CHAPTER – 1

INTRODUCTION

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

giving satisfaction to the worker in a way which evens a good wage cannot. With the growth
of industrialization and mechanization, it has acquired added importance. The workers in
industry cannot cope with the pace of modern life with minimum sustenance amenities. He
needs an added stimulus to keep body and soul together. Employers have also realized the
importance of their role in providing these extra amenities. And yet, they are not always able
to fulfill workers demands however reasonable they might be. They are primarily concerned
with the viability of the enterprise. Employee welfare, though it has been proved to contribute
to efficiency in production, is expensive. Each employer depending on his priorities gives
varying degrees of importance to labour welfare.
It is because the government is not sure that all employers are progressive minded and
will provide basic welfare measures that it introduces statutory legislation from time to time
to bring about some measures of uniformity in the basic amenities available to industrial
workers.
After employees have been hired, trained and remunerated, they need to be retained
and maintained to serve the organization better. Welfare facilities are designed to take care of
the wellbeing of the employees, they do not generally result in any monetary benefit to the
employees. No rare these facilities provided by employers alone. Governmental and non-
governmental agencies and trade unions too, contribute towards employee welfare.
Employee welfare is a comprehensive term including various services, benefits and
facilities offered to employees by the employer. Through such generous fringe benefits the
employer makes the life worth living for employees. The welfare amenities are extended in
addition to normal wages and other economic rewards available to employees as per the legal
provisions. Welfare measures may also be provided by the government, trade unions and
non-government agencies in addition to the employer. The basic purpose of employee
welfare is to enrich the life of the employees and keep them happy and contended.
 Employee welfare today has become a very controversial topic. It covers a very broad
field. To being with, let us briefly discuss the main concepts or, rather, the general, meaning
full ideas which have been evolved about it so far.
The term welfare suggest many ideas, meanings and connotations, such as the state of
well-belling, health, happiness, prosperity and the development of human resources. The
concept of welfare can be approached from various angles. Welfare has been described as a
total concept. It is a desirable state of existence involving for certain components of welfare,
such a health, food, clothing, and housing, medical assistance, insurance, education,
recreation. Job security, and so on.
The word employee means any productivity activity. In a broader sense, therefore, the
phrase employee welfare means the adoption of measures to promote the physical, social,
psychological and general wellbeing of the working population. Welfare work in any industry
aims, or should aim, at improving the working and living conditions of workers and their
families.
The concept of employee welfare originates in the desire for a humanitarian approach
to the sufferings of the working class. Later, it becomes a utilitarian philosophy which
worked as a motivating force for labor and for those who were interested in it.
Employee welfare has been defined in various ways, though unfortunately no single
definition has found universal acceptance.
“Efforts to make life worth living for worker”

“The oxford dictionary”

Concept of Employee welfare
The concept of labour welfare is flexible and elastic and differs widely with time,
region, industry, social values and customs, degree of industrialization, the general
socioeconomic development of the people and the political ideologies prevailing at a
particular time . It is also molded according to the age-groups, socio-cultural background,
marital and economic status and educational level of the workers in various industries In its
broad connotation, the term welfare refers to a state of living of an individual or group in a
desirable relationship with total environment – ecological, economic, and social.
Conceptually as well as operationally, labour welfare is a part of social welfare which, in
turn, is closely linked to the concept and the role of the State which is applicable in the plant.
The concept of social welfare, in its narrow contours, has been equated with economic
welfare. As these goals are not always be realized by individuals through their efforts alone,
the government came into the picture and gradually began to take over the responsibility for
the free and full development of human personality of its population. Labour welfare is an
extension of the term Welfare and its application to labour. During the industrialization
process, the stress on labour productivity increased; and brought about changes in the
thinking on labour welfare.
In its broad connotation, the term welfare refers to a state of living of an individual or
group in desirable relationship with total environment – ecological, economic, and social.
Concept dually as well as operationally, labour welfare is a part of social welfare which, in
turn, is closely linked to the concept and the role of the State. The concept of social welfare,
in its narrow contours, has been equated with economic welfare. Pigou defined it as “that part
of general welfare which can be brought directly or indirectly into relations with the
measuring rod of money” (Pigou, 1962). According to Willensky and Ladeaux, social welfare
alludes to “those formally organized and socially sponsored institutions, agencies and
programs which function to maintain or improve the economic conditions, health or
interpersonal competence of some parts or all of a population” (Willensky and Ladeaux,
1918). As these goals may not always be realized by individuals through their efforts alone,
the government came into the picture and gradually began to take over the responsibility for
the free and full development of human personality of its population. Labour welfare is an
extension of the term Welfare and its application to labour. During the industrialization
process, the stress on labour productivity increased; and brought about changes in the
thinking on labour welfare. An early study under the UN observed as follows “in our opinion
most underdeveloped countries are in the situation that investment in people is likely to prove
as productive, in the purely material sense, as any investment in material resources and in
many cases, investment in people would lead to a greater increase of the flow of goods and
services than would follow upon any comparable investment in material capital”. The theory
that welfare expenditure, especially expenditure on health and education, is productive
investment has led to the view that workers could work more productively if they were given
a fair deal both at the work place and in the community. The concept of labour welfare has
received inspiration from the concepts of democracy and welfare state. Democracy does not
simply denote a form of government; it is rather a way of life based on certain values such as
equal rights and privileges for all. The operation of welfare services, in actual practice, brings
to bear on it different reflections representing the broad cultural and social conditions. In
short, labour welfare is the voluntary efforts of the employers to establish, within the existing
industrial system, working and sometimes living and cultural conditions of the employees
beyond what is required by law, the custom of the industry and the conditions of the market
The constituents of labour welfare included working hours, working conditions, safety,
industrial health insurance, workmen’s compensation, provident funds, gratuity, pensions,
protection against indebtedness, industrial housing, restrooms, canteens, crèches, wash
places, toilet facilities, lunches, cinemas, theatres, music, reading rooms, holiday rooms,
workers’ education, co-operative stores, excursions, playgrounds, and scholarships and other
help for education of employees’ children.

STATEMENT OF THE PROBLEM

In MAULIK LEATHERCRAFTS Pvt Ltd the manufacturing activity is mainly

depend on the efficiency of the employees. This study is undertaken with a view to
understand the different welfare measures taken and facilities provided by the
company. Gather the opinion of the employees about these facilities and also to know
the reason for the dissatisfaction, if any.

SCOPE OF LABOUR WELFARE

Labour welfare facilities have a great scope to develop a sense of

responsibilities and dignity among the workers enabling them to be worthy and
enlightened citizens. MAULIK LEATHERCRAFTS Pvt Ltd also needs to make a
study about employees attitudes towards the welfare amenities provided to them. All
such aspects help to reduce industrial strike and peace in the industrial organization.

SIGNIFICANCE OF LABOUR WELFARE

The logic behind providing welfare facilities is to create efficient, healthy,

loyal and satisfied work force for the organization and also for the nation. Employees
are important stakeholders. Labour welfare measures are endeavoring to establish
effective systems for performance evaluation. It helps to increase employee’s
productivity efficiency and protect workers from social evils. It helps to enhance
goodwill and public image of the organization. Also it helps to improve industrial
relations and peace.
OBJECTIVES OF THE STUDY

General Objective:

To study about effectiveness of labour welfare measures.

Specific Objectives:

1) To identify the welfare facilities provided in the organization.

2) To find out the employees level of satisfaction through the welfare measures.

3) To find out the draw backs in current welfare measures.

4) To know the suggestions and recommendations of the employees.

5) To put forward the matters to be rectified and further welfare measures to be

adopted.

DURATION OF THE STUDY

Duration of the study was for a period of one month.

LIMITATIONS OF THE STUDY

 The workers are fear to answer certain questions, because they thought that it
will affect their job.

 Time constraint is another limiting factor. The respondents could be

approached only during break hours and also there was a specified time to
complete the project in the organization.

 Inferences were drawn from a sample. Generalization is not free from sampling
errors, so the navigator should not go deep into total position.
 Management did not disclose the confidential reports.

 The navigator has to depend mainly on primary data.

 The attitude, views and thinking pattern of each person is different. This is
reflected in their answers also.
 CHAPTER II

REVIEW OF LITERATURE

LABOUR WELFARE

The terms ‘labour welfare’, ‘labour welfare’ and ‘workers welfare’ are used
interchangeable to denote various services provided by the employers to the
employees in addition to wages.

The importance of labour welfare was accepted as yearly as in 1931 when the
royal commission on employee was started. Labour welfare aim at providing the
physical, psychological and general wellbeing of the working population. Labour
welfare is carried by the Welfare Officer. The improvement of labour welfare and
increasing productivity with reasonable level of social security is one of the prime
objectives concerning social and economic policy of the government. The resources
have been directed through the plan programs towards skill formation and
development, monitoring of working conditions, creation of industrial harmony
through infrastructure for health, industrial relations and insurance against diseases,
accident and unemployment for the workers and then families.

Labour welfare is a part and parcel of social welfare. The term social welfare
connotes the welfare of the society where as labour welfare is a narrow concept
concerned with the welfare of workers. Labour welfare facilities include medical,
education, cultural and other facilities.

In India, some welfare facilities are compulsory as per employee laws, while
others are purely voluntary in character. It should be noted that the expenditure on
labour welfare is a profitable investment in the long run as it motivates the worker for
higher productivity.
DEFINITIONS:

1. “Any effort to make life worth living for workman”

-Oxford dictionary.

2. “Workers welfare should be understood as meaning with services, facilities and

amenities which may be established in or in the vicinity of the undertakings to enable
the persons employed in them to perform their work in healthy, congenial and
provided with amenities conductive to good health and high morale,”

- The International Labour Organization.

3. “Anything done for the intellectual, physical, moral and economic betterment of
the workers whether by employer or by government or by other agencies and above
what is laid down by law of what is normally the contractual benefits for which
workers may have bargained”

- Employee Investigation Committee, 1944-46.

4. “The voluntary efforts of the employees to establish within the existing industrial
system working and sometimes living and cultural conditions of the employees
beyond what is required by the custom of the country and the conditions of the
market”

-The Encyclopedia of Social Science.

5. Labour welfare means “anything done for the employees over and above the wages
paid which is not a necessity of the industry”

- Arthur James Todd.

CONCEPT OF LABOUR WELFARE

The concept of labour welfare is flexible, elastic and differs widely. Labour
welfare is a dynamic concept; a new welfare measure is added to the existing ones
along with social changes. It is also a comprehensive concept. The modem concept of
Labour welfare entails all those activities of the employers, which are directed
towards providing the employees with certain facilities and services in addition to
wages or organization salaries.

Labour welfare may be viewed as a total concept, as a social concept and as a

relative concept. The total concept is a desirable state of existence involving the
physical, mental, moral and emotional wellbeing. These four elements together
constitute the structure of welfare, on which its totality is based. Social concept of
welfare implies the welfare of man, his family and his community. The relative
concept of welfare implies that welfare is relative in time and place.

HISTORY OF LABOUR WELFARE

BEFORE INDEPENDENCE

The movement to improve the working conditions of Indian labour started with
the passing of the first Indian Factories Act in 1881. The Factories Act, 1891 was
passed as a result of the recommendations of the Bombay Factory Commission of
1884 and the Factory Labour Commission of 1890. It applied to all factories
employing 50 persons or more. The lower and upper age limits for children were
raised to 9 and 14 respectively and their hours of work were limited to 7 and between
5.00am and 8.00pm. Employment of women between 7.00pm and 5.00 am was
prohibited. Women were allowed to work for 11 hours in a day with one and a half
hours rest. Provisions relating to better ventilation, cleanliness and for preventing
overcrowding in factories were also made.

The outbreak of the First World War in 1914 led to a number of new
developments. The Russian Revolution had a tremendous impact on the attitudes of
government and society towards labour. During the war years the number of factories
and the number of persons employed therein increased. The formation of AITUC
(1920), the first central trade union organization in our country also helped in
furthering the cause of welfare movement.

The Second World War brought about far-reaching consequences in all fields
of activities. The need for sustained and increased production gave a fillip to Indian
industry. The number of factories and factory employees increased enormously, the
government took initiative and actively promoted various welfare activities among
industrial employees. A number of legislations for the welfare of the working classes
were also enacted.

AFTER INDEPENDENCE

After Independence, the labour welfare movement acquired new dimensions.

Various labour welfare activities were incorporated in different five year plans.

The First Five Year Plan (1951-56) paid considerable attention t to the welfare
of the working classes. During the Second Five Year Plan (1956-61) the importance of
better working conditions had been progressively recognized. The Third Five Year
Plan (1961-66) stressed the need for more effective implementation of various
statutory welfare provisions.

The Fourth Five Year Plan (1969-74) provided for the expansion of the
Employees State Insurance Scheme to cover medical facilities to the families of
insured persons, and to cover shops and commercial establishments in selected
centers. The Fifth Five Year Plan (1974-79) also laid down programs for promoting
industrial safety. In the Sixth Five Year Plan (1980-85) special programs would also
need to be undertaken by the state governments for the benefit of agricultural labour,
artisans, handloom weavers, fisherman, leather workers and other unorganized
workers in the rural and urban areas.

In the Seventh Five Year Plan (1985-90) emphasis was given on labour
welfare, improvement in working and living conditions of unorganized labour not
only in rural areas, but also in urban areas. The Eight Five Year Plan (1992-97) laid
stress on strategic improvement in the quality of labour, productivity, skills and
working conditions and provisions of welfare and social security measures, especially
of those working in the unorganized sector for quantitative and qualitative
enhancement of employment opportunities.

LABOUR WELFARE MEASURES HAVE THE FOLLOWING

OBJECTIVES:

 To provide better life and health to the workers.

 To make the workers happy, satisfied and efficient.

 It helps to improve industrial relations and industrial peace.

 It helps to increase employee productivity or efficiency by improving their

physical and mental health.

 To improve the goodwill and public image of the enterprise.

 To relieve workers from industrial fatigue and to improve intellectual, cultural

and material conditions of living of the workers.

 It improves the morale and loyalty of workers.

 It reduces labour turnover and absenteeism thereby building stable workforce.

THE BASIC OF WELFARE MEASURES ARE AS FOLLOWS:

 Labour welfare includes various facilities, services and amenities provided to

workers for improving their health, efficiency, economic betterment and social
status.

 Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining.
  Labour welfare schemes are flexible and ever-changing.

 Labour welfare measures are also known as fringe benefits and services.

 It is an essential part of social welfare.

 Welfare measures are both voluntary and statutory.

 Labour welfare measures are flexible and ever changing. New welfare
measures are added to the existing ones from time to time.

 Welfare measures may be introduced by the employees, government,

employers or by any social or charitable agency.

 The purpose of labour welfare is to bring about the development of the whole
personality of the worker to make him a good worker and a good citizen.

AIMS OF LABOUR WELFARE

 To win over employees loyalty and increase their morale.

 To combat trade unionism and socialist ideas.

 To build up stable employee force to reduce employee turnovers and

absenteeism.

 To develop productivity and efficiency among workers.

 To save oneself from heavy taxes on surplus profit.

 To earn goodwill and enhance public image.

 To reduce the threat of further government intervention.

 It helps to improve recruitment of efficient employees.

 It improves the morale and loyalty of workers by making them happy and
satisfied.
  It reduces employee turnover and absenteeism there by building stable work
force.

PRINCIPLES OF LABOUR WELFARE

 Management should be welfare oriented.

 The workers have the right to adequate wages in addition to welfare measures.

 There should be periodical assessment or evaluation of welfare measures and

necessary timely improvements on the basis of feedback.

 The management should ensure co-operation and active participation of unions

and workers in formulating and implementing labour welfare programs.

 The labour welfare work of an organization must be administratively viable

and essentially development oriented.

 There should be proper coordination, harmony and integration of all labour

welfare services in an undertaking.

 The employer should look after the welfare of his employees as a matter of
social obligation. The Constitution of India, in its Directive Principles of State
Policy also emphasizes this aspect of labour welfare.

 Labour welfare must aim at helping employees to help themselves in the long
run. This principle of self will enable them to become more responsible and
more efficient.

SIGNIFICANCE OF LABOUR WELFARE

The logic behind providing welfare facilities is to create efficient, healthy,

loyalty and satisfied employee force for the organization and also for the nation.
Employees are important stakeholders; employees who will carry out fulfill their
roles, with the aim of contributing to the enhancement of the company’s enterprise
value, there by winning society’s trust. In order to have a solid organization, this
attracts and inspirer’s employees like these to actively contribute to the company with
their best efforts, skills and abilities. Labour welfare measures are endeavoring to
establish effective systems for performance evaluation.

Employee welfare is the interest of the employee, the employer and the society
as a whole. For the employee, welfare measures help to counteract the negative effects
of the factory system. These measures enable the employee and his family to lead a
good life. Welfare facilities like housing, medical and children’s education etc help to
improve the family life of employees.

For employer, welfare measures lead to higher morale and productivity of

labour.

Employee welfare is also in the interest of the larger society because the health,
happiness and efficiency of each individual represent the general well-being of all.
Well-housed, well-fed, and well-looked after, labour is not only an asset to the
employer but serves to raise the standards of industry and labour in the country.

NEED FOR LABOUR WELFARE

The need for labour welfare arises from two basis factors; one, the conditions
under which works is earned on are not congenial for the health, and second, when
laborer joins in an industry he has to work in an entirely strange atmosphere which
creates problems of adjustments.

When worker, who is in fact a rusting has to work and live in unhealthy
congested factories and sum areas with no outdoor recreation facilities to escape from
the living of his tedious and tiresome job he absents himself becomes irritated and
often undisciplined. This is a social reason. The provision of canteen improves the
physique, environment, reduces the evidence of vices, medical aid and maternity and
child welfare services improves the health of the employees and bringing down the
rates of general, maternal and child welfare services improve the health of the workers
and bingeing down the rates of general, maternal and infantile morality and
educational facilities increase their mental efficiency and economic productivity.

TYPES OF LABOUR WELFARE MEASURES

Labour welfare may be classified as follows:

 Intramural:

These facilities are those which are provided within factory such as:

 Medical facilities.

 Compensation for accidents.

 Provision for crèches and canteens.

 Supply of drinking water.

 Washing and bathing facilities.

 Pension and gratuity.

 Provision for provident fund.

 Recruitment and discipline.

 Fire extinguishers.

 First aid appliances.

 Extramural:

These facilities are those which are provided outside the occupation such as:

 Housing accommodation.
  Transport facilities.

 Educational facilities for children and adults.

 Sports and amusements.

 Provisions for libraries and reading rooms.

 Interest Free Loan.

 Maternity benefits.

 Voluntary welfare services

 Housing.

 Transport facilities.

 Education.

 Indoor and outdoor recreation facilities.

 Consumer cooperative stores.

 Statutory provisions

 The Factories act, 1948.

 The plantation labour act, 1951.

 The mines act, 1952.

 The motor transport workers act, 1961.

 The contract labour regulation and abolition act, 1970.

BASIC FEATURES OF LABOUR WELFARE:

The chief characteristics of labour welfare work may be noted as:-

 It is the work which is usually undertaken within the premises for the benefit of
the employee and the members of his family.

 The work generally includes those items of welfare which are one and about
what is provided by statutory provision.

 The purpose of providing welfare amenities is to bring about the development

of the whole personality of the worker.

 These facilities may be provided by progressive and enlightened entrepreneurs

of their town accord or government or trade union may be under taken them, if
they have the necessary funds for the purpose.

 Labour welfare is a very broad term covering social security and such other
activities as medical aid, crèches, canteens, recreations, housing, adult
education and arrangements for the transport of employees to and from work
place.

 Labour welfare is a comprehensive term including various services, facilities

and amenities provided to employees for their betterment.

 Labour welfare is an essential part of social welfare.

 Labour welfare is a dynamic concept varying from country to country and from
region to region within same country.

 Labour welfare measures are also known as fringe benefits and services
AGENCIES OF EMPLOYEE’S WELFARE:

 Government.

 State Government.

 Employers.

 Trade Unions.

 Other Agencies.

WELFARE OFFICER

Labour welfare is the statutory code controlled by the Factories Act for the
benefit of the employees within the existing industrial system, working and sometimes
living and cultural conditions of the employees beyond that which is required by law,
keeping in par with the custom of the industry and the controls of the maker.

“Labour welfare aims at providing the physical, psychological and general

wellbeing of the working population. Labour welfare is carried by the Welfare
Officer. The Welfare Officer takes care of the physical and general wellbeing of the
employees. To sum up welfare officer is expected to act as an advisor, counselor,
mediator and liaison officer between management and employees.

THE FUNCTIONS OF THE WELFARE OFFICER ARE AS FOLLOWS:

 To maintain harmonious relations between the management and workers by

establishing contact and holding consultations.

 To notice the grievance of the workers of employee at work place in order to

help the management to shape and formulate employee policies and to interpret
the policies to the workers in their language.
 To help the management to ask questions relating to the training of new
workers, apprentices, supervisors and control of notice board and information
bulletins to further the education of workers and to encourage their attendance
at technical institutes.

 To advise on provision for welfare facilities such as housing facilities, food

stuff, recreational facilities etc.

 To promote the relation between the concerned departments of the company

and to bring about efficient production of employees.

 To advice the workers to adapt or adjust themselves to their working

environment.

 To watch industrial relations in a view by using his influence in an event of a

dispute arising between management and employees and help to bring down
settlement by persuasive efforts.

 To encourage provisions for amenities such as canteen shelters, drinking water,

benevolent schemes in payments, pension funds, gratuity payments, granting
loans and legal advice to the employees.

 To assist arid help the management in achieving the objectives.

 Suggest the workers to raise their living and to promote their well being.

 To study absenteeism and employee turnover and to take strict measures to

prevent them.
DUTIES OF AN LABOUR WELFARE OFFICER:-

The committee of labour welfare (1969) has prescribed the following duties of
a labour welfare officer:

 Supervision of (1) safety, health and welfare programs like housing, sanitation,
recreation etc.; (2) working of joint committees; (3) grant of leave with wages ;(
4) redressal of worker’s grievances.

 Counseling workers in (1) personal and family problems; (2) adjustment to their
work environment; (3) understanding their rights and privileges.

 Establishing liaison with workers so that they may (1) understand the
limitations under which they work; (2) appreciates the need of harmonious
industrial relations in the plant; (3) interpret company policies correctly; (4)
come to a settlement in case of dispute.

 Advising management on matters of (1) formulating employee and welfare

policies; (2) apprenticeship training programs; (3) meeting statutory obligations
to workers; (4) developing fringe benefits; (5) workers education and use of
communication media.

 Establishing liaison with management so that they may appreciate worker’s

view point on various matters in the plant.

 Working with management and workers to improve productivity.

 Working without side public to secure proper enforcement of various laws.

RELEVANT WELFARE PROVISIONS UNDER FACTORIES ACT

The Factories Act, 1948 provides for the need for adoption of welfare measures
as a means to increase the workers productive efficiency, to keep up their morale etc.
provisions relating to welfare of the factory workers have been made in sections 42-50
of the Factories Act, 1948 which are:

1. Washing Facilities (Sec.42)

In every factory, adequate separate and screened facilities shall be provided for
the use of male and female workers.

2. Facilities for Storing and Drying Clothes (Sec.43)

In every factory, facilities must be provided for storage of clothing not worn
during working hours and for the drying of wet clothing.

3. Facilities for Sitting (Sec.44)

In every factory, where workers are obliged to work in standing positions,

suitable sitting should be made so that such workers may take advantage of an
opportunity for rest which may occur in course of their work.

4. First Aid Appliances (Sec.45)

The Act has made the provisions of first aid appliances obligatory. Every
factory must have first aid boxes with prescribed contents in every factory. Where
more than 500 workers are ordinarily employed there shall be maintained an
ambulance room.
5. Canteen (Sec.46)

In every factory, where more than 250 workers are employed, the State
Government is given the right to maintain a canteen for the use of workers.

6. Shelters, Rest Rooms and Lunch Rooms (Sec.47)

In every factory where there 150 workers are employed, adequate and suitable
shelter or rest rooms and suitable lunch rooms shall be provided and maintained for
the use of workers.

7. Crèches (Sec.48)

In every factory, where more than 30 women workers are ordinary employed,
there shall be provided and maintained a suitable room for the use of children under
the age of six years of such women.

8. Welfare Officers (Sec.49)

The main duty to look after the welfare of the workers lies on the welfare of a
factory. As such in every factory where in 500 or more workers are ordinarily
employed the occupier shall employ in the factory such number of welfare officers as
may be prescribed.

9. Power to Make Rules (Sec.50)

The State Government, to exempt any factory or class of factories from

compliances with any of the above mentioned welfare provisions provided that it
prescribes alternative arrangements for the welfare of the workers.
CHAPTER III
RESEARCH METHODOLOGY

TITLE OF THE STUDY

“A study on labour welfare measures on the employees of “MAULIK

LEATHERCRAFTS PVT LTD”, Mettupalayam, Puducherry – 605-009.

RESEARCH

Research means search for knowledge. It is the search for knowledge through
objective and systematic method of finding solution to problems.

“Research comprises of defining and redefining problems, formulating

hypothesis, collecting, organizing and evaluating data, making deductions and
research conclusions and at last carefully testing conclusions to determine whether
they fit the formulating of hypothesis.”

– Clifford Woody

RESEARCH METHODOLOGY

Research methodology is a science. It is a systematic way to solve research

problems. It helps in studying how research is done scientifically.

UNIVERSE

Population or universe is the aggregate of all units possessing certain specified

characteristics on which the sample seeks to draw inferences.
RESEARCH DESIGN

Research design is simply a specific presentation of the various steps in the

process of research. A research design is the arrangement of conditions for collection
and analysis of data in a manner that aims to combine relevance to the research
purpose with economy in procedure. There are basically 3 types of research design:

1. Exploratory research design

2. Descriptive research design

3. Casual research design

The research design adapted to this study is Descriptive Research. Descriptive

Research studies are those studies which are concerned with describing the
characteristics of a particular individual or of a group. This study focus on the method
of putting the knowledge into practice in finding a solution to the problem.

RESEARCH TOOLS

The main tools used in the study are:

1. Survey

It was conducted on the franchises at different areas for setting the primary
information.

2. Questionnaire

Questionnaire is used to collect primary data from employees.

3. Statistical Tools

Different statistical tools were used to analyze and interpret the data. The main
tools used in the analysis are percentage, diagrams and charts.
SOURCES OF DATA

The researcher used Primary and Secondary sources of data for this study.

 PRIMARY DATA:

Primary data are those collected by the investigator/ researcher himself for the
first time. Interview and observation are the primary sources of data collection. The
data are collected by using a questionnaire served among the employees.

 SECONDARY DATA:

The data which are not originally collected but rather obtained from the
published or unpublished sources are known as secondary source of data. Secondary
data have been collected from books, newspapers, internet, print media and
unpublished books, records, documents etc. maintained by the company

SAMPLE DESIGN

A sample design is the theoretical and the practical means by which we infer
the characteristics of some population by generalizing from the characteristics of
relatively few units of the units comprising the population.

UNIVERSE

Universe is the total population of the study. Here the universe is the whole
employees of MAULIK LEATHERCRAFTS PVT LTD. In this study, the researcher
use finite number of items.
SAMPLING UNIT

The unit for sampling is selected. The sampling unit may contain one or several
population elements. The Maulik Leathercrafts Pvt. Ltd. is the sampling unit.

SIZE OF THE SAMPLE

The number of elements of the population to be sampled is chosen is called the

size of the sample. The sample size used for collecting data is 50.

SAMPLING TECHNIQUE

A probability sample is also called a random sample. It is chosen in such a way

that each member of the universe has a known chance of being selected.

Simple random sampling technique is used in the research. Under simple

random sampling each member of the population has a known and equal chance of
being selected.

Lottery method is a simple random method for selecting the sample members.
It is assigning each employee a number, placing all these numbers in a container and
then randomly drawing out numbers. A major assumption of this process is that the
numbers have to be thoroughly mixed up within the container so that the sequence of
numbers placed in the container may not affect the probability of their being drawn.
After a number is drawn out, it is again placed back into the container so that the
probability of any number being selected remains known and equal. This process is
repeated and the required number of sample is selected.
SAMPLING AREA

The sampling area was limited Maulik Leathercrafts Pvt. Ltd, Mettupalayam,
Puducherry – 605-009.

TOOLS FOR ANALYSIS

Analysis of data is the basic tool for data representation. After collecting data,
they must be properly evaluated. Here, the data analysis tools used are simple
percentage method, tables, pie charts and bar diagrams.

 SIMPLE PERCENTAGE

It is the simplest way of analyzing the inter-related characteristics of the

data. The data are converted into percentage charts are used for quick and accurate
comparison of data.

Calculation of simple percentage method:

No. of responses
X 100
Total no. of responses

 TABLES.

 PIE CHARTS.

 BAR DIAGRAMS.

DURATION OF THE STUDY

The duration of the study was for a period of one month.

 CHAPTER – 1V

ANALYSIS AND INTERPRETATION

[Table 4.1] AGE WISE CLASSIFICATION OF RESPONDENTS

Age No. of Respondents Percentage

Below 30yr 40 20

31 – 40yr 62 31

41 – 50yr 58 29

51yr&above 40 20

Total 200 100

INTERPRETATION
From the above table it is interpreted that the majority 31% of the respondents are in the age
group of 31-40 ,29% belomgs to the age group 41-50. The percentage of respondents below
30 and above 50 years constitutes 20% only.
[Chart4.1]

[Table 4.2] GENDER WISE CLASSIFICATION OF THE RESPONDENTS

 Gender No. Of Respondents Percentage
Male 134 67

Female 66 33

Total 200 100

INTERPRETATION
From the above table it is interpreted that 67% of the respondents of Star Health and Alleid
Insurance Co.Ltd is male and 33% are female.

[Chart 4.2]

33%

67%
 [Table 4.3] MARITAL STATUS OF RESPONDENTS

Marital Status No. Of Respondents Percentage

Married 136 68

Unmarried 64 32

Total 200 100

INTERPRETATION
From the above table it is interpreted that 68% of the respondents of Star Health and Alleid
Insurance Co.Ltd is married and 32% are unmarried.

[Chart4.3]

70

60

50

40

30

20

10

0
Married Unmarried
 [Table 4.4] DESIGNATION OF THE RESPONDENTS

Designation No. Of Respondents Percentage

Management
professional 60 60

Front office staff 52 26

Accountants 50 25

Agents 38 19

Total 200 100

INTERPRETATION
From the above table it is interpreted that 60% of the workers are management professional,
26% are front office staff, 25% are accountants, and 19% are agents.

[Chart.4.4]

15%
46%
19%

20%
 [Table 4.5] EXPERIENCE WISE CLASSIFICATION OF RESPONDENTS

Experience No. Of Respondents Percentage

0–5 72 36

6 – 10 68 34

11 – 15 30 15

Above 15 30 15

Total 200 100

INTERPRETATION
From the above table it is interpreted that 36% of the respondents are having the experience
upto 5 years,34% of the respondents have the experience of 6-10 years and 15% of the
respondents are having more than 11 and above 15 years of experience.

[Chart 4.5]

Above 15

.11 - 15

.6 - 10

0 -5

0 5 10 15 20 25 30 35 40
 [Table 4.6] SALARY WISE CLASSIFICATION OF RESPONDENTS

Salary No. Of Respondents Percentage

Below 5000 60 30

5000-10000 40 20

10000-15000 50 25

Above 15000 50 25

Total 200 100

INTERPRETATION
According to the above table 30% of the respondents are having the salary below 5000,and
25% of the respondents respondents have salary between 10000-15000, 25% have salary
above 15000. 20% of the respondents have the salare between 5000 and 10000.
Chart3.6

30

25

20

15

10

0
Below 5000 5000-10000 10000-15000 Above 15000
 [Table 4.7] RESPONDENTS OPINION ON PROMOTION

Promotion No. Of Percentage

Respondents

Highly Satisfied 70 35

Satisfied 56 28

Moderately Satisfied 50 25

Dissatisfied 24 12

Total 200 100

INTERPRETATION
From the above table it is interpreted that 35% of the respondents are highly satisfied with
the promotion activities,28% of the respondents are satisfied by the promotion
activities,25% are moderately satisfied and the least 12% are dissatisfied by the promotion
activities.

[Chart 4.7]

12%
35%
25%

28%
 [Table 4.8] RESPONDENTS OPINION ON MEDICAL FACILITY

Medical Facility No. Of Respondents Percentage

Highly Satisfied 60 30

Satisfied 56 28

Moderately Satisfied 44 22

Dissatisfied 20 10

Highly Dissatisfied 20 10

Total 200 100

INTERPRETATION
From the above table it is interpreted that 30% of the respondents are highly satisfied with
the medical facilities,28% of the respondents are satisfied by the medical facilities
provided,22% are moderately satisfied and the least 10% are dissatisfied and 10% are highly
dissatisfied.by the promotion activities.

[Chart 4.8]

30

25

20

15

10

0
Highly Satisfied Moderately Dissatisfied Highly
Satisfied Satisfied Dissatisfied
 [Table 4.9] RESPONDENTS OPINION ON LEAVE FACILITY

Leave Facility No. Of Respondents Percentage

Highly Satisfied 72 36

Satisfied 50 25

Moderately Satisfied 56 28

Dissatisfied 14 7

Highly Dissatisfied 8 4

Total 200 100

INTERPRETATION
From the above table it is interpreted that 36% of the respondents are highly
satisfied with the leave facilities,25% of the respondents are satisfied by the
leave facilities provided,28% are moderately satisfied and 7% are dissatisfied
and 4% are highly dissatisfied by the leave facility.

[Chart 4.9]

40

35

30

25

20

15

10

0
Highly Satisfied Moderately Dissatisfied Highly
Satisfied Satisfied Dissatisfied
[Table 4.10] RESPONDENTS OPINION ON REST ROOM FACILITY

Rest room Facility No. Of Respondents Percentage

Highly Satisfied 50 25

Satisfied 72 36

Moderately Satisfied 40 20

Dissatisfied 20 10

Highly Dissatisfied 18 9

Total 200 100

INTERPRETATION
From the above table it is interpreted that 36% of the respondents are satisfied with the rest
room facilities, 25% of the respondents are highly satisfied by the rest room facilities
provided,20% are moderately satisfied and 10% are dissatisfied and 9% are highly
dissatisfied by the rest room facility
[Chart 4.10]

9%
25%
10%

20%

36%
 [Table 4.11]
RESPONDENTS OPINION ON TRANSPORTATION FACILITY

Transportation Facility No. Of Respondents Percentage

Highly Satisfied 52 28

Satisfied 76 38

Moderately Satisfied 36 18

Dissatisfied 16 8

Highly Dissatisfied 16 8

Total 200 100

INTERPRETATION
From the above table it is interpreted that 38% of the respondents are satisfied with the
transportation facilities, 28% of the respondents are highly satisfied by the transportation
facilities provided,18% are moderately satisfied and 8% are dissatisfied and 8% are highly
dissatisfied by the transportation facilities
[Chart 4.11]

40

35

30

25

20

15

10

0
Highly Satisfied Moderately Dissatisfied Highly
Satisfied Satisfied Dissatisfied
[Table 4.12]
RESPONDENTS OPINION ON SAFETY EQUIPMENT FACILITY

Safety Equipment Facility No. Of Respondents Percentage

Highly Satisfied 60 30

Satisfied 50 25

Moderately Satisfied 30 15

Dissatisfied 40 20

Highly Dissatisfied 20 10

Total 200 100

INTERPRETATION
From the above table it is interpreted that 30% of the respondents are highly satisfied
with the safety equipment facilities, 25% of the respondents are satisfied by the safety
equipment facilities provided,20% are dissatisfied and 15% aremoderately satisfied and 10%
are dissatisfied by the safety equipment facilities.
[Chart 4.12]

30

25

20

15

10

0
Highly Satisfied Moderately Dissatisfied Highly
Satisfied Satisfied Dissatisfied
[Table 4.13]
RESPONDENTS OPINION ON ADVANCE PAYMENTMENT FACILITY

Advanced Payment Facility No. Of Respondents Percentage

Highly Satisfied 44 22

Satisfied 60 30

Moderately Satisfied 56 28

Dissatisfied 20 10

Highly Dissatisfied 20 10

Total 200 100

INTERPRETATION
From the above table it is interpreted that 30% of the respondents are satisfied by the
advance payment facilities, 28% of the respondents are moderately satisfied by advance
payment facilities provided,22% are highly satisfied and 10% are dissatisfied and 10% are
highlydissatisfied by the advance payment facilities.
[Chart 4.13]

35

30

25

20

15

10

0
Highly Satisfied Moderately Dissatisfied Highly
Satisfied Satisfied Dissatisfied
[Table 4.14]
RESPONDENTS OPINION ON RELATIONSHIP WITH SUPERIORS

Relationship with Superior No. Of Respondents Percentage

Excellent 96 48

Satisfactory 56 28

Good 44 22

Poor 4 2

Total 200 100

INTERPRETATION
From the above table it is interpreted that 48% of the respondents feel excellent in case of
relation ship with the superior, 28% feel satisfactory, 22% feel good and the least 2% feel
poor relation ship with superior.
[Chart 4.14]

50
45
40
35
30
25
20
15
10
5
0
Excellent Satisfactory Good Poor
[Table 4.15] RESPONDENTS OPINION ON SOCIAL SECURITY

Social security Facility No. Of Respondents Percentage

Highly Satisfied 64 32

Satisfied 60 30

Moderately Satisfied 40 20

Dissatisfied 36 18

Total 200 100

INTERPRETATION
From the above table it is interpreted that 32% of the respondents are highly satisfied by the
social securities, 30% of the respondents are satisfied by the social securities provided,20%
are moderately satisfied & 18% are dissatisfied and 10% are dissatisfied by the social
securities provided.

[Chart 4.15]

18%
32%

20%

30%
[Table 4.16]
RESPONDENTS OPINION ON WORKING OF TRADE UNION

Working of Trade union No. Of Respondents Percentage

Highly Satisfied 76 38

Satisfied 50 25

Moderately Satisfied 56 28

Dissatisfied 24 12

Total 200 100

INTERPRETATION
From the above table it is interpreted that 38% of the respondents are highly satisfied by the
working of Trade union, 28% of the respondents are moderately satisfied by the working of
Trade union,25% are satisfied, 12% are dissatisfied.
[Chart 4.17]
RESPONDENTS OPINION ON POLICY AND ADMINISTRATION
[Table 4.17]

Policy and Administration No. Of Respondents Percentage

Highly Satisfied 72 36

Satisfied 44 22

Moderately Satisfied 58 29

Dissatisfied 20 10

Total 200 100

INTERPRETATION
From the above table it is interpreted that 36% of the respondents are highly satisfied by the
policy and administration of the company, 29% of the respondents are moderately satisfied
by the policy and administration of the company,22% are satisfied,10% are dissatisfied.
[Chart 4.17]

40

35

30

25

20

15

10

0
Highly Satisfied Moderately Dissatisfied
Satisfied Satisfied
 [Table 4.18] RESPONDENTS OPINION ON BONUS

Bonus No. Of Respondents Percentage

Highly Satisfied 72 36

Satisfied 56 28

Moderately Satisfied 48 24

Dissatisfied 24 12

Total 200 100

INTERPRETATION
From the above table it is interpreted that 36% of the respondents are highly satisfied by the
bonus payment of the company, 28% of the respondents are satisfied,24% are moderately
satisfied,12% are dissatisfied by the bonus payment.
[Chart 4.18]

40

35

30

25

20

15

10

0
Highly Satisfied Moderately Dissatisfied
Satisfied Satisfied
 [Table 4.19] RESPONDENTS OPINION ON PF

PF No. Of Respondents Percentage

Highly Satisfied 50 25

Satisfied 64 32

Moderately Satisfied 50 25

Dissatisfied 36 18

Total 200 100

INTERPRETATION
From the above table it is interpreted that 32% of the respondents are satisfied by the PF
payment of the company, 25% of the respondents are highly satisfied,25% are moderately
satisfied,18% are dissatisfied by the PF payment.
[Table 4.19]

18% 25%

25%
32%
 [Table 4.20] RESPONDENTS OPINION ON HRA

HRA No. Of Respondents Percentage

Highly Satisfied 72 36

Satisfied 50 25

Moderately Satisfied 58 29

Dissatisfied 20 10

Total 200 100

INTERPRETATION
From the above table it is interpreted that 36% of the respondents are highly satisfied by the
HRA of the company, 29% of the respondents are moderately satisfied,25% are satisfied,10%
are dissatisfied by the HRA payment.
[Table 4.20]

40

35

30

25

20

15

10

0
Highly Satisfied Moderately Dissatisfied
Satisfied Satisfied
 [Table 4.20] RESPONDENTS OPINION ON TA

TA No. Of Respondents Percentage

Highly Satisfied 60 30

Satisfied 72 36

Moderately Satisfied 38 19

Dissatisfied 30 15

Total 200 100

INTERPRETATION
From the above table it is interpreted that 36% of the respondents are satisfied by the TA of
the company, 30% of the respondents are highly satisfied,19% are moderately satisfied,15%
are dissatisfied.
[Chart 4.20]

40

35

30

25

20

15

10

0
Highly Satisfied Moderately Dissatisfied
Satisfied Satisfied
[Table 4.21] RESPONDENTS OPINION ON FESTIVAL ALLOWANCE

Festival Allowance No. Of Respondents Percentage

Highly Satisfied 64 32

Satisfied 70 35

Moderately Satisfied 42 21

Dissatisfied 24 12

Total 200 100

INTERPRETATION
From the above table it is interpreted that 35% of the respondents are satisfied by the
Festival allowance, 32% of the respondents are highly satisfied,21% are moderately
satisfied,12% are dissatisfied by the Festival allowance.
[Table 4.21]

35

30

25

20

15

10

0
Highly Satisfied Moderately Dissatisfied
Satisfied Satisfied
 Table3.22 RESPONDENTS OPINION ON ESI

ESI No. Of Respondents Percentage

Highly Satisfied 60 30

Satisfied 66 33

Moderately Satisfied 56 28

Dissatisfied 18 9

Total 200 100

INTERPRETATION
From the above table it is interpreted that 30% of the respondents are highly satisfied by the
ESI, 33% of the respondents are satisfied,28%
are moderately satisfied,9% are dissatisfied by the ESI..
Chart3.22

35

30

25

20

15

10

0
Highly Satisfied Moderately Dissatisfied
Satisfied Satisfied
[Table 4.23] RESPONDENTS OPINION ON VENTILLATION

Ventillation No. Of Respondents Percentage

Highly Satisfied 60 30

Satisfied 70 35

Moderately Satisfied 42 21

Dissatisfied 28 14

Total 200 100

INTERPRETATION
From the above table it is interpreted that 35% of the respondents are satisfied by the
ventillation, 30% of the respondents are highly satisfied, 21% are moderately satisfied, and
14% are dissatisfied by the ventillation.

[Chart 4.23]

35

30

25

20

15

10

0
Highly Satisfied Moderately Dissatisfied
Satisfied Satisfied
[Table 4.24] RESPONDENTS OPINION ON TEMPERATURE

Temperature No. Of Respondents Percentage

Highly Satisfied 52 26

Satisfied 64 32

Moderately Satisfied 50 25

Dissatisfied 34 17

Total 200 100

INTERPRETATION
From the above table it is interpreted that 32% of the respondents are satisfied by the
Temperature in the company, 26% of the respondents are highly satisfied, 25% are
moderately satisfied, and 17% are dissatisfied by the temperature.

[Chart 4.24]

17%
26%

25%

32%
 [Table 4.25] RESPONDENTS OPINION ON LIGHTNING

Lightning No. Of Respondents Percentage

Highly Satisfied 68 34

Satisfied 64 32

Moderately Satisfied 44 22

Dissatisfied 24 12

Total 200 100

INTERPRETATION
From the above table it is interpreted that 32% of the respondents are highly satisfied by the
lighting,32% of the respondents are satisfied, 22% are moderately satisfied, and 12% are
dissatisfied by the lightning.

[Chart 4.25]

35

30

25

20

15

10

0
Highly Satisfied Moderately Dissatisfied
Satisfied Satisfied
 [Table 4.26] RESPONDENTS OPINION ON SPACE

Space No. Of Respondents Percentage

Highly Satisfied 72 36

Satisfied 56 28

Moderately Satisfied 52 26

Dissatisfied 20 10

Total 200 100

INTERPRETATION
From the above table it is interpreted that 36% of the respondents are highly satisfied by their
spacing,28% of the respondents are satisfied, 26% are moderately satisfied, and 10% are
dissatisfied by the spacing in the company.

[Chart 4.26]

35

30

25

20

15

10

0
Highly Satisfied Moderately Dissatisfied
Satisfied Satisfied
[Table 4.27] RESPONDENTS OPINION ON SEATING ARRANGEMENT

Seating arrangement No. Of Respondents Percentage

Highly Satisfied 64 32

Satisfied 60 30

Moderately Satisfied 60 30

Dissatisfied 16 8

Total 200 100

INTERPRETATION
From the above table it is interpreted that 32% of the respondents are highly satisfied by their
seating arrangement,30% of the respondents are satisfied, 30% are moderately satisfied, and
8% are dissatisfied by their seating arrangement in the company.

[Chart 4.27]

35

30

25

20

15

10

0
Highly Satisfied Satisfied Moderately Satisfied Dissatisfied
 [Table 4.28]
CHI – SQUARE TEST FOR SIGNIFICANCE

Ho: There is no significant difference between category of workers and their relationship
with superiors.

H1: There is a significant difference between category of workers and their relationship with
superiors.

Category Excellent Satisfactory Good Poor Total

Management
Professional 28 17 10 5 60
Front office
Staff 20 17 14 5 52
Accountants
20 11 10 5 50
Agents
12 11 10 5 38

Total 80 56 44 20 200

Degree of freedom = (Row – 1) x (Column – 1)

= (4 – 1) x (4 – 1)
=3x3
=9
Level of significance = 5%
Table Value = 5.251
Calculated Value = 16.919

That is, table value is less than calculated value. So we reject Ho

From the CHI – Square test we get there is significant difference between category of
workers and their opinion about working condition.
 [Table 4.29]
CHI – SQUARE TEST FOR SIGNIFICANCE
Ho: There is no significant difference between category of workers and working of trade
union.
H1: There is a significant difference between category of workers and working of trade
union.

Category Excellent Satisfactory Good Poor Total

Management 34 10 11 5 60
Professional

Front office 16 17 14 5 52
Staff

Accountants 16 9 20 5 50

Agents
10 10 13 5 38

Total 76 46 58 20 200

Degree of freedom = (Row – 1) x (Column – 1)

= (4 – 1) x (4 – 1)
=3x3
=9
Level of significance = 5%
Table Value = 17.371
Calculated Value = 16.919

That is, table value is greater than calculated value. So we accept Ho.
From the chi – square test we get there is no significant difference between category of
workers and the trade policy
 [Table 4.30]
ANOVA
Null hypothesis Ho: (Ho there is no significant difference between the advance payment and
experience.)
Alternative hypothesis H1: (there is significant difference between the advance payment and
experience.)

Experience Highly Satisfied Moderately Dissatisfied Highly Total

satisfied satisfied Dissatisfied

0-5yr 32 18 13 5 4 72

6-10yr 28 17 14 4 5 68

11-15yr 10 9 5 4 2 30

Above15yr 11 10 5 4 0 30

Total 81 54 37 17 11 200

SST= Sum of squares of all values –T2/N

=1356.
SSC= (∑x1)2/n1+((∑x2)2/n2+.....-T2/N
=814.
MSC=SSC/c-1=203.5
SSR=(∑x1)2/n1+((∑x2)2/n2+.....-T2/N
=321.6
MSR= SSR/r-1
=107.2
SSE=SST-SSC-SSR
=220.4
MSC=SSE/(c-1)(r-1)
=18.36
ANOVA TABLE

Sources of Sum of squares Degrees of Mean squares F

variation freedom
Between 814 4 203.5 FC=203.5/18.36
columns =11.08
Between rows 322.6 3 107.2

Residual 220.4 12 18.36

FR=107.2/18.36
Total 1357 19 ------
=5.83

Between columns
Degree of freedom=(4,12)
Table value of F=3.26
Calculated value of F=203.5 which is greater than table value 3.26.
So the null hypothesis is accepted. Hence there is nosignificant difference in the mean of the
given samples.

Between Rows
Degree of freedom=(3,12)
Table value of F=3.49
Calculated value of F=107.2 which is greater than table value 3.49.
So the null hypothesis is accepted. Hence there is no significant difference in the mean of the
given samples.
 [Table4.31]
WEIGHTED AVERAGE

Perception regarding the welfare measures.

Features Perception HS S MS DS Total Wtd:Avg Rank

level
Wtd:score 4 3 2 1
Bonus Wtd:Score 144 84 48 12 288 2.88 2

Respondents 36 28 24 12 100

PF Wtd:Score 100 96 50 18 264 2.64 6

Respondents 25 32 25 18 100
HRA Wtd:Score 144 75 58 10 287 2.87 3

Respondents 36 25 29 10 100
TA Wtd:Score 120 108 38 15 281 2.81 5

Respondents 30 36 19 15 100

Festival Wtd:Score 128 111 38 12 289 2.89 1

Allowance Respondents 32 37 19 12 100

ESI Wtd:Score 120 99 56 9 284 2.84 4

Respondents 30 33 28 9 100
Interpretation
Rank1 =Festival Allowance
Rank2 =Bonus
Rank3 =HRA
Rank4 =ESI
Rank5 =TA
Rank6 =Provident fund

Inference
The weighted average findings shows that Festival Allowance and Bonus is ranking first and
second offered by the company. HRA and ESI is ranking third and fourth respectively. On
the other hand, Provident Fund is the last.
 [Table 4.32]
Correlation of coefficient analysis

Calculation showing the degree of relation ship between age and relation ship with the
superior.

− − − − −
i Xi Yi (Xi- 𝑋) (Yi- 𝑌) (Xi- 𝑋)2 (Yi- 𝑌)2 (Xi- 𝑋)(Yi-
−
𝑌)
1 40 48 0 28 0 400 0

2 62 28 22 0 484 0 0

3 58 22 18 -26 324 676 468

4 40 22 0 -26 0 676 0

Total 200 120 40 20 808 1752 468

rxy=N∑XY-(∑X)(∑Y)/sqrt(N∑X2-(∑X)2sqrt(N∑Y2-(∑Y)2
=1072/√3072√6608
=1072/4504.53
=0.23
There is close positive correlation between age and relation with the superior.
 CHAPTER V
5.1 FINDINGS

 It was found that the majority 31% of the respondents are in the age group of 31-40
,29% belomgs to the age group 41-50. The percentage of respondents below 30 and
above 50 years constitutes 20% only.
 It was found that 67% of the respondents of Star Health and Alleid Insurance Co.Ltd
is male and 33% are female.
 Most of the respondents (68%) of Star Health and Alleid Insurance Co.Ltd is married
and 32% are single.
 It was found that 36% of the respondents are having the experience upto 5 years, 34%
of the respondents have the experience of 6-10 years and 15% of the respondents are
having more than 11 and above 15 years of experience.
 It was found that 60% of the workers are management professional, 26% are front
office staff, 25% are accountants, and 19% are agents.
 In case of salary 30% of the respondents are having the salary below 5000, and 25%
of the respondents respondents have salary between 10000-15000, 25% have salary
above 15000. 20% of the respondents have the salare between 5000 and 10000.
 From the study it was found that 35% of the respondents are highly satisfied with the
promotion activities,28% of the respondents are satisfied by the promotion
activities,25% are moderately satisfied and the least 12% are dissatisfied by the
promotion activities.
 Regarding the medical facilities 30% of the respondents are highly satisfied with the
medical facilities, 28% of the respondents are satisfied by the medical facilities
provided, 22% are moderately satisfied and the least 10% are dissatisfied and 10% are
highly dissatisfied.
 The study reveals that 36% of the respondents are highly satisfied with the leave
facilities,25% of the respondents are satisfied by the leave facilities provided,28%
are moderately satisfied and 7% are dissatisfied and 4% are highly dissatisfied by the
leave facility.
 It was found that 36% of the respondents are satisfied the rest room facilities, 25% of
the respondents are highly satisfied by the rest room facilities provided, 20% are
moderately satisfied and 10% are dissatisfied and 9% are highly dissatisfied by the
rest room facility.
 As far as transportation facility is concerned 38% of the respondents are satisfied,
28% of the respondents are highly satisfied by the transportation facilities
provided,18% are moderately satisfied and 8% are dissatisfied and 8% are highly
dissatisfied by the transportation facilities.
 30% of the respondents are highly satisfied with the safety equipment facilities, 25%
of the respondents are satisfied by the safety equipment facilities provided,20% are
dissatisfied and 15% aremoderately satisfied and 10% are dissatisfied by the safety
equipment facilities
 Regarding safety equipment facilities,30% of the respondents are highly satisfied
with the safety equipment facilities, 25% of the respondents are satisfied by the safety
equipment facilities provided,20% are dissatisfied and 15% aremoderately satisfied
and 10% are dissatisfied by the safety equipment facilities
 It is proved that 30% of the respondents are satisfied by the advance payment
facilities, 28% of the respondents are moderately satisfied by advance payment
facilities provided,22% are highly satisfied and 10% are dissatisfied and 10% are
highlydissatisfied by the advance payment facilities.
 The study indicates that 48% of the respondents feel excellent in case of relation ship
with the superior, 28% feel satisfactory, 22% feel good and the least 2% feel poor
relation ship with superior.
 As far as social securities is concerned 32% of the respondents are highly satisfied by
the social securities, 30% of the respondents are satisfied by the social securities
provided,20% are moderately satisfied & 18% are dissatisfied and 10% are
dissatisfied by the social securities provided.
 It was found that 38% of the respondents are highly satisfied by the working of Trade
union, 28% of the respondents are moderately satisfied by the working of Trade
union,25% are satisfied, 12% are dissatisfied.
 The study reveals that 36% of the respondents are highly satisfied by the policy and
administration of the company, 29% of the respondents are moderately satisfied by
the policy and administration of the company,22% are satisfied,10% are dissatisfied.
 The study reveals that 36% of the respondents are highly satisfied by the bonus
payment of the company, 28% of the respondents are satisfied,24% are moderately
satisfied,12% are dissatisfied by the bonus payment
 It was found that 32% of the respondents are satisfied by the PF payment of the
company, 25% of the respondents are highly satisfied,25% are moderately
satisfied,18% are dissatisfied by the PF payment
 Regarding HRA 36% of the respondents are highly satisfied by the HRA of the
company, 29% of the respondents are moderately satisfied,25% are satisfied,10% are
dissatisfied by the HRA payment
 As far as TA is concerned 36% of the respondents are satisfied by the TA of the
company, 30% of the respondents are highly satisfied,19% are moderately
satisfied,15% are dissatisfied.
 It was found that 35% of the respondents are satisfied by the Festival allowance, 32%
of the respondents are highly satisfied,21% are moderately satisfied,12% are
dissatisfied by the Festival allowance
 Regarding ESI 30% of the respondents are highly satisfied by the ESI, 33% of the
respondents are satisfied,28% are moderately satisfied,9% are dissatisfied by the ESI.
 35% of the respondents are satisfied by the ventillation, 30% of the respondents are
highly satisfied, 21% are moderately satisfied, and 14% are dissatisfied by the
ventillation.
 Considering temperature 32% of the respondents are satisfied by the Temperature in
the company, 26% of the respondents are highly satisfied, 25% are moderately
satisfied, and 17% are dissatisfied by the temperature
 It was found that 32% of the respondents are highly satisfied by the lighting, 32% of
the respondents are satisfied, 22% are moderately satisfied, and 12% are dissatisfied
by the lightning.
 It was found that 36% of the respondents are highly satisfied by their spacing,28% of
the respondents are satisfied, 26% are moderately satisfied, and 10% are dissatisfied
by the spacing in the company
 Regarding the seating arrangement 32% of the respondents are highly satisfied by
their seating arrangement, 30% of the respondents are satisfied, 30% are moderately
satisfied, and 8% are dissatisfied by their seating arrangement in the company.
  From the chi – square test it is observed that there is no significant difference
between category of workers and the trade policy.
 From the chi – square test it reveals that there is significant difference between the
category of workers and their opinion about working condition.
 From the Anova table we get that the null hypothesis is accepted. Because there is no
significant difference in the mean of the given samples between rows and between
columns.
 The weighted average findings shows that Festival Allowance and Bonus is ranking
first and second offered by the company. HRA and ESI are ranking third and fourth
respectively On the other hand, Provident Fund is low.
 The correlation analysis shows that there is close positive correlation between age and
relation with the superior.

4.2 SUGGESTIONS

From the study we can found that few employees are not fully satisfied with the welfare
measures provided by the company. The management should consider this and necessary
arrangements should be made to provide adequate facilities to improve the efficiency of the
workers.

 We can also understand from the findings that there are few employees not being
satisfied with the medical facilities available in the organization. The management
should pay kind attention in this regard to improve the medical facilities.
 The management shall adopt appropriate communication system to ensure that all
the future plans and company policies being reached to all the employees in the
organization.
 The management should take appropriate action to improve the transportation
facilities as some of the employees are dissatisfied by the transportation facilities
provided by the organization.
  The company can also establish a council constituting of members from all the
departments to device the welfare measures and to make the employees much more
satisfied.
 Library facility should be provided to the employees for improving their knowledge.
 The company should provide necessary lunch room and rest room facilities to all the
employees since some employees are highly dissatisfied by the rest room facilities.

5.3 CONCLUSION

The researcher is benefited with the study, because the topic will help the management
to get an effective feedback from the employees about the employee welfare measures prevailing
in the organization.

It also provides researcher an opportunity to expose with functions of the human

resource department and able to well versed with statutory and non-statutory welfare measures
adopted in the organization.

The study provides various suggestions to the management including various welfare
measures to enhance level of satisfaction of employees in the “MAULIK LEATHERCRAFTS
PVT LTD”.

At the same time employees got opportunity to express their view about various
components of the satisfaction level prevailing in “MAULIK LEATHERCRAFTS PVT LTD”.
It is also expected that improvement will be made and appropriate actions will be taken
based on the suggestions and opinions given by the respondents and researcher.