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Chapter I

INTRODUCTION

CHAPTER I
1.1 INTRODUCTION Labour welfare measures are an effort towards relieving the industrial worker of his worries and making him happy. It is generally agreed that labour is an underprivileged section of our society. Anything done towards the well being of labour force comes under the purview of labour welfare. As a matter of fact the whole filed of welfare is one in which much can be done to combat the sense of frustration of the industrial worker, to bring about maximum satisfaction, to relieve him of personal and family worries, to afford him a means of sphere in which he can excel all others to help him to wider conception of life. On fulfillment of the basic needs of labour, considered as human being, the labour welfare gives satisfaction to the workers to the extent that even good pay packets cannot do to them. Changes in management thinking have also recognized the importance of their role in providing the extra amenities, where the employers are primarily concerned with the viability of the enterprise, labour welfare, even considered to be helpful to the efficiency of production. Each employer thus gives varying degrees of attention to labour welfare on consideration of priorities before him. The government being the other party in this feels necessarily introduces labour legislation from time to time in order to bring uniformity in the basic amenities available to industrial workers. 1.2 DEFINITIONS 1. The oxford Dictionary defines Labour Welfare as efforts to make life worth living for workmen.

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Chambers dictionary defines welfare as a state of faring or doing well; freedom from

calamity, enjoyment of health, prosperity, etc. 3. ILO Asian Regional Conference, it has been stated that workers welfare may be

understood to mean such services, facilities and amenities, which may be established outside or in the vicinity of undertakings, to enable the persons employed therein to perform their work in healthy and congenial surroundings and to provide them with amenities conducive to good health and high morale. 4. The Labour Investigation Committee (1944 46) includes under labour welfare activities anything done for the intellectual, physical, moral and economic betterment of the workers, whether by employers, 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 be bargained. 5. The Report of the Committee on Labour Welfare (1969) includes under it such services, facilities and amenities as adequate canteens, rest and recreation facilities sanitary and medical facilities, arrangements for travel to from work and for the accommodation of workers employed at a distance from their homes, and such other services, amenities and facilities including social security measures as contribute to improve the conditions under which workers are employed. 6. According to N.M. Joshi, welfare work covers all the efforts which employers make for the benefit of their employees over and above the minimum standards of working conditions fixed by the Factories Act and over and above the provisions of the social legislations providing against accident, old age, unemployment and sickness. 7. According to HRM Labour welfare or Employee welfare is a comprehensive term including various services, benefits and facilities offered to employees by the employer. The basic purpose of labour welfare is to enrich the life of employees and keep them happy and contented. Better working conditions and welfare measures enhance the motivations and efficiency of employees. The main objective is to make the worker happy, healthy, committed and loyal. 3

1.3 CONCEPT Labour welfare may be viewed as a total concept, as a social concept and as a relative concept. The total concept is desirable state of existence involving the physical, mental, moral and emotional well-being. These four elements together constitute structure of welfare, on which its totality is based. The social concept of welfare implies the welfare of man, his family and his community. All these three aspects are inter-related and work together in a three-dimensional approach. The relative concept of welfare implies that welfare is relative in time and place. The concept of welfare is dynamic and flexible and hence its meaning differs from time to time, region to region, industry to industry, and country to country, depending upon the value system, level of education, social customs, degree of industrialization and general standard of soico economic development of the people. The purpose of providing welfare amenities is to bring about the development of the whole personality of the worker his social, psychological, economic, moral and cultural and intellectual development to make him a good worker. A good citizen and a good member of the family which serve to promote the development of the organization. 1.4 APPROACHES TO LABOUR WELFARE The various approaches to labour welfare reflect the attitudes and beliefs of the agencies which are engaged in welfare activities. More over, the different approaches to labour welfare reflect the evolution of the concept of welfare. In fact, welfare facilities are not restricted to workers alone. They have now been extended to the society in general. The approaches and their brief descriptions are: A. The Policy Theory This theory assumes that man is selfish by nature. Therefore, an employer will leave no stone unturned to exploit the labour if he is not forced to introduce some welfare measures. This theory 4

thus leads to enactments of various labour welfare laws, periodical supervision to ascertain that the laws are implemented and punishment to the employers who do not obey the laws. In this theory the main emphasis is on the fear and not on the spirit of labour welfare which perhaps is the most important factor. B. The Religious Theory

Here the employer is concerned primarily with his own welfare because he introduces labour welfare measures either as an investment for attainment of good in his life or as atonement for his sins. C. The Philanthropic Theory According to this theory mans love for mankind is the guiding factor of labour welfare. D. The Trusteeship Theory This theory has a paternalistic approach. Here employer has a moral responsibility to look after the interests of their wards who are the workers. Therefore, labour welfare measures are the outcome of moral responsibility. E. The Placating Theory It is believed that the labour groups are becoming more and more demanding and aware of their rights. Therefore, their demands cannot be ignored. It is advisable to implement labour welfare measures in time. In those programs which are based on this theory, sincerity may be lacking. F. The Public Reactions Theory As per this theory, labour welfare programs work as a sort of advertisement and help the industrialist to build up good and healthy public relations.

G. The Functional Theory 5

Here labour welfare is introduced to secure, preserve and develop the efficiency and productivity of labour. This theory is a reflection of contemporary support for labour welfare. H. Social Theory The social theory implies that a factory is morally bound to improve the conditions of the society in addition to improving the condition of its employees. So, labour welfare is gradually becoming social welfare. 1.5 AIMS OF LABOUR WELFARE To provide assistance in solving personal and family problems of employees. To offer openings for self expressions and advancement. To provide opportunities for development of individual talents. To offer facilities for health improvement. To create conditions where employee are enabled to develop a broader vision of life and matters. 1.6 SCOPE OF LABOUR WELFARE

Welfare is statutory and non-statutory kinds. Welfare ensures a minimum of facilities and reasonably good working conditions as per the legal requirements, where as the non-statutory welfare measures involve the voluntary efforts of the employer to provide certain welfare facilities, which are also called as fringe benefits. Labour welfare has become essential because of the very nature of the industrial system. 1.7 OBJECTIVES OF WELFARE MEASURES 1. To combat trade unionism and social ideas. 2. To build up stable labour force, to reduce labour turnover and absenteeism. 3. To develop efficiency and productivity among workers. 4. To save oneself from heavy takes on surplus profits, 6

5. To earn goodwill and enhance public image. 6. To reduce the threat of further government intervention. 7. To make recruitment more effective because these benefit add to job appeal. 1.8 KINDS OF WELFARE MEASURES Educational and medical benefits Transport housing Rest and recreation Co-operative societies Day nurseries and crches Paid holidays and sick leave Social insurance schemes Provident fund and gratuity schemes Pension Legal and financial advice Club membership and magazine subscription Sponsorship of sports Scholarships

1.9 IMPORTANCE OF LABOUR WELFARE Employee welfare and benefit programs are important because they: a) b) c) d) e) f) Make the employee a group of citizens able to carry on the productive process. Contribute to the maintenance of employee morale and loyalty. Maintain an employees favorable attitude towards his work and work environment. Reduce labour turnover and absenteeism, and Promote good public relations. Balanced development of the employees. Immunity from evils of the industrialization.

1.10 PRINCIPLE: 7

Following are generally considered as the principle to be followed in setting up a labour welfare service. The Service should satisfy real needs of the worker. The service should be such as can be handled by cafeteria approach. Due to the differences in sex, age, martial status, number of children, type of job and the income level of the employees. The employer should not assume a benevolent posture. The cost of the source should be calculable and its financing established on sound basis. There should be periodical assessment or evaluation of the service and necessary timely improvement on the basis of the feed back. 1.11 WELFARE PROGRAMMES IN THE INDUSTRY The objectives of having welfare programmes in industry could be multiple. 1. 2. 3. Outlook for improving the workers. Philosophy of humanitarianism termed as social responsibility fro within. A sense of feeling of concern by providing some extra amenities besides their basic pay

packet. The humanitarian approach amongst the above objectives sounds more practical. IT attention in achieving the organizations task, thus, enhancing the efficiency and output. Such packages spread over through their (workers) entire career with the organization help to retain the better workers and simultaneously enhance their morale. The organization is also entitled to certain tax concessions on the expenses being spent on employed welfare. 1.12 INTRAMURAL AND EXTRAMURAL WELFARE FOR INDUSTRIAL LABOUR The study team appointed by the Government of India in 1959 divided the scope of the entire area into two parts as under: 1. Welfare within the precincts of an establishment Intramural. 2. Welfare outside the establishment Extramural. 8

International Labour Organization or ILO has used the following categorization:

Intramural Drinking Water Toilets Crche Washing Facilities Occupational Safety Uniforms and Protective Clothings Shift Allowance Canteen

Extramural Social Insurance (Gratuity, pension, P.F., etc) Health and Medical Facilities Leave Travel Facilities
Benevolent Fund Maternity Benefit

Educational Facilities Housing Facilities


Recreation Facilities

Workers Cooperatives Vocational Training Transport to and form place of work.

The facilities and benefits can further be classified according to the manner it is provided. Some are provided through statutes, some are provided by voluntarily by the management whereas other are provided through bipartite settlements between management and the trade unions. The classification may be made as under on the basis of above. Statutory Voluntary Mutual

A. Intramural - Welfare Facilities within the precincts of an establishment The responsibility to provide facilities within the precincts of the establishment lies on the employer, Intramural welfare facilities may fall under all the above classifications i.e. statutory, voluntary and mutual. The I.L.O. in its conventions and recommendations has laid down 9

standards for health services including safety in industry and occupational safety. The same had effective influence on legislation in India. On Statutory front series of legislations on labour welfare have been enacted to provide various welfare benefits within the establishment for the workers. The facilities provided within the precincts of the establishment form part of working conditions. The policy of the Government also encourages this view. The statutory basis is provided by Factories Act. The broad areas of coverage under the Factories Act, 1948 are health, welfare, safety, working hours, annual leave with wages and employment of women and children. B. Extramural Welfare Facilities outside the establishment Here also welfare amenities extended outside the establishment may be subdivided into statutory, voluntary and mutual. I.L.O. has made several valuable suggestions in respect of welfare facilities outside the establishment which have been mostly accepted by the government. In this sphere there are examples where progressive employers have done certain commendable activities for the welfare of labour especially in the areas of Recreational facilities, housing etc. Here also statutory measures have been taken by the Government with introduction of enactments like Employees Provident Fund and Miscellaneous Provisions Act, 1952, Payment of Gratuity Act, 1972 etc. 1.13 TYPES OF WELFARE ACTIVITIES: The meaning of labour welfare may be made clearer by listing the activities and facilities which are referred to as welfare measures. A comprehensive list of welfare activities is given by Moorthy in his monumental work on labour welfare. He divides welfare measures into two broad groups, namely. 1. Welfare measures inside the work place; and 2. Welfare measures outside the work place.

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I. Welfare Measures in Work Place (i) Conditions of the Work Environment: a. b. c. d. e. f. Neighbourhood safety and cleanliness; attention to approaches. Housekeeping; up keeping of premises compound wall, lawns, gardens, and so forth, Workshop (room) sanitation and cleanliness; temperature, humidity, ventilation, lighting, Control of effluents. Convenience and comfort during work, that is, operatives posture, seating arrangements. Distribution of work hours and provision for rest hours, mental times and breaks.

egress and ingress, passages and doors; white-washing of walls and floor maintenance. elimination of dust, smoke, fumes, gases.

g. Workmens safety measures, that is, maintenance of machines and tools, fencing of machines, providing guards, helmets, aprons, goggles, and first aid equipment. h. i. Supply of necessary beverages, and pills and tablets, that is, salt tablets, milk, and soda. Notice boards: Posters, pictures, slogans; information or communication.

(ii) Conveniences: a. c. Urinals and lavatories, wash basins, bathrooms, provision for spittoons; waste disposal. Canteen services; full meal, mobile canteen. b. Provision of drinking water; water coolers. d. Management of workers cloak rooms, rest rooms, reading room and library. (iii) Workers Health Services: Factory health centre; dispensary, ambulance, emergency aid, medical examinations for workers; health education, health research; family planning services. (iv) Women and Child Welfare: Antenatal and postnatal care, maternity aid, crche and child care; general education; separate services for women workers, that is, lunch rooms, urinals, rest rooms, womens recreation (indoor); family planning services. (v) Workers Recreation: Indoor games, strenuous games to be avoided during intervals of work. 11

(vi) Employment Follow up: Progress of the operative in his/her work; his/her adjustment problems with regard to machines and workload, supervisors and colleagues, industrial counseling. (vii) Economic Services: Co-operatives, loans, financial grants; thrift and saving schemes; budget knowledge, unemployment insurance, health insurance, employment bureau, profitsharing and bonus schemes; transport services; provident fund, gratuity and pension; rewards and incentives; workmens compensation for injury; family assistance in times of need. (viii) Labour Management Participation: (a) Formation and working of various committees, that is, works committee, safety committee, canteen committee; consultation in welfare area, in production area, in the area of administration, in the area of public relations. (b) (c) (ix) Workmens arbitration council. Research bureau. Workers Education: Reading room, library, circulating library; visual education; literary

classes, adult education, social education; daily news review; factory news bulletin; co-operation with workers in education services. (II) (i) (ii) (iii) (iv) (v) (vi) (vii) (ix) Welfare Measures outside the Work Place Housing: bachelors quarters; family residences according to type and rooms. Water, sanitation, waste disposal. Roads, lighting, parks, recreation, playgrounds. Schools: nursery, primary, secondary and high school. Markets, co-operatives, consumer and credit societies. Bank. Transport. Health and medical services: dispensary, emergency ward, out-patient and in-patient care, 12

(viii) Communication: post, telegraph and telephone. family visiting, family planning.

(x)

Recreation: games; clubs; craft centers; cultural programmes, that is music clubs; interest

and hobby circles; festival celebrations; study circles; reading room and library; open air theatre; swimming pool; athletics, gymnasia. (xi) (xii) Watch and ward; security. Community leadership development: council of elders; committee of representatives;

administration of community services and problems; child, youth and womens clubs. (xiii) Welfare Facilities by the Government: The Government of India has enacted several laws from time to time. These laws are the Factories Act, 1948; the Mines Act, 1952; the Plantation Labour Act, 1951; the Bide and Cigar workers (Conditions of Employment) Act, 1966; and the Contract Labour (Regulation and Abolition) Act, 1970, Another significant step taken by the central government has been to constitute welfare funds for the benefit of the employees. 1.14 STATUTORY AND NON- STATUTORY: Welfare activities may be classified into (i) statutory and (ii) non-statutory I. Statutory Provisions These are mandated by the Factories Act, 1948; The mines Act, 1952; The plantation Labour Act, 1951, and some other Acts, (Read Exhibit 19.1 for detailed statutory Welfare measures). Of all these, the Factories Act is more significant and hence is covered in details here. A. THE FACTORIES ACT, 1948 The Welfare amenities provided under the Act are given below: a. c. Washing facilities. (S.42) Sitting facilities for occasional rest for workers who are obliged to work standing (S.44) b. Facilities for storing and dry clothing (S.43) d. First-aid boxes or cupboard-one for very 150 workers and ambulance facilities, if there are more than 500 workers (S.45) e. f. Canteens if employing more than 250 workers (s.46) Shelters, rest rooms and lunch rooms, if employing over 150 workers (S.47) 13

g. h.

Crche, if employing more than 30 women (S.48) Welfare officer, if employing 500 or more workers (S.49) given below:

Labour Welfare Officer: Schedule 49 of the Act provides that in every factory wherein 500 or more workers are ordinarily employed, the employer shall appoint at least one welfare officer. The Officer is expected to act as an advisor, counselor, mediator and liaisoning officer between the management and the labour. Specifically, his/her duties include the following: 1. Supervision of (i) safety, health and welfare programmes like housing, recreation, and sanitation services, (ii) working of joint committees; (iii) grant of leave with wages, and (iv) redressal of workers grievances. 2. 3. Counseling workers in (i) personal and family problems; (ii) adjustment to their work Advising management in matters of (i) formulating welfare policies; (ii) apprenticeship environment and (iii) understanding their rights and privileges. training programmes; (iii) complying with statutory obligations to workers; (iv) developing fringe benefits; and (v) workers education. 4. Liaisoning with workers so that the may (i) appreciate the need for harmonious industrial relations in the plant; (ii) resolve disputes, if any; (iii) understand the limitations under which they operate; and (iv) interpret company policies correctly. 5. Liaisoning with the management so as to appraise the later about workers viewpoints on organizational matters. B. THE MINES ACT, 1952 AND THE MINES RULES The main obligations of the mine owners regarding health and welfare of their workers are as follows: a. Maintenance of crches where 50 women workers are employed b. Provision of shelters for taking food and rest if 150 or more persons are employed c. d. e. Provision of a canteen in mines employing 250 or more workers Maintenance of first-aid boxes and first-aid rooms in mines employing more than 150 Provision in coal mines of (i) pit head baths equipped with shower baths; (ii) sanitary 14

workers. latrines and (iii) lockers, separately for men and women workers

f.

Appointment of a Welfare Officer in mines employing more than 500 or more persons to

look after the matters relating to the welfare of the workers. C. THE PLANTATIONS LABOUR ACT, 1951 The following welfare measures are to be provided to the plantations workers: a. b. c. d. e. Canteens in plantations employing 150 or more workers (S.11) Crches in plantations employing 50 or more women workers (S.12) Recreational facilities for the workers and their children. (S.13) Educational facilities in the estate for the children of workers, where there are 25 workers Housing facilities for every workers and his her family residing in the plantation The

children between the age of 6 and 12 (S.14) standard and specification of the accommodation, procedure for allotment and rent chargeable from workers, are to be prescribed in the rules by the state government (S. 15 and 16) f. The state government may make rules requiring every plantation employer to provide the workers with such number and type of umbrellas, blankets, raincoats or other like amenities for the protection of workers from rain or cold as may be prescribed. g. Appointment of a welfare officer in plantations employing 300 or more workers (S.18) The exact standards of these facilities have been prescribed under the Rules framed buy the state government. D. THE CONTRACT LABOUR (REGULATION AND ABOLITION) ACT, 1970 The following welfare and health measure are to provided to the contract workers by the contractor: i. ii. A canteen in every establishment employing 100 or more workers (S.16) Rest rooms or other suitable alternative accommodation where the contract labour is

requires halting at night in connection with the work of an establishment (S.17) iii. Provision for a sufficient supply of wholesome drinking water, sufficient number of latrines and urinals of prescribed types and washing facilities (S.18) iv. Provision for first-aid boxes equipped with the prescribed contents (S.19) The Act imposes liability on the principal employer to provide the above amenities to the contract labour employed in his other establishment, if the contractor fails to do so. 15

E. THE MERCHANT SHIPPING ACT, 1958 Provisions in the Act relating to health and welfare cover: i. ii. Crew accommodation Supply of sufficient drinking waters

iii. Supply of medicines, medical stores, and provision of surgical and medical advice iv. Supply medicines, medical stores, and provision of surgical and medical advice. v. Maintenance of proper weights and measures on board, and grant of relief to distressed seamen aboard a ship. vi. Every foreign-going ship carrying more than the prescribed number of persons, including the crew, is required to have on board, as part of her complement, a qualified medical officer vii. Appointment of a Seamans Welfare Officer at such ports in or outside India as the government may consider necessary. viii. Establishment of hostels, clubs, canteens, and libraries ix. Provision of medical treatment and hospital x. Provision of educational facilities The governments have been authorized to frame rules, inter alia for the levy of fees payable by owners of ships at prescribed rates for the purpose of providing amenities to seamen and for taking other measures for their welfare. F. DOCK WORKERS (SAFETY, HEALTH AND WELFARE) SCHEME, 1961 A comprehensive Dock Workers (safety, Health and Welfare) Scheme, 1961, has been framed for all major ports and is administered by the Chief Advisor, Factories (Factory Advice Service and Labour Institutes.) It is framed under the Dock Workers (Regulation of Employment) Act, 1948, Amenities provided in the port premises include provision of (i) Urinals and latrines; (ii) drinking water; (iii) washing facilities; (iv) bathing facilities; (v) canteens; (vi) rest shelters; (vii) first-aid arrangements.

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Other Welfare measures provided are (i) housing; (ii) educational facilities (iv) grant of scholarships; (v) libraries; (vi) sports and recreation; (vii) fair price shops; and (viii) co-operative societies. II. Non-statutory Benefits: Non-statutory benefits, also called voluntary benefits, include loans for house building, education of children, leave travel concession, fair price shops, loans for purchasing personal conveyance and a host of other facilities. 1.15 GENERAL GUIDELINES FOR SETTING UP LABOUR WELFARE

PROGRAMMES IN AN INDUSTRIAL ESTABLISHMENT 1. Logical Approach The employer should assume certain reasonable approach towards framing any welfare programme either within or outside the establishment. But the paternalistic and benevolent approach of the entrepreneurs has fallen in disrepute because of the employees desire to gain maturity and adulthood. 2. Workers Needs Any programme of this kind should be framed after ascertaining the real needs of the workers. Studies may be undertaken to identify the exact needs of the service required by the employees. 3. Cafeteria Approach The programme should be such as can be handled best by a group approach. For example, life insurance purchased as a group can be obtained at a significantly lower price than the same insurance purchased by an individual. But it is argued that depending upon the differences in sex, age, marital status, and number of children, type of job and the income level of employees there are large difference in their choice of a particular benefit. As a result it is suggested that a package of total value of benefits should be determined and the selection of the mix of benefits should be left to the choice of each individual employee.

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4. Cost and Financing The cost of the programme should be thoroughly computed so that the programme can be implemented within the limits of available finance. It is imperative, before conceding any extra benefit over the negotiation table, to undertake the estimation of the cost as far as practicable and proper provisions for financing i.e., administration etc., are to be formulated in proper manner. 5. Active Participation It shall be the endeavor of the management to ensure active cooperation and participation from all quarters i.e., workers in formulating and implementing any such welfare programme. 6. Evaluation A continuous evaluation at an interval is necessary. Feedback should be collected on the operation of the programme and improvements are necessary to become the programme more effective. 1.16 INDIAN BACKGROUND In India we may have a brief reference to different periods of time in regard to labour welfare. A. Pre Independence Period During this period the welfare activities were chiefly influenced by introduction of different enactments and formation of commissions. The formation of International Labour Organization or I.L.O in the year 1919 has beeped a major step in the history of labour welfare regime. In India the Royal Commission on Labour popularly known as Whitley Commission (1929) appointed under the Chairmanship of J.H. Whitley in British India, had made remarkable recommendations for enactment on minimum wages improvement in working conditions etc., most of which were later accepted by the government.

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Labour Investigation Committee or Rege Committee The Second World War provoked the government to initiate and promote various welfare activities among the working class. The Labour Investigation Committee (popularly known as Rege Committee), appointed in 1944, first time in India, emphasized the importance of welfare measures for workers in improving their social and economic life. B. Post Independence Period In the Post independence period the major landmark is the governments step in making the special reference to the working conditions of the working class in the Directive Principle of the State Policy under the Constitution of India. 1.17 PLANNING COMMISSIONS APPROACH TO LABOUR WELFARE: A. The First Five Year Plan (1951 1956) The planning commission was set up later in March 1950 and the planning commissions first consideration is related to the well being of the working class. Labour policy was first formulated by the commission in 1951. The first five year plan concentrated on five aspect of labour policy: 1. Industrial relations, 2. Wages, 3. Working conditions, 4. Employment and training and 5. Productivity. The plan emphasizes that administrative measures are t be developed for the implementation of such pieces of legislations as the factories Act. 1948, the Mines act 1952, etc. which regulated conditions of work. The first five year plan, in recognizing the Factories Act, 1948 was a comprehensive measure emphasized its effective implementation. B. The Second Five Year Plan (1956-19612) The policy charted out in the First Plan continued to be followed during the second plan,. The coded of efficiency and welfare drawn up by a committee were included in the Industrial Trade Resolution 1962. During this plan the commission recommended for extension of social security 19

measures like the EPF scheme. The EPF scheme was implemented on a statutory basis. The enhancement of the rate of contribution form 61/2 to 8.33% and extending the provision of medical benefits to workers families under the ESIS scheme was suggested. C. The Third Five Year Plan (1961-1966) The third plan reiterated the proposition made in the earlier plan that legislation enacted for the protection, safety and welfare was adequate and better enforcement was needed. During this commission aimed at a total coverage of ESI scheme to 30 lakh population. A Scheme was also propose to add 600 hospital beds by additional hospitals. The Coverage of the EPF scheme was also to be extended. The EPF scheme which covered 58 specified industries/ Establishments was to be extended. The employment level for coverage was to be lowered form 150 to 200 persons. As recommended by the plan, welfare funds were constituted for welfare measures for coal and mica mining workers. D. The Fourth Five Year Plan (1969-1974) In the matter of industrial during the fourth five year plan period continued emphasis was laid on measures recommended in the earlier plan. As a result many acts were enacted. E.g. the payment of bonus act 1965, the shops and commercial establishment act and labour welfare fund act in the states. The draft fourth five year plan provides for the expansion of ESI activities to provide hospitalization to families of all insured workers to cover shops & Commercial establishments in selected centers as also non power factories employing ten or more persons. In the fourth plan, the industrial safety, health and hygiene divisions of the central, regional institutes were proposed to be strengthened. E. The Fifth Five Year Plan (1974-1979) The Fifth five year plan document had a chapter on employment, manpower and labour welfare. It was suggested that threw was a need to improve labour welfare amenities already existing by integrating them in to more comprehensive social security package and expand the coverage of the employee state insurance scheme and the family pension scheme. The plan allocation was Rs.57 crores for craftsman training, employment service and labour welfare programs. The fifth five year plan found that stray progress is being achieved social security measures. 20

F. The Sixth Five Year Plan (1980-1985) The expansion of two major social security measures was suggested: first the employees provident fund scheme should be extended to employees in smaller establishments and those in rural areas. The second was the need to extend the employees state insurance scheme to newer areas. In both schemes, the coverage of employee was some what limited and these two important benefits could help ease the privations of many wage earners. The state government urged to undertake welfare programmes for the benefit of workers and artisans in the rural sector particularly for those engaged in agriculture fishing, weaving and leather processing. G. The Seventh Five Year Plan In the seventh plan, welfare of unorganized urban labour, child labour and women labour have been highlighted. For this purpose RS. 333.72 crores have been provided in the plan. 1.18 NEED FOR THE STUDY: This study on the subject welfare measures provided for Paramedical employees in a corporate hospital with reference to Apollo hospital, Chennai aims together on insight into the nature of existing welfare measures in the organization. The hospital being a professionally managed organization is well known for its repute in India and also in Asia. The hospital has a very good name among the big hospital for its achievements and effective functioning in medical field. The topic of study analysis of the subject will give a picture about how this successful organization handles this delicate and vital human resources/ motivational function for their employees. The study concentrates in identifying the areas that may enhance the betterment of job by way of having the welfare measures in the organization. The findings could serve as guidance to management for possible action as may be necessary.

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1.19 ORGANIZATION OF THESIS: The report of investigation has been presented in 6 chapters. Chapter I outlines the introduction, definitions, concept, approaches, aims, scope, objectives, kinds, importance, principle of labour welfare measures, intramural and extramural welfare measures, statutory and non-statutory welfare measures, labour welfare in India, and need for the study. Chapter I also includes the profile of Apollo Hospital. Chapter II provides the review or related studies carried out in various parts of the World and summary of review. Also theoretical concept about labour welfare is explained. Chapter III delineates the statement of objective, formulation of hypotheses and the operational definitions related to the investigation. Chapter IV presents the methods of the investigation as objectives, research design, sampling design, tools used, direction given, administration of tool, scoring method and statistical analysis proposed. Chapter V presents the results and discussion. Chapter VI outlines the summary of findings, conclusion, and limitation of the study, recommendations and suggestions for further studies in this area.

1.20 HOSPITAL PROFILE


Driven by the vision of its Chairman, Dr. Prathap C Reddy, Apollo Hospitals has transformed the landscape of healthcare in India. The group owns and manages 41 hospitals in and around India, becoming the largest healthcare provider in Asia.

Over the years, Apollo Hospitals has also founded various group companies to empower its flagship company, Apollo Hospitals Enterprise Limited, to create a healthcare powerhouse that has a leadership position in every sphere of healthcare. 22

With nursing and hospital management colleges, pharmacies, diagnostic clinics, medical transcription services, third-party administration and telemedicine, Apollo's leadership extends to all aspects of the healthcare spectrum. Apollo Hospitals, Chennai was the first hospital to be established by the Apollo Group in 1983. Today it is one of the most respected hospitals in the world, specializing in cutting-edge medical procedures. It has over 60 departments spearheaded by award-winning doctors who are skillfully supported by dedicated patient-care personnel. The hospital has pioneered many revolutionary procedures and technologies in India such as:

Total Knee Replacement Birmingham Hip Resurfacing Procedure Liver, multi-organ and cord blood transplants Coronary Angioplasty Stereotactic Radiotherapy and Radio surgery

Apollo Hospitals, Chennai is the first Indian hospital to be awarded the 1S0 9002 and ISO 14001 Certifications. It is also the first hospital in South India to get accreditation from the Joint Commission International USA. The Government of India has recognized the Apollo Group of Hospitals as a 'Centre of Excellence'. This prestigious award has been conferred upon Apollo for its dedication to providing healthcare of uncompromising quality driven by exceptional medical professionals and superior technology. Highlights

Established as the first corporate hospital in Chennai (Madras) in 1983 Declared as a 'Centre of Excellence' by the Government of India Rated as the "Best Private Sector Hospital in India" by The Week magazine 27,000 heart surgeries with a success rate of 99.6%, on par with global standards A 70% success rate in Bone Marrow Transplant 23

First hospital in India to perform Total Knee Replacement and the Illizarov Procedure First Indian hospital to introduce newer techniques in coronary angioplasty, stereotactic radiotherapy and radio-surgery (for CNS tumors) First to perform liver, multi-organ and cord blood transplants in India

Category of Rooms

General Ward: This is similar to a dormitory with 6 to 10 beds and a common

washroom. Every bed is provided with a cupboard, footstool, food trolley, a screen between each bed and a washroom.

Special General Ward: This is a room with three beds, a washroom and a attendant's

couch.

Double Sharing Room: This is an air-conditioned room with two beds separated by a

screen and has a common washroom. This has a television, telephone, and a couch.
Semi-Private

Room: Two air-Conditioned rooms inter-connected by a washroom. Each

room has a television, telephone and a couch.

Single Room: This is an individual air-Conditioned room with attached washroom

located on a specially designated floor. This room has a Television, telephone and a couch.

Deluxe Room: This is an individual air-conditioned room larger than a single room. It

comprises of a patient cot and an attendant cot, a television, telephone, refrigerator, cupboard and sofa.
Executive

Deluxe Room: This is a large air-conditioned room with television,

telephone, refrigerator, sofa set, mechanized patient's cot, wardrobe, a patient cot and an attendant cot, computer with internet connection, microwave oven and a dining table.
Suite

Room: A suite comprises of larger air-conditioned room and a space as waiting 24

area. It has a mechanized patient's cot and an attendant cot, one television, sofa sets, a telephone, refrigerator, wardrobe, computer with internet connection, microwave oven and a dining table.

Apollo Suite: Apollo suite comprises of three air-conditioned rooms, including dining room

and a waiting room. It has a mechanized patient's cot and an attendant cot, two televisions, sofa sets, two telephones, refrigerator, a dining table, computer with internet connection, wardrobe, micro wave oven and a massage chair. FACILITIES AT APOLLO HOSPITAL CHENNAI DIET The Dietitian plans the diet based on the therapeutic needs. GUEST DINING HALL The Guest dining hall is situated in the basement, where breakfast, lunch and dinner are available. Room service is also available. A 24 hours coffee shop is situated at the ground floor. HOUSE KEEPING Guest Laundry service is available between 9:30AM to 12.00Noon SECURITY Safe deposit lockers are available at the security office. In case of theft or loss, security may be notified immediately. Unclaimed items, found in the hospital premises, may also be handed over to security office at the ground floor. TRANSPORT Ambulance services are available for pick up and drop. Please contact ambulance department at the ground floor (Near Emergency). SPECIAL NURSE Special nurse services can be arranged through Nursing Department. Please contact your ward 25

nurse for assistance. PLACE OF WORSHIP There is a Hindu temple in the hospital premises, a Namaz room available on the third floor in the main block and a Prayer cell located on the fourth Floor, Sindoori Block. POSTAGE Postal facility is available at the Dispatch Section at the Basement. TELECOMMUNICATIONSERVICES A 24 hours STD/ ISD facility is available in the ground floor near the main reception area. Internet, fax and e-mail facilities are available at the IT department on the third floor. Pay phones are located on all the floors. For your convenience, hospital telephones are located at your bedside. Dial 9 for operator assistance/ STD/ ISD. TELEVISION Television sets is provided for three bedded rooms & General bed category on request (on payment). TRAVELDESK For any travel requirements contact the Travel Desk in the Main Lobby. GUESTRELATIONS For guidance on any aspect of the hospital, please contact this department located at the second floor. We would appreciate if you give your suggestions / feedback by filling up the feedback form. INTERNATIONAL PATIENT SERVICES This department, located on the fourth floor of the Main block, provides coordination and assistance to our international patients. INTERPRETATIONSERVICES Translators or Interpreters for various languages are available for your easy communication. 26

APOLLO CAF The Apollo Cafe is located on the ground floor of the main block. BANK&ATM The Indian Overseas Bank has an extension counter on the fourth floor of the main block. ATM counters of the HDFC bank and the Indian Overseas Bank are located near the Gate, Atrium wing respectively. ACCOMMODATION Guesthouses and Hotels are available near the hospital. The details & information about the type of accommodation may be obtained from the 'May I Help You' Counter, located in the Main Lobby. APOLLO HEALTH CHECK This is one of the most comprehensive health screening programmes in the country. The Apollo preventive health check offers you the convenience of all the tests under one roof and immediate treatment if called for. The Checks are conducted at the Ground Floor of Sindoori Block. There are various customizable as well as predetermined packages you can choose from, depending on your requirement

Apollo Master Health Check Apollo Executive Health Check Apollo Heart Check Apollo Whole Body Check Apollo Diabetic Check Apollo Well Woman Check Apollo Child Health Check

27

APOLLO DIABETES CENTRE It is located on the Fourth Floor of Sindoori Block. The Apollo Diabetes Centre was set up with the aim of providing comprehensive, evidence based management of diabetes and its complications for patients, under one roof. Patients can make full use of the facilities available at the Centre including consultation with the Diabetes specialist nurse who provides Diabetes Education and a Dietitian who instructs them on specialized dietary plans. They are also evaluated by an Ophthalmologist and at the Foot clinic, at the request of the referring Diabetologist. APOLLO WELLNESS CENTRE Located on the Fourth Floor of Sindoori Block, this a unique blend of conventional, alternate and complementary medical facilities, where the latest medical techniques are combined with ancient healing methods like Aromatherapy, Ayurveda, Pranic Healing, Nutrition therapy, Yoga & meditation. Gym, Fitness & Rehabilitation facilities for patients with cardiac, pulmonary &neurological disorders are also available. BREATHE EAZY CLINIC The Breathe Easy Clinic at the third floor of the Main Block offers an "Asthma Disease Management Program" which identifies the people who are at risk or with past history of asthma, and sets up a lifelong preventive and promotional healthcare program by using medical intervention and lifestyle management, thereby improving their Quality of Life. Location Apollo Hospitals No.21, GreamsLane, GreamsRoad Chennai-600006

28

Chapter II

REVIEW OF LITERATURE
29

CHAPTER II REVIEW OF LITERATURE


2.1 STUDIES OF WELFARES MEASURES IN DIFFERENT COUNTRIES Arunagiri (2011) studied on employees perception towards the welfare measures at TTK Health Care Ltd. The main objective is to study the existing welfare measures and to suggest suitable welfare measures for betterment of it. They had used the well structured questionnaire with 31 items in it and administered the sample of 50 people. Researchers used Percentile method. Exploratory Research with non-probability sampling method was used. The result of the study shows that majority of welfare measures are satisfied though it would be better to improve in few areas like canteen services, insurance schemes, rest rooms, giving training to workers in the field of welfare and safety measures. Vijaya Chitra (2010) made an attempt to study on impact of Labour Laws on HR practices at India Cements Ltd. The main objective is to maintain better industrial relations. The hypothesis of the study is To test whether the living conditions & industrial relations had been improved due to the impact of labour laws. They had used the well structured questionnaire with 40 items in it and administered the sample of 50 people. Researchers used Percentile method. Exploratory Research with simple random sampling method was used. The result of the study shows that majority of welfare measures are satisfied, and it helps in betterment of welfare activities. Namashivayam (2009) studied on Awareness of Legal provisions on Welfare Activities under Labour Laws M|s. Sentinel Clothing Company, Tiruppatur. The main objective of the study is to find out level of awareness of how HR related to human welfare measures in the organization. The questionnaire contained 25 items in it with the rating of Good/Average/Poor. Sample size is 40 with stratified random sampling method used in supervisor and manager category of 30

employees. With the help of personal interview they collected all the datas. Demographical details are shown in pie and bar diagram. The collected data were presented to find out the significance or relationship among the respondents demographic variable usingt test, and analysis of variance. The result shows that the universe is highly satisfied with the existing safety, statutory, social security and welfare measures. Johnson (2008) studied on welfare measures at Pepsico India Holdings Pvt Ltd, Mamandur. The main objective of the study is to assess the various welfare measures in the pespsi company and to suggest measures to bridge the gap is any required. The sample size of 36 associates was randomly selected. The questionnaire contains 32 items with statutory and non-statutory welfare measures in it. Using the percentage method the find that the result of the study is found that majority of the statutory and non-statutory measures are fulfilled by the company. But they need improvement in house keeping, education and awareness and recreational facilities. A study conducted by Satish (2007) with the employees of CTS (Cognizant Technology Solutions) to find the effectiveness of welfare measures. The main objective of the study is to analyze the various welfare measures offered by the company. The questionnaire contains 47 items and administrated to 50 employees in the organization with simple random sampling method. The hypotheses of the study is to check if the associated of CTS are relatively satisfied with the existing welfare measures. The result also concluded that the existing welfare measures are satisfied in nature. The suggestions that Go-Karting, Down under bowling and les concierges personal services have to be improved more. Balasundaram (2007) studied on welfare measures in M|S Ashok Leyland Limited. The objective of the study is to assess various welfare measures and to analyze the satisfaction level of it. The questionnaire contains 29 items of statutory welfare measures. The conclusion drawn is that the company needs to provide statutory welfare measures over and above the prescribed limits of the status. The study has identified quite a few areas where in certain welfare measures like fair price shop, credit society facilities are grossly under utilized.

31

Sinithia (2006) made an attempt to study on non-statutory welfare measures and employee motivation in Dalima Cement Bharath Ltd. The main objective is to study the employees awareness of non- statutory welfare measures. The questionnaire contains 35 items namely personal details, awareness and motivation, non-statutory welfare measures and motivation the rating has been done in two methods 1. Awareness (a) aware (b) not aware; 2. Satisfaction (a) satisfied (b) Dissatisfied (c) no idea. Descriptive research design used with percentage method. It suggests that utilization dispensary and pre- retirement guidance is good but some new nonstatutory welfare measures has to be improved. Idiculla Mappillai (2006) studied Non-statutory welfare measures provided at Ennore Foundries Ltd. The objective of the study is to find out the awareness of non- statutory welfare measures and to examine the usefulness of existing welfare measures. The questionnaire contains 50 items namely welfare services, canteen uniform, shoes, helmets, raincoat, fire services, leave travel allowance, loan, medical check up and welfare policy with sample size of 90. The conclusion derived is the services measures to improved little more and introduce new welfare services. It also suggests that motivation can be arrived by team building. Ashika ponnapa (2006) surveyed on Labour Welfare measures in the tea plantation of Kothari Industrial Corporation. The objective of the study is to measures the level of satisfaction with regard to the labour welfare measures provided by the companys Plantation Department in accordance with the Plantation Labour Act, 1951. Using the descriptive design and convenience sampling method the questionnaire contains 16 items in it and the sample size is 100. The finding shows that the employees are satisfied with almost existing welfare measures. Standard of living of workers has increased due to the welfare measures provided on labour legislation. Shoba Susan Thomas (2006) studied on Welfare Measures at Ponds (India) Ltd. The objective of the study is to find the satisfaction of existing welfare measures provided by the company. The questionnaire contains 20 items and it is also administered in Tamil for the convenience of data collection and the scoring method used is strongly disagree, disagree, agree, strongly agree. The systematic random sampling method used and the sample size is 50 and percentage method 32

is used. The finding says that one-third of employees are dissatisfied with cleanliness and half of the employees are dissatisfied with disposal of waste and effluents. Sethulakshmi (2006) comparatively studied welfare measures in non government organization which is conducted at three organizations. The objective of the study is to find out the attitude of workers towards the welfare measures. The questionnaire 38 items in statutory welfare measures namely canteen, transport, medical, recreation, voluntary welfare measures, housing, and welfare legislature. It concludes that the welfare measure provided by company is satisfactory, in NGOs and the employees are more or less satisfied with the current provisions. The inference made prove that the welfare measures both voluntary and general welfare measures are satisfactory. Kannan (2005) studied on the welfare measures at Tamil Nadu Petro Products Ltd, Manali. The objective is to study the existing welfare measures and to suggest if any. The questionnaire contains 25 items with rating as more adequate, adequate, satisfactory, and inadequate. Fact finding study is used with percentage method. Sample size is 150 employees. The study says that less than half employees feel that lighting, layout, ventilation, noise level is less satisfactory. 2.2 THEORETICAL CONCEPTS OF WELFARE MEASURES Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families. Labor welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries. Labor welfare has the following objectives: 1. To provide better life and health to the workers 33

2. To make the workers happy and satisfied 3. To relieve workers from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers. The basic features of labor welfare measures are as follows: 1. Labor welfare includes various facilities, services and amenities provided to workers for improving their health, efficiency, economic betterment and social status. 2. Welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining 3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added to the existing ones from time to time. 4. Welfare measures may be introduced by the employers, government, employees or by any social or charitable agency. 5. The purpose of labor welfare is to bring about the development of the whole personality of the workers to make a better workforce. The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization. The purpose of providing such facilities is to make their work life better and also to raise their standard of living. The important benefits of welfare measures can be summarized as follows:

They provide better physical and mental health to workers and thus promote a healthy work environment

Facilities like housing schemes, medical benefits, and education and recreation facilities for workers families help in raising their standards of living. This makes workers to pay more attention towards work and thus increases their productivity.

Employers get stable labor force by providing welfare facilities. Workers take active 34

interest in their jobs and work with a feeling of involvement and participation.

Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace.

The social evils prevalent among the labors such as substance abuse, etc are reduced to a greater extent by the welfare policies.

Labour sector addresses multi-dimensional socio-economic aspects affecting labour welfare, productivity, living standards of labour force and social security. To raise living standards of the work force and achieve higher productivity, skill upgradation through suitable training is of utmost importance. Manpower development to provide adequate labour force of appropriate skills and quality to different sectors is essential for rapid socioeconomic development. Employment generation in all the productive sectors is one of the Basic objectives. In this context, efforts are being made for providing the environment for self-employment both in urban and rural areas. During the Ninth Plan period, elimination of undesirable practices such as child labour, bonded labour, and aspects such as ensuring workers safety and social security, looking after labour welfare and providing of the necessary support measures for sorting out problems relating to employment of both men What do you understand by term labour welfare? What is it all about? Classical economics and all micro-economics labour is one of four factors of production, the others being land, capital and enterprise. It is a measure of the work done by human beings. There are macro-economic system theories which have created a concept called human capital (referring to the skills that workers possess, not necessarily their actual work), although there are also counterpoising macro-economic system theories that think human capital is a contradiction in terms. The term welfare suggests the state of well being and implies wholesomeness of the human being. It is a desirable state of existence involving the mental, physical, moral and emotional factor of a person. Adequate levels of earnings, safe and humane conditions of work and access to some minimum social security benefits are the major qualitative dimensions of employment which enhance quality of life of workers and their productivity. Institutional mechanisms exist for ensuring these to workers in the organized sector of the economy. These are being 35

strengthened or expanded to the extent possible. However, workers in the unorganized sector, who constitute 90 per cent of the total workforce, by and large, do not have access to such benefits. Steps need to be taken on a larger scale than before to improve the quality of working life of the unorganized workers, including women workers. Labor welfare is the key to smooth employer-employee relations. In order to increase labor welfare, Employers offer extra incentives in the form of labour welfare schemes, and to make it possible to pursued workers to accept mechanization. Sometimes the employers to combat the influence of outside agencies on their employees use labor welfare as a tool to minimize the effect they may have on the labour. Labour welfare measures are also initiated with the view to avoiding payment of tax on surplus and to build up at the same time better relations with employees.

36

Chapter III

METHODOLOGY

37

CHAPTER III METHODOLOGY


3.1 OBJECTIVE OF STUDY * The present study is aimed to find the employee perception towards the welfare measures provided by Apollo hospital, Chennai namely: medical facilities, uniform and shoes, canteen services, convenience, * To study the other benefits and safety measures provided to employees * To study the role of welfare officer and environment of the hospital. 3.2 STATEMENT OF THE PROBLEM Nowadays the hospital industry is growing very fast. There has been drastic development in research and technology in most of the top hospitals in India. Moreover there exist more competition even in hospital industry due to availability of many hospitals provided with infrastructure high tech equipments, modern therapy, more efficient doctors and hospital administrators everywhere due to more competition and medical needs among patients are very high the hospitals with 3to 4 shift a day .The job stress among the middle level employees and low level employees are very high with more responsibilities. So hospitals can retain their employees only by providing proper welfare measures to make them motivated and committed towards their hospital. Good and reputed hospital provide sufficient welfare measures for employees and few hospitals across the country do not bother about employee welfare and are business oriented. At this juncture, the researcher wants to find out the employee perception towards the welfare measures provided by Apollo hospital, Chennai. 3.3 RESEARCH DESIGN: Descriptive research Design:

38

Descriptive research is followed in this study. The major purpose of this research is description of the state of affairs as it exists at present.

3.4 SAMPLING DESIGN: Since the universe is large and it is impossible to reach out to all the respondents, the sample is selected based on Simple Random Sampling Method. The basic criterion followed in the selection of samples is that, the view of a respondent may be considered as a collective opinion of the group to which he belongs. 3.5 SAMPLING SIZE: Respondents are Para-medical staffs assisting physicians, who are selected from the various departments of the organization and the sample size is restricted to 100 only. They include Nurses and technician in various labs and radiology units. 3.6 SCOPE OF STUDY: The present study will explain the welfare measures provided at Apollo Hospitals and try to find suitable measures to be taken to improve the welfare standard for low-income group employees. The study may help hospitals to know the actual needs of its employees by which the organization can check or control attrition rate. . 3.7 TOOL USED: Description of the Tool: The researcher has developed 25 items of welfare measures for the study. The present scale was developed out of opinion collected from the various employees in the organization. The scale has the 5 response category of Highly satisfied, Satisfied, Undecided, Dissatisfied, Highly Dissatisfied. 3.8 VALIDITY: The data are collected through Personal Interview Method, so ambiguities arising out in the course of filling up the questionnaire are avoided. Both face and content validities were 39

established by the investigator. The secondary data was collected from the websites, books and journals

3.9 ADMINISTRATION OF THE TOOL: The questionnaire was given to all respondents to be filled during their leisure time. They were encouraged to discuss the questions with the investigator. 3.10 DIRECTION GIVEN: The following general instructions are given in the questionnaire. General Instructions: Please put a tick mark against the appropriate box clearly. The following questions are for Research Study & analytical purposes only. They will not be used to try to identify any individual. You may leave any or all blank if you prefer.

3.11 Scoring Method: The scoring method of the tool as follows: a. Highly satisfied b. Satisfied c. Undecided d. Dissatisfied e. Highly Dissatisfied -5 -4 -3 -2 -1

The sum of total score of each dimension is to indicate the level of satisfaction perceived by the employees in welfare measures. 3.12 Limitations: * The study is limited to employee of Apollo hospital in Chennai unit only. * The study deals with the welfare measures for non Para-medical employees only. 40

* The time period is very short and researcher find difficult to get their responses due to busy their work. * Very few hesitate to reveal some informations about their welfare Measures.

3.13 STATISTICAL ANALYSIS A) PERCENTAGE Percentage refers to a special kind of ratio. Percentage are used in making comparison between two or more series of data percentage are used to describe relationship, percentage can be used to compare the relative terms, the distribution of two or more series of data since the percentage reduce everything to two common base and there by allow meaningful comparison, can be made.

B) CHI SQUARE TEST Chi-squared test, also referred to as chi-square test or test, is any statistical hypothesis test in which the sampling distribution of the test statistic is a chi-squared distribution when the null hypothesis is true, or any in which this is asymptotically true, meaning that the sampling distribution (if the null hypothesis is true) can be made to approximate a chi-squared distribution as closely as desired by making the sample size large enough.

41

Chapter IV

ANALYSIS & INTERPRETATION


42

CHAPTER IV ANALYSIS AND INTERPRETATION


Table 4.1 Gender wise distribution of Respondents

Age Male Female Total

No. of Respondents 88 12 100

Percentage 88 12 100

Inference: The total sample size is 100. Out of it 88 respondents belong to male and only 12 respondents belong to female. Since in Apollo Hospital, Chennai other than nursing dept., the majority of the people are male and only few percentage of female are employed in each department.

Chart 4.1

43

Table 4.2 Shows the Age wise distribution of Respondents Age 21 30 years 31 40 years 41 50 years 51 years & above Total No. of Respondents 30 40 22 08 100 Percentage 30 40 22 08 100

Inference: Out of the 100 samples the ages of the respondents are broadly distributed as: 40 respondents belong to 31-40 years, 30 respondents belong to 21-30 years, 22 respondents belong to 41-50 years and only 8 respondents belong to 51 and above years.

Chart-4.2

44

Table 4.3 Education wise distribution of Respondents Education Under graduate Post graduate Diploma/technical XII &Others Total Inference: Out of the 100 samples the education qualification of the respondents are classified as: 46 respondents are qualified as under graduate, 26 respondents are qualified as diploma/technical, 16 respondents are qualified as post graduate and 12 respondents are qualified as plus two. Chart- 4.3 No. of Respondents 46 16 26 12 100 Percentage 46 16 26 12 100

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Table 4.4 Designation wise distribution of Respondents Designation Clerical Managerial Technical Total Inference: No. of Respondents 40 14 46 100 Percentage 40 14 46 100

Out of the 100 samples the departments to which the respondents belong are 46 respondents belong to technical department, 40 respondents belong to clerical department and only 14 respondents belong to managerial department.

Chart 4.4

46

Table 4.5 Experience wise distribution of Respondents Experience 0 10 Years 11 20 Years 21 25 Years 25 & above Years Total Inference: Out of 100 samples, 36 respondents belong to 0-10 years and 11-20 years of experiences. Between 21-30 years of experience 22 respondents belong to it and only 06 respondents belong to 31 and above years of experiences. Chart -4.5 No. of Respondents 36 36 22 06 100 Percentage 36 36 22 06 100

47

Table 4.6 Income wise distribution of Respondents Income Less than Rs.5000 Rs.5000 - Rs.10,000 No. of Respondents 08 12 Percentage 08 12

Rs.10,000 - Rs.15,000

52

52

Rs.15,000 Above Total Inference:

28 100

28 100

Out of the 100 samples about 12 respondents earns between Rs.5000 Rs 10,000, 08 respondent earns less than Rs.5,000, 52 respondents belong to Rs.10000- Rs15,000 and 28 respondents belong to Rs.15,000 above. Chart-4.6 48

Table 4.7 Shows the Marital Status wise distribution of Respondents Marital Status Single Married Total Inference: Out of the 100 samples, 80 respondents are married and 20 respondents are single since the majority of the people are more experienced. No. of Respondents 20 80 100 Percentage 20 80 100

Chart-4.7

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WELFARE MEASURES Medical Facilities & First Aid Table 4.8 Are you satisfied with the periodic medical check-up provided by the Hospital? S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 20 50 04 20 06 Percentage 20% 50% 04% 20% 06%

Inference: Out of 100% of the respondents 50% are satisfied with the periodic medical check-up provided by the hospital, 20% of the respondents are highly satisfied and 20% percentage of respondents 50

are dissatisfied with the periodic medical facility. Only few (06%) are highly dissatisfied with the facility. Chart-4.8

Table 4.9 The medical benefits are paid fast by the Hospital. What is your opinion? S.No 1. 2. 3. 4. 5. Inference: From the above table it has been observed that, 40% of the respondents are satisfied and 30% of the respondents are highly satisfied with the medical benefits are paid fast by the Hospital, 20% were dissatisfied and 10% are Highly dissatisfied with medical benefits. 51 Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 30 40 0 20 10 Percentage 30% 40% 0 20% 10%

Chart-4.9

Table 4.10 I feel First Aid training is given to the employees? S.No 1. 2. 3. 4. 5. Inference: According to the above table, 50% Percentage of the respondents are satisfied with the first aid training given to the employees 20% of them are highly satisfied, 10% of the respondents were dissatisfied and the same percentage of the respondents are highly dissatisfied with the First Aid given to the employees. 52 Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 20 50 10 10 10 Percentage 20% 50% 10% 10% 10%

Chart-4.10

Table 4.11 First Aid kit is provided on- hand and is satisfactory? S.No 1. 2. 3. 4. 5. Inference: According to the above table, almost all (80%) Percentage of the respondents is satisfied with the first aid kit given to the employees, which is a very important and life saving issue in hospital. 53 Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 15 80 05 00 00 Percentage 15% 80% 05% -

15% of them are even highly satisfied and negligible percentages (5%) of the respondents are undecided about it. Chart 4.11

Table 4.12 Uniform

Quality S.No 1. 2. 3. 4. 5. Remarks Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied

Colour

Durability

No of Percentage No of Percentage No of Percentage Respondents Respondents Respondents 10 10% 6 6% 4 4% 60 6 20 4 60% 6% 20% 4% 50 14 20 8 50% 14% 20% 8% 56 8 26 8 56% 8% 26% 8% 54

Inference: The above table shows that, 60% of the respondents are satisfied with the quality of the uniform, 50% of them said that they are satisfied with colour of the uniform, 56% of them are satisfied with Durability of the uniform, 20% of the respondents are dissatisfied with Quality & Colour of the Uniform, 26% of the respondents were dissatisfied with the durability of the uniform, less than 10% of the respondents are highly satisfied with Quality, 6% with Color, & 4% with Durability of the uniform, 4% highly dissatisfied with quality & 8 % with color and durability.

Chart 4.12

55

Table 4.13 Shoes Quality S.No 1. 2. 3. 4. 5. Remarks Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No. of Respond ents 8 52 20 10 10 Percent -age 8% 52% 20% 10% 10% Colour No. of Respon dents 30 50 06 10 4 Percentage 30% 50% 6% 10% 4% Proper size No. of Respondents 04 90 06 0 0 Percentage 04% 90% 06% -

Inference: 56

From the above table, 52% of the respondents are satisfied with the Quality of the Shoes, 50% of the respondents said that they were satisfied with the colour of the shoes, 10% of the respondents are dissatisfied with Quality and Colour of the Shoes, 10% of them are highly dissatisfied with quality and 4% were highly dissatisfied with the colour of the shoes. 8% of respondents are highly satisfied with Quality of the shoes, 30% with colour and 4% with proper size of the shoes that was issued. Concerning size of the shoe almost all (90%) of the employees are satisfied with the shoe size as the management provided them based on employees request on size

Chart 4.13

57

Canteen Services Table 4.14 58

Quick supply of meals and tea in time S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 16 54 10 10 10 Percentage 16% 54% 10% 10% 10%

Inference: 54% of the respondents are satisfied with the Quick supply of meals & tea in time, 16% of the respondents are highly satisfied, 10% of the respondents are dissatisfied and the same were highly dissatisfied with the quick supply of meals & tea in time. Chart 4.14

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Table 4.15 Providing Nutritious and hygienic meals

S.No 1. 2. 3. 4. 5.

Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied

No of Respondents 14 46 12 16 12

Percentage 14% 46% 12% 16% 12%

60

Inference: 46% of the respondents are satisfied with providing nutritious and hygienic meals, 14% of the respondents are highly satisfied, 16% of the respondents are dissatisfied and 12% of the respondents are highly dissatisfied towards providing nutritious and hygienic meals. Chart 4.15

Table 4.16 Quantity and Quality food

S.No 1. 2. 3. 4. 5.

Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied

No of Respondents 12 66 6 8 8

Percentage 12% 66% 6% 8% 8% 61

Inference: Almost 66% of the respondents are satisfied with quantity and quality of the food, 12% of the respondents are highly satisfied. 8% of the respondents are dissatisfied and the same percentage of the respondents was highly dissatisfied with the quantity and quality of the food. Chart 4.16

Table 4.17 Neatness & Cleanliness 62

S.No 1. 2. 3. 4. 5.

Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied

No of Respondents 6 48 20 14 12

Percentage 6% 48% 20% 14% 12%

Inference: 48% of the respondents are satisfied with the neatness and cleanliness of the canteen service, 14% of the respondents are dissatisfied and 12% of the respondents said that they are highly dissatisfied with the neatness and cleanliness and 6% of the respondents highly satisfied about neatness and cleanliness of the canteen service. Chart 4.17

Table 4.18 63

Arrangement of tables & chairs in dining hall S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 20 50 12 12 6 Percentage 20% 50% 12% 12% 6%

Inference: Half of the respondents (50%) are satisfied with the arrangement of tables & chairs in dining hall, 20% of the respondents are highly satisfied. 12% of the respondents are dissatisfied and 12% of the respondents are highly dissatisfied towards the arrangement of tables & chairs in the dining hall of Apollo hospital. Chart 4.18

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Table 4.19 Pleasing nature of service People S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 16 52 12 12 8 Percentage 16% 52% 12% 12% 8%

65

Inference: 52% of the respondents are satisfied with the pleasing nature of service people, 16% of the respondents are highly satisfied, and 12% of the respondents said that they were dissatisfied with the pleasing nature of service people. More frequent orders, crowded customers and of course fewer service people are found to be the main reason for dissatisfaction.

Chart 4.19

Table 4.20 Urinals & toilets are cleanly maintained, ventilated, conveniently situated S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 24 56 _ 10 10 Percentage 24% 56% _ 10% 10% 66

Inference: 56%of the respondents are satisfied with the rest room facility provided and are cleanly maintained, ventilated and conveniently situated at the Hospital, 24% of the respondents are highly satisfied with the facility provided.10% of the respondents said that they were dissatisfied and same percentage of the respondents were highly dissatisfied with the rest room facility provided at the hospital. Chart 4.20

Table 4.21 Drinking water is effectively arranged at convenient points 67

S.No 1. 2. 3. 4. 5.

Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied

No of Respondents 16 56 _ 16 12

Percentage 16% 56% _ 16% 12%

Inference: 56% of the respondents are satisfied and 16% of the respondents are highly satisfied with effective arrangement of drinking water at convenient places, 16% of the respondents were dissatisfied and 12% of the respondents are highly dissatisfied with the drinking water arranged at convenient points. Chart 4.21

Table 4.22 Changing room facilities 68

S.No 1. 2. 3. 4. 5.

Remarks Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied

Staff dressing room is provide with security No of Percentage Respondents 14 14% 70 06 10 0 70% 6% 10% -

Cupboard with safety locker No of Respondents 70 20 02 8 0 Percentage 70% 20% 02% 08% -

Inference: Concerning staff dressing room with security, 70% of the respondents are satisfied and 14% of the respondents are highly satisfied. Only few (10%) of the respondents are dissatisfied. With regard to Cupboard with safety locker, 70% of the respondents are highly satisfied and only 8% of the respondents are dissatisfied. Some employees in canteen division do not get locker facilities.

Chart 4.22

69

Table 4.23 70

Free parking area for staff vehicle S.No 1. 2. 3. 4. 5. Inference: 66% (majority) of the respondents are satisfied with free parking area and 10% of the respondents are highly satisfied with parking arrangement. 14% of the respondents were dissatisfied. In Apollo, only patients and visitors do not get proper parking arrangements as the hospital parking area is very small and the management cannot fulfill this need due to non availability of land in that business and residential area. Chart 4.23 Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 10 66 _ 14 10 Percentage 10% 66% _ 14% 10%

71

Table 4.24 Hospital bus/cab facilities help to reach in time S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 23 67 _ 10 0 Percentage 23% 67% _ 10% -

Inference: 67% of the respondents are satisfied with hospital bus facility and 23% of the respondents are highly satisfied with effective transport arrangement of cabs/buses at convenient points in the city. 10% of the respondents were dissatisfied. Chart 4.24

72

Table 4.25 ATM and checking cashing services are available in the hospital premises S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 62 35 3 0 0 Percentage 62% 35% 3% 0% -

Inference: It is found that 62% of the respondents are highly satisfied with ATM and cash facility services in Apollo premises as they have three banks ATM and banking service for their own employees in the fourth floor of their main building. 35% of the respondents are satisfied and 03% of the respondents were undecided. Chart 4.25

73

Table 4.26 Tour packages S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 30 50 6 8 6 Percentage 30% 50% 6% 8% 6%

Inference: Half of the respondents (50%) are satisfied with the tour packages, 30% of the respondents are highly satisfied, and less than 10% of the respondents are dissatisfied and highly dissatisfied with tour packages provided at the hospital. Chart 4.26

74

Table 4.27 Best employee award S.No 1. 2. 3. 4. 5. Inference: Majority of the respondents (61%) are satisfied with the best employee, 26% of the respondents are highly satisfied and 10% of the respondents are dissatisfied with best employee award given by the management of the hospital. Chart 4.27 Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 26 61 03 10 0 Percentage 26% 61% 03% 10% -

75

Table 4.28

Festival advance, Loan assistance, Long service awards, Special achievers award Festival advance No. Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied 26 54 8 6 6 % 26% 54% 8% 6% 6% Long service awards No. 12 50 14 12 12 % 12% 50% 14% 12% 12% Special achievers award No. 22 58 12 4 4 % 22% 58% 12% 4% 4%

Remark S.No 1. 2. 3. 4. 5.

Loan assistance No. 28 52 4 8 8 % 28% 52% 4% 8% 8%

Inference: 76

54% of the respondents are satisfied and 26% of the respondents are highly satisfied with the festival advance, 6% of the respondents are dissatisfied and highly dissatisfied with the festival advance benefit. 52% of the respondents are satisfied and 28% of the respondents are highly satisfied with the loan assistance, 8% of the respondents are dissatisfied and the same percentage of the respondents are highly dissatisfied with the loan assistance benefit. 50% of the respondents are satisfied and 12% of the respondents are highly satisfied with the long service awards, 12% of the respondents are dissatisfied and the same percentage of the respondents are highly dissatisfied, 14% of the respondents were undecided to give their opinion about long service awards. 58% of the respondents are satisfied and 22% of the respondents are highly satisfied with the special achievers award, 4% of the respondents are dissatisfied and the same percentage of the respondents are highly dissatisfied with the loan assistance benefit, 12% of the respondents were undecided to give their opinion about special achievers award.

Chart 4.28

77

Table 4.29 Accommodation , Discount in treatment ,Child care facilities , Chaplaincy services

78

Remark S.No 1. 2. 3. 4. 5. Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied

accommodation No. 12 57 3 28 0 % 12% 57% 3% 28% -

discount in treatment No. 5 52 05 30 8 % 5% 52% 10% 30% 8%

child care facilities No. 0 16 14 52 18 % 16% 14% 52% 18%

chaplaincy services No. 72 18 10 00 00 % 72% 18% 10% -

Inference: 57% of the respondents are satisfied, 12% are highly satisfied with accommodation facilities and 28% of the respondents are dissatisfied. The accommodation or stays for some categories like nurses are located at far of places from hospital. Half (52%) of the respondents are satisfied with discount in treatment and 30% of the respondents are dissatisfied and 8% of the respondents are highly dissatisfied for discount in treatment. Some categories of staffs are given facilities to get treatment from ESI hospital. 52% of the respondents are dissatisfied about child care facilities and 18% of the respondents are highly dissatisfied about child a care facility which is a big grievance among women employees. 72% of the respondents are highly satisfied with chaplaincy services and 18% of the respondents are satisfied about it which creates good faith about the hospital by all communities

Chart 4.29

79

Table 4.30

80

Personal protective equipment S.No 1. 2. 3. 4. 5. Inference: 44% of the respondents are satisfied with the personal protective equipment and 24% of the respondents are highly satisfied. 16% of the respondents undecided to give their opinion, 10% of the respondents are dissatisfied and 6% of respondents are highly dissatisfied with the personal protective equipment provided for safety. Chart 4.30 Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 24 44 16 10 6 Percentage 24% 44% 16% 10% 6%

Table 4.31 Safety Measures 81

S.No 1. 2. 3. 4. 5.

Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied

No of Respondents 18 58 8 8 8

Percentage 18% 58% 8% 8% 8%

Inference: Almost 58% of the respondents are satisfied with the safety measures and 18% of the respondents are highly satisfied. 8% of the respondents are dissatisfied and the same percentage of the respondents was highly dissatisfied with safety measures provided in the organization. Chart 4.31

Table 4.32 Work environment 82

S.No 1. 2. 3. 4. 5.

Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied

No of Respondents 16 54 10 12 8

Percentage 16% 54% 10% 12% 8%

Inference: 54% of the respondents are satisfied towards the work environment and 16% of the respondents are highly satisfied, 12% of the respondents said that they are dissatisfied with the work environment and 8% of the respondents are highly dissatisfied. Chart 4.32

Table 4.33

83

Training S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 20 50 10 10 10 Percentage 20% 50% 10% 10% 10%

Inference: 50% of the respondents are satisfied with the training program, 20% of the respondents are highly satisfied. 10% of the respondents are dissatisfied, and the same percentage of the respondents was highly dissatisfied with the training program about safety measures. Chart 4.33

Table 4.34 84

The companys welfare measures are in line with the statuary Norms what is your opinion? S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 10 50 20 16 4 Percentage 10% 50% 20% 16% 4%

Inference: 50% of the respondents said that they are satisfied with the companys welfare measures, 10% of them are highly satisfied. 20% of the respondents are undecided to give their opinion about the welfare measures provided by the company. 16% of the respondents are dissatisfied with the companys welfare measures. Chart 4.34

85

Table 4.35 Companys welfare officers role is cordial what is your opinion? S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 20 50 10 10 10 Percentage 20% 50% 10% 10% 10%

86

Inference: 50% of the respondents said that they are satisfied with the companys welfare officers role, 20% of them are highly satisfied.10% of the respondents undecided to give their opinion about the welfare officers role. 10% of the respondents are dissatisfied with the companys welfare officers role. Chart 4.35

Table 4.36 The level of relationship with your welfare officer?

87

S.No 1. 2. 3. 4. 5.

Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied

No of Respondents 14 46 10 20 10

Percentage 14% 46% 10% 20% 10%

Inference: 46% of the respondents are satisfied with the level of relationship with welfare officer, 14% of them are highly satisfied.10% of the respondents undecided to give their opinion about the relationship with welfare officer. 20% of the respondents are dissatisfied and 10% of the respondents are highly dissatisfied with level of relationship with the welfare officer. Chart 4.36

88

Table 4.37 The level of subordinate development that your welfare officer concerns while taking decisions that cover your area of work? S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 16 50 16 8 8 Percentage 16% 50% 16% 8% 8%

89

Inference: 50% of the respondents are satisfied and 16% of the respondents are highly satisfied with the level of subordinate development that welfare officer concerns while taking decision, 8% of the respondents said that they are dissatisfied, and the same percentages of the respondents are highly dissatisfied.

Chart 4.37

90

Table 4.38 The interactions and communications of the welfare officer 91

S.No 1. 2. 3. 4. 5.

Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied

No of Respondents 30 50 _ 10 10

Percentage 30% 50% _ 10% 10%

Inference: 50% of the respondents are satisfied with the interactions and communications of the welfare officer, 30% of the respondents are highly satisfied.10% of the respondents are dissatisfied and the same number of the respondents said that they were highly dissatisfied with the interaction and communications of the welfare officer. Chart 4.38

92

Table 4.39 Environmental factors Variables S.No 1. 2. 3. 4. 5. Remarks Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied a) Lighting system No of respondents 40 52 _ 8 _ % 40% 52% _ 8% _ b) Ventilation No of respondents 30 60 _ 6 4 % 30% 60% _ 6% 4% c) Cleanliness No of respondents 40 56 _ 4 _ % 40% 56% _ 4% _

Inference: 40% of the respondents said that they are highly satisfied with the Environmental factors such as lighting system and cleanliness and 30% of the respondents are highly satisfied with ventilation, 60% of the respondents are satisfied with ventilation and more than 50% of the respondents are satisfied with lighting system (52%) and cleanliness (56%). Less than 4 to 8% of the respondents are dissatisfied with the environmental factors provided at the Hospital. 93

Chart 4.39

94

Table 4.39 Environmental factors Variables S.No 1. 2. 3. 4. 5. Remarks Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied d)Working space No of respondents 12 66 04 18 _ % 12% 66% 4% 18% _ e)Work place security No of respondents 30 60 04 06 00 % 30% 60% 4% 6% f)Computer, telephone and fax usage No of % respondents 70 70% 29 1 _ 29% 1% -_

Inference: 66% (majority) of the respondents are satisfied with work space and 18% of the respondents are dissatisfied. This big and popular hospital all over the country requires more space for accommodation of patients and improve rest room for employees.

95

60% of the respondents are satisfied with work space security and 30% of the respondents are highly satisfied with the work space security and only 6% of the respondents are dissatisfied. 70% of the respondents are highly satisfied with computer, telephone and fax facility while 29% of the respondents are satisfied about it.

Chart 4.39

96

Table 4.40 Are you satisfied with the sports & recreation programs? S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 36 54 6 4 _ Percentage 36% 54% 6% 4% _

Inference: 54% of the respondents are satisfied with the Sports & Recreation Programs 36% of the respondents are highly satisfied. 4% of the respondents are dissatisfied and 6% of the respondents undecided to give their opinion about Sports and Recreation programs. Chart 4.40 97

Table 4.41 The counseling measure offered by the company in relation to welfare measure S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 20 58 4 12 6 Percentage 20% 58% 4% 12% 6%

98

Inference: 58% of the respondents are satisfied with the counseling measure offered by company in relation to welfare officer and 20% of the respondents are highly satisfied 12% of the respondents are dissatisfied and 6% of the respondents are highly dissatisfied towards the counseling measures offered by the company. Chart 4.41

Table 4.42 The housekeeping measure provided by the hospital S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 30 50 4 6 6 Percentage 30% 50% 4% 6% 6% 99

Inference: 30% of the respondents are highly satisfied with the Housekeeping measures provided by the Hospital 50% of the respondents are satisfied. 6% of the respondents are dissatisfied and the same percentages of respondents are highly dissatisfied with the housekeeping measures provided by the Hospital.

Table 4.43 Periodic meeting were arranged by the management for renew the welfare activities S.No 1. 2. 3. 4. 5 Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 30 40 10 12 8 Percentage 30% 40% 10% 12% 8%

100

Inference: 30% of the respondents are highly satisfied and 40% of the respondents are satisfied with the periodic meeting arranged by the management for renewal of welfare measures.10% of the respondents undecided to give their opinion 12% of the respondents are dissatisfied and 8% of the respondents are highly dissatisfied towards the periodic meeting arranged by the management for renewal of welfare activities. Chart 4.43

Table 4.44 I feel that the welfare measures initiated by our organization have benefited me as follows 101

To increase the output S.No 1. 2. 3. 4. 5. Inference: 44% of the respondents are satisfied and 24% of the respondents are highly satisfied with the welfare measures initiated by the organization that has benefited to increase the output.14% of the respondents are dissatisfied and 6% of the respondents are highly dissatisfied with the above statement, 12% of the respondents undecided to give their opinion. Chart 4.44 Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 24 44 12 14 6 Percentage 24% 44% 12% 14% 6%

Table 4.45

102

Prevent accident S.No 1. 2. 3. 4. 5. Inference: 56% of the respondents are satisfied and 20% of the respondents that they feel the welfare measure initiated has benefited preventing accident.10% of the respondents are dissatisfied and 8% of the respondents said that they are highly dissatisfied with the welfare measures initiated has prevent accident. Chart 4.45 Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 20 56 6 10 8 Percentage 20% 56% 6% 10% 8%

103

Table 4.46 Reduce Absenteeism S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 24 50 12 8 6 Percentage 24% 50% 12% 8% 6%

Inference: 50% of the respondents are satisfied and 24% of the respondents said that they are highly satisfied with the welfare activities initiated has reduced absenteeism. 8% of the respondents are dissatisfied and 6% of the respondents are highly dissatisfied with the above statement. Chart 4.46

Table 4.47 104

Reduce attrition S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 20 56 4 10 10 Percentage 20% 56% 4% 10% 10%

Inference: 56% of the respondents are satisfied and 20% of the respondents are highly satisfied with the welfare measures initiated has reduced attrition, 10% of the respondents said that they are dissatisfied with the above statement and the same percentage of the respondents were highly dissatisfied. Chart 4.47

Table 4.48 105

Good Health condition S.No 1. 2. 3. 4. 5. Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied No of Respondents 30 60 _ 6 4 Percentage 30% 60% _ 6% 4%

Inference: Almost 60% of the respondents said that they are satisfied with the welfare measures initiated had benefited good health condition and 30% of the respondents are highly satisfied. 6% of the respondents are dissatisfied and 4% of the respondents were highly dissatisfied with the above statement. Chart 4.48

Table 4.49 106

Self motivation

S.No 1. 2. 3. 4. 5.

Remark Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied

No of Respondents 28 46 10 8 8

Percentage 28% 46% 10% 8% 8%

Inference: 46% of the respondents said that they are satisfied with the welfare benefits initiated had self motivated 28% of the respondents are highly satisfied. 8% of the respondents are dissatisfied and the same percentages of the respondents are highly dissatisfied towards the welfare benefits. 10% of the respondents not decided to give their opinion. Chart 4.49

107

Table 4.50 My view on the awareness of the following welfare scheme Loans S.No 1. 2. 3. Remark Informed formally Informed informally Not at all informed No of Respondents 60 34 6 Percentage 60% 34% 6%

Inference: According to the above table, 60% of the respondents said that welfare scheme such as loans are informed formally, 34% of the respondents felt that loan schemes are informally informed. 6% of the respondents said that they were not at all informed. Chart 4.50

108

Table 4.51 Medical insurance & Medical Benefit Coverage

S.No

Remark

Medical Insurance No of Respondents 70 30 _ Percentage 70% 30% _

Medical Benefit Coverage No of Respondents 60 36 4 Percentage 60% 36% 4%

1. 2. 3.

Informed formally Informed informally Not at all informed

109

Inference: 70% of the respondents said that the Medical Insurance scheme had been informed formally and 60% of the respondents said that the medical benefit coverage was informed formally, 30% of the respondents felt that the medical insurance benefit had been informally informed, 36% of the respondents said that the Medical benefit coverage was informed informally and 4% of the respondents said that it was not at all informed. Chart 4.51

Table 4.52 Bonus S.No 1. 2. 3. Remark Informed formally Informed informally Not at all informed No of Respondents 60 40 _ Percentage 60% 40% _

110

Inference: 60% of the respondents said that they were aware and formally informed about the Bonus scheme, 40% of the respondents said that the bonus scheme was informed informally.

Chart 4.52

Table 4.53

Marriage allowance S.No 1. 2. 3. Remark Informed formally Informed informally Not at all informed No of respondents 60 40 _ % 60% 40% _

Festival allowance No of respondents 50 50 _ % 50% 50% _ 111

Inference: Most of the respondents (60%) said that they are aware and informed formally about the marriage allowance 40% of the respondents said that they were informally informed; half of the respondents (50%) said that they were formally informed and another half of the respondents (50%) said that they are informed informally about the festival allowance.

Chart 4.53

Table 4.54 Birthday sweets, Picnic Scheme, Annual day gifts

Birthday (sweets) S.No 1. 2. 3. Remarks Informed Formally Informed Informally Not at all informed No of respondents 46 54 _ % 46% 54% _

Picnic Scheme No of respondents 56 44 _ % 56% 44% _

Annual day gifts No of respondents 54 46 _ % 54% 46% _ 112

Inference: 46% of the respondents said that they were aware and formally informed about the birthday sweets and 54% of the respondents felt that it has been informed informally. 56% of the respondents said that they were informed formally about the picnic scheme and 44% of the respondents said that they were informally informed. 54% of the respondents said that they are aware and formally informed about the annual day gift 46% of the respondents said that the annual day gift was informed informally. Chart 4.54

Table 4.55 Funeral expenses S.No 1. 2. 3. Remark Informed formally Informed informally Not at all informed No of Respondents 60 40 _ Percentage 60% 40% _

113

Inference: Almost 60% of the respondents said that they are aware and formally informed about the funeral expense, 40% of the respondents said that they were informally informed about the funeral expense. Chart 4.55

Statistical Analysis
HYPOTHESIS TESTING Aim

114

To find the relationship between Experience of the respondents vs Relationship with the Welfare Officer Null Hypothesis Ho: There is no relationship between Experience of the respondents vs Relationship with the Welfare Officer

Experience Vs Relationship with the Welfare Officer Experience 0 10 Years 11 20 Years 21 25 Years 25 & above Years Total Highly satisfied 6 3 4 1 14 Satisfied 20 16 8 2 46 Undecided 2 5 2 1 10 Dissatisfied 6 8 5 1 20 Highly dissatisfied 2 4 3 1 10 Total 36 36 22 6 100

Chi-Square 5.96

Degree of freedom 12

p-value 0.239

Since P>0.05 , the null hypothesis is accepted at 5% level of significance Hence there is no relationship between Experience of the respondents vs Relationship with the Welfare Officer

Aim To find the relationship between Age of the respondents vs Periodical Medical Checkup by the hospital Null Hypothesis Ho: There is no relationship between Age of the respondents vs Periodical Medical Checkup by the hospital 115

Age 21 30 years 31 40 years 41 50 years 51 years & above Total

Age Vs Satisfaction level of periodical medical checkup by the hospital Highly Highly satisfied Satisfied Undecided Dissatisfied dissatisfied 5 7 6 2 20 16 24 8 2 50 1 1 1 1 4 7 7 5 1 20 1 1 2 2 6

Total 30 40 22 8 100

Chi-Square 12.312

Degree of freedom 12

p-value 0.4211

Since P>0.05 , the null hypothesis is accepted at 5% level of significance Hence there is no relationship between Age of the respondents vs Periodical Medical Checkup by the hospital

Aim To find the relationship between Experience of the respondents vs Long Service Award Null Hypothesis Ho: There is no relationship between Experience of the respondents vs Long Service Award Experience Experience Vs Satisfaction Level on Long Service Award Total

116

Highly satisfied 0 10 Years 11 20 Years 21 25 Years 25 & above Years Total 4 3 4 1 12

Satisfied 24 16 8 2 50

Undecided Dissatisfied 2 9 2 1 14 3 4 4 1 12

Highly dissatisfied 3 4 4 1 12 36 36 22 6 100

Chi-Square 12.438

Degree of freedom 12

p-value 0.411

Since P>0.05 , the null hypothesis is accepted at 5% level of significance Hence there is no relationship between Experience of the respondents vs Long Service Award

Aim To find the relationship between Monthly Salary vs Information on Medical Insurance Null Hypothesis Ho: There is no relationship between Monthly Salary vs Information on Medical Insurance Monthly Salary Vs Information on Medical Insurance Monthly Salary Informed Formally Informed Informally Not at all Informed Total 117

Less than Rs.5000 Rs.5000 Rs.10,000

7 Rs.10,000 Rs.15,000 40 Rs.15,000 Above Total 19 70 Chi-Square 3.550

12

12 9 30 Degree of freedom 3 p-value 0.314

0 0 0

52 28 100

Since P>0.05 , the null hypothesis is accepted at 5% level of significance Hence there is no relationship between Monthly Salary vs Information on Medical Insurance

Aim To find the relationship between Monthly Salary & discount in treatment Null Hypothesis Ho: There is no relationship between Monthly Salary & discount in treatment Monthly Salary Monthly Salary Vs Satisfaction Level Discount in treatment Total

118

Highly satisfied Less than Rs.5000 Rs.5000 Rs.10,000 Rs.10,000 Rs.15,000 Rs.15,000 Above Total 2 1 1 1 5

Satisfied 1 3 34 14 52

Undecided 1 2 1 1 5

Dissatisfied 2 4 14 10 30

Highly dissatisfied 2 2 2 2 8 8 12 52 28 100

Chi-Square 24.67

Degree of freedom 12

p-value 0.0165

Since P<0.05 , the null hypothesis is rejected at 5% level of significance Hence there is relationship between Monthly Salary & discount in treatment

Aim To find the relationship between Educational Qualification vs training Null Hypothesis Ho: There is no relationship between Educational Qualification vs training

Educational Qualification Vs Satisfaction Level on Training Educational Qualification Highly satisfied Satisfied Undecided Dissatisfied Highly dissatisfied Total 119

Under graduate Post graduate Diploma/technica l XII &Others Total

6 5 5 4 20

32 2 15 1 50

3 3 2 2 10

3 3 2 2 10

2 3 2 3 10

46 16 26 12 100

Chi-Square 26.136

Degree of freedom 12

p-value 0.010

Since P<0.05 , the null hypothesis is rejected at 5% level of significance Hence there is relationship between Educational Qualification vs training

Aim To find the relationship between Gender vs Safety Measures Null Hypothesis Ho: There is no relationship between Gender vs Safety Measures Gender Vs Satisfaction Level on Safety Measures Gender Male Female Highly satisfied 16 2 Satisfied 57 1 Undecided Dissatisfied 5 5 3 3 Highly dissatisfied 5 3 Total 88 12 120

Total

18

58

100

Chi-Square 20.592

Degree of freedom 4

p-value 0.0004

Since P<0.05 , the null hypothesis is rejected at 5% level of significance Hence there is relationship between Gender vs Safety Measures

Aim To find the relationship between Designation vs Interaction & Communication of welfare officer Null Hypothesis Ho: There is no relationship Designation vs Interaction & Communication of welfare officer Designation vs Satisfaction level on Interaction & Communication of welfare officer Highly Highly Designation satisfied Satisfied Undecided Dissatisfied dissatisfied

Total 121

Clerical Managerial Technical Total

10 4 16 30

23 4 23 50

0 0 0 0

3 3 4 10

4 3 3 10

40 14 46 100

Chi-Square 6.971

Degree of freedom 6

p-value 0.324

Since P>0.05 , the null hypothesis is accepted at 5% level of significance Hence there is no relationship between Designation vs Interaction & Communication of welfare officer

Aim To find the relationship between Marital Status Vs Loan Assistance Null Hypothesis Ho: There is no relationship between Marital Status Vs Loan Assistance Marital Status Vs Satisfaction Level on Loan Assistance Marital Status Single Married Highly satisfied 5 23 Satisfied Undecided Dissatisfied 5 2 4 47 2 4 Highly dissatisfied 4 4 Total 20 80 122

Total

28

52

100

Chi-Square 14.835

Degree of freedom 4

p-value 0.005

Since P<0.05 , the null hypothesis is rejected at 5% level of significance Hence there is relationship between Marital Status Vs Loan Assistance

Aim To find the relationship between Age Vs Self Motivation through welfare measures Null Hypothesis Ho: There is no relationship between Age Vs Self Motivation through welfare measures Age Vs Satisfaction Level on Self Motivation through welfare measures Highly Highly satisfied Satisfied Undecided Dissatisfied dissatisfied 5 18 3 2 2 14 19 3 2 2

Age 21 30 years 31 40 years

Total 30 40 123

41 50 years 51 years & above Total

8 1 28

8 1 46

2 2 10

2 2 8

2 2 8

22 8 100

Chi-Square 15.953

Degree of freedom 12

p-value 0.1935

Since P>0.05 , the null hypothesis is accepted at 5% level of significance Hence there is no relationship between Age Vs Self Motivation through welfare measures

Chapter V

124

SUMMARY AND CONCLUSIONS

CHAPTER V SUMMARY & CONCLUSIONS


5.1 Summary of findings: 50% of the respondents are satisfied with the periodic medical check-up provided by the hospital, 20% of the respondents are highly satisfied 40% of the respondents are satisfied and 30% of the respondents are highly satisfied with the medical benefits are paid fast by the Hospital, 20% were dissatisfied

125

50% Percentage of the respondents are satisfied with the first aid training given to the employees 20% of them are highly satisfied, 10% of the respondents were dissatisfied and the same percentage of the respondents are highly dissatisfied with the First Aid

60% of the respondents are satisfied with the quality of the uniform, 50% of them said that they are satisfied with colour of the uniform, 56% of them are satisfied with Durability of the uniform, 20% of the respondents are dissatisfied with Quality & Colour of the Uniform,

52% of the respondents are satisfied with the Quality of the Shoes, 50% of the respondents said that they were satisfied with the colour of the shoes, 10% of the respondents are dissatisfied with Quality and Colour of the Shoes,

54% of the respondents are satisfied with the Quick supply of meals & tea, 16% of the respondents are highly satisfied, 10% of the respondents are dissatisfied

46% of the respondents are satisfied with providing nutritious meals, 14% of the respondents are highly satisfied, 48% of the respondents are satisfied with the neatness and cleanliness of the canteen service, 14% of the respondents are dissatisfied

50% are satisfied with the arrangement of tables & chairs, 20% of the respondents are highly satisfied. 12% of the respondents are dissatisfied and 6% of the respondents are highly dissatisfied towards the arrangement of tables & chairs in the canteen service area.

52% of the respondents are satisfied with the pleasing nature of service 16% of the respondents are highly satisfied, 12% of the respondents said that they were dissatisfied with the pleasing nature of service in canteen area.

56%of the respondents are satisfied with the rest room facility provided and are cleanly maintained, ventilated and conveniently situated at the Hospital,

126

56% of the respondents are satisfied and 16% of the respondents are highly satisfied with effective arrangement of drinking water at convenient places, 16% of the respondents were dissatisfied

58% of the respondents are satisfied and 18% of the respondents are highly satisfied with the cool & hot water provided as per requirement, 14% of the respondents are dissatisfied

Half of the respondents (50%) are satisfied with the tour packages, 30% of the respondents are highly satisfied

54% of the respondents are satisfied and 26% of the respondents are highly satisfied with the festival advance, 6% of the respondents are highly dissatisfied with the festival advance benefit.

52% of the respondents are satisfied and 28% of the respondents are highly satisfied with the loan assistance, 8% of the respondents are dissatisfied

50% of the respondents are satisfied and 12% of the respondents are highly satisfied with the long service awards, 12% of the respondents are satisfied and the same percentage of the respondents are highly dissatisfied

44% of the respondents are satisfied with the personal protective equipment and 24% of the respondents are highly satisfied

58% of the respondents are satisfied with the safety measures and 18% of the respondents are highly satisfied.8% of the respondents are dissatisfied

54% of the respondents are satisfied towards the work environment and 16% of the respondents are highly satisfied, 12% of the respondents said that they are dissatisfied with the work environment

127

50% of the respondents are satisfied with the training program, 20% of the respondents are highly satisfied. 10% of the respondents are dissatisfied

50% of the respondents said that they are satisfied with the companys welfare officers role, 20% of them are highly satisfied.

50% of the respondents are satisfied and 16% of the respondents are highly satisfied with the level of subordinate development that welfare officer concerns while taking decision,

40% of the respondents said that they are highly satisfied with the Environmental factors such as lighting system and cleanliness and 30% of the respondents are highly satisfied with ventilation

54% of the respondents are satisfied with the Sports & Recreation Programs 36% of the respondents are highly satisfied. 4% of the respondents are dissatisfied and 6% of the respondents undecided to give their opinion about Sports and Recreation programs.

58% of the respondents are satisfied with the counseling measure offered by company in relation to welfare officer and 20% of the respondents are highly satisfied 12% of the respondents are dissatisfied

30% of the respondents are highly satisfied with the Housekeeping measures provided by the Hospital 50% of the respondents are highly satisfied

30% of the respondents are highly satisfied and 40% of the respondents are highly satisfied with the periodic meeting arranged by the management for renewal of welfare measures.

44% of the respondents are satisfied and 24% of the respondents are highly satisfied with the welfare measures initiated by the organization that has benefited to increase the output.14% of the respondents are dissatisfied 128

56% of the respondents are satisfied and 20% of the respondents that they feel the welfare measure initiated has benefited preventing accident

50% of the respondents are satisfied and 24% of the respondents said that they are highly satisfied with the welfare activities initiated has reduced absenteeism

56% of the respondents are satisfied and 20% of the respondents are highly satisfied with the welfare measures initiated has reduced attrition,

60% of the respondents said that they are satisfied with the welfare measures initiated had benefited good health condition and 30% of the respondents are highly satisfied. 6% of the respondents said that they are satisfied with the welfare benefits initiated had self motivated 28% of the respondents are highly satisfied.

60% of the respondents said that welfare scheme such as loans are informed formally, 34% of the respondents felt that loan schemes are informally informed

70% of the respondents said that the Medical Insurance scheme had been informed formally and 60% of the respondents said that the medical benefit coverage was informed formally.

60% of the respondents said that they were aware and formally informed about the Bonus scheme, 40% of the respondents said that the bonus scheme was informed informally

Most of the respondents (60%) said that they are aware and informed formally about the marriage allowance 40% of the respondents said that they were informally informed,

46% of the respondents said that they were aware and formally informed about the birthday sweets and 54% of the respondents felt that it has been informed informally. 56% of the respondents said that they were informed formally about the picnic scheme 129

60% of the respondents said that they are aware and formally informed about the funeral expense

Almost all (80%) Percentage of the respondents is satisfied with the first aid kit given to the employees, which is a very important and life saving issue in hospital.

54% of the respondents are satisfied with the Quick supply of meals & tea in time, 16% of the respondents are highly satisfied, 10% of the respondents are dissatisfied

Concerning staff dressing room with security, 70% of the respondents are satisfied and 14% of the respondents are highly satisfied. Only few (10%) of the respondents are dissatisfied.

With regard to Cupboard with safety locker, 70% of the respondents are highly satisfied and only 8% of the respondents are dissatisfied. Some employees in canteen division do not get locker facilities.

66 %( majority) of the respondents are satisfied with free parking area and 10% of the respondents are highly satisfied with parking arrangement. In Apollo, only patients and visitors do not get proper parking arrangements as the hospital parking area is very small and the management cannot fulfill this need due to non availability of land in that business and residential area.

67% of the respondents are satisfied with hospital bus facility and 23% of the respondents are highly satisfied with effective transport arrangement of cabs/buses at convenient points in the city.

62% of the respondents are highly satisfied with ATM and cash facility services in Apollo premises as they have three banks ATM and banking service for their own employees in the fourth floor of their main building.

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Majority of the respondents (61%) are satisfied with the best employee, 26% of the respondents are highly satisfied

57% of the respondents are satisfied with accommodation facilities and 28% of the respondents are highly dissatisfied. The accommodation or stays for some categories like nurses are located at far of places from hospital.

52% of the respondents are dissatisfied about child care facilities and 18% of the respondents are highly dissatisfied about child a care facility which is a big grievance among women employees

72% of the respondents are highly satisfied with chaplaincy services and 18% of the respondents are satisfied about it which creates good faith about the hospital by all communities

FINDINGS FROM STATISTICAL ANALYSIS CHI SQAURE TEST It is found that there is no relationship between Age of the respondents vs Periodical

Medical Checkup by the hospital

It is found that there is no relationship between Experience of the respondents vs

Long Service Award

It is found that there is no relationship between Monthly Salary vs Information on 131

Medical Insurance

It is found that there is relationship between Monthly Salary & discount in treatment

It is found that there is relationship between Educational Qualification vs trainin

It is found that there is relationship between Gender vs Safety Measures

It is found that there is no relationship between Designation vs Interaction &

Communication of welfare officer

It is found that there is relationship between Marital Status Vs Loan Assistance

It is found that there is no relationship between Age Vs Self Motivation through

welfare measures

5.2 Recommendations: 132

Though periodic medical check-up provided by the hospital are good, the employees should get medical benefits for their family members also and concession in payment can be given in case if they go major surgeries.

The medical benefits should be paid very fast by the Hospital to its employees to reduce loss.

The first aid training should be given to all categories of people, particularly uneducated employees in catering and sanitary departments to safeguard them.

Though most of the employees are satisfied with the color and quality of uniforms, more Uniforms with different colors for different groups can be given to employees to keep them neat and tidy.

Though most of the employees are satisfied with the Quick supply of meals they can be available at appropriate places in all floors and buildings inorder to reduce their time. The rates charged for it can be reduced further for low income groups.

The arrangement of tables & chairs can be increased to make the employees feel relax in their job. In few sections the availability of chairs are very less as it may cause nuisance to employees from the visitors side. More rest room facility can be provided for all section of people to take rest and work on all shifts without tiredness.

Though hospitals do not encourage tour packages, at least the organization can provide tour packages for senior and experienced employees which may reduce their job stress.

The bonus and loan assistance can be provided at nominal amount for temporary or contract employees also to improve their living and satisfaction Career development for employees can be enriched by the management by providing effective and modern training. The can offer diplomas/certificate training program in various technical field to improve their employees skill and knowledge .job 133

opportunities can be provide to poor employees kids in their hospital based on their qualification and educational loans can be provided. 5.3 CONCLUSION Periodical assessment of statutory welfare measures variables to be studied and necessary adjustment to be taken by the employer. Respondents are satisfied with the Uniforms and shoes provided by the company. Canteen services still more to improve. More than half of respondents feel that Sports and recreation facilities has to be The few respondents feel that welfare measures are informed informally and this

concentrated still more. has to be avoided in future. A follow-up study will be carried out with large number of sample size. Comparative study will be conducted with similar type of industries to improve the organizational facilities. The depth study on this area may help to reduce attrition rate in any company.

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REFERENCE

REFERENCE
BOOKS:

135

1. Aswathappa. K (2006): Human Resources and Personnel Management, Text & Cases the Mc.Grew Hill Companies, page no: 446 458. 2. National Institute of Personnel Management - Calcutta: Social Security and labour Welfare, page no: 7 12. 3. Gupta C.B. (2006): Human Resources Management, page no.6.22 6.31. 4. Sarma A.M. (2006): Labour Welfare and Social Security, Himalaya Publishing House, page no: 1 9. REVIEW OF LITERATURE 1. Arunagiri A study on employees perception towards the welfare measures at TTK

Health Care Ltd. 2. Vijaya Chitra A study on impact of Labour Laws on HR practices at India Cements Ltd. 3. Namashivayam A study on Awareness of Legal provisions on Welfare Activities under Labour Laws M|s. Sentinel Clothing Company, Tirupptur. 4. Johnson A study on welfare measures at Pepsico India Holdings Pvt Ltd, Mamandur. 5. Satish A study to find the effectiveness of welfare measures with the employees of CTS (Cognizant Technology Solutions). 6. Balasundaram A study on welfare measures in M|S Ashok Leyland Limited. 7. Sinithia A study on non-statutory welfare measures and employee motivation in Dalima Cement Bharath Ltd. 8. Idiculla Mappillai A study on Non-statutory welfare measures provided at Ennore

Foundries Ltd.

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9.

Ashika ponnapa A survey on Labour Welfare measures in the tea plantation of

Kothari Industrial Corporation. 10. Shoba Susan Thomas A study on Welfare Measures at Ponds (India) Ltd. 11. Sethulakshmi A comparative study on welfare measures in non government organization. 12. Kannan A study on the welfare measures at Tamil Nadu Petro Products Ltd, Manali. WEBSITES: www.welfareindia.com www.appollohospitals.com www.google.com www.chennaibest.com

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APPENDIX

APPENDIX
QUESTIONNAIRE 138

A study on welfare measures provided for Paramedical employees in a corporate hospital with reference to Apollo hospital, Chennai

General Instructions: Please put a tick mark against the appropriate box clearly. The following questions are for Research Study & analytical purposes only. They will not be used to try to identify any individual. You may leave any or all blank if you prefer.

Note: For the employees who are Un- educated, the researcher conducts oral interview based on the questionnaire only. Personal profile Name (optional): Sex: Age: o o o o 21 30 Years 31 40 Years 41 50 Years 51 & above years Male Female

Marital Status: o o Designation: o o o Clerical Managerial Technical Single Married

Experience in this company: o o 0 10 Years 11 20 Years 139

o 21 25 Years o 25 & above Years Educational Qualification (please put Omark) o o o o graduate post graduate diploma/technical XII/others

Total Salary Package Per Month? o o o o Less than Rs. 5,000 Rs.5000 to Rs.10000 Rs.10,000 to Rs.15,000 Rs.15,000 or more WELFARE MEASURES I. Medical facilities & First Aid 1) Medical Facilities: Items a) b) Are you satisfied with the periodic medical check-up provided by the hospital? The medical benefits are paid fast by the hospital? What is your opinion?
Highly satisfie d Satisfied Undecided Dissatisfied Highly dissatisfied

5 5

4 4

3 3

2 2

1 1

2) First- Aid Items a) b) I feel First Aid Training is given to the employees? Whether First Aid Kit is provided on-hand?
Highly satisfie d 5 5 Satisfied 4 4 Undecided 3 3 Dissatisfied 2 2 Highly dissatisfied 1 1

3) Uniform Variables
Highly Satisfied Undecided Dissatisfied Highly

140

satisfie d

dissatisfied

a) Quality b Colour ) c) Durability 4) Shoes Variables a) Quality b Colour ) c) Proper size III. Canteen and Dining Services:

5 5 5

4 4 4

3 3 3

2 2 2

1 1 1

Highly satisfie d

Satisfied

Undecided

Dissatisfied

Highly dissatisfied

5 5 5

4 4 4

3 3 3

2 2 2

1 1 1

5) Canteen Factors based on my satisfaction: Variables a) Quick supply of meals & Tea in time b Providing Nutritious and ) hygienic meals c) Quantity & Quality of food d Neatness/Cleanliness of dining ) hall e) Arrangements of Tables & Chairs in dining hall f) Pleasing nature of service people IV. Conveniences: 6) Rest Room Facilities: Variables a) Urinals & toilets are cleanly maintained, ventilated, conveniently situated b Drinking water is effectively ) arranged at convenient points c) Cool & Hot water is provided
Highly satisfie d Satisfied Undecided Dissatisfied Highly dissatisfied Highly satisfie d Satisfied Undecided Dissatisfied Highly dissatisfied

5 5 5 5 5 5

4 4 4 4 4 4

3 3 3 3 3 3

2 2 2 2 2 2

1 1 1 1 1 1

5 5

4 4

3 3

2 2

1 1 141

as per requirements 7) Change Room Facilities: Variables a) Staff Dressing Room is provided with security b) Cupboard with safety locker 8) Parking and Transport Facilities: Variables a) Free parking area for staffs vehicle b Hospital Bus/Cab facilities ) helps to reach in time 9) Banking facilities: Variables a)
ATMs and Check cashing

Highly satisfied 5 5

Satisfied 4 4

Undecided 3 3

Dissatisfied 2 2

Highly dissatisfied 1 1

Highly satisfie d 5 5

Satisfied 4 4

Undecided 3 3

Dissatisfied 2 2

Highly dissatisfied 1 1

Highly satisfie d 5

Satisfied 4

Undecided 3

Dissatisfied 2

Highly dissatisfied 1

services available on campus V. Benefits: 10) Benefits are Variables a) Tour packages b Festival Advance ) c) Loan Assistance d Long Service Awards ) e) Special Achievers Awards f) Valuable Suggestions Awards g Best Employee Award ) h Annual leave )
Highly satisfie d Satisfied Undecided Dissatisfied Highly dissatisfied

5 5 5 5 5 5 5 5

4 4 4 4 4 4 4 4

3 3 3 3 3 3 3 3

2 2 2 2 2 2 2 2

1 1 1 1 1 1 1 1 142

i) j) k ) l)

Accommodation Discount On Treatment Childcare Facilities Chaplaincy Services

5 5 5 5

4 4 4 4

3 3 3 3

2 2 2 2

1 1 1 1

VI. Safety: 11) Safety measures are Variables a) Personal Protective Equipment b Safety Measures ) c) Work Environment d Training ) e) Safety Officer VII. Welfare Officer: S.no 12) Items
Highly satisfie d Satisfied Undecided Dissatisfied Highly dissatisfied

5 5 5 5 5
Highly satisfie d

4 4 4 4 4
Satisfied

3 3 3 3 3
Undecided

2 2 2 2 2
Dissatisfied

1 1 1 1 1
Highly dissatisfied

The companys welfare measures are in line with the Statutory Norms What is your opinion? 13) Companys Welfare Officers role is cordial what is your opinion? 14) The level of relationship with your Welfare officer is 15) The level of subordinate development that your Welfare Officer concern while taking decisions that cover your area of work. 16) The interactions and communications of the Welfare Officer is VIII. Environment: 17) Some of the environmental factors are

5 5 5

4 4 4

3 3 3

2 2 2

1 1 1

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Variables a) b ) c) d ) e) f) g ) h ) i) Lighting system Ventilation Cleanliness Fire and Emergency Exit Emergency Dial Working Space Workplace Security Infection Control Rate Computer , telephone & fax usage

Highly satisfie d

Satisfied

Undecided

Dissatisfied

Highly dissatisfied

5 5 5 5 5 5 5 5 5

4 4 4 4 4 4 4 4 4

3 3 3 3 3 3 3 3 3

2 2 2 2 2 2 2 2 2

1 1 1 1 1 1 1 1 1

IX. Other Welfare Measures: S.no 18) 19) 20) 21) Items Are you satisfied with the sports & recreation programs? The counseling measure offered by the company in relation to welfare measure is The housekeeping measures provided by the hospital is Management has proper assessment tool\techniques for assessing the effectiveness of welfare scheme (eg. Feedback) Periodic meeting where arranged by the management for review the welfare activities
Highly satisfie d Satisfied Undecided Dissatisfied Highly dissatisfied

5 5 5 5

4 4 4 4

3 3 3 3

2 2 2 2

1 1 1 1

22)

23) I feel that the welfare measures initiated by our organization have benefited me as follows:

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Variables a) b) c) d) e) f) To increase the output Prevent Accident Reduce Absenteeism Reduce Attrition Good Health Condition Self motivation

Highly satisfie d

Satisfied

Undecided

Dissatisfied

Highly dissatisfied

5 5 5 5 5 5

4 4 4 4 4 4

3 3 3 3 3 3

2 2 2 2 2 2

1 1 1 1 1 1

24) My view on the awareness of the following welfare scheme S.no 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. Welfare Scheme Loans Medical Insurance Medical Benefit Coverage Bonus Marriage Allowance Festival Gifts Sweets (festival) Benevolent Fund Picnic Scheme Residential Quarters Availing for Leave Annual day Gifts Funeral Expenses Death Relief Fund Safety measures Informed Formally 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 Informed Informally 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 Not at all Informed 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

25) a) Do you Suggest any new welfare measures to be started in your organization ? Yes No b) If yes, in which area do you need a welfare improvement? Specify :_____________________________________________________________________________ _____________________________________________________________________________ _____________________________________________________________________________ _____________________________________________________________________________ _____________________________________________________________________________ ____

145