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A STUDY ON IMPACT OF WELFARE MEASURES ON EMPLOYEE JOB SATISFACTION
Sadam Hussain J.
Roll # 10M66 Master of Business Administration
New College Institute of Management
Chennai – 600 014.
To the University of Madras In Partial Fulfillment of Master of Business Administration Curriculum.
Academic Year: 2011-2012
A Study On Impact Of Welfare Measures On Employee Job Satisfaction
I, Sadam Hussain J. student of New College Institute of Management have completed the Project on ‘A Study on Impact of Welfare Measures on Employee Job Satisfaction’ for the Academic Year 2011-12.
The information given in this project is true to the best of my knowledge.
(Sadam Hussain J.)
A Study On Impact Of Welfare Measures On Employee Job Satisfaction
I hereby certify that Sadam Hussain J. student of New College Institute Management has completed the Project on ‘A Study on Impact of Welfare Measures on Employee Job Satisfaction’ for the Academic Year 2010-11.
This information is true to the best of my knowledge.
Signature of the Guide
A Study On Impact Of Welfare Measures On Employee Job Satisfaction
First of all I would like to take this opportunity to thank the New College Institute of Management for having projects as a part of the M.B.A. curriculum. Many people have influenced the shape and content of this project, and many supported me through it. I express my sincere gratitude to Prof. Dr. S. Sheela Rani for assigning me a project on A
Study on Impact of Welfare Measures on Employee Job Satisfaction,
which is an
interesting and exhaustive subject. She has been an inspiration and role model for this topic. Her guidance and active support has made it possible to complete the assignment. I also would like to thank Mr. Mohamed Ibrahim, General Manager of M/s White House Business Solutions Pvt. Ltd., Chennai, who have helped and encouraged me throughout the working of the project. Last but not the least I would like to thank the Almighty for always helping me.
A Study On Impact Of Welfare Measures On Employee Job Satisfaction
CONTENTS CHAPTER I
6 9 12 28 30 31 37 49 51 52
Review of Literature
Objectives of The Study
Limitation of the study
Analysis and Interpretation
Meaning & definition of HRM Human resource management (HRM) is a management function that help manager recruit train and develop member for an organization obviously HRM is concerned with the people dimension is organization. their behaviors is often in consistent and unpredictable all the other resources efficient but human resources with the passage of time better educate ed & Moure skills a re some of the distinguishing features of mode man resources and efficient manner. emotions. The functions and principle are applied to acquisitioning developing maintaining and remunerating employees in organization 6 . Hence people of the most signification in an organization. It is the human that make use of non-human resources. Besides being men. values attitudes motives thought. human resources differ from non-human resources in other respects also. material. the first one is living one on the other three are non-living. perception. men. HRM involves the application of management functions and principles. Human resources are heterogeneous in senesce that they differ in personality. Due to competitive and complex business environment retaining qualified and competed employees has become in a challenge. money & machine. out of these.A Study On Impact Of Welfare Measures On Employee Job Satisfaction CHAPTER I INTRODUCTION An origination is made up of four resources namely.
It is only a means to assist the organization with its primary objective.A Study On Impact Of Welfare Measures On Employee Job Satisfaction OBJECTIVE OF HRM The primary objective of HRM is to ensure the availability of a competent and willing workforce to an organization. organizational. functional and personal. Resources are wasted when HRM is either more or less sophisticated to suit the organization’s demands. The failure organization to use their resources for the society’s benefit in ethical ways may lead to restrictions. Functional Objective: To maintain the department’s contribution at a level appropriation to the organization’s need’s. Social objective: To be ethically and socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon the organization. the department exists to serve the rest of the organization. Specifically HRM objective are four fold-societal. Beyond this. The department’s level of service must be tailored to fit the organization it service. 7 . too. HRM is not an end in itself. Organization Objectives: To recognize the role of HRM in bringing about organizational effectiveness. there are other objectives. Simple stated.
Similarly. FUNCTIONS OF HRM: In order to realize the objective stated above.A Study On Impact Of Welfare Measures On Employee Job Satisfaction Personal Objective: To assist employees in achieving their personal goals. training and development. the organizational objective is sought to be met by discharging such functions as HR planning. the personal objective of employees is fulfilled. HRM must perform certain function. These functions have been stated while outlining the scope of HRM. Personal objective of employees must be met if workers are to be maintained. it may be stated that theirs is a correlation between the objectives and the functions. some function help realize specific objectives. HRM mainly focuses on these goals enhance the individual’s contribution to the organization. recruitment and selection. retained and motivated. and performance appraisal. 8 . In other words. For example. Generally.
A Study On Impact Of Welfare Measures On Employee Job Satisfaction CHAPTER II WHITE HOUSE BUSINESS SOLUTIONS (P) LTD. Pudupakkam. Ramadan & Ayudha Pooja gift.m. Pallavaram. : White House : Guduvancherry. of Employee Timing Sister concern Factories located at : 1999 : 332 (Regular time) : 9. Chrompet. Tirupur and Nagari Medical Camp Bonus : Yearly once : Festival advance. Award and Reward : Based on performance appraisal 9 .30 a. dry Chemical powder.m. . Managers and other 3rd party concerns. Keelakottaiyur. Year of Estabilishment: Total no. Fire extinguisher Training : By Team Leads.6. : Carbon dioxide.30 p.
and integrating highly trained and professionally skilled people with state-of-theart technology. Since its inception in 1999. France. UAE and Saudi Arabia.A Study On Impact Of Welfare Measures On Employee Job Satisfaction About the Company OVERVIEW White House Business Solutions is one of the leading-edge technology companies providing end-to-end e-learning solutions and integrated business applications to a wide spectrum of clients including government organizations. and adopting CMM Level 4 Development Standards. Key Processes and Quality Assurance. They have state-of-the-art development center based in Chennai. cost-effective and time-bound solutions to the clients around the globe. It is ISO 9001:2000 compliant. 10 . they have built a successful business by providing quality.. They have a great expertise and track record in developing learning management solutions with International content standards such as SCORM 2004 and AICC. they facilitate the learning activities to meet local and global demands. Their global sales offices are strategically located in USA. We're a part of White House Group with a group employee base of over 3000+ and over 300+ in Information Technology and Multimedia. academic institutions and enterprises worldwide. they collaborate with clients to help them increase productivity. By leveraging a streamlined on-site/offshore development model. Malaysia. efficiency and the overall effectiveness of the business. Through their leading edge technology. India. UK. which is one of the world's favorite outsourcing destinations. bringing benefits to academia and to business. unparalleled experience and expertise. certified by Bureau Veritas Certification.
Quality Policy White House Business Solutions are committed to: Provide quality.A Study On Impact Of Welfare Measures On Employee Job Satisfaction Vision & Mission: Vision: “Lead the world to a new era of learning” Mission: Utilize the power of technology to devise new solutions and approaches for real social and educational change. bringing benefits to academia and to business Simplify complex learning challenges by providing easier access to teaching and learning resources. latest technologies and skilled manpower Ensure employees involvement towards the continual improvement of the company’s operations and its quality management system 11 . Deliver comprehensive learning management systems and tools to help transfer knowledge effectively. cost-effective and time-bound solutions to meet the requirements of their customers Ensure customer satisfaction by adopting state-of-the-art infrastructure.
bearing a somewhat different interpretation in one country from another. which lands itself to various interpretations. the degree of industrialization and the education development of the worker”. according to the different social customs. which is not necessity of the industry not required by law.A Study On Impact Of Welfare Measures On Employee Job Satisfaction CHAPTER III Review of Literature The term “labour welfare” is one. Welfare work is that it is anything for the comfort and improvement. 12 . of the employees over above the wages paid. the term ‘welfare’. and it has always the same significance in different countries. intellectual or social. “is one which must necessarily be elastic. As pointed out by the Royal commission on labour. as applied to the industrial worker.
It says. Promotion & & Management. Transfers Employee Transfers Employee Section 3 3 Section Training and Training and development. physical. Health Safety motivation. “for our part we prefer to include under welfare activities anything done for the intellectual. These includes: (i) feeding facilities in or near the underrating. development. whether 13 . and (iii) transportation to and from work where ordinary public transport is inadequate or impracticable. Employee welfare Motivation.A Study On Impact Of Welfare Measures On Employee Job Satisfaction Section 1 1 Section Nature ofof HRM Nature HRM and environment and environment Section 7 7 Section ofof HRM and HRM and Ethical issues HR strategic of HRM Ethical issues HR strategic of HRM Audit Challenges Audit Challenges Of HRM IHRM Of HRM IHRM Section 6 6 Section Industrial relation Industrial relation Trade union Trade union Disputes and Disputes and resolutions resolutions HRM HRM Section 2 2 Section HRP HRP Job analysis And Job analysis And design employee design employee Hiring orientation Hiring orientation and placement and placement Competent and Competent and willing work willing work force force Organanization Organanization Goals Goals Section 5 5 Section 4 4 Section Section Employee welfare Motivation. Promotion Management. (ii) rest and recreation facilities. The labour investigation committee of the government of India clears the scope of the welfare activities perhaps the best manner. appraisal. Remuneration Remuneration A resolution adapted by the international labour conference at its 39th session. has enumerated some of these services and amenities. appraisal. Applied Applied Safety & & Health motivation. moral and economic betterment of the workers. in June 1956.
or in the vicinity of undertakings to perform their work in healthy and to avail of facilities which improve health and bring high morale. According to the labour investigation committee (1946). over and above what is laid down by law. over and above what is laid down by law or what is normally expected as part of the contractual benefits for which the workers may have bargained. “ workers ” welfare may be understood as including such services facilities and amenities. sanitary and medical facilities. arrangement for travel to and from work and for the accommodation of workers employed at a distance from their homes. by government or by other agencies. amenities and facilities”. whether by employers or by other agencies. including social security measures as contribute to improve the condition which workers are employed”.A Study On Impact Of Welfare Measures On Employee Job Satisfaction by employer. rest and recreation facilities. employee welfare means. employee welfare or labour welfare means “the efforts to make life worth living for workmen”. which may be established in. or what is normally expected on the part of the contracted benefits for which workers may have bargained”. moral and economic betterment of the workers. facilities and amenities as adequate canteen. and such as other services. physical. “ Anything done for intellectual. 14 . According to international labour organization (ILO) report. Definition According to oxford dictionary. According to committee on labour welfare (1969) defines it “such service.
Till then. medical and educational facilities. nutrition (including provision of canteens). provident fund. Scope of labour welfare The scope of employee welfare actives including include housing. But. Active interest in welfare facilities has survived the impetus of the war and though the welfare work in India is still considerably below to make rapid progress in the year to come. and the indifference of the public. undertaken voluntarily by employers. co-operative societies. provision. it has been expanding steadily. gratuities and pension etc. 15 . the carelessness of the state. The Second World War revived and strengthened the welfare movement. The economic depression also did much to temper the interest. and to some extent due to the moral pressure brought to bear on them by the work of the intonation labour office. day nurseries and crèches. and the benefits resulting from a proper regard for the health and well being of the employee were gradually recognized. which the war had kindled. The governments as well as industrials were prompted to take active interest in welfare work due to the discontent and industrial unrest that prevailed in the country. along or jointly with workers. and employers cooperated with the government in the provision of improved amenities. including sickness and maternity benefit schemes. welfare of the workers was hardly though of owing to the ignorance and illiteracy of the workers themselves.A Study On Impact Of Welfare Measures On Employee Job Satisfaction Labour welfare: A historical perspective The origin of welfare work in India may by trace to the war of 1914-18. since the First World War. the shortsightedness of the employees. especially when the Indian republic is wedded to the ideal of a welfare state and a socialist pattern of society. mostly on a voluntary basis. facilities for rest and recreation.
the government enacts certain rules.A Study On Impact Of Welfare Measures On Employee Job Satisfaction Classifications of labour welfare Welfare work. Trade unions for this purpose undertaken many provision for the welfare of the workers. they may related to certain essential working conditions. 16 . hygiene and sanitation etc. 3) Mutual: Mutual welfare is a corporate enterprise of the workers. which have to be abided by the employers. 2) Voluntary: Under voluntary welfare come those activities which are undertaken by employers for workers. we find that it is a sound investment also because the various welfare activities of the employers not only increase the efficiency of the workers but also reduce the changes of conflicts. but if we go deep into then matter. who improve their lot in a suitable manner. and as all embracing phrase may also be divided into three categories: 1) Statutory 2) Voluntary 3) Mutual 1) Statutory: Statutory welfare constitutes those provisions of welfare work. light. such state increasing day by day in every country. than. which depend for their observance on the coercive power of the government. The idea is apparently philanthropic. taken in its more comprehensive term mentioned above. like hours of work. In order to preserve the minimum standard of health and safety of the workers.
1952 • The maternity benefit act. 1923 • Payment of wages act. Necessity of labour welfare Following are the major points of necessities for labour welfare activities in an industrial atmosphere. 1872 Aim of labour welfare The aim or object of welfare activities is partly humanitarian.F. 1947 • Factories wages act. 1961 • Payment of bonus act. 1948 • Employees state insurance ESI act. partly economic and partly civic. Important acts among them are: • Workmen’s compensation act. which they themselves cannot prove.P. It is civic. 1968 • Payment of gratuity act. and miscellaneous provision act. 1936 • Industrial disputes act. because it improves the efficiency of the workers and keeps the workers contented and minimized the changes of conflict. because it is a means to make them better citizens. 1948 • The E. 1965 • Public provident fund act. 1948 • Minimum wages act. 17 . It is economic. It is humanitarian. as it aims providing certain facilities and amenities of life to the workers.A Study On Impact Of Welfare Measures On Employee Job Satisfaction Labour welfare and labour acts Employee’s welfare provisions have been mentioned in various acts.
resignation will come down drastically. 3) Industrial peace: when the workers feels that the employer is interested in his day-to-day life.A Study On Impact Of Welfare Measures On Employee Job Satisfaction Victims of Drink Social Advantage Gambling &Other Vices Absenteeism Necessity of Labour Welfare Industrial peace Reduce Labour turnover Permanent Settled Labour Force 1) Victims of drink: when the workers are put in a strange uncongenial environment. is his tendency to grouse. 18 . 2) Gambling and other vices: availability of non-recreational activities normally leads to group formation and socially ill activities like gambling. they are liable to become addicts of drink. 5) Reduced labour turnover: once settled. 4) Permanent settled labour force: welfare activities of various kinds ensure restriction of employee movement from one place to another.
A Study On Impact Of Welfare Measures On Employee Job Satisfaction 6) Absenteeism: studies prove both authorized absence and unauthorized absence are reducing drastically on account of labour welfare activities. efficiency and well-bowing of the workers. The object of an industrial canteen are to introduce an element of nutritional balance into the otherwise deficient and unbalanced dietary of the workers. to 19 . providing very great benefits from the point of view of health. Various aspects of labour welfare activities Various aspects of labour Welfare actives Canteen Recreational Faculties Crèches Washing and bathing facilities Medical facilities Educational Facilities Provident Fund 1. Canteen The canteen is being increasingly recognized all over the world as an essential part of industrial establishment. 7) Social advantages: provision of various welfare measures to employee will improve development of social status of both employees and employers.
and the Mines Act of 1952.A Study On Impact Of Welfare Measures On Employee Job Satisfaction provide cheap and clean food and offer an opportunity to relax in comfort near the place of work. and to enable them to surmount the difficulties experience in obtaining meals or food stuffs. have empowered the State Government to make rules requiring the reservation of a suitable room for the use of children. It can. has been compulsory. It may also pointed out that the Government of India hatefully acknowledged the importance of industrial canteens and the factories Act of. so that the workers can really feel comfortable and relaxed. crèches are provided in most 20 . and the articles supplied should be of good quality. thus. have a great influence on the morale of the workers. under the Factories Act. and prescribing the standards for such rooms and the nature of supervision to be exercised for the children. now. on account of exhausting journeys to and from the planked work after long hours in the factory. as mentioned under the welfare activities. “Canteen movement must be accepted by the state as a definite charge and the running of canteens must be accepted by the employers as a national investment”. and must be situated in the factory. to save time and trouble to workers. employing 50 or more woman workers. Every effort should be made to create a friendly atmosphere inside it. For the successful running of a canteen there are certain essential conditions.1948. The factory management can also provide free building and furniture and crockery. A canteen should be commodious. the Government of India. belonging to women workers in factories. However. The employers should subsidies to it so that a canteen may be able to sell articles at cheap rates. Creches: As regards crèches. being and clean. It should be run on no profit basis. empower State Governments to issue rules for the provision of canteens in factories and mines employing 250 or more workers. 2. The importance of crèches is very great because the efficiency of mothers will undoubtedly depends to a considerable extent on the knowledge that their Children are safe and in good hands. under the age of six years.
must effectively fulfill this object. as pointed out by the Labor Investigation Committee. lectures. and such development is of treat value from the point of view of the civilization. and at some places like the Madera Mills. the value and importance of entertainments. and particularly prostitution.. and to introduce an element of joy and relief as well as to import instructions and education to the ignorant workers cannot be overestimated. 3. concerts. concerning the development of facilities for the utilization of workers spare time.A Study On Impact Of Welfare Measures On Employee Job Satisfaction of the mills. workers have the opportunity of developing freely. etc. as a means to relieve the monotony and drudgery of working long hours in the factories or mines. cinema shows. holiday homes. and go along way in reducing the evils of franking and gambling. which include various types of indoor and outdoor games. according to their industrials tastes. The provisional and cultural facilities. excursions. It points out that “during their spare time. radio listening. Medical facilities: As regards sanitary and medical facilities. A recommendation. their physical. the Delhi Cloth Mill etc. intellectual and moral power. reading rooms and libraries theatrical performances. 4. was also adopted by the international Labor conference in 1924. Recreational Faculties: As regards recreational faculties. Buckingham and Caryatid Mills. The royal Commission on labor I India emphasized the point that the health of the industrial workers is of cardinal 21 . which prevails in the labor areas owing to the glaring numerical disparity of sexes.. The subject was again considered by the International labour Conference at its 30th session in 1947 and its 39th session in 1956. It is very important as to how this leisure is utilized because it is said that the use of a nation’s leisure in the test if its efficiency and civilization. their importance for the worker can hardly be exaggerated.
The recommendations of the Health Survey and Development Committee (Bore Committee) were also very useful in brining about considerable improvement in the medical organization of the country as a whole. but also in relation to general industrial development and progress. and the city life is not conducive to his health. under which work is performed. a sufficient supply of water. providing for factory workers medical care in times of sickness. shall be provided for the use of workers at suitable places and with facilities for its use. leading to decreased production. and due to the fact that the industrial workers is migratory in character. lowered moral and bad timekeeping. coming from rural areas. 5. the medical organization of the country as a whole is extremely inadequate. spoiled work and bad employee management relations. the factories Act requires that in every factory in which any process involving contact by the workers with any injurious or obnoxious substance is carried on. unhealthy conditions in most factories. In India the health of the workers is adversely affected due to bed climatic conditions.A Study On Impact Of Welfare Measures On Employee Job Satisfaction importance not only to him. Sickness and ill-health are recognized to be among the most wide – spread causes of absenteeism. 22 . and low wages. suitable for washing. Washing and bathing facilities: As regards washing and bathing facilities. Almost all the factories provide water for washing soap. Long hours of work and low wages. In many cases the number of taps basins is inadequate. The employee’s state Insurance scheme. soda and towels which are also necessary. and the medical facilities. However. tropical diseases and illness due to ignorance and poverty. employment injury and childbirth. should also bring about improvement in the health of workers. Hence the provisions for medical facilities for the workers are of great importance in the country.
thus. socially and personally. The removal of illiteracy and ability to acquire industrial skills are not the only purposes of workers education. The need for education is especially urgent in an era of industrial expansion. and as a result of negligent tending cause. Educational Facilities: The provision of educational facilities for workers and their children is a social service of great importance in India. More repine deterioration than in counties where the operative are mechanically minded”. gratuities and pensions. Some precision undertaken by the employers in this respect have already been mentioned above. The programmed of workers education. a state of affrays which in unknown in any other country of industrial importance”. industrially. The objective of the programmed is to educate worker in the principles and techniques of trade union organization and to enable them to play an intelligent and responsible part in the affairs of the union and of the management. where Illiteracy is widely prevalent. Mr.A Study On Impact Of Welfare Measures On Employee Job Satisfaction 6. Provident Fund: As regards the provisions for provident fund. It is teaching a broad conception of the whole scheme of life. consists of three stages: (a) The creation of the cadre of teacher administration. The royal commission also observed: “in India nearly the whole mass of industrial labor is illiterate. Education does not mean teaching of their R’s only. 23 . when the process industrialization may involve the transfer of workers in large number from agricultural to industrial skills and techniques. it falls within the social security scheme. Harold bundler has observed: “in most Indian factories it is noticeable that the workers are not the masters but the servants of their machines. they do not understand them. 7.
Identifies needs Reassess needs deficiencies Employee Searches for ways to satisfy needs Receives rewa rds Engages in goaldirected behaviour Performs Figure A. LABOUR WELFARE AND MOTIVATION A basic principle is that the performance of an individual depends on his or her ability backed by motivation.administrators to train worker. Organizations become successful when employees have abilities and desire to accomplish given tasks. Motivation in simple terms may be understood as the set of forces that cause people to behave in certain ways. ability alone is not enough. helps us understand the nature of motivation better.teacher drawn from various industrial units.A Study On Impact Of Welfare Measures On Employee Job Satisfaction (b) Though teacher. However. Stated algebraically the principle is: Performance = f (ability x motivation) Ability refers to the skill and competence of the person to complete a given task. and (c) Training the rank and file through worker-teachers. The person’s desire to accomplish the task is also necessary. Framework of Motivation 24 . The framework shown in Fig.
the need for recognition). is directed. Employees striving to advance may seek to work on major problems facing the organization in order to gain visibility and influence with senior managers (Step 4). physiological (e. raises and greater influence. is sustained.g. Needs are felt deprivations which the individual experiences at a given time and act as energizers.g. These deprivations force the individual to search for ways to reduce or eliminate them (Step 2). Some definitions on motivation are worth citing in this context. is stopped. is energized. some employees have strong drives for advancement and expectations that working long hours on visible projects will lead to promotions. …how behaviour gets started.g. air or food) or social (e.A Study On Impact Of Welfare Measures On Employee Job Satisfaction The framework (Figure A) comprises six steps. These needs may be psychological (e. An employee’s goals are often driving forces and accomplishing those goals can significantly reduce needs. Once the employees have received either rewards or punishments. ‘…the term motivation refers to a process governing choices made by persons or lower organisms among alternative forms of voluntary activity. they reassess their needs (Step 6). For example.’3 ‘Motivation is the result of processes. Believing that certain specific behaviours can overcome this tension. Promotions and raises are two of the ways that organizations seek to maintain desirable behaviours. Motivation is goal directed (Step 3). Such needs and expectations often create uncomfortable tension within these individuals. 1955).. A goal is a specific result that the individual wants to achieve. internal or external to the individual that arouses enthusiasm and persistence to pursue a certain course of action. They are signals (feedback) to employees that their needs for advancement and recognition and their behaviours are appropriate (Step 5).. Motivation process as shown in the figure begins with the individual’s needs (Step 1). and what kind of subjective reaction is present in the organism while all this is going on’ (Jones. the need for friendship).. the need for water. these employees act to reduce it.’ 25 .
generally. 3. is more quality oriented. and practicing managers as motivation.6 Productivity of workers becomes a question of the management’s ability to motivate its employees. In either case. the organization benefits. Motivated employees are always looking for better ways to do a job. the first definition covers all stages shown in the motivation model. When people actively seek new ways of doing things. and to production workers. A motivated employee. A clear understanding of the way motivation works helps as a manager make his employees quality oriented. The high productivity of Japanese workers is attributable to many reasons. no concept of HRM receives as much attention of academicians. but motivation is the main factor. or a clerk taking extra care when filing important documents. An understanding of the nature of motivation is helpful in this context. This statement can apply to corporate strategists. IMPORTANCE OF Labour welfare measurements: Probably. they usually find them. researchers.’ Obviously. 1. because individuals in and outside the organization see the enterprise as Quality conscious. 2.A Study On Impact Of Welfare Measures On Employee Job Satisfaction Labour measurements is a process that starts with a physiological or psychological deficiency or need that activates behaviour or a drive that is aimed at a goal or an incentive. 26 . The increased attention towards motivation is justified by several reasons. This is true whether we are talking about a top manager spending extra time on data gathering and analysis for a report. The high productivity of Japanese workers and the fact that fewer workers are needed to produce an automobile in Japan than elsewhere is well known. It is the responsibility of managers to make employees look for better ways of doing their jobs. Highly motivated workers are more productive than apathetic workers. An appreciation of the nature of motivation is highly useful for managers.
27 . requires that increasing attention be directed towards the question of why people behave as they do on their jobs. and salary systems) as they relate to performance. Every organization requires human resources. Motivation as a concept represents a highly complex phenomenon that affects. satisfaction. and (iii) people must go beyond this dependable role performance and engage in some form of creative. and so forth. 5. job realization. An understanding of the topic of motivation is thus essential in order to comprehend more fully the effects of variations in other reactions (such as leadership style.A Study On Impact Of Welfare Measures On Employee Job Satisfaction 4. in addition to financial and physical resources for it to function. A comprehensive understanding of the way in which an organization functions. (ii) people must perform the tasks for which they are hired. it must come to grips with the motivational problems of stimulating both-the decision to participate and the decision to produce at work. spontaneous. and must do so in a dependable manner. a multitude of factors in the organizational milieu. Three behavioural dimensions of HR are significant to the organizations-(i) people must be attracted not only. and innovative behaviour at work. for an organization to be effective. to join the organization but also to remain in it. In other words. and is affected by.
To study and analyse about overall labour welfare programmes in the organisation. 28 . SECONDARY OBJECTIVES: To ensure that the labours are really benefited with the welfare programmes.A Study On Impact Of Welfare Measures On Employee Job Satisfaction CHAPTER IV OBJECTIVES OF THE STUDY PRIMARY OBJECTIVE: To study about labour welfare programmes in the organization. To study about the safety measures and safety facilities which are provided to the labours. To know the labour families are really satisfied with welfare facilities provided by the organization. To know the labour satisfaction level regarding various labour welfare programmes in the organization.
Selection of study area: The selected study area was at White House Business Solutions (P) LTD.A Study On Impact Of Welfare Measures On Employee Job Satisfaction SCOPE OF THE STUDY: The research has made an attempt to assess the levels of labour satisfaction attained with the help of various labour welfare programmes provided by White House Business Solutions (P) LTD. The main focus was given to find out and analyze various labour welfare programmes. which are resulted to attain quality work environment White House Business Solutions (P) LTD. 29 .
30 . The area of study for labour welfare is limited in a particular area that is the White House Business Solutions (P) LTD. The study will not represent the whole size of population spread other various parts of companies.A Study On Impact Of Welfare Measures On Employee Job Satisfaction CHAPTER V Limitation of the study The sample size of the research is limited to 100. Time factor can be considered as another limitation.
the mode and the detain. hogs to calculate the mean. 31 . A researcher not only needs to know how to develop certain indices or tests. in fact. but also the logic behind them. and what would they are not. It may be as a science of studying how research is done scientifically in methodology.A Study On Impact Of Welfare Measures On Employee Job Satisfaction CHAPTER VI RESEARCH METHODOLOGY Research methodology is a technique systematically solves the research problem. we study not only methods or techniques in studying research problems. As there are several statistical techniques available to do this the researcher has to decide which of them he will use. it is necessary that these data are analyzed. but also helter also needs to know which are not. and what would they mean and indicate and why the research has to specify very clearly and precisely what decision he selects and why he selects them so that they can be evaluated by others also. After the collected data have been processed. a decision in this respect is called for even before the data collection has began so that those techniques can be used properly.
The questionnaire used simple direct and unbiased wording. 32 . There should be no ambiguous of double barreled of burdensome question.A Study On Impact Of Welfare Measures On Employee Job Satisfaction QUESTIONNAIRE DESIGN Good questionnaires design is a key to obtaining good survey results. The opening question should be interesting to the respondent. the language should be sample to allow for variations in education levels. The questions used were closed and type is which perspective all the possible answer. Question sequence can be very important to the success of a survey. Questions should not be leading or loaded and personal questions should be minimized. A questionnaire consists of a questions presented to respondents for their answer. personal question should be in the middle or at the end and general questions should precede specific ones. The specific question asked will be a function of the type of information needed to answer the question relevance and accuracy are especially useful in exploratory research of at the beginning of a questionnaire. A questionnaire consists of a number question of typed in a define the order on to answer the questions of their own.
Sampling survey Sampling survey is the process of obtaining the information about entire population by examine only a part of it for the purpose of the study the researchers has used the stratified random sampling methods. 33 . They are selected at stratified random sampling. In other words. CONSTRUCTION OF TOOLS The tool used for collecting data is questionnaire. With tolerable accuracy and completeness.A Study On Impact Of Welfare Measures On Employee Job Satisfaction SAMPLING DESIGN Method of sampling The selected respondents constitute what is technically called a sample and selection process is called sampling technique. Sample The total population was divided into group and samples are collocated randomly from this group. The data are collected through speculating designed questionnaire for the present study the four points. Likes scaling is used in order to elicit frank opinion of the respondents with regard to work value in for his purposed the researched interviewed the executing of different levels and in various departments. it directs the questioning process and promotes the clear and proper recording. The survey so conducted is known as sampling survey. A questionnaire is a simply and related information.
Sample size The tool used for collection data is questionnaire. The file. Questionnaire is a simply formalized scheduled to obtain and record specified and the relevant information with to liable. the questionnaire is carefully constructed and properly setup.A Study On Impact Of Welfare Measures On Employee Job Satisfaction SOURCES OF DATA Both the primary data and the secondary data are taken its account for the purpose of the study. records obtained from personnel department. resisters. Study was mainly conducted with stipulated time of one month given by organization. Selected respondents were interviewed through organized questionnaire. A sample size was taken up for the study was 100. The questionnaire consisted only the liker scaled responses. SECONDARY DATA: Secondary data are extracted from. 34 . Primary data: The instrument used to collect primary data is a well-designed questionnaire.
A Study On Impact Of Welfare Measures On Employee Job Satisfaction 35 .
5. Rs. 10th standard. 6.5000/. FINANCIAL ASSTSTANCE FOR NOTE BOOKS: A sum of Rs. Graduation and Diploma studies respectively is being paid to the children.100/-is being paid to the children of the employees who are studying up to5th standard. 1. It is recovered from monthly salary on installment basis. EDUCATIONAL LOAN: Interest free educational loan of Rs. 4. 3. UNIFORM AND WASHING ALLOWANCE Three sets of Terry cotton uniform and one pair of shoes with socks are provided once in two years to the workers and staffs.for professional courses.A Study On Impact Of Welfare Measures On Employee Job Satisfaction WELFARE FACILITIES The following are the welfare measures extended to the employees of the White House Business Solutions (P) LTD. CANTEEN: The canteen is available in the company.10000/-. During the office work time. MEDICAL TREATMENT FACILITY: Free medical treatment is being given to workers and staffs in selected dispensary.000 is sanctioned to all workers and employees.10. Washing allowance at the value of Rs. 36 . The agreement was passed between White House Management and selected hospitals in and around Chennai and medical allowance also given to supervisory category. 2. MARRIAGE LOAN: The marriage loan of Rs. It is maintain by the company on contract basis. ad 12th standard respectively not more the 2 children of the employees per year.150/-per month is paid to all the employees of company. of employees to meet educational expenses per academic year.
MEDICAL POLICY TO OFFICERS: All the officers and Executives are covered under the Medicals insurance policy. 8. Leprosy.1. FESTIVAL ADVANCE: The employees are granted festival advance of Rs. PROVIDENT FUND: Every employee of the company is eligible to enroll in the Employees provident Fund Scheme. 9. 11.. The 50% actual treatment cost is met by the Company as per labour Act provisions. The provident fund contribution will be12% of the total salary drawn by the employee every month and company also contribute the same amount to EPF Scheme.000. for festivals and it is recovered from the salary on two monthly installments. FREE MEDICAL TREATMENT WITH WAGE FOR MAJOR DISEASES: The employees who suffered from T. During the production time.1000/-. and Heart By pass surgery. 10. 37 .A Study On Impact Of Welfare Measures On Employee Job Satisfaction 7. 00. ACCIDENT INSURANCE POLICY The labours in production department are covered under Accident Insurance Policy of Rs. Kidney transplant and Brain tumor are allowed leave with wage for a maximum period of six months. Cancers.B.
A Study On Impact Of Welfare Measures On Employee Job Satisfaction CHAPTER VII ANALYSIS AND INTERPRETATION TABLE – 1 Family welfare facilities. Employees 40 35 20 5 100 Percentages 40% 35% 20% 5% 100% Graph-1 Family welfare facilities 50 40 30 20 10 0 40% Highly satisfied 35% Satisfied 40 35 20 20% 5 5% Moderately dissatisfied satisfied 38 . Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION From the above table it is inferred that 40% of the employees are highly satisfied with family welfare facilities provided by the organization.
3 All.2 Bonus and incentives Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION From the above table it is inferred that 42% of employees are satisfied and 30% of employees are highly satisfied with their Bonus and incentives schemes. Employees 30 42 22 6 100 Percentages 30% 42% 22% 6% 100% Graph-2 Bonus and incentives 45 40 35 30 25 20 15 10 5 0 Highly satisfied Satisfied 30% 42% 22% Moderately satisfied 6 6% Dissatisfied 30 22 42 TABLE .the other allowances Response Number of Percentages 39 .A Study On Impact Of Welfare Measures On Employee Job Satisfaction TABLE .
A Study On Impact Of Welfare Measures On Employee Job Satisfaction Highly satisfied Satisfied Moderate satisfied Dissatisfied Total INTERPRETATION Employees 20 40 30 10 100 20% 40% 30% 10% 100% From the above table it is inferred that 40% of the employees are satisfied with their allowance schemes.the other allowances 45 40 35 30 25 20 15 10 5 0 20% Highly satisfied 40% Satisfied 30% 10% 10 20 30 40 Moderately Dissatisfied satisfied TABLE .4 Recreational facilities Number of Response Employees Percentages 40 . Graph-3 All.
Graph-4 Recreational facilities 50 45 40 35 30 25 20 15 10 5 0 28% Highly satisfied 28 44 16 12 44% satisfied 16% 12% Moderately Dissatisfied satisfied 41 .A Study On Impact Of Welfare Measures On Employee Job Satisfaction Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION 28 44 16 12 100 28% 44% 16% 12% 100% From the above table it is inferred that 44% of employees are satisfied and 28% of highly satisfied with their recreational facilities.
Employees 35 43 19 3 100 Percentages 35% 43% 19% 3% 100% Graph-5 42 .5 Pension and retirement benefits Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION From the above table it is inferred that 43% of employees are satisfied and 35% of employees are highly satisfied.A Study On Impact Of Welfare Measures On Employee Job Satisfaction TABLE .
6 er at el y 43 D is sa ti s fi e sa t hl y sa t is f .A Study On Impact Of Welfare Measures On Employee Job Satisfaction Pension and other retirement benefits 50 45 40 35 30 25 20 15 10 5 0 43 35 19 35% d is fie d 43% ie d 19% 3 3% d sa tis fie H ig Accident insurance and safety measures Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION Employees 25 42 28 5 100 Percentages 25% 42% 28% 5% 100% M od TABLE .
Graph-6 Accident insurance and safety measures 45 40 35 30 25 20 15 10 5 0 25% Highly satisfied 42% Satisfied 28% Moderately satisfied 5 5% Dissatisfied 25 28 42 TABLE .7 Water and restroom facilities Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION Employees 34 39 23 4 100 Percentages 34% 39% 23% 4% 100% 44 .A Study On Impact Of Welfare Measures On Employee Job Satisfaction From the above table it is inferred that 42% are satisfied with their accident and safety measurements facilities.
Graph-7 Water and restroom facilities 45 40 35 30 25 20 15 10 5 0 34 39 23 34% d d 39% ie d 23% 4 4% sa tis fie fie H ig Facilities of canteen and basic amenities Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION From the above table it is inferred that the 40% of employees satisfied in canteen and other amenities.A Study On Impact Of Welfare Measures On Employee Job Satisfaction From the above table it is inferred that 39% of employees are satisfied with their water and restroom facilities.8 er at el y 45 D is sa ti s fi e tis hl y Sa sa t is f d . Employees 25 40 20 15 100 Percentages 25% 40% 20% 15% 100% M od TABLE .
9 46 .A Study On Impact Of Welfare Measures On Employee Job Satisfaction Graph-8 Facilities of canteen and basic amenities 45 40 35 30 25 20 15 10 5 25% 0 Highly satisfied satisfied Moderately satisfied 40% 20% 15% Dissatisfied 25 20 15 40 TABLE .9 First aid and medical facilities Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION From the above table it is inferred that 40% of employees are satisfied with their first aid and medical facilities. Employees 20 40 25 15 100 Percentages 20% 40% 25% 15% 100% Graph.
Employees 40 34 20 6 100 Percentages 40% 34% 20% 6% 100% Graph-10 47 .10 Loan facilities Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION From the above table it is inferred that the 40% of employees are highly satisfied loan and facilities with their.A Study On Impact Of Welfare Measures On Employee Job Satisfaction First aid and medical facilities 45 40 35 30 25 20 15 10 5 20% 0 Highly satisfied satisfied Moderately satisfied 40% 25% 15% Dissatisfied 20 15 25 40 TABLE .
Employees 24 36 30 10 100 Percentages 24% 36% 30% 10% 100% Graph-11 48 .A Study On Impact Of Welfare Measures On Employee Job Satisfaction Loan facilities 45 40 35 30 25 20 15 10 5 0 Highly satisfied Satisfied 40% 34% 20% Moderately satisfied 6 6% Dissatisfied 20 40 34 TABLE – 11 Educational facilities Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION From the above table it is inferred that the 36% of employees are satisfied in educational facilities provided by the organization.
A Study On Impact Of Welfare Measures On Employee Job Satisfaction Educational facilities 40 35 30 25 20 15 10 5 0 24% Highly satisfied 24 36 30 10 36% Satisfied 30% Moderately satisfied 10% Dissatisfied TABLE .12 General rating for implementation of welfare measurements Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION Employees 15 50 25 10 100 Percentages 15% 50% 25% 10% 100% 49 .
2) It is found out that a majority of labours are highly satisfied with the bonus and incentives provided in the White House Business Solutions (P) LTD. Graph-13 General rating for implementation of welfare Measures 45 40 35 30 25 20 15 10 5 0 Highly satisfied Satisfied Moderately satisfied 25% 40% 25% 10 25 25 40 10% Dissatisfied CHAPTER VIII FINDINGS 1) It is found out that a majority of labours are highly satisfied with the labour welfare facilities provided by the organization. This shows that the labour welfare measurements adapoted in White House Business Solutions (P) LTD.A Study On Impact Of Welfare Measures On Employee Job Satisfaction From the above table it is inferred that on the whole 50% of the employees are satisfied with all facilities provided by the organization. 50 .
5) The majority of the labours are highly satisfied with the procedure provided for pensions and other retirement benefits are excellent in the organisation. 7) On the whole it is found out that labours are highly satisfied with the safety measures provided in the organization. 11) In overall it is found out that majority of the labours are satisfied with benefits and welfare programs provided by the organization. 9) It is found out that majority of the labours agreed that during festival time only they receive bonus. 8) It is found out that majority of the labours are highly satisfied with the quality working condition in the organization. 12) The majority of the employees are satisfied with the good and excellent welfare facilities provided by the organization.A Study On Impact Of Welfare Measures On Employee Job Satisfaction 3) It is found out that allowance provided by the company is highly satisfied. 51 . 10) It is found out that majority of labours are satisfied with proper motivational aspects provided by the organisation. 6) It is found out that majority of the labours are satisfied with the insurance facilities and safety compensation measurements provided by the White House Business Solutions (P) LTD. 4) It is found out that majority of the e labours are highly satisfied with the recreational facilities that are available in the organisation.
It is suggested that the group insurance benefits may be improved 3. 52 . Bonus may be delivered before 2 week of the festival. 2. It is suggested that the safety measurements provided by organisation may be improved.A Study On Impact Of Welfare Measures On Employee Job Satisfaction CHAPTER IX Suggestions 1.
the organisation should provide a good concentration in improving welfare programmes to labours. Hence. CHAPTER X CONCLUSION As labour welfare is playing vital role in organizing and motivating the employees.A Study On Impact Of Welfare Measures On Employee Job Satisfaction 4. The canteen facilities must be improved proper manner 5. bonus. incentives and others enable the worker to work with high-level motivation and more job 53 . The various welfare facilities such as promotion. It is suggested that recreation facilities provided by the organisation must be improved to some extent. the organisation must provide the quality-oriented welfare programmes need to be implemented.
54 . From this study it is clear that Calciteh India (P) LTD is providing good welfare facilities to the workers.A Study On Impact Of Welfare Measures On Employee Job Satisfaction satisfaction. The employees are more satisfied with their task provided.
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