Project 5

A STUDY ON EMPLOYEE WELFARE MEASURES
WITH REFERENCE TO MARIS ASSOCIATES

(P) LTD., TUTICORIN
A PROJECT REPORT
Submitted by
SOUNDARYA.S
(Reg.No:951013631028)
In partial fulfilment for the award of the degree
Of
MASTER OF BUSINESS ADMINISTRATION
ANNA UNIVERSITY
CHENNAI
JUNE - 2015
BONAFIDE CERTIFICATE
This is to certify that the project report entitled A STUDY ON EMPLOYEE
WELFARE MEASURES WITH REFERENCE TO MARIS ASSOCIATES (P)
LTD., TUTICORIN submitted in partial fulfillment of the requirement for the award of
the Degree of Master of Business Administration to Anna University, Chennai is a
bonafide project work carried out by S.SOUNDARYA under my guidance and that no
part of this project has been submitted earlier for the award of any degree/diploma or
other similar titles and this work has not been published in part or full in any magazine or
journal.
Signature of the Supervisor Head of the Department

Mr. M.Saravanan, Dr. P.Muthu Kumar,
Assistant Professor / MBA HOD of Management Studies
Infant Jesus College of Engineering Infant Jesus College of Engineering
Keelavallanadu, Tuticorin District Keelavallanadu, Tuticorin District.
Viva voce held on _________________
Internal Examiner External Examiner

ABSTRACT
Research project titled A STUDY ON EMPLOYEE WELFARE MEASURES

WITH REFERENCE TO MARIS ASSOCIATES (P) LTD., In this project the
researcher has tried to convey about the importance of Labour Welfare Measures.
Convenience random sampling method is adopted to carry out the study. Out of 1300
employees, 400 employees were selected randomly covering almost all the departments.
A questionnaire method was adopted to know the options of the employees regarding
employee welfare measures on each statement.
The main objective of the study was to analyze the various welfare measures
provided by the company. The suggestions were based on the major findings of this is
study. This analysis of welfare measures is provided probably good to the company. If the
adopt the suggestion given in the project. The researcher hopes that the company will
satisfy all the employees at high level which ultimately helps the organization to improve
the employee effectiveness in order to obtain the organizational goals through employee
welfare.
ACKNOWLEDGEMENT
I thank the lord Almighty for giving me the knowledge and strength in completing
this project.
I would like to acknowledge my sincere thanks to our beloved The Chairman,
Directors and Principal of Infant Jesus College of Engineering, Tuticorin District for
giving me an opportunity to do this project.
I would like to thank Dr.P.MUTHUKUMAR, M.A., M.Phil., MBA., Ph.D.,
Head of the Department of Management Studies for his moral support during the project.
I am grateful to Prof.M.Saravanan(Internal Guide) Assistant Professor in the
Department of Management Studies for the support and valuable guidance to complete
the project.
I express my sincere gratitude to all the faculties of the Department of
Management Studies for their valuable help and assistance.
I extend my warm gratitude to the Management of MARIS ASSOCIATES (P)
LTD, TUTICORIN, for having given me this opportunity to do my project work. At this
juncture, I extend my sincere thanks to Ms.S.SUGUNA, (External Guide) HR Manager
and Mr.GURUSRAJAN Training in-charge for helping me and guiding me throughout
my project work. I would also like to thank all the staff of Maris associates (P) ltd., who
have provided me a continuous support and encouragement in completing this project.
I offer my deepest gratitude to my parents for their love and support and for being
my source of inspiration.
Finally I thank all the people who have extended their support to make this project
a grand success.
S.Soundarya
TABLE OF CONTENTS
PAGE
CHAPTER NO TITLE NUMBER
1.1 INTRODUCTION
1
1.2 STATEMENT OF THE PROBLEM 7
1.3 IMPORTANCE OF STUDY 7
1.4 OBJECTIVE OF THE STUDY 8
1.5 STATEMENT OF HYPOTHESIS 8
1.6 SCOPE OF THE STUDY 9

CHAPTER
I 1.7 AREA OF THE STUDY 9
1.8 PERIOD OF THE STUDY 9
1.9 LIMITATIONS OF THE STUDY 9
1.10 TYPE OF RESEARCH 10
1.11 SAMPLING DESIGN 10
1.12 SOURCES OF DATA 10
1.13 TOOLS FOR DATA ANALYSIS 11
1.14 SCHEME OF REPORTING 13

CHAPTER 2.1. INDUSTRY PROFILE 14
II
2.2. COMPANY PROFILE 21
CHAPTER REVIEW OF LITERATURE 27 34

III
CHAPTER WELFARE MEASURES OF MARIS 35 76
IV ASSOCIATES
CHAPTER 5.1. FINDINGS 77
V
5.2.SUGGESTIONS 78
5.3.CONCLUSION 79
BIBLIOGRAPHY
APPENDICES
LIST OF TABLES
TABLE NO PARTICULARS PAGE NO
4.1 From How many years have been working with this organization 36
4.2 Quality of uniforms in an organization 37
4.3 Employees satisfaction level on working hours in the organisation 38
4.4 Employees satisfaction level on salary packages provided 39
4.5 OT allowances offered by the organization 40
4.6 Conveyance allowance offered by the organization 41
4.7 Leave policy in the organization 42
4.8 Rest room and lunch room facilities to the employees 43
4.9 Quality of Canteen in the organization 44
4.10 Sitting arrangement in the organization 45
4.11 Working environment in the organization 46
4.12 First aid appliances in the organization 47
4.13 Satisfaction level on medical benefits in the organisation 48
4.14 Company provide maternity leave to female employees 49
4.15 Getting the regular increments 50
4.16 Organization offer sufficient number of sanitary facilities 51
4.17 Organization provide recreational facilities 52
4.18 Security level during the night shifts 53
4.19 Sustainability of employees 54
4.20 Welfare facilities give the feeling of safety and improve the 55
performance
4.21 Safety measure provided by the organization 56
4.22 Expected leisure to be given by the organisation 57
4.23 Overall satisfaction of employees in the organisation 58
4.24 ANOVA -I 62
4.25 ANOVA II 66
4.26 WEIGHTED AVERAGE I 68
4.27 WEIGHTED AVERAGE II 70
4.28 CHI SQUARE I 73
4.29 CHI SQUARE II 76
LIST OF CHARTS
TABLE PARTICULARS PAGE

NO NO
4.1 From How many years have been working with this organization 36
4.2 Quality of uniforms in an organization 37
4.3 Employees satisfaction level on working hours in the organisation 38
4.4 Employees satisfaction level on salary packages provided 39

4.5 OT allowances offered by the organization 40
4.6 Conveyance allowance offered by the organization 41
4.7 Leave policy in the organization 42
4.8 Rest room and lunch room facilities to the employees 43
4.9 Quality of Canteen in the organization 44
4.10 Sitting arrangement in the organization 45
4.11 Working environment in the organization 46
4.12 First aid appliances in the organization 47
4.13 Satisfaction level on medical benefits in the organisation 48
4.14 Company provide maternity leave to female employees 49
4.15 Getting the regular increments 50
4.16 Organization offer sufficient number of sanitary facilities 51
4.17 Organization provide recreational facilities 52
4.18 Security level during the night shifts 53
4.19 Sustainability of employees 54
4.20 Welfare facilities give the feeling of safety and improve the 55
performance
4.21 Safety measure provided by the organization 56
4.22 Expected leisure to be given by the organization 57
4.23 Overall satisfaction of employees in the organisation 58
CHATPER I
INDRODUCTION AND
DESIGN OF THE STUDY
CHAPTER I
INTRODUCTION AND DESIGN OF THE STUDY
1.1. INTRODUCTION
The term welfare suggests the state of well being and implies wholesomeness of
the human being. It is a desirable state of existence involving the mental, physical, moral
and emotional factor of a person. Adequate level of earnings, safe and human conditions
of work and access to some minimum social security benefits are the major qualitative
dimensions of employment which enhance quality of life of workers and their
productivity. Institutional mechanisms exist for ensuring these to workers in the organized
sector of the economy. These are being strengthened or expanded to the extent possible.
However, workers in the unorganized sector, who constitute 90 per cent of the total
workforce, by and large, do not have access to such benefits. Steps need to be taken on a
larger scale than before to improve the quality of working life of the unorganized
workers, including women workers.
Classical economics and all microeconomics labour is one of four factors of
production, the others being land, capital and enterprise. It is measure of the work done
by human beings. There is a macroeconomics system theory which has created a concept
called human capital (referring to the skills that workers possess, not necessarily their
actual work), although there are also counterpoising macroeconomic system theories that
think human capital is a contradiction in terms. Labour welfare is the key to smooth
employer employee relations. In order to increase labour welfare, employers offer extra
incentives in the form of labour welfare schemes, and to make it possible to pursued
workers to accept mechanization. Sometimes the employers use labour welfare as a tool
to minimize the effect they may have on the labour to combat the influence of outside
agencies on their employees.
Welfare includes anything that is done for the comfort and improvement of
employees and provided over and above the wages or salaries. Welfare helps in keeping
the morale and motivation of the employees high so as to retain the employees for longer
duration. The welfare measures need not be in monetary terms alone.
Employee welfare includes monitoring of working conditions, creation of
industrial harmony through infrastructure for health, industrial relations and insurance
against disease accident and unemployment for the workers and their families.
Labour welfare entails all those activities of employer which are directed towards
providing the employees with certain facilities such as recreational facilities, crches etc.
in addition to the normal remuneration.
Definition of Employee Welfare

The ILO (International Labour Organization) defined, welfare as a term which is
understood to include such services and amenities as may be established in or the vicinity
of undertaking to perform their work in healthy, congenial surrounding and to provide
them with amenities conductive to good health and high morale.
According to Arthur James Todd, welfare as anything done for the comfort or
improvement and social of the employees over and above the wages paid, which is not a
necessity of the industry.
(Source: http://shodhganga.inflibnet.ac.in/bitstream/10603/610/15/15_chapter7.pdf)
Meaning of Employee Welfare

Employee welfare means, such services, facilities and amenities such as canteens,
rest and recreation facilities, arrangement for travel to and for the accommodation of
workers employed at a distance from their home, and such other services, amenities and
facilities including social security measures as contribution to improve the condition
under which workers are employed.
Concept of Employee Welfare

Employee welfare may be viewed either as a total concept, as a social concept and
a relative concept. The total concept is a desirable state of existence involving the
physical, mental, moral and emotional well-being. The social concept of welfare implies,
of man, his family and his community.
The relative concept of welfare implies that welfare is relative in time and place.
Employee welfare implies the setting up of minimum desirable standards and the
provision of facilities like health, food, clothing housing, medical allowance, education,
insurance, job security, such as to safeguard his health and protect him against
occupational hazards. The worker should also be equipped with necessary training and a
certain level of general education.
Workers Education
Workers education deals with the availability of reading room, library, visual
education; literary classes, adult education, social education; daily news review; factory
news bulletin; cooperation with workers in education services.
Types of Welfare Facilities

Welfare facilities may also be categorized as
(a) Intra-Mural
(b) Extra-Mural.
Intra-Mural Facilities
Intra-mural activities consist of facilities provided within the factories and it
includes canteen facilities, medical facilities, compensation for accidents, provision of
safety measures, activities relating to improving of employment, and the like.
Extra-Mural Facilities
Extra-mural activities cover the services and facilities provided outside the factory
such as housing accommodation, indoor and outdoor recreational facilities, amusement
and sports, educational facilities for adults and children, ESI and the like.
It may be stated that the welfare activities may be provided by the employer, the
government, non-government organizations and the trade unions. What employers
provided will be stated later. The activities undertaken by other agencies are mentioned
here.
Welfare Facilities by the Government

With a view to making it mandatory for employers, to provide certain welfare for
their employees, the government of India has enacted several laws from time. These laws
are the factories act, 1948; the mines act, 1952; the plantation labour act 1951; the bid and
cigar workers (conditions of employment) act 1966; and the contract labour (regulation
and abolition) act, 1970. Another significant step taken by the central government has
been established in coal, mica, iron-ore, limestone and dolomite mines. The welfare
activities covered by these funds include housing, medical, educational and recreational
facilities for employees and their dependents.
Trade Union
An organization whose membership consists of workers and union leaders is
united to protect and promote their common interests.
The principal purposes of a labor union are to

(1) Negotiate wages and working condition terms,
(2) Regulate relations between workers (its members) and the employer,
(3) Take collective action to enforce the terms of collective bargaining,
(4) Raise new demands on behalf of its members, and
(5) Help to settle their grievances.
A trade union may be

(a) A company union that represents interests of only one company and may not
have any connection with other unions and this also called house union, a company union
is often a bogus one and generally illegal.
(b) A general union that represents workers from several companies in the same
industry, this is also called industrial union.
(c) A craft union that represents skilled workers in a particular field such as
carpentry or welding.
[ Trade Union in India

Trade Union in India is the primary instrument for promoting the union of trade
union movement and championing the cause of working class in India. The Madras Labor
Union was the first organized Trade Union in India followed by a large number of trade
unions in the Indian industrial centers. The Indian government passed the Trade Unions
Act in 1926, which legalized the registered Trade Union in India. The Act also gives
protection to these trade unions against certain civil and criminal cases.
Significant Trade Union in India:

There are at present many Trade Union in India which regulates the aspirations of the
working classes. The All India Trade Union Congress (AITUC) is the oldest Trade
Union in India and till 1945 it remained the central trade union organization in India.
Some others are like -
All India Bank Officers Confederation- AIBOC is the premier organization of
Bank Officers in India. This Trade Union in India stands apart from the others as
it is organized purely on apolitical lines.
All India State Government Employees Federation- AISGF is a trade union
organization representing state employees and teachers of different states in
India.
Center of Indian Trade Unions - CITU is one of the major Trade Unions in
India, opposing imperialistic intentions and patronizing interest of the working
classes.
Hind Mazdoor Sabha - HMS is a progressive Trade Union in India that prefers
to refrain from political control.
National Confederation of Officer's Association -NCOA represents the
managerial and supervisory staff of the Indian government owned public
Enterprises.
Trade Union International - TUI forms a part of the structure of World
Federation of Trade Unions, representing the public employees,
telecommunication employees, health services, financial sector employees and
municipal employees of different countries of the world.
The Trade Union in India is engaged in protesting against the attacks on trade
union right, right to strike, right to collective bargaining, reduction of social security,
closure of industrial units and massive retrenchment of workers, and the endangering
growth of unemployment.
Functions of Trade Unions

Trade unions perform a number of functions in order to achieve the objectives.
These functions can be broadly classified into three categories:
(i) Militant functions
(ii) Fraternal functions
Militant Functions
One set of activities performed by trade unions leads to the betterment of the
position of their members in relation to their employment. The aim of such activities is to
ensure adequate wages secure better conditions of work and employment get better
treatment from employers, etc. When the unions fail to accomplish these aims by the
method of collective bargaining and negotiations, they adopt an approach and put up a
fight with the management in the form of go-slow tactics, strike, boycott, gherao, etc.
Hence, these functions of the trade unions are known as militant or fighting functions.
Thus, the militant functions of trade unions can be summed up as:
To achieve higher wages and better working conditions

To raise the status of workers as a part of industry
To protect labors against victimization and injustice
Fraternal Functions
Another set of activities performed by trade unions aims at rendering help to its
members in times of need, and improving their efficiency. Trade unions try to foster a
spirit of cooperation and promote friendly industrial relations and diffuse education and
culture among their members. They take up welfare measures for improving the morale of
workers and generate self confidence among them. They also arrange for legal assistance
to its members, if necessary. Besides, these, they undertake many welfare measures for
their members, e.g., school for the education of children, library, reading-rooms, in-door
and out-door games, and other recreational facilities. Some trade unions even undertake
publication of some magazine or journal. These activities, which may be called fraternal
functions, depend on the availability of funds, which the unions raise by subscription
from members and donations from outsiders, and also on their competent and enlightened
leadership. Thus, the fraternal functions of trade unions can be summed up as:
To take up welfare measures for improving the morale of workers

To generate self confidence among workers
To encourage sincerity and discipline among workers
To provide opportunities for promotion and growth
To protect women workers against discrimination
Welfare Activities by the Trade Union
Labour unions have contributed their share for the betterment of the employees.
Mention may be made here of the textile labour association of headband and the railway
mens union and the mazdoor sabha of Kanpur, which have rendered invaluable services
in the field of labour welfare. The welfare activities of the textile labour association.
Ahmedabad, are worth nothing.
Welfare Work by Voluntary Agencies

Many voluntary social-service agencies have been doing useful labour-welfare
work. Mention may be made of the Bombay social service league, the seva sadan society,
the maternity and infant welfare association, the YMCA, the depressed classes mission
society and the womens institute of Bengal. The welfare activities of this organizations
of recreation and sports for the working class.
1.2. STATEMENT OF THE PROBLEM

Employee welfare includes monitoring of working conditions, creation of
industrial harmony through infrastructure of health, industrial relations and insurance
against disease accident and unemployment for the workers and their families. Labour
welfare entails all these activities of employer which are directed towards providing the
employees with certain facilities and services in addition to wages or salaries.
Maris Associates (P) Ltd. is a leading manufacturer and exporters of flexible
intermediate bulk container (FIBC) in India housed at Tuticorin. It employees more than
1500 workers. The success of this company also depends upon its employee welfare
measures provided to the employees. So the researcher has made an attempt to study the
Employee welfare measures of Maris Associates (P) Ltd.
The study on employee welfare measure gives the management an indication of
the level of satisfaction among the employees regarding the general working condition
and the other facilities provided by the organization. This helps the management to know
the general morale of the employees.
1.3. IMPORTANCE OF THE STUDY

It enables employees to have a rich and satisfying work life.
It helps to boost up employee morale.
It helps to improve the good will and public image of the company.
It helps in improving recruitment.
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.
It reduces labor turnover and absenteeism.
It helps in increasing productivity and efficiency by improving physical and
mental health.
It helps in improving industrial relation and industrial peace.
1.4. OBJECTIVES OF THE STUDY
Primary Objectives
To gain the knowledge about the concept of Employee welfare measures
towards Maris Associates (P) Ltd.,
Secondary Objectives
To study the existing welfare facilities provided to the employees in an
organization
To know the employee welfare strategies for Maris Associates (P) Ltd.,
To evaluate the satisfaction level of employees about the Employee welfare
facilities provided by the organization
To know the constituents of Employees welfare
To suggest suitable recommendation to improve employee welfare measures in
Maris Associates (p) ltd
1.5. STATEMENT OF HYPOTHESIS

There is no significant difference between the rankings of safety welfare
provided by the Maris Associates (P) Ltd.
There is no significant difference between working ambience and
employee output of Maris Associates (P) Ltd.
There is no significant relationship with salary and working experience.
There is no significant relationship with working experience and overall
satisfaction of welfare facilities in the organization.
1.6. SCOPE OF THE STUDY
In a world of changing values, where ideologies are rapidly undergoing
transformation, rigid statements about the field of labour welfare need to be revised.
Labour welfare work is increasing with changing opportunities and need to meet varying
growing knowledge, experience and technology. Employee welfare is an essential part of
social welfare. Employee welfare is to improve their work life.
The present study has been undertaken to find out the effectiveness of employee
welfare measures in Maris Associates (P) Ltd. and to find out the practical difficulties
involved in welfare measures. The study can be used to bring out the solution for the
problem faced by the employees availing the welfare measures. Through the study,
company would be able to know the satisfaction level of employee on welfare measures.
1.7. AREA OF THE STUDY

The research was held in Maris Associate Pvt., Ltd., and employees of the same
are the respondents of the research.
1.8. PERIOD OF THE STUDY

The study was done during the period from February 2015 to April 2015
During the period the following steps were taken:
Objectives were set and questionnaire was finalized.
Data were collected and recorded.
Data were analyzed and interpreted, reports were generated.
1.9. LIMITATIONS OF THE STUDY

Findings based on this study cannot be used in other organizations.
There are chances of misrepresentation responses.
The biased view of the respondent is another cause of the limitation.
Lack of interest and knowledge shown by respondents in filling the questionnaire.
1.10. RESEARCH DESIGN
Research design is the condition for collection and analysis of data in a manner
that aims to combine relevance to the research purpose with the economy in procedure.
Research design stands for advance planning of the methods, to be adopted for collecting
the relevant data on the technique to be used in their analysis.
Descriptive research was employed to do the research. Descriptive research
includes surveys and fact findings enquiries of different kinds. The major purpose of
descriptive research is description of the state of affairs, exists at the present.
1.11. SAMPLING DESIGN

The sample design is a definite plan determined before any data are actually
collected in order to obtain sample from a given population.
Convenience random sampling was employed for selecting the sample.
Sample Size
The sample size for the study is 400 out of the population size around 1300 in
Maris Associates (P) Ltd.
1.12. SOURCES OF DATA

Data collection method is an important task in every research process. There are
two types of data is being used
Primary Data
Raw data is a term for data collected on source which has not been subjected to
processing or any other manipulation. Primary data is data that has not been previously
published.
The source of the Primary data was collected by the researcher are as follows:
Observation
Interview
Questionnaire
Secondary data
Secondary data are the data that have been already collected and readily available
from other sources. Such data are cheaper and more quickly obtainable than the primary
data and also may be available when primary data cannot be obtained at all.
The sources of the secondary data collected by the researcher are as follows
Text book
Internet
Journals
Company past records
Scaling Techniques
The Likerts five point scaling technique is employed in the research.
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
Pilot Study
Pilot study was done among 10 employees of Maris Associates (P) ltd there was a
linguistic problem as the questionnaire was in English hence the Tamil type of
questionnaire was also included for the project research work.
1.13. TOOLS EMPLOYED FOR DATA ANALYSIS

1. Percentage analysis (%)
Percentage refers to a special kind of ratio; percentage is used in making
comparisons between two or more series of data. Percentages are used to
describe relationships.
% of Respondents
No. of respondents = * 100
Total respondents
2. Chi square test (2)

Chi square test is not a parameter as its value is not derived from the
observation in a population. Chi square test is used to measure of
comparing experimentally obtained results with these expected theoretically
and based on the hypothesis. It is used as a test static in testing a hypothesis
that provides a set of theoretical frequencies with which observed frequencies
are compared.
(O E)2
Chi square (2) =
E
O Observed frequency
E Expected frequency
3. Weighted Average
Mean in which each item being averaged is multiplied by a number (weight) based on the
item's relative importance. The result is summed and the total is divided by the sum of the
weights. Weighted averages are used extensively in descriptive statistical analysis such as
index numbers. Also called weighted mean.
Weighted Average = WXi / Wi

WXi = the sum of weights (let x1, x2, x3 xn)
Xi = occur with weights (w1, w2, w3 wn)
4. ANOVA - One Way

Under the one way ANOVA, we consider only one factor and then observe that the
reason for said factor to be important is that several possible types of samples can occur
within that factor.
Analysis of variance table for one way ANOVA
SOURCES OF SUM OF DEGREES OF MEAN
F-RATIO
VARIATION SQUARES FREEDOM SQUARE
BETWEEN n1(X1-x)2 ++ SS BETWEEN MS BETWEEN
(k-1)
SAMPLES nk(Xk-X)2 (k-1) MS WITHIN
WITHIN (X ijX)2 ++ SS within
(n-k)
SAMPLES (X kiXk)2 (n-k)
TOTAL (X ijX)2
i = 1, 2 (n-1)
j = 1, 2
The ratio is used to judge whether the difference among several means is significant or is
just a matter of sampling fluctuations.
1.14. SCHEME OF CHAPTER

The project titled A study on Employee welfare measures with special reference
to Maris Associates (P) Ltd. is organized into five chapters as given below.
Chapter 1 - Introduction and Design of the Study
It consists of Introduction, Statement of problem, Objectives of the study, Scope
of the study, and Importance of the study, Limitations of the study and research
methodology.
Chapter 3 Industry and Company Profile
This Chapter deals with the Industry Profile, Company Profile and the Product
Profile.
Chapter 3 Theoretical view work and Review of Literature
It deals with the Review of Literature and theoretical view.
Chapter 4 Welfare Measures of Maris Associates
It includes data analysis and interpretation.
Chapter 5 Summary of Findings, Suggestions and Conclusion
It consists of summary of findings, suggestions and conclusions.
CHATPER II
INDUSTRY AND
ORGANIZATIONAL
PROFILE
CHAPTER II
INDUSTRY AND ORGANIZATIONAL PROFILE
2.1. INDUSTRY PROFILE

Labour economics seeks to understand the functioning and dynamics of
the markets for labour. Labour markets function through the interaction of workers and
employers. Labour economics looks at the suppliers of labour services (workers), the
demands of labour services (employers), and attempts to understand the resulting pattern
of wages, employment, and income.
In economics, labour is a measure of the work done by human beings. It is

conventionally contrasted with such other factors of production as land and capital. There
are theories which have developed a concept called human capital (referring to the skills
that workers possess, not necessarily their actual work), although there are also counter
posing macro-economic system theories that think human capital is a contradiction in
terms.
Compensation and measurement
Wage is a basic compensation for paid labour, and the compensation for labour per
period of time is referred to as the wage rate. Other frequently used terms include:
wage = payment per unit of time (typically an hour)

earnings = payment occurred over a period (typically a week, a month, or a year)
total compensation = earnings + other benefits for labour
income = total compensation + unearned income
economic rent = total compensation - opportunity cost
Economists measure labour in terms of hours worked, total wages, or efficiency.
total cost = fixed cost + variable cost
Demand for labour and wage determination
Labour demand is a derived demand; that is, hiring labour is not desired for its
own sake but rather because it aids in producing output, which contributes to an
employer's revenue and hence profits. The demand for an additional amount of labour
depends on the Marginal Revenue Product (MRP) and the marginal cost (MC) of the
worker. The MRP is calculated by multiplying the price of the end product or service by
the Marginal Physical Product of the worker. If the MRP is greater than a firm's Marginal
Cost, then the firm will employ the worker since doing so will increase profit. The firm
only employs however up to the point where MRP=MC, and not beyond, in economic
theory.
Wage differences exist, particularly in mixed and fully/partly flexible labour

markets. For example, the wages of a doctor and a port cleaner, both employed by the
NHS, differ greatly. But why? There are many factors concerning this issue. This includes
the MRP (see above) of the worker. A doctor's MRP is far greater than that of the port
cleaner. In addition, the barriers to becoming a doctor are far greater than that of
becoming a port cleaner. For example to become a doctor takes a lot of education and
training which is costly, and only those who excel in academia can succeed in becoming
doctors. The port cleaner however requires minimal training. The supply of doctors
therefore would be much more inelastic than the supply of port cleaners. The demand
would also be inelastic as there is a high demand for doctors and medical care is a
necessity, so the NHS will pay higher wage rates to attract the profession.
The MRP of the worker is affected by other inputs to production with which the
worker can work (e.g. machinery), often aggregated under the term "capital". It is typical
in economic models for greater availability of capital for a firm to increase the MRP of
the worker, all else equal. The education and training noted in the last paragraph are
counted as "human capital". Since the amount of physical capital affects MRP, and since
financial capital flows can affect the amount of physical capital available, MRP and thus
wages can be affected by financial capital flows within and between countries, and the
degree of capital mobility within and between countries.
Macro and micro analysis of labour markets
There are two sides to labour economics. Labour economics can generally be seen
as the application of microeconomic or macroeconomic techniques to the labour market.
Microeconomic techniques study the role of individuals and individual firms in the labour
market. Macroeconomic techniques look at the interrelations between the labour market,
the goods market, the money market, and the foreign trade market. It looks at how these
interactions influence macro variables such as employment levels, participation rates,
aggregate income and Gross Domestic Product.
The macroeconomics of labour markets
The labour force is defined as the number of individuals age 16 and over,
excluding those in the military, who are either employed or actively looking for work.
The participation rate is the number of people in the labour force divided by the size of
the adult civilian non institutional population (or by the population of working age that is
not institutionalized). The non labour force includes those who are not looking for work,
those who are institutionalized such as in prisons or psychiatric wards, stay-at home
spouses, children, and those serving in the military. The unemployment level is defined as
the labour force minus the number of people currently employed. The unemployment
rate is defined as the level of unemployment divided by the labour force.
The employment rate is defined as the number of people currently employed divided by
the adult population (or by the population of working age). In these statistics, self-
employed people are counted as employed.
Variables like employment level, unemployment level, labour force, and unfilled
vacancies are called stock variables because they measure a quantity at a point in time.
They can be contrasted with flow variables which measure a quantity over duration of
time. Changes in the labour force are due to flow variables such as natural population
growth, net immigration, new entrants, and retirements from the labour force. Changes in
unemployment depend on: inflows made up of non-employed people starting to look for
jobs and of employed people who lose their jobs and look for new ones; and outflows of
people who find new employment and of people who stop looking for employment. When
looking at the overall macro economy, several types of unemployment have been
identified, including:
Frictional unemployment This reflects the fact that it takes time for people to
find and settle into new jobs. If 12 individuals each take one month before they start a
new job, the aggregate unemployment statistics will record this as a single
unemployed worker. Technological advancement often reduces frictional
unemployment, for example: internet search engines have reduced the cost and time
associated with locating employment.
Structural unemployment This reflects a mismatch between the skills and
other attributes of the labour force and those demanded by employers. If 4 workers
each take six months off to re-train before they start a new job, the aggregate
unemployment statistics will record this as two unemployed workers. Rapid industry
changes of a technical and/or economic nature will usually increase levels of
structural unemployment, for example: widespread implementation of new machinery
or software will require future employees to be trained in this area before seeking
employment. The process of globalization has contributed to structural changes in
labour; some domestic industries such as textile manufacturing have expanded to
cope with global demand, whilst other industries such as agricultural products have
contracted due to greater competition from international producers.
Natural rate of unemployment This is the summation of frictional and
structural unemployment, that excludes cyclical contributions of unemployment e.g.
recessions. It is the lowest rate of unemployment that a stable economy can expect to
achieve, seeing as some frictional and structural unemployment is inevitable.
Economists do not agree on the natural rate, with estimates ranging from 1% to 5%,
or on its meaning some associate it with "non-accelerating inflation". The
estimated rate varies from country to country and from time to time.
Demand deficient unemployment In Keynesian economics, any level of
unemployment beyond the natural rate is most likely due to insufficient demand in the
overall economy. During a recession, aggregate expenditure is deficient causing the
underutilization of inputs (including labour). Aggregate expenditure (AE) can be
increased, according to Keynes, by increasing consumption spending (C), increasing
investment spending (I), increasing government spending (G), or increasing the net of
exports minus imports (XM).
Neoclassical microeconomics of labour markets
Neo-classical economists view the labour market as similar to other markets in

that the forces of supply and demand jointly determine price (in this case the wage rate)
and quantity (in this case the number of people employed).
However, the labour market differs from other markets (like the markets for goods
or the money market) in several ways. Perhaps the most important of these differences is
the function of supply and demand in setting price and quantity. In markets for goods, if
the price is high there is a tendency in the long run for more goods to be produced until
the demand is satisfied. With labour, overall supply cannot effectively be manufactured
because people have a limited amount of time in the day, and people are not
manufactured.
The labour market also acts as a non-clearing market, whereas most markets have
a point of equilibrium without excess surplus or demand, the labour market is expected to
have a persistent level of unemployment. Contrasting the labour market to other markets
also reveals persistent compensating differentials among similar workers. The
competitive assumption leads to clear conclusions workers earn their marginal
product of labour.
Neoclassical microeconomic model Supply
Households are suppliers of labour. In microeconomics theory, people are

assumed to be rational and seeking to maximize their utility function. In this labour
market model, their utility function is determined by the choice between income and
leisure. However, they are constrained by the working hours available to them.
Let w denote hourly wage. Let k denote total working hours. Let L denote working hours.
Let denote other incomes or benefits. Let A denote leisure hours.
Other variables that affect this decision include taxation, welfare, work
environment, and income as a signal of ability or social contribution.
Neoclassical microeconomic model Demand
This article has examined the labour supply curve which illustrates at every wage
rate the maximum quantity of hours a worker will be willing to supply to the economy per
period of time. Economists also need to know the maximum quantity of hours an
employer will demand at every wage rate. To understand the quantity of hours demanded
per period of time it is necessary to look at product production. That is, labour demand is
a derived demand: it is derived from the output levels in the goods market.
A firm's labour demand is based on its marginal physical product of labour

(MPPL). This is defined as the additional output (or physical product) that results from an
increase of one unit of labour (or from an infinitesimally small increase in labour).
Neoclassical microeconomic model Equilibrium
The demand for labour of this firm can be summed with the demand for labour of
all other firms in the economy to obtain the aggregate demand for labour. Likewise, the
supply curves of all the individual workers (mentioned above) can be summed to obtain
the aggregate supply of labour. These supply and demand curves can be analyzed in the
same way as any other industry demand and supply curves to determine equilibrium wage
and employment levels.
Personnel economics: hiring and incentives
At the micro level, one sub-discipline eliciting increased attention in recent

decades is analysis of internal labour markets, that is, within firms (or other
organizations), studied in personnel economics from the perspective of personnel
management. By contrast, external labor markets "imply that workers move somewhat
fluidly between firms and wages are determined by some aggregate process where firms
do not have significant discretion over wage setting."[ The focus is on "how firms
establish, maintain, and end employment relationships and on how firms provide
incentives to employees," including models and empirical work on incentive systems and
as constrained by economic efficiency and risk/incentive tradeoffs relating to personnel
compensation.
Information approaches
In many real-life situations this is far from the case. The firm does not necessarily
know how hard a worker is working or how productive they are. This provides an
incentive for workers to shirk from providing their full effort since it is difficult for the
employer to identify the hard-working and the shirking employees, there is no incentive
to work hard and productivity falls overall, leading to more workers being hired and a
lower unemployment rate.
One solution used recently (stock options) grants employees the chance to benefit
directly from the firm's success. However, this solution has attracted criticism as
executives with large stock option packages have been suspected of acting to over-inflate
share values to the detriment of the long-run welfare of the firm. Another solution,
foreshadowed by the rise of temporary workers in Japan and the firing of many of these
workers in response to the financial crisis of 2008, is more flexible job contracts and
terms that encourage employees to work less than full-time by partially compensating for
the loss of hours, relying on workers to adapt their working time in response to job
requirements and economic conditions instead of the employer trying to determine how
much work is needed to complete a given task and overestimating.
Another aspect of uncertainty results from the firm's imperfect knowledge about
worker ability. If a firm is unsure about a worker's ability, it pays a wage assuming that
the worker's ability is the average of similar workers. This wage under compensates high
ability workers and may drive them away from the labour market. Such phenomenon is
called adverse selection and can sometimes leads to market collapse.
There are many ways to overcome adverse selection in labour market. One
important mechanism is called signaling, pioneered by Michael Spence. In his classical
paper on job signaling, Spence showed that even if education does not increase
productivity, high ability workers may still acquire it just to signal their abilities.
Employers can then use education as a signal to infer worker ability and pay higher wages
to better educated workers.
Criticisms
Many sociologists, political economists, and Austrian School economists claim

that labour economics tends to lose sight of the complexity of individual employment
decisions. These decisions, particularly on the supply side, are often loaded with
considerable emotional baggage and a purely numerical analysis can miss important
dimensions of the process, such as social benefits of a high income or wage rate
regardless of the marginal utility from increased consumption or specific economic goals.
Also missing from most labour market analyses is the role of unpaid labour. Even
though this type of labour is unpaid it can nevertheless play an important part in society.
The most dramatic example is child rising. However, over the past 25 years an increasing
literature, usually designated as the economics of the family, has sought to study within
household decision making, including joint labour supply, fertility, child rising, as well as
other areas of what is generally referred to as home production
2.2. COMPANY PROFILE

AVM Group is conglomerate established in the year 1947. The Founder of the
AVM Group is Shri. AVM Marimuthu Nadar. The AVM Groups are AVM Marimuthu
Nadarand Sons (P) Ltd., (Jewellery), M. Edisonand Company (P) Ltd., (Oil), Maris
Associates (P) Ltd., (Polysacks), Marivel Edipack (P) Ltd., (Poly Sacks) and A.V.M.M
Associates (P) Ltd., (AVM Hospital)
In 1977 Mr. AVM Mani started the Maris associates (P) Ltd., The activities of the
Maris Associates (P) Ltd., origin as a Partnership Firm was converted into (P) Ltd.,
company and Incorporated on 19.06.1987. The present Directors of the Maris Associates
(P) Ltd. are Shri. M V. Subramanian B.A., Shri.M.V. Siva Raman, BE. MBA.
Shri.S.Sankar Marimuthu BE, MBA. (UK), Shri.M.Srinivas Marimuthu BE, MBA. (UK).
The House of FIBC

Maris Associates (P) Ltd. is a leading manufacturers and exporters of FIBC in
India. Maris Associates is an associate company of a single family owned group of
companies with a group revenue of about US $ 40 million. Maris Associates was
established in 1987 to manufacture PP bags have developed in those years due its quality
bags and customer service. The company feels proud in stating that their company is ISO
9001:2008 certified. Maris Associates are known worldwide for its excellent quality
control operation. At present they are manufacturing and exporting about 4 million bags
per annum.
Quality Policy
The company committed to achieve growth through total customer satisfaction
and global recognition for their products.
Objectives
Carryout all activities with at most involvement
Zero Customer Complaints
Reduce wastage at all stages
Continual improvement in all process
Their quality control includes a traceability system, which tracks the total process
from raw material to finished product. 1FIBC's that they manufacture are from 100
percent Polypropylene; UV treated and meets all regulations for food contact and
recycling. They have installed an In-House R&D to continuously test Tapes, Fabrics,
Webbing, Yarns and Finished FIBC's. They also have computerized Test Rig facilities to
perform Load Test, Cyclic Load Test, Stacking Test, and Drop Test. They also measure
UV resistance for fabrics using the imported QUV testing machine.
Company Vision Statement

Our Vision is to be the best company in the manufacturing of Industrial packaging
Products. Being the best means providing outstanding quality, Services, and values so
that we make every single customer in our organization to be happy.
Values
Our values are strongly rooted in 5 Ps:
1
FIBC - Flexible Intermediate Bulk Container
Profit
Maximizing return to the owners while being mindful of our overall
responsibilities.
People
Being a great place to work where people are inspired to be the best they can be.
Portfolio
Bringing to the world a portfolio of industrial packaging products that satisfy and
fulfill the needs of their packaging solutions.
Partners
Nurturing a winning network of marketing partners and building mutual loyalty.
Planet
Being a responsible global citizen that makes our environment green by our wind
Farm.
Customer Service
Maris Associates is committed to provide total customer satisfaction, by
continuous interaction and providing goods to stated quality. We continuously expand
our infrastructure, invest in people, and improve systems for better customer satisfaction
and increased product mix.
2.3. PRODUCT PROFILE

Maris Associates (P) Ltd., is Manufacturing different types of Poly Sacks suitable
to Packaging purpose. These bags shall be reused for 5 to 6 times. Therefore Cost of
Packaging will be lesser. Maris Associates (P) Ltd., is exporting 90% of their productions
to various countries like, Sweden, Spain, France, Belgium, The Netherland, Israel,
Switzerland, UK etc., There are certain bags invented and marketed by Maris Associates
(P) Ltd., like Jumbo Bags, Ventilated Bags, Non-Conductivity Bags, Multilayer,
Sandwich Bags and So on. Some of the customers in abroad order for production and
Supply of Bags for their specific requirements like bags with side handle or upper
handles. Maris Associates (P) Ltd., used to serve their requirements.
In the Domestic Market, the small bags are manufacture for Packing Cement,
Chemicals and Fertilizers, Clay and Sand, Food Products, Milk Powder, and Sugar and
so on.
Types of Jumbo Bags

Standard 4 Loop Bags Tunnel Bag
U Panel Bag 4 Panel Bag
Single Loop Bags Circular Bag
Container Bag Two Loop Bag
UN Bag Asbestos Bag
Liner Bag Baffle Bag or Q Bag
Glued Liner Bag Ventilated Bag
Coated / Uncoated Bag Sheet Bag
Form Fitted Liner Bag
Process of Poly Sacks
In the Plastic division we are manufacturing and exporting and selling
domestically of PP Fabric, PP Woven Sacks, FIBC Bags and special Products, Jumbo
bags and so on. The Raw Material Polypropylene and it is converted into bags to sell.
There are following important departments.
Extrusion Department
In this department granules are converted into required tapes. Here the Raw
Materials are heated to a maximum of 275 degree centigrade. By this the Granules are
melted and form a sheet like texture and it is quenched in the cold water. The film is then
cut by sharp edge blades to the required width. Then passed through a serious of rollers to
retain its strength. This again is passed through a hot woven champers. Then it is winded
in the winding machine after passing through the second set standard of the tapes and
they are checked and monitored in the quality lab in regular intervals. Thus the tapes are
ready in the bobbins.
Weaving Department
In this department the tapes are converted into fabric or loops. The bobbins from
the tape plant are loaded in the looms and according to the customers specification the
width of the fabric is made. The fabric is then stocked in risk according to their order
number.
Lamination Department
The fabric is then taken to the lamination for coating. This is an additional process
where the PP fabric is being coated by PPL material. This is mainly used as a water proof
coating to protect the material inside the bag.
Cutting and Printing Department

The fabric rolls are taken to the cutting department and the fabric is cut into the
required size to make the bag. This is done by heat cut so that no frills will be present in
the fabric and appearance will be good. Also we have a Printing Department, where the
companys logo or any identification on the bag can be printed.
Finishing Department
The cutting departments are transferred to the finishing department and they
stitched together by a series of tailors into one bag. Then these bags and taken to the
baling machines, where the bags are tied into a lot of 100s and bailed together. Then they
are palletized and shipped in the container to their respective destinations.
AVM JUMBO BAGS has a complete set up for manufacturing the complete
range of FIBC's. The company also boasts of an in-house testing facility that enables it to
produce totally flawless and tough products. Assisted by a team of skilled professionals,
they are in the position to execute bulk orders in specified time period. They use the best
quality raw material to enhance the quality of products. Made by the best raw material,
every product manufactured by them passes through various quality checks under the
vigilance of skilled and quality conscious professionals.
As process technologies have become more and more sophisticated and

automated, so have their skills in knowing how to optimize them. The sophistication of
the know-how at their disposal and the exacting quality control exercised by them at
every stage of the manufacturing process can mean only one thing - better products (more
flexible intermediate bulk containers ). The products manufactured by them can not only
answer the needs of the market today, but also meet the specialized demand of its future.
CHATPER III
THEORETICAL FRAME
WORK AND REVIEW OF
LITERATURE
CHAPTER III
THEORETICAL FRAME WORK AND REVIEW OF

LITERATURE
INTRODUCTION
Review of literature is the process of reading, analyzing, evaluating and
summarizing scholarly materials about a specific topic. The results of a literature review
may be compiled in a report or they may serve as part of a research article, thesis, or grant
proposal.
Research literature reviews can be contrasted with more subjective examinations
of recorded information. When doing a research review, you systematically examine all
sources and describe and justify what you have done. This enables someone else to
reproduce your methods and to determine objectively whether to accept the results of the
review or not.
In contrast, subjective reviews tend to be idiosyncratic. Subjective reviewers
choose articles without justifying why they are selected, and they may give equal
credence to good and poor studies. The results of subjective reviews are often based on a
partial examination of the available literature, and their findings may be accurate or even
false.
There should be clear links between the aims of your research and the literature
review, the choice of research designs and means used to collect data , your discussion of
the issues , on your conclusions and recommendations. To summarize, we can say that the
research should:
Focus on specific problem , issue or debate

Relate to the problem , issue or debate in terms that show the balance
between the theoretical , methodological and practical aspects of the topic
Include a clearly stated research methodology based on the existing
literature
Provide an analytical and critically evaluate stance to the existing literature
on the topic
The Researcher Reviewed a Few Research Studies

Conventions and Recommendation of ILO 19491 sets forth a fundamental
principle at its 26th conference held in Philadelphia recommended some of the
measures in the area of welfare measures which includes adequate protection for
life and health of workers in all occupations, provision for child welfare and
maternity protection, provision of adequate nutrition, housing and facilities for
recreation and culture, the assurance of equality of educational and vocational
opportunity etc., (Source: Indian Express Dated on 15/06/1999, Page No:27)
Report of National Commission on Labour 20022, Government of India, made

recommendations in the area of labour welfare measures which include social
security, extending the application of the Provident Fund, gratuity and
unemployment insurance etc. (Source: The Hindu Dated on 22/11/2002, Page No:08)
Shobha Mishra and Manju Bhagat3, in their Principles for Successful

Implementation of Labour Welfare Activities, stated that labour absenteeism in
Indian industries can be reduced to a great extent by providing good housing,
health and family care, canteen, educational and training facilities and provision
of welfare activities. The principle for successful implementation of labour
welfare activities is nothing but an extension of democratic values in an
industrialized society. (Source : http://www.tesionline.com/intl/indepth.jsp?id=575)
According to a paper submitted in International Conference of Social Work 4,

services rendered to workers and their families by an industrial enterprise with the
purpose of raising their morale, social and cultural levels and to adjust to a better
life. The concept of social justice itself changes with the social, economic and
political changes in society. Industrialization in India as in any other countries
implies the growth of a factory system with employers and wage earners in
varying circumstances and with varying characteristics yet having some common
features and it is the common features that are of interest. (Source: The News
Bulition Dated on 15/07/2007, Page No:08)
Encyclopedia of social sciences5 defines welfare work as voluntary efforts of the
employer to establish, within the existing industrial system working and
sometimes living and cultural condition of the employers beyond what is required
by law, the customs of the country and conditions of the market. Lab our welfare
is, therefore, one of the major aspects of national programs towards improving the
lot of labour and creating a life and work environment of decent comfort for this
class of society. (Source: The dictionary of encyclopedia of social sciences)
Sir. Deenathayalan6 in his research in 1986 found that the effective welfare
facilities such as facility, Medical benefit scheme, Co-operative towards the
maintains good industrial relation. (Source: The business line paper dated 14/08/1995,
Page no: 32)
Report of Royal commission7 observed that the extension of labour scheme may
be regarded as a wise investment which should not usually bring a profitable
return in the form of greater efficiency. (Source: The business line paper dated
24/08/2004, Page no: 09)
The Raga committee8 conducted an enquiry in 1945 into the condition of labour
in India and reported that several welfare measures have been undertaken to
improve the morale of the employee.(Source : http://www.vismaadnaad.org/formation.php)
Sri. N. Balagurunathan9 in his research 1983 found out that there is close
relationship between the healthy working condition and the attitude towards their
work and congenial working condition will reduce the to a great extent.
Dr. V.P. Micheal10 has made an attempt to study the nature, scope and other
provision of labour in his works. Industrial relation in India and involvement in
Management. (source : http://www.tesionline.com/intl/indepth.jsp?id)
Sri. D. Jeyathilagar11 in his research work in 1982 suggested that avoiding
mushroom growth of trade union and inter union rivalry freeing trade unions from
political and other external influences forming workers committee by
management to participate in management and arranging good information system
will lead to the smooth going of industrial relation. (Source: The business line paper
dated 30/01/2001, Page no: 25)
P.L. Rao12, in his Labour Legislation in the Making, opines that professional
bodies like National Institute of Personnel Management should constitute a
standing committee to monitor the proceedings in the Parliament regarding the
labour welfare measures. (Source: The business line paper dated 19/02/1995, Page no: 42)
Using British national survey13 data, this article assesses the impact of unions on
management practices to reduce labour costs, implement high-performance work
systems, and make employee welfare provisions. Relative to non-union
workplaces, those with unions are found to have practices which are consistent
with 'mutual gains' outcomes, staff development, employee welfare practices and
their effect on productivity (Source : http://www.statistics.gov.uk/hub/index.html)
Ghana Library Journal Vol. 19 (1) 2007 pp. 83-9614 Staff development and
employee welfare are valuable assets in an organization since an organization's
primary aims are productivity and profitability. Every organization primarily
needs committed and dedicated staff that will help the organization to meet its
tactical and strategic objectives. The study examines whether staff development
policies exist in three special libraries in Ghana, and whether training programmes
are being offered to increase staff competence, efficiencies and performance. It
was also aimed at assessing staff welfare practices and how these
affect productivity and performance. (Source: The business line paper dated 08/07/1998,
Page no: 55)
A study conducted by Saiyaddin15 examined the purpose and cost of non-statutory

welfare activities for the organizations. Five public and six private sector
organizations were selected for the study. The study brought out an important
conclusion that the most predominant theme in the minds of organizations when
they think of the voluntary welfare measures was not only the output and
efficiency but also increasing loyalty and morale. In respect of cost, the study
revealed, that the public sector organizations spend more on welfare activities, as
compared to private sector. While public sector spends more on transportation and
recreation, private sector was found to be spending more on housing according to
the study. (Source : http://www.vismaadnaad.org/formation.php)
The research work of Misra16 aimed at sociological analysis of the labour welfare
problems of sugar industry. The analysis was based on the first hand data collected
from the sugar factories of Eastern Uttar Pradesh. The study concluded that the
conditions of work in sugar factories of eastern region of Uttar Pradesh were not
very satisfactory particularly in the respect of safety measures, cleanliness,
sanitation, latrine facilities, drinking water, rest rooms, etc. It also pointed out that
the provisions for leaves and holidays, lighting, housing, medical, education, are
far from satisfactory. (Source: The business line paper dated 30/01/2001, Page no: 25)
The study of Zacharaiah17 based on a sample survey of manufacturing

undertakings in Bombay, covered welfare services and working conditions while
surveying the factors affecting industrial relations. It was observed that better
working conditions and adequate provision of welfare services would contribute
to harmonious industrial relations. (Source: The business line paper dated 08/07/1998, Page
no: 55)
A study conducted by Koshan18 pointed out that inspite of statutory provisions

and enforcing agencies in India, the welfare facilities were absent and the cement
industry was the only one where provisions were adequately enforced. The study
suggested that need for overhauling and tightening the machinery of inspection.
Appointment of welfare inspectors for different industries, distinguishing the
duties of factory inspectors from those of welfare inspectors to submit annual and
quarterly reports and empowering the welfare inspectors to fine in case of default,
were some of the steps suggested in this study. (Source: The business line paper dated
30/01/2001, Page no: 25)
In the view of K.K.Chaudhuri19, in his Human Resources: A Relook to the

workplace, states that HR policies are being made flexible. From leaves to
compensations, perks to office facilities, many companies are willing to
customize polices to suit different employee segments. The older employees want
social security benefits, younger employees want cash in hand because they cant
think of sticking to a company for many years and retire from the same company.
Therefore one jacket fits all will not be right to motivate the talents and retain
them.(Source: Submitted to Oxford University on May 1995)
Joshi20 felt that "Labour Welfare Covers all the efforts which employers make for
the benefit of their employees over and above the minimum standard of working
conditions fixed by the Factories Act, and over and above the provisions of social
legislation providing against accident, old age, unemployment and sickness.
(Source: The India Today paper dated 07/09/1987, Page no: 55)
According to Professor Peter Saunders 200321, there are several reasons for
trying to reduce welfare dependency rates and return more people to economic
self-reliance. There are two much stronger reasons for radical reform. One is that
income support is now costing taxpayers $80 billion per year. This expense is a
key factor keeping taxes high, even on workers with modest incomes with the
result that work incentives and rewards for effort get eroded indeed, we are
chasing our tails for as we increase taxation to meet the growing cost of income
support payments, so it becomes less attractive to work, and more people seek
welfare as an alternative. The second reason is that long periods on welfare
corrode peoples work skills, destroy their habit of self-reliance and undermine
their wellbeing. Children raised in welfare-dependent families perform worse than
they should in school, are more likely to end up in trouble with the law, and have
a higher probability of winding up of benefits themselves. In short having one in
six of our working age adults depending on benefits as their main or sole source
of income is bad for those who have to support them and is bad for the
simultaneously on three fronts. (Source : http://www.petersaunders.org.uk)
According to A.M.Sharma22 Aspects of lab our welfare and social security,

Himalayas publishing house, Bombay, in his research the necessity of lab our
welfare is felt all the more in our country because of its developing economy
aimed at rapid economic and social development. Royal commission on labour
stated the benefits which go under this nomenclature, are of great importance to
the workers and which he is unable to secure by himself. The scheme of labour
welfare may be regarded as a wise investment, which should and usually
does bring a profitable return in the form of greater efficiency. (Source: The business
line paper dated 30/01/2001, Page no: 25)
According to this journal the study has been done by Mr.Rama satyanarayana
and Dr.Jyaprakashreddy at the cement industry, they concluded their study as
welfare measures enrich the employees standard of living and their satisfaction
levels. (Source: IJPSS Journal Vol. 2 (7) 2012 ISSN: 2249 -5894)
Tripathi24 tells that, it is however, difficult to precisely define the scope of labour
welfare efforts. Different writers have defined it in different ways. Some writers
say that only voluntary efforts on the part of employer to improve the conditions
of employment in their factory. Some others say it includes not only voluntary
efforts but also the minimum standards of hygiene and safety laid down in general
legislation. (Source: The India Today paper dated 07/09/1987, Page no: 55)
The Social Security Review commences from 198625, new labours welfare
reform agenda in the workfares shift of recent social policy. In this context
explores the aim of new Labours welfare reform programme to reconstitute the
reserve army of Labour. So that it is able to fulfill its role in managing economic
stability. The emphasis is upon ensuring that Labour is as cheap as possible
for capital to employees through various directly and indirectly wage subsidies
and requiring work benefits dependent groups to compete for paid employment.
(Source : http://en.wikipedia.org/wiki/Social_Security_(United_States)
C.B.Mamoria and S.Mamoria26 in their research, Twenty years later the

planning commission also realized the importance of labour welfare, when it
observed that. In order to get the best out of a worker in the matter of production,
working conditions require to be improved to a large extent .The concept of labour
welfare is flexible and elastic and differs widely with times, regions, industry,
country, customs and degree of industrialization prevailing at particular moments.
(Source: The business line paper dated 30/01/2001, Page no: 25)
Ms.C.Rajalakshmi27 has done a research titled Effective welfare facilities in

2009. She came to know that welfare facility we rakned as follows : (a) canteen
facilities (b) medical benefit scheme (c) Co operative credit scheme (d)
Maternity benefit contribute towards the maintaining good industrial relation and
also she opined that well provided canteen hygienic factor and other welfare
facilities lead for job satisfaction and good industrial relation. (Source: IJPSS
Journal Vol. 2 (9) 2009 ISSN: 1214 -5876)
Sanjay Gupta28 has done a project titled A study on Employee welfare measure
with special reference to social security in Arignar Anna Sugar mills Tanjore. In
this project he came to know that the labour welfare measures provide in the
Arignar Anna Sugar Mills was satisfactory and also he concluded that the
employees of the Arignar Anna Sugar Mills considering the working environment
as a motivational factor. (Source: The business line paper dated 25/06/1997, Page no: 55)
Manivir Saini29 has done a project on A study on Employee Welfare and

satisfaction in Punjab chemicals and crop protection ltd .From that he came to
know that the welfare activities are very helpful for the organization to retain their
employees and also Punjab chemicals and crop protection ltd provide the good
safety and welfare measures to their employees but also they are logging in some
loans and benefit provided to their employees and he concluded that as a overall
performance the organizations welfare activities are satisfactory. (Source: The
business line paper dated 15/07/2000, Page no: 48)
CHATPER IV
DATA ANALYSIS AND
INTERPRETATION
CHAPTER IV
DATA ANALYSIS AND INTERPRETATION
INTRODUCTION
Data analysis and interpretation is the process of assigning meaning to the
collected information and determining the conclusions, significance, and implications of
the findings. The steps involved in data analysis are a function of the type of information
collected; however, returning to the purpose of the assessment and the assessment
questions will provide a structure for the organization of the data and a focus for the
analysis.
The analysis of NUMERICAL (QUANTITATIVE) DATA is represented in
mathematical terms. The most common statistical terms include:
Percentage Analysis.
Chi square distribution
One Way ANOVA
Weightage Average
The analysis of NARRATIVE (QUALITATIVE) DATA is conducted by
organizing the data into common themes or categories. It is often more difficult to
interpret narrative data since it lacks the built-in structure found in numerical data.
Initially, the narrative data appears to be a collection of random, unconnected statements.
The assessment purpose and questions can help direct the focus of the data organization.
The following strategies may also be helpful when analyzing narrative data.
Interviews:
Documents or Questionnaire
Observations
Table: 4.1
For How many years you have been working with this organization?
Parameters No.of respondents Percentage

0-5 years 300 75
5-10 years 76 19
10-15 years 13 3.25
15 20 years 1 0.25
More than 20 years 10 2.5
Total 400 100
Source: Primary Data
Chart No : 4.1
Working Experience of the Respondent
Interpretation:
The above information shows that 75 percent Employees are

working below 5 years, 19 percent employees are working from 5 to 10
years, 3.25 percent employees are working 10 to 15 years, 0.25
percent of the employees are working 15 to 20 years and the 2.5
percent employees are working more than 20 years in the Maris associates
(P) Ltd , Tuticorin.
Table: 4.2
Employee satisfaction level on quality of Uniforms in an organization

Highly satisfied 151 37.75
Satisfied 171 42.75
Neutral 54 13.5
Dissatisfied 14 3.5
Highly dissatisfied 10 2.5
Total 400 100
Chart No: 4.2
Quality of uniforms in an organisation
Interpretation:
The above information shows that 37.75 percent Employees are
highly satisfied, 42.75 percent employees are satisfied, 13.5 percent
employees are neutral, 3.5 percent of the employees are dissatisfied
and the 2.5 percent employees are highly dissatisfied among the
quality of uniforms provided in the Maris associates (P) Ltd, Tuticorin.

Table: 4.3
Employees satisfaction level on working hours in the organisation

Satisfied 170 42.5
Neutral 127 31.75
Dissatisfied 28 7
Highly dissatisfied 12 3
Total 400 100
Chart No :4.3
Working hours in organisation
Interpretation:
employees are neutral, 7 percent of the employees are dissatisfied and
the 3 percent employees are highly dissatisfied among the working
hours in the Maris associates (P) Ltd, Tuticorin.

Table No: 4.4
Employees satisfaction level on salary packages provided

Satisfied 161 40.25
Neutral 156 39
Dissatisfied 32 8
Total 400 100
Chart No: 4.4
Salary packages in the organisation
Interpretation:
highly satisfied, 40.25 percent employees are satisfied, 39 percent
employees are Neutral, 8 percent of the employees are dissatisfied and
the 1.5 percent employees are highly dissatisfied among the salary
packages in the Maris associates (P) Ltd, Tuticorin.

Table: 4.5
OT allowances offered by the organisation

Highly satisfied 56 14
Satisfied 160 40
Neutral 140 35
Dissatisfied 28 7
Total 400 100
Chart No: 4.5
OT allowances in the organisation
Interpretation:
highly satisfied, 40 percent employees are satisfied, 35 percent
the 4 percent employees are highly dissatisfied among the Overtime
allowances in the Maris associates (P) Ltd, Tuticorin.

Table: 4.6
Conveyance allowance offered by the organisation

Satisfied 154 38.5
Neutral 93 23.25
Dissatisfied 15 3.75
Total 400 100
Chart No: 4.6
Conveyance allowance in the organisation
Interpretation:
Conveyance allowances in the Maris associates (P) Ltd, Tuticorin.
Table No: 4.7
Leave policy in the organisation

Satisfied 169 42.25
Neutral 136 34
Dissatisfied 18 4.5
Total 400 100
Chart No: 4.7
Leave policy in the organisation
Interpretation:

highly satisfied, 42.25 percent employees are satisfied, 34 percent
Leave policy in the Maris associates (P) Ltd, Tuticorin.
Table No: 4.8
Rest room and lunch room facilities to the employees

Satisfied 187 46.75
Neutral 102 25.5
Total 400 100
Chart No: 4.8
Rest room and lunch room facilities to the employees
Interpretation:
and the 3.25 percent employees are highly dissatisfied among the Rest
room and lunch room facilities in the Maris associates (P) Ltd , Tuticorin.
Table No: 4.9
Quality of Canteen in the organisation

Satisfied 162 40.50
Neutral 113 28.25
Total 400 100
Chart No: 4.9
Quality of canteen in the organisation
Interpretation:
and the 2 percent employees are highly dissatisfied among the Quality
of canteen in the Maris associates (P) Ltd, Tuticorin.

Table No: 4.10
Sitting arrangement in the organisation

Satisfied 170 42.5
Neutral 82 20.5
Dissatisfied 20 5
Total 400 100
Chart No: 4.10
Sitting arrangement in the organisation
Interpretation:
the 3.5 percent employees are highly dissatisfied among the sitting
arrangement in the Maris associates (P) Ltd, Tuticorin.

Table No: 4.11
Working environment in the organisation

Satisfied 186 46.5
Neutral 50 12.5
Total 400 100
Chart No: 4.11
Working environment in the organisation
Interpretation:
and the 3 percent employees are highly dissatisfied among the working
environment in the Maris associates (P) Ltd, Tuticorin.

Table No: 4.12
First aid appliances in the organisation

Satisfied 175 43.75
Neutral 51 12.75
Total 400 100
Chart No: 4.12
First aid appliances in the organisation
Interpretation:
and the 1.5 percent employees are highly dissatisfied among the First
aid appliances in the Maris associates (P) Ltd, Tuticorin.

Table No: 4.13
Satisfaction level on medical benefits in the organisation

Satisfied 154 38.5
Neutral 46 11.5
Total 400 100
Chart No: 4.13
Medical benefits in the organisation
Interpretation:
The above information shows that 45percent Employees are
working hours in the Maris associates (P) Ltd, Tuticorin.

Table No: 4.14
Company provide maternity leave to female employees
Parameters No of respondents Percentage

Yes 40 10
No 360 90
Total 400 100
Source: Observed Data
Chart No: 4.14
Company provide maternity leave to female employees
Interpretation:
The above information shows that 90 percent of employees tells
that the company has not been provide the maternity leave to female
employees and the 10 percent employees tells the organisation has
been provide the maternity leave to the female employees in the Maris
Associates (P) Ltd , Tuticorin

Table No: 4.15
Getting the regular increments

Yes 360 90
No 40 10
Total 400 100
Chart No:4.15
Getting the regular increments
Interpretation:
that the getting the regular increments and the 10 percent employees
tells that not getting the regular increments in the Maris Associates (P)
Ltd, Tuticorin
Table No: 4.16
Organization offer sufficient number of sanitary facilities

Yes 336 84
No 64 16
Total 400 100
Chart No: 4.16
Organization offer sufficient number of sanitary facilities
Interpretation:
that the company has been provide the sufficient number of sanitary
facilities and the 16 percent of employees tells the organisation has not
been provide the sufficient in the Maris Associates (P) Ltd , Tuticorin
Table No: 4.17
Organization provide recreational facilities

Yes 136 34
No 264 66
Total 400 100
Chart No :4.17
Organization provide recreational facilities
Interpretation:
that the company has not been offer the recreational facilities to the
employees and the 34 percent of employees tells the organisation has
been offer the recreational facilities to employees in the Maris
Associates (P) Ltd, Tuticorin

Table No: 4.18
Security level during the night shifts

Yes 295 73.75
No 105 26.25
Total 400 100
Chart No:4.18
Security level during the night shifts
Interpretation:
The above information shows that 73.75 percent of employees
accept the security level is good during the night shift and the 26.25
percent employees not accept the security level is good during the
night shift in the Maris Associates (P) Ltd, Tuticorin

Table No: 4.19
Sustainability of employees

Yes 383 95.75
No 17 4.25
Total 400 100
Chart No: 4.19
Sustainability of employees
Interpretation:
tells that the employees working in the organisation is safe and the
4.25 percent of employees tells that it is not safe in the Maris
Associates (P) Ltd, Tuticorin

Table No: 4.20
Welfare facilities give the feeling of safety and improve the performance

Yes 384 96
No 16 4
Total 400 100
Chart No :4.20
Welfare facilities give the feeling of safety and improve the performance
Interpretation:
that welfare facility of the company has been enhance the performance
and the 4 percent of employees tells that it is not enhance our
performance in the Maris Associates (P) Ltd , Tuticorin

Table No: 4.21
Safety measure provided by the organisation

Yes 389 97.25
No 11 2.75
Total 400 100
Chart No: 4.21
Safety measure provided by the organisation
Interpretation:
accept the organisation has been provide the safety measures and the
2.75 percent of employees are not accepted in the Maris Associates (P)
Ltd, Tuticorin
Table No: 4. 22
Expected leisure to be given by the organisation
Parameters No. of respondents Percentage

Not needed 78 19.5
1 hour 261 65.25
2 hour 40 10
3 hour 20 5
4 hour 1 0.25
Total 400 100
Chart No: 4.22
Expected leisure to be given by the organisation
Interpretation:
not expected, 65.25 percent employees are expecting 1 hour, 10
percent employees are expecting 2 hour, 5 percent of the employees
are expecting 3 hour and the 0.25 percent employees are expecting 4
hours of rest time apart from the lunch and tea break in the Maris
associates (P) Ltd , Tuticorin.

Table No: 4.23
Overall satisfaction of employees in the organisation

Satisfied 182 45.5
Neutral 89 22.25
Dissatisfied 8 2
Total 400 100
Chart No: 4.23
Overall satisfaction of employees in the organisation
Interpretation:
about 4 percent employees are highly dissatisfied among the overall
satisfaction of employees in the Maris associates (P) Ltd, Tuticorin.

ANOVA - I
ANALYSING THE DIFFERENCE BETWEEN THE RANKINGS OF

SAFETY WELFARE FROM THE MARIS ASSOCIATES (P) LTD.,
(USING ONE WAY ANOVA)
Null Hypothesis:
There is no significant difference between the rankings of safety welfare provided
by the Maris Associates (P) Ltd.,.
Alternate Hypothesis:
There is a significant difference between the rankings of safety welfare provided
by the Maris Associates (P) Ltd.,
Rankings of safety welfare provided by the Maris Associates (P) Ltd.,
Safety
Family Food and Holiday
Welare Insurance EPF
Rank Welfare Transport Compensation
1 53 63 102 150 30
2 100 69 90 95 43
3 175 93 87 70 78
(Source: Primary Data)
T1 = 53 + 100 + 175 = 328 ri = 3 (i.e. no of samples in each

column)
T2 = 63 + 69 + 93 = 225 k = 5(i.e. no of samples)
T3 = 102 + 90 + 87 = 279 N = 15
T4 = 150 + 95 + 70 = 315
T5 = 30 + 43 + 78 = 151
G = T1 + T2 + T3 + T4 + T5
1. G = Grand total = Yij
= T1 + T2 + T3 + T4 + T5
= 328 + 225 + 279 + 315 + 151
= 1298
Correction factor G2
=
N
12982
= = 112320.3
15
G2 / n = 112320.3
2. Between the Sample Sum of Squares (SSB) =
= iTi2 _ G2
ri N
(T1) 2 (T2) 2 (T3) 2 (T4) 2 (T5) 2 (G) 2

SSB = + + + + -
n1 n2 n3 n4 n5 N
(328) 2 (225) 2 (279) 2 (315) 2 (151) 2 (1298) 2

SSB = + + + + -
03 03 03 03 03 15
107584 50625 77841 99225 22801 1684804

SSB = + + + + -
03 03 03 03 03 15
SSB = 3586.3 + 16875 + 25947 + 33075 + 7600.33 112320.3
= 119358.66 112320.33 = 7038.663
SSB = 7038.663
3. With in the Sample Sum of Squares (SSW) =
SST - SSB
Total Sum of Squares (SST) = Ti2 Correction factor (G2 / n)
T12 = 532 + 1002 + 1752 = 43434

T22 = 632 + 692 + 932 = 17379
T32 = 1022 + 902 + 872 = 26073
T42 =1502 + 952 + 702 = 36425
T52 =302 + 432 + 782 = 8833
SST = T2ij Correction factor
= 43434 + 17379 + 26073 + 36425 + 8833 112320

= 132144 112320 = 19824
SST = 19824
SSW = SST SSB
= 19824 7038.663
SSW = 12785.337
TABLE NO.4.24
ONE-WAY ANOVA CALCULATION
SOURCES OF DEGREES OF SUM OF MEAN SUM

F
VARIANCE FREEDOM SQUARES OF SQUARES
Between the V1=K-1 SSB = MSB = SSB/V1
Samples = 5-1 7038.663 = 7038.663 / 4 Fc =
V1 = 4 = 1759.66 MSB/MSW
Within the V2 =N-K SSW = MSW = SSW/V2 = 1759.66 /
Samples =15 5 12785.337 = 12785.337 / 10 1278.53
V2 = 10 = 1278.53 = 1.3763
Source : Primary Data
Degrees of freedom (4, 10) = 3.48 @ 5% Level of significance
FC = 1.3763 & FT = 3.48

FC < FT
Hence Null Hypothesis is Accepted.
Calculated value is lesser than Tabulated value.
i.e. there is no significant difference between the rankings of Safety Welfare provided by
the Maris Associates (P) Ltd.,
Result:
Since Null Hypothesis is accepted, hence there is no significant difference
between Safety Welfare provided by the Maris Associates (P) Ltd.,
ANOVA - II
ANALYSING THE DIFFERENCE BETWEEN WORKING AMBIENCE OF

THE MARIS ASSOCIATES (P) LTD.,
(USING ONE WAY ANOVA)
Null Hypothesis:
There is no significant difference between working ambience and employee
output of Maris Associates (P) Ltd.,.
Alternate Hypothesis:
There is significant difference between working ambience and employee output of
Maris Associates (P) Ltd.,
Rankings of Working Ambience of the Maris Associates (P) Ltd.,
Working
Ambience Guidance
Pleasant Proper Better
Fresh Air from
Environment Ventilation Training
Superiors
Rank
1 28 80 97 130 69
2 69 107 86 72 66
3 99 80 88 90 44
(Source: Primary Data)
T1 = 28 + 69 + 99 = 196 ri = 3 (i.e. no of samples in each

column)
T2 = 80 + 107 + 80 = 267 k = 5(i.e. no of samples)
T3 = 97 + 86 + 88 = 271 N = 15
T4 = 130 + 72 + 90 = 292
T5 = 69 + 66 + 44 = 179
G = T1 + T2 + T3 + T4 + T5
1. G = Grand total = Yij

= T1 + T2 + T3 + T4 + T5
= 196 + 267 + 271 + 292 +179
= 1205
2. Correction factor G2
=
N
12052
= = 96801.67
15
G2 / n = 96801.67
3. Between the Sample Sum of Squares (SSB) =
= iTi2 _ G2
ri N
(T1) 2 (T2) 2 (T3) 2 (T4) 2 (T5) 2 (G) 2

SSB = + + + + -
n1 n2 n3 n4 n5 N
(196) 2 (267) 2 (271) 2 (292) 2 (179) 2 (1205) 2

SSB = + + + + -
03 03 03 03 03 15
38416 71389 73441 85264 32041 1452025

SSB = + + + + -
03 03 03 03 03 15
SSB = 12805.33 + 23763 + 24480.33 + 28421.33 + 10680.33 96801.6667
= 100150.32 96801.67 = 3348.66
SSB = 3348.66
4. Within the Sample Sum of Squares (SSW) =
SST - SSB
Total Sum of Squares (SST) = Ti2 Correction factor (G2 / n)
T12 = 282 + 692 + 992 = 15346

T22 = 802 + 1072 + 802 = 24249
T32 = 972 + 86+ 882 = 24549
T42 =1302 + 722 + 902 = 30184
T52 =692 + 662 + 442 = 11053
SST = T2ij Correction factor
= 15346 + 24249 + 24549 + 30184 + 11053 96801.67

= 105381 96801.67 = 8579.33
SST = 8579.33
SSW = SST SSB

8579.33 3348.66
SSW = 5230.68
TABLE NO.4.25
ONE-WAY ANOVA CALCULATION
SOURCES OF DEGREES OF SUM OF MEAN SUM

F
VARIANCE FREEDOM SQUARES OF SQUARES
Between the V1=K-1 SSB = MSB = SSB/V1
Samples = 5-1 3348.66 = 3348.66 / 4 Fc =
V1 = 4 = 837.17 MSB/MSW
Within the V2 =N-K SSW = MSW = SSW/V2 = 837.17 /
Samples =15 5 5230.68 = 5230.68/ 10 523.07
V2 = 10 = 523.07 = 1.6005
Degrees of freedom (4, 10) = 3.48 @ 5% Level of significance
FC = 1.6005 & FT = 3.48

FC < FT
Hence Null Hypothesis is Accepted.
Calculated value is lesser than Tabulated value.
i.e. there is no significant difference between the rankings of working ambiance and
Employees output.
Result:
Since Null Hypothesis is accepted, there is no significant difference between
Working Ambience and Employees output of Maris Associates (P) Ltd.,
WEIGHTED AVERAGE METHOD I
Aim:
To find out the employee opinion towards rating the various medical facilities
provided by the Maris associates (P) Ltd.
Table:
Satisfaction level towards various medical facilities
Highly Highly
Medical facilities Satisfied Neutral Dissatisfied
Satisfied Dissatisfied
First aid 200 80 44 29 47
Ambulance 79 82 99 68 72
Treatment Charge 39 53 83 123 102
Annual Health Check up 45 83 71 110 91
Medical Camp 39 103 102 69 87
Rank 1 2 3 4 5
Weight 5 4 3 2 1
X1 Wx1 X2 WX2 X3 WX3 X4 WX4 X5 WX5

200 1000 79 395 39 195 45 225 39 195
80 320 82 328 53 212 83 332 103 412
44 132 99 297 83 249 71 213 12 306
29 58 68 136 123 246 110 220 69 138
47 47 72 72 102 102 91 91 87 87
WX1 = 1557 WX2 = 1228 WX3 = 1004 WX4 = 1081 WX5 = 1138
W = 5+4+3+2+1
= 15
Weighted Average = Wxi / W
Where
i = 1, 2,3,4,5
W1 = 1557/15 = 77.13
W2 = 1228/15 = 81.87
W3 = 1004/15 =66.93
W4 = 1081/15 = 72.07
W5 = 1138/15 =75.87
TABLE NO.4.26
Medical Facilities Weighted Average Rank

First Aid 77.13 2
Ambulance 81.87 1
Treatment Charges 66.93 5
Annual Health check up 72.07 4
Medical camp 75.87 3
Result:
It is concluded that most of the respondents said that the company provided the
best ambulance service to the employees. Weightage given for the ambulance service is
81.87, weightage given for first aid is 77.13, weightage given for medical camp is 75.87,
weightage given for annual health checkup is 72.07 and weightage given for treatment
charge is 66.93.
WEIGHTED AVERAGE METHOD II
Aim:
To find out the employees opinion towards rating the various Welfare facilities
provided by the Maris Associates (P) Ltd.
Table:
Satisfaction level towards various Welfare facilities
Highly Highly
Welfare facilities Satisfied Neutral Dissatisfied
Satisfied Dissatisfied
Wash 10 30 47 111 202
Uniform 185 94 53 38 30
Drinking Water 122 171 66 29 12
Rest Room 27 54 121 113 55
Canteen 58 53 109 109 71
Rank 1 2 3 4 5
Weight 5 4 3 2 1
X1 Wx1 X2 WX2 X3 WX3 X4 WX4 X5 WX5

10 50 185 925 122 610 27 135 58 290
30 120 94 376 171 684 54 216 53 212
47 141 53 159 66 198 121 363 109 327
111 222 38 76 29 58 113 226 109 218
202 202 30 30 12 12 55 55 71 71
WX1 = 735 WX2 = 1566 WX3 = 1562 WX4 = 995 WX5 = 1118
W = 5+4+3+2+1
= 15
Weighted Average = Wxi / W
Where
i = 1,2,3,4,5
W1 = 735/15 = 49
W2 = 1566/15 = 104.4
W3 = 1562/15 = 104.13
W4 = 9951/15 = 66.33
W5 = 1118/15 =74.53
TABLE NO.4.27
Welfare Facilities Weighted Average Rank

Wash 49 5
Uniform 104.4 1
Drinking Water 104.13 2
Rest Room 66.33 4
Canteen 74.53 3
Result:
It is concluded that most of the respondents said that the company provide the best
uniform service to the employees. Weightage given for the uniform service is 104.4,
weightage given for drinking water is 104.13, weightage given for canteen facilities is
74.53, weightage given for rest room facilities is 66.33 and weightage given for wash
room facilities is 49.
CHI SQUARE I
Aim
To find out significant associates between relation salary and the working
experience.
Null Hypothesis
There is no significant relationship with salary and working experience.
Alternative Hypothesis
There is significant relationship with salary and working experience.
Observed frequency (Oi)
Working
Experience More than
0 5 yrs 5 10 yrs 10 15 yrs 15 20 yrs Total
20 yrs
Salary
Highly 23 16 4 0 2 45
Satisfied
Satisfied 122 34 2 1 2 161
Neutral 119 24 6 0 5 154
Dissatisfied 29 2 1 0 1 33
Highly 7 0 0 0 0 7
Dissatisfied
Total 300 76 13 1 10 400
Expected Frequency (Ei)
Row Total * Column Total

Expected Frequency =
Grand Total
Working
Experience More than 20
0 5 yrs 5 10 yrs 10 15 yrs 15 20 yrs
yrs
Salary
Highly 33.75 8.55 1.4625 0.1125 1.125
Satisfied
Satisfied 120.75 30.59 5.2325 0.4025 4.025
Neutral 115.5 29.26 5.005 0.385 3.85
Dissatisfied 24.75 6.27 1.0725 0.0825 0.825
Highly 5.25 1.33 0.2275 0.0175 0.175

Dissatisfied
TABLE NO.4.28
Chi Square Table
Oi Ei Oi Ei (Oi Ei)2 / Ei
23 33.75 -10.75 3.424074
122 120.75 1.25 0.01294
119 115.5 3.5 0.106061
29 24.75 4.25 0.729798
7 5.25 1.75 0.583333
16 8.55 7.45 6.49152
34 30.59 3.41 0.380127
24 29.26 -5.26 0.945578
2 6.27 -4.27 2.907959
0 1.33 -1.33 1.33
4 1.4625 2.5375 4.402671
2 5.2325 -3.2325 1.996953
6 5.005 0.995 0.197807
1 1.0725 -0.0725 0.004901
0 0.2275 -0.2275 0.2275
0 0.1125 -0.1125 0.1125
1 0.4025 0.5975 0.886972

0 0.385 -0.385 0.385
0 0.0825 -0.0825 0.0825
0 0.0175 -0.0175 0.0175
2 1.125 0.875 0.680556
2 4.025 -2.025 1.018789
5 3.85 1.15 0.343506
1 0.825 0.175 0.037121
0 0.175 -0.175 0.175

(Oi Ei)2
2 =
Ei
= 27.48067
Level of Significance
LOS = 5%
Degree of Freedom
(r- 1) (c-1)
(5-1) (5-1)
= 4 x4 = 16
Table Value
2(16,0.05) = 26.33
Result
Calculated Value > Table Value
27.48067 > 26.296
Calculated value (27.481) is greater than Table value (26.296). Hence, Null
Hypothesis is Rejected.
So, there is significant relationship between working experience and overall

satisfaction of the employees.
CHI SQUARE II
Aim
To find out significant associates between relation working experience and overall
Null Hypothesis
There is no significant relationship with working experience and overall
Alternative Hypothesis
There is significant relationship with working experience and overall satisfaction
of welfare facilities in the organization.
.
Observed frequency (Oi)
Working
Experience More than
0 5 yrs 5 10 yrs 10 15 yrs 15 20 yrs Total
20 yrs
Salary
Highly 69 30 4 0 2 105
Satisfied
Satisfied 150 22 5 1 4 182
Neutral 66 19 4 0 0 89
Dissatisfied 1 3 0 0 4 8
Highly 14 2 0 0 0 16
Dissatisfied
Total 300 76 13 1 10 400
Expected Frequency (Ei)
Row Total * Column Total

Expected Frequency =
Grand Total
Working
Experience More than 20
0 5 yrs 5 10 yrs 10 15 yrs 15 20 yrs
yrs
Salary
Highly 78.75 19.95 3.4125 0.2625 2.625
Satisfied
Satisfied 136.5 34.58 5.915 0.455 4.55
Neutral 66.75 16.91 2.8925 0.2225 2.225
Dissatisfied 6 1.52 0.26 0.02 0.2
Highly 12 3.04 0.52 0.04 0.4

Dissatisfied
TABLE NO.4.29
Chi Square Table
Oi Ei Oi Ei (Oi Ei)2 / Ei
69 78.75 -9.75 1.207142857
150 136.5 13.5 1.335164835
66 66.75 -0.75 0.008426966
1 6 -5 4.166666667
14 12 2 0.333333333
30 19.95 10.05 5.062781955
22 34.58 -12.58 4.576529786
19 16.91 2.09 0.258314607
3 1.52 1.48 1.441052632
2 3.04 -1.04 0.355789474
4 3.4125 0.5875 0.101144689
5 5.915 -0.915 0.141542688
4 2.8925 1.1075 0.424047105
0 0.26 -0.26 0.26
0 0.52 -0.52 0.52
0 0.2625 -0.2625 0.2625
1 0.455 0.545 0.652802198
0 0.2225 -0.2225 0.2225
0 0.02 -0.02 0.02
0 0.04 -0.04 0.04
2 2.625 -0.625 0.148809524
4 4.55 -0.55 0.066483516
0 2.225 -2.225 2.225
4 0.2 3.8 72.2
0 0.4 -0.4 0.4
(Oi Ei)2
2 =
Ei
= 96.43003283
Level of Significance
LOS = 5%
Degree of Freedom
(r-1) (c-1)
(5-1) (5-1)
= (4 x 4) = 16
Table Value
2(16, 0.05) = 26.663
Result
Calculated Value > Table Value
96.430 > 26.296
Since, the calculated value is greater than Table value, the Null Hypothesis is
rejected.
So, there is no significant relationship between working experience and overall
satisfaction of the employees.
CHATPER V
FINDINGS &
SUGGESTIONS
CHAPTER V
FINDINGS
Employee retention rate is very low.

The organisation has not provided the uniform to all the employees.
The employees are not satisfied with the working hours of the organization.
The employees are satisfied with the salary provided by the organisation but
giving the salary based on daily wages.
The organisation is providing good conveyance for the employees in the
organization
The organization has not provided the recreational facilities to the employees.
There is no standard leave policy in the organisation.
Most of the employees say that there is no quality of food provided by the
organisation
The organisation has adopted the 5s method, so the working ambience is very
good.
The organisation provides good first health care facilities.
The level of salary increment is very low when compared with turnover of the
company.
The organisation has provided the sufficient number of sanitary facilities but the
cleanliness in the toilets should be maintained properly.
The employees are not aware about the safety measures provided by the
organization.
The employees are not wearing the mask while working in the printing section.
Productivity-linked annual bonus has been implemented effectively by the
organisation to motivate the employees to work effectively.
SUGGESTIONS
The management has to improve the quality of food provided and it indirectly
satisfies the employees in the organisation.
Management can provide the subsidized rate food in Canteen to the all employees by
increasing the variety of food.
Four pairs of uniforms may be provided per year for each employee instated of two
pairs.
The management is suggested to organize the recreational and cultural programs

to the middle level management and low level management.
The code of industrial relation and the factories act should be made aware by all
the employees in the organisation through trade union.
The management should follow a regularized shift for the employees working in
the production department.
The management is suggested to provide a weekly off to employees for improve

their productivity.
The management can implement the quality circles in order to improve the
efficiency of employees.
The employees can be provided with health insurance scheme.
The organisation can implement standard leave policy in order to improve the
working efficiency of the employees.
CONCLUSION
Employee welfare measures are advocated to maintain a strengthen manpower
both physically and mentally. The study of various welfare measures brings into light that
the present measure exists in the company. The improvement in working condition is
suggested to promote effectiveness of the employee welfares measures like canteen
facility, drinking water, spittoons, rest rooms and health insurance facilities which in
turn would build the morale and increase the productivity of the employees.
By analyzing the welfare of the employees, it is learnt that the company has the
good reputation among the employees as most of them have expressed that they are
satisfied. However, a few are not satisfied with welfare measures provided by the
organization. Therefore it is recommended that the existing welfare measures may be
improved as suggested by the researcher, in order to reach the employee satisfaction at
high level.
REFERENCES
REFERENCES
BOOKS REFERENCES
Ganasekaran.P, 1ST Edition, 2008, Labour Laws, Aruma Pathippagam, Page No:
46-59.2.
Kothari C.R, 2ND Edition, 2004, Research Methodology Methods and techniques,
Newage international (P) Ltd, Page No: 1-7.3.
Punekar.S.D, 12TH Edition, 1999, Labour Trade Unionism and Industrial
Relations,Himalaya Publishing House, Page No. 51-60.
Ahmad, S., & Mehta, P. (1997). Role stress, quality of work life and alienation. In:
D.
WEBSITE REFERENCES
www.wikipiedia.com
www.educationplus.com
www.scribd.com
www.industrialrelations.naukrihub.com
www.Citehr.com
www.lancoindustries.com
FACTORIES ACTS & INDUSTRIAL RELATIONS
Factories Act of 1946 is a culmination of a series of earlier acts for Industrial Relations.
The act makes extensive provisions for healthy relations in various areas in the
workplace.
S.NO. Year EHS (Environment, Health, & Safety) REGULATION Acts
S.NO. Year EHS (Environment, Health, & Safety) REGULATION, Acts

The Water (prevention & control of pollution) Act, including
1 1974/1998
amendments.
The Water (prevention & control of pollution) Act, including
2 1977/1992/2003
amendments.
The Air (prevention & control of pollution) Act, including
3 1981/1987
amendments.
4 1982 The Air (prevention & control of pollution) Rules
Environment (protection) Act 1986 including amendments of 1991,
5 1986
Environment (protection) Act 1986 including amendments of Rules
The Hazardous wastes (mgt. and handling) rules, including
6 1989/2000/2003
amendments 2000/2003
Manufacture, storage and import of Hazardous chemical rules,
7 1989/2000
including amendments rules
8 1989 The Central Motor Vehicle rules (under motor vehicle Act, 1988)
9 1963/1995/2000 Noise pollution (regulation & control)rules, 2000
10 2004 Ozone depleting substances (regulation)rules,2004
11 2000 The battery (Mgt. and handling) rules, 2004
12 1948/1987 The factories Act (As amended fill 1987)
13 1952 Punjab state factory rules
14 1956/2003 Indian Electricity rules
15 1934/1997 The petroleum Act (as amendment till 1997)
16 1984/1993/2004 Gas cylinder rules, including amendment rules, 1993/2004
17 2000/2002 The DG rules, 2000 with amendment 2002
18 1984 The Explosive Act
19 2001 Energy conservation Act, 2001
20 1983/1989 The Explosive rules, including amendment rules, 1989
21 1970 The contract labour regulation & control Act, 1970 and rules 1971
The Punjab welfare officer recruitment & condition of services
22 1952
Rules
23 1998/2003 The Bio medical waste (Mgt. and handling) rules
24 1986 The Child labour (prohibition and regulation) Act
This cover section 11-20 and 42-49 & the items covered are related to:
Sec 11:- General cleanliness
Sec 12:- Disposal of wastes and affluent
Sec 13 :-Ventilation and temperature
Sec 14:- Free from dust and fumes
Sec 15:- Artificial humidification
Sec 16:- Overcrowding and congestion
Sec 17:- Lighting
Sec 18:- Drinking water
Sec 19:- Kamotes and urinal
Sec 20:- Provision for spittoons
Sec 42:- Washing facility
Sec 43:- Keeping clothing not worn during working hours and for drying of wet clothes
Sec 44:- Sitting for workers who are obliged to work standing
Sec 45:- Maintenance of first aid box with prescribed contents for every employees
Sec 46:- Canteen facility for more than 250 workers
Sec 47:- Suitable rest rooms or lunch room with provision for drinking water and should
be provided in factory employing more than 150 workers and for more than 500 workers
ambulance room of prescribed size, prescribed equipments and in charge of qualified
medical and nursing staff
Sec 48:- Crches for women, workers more than 30
Sec 49:- Appointments of welfare office for more than 500 employees
Some Social Security Provision for workers as per the above acts are:
a. Medical treatment and compensation for industrial injury, accident, ailments etc.
b. Financial assistance during absence due to ill health or accidents.

c. Old age pension
d. Gratuity
e. Provident Fund
f. Financial assistance
g. Maternity benefit to women workers

APPENDICES
QUESTIONNAIRE
I am Sethupathy from Infant Jesus College of Engineering as part of our academic
curriculum I am suppose to do our project work in the title A STUDY ON EMPLOYEE
WELFARE MEASURES WITH SPECIAL REFERENCE TO MARIS ASSOCIATES (P)
LTD and in that regarding I would like to seek your valuable tie to respond the following
questionnaire your response are directly responsible for improving the welfare measures
in Maris Associates (P) Ltd. I would like assure that all the responses will be kept highly
confidential and anonymous.
NAME : _____________________________________________________
AGE : _____________________________________________________
OCCUPATION : _____________________________________________________
EDUCATION : _____________________________________________________
ANNUNAL INCOME:
Below 50000 50,000 to 70,000 70,000 to 1, 00,000

1, 00,000 to 2, 00,000 2, 00,000 & above
MARITAL STATUS : Married Unmarried
1. From how many years have been working with this Organizations?
05 5 10 10 15 15 20 More than
Highly
Sl. Highly Dis
Particulars Satisfied Neutral Dis
No. Satisfied Satisfied
Satisfied
2. Rate the uniform facilities
provided by the Organization
3. How do you rate the working
hours of the Organization
4. Rate your satisfaction level of
Salary provided by the
Organization
5. Rate the OT allowance offered by
the Organization?
6. How do you rate the conveyance
allowance offered by the
organization?
Highly
Sl. Highly Dis
Particulars Satisfied Neutral Dis
No. Satisfied Satisfied
Satisfied
7. How do you rate the leave Policy
of the Organization?
8. Rate the rest room and lunch
room facility to the employees,
9. Rate the canteen services
provided by the Organizations?
10. How do you rate the sitting
arrangement of the Organization
11. How do you rate the working
environment of the organization
12. Give your opinion about First Aid
appliances the organization
13. How do you rate the medical
benefits provided by the
organization
14. Does the Company provide maternity leave to female employees?
Yes No
15. Do you get regular increments?
Yes No
16. Does the organization offer sufficient number of toilets?
Yes No
17. Does the Organization provide Crche facilities?
Yes No
18. Does the company takes care of the employees working in Night Shift?
Yes No
19. Does the working in the organization give you a feeling of Security?
Yes No
20. Do you think employee welfare activities of the organization give a feeling of safety
and improve your performance?
Yes No
21. Does the company takes safety measure for employee safety?
Yes No
(a) Wash
22. Rank the welfare facilities (b) Uniform
provided in the Organization? (c) Drinking Water
(d) Rest Room
(e) Canteen
(a) First Aid
(b) Ambulance
What kind of Medical facilities (c) Treatment Charges
23. you are expecting (d) Annual Health Checkup
(e) Medical Camp
(a) Family Welfare
What are all safety welfare (b) Insurance
facilities provided by the (c) EPF
24.
Organization? (d) Food & Transport
(e) Holiday Compensation
(a) Pleasant Environment
What type of environment (b) Proper Ventilations
condition is need for better (c) Better Training
25.
performance? (d) Fresh Air
(e) Guidance from superior
26. Your expected rest hour in the organization apart from lunch and tea break?
Not Needed 1 hour 2 hour 3 hour 4 hour
27. Rate the overall Satisfaction with employee welfare activities of the Organization?
Highly Satisfied Satisfied Neutral Dissatisfied Highly
dissatisfied
28. Give me your valuable suggestion

________________________________________________________________________
________________________________________________________________________
Thank you for your valuable time.

Project 5

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A STUDY ON EMPLOYEE WELFARE MEASURES

WITH REFERENCE TO MARIS ASSOCIATES

Signature of the Supervisor Head of the Department

Viva voce held on _________________

Internal Examiner External Examiner

Research project titled A STUDY ON EMPLOYEE WELFARE MEASURES

1.3 IMPORTANCE OF STUDY 7

1.4 OBJECTIVE OF THE STUDY 8

1.5 STATEMENT OF HYPOTHESIS 8

1.6 SCOPE OF THE STUDY 9

1.8 PERIOD OF THE STUDY 9

1.9 LIMITATIONS OF THE STUDY 9

1.10 TYPE OF RESEARCH 10

1.11 SAMPLING DESIGN 10

1.12 SOURCES OF DATA 10

1.13 TOOLS FOR DATA ANALYSIS 11

1.14 SCHEME OF REPORTING 13

CHAPTER REVIEW OF LITERATURE 27 34

TABLE PARTICULARS PAGE

4.4 Employees satisfaction level on salary packages provided 39

Definition of Employee Welfare

Meaning of Employee Welfare

Concept of Employee Welfare

Types of Welfare Facilities

Welfare Facilities by the Government

The principal purposes of a labor union are to

A trade union may be

[ Trade Union in India

Significant Trade Union in India:

Functions of Trade Unions

To achieve higher wages and better working conditions

To take up welfare measures for improving the morale of workers

Welfare Work by Voluntary Agencies

1.2. STATEMENT OF THE PROBLEM

1.3. IMPORTANCE OF THE STUDY

1.4. OBJECTIVES OF THE STUDY

1.5. STATEMENT OF HYPOTHESIS

1.7. AREA OF THE STUDY

1.8. PERIOD OF THE STUDY

1.9. LIMITATIONS OF THE STUDY

1.11. SAMPLING DESIGN

1.12. SOURCES OF DATA

1.13. TOOLS EMPLOYED FOR DATA ANALYSIS

2. Chi square test (2)

Weighted Average = WXi / Wi

4. ANOVA - One Way

1.14. SCHEME OF CHAPTER

INDUSTRY AND ORGANIZATIONAL PROFILE

2.1. INDUSTRY PROFILE

In economics, labour is a measure of the work done by human beings. It is

Compensation and measurement

wage = payment per unit of time (typically an hour)

Wage differences exist, particularly in mixed and fully/partly flexible labour

The macroeconomics of labour markets

Neo-classical economists view the labour market as similar to other markets in

Neoclassical microeconomic model Supply

Households are suppliers of labour. In microeconomics theory, people are

A firm's labour demand is based on its marginal physical product of labour

Neoclassical microeconomic model Equilibrium

Personnel economics: hiring and incentives

At the micro level, one sub-discipline eliciting increased attention in recent

Many sociologists, political economists, and Austrian School economists claim

2.2. COMPANY PROFILE

The House of FIBC