CHAPTER 1

INTRODUCTION
1.1 INDUSTRY PROFILE
The Indian textile industry has its roots going back several thousand
years. After the industrial revolution in Europe, this sector in India also saw its
growth of an industrial complex. Today the industry contributes around 1
percent to industrial production in the country. It is estimated to directly employ
approximately !" million people, it accounts to #$ percent of the country%s
exports, and in sum, an important economic engine for the nation.
The si&e of our Indian textile industry is estimated at 's.1, #,(((
)rores constituting seven percent of the *+,. The industry has fair global
exposure. Textile exports constitute about !" percent of the total foreign
exchange earnings of the country.
+uring the last 1( years, the industry%s actions, government policies as
well as market events have begun to converge, providing several growth
opportunities for the sector domestically as well as in the global market. The
deficiencies of the industry can be broadly classified into three heads- the first
being the gaps in the industry due to fragmented structure and dominance of
small industry, the second are the regulatory disadvantages like the historical
1
reservation of manufacturing for very small companies and the third being the
disadvantages India faces as a country.
In this prevailing situation, building state.of.the.art technology,
liberali&ing the government controls and regulations, adoption of latest
management tools and techni/ues, good technical education for developing the
right king of resources are re/uired to attain and sustain a pre.eminent global
standing.
1.2 COMPANY PROFILE
)ibi International was established in 1011 in the heart of the knitwear
city of 2outh India.,erundurai, as a 3ashion house for the manufacture of export
of Textile garments, today it is a fully integrated unit with machines to match
global standards.
The company is located in perundurai at about #( kms from Erode
railway station and about 1( kms from the )oimbatore airport. The factory area
covers about 1(,(((s/.ft and it has a processing capacity of 1(,((( ps4day .The
present pro5ect cost is 's.$" )rs and turnover is nearly about 's.1#()rs.
To produce /uality goods on time, a good production facility, capable
of taking up any challenge is needed. In this regard, )ibi International possesses
the best infrastructure that has the ability and potential to give /uality products.
#
All the machines are the latest available in the market, and whenever
re/uired, the company has never shied away from purchasing the most modern
e/uipments. All their divisions are e/uipped with the latest e/uipments to
maintain the /uality and timeliness of the output.
The manufacturing process has been vertically integrated to facilitate
all the processes involved in garment manufacture under one roof. This enables
the company to reduce the time spent in completing the order.
The company started with the sole export of knitted garments to 62A
and later extended its reach to Europe, Australia, 7ew 8ealand and )anada.
The company primarily exports 9nitwear%s and woven wears.
9nitwear%s include T.shirts, ,olo%s, ,y5amas etc., while woven wears comprise of
:ermudas, 2hirts, ;ork wears etc.
The plant has the capability to meet any level of demand from their
buyers and thus creating a high degree of credibility to the company, in
international markets.
;ith the in.house production capacity of over 1(((( pieces per day,
the company has been consistently able to be on top of the garments export
market. :esides this, the company%s garment production is supplemented by
various companies which can turn out around 1"((( pieces per day. It may be
worthwhile to note here that all these products are sub5ected to thorough
checking by the company%s <uality Assurance +epartment ,ersonnel.
!
CHART 1.1.1 ORGANISATION STRUCTURE

MANAGING
DIRECTOR
G.M
(FINANCE)
G.M.
(QUALITY CONTROL)
MANAGER
(ADMIN)
MANAGER
(ACCOUNTS)
MANAGER
(PRODUC)
MANAGER
(Q.C)
PERSONNEL
OFFICER
ACCOUNTS
OFFICER
SUPERVISOR Q.C
INSPECTOR
PERSONAL
ASSISTANTS
CLERK LINE
SUPERVISOR
LINE
INSPECTOR
G.M.
(PRODUCTION)
CHART 1.1.2 PRODUCTION CHART
=erchandising
,attern =aking
)utting
Tailoring
)hecking
Ironing
Trimming
,acking
"
1.3 CONCEPTUAL BACKGROUND
The facilities provided for the workmen in their organi&ation definitely
have a physical and psychological effect on them. :ased on this, the problems
are found to be in different dimensions. +ue to inade/uate welfare facilities there
leads to an increase in health and personal problems.
1.3.1 WORKING CONDITIONS

;orking conditions under which the employees are exposed play a
vital role in the relationship between the employee and the management. The
factors like shift timings, workload and the environment under which the workers
are put in kindles the spirit of the employees. The main aim of factories act is to
protect human beings sub5ected to unduly long hours of bodily strain or mental
work, in order to see that, employers carry out the provisions of the act for the
well being of the workers. *overnment has appointed inspectors who make
periodical visits to Industries for check . up.
The risks faced by the employees causes in5uries in the working place
everyday which may even cause inability to work for the rest of his4her life. This
may be due to the lack of good safety measure, dust and fumes control, noise
control or sufficient space for movement in the working place or lack of
cleanliness or insufficient air circulation or inade/uate lighting facilities.
The working conditions include cleanliness, lighting facilities or
proper illumination, ventilation or proper air circulation, work space, safety
measure, noise control, dust and fumes control.
>
The safe working conditions include,
a. *ood house keeping
b. *ood air circulation
c. Ade/uate lighting
d. *ood work schedule
e. ,roviding safety devices
f. ,roperly guarded e/uipments
g. 2afe storage
Definitin f !"#in$ %n&itin'
The modern concept of Industrial healthy working condition is referred
to as the health, which is the outcome of the interaction between the individual
and his environment. The modern concepts anticipate and recogni&es potentially
harmful situation and applies engineering control measure before series of in5ury
results.
According to the 5oint I?@4;A@ committee B101$C, Aealthy Industrial
working conditions are
iC The prevention and maintenance of physical, mental and social
well being of workers in all occupations.
iiC ,revention of ill.health among workers caused by working
conditions.
iiiC ,rotection of workers in their employment from risks resulting from
factors to health and
ivC ,lacing and maintenance of the workers in an occupational
environment adapted to his physical and psychological e/uipment.
$
1.3.1.1 C(e)n(ine''
According to sec 11 of the factories act 101, every room must be
kept clean from effluvia arising from any drain, privy, or other nuisance. The floor
must be kept clean and there should not be any accumulation of dirt anywhere in
the working place, which affects the health condition of the workers as well as the
/uality of the product. The act states that, the floor must be cleaned at least
once in a week by washing and using disinfectors, effective drainage, regular
repainting or revarnishing the inside wall and partitions, white washing or colour
washing of the company. This may be done at least once every 1 months.
Therefore, poor housekeeping will lead to an adverse effect on health of the
workers and productivity.
1.3.1.2 Li$*tin$
According to sec 1$ of the factories act 101,in every part of a factory
where workers are working or passing, there shall be provided sufficient and
suitable lighting, natural or artificial, or both. All the glass windows and lights
must be kept clean on both inner and outer surfaces. Effective measures must be
taken for prevention of glass and formation of shadows, which may cause any
strain, and risk of accidents. Therefore it is most important for an organi&ation to
provide good /uality of lighting facilities in order to reduce accidents and make
the workers to perform their duties efficiently without any distraction.
1
1.3.1.3 +enti()tin
In the textile industries, ventilation plays a vital role. It is common that
the textile industries are polluted due to cotton flying all over. The workers suffer
from restless and suffocation and various disease of the type due to the polluted
air. 2o, the need for ade/uate ventilation has become important. According to
the factory rule 10"(,DIn every factory, the amount of ventilating openings in a
work room below the caves shall, except where mechanical means of ventilation
as re/uired by sub ruleB#C are provided, be often aggregate area not less than
1"E of the floor area and so located as to afford the continued supply of fresh
airD.
1.3.1., W"# S-)%e
@ver crowding in factories, where power and machine are made use
of is likely to cause accident to workers. 3or efficient production also,
overcrowding is not healthy. ;hile the worker is in the process of doing his work,
there should not be any disturbance due to the transportation of materials due to
his co.workers. 2o, minimum re/uired space must be allotted for each worker to
work peacefully. According to sec1> Fthere should be !"(cubic feet of the space
for each worker employed in factories which where started before 101 and at
least "(( cubic feet of space for every worker employed in factories which were
started after 101D.
0
1.3.1.. S)fet/ Me)'0"e
3or the purpose of the prevention of accidents and for the safety of
the workers, effective measures should be taken to safeguard the workers. The
machineries should be fenced and while the machine is in motion, there must not
be any distraction. 3ire fighting e/uipments should be provided sufficiently in all
the areas of production. In textile industries machines must be provided with iron
wire fencing and individual mechanical and electrical means of starting and
stopping of such machines.
1.3.1.1 Ni'e Cnt"(
In the case of machines, which generate enormous noise, it is tedious
for the worker to work continuously for a long period. It will damage the ear
drums of the worker. 2o, the noise should not divert the concentration of the
worker.
1.3.2 LABOUR WELFARE


F?abour welfareD is an important facet of industrial relations, giving
satisfaction to the worker for which there is no other way of compensation.
=odern welfare may be said to have been the outcome of the movement for
better G more efficient management in industry including human angle.
1(
The acceptance of the concept ?abour welfare all over is mainly due to
BiC The need to provide better life for the workers G to maintain goodwill
among the employees G to increase the productivity
BiiC *rowing public G government concern, especially in the economically less
developed countries, over the amelioration of the working G living
conditions of industrial workers as an aspect of national policy.
BiiiC 2teps to promote labour welfare has become a direct recognition of the
situations like expansion in the advanced countries of the world and
concomitant process of mass production and mass selling rendering the
working class as a source of power.
?abour welfare services may be classified as
a. Intramural and b. Extramural
Intramural services are those, which are provided within the factory
like safety, health and counseling services.
Extramural services are those, which are provided within the factory
like education, housing, transport, recreation etc.
Definitin L)20" We(f)"e
?abour welfare is defined as FEfforts to make life worth living for
workmenD. The voluntary effort on the part of the employer to improve the
conditions of employment in the factories forms the scope of labour welfare
efforts. The efforts to initiate the welfare facilities have their origin either in some
statue formed by the state or in some local customer in a collective agreement
or in the employer%s own initiative.
11
1.3.2.1 We(f)"e F)%i(it/
The welfare facilities are
1. +rinking water facilities
#. ?atrines and urinals
!. ;ashing facility
. 3irst aid facility
1.3.2.2 D"in#in$ W)te" F)%i(it/
According to 3actories Act 101, every organi&ation must provide
ade/uate drinking water facility invariably to all the employers. It must be placed
with in the department.
1.3.2.3 L)t"ine' )n& U"in)('
2ection 10 deals with ?atrines and 6rinals FIn every factory, sufficient
latrine and urinal accommodation of prescribed types shall be provided
conveniently situated and accessible to male and female workers at all times
while they are in the factoryD.
1.3.2., W)'*in$ F)%i(it/
According to 2ection # every factory should provide ade/uate and
suitable washing facilities for male and female workers.
1#
1.3.2.. Fi"'t Ai& F)%i(it/
Ade/uate first aid facility must be provided for the workers in an
organi&ation. In5uries are caused every day and there fore prescribed medicines
and e/uipments must compulsorily be kept in the first aid box. ;henever the
employer is insured he must be provided first aid treatment and for that purpose,
first aid box must be provided for every one hundred and fifty workers.
1.3.3 REST ROOM FACILITIES
According to section $, every factory that has more than 1"(
employees, who are ordinarily employed, there should be a rest room with the
drinking water facility. Therefore it is important to maintain the rest room clean
and tidy and there should be good ventilation.
1.3., CANTEEN FACILITIES
According to section >, for the factory, which has more than two
hundred and fifty workers who are ordinarily employed, there should be a
canteen for the workers. Aence, it is necessary to provide hygienic food with
good /uality at a considerable price.
1.3.. MEDICAL FACILITIES
There must be a hospital within one.kilometer distance from the
factory which the organi&ation should keep in touch for the treatment of the
1!
employee. If there is no hospital, then organi&ation should provide separate
medical room.
1., NEED FOR THE STUDY
There is a great need for good working condition in an industry. The
improved working condition leads to improved productivity. 2ome of the basic
reasons for the need for good working conditions are - to increase the loyalty of
the employees towards the organi&ation, to reduce in5uries due to bad working
conditions of machineries, to increase productivity, to reduce resistance due to
change, enhancing employees interest towards work, to reduce absenteeism
and tardiness, to strengthen the morale and employee commitment.
The working conditions include cleanliness, lighting facilities or proper
illumination, ventilation or proper air circulation, work space, safety measure,
noise control, dust and fumes control.
It is necessary to improve the conditions of the workers, which will
ultimately lead to high production, and the progress of the country.
It is necessary to save the workers from evils, to increase efficiency of
the workers and to make the country more prosperous. 3or building up a stable
and efficient labour force, it is essential labour force, it is essential to bring about
a marked improvement in the conditions of the worker%s life and work. 3or
achieving maximum result, welfare activities have to be under taken in the right
spirit mainly with a view to make the lives of the workers happier and healthier.
1
An employee feels secure when he is placed in organi&ation, which
cares for the welfare of the labourers, and this cares a paternalistic feeling of
them.
1.. RE+IEW OF LITERATURE
=an.=ade textiles research organisationB=A7T'AC gives top priority
for developing welfare facilities and caters to the multifarious needs of the
industries. It%s primarily aimed at planned and healthy growth of the employees of
the decentrali&ed textile industries. =A7T'A has undertaken research on such
areas as pollution control, mechanical and wet processing. 2ome of the on.going
pro5ects are effluent treatment and cleanliness of drinking water. It%s researches
have proved that good welfare facilities are a must in every organisation.
,eter 'ogers )hairman, The strategic forum for construction has taken
up research in industries and have concluded that unsafe, disorgani&ed and dirty
organi&ations lead to poor standards and settling for a compromise in the needs
mean risking of lives. 2pending more on prelims to provide good access, security
and welfare facilities creates a safe working environment, often with reduced
accidents and incident rates and a motivated workforce.
The 7ational 'esearch and +evelopment )entre for ;elfare and
Aealth, 2takes is a society for allHnetwork situated in 6nited 7ations. It%s findings
have proved that the facilitation and the integration of the welfare needs of the
people of the organisation, encourage the morale of the workforce of the nation.
1"
CHAPTER 2
OB3ECTI+ES OF THE STUDY
1. To study the welfare facilities existing in the organi&ation.
#. To study the worker%s satisfactory level of labour welfare facilities at )ibi
International.
!. To make constructive suggestions to improve the welfare.
1>
CHAPTER 3
RESEARCH METHODOLOGY
3.1 RESEARCH DESIGN
The study adopts descriptive research method. The ma5or purpose of
descriptive research is description of the state of affairs as it exists at present.
The methods of research utili&ed in descriptive research are survey methods.
The facts and information collected are analysed to make a critical evaluation of
the material.
3.2 SAMPLING DESIGN
i. A"e) f St0&/
)ibi International is a textile mill, which has been selected to study the
level of satisfaction of labour welfare facilities.
ii. S)4-(in$ 0nit
Aere the lower levels of employees are surveyed and each individual
employee is the sampling unit.
1$
iii. S)4-(in$ -"%e&0"e
@ut of the total population of "$( employees a sample of #((
respondents are selected for the study. The sampling done randomly according
to stratified /uota random sampling.
St")t) P-0()tin S)4-(e
)utting G ,attern making !( 11
2titching #1( $
)hecking 1!" $
Ironing I ,acking 1$" >1
Administration #( $
Tt)( .56 266
R)tin$ S%)(e
The most commonly used method for study on effectiveness is rating
scale. 6nder it, a printed form, one for each person to be rated. The traits are
analysed and evaluated on a continuous scale. A ready comparison of scores
among the employees is possible. ;hen ratings are ob5ectively given, they can
provide useful feedback.
3.3 DATA COLLECTION
11
i. 2ource of +ata
The sources were both primary and secondary sources. ,rimary data
have been collected by means of interview and schedule. The administered
/uestionnaire consists of particulars like personal profile, working conditions,
welfare facilities, canteen facilities, restroom facilities and medical facilities.
The secondary sources of information regarding details of welfare
facilities and social security has been gathered from various books. +etails were
also collected from company books.
ii. +ata )ollection =ethod
3ieldwork is actual data collection operation. +ata is collected through
interview, schedule and /uestionnaire method. The respondents were asked to
reveal their opinion regarding the satisfaction level of various welfare facilities
provided by the company. The various departments are grouped as per their
activities.
3., TOOLS USED FOR ANALYSIS
10
2imple percentage calculation and chi.s/uare analysis are the
statistical tools used for the analysis.
3.. LIMITATIONS OF THE STUDY
The sample of respondents belongs to a single organisation i.e.
)I:I International. Therefore, the result of the study cannot be
generali&ed to other organisations.
The attitude of the workers change from time to time. Aence, the
result of the pro5ect may not be applicable in long run.
+ue to a limited duration, a detailed and a comprehensive study
could not be made.
#(
CHAPTER ,
ANALYSIS AND INTERPRETATIONS
,.1 ANALYSIS OF DATA
TABLE ,.1.1
AGE LE+EL OF THE RESPONDENTS
S.N. A$e Le7e( N. f
Re'-n&ent'
Pe"%ent)$e
1 :elow #( 0$ 1."
# #(.#" "! #>."
! Above #" "( #".(
Tt)( 266 166.6
INFERENCE
3rom the above table it is inferred that 1."E of the respondents
belong to the age level below #( years, #>."E of the respondents belong to the
age level of #(.#" years and #".(E of the respondents belongs to the age level
of above #" years.
#1
##
TABLE ,.1.2
GENDER OF THE RESPONDENTS
S.N. Se8 N. f
Re'-n&ent'
Pe"%ent)$e
1 =ale 1" $#."
# 3emale "" #$."
Tt)( 266 166.6
INFERENCE
It is found from the above table that $#."E of the respondents belong
to male category and #$."E of the respondents belong to female category.
#!
#
TABLE ,.1.3
EDUCATIONAL 9UALIFICATION OF THE RESPONDENTS
S.N. E&0%)tin)(
90)(ifi%)tin
N. f
Re'-n&ent'
Pe"%ent)$e
1 6pto "
th
2td. 0> 1.(
# >
th
.1#
th
std. !0 10."
! )ollege level >" !#."
Tt)( 266 166.6
INFERENCE
3rom the above table it is found that 1.(E of the respondents
are /ualified upto "
th
std. level, !#."E of the respondents are /ualified upto
college level and 10."E of the respondents are /ualified upto >
th
.1#
th
std. level.
#"
TABLE ,.1.,
#>
E:PERIENCE OF THE RESPONDENTS
S.N. E8-e"ien%e N. f
Re'-n&ent'
Pe"%ent)$e
1 :elow 1 years "> #1.(
# 1 H ! years "# #>.(
! Above ! years 0# >.(
Tt)( 266 166.6
INFERENCE
It is found from the above table that out of #(( respondents, >.(E of
the respondents have an experience of above ! years, #1.(E of the respondents
have an experience below 1 year and #>.(E of the respondents have an
experience within 1.! years.
#$
#1
TABLE ,.1..
MARITAL STATUS OF THE RESPONDENTS
S.N. M)"it)( St)t0' N. f
Re'-n&ent'
Pe"%ent)$e
1 =arried 1(> "!.(
# 2ingle 0 $.(
Tt)( 266 166.6
INFERENCE
It is found from the above table that out of #(( respondents, "!.(E of
the respondents are married and $.(E of the respondents are single.
#0
!(
TABLE ,.1.1
MONTHLY INCOME OF THE RESPONDENTS
S.N. Mnt*(/ In%4e N. f
Re'-n&ent'
Pe"%ent)$e
1 6pto 's. 1((( >> !!.(
# 's.1(((.'s.1"(( 0 #."
! Above 's. 1"(( 1" #."
Tt)( 266 166.6
INFERENCE
It is found from the above table that out of #(( respondents, #."E of
the respondents are getting a monthly income in the range of above 's.1"((,
!!."E of the respondents are getting a monthly income in the range of below
's.1((( and #."E of the respondents are getting a monthly income in the
range of 's.1((( H 's. 1"((.
!1
!#
TABLE ,.1.5
NUMBER OF DEPENDENTS OF THE RESPONDENTS
S.N. N. f De-en&ent' N. f
Re'-n&ent'
Pe"%ent)$e
1 6pto ! members > #!.(
# members ! 1$.(
! Above members 1#( >(.(
Tt)( 266 166.6
INFERENCE
It is found from the above table that out of #(( respondents, >(.(E of
the respondents are having their family si&e of above members, #!.(E of the
respondents are having their family si&e of upto ! members and 1$.(E of the
respondents are having their family si&e of members.
!!
,.2 HYPOTHESIS TESTING
AGE AND LE+EL OF SATISFACTION OF WELFARE MEASURES
N0(( */-t*e'i';
There is no significant relation between age and level of satisfaction of
welfare facilities.
A(te"n)te */-t*e'i';
There is close significant relation between age and level of
satisfaction of welfare facilities.
TABLE ,.2.1
AGE AND LE+EL OF SATISFACTION OF WELFARE FACILITIES
A$e $"0-
<in /e)"'=
Le7e( f S)ti'f)%tin f
We(f)"e F)%i(itie'
Tt)(
L! Me&i04 Hi$*
:elow #( 1" ## >( 0$
#(.#" 11 !1 11 "!
Above #" 11 1" # "(
Tt)( !$ >1 0" #((

!
CHI > S9UARE ANALYSIS
)alculated
#
value J #>.!0!
+egree of freedom J
Table value J 0.11
2ignificant result J 2ignificant at "E level
Cn%(0'in
It is found from the above analysis that calculated chi.s/uare value
greater than the table value at degree of freedom. 2o, 7ull Aypothesis BA
(
C
re5ected. Aence, we conclude that, there is close significant relation between age
and level of satisfaction of welfare facilities.
!"
GENDER AND LE+EL OF SATISFACTION OF WELFARE FACILITIES
N0(( */-t*e'i';
There is no significant relation between gender and level of
satisfaction of welfare facilities.
A(te"n)te */-t*e'i';
!
There is close significant relation between gender and level of
satisfaction of welfare facilities.
TABLE ,.2.2
GENDER AND LE+EL OF SATISFACTION OF WELFARE FACILITIES
Gen&e"
Le7e( f S)ti'f)%tin f
We(f)"e F)%i(itie' Tt)(
L! Me&i04 Hi$*
=ale #" "$ >! 1,.
3emale 1# 11 !# ..
Tt)( 35 1? @. 266

!>
CHI > S9UARE ANALYSIS
)alculated
#
value J >.>$
+egree of freedom J #
Table value J ".001
2ignificant result J 2ignificant at "E level
Cn%(0'in
It is found from the above analysis that calculated chi.s/uare value
greater than the table value at # degree of freedom. 2o, 7ull Aypothesis BA
(
C
re5ected. Aence, we conclude that, there is close significant relation between
gender and level of satisfaction of welfare facilities.
!$
EDUCATIONAL 9UALIFICATION AND LE+EL OF SATISFACTION OF
WELFARE FACILITIES
N0(( */-t*e'i';
There is no significant relation between educational /ualification and
level of satisfaction of welfare facilities.
A(te"n)te */-t*e'i';
There is close significant relation between educational /ualification
and level of satisfaction of welfare facilities.
TABLE ,.2.3
EDUCATIONAL 9UALIFICATION AND LE+EL OF SATISFACTION
OF WELFARE FACILITIES
E&0%)tin)(
A0)(ifi%)tin
Le7e( f S)ti'f)%tin f
We(f)"e F)%i(itie'
Tt)(
L! Me&i04 Hi$*
6pto "
th
2td. 1( ( > 0>
>
th
.1#
th
std. 1! 1# 1 !0
)ollege level 1 1> !" >"
Tt)( !$ >1 0" #((

!1
CHI > S9UARE ANALYSIS
)alculated
#
value J 1!.$>
+egree of freedom J
Table value J 0.11
2ignificant result J 2ignificant at "E level
Cn%(0'in
It is found from the above analysis that calculated chi.s/uare value
greater than the table value at degree of freedom. 2o, 7ull Aypothesis BA
(
C
re5ected. Aence, we conclude that, there is close significant relation between
educational /ualification and level of satisfaction of welfare facilities.
!0
E:PERIENCE AND LE+EL OF SATISFACTION OF WELFARE
FACILITIES
N0(( */-t*e'i';
There is no significant relation between experience and level of
satisfaction of welfare facilities.
A(te"n)te */-t*e'i';
There is close significant relation between experience and level of
satisfaction of welfare facilities.
TABLE ,.2.,
E:PERIENCE AND LE+EL OF SATISFACTION
OF WELFARE FACILITIES
E8-e"ien%e
Le7e( f S)ti'f)%tin f
We(f)"e F)%i(itie'
Tt)(
L! Me&i04 Hi$*
:elow 1 years 1$ 1" # ">
1 H ! years 1( #( ## "#
Above ! years 1( !! 0 0#
Tt)( !$ >1 0" #((

(
CHI > S9UARE ANALYSIS
)alculated
#
value J 0.>1"
+egree of freedom J
Table value J 0.11
2ignificant result J 2ignificant at "E level
Cn%(0'in
It is found from the above analysis that calculated chi.s/uare value
greater than the table value at degree of freedom. 2o, 7ull Aypothesis BA
(
C
re5ected. Aence, we conclude that, there is close significant relation between
experience and level of satisfaction of welfare facilities.
1
MARITAL STATUS AND LE+EL OF SATISFACTION OF WELFARE
FACILITIES
N0(( */-t*e'i' ;
There is no significant relation between marital status and level of
satisfaction of welfare facilities.
A(te"n)te */-t*e'i';
There is close significant relation between marital status and level of
satisfaction of welfare facilities.
TABLE ,.2..
MARITAL STATUS AND LE+EL OF SATISFACTION
OF WELFARE FACILTIES
M)"it)( St)t0'
Le7e( f S)ti'f)%tin f
We(f)"e F)%i(itie'
Tt)(
L! Me&i04 Hi$*
=arried #" > !" 1(>
2ingle 1# ## >( 0
Tt)( !$ >1 0" #((

#
CHI > S9UARE ANALYSIS
)alculated
#
value J 11.0>"
+egree of freedom J #
Table value J ".001
2ignificant result J 2ignificant at "E level
Cn%(0'in
It is found from the above analysis that calculated chi.s/uare value
greater than the table value at # degree of freedom. 2o, 7ull Aypothesis BA
(
C
re5ected. Aence, we conclude that, there is close significant relation between
marital status and level of satisfaction of welfare facilities.
!
MONTHLY INCOME AND LE+EL OF SATISFACTION OF WELFARE
FACILITIES
N0(( */-t*e'i';
There is no significant relation between monthly income and level of
satisfaction of welfare facilities.
A(te"n)te */-t*e'i';
There is close significant relation between monthly income and level
of satisfaction of welfare facilities.
TABLE ,.2.1
MONTHLY INCOME AND LE+EL OF SATISFACTION
OF WELFARE FACILITIES
Mnt*(/ In%4e
Le7e( f S)ti'f)%tin f
We(f)"e F)%i(itie'
Tt)(
L! Me&i04 Hi$*
6pto 's. 1((( 1! 10 ! >>
's.1(((.'s.1"(( 1! 1( #> 0
Above 's. 1"(( 11 !0 !" 1"
Tt)( !$ >1 0" #((

CHI > S9UARE ANALYSIS

)alculated
#
value J 11.1"$
+egree of freedom J
Table value J 0.11
2ignificant result J 2ignificant at "E level
Cn%(0'in
It is found from the above analysis that calculated chi.s/uare value
greater than the table value at degree of freedom. 2o, 7ull Aypothesis BA
(
C
re5ected. Aence, we conclude that, there is close significant relation between
monthly income and level of satisfaction of welfare facilities.
"
NUMBER OF DEPENDANTS AND LE+EL OF SATISFACTION OF
WELFARE FACILITIES
N0(( */-t*e'i';
There is no significant relation between number of dependants and
level of satisfaction of welfare facilities.
A(te"n)te */-t*e'i';
There is close significant relation between number of dependants and
level of satisfaction of welfare facilities.
TABLE ,.2.5
NUMBER OF DEPENDANTS AND LE+EL OF SATISFACTION
OF WELFARE FACILTIES
N042e" f
De-en&)nt'
Le7e( f S)ti'f)%tin f
We(f)"e F)%i(itie'
Tt)(
L! Me&i04 Hi$*
6pto ! members 1# 1> 11 >
members 1( 1! 11 !
Above members 1" !0 >> 1#(
Tt)( !$ >1 0" #((

>
CHI > S9UARE ANALYSIS
)alculated
#
value J 0.0>!
+egree of freedom J
Table value J 0.11
2ignificant result J 2ignificant at "E level
Cn%(0'in
It is found from the above analysis that calculated chi.s/uare value
greater than the table value at degree of freedom. 2o, 7ull Aypothesis BA
(
C
re5ected. Aence, we conclude that, there is close significant relation between
number of dependants and level of satisfaction of welfare facilities.
$
CHAPTER .
FINDINGS
The following are the findings that could enlighten the )ibi
International workers level and /uantity and /uality of the workers
..1 FINDINGS
=ost B1."EC of the respondents were belongs to the age level of
below #( years
=aximum B$#."EC of the respondents were belongs to male
category.
=a5ority B1.(EC of the respondents were /ualified upto "
th
std.
level.
=ost B!$.(EC of the respondents were working in 2titching section.
=aximum B>.(EC of the respondents have experienced above !
years.
=ost B"!.(EC of the respondents were married.
=aximum B#."EC of the respondents were getting monthly salary
in the range of above 's.1"((.
=a5ority B>(.(EC of the respondents were having their family si&e of
above members.
1
CHI>S9UARE FINDINGS
There is close significant relation between age and level of
satisfaction of welfare measures.
There is close significant relation between gender and level of
satisfaction of welfare measures.
There is close significant relation between educational /ualification
and level of satisfaction of welfare measures.
There is close significant relation between experience and level of
satisfaction of welfare measures.
There is close significant relation between marital status and level
of satisfaction of welfare measures.
There is close significant relation between monthly income and
level of satisfaction of welfare measures.
There is close significant relation between number of dependants
and level of satisfaction of welfare measures.
The overall level of satisfaction of the employees with respect to welfare
facilities has a strong association with the demographic factors.
0
CHAPTER 1
SUGGESTIONS AND CONCLUSION


1. 'egarding canteen facilities, free tea can be provided for the third shift
workers. <uality of the food items can be improved and the varieties can
be increased furtherK proper hygiene can be maintained by providing
boiled utensils to the employees every time.
#. ?atrines and urinal facilities can be improved by maintaining cleanliness
and a fre/uent inspection will be helpful to maintain the cleanliness all
over the organi&ation.
!. ;ater purifiers can be provided for each and every department, so that
the satisfactory level can be increased further
. 6niforms and shoes can be provided for the workers.
". =asks can be given to help in prevention of inhalation of dust particles.
>. 'egarding housing facilities, number of /uarters can be increased for the
benefit of the workers.
$. 'ecreational facilities and clubs can be encouraged for the relaxation of
the workers.
1. Transportation facilities can be given for the employees by providing bus
facilities for the employees coming from nearly villages.
0. Education facilities for the children like education allowances can be
provided.
"(
CONCLUSION
The study reveals that ma5ority of the employees are satisfied with the
working conditions and welfare facilities. Employee%s satisfactory level can be
enhanced by improving the facilities regarding dust and fumes control, latrines
and urinal facility, cleanliness of the canteen and the /uality of food in the
canteen.
A separate labour welfare committee can improve welfare facilities
through regular inspection. This committee can also hear to the needs of the
employees for the further improvements of the welfare facilities.
"1

"#