 months and a fine upto a maximum of
Rs.1000/-

7) Inspectors and Rules:

a) Obligation of Principal Employers and Contractors

b) Rights of Principal Employers and Contractors.

8) Rights of Contract Labour

The contract labour has the right to claim against the


contractor.

DISEASES:

Bad environment or working condition will affect worker in the


following ways

1. Physiological fatigue

2. Mental fatigue

Decreased efficiency resulting in reduced output however previously no


attention was paid in working condition like illumination , humidity, air
ventilation, temperature etc. But its importance is now being realised.

1. Mental Environment:

A bad working atmosphere with hot conditions will feel discomfort and
fatigue. His efficiency will decrease and he will not be able to take interest in
the work

2.Illumination:

When we use artificial light, glare is most common defect, it is


harmful to the eyes. It also produces strain and headache. Spoilage of
work also increases due to glare.

3.Hours of work:
Generally, the working hours should be distributed uniformly over the
week. A worker should get atleast one weekly holiday so that he can
enjoy on that day, and feelings of fatigue and boredom from his mind
are removed, and thus he may return on duty as fresh in next week.

4.noise and vibrations:

When there is too much noise and vibrations it will produce mental
fatigue and reduce the efficiency of the worker. However, noise cannot
be stopped totally for a running machinery but can be reduced by
enclosing the source of noise, use of baffles and sound proof materials
etc.

5.plant and shop layout:

A properly designed factory layout looks pleasant where worker feels


proud in working and take more interest in his work. Therefore, factory
should be kept clean, doors and windows should be properly coloured
and walls should be white-washed so that atmosphere in the factory
looks cheerful.

Statutory Safety and Health Measures:

The Factories Act was enacted in 1948 to provide adequate safety


measures and to promote the health and welfare of the workers employed in
factories.
Important Provisions:
The important provisions of the Act include (i) health, safety and welfare; (ii)
hours of work, (iii) employment of young persons and women, (iv) annual
leave with wages, (v) occupational diseases, (vi) administration, (vii)
enforcement and (viii) penalties for offences.
There are about eleven chapters and 120 sections in the Factories
Act, 1948 that deals with the following provisions relating to the
workers.

1. Fencing of Machinery
2. Work on or near machinery in motion
3. Devices for cutting off power from running machines in emergency shall be
provided.
4. Casing of machinery
5. Hoists and lifts
6. Lifting machines, chains, ropes and lifting tackles
7. Revolving machinery
8. Excessive weights
9. Protection of eyes
10.Precautions against dangerous fumes
11.Precautions against Fire

Welfare Provisions

1. Washing Facilities

2. Sitting Facilities

3. First-Aid Appliances

4. Canteens

5. Shelter, Rest-rooms, Lunch-rooms

6. Creches

7.Welfare Facilities.

Industrial health:

The term “health” is a positive and dynamic concept and implies


more than an absence of illness. The W.H.O has defined health as “a state of
complete physical, mental, and social well-being and not merely the absence
of disease or infirmity.”

Industrial health refers to a system of public health and preventive


medicine which is applicable to industrial concerns.

According to the joint I.L.O / W.H.O Committee on Organizational


Health, industrial health is defined as,

1. The prevention and maintenance of physical, mental and social well-being of


workers in all occupations

2. Prevention among workers of ill-health caused by the working conditions

3. Protection of workers in their employment from the risks resulting from


factors adverse to health.

4. Placing and maintenance of the worker in an occupational environmental


adapted to his physical and psychological equipment.

The modern concept of industrial hygiene differs from the traditional concept.
The latter is concerned with the “the mere absence of an ascertainable
disease or infirmity,” while the modern concept refers to “the health which is
the outcome of the interaction between the individual and his environment.
He is healthy who is well adjusted”.
The objective of I.H is the prevention of disease and injury rather
that the cure disease. It involves a programme of health conservation and
prevention of occupational diseases.

IMPORTANCE O INDUSTRIAL HEALTH:

“On the one hand, efficiency in work is possible only when an employee is
healthy; on the other hand the industry exposes him to certain hazards which
he would not meet elsewhere and which may effect his health.

It is with the intention of reducing these hazards and improving


the worker’s health that the discipline of industrial health came into being as
a branch of public health in its own right.

The symptoms of bad health are a high rate absenteeism and


turnover, industrial discontent and indispline, poor performance and low
productivity.

✔ The Royal Commission on Labour (1931).

✔ The Labour Investigation Committee (1946).

✔ The Health Survey and development Committee (1943).

✔ The Labour welfare Committee (1969).

✔ The national Commission on Labour (1969).

In India all these committees emphasized upon the “creation and


maintenance of as healthy an environment as possible, in the homes of the
people as well as in all places where they congregate for work, amusement or
recreation are essential”.

Employees in an industrial establishment are often subject to certain


health hazards and occupational disease.

According to Roland Blake, the normal occupational health hazards may


be classified into chemical, environmental, biological, and psychological
hazards.

Chemical substances like,

Such as Carbon monoxide, carbon


dioxide, nitrogen oxide, sulphur dioxide, hydro-carbons, ozone, sulfuric acid,
fumeric acid and tannic acid, limes and alkalis cause injury when they are
absorbed by the skin, or when they are ingested or inhaled.
The results are often disastrous. Workers may suffer
from respiratory diseases, skin diseases, allergy, heart disease, cancer and
neurological disorders, all of which often shorten life expectency.

Biological hazards:

which includes bacteria, fungi, viruses, insects,


dietary deficiencies , excessive drinking, imbalances, allergies, brain fever,
tetanus, emotional stress and strains with their psychological concomitants of
fever, rage, worry, and anxiety.

Environment hazards: Included such as radiation, noise, vibration, shocks


and improper atmospheric conditions.

Occupational Diseases.,

Occupational diseases are the results of physical


conditions and the presence of industrial poisonous and non-poisonous dust
in the atmosphere. Raw materials, products by-products and waste products
may in the process of being extracted or manufactured enter in the body in
such qualities as to endanger the health of the workers.

For E.g; Cable makers, lead pipers makers, painters, plumbers etc.

Occupational diseases notified to the authorities under the factories 1948.

• Lead poisoning,

• Lead tetra-ethyl poisoning,

• Phosphorous poisoning,

• Manganese poisoning,

• Mercury poisoning,

• Arsenic poisoning,

• Poisoning from nitrous fumes,

• Carbon bi-Sulphide poisoning,

• Benzene poisoning,

Chrome ulceration,

• Antrax.
• Silicos.

• Poisoning from halogens or halogen derivatives of the hydro-carbon of the


alphabetic series.

• Pathological manifestation due to radium or other-active substances and X-


rays.

• Primary cancer of the skin.

• Toxic jaundice due to poisonous substances.

• Asbestosis.

• Toxic Anemia.

• Loss of induced by noise.

In additional to the above , the following diseases have been


included under the Workmen’s Compensation Act :1923

✔ Occupational contract caused by infra-red radiation

✔ Telegraphist’s cramp

✔ Begassoise.

THE CHILD LABOUR (PROHIBITION AND REGULATION) ACT, 1986

 The Act came into force from 23rd December 1986.

 Its main objectives are to prohibit the employment of children in certain


categories of industries and to regulate the conditions of work of children in
certain industries.

It was amended in 1988.

Scope:

 The act is applicable to all establishments such as workshop,

farm, residential hotels, and restaurants, eating houses,

theatre or other places of public amusement where child

labour is largely employed. The act extends to whole of

India

IMPORTANT DEFINITIONS UNDER THE ACT


 “Workshop” means any premises wherein any industrial process is carried
on, but does not include any premises to which the provision of Factories Act
1948 applies.

“Occupier” in relation to an establishment, an occupier means the person


who has ultimate control over the affairs of the establishment of workshop.

 “Appropriate Government” means in relation to an establishment under


the control of the central Government or a railway administration or a major
port or a mine or oilfield, the central Government, and in all other cases the
state Governments.

 “Child” means a person who has not completed fourteen years of age.

MAIN PROVISIONS OF THE ACT

1) Prohibition of employment of children in certain occupations and


processes:

No children can be employed, or permitted to work in any of the


occupations set forth in Part A schedule or in any workshop wherein any of
the processes set forth in Part B of the schedule is carried on.

2.Hours and period of work:


a. No children shall be allowed to work in any establishment in excess of
such number of hours as may be prescribed for such establishment or class
of establishments.
b. The daily hours of work shall be so fixed that no child shall be allowed to
work for more than three hours without prior interval of half an hour;
c. The hours of work shall be so arranged that inclusive of rest interval, time
spread and the time spread and the time spend in waiting for the work shall
not exceed six hours a day.
d.No child shall be allowed to work between 7 p.m and 8 a.m;
e.No child shall be allowed to work overtime; and
f. No child shall be permitted to work in any establishment on any day on
which he has already worked in some worked in some other establishment.

WEEKLY HOLIDAY: Every child employed in any established shall be given


one weekly holiday of 24 hours.

HEALTH AND SAFETY:


 The appropriate government by notification in the official gazette can make
rules for health and safety of children employed or permitted to work in any
establishment or class of establishment.

 Without any prejudice to the generality of the foregoing provisions, the rules
for health safety may provide for all or any of the following matters namely.

 Cleanliness in the place of work and its freedom from nuisance

 Disposal of wastes and effluents

 Ventilation and temperature

 Dust and fumes

 Lighting

 Drinking water

 Artificial humidification

 Urinal

 Spittoons

 Fencing of machines

 Work at or near machinery in motion

CHILD LABOUR TECHNICAL ADVISORY COMMITTEE:

The central Government by notification in the official gazette may constitute a child
labour technical advisory committee to advice Government for the purpose of
occupation and processes to be included in the schedule. The committee shall
consist of a chairman and such other members not exceeding ten. It can meet as
often as it likes to carry on its business. The committee is empowered to constitute
one or more sub-committees for general or any specific function.

POWER TO MAKE RULES:

The appropriate Government by notification in the official gazette can make rules
for the proper enforcement of the Act. Such rules may provide for all or any of the
following matters;

a) The term of office and the manner of filling casual vacancies of and the
allowances payable to the chairman and members of the child labour
technical advisory committee.

b) Number of hours for which a child worker may be required to work.


c) Grant of certificate of age in respect of young persons in employment or
seeking employment, the medical authorities which may issue such
certificate, the form of such certificate, the charges which are required to be
made in this respect and the manner of issuance of such certificates.

APPOINTMENT OF INSPECTORS: The appropriate government may appoint


inspectors for the purpose of securing compliance of this Act.

Penalties: whosoever employs any child or permits any child to work in


contravention of the provision of act shall be punishable with imprisonment for a
term of not less than three months but can be extended to one year or with a fine
which shall not be less than ten thousand rupees, however, it can extended to
twenty thousand rupees or with both.

Social security:

• Social security refers to protection provided by the society to its members


against providential mishaps over which a person has no control.

• The underlying philosophy of social security is that the state shall make itself
responsible for ensuring a minimum standard of material welfare to all its
citizens on a basis wide enough to cover all the main contingencies

• william beveridge has defined social security as ”a means of securing


an income to take the place of earnings when they are interrupted by
unemployment, sickness or accident to provide for the retirement through old
age, to provide against loss of support by death of another person or to meet
exceptional expenditure connected with birth, death, or marriage

OBJECTIVES OF SOCIAL SECURITY:

The objectives of social security can be

subsummed under three, categories

1. Compensation

2. Restoration

3. Prevention

SCOPE:

The scope of social security is very wide.It covers


the aspects relating to social and economic

Justice.

The nine components of social security are:

• Medical care

• Sickness benefit

• Unemployment benefit

• Old age benefit

• Employment injury benefit

• Family benefit

• Maternity benefit

• Invalidity benefit

• Survivor’s benefit

NEED FOR SOCIAL SECURITY:

➢ The underlying philosophy of social security is to ensure a minimum level of


material living to needy or helpless ones of the society by the state.

➢ The worker does not have resources required to face the risks caused by
sickness, accidents, unemployment and old age. During that time social
security helps to over the period of adversity.

➢ The need for social security is realised not only toafford the needy workers
protection against the adversities of life, but also for the overall development
of the state.

TYPES OF SOCIAL SECURITY:

There are two types of social security

1.social assistance

2.social insurance

Social assistance:

social assistance refers to the assistance

rendered by the government to the needy persons


without asking them to make contributions to be

entitled to get such assistance

Example:

workmen’s compensation,maternity benefits,old age,pensions,etc.

Social insurance:

social insurance refers to a schene of maintaining fund from the


contributions made by the employees and employer,with or without a subsidy from
the government

Example:

Group insurance

provident fund

SOCIAL SECURITY MEASURES IN INDIA:

➢ The making of climate for industrial security in India started from the 10th
session of the international labour conference held in 1927 in which two
conventions and recommendations were adopted for social security in the
country.

➢ The assembly resolved that the introduction of any comprehensive scheme


for social security on the lines proposed by the ILO was impracticable under
the conditions then prevailing in the country.

➢ The employees State Insurance Act,1948 was enacted in India to inaugurate


the social security measures in the country

➢ India, as a ‘welfare state’ is expected to take care of the citizens from the
‘cradle to the grave’.

➢ In this realization , the constitution of India lays down that the state shall,
within the limits of its resources and development, make effective provisions
for securing public assistance in event of unemployment, old age, sickness
and disablement.

➢ Various Social security schemes have been introduced in the country.

➢ Among the schemes, old age assistance scheme are the most important.

➢ In Tamilnadu in 1962 this scheme was designed to pay a monthly benefits to


needy individuals over the age of 70 years who had no one to support them.
➢ Subsequently, with increasing needs for social security along with the
increasing levels of national development, the government made various
legislative provisions to afford the needy people protection against
uncertainties in their lives.

social security legislation in India:

The government of India has made the various enactments from time to time. The
important among them are

➢ The workmen’s compensation act, 1923

➢ The employees state insurance act, 1948

➢ The employees provident funds and miscellaneous provision act, 1952

➢ The Maternity benefit act, 1961

➢ The payment of gratuity act, 1972

The workmen’s compensation act, 1923

This act is the first planned step in the field of social security in India

Coverage: This act covers worker’s employed in factories, mines, plantations,


mechanically propelled vehicles, construction works, railways, ships, circus and
other hazardous occupations.

Administration: Thos act is administered by the state govt. by appointing


commissioners.

Benefits: Personal injuries, death of work man, occupational disease.

The employees state insurance act, 1948

The main objective of this act is to provide social insurance for workers.

Coverage: The act covers all workers whos e income do not exceed Rs 6500 /
month.

Administration: the act is administered by the employees state insurance


corporation.

Benefits: Medical benefits, sickness benefit, maternity benefit, disablement


benefit, dependence benefit.

The employees provident funds and miscellaneous provision act, 1952

The main objective of this act is to afford the retired workers financial security by
the way of provident funds, family pension, deposit linked insurance coverage.
Coverage: The act covers workers employed in a factory in any industry.

Administration: This act is administered by tripartile central board of trustees


represented by employers, employees and the government.

Benefits: Provident funds, pension, deposit, linked insurance.

The Maternity benefit act, 1961

The main objective of this act is to regulate women employment.

Coverage: The act is applicable to all establishments not covered under the
employees state insurance act, 1948.

Administration: The act is administered by the ESI corporation.

Benefits: From 1st February, 1996 a women worker is entitled to grant of leave with
wages for a maximum period of one month cases of illness arising out of
tubectomy.

The payment of gratuity act, 1972

The objective of this act is to provide economic assistance on the termination of an


employee.

Coverage: The act si applicable to the employees employed in factories, mines,


oilfields, plantations, ports, railways, companies, shops.

Administration: This act is administerd by a controlling authority appointed by the


appropriate government.

Benefits: under act, on completion of five years of service the employees are
entitled to gratuity payable at the rate of 15 days wages for each completed year of
service.

WELFARE MEASURES OF DISABLED:

DISABILITY:

 Traditionally disabled people have been seen as the problem, to be tackled


by focusing interventions on the individual.

 Disability and poverty are intricately linked. Disability causes poverty and
poverty exacerbates disability – people with disabilities are among the
poorest and most vulnerable.

 Global estimates indicate that at least ten percent of the world’s population
lives with some form of disability.
 Asia Region, a vast number of people are disabled and lack basic support
such as access to social safety nets, education, health services, and gainful
employment.

IN INDIA:

 Estimated share of population living with disability: 8-10%

DISABILITY POLICY:

 Persons with Disabilities Act, 1995

 Mental Health Act, 1987

 Guidelines for Barrier Free Built Environment

National Trust Act, 1999

EDUCATION:

 Provide free education for every child with disability below age 18

 Provide non-formal and functional literacy for those above age 16

 Promote integrated education and special schools for children with special
needs

 Provide transportation to disabled children or financial incentives to parents


or guardians to enable children with disabilities to attend school

 Remove all architectural barriers from schools, colleges and other


educational institutions

HEALTH:

 Promote methods to prevent disability

• Provide aids and appliances to persons with disabilities

EMPLOYMENT:

 Establish quota (3% of vacancies) in all government establishments for


people with disabilities
 Ensure employment of disabled persons through: Regulation; provision of
non-handicapping environment; and training and welfare measures

 Reserve seats (3%) for disabled students in all educational institutions

Provide incentives to public and private employers to ensure 5% of workforce


comprising of people with disabilities.

ACCESSIBILITY AND TRANSPORTATION:

 Ensure disabled-friendly and accessible public buildings and transport

 Ensure easy access and safety on roads and sidewalks

 Ensure disabled-friendly transportation – rail, road and air

HELP AVAILABLE:

 Physically disabled can get income–tax benefits, passes for travelling in trains
and state transport buses

 They have three per cent reservation in technical field jobs

 State government, nationalised banks give loans to start business

 Assistance also available for financial rehabilitation and self–employment

• Source: Times of India

WELFARE OF KNOWLEDGE WORKER


Knowledge Workers
 Knowledge Workers knows where to find the workers you need. The HR
recruiter's services include résumé processing, automatic qualifications
matching, and requisition and response management.

 Knowledge Workers will also implement staffing processes, such as


recruiting, hiring, and metrics collection, into existing human resources
departments.
Emergence Of Knowledge Workers:
Along with the evolution of industry, management thought, science and
technology, the profile of employees has also evolved. While we began with
the agrarian age and land labour, we have moved to the information era and
the knowledge worker. The following diagram traces the changing profile of
the worker.
Profile Of A Knowledge Worker:
 A knowledge worker is anyone who works for a living on the tasks of
developing, or using, knowledge.
 For example, a knowledge worker might be someone who works at any of the
tasks of planning, acquiring, searching, analyzing, organizing,
storing, programming, distributing, marketing, or contributing in
some way to the transformation and commercialization of information.
 A term first used by Peter Drucker in 1959, in his book ‘Landmarks of
Tomorrow’, the knowledge worker includes.

➢ Programmers
➢ Systems analysts
➢ Technical writers
➢ Academic professionals
➢ Researchers
➢ Lawyers
➢ Teachers
➢ Scientists
➢ Students.
Who is a knowledge worker:
Knowledge workers are
 Highly motivated
 Self- thinking

 Self-acting individuals who do not work merely for the sake of money
 Work as an energizer as far as they are concerned and they strive for
excellence in both professional and personal life.
 They tend to be loyal not to their organizations, but to their professions; they
seek out and thrive on excitement and challenges.
 Knowledge workers form the core of a learning culture as they have the
ability to acquire, apply, create and share knowledge.
Management Of Knowledge Workers:
 Knowledge workers are believed to produce more when empowered to make
the most of their deepest skills.
 They can often work on many projects at the same time. They know how to
allocate their time.
 They can multiply the results of their efforts through soft factors such as
emotional intelligence and trust (Francis Fukuyama, Manuel Castells).
The Knowledge Age
It is described by Charles Savage in "Fifth Generation Management."
 The first wave was the Agricultural Age with wealth defined as ownership
of land.
 The second wave, the Industrial Age, wealth was based on ownership of
Capital, i.e. factories.
 The third wave ,Knowledge Age wealth is based upon the ownership of
knowledge and the ability to use that knowledge to create or improve goods
and services.
Hierarchy Of Knowledge Work:
 Knowledge work (e.g., writing, analyzing, advising)
 Knowledge functions (e.g., capturing, organizing, and providing access to
knowledge)
 Knowledge processes (preserving, sharing and integration)
 Knowledge management programs link the generation of knowledge
Knowledge services

Types Of Knowledge Worker:


1.INFORMATION LITERATE
2.TECHNOLOGY LITERATE.
The Expectations From Knowledge Workers
 Constantly challenge.
 Specialized education.
Key characteristics of the feeling of belongingness of knowledge
workers
 Manifested as a feeling element.
 Subjective and specific to individuals.
 Dynamic.
CONCLUSION:
HR needs to take in stimulating feeling of belongingness amongst the
knowledge workers. There should be paradigm (standard) shift in
understanding and building organization climate. It needs to be more
sensitive & converge the energy of the human capital in the organization .
PSYCHOLOGICAL ADJUSTMENTS AT IT/BPO SECTOR:

WORK PSYCHOLOGY : “The scientific study of the relationship between

man and the world of work... in the process of making a living"


WORK & PSYCHOLOGICAL WELL-BEING:
 Little interest –little interest towards their work.
 More interest in physical well-being – consequences of not protecting
employees from being injured/killed recognized
 Legislation with practical health and safety frameworks put in place in
order to protect employees from physical injury and death
 A recognition that mental health can also suffer at work in terms of ‘nervous
breakdowns’ and fatigue
 Effects of poor job design recognized. Attempts to enrich work to increase
job satisfaction and performance
 Psychological ‘stress’ seen as a major health and safety issue - manual jobs
decline, fewer physical hazards
 Focus on more specific feelings such as mood and emotion (or affect) in
relation to new kinds of work performance and emotional intelligence
CONSEQUENCES OF STRESS:

SO HOW DOES WORK AFFECT PSYCHOLOGICAL WELL-BEING?

PSYCHOLOGICAL CONTRACT:

A psychological contract is one where the individual’s beliefs, is shaped by the


organization, regarding terms of an exchange between individuals and the
organization.

WHAT IS THE PSYCHOLOGICAL CONTRACT??

THE EXCHANGE:

IMPACT ON WELL-BEING AND BEHAVIOUR?

Reactions to violation (situations where employee believes that organization


has broken promise)

 Strong negative emotions (e.g., anger, envy, rage)

 Withdrawal of effort

 Withdrawal of pro-social behaviour,Intention to quit

 Work and psychological well-being are both about relationships between:

 Employee and organization

 Line manager and employee

 Employees
 Focusing on the quality and fairness of work relationships likely to play a key
role in enhancing positive psychological well-being

WORK ADJUSTMENT:

 POSITIVE ADJUSTMENT, or developmental adjustment. Conformity to


higher levels of a hierarchy of values self-discovered and consciously
followed. It is an acceptance of values after critical examination and an
autonomous choice. It is an adjustment to “what ought to be”. Such
hierarchy of values is controlled by (or developed from) the personality ideal.

 NEGATIVE ADJUSTMENT. Nondevelopmental adjustment. Unqualified


conformity to a hierarchy of values prevailing in a person's social
environment. The values are accepted without an independent critical
evaluation. It is an acceptance of an external system of values without
autonomous choice. An adjustment to “what is”.

WORK MALADJUSTMENT:

 NEGATIVE MALADJUSTMENT. Rejection of social norms and accepted


patterns of behavior because of the controlling power of primitive drives and
nondevelopmental or pathologically deformed structures and functions. In
the extreme case it takes the form of psychosis, psychopathy, or criminal
activity.

 POSITIVE MALADJUSTMENT: A conflict with and rejection of those standards


and attitudes of one's social environment which are incompatible with one's
growing awareness of a higher scale of values which is developing as an
internal imperative.

WORK ADJUSTMENT & MALADJUSTMENT:

 Inner anxiety, inner conflicts, maladjustments, sorrows, and disruptions --


everything that demeans our position in the scale of common values,
work toward our passage to a world of higher values.

 If you want to develop yourself truly, you should be able to adjust and
also maladjust, to different kinds and levels of reality.

 Of all the dynamisms of the first phase of positive disintegration, positive


maladjustment is the most important indicator of a potential for
accelerated development.

In this process of development through multilevel positive disintegration, the


human being develops positive maladjustment to “what is” and an adjustment
to “what ought to be”. This positive maladjustment is basic for the development
of mental health
WORK DAYS FUNCTIONS:

TRUST IS…

 Willingness to admit weaknesses and mistakes

 Ask for help

 Accept questions and input about their areas of responsibility

 Give one another benefit of doubt before arriving at conclusion

 Take risks

 Focus time and energy on important issues, not politics

 Look forward to meetings as opportunities to work with team

CONFLICT:

 Imperative to meet conflict “head on”. Any avoidance causes team


deterioration.

 Acknowledging conflict is healthy and the first step to working as a


team.

 Team members need to know that conflict is necessary and coach


each other to keep conflict going until resolved

 During a meeting where conflict occurs, team lead needs to remind


others that this conflict is healthy and necessary!

COMMITMENT:

 Clarity around directions and priorities

 Alignment of entire team around common objectives

 Developing an ability to learn from mistakes

 Taking advantage of opportunities before competitors do

 Moving forward without hesitation

 Changing direction without hesitation or guilt

ACCOUNTABILITY:
 Peer Pressure is the most effective and efficient means of keeping high
standards.

 Defined as willingness to call their peers on performance or behaviors that


might hurt the team

 Ways to assist: publish goals and standards for all to see; frequent progress
reports; team rewards

RESULTS:

 This is the ultimate dysfunction: ego and individual growth and status

 The established goals and standards must be the focus. It is not the
individual, department, group BUT the team that succeeds.

NATURE OF WORK & ITS EFFECT ON WELL BEING

WORK NATURE

 Shorter hours 6-8 hours per day

 Shorter weeks 4-5 days

 More holidays 46 week year

 Shorter working life-30years

 Work is more skilled,-more training is needed,-often contract work or part


time,-we may do several different jobs in a lifetime and work for many
employers

EFFECT ON WELL BEING:

 Is more productive

 Has less time off

 Is happier at work

 Is more likely to stay with that job

 Is worth training and investment

STRATEGIES TO MANAGE AND PROMOTE ORGANIZATIONAL & EMPLOYEE


WELL BEING

COPING STRATEGIES FOR EMPLOYEES


NON-FUNCTIONAL COPING STRATEGIES FOR

 Drinking

 Taking drugs

 Eating

COPING STRATEGIES FOR ORGANIZATIONS:

Problem- focused

 Job redesign

 Job rotation

 Reduction of uncertainty

 Job security

 Company day care

 Flextime/ job sharing

 Telecommuting

Emotion-focused

 On-site exercise facilities

 Organizational support

 Employee assistance programs

 Personal days/ Sabbaticals


JOBS & O
Core job
characteristics
LEADING PRACTICES FOR WELL BEING:

 Design, organize, and manage work and jobs to promote cooperation,


initiative, empowerment, innovation, and organizational culture

Skill variety
 Promote teamwork and skill sharing across work units and locations

 Empower individuals and teams to make decisions that affect quality and

Task identity
customer satisfaction

 Develop effective performance management systems, compensation, and


reward and recognition approaches

Task significance
 Effective processes for hiring and career progression

 Make extensive investments in training and education

 Motivate employees to develop and use their full potential

 Maintain a work environment conducive to the well-being and growth of all


employees
Autonomy
 Monitor extent and effectiveness of HR practices and measure employee
satisfaction

PSYCHOLOGICAL ADJUSTMENTS AT A BPO

Feedback
from job
STAGES OF EXPATRIATE ADJUSTMENT

STAGES OF WORK STRESS:

 HONEYMOON STAGE

 FULL THROTTLE STAGE

 CHRONIC SYMPTOMS STAGE

 CRISIS STAGE

 HITTING THE WALL STAGE

SIGNS OF STRESS:

Intellectual Symptoms: Emotional Symptoms:


• Memory problems. • Moody and hypersensitive.

• Difficulty making decisions. • Restlessness and anxiety.

• Inability to concentrate. • Depression.

• Confusion. • Anger and resentment.

• Seeing only the negative. • Easily irritated and “on edge”.

• Repetitive or racing thoughts. • Sense of being overwhelmed.

• Poor judgment. • Lack of confidence.

• Loss of objectivity. • Apathy.

• Desire to escape or run away. • Urge to laugh or cry at inappropriate times.

Physical Symptoms Behavioural Symptoms:


• Headaches. • Eating more or less.

• Digestive problems. • Sleeping too much or too little.

• Muscle tension and pain. • Isolating yourself from others.

• Sleep disturbances. • Neglecting your responsibilities.

• Fatigue. • Increasing alcohol and drug use.

• Chest pain, irregular heartbeat. • Nervous habits (e.g. nail biting, pacing).

• High blood pressure. • Teeth grinding or jaw clenching.

• Weight gain or loss. • Overdoing activities such as exercising or sh

• Asthma or shortness of breath. • Losing your temper.

• Skin problems. • Overreacting to unexpected problems

• Decreased sex drive.

MASLOW’S THEORY AT BPOs:

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