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INTRODUCTION
The encyclopedia of social sciences defines labour welfare as the voluntary efforts of the employees to established with in the existing industrial system, working and some times living and cultural conditions of the employees beyond that which is required by law, the custom of the industry and the conditions of the market. The international labour organization defines labour welfare as such services, facilities and amenities as adequate canteen, rest and recreation facilities, arrangements for travel toad n from work and for the accommodation of the workers at a distance form their houses and such other service amenities and facilities as contribute to improve the conditions under which workers are employed. Labour Welfare measures may be classified as follows, 1. Extra-Morale activities 2. Intra-Morale activities 3. Statutory measures. 4. Voluntary schemes 5. Mutual Welfare Facilities.
EXTRA-MORALE ACTIVITIES Extra-Morale activities are commonly known as benefits. It consists of the following: Social security, medical allowance, insurance pension, provident fund, leave, travel facilities,
maternity facilities, compensation against injury fair price shop etc. INTRA-MORALE ACTIVITIES This is commonly known as service. It includes safety
clothes, canteens, transport, rest room, crches, toilet blocks, washing rooms, bathrooms, change rooms, schools, banks, recreational facilities and auditoriums. STATUTORY MEASURES Statutory welfare measures are those laid down by government through enactment of legislative laws. Most of the benefits mentioned in the above are statutory welfare measures. VOLUNTARY SCHEMES These are facilities it includes holidays, rest period, coffee bread etc., which are declared by employees.
MUTUAL WELFARE FACILITIES These are those facilities agreed to my mutual consultation between employees and employees. Examples are paid
vocations, leave etc BENEFITS OF LABOUR WELFARE 1). More effective requirement 2). Improved moral and loyalty 3). Lower turnover and absenteeism 4). Good industrial relations 5). Reduced influence of unions. 6). Reduced thread of further government interventions. OBJECTIVES OF LABOUR WELFARE 1. To give expression to philanthropic and paternalistic feelings. 2. To win over employees loyalty and increase their morale. 3. To combat trade unionism and socialist ideas.
4. To build up stable labour force to reduce labour turnover and absenteeism. 5. To develop efficiency and productivity among workers. 6. To save oneself from heavy taxes on surplus profits. 7. To earn goodwill and enhance public image. 8. To reduce threat of further government intervention. 9. To make recruitment more effective LABOUR WELFARE MEASURES IN INDIA In India the provision of labour welfare measures has a long history tracing as for as 1937 A.D. Conciding with the abolition of slavery in 1883. In 1919 the international labour organization was
established to protect the welfare of the working population world over. And in the early past of the 20 th century several acts were enacted to safeguard the workers interest. After the independence of the nation the successive governments took keen interest in provision of labour welfare
measures on planned phase. welfare measures accordingly. 1. The factories Act 1948.
2. The employees State Insurance Act 1948. 3. The plantation labour Act 1951. 4. The Mines act 1952 5. The employees provident Fund Act 1952. 6. The labour welfare fund Act 1953. 7. The payment of Bonus Act 1963. 8. The payment of Gratuity Act 1972 etc. Were enacted and amended from time to time. As a result of excellent draftsmanship, Indian Textile industry plays an important part in the national economy. The word textile is derived from the Latin word texere meaning To weave. It is one of the biggest and oldest industries in
India. Originally textile was referred to only woven fabrics and specifically excluded knitted cloths, lace, settings, felt, braid and card.
HISTORY AND DEVELOPMENT Textile industry in India has a long history. Even during
early periods of history people had the knowledge of converting staple cotton in to yarn subsequently weave in fabrics. Textiles came to be regarded as the best in the world market. Bombay and Ahamadabad were the largest cotton
textile centers in India in the early 1920. Bombay was known as the Manchester of India. Today cotton textile industry is spread practically all over India. India is one of the largest producers of cotton textiles in the world and the reasons for that are, abundant supply of cheap labour, the presence of hydroelectric power, abundant supplies of domestic cotton and vast internal markets. Keeping with the growth of textile industry in the country, state of Kerala also has made remarkable development in spite of non-availability of raw materials.
REASONS FOR THE SETBACKS OF TEXTILE INDUSTRY 1. The anti dumping duty stipulated by various countries abroad brings down the scope of export considerably. 2. Lack of modern technology. 3. High electrical changes 4. The cotton textile industry is going through a severe crisis following slump in exports of cotton textiles, yarns and garments to the ASIAN and other countries. 5. Due to the devaluating of the rupee the textile industries are not able to realize even cost price, compared to decreased payments by foreign countries. 6. Use of dyes also has been responsible for reduction in imports by developed countries like Germany, as the consumers were insisting that only fabrics processed with vegetables based dyes were acceptable to them.
processing. We will be always conscious of the path we take to ensure highest ethical and moral compliance even as we remain to tally focused on our goals.
Mission Achieve the sale turnover of 220 million US $ by 2008 with 100% delighted customers. Historical Mile Stones 1984 Celebrity Fashions ltd., as a composite Mill (comprising spinning & weaving unit) established. 1946 The wills managing agency rights were transferred to M/s. Thiagarajar Chettiar & Sons Private Limited, Chennai, The forerunners of the present management, under the able management of late Shri. Karumuthu Thiagarajar Chettiar who was well renowed textile industry. The company began its journey to become an important will in the country. 1969 With the abolition of the managing agency system, the Board of Directors looked after the Management with late Shri. Manickavasagam Chettiar, as managing director. 1976 Introduction 100% Tandem carding 1976 The first Airjet loom in the country was installed at Loyal.
1980
Dr.
Karumuthu
Thiagarajar,
Ph.D.
(Business
Management) took over as Managing Director and shortly after that Shri. Manickam Ramasamy, B.Tech., a Gold Medalist from IIT Chennai became the Managing Director and the company registered further growth with emphasis on modernization, Export and Quality. 1980-1990 The company has covered a niche in the international multifold. 1986 LSF a dye house was started at RAJAPALAYAM 1992 LSF shifted to Cuddalore to take advantage of the common disposal system. 1994 Valli Mills limited, another composite Mill in Venkataslapuram, Sattur was amalgamated with Loyal Textile Mills Ltd., 2001 one of the first textile mills in the country to adopt the compact spinning technology. Today largest compact yearn manufacturing including the SIRO COMPACT market and exports have increased in
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2001 installed large sewage treatment plants at all units to recycle the sewage to green the campus. 2003 first mill in the country to install polypropylene contamination checking in auto corner clearers ZENITHPP clearing today 80% of loyal cone winders have
polypropylene checking clears. 2003 first mill in the country for the open width continuous water and chemical saving environmentally friendly process in India. 2005 we are the first company near zero solid effluent producing company using only bacteria and on zero for treatment. Interestingly the number of customers remained the same or a bit reduced and all customers have substantially increased their sourcing % from loyal. Loom capacity 222 looms Suizer Toyota Mythos 73 looms 18 looms 26 looms
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Knitting capacity 50 M/Cs Mayor & Cie Tersot Falmae Stoll Production per day Knitted Grey Fabric, 18,000 kgs Wet processing in LSF Woven Knitted 40,000 mtrs per day 15,000 kgs per day 11 machiners 08 machiners 17 machiners 1 machine
Garment capacity With a sewing lines Producing C 25000 worth of Garments per day Awards & Accolades Three star export house 15690 dated 07-3-2005 awarded by Govt. India.
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Buonze Trophy award given by cotton textiles export promotion council in 2001-2002 for outstanding
performance in yarn. Silver flag given by apparel export promotion council in 1999 for outstanding performance in non-Guota items. Bronze Trophy award given by cotton textiles export promotion council in 1998-1999. Silver Trophy award for second highest export in fabric category for 1997-1998. Golden Trading House dated 24-08-1999 awarded by Govt. of India. Trading House 579 dated 25-8-1995 awarded by Govt. of India. Export House 2540 dated 06.08.1992 awarded by Govt. of India. Certification Our concern have quality management system ISO 90012000 certified by BVGI,
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Bale plucker
Auto coner
Ring frame
Blow room
Simplex
unilap
Comber
Process Bale plucker Blow room Carding Drawing open end spinning Woven Fabric Production Process Process
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Toyota
Sulzer
Mythos
Inspection & Mending Warping (Creel section Warping (winding section) Sectional warping Sizing (creel section) Sizing (winding section) Airjet loom Toyota Projectile loom Sulzer Airjet loom mythos 100% inspection & mending Knitted Fabric Production Process Auto coner
15
Auto coner (with working) Xorella Xorella - yarn conditioning - yarn conditioning (1) (2)
Circular knitting machine tubular Circular knitting machine open with flat bed knitting machine 100% tensionless inspection Garment production process Dyed fabric checking Spreading Cutting Embroidery stitching 1) Dyed fabric checking 2) Gerber Tension free spreading 3) 4) Gerber computer aided cutting Embroidery
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5) trimmer 6) 7) 8) Process
Special machine pocket setta Special machine computerized velcrow attach Special machine belt loop attach
Mercerizing neutralizing / washing SINGEING & DESIZING M/C Washing range Mercerizing M/C Neutralizing / washing range Compacting on zero zero finishing
17
= = = = =
Total of workers =
18
CHAPTER II
REVIEW OF LITERATURE
The standard analysis of individual labour supply uses a utility function specified in terms of the consumption of goods, purchased with wage and non-wage income, and leisure. By then imposing a poverty level, the model can be used to examine the way in which alternative poverty measures change when the tax structure is altered; for examples, see Kanbur and Keen (1989), Kanbur, Keen and Toumala (1995) and Creedy (1997). A criticism of this type of approach is that some individuals, facing a given wage rate and tax structure, choose a level of labour supply which places them below the poverty level. The idea behind a poverty line is that individuals are substantially worse off as a result of being in poverty, compared with being just above the poverty line. It may therefore reasonably be asked why people would not make a strong attempt to avoid poverty if possible. A
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major aim of the present paper is to explore a labour supply model in which each individual's utility function depends on a threshold consumption, or poverty, level and there is a strong utility premium to be gained by avoiding poverty.
According to John Creedy(2003) labour supply and social welfare are two important aspects when utility depends on a threshold consumption level. Employee privacy has become a controversial issue in the field of Human Resource management as employers have more technologies available to monitor telephones, computer
terminals, and voice mail. This privacy issue has been fueled by the increased use of a variety of electronic monitoring systems. Electronic monitoring is defined as "the computerized collection, storage, analysis, and reporting of information about employees' productive activities" (Office of Technology Assessment, 1987, p. 27). "Currently, as many as 26 million workers in the United States are monitored in their jobs, and this number will increase as computers are used more and more within companies and as the cost of these monitoring systems goes down" (DeTienne, 1993, p. 33). Of those monitored, 10 million have their work evaluated and pay based on the data collected (DeTienne, 1993).
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"By the end of the decade, as many as 30 million people may be constantly monitored in their jobs" (DeTienne, 1993, p. 33). Because of these predictions, "Electronic monitoring and
surveillance have been the subject of high media profile" (Losey, 1994).
Managers use several types of employee monitoring systems. Some of the most commonly used are computer monitoring, which measures employee keystroke speed and accuracy; video surveillance, which detects employee the ft, horseplay, and safety; spying, which uses detective techniques, when there is suspicious and phone activity tapping, within which the track workplace; incoming,
eavesdropping
outgoing, and the frequency of employee phone calls; and the active badge system, which tracks an employee s location within the workplace.
Despite
the
recent
appearance
of
these
high-tech
monitoring systems, employee monitoring is not new to the business world. As a matter of fact, "employee monitoring has been utilized in the manufacturing industry for several decades to track output, inventory, and general efficiency" (Losey, 1994).
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Prior to 1913, mechanical keystroke counters (cyclometers) and other methods were used for measuring typing output, and since the 1920s telephone calls have been monitored (Attewell, 1987). What has changed in more recent years is the method of supervision and the extent of information gathering capabilities available.
Employers compensate their employees not only with cash, but also with non cash payments. The latter, sometimes called "in-kind" or "fringe" benefits, include some that are legally required, such as Social Security, workers' compensation, and unemployment insurance, and some that are not, such as paid leave, health and life insurance, and pensions. This article discusses the effort of economists to measure the value individuals place on non cash payments. Economists have developed the concept of "cash-
equivalent value" to measure the value of non cash benefits to an individual. A person's cash-equivalent value is the least amount of money he or she would be willing to accept in exchange for not receiving particular non cash goods. When applied to an employer-provided benefit, the cash-equivalent value is the minimum amount of additional cash compensation
22
the worker will accept in lieu of receiving the benefit. Although some estimates of cash-equivalent value for Governmentprovided in-kind benefits such as food stamps, public and subsidized housing, Medicaid, and Medicare exist, little has been done to quantify employer-provided benefits, primarily because of a lack of data. Moreover, even if data were available, a variety of problems have made it difficult to implement the cashequivalent value approach. Information on the employer's cost of providing the benefit is readily available through the Bureau of Labor Statistics Employment Cost Index (ECI) program. To what extent does employer cost approximate employee value? We believe that there are various biases associated with using employer cost as the measure of the employee s value of employer-provided benefits. These biases can result in misleading conclusions.
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CHAPTER III
RESEARCH METHODOLOGY
Research methodology is a way systematically solves the research problem. It may be understood as a science of studying how research is done scientifically. It is necessary for the
researcher to know no only the research methods/techniques but also the methodology. RESEARCH DESIGN A research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in purpose. It is descriptive in nature. DESCRIPTIVE RESEARCH Descriptive research studies are those studies, which are concerned with describing the character of a group. DATA There are two types of data (primary as well as secondary), used for this study.
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PRIMARY DATA Primary data was collected through questionnaire. SECONDARY DATA Secondary data was collected from the journals, books and company records. SAMPLING A simple random technique selected for choosing the population, in such a way that every member of the population has an equal chance of being selected. SAMPLE SIZE 75 employees from Celebrity Fashions ltd limited is taken as sample for this present study. TOOLS OF ANALYSIS Data collected was analyzed using 1. Percentage analysis 2. Correlation and
25
The objectives of this report are about the employee satisfaction towards best Celebrity Fashions ltd, Chennai. This study reveals whether the employees are satisfied. The following are the objectives of this study. 1. To identify the main factors influencing the welfare measures. 2. To find out whether the employees are satisfied with the prevailing welfare measures. 3. To study the awareness of respondents about the labour welfare measures provided by the company.
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27
CHAPTER IV
NO. OF RESPONDENTS 33 24 18 75
PERCENTAGE 44 32 24 100
INTERPRETATION From the above table it is inferred that, 44% of the employees belong to below 30 years, 32% of the respondents are in between 30 40 years and 24% of the respondents are above 40 years.
28
AGE GROUP 25 20 17 15 10 23
Above 40 Above 40
29
NO. OF RESPONDENTS 28 24 23 75
PERCENTAGE 37 32 31 100
INTERPRETATION
From the above table if is clear that 37% of the employees have below 5 years of experience, 32% of employees have 6 12 years of experience and 31% of employees have 12 years of experience.
30
38 37 36 35 34 33 32 31 30 29 28
37
32 31
6 12 6 12
Above 12 Above 12
31
EDUCATIONAL QUALIFICATION Below 10th HSC ITI Diploma Degree Total INTERPRETATION
NO. OF RESPONDENT S 22 18 13 10 12 75
PERCENTAGE 29 24 17 14 16 100
It is clear that 29% of the respondents are below 10th standard, 24% of respondents are HSC, 16% of respondents are degree holders, 17% of respondents are ITI, 14% of respondents are diploma holders.
32
29 30 24
25
20 Percentage
17 14
16
15
10
0 Below 10th HSC Below 10th HSC ITI ITI Diploma Diploma Degree Degree
33
PERCENTAGE 16 32 21 14 17 100
INTERPRETATION It shows that 16% of the respondents are highly satisfied, 32% of the respondents are satisfied, 21% of respondents are neutral, 14% of the respondents are dissatisfied and 17% of the respondents are highly dissatisfied with the working condition in Celebrity Fashions ltd, Chennai.
34
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Opinion
35
TABLE 5. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT BATH ROOM AND WASHING FACILITIES
No. of Respondents 24 17 11 18 5 75
Percentage 33 22 14 24 7 100
INTERPRETATION Above table indicates that 33% of the respondents are highly satisfied, 22% of the respondents are satisfied, 14% of the respondents are neutral, 24% of the respondents are dissatisfied and 7% of the respondents are highly dissatisfied in their opinion about bath room and washing facilities.
36
CHART 5. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT BATH ROOM AND WASHING FACILITIES
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
24
Opinion
37
TABLE 6. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT CANTEEN AND LAUNCH ROOM FACILITIES
PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total NO. OF RESPONDENTS 23 17 11 18 6 75 PERCENTAGE 30 22 16 24 8 100
INTERPRETATION The above table express that 30% of the respondents are highly satisfied, 22% of the respondents are satisfied, 16% of the respondents are neutral, 24% of the respondents are dissatisfied and 8% of the respondents are highly dissatisfied with canteen and launch room facilities.
38
CHART 6. Distribution on the basis of respondents opinion about canteen and launch room facilities
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Opinion
39
TABLE 7. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT MEDICAL FACILITIES AND FIRST AID PROVISIONS
PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total NO. OF RESPONDENTS 21 18 12 17 7 75 PERCENTAGE 28 24 16 23 9 100
INTERPRETATION Table 7 express that 28% of the respondents are highly satisfied,24% of the respondents are satisfied, 16% of the respondents are neutral,23% of the respondents are dissatisfied and 9% of the respondents are highly dissatisfied with medical facilities and first aid provisions.
40
CHART 7. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT MEDICAL FACILITIES AND FIRST AID PROVISIONS
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Percentage
Opinion
41
TABLE 8. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT TRAINING AND DEVELOPMENT ACTIVITIES
NO. OF RESPONDENTS 26 24 17 6 2 75
PERCENTAGE 35 32 23 8 2 100
INTERPRETATION The above table indicates that 35% of the respondents are highly satisfied, 32% of the respondents are satisfied, 23% of the respondents are neutral, 8% of the respondents are dissatisfied and 2% of the respondents are highly dissatisfied with training and development activities.
42
CHART 8. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT TRAINING AND DEVELOPMENT ACTIVITIES
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
35 35 30 25 Percentage 20 15 10 5 0 Satisfied
32
23
8 2
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Opinion
43
TABLE 9. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT JOB ROTATION IN ARJUNA TEXTILES PVT LIMITED
NO. OF RESPONDENTS 33 22 11 7 2 75
PERCENTAGE 44 29 14 9 4 100
INTERPRETATION Above table reveals that 44% of the respondents are highly satisfied, 29% of the respondents are satisfied, 14% of the respondents are neutral, 9% of the respondents are dissatisfied and 4% of the respondents are highly dissatisfied about job rotation in Celebrity Fashions ltd, Chennai.
44
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Opinion
45
TABLE 10. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT VENTILATION IN THE WORK AREA
NO. OF RESPONDENTS 29 23 12 7 4 75
PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total INTERPRETATION
PERCENTAGE 38 30 16 9 7 100
Regarding ventilation 38% of the respondents are highly satisfied, 30% of the respondents are satisfied, 16% of the respondents are neutral,9% of the respondents are dissatisfied and 7% of the respondents are highly dissatisfied with ventilation in the work place.
46
CHART 10. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT VENTILATION IN THE WORK AREA
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Opinion
47
TABLE 11. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT DRINKING WATER FACILITIES
NO. OF RESPONDENTS 28 22 19 5 1 75
PERCENTAGE 37 29 25 6 3 100
INTERPRETATION From the above table it is clear that 34% of the respondents are highly satisfied, 24% of the respondents are satisfied, 22% of the respondents are neutral, 14% of the respondents are dissatisfied and 6% of the respondents are highly dissatisfied with drinking water facilities.
48
CHART 11. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT DRINKING WATER FACILITIES
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
40 35 30 Percentage 25 20 15 10 5 0
37 29 25
6 3
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Opinion
49
TABLE 12. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT MEDICAL AND ACCIDENT BENEFIT SCHEME
NO. OF RESPONDENTS 28 21 18 8 0 50
PERCENTAGE 37 28 24 11 0 100
INTERPRETATION Above table express that 37% of the respondents are highly satisfied, 28% of the respondents are satisfied, 24% of the respondents are neutral, and 11% of the respondents are dissatisfied with medical and accident benefit scheme.
50
CHART 12. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT MEDICAL AND ACCIDENT BENEFIT SCHEME
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
40 35 30 Percentage 25 20 15 10 5 0
37 28 24
11
Opinion
51
TABLE 13. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT REST ROOM FACILITY
NO. OF RESPONDENTS 36 28 11 0 0 75
PERCENTAGE 48 37 15 0 0 100
INTERPRETATION Above table stated clearly that 48% of the respondents are highly satisfied, 37% of the respondents are satisfied, and 15% of the respondents are neutral with test room facilities.
52
TABLE 13. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT REST ROOM FACILITY
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Opinion
53
TABLE 14. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT FRINGE BENEFITS
PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total NO. OF RESPONDENTS 34 26 15 0 0 75 PERCENTAGE 45 34 21 0 0 100
highly satisfied, 34% of the respondents are satisfied, and 21% of the respondents are neutral with fringe benefits.
54
CHART 14. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT FRINGE BENEFITS
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Opinion
55
TABLE 15. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT SAFETY EQUIPMENTS PROVIDED BY THE COMPANY
NO. OF RESPONDENTS 29 20 11 9 6 75
PERCENTAGE 38 26 14 12 10 100
INTERPRETATION Regarding safety equipments 38% of the respondents are highly satisfied, 26% of the respondents are satisfied, 14% of the respondents are neutral, 12% of the respondents are dissatisfied and 10% of the respondents are highly dissatisfied with the safety provisions.
56
CHART 15. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT SAFETY EQUIPMENTS PROVIDED BY THE COMPANY
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
10
Opinion
57
TABLE 16. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT EDUCATIONAL FACILITIES
NO. OF RESPONDENTS 29 20 11 9 6 75
PERCENTAGE 42 28 18 8 4 100
INTERPRETATION Regarding educational facilities 28% of the respondents are highly satisfied, 42% of the respondents are satisfied, 18% of the respondents are neutral, 8% of the respondents are dissatisfied and 4% of the respondents are highly dissatisfied.
58
CHART 16. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT EDUCATIONAL FACILITIES
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
45 40 35 Percentage 30 25 20 15 10 5 0
42
28
18 8 4
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Opinion
59
TABLE 17. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT OVER ALL WELFARE FACILITIES
NO. OF RESPONDENTS 29 22 12 12 75
PERCENTAGE 38 30 16 16 100
INTERPRETATION Above table indicates that 38% of the respondents are highly satisfied, 30% of the respondents are satisfied, 16% of the respondents are neutral, and16% of the respondents are dissatisfied with welfare facilities.
60
CHART 17. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT OVER ALL WELFARE FACILITIES
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Opinion
61
TABLE 18. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT WELFARE PROGRAMS ORGANIZED BY THE COMPANY
NO. OF RESPONDENTS 30 21 12 8 4 75
PERCENTAGE 40 28 16 11 5 100
INTERPRETATION Above table indicates that 28% of the respondents are highly satisfied, 40% of the respondents are satisfied, 16% of the respondents are neutral, 11% of the respondents are dissatisfied and 5% of the respondents are highly dissatisfied with the welfare program organized by the company.
62
CHART 18. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT WELFARE PROGRAMS ORGANIZED BY THE COMPANY
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Opinion
63
TABLE 19. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPENION ABOUT WORK CULTURE
NO. OF RESPONDENTS 31 22 16 5 1 75
PERCENTAGE 41 29 21 6 3 100
INTERPRETATION Above table reveals that 29% of the respondents are highly satisfied, 41% of the respondents are satisfied, 21% of the respondents are neutral, 6% of the respondents are dissatisfied and 3% of the respondents are highly dissatisfied with the prevailing state of work culture.
64
CHART 19. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT WORK CULTURE
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
45 40 35 Percentage 30 25 20 15 10 5 0
41 29 21
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Opinion
65
TABLE 20. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT EMPLOYER EMPLOYEE RELATIONSHIP
NO. OF RESPONDENTS 31 22 14 6 2 75
PERCENTAGE 41 29 19 8 3 100
INTERPRETATION Above table reveals clearly that 29% of the respondents are highly satisfied, 41% of the respondents are satisfied, 19% of the respondents are neutral, 8% of the respondents are dissatisfied and 3% of the respondents are highly dissatisfied with employer employee relationship.
66
CHART 20. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT EMPLOYER EMPLOYEE RELATIONSHIP
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
45 40 35 Percentage 30 25 20 15 10 5 0
41
29
19
8 3
Satisfied
Highly Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Opinion
67
Medical facilities Ventilation and drinking water facility Training Fringe benefits Safety equipments Employer employee relationship Welfare measures
.650* .496* .657* .411* .486* .092 .433* .338* .453* .372* .387* -.063 .451* .293* .522* .234* .107 .340* .547* .593* .314* .526* .437* .614* .723* .195 .206
All the selected dimensions of welfare measures are having positive as well as significant correlation with welfare measures. Among the independent variable fringe benefits is found to have
Safety equipments
Working condition
Medical facilities
Fringe benefits
Training
the highly correlated variable than others. The next high correlated variable is found to be employer employee
relationship and ventilation and drinking water facility shows the lowest correlation among the selected variables.
CHAPTER V
FINDINGS
1. 2. Majority 44% of the employees belong to below 30 years Majority 37% of the employees have below 5 years of experience 3. Majority 29% of the respondents are below 10th standard, 24% of respondents are HSC 4. Majority 48% of the respondents are satisfied with the working condition 5. Majority 55% of the respondents are satisfied about bath room and washing facilities 6. Majority 52% of the respondents are satisfied about canteen and launch room facilities
69
7.
Majority 52% of the respondents are satisfied about medical facilities and first aid provisions
8.
Majority
training and development activities 9. Majority 73% of the respondents are satisfied about job rotation in loyal textiles mills limited 10. Majority 68% of the respondents are satisfied about ventilation in the work area 11. Majority 66% of the respondents are satisfied about drinking water facilities 12. Majority 68% of the respondents are satisfied about welfare facilities 13. Majority 65% of the respondents are satisfied about medical and accident benefit scheme 14. Majority 85% of the respondents are satisfied about rest room facility 15. Majority 79% of the respondents are satisfied about fringe benefits
70
16.
Majority 64% of the respondents are satisfied about safety equipments provided by the company
17.
18.
Majority 68% of the respondents are satisfied about welfare programs organized by the company
19.
20.
Majority 70% of the respondents are satisfied about employer employee relationship
21.
All the selected dimensions of welfare measures are having positive as well as significant correlation with welfare measures.
22.
Among the independent variable fringe benefits is found to have the highly correlated variable than others.
71
CHAPTER - VI
SUGGESTIONS
The percentage analysis clearly shows that 50% of the employees are satisfied with the prevailing labour welfare measures provided by the company. The most of the employees are not aware of the safety measures provided by the company. So, more training
programmes should be provided to the employees covering safely aspects, which will definitely create awareness among the employees. The company should provide health care facilities to its employees and their family They should be mutual relationship between the employee and employer which will facilitate individual as well as organizational growth.
72
CHAPTER - VII
CONCLUSION
Starting from 1980 government has forcing welfare in work place has a main policy regarding labor welfare. The wide approach to the welfare strategy is getting more and more important every day. Preventing and maintain the physical,
mental and social well being of workers in all occupation should be given enough of attention. From this study it is concluded that welfare measures is influenced by fringe benefits, medical facilities, employer employee relationship, safety equipment provided by the company and training .
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BIBLIOGRAPHY
2. TRIPATHI
P.C,
Personnel
Management
&
Industrial
3. MAMORIA
C.B,
Personal
management,
Himalaya
5. KAPOOR N.D, Elements of Industrial Laws, Sultan Chand & sons, New Delhi.
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APPENDIX
A STUDY ON LABOUR WELFARES IN CELEBRITY FASHIONS LTD, CHENNAI Dear Employee, I have undertaken M.B.A. Project work on Labour Welfare. Your kind cooperation is solicited by the way of giving your valuable response. In this context, I assure that the data furnished by you will be kept confidential and will be used for the project purpose only Thanking you QUESTIONNAIRE Demographic 1. Name 2. Designation 3. Gender 4. Age : : : a) Below30years ( ) b) 31-40 Years ( ) c) Above 40 years ( ) 5. Educational qualification : a) Below SSLC b) HSC c) ITI d) Diploma e) Degree 6. Experience : a) Below 5 year b) 6-12 Years ( ) c) Above 12 years ( ) ( ) ( ) ( ) ( ) ( ) ( )
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LABOUR WELFARE
SI. No . satisfie d ( 1) highly satisfie d (2) neutra l (3) dissatisfie d (4) highly dissatisfie d (5)
Questions
1.
Your opinion about the working condition? Your opinion about the bath room, urinal, toilets and washing facilities? Your opinion about the canteen and launch room facilities? Your opinion about the emergency medical facilities and first aid provided by the company? Your opinion about the training given by the company? Your opinion about the job rotation in the company? Your opinion about the ventilation in the work area? Your opinion about the drinking water facilities?
3.
5.
6.
7.
8.
76
SI. No .
Questions
satisfie d ( 1)
neutra l (3)
dissatisfie d (4)
9.
Your opinion about the welfare facilities provided by the company? Your opinion about the medical and accident benefit scheme provided by the company? Your opinion about the rest room facility? Your opinion about the fringe benefits? Your opinion about the safety equipment provided by the company? Your opinion about the educational facilities? Your opinion about the welfare programs in the company? Your opinion about the working culture in the company? Your opinion about the relationship between employees and
10 .
11 . 12 . 13 .
14 . 15 .
16 . 17
77
SI. No .
Questions
satisfie d ( 1)
neutra l (3)
dissatisfie d (4)
employer?
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