PROJECT REPORT of Pragati

CHAPTER 1
INTRODUCTION
1
1.1 GENERAL INTRODUCTION
Employee Welfare is an important facet of industrial relations, the extra

dimension, giving satisfaction to the worker in a way which evens a good wage cannot.
With the growth of industrialization and mechanization, it has acquired added
importance.
The workers in industry cannot cope with the pace of modern life with minimum
sustenance amenities. He needs an added stimulus to keep body and soul together.
2rs have also realized the importance of their role in providing these extra
amenities. And yet, they are not always able to fulfill workers demands however
reasonable they might be.
They are primarily concerned with the viability of the enterprise. Employee
welfare, though it has been proved to contribute to efficiency in production, is expensive.
Each employer depending on his priorities gives varying degrees of importance to labour
welfare.
It is because the government is not sure that all employers are progressive minded
and will provide basic welfare measures that it introduces statutory legislation from time
to time to bring about some measures of uniformity in the basic amenities available to
industrial workers.
After employees have been hired, trained and remunerated, they need to be
retained and maintained to serve the organization better. Welfare facilities are designed to
take care of the wellbeing of the employees, they do not generally result in any monetary
benefit to the employees. No rare these facilities provided by employers alone.
Governmental and non-governmental agencies and trade unions too, contribute towards
employee welfare.
Employee welfare is a comprehensive term including various services, benefits
and facilities offered to employees by the employer. Through such generous fringe
benefits the employer makes the life worth living for employees.
The welfare amenities are extended in addition to normal wages and other
economic rewards available to employees as per the legal provisions. Welfare measures
[2]
may also be provided by the government, trade unions and non-government agencies in
addition to the employer. The basic purpose of employee welfare is to enrich the life of
the employees and keep them happy and contended.
Employee welfare today has become a very controversial topic. It covers a very
broad field. To being with, let us briefly discuss the main concepts or, rather, the general,
meaning full ideas which have been evolved about it so far.
The term welfare suggest many ideas, meanings and connotations, such as the
state of well-belling, health, happiness, prosperity and the development of human
resources. The concept of welfare can be approached from various angles. Welfare has
been described as a total concept. It is a desirable state of existence involving for certain
components of welfare, such a health, food, clothing, and housing, medical assistance,
insurance, education, recreation. Job security, and so on.
The word employee means any productivity activity. In a broader sense, therefore,
the phrase employee welfare means the adoption of measures to promote the physical,
social, psychological and general well being of the working population. Welfare work in
any industry aims, or should aim, at improving the working and living conditions of
workers and their families.
The concept of employee welfare originates in the desire for a humanitarian
approach to the sufferings of the working class. Later, it becomes a utilitarian philosophy
which worked as a motivating force for labor and for those who were interested in it.
Employee welfare has been defined in various ways, though unfortunately no
single definition has found universal acceptance.
“Efforts to make life worth living for worker”
“The oxford dictionary”
Concept of Employee welfare
The concept of labour welfare is flexible and elastic and differs widely with time,
region, industry, social values and customs, degree of industrialization, the general
socioeconomic development of the people and the political ideologies prevailing at a
particular time .
It is also molded according to the age-groups, socio-cultural background, marital
and economic status and educational level of the workers in various industries In its
[3]
broad connotation, the term welfare refers to a state of living of an individual or group in
a desirable relationship with total environment – ecological, economic, and social.
Conceptually as well as operationally labour welfare is a part of social welfare which, in
turn, is closely linked to the concept and the role of the State which is applicable in the
plant.
The concept of social welfare, in its narrow contours, has been equated with
economic welfare. As these goals are not always be realized by individuals through their
efforts alone, the government came into the picture and gradually began to take over the
responsibility for the free and full development of human personality of its population.
Labour welfare is an extension of the term Welfare and its application to labour. During
the industrialization process, the stress on labour productivity increased; and brought
about changes in the thinking on labour welfare.
In its broad connotation, the term welfare refers to a state of living of an
individual or group in desirable relationship with total environment – ecological,
economic, and social. Concept dually as well as operationally, labour welfare is a part of
social welfare which, in turn, is closely linked to the concept and the role of the State.
The concept of social welfare, in its narrow contours, has been equated with
economic welfare. Pigou defined it as “that part of general welfare which can be brought
directly or indirectly into relations with the measuring rod of money” (Pigou, 1962).
According to Willensky and Labeaux, social welfare alludes to “those formally

organized and socially sponsored institutions, agencies and programmes which function
to maintain or improve the economic conditions, health or interpersonal competence of
some parts or all of a population” (Willensky and Labeaux, 1918).
As these goals may not always be realized by individuals through their efforts
alone, the government came into the picture and gradually began to take over the
responsibility for the free and full development of human personality of its population.
Labour welfare is an extension of the term Welfare and its application to labour.
During the industrialization process, the stress on labour productivity increased; and
brought about changes in the thinking on labour welfare.
[4]
An early study under the UN observed as follows “in our opinion most
underdeveloped countries are in the situation that investment in people is likely to prove
as productive, in the purely material sense, as any investment in material resources and in
many cases, investment in people would lead to a greater increase of the flow of goods
and services than would follow upon any comparable investment in material capital”.
The theory that welfare expenditure, especially expenditure on health and
education, is productive investment has led to the view that workers could work more
productively if they were given a fair deal both at the work place and in the community.
The concept of labour welfare has received inspiration from the concepts of
democracy and welfare state. Democracy does not simply denote a form of government;
it is rather a way of life based on certain values such as equal rights and privileges for all.
The operation of welfare services, in actual practice, brings to bear on it different
reflections representing the broad cultural and social conditions. In short, labour welfare
is the voluntary efforts of the employers to establish, within the existing industrial
system, working and sometimes living and cultural conditions of the employees beyond
what is required by law, the custom of the industry and the conditions of the market.
The constituents of labour welfare included working hours, working conditions,

safety,industrial health insurance, workmen’s compensation, provident funds, gratuity,
pensions, protection against indebtedness, industrial housing, restrooms, canteens,
crèches, wash places, toilet facilities, lunches, cinemas, theatres, music, reading rooms,
holiday rooms, workers’ education, co-operative stores, excursions, playgrounds, and
scholarships and other help for education of employees’ children.
[5]
CHAPTER 2
COMPANY
PROFILE
2.1 ORIGIN OF THE ORGANIZATION
 .Name of The Company
MEGHMANI ORGANICS LIMITED

PIGMENTS # AGROCHEMICALS # ADDITIVES
[6]
 Corporate Office Address
“MEGHMANI HOUSE”
Street: Shree Nivas Society,
Area: Paldi,
City: Ahmedabad-380 007.
State: Gujarat
Country: INDIA.
Agro Domestic Helpline No. : +91-9909030545
Phone No. : +91-79-26640668/669
Fax No. : +91-79-26640 670
CORPORATE PROFILE
“No one ever attains very eminent success by simply doing what is required of him; it is
the amount and excellence of what is over and above the required that determines the
greatness of ultimate distinction.”
Charles Adams
At Meghmani Organics Limited, our ideological leanings resonate with this thought. We
believe that growth is built on doing better than what is good enough, rising above
individual limitations and transgressing the borders of circumstantial impediments.
[7]
2.2 VISION, MISSION & QUALITY POLICY
VISION
“To become a global leader in the chemicals and allied industries.”
MISSION
Company will lead by:
Empowered work environment
 Speed of decision making
 Honoring commitments
 Focusing on results
 Innovation and commitments
VALUES
Company values in being:
 A caring member of society
 An equal opportunity provider
 Fair to our stack holder
 A preferred source for our invaluable customer
2.3 GROWTH AND DEVELOPMENT OF THE
ORGANIZATION
[8]
Sound Fundamental outstanding export performance, strong presence in the domestic
market and a focused management Meghmani Organics Limited grow at a compounded
annual growth rate of 17% and profits 10% over the past 3 years.
The Rs. 6000 million Rupees Meghmani Organics Limited
 One of the largest producers of pigment blue in the world
 One of the largest producers of pigment green
 One of the largest producers of pesticides in India.
More than 80% of our pigment products and over 50% of our pesticides product are
exported the world over. Company has four multifunctional production facilities in
Gujarat (India) of which three are ISO 9001-2000. Company’s production facilities
are strategically located with high accessibility and close proximity to source of raw-
material.
Related Companies
 Meghmani Dyes & Intermediates &Meghmani Industries LTD.
[9]
 Ashish Chemical
 Meghmani Pigments
 Matangi Industries
 Meghmani Industries LTD
History
Company were founded in 1986 as a partnership, under the name M/s Gujarat
Industries, to manufacture Pigments by our Executive Chairman Mr. Jayanti Patel,
together with our Managing Directors, Mr. AshishSoparkar and Mr. Natwarlal Patel, as
well as two of our Executive Directors Mr. Ramesh Patel and Mr. Anand I Patel
[10]
On 2 January 1995, our Company, Meghmani Organics Limited, was
incorporated as a joint stock company with limited liability pursuant to Part IX of the
Indian Companies Act.
The Vatva Plant
In 1986, we commenced operations to manufacture Phthalocynine Green 7
more popularly known as Pigment Green 7 (PG-7) at our first manufacturing plant
situated at the GIDC Industrial Estate, Vatva, which is approximately 14 km from
AhmedabadCity. This industrial estate is developed by the state government's nodal
agency, GIDC.
The Vatva Plant was originally set up for the manufacture of Pigment Green 7.
Our present production capacity of 1200 tpa at the Vatva Plant is the result of the
construction of additional facilities over the years, which increased the manufacturing
capacity of Pigment Green 7 from 240 tpa in 1986 to its present production capacity.
As at 30 November 2003, we have invested Rs 128.49 million in plant and machinery
and building at the Vatva Plant. Our manufacturing facilities at the Vatva Plant are ISO
9001-2000 certified.
The Chharodi Plant
In 1995, the Founders decided to diversify our business through the manufacture of
Agrochemicals. The plant for the manufacture of Agrochemicals is located in
ChharodiVillage, which is approximately 40 km from AhmedabadCity. The cost of
commissioning the Chharodi Plant was approximately Rs 300.7 million.
[11]
At the plant, we manufacture Technical Grade Pesticides which include synthetic
pyrethroids such as Cypermethrin, Permethrin and Alpha Cypermethrin and organic
phosphorous compounds such as Acephate as well as new Technical Grade Pesticides
such as Imidacloprid and Triazophos, Formulations and Pesticides Intermediates such as
MPB and CMAC. As at 30 November 2003, we have invested Rs 440.7 million in plant
and machinery and building at the Chharodi Plant. Our manufacturing facilities at the
Chharodi Plant are ISO 9001-2000 certified.
The Panoli Plant
In 1996, our Company proceeded to expand our Pigments business and to move
upstream into the manufacture of CPC Blue, a raw material used in the manufacture of
green Pigments and the manufacture of the blue Pigments namely, Alpha Blue and Beta
Blue. We acquired two plots of GIDC land at the GIDC Industrial Estate, Panoli, to set
up the manufacturing facilities.
The plant is located on the western side of India near Ankleshwar, which is
approximately 200 km south from Ahmedabad and 250 km north from Bombay. This
area is one of India's chemical manufacturing centers and is accessible by railway and
roads, and has adequate infrastructure facilities for the industries and is in close proximity
to sources of raw materials and other inputs.
The cost of commissioning the Panoli Plant was approximately Rs 437.0 million.
The project was partially funded by way of an equity injection by JF Electra (Mauritius)
Limited (now known as Electra Partners Mauritius Limited), a Mauritius based private
[12]
equity investment company which injected Rs 205.0 million and Pisces Re Ltd, a
Mauritius based company which injected Rs 175.0 million.
The construction of the plant was completed in the second half of 1997 and we
commenced manufacturing CPC Blue, Alpha Blue and Beta Blue in February 1998. At
present, the Panoli Plant has a production capacity of 7200 tpa, 600 tpa and 3,000 tpa for
CPC Blue, Alpha Blue and Beta Blue respectively. Our manufacturing facilities at the
Panoli Plant are ISO 9001-2000 certified.
As at 30 November 2003, we have invested Rs 550.8 million in plant and machinery
and building at the Panoli Plant. In February 2004, we acquired an adjoining plot of land
of 34,000 sq m for Rs 12.0 million
[13]
Ankleshwar Plant
In FY2003, we acquired another plant in Ankleshwar at a purchase price of Rs 31.5
million. The Ankleshwar Plant commenced production on 1 August 2003 to manufacture
Chlorpyrifos, a class of Agrochemical products, and has a current installed production
capacity of 480 tpa.
As at 30 November 2003, we have invested a further Rs 53.4 million in plant and
machinery and building at the Ankleshwar Plant. Mumbai Office
In 1996, we purchased office premises in Mumbai, which is presently headed by Mr.
AshvinRaythatha, our Executive Director, who oversees our imports and exports
activities.
[14]
2.4 FUNCTIONAL DEPARTMENTS OF THE
ORGANIZATION
Manufacturing Process
1. Atrazine Technical
In Toluene Cyanuric Chloride is dissolved and reacted with isopropyl amine. Sodium
Hydroxide is added to neutralize the liberated hydrochloride acid. Intermediate
compound (2-isopropylamino-4, 6-dichloro-1, 3, 5-triazine) is then reacted with
monoethyl amine. Solvent is recovered by steam distillation. Atrazine is filtered off,
centrifuged, dried and pulverized. Atrazine Technical is then packed according to the
requirement or formulated
Flow Diagram
2. Ametryne Technical
[15]
• Atrazine is reacted with dilute sodium methyl merchantman (SMM) solution.
Ametryne thus formed is filtered off, centrifuged, dried and pulverized. Ametryne
Technical is then packed according to the requirement or formulated.
Flow Diagram
3. Terbutryne Technical
[16]
Ter-buthylazine is reacted with dilute sodium methyl mercaptan. Terbutryne thus
formed is filtered off, centrifuged, dried and pulverized. Terbutryne Technical is then
packed according to the requirement or formulated
Flow Diagram
List of Raw Materials
1 1,2,4 TRIAZOLE
2 2 ISO PROPYLAMINO 4-6 DICHLORO 1,3,5 TRIZAINE
3 2,4 DICHLORO VALERO PHENONE
4 3,4 XYLIDINE
5 ACETONE
6 ALKAMULS - OR/40-R
7 ALUMINIUM CHLORIDE
8 AMMONIUM CARBONATE
[17]
9 AMMONIUM THIOCYANATE
10 BENZYL TRIETHYL AMMONIUN CHLORIDE
11 CAUSTIC POTASH FLAKES
12 CAUSTIC SODA FLAKES
13 CAUSTIC SODA LYE
14 CHINA CLAY
15 CHLORO ACETYL CHLORIDE
16 CYANURIC CHLORIDE
17 CYCLOHEXANONE
18 DI METHYL FORMAMIDE
19 DI METHYL PHOSPHITE
20 DI METHYL SULFOXIDE
Flow Diagram of Effluent Treatment and Disposal System
Collection tank for Effluent from

Collection tank for Effluent from Unit-2 + 6 + 7
Unit-1
Collection tank for Effluent from Unit-3
Collection Tank- 5 & 6

Collection Tank-1 & 2 Collection Tank- 3 & 4
Incinerator - I & II
[18]
2.5 ORGANIZATION STRUCTURE AND ORGANIZATION CHART
[19]
2.6 PRODUCT AND SERVICE PROFILE OF THE ORGANIZATION/
COMPETITORS
PRODUCTS
It is said, “The most authentic statement about an organisation is in the
performance of its products”. At Meghmani Organics Limited, we believe our products –
pigments – blue & green, and pesticides – are the voice of our character, the strength of
our customer focus and the yardstick of our potential. Frankly, the most eloquent
statement of our commitment to customer satisfaction comes through our products.
A) HERBICIDES
1. Atrazine Technical
2. Ametryne Technical (PSF)
3. Terbutryne Technical (PSF)
4. Pretilachlor Technical
5. Pendimethalin Technical
B) FUNGICIDES
1. Hexaconazole Technical
2. Propiconazole Technical
3. Thiophanate methyl Technical (PSF)
4. Tricyclazole Technical
Usage
• Atrazine: Atrazine as a selective systemic herbicide used in maize, sorghum,

sugar cane, bananas, pineapples, guavas, forestry.
[20]
• Ametryne: Ametryne is a selective herbicide used in pineapple, sugarcane,
bananas and plantains.
• Terbutryne: Used pre-emergence in winter cereals, other pre-emergence uses are

on sugar cane and sunflowers; beans, peas and potatoes. It is used to control algae
and submerged vascular plants in waterways, reservoirs and fish ponds.
CHAPTER 3
[21]
STUDY OF THE
RESEARCH
PROBLEM
[22]
3.1 STATEMENT & INTRODUCTION OF THE RESEARCH
PROBLEM
INTRODUCTION:
Employee welfare work aims at providing such service facilities and Amenities
which enable the workers employed in an organization to perform Their work in
healthy congenial surrounding conductive to good health and High morale.
Employee welfare is a comprehensive term including various services,

Benefits and facilities offered by the employer. Through such generous fringe Benefits
the employer makes life worth living for employees. The welfare Amenities are extended
in additional to normal wages and other economic Rewards available to employees as per
the legal provisions.
MEANING OF EMPLOYEE WELFARE:

The term is derived from the French word “WELFARE”. The of this French word
is
“well being or happiness or prosperity of individuals’’
Welfare means faring or doing well. It is a comprehensive term and refers The physical,
mental, moral and emotional well being of individual.
[23]
DEFINITION OF EMPLOYEE WELEARE:
Welfare measures may also be provided by the government, trade union
And non-government agencies in addition to the employer. “International
Employee Organization efforts to make life worth living for workers” According To the
Oxford dictionary “Welfare is fundamentally an attitude of mind on the Part of
management influencing the method by which management activities Are undertake.
Employee Welfare as a term which is understood to include such services, facilities
and amenities as may be established in the vicinity of undertaking to enable the persons
employed in them to perform their work in healthy, congenial surrounding to provide
them amenities conductive to good and healthy and high moral.
-INTERNATIONAL EMPLOYEE ORGANIZATION AT ASIAN
RAGIONAL COFERENCE
ARTHUR JAMES TODD {1933 } point welfare is “Anything” done for the
comfort and improvement, intellectual and social of the employees over and above the
wage paid, which is not necessary for the industry.
PROUD E.S. defines the welfare work as voluntary efforts on the part of employers to
improve the existing industrial system the condition of employment in their own
factories.
[24]
Objectives of employee welfare activities:-
Following are the objectives of the voluntary employee welfare services by Employer-
1) To win over employees loyalty and increase their morale.
2) To develop efficiency and productivity among workers.
3) To reduce of threat of future government intervention.
4) To make recruitment more effective.
5) To earn goodwill and enhance public image.
6) To build up stable Employee force to reduce Employee turnover and
absenteeism.
Importance of employee welfare activities:-
Employee welfare in India has a special significance as the constitution Provides for
the promotion of welfare of the employee for human conditions ofWork and securing to
all workers.
The various welfare measures provided by the employee will have
Immediate impact on the health, physical and mental efficiency, alertness,
Morale and overall efficiency of the workers and thereby contributing to the
highest productivity.
Social security measure provided by employer will act as a protection to
The workers Employee welfare means activities designed for the promotion of
The economic, social and cultural well being of the employees,Includes both statutory as
well as non-statutory activities undertaken by the employers, trade unions and both the
central and state governments for the Physical and mental development of the workers.
Employee welfare enables workers to have richer and more satisfying life.
[25]
It raises the standard of living of workers by indirectly reducing the burden on their
pocket. Welfare measures improve the physical and physiological health Of the
employees, which in turn enhance their efficiency and productivity.
Employee welfare promotes a sense of belongings among the workers,
Preventing them from resorting to unhealthy practices like absenteeism, Employee unrest
strike, etc. welfare work improves the relations between
Employees and employers.
The basic features of employee welfare measures are as follows:
1. Employee 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. Employee 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.
[26]
BENEFITS OF WELFARE FACILITIES:
DRINKER PAGER, mention the following points and benefits of welfare facilities
1. Reduction in employee turnover
2. Reduction in absenteeism
3. Create a sense of belongingness
4. Reduction in employee dispute
5. Balanced development of employees
6. Increases the efficiency of the workers
7. Immunity from civil effect of industrialization
CONCEPT OF LABOUR WELFARE:
The National Commission on Labour has observed that the concept of “welfare” is
necessary dynamic bearing a different interpretation from country to country and from
time to time and even in the same country according to the value system, social
Institution, degree of industrialization and general level of social and economic
development. Even with one country its context may be different from region to region.
[27]
AIM OF LABOUR WELFARE WORK:
C.B.Memoria (1966) points out the following aims of Labour Welfare Work.
1. It is partly humanistic to enable the workers to enjoy a fuller and richer life.
2. It is partly economic to improve the efficiency of the workers, to increase its
availability where it is scarce and keep him contended so as to minimize the inducement
to form or join unions and to resort to strikes.
3. The aim of partly civic develop a sense of responsibility and dignity among the
workers and thus to make them worthy citizen of the nation.
In general, welfare measure are aimed at enabled the welfare to lead a more satisfactory
life.
THE HISTORY OF LABOUR WELFARE :
The history of Labor Welfare in India started with the abolition of slavery system in
1833. Based on the recommendation of the International Labor Conference in 1870 held
in Berlin, the Government of India modified the factories act in 1881.
Considering the suggestions given by the International Labour Organization, which
set up in the year 1919, the Government of India enacted the factories act in 1922, the
Government of India launched scheme of Labor Welfare in their ordnance ammunition
and other factories in war production, to keep up the moral of workers and also to
increase their productivity.
After the Independence the amendment of factories act in 1948, the Labour
Welfare movement acquired new dimension, for one thing, the massive investments in
industry during various plans increased in number of workmen.
[28]
It was realized from the beginning that Labour Welfare had a positive role in
increasing productivity and reducing industrial tensions. At this State Government
enacted various legislations, regarding the welfare of the workers.
1. Workmen compensation Act, 1923.
2. Factories Act, 1948.
3. Act, 1948. Employees State Insurance
4. Coal Mines Labor Welfare Fund Act, 1947.
5. Employee’s Provident Fund and Miscellineous Provision Act, 1952.
6. Plantation Labor Act, 1957.
7. Mines Act, 1952.
8. Maternity benefits Act, 1962.
9. Payment of Bonus Act, 1965.
10. Payment of Gratuity Act, 1972.
The study team study appointment by the Government of India in 1959 to examine
Labour Welfare activities then existing divided the entire of these activities in to THREE
groups viz.,
1. Welfare measure inside the work place : Condition of the Work
Environment, Conveniences, Work Health Services, Women and Child Welfare,
Worker’s Recreation, Employment Follow-up Economic Services.
[29]
2. Welfare measure inside the work place : Housing, Water,
Sanitation, Waste Disposal, Road, Recreation, Play Grounds, Schools, Markets,
Bank, Transport, Communication, Health and Medical Services, Security,
Community Leadership Development.
3. Social security measures : Welfare Services are “render to workers and
their families by an individual enterprise with the proposes of raising their morale,
material, social and cultural levels to adjust to better life”.
[30]
Welfare Activities of the Government of India :
The directive principles of state policy in the Indian Constitution refer generally to
the promotion of the welfare of people when lay down that the “state shall strive to
promote the welfare of the people by securing and protecting as effectively as it may, a
social order in which justice, social, economic and political, shall inform all the
institution of natural”.
In its specific application to the working class, “security and human condition of
work” has been highlighted with a view to ensure them provision of a decent standard
of life and full employment to leisure and social and culture opportunities (Article 43).
These principles also refer to taking of the steps to secure the participation of workers in
the management of industries. Article 45 also deals with provision of free and
compulsory education for children, which impliedly includes those of workers.
[31]
3.2 STATEMENT OF THE RESEARCH OBJECTIVE
 To study the welfare facilities provided to employees by Meghmani Orginics Ltd.
Gujarat.
 To study how the organization motivate the employees by identifying
and satisfying their unsatisfied needs.
 To find out the expectations of workers with regard to welfare facilities.
 To analyze the extent of utilizations of welfare facilities.
 To make constructive suggestion to improve the welfare
[32]
3.3 SCOPE OF THE STUDY
The study mainly focused on Employee welfare measures at MeghmaniOrginics Ltd. and
the researcher analyze this topic on the following criteria’s;
 Relationship between blue color and white color employees.
 Relationship between employer’s and employee’s
 The statutory welfare facilities Provided to the employees,
 Motivation level of the workers with respect to welfare facilities.
[33]
3.4 LIMITATIONS
 The sample size was limited to Meghmani Orginics Ltd.
 Time factor is a major limitation
 The result depends on the answers received from respondent which may be biased
[34]
3.5RESEARCH METHODOLOGY
INTRODUCTION:
Research is the process of systematic and in-depth study or search for any
Particular topic, subject or area of investigation, backed by collection, Compilation,
presentation and interpretation of relevant details or data.
Research methodology is a way to systematically solve the research problem.
It may be understood as a science of studying how research is done Scientifically.
Research may develop hypothesis and test it. In it we study the various Steps that
are generally adopted by the researcher in studying his research Problem along with the
logic behind them.
Research must be based on fact observable data forms a sound basis for Research
inductive investigation lead better support to research finding for Analyzing facts a
scientific methodology of analysis must be developed and Result interpreted logically.
It is necessary for the researcher to know not only the research method or
techniques but also the methodology. Thus, when we talk of research Methodology we
not only talk of the research methods but also consider the Logic behind the methods we
use in the context of our research study and Explain why we are using a particular
method or technique and why we are Not using others so that research results are capable
of being evaluated Either by the researcher himself or by others.
Research problems would result in certain conclusions by means of logical
Analysis which the decision-maker may use for his action or solution.
[35]
RESEARCH DESIGN:
After formulating the problem the research design has to be Prepared. Preparation of
research design involves selection of means of Obtaining information, time available for
research and selection of Method of tabulation & presentation of data.
The research of my project is descriptive study. I have obtained Information by the
HOD of the HR Department and some of the Employees of the organization & also from
annual reports of company, Newspapers, magazines and websites.
The way of selecting a sample is known as the sample design. Here the researcher
used Simple Random Sampling.
SAMPLING DESIGN:
Sampling is the process of selecting a sufficient number of elements from the population,
so that a study of the sample and an understanding of its properties or characteristics
would make it possible for us to generalize such properties or characteristics to the
population elements.
Descriptive research design:
It provides description of something. It is undertaken in order to ascertain and
describe the characteristics of variables of interest in a particular situation. It is a
preplanned andstructure design
‘Descriptive research design is used in this project’
[36]
SAMPLING TECHNIQUES:
The sampling technique used for carrying out this study is RANDOM Sampling
technique.
SIMPLE RANDOM SAMPLING :{ meaning]:
Simple Random Sampling is the foundation of probability sampling. It’s a
special case of probability sampling in which every unit in the population has an equal
chance of being included in a sample. Simple random sampling also makes the selection
of every possible combination of the desired number of units likesly.sampling may be
done with or without replacement
SAMPLE UNIT:
Worker in Meghmani Orginics Ltd. at Gujarat.
A smallest non-divisible part of the population is called a unit. A unit should be well
defined and should not be ambiguous.
TARGET POPULATION:
The total population is 200 in Meghmani Orginics Ltd. In Gujarat.
SAMPLE SIZE:
A Sample of 100 was taken from the workers.
A finite subset of a population is a sample and the number of units in a sample is called
its sample size.
HYPOTHESIS:
[37]
1.There is no significant association between age of the respondents and their job
satisfaction
2.There is no significant association between salary of the respondents and their company
offering good salary
3.There is no significant association between education of the respondents and their
relevant jobs
4.There is no significant association between gender of the respondents and their welfare
measure help to solve the problem.
5.There is no significant association between salary of the respondent and their job
security.
6.There is no significant association between age of the respondents and their promotionl
policy.
7. There is no significant association between distribution of the respondents and their
level of job satisfaction.
SAMPLING METHOD:
[38]
The statistical tools used such percentage; diagrams, Chi-square test& one way
ANOVA ‘F’ test have been used.
CHI – SQUARE TEST :
The Chi – square test amongst the several tests of significance developed by
statisticians. A very powerful testing the significance of the discrepancy between theory
and experiment is given by Prof. Karl Pearson in the year 1990 and is known as “Chi-
square test of goodness of fit ”.
It enables us to find it the deviation of the experiment from theory is just by chance
(or) is it really due to inadequacy of the theory to fit the observed data. If Oi (I = 1,2,3…
n) is a set of observed [experimental / frequencies] and E (I = 1,2,3…) is the
corresponding set of expected [theoretical or hypothetical] frequencies then Karl
Pearson’s Chi – square
The Chi – square is applicable in large number of problems. The test is in fact a
technique through the use of researchers to test the goodness of fit, test the significance of
association between two attributes and test the homogeneity or the significance of
popular variences.
One-Way ANOVA’F’Test:
The t test is commonly used to test the equality of two population means when the data
are composed of two random samples. We wish to extend this procedure so that the
[39]
equality of r  2 population means can be tested using r independent samples. Thus the
hypothesis and the alternative are
H 0 : 1   2  ...   r
H1 : at least two means are not equal
 j , j  1, 2,..., r is the mean of the jth population.

Where
In designing an experiment for a one-way classification, units are assigned at random
to any one of the r treatments under investigation. For this reason, the one-way
classification is sometimes referred to as a completely randomized design.
CHAPTER 4
[40]
DATA ANALYSIS
AND
INTERPRETATION
Table No – 4.1.1
Distribution of the respondents and their age
No. of respondents Percentage
Sl.no Age
(n=100) (100%)
1 18 to 25yrs 33 33
2 26 to 32yrs 34 34
3 33 to 40yrs 21 21
4 41 to 50yrs 12 12
The above table shows that one third (34percent) of the respondents were in 26 to 32yrs
age, 33 percent of the respondents were in 18 to 25yrs, 21 percent of the respondents
were in 33 to 40yrs and remaining 12 percent of the respondents were in 41 to 50yrs.
[41]
35
30
25
20
15
10
5
0
Frequency
Age of the respondent
Table No – 4.1.2
Distribution of the respondents and their educational qualification
Educational No.of respondents Percentage
Sl.no
qualification (n=100) (100%)
1 UG 51 51
2 PG 49 49
The above table indicates that half (51 percent) of the respondents were in under
graduates and remaining 49percent of the respondents were in PG.
[42]
No.of respondents
Frequency
Educational qualification of respondents
[43]
Table No – 4.1.3
Distribution of the respondents and their salary
No.of respondents Percentage
Sl.no Salary
(n=100) (100%)
1 Rs.10000 43 43
2 Above Rs.10000 57 57
The above table indicates that more than half (57 percent) of the respondents were in
above Rs.10000 and remaining 43 percent of the respondents were in Rs.10000.
140
120
100
80
Percentage
60
No.of respondents
40
20
-20
Frequency
Income of the respondents
Table No – 4.1.4
Distribution of the respondents and their experience
Sl.no Experience
(n=100) (100%)
1 Below 5yrs 54 54
2 Above 5yrs 46 46
[44]
The above table indicates that more than half (54 percent) of the respondents were in
below 5yrs experience and remaining 46 percent of the respondents were in above 5yrs.
100%
90% 46 46
80%
70%
60%
50%
40% 54 54
30%
20%
10%
0%
1 2
Frequency 1 Below 5yrs 2 Above 5yrs
Experience of the respondents
[45]
Table No – 4.1.5
Distribution of the respondents and their level of job satisfaction
Sl.no Job satisfaction
(n=100) (100%)
1 Highly satisfied 47 47
2 Satisfied 32 32
3 Neutral 11 11
4 Dissatisfied 5 5
Strongly
5 5 5
dissatisfied
The above table reveals that nearly half (47 percent) of the respondents were in highly
satisfy for the job satisfaction, 32 percent of the respondents were in satisfied, 11 percent
of the respondents were in neutral and remaining equally 5 percent of the respondents
were in dissatisfied and highly dissatisfied.
Percentage
Percentage
Frequency
Job satisfaction of the respondent
Table No – 4.1.6
Distribution of the respondents and their satisfaction with regard to company
Sl.no Company satisfaction
(n=100) (100%)
2 Satisfied 50 50
[46]
3 Neutral 23 23
4 Dissatisfied 8 8
5 Strongly dissatisfied 2 2
The above table reveals that half (50 percent) of the respondents were in satisfy for the
company satisfaction, 23 percent of the respondents were in neutral, 17 percent of the
respondents were in highly satisfied, 8 percent of the respondents were in dissatisfied and
remaining 2 percent of the respondents were in strongly dissatisfied.
Percentage
1200%
1000%
800%
Percentage
600%
400%
200%
0%
0 2 4 6 8 10 12
Frequency
Company satisfaction of the respondents

Table No – 4.1.7
Distribution of the respondents and their relevancy of job for graduation
Sl.no Relevant job
(n=100) (100%)
2 Satisfied 37 37
3 Neutral 15 15
4 Dissatisfied 13 13
The above table reveals that one third (37 percent) of the respondents were in satisfy for
the relevant job, 30 percent of the respondents were in highly satisfied, 15 percent of the
[47]
respondents were in neutral, 13 percent of the respondents were in dissatisfied and
80
70
60
50
40
30
20
10
0
Frequency
Job Relevant of the respondents
Table No – 4.1.8
Distribution of the respondents about salary
Sl.no Good salary
(n=100) (100%)
2 Satisfied 33 33
3 Neutral 25 25
The above table reveals that one third (33 percent) of the respondents were in satisfy for
the offer good salary, 25 percent of the respondents were in neutral, 20 percent of the
respondents were in highly satisfied, 13 percent of the respondents were in dissatisfied
and remaining 9 percent of the respondents were in strongly dissatisfied.
[48]
35
30
25
20
15
10
0
1
Highly satisfied
20
20
Frequency
Company offer good salary to respondents
Table No – 4.1.9
Distribution of the respondents and their convenient duty time
Sl.no Convenient duty time
(n=100) (100%)
2 Satisfied 43 43
3 Neutral 27 27
4 Dissatisfied 9 9
The above table shows that nearly half (43 percent) of the respondents were in satisfy for
the convenient duty time, 27 percent of the respondents were in neutral, 16 percent of the
[49]
No.of respondents
Frequency
Convenient duty time of the respondents
Table No – 4.1.10
Distribution of the respondents and their allowances
Sr .no Allowances
(n=100) (100%)
1 Bonus 24 24
2 Vehicle 32 32
3 Mobile 13 13
4 Medical 14 14
5 Loans 17 17
The above table shows that one third (32 percent) of the respondents were in vehicle
allowances, 24 percent of the respondents were in bonus, 17 percent of the respondents
were in loan, 14 percent of the respondents were in medical and remaining 13 percent of
the respondents were in.Mobile
[50]
No.of respondents
Frequency
Allowances of the respondents
Table No – 4.1.11
Distribution of the respondents and their promotional policy
Sr.no Promotion policy
(n=100) (100%)
2 Satisfied 38 38
3 Neutral 19 19
The above table shows that one third (38 percent) of the respondents were in satisfied
promotional policy, equally 19 percent of the respondents were in highly satisfied and
neutral, 17 percent of the respondents were in dissatisfied and remaining 7 percent of the
respondents were in strongly dissatisfied.
[51]
Frequency
40
35
30
25
20 No.of respondents
Percentage
15
10
-5
Promotional policy of the respondents
Table No – 4.1.12
Distribution of the respondents and their welfare facility duration of prescribed
time
Sr.no Sanction time
(n=100) (100%)
1 1-2weeks 24 24
2 2-3weeks 31 31
3 3-4weeks 19 19
4 4-5weeks 17 17
5 5-6weeks 9 9
The above table reveals that one third (31 percent) of the respondents were in 2 to 3
weeks take time for sanction welfare facility, 24 percent of the respondents were in 1to2
weeks, 19 percent of the respondents were in 3 to 4 weeks, 17 percent of the respondents
were in 4 to 5 weeks and remaining 9 percent of the respondents were in 5 to 6 weeks.
[52]
No.of respondents
Percentage
-10 0 10 20 30 40 50 60 70
Frequency
Sanction time of the respondent
Table No – 4.1.13
Distribution of the respondents and their ventilation.
Ventilation for good No.of respondents Percentage
Sr.no
environment (n=100) (100%)
2 Satisfied 40 40
3 Neutral 29 29
4 Dissatisfied 4 4
The above table shows that one third (40 percent) of the respondents were in satisfied for
good environment, 29 percent of the respondents were in neutral, 17 percent of the
respondents were in highly satisfied, 10 percent of the respondents were in strongly
dissatisfied and remaining 4 percent of the respondents were in dissatisfied.
[53]
Frequency
Ventilation good environment
Table No – 4.1.14
Distribution of the respondents and their work place cleanliness
Sr.no Work place cleanliness
(n=100) (100%)
2 Satisfied 38 38
3 Neutral 23 23
4 Dissatisfied 8 8
The above table shows that one third (38 percent) of the respondents were in satisfied for
work place cleanliness, 26 percent of the respondents were in highly satisfied, 23 percent
of the respondents were in neutral, 8 percent of the respondents were in dissatisfied and
[54]
Frequency
40
35
30
25
20
No.of respondents
15 Percentage
10
0
Percentage
-5 No.of respondents
Cleanliness facility
[55]
Table No – 4.1.15
Distribution of the respondents and their welfare facility
Sr.no Provide welfare facility
(n=100) (100%)
2 Satisfied 42 42
3 Neutral 20 20
The above table reveals that more than half (42 percent) of the respondents were in
satisfied for provision for welfare facilities, 20 percent of the respondents were in neutral,
18 percent of the respondents were in highly satisfied, 11 percent of the respondents were
in dissatisfied and remaining 9 percent of the respondents were in strongly dissatisfied.
Frequency
Percentage
No.of respondents
-5 0 5 10 15 20 25 30 35 40 45
Welfare facility
Table No – 4.1.16
Distribution of the respondents and their job security
Sr.no Job security
(n=100) (100%)
[56]
2 Satisfied 43 43
3 Neutral 25 25
satisfied for our job security, 25 percent of the respondents were in neutral, 20 percent of
the respondents were in highly satisfied and remaining 12 percent of the respondents
were in dissatisfied.
Frequency
Job security of the respondents
[57]
Table No – 4.1.17
Distribution of the respondents and their top management relationship
Sr.no Top management relationship
(n=100) (100%)
2 Satisfied 40 40
3 Neutral 23 23
satisfied for the top level management relationship, 23 percent of the respondents were in
neutral, 20 percent of the respondents were in highly satisfied, 16 percent of the
respondents were in dissatisfied and remaining 1 percent of the respondents were in
highly dissatisfied.
Frequency
Top management relationship
Table No – 4.1.18
Distribution of the respondents and their assured insurance
Sr.no Assured insurance
(n=100) (100%)
[58]
2 Satisfied 37 37
3 Neutral 28 28
4 Dissatisfied 7 7
The above table reveals that one third (37 percent) of the respondents were in satisfied for
the assured insurance, 28 percent of the respondents were in neutral, 24 percent of the
remaining 4 percent of the respondents were in highly dissatisfied.
Frequency
100%
90%
80%
70%
60%
Percentage
50%
No.of respondents
40%
30%
20%
10%
0%
Insurance assured of the respondents
[59]
Table No – 4.1.19
Distribution of the respondents and their time to spend with their family
Sr.no Gives time to spent family
(n=100) (100%)
2 Satisfied 35 35
3 Neutral 30 30
4 Dissatisfied 8 8
company provide time to spent your family, 30 percent of the respondents were in
neutral, 26 percent of the respondents were in highly satisfied, 8 percent of the
Frequency
50
Percentage
-50 No.of respondents
Time to spent family

Table No – 4.1.20
Distribution of the respondents and their PF withdrawal facility
Sr.no PF withdrawal facility
(n=100) (100%)
[60]
2 Satisfied 44 44
3 Neutral 23 23
The above table reveals that nearly half (44 percent) of the respondents were in satisfied
for provident fund with drawl facility, 23 percent of the respondents were in neutral, 19
percent of the respondents were in highly satisfied, 10 percent of the respondents were in
dissatisfied and remaining 4 percent of the respondents were in highly dissatisfied.
Frequency
50
40
30
No.of respondents
20
Percentage
10
-10
PF withdrawal facility
[61]
Table No – 4.1.21
Distribution of the respondents and top management commitment to solve the
problems.
Sr.no Help to problem solving
(n=100) (100%)
1 Always 21 21
2 Sometimes 34 34
3 Never 31 31
4 No opinion 14 14
The above table reveals that one third (34 percent) of the respondents were in sometimes
to help their help to problem solving, 31 percent of the respondents were in never, 21
percent of the respondents were in always and remaining 14 percent of the respondents
were in no opinion.
Frequency
Problem solving of the respondents
Table No – 4.1.22
Distribution of the respondents and their leave facility
Sr.no Leave facility
(n=100) (100%)
[62]
2 Satisfied 38 38
3 Neutral 20 20
4 Dissatisfied 7 7
leave facility for festival and family functions, 31 percent of the respondents were in
highly satisfied, 20 percent of the respondents were in neutral, 7 percent of the
Frequency
100%
90%
80%
70%
60%
Percentage
50%
No.of respondents
40%
30%
20%
10%
0%
Leave facility
Table No – 4.1.23
Distribution of the respondents and their time to spent MEGHMANI ORGINICS
LTD.
Time to spent MEGHMANI No.of respondents Percentage
Sr.no
ORGINICS LTD. (n=100) (100%)
2 Satisfied 42 42
3 Neutral 16 16
[63]
The above table reveals that nearly half (42 percent) of the respondents were in satisfied
for time to spent MeghmaniOrginics Ltd. , 25 percent of the respondents were in highly
satisfied, 16 percent of the respondents were in neutral, 13 percent of the respondents
were in dissatisfied and remaining 4 percent of the respondents were in highly
dissatisfied.
Frequency
12
10
0
0 2 4 6 8 10 12
Respondents Time to spent MEGHMANI ORGINICS LTD.
Table No – 4.1.24
Distribution of the respondents and their gratuity present method of calculation
Sr.no Gratuity present method
(n=100) (100%)
2 Satisfied 32 32
3 Neutral 28 28
The above table reveals that on third (32 percent) of the respondents were in satisfied for
present gratuity method, 28 percent of the respondents were in neutral, 23 percent of the
respondents were in highly satisfied, 15 percent of the respondents were in dissatisfied
and remaining 2 percent of the respondents were in highly dissatisfied.
[64]
Frequency
70
60
50
40
30
20
10
Method of calculation
Table No – 4.1.25
Association between age of the respondents and their job satisfaction
Statistical
Job satisfaction
inference
Sr.n
Age Highly Strongly
o Satisfied Neutral Dissatisfied
satisfied dissatisfied
(n=32) (n=11) (n=5)
(n=47) (n=5)
18 to 16 9 3
1 2 (6.1%) 3 (9.1%)
25yrs (48.5%) (27.3%) (9.1%) X2 = 5.346
26 to 11 3
2 17 (50%) 2 (5.9%) 1 (2.9%) Df = 12
32yrs (32.4%) (8.8%)
P > 0.05
33 to 8 7
3 4 (19%) 1 (4.8%) 1 (4.8%) Not
40yrs (38.1%) (33.3%)
41 to 5 1 Significant
4 6 (50%) 0 0
50yrs (41.7%) (8.3%)
The above table shows that there is no significant association between age of the
respondents and their job satisfaction. Hence, the calculated value greater than table
value. (Table value = 21.026)
Research hypothesis
[65]
There is a significant association between age of the respondents and their job
satisfaction.
Null hypothesis
There is no significant association between age of the respondents and their job
satisfaction.
Statistical test
Chi-square test was used the above hypothesis
Findings
The above table shows that there is no significant association between age of the
respondents and their job satisfaction. Hence, the calculated value greater than table
value. So the research hypothesis rejected and the null hypothesis accepted.
[66]
Table No – 4.1.26
Association between gender of the respondents and their welfare measures help to
solve the problem
Statistical
Welfare measures help to solve the problem
Sr.n inference
Gender
o Always Sometimes Never No opinion
(n=21) (n=34) (n=31) (n=14)
20 X2=4.521
1 Male 8 (16.3%) 15 (30.6%) 6 (12.2%)
(40.8%) Df = 3
P > 0.05
13 11
2 Female 19 (37.3%) 8 (15.7%) Not
(25.5%) (21.6%)
Significant
The above table shows that there is no significant association between gender of the
respondents and their welfare measures help to solve the problem. Hence, the calculated
value greater than table value. (Table value = 7.815)
Research hypothesis
There is a significant association between gender of the respondents and their welfare
measures help to solve the problem.
Null hypothesis
There is no significant association between gender of the respondents and their welfare
measures help to solve the problem.
Statistical test
Findings
The above table shows that there is no significant association between gender of the
respondents and their welfare measures help to solve the problem. Hence, the calculated
value greater than table value. So the research hypothesis rejected and the null hypothesis
accepted.
[67]
Table No – 4.1.26
Association between educational qualification of the respondents and their relevant
job
Statistica
Relevant job l
Education inference
Sr.n
qualificatio Highly
o Satisfie Neutra Strongly
n satisfie Dissatisfie
d l dissatisfie
d d (n=13)
(n=37) (n=15) d (n=5)
(n=30)
7 X2=2.681
19 17
1 UG (13.7% 6 (11.8%) 2 (3.9%) Df = 4
(37.3%) (33.3%)
) P > 0.05
8 Not
11 20
2 PG (16.3% 7 (14.3%) 3 (6.1%) Significan
(22.4%) (40.8%)
) t
The above table shows that there is no significant association between educational
qualification of the respondents and their relevant job. Hence, the calculated value greater
than table value. (Table value = 9.488)
Research hypothesis
There is a significant association between educational qualification of the respondents
and their relevant job.
Null hypothesis
There is no significant association between educational qualification of the respondents
and their relevant job.
Statistical test
Findings
The above table shows that there is no significant association between educational
qualification of the respondents and their relevant job. Hence, the calculated value greater
than table value. So the research hypothesis rejected and the null hypothesis accepted.
[68]
Table No – 4.1.27
Association between salary of the respondents and their company offering good
salary
Statistical
Company offering good salary
inference
Sr.n
Salary Highly Strongly
o Satisfied Neutral Dissatisfie
(n=33) (n=25) d (n=13)
(n=20) (n=9)
14 13 X2=2.270
1 Rs.10000 6 (14%) 6 (14%) 4 (9.3%)
(32.6%) (30.2%) Df = 4
P > 0.05
Above 14 19 12
2 7 (12.3%) 5 (8.8%) Not
Rs.10000 (24.6%) (33.3%) (21.1%)
Significant
The above table shows that there is no significant association between salary of the
respondents and their company offering good salary. Hence, the calculated value greater
than table value. (Table value = 9.488)
Research hypothesis
There is a significant association between salary of the respondents and their company
offering good salary.
Null hypothesis
There is no significant association between salary of the respondents and their company
offering good salary.
Statistical test
Findings
respondents and their company offering good salary. Hence, the calculated value greater
than table value. So the research hypothesis rejected and the null hypothesis accepted.
[69]
Table No – 4.1.28
Association between salary of the respondents and their job security
Statistical
Job security
inference
Sr.n
Salary Highly Strongly
o Satisfied Neutral Dissatisfie
(n=43) (n=25) d (n=12)
(n=20) (n=0)
23 7 X2=4.987
1 Rs.10000 7 (16.3%) 6 (14%) 0
(53.5%) (16.3%) Df = 3
P > 0.05
Above 13 20 18
2 6 (10.5%) 0 Not
Rs.10000 (22.8%) (35.1%) (31.6%)
Significant
respondents and their job security. Hence, the calculated value greater than table value.
(Table value = 7.815)
Research hypothesis
There is a significant association between salary of the respondents and their job security.
Null hypothesis
There is no significant association between salary of the respondents and their job
security.
Statistical test
Findings
respondents and their job security. Hence, the calculated value greater than table value.
So the research hypothesis rejected and the null hypothesis accepted.
[70]
Table No – 4.1.29
Association between experience of the respondents and their time to spent
MEGHMANI ORGINICS LTD.
Statistical
Time to spent MEGHMANI ORGINICS LTD.
inference
Sr.n Experienc
Highly Strongly
o e Satisfied Neutral Dissatisfied
(n=42) (n=16) (n=13)
(n=25) (n=4)
Below 18 24 6 X2=7.799
1 5 (9.3%) 1 (1.9%)
5yrs (33.3%) (44.4%) (11.1%) Df = 4
P > 0.05
Above 18 10
2 7 (15.2%) 8 (17.4%) 3 (6.5%) Not
5yrs (39.1%) (21.7%)
Significant
The above table shows that there is no significant association between experience of the
respondents and their time to spent MEGHMANI ORGINICS LTD. . Hence, the
calculated value greater than table value. (Table value = 7.815)
Research hypothesis
There is a significant association between experience of the respondents and their time to
spent MEGHMANI ORGINICS LTD. .
Null hypothesis
There is no significant association between experience of the respondents and their time
to spent MEGHMANI ORGINICS LTD. .
Statistical test
Findings
The above table shows that there is no significant association between experience of the
respondents and their time to spent MEGHMANI ORGINICS LTD. . Hence, the
calculated value greater than table value. So the research hypothesis rejected and the null
hypothesis accepted.
[71]
Table No – 4.1.30
Difference between age of the respondents and their promotional policy
Sr.n Promotional Mean S.D SS Df MS Statistical inference

o policy
1 Between
1.258 3 .419
Groups
1.32
G1 (n=33) 2.61
1
1.12
G2 (n=34) 2.62 F = .293
9
P > 0.05
1.15
G3 (n=21) 2.33 Not Significant
5
1.08
G4 (n=12) 2.58
4
2 137.49 1.43
Within Groups 96
2 2
G1 = 18 to 25yrs/ G2 = 26 to 32yrs/ G3 = 33 to 40yrs/ G4 = 41 to 50yrs
The above table shows that there is no significant difference between age of the
respondents and their promotional policy. Hence, the calculated value greater than table
value.
Research hypothesis
There is a significant difference between age of the respondents and their promotional
policy.
Null hypothesis
There is no significant difference between age of the respondents and their promotional
policy.
Statistical test
One way ANOVA ‘f’ test was used the above hypothesis
Findings
The above table shows that there is no significant difference between age of the
respondents and their promotional policy. Hence, the calculated value greater than table
value. So the research hypothesis rejected and the null hypothesis accepted.
[72]
CHAPTER 5
SUMMARY AND
CONCLUSIONS
5.1 SUMMARY OF FINDINGS

 Majority of the respondents are extremely satisfied with the welfare facilities
 Majority of the respondents are satisfied with Provident Fund withdrawal facility
 Majority of the respondents are satisfied with spend time to MeghmaniOrginics
Ltd.
[73]
 Majority of the respondents are satisfied relationship with top management
FINDING RELATED TO HYPOTHESIS :
 The finding reveals that there is no significant between respondents age and job
satisfactions. Hence the null hypothesis is to be accepted.
 The finding reveals that there is no significant between respondents gender and
welfare measure help to solve the problem. Hence the null hypothesis is to be
accepted.
 The finding reveals that there is no significant between respondent educational
qualification and relevant job. Hence the null hypothesis is to be accepted.
 The finding reveals that there is no significant between re3spondent experience
and job security. Hence the null hypothesis is to be accepted.
 The finding reveals that there is no significant between respondents age and
promotional policy. Hence the null hypothesis is to be accepted.
 The finding reveals that there is no significant between respondent salary and
company offering good salary. Hence the null hypothesis is to be accepted.
5.2 CONCLUSION AND RECOMMENDATIONS
Meghmani Orginics Ltd. is the largest cement manufacturing company in India.

It is located at Gujarat.
The researcher has found after visiting the spots and places related with welfare
facilities the statutory conditions. According to the factories act 1948, are fulfilled in
welfare activities. Most of the employees are satisfied with the welfare facilities and
[74]
most of the employee are well aware with the measures activity. The company takes good
care of its employees.
With available information the researcher suggest that the company should
further, to reduce the bad opinion’s about the facilities provided. Welfare facilities to
employees not only to increase productivity but also increase the standard of the living of
the employees.
The researcher hope that the company must considered the suggestion and pay
more attention for further improvement.
[75]
RECOMMENDATIONS
 Need to provide more welfare facilities, environment with cleanliness
 Sanctioning time of special welfare facility should be reduced.
 New facilities should be added to the existing ones by early action
taken by management.
 Welfare facilities like canteen and rest shelter has to be provided to the employees
as a whole.
 Only half of the respondents said that a shift allowance provided by the company
is good, so that satisfy more respondents certain change should be taken in shift
allowances.
 Only 60% of the respondents are satisfied with cleaning and ventilation, so for
more respondents satisfaction with cleaning and ventilation should be more
effective.
 The working condition in the company is implemented in such a way that it
should satisfied more number of respondents.
 Welfare measures regarding recreational facilities should be properly
implemented by company.
 The social insurance measures provided to the respondents should be taken
necessary steps.
 The satisfaction facilities must be properly implemented in the company for more
respondents’ comfort ability.
 The company should maintain good relationship with the workers and superiors.
[76]
BIBLIOGRAPHY
BIBLIOGRAPHY
BOOKS REFERENCES
[77]
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No: 46-59
2. Garg Ajay,8th Revised Edition(1995) Labor Laws
3. Kothari C.R, 2ND Edition, 2004, RESEARCH METHODOLOGY METHODS

AND TECHNIQUES, New Age International (P) Ltd, Page No: 1-7
4. MAMORIA.MAMORIA.MAMORIA,14th Edition (2004) “DYNAMICS OF

INDUSTRIALRELATIONS”
5. Monappa Arun,8th Edition(1994), INDUSTRIAL RELATIONS.
6. Punekar.S.D, 12TH Edition, 1999, LABOR TRADE UNIONISM AND

INDUSTRIAL RELATIONS , Himalaya Publishing House, Page No. 51-60.
7. Sakeren Uma,4th Edition (2009),”RESEARCH METHODS FOR BUSINESS”
8. Sewa Singh Chauhan, 1st Edition (1993) “LABOUR WELFARE ADMINISTRATION

IN INDIA”
HR JOURNALS AND RESEARCHERS
1.Tiwari Dr Usha ,A STUDY ON EMPLOYEE SATISFACTION WELFARE FACILITIES

AND ITS IMPACT ON EMPLOYEES EFFICIENCY” Vol 3, Issue 11 Nov (2014), Abhinav
Publication
2.Rao T.V (1991),READING IN HUMAN RESOURCE DEVELOPENT” Oxford

And IBH Publication , New Delhi.
[78]
3.Srinivas K.T, A STUDY ON EMPLOYEES WELFARE FACILITIES
ADOPTED AT BOSCH LTD, Bangalore. Vol 2(12), 7-11 Dec (2013).
4.T.Priyanka, A STUDY ON EMPLOYEES WELFARE MEASURES WITH

REFERENCE TO ITS INDUSTRY” Vol 2(7), Dec (2014).
5.Jain Dr. Ruchi, IMPACT ON WORK ENVIRONMENT ON JOB

SATISFACTION” Vol 4 Issue 1, Jan (2014).
6.Kumari Dr. M Sural, IMPACT ON EMPLOYEES WELFARE FACILITIES ON

JOB SATISFACTION” Vol 2 Issue 12 Dec (2014).
WEBSITE REFERENCES:
www.hr.com
www.recruitebox.com
www.hrguide.com
www.cither.com
[79]
ANNEXURE
[80]
QUESTIONNAIRE
I introduce myself as PRAGATI SANKHWAR ( 2nd ) M.B.A student from Pranveer

Singh Institute Of Technology Affiliated by GBTU. I’m intend to do the project in
HUMAN RESOURSE MANEGEMENT. My project area is EMPLOYEE WELFARE
MEASURES. I wish you free and frank answer to exhibit the views to help in getting
useful results and ensure that the project for academic purpose and identify will be
strictly confidential.
I. PERSONAL INFORMATION:
 Name [optional ] :
 Age : 18-25 [ ] 26-32 [ ] 33-40 [ ] 41-50[ ]
 Education : UG[ ] PG[ ]
 Sex : MALE [ ] FEMALE [ ]
 Salary : 10,000 [ ] above10,000 [ ]
 Work Experience : below 5yrs [ ] above 5yrs [ ]
II. WELFARE:
[81]
1. Are you satisfied with the job
Highly satisfied [ ] Satisfied [ ] Neutral [ ]
Dissatisfied [ ] Highly Dissatisfied [ ]
2. Are you satisfied with the company

3. Is the job relevant to your graduation

Dissatisfied [ ] Highly Dissatisfied [
4. Is the company offering you good salary

5. The duty time in MEGHMANI ORGINICS LTD. is very convenient
Strongly Agree [ ] Agree [ ] No opinion [ ]

Disagree Highly [ ] Dissatisfied [ ]
6. What are the allowances paid by your company?
Bonus [ ] Vehicle [ ] Mobile [ ]

Medical [ ] Loans [ ]
7. Are you satisfied with the promotion policy in your job
8. How much time it will take for sanctioning special welfare facility?
1-2 week [ ] 2-3 week [ ] 3-4 week [ ]
4-5week [ ] 5-6 week [ ]
9. Is there suitable ventilation and good environment in the work place?
[82]
10. Is the work place regularly cleaned?
11. Does welfare benefits provided by the organization plays a
Motivational factor?
12. Are you satisfied with the job security in MEGHMANI ORGINICS LTD.
13. The top management interest with you

14. Are you satisfied with the Insurance assured in MEGHMANI ORGINICS LTD.
15. Are you satisfied with the time that MeghmaniOrginicsLtd.gives, to spend with
your family at home?
16. Are you satisfied with the withdrawal facilities in the employee provident fund
Scheme?
[83]
17. Do the welfare measures help in solving the problems faced by employees?
Always [ ] Sometimes [ ] Never [ ] No opinion [ ]
18. Are you satisfied with the festival or family function to provide leave in
MEGHMANI ORGINICS LTD. ?
19. How would you rate the time spent in MEGHMANI ORGINICS LTD.
20. Are you satisfied with the present method of calculation of gratuity
THANKS FOR YOUR CO-OPERATION
[84]

PROJECT REPORT of Pragati

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PROJECT REPORT of Pragati

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CHAPTER 1

Employee Welfare is an important facet of industrial relations, the extra

According to Willensky and Labeaux, social welfare alludes to “those formally

The constituents of labour welfare included working hours, working conditions,

2.1 ORIGIN OF THE ORGANIZATION

 .Name of The Company

MEGHMANI ORGANICS LIMITED

greatness of ultimate distinction.”

individual limitations and transgressing the borders of circumstantial impediments.

“To become a global leader in the chemicals and allied industries.”

Company will lead by:

Empowered work environment

 Speed of decision making

 Innovation and commitments

Company values in being:

 A caring member of society

 An equal opportunity provider

 Fair to our stack holder

 A preferred source for our invaluable customer

2.3 GROWTH AND DEVELOPMENT OF THE

 Meghmani Dyes & Intermediates &Meghmani Industries LTD.

 Meghmani Industries LTD

Industries, to manufacture Pigments by our Executive Chairman Mr. Jayanti Patel,

Indian Companies Act.

The Vatva Plant

In 1986, we commenced operations to manufacture Phthalocynine Green 7

situated at the GIDC Industrial Estate, Vatva, which is approximately 14 km from

AhmedabadCity. This industrial estate is developed by the state government's nodal

As at 30 November 2003, we have invested Rs 128.49 million in plant and machinery

The Chharodi Plant

Agrochemicals. The plant for the manufacture of Agrochemicals is located in

ChharodiVillage, which is approximately 40 km from AhmedabadCity. The cost of

commissioning the Chharodi Plant was approximately Rs 300.7 million.

pyrethroids such as Cypermethrin, Permethrin and Alpha Cypermethrin and organic

phosphorous compounds such as Acephate as well as new Technical Grade Pesticides

such as Imidacloprid and Triazophos, Formulations and Pesticides Intermediates such as

Chharodi Plant are ISO 9001-2000 certified.

The Panoli Plant

up the manufacturing facilities.

to sources of raw materials and other inputs.

Mauritius based company which injected Rs 175.0 million.

Panoli Plant are ISO 9001-2000 certified.

As at 30 November 2003, we have invested Rs 550.8 million in plant and machinery

of 34,000 sq m for Rs 12.0 million

In FY2003, we acquired another plant in Ankleshwar at a purchase price of Rs 31.5

million. The Ankleshwar Plant commenced production on 1 August 2003 to manufacture

Chlorpyrifos, a class of Agrochemical products, and has a current installed production

capacity of 480 tpa.

As at 30 November 2003, we have invested a further Rs 53.4 million in plant and

machinery and building at the Ankleshwar Plant. Mumbai Office

In 1996, we purchased office premises in Mumbai, which is presently headed by Mr.

List of Raw Materials

Flow Diagram of Effluent Treatment and Disposal System

Collection tank for Effluent from

Collection Tank- 5 & 6

It is said, “The most authentic statement about an organisation is in the

performance of its products”. At Meghmani Organics Limited, we believe our products –

statement of our commitment to customer satisfaction comes through our products.

• Atrazine: Atrazine as a selective systemic herbicide used in maize, sorghum,

• Terbutryne: Used pre-emergence in winter cereals, other pre-emergence uses are

Employee welfare is a comprehensive term including various services,

MEANING OF EMPLOYEE WELFARE:

“well being or happiness or prosperity of individuals’’