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5) Welfare measures are in addition to regular wage sand other economic benefits
available to employees due to legal provisions and collective bargaining.
6) Employee welfare may be introduced by the employers, government, and
employees or by any social or charitable agency.
7) Employee welfare schemes are flexible and ever changing. New welfare measures
are added to the existing ones from time to time.
The very logic behind providing welfare schemes is to create efficient, healthy,
loyal and satisfied labor force for the organization. The purpose of providing such
facilities is to make their work life better and also to raise their standard of living.
EMPLOYMENT WELFARE
Employee welfare activities benefit not only workers but also the
management in term of greater industrial efficiency.
Employee plays a very important role in the industrial production of the country. The
human resource managers are really concerned with the management of people at work.
It is necessary to secure the cooperation of employee in order to increase the production
and earn higher profits. The Welfare of employee force is possible only when the
workers are fully satisfied with their employer and the working condition on the job. In
the course of time with the introduction of the concept of human resource management
psychological researches convinced them that the worker required something more
important. In addition to providing monetary benefits, human treatments given to
employee play a very important role in seeking their cooperation.
industrial accidents and maternity benefits for women workforce had existed for long, a
major breakthrough in the field of social security came only after independence.
The Constitution of India (Article 41) laid down that the State shall make effective
provision for securing the right to public assistance in case of unemployment, old age,
sickness and disablement and in other cases of underserved want. The Government took
several steps in compliance of the constitutional requirements. The Workmens
Compensation Act (1926) was suitably revised and social insurance programmes were
developed for industrial workers. Provident funds and gratuity schemes were introduced
in most industries, and maternity legislation was overhauled. Subsequently, State
governments instituted their own social assistance programmes. The provisions for old
age comprise pension, provident fund, and gratuity schemes. All the three provisions are
different forms of retirement benefits.
In its broad connotation, the term welfare refers to a state of living of an individual or
group in a desirable relationship with total environment ecological, economic, and
social. Conceptually as well as operationally, labour welfare is a part of social welfare
which, in turn, is closely linked to the concept and the role of the State. The concept of
social welfare, in its narrow contours, has been equated with economic welfare. Pigou
defined it as that part of general welfare which can be brought directly or indirectly into
relations with the measuring rod of money (Pigou, 1962). According to Willensky and
Labeaux, social welfare alludes to those formally organised and socially sponsored
institutions, agencies and programmes which function to maintain or improve the
economic conditions, health or interpersonal competence of some parts or all of a
population. As these goals may not always be realised by individuals through their
efforts alone, the government came into the picture and gradually began to take over the
responsibility for the free and full development of human personality of its population.
Employee welfare is an extension of the term Welfare and its application to employee.
During the industrialization process, the stress on employee productivity increased; and
brought about changes in the thinking on employee welfare. An early study under the UN
observed as follows in our opinion most underdeveloped countries are in the situation
that investment in people is likely to prove as productive, in the purely material sense, as
any investment in material resources and in many cases, investment in people would lead
to a greater increase of the flow of goods and services than would follow upon any
comparable investment in material capital. The theory that welfare expenditure,
especially expenditure on health and education, is productive investment has led to the
view that workers could work more productively if they were given a fair deal both at the
work place and in the community. The concept of employee welfare has received
inspiration from the concepts of democracy and welfare state. Democracy does not
simply denote a form of government; it is rather a way of life based on certain values
such as equal rights and privileges for all. The operation of welfare services, in actual
practice, brings to bear on it different reflections representing the broad cultural and
social conditions. In short, employee welfare is the voluntary efforts of the employers to
establish, within the existing industrial system, working and sometimes living and
cultural conditions of the employees beyond what is required by law, the custom of the
industry and the conditions of the market The constituents of employee welfare included
working hours, working conditions, safety, industrial health insurance, workmens
compensation, provident funds, gratuity, pensions, protection against indebtedness,
industrial housing, restrooms, canteens, crches, wash places, toilet facilities, lunches,
cinemas, theatres, music, reading rooms, holiday rooms, workers education, co-operative
stores, excursions, playgrounds, and scholarships and other help for education of
employees children.
6. It may be noted that not only intra-mural but also extra-mural, statutory as well as
non-statutory activities, undertaken by any of the three agencies- the employers, trade
unions or the government- for the physical and mental development of the worker, both
as a compensation for wear and tear that he undergoes as a part of the production process
and also to enable him to sustain and improve upon the basic capacity of contribution to
the processes of production, which are all the species of the longer family encompassed
by the term Employee welfare
Enabling
workers
to
live
richer
and
more
satisfactory
lives;
4. EFFICIENCY
The fourth principle of employee welfare lays stress on the dictum that to cultivate
welfare is to cultivate efficiency. Even those who deny any social responsibility for
industry do accept that an enterprise must introduce all such employee welfare measures
10
which promote efficiency (Marshall, 1950). It has been often mentioned that workers
education and training, housing, and diet are the three most important aspects of
employee welfare, which always accentuate employee efficiency. Re-personalization
Since industrial organization is rigid and impersonal, the goal of welfare in industry is the
enrichment and growth of human personality. The employee welfare movement seeks to
bring cheer, comfort, and warmth in the human relationship by treating man as an
individual, with quiet distinct needs and aspirations. Social and cultural programmes,
recreation and other measures designed after taking into consideration the workers
interests go a long way in counteracting the effects of monotony, boredom, and
cheerlessness.
5. Co-RESPONSIBILITY
The fifth principle of employee welfare recognizes that the responsibility for employee
welfare lies on both employers and workers and not on employers alone (Moorthy, 1958).
Employee welfare measures are likely to be of little success unless mutuality of interest
and responsibilities are accepted and understood by both the parties, in particular the
quality of responsibility at the attitudinal and organisational level.
Totality of welfare The final principle of employee welfare is that the concept of
employee welfare must permeate throughout the hierarchy of an organization, and
accepted by all levels of functionaries in the enterprise.
11
specific categories of working people. The principal social security laws enacted centrally
are the following:
1. The Workmen's compensation Act, 1923 (WC. Act)
2.The
Employees
State
Insurance
Act,
1948
(ESI
Act)
3. The Employees' Provident Funds and Miscellaneous Provisions Act, 1953 (EPF & MP
Act)
4. The Maternity Benefit Act, 1961 (MB Act)
5. The Payment of Gratuity Act, 1972 (PG Act) The EPF and MP Act are administered
exclusively by the Government of India through the EPFO. The cash benefits under the
ESI Act are administered by the Central Government through the Employees State
Insurance corporation (ESIC), whereas medical care under the ESI Act is being
administered by the State Government and Union Territory Administration. The Payment
of Gratuity Act is administered by the Central Government in establishments under its
control, establishments having branches in more than one State, major ports, mines, oil
fields and the Railways and by the State Governments and Union Territory
Administrations in all other cases. In mines and circus industry, the provisions of the
Maternity Benefit Act are being administered by the Central Government through the
Chief employee Commissioner (Central) and by the State Governments in factories,
plantations and other establishments. The provisions of the WC Act are being
administered exclusively by State Governments. Programmes of the State Sector
Important programmes undertaken by the State Governments relate to diversification and
expansion of the vocational training programme, improvement in the quality of training
and extension of training opportunities for women, the World Bank-assisted Vocational
Training Project, extension and modernization of employment services, strengthening of
employee administration, rehabilitation of bonded employee, welfare of rural and urban
unorganized employee etc. Social security is the pillar of employee welfare
The concept of social security has been mentioned in the early Vedic hymn which wishes
everyone to be happy, free from ill- health, enjoy a bright future and suffer no sorrow.
The phrase social security is, therefore, a new name for an old aspiration. Today is based
on the ideals of human dignity and social justice. Social security is defined as the
12
security that society furnishes, through appropriate organization, against certain risks to
which its members are exposed. These risks are essentially contingencies against which
the individual, who has small means, cannot protect himself. These contingencies include
employment injury, sickness, disablement, industrial disease, maternity, old age, burial,
widowhood, orphan hood and unemployment. Social security is also broadly defined as
the endeavor of the community, as a whole, to render help to the utmost extent possible
to any individual during periods of physical distress inevitable on illness or injury and
during economic distress consequent on reduction or loss of earnings due to illness,
disablement, maternity, unemployment, old age or death of working member. Social
security thus provides a self-balancing social insurance or assistance from public funds or
a combination of both. Though social security programmes vary from country to country,
their three major characteristics are: they are established by law; they provide some kind
of cash payment to individuals to replace at least a part of their lost income that our due
to such contingencies as unemployment, maternity, work injury, invalidism, sickness, old
age and death; the benefits or services are provide in three major ways:
1 Social insurance,
2 Social assistance or
3 Public service
SOCIAL INSURANCE:
The features of social insurance are:
1) It is financed entirely by or mainly from the common monetary contributions of
workers, employers and the state..
2) The state and the employers make major contribution to this fund, while the employees
pay only a nominal amount.
3) When there is total or partial loss of income, these benefits, within limits, ensure the
maintenance of the beneficiarys minimum standard of living.
4) Social insurance benefits are granted without an examination of an individuals need
and without any means test, without affecting the sense of self respect of the beneficiary.
13
5) These benefits are so planned as to cover, on a compulsory basis, all those who are
sought to be covered. Social insurance reduces the suffering arising out of the
contingencies faced by an individual contingencies which he cannot prevent.
Social insurance is different from commercial insurance, for the latter is voluntary and is
meant for the better paid section of the population, and its benefits are in proportion to
the premiums paid; it offers protection only against individual risks and does not aim at
providing a minimum standard of living.
SOCIAL ASSISTANCE:
Social assistance is provided as a supplement to social insurance for those needy people
who cannot get social insurance payments, and is offered after a means test. The general
revenues of the government provide the finance for social assistance payments, which is
made available as a legal right to those workers who fulfill given conditions. Social
assistance and social insurance go side by side. Social assistance programmes cover such
programmes as unemployment assistance, old age assistance, public assistance and
national assistance. Social security is the combination of social assistance and social
insurance. Social insurance, however, falls midway between the two, for it is financed by
the state as well as by the insured and their employers; whereas social assistance is given
gratis to the needy by the state or the community
PUBLIC SERVICE:
Public service programmes constitute the third main type of social security. They are
financed directly by the government from their general revenues in the form of cash
payment and services to every member of the community falling within the defined
category. This kind of public service is currently available in a number of countries in the
form of national health service providing medical care for every person in the country,
old-age pension, pension for invalidism, survivors pension to every widow or orphan,
and a family allowance to every family having a given number of children. Although
these social security programmes have different characteristics, it is not always easy to
draw a line of demarcation among them. In many cases, two or even three programmes
14
have common characteristics. Apart from state there are many other agencies which
provide se4curity against contingencies. In many countries trade union have their own
sickness, old-age, unemployment schemes. Saving funds, sickness benefits and old-age
pensions have also been provided by a large number of organizations to their
employees.The underlying idea of social security measures is that a citizen, who has
contributed, or is likely to contribute to his countrys welfare, should be given protection
against certain hazards. The 1952 ILO convention on social security (minimum
standard) divided.
15
16
17
EMPLOYEE
PROVIDENT
FUND
AND
MISCELLANEOUS
PROVISIONS ACT,1952
EMPLOYEE PROVIDENT FUNDS SCHEME
(1) The Central Government may by notification in the Official Gazette frame a Scheme
to be called the Employees' Provident Funds Scheme for the establishment of provident
funds under this Act for employees or for any class of employees and specify the
establishments or class of establishments to which the said Scheme shall apply and there
shall be established as soon as may be after the framing of the Scheme a Fund in
accordance with the provisions of this Act and the Scheme.
(1A) The Fund shall vest in and be administered by the Central Board constituted under
section 5A.
(1B) Subject to the provisions of this Act a Scheme framed under sub-section (1) may
provide for all or any of the matters specified in Sch. II.
(2) A Scheme framed under sub-section (1) may provide that any of its provisions shall
take effect either prospectively or retrospectively on such date as may be specified in this
behalf in the Scheme.
practicable with the variation in the cost of living index number applicable to such
workers (hereinafter referred to as the "cost of living allowance"); or
(ii) a basic rate of wages with or without the cost of living allowance and the cash value
of the concessions in respect of suppliers of essential commodities at concession rates
where so authorized; or
(iii) an all-inclusive rate allowing for the basic rate the cost of living allowance and the
cash value of the concessions if any.
(2) The cost of living allowance and the cash value of the concessions in respect of
supplied of essential commodities at concession rate shall be computed by the competent
authority at such intervals and in accordance with such directions as may be specified or
given by the appropriate government.
19
(b) By notification in the Official Gazette publish its proposals for the information of
persons likely to be affected thereby and specify a date not less than two months from the
date of the notification on which the proposals will be taken into consideration.
(2) After considering the advice of the committee or committee appointed under clause
(a) of sub-section (1) or as the case may be all representations received by it before the
date specified in the notification under clause (b) of that sub-section the appropriate
government shall by notification in the Official Gazette fix or as the case may be revise
the minimum rates of wages in respect of each scheduled employment and unless such
notification otherwise provides it shall come into force on the expiry of three months
from the date of its issue :
Provided that where the appropriate government proposes to revise the
minimum rates of wages by the mode specified in clause (b) of sub-section (1) the
appropriate Workmen's Compensation Act, 1923
20
he knew to have been provided for the purpose of securing the safety of workmen,
(2) If a workman employed in any employment specified in Part A of Schedule III
contracts any disease specified therein as an occupational disease peculiar to that
employment, or if a workman, whilst in the service of an employer in whose service he
has been employed for a continuous period of not less than six months (which period
shall not include a period of service under any other employer in the same kind of
employment) in any employment specified in Part B of Schedule III, contracts any
disease specified therein as an occupational disease peculiar to that employment, or if a
workman whilst in the service of one or more employers in any employment specified in
Part C of Schedule III, for such continuous period as the Central Government may
specify in respect of each such employment, contracts any disease specified therein as an
occupational disease peculiar to that employment, the contracting of the disease shall be
deemed to be an injury by accident within the meaning of this section and, unless the
contrary is proved, the accident shall be deemed to have arisen out of, and in the course
of, the employment :
Provided that if it is proved, - (a) that a workman whilst in the service of one or more
employers in any employment specified in Part C of Schedule III has contracted a disease
specified therein as an occupational disease peculiar to that employment during a
continuous period which is less than the period specified under this sub-section for that
employment, and
(b) That the disease has arisen out of and in the course of the employment; the
contracting of such disease shall be deemed to be an injury by accident within the
meaning of this section :
Provided further that if it is proved that a workman who having served under any
employer in any employment specified in Part B of Schedule III or who having served
under one or more employers in any employment specified in Part C of that Schedule, for
a continuous period specified under this sub-section for that employment and he has after
the cessation of such service contracted any disease specified in the said Part B or the
said Part C, as the case may be, as an occupational disease peculiar to the employment
21
and that such disease arose out of the employment, the contracting of the disease shall be
deemed to be an injury by accident within the meaning of this section.
(2) If a workman employed in any employment specified in Part C of Schedule III
contracts any occupational disease peculiar to that employment, the contracting whereof
is deemed to be an injury by accident within the meaning of this section, and such
employment was under more than one employer, all such employers shall be liable for the
payment of the compensation in such proportion as the Commissioner may, in the
circumstances, deem just.
(3) The Central Government or the State Government, after giving, by notification in the
Official Gazette, not less than three months' notice of its intention so to do, may, by a like
notification, add any description of employment to the employments specified in
Schedule III, and shall specify in the case of employments so added the diseases which
shall be deemed for the purposes of this section to be occupational diseases peculiar to
those employments respectively, and thereupon the provisions of sub-section (2) shall
apply In the case of a notification by the Central Government, within the territories to
which this Act extends or, in case of a notification by the State Government, within the
State as if such diseases had been declared by this Act to be occupational diseases
peculiar to those employments.
(4) Save as provided by Sub-sections (2), (2A) and (3), no compensation shall be payable
to a workman in respect of any disease unless the disease is directly attributable to a
specific injury by accident arising out of and in the course of his employment.
(5) Nothing herein contained shall be deemed to confer any right to compensation on a
workman in respect of any injury if he has instituted in a Civil Court a suit for damages in
respect of the injury against the employer or any other person; and no suit for damages
shall be maintainable by a workman in any Court of law in respect of any injury - (a) if
he has instituted a claim to compensation in respect of the injury before a Commissioner;
or
22
(b) if an agreement has been come to between the workman and his employer providing
for the payment of compensation in respect of the injury in accordance with the
provisions of this Act.
4. AMOUNT OF COMPENSATION. - (1) Subject to the provisions of this Act, the
amount of compensation shall be as follows, namely :- (a) where death results an amount
equal to fifty from the injury cent of the monthly wages of the deceased workman
multiplied by the relevant factor; or an amount of fifty thousand rupees, whichever is
more;
IMPORTANT BENEFITS
The important benefits of welfare measures can be summarized as follows:
a) They
provide
better
physical
and
mental
health
to
workers
and
23
c) Employers get stable labor force by providing welfare facilities. Workers take
active interest in their jobs and work with a feeling of involvement and
participation.
d) Employee welfare measures increase the productivity of organization and
promote healthy industrial relations thereby maintaining industrial peace.
e) The social evils prevalent among the labors such as substance
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25
COMPANY PROFILE
Glimpses On The Birth Of Coca-Cola
John Smyth first introduced the refreshing taste of Coca Cola in Atlanta. It was May of
1886 when the pharmacist caramel syrup in a three legged brass kettle in his backyard.
He first distributed the new product carrying Coca-Cola in a jug down the street to
Jacobs Pharmacy. For five cents, consumers could enjoy a glass of Coca-Cola at the Soda
Fountain. Whether by design or accident carbonated water was teamed with the new
syrup producing a drink that was proclaimed Delicious And Refreshing.
Dr. Pemberton partner and bookkeeper frank M Robinson, suggested the name and
panned Coca cola in the unique flowing script that is famous worldwide today. Mr.
Robinson thought the two C,S would look well in advertising.
By 1886, sales of Coca-Cola averaged nine drinks per day. That first year, Dr Pemberton
sold 25 Gallons of syrup, shipped in bright red wooden kegs. Red has been a distinctive
color associated with the No-1 soft drink brand ever since. For his effort, Dr Pemberton
grossed $5o and spent $73.96 on advertising.
In 1891, Atlanta entrepreneur, Asa G. Candler had acquired complete ownership of the
Coca-Cola business. With in four years, his merchandising flair helped expand
consumption of Coca-Cola every state and territory. In 1919 Coca Cola Company was
sold to group of inventors for $25 million. Robert W.Woodruff became president of the
Coca Cola in 1923, and his more then six decades of leadership took the business to
unrivalled heights of commercial success making Coca Cola an institution the world over.
26
But the coca cola people are finding it hard to deep away Pepsi, which has been
narrowing the gaps regularly. The two are posing threats for each other in every nook and
corner of the world. While coca cola has been earning most of the part of its red and
butter through beverages sales but Pepsi has a multi product port folio with a handsome
portion from the same business.
Both the competitors have a distinct vision and properties about the Indian soft drink
market. though having so much difference and distances with each other ,they both
consider India a huge potential market ,as per capita consumption here is a mere three
serving annually against the world average of 80.therefore ,they are putting in their best
effort to woe the India consumer who has to work for 1.5 hour to buy a bottle soft drink
in comparison to the international norms of 5 minutes, a major hurdle to cross over for
both the athletes or getting no.1 position.
Coca cola is well with its 53 bottling sites throughout the country giving it an edge over
competition by processing a well built and distribution set up. On the other hand , Pepsi,
with 2 more years in India , has been able to set an image of winner this time in India
and get the pulse of India soft drink The soft drink giants are Leaving on stone unturned
and her for the Long terms. Coca cola has been penetrating the market through its
wide product range with a determination to change consumption pattern of soft drink in
27
India. Firstly, they upgraded the whole industry by introducing 300 ml bottles, which in
turn had given the industry a booming growth of 20% as compared to the earlier 5%.
They want to develop a Coca culture and are working on a strategy to offer soft drink in
every possible package. In Coca cola cap, the idea of competition has not come from
Pepsi, but from the other beverages such as Tea, Coffee, Nimbu Pani, and Water etc.
Pepsi is quite aggressive in its approach to Indian consumer. They are desperately
working on the strategy to be winners in the hot cola war between two big banners.
According to Pepsi philosophy, its the madness encourages executive to think, to conjure
up those creative tactics to knock the fizz out there competition. Pepsi had plumbed a
large on the visibility of its blue red and white logo. They have been going with
aggressive marketing by putting Sachin Tendulker, Akshay Kumar, and now Shahrukh
Khan in their advertisement to endorse their brand, the role models for its targeted
consumer the teenagers. They have increased the fizz in the market place by introducing
the dispensers called Fountain Pepsi and has been enjoying a lead over its rival there.
Coca Cola on the other hand, has been working on the saying slow and steady wins the
race, side by side retailing to every more of its competitor. They have produced the
shield of Thums Up with a handsome Markey share in Indian soft drink market.
Countering Pepsis international commercial that used two chimpanzees to cock a snoop
at coke. Thums Up has been positioned now very near to that young image of Pepsi and
giving it a tuff time.
These cool merchants have put every thing on fire .if coke get the status of the official
drink of wills world cup, Pepsi blushed as nothing official about it. as Thums up
projected as sare jaha se accha, Pepsi was passionate enough with freedom to be and
now the yeh dil mange more. When Thums up came with thunder blast.
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The Coca -Cola company is the world" leading manufacturer and distributor of
non-alcoholic bevarage concentrates and syrups, with world headquarters in Atlanta,
Georgia. The company and its subsidiaries in nearly 200 countries around the world
manufacture and sell over 230 other company soft drink brands.
By contract with the Coca-Cola Company and it's local subsidiaries, which employs
nearly 34,000 people around the world, local businesses are authorized to bottle
and sell company soft drinks within the local boundaries and under conditions that ensure
the highest standards of quality and uniformity.
Company's objectives
Company's mission must be turned in to specific objectives for each level of management
in a system known as management by objectives the most common objectives are:
Profitability
Sales growth
Market Share
Improvement
Risk Diversification
Innovation
Satisfy the customer
Indian History
Around 1948 the first branded soft drink in the Indian market. This soft drink was
named as Gold Spot. Before Coco-Cola entered the country to dominate the scene in
1950, Parle Exports Pvt.Ltd. was the first Indian company to introduce a lemon soft
29
drink.This drink was known as Limca and it was introduced in 1970. However before this
they had introduced Cola Pepine which was withdrawn in face of tough competition from
Coca-Cola.
In the year 1977 Coca-Cola left Indian market and this brought in an opportunity for
various Indian companies to show their caliber. At this time a new soft drink was
introduced by Parle products and this was color. This drink was introduced with mighty
saying "happy days are here again". As if happy days went away with Coca-Cola. There
was another company named pure drink, which introduced the soft drink named Campa
-Cola along with arrange and lemon flavours.
Just after this many more companies entered the soft drink market. A soft drink name
double. I had been introduced by a company Morden bakers. Another company Mohan
meakins also came up with a Soft drink named Mary & puch up, Mc Dowell came with
thrill.,. Push and Sprint.
Previously there was no competition in the Indian soft drink market but with all
companies coming in the Indian market a huge competition was place with college
advertisements. But in the year 1988 Pepsi was given permission to sell its soft drinks in
the Indian market by the Government of Indian. Coca Cola also come back in the year
1993.
Coca-Cola in India
The Coca-Cola company entered India in early 1950, it setup four bottling plants at
Bombay, Calcutta, Kanpur and Delhi.
In 1950, as were negligible companies in the Indian market therefore Coca-Cola did not
faced much competition and they were accepted in Indian market more easily. The brand
was accepted by all age group. The full credit must go to coca-cola for making soft
drinks popular in Indian by end of 1977.Coca-Cola had captured more than 45% of
market share in India Then Coca-Cola left Indian following public regulations the
company was required to Indianise or close operation come to an end in July 1977.
30
Coca-Cola come back in the year 1993 after liberalization and was launched at Agra with
the slogan "Old wave have come to Indian again". At the time parle was the leader in the
soft drink market and had more than 60% of the total shore in soft drink. Coca-Cola
joined hands with Parle and to enter India after 17 years. By striking a 40 million deal
with Parle. Coke almost made a clear sweep and made its good as " To become all time
all occasion drink not a special treat beverage."
31
The first year, in 1886, Dr.Pemberton sold twenty five gallons of his syrup which earned
him total revenue of just fifty dollars. By the next year, because of he is poor health
condition, he began to sell off his company. Five years later, man by the name of Asa
G.Candlar, had acquired total control of the Coca-Cola became a patented product in the
United States.
Its popularly would not stay within the United States for long, though, because in the year
of 1906, Cola-Cola was bottled in Cuba and in Panama. Bottling operations were soon
start ed in Hawall the next year, then in the Phillipines, France, Belgium, Bermunda,
Colombia, the Honduras, Italy, Mexico, Haiti, and Burma in later years. By the year of
1940, the famous soft drink was bottled in forty country.
TRADE MARKS
Our trademarks are our most valuable assets. The trademark Coca-Cola was registered
with the U.S. patent and trademark office in 1893, followed by Coke in 1945 the
unique contour bottle, familiar to consumers every when, way granted registration is a
trademark by the U.S. patent and trademark office in 1977, in honor awarded to few other
32
packages. In 1982, the Coca Cola Company introduced Diet Coke is U.S. consumer
marking the first extension of me companys most precious trademark to another product
later years saw the introduction DP additional products bearing the Coca Cola name
which now EMCON passes a powerful line of six Coal products.
Today, the worlds favorite soft drink Coca Cola the world best known and most admired
trademark; recognized by more than 90 percent of the world population.
Product ADVANCEMENT
In 1985, a new Cola emerged from laboratory research. Through internal evaluation and
thousand by blind taste tests, consumer said they preferred it over both Coca Cola and its
primary competition. As a result, in April 1985, the company proudly introduced the new
taster of coke the first change in the secrete formula since my product way created in
1886.
The launch of Coke with the new taste took place in the United State and Canada.
Consumer respected with an unprecedented and new famous out pouring of loyalty and
offering for me original formula of Coca-cola returned & Coca-Cola classic. In 1986,
Coca-Cola classic became and still remains, the nations top-selling soft drink.
33
2) We will recognize the positive contributions that we make as individuals and team
members to produce our business success.
3) We will encourage a learning environment where people can constantly grow,
develop and contribute.
4) We will strive for excellence and seek continuous improvement in everything we
do.
5) We will respect all stakeholders, including employees, partners and suppliers and
instill them with a passion to deliver the highest quality goods and service.
6) We will foster initiative and creativity by empowering individual to attain welldefined objectives.
34
Suppliers as an opportunity to make reasonable profits when creating real valueadded in an environment of system wide teamwork, flexible business system and
continuous improvement.
35
36
OBJECTIVE
cola
To know about the employee welfare system in coca-cola
To study the impact of welfare system on the performance of employees
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REVIEW OF LITERATURE
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respondents were satisfied with the job they were doing (73 percent), and a majority was
also found to be dissatisfied with the company in which they are working (75 percent).
The researcher further explained that the nature and content of the job is the driving force
behind satisfaction, whereas apprehensions and operational problems leading to doubts
about long-term survival of the company are indicators of dissatisfaction.
Rahad (1995) investigated factors related with job satisfaction in the article titled Factors
Related with Job Satisfaction of Village Extension Workers in Training and Visit System.
240 village extension workers in the Amravati division of the Vidorabha region in
Maharashtra State formed the sample of the study. Findings revealed that a majority of
109 the respondents were moderately satisfied about their job (70.42 percent), while the
proportion of highly satisfied respondents was rather small (16.25 percent).
Maheshwari and Gupta (2004) in their study on Professional Satisfaction of Home
Scientists Working in Krishi Vigyan Kendras of India measured the professional
satisfaction of home scientists working in Krishi Vigyan Kendras of India. Their research
was conducted in 170 Krishi Vigyan Kedras of India, with a sample of 90 training
associates in home science. The findings of the study indicated that half of the training
associates were satisfied with their profession, while a fairly large number (42.2 percent)
were found partially satisfied. Only few training associates were in the category of high
satisfaction (4.5 percent) and dissatisfaction (3.3 percent).
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RESEARCH METHODOLOGY
RESEARCH DESIGN
First, a secondary research was conducted, keeping in mind the topic of study, to gain
a clear insight of the topic .For this, I consulted many books, manuals and theories.
This helped me in designing and framing the right kind of questions. The proper
design helped in selection of relevant questions for the study .The following questions
was then proposed to be studied, under descriptive research which helped me in
analysis.
SELECTION OF RESPONDENTS
Our respondents had attended the following training programmes.
1. ISO- 9000 awareness programme.
2. Workers Education Programme.
3. Supervisory Development Programme.
We met only those participants who were working either in A shift, B, shifts or in
General shift. To meet the participants who were in C shift, B shift or in General
shift. To meet the participants who were in C Shift at that time, was not possible for us.
(C Shift is from 11.30p.m. to 7.30 a.m.)
We took interview of those with whom we could meet at work place. We took 30
interviews from participants and thereby filled Part -I Schedules. Alongwith which we
took interview of D.Os. Internal Faculties, etc. by filling Part II Schedules.
DESCRIPTIVE METHODS
Tool is an instrument, which is used in all types of work. In this study our tool were two
types of schedules. One schedule was used for the trainees or participants and another
one was used for the Trainers, D.Os etc. As we had to evaluate the training. Just after
framing the schedules, Pilot Study was conducted for the purpose of pre-testing. Then
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both the schedules were finalized. we separately met both types of people and before
taking interview, rapport was established for effective communication and coordination.
During the interview, interviewees were observed and I also talked on some out- of
topic matters so that interview became interest and interviewees showed their interest.
We tried our best for cultivating such feelings among the interviewees that they and their
performance of any such activities were not being questioned and the confidentiality
would be secured.
Analytical tools
For the representation of analysis of the research various analytical tools like bar
diagrams, pie charts and line graphs have been used; these analytical tools have really
proved to be of great help for the purpose of study for which % (Percentage) method has
also been utilized.
SOURCES OF DATA
Primary source
Primary source of data collection is used under the study, questionnaire were
prepared to conduct the study
Sample space
Employees including executives and non-executives of Hindustan Coca Cola are
distributed
Secondary source
Secondary source of data collection was done to gain a clear insight of the topic. The
research was conducted from various books, journal, and manuals for conducting
primary research.
The information was mainly obtained from three sources.
a. PRIMARY DATA: Informal conversations were the source of information regarding
the training methods already followed and identification of the training needs of the
workers.
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44
45
A
B
Total
Description
Yes
No
No. of Responds
90
10
100
% of Respondents
90%
10%
100%
Above the table presents the opinions of sample respondents on the statement that
90% employees are agreed YES and remaining 10% employees are not agreed NO that
the employee welfare scheme necessary for an employee.
Chart No 1
2)
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Table No 2
Sl.No
A
B
+Total
Description
Yes
No
No. of Responds
0
100
100
% of Respondents
0%
100%
100%
Above the table presents the opinions of sample respondents on the statement that 100%
employees are disagreed No that the company provide bus facility for employee.
Chart No 2
3)
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Table No - 3
Sl.No
A
B
Total
Description
Yes
No
No. of Responds
100
0
100
% of Respondents
100%
0%
100%
Above the table presents the opinions of sample respondents on the statement that
100% employees are agreed yes that the company provide bus facility for employee.
.
Chart - 3
4)
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Table No - 4
Sl.No
1
2
3
Total
Description
Good
Average
Poor
No. of Responds
20
50
30
100
% of Respondents
20%
50%
30%
100%
Above the table presents the opinions of sample respondents on the statement that
20% is good, 50 % is average and remaining 30% poor that the employees employee
feeling about the organization.
Chart 4
Sl.No
A
Description
Yes
No. of Responds
80
49
% of Respondents
80%
B
Total
No
20
100
20%
100%
Above the table presents the opinions of sample respondents on the statement that
80% employees are agreed Yes that the company provide bus facility for employee
Chart 5
6)
Does the company give (or) issue bonus, incentives etc.. to motivate the
employees
Sl.No
A
B
Total
Description
Yes
No
No. of Responds
80
20
100
50
% of Respondents
80%
20%
100%
Above table presents the opinions of sample respondents on the statement that
80% Aged employees are not agreed and 20% of the are not agreed that the company gives
(or) issue bonus incentives ect to motivate the employee
Chart 6
7)
Were the employee welfare programs influence over the employee performance?
Sl.No
A
B
Total
Description
Yes
No
No. of Responds
80
20
100
51
% of Respondents
80%
20%
100%
Above table presents the opinions of sample respondents on the statement that
80% Aged employees are agreed and 20% of the are not agreed that the employers welfare
programs influence over the employee performance.
Chart 7
8)
A
B
Total
Description
Yes
No
No. of Responds
90
10
100
52
% of Respondents
90%
10%
100%
Above table presents the opinions of sample respondents on the statement that 90%
employees are agreed and 10% of they are not agreed that the employee refreshment like
Tea, Snacks should be provide
Chart - 8
9)
1
2
3
Total
Description
Very much
Satisfied
Dissatisfied
No. of Responds
10
20
70
100
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% of Respondents
10%
20%
70%
100%
Above table presents the opinions of sample respondents on the statement that
10% very much and 20% satisfied, 70% dissatisfied that the employee feel above the
quarter facility.
chart 9
10)
Does the company provide education facilities for the employees children?
Table 10
Sl.No
A
B
Total
Description
Yes
No
No. of Responds
90
10
100
54
% of Respondents
90%
10%
100%
Above table presents the opinions of sample respondents on the statement that
90% employees are agreed and 10% of the are not agreed that the company provides
education facility for all employee children.
Chart 10
11)
1
2
3
Total
Description
Very High
Medium
Low
No. of Responds
20
30
50
100
% of Respondents
20%
30%
50%
100%
From the above table, out of 100 sample respondents 20% of the employees feel very
high, 30% of the employees feel medium and the remaining 50% of the employees
felt dissatisfied.
Chart - 11
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12)
Sl.No
1
2
3
Total
Description
Good
Better
Poor
No. of Responds
20
30
50
100
% of Respondents
20%
30%
50%
100%
From the above table, out of the 100 sample respondents 20% of the employees feel
good, 30% of them feel better and remaining 50% of the employees felt poor.
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Chart - 12
13)
Sl.No
1
2
3
Total
Description
Very much
Satisfied
Not Satisfied
No. of Responds
20
50
30
100
% of Respondents
20%
50%
30%
100%
From the above table out of the 100 sample respondents 20% of the employees feel
very much, 50% of employees of the employees feel satisfied and the remaining 30%
of the employees feel not satisfied.
Chart 13
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14)
Table 14
Sl.No
A
B
Total
Description
Useful
Not useful
No. of Responds
90
10
100
% of Respondents
90%
10%
100%
Above table presents the opinions of sample respondents on the statement that
90% employees are useful and 10% of the employees are not use ful that the training
programs are useful for you in your company.
Chart 14
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15)
Table 15
Sl.No
A
B
Total
Description
Yes
No
No. of Responds
90
10
100
% of Respondents
90%
10%
100%
Above table presents the opinions of sample respondents on the statement that
90% employees are
agreed and
that the
organization encouraging potentiality of the employee though some education facility like
games, cultural programs.
Chart 15
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16)
Description
Satisfied
Somewhat satisfied
Not satisfied
No. of Responds
20
50
30
100
% of Respondents
20%
50%
30%
100%
Above table presents the opinions of sample respondents on the statement that
20% satisfied 50% somewhat satisfied 30% not satisfied that the feel about the
organization encouraging though some cultural programs and games.
Chart 16
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17)
Sl.No
1
2
3
Total
Description
Good
Average
Poor
No. of Responds
30
50
20
100
% of Respondents
30%
50%
20%
100%
Above table presents the opinions of sample respondents on the statement that
30% good 50% average 20% poor that the rate security measures of the organization in
various deportments.
Chart 17
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18)
Sl.No
1
2
3
Total
Description
Good
Average
Poor
No. of Responds
30
50
20
100
% of Respondents
30%
50%
20%
100%
Above table presents the opinions of sample respondents on the statement that
30% good 50% average 20% poor employee employee realization ship in the
organization.
Chart 18
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19)
Table 19
Sl.No
1
2
3
Total
Description
Good
Average
Poor
No. of Responds
10
50
40
100
% of Respondents
10%
50%
40%
100%
Above table presents the opinions of sample respondents on the statement that
10% good 50% average 40% poor that you feel about the library.
Chart 19
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20)
Table 20
Sl.No
1
2
3
Total
Description
20-40
40-60
60-100
No. of Responds
20
60
20
100
% of Respondents
20%
60%
20%
100%
From the above table out of the 100 sample respondents 20% of the employees feel
20-40, 60% of employees of the employees feel 40-60 and the remaining 20% of the
employees feel 60-100.
Chart 20
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CONCLUSION
Organization welfare facilities & Programs good
More number of the Employees satisfied with the Fringe benefits.
Medical Facilities to the Employees in the organization somewhat good.
Drinking Water Facilities Good.
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70% of the Employees were satisfied with the salary provided by the company.
Training programs were useful to the employees.
Rest Rooms / Shelter Facilities are good.
Employees satisfaction about provident fund & Gratuity average.
Employees want more improvement in welfare programs and facilities.
Employee relationship with management is good.
Compensation for accidents to the Employees Average.
SUGGESTIONS
In my opinion more number of Employees was satisfied by the welfare
measures provided by the company. Remaining of the employees was not
satisfied. They suggested further improve welfare activities.
In the organization more number of Employees was satisfied with the Fringe
benefits. Increase the Fringe benefits remaining employees also feel Satisfy.
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65% of the
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QUESTIONNAIRE
Employee Name:
Designation :
Department:
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1)
Yes
b)
No
)
2)
Yes
b)
No
)
3)
4)
No
Good
b)
Average
c)
Poor
6)
b)
5)
Yes
Yes
b)
No
Does the company give (or) issue bonus, incentives etc.. to motivate the
employees
a)
7)
Yes
b)
No
Yes
b)
No
No
10)
No
9)
b)
Were the employee welfare programs influence over the employee performance?
a)
8)
Yes
Yes
b)
Does the company provide education facilities for the employees children?
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a)
11)
12)
Yes
A. Good
C. Poor
(
B. Average
C. Poor
(
B. Average
C. Poor
15)
B. Average
14)
No
13)
b)
Yes
b)
No
16)
B. No
17)
(
B. Average
C. Poor
18)
C. Poor
19)
B. Average
B. Average
C. Poor (
(
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)
)
A. Good
20)
B. Average
C. Poor
A)
C) 60-100
20-40
B) 40-60
BIBLIOGRAPHY
Hindustan Coca Cola Beverages Pvt. Ltd. Intranet Services.
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