Labour Wfare

CHAPTER - I
INTRODUCTION
The encyclopedia of social sciences defines labour welfare
as the voluntary efforts of the employees to established with in
the existing industrial system, working and some times living and
cultural conditions of the employees beyond that which is
required by law, the custom of the industry and the conditions of
the market.
The international labour organization defines labour welfare
as such services, facilities and amenities as adequate canteen,
rest and recreation facilities, arrangements for travel toad n from
work and for the accommodation of the workers at a distance
form their houses and such other service amenities and facilities as
contribute to improve the conditions under which workers are
employed.
Labour Welfare measures may be classified as follows,
1. Extra-Morale activities
2. Intra-Morale activities
3. Statutory measures.
4. Voluntary schemes
5. Mutual Welfare Facilities.
1
EXTRA-MORALE ACTIVITIES
Extra-Morale activities are commonly known as benefits. It
consists of the following: Social security, medical allowance,
insurance pension, provident fund, leave, travel facilities,
maternity facilities, compensation against injury fair price shop
etc.
INTRA-MORALE ACTIVITIES
This is commonly known as service. It includes safety
clothes, canteens, transport, rest room, crches, toilet blocks,
washing rooms, bathrooms, change rooms, schools, banks,
recreational facilities and auditoriums.
STATUTORY MEASURES
Statutory welfare measures are those laid down by
government through enactment of legislative laws. Most of the
benefits mentioned in the above are statutory welfare measures.
VOLUNTARY SCHEMES
These are facilities it includes holidays, rest period, coffee
bread etc., which are declared by employees.
2
MUTUAL WELFARE FACILITIES
These are those facilities agreed to my mutual consultation
between employees and employees. Examples are paid
vocations, leave etc
BENEFITS OF LABOUR WELFARE
1). More effective requirement
2). Improved moral and loyalty
3). Lower turnover and absenteeism
4). Good industrial relations
5). Reduced influence of unions.
6). Reduced thread of further government interventions.
OBJECTIVES OF LABOUR WELFARE
1. To give expression to philanthropic and paternalistic
feelings.
2. To win over employees loyalty and increase their
morale.
3. To combat trade unionism and socialist ideas.
3
4. To build up stable labour force to reduce labour turnover
and absenteeism.
5. To develop efficiency and productivity among workers.
6. To save oneself from heavy taxes on surplus profits.
7. To earn goodwill and enhance public image.
8. To reduce threat of further government intervention.
9. To make recruitment more effective
LABOUR WELFARE MEASURES IN INDIA
In India the provision of labour welfare measures has a long
history tracing as for as 1937 A.D. Conciding with the abolition of
slavery in 1883.
In 1919 the international labour organization was
established to protect the welfare of the working population
world over. And in the early past of the 20 th century several acts
were enacted to safeguard the workers interest.
After the independence of the nation the successive
governments took keen interest in provision of labour welfare
4
measures on planned phase. The implementation of labour
welfare measures accordingly.
1. The factories Act 1948.
2. The employees State Insurance Act 1948.
3. The plantation labour Act 1951.
4. The Mines act 1952
5. The employees provident Fund Act 1952.
6. The labour welfare fund Act 1953.
7. The payment of Bonus Act 1963.
8. The payment of Gratuity Act 1972 etc.
Were enacted and amended from time to time.
As a result of excellent draftsmanship, Indian Textile
industry plays an important part in the national economy. The
word textile is derived from the Latin word texere meaning
To weave. It is one of the biggest and oldest industries in
India. Originally textile was referred to only woven fabrics and
specifically excluded knitted cloths, lace, settings, felt, braid and
card.
5
HISTORY AND DEVELOPMENT
Textile industry in India has a long history. Even during
early periods of history people had the knowledge of converting
staple cotton in to yarn subsequently weave in fabrics.
Textiles came to be regarded as the best in the world
market. Bombay and Ahamadabad were the largest cotton
textile centers in India in the early 1920. Bombay was known as
the Manchester of India. Today cotton textile industry is spread
practically all over India. India is one of the largest producers of
cotton textiles in the world and the reasons for that are,
abundant supply of cheap labour, the presence of hydroelectric
power, abundant supplies of domestic cotton and vast internal
markets.
Keeping with the growth of textile industry in the country,
state of Kerala also has made remarkable development in spite
of non-availability of raw materials.
6
REASONS FOR THE SETBACKS OF TEXTILE INDUSTRY
1. The anti dumping duty stipulated by various countries
abroad brings down the scope of export considerably.
2. Lack of modern technology.
3. High electrical changes
4. The cotton textile industry is going through a severe crisis
following slump in exports of cotton textiles, yarns and
garments to the ASIAN and other countries.
5. Due to the devaluating of the rupee the textile industries
are not able to realize even cost price, compared to
decreased payments by foreign countries.
6. Use of dyes also has been responsible for reduction in
imports by developed countries like Germany, as the
consumers were insisting that only fabrics processed with
vegetables based dyes were acceptable to them.
7
COMPANY PROFILE
CELEBRITY FASHIONS LTD
Vision
As the information age unfolds, seamless business models
and A borderless world emerges,
Our quest is to become the most admired group by all our
stakeholders alike customers, employees, share holders
and society.
We shall pursue would class standards in our people,
products, processes and performance.
We seek quantum growth to lead in the international and
domestic market and enhance our international presence
by encouraging innovation and naturing intellectual
processing.
We will be always conscious of the path we take to ensure
highest ethical and moral compliance even as we remain to
tally focused on our goals.
8
Mission
Achieve the sale turnover of 220 million US $ by 2008 with
100% delighted customers.
Historical Mile Stones
1984 Celebrity Fashions ltd., as a composite Mill
(comprising spinning & weaving unit) established.
1946 The wills managing agency rights were transferred
to M/s. Thiagarajar Chettiar & Sons Private Limited,
Chennai, The forerunners of the present management,
under the able management of late Shri. Karumuthu
Thiagarajar Chettiar who was well renowed textile industry.
The company began its journey to become an important
will in the country.
1969 With the abolition of the managing agency system,
the Board of Directors looked after the Management with
late Shri. Manickavasagam Chettiar, as managing director.
1976 Introduction 100% Tandem carding
1976 The first Airjet loom in the country was installed at
Loyal.
9
1980 Dr. Karumuthu Thiagarajar, Ph.D. (Business
Management) took over as Managing Director and shortly
after that Shri. Manickam Ramasamy, B.Tech., a Gold
Medalist from IIT Chennai became the Managing Director
and the company registered further growth with emphasis
on modernization, Export and Quality.
1980-1990 The company has covered a niche in the
international market and exports have increased in
multifold.
1986 LSF a dye house was started at RAJAPALAYAM
1992 LSF shifted to Cuddalore to take advantage of the
common disposal system.
1994 Valli Mills limited, another composite Mill in
Venkataslapuram, Sattur was amalgamated with Loyal
Textile Mills Ltd.,
2001 one of the first textile mills in the country to adopt
the compact spinning technology. Today largest compact
yearn manufacturing including the SIRO COMPACT
10
2001 installed large sewage treatment plants at all units
to recycle the sewage to green the campus.
2003 first mill in the country to install polypropylene
contamination checking in auto corner clearers ZENITHPP
clearing today 80% of loyal cone winders have
polypropylene checking clears.
2003 first mill in the country for the open width
continuous water and chemical saving environmentally
friendly process in India.
2005 we are the first company near zero solid effluent
producing company using only bacteria and on zero for
treatment. Interestingly the number of customers remained
the same or a bit reduced and all customers have
substantially increased their sourcing % from loyal.
Loom capacity 222 looms
Suizer 73 looms
Toyota 18 looms
Mythos 26 looms
production per day
when Grey Fabric 75,000 meters
11
Knitting capacity 50 M/Cs
Mayor & Cie 11 machiners
Tersot 08 machiners
Falmae 17 machiners
Stoll 1 machine
Production per day
Knitted Grey Fabric, 18,000 kgs
Wet processing in LSF
Woven - 40,000 mtrs per day
Knitted - 15,000 kgs per day
Garment capacity
With a sewing lines
Producing C 25000 worth of Garments per day
Awards & Accolades
Three star export house 15690 dated 07-3-2005 awarded
by Govt. India.
12
Buonze Trophy award given by cotton textiles export
promotion council in 2001-2002 for outstanding
performance in yarn.
Silver flag given by apparel export promotion council in
1999 for outstanding performance in non-Guota items.
Bronze Trophy award given by cotton textiles export
promotion council in 1998-1999.
Silver Trophy award for second highest export in fabric
category for 1997-1998.
Golden Trading House dated 24-08-1999 awarded by Govt.
of India.
Trading House 579 dated 25-8-1995 awarded by Govt. of
India.
Export House 2540 dated 06.08.1992 awarded by Govt.
of India.
Certification
Our concern have quality management system ISO 9001-
2000 certified by BVGI,
13
On progress certifications ISO 14001-2004 (EMS)
On progress TPM in our concern
Yarn manufacturing process
Bale plucker Auto coner Ring frame
Blow room Yarn preparation Simplex

ring spinning
Carding unilap Comber Drawing with auto

Mill master leading
mechanism
Process
Bale plucker

Blow room

Carding

Drawing open end spinning
Woven Fabric Production Process
Process
14
FABRIC production warping (creel section)
Weaving Sizing
Toyota Sulzer Mythos
Inspection & Mending
Warping (Creel section
Warping (winding section)
Sectional warping
Sizing (creel section)
Sizing (winding section)
Airjet loom Toyota
Projectile loom Sulzer
Airjet loom mythos
100% inspection & mending
Knitted Fabric Production Process
Auto coner
Circular Circular Flat bed

Knitting tubular knitting-single width knitting
15
Tension less inspection
Auto coner (with working)
Xorella - yarn conditioning (1)
Xorella - yarn conditioning (2)
Circular knitting machine tubular
Circular knitting machine open with flat bed knitting machine
100% tensionless inspection
Garment production process
Dyed fabric checking
Spreading
Cutting
Embroidery stitching
1) Dyed fabric checking
2) Gerber Tension free spreading
3) Gerber computer aided cutting
4) Embroidery
16
5) Stitching all M/Cs are computerised with under bed
trimmer
6) Special machine pocket setta
7) Special machine computerized velcrow attach
8) Special machine belt loop attach
Process
Singeing & De-sizing/M/c
Bleaching
Washing finishing
Mercerizing neutralizing / washing
SINGEING & DESIZING M/C
Washing range
Mercerizing M/C
Neutralizing / washing range
Compacting on zero zero finishing
Total of workers
Permanent workers = 252
Badaly = 11
17
Badaly 2 = 43
Badaly 1 = 107
Training = 115
Scheme = 350
CC = 462
Total of workers = 1340
18
CHAPTER II
REVIEW OF LITERATURE
The standard analysis of individual labour supply uses a
utility function specified in terms of the consumption of goods,
purchased with wage and non-wage income, and leisure. By then
imposing a poverty level, the model can be used to examine the
way in which alternative poverty measures change when the tax
structure is altered; for examples, see Kanbur and Keen (1989),
Kanbur, Keen and Toumala (1995) and Creedy (1997). A criticism
of this type of approach is that some individuals, facing a given
wage rate and tax structure, choose a level of labour supply
which places them below the poverty level. The idea behind a
poverty line is that individuals are substantially worse off as a
result of being in poverty, compared with being just above the
poverty line. It may therefore reasonably be asked why people
would not make a strong attempt to avoid poverty if possible. A
19
major aim of the present paper is to explore a labour supply
model in which each individual's utility function depends on a
threshold consumption, or poverty, level and there is a strong
utility premium to be gained by avoiding poverty.
According to John Creedy(2003) labour supply and social
welfare are two important aspects when utility depends
on a threshold consumption level.
Employee privacy has become a controversial issue in the
field of Human Resource management as employers have more
technologies available to monitor telephones, computer
terminals, and voice mail. This privacy issue has been fueled by
the increased use of a variety of electronic monitoring systems.
Electronic monitoring is defined as "the computerized collection,
storage, analysis, and reporting of information about employees'
productive activities" (Office of Technology Assessment, 1987, p.
27). "Currently, as many as 26 million workers in the United
States are monitored in their jobs, and this number will increase
as computers are used more and more within companies and as
the cost of these monitoring systems goes down" (DeTienne,
1993, p. 33). Of those monitored, 10 million have their work
evaluated and pay based on the data collected (DeTienne, 1993).
20
"By the end of the decade, as many as 30 million people may be
constantly monitored in their jobs" (DeTienne, 1993, p. 33).
Because of these predictions, "Electronic monitoring and
surveillance have been the subject of high media profile" (Losey,
1994).
Managers use several types of employee monitoring
systems. Some of the most commonly used are computer
monitoring, which measures employee keystroke speed and
accuracy; video surveillance, which detects employee the ft,
horseplay, and safety; spying, which uses detective techniques,
when there is suspicious activity within the workplace;
eavesdropping and phone tapping, which track incoming,
outgoing, and the frequency of employee phone calls; and the
active badge system, which tracks an employee s location within
the workplace.
Despite the recent appearance of these high-tech
monitoring systems, employee monitoring is not new to the
business world. As a matter of fact, "employee monitoring has
been utilized in the manufacturing industry for several decades
to track output, inventory, and general efficiency" (Losey, 1994).
21
Prior to 1913, mechanical keystroke counters (cyclometers) and
other methods were used for measuring typing output, and since
the 1920s telephone calls have been monitored (Attewell, 1987).
What has changed in more recent years is the method of
supervision and the extent of information gathering capabilities
available.
Employers compensate their employees not only with cash,
but also with non cash payments. The latter, sometimes called
"in-kind" or "fringe" benefits, include some that are legally
required, such as Social Security, workers' compensation, and
unemployment insurance, and some that are not, such as paid
leave, health and life insurance, and pensions. This article
discusses the effort of economists to measure the value
individuals place on non cash payments.
Economists have developed the concept of "cash-
equivalent value" to measure the value of non cash benefits to
an individual. A person's cash-equivalent value is the least
amount of money he or she would be willing to accept in
exchange for not receiving particular non cash goods. When
applied to an employer-provided benefit, the cash-equivalent
value is the minimum amount of additional cash compensation
22
the worker will accept in lieu of receiving the benefit. Although
some estimates of cash-equivalent value for Government-
provided in-kind benefits such as food stamps, public and
subsidized housing, Medicaid, and Medicare exist, little has been
done to quantify employer-provided benefits, primarily because
of a lack of data. Moreover, even if data were available, a variety
of problems have made it difficult to implement the cash-
equivalent value approach.
Information on the employer's cost of providing the benefit
is readily available through the Bureau of Labor Statistics
Employment Cost Index (ECI) program. To what extent does
employer cost approximate employee value? We believe that
there are various biases associated with using employer cost as
the measure of the employee s value of employer-provided
benefits. These biases can result in misleading conclusions.
23
CHAPTER III
RESEARCH METHODOLOGY
Research methodology is a way systematically solves the
research problem. It may be understood as a science of studying
how research is done scientifically. It is necessary for the
researcher to know no only the research methods/techniques but
also the methodology.
RESEARCH DESIGN
A research design is the arrangement of condition for
collection and analysis of data in a manner that aims to combine
relevance to the research purpose with economy in purpose.
It is descriptive in nature.
DESCRIPTIVE RESEARCH
Descriptive research studies are those studies, which are
concerned with describing the character of a group.
DATA
There are two types of data (primary as well as secondary),
used for this study.
24
PRIMARY DATA
Primary data was collected through questionnaire.
SECONDARY DATA
Secondary data was collected from the journals, books and
company records.
SAMPLING
A simple random technique selected for choosing the
population, in such a way that every member of the population
has an equal chance of being selected.
SAMPLE SIZE
75 employees from Celebrity Fashions ltd limited is taken
as sample for this present study.
TOOLS OF ANALYSIS
Data collected was analyzed using
1. Percentage analysis
2. Correlation and
25
OBJECTIVES OF THE STUDY
The objectives of this report are about the employee
satisfaction towards best Celebrity Fashions ltd, Chennai. This
study reveals whether the employees are satisfied. The following
are the objectives of this study.
1. To identify the main factors influencing the welfare
measures.
2. To find out whether the employees are satisfied with the
prevailing welfare measures.
3. To study the awareness of respondents about the labour
welfare measures provided by the company.
26
LIMITATIONS OF THE STUDY
1. The study was conducted in Celebrity Fashions ltd,
Chennai. So it may not be universally applicable.
2. Some of the employees were unwilling to reveal certain
information.
27
CHAPTER IV
ANALYSIS AND INTERPRETATION
TABLE 1. DISTRIBUTION ON THE BASIS OF AGE
NO. OF
AGE PERCENTAGE
RESPONDENTS
Below 30 33 44
30-40 24 32
Above 40 18 24
Total 75 100
INTERPRETATION
From the above table it is inferred that, 44% of the
employees belong to below 30 years, 32% of the respondents are
in between 30 40 years and 24% of the respondents are above
40 years.
28
CHART 1. DISTRIBUTION ON THE BASIS OF AGE
AGE GROUP
25 23
20
17
15
10
10
0
Below 30 30-40 Above 40
Below 30 30-40 Above 40
29
TABLE 2. DISTRIBUTION ON THE BASIS OF EXPERIENCE
NO. OF
EXPERIENCE PERCENTAGE
RESPONDENTS
Below 5 years 28 37
6 12 24 32
Above 12 23 31
Total 75 100
INTERPRETATION
From the above table if is clear that 37% of the employees
have below 5 years of experience, 32% of employees have 6 12
years of experience and 31% of employees have 12 years of
experience.
30
CHART 2. DISTRIBUTION ON THE BASIS OF
EXPERIENCE
38 37
37
36
35
34
33 32
32 31
31
30
29
28
Below 5 years 6 12 Above 12
Below 5 years 6 12 Above 12
31
TABLE 3. DISTRIBUTION ON THE BASIS OF EDUCATIONAL
QUALIFICATION
NO. OF
EDUCATIONAL
RESPONDENT PERCENTAGE
QUALIFICATION
S
Below 10th 22 29
HSC 18 24
ITI 13 17
Diploma 10 14
Degree 12 16
Total 75 100
INTERPRETATION
It is clear that 29% of the respondents are below 10th
standard, 24% of respondents are HSC, 16% of respondents are
degree holders, 17% of respondents are ITI, 14% of respondents
are diploma holders.
32
EDUCATIONAL QUALIFICATION
29
30
24
25
20 17
16
Percentage
14
15
10
0
Below 10th HSC ITI Diploma Degree
Below 10th HSC ITI Diploma Degree
33
TABLE 4. DISTRIBUTION ON THE BASIS OF
RESPONDENTS OPINION ABOUT WORKING
CONDITION
NO. OF
PARTICULARS PERCENTAGE
RESPONDENTS
Satisfied 12 16
Highly Satisfied 24 32
Neutral 16 21
Dissatisfied 11 14
Highly Dissatisfied 12 17
Total 75 100
INTERPRETATION
It shows that 16% of the respondents are highly satisfied,
32% of the respondents are satisfied, 21% of respondents are
neutral, 14% of the respondents are dissatisfied and 17% of the
respondents are highly dissatisfied with the working condition in
Celebrity Fashions ltd, Chennai.
34
RESPONDENTS OPINION ABOUT WORKING
CONDITION
Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied
32
35
30
25 21
17
Percentage
20 16
14
15
10
0
Satisfied Highly Neutral Dissatisfied Highly
Satisfied Dissatisfied
Opinion
35
RESPONDENTS OPINION ABOUT BATH ROOM AND
WASHING FACILITIES
No. of
Particulars Percentage
Respondents
Satisfied 24 33
Neutral 11 14
Dissatisfied 18 24
Total 75 100
INTERPRETATION
Above table indicates that 33% of the respondents are
highly satisfied, 22% of the respondents are satisfied, 14% of the
respondents are neutral, 24% of the respondents are dissatisfied
and 7% of the respondents are highly dissatisfied in their opinion
about bath room and washing facilities.
36
RESPONDENTS OPINION ABOUT BATH ROOM AND
WASHING FACILITIES
33
35
30
22 24
25
Percentage
20
14
15
7
10
0
Opinion
37
RESPONDENTS OPINION ABOUT CANTEEN AND
LAUNCH ROOM FACILITIES
NO. OF
RESPONDENTS
Satisfied 23 30
Neutral 11 16
Dissatisfied 18 24
Total 75 100
INTERPRETATION
The above table express that 30% of the respondents are
and 8% of the respondents are highly dissatisfied with canteen
and launch room facilities.
38
CHART 6. Distribution on the basis of
respondents opinion about canteen and launch
room facilities
30
30
24
22
25
20 16
Percentage
15
8
10
0
Opinion
39
RESPONDENTS OPINION ABOUT MEDICAL
FACILITIES AND FIRST AID PROVISIONS
NO. OF
RESPONDENTS
Satisfied 21 28
Neutral 12 16
Dissatisfied 17 23
Total 75 100
INTERPRETATION
Table 7 express that 28% of the respondents are highly
satisfied,24% of the respondents are satisfied, 16% of the
respondents are neutral,23% of the respondents are dissatisfied
and 9% of the respondents are highly dissatisfied with medical
facilities and first aid provisions.
40
RESPONDENTS OPINION ABOUT MEDICAL
FACILITIES AND FIRST
AID PROVISIONS
28
30 24
23
25
20 16
Percentage
15
9
10
0
Opinion
41
RESPONDENTS OPINION ABOUT TRAINING AND
DEVELOPMENT ACTIVITIES
NO. OF
RESPONDENTS
Satisfied 26 35
Neutral 17 23
Dissatisfied 6 8
Total 75 100
INTERPRETATION
The above table indicates that 35% of the respondents are
and 2% of the respondents are highly dissatisfied with training
and development activities.
42
RESPONDENTS OPINION ABOUT TRAINING AND
DEVELOPMENT ACTIVITIES
35
32
35
30
23
25
Percentage
20
15
8
10
2
5
0
Opinion
43
RESPONDENTS OPINION ABOUT JOB ROTATION IN
ARJUNA TEXTILES PVT LIMITED
NO. OF
RESPONDENTS
Satisfied 33 44
Neutral 11 14
Dissatisfied 7 9
Total 75 100
INTERPRETATION
Above table reveals that 44% of the respondents are highly
satisfied, 29% of the respondents are satisfied, 14% of the
and 4% of the respondents are highly dissatisfied about job
rotation in Celebrity Fashions ltd, Chennai.
44
RESPONDENTS OPINION ABOUT JOB ROTATION IN
CELEBRITY FASHIONS LTD.
44
45
40
29
35
30
Percentage
25
20 14
15 9
10 4
5
0
Opinion
45
RESPONDENTS OPINION ABOUT VENTILATION IN
THE WORK AREA
NO. OF
RESPONDENTS
Satisfied 29 38
Neutral 12 16
Dissatisfied 7 9
Total 75 100
INTERPRETATION
Regarding ventilation 38% of the respondents are highly
respondents are neutral,9% of the respondents are dissatisfied
and 7% of the respondents are highly dissatisfied with ventilation
in the work place.
46
RESPONDENTS OPINION ABOUT VENTILATION IN
THE WORK AREA
38
40
30
35
30
25
Percentage
16
20
15 9
7
10
0
Opinion
47
RESPONDENTS OPINION ABOUT DRINKING
WATER FACILITIES
NO. OF
RESPONDENTS
Satisfied 28 37
Neutral 19 25
Dissatisfied 5 6
Total 75 100
INTERPRETATION
From the above table it is clear that 34% of the
respondents are highly satisfied, 24% of the respondents are
satisfied, 22% of the respondents are neutral, 14% of the
respondents are dissatisfied and 6% of the respondents are
highly dissatisfied with drinking water facilities.
48
RESPONDENTS OPINION ABOUT DRINKING
WATER FACILITIES
37
40
35 29
30 25
25
Percentage
20
15
6
10
3
5
0
Opinion
49
RESPONDENTS OPINION ABOUT MEDICAL AND
ACCIDENT BENEFIT SCHEME
NO. OF
RESPONDENTS
Satisfied 28 37
Neutral 18 24
Dissatisfied 8 11
Total 50 100
INTERPRETATION
Above table express that 37% of the respondents are
respondents are neutral, and 11% of the respondents are
dissatisfied with medical and accident benefit scheme.
50
RESPONDENTS OPINION ABOUT MEDICAL AND
ACCIDENT BENEFIT SCHEME
37
40
35 28
30 24
25
Percentage
20
11
15
10
5 0
0
Opinion
51
RESPONDENTS OPINION ABOUT REST
ROOM FACILITY
NO. OF
RESPONDENTS
Satisfied 36 48
Neutral 11 15
Dissatisfied 0 0
Total 75 100
INTERPRETATION
Above table stated clearly that 48% of the respondents are
highly satisfied, 37% of the respondents are satisfied, and 15% of
the respondents are neutral with test room facilities.
52
RESPONDENTS OPINION ABOUT REST ROOM
FACILITY
48
50
45 37
40
35
Percentage
30
25
15
20
15
10
0 0
5
0
Opinion
53
RESPONDENTS OPINION ABOUT FRINGE
BENEFITS
NO. OF
RESPONDENTS
Satisfied 34 45
Neutral 15 21
Dissatisfied 0 0
Total 75 100
INTERPRETATION
Table reveals clearly that 45% of the respondents are
highly satisfied, 34% of the respondents are satisfied, and 21% of
the respondents are neutral with fringe benefits.
54
RESPONDENTS OPINION ABOUT FRINGE
BENEFITS
45
45
34
40
35
30
Percentage
21
25
20
15
10
5 0 0
0
Opinion
55
RESPONDENTS OPINION ABOUT SAFETY
EQUIPMENTS PROVIDED BY THE COMPANY
NO. OF
RESPONDENTS
Satisfied 29 38
Neutral 11 14
Dissatisfied 9 12
Total 75 100
INTERPRETATION
Regarding safety equipments 38% of the respondents are
and 10% of the respondents are highly dissatisfied with the
safety provisions.
56
RESPONDENTS OPINION ABOUT SAFETY
EQUIPMENTS PROVIDED BY
THE COMPANY
38
40
35
26
30
25
Percentage
20 14
12
15 10
10
0
Opinion
57
RESPONDENTS OPINION ABOUT EDUCATIONAL
FACILITIES
NO. OF
RESPONDENTS
Satisfied 29 42
Neutral 11 18
Dissatisfied 9 8
Total 75 100
INTERPRETATION
Regarding educational facilities 28% of the respondents are
and 4% of the respondents are highly dissatisfied.
58
RESPONDENTS OPINION ABOUT EDUCATIONAL
FACILITIES
42
45
40
35 28
30
Percentage
25 18
20
15 8
10 4
5
0
Opinion
59
RESPONDENTS OPINION ABOUT OVER ALL
WELFARE FACILITIES
NO. OF
RESPONDENTS
Satisfied 29 38
Neutral 12 16
Dissatisfied 12 16
Highly Dissatisfied
Total 75 100
INTERPRETATION
respondents are neutral, and16% of the respondents are
dissatisfied with welfare facilities.
60
RESPONDENTS OPINION ABOUT OVER ALL
WELFARE FACILITIES
38
40
30
35
30
Percentage
25
16 16
20
15
10
5 0
0
Opinion
61
RESPONDENTS OPINION ABOUT WELFARE
PROGRAMS ORGANIZED BY THE COMPANY
NO. OF
RESPONDENTS
Satisfied 30 40
Neutral 12 16
Dissatisfied 8 11
Total 75 100
INTERPRETATION
welfare program organized by the company.
62
RESPONDENTS OPINION ABOUT WELFARE
PROGRAMS ORGANIZED BY THE COMPANY

40
40
35 28
30
25
Percentage
16
20
11
15
10 5
0
Opinion
63
RESPONDENTS OPENION ABOUT WORK CULTURE
NO. OF
RESPONDENTS
Satisfied 31 41
Neutral 16 21
Dissatisfied 5 6
Total 75 100
INTERPRETATION
Above table reveals that 29% of the respondents are highly
prevailing state of work culture.
64
RESPONDENTS OPINION ABOUT WORK CULTURE
41
45
40
29
35
30
Percentage
21
25
20
15
6
10 3
5
0
Opinion
65
RESPONDENTS OPINION ABOUT EMPLOYER
EMPLOYEE RELATIONSHIP
NO. OF
RESPONDENTS
Satisfied 31 41
Neutral 14 19
Dissatisfied 6 8
Total 75 100
INTERPRETATION
Above table reveals clearly that 29% of the respondents
are highly satisfied, 41% of the respondents are satisfied, 19% of
the respondents are neutral, 8% of the respondents are
dissatisfied and 3% of the respondents are highly dissatisfied
with employer employee relationship.
66
RESPONDENTS OPINION ABOUT EMPLOYER
EMPLOYEE RELATIONSHIP
41
45
40
29
35
30
Percentage
25 19
20
15 8
10 3
5
0
Opinion
67
TABLE 21. LABOUR WELFARE MEASURES AND
RELATED VARIABLES
facilityVentilation and drinking water
Employer employee relationship

Safety equipments
Working condition
Medical facilities
Fringe benefits
Training
Medical
.650*
facilities
Ventilation
and drinking .496* .338*
water facility
Training .657* .453* .293*
Fringe
.411* .372* .522* .547*
benefits
Safety
.486* .387* .234* .593* .437*
equipments
Employer
employee .092 -.063 .107 .314* .614* .195
relationship
Welfare
.433* .451* .340* .526* .723* .206 .541*
measures
All the selected dimensions of welfare measures are having
positive as well as significant correlation with welfare measures.
Among the independent variable fringe benefits is found to have
68
the highly correlated variable than others. The next high
correlated variable is found to be employer employee
relationship and ventilation and drinking water facility shows the
lowest correlation among the selected variables.
CHAPTER V
FINDINGS
1. Majority 44% of the employees belong to below 30 years
2. Majority 37% of the employees have below 5 years of
experience
3. Majority 29% of the respondents are below 10th standard,
24% of respondents are HSC
4. Majority 48% of the respondents are satisfied with the
working condition
5. Majority 55% of the respondents are satisfied about bath
room and washing facilities
6. Majority 52% of the respondents are satisfied about
canteen and launch room facilities
69
medical facilities and first aid provisions
training and development activities
9. Majority 73% of the respondents are satisfied about job
rotation in loyal textiles mills limited
ventilation in the work area
drinking water facilities
12. Majority 68% of the respondents are satisfied about welfare
facilities
medical and accident benefit scheme
14. Majority 85% of the respondents are satisfied about rest
room facility
15. Majority 79% of the respondents are satisfied about fringe
benefits
70
16. Majority 64% of the respondents are satisfied about safety
equipments provided by the company
educational facilities
18. Majority 68% of the respondents are satisfied about welfare
programs organized by the company
19. Majority 70% of the respondents are satisfied about work
culture
employer employee relationship
21. All the selected dimensions of welfare measures are having
positive as well as significant correlation with welfare measures.
22. Among the independent variable fringe benefits is found to
have the highly correlated variable than others.
71
CHAPTER - VI
SUGGESTIONS
The percentage analysis clearly shows that 50% of the
employees are satisfied with the prevailing labour welfare
measures provided by the company.
The most of the employees are not aware of the safety
measures provided by the company. So, more training
programmes should be provided to the employees covering
safely aspects, which will definitely create awareness
among the employees.
The company should provide health care facilities to its
employees and their family
They should be mutual relationship between the employee
and employer which will facilitate individual as well as
organizational growth.
72
CHAPTER - VII
CONCLUSION
Starting from 1980 government has forcing welfare in work
place has a main policy regarding labor welfare. The wide
approach to the welfare strategy is getting more and more
important every day. Preventing and maintain the physical,
mental and social well being of workers in all occupation should
be given enough of attention. From this study it is concluded that
welfare measures is influenced by fringe benefits, medical
facilities, employer employee relationship, safety equipment
provided by the company and training .
73
BIBLIOGRAPHY
1. KOTHARI C.R, Research methodology, Wishwa Prakashan
publishing, New Delhi.
2. TRIPATHI P.C, Personnel Management & Industrial
Relations, Sultan Chand & sons, New Delhi.
3. MAMORIA C.B, Personal management, Himalaya
Publishing House, New Delhi.
4. SATHISH MAMORIA, Himalaya Publishing House, New
Delhi.
5. KAPOOR N.D, Elements of Industrial Laws, Sultan Chand &
sons, New Delhi.
74
APPENDIX
A STUDY ON LABOUR WELFARES IN CELEBRITY FASHIONS
LTD, CHENNAI
Dear Employee,
I have undertaken M.B.A. Project work on Labour

Welfare. Your kind cooperation is solicited by the way of giving
your valuable response. In this context, I assure that the data
furnished by you will be kept confidential and will be used for the
project purpose only
Thanking you
QUESTIONNAIRE
Demographic
1. Name
2. Designation :
3. Gender :
4. Age : a) Below30years ( )
b) 31-40 Years ( )
c) Above 40 years ( )
5. Educational qualification : a) Below SSLC ( )

b) HSC ( )
c) ITI ( )
d) Diploma ( )
e) Degree ( )
6. Experience : a) Below 5 year ( )

b) 6-12 Years ( )
c) Above 12 years ( )
75
LABOUR WELFARE
highly highly
SI. satisfie neutra dissatisfie
satisfie dissatisfie
No Questions d l d
d d
. ( 1) (3) (4)
(2) (5)
1. Your opinion about

the working
condition?
2 Your opinion about

the bath room,
urinal, toilets and
washing facilities?

the canteen and
launch room
facilities?

the emergency
medical facilities
and first aid
provided by the
company?

the training given
by the company?

the job rotation in
the company?

the ventilation in
the work area?

the drinking water
facilities?
76
highly highly
No Questions d l d
d d
. ( 1) (3) (4)
(2) (5)

the welfare
facilities provided
by the company?

. the medical and
accident benefit
scheme provided
by the company?

. the rest room
facility?

. the fringe benefits?

. the safety
equipment
provided by the
company?

. the educational
facilities?

. the welfare
programs in the
company?

. the working culture
in the company?

the relationship
between
employees and
77
highly highly
No Questions d l d
d d
. ( 1) (3) (4)
(2) (5)
employer?
78

Labour Wfare

Uploaded by

Document Information

Original Description:

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Labour Wfare

Uploaded by

Copyright:

Available Formats

CHAPTER - I

The encyclopedia of social sciences defines labour welfare

as the voluntary efforts of the employees to established with in

cultural conditions of the employees beyond that which is

required by law, the custom of the industry and the conditions of

The international labour organization defines labour welfare

as such services, facilities and amenities as adequate canteen,

rest and recreation facilities, arrangements for travel toad n from

work and for the accommodation of the workers at a distance

contribute to improve the conditions under which workers are

Labour Welfare measures may be classified as follows,

5. Mutual Welfare Facilities.

Extra-Morale activities are commonly known as benefits. It

consists of the following: Social security, medical allowance,

insurance pension, provident fund, leave, travel facilities,

maternity facilities, compensation against injury fair price shop

This is commonly known as service. It includes safety

clothes, canteens, transport, rest room, crches, toilet blocks,

washing rooms, bathrooms, change rooms, schools, banks,

recreational facilities and auditoriums.

Statutory welfare measures are those laid down by

government through enactment of legislative laws. Most of the

benefits mentioned in the above are statutory welfare measures.

These are facilities it includes holidays, rest period, coffee

bread etc., which are declared by employees.

These are those facilities agreed to my mutual consultation

between employees and employees. Examples are paid

vocations, leave etc

BENEFITS OF LABOUR WELFARE

1). More effective requirement

2). Improved moral and loyalty

3). Lower turnover and absenteeism

4). Good industrial relations

5). Reduced influence of unions.

6). Reduced thread of further government interventions.

OBJECTIVES OF LABOUR WELFARE

1. To give expression to philanthropic and paternalistic

2. To win over employees loyalty and increase their

3. To combat trade unionism and socialist ideas.

5. To develop efficiency and productivity among workers.

6. To save oneself from heavy taxes on surplus profits.

7. To earn goodwill and enhance public image.

8. To reduce threat of further government intervention.

9. To make recruitment more effective

LABOUR WELFARE MEASURES IN INDIA

In India the provision of labour welfare measures has a long

history tracing as for as 1937 A.D. Conciding with the abolition of

In 1919 the international labour organization was

established to protect the welfare of the working population

were enacted to safeguard the workers interest.

After the independence of the nation the successive

governments took keen interest in provision of labour welfare

welfare measures accordingly.

1. The factories Act 1948.

2. The employees State Insurance Act 1948.

3. The plantation labour Act 1951.

4. The Mines act 1952

5. The employees provident Fund Act 1952.

6. The labour welfare fund Act 1953.

7. The payment of Bonus Act 1963.

8. The payment of Gratuity Act 1972 etc.

Were enacted and amended from time to time.

As a result of excellent draftsmanship, Indian Textile