“A STUDY ON EMPLOYEE’S PERCEPTION TOWARDS WELFARE FACILITIES OF ORGANIZATION”

(A Study of 40 Respondents Working InWestern Railway Baroda Division of

Personnel Department”)

A

RESEARCH DISSERTATION SUBMITTED TO

SOCIAL WORK FACULTY

M.S.UNIVERSITY

Research Guide Researcher:

Mrs. Samina pathan Megha

Thakkar M.

26th MARCH 2012

PREFACE

When the worker feels that the employer & the state are interested in his

day. Today life & would liter to make his lot happiness in even possible way

his tendency to grouse & grumble will steadily disappear.

Reage Committee

Labour welfare is a relative term. It is continuous process for state of well

being of employees. It is very difficult to define \ express the word welfare

but it covers all activity for well being of an individual. Statutory welfare

facility under factory act 1948 prescribed minimum level of welfare facility

pertain to health, safety & welfare of the employee and other social labour

legislation parting to welfare like bonus Act, ESIC Act etc.

Labourers are considered as valuable section of the society since 21st

century. Generally people arranged every factor provision prescribed under

provision of minimum level of welfare facility, the condition of worker will

definitely improve.

Mere theoretical knowledge cannot help one in any field whether it is

management, technology, research or any other field. The only things, which

can help one, are having a sound practical knowledge of the concerned field.

As part of my learning in management field and also as a requirement of the

DHRM Program, I have been very fortunate to receive practical knowledge in

WESTERN RAILWAY BARODA DIVISION PRATAPNAGAR.

To keep pace with fact moving world where distance & time are shrinking, in

the sphere of workers welfare as well, there is very great need for change.

The workers are the architects of their own future & that of their children &

also of the future of the nation”

The Underlies driving force today is the conviction that men and women

should be able to go to the organization as places of proper human

habitation, where they can work with more comfort.

Research Guide ResearcherMrs. Samina Pathan Thakkar Megha M.

ACKNOWLEDGEMENT

Walking down the memory lane for ONE year that have taken one to finish

this work. I see that this dissertation would not have been possible without

the active support and guidance of many important people in my life.

Heartfelt thanks to all of them for giving me the confidence and patience to

go on.

I express my heartfelt gratitude to Dr. M. N Parmar Dean of faculty of social

work for providing me excellent infrastructural facilities and a learning

culture in the campus. I am sincerely thankful to, Mr. M.N shukla (DRM), of

Western Railway Baroda Division and All my Respondents without whom this

study would not possible. I am sincerely thankful to the Mrs. Geetha

Nair(welfare officer) at Western Railway for guiding me.

I take the privilege to thank my constant Research Guide Mrs. Samina

Pathan, from the depth of my heart for being a north star and always being

ready to direct me. I am thankful to him for immense patience and for coping

with my pace of work.

I find it obligatory on my part to express my heartfelt gratitude and

thankfulness to the all the faculty members for providing me opportunity to

throughout the ONE year of my studies.

Lastly, I am thankful to my parents and my friends for their constant

emotional support.

26th MARCH, 2012 Thakkar

Megha M

LIST OF TABLES

Table

No.Particular

Page

No.

Primary information of respondents.

1Table showing Distribution of the respondents

with reference to their Age.34

2Table showing Distribution of the respondents

with reference to their Sex.35

3Table showing Distribution of the respondents

with reference to their marital status.36

4Table showing Distribution of the respondents

with reference to their type of resident.37

5Table showing Distribution of the respondents

with reference to their Education.38

6Table showing Distribution of the respondents

with reference to their Designation.39

7Table showing Distribution of the respondents

with reference to their Department40

8Table showing Distribution of the respondents

with reference to their work experience.41

9Table showing Distribution of the respondents

with reference to their type of family.42

10Table showing Distribution of the respondents

with reference to their Nos. of dependent.43

Information about statutory facility

11 Table Showing information of first aid appliance

facility.44

12 Table Showing information of canteen facility 45

13Table Showing information of Rest room, shelter,

lunch room46

14Table Showing information of Drinking eater

facility47

15 Table Showing information of Sanitary facility 48

Index

Chapter

No.

PARTICULAR Page No.

*** Preface ***

*** Acknowledgement ***

*** List of Tables ***

I Introduction & Research Methodology 1

II Review of Literature 18

III Data Analysis and Interpretation 33

IV Finding, conclusion, suggestion 75

*** Bibliography 87

*** Annexure

Questionnaire

89

CHAPTER - I

Introduction

[1]

PHILOSOPHY OF LABOUR WELFARE:

Welfare is a broad concept referring to a state of living of an individual or a

group, in a desirable relationship with the total environment – ecological,

economic and social. Labour welfare includes both the social and economic

contents of welfare. Social welfare is primarily concerned with the solution of

various problems of the weaker sections of society like prevention of

destitution, poverty etc. It aims at social development by such means as

social legislations, social reform, social services, social work, social action

etc. The object of economic welfare is to promote economic development by

increasing production and productivity and through equitable distribution.

Labour welfare is a part of social welfare, conceptually and operationally. It

covers a broad filed and connotes a state of well being, happiness,

satisfaction, conversion and development of human resources.

HISTORICAL DEVELOPMENT OF LABOUR WELFARE:

Labour welfare activity in Indian was largely influenced by humanitarian

principles and legislation. During the early period of industrial development

efforts towards workers ‘welfare was made largely by social workers

philanthropists and other religious leaders, mostly on humanitarian grounds.

Before the introduction of welfare and other legislation in India. The

conditions of labour were miserable. Exploitation of child labour, long hours

or work, bad sanitation absence of safety measures etc. were the regular

features of factory life. The earliest legislative approach could be traced back

of the passing of the apprentices’ act of 1850.

[2]

This act was enacted with the objective of helping poor and orphaned

children to learn various trades and crafts. The next Act was the Fatal

accident act of 1953 which aimed at providing compensation to the families

of workmen who lost their life as a result of “actionable wrong” Then came

the Merchants shipping act of 1859, which regulated the employment of

seaman and provided for the health accommodation etc. Earlier attempts at

legislation in this country were mainly aimed at regulation of employment.

DEFINITION OF LABOUR WELFARE:

Labour welfare has been defined in various ways, though no single definition

has found universal acceptance. The Oxford dictionary defines labour welfare

as "Efforts to make life worth living for workmen."

The Encyclopedia of Social Science defines it as "the voluntary efforts of the

employers to establish, within the existing industrial system, working and

sometimes living and cultural conditions of employees beyond what is

required by law, the customs of the industry and the condition of market

"In the Report II of the ILO Asian Regional conference, it has been stated that

worker's welfare may be understood to mean "such services, facilities and

amenities, which may be established outside or in the vicinity of

undertakings, to enable the persons employed therein to perform their work

in healthy and congenial surroundings and to provide them with the

amenities conducive to good health and high morale."

“The Labour Investigation committee (1944-46) includes under labour

welfare activities "anything done for the intellectual, physical, moral and

economic betterment of the workers, whether by employers, by government

or by other agencies, over and above what is laid down by law or what is

normally expected as per of the contractual benefits for which the workers

may have bargained."

[3]

The Report of the Committee on Labour welfare (1969) includes under it

"such services, facilities and amenities as adequate canteens, rest and

recreation facilities, sanitary and medical facilities, arrangements for travel

to and from work and for the accommodation of workers employed at a

distance from their homes and such other services, amenities and facilities

including social security measures as contribute to improve the conditions

under which worker are employer."

Thus, the whole field of welfare is said to be one "in which much can be done

to combat the sense of frustration of the industrial workers, to relieve them

of personal and family worries, to improve their health, to afford them means

of self expression, to offer them some sphere in which they can excel others

and to help them to a wider conception of life". It promotes the well-being of

workers in variety of ways.

The oxford university defines labour welfare as efforts to make life worth

living for workmen. Another definition implies that welfare is fundamentally

“an attitude of mind on the part of management influencing the method by

which management activities are undertaken.

CONCEPT:

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 well being. These four

elements together constitute the structure of welfare, on which its totality is

based. The social concept of welfare implies the welfare of man, his family

and his community. All these three aspects are inter- related and work

together in a three dimensional approach. The relative concept of welfare

implies that welfare is relative in time and place. It is a dynamic and flexible

concept and hence its meaning and content differ from time to time, region,

industry to industry and country to country, depending upon the value

system, and level of dedication, social customs degree of industrialization

and general standard of the socio-economic development of the people.

[4]

Labour welfare implies the setting up of minimum desirable standards and

the provision of facilities like health, food clothing housing medical

assistance, education insurance, job security, recreation etc. such facilities

enable the worker and his family to lead a good work life, family and social

life. Labour welfare also operates to neutralize the harmful effects of large –

scale industrialization and urbanization.

AIMS AND OBJECTIVE:

The aim or object of welfare activities is partly humanitarian to enable

workers to enjoy a fuller and ricer life and partly economic to improve the

efficiency of the workers and also partly civic – to develop among them a

sense of responsibility and dignity and thus make them worthy citizen of

then nation. Another object of labour welfare is to fulfill the future needs and

aspirations of labour. The following motives and considerations have

prompted employers to provide welfare measure (1) some of the early

philanthropic and paternalistic employers tried to ameliorate the working

and living conditions of their workers by proving various welfare measure.

(2) Some of them took recourse to welfare work to win over their employees,

loyalty and to combat trade unionism and socialist ideas. The devotion to

welfare work by many American employers during the twenties could be

attributed to their anti – unionism. However such a motive did not succeed in

checking the spread of trade unionism (3) some employers provided labour

welfare service to build up a stable labour force to reduce labour turnover

and absenteeism and to promote better relations with

their employees. (4) At present labour welfare has been conceived of by

some employers as a incentive and good investment to secure, preserve and

develop greater efficiency and output from workers.

[5]

Anyhow, there is no direct relationship between welfare work on the one

hand and efficiency and productivity on the other. Apart from this it is very

difficult to quantify the additional contribution of welfare measures to the

increased productivity. (5) One of the objects for provision of welfare

activities in recent times by certain is to save themselves from heavy taxes

on surplus. (6) The purpose provision of welfare amenities by some

companies is to enhance their image and to create an atmosphere of good

will between labour and management and also between management and

the public.

The aims and objectives of labour welfare progressively changed during the

last few decades. From the primitive policing and placating philosophy of

labour welfare, it gradually moved to the era of paternalism with

philanthropic objectives. Even today there is evidence of humanitarian

outlook of some of the employers in many employee -welfare programmes.

The recent thinking in labour welfare however is more oriented towards,

increasing productivity and efficiency of the work people. At outstanding

trend today is that it has become a comprehensive concept concerned with

the development of the total human personality embracing physical mental

social psychological and spiritual aspects of employees will being. In future it

will assume new dimensions in our country as a result of added emphasis on

the basic responsibilities of a welfare state.

BASIC FEATURES OF LABOUR WELFARE:

A Perusal of the above definitions would indicate that the term labour

welfare has been used in a wide and a narrow sense. In the boarder sense, if

may indeed not only the minimum standard of hygiene and safety laid down

in general labour legislation but also such aspects of working life as social

insurance schemes measures for the protection of women and young

workers,

[6]

limitation of hours of Labour welfare is a very broad term covering from

social security to such

Activities as medical aid, crèches, canteens, recreation, housing, adult

education, arrangement for transport of labour row and from work place to

residence etc.

It may be noted that not only the intra mural but also extra mural statutory

as well as no statutory activities undertaken by one of the three agencies

the employers, trade unions or the government for the physical and mental

development of a worker, both as a compensation for wars and tear that he

undergoes as a part of production process and also to enable him to sustain

and improve upon the basic capacity of the large family encompassed by the

term labour welfare.

NECESSITY:

The necessity for labour welfare is left all the more in our country because

of its developing economy aimed at rapid economic and social development.

In this process it is trying to check the baneful effects of the industrial

revoluation on which have adversely affected the people all over the world.

The need for labour welfare was left by the Royal Commissions on labour as

fare back as 1931. The philosophy of labour welfare and its National

Congress on Fundamental Rights and Economic Program in its Karachi

Session in 1931. The resolution demanded that the organization of economic

life in the country must conform to the principles of justice and it might

secure a decent standard of living. It also emphasized that the state should

safeguard the interest of industrial workers and should secure from them by

suitable legislation, a living wage, health conditions of work limited hours of

labour, suitable machinery for the settlement of disputes between employers

and workmen and protection against the economic consequence of old age,

sickness and unemployment.

[7]

SCOPE:

It is somewhat difficult to accurately lay down the scope of labour welfare

work. Especially because of the fact about is composed of dynamic

individuals with complex need. Its scope has been described by writers and

institutions of different shades in different ways. The scope of labour welfare

can be interpreted in different ways by different countries, with varying

stages of economic development, political outlook and social philosophy.

While expressing its interpretation regarding the scope of labour welfare, the

ILO has observed “the one which lends itself to various interpretations and it

has not always the same significance in different countries. Sometimes the

concept is a very wide one and is more or less synonymous with conditions

of work as a whole. It may include not only the minimum standard of hygiene

and safety laid down in general labour legislations. But also such aspects of

working life as social insurance schemes, measures for the protection of

women and young workers, limitation of hour of work paid vacation, etc. in

other cases the definition is much more limited and welfare in addition to

general physical working conditions, is mainly concerned with the day to day

problems workers and the social relationship at the place of work. In some

countries the use of welfare facilities provided is confined to the workers

employed in the undertaking concerned, while in other workers families are

allowed to share in many of the benefits which are made available.

As the subject welfare facilities is a very broad one covering a wide filed of

amenities and activities, limits cannot be rigidly said down regarding its

scope fore all industries and for all times. In the final analysis , labour welfare

services should include all extra mural and intra mural welfare work

statutory and non statutory welfare facilities undertaken by the employers,

government trade unions or voluntary organizations and also social security

measures which

[8]

contribute to workers welfare such as industrial health, insurance , provident

fund, gratuity,

Maternity, benefits workmen’s compensations, retirement benefits etc. More

specifically, we may examine the ways in which labour welfare is classified in

order to obtain a clear understanding of its scope. Labour welfare work can

be broadly divided into two categories (1) statutory and (2) non – statutory

or voluntary. Statutory welfare consists of those provisions of welfare work

which depend for their implementation on the coercive power of the

government. The government enacts certain rules of labour welfare to

enforce the minimum standards of health and safety of workers. The

employers are required by law to fulfill their statutory obligations on welfare.

This need was also emphasized by the constitution of the Indian in the

chapter on the Directive Principles of State Policy, Particularly in the

following articles.

Article 38:

“ The state shall strive to promote the welfare of the people by securing and

protecting as effectively as it may a social order in which justice social

economic and political shall inform all the institutions of the national life “

Article 39:

“The state shall in particular, direct its policy towards securing (a) that the

citizens, men and women equally. Have the right to an adequate means of

livelihood (b) that the ownership and control of the material resources of

the community are so distributed as best to sub serve the common good (c)

that the operation of the economic system does not result in the

concentration of wealth and means of production to the common detriment

( e) that the health and strength of workers, men and women and the tender

age of children are not abused and that citizen are not

[9]

Forced by economic necessity to enter avocations unsuited to their age or

strength (f) that childhood and youth are protected against exploitation and

against moral and material abandonment.

Article 41:

: The state shall within the limits of its economic capacity and development

make effective provision for securing the right to work to education and to

public assistance in cases of unemployment old age, sickness and

disablement and in other cases of underserved want”

Article 42:

“The state shall make provision for securing just and humane conditions of

work and for maternity relief.

Article 43:

“The State shall endeavor to secure by suitable legislation or economic

organization or in any other ways to all workers, agricultural industrial or

otherwise work a living conditions of work ensuring a decent standard of life

and full enjoyment if leisure and social and cultural opportunities and in

particular, the state shall endeavor to promote cottage industries on an

individual or cooperative basis in rural areas”

Thus the need for social and industrial welfare in India in all sectors is clearly

enunciated in our constitution.

The Planning Commission also realized the necessity of labour welfare, when

it observed that “in order to get the best out of a worker in the matter of

production, working conditions require to be improved to a large extent” The

worker should at least have the means and facilities to keep himself in a

state of health and efficiency. This is primary question of adequate nutrition

and suitable housing conditions. The working conditions should be such as to

safeguard his health and protect him against occupational hazard. The work

place should provide reasonable amenities for his essential needs.

The worker should also be equipped with necessary technical training and a

certain level of general education.

Non statutory welfare measure includes all those activities which

employers undertake for the welfare of their workers on a voluntary welfare

service. [10]

OBJECTIVES OF LABOUR WELFARE ACTIVITIES

The object of welfare activities is to promote economic development by

increasing production and productivity. The underlying principle is to make

the workers given their loyal services ungrudgingly in genuine spirit of co-

operation, in return for obligations, voluntary and compulsory, accepted by

the employee towards the general well-being of the employees.

Improving the efficiency of the labour is another objective of labour welfare

activities. Efficiency gives double reward, one in the form of increased

production and the other in the shape of higher wages due to achievement

of higher productivity. Welfare activities add to their efficiency and efficiency

in turn help the worker to earn more wages. Therefore, welfare activities in

an organization are twice blessed. It helps the employer and the employee

both.

Another objective of welfare activities is to secure the labour proper human

conditions of work and living. Working conditions of organization may be led

by an artificial environment which features are dust, fumes, noise, unhealthy

temperature, etc. It is generally found that these conditions impose strain on

the body.

The welfare activities are done to minimize the hazardous effect on the life of

the workers and their family members. It is the duty of the employer to see

these human needs. If welfare activities are viewed in this light, it can be

seen that they are guided by purposes of humanitarian and social justice.

The next objective of welfare activities is to add in a real way to the low

earning of the labour. The facilities are provided to supplement the income

of the workers by services such as housing, medical assistance, school, co-

operative, canteens, stores, play grounds etc.

Thus, the objective of activities are to promote greater efficiency of the

workers, assure proper human conditions to the workers and their family

members, supplement their wages in monetary teams, give more real wages

and foster better industrial relations.

[11]

PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION OF WELFARE

ACTIVITIES

The success of welfare activities depends on the approach which has been

taken into account in providing such activities to the employees. Welfare

policy should be guided by idealistic morale and human value. Every effort

should be made to give workers/ employees some voice in the choice of

welfare activities so long as it does not amount to dictation from workers.

There are employers who consider all labour welfare activities as distasteful

legal liability. There are workers who look upon welfare activities in terms of

their inherent right. Both parties have to accept welfare as activities of

mutual concern. Constructive and lasting Progress in the matter of social

justice can be achieved only if welfare activities are accepted as essential

factors in the progress of the

Business organization Labour welfare is dependent on certain basic

principles. The following are the principles on which successful

implementation of welfare program depends:

1. ADEQUACY OF WAGES:

Labour welfare measures cannot be a substitute for wages. Workers have

a right to adequate wages. But high wage rates alone cannot create

healthy atmosphere, nor bring about a sense of commitment on the part

of workers. A combination of social welfare, emotional welfare and

economic welfare together would achieve good results.

2. SOCIAL LIABILITY OF INDUSTRY:

Industry, according to this principle, has an obligation or duty towards its

employees to look after their welfare. The constitution of India also

emphasizes this aspect of labour welfare.

3. IMPACT ON EFFICIENCY:

This plays an important role in welfare services, and is based on the

relationship between

[12]

welfare and efficiency, though it is difficult to measure this relationship.

Program for

Housing, education and training, the provision of balanced diet and family

planning measures are some of the important program of labour welfare

which increases the efficiency of the workers, especially in

underdeveloped or developing countries.

4. INCREASE IN PERSONALITY:

The development of the human personality is given here as the goal of

industrial welfare which, according to this principle, should counteract the

baneful effects of the industrial system. Therefore, it is necessary to

implement labour welfare services. Both inside and outside the factory,

that is, provide intra-mural and extra-mural labour welfare services.

5. TOTALITY OF WELFARE:

This emphasizes that the concept of labour welfare must spread

throughout the hierarchy of an organization. Employees at all levels must

accept this total concept of labour welfare program will never really get

off the ground.

6. CO-ORDINATION OR INTEGRATION:

This plays an important role in the success of welfare services. From this

angle, coordinated approach will promote a healthy

development of the worker in his work, home and community. This is

essential for the sake of harmony and continuity in labour welfare

services.

7. DEMOCRATIC VALUES:

The co-operation of the worker is the basis of this principle. Consultation

with, and the agreement of workers in, the formulation and

implementation of labour welfare services are very necessary for their

success. This principle is based on the assumption that the worker is "a

mature and rational individual." Industrial democracy is the driving force

here. Workers also develop a sense of pride when they are made to feel

that labour welfare program is created by them and for them.

[13]

8. RESPONSIBILITY:

This recognizes the fact that both employers and workers are responsible

for labour welfare. Trade unions, too, are involved in these program in

healthy manner, for basically labour welfare belongs to the domain of

trade union activity. Further, when responsibility is shared by different

groups, labour welfare work becomes simpler and easier.

9. ACCOUNTABILITY:

This may also be called the Principle of Evaluation. Here, one responsible

person gives an assessment or evaluation of existing welfare services on

a periodical basis to a higher authority. This is very necessary, for then

one can judge and analyze the success of labour welfare program.

10. TIMELY:

The timeliness of any service helps in its success. To identify the labour

problem and to discover what kind of help is necessary to solve it and

when to provide this help are all very necessary in planning labour

welfare program. Timely action in the proper direction is essential in any

kind of social work.

Last, but not the least is the fact that labour welfare must aim at helping

workers to help themselves in the long run. This helps them to become

more responsible and more efficient.

[14]

RESEARCH METHODOLOGY

Title of the study

Title of the study is “ A study of 40 employees perception

towards the welfare facility in Western Railway Baroda

Division Of Personnel Department”

Significance of study

Growing competency in the every sector, worker has to work

and live in unhealthy, slums area with least basic facility and

has to live in frustrated state of mind. To escape from this

entire difficult situation they abstains himself from the work

and becomes irregular. All changes have been referred to as

“ The social invasion ”

Hence there is need for providing welfare services, good

education training worker should be actively associated

welfare work and every activity has to be conducted with

their full consent.

The association of workers in welfare activities has great

moral advantage. It creates confidence in the mind of the

workers. It fosters public spirit, sense of responsibility. It

makes the employees self reliant & able to manage their

own problems.

[15]

From the view point of employee welfare measures must

eliminate risk and insecurity.

Welfare benefits not only raise employee morale but make it

easier for employers to attract and hire competent personnel

welfare helps build a positive image of the organization &

facilities dealing with the union.

Object of the study.

1. To study the awareness of western railway personnel

department’s employees towards the welfare facility

provided by the management.

2. To study the utilization of the welfare facility by employee

which is provided by the management.

3. To study whether the provided facility needs changes or

no ? And if need changes then suggestion made by the

employees.

4. To study employees perception towards the management

through keeping the welfare facility in mind.

Universe of the study.

For the purpose of research study I select personnel dept of

western Railway DRM office, total strength 150 employees of

personnel dept of Baroda division is the universe of study.

[16]

Sample size of the study

The sample size of the research is taken as 40 employees

i.e. 26.67% of total strength i.e. 40 employees under

personnel dept.

Sampling technique of the study

The simple random sampling method used for research

study from the total strength of 150 employees, 40

employees have selected from muster as randomly.

Tools for data collection

I have applied questionnaire as a tool for data collection for

research study give questionnaire to respondents &

questionnaire made with close ended question where in

question on personal information and welfare facility as

keeping in mind all the components of the research study.

[17]

CHAPTER - II

Review

Of

Literature

[18]

(1) THE POLICY THEORY:

It is based on contention that a minimum standard of welfare is necessary for

labours. Here we assume that compulsion periodical supervision and

punishing employee will not provide even the minimum welfare facilities for

workers.

It is based on assumption that man is selfish and self centered and always

tries to achieve his own ends at the cost of the welfare of others,

The Policy Theory leads to (1) the passing of laws relating to the provision of

minimum welfare for workers (2) periodical supervision to ascertain that

these welfare measures are provided and implemented and (3) punishment

of employees who evade or disobey this law.

(2) RELIGIOUS THEORY:

It is based on the concept that man is essentially a religious animal. Even

today many acts of men are related to religious sentiments and beliefs.

According to this theory and good work is considered as a investment both

the benefactor and beneficiary are rewarded. Some

Some people take a welfare work in a spirit of atonement for their sins.

According to religious theory man is primarily concerned with the welfare

others.

The religious basis of welfare cannot be rational. It is neither universal nor

continuous. Welfare based on charity is not for beneficiary in the log run.

(3) PHILANTHROPIC THEORY:

It is based on men’s love for mankind. Man believed to have an instinct urge

by which he strives to remove the suffering of and promote their wellbeing.

This drive may be as rather powerful and may impact him to perform noble

sacrifices. When some employees have comparison for their fellow man they

may undertake labour measures for the benefit of their work.

[19]

(4) TRUSTEESHIP THEORY:

It is called the paternalistic theory of labour welfare according to which the

industrialist or employer holds the total investment, estate, properties and

profit occurring from trust. In other words he uses it for benefit of these

workers and also the society.

Gandhiji propounded this theory in his own words. The realization of the

strength by combined with adherence to non –violence world enable them

(workers) to co –operate with capitals and from into proper use. Then they

will not regard as a conflicting interest. They will not regard the mill and the

machinery as belonging to the exploiting agent and grading them down but

as their win instruments of production and will therefore protect them as well

as they would protect their own properties.

They (Workers) will not steal time and turn own property. They will not steal

time and turn outlet work but put in the most they can, in fact capital and

labour will be mutual trustees and will trustees of consumers.

Thus days labour and capital are not to divergent forces separated by mutual

distrust but two partners worked together for the welfare of the community

as a whole. There is no legal binding but since it is a moral obligation it is

supposed to be less effective. Its value is related to the moral conscience of

the industrialists and workers.

(5) THE PLACATING THEORY:

It is based on the fact that labour group are becoming demanding and

militant and are more conscious of their rights and privileges than ever

before. Their demand for higher wages and better standards cannot be

ignored. Timely and periodical acts of labour welfare can oppose the

Workers. They are some kind of pacifiers which come with a friendly gesture.

It has often being acted upon to secure the workers co- operation.

[20]

(6) THE PUBLIC RELATION THEORY:

It is based on an atmosphere of goodwill between management and public.

This theory is based on the assumption that the labour welfare movement

may utilize to improve relation between management and labour. An

advertisement of exhibition of a labour welfare program may help an

industrialist to project to public good image of his company. His as well

industrial relations may improve resulting in a twofold benefit to the

company.

(7) THE FUNCTIONAL THEORY:

Welfare is used as a means to secure, preserve and develop the efficiency

and productivity of labour. It is obvious that if an employer takes good care

of his workers they will tend to become more efficient and will thereby step

up production.

It will depend on a healthy collaboration between union and management

and their mutual concern for the growth and development of the industry.

Higher production is of benefit to both management and labour.

This is the functional aspect of welfare having efficiency and its objectives

which increases productivity. It can work well if both the parts have an

identical aim in view that is higher participation in welfare in welfare

program is necessary.

Functional theory of labour welfare works more effectively is reason of an

intelligent and willing participation of workers.

[21]

APPROACHES TO LABOUR WELFARE:

1) THE PATERNALISTIC APPROACH :

In the earlier period management considered itself as apparent and trustee

of the property. By philanthropic humanitarian and religious consideration

did much to improve the lot of working masses. It takes for the granted tat

workers belong to different and inferior social categories in need of help of

help and charity now a day it becomes outdated.

2) INDUSTRIAL EFFICIENCY APPROACH :

Considered that commitment and efficiency of workers is increased by

bringing out favorable changes in the environments conditions and by

improving working and living conditions.

It is true that there will increase efficiency of workers but maintaining and

keeping machinery up to date is quite different from labour welfare.

3) SOCIAL WELFARE APPROACH :

Labour welfare is a part of general welfare. Labour welfare is an end in itself

and development of loyalty towards employee or increase an efficiency is

only an incident but welfare is objective of social economic policy when it

looks at whole perspective changes and purpose of welfare services is to

serve man.

4) PRINCIPAL AND PROBLEMS APPROACH :

Welfare measures are to serve any useful purpose, they should be according

to the needs of workers which should be assumed and priorities should be

established must take into account that the location of the undertaking

nature of work processes composition of labour forces etc.

Workers should be free to use or not to use the facilities and amenities

provided Workers should be asked to participate in the formulation and

administration of welfare program because

[22]

program are meat for workers therefore their participation is must. A failure

to understand principal will only make labour welfare measures unpopular of

ding good they will prove harmful to cases. Raising wages will have a more

salutary effect.

5) COST AND BENEFIT RELATIONSHIP APPROACH:

Generally we say that is will improve productivity and level of living standard

of workers. These effects will become apparent in the long run and such

expenditure should be planned on a long term basis.

RESEARCH CONDUCTED

1) HRISHCHANDRA K. VAIDYA 1981

“Workers perception of the welfare facilities” Baroda

A study was conducted by Mr. H.K. Vaidya on 54 workers of Sayaji Iron

Baroda; the sample was selected from the entire department by stratified

random sampling. From the data collected was revealed that majority of the

respondent were old i.e. 28 out of 54 respondent. Respondents felt that

medical helps is provided only for primary help. The recreational facility was

inadequate and majority of them are not using it. Nobody is aware about

cultural program. Regarding the canteen facility 12 respondents out of 54

respondents felt that food which is served in not Nutrition.

The study further revealed that 50 respondents felt that the cold water

facility is very poor. The respondents also felt that the interest rate of loan is

very high of cooperative society. The respondents also felt that the facility is

not adequate.

[23]

2. RAJESH P. VYAS 1984:

“A study of welfare facility and its utilization by workers”.

New shorok spinning and weaving Mgf. Co. Ltd. Nadiad.

A study was conducted on the above said topic by Mr, Rajesh Vyas.

Study was conducted on permanent workers from all department by the

method of stratified random sampling method Out of 4290 workers a sample

of 50 workers was selected. The study revealed that majority of the

respondents were educated i.e. 41 respondents unto 12 the standard, 70 %

of the respondents were utilizing the medical facility through ESI scheme. 88

% of the respondents felt that the housing facility was inadequate and poor.

It was found that 90 % of the respondents were not utilizing recreation

facility because of inadequacy The workers i.e. 14 of them were satisfied

with financial assistance provided by the management. 98 % respondents

said that the food in canteen is nutritious and were provided adequately. The

co- operative society seemed to be quite popular among the workers 90 %

respondents said that they take advantages of the co –operative societies

activities and schemes.

3) AHWAL AMRJIT SINGH 1987:

“Critical evaluation of welfare facilities given to employees in SG

Pharmaceuticals Ltd. Baroda “ from the study it was revealed that 70 & of

the respondents were falling in the age group of 31- 50 years. From the

sampled data it was found that 54 respondents have educated up to SSC. it

was also found from the study that 96 % of the respondents have been

working for more than 20 years, 88 % of the respondents are married and

most of the workers have more than two children ( 66 %) whereas 12 %

workers have one child . the study revealed that totally 17 facilities

( Statutory and non statutory facilities ) were provided to the workers. The

study showed that the workers had high level of awareness regarding

welfare facilities. The workers as they were more experienced, they were

aware ( 60 5) regarding educational , canteen , dress , shoes, washing ,

drinking water, cycle stand , , co operative society, aid fund, death fund ,

sort etc. Besides awareness the study also revealed that the workers utilizing

the medical allowance, education, drinking water, canteen etc. The study

show that the company did not provided

[24]

school, hospital, housing facility. The respondent felt that the educational

fees are inadequate because it provided for the children during secondary

education. The workers were investing more money in primary education.

The study further revealed that 60 % of the workers with medical facilities.

The workers were not satisfied with education fess and housing facilities.

They suggested to increased fees and provided loan for the construction of

houses.

4) RAJESH C. OZA 1987:

“Workers perception towards welfare facilities Tata Chemicals Ltd.

Mithapur”

The selection of sample conducted study on the above topic by selecting 50

workers. The selection of sample was done by lottery system picking 50

permanent workers. The study was exploratory and descriptive in nature.

The study revealed that majority of the respondents are young, 44 % of

respondents were from the age group of 21 to 30 years. It was found that 41

% respondents were educated to primary level and 48 % were educated

unto secondary level and 14 % were illiterate. Very few were ware of the

recreational facilities even though facilities were adequate. It was found that

56 % of the respondents were not satisfied with the canteen facilities and

they felt that good food should be served and the menu should be changed.

The financial assistance was inadequate. The 80 % of the respondent had

good opinion regarding overall facilities. In comparison to all other facilities.

The respondent felt that medical, educational and housing facilities were

adequate. More over the workers demanded for the insurance scheme which

was not provided by the management. Majority of the respondent had good

working experience i.e52 % it was found that 26 % of the respondents were

drawing monthly income between Rs. 500 to 1000 and remaining Rs 1000

above.

[25]

5) RAJKUMAR LAL, 1988

“Workers Awareness and utilization of welfare facilities”

A study conducted by Mr. Lal in Pararih Colliery, Dhanbad ,Bihar, Mr. Lal and

selected 73 mines loaders out of 320 mines loaders. The selection was done

by random sampling i.e. using sequential list technique by selecting every 52

workmen. The study was purely descriptive in nature.

The study revealed that 67 % of the respondents were between 20 to 30

years. The study showed that 30 % of the respondents were educated up to

primary level. 20 % up to secondary level and remaining were facilities. It

was found that 43 % of the respondents were availing housing facilities. 28

% of them were living in rented houses and remaining has their own house.

The study showed 75 % of the belong to nuclear family and 25% belong to

joint family. This showed that in the search of job many facilities had to

migrate to the place. 72 % of them had good working experience of 11 to 20

years. Majority of the respondents were not satisfied with the educational

facilities because there were no proper schools and adult educational centre.

Only vocational training was provided to them. Majority of the respondents

were happy with recreational facilities as it was provided adequately. The

family members were utilizing this facility. Maximum numbers of the

respondents said the medical facility were adequate. Majority of the

respondents felt that there should be improvement in financial assistance

and they felt that the amount of the loan should be increased and should be

free of interest. It was found that respondents are not happy with the

insurance facilities. Majority of the respondents were not satisfied with the

canteen facility because it was too far from the work place and the quality of

the food and quantity of food was inadequate. The workers were not satisfied

with the small rest room. Majority of them demanded for a good rest room so

that they can take lunch and dinner properly in a hygienic place. All the

respondents were utilizing the safety appliance as it is a must. It was

revealed from the study that all of them were satisfied with safety appliances

provided to them.

[26]

6) A STUDY OF 50 WORKERS OF ALEMBIC CHEMICAL CO.

LTD. BARODA BY SHINNDE DEVENDRA SATYANDRS IN

1984.

Alembic Chemical works is a public limited Company. It produces life saving

basic drugs. There were 3385 employee of which 2165 are the permanent.

The company provides statutory welfare facilities like canteen, dress, shoes,

and rest room. He studies facilities in six groups like medical, educational

housing, canteen. Drinking water, cycle stand and rest room. Dress shoes

washing co –operative society ad other sports, death funds etc.

Majority of workers were under age group of 31 to 50 years. All workers have

education up to secondary level. 80 % of the workers have been working for

last 10 years and 60 % of the workers have more than two children. 27 % of

them workers have identified 7 to 9 facilities out of 17. Non statutory welfare

facilities like aid, fund in which workers contribute their fund therefore they

do not considered as non statutory welfare facility.

Majority of them have opinion that fees for education, death fund and

statutory welfare facility are adequate where as accommodation facility and

education facility like school are inadequate because of only two percent

have accommodation and workers children not studying in company’s

school.

At least all workers are satisfied by statutory welfare facility but not satisfied

with the school and accommodation facility.

M. V. Pylee and Simon George has pointed out that "Even one discontented

employee or an employee nursing a grievance can eventually infect an entire

organization with the germ of discontent which, in turn, will result in lower

efficiency, poor morale and reduction in overall production".

[27]

The labour welfare activities in the form of health services centers are

provided with the philosophy that a good medical service center will help in

ensuring sturdy improvement of job satisfaction and productivity. A healthy

worker is a basic requirement of an organization.

It is, therefore, incumbent on the part of the employer to look after the

health of the workers and to provide such facilities which would ensure

minimum health hazards. The concerning law prescribes the minimum

standard but progressive employer must extend his activities to protect the

health of the labourers and their dependents. In return, their co-operation

will be wholehearted, efficiency will be maximum and attitude will be proper

and congenial.

Almost all workers have opinion that the management does not consider

welfare of the workers in formulating any policy.

AUTHOR :

Shobha Mishra and Dr Manju Bhagat (Ph.D. Guide)

Labour welfare activities in an industrialized society has far reaching impact

not only on the work force but also all the facets of human resources. Labour

welfare includes all such activities, which not only secures existential

necessities but also ensures improvement in spiritual and emotional

quotient. It comprises of short term and long terms goal toward building a

humane society.

As labour welfare is a dynamic concept, changes in its principles activities

and the rationale supporting them have not been static. They closely follow

the stages of advancement of the industrialized society – from police Theory

to Functional Theory. Accordingly principles for successful implementation of

labour welfare activities ranges from adequacy of wages to impact on

efficiency as well as transformation of personality in nut shell, it is extension

of democratic values in an industrialized society.

[28]

Theories of Labour welfare Activities have been formulated on the conviction

that it is man behind the machine who is responsible for achieving mission of

an organization. A person can deliver at his best only when he is satisfied

and committed to the cause. To keep the employees motivated and

committed various welfare facilities are provided by the organization not

only to the employees but also to their family member too.

The term 'Welfare' expresses many ideas, meanings and connotations, such

as the state of well being, health, happiness, prosperity and the development

of human resources. It includes both the social and economic aspects of

welfare. The social concept of welfare implies the welfare of man, his family

and his community. All these three aspects are inter-related and work

together. The economic aspect of welfare covers promotion of economic

development by increasing production and productivity.

Welfare is also called a relative concept, for it is related to time and space.

Changes in it have an impact on the system of welfare as well. As welfare is

growing and dynamic, the welfare potential changes, as a result of which its

content keeps on varying and has to keep pace with the changing times.

Also the characteristics of welfare vary for it depends of a nation in all fields.

Its meaning and components, therefore, differ from country to country and

from place to place.

The economic welfare activities are such, which can be brought directly or

indirectly into relation with money, Pig-out [1] defined economic welfare as

that part of social welfare that can be brought directly or indirectly into

relation with the measuring need of money. According to him, "the

economic welfare of a community of a given size is likely to be

greater; the larger is the share that accrues to the poor." However,

he admitted that economic welfare was not the index of total welfare.

The word labour means any productive activity. In a broader sense, therefore

the phrase labour welfare means the adoption of measures to promote the

physical, social, psychological and general well being 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.

[29]

The concept of labour welfare activities, however, is flexible, elastic and

differs from time to time, region to region, industry to industry and country

to country, depending upon the value system, level of education, social

customs, degree of industrializations and the general standard of the socio-

economic development of a people.

It is also related to the political situation in a country. Further it depends

upon the kinds of problems with which society is confronted as well as on the

structure of the industry. It is molded according to the age group, sex, socio-

cultural background, marital status, economic status and educational level of

the employees in various industries.

EVALUATION OF POLICY OPTIONS TO ENCOURAGE

WELFARE TO WORK:

Hielke Buddelmeyer John Freebairn and Guyonne Kalb

Additional contact information

Melbourne Institute Working Paper Series from Melbourne Institute of

Applied Economic and Social Research, the University of Melbourne

Abstract: This paper compares five alternative policy options with the

January 2006 tax and social security system. Each option is designed to

cost a similar amount of 5 billion dollars to the government at the

current level of labour supply. The five options are: reducing the lowest

income tax rate, increasing the tax-free threshold, increasing the low

income tax offset, decreasing all taper rates on own and partner’s

income for a number of allowances, and introducing an Earned Income

Tax Credit. The criteria for comparison are the labour supply responses,

the expected budgetary cost to the government after taking into

account labour supply responses, the number of winners and losers

from the policy change, the effects on the distribution of effective

marginal tax rates, and the effect on the number of jobless households.

From the results, it is clear that the option to reduce taper rates is

dominated by the other options on all criteria. The other four options

each have their advantages and disadvantages; no option scores best

on all criteria.

[30]

Measuring Welfare Changes with Nonlinear Budget

Constraints in Continuous and Discrete Hours Labour

Supply Models:

J. Creedy and Guyonne Kalb

No 799, Department of Economics - Working Papers Series from The

University of Melbourne

Abstract: This paper examines the computation of exact welfare measures

in the context of labour supply models. It is suggested that the standard

method of computing compensating and equivalent variations does not allow

sufficiently for the nonlinearity of the budget constraint. An exact method is

suggested. The method is applied to contexts in which individuals are

allowed to vary their hours continuously and where only a limited number of

discrete hours of work are available. Discrete hours models have in recent

years been used in view of the substantial econometric advantages when

estimating the parameters of direct utility functions.

Did manual workers want industrial welfare? Canteens,

latrines and masculinity on British building sites 1918-

1970:

Journal of Social History,   Spring, 2002   by Nick Hayes

Twentieth century employer welfarism-that "ragbag" of fringe remunerations

and non-money wages (1)--has, by and large, been judged pejoratively:

damned for being a "sugared pill" sufficiently appealing to steal away

workers' class allegiances or so important to them that its threatened denial

promoted disciplined workplace conformity. (2) Perhaps this is to

misconstrue the social relationship between employer and employee, welfare

and work: arguably a greater balance always existed in paternalistic

practices between "coercion" and active "consent". (3) Critically, however,

neither overview sits easily with an alleged, albeit relatively unexplored,

worker antipathy to welfarism or indifference to poor working conditions,

where primacy was continually afforded to "money wages" and little else. In

these terms welfarism, as either a coercive or consensual strategy, was

largely misplaced and can best be explained in terms of employers

misinterpreting worker priorities. (4)

[31]

Yet trade union pressure for welfarism increased through time: indeed, the

greater prejudice against giving welfarism a “fair trial” came rather from

company directors and managers. (5) Wrigley notes that when, during the

Second World War, joint workplace committees were established in British

industry to improve productivity, “as much of as a third of their time was

spent on discussing welfare and other matters” (6) –a scenario more

suggestive of employer past neglect and worker interest, than coercive

imposition. Nor apparently was this simply wartime bonhomie. An analysis of

joint consultation foci in the post 1945 period suggests a continuing

workplace preoccupation with “tea, towels and toilets”.

(7)Did workers themselves, therefore, want welfarism, and if not, why not?

This article tests the attitudes of operatives in the construction industry,

from the introduction of national collective bargaining shortly after World

War One through to the period of alleged modernization in the 1960s. The

views of building operatives offer an interesting pointer because construction

was reputed less for its pristine provision than its “primitive” welfare

conditions: here perhaps we can find a baseline marker against which

attitudes in other industries may be set and judged. Construction was almost

exclusively an all male world. Inherent within was a philosophy that placed

little productive value on improving working conditions, and instead stressed

worker self-reliance. Yet construction operated, too, within an industrial

relations system reputed for its capacity “to play fair”, (8) where the building

unions increasingly demanded reform and a broader industrial-political

discourse existed championing the cause to “hum maize” British industry.

The article takes as its starting point the construction of a positive masculine

site identity, based on skill but also on physical endurance and hardship.

Welfares’, it will be argued, frequently worked against the operatives’

cultural understanding of what site life meant. Union representatives,

however, viewed this site life through different filters. Moreover, the socio-

industrial constructs of “conditions of work” issues changed through time.

Only in such inter-locking contexts (for example, workplace control, status,

respectability and toughness) can the negative attitudes of operatives to

welfare and fringe benefit provision be understood.

[32]

CHAPTER – III

Data Analysis

And

Interpretation

[33]

Section 1 primary information of respondents

Table No. 1

Distribution of the respondents with reference to their Age.

Age Frequency Percentage

30 to 40 years 3 7.50%

40 to 50 years 18 45%

50 to 60 years 19 47.50%

Total 40 100%

From the above table it could be interpreted that, 3 out of 40 i.e. 7.50% respondents fall in the age between 30 to 40, then 18 out of 40 i.e. 45% respondents fall in the age group between 40 to 50, then 19 out of 40 i.e. 47.50% of the respondents fall in the age group between 50 to 60, So, Concluding above data, the result could be drawn that a majority of respondents are in the 50 to 60 years so, it could identified that most of the respondents have a very long period of service.

[34]

Table No. 2

Distribution of the respondents with reference to their Sex.

Sex Frequency Percentage

Male 27 67.50%

Female 13 32.50%

Total 40 100%

From the above table, it could be interpreted that 27 out of 40 i.e. 67.50%

respondents are male, while another 13(32.50%) respondents are female.

So, concluding above data, it could be analyzed that male employees are

more than female employees.

[35]

Table no. 3

Distribution of the respondents with reference to their marital

status.

Marital status Frequency Percentage

Married 40 100%

Unmarried 00 0%

Total 40 100%

From the above table, it could be interpreted that 40 out of 40 i.e. 100% of

the respondents are married.

So, concluding, above data, the result could be drawn data, the majority of

respondents have more responsibility of their family

[36]

Table no. 4

Distribution of the respondents with reference to their type of

resident.

Type of resident Frequency Percentage

Rent 1 2.50%

Own 39 97.50%

Head quarter 0 0%

Total 40 100%

Above table indicate that1( 2.50%) of respondents are living in rent home

while another 396(97.50%) respondents are living in own house. And no one

is living in Railway head quarter.

[37]

Table No. 5

Distribution of the respondents with reference to their Education.

Education Frequency Percentage

Illiterate 00 0%

Primary 00 0%

Secondary 00 0%

Higher secondary 05 12.50%

Graduate 27 67.50%

Post Graduate 08 20%

Any other specify 00 0%

Total 40 100 %

From the above table, it could be interpreted that, 5 out of 40 i.e. 12.50%

respondents have education of higher secondary then 27 out of 40 i.e.

67.50% respondents are Graduate, then remaining 8 out of 40 i.e. 20%

respondents are Post Graduate. So, concluding the above data. It could be

therefore said that all the respondents are educated.

[38]

Table No 6

Distribution of the respondents with reference to their work

Designation

Designation Frequency Percentage

Senior clerk 4 10%

Junior clerk 4 10%

Office

superintendent

25 62.50%

Welfare inspector 7 17.50%

Total 40 100%

Above table indicate that 4( 10%) respondents are Sr. clerk, another 4(10%)

are Jr. clerk, another25( 62.50%) respondents are OS, while remaining

7(17.50%) respondents are welfare inspector. So it could be interpret that

majority of respondents are OS.

[39]

Table No 7

Distribution of the respondents with reference to their Department

Department Frequency Percentage

Commercial 1 2.50%

Personnel 21 52.50%

RP cell 1 2.50%

Administration 1 2.50%

Establishment 4 10%

Policy 2 5%

Settlement 2 5%

Signal & tele 2 5%

communicationPay bill 3 7.50%

Traffic 3 7.50%

Total 40 100 %

Above table indicate that 1( 2.50%) respondents are from commercial Dept.

another21( 52.50%) respondents are from Personnel Dept. another1( 2.50%)

are from RP cell, another1( 2.50%) are from administration dept. another

4(10%) are from Establishment another 2(5%) are from Policy, another2( 5%)

are from Settlement another 2(5%) are from S & T another 3(7.50%) are

from Pay bill while remaining 3(7.50%) are from Traffic department.

[40]

Table No 8

Distribution of the respondents with reference to their Experience in Railway

Experience Frequency Percentage

10 to 20 years 12 30%

20 to 30 years 19 47.50%

30 to 40 years 9 22.50%

Total 40 100%

From the above table, it could be interpreted that 12(30%) of respondents are in the organization since 10 to 20 years, another respondents

19(47.50%) have 20 to 30 years of experience, while 9(22.50%) of the respondent have 30 to 40 years of experience.

[41]

Table No. 9

Distribution of the respondents with reference to their type of

family.

Type of Family Frequency Percentage

Joint 15 37.50%

Nuclear 25 62.50%

Total 40 100%

From the above table it could be show that 15(37.50%) respondents are

belongs to the joint family, while another 25(62.50%) of respondents live in

nuclear families.

So, concluding the above data it could be said that majority of the

employees live in Nuclear families.

[42]

Table No. 10

Distribution of the respondents with reference to their Nos. of

dependents

Nos. Of dependents Frequency Percentage

0 7 17.50%

1 4 10%

2 10 25%

3 10 25%

4 5 12.50%

5 4 10%

Total 40 100%

Above table indicate that 7( 17.50%) respondents have no dependent

another4( 10%) respondent have 1 dependent another10( 25%) respondent

have 2 dependents another 10(25%) respondents have 3 dependents

Another5( 12.50%) respondent have 4 dependent while remaining 4(10%)

respondents have 5 dependents.

[43]

Section 2 information about statutory facility

Table No. 11

Showing information of First aid appliances

Question Yes

(%)

No

(%)

Total

Awareness about facility 40

(100%)

0

(0%)

40

100%

Utilization of facility 33

(82.50%)

7

(17.50%)

40

100%

Medical insurance 23

(57.50%)

17

(42.50%)

40

100%

Accident policy 9

(22.50%)

31

(77.50%)

40

100%

Free medicine 33 7 40

(82.50%) (17.50%) 100%

Is authority maintain

facility?

38

(95%)

2

(5%)

40

100%

Whether ambulance is

provided?

40

(100%)

0

(0%)

40

100%

ISs there ambulance Room? 40

(100%)

40

(100%)

40

100%

Above table indicate that all 40(100%) respondents are aware about this facility33(82.50%) respondents are utilize facility as 7(17.50%) do not utilize.23(57.50%) of respondent know about medical insurance 9(22.50%) of respondent know about accident policy33(82.50%) of respondent know about free medicine38(95%) respondent are agree with that authority is maintaining facility40(100%) respondents are agreeing with providing ambulance and

ambulance room.

[44]

Table No. 12

showing information about canteen facility

Question Yes

(%)

No

(%)

Total

Is there canteen in the

organization

40

(100%)

0

(0%)

40

100%

Utilization of facility 8

(20%)

32

(80%)

40

100%

Satisfied with the quality of

food

3

(7.50%)

37

(92.50%)

40

100%

Satisfied with the price of

food

8

(20%)

32

(80%)

40

100%

Want any change in price & 33 7 40

quality (7.50%) (92.50%) 100%

Above table indicate that 40(100%) are aware about canteen facility

Only 8(20%) respondent utilize this facility and 32(80%) do not utilize

3(7.50%) respondent are satisfied with quality of food and 8(20%) are

satisfied with the price of food and 37(92.50%) respondents want change in

canteen facility.

It could be interpret that majority of respondent are not satisfied with this

facility.

[45]

Table No. 13

Showing information of Rest room, shelter, lunch room

Question Yes

(%)

No

(%)

Total

Are you provide lunch room? 40

(100%)

0

(0%)

40

100%

Whether lunch room is clean

& hygiene?

9

(22.50%)

31

(77.50%)

40

100%

Are provided rest room? 27 13 40

(67.50%) (32.50%) 100%

Utilization of facility 5

(12.50%)

35

(87.50%)

40

100%

Above table indicate that401( 100%) respondents say that lunch room is

provided and only 9(22.50%) respondent are say that lunch room is clean

and 27(67.50%) respondent are say that rest room is provided and

35(87.50%) of respondents do not utilize these facility.

[46]

Table No. 14

Showing information of drinking water facility

Question Yes

(%)

No

(%)

Total

Is there this facility available

in the organization?

39

(97.50%)

1

(2.50%)

40

100%

Do you feel that adequate & 19 21 40

suitable drinking water shall

be provided?

(47.50%) (52.50%) 100%

Utilization of facility 24

(60%)

16

(40%)

40

100%

Whether this facility is

sufficient?

11

(27.50%)

29

(72.50%)

40

100%

Whether organization

undergo the process of

annual purification of water

35

(87.50%)

5

(12.50%)

40

100%

Above table indicate that 39(97.50%) of respondent are say that this facility

is available in the organization and 21(52.50%) respondent feel that

adequate & suitable drinking facility shall be provided 27( 60%) respondents

are utilize this facility and 29(72.50%) respondents believes that this facility

is not sufficient and35( 87.50%) of the respondent agree that organization

undergo the process of annual purification of water.

[47]

Table No. 15

Showing information of sanitary facility.

Question Yes

(%)

No

(%)

Total

Are you provided adequate 40 0 40

urinal & lavatory? (100%) (0%) 100%

Is it clean & maintained

regularly?

4

(10%)

36

(90%)

40

100%

Above table indicate that40 (100%) respondent i.e. 40 out of 40 are agree

with providing adequate urinal & lavatory. And4 (10%) respondent say that

this facility is clean & maintained regularly while another 36(90%) of the

respondents are not agree with this.

[48]

Table No. 16

Showing information of housing facility (Head quarter)

Question Yes No Total

(%) (%)

Are you provide Housing

facility?

37

(92.50%)

3

(7.50%)

40

100%

Do you pay for this? 33

(82.50%)

7

(17.50%)

40

100%

If you don’t use housing

facility, are you provided

HRA?

37

(92.50%)

3

(7.50%)

40

100%

Are you satisfied with the

amount of HRA?

21

(52.50%)

19

(47.50%)

40

100%

Above table indicate that 37(92.50%) respondents say that Housing facility is

provided then 33(82.50%) of the respondents pay for this facility and

remaining 7(17.50%) respondents do not pay. And 37(92.50%) respondents

says that they are provided HRA, and 21(52.50%) respondents are satisfied

with the amount of HRA while another19 (47.50%) respondents are not

satisfied with amount of HRA.

[49]

Section 3 Information about Non Statutory facilities.

Table No. 17

Showing information of Medical facility.

Question Yes

(%)

No

(%)

Total

Whether specialist doctors

facility available in the

hospital?

40

(100%)

0

(0%)

40

100%

Does organization take care

of your families medical

need?

40

(100%)

0

(0%)

40

100%

Whether ICU room provided

in hospital?

40

(100%)

0

(0%)

40

100%

Above table indicate that all 40(100%) of the respondents agree with

providing specialist doctors facility, All 40(100%) of the respondents say that

organization take care their families medical need. And all40( 100%) of the

respondents agree with providing ICU room in hospital.

[50]

Table No. 18

Showing information of Transportation facility.

Question Yes

(%)

No

(%)

Total

Are you provide

Transportation facility?

18

(45%)

22

(55%)

40

100%

Is any charge taken for that? 7

(17.50%)

33

(82.50%)

40

100%

If you don’t use

Transportation facility, are

you provided Travelling

allowance?

33

(82.50%)

7

(17.50%)

40

100%

Are you provided parking

facility?

39

(97.50%)

1

(2.50%)

40

100%

DO you utilize this facility? 38

(95%)

2

(5%)

40

100%

Above table indicate that 18(45%) respondents are agree with providing

transportation facility while remaining 22(55%) are not agree with this. Then

7(17.50%) respondents say that there is charge taken for this and

33(82.50%) respondents do not believe this. And 33(82.50%) of the

respondents agree with providing travelling allowance and 39(97.50%) i.e.

majority respondents are agree with providing parking facility. And 38(95%)

respondents utilize parking facility while only 2(5%) respondents do not

utilize.

[51]

Table No. 19

Showing information of Education facility

Question Yes

(%)

No

(%)

Total

Does organization provide

Education facility?

29

(72.50%)

11

(17.50%)

40

100%

Whether this facility is

provided to your spouse or

children?

18

(45%)

22

(55%)

40

100%

Is there library in your

organization?

34

(85%)

6

(15%)

40

100%

Do you utilize library? 20

(50%)

20

(50%)

40

100%

Does organization give loan

for your children’s

Education?

20

(50%)

20

(50%)

40

100%

Does organization give any

award for ranker children of

employees?

25

(62.50%)

15

(37.50%)

40

100%

Above table indicate that29 (72.50%) respondents agree with providing

education facility and 18(45%) respondents says that this facility is provided

to their children & spouse and34 (85%) respondents agree with providing

library in organization and20 (50%) respondents do not utilize library while

20(50%) use library. And 20(50%) respondents believe that organization give

loan for children’s Education. And25 (62.50%) respondents believes that

organization give any award for ranker children of employees while

another15 (37.50%) respondents believes that organization do not give any

award for ranker children of employees.

[52]

Table No. 20

Showing information of Recreation facility.

Question Yes

(%)

No

(%)

Total

Does organization provide

Recreation facility?

40

(100%)

0

(0%)

40

100%

Sports\Game 40

(100%)

0

(0%)

40

100%

Reading room \library 40

(100%)

0

(0%)

40

100%

Culture activity & festival 40

(100%)

0

(0%)

40

100%

Children’s camp 0

(0%)

40

(100%)

40

100%

Any other facility 0

(0%)

40

(100%)

40

100%

Utilization of facility 32 8 40

(80%) (20%) 100%

Above table indicate that all 40(100%) of the respondents agree with

providing recreation facility then all 40(100%) respondents know about

sports\game, reading room & library, cultural activity & festival then no one

respondents know about children camp and any other facility. Majority

i.e.32( 80%) respondents utilize this facility and only 8(20%) respondents do

not utilize.

[53]

Table No. 21

Showing information of cooperative society & credit

society.

Question Yes

(%)

No

(%)

Total

Do you have cooperative

society in organization?

39

(97.50%)

1

(2.50%)

40

100%

Utilization of facility 30

(75%)

10

(25%)

40

100%

Have you taken any loan

from this society?

29

(72.50%)

11

(27.50%)

40

100%

Are you satisfied with

interest rate of this credit

society?

24

(60%)

16

(40%)

40

100%

Above table indicate that 39(97.50%) respondents aware about cooperative

society. Then 30(75%) respondents utilize this facility and 29(72.50%)

respondents have taken loan from this society, 24(60%) respondents

satisfied with rate of interest & 16(40%) respondents do not satisfied with

rate of interest.

[54]

Table No. 22

Showing information of Mahila samities|Handi craft centre.

Question Yes

(%)

No

(%)

Total

Awareness about this facility 38

(95%)

2

(5%)

40

100%

Does organization provided

vocational training in hadi

craft centre?

26

(65%)

14

(35%)

40

100%

Is this benefited to your

family?

24

(60%)

16

(40%)

40

100%

Above table indicate that 38(95%) respondents aware about this facility

while remaining 2(5%) respondents not aware about this facility then

26(65%) respondents say that organization provided vocational training and

14(35%) respondents say that organization does not provided vocational

training then 24(60%) respondents believes that this is benefited to their

family while remaining 16(40%) believes that this is not benefited to their

family.

[55]

Table No. 23

Showing information of Holiday Home facility

Question Yes

(%)

No

(%)

Total

Awareness about this facility 40

(100%)

0

(0%)

40

100%

Do you need to pay for this

facility?

39

(97.50%)

1

(2.50%)

40

100%

Are you satisfied with

Provided place?

18

(45%)

22

(55%)

40

100%

Above table indicate that all 40(100%) respondents aware about this facility

and 39(97.50%) say that they are paying for this facility and remaining

1(2.50%) respondents say that they are not paying for this facility then

18(45%) respondents are satisfied with provided place while remaining

22(55%) respondents are not satisfied with provided place. So it could be

interpret that majority of respondents are not satisfied with provided place.

[56]

Table No. 24

Showing information of Any other facility

Question Yes

(%)

No

(%)

Total

Is company personnel come

to your home in your crises

27

(67.50%)

13

(32.50%)

40

100%

time?

Whether loan is providing in

crises timings?

25

(62.50%)

15

(37.50%)

40

100%

Are you happy with this type

of cooperation by

management?

23

(57.50%)

17

(42.50%)

40

100%

Would you like to have any

other facility of change in

present facility?

21

(52.50%)

19

(47.50%)

40

100%

Above table indicate that 27( 67.50%) respondents say that company

personnel come to their home in their crises time and 13(32.50%) say that

company personnel does not come to their home in their crises time and

25(62.50%) respondents believe that loan is providing in crises timings and

remaining 15(37.50%) respondents believe that loan is not providing in

crises timings and 23(57.50%) respondents are happy with this type of

cooperation by management another 17(42.50%) respondents are not happy

with this type of cooperation by management then 21(52.50%) respondents

Would like to have any other facility of change in present facility

another19( 47.50%) respondents Would not like to have any other facility of

change in present facility.

[57]

Showing information of Organization and efficiency.

Question Yes

(%)

No

(%)

Total

Do you think that is welfare

facility provided up to your

expectation, you can work

with more efficiency?

38

(95%)

2

(5%)

40

100%

Is welfare facility required

for efficient quality

production?

39

(97.50%)

1

(2.50%)

40

100%

Do you feel that now

government must do

changes in present labour

laws to benefit employees?

38

(95%)

2

(5%)

40

100%

Above table indicate that 38(95%) respondents believe that if welfare facility

provided up to expectation, they can work with more efficiency. Then

39(97.50%) respondents believe that welfare facility required for efficient

quality production and 1(2.50%) does not believe that welfare facility

required for efficient quality production then 38(95%) respondents feel that

now government must do changes in present labour laws to benefit

employees and remaining 2(5%) respondents feel that now government

must do changes in present labour laws to benefit employees.

[58]

Table No. 26

Showing information of welfare officer

Question Yes

(%)

No

(%)

Total

Do you have welfare officer

in the organization?

40

(100%)

0

(0%)

40

100%

Do you think welfare officer

required in the

organization?

39

(97.50%)

1

(2.50%)

40

100%

Do you think that welfare

officer take care of your

welfare?

25

(62.50%)

15

(37.50%)

40

100%

Does welfare officer play a

role of mediator between

worker and management?

14

(35%)

26

(65%)

40

100%

Above table indicate that all 40(100%) respondents are aware about welfare

officer then 15( 37.50%) respondent believes that welfare officer

required in the organization while 1(2.50%) respondent does not believes

that welfare officer required in the organization then 25(62.50%) respondent

believes that welfare officer take care of their welfare while15( 37.50%)

respondent does not believes that welfare officer take care of their welfare

then 14(35%) respondent believes that welfare officer play a role of mediator

between worker and management while remaining 26(65%) respondents

does not believes that welfare officer play a role of mediator between worker

and management.

[59]

Section 4: Opinion about welfare facility

Table No. 27

1. First aid appliances

Particular Frequency Percentage

Highly satisfied 0 0%

Satisfied 19 47.50%

Neutral 12 30%

Dissatisfied 5 12.50%

Highly Dissatisfied 4 10%

Total 40 100%

Above table indicate that no one is highly satisfied with this facility,

And 19(47.50%) respondents are satisfied with this facility. Another

12(30%) respondents Are neutral, another 5(12.50%) respondents are

dissatisfied, and another 4 (10%) respondents are highly dissatisfied

with this facility.

[60]

Table No. 28

2. Canteen facility

Particular Frequency Percentage

Highly satisfied 0 0%

Satisfied 2 5%

Neutral 2 5%

Dissatisfied 19 47.50%

Highly Dissatisfied 17 42.50%

Total 40 100%

Above table indicate that no one is highly satisfied with this facility,

And 2(5%) respondents are satisfied with this facility. Another 2(5%)

respondents are neutral, another 19(47.50%) respondents are

dissatisfied, and another 17 (42.50%) respondents are highly

dissatisfied with this facility.

[61]

Table No. 29

3. Rest room, shelter, lunch room

Particular Frequency Percentage

Highly satisfied 0 0%

Satisfied 10 25%

Neutral 10 25%

Dissatisfied 15 37.50%

Highly Dissatisfied 5 12.50%

Total 40 100%

Above table indicate that no one is highly satisfied with this facility,

And 10( 25%) respondents are satisfied with this facility. Another

10(25%) respondents Are neutral, another 15(37.50%) respondents are

dissatisfied, and another 5 (12.50%) respondents are highly

dissatisfied with this facility.

[62]

Table No. 30

4. Drinking water facility

Particular Frequency Percentage

Highly satisfied 1 2.50%

Satisfied 11 27.50%

Neutral 6 15%

Dissatisfied 19 47.50%

Highly Dissatisfied 3 7.50%

Total 40 100%

Above table indicate that 1(2.50%) respondents are highly

satisfied with this facility another 11(27.50%) respondents are

satisfied with this facility. Another 6(15%) respondents Are

neutral, another 19(47.50%) respondents are dissatisfied,

another3( 7.50%) respondents are highly dissatisfied with this

facility.

[63]

Table No. 31

5. Sanitary facility

Particular Frequency Percentage

Highly satisfied 0 0%

Satisfied 3 7.50%

Neutral 5 12.50%

Dissatisfied 24 60%

Highly Dissatisfied 7 17.50%

Total 40 100%

Above table indicate that no one is highly satisfied with this facility,

And 3(7.50%) respondents are satisfied with this facility. Another

5(12.50%) respondents Are neutral, another 24(60%) respondents are

dissatisfied, another 7(17.50%) respondents are highly dissatisfied with

this facility.

[64]

Table No. 32

6. welfare officer

Particular Frequency Percentage

Highly satisfied 8 20%

Satisfied 14 35%

Neutral 9 22.50%

Dissatisfied 7 17.50%

Highly Dissatisfied 2 5%

Total 40 100%

Above table indicate that 8(20%) respondents are highly satisfied

with this facility another 14(35%) respondents are satisfied with

this facility. Another 9(22.50%) respondents Are neutral, another

7(17.50%) respondents are dissatisfied, and another 2 (5%)

respondents are highly dissatisfied with this facility.

[65]

Table No. 33

7. Head quarter facility

Particular Frequency Percentage

Highly satisfied 8 20%

Satisfied 15 37.50%

Neutral 9 22.50%

Dissatisfied 5 12.50%

Highly Dissatisfied 3 7.50%

Total 40 100%

Above table indicate that 8(20%) respondents are highly satisfied

with this facility another 15(37.50%) respondents are satisfied

with this facility. Another 9(22.50%) respondents Are neutral,

another 5(12.50%) respondents are dissatisfied, and another 3

(7.50%) respondents are highly dissatisfied with this facility.

[66]

Table No. 34

8. Medical facility

Particular Frequency Percentage

Highly satisfied 12 30%

Satisfied 12 30%

Neutral 7 17.50%

Dissatisfied 4 10%

Highly Dissatisfied 5 12.50%

Total 40 100%

Above table indicate that12 ( 30%) respondents are highly

satisfied with this facility another 12(30%) respondents are

satisfied with this facility. Another 7(17.50%) respondents Are

neutral, another 4(10%) respondents are dissatisfied, and

another 5 (12.50%) respondents are highly dissatisfied with this

facility.

[67]

Table No. 35

9. Transportation facility

Particular Frequency Percentage

Highly satisfied 10 25%

Satisfied 12 30%

Neutral 10 25%

Dissatisfied 4 10%

Highly Dissatisfied 4 10%

Total 40 100%

Above table indicate that 10(25%) respondents are highly

satisfied with this facility another 12(30%) respondents are

satisfied with this facility. Another10(25%) respondents Are

neutral, another 4(10%) respondents are dissatisfied, another

4(10%) respondents are highly dissatisfied with this facility.

[68]

Table No. 36

10.Education facility

Particular Frequency Percentage

Highly satisfied 10 25%

Satisfied 17 42.50%

Neutral 7 17.50%

Dissatisfied 4 10%

Highly Dissatisfied 2 5%

Total 40 100%

Above table indicate that 10(25%) respondents are highly

satisfied with this facility another 17(42.50%) respondents are

satisfied with this facility. Another 7(17.50%) respondents Are

neutral, another 4(10%) respondents are dissatisfied, another

2(5%) respondents are highly dissatisfied with this facility.

[69]

Table No. 37

11.Recreation facility

Particular Frequency Percentage

Highly satisfied 11 27.50%

Satisfied 15 37.50%

Neutral 7 17.50%

Dissatisfied 3 7.50%

Highly Dissatisfied 4 10%

Total 40 100%

Above table indicate that 11(27.50%) respondents are highly

satisfied with this facility another 15(37.50%) respondents are

satisfied with this facility. Another 7(17.50%) respondents Are

neutral, another 3(7.50%) respondents are dissatisfied, and

another 4 (10%) respondents are highly dissatisfied with this

facility.

[70]

Table No. 38

12.Cooperative society

Particular Frequency Percentage

Highly satisfied 5 12.50%

Satisfied 19 47.50%

Neutral 9 22.50%

Dissatisfied 7 17.50%

Highly Dissatisfied 0 0%

Total 40 100%

Above table indicate that 5(12.50%) respondents are highly

satisfied with this facility another 19(47.50%) respondents are

satisfied with this facility. Another 9(22.50%) respondents Are

neutral, another 7(17.50%) respondents are dissatisfied, and

another 0 respondents are highly dissatisfied with this facility.

[71]

Table No. 39

13. Mahila samities/ handi craft centre

Particular Frequency Percentage

Highly satisfied 1 2.50%

Satisfied 15 37.50%

Neutral 16 40%

Dissatisfied 7 17.50%

Highly Dissatisfied 1 2.50%

Total 40 100%

Above table indicate that 1(2.50%) respondents are highly

satisfied with this facility another 15(37.50%) respondents are

satisfied with this facility. Another 16(40%) respondents Are

neutral, another 7(17.50%) respondents are dissatisfied, and

another 1 (2.50%) respondents are highly dissatisfied with this

facility.

[72]

Table No. 40

14. Holiday home facility

Particular Frequency Percentage

Highly satisfied 3 7.50%

Satisfied 21 52.50%

Neutral 12 30%

Dissatisfied 4 10%

Highly Dissatisfied 0 0%

Total 40 100%

Above table indicate that 3(7.50%) respondents are highly

satisfied with this facility another 21(52.50%) respondents are

satisfied with this facility. Another 12(30%) respondents Are

neutral, another 4(10%) respondents are dissatisfied, and

another 0 respondents are highly dissatisfied with this facility.

[73]

Table No. 41

15. Organization & efficiency

Particular Frequency Percentage

Highly satisfied 2 5%

Satisfied 18 45%

Neutral 10 25%

Dissatisfied 8 20%

Highly Dissatisfied 2 5%

Total 40 100%

Above table indicate that 2(5%) respondents are highly satisfied with this

facility another 18(45%) respondents are satisfied with this facility. Another

10(25%) respondents Are neutral, another 8(20%) respondents are

dissatisfied, and another 2 (5%) respondents are highly dissatisfied with this

facility

[74]

CHAPTER- IV

Finding

Conclusion

And

Suggestion

[75]

FINDING

Section 1 primary information of respondents

Majority of the respondents are in the 50 to 60 years age group. It

could be identified that most of the respondents have a very long

period of service.

Majority of the respondents 67.50% are male, while another 32.50%

respondents are female.

All of the respondents i.e. 100% are married.

Majority of the respondents 97.50% having their own house.

All of the respondents 100% are educated, according to their

Education, while 67.50% respondents are Graduate, and another

12.50% respondents have completed their higher secondary another

20% respondents have completed their post graduate.

Majority of the respondents 62.50% have designation of office

superintendent another 20% are clerk another 17.50% are welfare

officer.

Majority of the respondents 47.50% are in the organization since 20 to

30 years.

Majority of the respondents 62.50% live in nuclear families, while

another 37.50% of respondents live in joint families.

Half of the respondents i.e. 50% have 2 or 3 nos. of dependents.

[76]

Section 2 information about statutory facility.

First aid appliances

All the respondents 100% are aware about the first aid facilities.

Majority of the respondents 82.50% use this when need arise.

Majority 57.50% are also aware of other medical facilities.

Majority 77.50% are not aware about accident policy.

Majority of the respondents 82.50% are aware about free medicine.

Majority 95% believes that authority is maintaining this facility.

All the respondents 100% are aware about ambulance.

Canteen facility

All the respondents 100% are aware about canteen facility.

Majority of the respondents 80% do not use this facility.

Majority of the respondents 92.50% are not satisfied with quality of food.

Majority of the respondents 80% are not satisfied with price of food.

Majority of the respondents 92.50% want changes in price and quality of

food.

Rest room, shelter, lunch room

All the respondents 100% are provided lunch room

Majority of the respondents 77.50% believes that lunch room is not clean &

hygiene.

Majority of the respondents 67.50% are aware about rest room.

Majority of the respondents 80% do not use this facility.

Drinking water facility

Majority of the respondents 97.50% are aware about this facility

Majority of the respondents 52.50% believes that adequate & suitable

drinking water facility shall not be provided.

[77]

Majority of the respondents 60% use this facility.

Majority of the respondents 72.50% believes that this facility is not sufficient.

Majority of the respondents 87.50% agree that organization undergo the

process of annual purification of water.

Sanitation facility

Majority 90% respondents believe that it is not clean and maintained

regularly.

Housing facility (head quarter)

Majority 92.50% respondents are aware about housing facility.

Majority 82.50% respondents pay for this facility.

Majority 92.50% respondents are provided HRA.

Majority 52.50% respondents are satisfied with the amount of HRA.

Section 3 Information about non statutory facility.

Medical facility

All the respondents 100% believe that specialist doctors available in the

hospital.

All the respondents 100% believe that organization take care of their families

need.

All the respondents 100% believes that ICU room is provided in hospital &

believe that they have ICY room facility & its services are easily available

Transportation facility

Majority 55% respondents are not agreeing with providing transportation

facility.

Majority respondents 82.50% say that there is no any charge for this facility.

Majority respondents 82.50% are provided travelling allowance.

Majority 97.50% respondents are provided parking facility.

Majority 95% respondents use this facility.

[78]

Education facility

Majority respondents 72.50% provided this facility.

Half of the respondents 50% utilize thr facility of library.

Half of the respondents 50% believe that organization give loan for their

children’s education.

Majority respondents 62.50% agree that award are being given for their

ranker children.

Recreation facility

All the respondents 100% provided this facility

All the respondents 100% are aware about sports/game.

All the respondents 100% are aware about reading room/library

All the respondents 100% are aware about culture activity & festival.

All the respondents 100% do not know about children camp.

All the respondents 100% do not know about any other recreation facility.

Cooperative & credit society

Majority respondents 97.50% are agree with providing this facility.

Majority respondents 75% use this facility

Majority respondents 72.50% have taken loan from this society.

Majority respondents 60% satisfied with rate of interest of this facility.

Mahila samities/handi craft centre

Majority respondents 95% are aware about this facility.

Majority respondents 65% provided vocational training.

Majority respondents 60% have benefited this facility to their family.

Holiday home facility

All the respondents 100% are aware about this facility

Majority respondents 97.50% need to pay for this facility

Majority respondents 55% are not satisfied with this facility

[79]

Any other welfare facility

Majority respondents 67.50% agree with that personnel come to their home

at crises timing

Majority respondents 62.50% believes that loan is providing in their crises

timings

Majority respondents 57.50% are happy with this type of corporation by

management

Majority respondents 52.50% want changes in present facility

Organization and efficiency

Majority respondents 95% believes that welfare facility provided up to their

expectation, they can work more effectively.

Majority respondents 97.50% believes that welfare facility required for

efficient quality production.

Majority respondents 95% feel that now government must do changes in

present labour laws to benefit employee.

Welfare officer

All the respondents 100% are aware about welfare officer

Majority respondents 97.50% think welfare officer required in organization.

Majority respondents 62.50% think that welfare officer take care of their

welfare.

Majority respondents 65% do not agree that welfare officer play role of

mediator between mgt & worker.

[80]

Section 4 opinion about welfare facility

Majority respondents 47.50% are satisfied with this facility.

Majority respondents 47.50% are dissatisfied with this facility.

Majority respondents 37.50% are dissatisfied with this facility while

12.50% are highly dissatisfied with this facility.

Majority respondents 47.50% are dissatisfied with this facility while

27.50%are satisfied with this facility.

Majority respondents 60% are dissatisfied with this facility.

Majority respondents 35% are satisfied with this facility while 22.50%

respondents are neutral with this facility.

Majority respondents 37.50% are satisfied with this facility while

22.50% respondents are neutral with this facility.

Majority respondents 30% are satisfied with this facility while another

30% are highly satisfied with this facility.

Majority respondents 30% are satisfied with this facility and 25% are

high satisfied and 25% are neutral with this facility.

[81]

Majority respondents 42.50% are satisfied with this facility and 25%

are highly satisfied with this facility.

Majority respondents 37.50% are satisfied with this facility and 27.50%

are highly satisfied with this facility.

Majority respondents 47.50% are satisfied with this facility and 22.50%

are neutral with this facility.

Majority respondents 40% are neutral with this facility and 37.50% are

satisfied with this facility.

Majority respondents 52.50% are satisfied with this facility.

Majority respondents 45% are satisfied with this facility and 25% are

neutral with this facility.

[82]

Conclusion

On the basis of above findings we draw conclusions about the opinion and

utilization of welfare services provided by the organization

The word labour welfare means any productive activity. Thus, in a broder

sense, the phrase labour welfare means the adoption of measures to

promote the physical, social, psychological and general well being of the

working population, welfare work in any organization aims at improving the

working living condition of employees and their families. The study

conducted to know about perception of employees towards welfare facility

and from finding and data analysis the result came as both side positive as

well as negative perception.

It can be concluded from the above findings and data analysis, a

majority of respondents are in the high age group, so, from it we could

identified that most of the respondents have a very long period of

service.

It could be analyzed that male employees are more than female

Employees.

The result could be drawn data the majority of respondents have more

Responsibility of their family as they have 2 or 3 nos. of dependents.

It could be therefore said that all the respondents are educated and

Most of the respondents have designation of office superintendent.

It could be said that majority of the employees live in nuclear families.

All the respondents are aware about first aid appliance. All are known

about free medicine and ambulance room.

[83]

It could also be said that majority employees are not satisfied with

price charged on food items and quality of food. So, they do not take

advantages of canteen facility.

Majority respondents believe that adequate drinking water & sanitary

shall be provided so that presently they have negative attitude

towards these two.

It could be analyzed that mostly employees are taking advantage of

travelling allowance and they are satisfied with that amount.

.It could be analyzed that majority of employees are satisfied and have

positive attitude with medical facility of organization

It could be said that half of the respondents uses loan facility provided

by organization.

It could be analyzed that all the employees have positive attitude

towards recreation facility and they get use of these with their full

satisfaction.

It could be analyzed that most of the respondents aware about mahila

samities and get use of providing vocational training to them.

It could be conclude that most of respondents are not satisfied with

provided place for holiday home facility that management can change

the place.

It could be analyzed that all the employees are not happy with this

type of cooperation by management.

[84]

It could be analyzed that all the workers are feel that now government

must make any changes in present labour laws and feel that welfare

facility required for efficient quality production.

It could be conclude that most of the respondents believe that welfare

officer does not play role between mgt and worker.

It could be concluded that none of the respondents are highly satisfied

with the First Aid, canteen, drinking water rest room, shelter, lunch

room, sanitation facility provided by the organization.

It could be concluded most of employees satisfied with transportation,

medical, education facility, holiday home facility.

[85]

Suggestion

All Employees are married and one persons is earning and it is

difficult to meet the expenses of family, so, if organization open

one shop where the employees gets their daily product at less

price, than it will help in cut down of expenses of family and get

good quality of the work.

The drinking facility areas should be indicated by signboard written

in local language. Water should be provided clean and pure like

there can be use of R\O system.

Sanitary facility and rest room should be clean and maintained

regularly.

Education facility should reach to every employee’s spouse and

children.

There should be yoga program\camp arranged for recreation

facility.

Most of the employee does not enjoy canteen facility, if proper

reason is found as quality of food and price of food then, it will help

management to improve the canteen facility at fullest. Clean & pure

drinking water should be provided in canteen. There should be

change in menu of canteen means there can be kept variety of food

daily.

There should be proper infra structure for holiday home facility.

Welfare officer should take attention on employees’ grievances

related to welfare facility and try to solve those grievances with

help of management.

[86]

BIBLIOGRAPHY

A) Books

1. Jain S. P

Industrial and labour laws

Dhanpat rai & co.

2. Mamoria ,Gankar

Dynamic of IR

Himalaya Publishing House

Thirteenth revised addition

3. Mamoria C.B,. Gankar S.v.

Personnel Management

Himalaya Publishing House

Twenty first revised addition

4. Sharma A.M.

Aspect of labour and Social security

Himalaya Publishing House.

B) Websites

1. Www. Yahoo.com

2. Www. Wekipedia.com

3. Www.google.com

[88]

Annexure

I Megha Thakkar pursuing PGDHRM, from Faculty of social work M. S. University, Baroda .To fulfill our curriculum we need to undergo dissertation work. The title of my research work is EMPLOYEES PERCEPTION TOWARDS WELFARE FACILITIES. The information collected will be kept confidential & will be only used for academic purpose .You are requested to tick mark ( ) any one of the respective responsive category.Kindly response to each item.

QUESTIONNAIRE

Section : 1 Primary information of Respondents :-

(1) Name of Respondents : ______________________

(2) Age : ______________________

(3) Sex : (a) Male

(b) Female

(4) Marital status : (a) Married

(b) Unmarried

(5) Type of resident : Rent\Own\Head quarter

(6) Education : (a) Illiterate

(b) Primary

(c) Secondary

(d) Higher Secondary

(e) Graduate

(f) Post graduate

(g) Any other Specify

(7) Designation : _____________________

(8) Department : ______________________

(9) Experience (In Railway) :______________________

(10) Type of family : Joint

Nuclear

(11) Nos. of dependents : _______________________

[90]

SECTION -2 INFORMATION ABOUT STATUTORY FACILITIES

a) FIRST AID APPLIANCE :

Question Yes No

1. Are you aware about this facility?

2. When the need arise , do you use this facilities ?

b) Do you have any other medical facilities provided by the company ? If yes Medical insurance Accident policy Free Medicine

4. Your authority is maintaining all these facilities?

5. Whether ambulance is provided in your organization?6. If yes, is ambulance room in hospital?

b) CANTEEN FACILITIES :-

Question Ye

s

No

1. Is there canteen in your company?

2. Do you utilize canteen facilities?

3. Are satisfied with the quality of food?

4. Are you satisfied with price of the food item?

c) Do you want any change in price & quality of

food?

If yes, please specify,

d) REST ROOM, SHELTER, and LUNCH ROOM:-

Question Yes No

1. Are you provided lunch Room?

2. Whether lunch room is clean & hygiene?

3. Are you provided with rest room facilities?

4. Do you utilize above stated facilities?

[91]

d) DRINKING WATER FACILITIES:

Question Yes No

1. Is there any drinking water facility available in Your company? 2. Do you feel that adequate and suitable drinking Water shall be provided?3. Do you utilize this stated facility?4. Whether this facility is sufficient?5. Whether your organization undergoes the process of Annual Maintenance contract for purification of water? e) SANITATION FACILITY:-

Question Yes No

1.Are you provided with adequate urinals & Lavatory?2. It is clean and maintained regularly?

f) Housing facility (HEAD QUARTER)

Question Yes No

1. Are you provided with housing facility?

2. Do you pay for this facility?

3. If you do not use housing facility, are you provided

HRA?

4 If yes, Are you satisfied with the amount of HRA?

Section – 3 INFORMATION ABOUT NON STATUTORY FACILITIES

a) MEDICAL FACILITY :

Question Yes No1 Whether specialist doctors facility available in the hospital?2. Does company take care of your family’s medical need?

3. Whether ICU room provided in hospital?

[92]b) TRANSPORTATION FACILITY : -

Question Yes No1. Transportation facility is provided to you by Company? 2. If yes, is any charge taken for that? 3.If you are not utilize this facility ,organization give Travelling allowance to you?4. Are you provided with parking facility?5. Do you utilize this facility?

c) EDUCATION FACILITY : -

Question Yes No1. Does your company provide educational facility?2. whether this facility is provided to your spouse or to the Children also?3. Is there library in your company?4. If yes do you utilize this facility?5. Does the company give education loan for your children’s education?6. Does the company give any award for ranker children of Employee ?

e) RECREATIONAL FACILITY : -

Question Yes No

1. Does your organization provide recreational facility ? 2. Which of the following re- creational facility provided by your Organization? a) Sports/ Game

b) reading room & Library c) Cultural activities & festivals d) Any other , e) children’s camp f) Any other, Specify _________________

3. If yes do you utilize this facility?

[93]f) CO- OPERATIVE SOCIETY AND CO-OPERATIVE CREDIT SOCIETY : -

Question Yes No

1. Do you have co –operative credit society in your Company? 2. Do you utilize this facility? 3. Have you taken any loan from this society?4. Are you satisfied with interest rate of this credit society?

g) MAHILA SAMITIES/HANDI CRAFT CENTREQuestion Yes No

1. Are you aware about these facilities? 2. Does organization provided vocational training in handi Craft centre?3. Is this benefited to your family?

h) HOLIDAY HOME FACILITYQuestion Yes No

1. Are you aware about these facilities? 2. Do you need to pay for this facility?3. Are you satisfied with provided place?

I)ANY OTHER FACILITIES:- Question Yes No

1.Is company personnel come to your home in your crises Time?

2. Whether loan is providing in crises timings? 3. Are you happy with this type of cooperation by Management?4. Would you like to have any other facility of change in Present facility?

5. If yes, Please specify:

a) ____________________b) ____________________c) ____________________

[94]j) ORGANIZATION AND EFFICIENCY :-

Question Yes No

1. Do you think that if welfare facilities are provided up to Your expectation , you can work with more efficiency? 2. Is welfare facilities required for efficient quality Production? 3. Do you feel that now government must do changes in Present labour welfare laws to benefit employees?

k) WELFARE OFFICER :-

Question Yes No

1. Do you have welfare officer in your company? 2. Do you think a welfare officer is required in Your company?3. Does your welfare officer take care of your Welfare? 4. Does welfare officer play a role of mediator Between worker and management?

[95]

Section 4: WHAT IS YOUR OPINION ABOUT FOLLOWING FACILITY?

Sr.No.

Name of Welfare Facility

HighlySatisfie

d

Satisfied

Neutral Dis-satisfie

d

HighlyDis-

satisfied1] First aid

appliances 2] Canteen facility3] Rest Room,

Shelter,Lunch Room

4] Drinking water facility

5] Sanitary facility 6] Welfare officer7] Head quarter

facility8] Medical facility9] Transportation

facility10] Educational facility11] Recreation club12] Co-operative

society13] Mahila

samities/Handi

craft centre14] Holiday home

facility15] Organization and

Efficiency

[96]