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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
money & machine. emotions. material. The functions and principle are applied to acquisitioning developing maintaining and remunerating employees in organization 6 .A Study On Impact Of Welfare Measures On Employee Job Satisfaction CHAPTER I INTRODUCTION An origination is made up of four resources namely. Due to competitive and complex business environment retaining qualified and competed employees has become in a challenge. 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. HRM involves the application of management functions and principles. Human resources are heterogeneous in senesce that they differ in personality. 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. the first one is living one on the other three are non-living. human resources differ from non-human resources in other respects also. Besides being men. out of these. perception. It is the human that make use of non-human resources. men. Hence people of the most signification in an organization. values attitudes motives thought.
Resources are wasted when HRM is either more or less sophisticated to suit the organization’s demands. too. 7 .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. The department’s level of service must be tailored to fit the organization it service. the department exists to serve the rest of the organization. The failure organization to use their resources for the society’s benefit in ethical ways may lead to restrictions. organizational. Functional Objective: To maintain the department’s contribution at a level appropriation to the organization’s need’s. Specifically HRM objective are four fold-societal. It is only a means to assist the organization with its primary objective. Simple stated. functional and personal. Organization Objectives: To recognize the role of HRM in bringing about organizational effectiveness. HRM is not an end in itself. Beyond this. there are other objectives. 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.
training and development. and performance appraisal. In other words. Personal objective of employees must be met if workers are to be maintained. the personal objective of employees is fulfilled. FUNCTIONS OF HRM: In order to realize the objective stated above. the organizational objective is sought to be met by discharging such functions as HR planning. Generally. recruitment and selection. These functions have been stated while outlining the scope of HRM. HRM must perform certain function. 8 . For example. it may be stated that theirs is a correlation between the objectives and the functions. some function help realize specific objectives.A Study On Impact Of Welfare Measures On Employee Job Satisfaction Personal Objective: To assist employees in achieving their personal goals. retained and motivated. HRM mainly focuses on these goals enhance the individual’s contribution to the organization. Similarly.
m. Award and Reward : Based on performance appraisal 9 .30 a.m. Ramadan & Ayudha Pooja gift. of Employee Timing Sister concern Factories located at : 1999 : 332 (Regular time) : 9. Pallavaram. Keelakottaiyur.30 p. Pudupakkam. Managers and other 3rd party concerns. : Carbon dioxide. Tirupur and Nagari Medical Camp Bonus : Yearly once : Festival advance.A Study On Impact Of Welfare Measures On Employee Job Satisfaction CHAPTER II WHITE HOUSE BUSINESS SOLUTIONS (P) LTD. Chrompet.6. dry Chemical powder. . : White House : Guduvancherry. Fire extinguisher Training : By Team Leads. Year of Estabilishment: Total no.
UAE and Saudi Arabia. Key Processes and Quality Assurance. They have a great expertise and track record in developing learning management solutions with International content standards such as SCORM 2004 and AICC. unparalleled experience and expertise. they have built a successful business by providing quality. Malaysia. academic institutions and enterprises worldwide. We're a part of White House Group with a group employee base of over 3000+ and over 300+ in Information Technology and Multimedia. bringing benefits to academia and to business. they collaborate with clients to help them increase productivity. By leveraging a streamlined on-site/offshore development model. and adopting CMM Level 4 Development Standards. Since its inception in 1999. cost-effective and time-bound solutions to the clients around the globe. certified by Bureau Veritas Certification.. France. India. Through their leading edge technology.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. UK. 10 . Their global sales offices are strategically located in USA. efficiency and the overall effectiveness of the business. They have state-of-the-art development center based in Chennai. It is ISO 9001:2000 compliant. and integrating highly trained and professionally skilled people with state-of-theart technology. which is one of the world's favorite outsourcing destinations. they facilitate the learning activities to meet local and global demands.
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. 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 .
the term ‘welfare’. bearing a somewhat different interpretation in one country from another. which lands itself to various interpretations. of the employees over above the wages paid. “is one which must necessarily be elastic. according to the different social customs.A Study On Impact Of Welfare Measures On Employee Job Satisfaction CHAPTER III Review of Literature The term “labour welfare” is one. which is not necessity of the industry not required by law. and it has always the same significance in different countries. As pointed out by the Royal commission on labour. as applied to the industrial worker. the degree of industrialization and the education development of the worker”. 12 . Welfare work is that it is anything for the comfort and improvement. intellectual or social.
Employee welfare Motivation. has enumerated some of these services and amenities. Promotion Management. physical. (ii) rest and recreation facilities. whether 13 . Remuneration Remuneration A resolution adapted by the international labour conference at its 39th session. in June 1956.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. appraisal. Transfers Employee Transfers Employee Section 3 3 Section Training and Training and development. These includes: (i) feeding facilities in or near the underrating. development. moral and economic betterment of the workers. Health Safety motivation. It says. appraisal. Applied Applied Safety & & Health motivation. The labour investigation committee of the government of India clears the scope of the welfare activities perhaps the best manner. “for our part we prefer to include under welfare activities anything done for the intellectual. and (iii) transportation to and from work where ordinary public transport is inadequate or impracticable. Promotion & & Management.
According to committee on labour welfare (1969) defines it “such service.A Study On Impact Of Welfare Measures On Employee Job Satisfaction by employer. According to the labour investigation committee (1946). and such as other services. rest and recreation facilities. 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. arrangement for travel to and from work and for the accommodation of workers employed at a distance from their homes. whether by employers or by other agencies. employee welfare means. including social security measures as contribute to improve the condition which workers are employed”. employee welfare or labour welfare means “the efforts to make life worth living for workmen”. 14 . “ Anything done for intellectual. sanitary and medical facilities. by government or by other agencies. facilities and amenities as adequate canteen. over and above what is laid down by law. “ workers ” welfare may be understood as including such services facilities and amenities. Definition According to oxford dictionary. According to international labour organization (ILO) report. physical. amenities and facilities”. moral and economic betterment of the workers. or in the vicinity of undertakings to perform their work in healthy and to avail of facilities which improve health and bring high morale. which may be established in. or what is normally expected on the part of the contracted benefits for which workers may have bargained”.
and employers cooperated with the government in the provision of improved amenities.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. But. including sickness and maternity benefit schemes. the carelessness of the state. provident fund. 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. which the war had kindled. The economic depression also did much to temper the interest. along or jointly with workers. facilities for rest and recreation. Scope of labour welfare The scope of employee welfare actives including include housing. 15 . medical and educational facilities. mostly on a voluntary basis. and to some extent due to the moral pressure brought to bear on them by the work of the intonation labour office. and the benefits resulting from a proper regard for the health and well being of the employee were gradually recognized. day nurseries and crèches. gratuities and pension etc. the shortsightedness of the employees. and the indifference of the public. provision. Till then. undertaken voluntarily by employers. The Second World War revived and strengthened the welfare movement. it has been expanding steadily. nutrition (including provision of canteens). since the First World War. especially when the Indian republic is wedded to the ideal of a welfare state and a socialist pattern of society. welfare of the workers was hardly though of owing to the ignorance and illiteracy of the workers themselves. co-operative societies. 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.
taken in its more comprehensive term mentioned above. 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. The idea is apparently philanthropic. the government enacts certain rules. light. 16 . than. which have to be abided by the employers. Trade unions for this purpose undertaken many provision for the welfare of the workers. 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. which depend for their observance on the coercive power of the government. such state increasing day by day in every country. 3) Mutual: Mutual welfare is a corporate enterprise of the workers. In order to preserve the minimum standard of health and safety of the workers. like hours of work. who improve their lot in a suitable manner. hygiene and sanitation etc. but if we go deep into then matter.A Study On Impact Of Welfare Measures On Employee Job Satisfaction Classifications of labour welfare Welfare work. they may related to certain essential working conditions. 2) Voluntary: Under voluntary welfare come those activities which are undertaken by employers for workers.
1948 • Employees state insurance ESI act. Important acts among them are: • Workmen’s compensation act. because it improves the efficiency of the workers and keeps the workers contented and minimized the changes of conflict. and miscellaneous provision act. 1965 • Public provident fund act. 1948 • Minimum wages act.P. 1872 Aim of labour welfare The aim or object of welfare activities is partly humanitarian. which they themselves cannot prove. as it aims providing certain facilities and amenities of life to the workers. 1961 • Payment of bonus act. Necessity of labour welfare Following are the major points of necessities for labour welfare activities in an industrial atmosphere. It is economic. 1968 • Payment of gratuity act. 1947 • Factories wages act.F. because it is a means to make them better citizens. 17 . It is civic. 1952 • The maternity benefit act. It is humanitarian.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. partly economic and partly civic. 1923 • Payment of wages act. 1936 • Industrial disputes act. 1948 • The E.
18 . 4) Permanent settled labour force: welfare activities of various kinds ensure restriction of employee movement from one place to another. 5) Reduced labour turnover: once settled. 3) Industrial peace: when the workers feels that the employer is interested in his day-to-day life. 2) Gambling and other vices: availability of non-recreational activities normally leads to group formation and socially ill activities like gambling. resignation will come down drastically.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. they are liable to become addicts of drink.
7) Social advantages: provision of various welfare measures to employee will improve development of social status of both employees and employers.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. 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. to 19 . Canteen The canteen is being increasingly recognized all over the world as an essential part of industrial establishment. 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. providing very great benefits from the point of view of health.
under the age of six years.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. the Government of India. now. It should be run on no profit basis. as mentioned under the welfare activities. and the Mines Act of 1952. 2. thus. and to enable them to surmount the difficulties experience in obtaining meals or food stuffs. have a great influence on the morale of the workers. For the successful running of a canteen there are certain essential conditions. on account of exhausting journeys to and from the planked work after long hours in the factory. Creches: As regards crèches. It can. employing 50 or more woman workers. A canteen should be commodious. being and clean. The employers should subsidies to it so that a canteen may be able to sell articles at cheap rates. 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. and prescribing the standards for such rooms and the nature of supervision to be exercised for the children. and the articles supplied should be of good quality. It may also pointed out that the Government of India hatefully acknowledged the importance of industrial canteens and the factories Act of.1948. Every effort should be made to create a friendly atmosphere inside it. to save time and trouble to workers. has been compulsory. However. empower State Governments to issue rules for the provision of canteens in factories and mines employing 250 or more workers. have empowered the State Government to make rules requiring the reservation of a suitable room for the use of children. The factory management can also provide free building and furniture and crockery. so that the workers can really feel comfortable and relaxed. belonging to women workers in factories. under the Factories Act. “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. crèches are provided in most 20 .
as pointed out by the Labor Investigation Committee. cinema shows. The subject was again considered by the International labour Conference at its 30th session in 1947 and its 39th session in 1956. 4. excursions. intellectual and moral power. concerts. the Delhi Cloth Mill etc. holiday homes. was also adopted by the international Labor conference in 1924. their physical. as a means to relieve the monotony and drudgery of working long hours in the factories or mines. Medical facilities: As regards sanitary and medical facilities.. must effectively fulfill this object. Recreational Faculties: As regards recreational faculties. radio listening. The royal Commission on labor I India emphasized the point that the health of the industrial workers is of cardinal 21 . It points out that “during their spare time. lectures. The provisional and cultural facilities. and such development is of treat value from the point of view of the civilization. which prevails in the labor areas owing to the glaring numerical disparity of sexes. the value and importance of entertainments. their importance for the worker can hardly be exaggerated. which include various types of indoor and outdoor games. 3. workers have the opportunity of developing freely. A recommendation. and particularly prostitution. concerning the development of facilities for the utilization of workers spare time.. etc. 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. and to introduce an element of joy and relief as well as to import instructions and education to the ignorant workers cannot be overestimated. and at some places like the Madera Mills. according to their industrials tastes.A Study On Impact Of Welfare Measures On Employee Job Satisfaction of the mills. Buckingham and Caryatid Mills. and go along way in reducing the evils of franking and gambling. reading rooms and libraries theatrical performances.
5. Sickness and ill-health are recognized to be among the most wide – spread causes of absenteeism. 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. Washing and bathing facilities: As regards washing and bathing facilities. In India the health of the workers is adversely affected due to bed climatic conditions. Hence the provisions for medical facilities for the workers are of great importance in the country. shall be provided for the use of workers at suitable places and with facilities for its use. should also bring about improvement in the health of workers. spoiled work and bad employee management relations. In many cases the number of taps basins is inadequate. The employee’s state Insurance scheme. providing for factory workers medical care in times of sickness. but also in relation to general industrial development and progress. suitable for washing. 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. tropical diseases and illness due to ignorance and poverty. leading to decreased production. under which work is performed. Long hours of work and low wages. soda and towels which are also necessary. employment injury and childbirth. coming from rural areas. Almost all the factories provide water for washing soap. and low wages. a sufficient supply of water. and the city life is not conducive to his health. unhealthy conditions in most factories.A Study On Impact Of Welfare Measures On Employee Job Satisfaction importance not only to him. lowered moral and bad timekeeping. the medical organization of the country as a whole is extremely inadequate. However. and the medical facilities. and due to the fact that the industrial workers is migratory in character. 22 .
The need for education is especially urgent in an era of industrial expansion. consists of three stages: (a) The creation of the cadre of teacher administration. Education does not mean teaching of their R’s only.A Study On Impact Of Welfare Measures On Employee Job Satisfaction 6. they do not understand them. Harold bundler has observed: “in most Indian factories it is noticeable that the workers are not the masters but the servants of their machines. It is teaching a broad conception of the whole scheme of life. it falls within the social security scheme. when the process industrialization may involve the transfer of workers in large number from agricultural to industrial skills and techniques. Provident Fund: As regards the provisions for provident fund. Educational Facilities: The provision of educational facilities for workers and their children is a social service of great importance in India. where Illiteracy is widely prevalent. a state of affrays which in unknown in any other country of industrial importance”. The royal commission also observed: “in India nearly the whole mass of industrial labor is illiterate. Some precision undertaken by the employers in this respect have already been mentioned above. The programmed of workers education. thus. 23 . 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. 7. The removal of illiteracy and ability to acquire industrial skills are not the only purposes of workers education. socially and personally. gratuities and pensions. More repine deterioration than in counties where the operative are mechanically minded”. Mr. industrially. and as a result of negligent tending cause.
LABOUR WELFARE AND MOTIVATION A basic principle is that the performance of an individual depends on his or her ability backed by motivation.A Study On Impact Of Welfare Measures On Employee Job Satisfaction (b) Though teacher. Framework of Motivation 24 . 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. The framework shown in Fig. Organizations become successful when employees have abilities and desire to accomplish given tasks. However. helps us understand the nature of motivation better.teacher drawn from various industrial units. The person’s desire to accomplish the task is also necessary. 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. and (c) Training the rank and file through worker-teachers. Identifies needs Reassess needs deficiencies Employee Searches for ways to satisfy needs Receives rewa rds Engages in goaldirected behaviour Performs Figure A.administrators to train worker.
raises and greater influence. Once the employees have received either rewards or punishments. the need for recognition).g. Motivation process as shown in the figure begins with the individual’s needs (Step 1). air or food) or social (e. is energized. 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). Motivation is goal directed (Step 3). These deprivations force the individual to search for ways to reduce or eliminate them (Step 2).g. They are signals (feedback) to employees that their needs for advancement and recognition and their behaviours are appropriate (Step 5). A goal is a specific result that the individual wants to achieve. Believing that certain specific behaviours can overcome this tension. is directed. These needs may be psychological (e. internal or external to the individual that arouses enthusiasm and persistence to pursue a certain course of action..g. physiological (e. these employees act to reduce it. they reassess their needs (Step 6). and what kind of subjective reaction is present in the organism while all this is going on’ (Jones.’ 25 . …how behaviour gets started. Some definitions on motivation are worth citing in this context. Such needs and expectations often create uncomfortable tension within these individuals. An employee’s goals are often driving forces and accomplishing those goals can significantly reduce needs. 1955). the need for friendship). Needs are felt deprivations which the individual experiences at a given time and act as energizers.’3 ‘Motivation is the result of processes. is sustained. ‘…the term motivation refers to a process governing choices made by persons or lower organisms among alternative forms of voluntary activity.. the need for water..A Study On Impact Of Welfare Measures On Employee Job Satisfaction The framework (Figure A) comprises six steps. Promotions and raises are two of the ways that organizations seek to maintain desirable behaviours. For example. some employees have strong drives for advancement and expectations that working long hours on visible projects will lead to promotions. is stopped.
The increased attention towards motivation is justified by several reasons. and practicing managers as motivation. When people actively seek new ways of doing things. and to production workers. This statement can apply to corporate strategists.’ Obviously. generally. the organization benefits. This is true whether we are talking about a top manager spending extra time on data gathering and analysis for a report. but motivation is the main factor. no concept of HRM receives as much attention of academicians. A clear understanding of the way motivation works helps as a manager make his employees quality oriented. because individuals in and outside the organization see the enterprise as Quality conscious. 26 . researchers. is more quality oriented.6 Productivity of workers becomes a question of the management’s ability to motivate its employees. 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. An appreciation of the nature of motivation is highly useful for managers. An understanding of the nature of motivation is helpful in this context. Highly motivated workers are more productive than apathetic workers. In either case. IMPORTANCE OF Labour welfare measurements: Probably. they usually find them. the first definition covers all stages shown in the motivation model. Motivated employees are always looking for better ways to do a job. or a clerk taking extra care when filing important documents. 3. A motivated employee. The high productivity of Japanese workers is attributable to many reasons. 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. It is the responsibility of managers to make employees look for better ways of doing their jobs. 1.
for an organization to be effective. Motivation as a concept represents a highly complex phenomenon that affects.A Study On Impact Of Welfare Measures On Employee Job Satisfaction 4. and is affected by. satisfaction. and innovative behaviour at work. a multitude of factors in the organizational milieu. job realization. spontaneous. In other words. 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. and salary systems) as they relate to performance. and (iii) people must go beyond this dependable role performance and engage in some form of creative. A comprehensive understanding of the way in which an organization functions. and must do so in a dependable manner. 27 . to join the organization but also to remain in it. (ii) people must perform the tasks for which they are hired. 5. and so forth. Three behavioural dimensions of HR are significant to the organizations-(i) people must be attracted not only. requires that increasing attention be directed towards the question of why people behave as they do on their jobs. it must come to grips with the motivational problems of stimulating both-the decision to participate and the decision to produce at work. Every organization requires human resources. in addition to financial and physical resources for it to function.
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. 28 . To study and analyse about overall labour welfare programmes in the organisation.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. 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 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. Selection of study area: The selected study area was at White House Business Solutions (P) LTD. which are resulted to attain quality work environment White House Business Solutions (P) LTD. The main focus was given to find out and analyze various labour welfare programmes. 29 .
The study will not represent the whole size of population spread other various parts of companies. 30 .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 area of study for labour welfare is limited in a particular area that is the White House Business Solutions (P) LTD.
it is necessary that these data are analyzed.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. the mode and the detain. 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. in fact. hogs to calculate the mean. It may be as a science of studying how research is done scientifically in methodology. As there are several statistical techniques available to do this the researcher has to decide which of them he will use. and what would they are not. 31 . A researcher not only needs to know how to develop certain indices or tests. 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. but also the logic behind them. we study not only methods or techniques in studying research problems. but also helter also needs to know which are not.
A questionnaire consists of a number question of typed in a define the order on to answer the questions of their own. The questionnaire used simple direct and unbiased wording.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 questions used were closed and type is which perspective all the possible answer. personal question should be in the middle or at the end and general questions should precede specific ones. 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. 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. The opening question should be interesting to the respondent. Question sequence can be very important to the success of a survey. 32 . the language should be sample to allow for variations in education levels. There should be no ambiguous of double barreled of burdensome question.
The survey so conducted is known as sampling survey.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. 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. In other words. A questionnaire is a simply and related information. CONSTRUCTION OF TOOLS The tool used for collecting data is questionnaire. The data are collected through speculating designed questionnaire for the present study the four points. Sample The total population was divided into group and samples are collocated randomly from this group. 33 . 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. With tolerable accuracy and completeness. They are selected at stratified random sampling. it directs the questioning process and promotes the clear and proper recording.
A sample size was taken up for the study was 100. Study was mainly conducted with stipulated time of one month given by organization. resisters. Sample size The tool used for collection data is questionnaire. Primary data: The instrument used to collect primary data is a well-designed questionnaire. Questionnaire is a simply formalized scheduled to obtain and record specified and the relevant information with to liable.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. Selected respondents were interviewed through organized questionnaire. SECONDARY DATA: Secondary data are extracted from. records obtained from personnel department. 34 . The questionnaire consisted only the liker scaled responses. The file. the questionnaire is carefully constructed and properly setup.
A Study On Impact Of Welfare Measures On Employee Job Satisfaction 35 .
10000/-.10. 1. 4. of employees to meet educational expenses per academic year. MEDICAL TREATMENT FACILITY: Free medical treatment is being given to workers and staffs in selected dispensary.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. ad 12th standard respectively not more the 2 children of the employees per year. It is recovered from monthly salary on installment basis. EDUCATIONAL LOAN: Interest free educational loan of Rs. 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.000 is sanctioned to all workers and employees. It is maintain by the company on contract basis.100/-is being paid to the children of the employees who are studying up to5th standard. The agreement was passed between White House Management and selected hospitals in and around Chennai and medical allowance also given to supervisory category. CANTEEN: The canteen is available in the company. MARRIAGE LOAN: The marriage loan of Rs. 36 . 10th standard. 2.5000/. Graduation and Diploma studies respectively is being paid to the children. 3. Washing allowance at the value of Rs. FINANCIAL ASSTSTANCE FOR NOTE BOOKS: A sum of Rs.150/-per month is paid to all the employees of company. During the office work time. 6.for professional courses. Rs. 5.
B. 37 . MEDICAL POLICY TO OFFICERS: All the officers and Executives are covered under the Medicals insurance policy. Leprosy. 8. ACCIDENT INSURANCE POLICY The labours in production department are covered under Accident Insurance Policy of Rs. 11.000. 10.. 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. Cancers. FESTIVAL ADVANCE: The employees are granted festival advance of Rs. Kidney transplant and Brain tumor are allowed leave with wage for a maximum period of six months. FREE MEDICAL TREATMENT WITH WAGE FOR MAJOR DISEASES: The employees who suffered from T. 00.A Study On Impact Of Welfare Measures On Employee Job Satisfaction 7.1. The 50% actual treatment cost is met by the Company as per labour Act provisions. for festivals and it is recovered from the salary on two monthly installments. PROVIDENT FUND: Every employee of the company is eligible to enroll in the Employees provident Fund Scheme. 9. and Heart By pass surgery. During the production time.1000/-.
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.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 .
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.the other allowances Response Number of Percentages 39 .A Study On Impact Of Welfare Measures On Employee Job Satisfaction TABLE .3 All. 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 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 .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. 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.
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. Employees 35 43 19 3 100 Percentages 35% 43% 19% 3% 100% Graph-5 42 .A Study On Impact Of Welfare Measures On Employee Job Satisfaction TABLE .
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 .6 er at el y 43 D is sa ti s fi e sa t hl y sa t is f .
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 . 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 .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.
Employees 25 40 20 15 100 Percentages 25% 40% 20% 15% 100% M od TABLE . 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.8 er at el y 45 D is sa ti s fi e tis hl y Sa sa t is f d .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.
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.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 . Employees 20 40 25 15 100 Percentages 20% 40% 25% 15% 100% Graph.9 46 .
Employees 40 34 20 6 100 Percentages 40% 34% 20% 6% 100% Graph-10 47 .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 .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.
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. 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 . 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.
12) The majority of the employees are satisfied with the good and excellent welfare facilities provided by the organization. 9) It is found out that majority of the labours agreed that during festival time only they receive bonus.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. 7) On the whole it is found out that labours are highly satisfied with the safety measures provided in the organization. 5) The majority of the labours are highly satisfied with the procedure provided for pensions and other retirement benefits are excellent in the organisation. 8) It is found out that majority of the labours are highly satisfied with the quality working condition in the organization. 51 . 10) It is found out that majority of labours are satisfied with proper motivational aspects provided by the organisation. 4) It is found out that majority of the e labours are highly satisfied with the recreational facilities that are available in 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. 11) In overall it is found out that majority of the labours are satisfied with benefits and welfare programs provided by the organization.
It is suggested that the group insurance benefits may be improved 3. Bonus may be delivered before 2 week of the festival. 2. 52 . 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.
A Study On Impact Of Welfare Measures On Employee Job Satisfaction 4. the organisation must provide the quality-oriented welfare programmes need to be implemented. The various welfare facilities such as promotion. bonus. CHAPTER X CONCLUSION As labour welfare is playing vital role in organizing and motivating the employees. the organisation should provide a good concentration in improving welfare programmes to labours. Hence. It is suggested that recreation facilities provided by the organisation must be improved to some extent. The canteen facilities must be improved proper manner 5. incentives and others enable the worker to work with high-level motivation and more job 53 .
The employees are more satisfied with their task provided. 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. 54 .