A COMPARATIVE STUDY OF JOB SATISFACTION &

JOB ANXIETY AMONG MALE & FEMALE EMPLOYEE in

an INDUSTRIAL ORGANIZATION

A PROJECT REPORT SUBMITTED TO INDIRA GANDHI NATIONAL OPEN UNIVERSITY IN PARTIAL

FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD OF THE DEGREE OF

MASTER IN BISINESS ADMINISTRATION

(MBA)

SUBMITTED BY

Paulomi Shah (MBA)

Enrolment No -023311293

UNDER THE GUIDENCE OF

Jayendra S. Shah (M.S.W., D.L.P.,L.L.B.)

SCHOOL OF COMPUTER AND INFORMATION SCIENCES

INDIRA GANDHI NATIONAL OPEN UNIVERSITY

MAIDAN GARHI, NEW DELHI 110 068.

2007

CERTIFICATE OF ORIGINALITY

This

is

to

certify

that

the

______________________________ submitted

to

project

report

entitled

Indira Gandhi National Open

University in partial fulfilment of the requirement for the award of the

degree of MASTER OF BUSINESS ADMINISTRATION ( MBA) , is original work
carried out by Mr. / Ms._____________________________________________ with
enrolment no. _____________ under my guidance.

The matter embodied in this project is genuine work done by the student
and has not been submitted whether to this University or to any other University
/ Institute for the fulfilment of the requirement of any course of study.

.
....
Signature of the Student:

Signature of the Guide

Date: ..

Date:

Name and Address

Name, Desig. f the student

and Add. of the Guide:

..

..

..

..

..

..

..

..

Enrol No

ACKNOWLEDGEMENT
Firstly I would like to express our immense gratitude towards our
institution
"Compnay Name ", which created
a great platform to attain profound technical skills in the field of MBA,
thereby
fulfilling our most cherished goal.
I would thank all the HR department of "Your Company Name" specially
Mr. NAGARAJ Chief executive, and the employees in the HR department
for
guiding me and helping me in successful completion of the project
I am very much thankful to our Dr. Y. Ramakrishna Prasad (Internal
Guide) sir for
extending his cooperation in doing this project.
I am also thankful to our project coordinator Mr. S. Ravindrachary for
extending his cooperation in completion of Project.
I convey my thanks to my beloved parents and my faculty who helped
me
directly or indirectly in bringing this project successfully.
Arun Jyothi
(10241E0018)

Table of Contents

1. Introduction of the topic

1.1. Methodology of study
1.2. Objective of the Study.
2. Company profile.
3. Review of the literature
4. Data Analysis and Interpretation.
5. Findings , Conclusion and Suggestions
6. Bibliography
7. Annexure
- Questionnaire

1. Introduction of the topic

Labor Welfare is a term which must necessarily be elastic, bearing a somewhat different
interpretation in one necessary country from another, according to the different social
customs, the degree of industrialization and educational level of the workers. Welfare
means faring (or) doing well. It is a comprehensive term, and refers to the physical,
mental, moral and emotional well-being of an individual.

Trade unions and governmental and non-governmental agencies. It is rather difficult to

define the term labour welfare precisely because of the relatively of the concept.
Welfare includes anything that is done for the comfort and improvement of employees
and is provided over and above the wages. Welfare helps in keeping the morale and
motivation of the employees high so as to retain the employees for longer duration. The
welfare measures need not be in monetary terms only but in any kind/forms, Employee
welfare facilities in the organization affects on the behavior of the employees as well as
on the productivity of the organization. While getting work done through employees the
management must provide required good facilities to all employees. The management
should provide required good facilities to all employees in such way that employees
become satisfied and they work harder and more efficiently and more effectively.
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. It
aims at social development by such means as social legislation, social reform social
service, social work, social action. The object of economics welfare is to promote
economic production and productivity and through development by increasing
equitable distribution. Labour welfare is an area of social welfare conceptually and

operationally. It covers a broad field and connotes a state of well being, happiness,
satisfaction, conservation and development of human resources1. Employee welfare is
an area of social welfare conceptually and operationally. It covers a broad field and
connotes a state of well being, happiness, satisfaction, conservation and development of
human resources and also helps to motivation of employee. The basic propose of
employee welfare is to enrich the life of employees and to keep them happy and
conducted. Welfare measures may be both Statutory and Non statutory laws require the
employer to extend certain benefits to employees in addition to wages or salaries.
Labour Welfare Measures
Labor welfare includes various facilities, services and amenities provided to workers
for improving their health, efficiency, economic betterment and social status. Welfare
measures are in addition to regular wages and other economic benefits available to
workers due to legal provisions and collective bargaining. The purpose of labor welfare
is to bring about the development of the whole personality of the workers to make a
better workforce. The very logic behind providing welfare schemes is to create
efficient, healthy, loyal and satisfied labor force for the organization. The purpose of
providing such facilities is to make their work life better and also to raise their standard
of living.

Employee satisfaction is supremely important in an organization because it is what

productivity depends on. If your employees are satisfied they would produce superior
quality performance in optimal time and lead to growing profits. Satisfied employees
are also more likely to be creative and innovative and come up with breakthroughs that
allows a company to grow and change positively with time and changing market
conditions Employee welfare defines as efforts to make life worth living for

workmen. These efforts have their origin either in some statute formed by the state or
in some local custom or in collective agreement or in the employers own initiative. Job
satisfaction represents the constellations of persons attitude towards or about the job.
In general, job satisfaction is the attitude towards the job as a whole. Job satisfaction is
a function of satisfaction with different aspects of job, i.e. supervision, pay, works
itself, co-workers, promotion, etc., and of the particular weighting or importance one
attaches to these respective components.

Modern management considers human being as resource and it is an importance for the
success of any organization. It is the strength and aid. Therefore employees attitudes,
interest, quality, job satisfaction, etc., have a bearing productivity of a firm unless the
management is able to recognize employees needs and wants they will lose motivation
and morale and it will affect the best interest of the firm. Work is one of the most
important activities in a persons life. Who do have satisfying job rarely have fully
satisfying lives. Dissatisfaction in work can lead in many circumstances to lower
production and friction on the job. So that it must be considered by the management
and steps should be taken to find out the factors which cause job dissatisfaction and to
reduce such dissatisfaction.
For the employee satisfaction organization need to provide effective welfare measures
also.

As employee belongs to GHCL , employees require development and increase the

standard of living. Welfare measures will improve the physical and psychological
health of employees, which in turn will enhance their efficiency and productivity. As
the changes are going in day-to-day activity, welfare measures are to be according to

the people. Welfare measures promote a loyalty among the employees. It improves the
relations between employers and employees. Welfare measures may present social evils
and ethical issues among the people to provide congenial environment

Re-engineering of Indian Economy-Opportunities & Challenges On 24th

October 2013
The employee welfare schemes can be classified into two categories viz. statutory and
non-statutory welfare schemes. The statutory schemes are those schemes that are
compulsory to provide by an organization as compliance to the laws governing
employee health and safety.
These include provisions provided in industrial acts like Factories Act 1948, Dock
Workers Act (safety, health and welfare) 1986, Mines Act 1962. The nonstatutory
schemes differ from organization to organization and from industry to industry.
It is a comprehensive term including various services, benefits and facilities offered to
employees by the employer. Through such generous fringe benefits, the employer
makes life worth living for employees. The welfare amenities are extended by in
addition to normal wages and other economic rewards available to the employees as per
legal provisions. The significance of welfare measures were accepted as early as 1931
when the Royal Commission on Labor stated, the benefits are of great importance to
the worker which he is unable to secure by himself.
The schemes of labor welfare may be regarded as a wise investment because these
would bring a profitable return in form of greater efficiency.

RESEARCH METHODOLOGY
NEED OF THE STUDY
To know about the employees satisfaction towards welfare measures.
To find whether employees welfare helps in providing good industrial relations.
To find out the facilities entitled various companies.

Research Methodology

The methodology adapted to collecting information from a sample size of 100

respondents by using simple random sampling technique, in order to analyze and
interpret the respondents opinions and views with respect to the welfare measures
provided by the Pearl Distillery Ltd. The entire study is based on both the primary data
and Secondary data.
The primary data are collected from the respondents (employees) of the study directly
to know their opinion about the benefits and welfare measures of the PDL.
Questionnaire
: A Questionnaire has been prepared and distributed among the respondents both
executive and non-executives.
Interview: Personal Interview and interaction with the respondents (employees).
Observation: by observing the working environment.

Secondary Data

The secondary data is that which have been already collected by some one or else
which have been passed through statistical data can be categorized into two broad
categories named published and unpublished statistics.
Various sources are available namely documents, books, magazines, journals etc, and
also collected from various files, records of PDL.

Objective of the study

The main purpose of the study is to evaluate the welfare activities which are
provided by the management in Pearl Distillery Ltd.

To know the welfare activities practice in the organization.

To highlight and study the significance of labour welfare measures provided by

the management.

To analyze the employees opinion, views regarding the welfare facilities

provide by the organization.

To understand and enquire whether welfare activities are adequate and

satisfactory to the employees or not.

To improve the efficiency of the work and also partly to develop among them a
civic sense of responsibility and dignity and make them worthy citizens of the
nation.

To suggest the management with respect to the employee further welfare needs
and considerations.

To highlight and interpret the significance of labour welfare facilities provided

by the management.

To know about employee whether they are satisfying with their welfare
measurement or not.

STUDY DESIGN :-

The study has been carried out in Famson Pharma Ltd., Baroda from July, 2014
to Oct. 2014. The study is conducted on employees of Famson Pharma Ltd.. It is into
production of high quality Pharmaceutical products. The product is sold within India,
has got international market also. The universe was classified in five departments.
1.

Project and Planning Dept.

2.

Material Dept.

3.

Q.C.

4.

Information Technology.

5.

Personnel Dept.

6.

Account Dept.

7.

Marketing Dept.

Representation of a particular population, and is the subset of the population is

as sample size of 65 people in number and the sample is consisting of the
employees of the GHCL and the target employees i.e., employees of different
department of production activity.

TOOLS FOR DATA COLLECTION :-

Using both primary and secondary sources collected the information required the
sources are as follows:
Primary sources:
a) Questionnaire
b) Personal Interview

Secondary sources:
a) Company websites
b) Related information from Internet
c) Company reports
d) Text books
SELECT THE METHOD OF ANALYSIS & MEASUREMENT TECHNIQUES:

Data analysis involves converting a series recorded observation about descriptive

statement and information about relationship. The measurement and evaluation of the
data is done using statistical tools and techniques such as simple percentage method,
graphical representation with help of data code sheet using MS-Excel software.

RECOMMENDATION AND CONCLUSION

All the analysis and recommendation are based on the results that have been got
after the completion of survey which is being undertaken by me at the companys
campus

LIMITATIONS OF THE STUDY :-

The data is collected through questionnaire. The present study is carried

our for academic purpose so sample size is restricted. The study is restricted to
an organization under study so it can not be generalized for all workers in other
industries.

ORGANIZATION OF THE STUDY :-

(1) The first

chapter deals with the introduction of the topic welfare and

satisfaction etc.
(2) The second chapter deals with the concepts, definition, objectives, hypothesis,
research methodology etc.
(3) The third chapter deals with the preview of literature.
(4) The fourth chapter third deals with data analysis and interpretation
(5) The fifth chapter deals with findings, conclusions, suggestions of the data
collected.

2. Introduction of the Organization

GHCL Our Mission

The mission of GHCL is to be a multi-product company manufacturing chemicals,
industrial raw materials, textiles and other products using modern technology and
serving domestic and international markets.
Our approach of Better-than-Expected-Quality of our products and services are of
utmost importance for the continuous achievement of business goals.
GHCL harnesses the spirit, will and intelligence of its people for achieving:
A reasonable return on equity for its investors.
A safe and healthy environment at the work place
A reputation for being a responsible corporate body.

GHCL At A Glance

GHCL is a diversified company with an established foot print in chemistry and Textiles
segment. It plays a prominent role as a major B2B company within the domain of Soda
Ash industry in the country, wherein it produces various variants of Soda Ash.
Under Textiles segment; the company, on one hand manufactures Home Textiles
products which are primarily exported worldwide and on the other hand, it is a leading
producer of Yarn in the country. As the companys core competency lies in B2B
deliveries, the company holds its sway as a leading B2B player both in Home Textiles
and Yarn business too.
Edible Salt is another business division of GHCL which is a leader in producing Herbbased salt in the country.

Key Facts
Countries of operation

Divisions

Number of employees
Revenue
EBITDA

3100
2229 crores (2013-2014)
433 crores (2013-2014)

Operating cash flow

230 crores (2013-2014)

Net Profit

116 crores (2013-2014)

The Textile division at GHCL is a vertically integrated operation that manufactures

premium quality Yarn, Griege Fabric and Home Textile products like Bed Linen,
Curtains, Madeups and Cotton Yarn.

The two Spinning units are located within the state of Tamil Nadu, India has an
Installed capacity of 125,000 spindles manufacturing 100% Cotton and Polyester

Cotton yarns. The manufacturing units at the Textile Company have state-of-the-art
textile machinery from Reiter, Switzerland and Schlafhorst, Germany, among others to
lend that cutting edge to Quality.

The production facilities are ISO 9001-2000 certified and also have been awarded the
OKO-TEX certification from CITIVE, Portugal as per Standard 100, confirming our
Yarn to be suitable for Products used by Infants. Windpower is used for generating and
meeting out the energy requirement for the spinning operations, which is not only cost
effective but also eco-friendly.

The make and design of our Bed-Linen, Madeups, Cotton Yarn and Curtains match up
to Global standards and are available in wide ranges to choose from. As a Textile
company, our R&D and advanced technological processes ensure Home Textile
products are appropriately designed for cross-industry usage from Homes, Hotels to
Healthcare.

Products manufactured at the GHCL Textile Company are well accepted both in the
Domestic and International Markets, by the Premium Buyers, who cater to the Fine
Count End Products like apparels ranging from Shirtings and different types of
garments, to Home textile products such as Bed-sheets, Bed-Linen, Madeups and
Curtains.

PRODUCTS

The product range includes Flat sheets, Fitted sheets. Pillow cases, Shams,

ur

Valences, Curtains, Duvet covers, and other top of the bed items in 100% cotton br
and blends.

an
d
is

BOARD OF DIRECTORS
PROMOTERS AND THEIR NOMINEES

Mr. Sanjay Dalmia

INSTITUTIONAL NOMINEES

Mr. R. M. V. Raman (Nominee Exim

Bank)
Mr. Anurag Dalmia

Mr. Ajoy Nath Jha (Nominee IDBI)

Mr. Anurag Dalmia

Mr. Ajoy Nath Jha (Nominee IDBI)

Mr. Neelabh Dalmia

WHOLE TIME DIRECTORS

Mr. R S Jalan (Managing Director)

INDEPENDENT DIRECTORS
Dr. B C Jain

Head Office
GHCL Limited
B- 38, Institutional Area, Sector-1
NOIDA-201301
Uttar Pradesh,INDIA
Tel: +91(120) 2536572, 2535335
Fax: +91(120) 2535209, 2534153
Credentials & Certifications
GHCL continuously strive to provide products to its customer by following established
processes and certification of the same. It has been certified for:
ISO 9001:2008 - Quality Management
ISO 14001: 2004 - Environmental Management
OHSAS 18001:2007 - Occupational Health & Safety Management System
Five Star Rating by British Safety Council
The first company of its kind to get ISO - 9001 in the year 1996.
The first company of its kind to get ISO - 14001 in the year 2002.
The first company of its kind to get ISO - 18001 in the year 2005.
OKO-TEX certification from CITIVE, Portugal as per Standard 100 for our Home
Textiles division
Integrated Management System certification at our Yarn division
ISO 9001 & ISO 22000 at edible salt refinery; first in the industry to get ISO 22000;
ISO 9001 & ISO
14001 at salt Works in Edible salt division

Paravi unit of our Yarn division was awarded 1st rank by SIMA Techno Facts survey
2012-13
GHCL was one of the earliest organisations in the country to introduce Total Quality
Management (TQM) principles in the year 1992 and Six Sigma principles in Spinning.
It is integrated at every stage within the manufacturing process. This has enabled
GHCL to produce Quality Assured products, having acceptability all over the World.
GHCL Limited is a member of Alkali Manufacturer Association of India - AMAI
.AMAI represents Indian Chlor-Alkali Industry nationally and globally and facilitate
the industrys commitment to technological and economic growth, continuous
improvement in protecting human health and environment, guided by sound science,
technology and risk management principles. Associating with AMAI is helping GHCL
to fully integrate principles of sustainable development.
GHCL Ltd was awarded as "Best Managed Soda Ash Industry in year 2009".

2 O r g a n iz a tio n C h a rt
C H A IR M A N A N D
M A N A G IN G D IR E C T O R
S R . V IC E
P R E S ID E N T R & D

P R E S ID E N T
V IC E P R ES ID EN TO P E R A T IO N
V IC E P R E S ID E N T Q U A LIT Y &
R EG U LA TO R Y

GENERA L
M ANAGER

Dy . GENERA L
M ANAGER

V IC E P R E S ID E N T
M A R K E T IN G

M ANAG ER
M A R K ETIN G

D y. G ENERA L
M ANA G ER R EG U LA TO R Y

IN C H A R G E Q U A L IT Y
A S S URA NCE

Dy. M A NA GER- Q E

M A N A G E R - S T A B IL IT Y
CELL

IN C H A R G E Q U A L IT Y
C O NT RO L

M ANAGER R & D

3. Literature Review

Report of National Commission on Labour (2002), Government of India, made

recommendations in the area of labour welfare measures which include social security,
extending the application of the Provident Fund, gratuity and unemployment insurance
etc. Shobha, Mishra & Manju Bhagat, in their Principles for Successful
Implementation of Labour Welfare Activities, stated that labour absenteeism in Indian
industries can be reduced to a great extent by provision of good housing, health and
family care, canteen, educational and training facilities and provision of welfare
activities.

A. Sabarirajan, T. Meharajan, B.Arun (2001) analyzed the study on employee welfare

in Textile industry. The study shows that 15% of the employees are employees are
satisfied with their welfare measures.39 % of the employees is average with their
welfare measures. 16% of them are in highly dissatisfied level. This study throws light
on the impact of welfare measures on QWL among the employees of textile mills in
Salam district. While describing the Welfare in Indian INDUSTRIAL SECTOR,
A.J.Todd (1933) was analyzed that the labour welfare is the voluntary efforts of the
employers to establish, within the existing industrial system, working and sometimes
living and cultural conditions of the employees beyond what is required by law, the
custom of the industry and the conditions of the market.
V. V. Giri National Labour Institute(1999-2000), a fully funded autonomous body of the
Ministry of Labour, it was conducted action-oriented research and provides training to
grass root level workers in the trade union movement, both in the urban and rural areas,
and also to officers dealing with industrial relations, personal management, labour
welfare, etc. Re-engineering of Indian Economy-Opportunities & Challenges On
24th October 2013 In the view of K.K. Chaudhuri, in his Human Resources: A Relook
to the Workplace, states that HR policies are being made flexible. From leaves to
compensations, perks to office facilities, many companies are willing to customize
policies to suit different employee segments.
Conventions and Recommendations of ILO (1949) sets forth a fundamental principle
at its 26th conference held in Philadelphia recommended some of the measures in the
area of welfare measures which includes adequate protection for life and health of
workers in all occupations, provision for child welfare and maternity protection,

provision of adequate nutrition, housing and facilities for recreation and culture, the
assurance of equality of educational and vocational opportunity etc.
A Study done by P.R. China in 2003, Great expectations are being placed on firms to
act with increasing social responsibility, which is adding a new dimension to the role of
management and the vision of companies. They argue that social welfare activities are
strategic investments for firm. They can create intangible assets that help companies
overcome entry barriers, facilitate globalization, and outcompete local rivals. They are
simple contribution, topic contribution, collaboration with non-profit organizations or
government organizations, and establishment of corporation charity fund. Future
research on corporate citizenship would be strengthened in philanthropic strategy and
management.
Welfare is a broad concept referring to a state of living of an individual
or a group, in a desirable relationship with the total environmentecological, economic and social. The term
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
and poverty. It aims at social development
by such means as social legislation, social reform, social service, social
work, and social action. The goal of social welfare is to fulfil the social,
financial, health, and recreational requirements of all individuals in a
society. Friedlander defines social welfare as the organized system of
social services and institutions designed to aid individuals and groups to

attain satisfying standards of life and health, and personal and social
relationships which
permit them to develop their full capacities and to promote their wellbeing in harmony ith
the needs of their families and the community. The object of economic
welfare is to romote economic development by increasing production
and productivity and through equitable distribution.
Pigou defined economic welfare as that part of social welfare that can
be brought directly or indirectly into relation with the measuring rod 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, he admitted that economic welfare was not the index of total
welfare.

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

It covers a broad
field and connotes a state of well-being happiness, satisfaction,
conservation and
development of human resources.

Concept of labour welfare:

Labour welfare may be viewed as a total concept, as asocial concept and
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 threedimensional 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 to
region, industry to industry, and country to country, depending upon the
value system, level of education, social customs, political system, and
degree of industrialization and general standards of the socio-economic
development of the people.

Labour welfare implies the setting up of minimum desirable standards

and

the

provision

facilities

like

health,

food,

clothing,

medical,

assistance, education, insurance, job security,

recreation, and so on. Such facilities enable the worker and his family to
lead good work life, family life and social life. Labour welfare also
operates to neutralize the harmful ffects of large-scale industrialization
and urbanization.

Definition:
The oxford dictionary defines labour welfare as efforts to make life
worth living for workman chambers dictionary defines welfare as a
state of faring or doing well: freedom
from calamity, enjoyment of health and prosperity.

The encyclopaedia of social sciences defines it as the voluntary efforts

of the employers to
establish beyond what is required by law, the customs of the industry
and the conditions of
market. In the words of R.R.Hopkins, welfare is fundamentally an
attitude of mind on the part of management, influencing the method by
which management activities are undertaken. Obviously the emphasis
here is on the attitude of mind. Arthur James Todd defines welfare
work as anything done for the comfort and improvement, intellectual
and social, of the employees over and above the wages paid, which is
not a necessity of the industry. E.S.Proud defines welfare work as
voluntary efforts on the part of the employers to improve the existing
industrial system and the conditions of employment in their own
factories.

In the Report II of the ILO Asian Regional conference, it has been stated
that workers 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 there in to perform their work in healthy and
congenial surroundings and to provide them with he 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 economical

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
part of the contractual benefits for which the workers may have
bargained.

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 workers are employed. 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 a variety of ways.

According to N.M.Joshi, welfare work covers all the efforts which

employers make for the
benefit of their employees over and above the minimum standards of
working conditions
fixed by the factories Act and over and above the provision of the social
legislations
providing against accident, old age, unemployment and sickness.

Scope:
It is somewhat difficult to accurately lay down the scope of labour
welfare work, especially
because of the fact that labour is composed of dynamic individuals with
complex needs. Its
scope has been described by writers and institutions of different ways.
The scope of labour
welfare can be interpreted in 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 term is one which lends itself of 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 conditions of work as a whole. It may include 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,
limitation of hours of work, and paid vacations. 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 of the workers and the social relationships 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 others,

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

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

field of
amenities and activities, limits cannot be rigidly laid down regarding its
scope for all
industries and for all times. In the final analysis labour welfare survive
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
organization and also social security measures which contribute to
worker welfare such as industrial health, insurance, provident fund,
gratuity, maternity benefits, workmens compensation, retirement
benefits, and so on. More specifically, we may examine the ways in
which labour welfare is classified in order to obtain a clearer
understanding of its scope.
Labour welfare work can be broadly into two categories:

(i) Statutory, and

(ii) Non-statutory or voluntary.
Statutory measures:
This refers to those provisions which are desired from the coercive power
of the

government and their observance in any industry is binding on the

employer by law
(factories act of 1948)

canteen facilities(sec46)

working facilities(sec42)

first aid appliances(sec45)

facilities for sitting (sec44)

shelters rest rooms and lunch rooms(sec47)

crches(sec18)

drinking water facilities(sec18)

lighting(sec19)

urinals(sec19)

spittoons(sec20)

welfare officers(maternity benefit)(sec49)

Family pension schemes

Gratuity

Provident fund schemes

E.S.I schemes

Non-statutory measures:
There are activities which are under taken by the employees for their
workers. are
philanthropic Such welfare activates are philanthropic but in the long run
they

increase efficiency of worker and reduce of conflict between employees

and worker.
Housing Facilities
Transport Facilities
Medical facilities
Cultural activities
Recreation
Consumer co-operation
Loan and various advances
Leave Traveling Concession
Worker education
School for the employees children
Uniform
Labor welfare fund
Libraries

Vehicles stand for parking

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. Every

country is increasing gradually its statutory control over labour welfare.

Non-statutory
welfare measures include all those activities which employers undertake
for the welfare of
their workers on voluntary basis. There are some social welfare
organizations which
undertake voluntary welfare work for the benefit of their members.
The Committee of experts on welfare facilities for Industrial workers
constituted by
the ILO in 1963 had divided the welfare services in two groups:
(a) Welfare amenities within the precincts of the establishment (intramural) : latrines and
urinals, washing and bathing facilities, crches, rest shelters and
canteens,
arrangements for drinking water, arrangement for prevention of fatigue,
health
services including occupational safety, administrative arrangements
within a plant to
look after the welfare, uniforms and protective clothing, and shift
allowance;
(b) Welfare amenities outside the establishment (extra-mural): maternity
benefit, social
insurance measures including sports, cultural activities, library and
reading room,
holiday homes and leave travel facilities, workers cooperatives including
consumers

cooperative stores, fair price shops and co-operative thrift and credit
societies,
vocational training for dependants of workers, other programmes for the
welfare of
women, youth and children, and transport to and from the place of work.
Thus, labour
welfare is very comprehensive and embraces a multitude of activities of
employers,
state, trade unions and other agencies to help workers and their families
in the context
of their industrial life.

Aims and Objectives:

The aim or object of welfare activities is partly humanitarian-to enable
workers to enjoy a
fuller and richer life-and partly economic- to improve of the workers- and
also partly civicto
develop among them a sense of responsibility and dignity and thus
make them worthy
citizens of the nation. Another object of labour welfare is to fulfil the
future needs and
aspirations of labour.
The following motives and considerations have prompted employers to
provide welfare
measures:
(1) Some of the early philanthropic employers tried to ameliorate the
working and living

conditions of their workers by providing various welfare measures.

(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 services 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 an incentive
and good investment to secure, preserve and develop greater efficiency
and output
from workers. 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. However, some studies have shown a positive link between
labour

welfare and productivity.

(5) One of the objects for provision of welfare activities in recent times
by certain
employers is to save themselves from heavy taxes on surplus.
(6) The purpose behind provision of welfare amenities by some
companies is to enhance
their image and to create an atmosphere of goodwill between labour and
management
and also between management and the public.

Principles:
The following are some of the principles to be kept in mind for successful
implementations of any welfare programme in an organization:
(1) The labour welfare activities should pervade the entire hierarchy of
an organization.
Management should be welfare-oriented at every level.
(2) The employer should not bargain labour welfare as a substitute for
wages or monetary
incentives. In other words, the workers have a right to adequate wages
in addition to
welfare measures.
(3) The employer should look after the welfare of his employees as a
matter of social
obligation. The constitution of India, in its directive principles of state
policy, also
emphasizes this aspect of labour welfare.

(4) Labour welfare must aim at helping employees to help themselves in

the long run.
This principle of self-help will enable them to become more responsible
and more
efficient.
(5) There should be proper co-ordination, harmony and integration if all
labour welfare
services in an undertaking.
(6) The labour welfare work of an organization must be administratively
viable and
essentially development oriented.
(7) The management should ensure co-operation and active
participation of unions and
workers in formulating and implementing labour welfare programmes.
(8) There should be periodical assessment or evaluation of welfare
measures and
necessary timely improvements on the basis of feedback.

The Factories Act, 1948:

Section 42 to 48 of the India factories act, 1948, contains specific provisions
relating to the
welfare of labour in factories.
1. Washing facilities
According to sec.42, every factory
Adequate and suitable facilities for washing shall be provided and maintained
for the
use of the workers there in.Separate and adequately screened facilities shall be
provided for the use of male and female workers.

.Such facilities shall be conveniently accessible and shall be kept clean.

2. Facilities for storing and drinking clothing
Under sec 43, the state government may in respect of any factory make rules
requiring the provisions therein of suitable place for keeping clothing not worn
during working hours and for the drying of wet clothing.
3. Facilities for sitting
According to sec.44, in every factory, suitable arrangements for sitting shall
be provided and
maintained for all workers.
4. First aid appliances
Under sec.45, these shall in every factory be provided and maintained so as
to be readily accessible
during all working hours. First aid boxes or cupboards to be provided and
maintained shall not be less than one for every one hundred and fifty workers
ordinarily employed at any one time in the factory.
5. Canteens
under sec.46, the state government may make rules requiring that in any
specified factory where in
more than two hundred and fifty workers are ordinarily employed, a canteen or
canteens shall be
provided and maintained by the occupied for the use of the workers.
6. Shelters, rest rooms and lunch rooms
According to sec.47, in every factory where as more than one hundred and
fifty workers are
ordinarily employed adequate and suitable shelters, rest rooms and a suitable
lunch room which
provision for drinking water, shall be provided and maintained for the use of the
workers.

7. Crches
According to sec.48, in every factory where more than 30 women workers
are ordinarily employed,
there shall be provided and maintained a suitable room for the use of children
under the age of 6 years of such women. Such room shall provide adequate
accommodation, shall be adequately lighted and ventilated and shall be
maintained.

8. First aid appliances (Sec.45)

At least one first-aid box with prescribed contents for every 150 workers.
There shall in every factory be provided and maintained so as to be readily
accessible during all working hours, first-aid boxes or cupboards with the
prescribed contents. There shall be at least one such box for every 150 workers
ordinarily employed at any one time in the factory.
First-aid box to have prescribed contents. Only the prescribed contents
shall be kept in a first aid box or cupboard. Most first-aid box to be in the
charge
of responsible person. Each First-aid box shall be kept in the charge of
separate
responsible person who holds a certificate in the First-aid treatment recognized
by the state government. Further, such person shall always be readily available
during the working hours of the factory.
Ambulance room in a factory employing more than 500 workers. In every
factory wherein more than 500 workers are ordinarily employed there shall be
provided and maintained an ambulance room containing the prescribed
equipment.
The room shall be in the charge of such medical and nursing staff as may
be prescribed and those facilities shall always be made readily available during
the working hours of the factory

9. Canteens (Sec.46)
Canteen in factory employing more than 250 workers the state government
may make rules. The state government may make rules requiring that in any
specified factory wherein more than 250 workers are ordinarily employed, a
canteen shall be provided and maintained by the occupier for the use of the
workers.
10. Shelters, rest rooms and lunch rooms (Sec.47)
Provision for shelters, rest rooms. Lunch rooms in a factory employing
more than 150 workers. In every factory wherein more than 150 workers are,
there shall be a provision for shelters, rest rooms, lunch rooms where workers
can eat meals brought by them with provision for drinking water, however, any
canteen maintained in accordance with the provision of Sec 46 shall be regard
as part of this requirement. Where a lunchroom exists, no worker shall eat any

food in the workroom.

11. Welfare officers
In every factory where in five hundred or more workers are ordinarily employed,
the occupier shall
employ in the factory, such number of welfare officers as may be prescribed.
The state government
may prescribe the duties, qualifications and conditions of service of welfare
officers appointed under the provisions of the factories act.

The mines Act, 1952 and the Mines Rules:

The main obligations of the mine owners regarding health and welfare of
their workers are as follows:
(a) Maintenance of crches where 50 women workers are employed;
(b) Provision of shelters for taking food and rest if 150 or more persons
are employed:
(c) Provision of a canteen in mines employing 250 or more workers;
(d) Maintenance of first-aid boxes and first-aid rooms in mines employing
more than 150
workers;
(e) Provision in coal mines of (i) pit head baths equipped with shower
baths; (ii) sanitary
latrines and (iii) lockers, separately for men and women workers;
(f) Appointment of a welfare officer in mines employing more than 500
or more persons
to look after the matters relating to the welfare of the workers.

The Plantations Labour, 1951:

The fallowing welfare measures are to be provided to the plantation

workers:
a) Canteen in plantation employing 150 are more workers (S. 11)
b) Crches in plantation employing 50 or more women workers (S. 12).
c) Recreational facilities in the workers and their children (S. 13).
d) Educational facilities in the estate for the children of workers, where
there are 25
workers children between the age of 6 and 12 (S. 14).
e) Housing facilities for every worker and his family residing in the
plantation. The
standard and specification of the accommodation, procedure for
allotment and rent
chargeable from workers, are to be prescribed in the Rules by the state
governments
(S. 15 AND 16).
f) The state government may make rules requiring every plantation
employer to provide
the workers with such number and type of umbrellas, blankets, raincoats
or other like
amenities for the protection of workers from rain or cold as may be
prescribed (S. 17).
g) Appointment of a welfare officer in plantation employing 300 or more
workers (S.
18).
The exact standards of these facilities have been prescribed under the
rules framed by the

state government.

The Motor Transport Warders Act, 1961:

The Motor Transport Undertakings are required to provide certain welfare
and health
measures as given below:
a) Canteen of prescribed standard, if employing 100 or more workers
(S.8).
b) Clean, ventilated well-lighted and comfortable rest rooms at every
place wherein
motor transport workers are required to halt at night (S.9).
c) Uniforms, raincoats to drivers, conductors and line checking staff for
protection
against rain and cold. A prescribed amount of washing allowance is to be
given to the
above mentioned categories of staff (S.10).
d) Medical facilities Are to be provided to the motor transport workers at
the operating
centres and at halting stations as may be prescribed by the state
government (S.11).
e) First-aid facilities equipped with the prescribed contents are to be
provided in every
transport vehicle (S.12).

The Contract Labour (Regulation and Abolition) Act,

1970:
The following welfare and health measures are to be provided to the
contract workers by the contractor:

(a) A canteen in every establishment employing 100 or more workers

(S.16).
(b) Rest rooms or other suitable alternative accommodation where the
contract labour
is required to halt at night in connection with work of an establishment
(S.17).
(c) Provision for a sufficient supply of wholesome drinking water,
sufficient number
of latrines and urinals of prescribed types and washing facilities (S.18).
(d) Provision for first-aid box equipped with the prescribed contents
(S.19).
The Act imposes liability on the principal employer to provide the above
amenities to the
contract labour employed in his establishment, if the contractor fails to
do so.

The Merchant Shipping Act, 1958:

Provision in the Act relating to health and welfare cover:
a) Crew accommodation;
b) Supply of sufficient drinking water;
c) Supply of necessities like beddings, towels, mess utensils;
d) Supply of medicines, medical stores, and provision of surgical and
medical advice;
e) Maintenance of proper weights and measures on board; and grant of
relief to
distressed seamen aboard a ship;

f) Every foreign-going ship carrying more than the prescribed number of

persons,
including the crew, is required to have on board as part of her
complement a qualified
medical officer;
g) Appointment of a Seamens welfare Officer at such ports in or outside
India as the
government may consider necessary;
h) Establishment of hostels, clubs, canteens, and libraries;
i) Provision of medical treatment and hospitals;
j) Provision of educational facilities
The government has been authorized to frame rules, inter alia, for the
levy of fees payable by owners of ships at prescribed rates for the
purpose of providing amenities to seamen and for taking other measures
for their welfare.

Dock Workers (Safety, Health and Welfare) Scheme,

1961:
A comprehensive Dock Workers (Safety, Health and Welfare) Scheme,
1961, has been
framed for all major ports and is administered by the Chief Advisor,
Factories (Factory
Advice Services and Labour Institutes). It is framed under the Dock
Workers (Regulation of Employment) Act, 1948. Amenities provide in the
port premises include provision of:
a) Urinals and latrines;
b) Drinking water;

c) Washing facilities;
d) Bathing facilities;
e) Canteens;
f) Rest shelters;
g) Call stands; and
h) First-aid arrangements.
Other welfare measures provided are:
a) Housing;
b) Schools;
c) Educational facilities;
d) Grant of scholarships;
e) Libraries;
f) Sports and recreation;
g) Fair price shops; and
h) Cooperative societies.

Inter-State Migrant Workmen (Regulation of employment

and Conditions
of Service) Act, 1979:
Section 16 of the Act stipulates that every contractor employing interstate migrant workmen in connection with the work of an establishment
to which this Act applies will have to provide the following facilities:
a) To ensure regular payment of wages to such workmen (at least
minimum wages have
to be paid as fixed under the minimum Wages Act, 1948).
b) To ensure equal pay for equal work irrespective of sex;

c) To ensure suitable conditions of work to such workmen having regard

to the fact that
they are required to work in a state different from their own state;
d) To provide and maintain suitable residential accommodation to such
workers working
during the period of their employment;
e) To provide the prescribed medical facilities to the workmen, free of
charge;
f) To provide such protective clothing to the workmen as may be
prescribed; and
In case of fatal accident or serious bodily injury to any such workman, to
report to the
specified authorities of both the states and also the next of kin of the
workmen.

4. Data analysis
1. Are you aware of various welfare measures provided by GHCL?

Sr.No
1
2
3

Answer
Yes
No
Total

Respondents
70
12
82

%
85
15
100

Inference : Most of the employee has knowledge about the welfare scheme provided
by the company. Almost 88% employee aware of welfare facility.
1. Figure : 1 Chart of various welfare measures provided by GHCL?

2. Are you satisfied with overall Medical facilities provided by the

company?

Sr.No
1
2
3

Answer
Yes
No
Total

Respondents
65
17
82

%
79
21
100

Inference : Here 79% of employee sataisfied with medical facility given by the
company. But the important data is 21% means out of ecah 4 employee 1 employee is
not satisfied with the facility.

3. Are you satisfied with overall Educational facilities provided by the

company?

Sr.No
1
2
3

Answer
Yes
No
Total

Respondents
55
27
82

%
67
33
100

Inference : So in this question out of ecah 3 person one person is not satisfied with
educational facility given by organization. But even 67% employee are satisfied with
the facility given by the company.

4. Are you satisfied with overall Canteen facilities provided by the

company?

Sr.No
1
2
3

Answer
Yes
No
Total

Respondents
50
32
82

%
61
39
100

Inference : More important thing here is that 61% employee satisfied with canteen
facility. So 40% not satisfied with the canteen facility.

5. Are you provided with the Housing Loans?

Sr.No
1
2
3

Answer
Yes
No
Total

Respondents
63
07
70

%
90
10
100

Inference : From the above table it is clear that almost all the employee are satisfied
with the housing loan facility provided by the company. But the major thing isthat I
have not considered on contract employee because they are not eligible for the same.

6. Are you satisfied with the housing facility provided?

Sr.No
1
2
3

Answer
Yes
No
Total

Respondents
63
07
82

%
90
10
100

Inference : From the above table it is clear that almost all the employee are satisfied
with the housing facility provided by the company. But the major thing isthat I have
not considered on contract employee because they are not eligible for the same.

7. Does welfare benefits provided by the organization plays as a

motivational factor?

Sr.No
1
2
3

Answer
Yes
No
Total

Respondents
68
14
82

%
82
18
100

Inference : From the above table it is clear that 82% employee satisfied with the
benefits are motivational factor. So they considered welfare facility as a motivational
factor.

8. you satisfied with the overall welfare measures provided by the

organization?

Sr.No
1
2
3

Answer
Yes
No
Total

Respondents
60
22
82

%
73
27
100

Inference : From the above table it is clear that almost all the employee are satisfied
with the overall welfare measures provided by the organization.

9. Opinion about the medical facility.

Rank
1
2
3
4
5

No.of Respodents
40
20
10
05
07

Percentage
48
24
12
06
10

Inference : From above table 72% respondents satisfied only 16% are not
satisfied with the medical facility given by the organization.

10.

Opinion about the Education for children

Rank
1
2
3
4
5

No.of Respodents
32
21
10
07
12

Percentage
39
26
12
09
14

Inference : From above table it is clear that 65% employee are satisfied by the
education facility given by organization to their spouse.

11.

Opinion about Housing facility

Rank
1
2
3
4
5

No.of Respodents
45
25
00
05
07

Percentage
42
48
12
06
10

Inference : 90% of employee are satisfied with the housing facility like home loan
or HRA given by the organization.

12.

Opinion about

Rank
1
2
3
4
5

Travelling facility

No.of Respodents
25
35
08
07
07

Percentage
30
43
10
09
09

Inference : 73 % of employee are satisfied with the travelling facility given by the
organization.

13.

Opinion about

Rank
1
2
3
4
5

Recreation facility

No.of Respodents
35
25
10
05
07

Inference : 90% of employee are satisfied with the about

by the organization.

Percentage
42
48
12
06
10
Recreation facility given

14.

Opinion about

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level of Routine checkup

No.of
Respodents
40

Percentage

20
10
05
07

24
12
06
09

49

Inference : 74% employee satisfied with routine checkup. But in this case 26% are not
in favoure of the organization structure.

15.

Opinion about

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level of First - Aid facility

No.of
Respodents
42

Percentage

22
08
05
07

27
10
06
09

51

Inference : From above table and analysis show that 78% employee are happy
with the First - Aid facility given by the organization.

16.

Opinion about

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level of Medicine supply

No.of
Respodents
38

Percentage

18
10
09
07

22
13
12
09

46

Inference : From above analysis it its derived that 68% of employee are satisfied with
medicine facility where as 21% are not satisfied plus 13% are neutral.

17.
Opinion about
the emergency.

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level of Ambulance services in

No.of
Respodents
42

Percentage

22
08
05
05

27
04
06
06

51

Inference : 64% employee are satisfied with ambulance facility provided by

company, it means still company can improve the scope of same.

18.
Opinion about
the fees

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level for reimbursements of

No.of
Respodents
30

Percentage

20
15
07
10

24
18
09
12

37

Inference : From above analysis it shows that 61% satisfied , where as 21% are
not satisfied and 18% are neutral for reimbursement of the fees In this question
there is a requirement of improvement.

19.
Opinion about satisfaction level for scholarship given
to the employee and their spouse.

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

No. of
Respondents
28

Percentage

18
10
16
10

22
12
19
12

34

Inference : From above table 56% employee are satisfied but 31% employee are
not satisfied. And 12% employee are neutral for scholarship given.

20.
Opinion about satisfaction level for educational loan
given to the employee and their spouse.

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

No.of
Respodents
38

Percentage

22
09
07
06

27
11
09
07

46

Inference : From above table 73% employee are satisfied but 16% employee
are not satisfied. And 11% employee are neutral for educational loan given.

21.

Opinion about

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level for Food quality.

No.of
Respodents
25

Percentage

23
10
20
04

24
13
06
09

48

Inference : From above table 73% employee are satisfied but 15% employee
are not satisfied. And 13% employee are neutral for food quality given in the
canteen.

22.

Opinion about

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level for quantity of food.

No.of
Respodents
25

Percentage

23
10
20
04

28
13
12
05

30

Inference : From above table 58% employee are satisfied but 16% employee
are not satisfied. And 11% employee are neutral for food quantity given in the
canteen.

23.
Opinion about satisfaction level for price of food /
lunch / dinner given by canteen

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

No.of
Respodents
27

Percentage

25
10
15
05

30
13
12
06

33

Inference : From above table 73% employee are satisfied but 16% employee
are not satisfied. And 11% employee are neutral for the price of food services
in the canteen.

24.
Opinion about
facility

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level for drinking water

No.of
Respodents
40

Percentage

27
05
05
05

33
13
06
06

49

Inference : From above table 40% employee are Highly satisfied and 27%
satisfied only 12% employee are not satisfied. And 13% employee are neutral
about drinking water facility

25.
Opinion about
arrangements

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level for Seating

No.of
Respodents
38

Percentage

25
05
08
06

24
06
10
07

46

Inference : From above table 70% employee are satisfied but 17% employee
are not satisfied. And 06 % employee are neutral about Seating arrangements.

26.
Opinion about
facility.

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level for Latrine and toilet

No.of
Respodents
15

Percentage

35
09
08
15

48
13
06
09

24

Inference : From above table and analysis its clear that 72% employee are
satisfied with Latrine and toilet facility. But 28% are not in favoure of it.

27.

Opinion about

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level lightening.

No.of
Respodents
40

Percentage

38
00
04
00

47
00
06
09

49

Inference : From above analysis its clear that almost all the employee are satisfied
with the lightening facility in the organization, so they don't have any complain
about it.

28.
Opinion about
placement of it.

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level of washing facility and

No.of
Respodents
31

Percentage

29
12
07
03

35
15
09
03

38

Inference : From above table 73% employee are satisfied but 12% employee
are not satisfied. And 15% employee are neutral for washing facility.

29.

Opinion about

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level changing room.

No.of
Respodents
22

Percentage

38
15
07
10

46
18
09
12

27

Inference : From above table 73% employee are satisfied but 21% employee
are not satisfied. Means it's remarkable level of dissatisfaction about changing
rooms.

30.

Opinion about

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level rest room.

No.of
Respodents
35

Percentage

38
04
03
02

46
05
04
02

43

Inference : From above table 89% employee are satisfied so they don't have
any complaint about the rest room.

31.

Opinion about

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly

satisfaction level canteen.

No.of
Respodents
20

Percentage

20
12
19
11

24
15
23
13

24

Dissatisfied
Inference : From above table 48% employee are satisfied but 36% employee
are not satisfied with canteen facility. Means it's remarkable level of
dissatisfaction.

32.
Opinion about
towards work .

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level for creating efficiency

No.of
Respodents
14

Percentage

17
10
24
17

20
12
29
21

17

Inference : From above table 37% employee are satisfied but 50% employee
are not satisfied. Means it's remarkable level of dissatisfaction for creating
efficient work level.

33.
Opinion about
Mental health.

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level to Improves physical &

No.of
Respodents
15

Percentage

12
10
26
19

15
12
32
23

18

Inference : From above table only 33% employee are satisfied but 55 %
employee are not satisfied. Means it's remarkable level of dissatisfaction to
Improves physical & Mental health.

34.
Opinion about
standard of living .

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level to Increases the

No.of
Respodents
20

Percentage

25
10
12
15

30
13
15
18

24

Inference : From above table 54% employee are satisfied but 33% employee
are not satisfied. Means it's remarkable level of dissatisfaction for standard of
living.

35.
Opinion about
work.

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

satisfaction level to Loyalty towards the

No.of
Respodents
20

Percentage

22
15
15
10

27
18
18
12

24

Inference : From above table half of the employee are satisfied, and 30% are
not satisfied with loyalty towards the work. And 18% are neutral to create
loyal towards the work.

36.
Opinion about satisfaction level to Promote healthy
industrial relationship.

Rank
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
Dissatisfied

No.of
Respodents
29

Percentage

31
05
05
12

38
06
06
15

35

Inference : From above table 73% employee are satisfied but 21% employee
are not satisfied for creating good industrial relationship.

5. Findings , Conclusion and Suggestions

Most of the employee has knowledge about the welfare scheme

provided by the company. Almost 88% employee aware of welfare
facility.
Here 79% of employee sataisfied with medical facility given by the
company. But the important data is 21% means out of ecah 4
employee 1 employee is not satisfied with the facility.
So in this question out of ecah 3 person one person is not satisfied
with educational facility given by organization. But even 67%
employee are satisfied with the facility given by the company.
More important thing here is that 61% employee satisfied with
canteen facility. So 40% not satisfied with the canteen facility.
From the above analysis it is clear that almost all the employee are
satisfied with the housing loan facility provided by the company. But
the major thing isthat I have not considered on contract employee
because they are not eligible for the same.
From the above analysis it is clear that almost all the employee are
satisfied with the housing facility provided by the company. But the
major thing isthat I have not considered on contract employee
because they are not eligible for the same.
From the above analysis it is clear that 82% employee satisfied with
the benefits are motivational factor. So they considered welfare
facility as a motivational factor.
From the above analysis it is clear that almost all the employee are
satisfied with the overall welfare measures provided by the
organization.
From above analysis 72% respondents satisfied only 16% are not
satisfied with the medical facility given by the organization
From above analysis it is clear that 65% employee are satisfied by
the education facility given by organization to their spouse.
90% of employee are satisfied with the housing facility like home
loan or HRA given by the organization.
73 % of employee are satisfied with the travelling facility given by
the organization.
90% of employee are satisfied with the about Recreation facility
given by the organization.
74% employee satisfied with routine checkup. But in this case 26%
are not in favoure of the organization structure.
From above analysis and analysis show that 78% employee are
happy with the First - Aid facility given by the organization.
From above analysis it its derived that 68% of employee are
satisfied with medicine facility where as 21% are not satisfied plus
13% are neutral.

64% employee are satisfied with ambulance facility provided by

company, it means still company can improve the scope of same
From above analysis it shows that 61% satisfied , where as 21% are
not satisfied and 18% are neutral for reimbursement of the fees In
this question there is a requirement of improvement.
From above analysis 56% employee are satisfied but 31% employee
are not satisfied. And 12% employee are neutral for scholarship
given.
From above analysis 73% employee are satisfied but 16% employee
are not satisfied. And 11% employee are neutral for educational loan
given.

From above analysis 73% employee are satisfied but 15% employee
are not satisfied. And 13% employee are neutral for food quality
given in the canteen.
From above analysis 58% employee are satisfied but 16% employee
are not satisfied. And 11% employee are neutral for food quantity
given in the canteen.

From above analysis 73% employee are satisfied but 16% employee
are not satisfied. And 11% employee are neutral for the price of food
services in the canteen.

From above analysis 40% employee are Highly satisfied and 27%
satisfied only 12% employee are not satisfied. And 13% employee
are neutral about drinking water facility
From above analysis 70% employee are satisfied but 17% employee
are not satisfied. And 06 % employee are neutral about Seating
arrangements.
From above analysis and analysis its clear that 72% employee are
satisfied with Latrine and toilet facility. But 28% are not in favoure of
it.
From above analysis its clear that almost all the employee are
satisfied with the lightening facility in the organization, so they don't
have any complain about it.
From above analysis 73% employee are satisfied but 12% employee
are not satisfied. And 15% employee are neutral for washing facility.

From above analysis 73% employee are satisfied but 21% employee
are not satisfied. Means it's remarkable level of dissatisfaction about
changing rooms.
From above analysis 89% employee are satisfied so they don't have
any complaint about the rest room.
From above analysis 48% employee are satisfied but 36% employee
are not satisfied with canteen facility. Means it's remarkable level of
dissatisfaction.
From above analysis 37% employee are satisfied but 50% employee
are not satisfied. Means it's remarkable level of dissatisfaction for
creating efficient work level.

From above analysis only 33% employee are satisfied but 55 %

employee are not satisfied. Means it's remarkable level of
dissatisfaction to Improves physical & Mental health.
From above analysis 54% employee are satisfied but 33% employee
are not satisfied. Means it's remarkable level of dissatisfaction for
standard of living.
From above analysis half of the employee are satisfied, and 30% are
not satisfied with loyalty towards the work. And 18% are neutral to
create loyal towards the work.
From above analysis 73% employee are satisfied but 21% employee
are not satisfied for creating good industrial relationship.

Suggestion
100% employee are not satisfied with the welfare facility given by company. , so there
are scope of improvement in the facility. Some of my suggestions given bellow.

1. In my opinion company should provide transportation facility to contract

worker also by taking the rational / discounted fare of the bus.

2. Employees are not satisfied to quality of the food which is providing by the
canteen, so quality of the food has to be increased to keep the health of the
employees good. More over for contact worker also should get so some short of
subsidized rate canteen facility.
3. The company should provide Toilet and wash room facilities to contract
workers also. Or allow them with the regular worker also.
4. Company should increase the Canteens facilities to the contract workers. Or
compnay can ask the canteen contractor to increase food counter ate the time of
launch and dinner , so wastage of time of the contracted worker will be reduced
and then can take proper rest in the remaining time.
5. Complained about the rest room in the company is not so good it should be
kept clean and comfortable in rest period.
6. Remarkable no. of employee are not satisfied with the canteen facility and it's
prices also. So organization need to consider this point also.

7. Opinion about

satisfaction level to Improves physical & Mental health is

also not up to satisfactory level so that also organization has to improve.

8. Standard of living also has to be improve.
9. Loyalty towards the work environment also organization has to improve.

CONCLUSION:
Human resource plays an important role in any organization . employee
welfare facilities are concern to this department , if the employee happy with welfare
facilities then only the productivity of that organization can be increased .
Based on the study of Employee Welfare Facilities in GHCL Limited it is
clear that the company is very keen in the promoting all the welfare facilities has to
provided the employee.
Employees are satisfied to medical checkup and HRA allowance. Really
company will take care about all Employees and also contract base workers.

Questionnaire
Personal Information
1. Name: _______________________ 2. Gender : M / F

3. Age a) < 20yrs

b) 20-25yrs

c) 26-35yrs

d) 36-50yrs

e) > 50 years

4. Gender: Male / Female

5. Educational qualification:
a) Degree /Diploma
b) Post graduate
c) other ________
5. Designation: ________________________________
6. Years of service:
a) 1-5 years
b)6-10 years c)11-20 years d)Above 20 years
7. Monthly Income:
a) 10000-20000
b) 20001-30000 c) 30001-40000
d) 40001-50000 e) 50001 &
Above
8)What sort of worker you are :

Temporary

Permanent

8) Are you aware of various welfare measures provided by GHCL?

a) Yes
b) No
10) what are all the Welfare measures you aware of?
______________________________________________________________________
________

11) Rank the following facility that benefits you the most?
Facilities
1
2
3
Medical
40
20
10
Education for 38
17
12
children
Housing
50
20
03
Travelling
45
18
07
Recreation
40
15
10

05
08

07
07

05
07
08

04
05
12

10) Rate the satisfaction level towards Medical facilities provided by ICF

Medical
facilities
Routine
checkup
First aid
Medicine
Supplied
Ambulance
service

Highly
satisfied
40

satisfied

Neutral

Dissatisfied

20

10

05

Highly
Dissatisfied
07

42
38

22
18

08
10

05
09

07
07

42

22

08

05

05

11) Are you satisfied with overall Medical facilities provided by the company?
a) Yes
b) No
12) Rate the satisfaction level towards Educational facilities provided by ICF
Educational
Highly
satisfied
Neutral
Dissatisfied Highly
facilities
satisfied
Dissatisfied
Reimbursement 30
20
15
07
10
of Tuition Fee
Scholarship
28
18
10
16
10
Educational
38
22
09
07
06
loan
13) Are you satisfied with overall Educational facilities provided by the company?
a) Yes
b) No
14) Rate the satisfaction level towards Canteen facility provided by ICF
Canteen
Highly
satisfied
Neutral
Dissatisfied
facilities
satisfied
Quality of
25
23
10
20
food
Quantity of 25
23
10
20
food
Price
27
25
10
15

Highly
Dissatisfied
04
04
05

15) Are you satisfied with overall Canteen facilities provided by the company?
a) Yes
b)No
16) Are you provided with the Housing Loans?
a) Yes
b) No
17) Are you satisfied with the housing facility provided?
a) Yes
b) No
18) What is the eligibility for availing housing facility?
______________________________________
Are you comfortable with shift system ?

[a] Yes

[b] No

19) Which recreation facility values/Benefits you the most?

a)Holiday Homes b) Clubs c) Sports Events

20) Rate the following Intramural facilities in accordance to your satisfaction level.
Facilities
Highly
satisfied
Neutral
Dissatisfied Highly
satisfied
Dissatisfied
Drinking
40
27
05
05
05
water
Seating
38
25
05
08
06
arrangement
Latrines &
35
15
09
08
15
Urinals
Lighting
40
38
00
04
00
Washing
Place
Changing
rooms
Rest rooms

31

29

12

07

03

40

38

00

03

01

38

35

04

03

02

Canteen

28

22

15

07

10

21) According to your perception please rate the following benefits of employee
welfare
BENEFITS
Highly
satisfied
Neutral
Dissatisfied Highly
satisfied
Dissatisfied
Creates
efficiency
towards work
Improves
physical &
Mental health
Increases the
standard of
living
Loyalty
towards the
work
Promote
healthy
industrial
relationship

22) Does welfare benefits provided by the organization plays as a motivational factor?
a) Yes
b) No
23) How often does the organization get feedback from you towards the welfare
measures?
a) Often b) Occasionally c) Never
24) How does the company determine your welfare requirements?
a) Through Observations
b) Through Suggestions
c) Through
Performance
d) Through Interview
25) Are you satisfied with the overall welfare measures provided by the organization?
a) Yes
b) No
25.1) If no,
why__________________________________________________________
26) Do you have any suggestions to improve the current welfare measures?
If so, kindly give your
suggestion_____________________________________________________________
______________________________________________________________________
________________________________________________________________