CHAPTER 1 1.

1 INTRODUCTION Laborwelfarework aims at providing such service facilities and amenities which enable the workers employed in an organization to perform their work in healthy congenial surroundings conductive to good health and high morale. Labor welfare is a comprehensive term including various services, benefits and facilities offered by the employer. Through such generous fringe benefits the employer makes life worth living for other economic rewards available to employees as per the legal provisions. Welfare measures may also be provided by the economic, trade unions and non-government agencies in addition to the employer. International labour organization efforts to make life worth living for workers according to the oxford dictionary, welfare is fundamentally an attitude of mind on the part of the management influencing the method by which management activities are undertaken. 1.2 STATEMENT OF THE PROBLEM Employee welfare plans should form an integral pat of the overall scheme for arising the efficiency of the employee. Simply stated, welfare services are concerned with the improvements of working conditions and environment at the workplace. Some of the facilities and service which come within the purview of welfare plans and schemes is canteen, housing loan, medical scheme, accommodation, transport etc. If the employees were given the right type of work environment and are provided with basic amenities of life there will be increase in the efficiency of the employees. The topic is framed to understand the functioning and success of employee welfare and study the working conditions and different schemes for employees provided in the organization and suggest to improve the quality of working life. 1.3 COMPANY PROFILE INAUGURATION Integral Coach Factory, Chennai, is a premier Production Unit of Indian Railways manufacturing railway passenger coaches. ICF is the first of its kind to be established after Independence for the manufacture of light weight, all steel and all welded Integral railway passenger coaches. The factory was set up in 1955 with Swiss collaboration. PRODUCTION ICFs initial plan was to produce 350 Broad Gauge Third Class shells (unfurnished body of the Railway Coaches) only, which were to be furnished by the Zonal Railways workshops.
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Later, in view of the severe limitation of capacity of the Railway workshops and also to take advantage of mass production, a separate Furnishing Division was added on 2nd October, 1962. The capacity was progressively expanded from the initial 350 shells to 750 fully furnished coaches per annum by 1973-74 with additional inputs. This was enhanced progressively from 850 coaches during 1986-87 to 1000 coaches in 1990-91. The modernization project is under last stage of execution to augment capacity to 1250 coaches and will be over by 2010-11. Capacity is further being enhanced to 1500 coaches per annum through infrastructure additions and modernization of machines. DESIGN FEATURES The design concept of the coach stipulates that the roof, side wall, end wall and the under frame are joined together by welding, to form a fully integral coach shell. The end-wall construction has been made specially strong to make it anti-telescopic to ensure maximum safety to passengers. Further, crashworthy features are provided with CBC design to minimize impact on passengers during accidents/derailments. From the basic design handed down by the collaborators, ICF has diversified having established its expertise and skill in this field, to design and manufacture more than 350 different types of coaches for Indian Railways and export market. Every time a new type of coach is launched, emphasis is laid on improving passenger comfort, passenger safety and higher speeds. ICF follows standard inspection procedures to ensure quality from raw material stage to the finished coach. PRODUCT RANGE ICF has been meeting the needs of the Indian Railways for varied types of coaches, however sophisticated the type may be. Some of the important types are: 1. SELF PROPELLED COACHES  Electric Multiple Units for suburban services in Metropolitan cities;  Diesel Rail Cars;  Metro Coaches for Kolkata Metro Railways;  Diesel Electric Multiple Units & Diesel Hydraulic Multiple Units for non-electrified routes and Mainline Electric Multiple Units for long distance inter-city commutership.  . Accident Relief Trains / Medical Vans  . OHE Inspection Cars

2. AIR-CONDITIONED & NON-AIRCONDITIONED PASSENGER COACHES  Air-conditioned Sleeper Coaches of first & second class;  Air-conditioned Chair Cars of first and second class;  Double Decker Coaches with seating capacity for 148 passengers as against the conventional 90 passengers. 3. SPECIAL COACHES  Air-conditioned & Non-air-conditioned Pantry Cars  High Capacity Power Cars for Shatabdi&Rajdhani Express Trains  Air-conditioned Military Ward and Saloon Cars for Indian Army.  Air-conditioned Saloon Cars, Dining Cars, Bar & Restaurant Cars, luxury suites for luxury tourist trains like Palace on Wheels (WR), Deccan Odyssey (CR), The Golden Chariot (SWR), Royal Rajasthan on Wheels (NWR) and Maharajas Express of IRCTC  Lifeline Express for operation of hospital on wheels  . Jet Deflector Crane Cars, Inter Communication Coaches for DRDO EXPORT ICFs achievement on the export front has been enviable since its inception. Against stiff international competition from more advanced countries like Japan, etc., ICF secured several export orders, most of which are repeat orders. So far, 359 bogies, 11 stainless steel coach shells and 481 coaches including air-conditioned coaches have been exported to 13 AfroAsian countries. ICF has bagged a number of awards for Export Excellence also. DESIGN & DEVLOPMENT EFFORTS Complementing the existing design capacities and facilities, a fully computerised Design & Development Cell has been set up with sophisticated state-of-the-art computer designing facilities and testing equipment both for coach components and raw materials. D&D Centre uses 3-D modelling on Solid PRODUCTION WITH INNOVATION ICF has carved a niche in the Indian Railway system by constantly improving the quality of travel through its passenger coach design which has undergone a sea- change from the days of bye-gone era of mere transport of passengers. There has been a steady growth both in the quality and quantity of its production. Over the years ICF has endeavoured to meet passengers expectations through innovations like

 Cushioned seats in General Second Class and SLR coaches  Provision of Controlled Discharge Toilet Systems  Anti-injury features in the passenger areas of A/C 2-tier and Sleeper coaches  Enhanced carrying capacity in A/C 2-tier, First A/C and GaribRath Chair Car  Provision of forced ventilation, PIS/PAS in AC/DC EMUs for WR and CR  UIC vestibules in mainline coaches  Disabled friendly features in SLRD/SRD coaches  Modular toilets in passenger coaches  Stainless steel panelling, handholds in EMUs  Provision of laptop and cell phone charging points in passenger coaches  Use of stainless steel in Pantry Cars including interiors and the equipment As milestones in this endless travel, ICF has obtained the ISO: 9001, ISO: 14001 and ISO: 18001 certificates for the QMS, EMS and OHSAS systems respectively. All this has been made possible through ICF commitment to progress and improvement with its dedicated workforce functioning in a contented atmosphere in pleasant surroundings and working conditions. Several welfare schemes like staff quarters, adequate clean water supply, improved medical facilities, online information kiosks, issue of pass centrally,

encouragement in sports activities, etc., are provided. 1.4 INDUSTRY PROFILE Indian railways is the state-ownedrailway company of India. Which owns and operates most of the countrys rail transport. It is overseen by the ministry of railways of the Government of India. Indian railways has more then 64,015 kilometers (39,777 mi) of track and 6,909 stations. It has the worlds fourth largest railways network after those of the United States, Russia andchina. The railways traverse the length and breadth of the country and carry over 20 million passengers and 2 million tons of freight daily. It is one of the worlds largest commercial or utility employers, with more than 1.6 million employees. As to rolling stock, IR owns over 200,000 (freight) wagons, 50,000 coaches and 8,000 locomotives. Railways were first introduced to India in 1853. By 1947, the year of Indias independence, there were forty-two rail systems. In 1951 the systems were nationalized as one unit,

becoming one of the largest networks in the world. IR operates both long distances and suburban rail systems on a multi-gauge network of board, meter and narrow gauges. It also owns locomotive and production facilities.
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Initially, the Indian railways were both designed and built by the British, during their colonialrule of the subcontinent. Indian railways is the second largest railway network in the world, bringing people and places together. Indian railways play a pivotal role in the growth of our countrys economy. For functional efficiency the Indian railways is divided into 17 zonal railways comprising 67 divisions and 6 production units with railway board on top of the overall management hierarchy The first railway on Indian sub-continent ran over a stretch of 21 miles from Bombay to Thane. The idea of a railway to connect Bombay with Thane, kalyan and with the Thane and Bhore Ghats inclines first occurred to George Clark, the chief engineer of Bombay government during a visit to Bhandup in 1843. The formal inauguration ceremony was performed on April 1853 when 14 railways carriage carrying about 400 guest BoriBunder. The first passenger train streamed out to Howrah station destined for Hooghly a distance of 24 miles on 15th august 1854. Thus the first section of East Indian Railway was opened to public Traffic inaugurating the beginning of railway transport on eastern side of sub continent In south, the first line was opened on 1st July 1856 by madras Railway Company. It ran between veyasarpady and walajah road and (arcot) a distance of 63 miles. In the north, a length of 119 miles of line was laid from Allahabad to Kanpur on 3rd march, 1959. The first section from Harthras road to Mathura cantonment was opened to traffic on 19th October, 1875. There were the small beginnings which is in due course developed to a network of railways lines all over the country by 1880. The Indian railway system had a route mileage of about 9000 miles. Indian railways, The premier transport organization of the country is the largest rail network in Asia and the worlds second largest under one management. 1.4.1 ORGANISATION STRUCTURE The ministry of railways under government of India controls Indian railways. The ministry is headed by union minister as of December 20 10, the railway ministry is headed by mamatabanerjeewho is generally supported by a minster of state. The railway board consisting of six members and a chairman reports to this top hierarchy. The railway zones are headed by their respective general managers who in turn report to the railway board.

Indian railways is primarily divided into 17 zones: Railway zones Central railway Eastern railway Northern railway North eastern railway Headquarters Mumbai CST Kolkata new Delhi Gorakhpur

North east frontier railway Maligaon,guwahati Southern railway South central railway Western railway South east central railway East coast railway North western railway South western railway West central railway East central railway Kolkata metro railway North central railway 1.4.2 PRODUCTION UNITS  Chittarajan loco works  Diesel loco  Modernization works diesel locomotive works  Integral coach factory  Rail wheel factory 1.4.3 CORPORATION UNDER INDIAN RAILWAYS  Rail india technical & economic services limited (RITES)  Indian railway construction (IRCON) international limited  Indian railways finance corporation limited(IRFC)  Container corporation of india limited (CONCOR)  Konkan railway corporation limited (KRCL)  Indian railway catering & tourism corporation ltd (IRCTC)  Railtel rail vikasnigam ltd (MRVNL)
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Chennai Secunderabed Church gate, Mumbai Bilaspur Bhubaneswar Jaipur Hubli Jabalpur Hajipur Kolkata allahabad

 Rail vikasnigam ltd.(RVNL) 1.4.4 OTHER ORGANISATION UNDER INDIAN RAILWAYS  Central organization for railway electrification  Delhi metro rail corporation  Federation of railway officer association  Indian railway accounts service association  Indian railway accounting reforms  Indian railways stores services  Indian railway welfare organization  Indian railway institute of electrical engineering  Institute of railway transport  National rail museum  Railway board  Railway recruitment board  Railway staff college Baroda  Research design and standards organization  Indian railway institute of mechanical and electrical engineering Indian railways have their research and development wing in the form of research, designs and standards organization (RDSO). RDSO function as the advisor and consultant to the ministry, zonal railway and production units. 1.5 DEPARTMENTPROFILE Integral coach factory human resource department headed by CMS under him there are three divisions like CSS/ADMN, CH.GYNAECOLOGIST and SR.DMOS. SR.DMOS under two heads are working like DMOS and ADMOS. CSS/ADMN under ADPO and ANO and in human resource department there are 22 section to maintain the human resource like CH.OS/general, labour welfare, PS/discipline and appeal section, OS/quarters, labour welfare/shell, welfare center shell, settlement/shell, CH.OS/S4B,

OS/recruitment,

OS/rules,

CH.OS/S1,

OS/S2,

CH.OS/S3,

OS/S4A,

CH.OS/S4C, OS/S5, OS/CON, CH.OS/centralized bill section, HRA, OS/gazette, OS/retirement, training and development. 1.6 NEED OF THE STUDY  This study will help in improve the relationship between employees and management.

 This has great scope to improve the percentage of welfare of employees.  The topic is framed to understand the functioning and success of employee welfare and study the working conditions and different schemes for employees provided in the organization and suggest measures to improve the quality of work life. 1.7 SCOPE OF THE STUDY  This study will help in improving the effectiveness of the employees in various strategies.  To improve the effectiveness of workers in all levels of the company.  To build overall improvements of the company. 1.8OBJECTIVE OF THE STUDY PRIMARY OBJECTIVES:  To study and evaluate the labour welfare facilities provided in ICF, Chennai. SECONDARY OBJECTIVES:  To find out the types of welfare measures available at ICF, Chennai.  To give satisfaction and recommendation for the promotion of welfare measures.  To evaluate the effect of the welfare on employee morale. 1.9 RESEARCH METHODOLOGY 1.9.1 RESEARCH PROBLEM The purpose of the research methodology is to describe procedure. This include the overall research design and the data collection method. This selection important because it is hard to discuss methodology without using technical terms, yet most of the readers for the report will not understand the technical language. 1.9.2 RESEARCH DESIGNS Research design is the arrangement of condition for collection and analysis of data in a manner that aim to combine relevance purpose with economy in procedure. The research design adopted in the study has been Descriptive in the nature. DESCRIPTIVE DESIGNS It is provide an accurate picture of aspects of market environment. Descriptive research is used when the objectives is to provide a systematic description that is as factual and accurate as possible. It provides the number of time something occurs, or frequency, lends it self to satisfied calculations such as determining average number of occurrences

1.9.3 SOURCES OF DATA The task of data collection begins after a research problem has been defined and research design/plan has been chalked out. Both the primary and secondary data has been collected. Primary data Primary source of data is obtained by the researcher directly from the respondent which has not been collected previously. Primary data are first hand information collected through various methods such as observation and interviewing. The primary data was collected through questionnaire by surveying the mentioned sample unit. Secondary data The secondary source consists of readily available files and documents on safety and welfare of the ICF employees. The information was provided by the labour department and the safety cell in ICF which was greatly helpful to know was greatly helpful to know the terms and conditions of safety. Secondary data is referred to the information already available either published or unpublished. Secondary data is also collected through books, periodicals, magazines and websites on safety and welfare 1.9.4 SAMPLE DESIGN The first step of research design is used to formulate the objective is of research plan, which will specify the ways of achieving research objectives. Generally, the data collection methods, specific research instruments and the sample plan and the corresponding cost are the elements that constitute the research design. The sampling method was convenience sampling 1.9.5 SAMPLE SIZE Sample size is 33 out of total population; convenient non probability sample selection was followed. 1.9.6 TOOLS AND TECHNIQUES: The statistical tool involved in this research project is as follows Basic tools: (a)Percentage Analysis: Percentage refers to a special kind of ration percentage are used in making comparison between two or more series of data. Percentage are used to describe relationships. No of respondents Percentage = Total no. of respondents 100

(b) Chi-square test: The chi-square is used as a test statistic in testing a hypothesis that provides a set of theoretical frequencies with which observed frequencies are compared. The value of the test- statistical is (c)Anova test: The analysis of variance is a method is a method of splitting the total variation of a data into constituent parts which measures different sourcer of variations. (d) regression: A regression is a statistical analysis assessing he association between two variable. It is used to find the relation between two variables. Regression formula Regression equation (y) = a +bx Slope(b) = (NXY- (X)(Y)) / (NX2-(X)2) Intercept(a) = (Y B(X)) / N Where X and y are the variables. b = the slope of the regression line a= the intercept point of the regression line and the y axis. N = number of values or elements X = first score Y = second score XY = sum of first scores X = sum of first scores y = sum of second scores X2 = sun of square first scores 1.9.7 HYPOTHESIS: A hypothesis is a statement about the population parameter. In other words, a hypothesis is a conclusion which is tentatively drawn on logical basis. Research hypothesis is a predictive statement, capable of being tested by scientific methods, that relates an independent varaiable to some dependent variable.

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Hypothesis study: (a)Chi- square Aim: To set the significant difference between designation with housing facilities available. H0: There is no significant difference between designation with housing facilities available. H1: There is significant difference between designation with housing facilities available. (b)Chi- square Aim: To set the significant difference between gender with restroom facility available. H0: There is no significant difference between gender with restroom facility available. H1: Thereis significant difference between gender with restroom facility available. (c)Anova Aim: To find whether the mean score of marital status is same on recreation of employees. H0: The mean score of marital status is same on recreation of employees. H1: The mean score of marital status are not same on recreation of employees. 1.10 LIMITATION OF THE STUDY  The study does not cover the entire only a sample size of 33  The study is based on a particular class of employees i.e. officer, clerk etc.  The result depends on the answers received from respondent which may be biased  The time period of the study is very short, so elaborate study was not made.  Only certain factors are considered in this study to measures the effect of welfare measure on employee morale.

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CHAPTER 2 2.1 THEORETICAL BACKGROUND Introduction "During the pre-independence period, industrial relations policy of the British Government was one of laissez faire and also of selective intervention. There were hardly any labour welfare schemes. After independence, labour legislations have formed the basis for industrial relations and social security. These legislations have also provided machinery for bipartite and tripartite consultations for settlement of disputes. Soon after independence, the government at a tripartite conference in December 1947 adopted the industrial truce resolution. Several legislations, including the following, were enacted to maintain industrial peace and harmony: Factories Act, 1948, Employees State Insurance Act, 1948 and Minimum Wages Act, 1948. The payment of bonus act was passed in 1965. In the early 1990s, the process of economic reforms was set in motion when the government introduced a series of measures to reduce control on industries, particularly large industries. The workers have opposed economic liberalisation policy for fear of unemployment while entrepreneurs have welcomed it in the hope of new opportunities to improve Indian industries. The new economic policy has directly affected industrial relations in the country, because the government has to play a dual role, one of protecting the interest of the workers, and second to allow a free interplay of the market forces. Economic reforms, by removing barriers to entry, have created competitive markets. Fiscal stabilisation has resulted in drastic reduction in budgetary support to the public sector commercial enterprises while exposing these enterprises to increased competition from private sector. Labour welfare activity in India was largely influenced by humanitarian principles and legislation. During early period of industrial development, an effort towards workers welfare was made largely by social workers, and other religious leaders, mostly on humanitarian grounds. Before the introduction of welfare and other legislation in India, the conditions of the labour were miserable. Exploitation of child labour, long hours of work, bad sanitation and absence of safety measures were the regular features of factory life. The earliest legislative approach could be traced back to the passing of the Apprentice Act 1850. The next Act was the Fatal Accidents Act, which aimed at providing compensation to the families of the workers who lost their life as a result of actionable wrong. Next was Merchants Shipping Act1859, which regulated the
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employment of seaman and provided for their health, accommodation and necessary articles of personal use. BEFORE INDEPENDENCE The movement to improve the working conditions of Indian labour started with the passing of the first Indian factories Act in 1881.The deplorable conditions in which labour worked in the textile mills in Bombay during those days, as testified by the Factory commission of 1875 was the immediate cause of passing of the Act. The Act applied to factories employing not less than 100 persons and using power. Under this Act the employment of the children below the age of 7 years was prohibited while those between 7-12 years were not to work for more than 9 hours a day. An hoursdaily rest and 4 holidays in a month were prescribed for children. The mulock commission was appointed by theGovernment of Bombay in 1884 to review the working ofthe Factories Act,1881. Mr.N.MLokhande founder of the Bombay Mill HandsAssociation brought the workmen together on twodifferent occasions in 1884 and presented on their behalfa charter of demands to the commission.Under pressure from labour the Bombay Millowners Association conceded the demand for a week holiday.The Factories Amendment) Act,1891 was passed as aresult of the recommendations of Bombay FactoryCommissions of 1884 and the Factory labourcommissions of 1890.It applied to all factories employing 50 persons or more. The lower and upper age limits were raised to 9 to 14respectively and their hours were limited between 7 and5:00 A.M. and 8:00 P.M Employment of the women between 7:00 P.M and 5:00 A.M was prohibited. Women were allowed to work for 11hours in a day with One and half hours rest Provisions relating to the better ventilation,cleanliness and for preventing over crowding infactories were also made.The Government of India appointed aCommission in 1907 to study the workingconditions of labour in industry and makerecommendations of this commission. A more comprehensive Act was introduced in 1911 on the basis of recommendations. The Indian factories act was applicable also toseasonal factories working for less than 4months in a year. The hours of work for children were reduced to 6 per day. The hours of work of an adult male worker were specified for the first time to 12 hours a day. Certain provisions were also made for the health and safety of the industrial workers. Voluntary action in the field of labour welfare also made considerable progress.The

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Amalgamated Society of Railway Servants of Indiaand Burma (1897) started a no. of friendly benefitschemes, night schools, educational stipends etc. The out break of First World war in 1914 led to a number of new developments. The Russian Revolution laid a tremendous impact on the attitudes of government and society towards labour. The working class became more conscious as a result of the general unrest following the war. The establishment of the International Labourorganization in 1919 was another importantlandmark in the history of labour welfaremovement in our country.The I.L.O declared that universal peace can be established only if it is based upon social justice. As a result of all these developments theimportance of labour in economic and

socialreconstruction of the world was recognized. All these factors created background of newFactory act and Government of India passed theIndian Factories (Amendment) Act in 1922.The Royal Commission on Labour underthe chairmanship of J.H whitley wasappointed in 1929 to enquire into andreport on the existing conditions of labourin industrial undertakings plantations,mines etc.The Commission madeindepth survey ofdifferent aspects ofhealth,welfare,standard of living etc Apart from amending and consolidating all theprevious enactments the Factories Act 1934introduced a number of important changes.Various provisions were amended related to women and child. A number of committees were set up byProvincial governments to enquire into theworking conditions if labour including theprovision of Housing facilities. Another milestone in the field of labour welfarewas reached with the appointment of LabourInvestigation Committee in 1944.The committee was asked to investigate theproblems relating to the wages andearnings,employment,housing and socialconditions of the workers. The committee also covered the different areasin labour welfare such as

housingpolicy,rest,occupationaldiseases,creched,medical aids and so on.For the first time in the India this committeehighlighted the importance of the welfaremeasures improving their social and economiclife. The Second world war brought about farreaching consequences in all fields ofactivities.The government took the initiative andactively promoted various welfare activitiesamong industrial employees.A number of legislations for the welfare of the working classes were also enacted AFTER INDEPENDENCE After independence, the labour welfare movement acquired new dimensions. It was realized that labour welfare had apositive role to play in increasingproductivity and reducing
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industrialtensions.The state began to realize its socialresponsibilities towards weaker sections ofthe society. The emergence of different central trade union organizations like

INTUC,HMS,UTUC,BMS,CITU,NLO, gave further flip to the growth of labour welfare movement. On the basis of the recommendations of the Rege committee, the Government of India enacted the Factories Act 1948. To draft the important piece of legislation the service of Sir Wilfrid were utilizedSir Wilfrid drafted the legislation in detail using his wide experience of Factory Law. The Factories Act,1948 came into effect from 1st April,1949. The act implies to all establishmentsemploying 10 or more workers wherepower is used and 20 or more workerswhere power is not used. The Direorectorate General of FactoryAdvice Service and Labour Institutescoordinate the work of enforce the work ofenforcement of the Factories Act and theRules and suggest amendments to the Actand rules in consultation with the statechief Inspectors of Factoriesthe Constitution of India enshrined a list offundamental rights and Directive principles ofstate policy for the achievement of social orderbased on Justice, Equality and Fraternity.It is stated in the chapter embodying theDirective Principles that the state shall strive topromote the welfare of the people by securingand protecting effectively as it may a socialorder in which Justice,Social,economical shallinform all the institutions of national life Various labour welfare activities were incorporated different five year plans. The First five year plan (1951-56) paidconsiderable attention to the workingclasses.It laid emphasis on the development of welfare facilities,for avoidance ofindustrial disputes and for creating mutualgoodwill and understandings. During this period Plantations Labour Act,1951and Mines Act,1952, EPF Act,1952 wereenacted.During Second Five Year plan (1956-61) the importance of better working conditions had been progressively recognized. The second five year plan saw further developments in the field of labour welfare. The second Five year plan period also saw a number of enactments in the field of industrial housing by various state governments. The third five year plan (1961-66) stressed theneed for more effective implementation ofvarious statutory welfare provisions. The third five year plan also recommendedsetting up of co-operative credit societies and consumers stores for industrial workers andemphasized role of trade unions and voluntaryorganizations.Some of the legislative measures during thirdfive year plan includes Maternity BenefitAct,1961, Apprentice Act,1961,Payment ofBonus Act,1965 etc. The fourth five year plan (1969-74) provided for the expansion of the Employees State
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Insurance Scheme tocover medical facilities to the families of insured persons.During fourth five year plan Contract labourAct,1970,Payment of Gratuity Act,1972,Employees Family Pension Scheme 1971 were passed. The fifth five year plan (1974-79) also laid down programmes for labour welfare. Fifth five year plan provided for setting up of safety cells in various states. Amount of 57 crores was providedfor labour welfare In Sixth five year plan (1980-85) according toplanning commission the thrust of theprogrammes should be on implementingeffectively the measures contemplated indifferent legislative enactments and extendingcoverage of EPF and Family Pension Scheme. In the Seventh Five year plan emphasis wasgiven on labour welfare,improvement of livingand working condition of unorganisedlabour notonly in rural areas bur urban areas also. The plan laid down certain major tasks for women labour like, a) to treat them asspecific target groups in all ruraldevelopmental programmes. b) toencourage appropriate technologies,equipments and practices for reducingtheir drudgery(labour). c) to increase womens participation in trade unions anddecision making etc. The Eighth five year plan (1992-97) laid stress onstrategic improvement in the quality oflabour,productivity,skills and working conditions,provisions of welfare and social security measures. The programmes emphasized on skillformation,promotion of industrial and

minessafety,prevention of self employment,rehabilition ofbonded labour etc. The committee on labour welfare (1966-69) set up by thegovernment of India under the chairmanship of Shri R.KMalviya reviewed the length the functioning of varioussalutatory and non statutory welfare schemes inindustrial establishments. Labour and Labour Welfare sub-sector consists of six main programmes viz. Labour Administration, Rehabilitation of bonded labour, Assistance to Labour Cooperatives, Craftsmen training programme, Apprenticeship training programme, Employment Services and Sanjay Gandhi SwavalambanYojana. The National Commission on Labour (1966-69)also covered several aspects of welfare servicesin different establishments and made usefulsuggestions for their improvement.The above survey of the labour welfaremovement shows that there are two types in thedevelopment of Labourwelfare .Firstly amovement through voluntary effort by someemployers and secondly the legislativemovement. In the field of labour welfare government is now playing a triple role that of alegislator,
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Administrator and promoter.In spite of all these efforts the labourwelfare work in India is still considerablybelow the standard set up in the othercountries. 2.2 LITERATURE REVIEW: Human resource management is the process of procuring, developing, maintaining, and controlling human resource for effective achievement of organizational goals. This project is forced on employee welfare measures and employee morale. 2.2.1 EMPLOYEE WELFARE DEFINITION Employee welfare means the effort to make life worth living for workmen .when all basic facilities are provided and employees obtain satisfaction then the productivity can be increased and developed of the organizational will be possible CONDITION OF WORK ENVIRONMENT 1) Working condition  Temperature  Ventilation  Lighting  Dust  Smoke  Fumes and gases  Noise  Humidity  Posture simple  Hazard and safety complex device 2) Factory sanitation and cleanliness  Provision of urinals in factories  Provision of spittoons  Provision for the disposal of waste and rubbish  Provision for water disposal (drainage)  Provision of proper bathing and washing facilities  Cleanliness, white- washing and repair of buildings and workshops  Care and maintenance of open spaces, gardens, roads, etc 3) Welfare amenities  Provision and care of drinking water  Canteen services
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 Lunch  Rest room  Crches  Clock rooms  Other amenities 2.2.2 EMPLOYEES HEALTH SERVICES 1) Factory health services  Medical examination of employees  Factory dispensary and clinical treatment  First aid and ambulance room  Treatment of accidents  Health education and research 2) Recreation  Play grounds for physical recreation (athletics, games, gymnastics, etc)  Social and cultural recreation (singing, music, dancing drama, etc) 3) Workers education  Education to improve skills and earning capacity  Literacy  Library, audio visual education, lecture programmers  Workers educational scheme and its working 4) Economic services  Employees co-operative societies  Grain shops and fair price shops  Housing co-operatives 5) Housing for employees and community services 2.2.3EMPLOYEE SERVICES AND BENEFITS These are concernedwith the process of sustaining and maintaining the work force in an organization. They include  Safety provision inside the workshop  Employee counselling  The medical services  The recreational and other welfare facilities
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 Fringe benefits and supplementary items 2.2.4EMPLOYEE MORALE- DEFINITION According to flippo morale is a mental condition or attitudes of individuals end group which determines their as a mental condition or attitude of individuals and group which determines their willingness to co- operate. Good morale is evidenced by employee enthusiasm, voluntary conformance with regulations and orders, and a willingness to co-operate with others in the accomplishment of an organizations objectives. In the words of jucious, morale is a state of mind or a willingness to work which intern effect individuals and organizational objectives morale, he adds consists of what is it? what does it do? where does it reside? whom doesnt affect? and what does it affect ? jucious answers his own question thus: WHAT IS IT?-it is an attitude output, the quality of a product, cost, co-operation, discipline, enthusiasm, initiative and other aspects of success. WHERE DOES IT RESIDE?-it resides in minds, attitudes and emotion of individuals themselves and in the reactions of their group. WHOM DOES IT AFFECT?-it affects the employees and executives in their interactions. Ultimately it affects the consumers and the community. WHAT DOES IT AFFECT?-it affects an employees or groups willingness to work and cooperative in the best interests of the individuals or groups and the organizations for which they work. THE ABOVE DEFINITIONS REVEAL THE FOLLOWING FEATURES OF MORALE: i. ii. iii. iv. v. vi. Morale is a state of mind. It reflects mental health It is the aggregate of attitudes, feelings, emotions, sentiments, etc. Morale is of two typesIndividual morale which means a persons attitude towards life, and Group morale which implies the collective attitudes of a group of persons. Morale is a relative term. It may be high or low. When employees feel enthusiastic and optimistic about activities, satisfied with the job and friendly to each other, they are said to have high morale. On the other hand, if they feel dissatisfied, pessimistic and irritated, their moral is said to below. i. Moral influence human behavior and performance.

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ii. iii. iv.

Morale is a psychological feeling. Morale is intangible. It cannot by increased directly. Morale is a contagious phenomenon. Individuals transmit their attitudes to each other.

2.2.5 IMPORTANCE OF MORALE According to napoleon, in war conditions make up three quarters of the game, the relative balance of manpower accounts for the remaining quarter. Morale is equally important in management . High morale mean willing cooperation and loyalty to the organization, employees with high morale take greater interest in the job, feel a sense of identity with the organization and take pride in it. High morale is an index of sound industrial relations. It helps the management in overcoming labour-turnover, absenteeism, indiscipline, grievances and other labour problem. Possible effects of high morale 1. Higher performance 2. Better quality of work 3. Low absenteeism 4. Low labour turnover 5. Good discipline 6. Fewer industrial accidents 7. Stability and growth of the organization 2.2.6 MEASURES FOR BUILDING HIGH MORALE Morale building is a difficult exercise as it involves removing misconceptions, changing attitudes and dealing with emotions. The following measures may be helpful in improving employee morale. 1. Proper work environment: adequate lighting, proper ventilation noise free work place, regular rest periods and other facilities should be provided to workers. Congenial work environment helps to improve attitudes of employees. 2. Job security: when employees are under a constant fear of losing the job, their morale cannot be high. Therefore, reasonable security of job should be guaranteed. 3. Sound compensation system: a just and fair wage structure with proper incentivesfor efficient performance is very helpful in building morale.

20

4. Sound promotion policy: adequate opportunities for career growth and advancement are essential for raising the morale of ambitious and hardworking employees. It provides recognition for achievement and inspires employees. 5. Job enrichment: job enrichment provides recognition, growth and responsibility. Greater authority should be delegated to provide work autonomy to the employee. Job rotation also helps to improve employee morale. 6. Grievance procedures: a sound procedure should be installed for quick and impartial redressal of employees grievance. Such a procedure will help to void dissatisfaction and negative attitude among employees. 7. Suggestion scheme: management should install a proper system by which employees can suggest changes. Useful suggestions should be rewarded and widely recognized. This will create a sense of involvement and loyalty among workers. 8. Employee counselling: managers should regularly provide guidance, advice and assistance to employees to help them in tackling their personal and work- related problems. Counselling will create confidence among employees and improve their attitudes. 9. Workers participation in management: participation of employees in the process of decision-making helps to improve mutual understanding. It also promotes team spirit and sense of belonging among workers. 10. Creation of whole jobs: a complete job should be assigned to an employee. Jobs should be enlarged to provide variety of tasks. Flexible working hours and job sharing may also be helpful raising morale. 2.2 LITERATURE REVIEW: Thesis Title: A Study on Labour Welfare Measures in PublicSector Transport Corporation Author: DR.C.VIJAYA BANU,Senior Assistant Professor,School of Management,SASTRA University,Thanjavur Co-Author: M.J. ASHIFA, MBA student,School of Management,SASTRA

University,Thanjavur Objectives  To study the satisfaction level of individual labour welfare schemes, family welfare schemes offered by public sector transport corporation  To study on Labour Welfare Measures in Public Sector Transport Corporation.  To analyses the various dimensions of labour welfare measures that are Perceived by the
21

labour  To highlights the perception of the labour regarding the various  welfare measures provided to them  To suggest suitable recommendations to improvelabour welfare Measures in public sector transport corporation. Findings  It was found that under working experience, majority of the respondents had 11 to 15  years of experience.  It was found that under the satisfaction of welfare measures of Public Sector Transport  Corporation majority of the respondents belong to neutral level and some of them were  highly satisfaction.  It was found that majority of the respondents were satisfied with working environment.  It was found that majority of the respondents were dissatisfied with the service provided  in the canteen.  It was found that majority of the respondents were dissatisfied with the night duty.  It was found that majority of the respondents were dissatisfied with the rest room  facilities.  In 2007 settlement majority of the respondents were dissatisfied in the implementation  gratuity.  89% of the respondents said that workload is very high.  65% of the respondents said that the leave facility is at moderate level.  It has been observed that 46% of the respondents were highly satisfied with the job 43%  of the respondents were satisfied with their job and 11% of them were at neutral level. Conclusion Through the research, it is suggested that the Government should take a keen interest to fill u the vacancies to share the work among them as the employees felt that the workload is very high. Some of the welfare measures like housing facilities; loan facilities, Rest Room facility, Housing Facilities and Gratuity should be incorporated along with welfare measures in order to satisfied employees and so the job performance can be improved. The corporation should take necessary steps to improve these measures. By doing this the employee can do their job more effectively and efficiently. Thesis Title:A Study on the various welfare and thier impact on QWL provided by the textile mils with reference to salem district, tamilnadu, india
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Author: A Sabarirajan, T.meharajan, B. Arun Lecturer, Department of Management Studies, PSNA college of Engineering and technology Dindugal, India Objectives: To study the various welfare measures provided by the textile industry and its impact on quality of work life among the employees inSalem district, Tamil Nadu. Findings  Most of the employees are highly benefited with the welfare measures provided by the mills.  The employees on the show positive attitude towards the provision of the welfare measures.  On the whole, majority of the employees are highly satisfied with the welfare measures provided by the textiles mills.  Most of the employees having between 5 10 years of experience are highly satisfied with the safety measures, working conditions, etc. Conclusion Generally, welfare measures are recreational, medical, educational, housing, sanitation and so on. Every organization provides the statutory welfare measures but some organization provides some more welfare facilities to the employees so that they may retain the employees and their quality of work life. By the result of improved quality of work life among the employees their involvement in job gets increased and results in increased productivity of the organization. The organizations maintaining smooth relationship between workers and management, which leads to attainment of organization efforts. By conducting this study we could infer that the Employees of Textile Mills in Salem district are satisfied with the welfare measures provided by their organization.

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Chapter:3 DATA ANALYSIS AND INTERPRETATION Table:1 Age Frequency Percent Valid Percent Cumulative Percent Below 20 21 to 30 Valid 31 to 40 41 to 50 Above 50 Total 1 11 11 9 1 33 3.0 33.3 33.3 27.3 3.0 100.0 3.0 33.3 33.3 27.3 3.0 100.0 3.0 36.4 69.7 97.0 100.0

Chart:1

Inference From the above table it is inferred that 33.3% of the respondents belong to 21 to 30 age group and 31 to 40 age group respectively.27.3% of the respondents belong to 41 to 50 age group. 3.0% of the respondents belong to below 20 and above 50 age group respectively.

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Table:2

Gender Frequency Percent Valid Percent Cumulative Percent Male Valid Female Total 19 14 33 57.6 42.4 100.0 57.6 42.4 100.0 57.6 100.0

Chart:2

Inference From the above the table it is inferred that 57.6 of the respondents are male employees and 42.4 employees are female employees.

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Table : 3

Marital status Frequency Percent Valid Percent Cumulative Percent Single Valid Married Total 11 22 33 33.3 66.7 100.0 33.3 66.7 100.0 33.3 100.0

Chart :3

Inference From the above table it is inferred that 66.7% of the respondents are married, and 33.3% of the respondents are single in ICF.

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Table:4

Educational Qualification Frequency Percent Valid Percent Cumulative Percent Diploma Valid UG PG Total 3 17 13 33 9.1 51.5 39.4 100.0 9.1 51.5 39.4 100.0 9.1 60.6 100.0

Chart:4

Inference From the above table it is inferred that 51.5% of the respondents are UG, 39.4% of the respondents are PG, and 9.1% of the respondents are diploma holders.

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Table:5

Designation Frequency Percent Valid Percent Cumulative Percent Clerk group 2 Clerk group 1 Valid Supervisor Office superintend Total 11 12 9 1 33 33.3 36.4 27.3 3.0 100.0 33.3 36.4 27.3 3.0 100.0 33.3 69.7 97.0 100.0

Chart:5

Inference From the above table it is inferred that 36.4% of the respondents are clerks, 33.3% of the respondents are clerk II, 27.3% of the respondents are supervisors and 3.0% of the respondents are office superintends.

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Table:6

Income Below 10000 10000 to 20000 Valid 20000 to 30000 30000 to 40000 Total

Frequency Percent Valid Percent Cumulative Percent 4 17 11 1 33 12.1 51.5 33.3 3.0 100.0 12.1 51.5 33.3 3.0 100.0 12.1 63.6 97.0 100.0

Chart:6

Inference From the above table it is inferred that 51.5% of the respondents are belongs to 10000 to 20000 income group, 33.3% of the respondents are belongs 20000 to 30000 income group,12.1% of the respondents are belongs to below 10000 income group, and 3.0% of the respondents are belongs to 30000to 40000 income group in ICF.

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Table:7

Career growth Career growth Neither satisfied nor dissatisfied Satisfied Valid Highly satisfied Total Mean Std. Deviation 33 100.0 Frequency Percent Valid Percent 33.3 60.6 6.1 100.0 3.73 .574 Cumulative Percent 33.3 93.9 100.0

11 20 2

33.3 60.6 6.1

Chart:7

Inference From the above table it is inferred that 60.6%of the respondents are satisfied, 33.3% of the respondents are neither satisfied nor dissatisfied.6.1% of the respondents are highly satisfied with career growth opportunities at ICF.

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Table:8

Working environment Frequency Percent Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std. Deviation 33 100.0 1 4 23 5 3.0 12.1 69.7 15.2 Valid Percent 3.0 12.1 69.7 15.2 100.0 3.97 .637 Cumulative Percent 3.0 15.2 84.8 100.0

Chart:8

Inference From the above table it is inferred that 69.7% of the respondents are satisfied, 15.2% of the respondents are highly satisfied, 12.1% of the respondents are neither satisfied nor dissatisfied and 3.0% of the respondents are dissatisfied with the working environment in ICF.

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Table:9

Safety practices Frequency Percent Neither satisfied nor dissatisfied Satisfied Valid Highly satisfied Total Mean Std. Deviation 33 100.0 Valid Percent 33.3 54.5 12.1 100.0 3.79 .650 Cumulative Percent 33.3 87.9 100.0

11 18 4

33.3 54.5 12.1

Chart:9

Inference From the above table it is inferred that 54.5% of the respondents are satisfied, 33.3% of the respondents are neither satisfied nor dissatisfied, and 12.1% respondent are highly satisfied with the safety practices for the welfare of its workers in ICF.

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Table:10 Staff benefit fund Frequency Percent Highly dissatisfied Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std. Deviation 33 100.0 2 2 3 24 2 6.1 6.1 9.1 72.7 6.1 Valid Percent 6.1 6.1 9.1 72.7 6.1 100.0 3.67 .924 Cumulative Percent 6.1 12.1 21.2 93.9 100.0

Chart:10

Inference From the above table it is inferred that 72.7% respondent are satisfied, 9.1% respondent are neither satisfied nor dissatisfied, and 6.1% of the respondents are highly dissatisfied, dissatisfied and highly dissatisfied respectively with staff benefit funds in ICF.

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Table:11 Recreation Frequency Percent Highly dissatisfied Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std. Deviation 33 100.0 1 5 7 19 1 3.0 15.2 21.2 57.6 3.0 Valid Percent 3.0 15.2 21.2 57.6 3.0 100.0 3.42 .904 Cumulative Percent 3.0 18.2 39.4 97.0 100.0

Chart:11

Inference From the above table it is inferred that 57.6% of the respondents are satisfied, 21.2% of the respondents are neither satisfied nor dissatisfied, 15.2% of the respondents are dissatisfied, and 3.0% of the respondents are highly dissatisfied and highly satisfied respectively with recreation of employees provided by ICF.
34

Table:12 Children's education Frequency Percent Highly dissatisfied Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std.Deviation 33 100.0 2 1 5 20 5 6.1 3.0 15.2 60.6 15.2 Valid Percent 6.1 3.0 15.2 60.6 15.2 100.0 3.76 .969 Cumulative Percent 6.1 9.1 24.2 84.8 100.0

Chart:12

Inference From the above table it is inferred that60.6% of the respondents are satisfied,15.2% of the respondents are neither satisfied nor dissatisfied, 6.1% of the respondents are highly dissatisfied and 3.0% of the respondents are dissatisfied with educational assistance provided for the childrens education provided by ICF.

35

Table:13 Death in harness Frequency Percent Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std. Deviation 33 100.0 2 7 20 4 6.1 21.2 60.6 12.1 Valid Percent 6.1 21.2 60.6 12.1 100.0 3.79 .740 Cumulative Percent 6.1 27.3 87.9 100.0

Chart:13

Inference From the above table it is inferred that 60.6% of the respondents are satisfied, 21.1% of the respondents are neither satisfied nor dissatisfied, 12.1% of the respondents are highly satisfied and 6.1% of the respondents are dissatisfied with organizations policy for death in harness.

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Table:14 Appreciation for excellence Frequency Percent Highly dissatisfied Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std. Deviation 33 100.0 1 2 10 17 3 3.0 6.1 30.3 51.5 9.1 Valid Percent 3.0 6.1 30.3 51.5 9.1 100.0 3.58 .867 Cumulative Percent 3.0 9.1 39.4 90.9 100.0

Chart:14

Inference From the above table it is inferred that 51.5% of the respondents are satisfied, 30.3% of the respondents are neither satisfied nor dissatisfied, 9.1% of the respondents are highly satisfied, 6.1% of the respondents are dissatisfied, and 3.0% of the respondents are highly dissatisfied on appreciation and recognition given to employees for their excellence.

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Table:15 Post death formalities Frequency Percent Valid Percent Cumulative Percent Highly dissatisfied Dissatisfied Satisfied Valid Highly satisfied Total Mean Std,Deviation 33 100.0 2 3 21 7 6.1 9.1 63.6 21.2 6.1 9.1 63.6 21.2 100.0 3.85 1.064 6.1 15.2 78.8 100.0

Chart:15

Inference From the above table it is inferred that 63.6% of the respondents are satisfied, 21.2% of the respondents are highly satisfied, 9.1% of the respondents are dissatisfied, and 6.1% of the respondents are highly dissatisfied with assistance for post death formalities of employees and relatives.

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Table:16 Retirement benefit Frequency Percent Highly dissatisfied Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std. Deviation 33 100.0 3 2 2 19 7 9.1 6.1 6.1 57.6 21.2 Valid Percent 9.1 6.1 6.1 57.6 21.2 100.0 3.76 1.146 Cumulative Percent 9.1 15.2 21.2 78.8 100.0

Chart:16

Inference From the above table it is inferred that 57.6% of the respondents are satisfied, 21.2% of the respondents are highly satisfied, 9.1% of the respondents are highly dissatisfied, 6.1% of the respondents are dissatisfied and neither satisfied nor dissatisfied towards retirement benefit in ICF.

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Table:17

HRA Frequency Percent Highly dissatisfied Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std. Deviation 33 100.0 1 1 7 18 6 3.0 3.0 21.2 54.5 18.2 Valid Percent 3.0 3.0 21.2 54.5 18.2 100.0 3.82 .882 Cumulative Percent 3.0 6.1 27.3 81.8 100.0

Chart:17

Inference From the above table it is inferred that 54.5% of the respondents are satisfied, 21.2% of the respondents are neither satisfied nor dissatisfied, 18.2% of the respondents are highly satisfied, 3.0% of the respondents are highly dissatisfied and dissatisfied with HRA in ICF.

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Table:18 Canteen subsidy Frequency Percent Highly dissatisfied Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std. Deviation 33 100.0 4 5 10 12 2 12.1 15.2 30.3 36.4 6.1 Valid Percent 12.1 15.2 30.3 36.4 6.1 100.0 3.09 1.128 Cumulative Percent 12.1 27.3 57.6 93.9 100.0

Chart:18

Inference From the above table it is inferred that 36.4% of the respondents are satisfied,30.3% of the respondents are neither satisfied nor dissatisfied,15.2% of the respondents are dissatisfied, 12.1% of the respondents are highly dissatisfied, 6.1% of the respondents are highly satisfied with canteen subsidy in ICF.

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Table:19

Festival allowance Frequency Percent Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std.Deviation 33 100.0 2 5 19 7 6.1 15.2 57.6 21.2 Valid Percent 6.1 15.2 57.6 21.2 100.0 3.94 .788 Cumulative Percent 6.1 21.2 78.8 100.0

Chart:19

Inference From the above table it is inferred that 57.6% of the respondents are satisfied, 21.2% of the respondents are highly satisfied, 15.2% of the respondents are neither satisfied nor dissatisfied, and 6.1% of the respondents are dissatisfied with festival allowance provided by ICF.

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Table:20

Rest room Frequency Percent Highly dissatisfied Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std. Deviation 33 100.0 4 3 11 13 2 12.1 9.1 33.3 39.4 6.1 Valid Percent 12.1 9.1 33.3 39.4 6.1 100.0 3.18 1.103 Cumulative Percent 12.1 21.2 54.5 93.9 100.0

Chart:20

Inference From the above table it is inferred that 39.4% of the respondents are satisfied, 33.3% of the respondents are neither satisfied nor dissatisfied, 12.1% of the respondents are highly dissatisfied, 9.1% of the respondents are dissatisfied, and 6.1% of the respondents are highly satisfied with rest room facility in ICF.

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Table:21 Training program Frequency Percent Highly dissatisfied Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std. Deviation 33 100.0 2 4 10 15 2 6.1 12.1 30.3 45.5 6.1 Valid Percent 6.1 12.1 30.3 45.5 6.1 100.0 3.33 .990 Cumulative Percent 6.1 18.2 48.5 93.9 100.0

Chart:21

Inference From the above table it is inferred that 45.5% of the respondents are satisfied, 30.3% of the respondents are neither satisfied nor dissatisfied, 12.1% of the respondents are dissatisfied, 6.1% of the respondents are highly dissatisfied and highly dissatisfied towards training program conducted in ICF.

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Table:22 Counseling Frequency Percent Highly dissatisfied Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std. Deviation 33 100.0 2 2 15 13 1 6.1 6.1 45.5 39.4 3.0 Valid Percent 6.1 6.1 45.5 39.4 3.0 100.0 3.27 .876 Cumulative Percent 6.1 12.1 57.6 97.0 100.0

Chart:22

Inference From the above table it is inferred that 45.5% of the respondents are neither satisfied nor dissatisfied, 39.4% of the respondents are satisfied, 6.1% of the respondents are highly dissatisfied and dissatisfied, 3.0% of the respondents are highly dissatisfied with counseling process provided by ICF.

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Table:23 First aid Frequency Percent Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std.Deviation 33 100.0 2 14 14 3 6.1 42.4 42.4 9.1 Valid Percent 6.1 42.4 42.4 9.1 100.0 3.55 .754 Cumulative Percent 6.1 48.5 90.9 100.0

Chart:23

Inference From the above table it is inferred that 42.4% of the respondents are neither satisfied nor dissatisfied and satisfied, 9.1% of the respondents are highly satisfied, 6.15 of the respondents are dissatisfied with first aid facilities provided by ICF.

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Table:24 Grievance handling Frequency Percent Highly dissatisfied Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std. Deviation 33 100.0 1 4 10 16 2 3.0 12.1 30.3 48.5 6.1 Valid Percent 3.0 12.1 30.3 48.5 6.1 100.0 3.42 .902 Cumulative Percent 3.0 15.2 45.5 93.9 100.0

Chart:24

Inference From the above table it is inferred that 48.5% of the respondents are satisfied, 30.3% of the respondents are neither satisfied nor dissatisfied, 12.1% of the respondents are dissatisfied, 6.1% of the respondents are highly satisfied, 3.0% of the respondents are highly dissatisfied on the grievance handling procedure in the company.

47

Table:25 Shift timing Frequency Percent Highly dissatisfied Dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std. Deviation 33 100.0 1 2 8 21 1 3.0 6.1 24.2 63.6 3.0 Valid Percent 3.0 6.1 24.2 63.6 3.0 100.0 3.58 .792 Cumulative Percent 3.0 9.1 33.3 97.0 100.0

Chart:25

Inference From the above table it is inferred that 63.6% of the respondents are satisfied, 24.2% of the respondents are neither satisfied nor dissatisfied, 6.1% of the respondents are dissatisfied, and 3.0% of the respondents are highly dissatisfied and highly satisfied towards work shift timing in ICF.

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Table:26 Medical facility Frequency Percent Highly dissatisfied Neither satisfied nor dissatisfied Valid Satisfied Highly satisfied Total Mean Std, Deviation 33 100.0 2 4 19 8 6.1 12.1 57.6 24.2 Valid Percent 6.1 12.1 57.6 24.2 100.0 3.94 .966 Cumulative Percent 6.1 18.2 75.8 100.0

Chart:26

Inference From the above table it is inferred that 57.6% of the respondents are satisfied, 24.2% of the respondents are highly satisfied, 12.1% of the respondents are neither satisfied nor dissatisfied, and 6.1% of the respondents are highly dissatisfied towards medical facility in ICF.

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Table:27

Housing Frequency Percent Valid Percent Cumulative Percent No Valid Yes No opinion Total 2 30 1 33 6.1 90.9 3.0 100.0 6.1 90.9 3.0 100.0 6.1 97.0 100.0

Chart:27

Inference From the above table it is inferred that 90.9% of the respondents enjoying, 6.1% of the respondents are not enjoying 3.0% of the respondents are not ready to answer about the housing facility in ICF.

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Table:28

Recreation Frequency Percent Valid Percent Cumulative Percent No opinion Valid No Yes Total 1 5 27 33 3.0 15.2 81.8 100.0 3.0 15.2 81.8 100.0 3.0 18.2 100.0

Chart:28

Inference: From the above table it is inferred that 81.15 of the respondents are enjoying, 15.2% of the respondents are not enjoying, and 3.05 of the respondents dont have opinion about the recreation facility provided by ICF.

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Table:29

Uniform Frequency Percent Valid Percent Cumulative Percent No opinion Valid No Yes Total 4 18 11 33 12.1 54.5 33.3 100.0 12.1 54.5 33.3 100.0 12.1 66.7 100.0

Chart:29

Inference: From the above table it is inferred that 54.5% of the respondents are not using, 33.3% of the respondents are using, and 12.1% of the respondents are not ready to answer about the uniform facility provided by ICF.

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Table:30

Health insurance Frequency Percent Valid Percent Cumulative Percent No opinion Valid No Yes Total 3 15 15 33 9.1 45.5 45.5 100.0 9.1 45.5 45.5 100.0 9.1 54.5 100.0

Chart:30

Inference: From the above table it is inferred that 45.5% of the respondents are enjoying, 45.5% of the respondents are not enjoying, and 9.1% of the respondents are not ready to answer about the health insurance provided by ICF.

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Table:31

working condition Frequency Percent Valid Percent Cumulative Percent No opinion Valid No Yes Total 6 5 22 33 18.2 15.2 66.7 100.0 18.2 15.2 66.7 100.0 18.2 33.3 100.0

Chart:31

Inference: From the above table it is inferred 66.7% of the respondents are enjoying, 18.2% of the respondents dont have opinion, and 15.2% of the respondents are not enjoying the working condition in ICF

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Table:32

Lighting and ventilation Frequency Percent Valid Percent Cumulative Percent No opinion Valid No Yes Total 1 3 29 33 3.0 9.1 87.9 100.0 3.0 9.1 87.9 100.0 3.0 12.1 100.0

Chart:32

Inference: From the above table it is inferred that 87.9% of the respondents are enjoying, 9.1% of the respondents are not enjoying, and 3.0% of the respondents are not having opinion about the lighting and ventilation provided by ICF.

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Table:33

Water Frequency Percent Valid Percent Cumulative Percent No opinion Valid No Yes Total 1 8 24 33 3.0 24.2 72.7 100.0 3.0 24.2 72.7 100.0 3.0 27.3 100.0

Chart:33

Inference: From the above table it is inferred that 72.7% of the respondents using, 24.2% of the respondents are not using, and 3.0% of the respondents are not ready to answer about the water facility provided by the ICF.

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Table:34 Rest Room Frequency Percent Valid Percent Cumulative Percent No opinion Valid No Yes Total 6 7 20 33 18.2 21.2 60.6 100.0 18.2 21.2 60.6 100.0 18.2 39.4 100.0

Chart:34

Inference: From the above table it is inferred that 60.6% of the respondents are utilizing, 21.1% of the respondents are not utilizing, and 18.2% of the respondents are not answering about the rest room facility provided by ICF.

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STATISTICAL TEST AND INTERPRETATION CHI-SQUARE TEST Aim: To set the significant difference between designation with housing facilities available. H0: There is no significant difference between designation with housing facilities available. H1: There is significant difference between designation with housing facilities available. Table:35 Chi-Square Tests Value df Asymp. Sig. (2-sided) Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 11.418a 12 13.394 12 .214 33 1 .493 .341 .644

a. 18 cells (90.0%) have expected count less than 5. The minimum expected count is .03. Chart:35

Interference: Calculated value is 0.493 and table value is 4.404. Calculated value is less than the tabulated value. Hence we have to accept Ho There is no significant difference between designation with housing facilities available.

58

(b)CHI-SQUARE TEST Aim: To set the significant difference between gender with restroom facilities available in ICF Chennai. H0: There is no significant difference between gender with restroom facilities available in ICF Chennai. H1: There is significant difference between gender with restroom facilities available in ICF Chennai. Table:36 Chi-Square Tests Value df Asymp. Sig. (2-sided) Pearson Chi-Square Likelihood Ratio 1.971a 4 2.015 4 1 .741 .733 .642

Linear-by-Linear Association .216 N of Valid Cases 33

a. 7 cells (70.0%) have expected count less than 5. The minimum expected count is .85 Chart:36

Interference: Calculated value is 1.971 and table value is 0.484. Calculated value is less than the tabulated value. Hence we have to accept Ho There is significant difference between gender with restroom facilities available in ICF Chennai.

59

ANOVA Aim: To find whether the mean score of marital status is same on recreation of employees. H0: The mean score of marital status is same on recreation of employees. H1: The mean score of marital status are not same on recreation of employees. Table:37 ANOVAb Model Regression 1 Residual Total Sum of Squares df Mean Square .004 7.329 7.333 1 31 32 .004 .236 F Sig.

.018 .894a

a. Predictors: (Constant), Recreation b. Dependent Variable: Marital status

Charts:37

Interference Calculated value is 0.18 and Tabulated value is 4.15. Calculated value is less than the tabulated value. Hence we have to accept Ho. The mean score of marital status is same on recreation of employees.

60

4 FINDINGS AND SUGGESTIONS Findings:  33.3% of the respondents belong to 21 to 30 age group, 33% of the respondents are 31 to 40 age group, 27.3% of the respondents belong to 41 to 50 age group and 3.0% of the respondents belong to below 20 and above 50 age group.  57.6 of the respondents are male and 42.4 are female.  66.7% of the respondents are married, and33.3% of the respondents are unmarried  51.5% of the respondents are UG, 39.4% of the respondents are PG, and 9.1% of the respondents are diploma holders.  36.4% of the respondents are belongs to clerk group 1, 33.3% of the respondents belongs to clerk group 2, 27.3% of the respondents belongs to supervisor and 3.0%of the respondents belongs to office superintend.  51.5% of the respondents are belongs to 10000 to 20000 income group,33.3% of the respondents are belongs 20000 to 30000 income group,12.1% of the respondents are belongs to below 10000 income group, and 3.0% of the respondents are belongs to 30000to 40000 income group.  60.6%of the respondents are satisfied, 33.3% of the respondents are neither satisfied nor dissatisfied.6.1% of the respondents are highly satisfied towards career growth.  69.7% of the respondents are satisfied, 15.2% of the respondents are highly satisfied,12.1% of the respondents are neither satisfied nor dissatisfied and 3.0% of the respondents dissatisfied towards working environment.  54.5% of the respondents are satisfied,33.3% of the respondents are neither satisfied nor dissatisfied, and 12.1% respondent are highly satisfied on safety practices for the welfare of its workers.  72.7% respondent are satisfied, 9.1% respondent are neither satisfied nor dissatisfied, and 6.1% of the respondents are highly dissatisfied, dissatisfied and highly dissatisfied towards staff benefit fund.  57.6% of the respondents are satisfied, 21.2% of the respondents are neither satisfied nor dissatisfied, 15.2% of the respondents are dissatisfied, and 3.0% of the respondents are highly dissatisfied and highly satisfied on recreation of employees.  60.6% of the respondents are satisfied,15.2% of the respondents are neither satisfied nor dissatisfied and highly satisfied, 6.1% of the respondents are highly dissatisfied and 3.0% of the respondents are dissatisfied on educational assistance provided for
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the childrens education.  60.6% of the respondents are satisfied, 21.1% of the respondents are neither satisfied nor dissatisfied, 12.1% of the respondents are highly satisfied and 6.1% of the respondents are dissatisfied towards organizations policy for death in harness.  51.5% of the respondents are satisfied, 30.3% of the respondents are neither satisfied nor dissatisfied, 9.1% of the respondents are highly satisfied, 6.1% of the respondents are dissatisfied, and 3.0% of the respondents are highly dissatisfied on appreciation and recognition given to employees for their excellence.  63.6% of the respondents are satisfied, 21.2% of the respondents are highly satisfied, 9.1% of the respondents are dissatisfied, and 6.1% of the respondents are highly dissatisfied on assistance for post death formalities of employees and relatives.  57.6% of the respondents are satisfied, 21.2% of the respondents are highly satisfied, 9.1% of the respondents are highly dissatisfied, 6.1% of the respondents are dissatisfied and neither satisfied nor dissatisfied towards retirement benefit.  54.5% of the respondents are satisfied, 21.2% of the respondents are neither satisfied nor dissatisfied, 18.2% of the respondents are highly satisfied, 3.0% of the respondents are highly dissatisfied and dissatisfied on HRA.  36.4% of the respondents are satisfied,30.3% of the respondents are neither satisfied nor dissatisfied,15.2% of the respondents are dissatisfied, 12.1% of the respondents are highly dissatisfied, 6.1% of the respondents are highly satisfied towards canteen subsidy.  57.6% of the respondents are satisfied, 21.2% of the respondents are highly satisfied, 15.2% of the respondents are neither satisfied nor dissatisfied, and 6.1% of the respondents are dissatisfied towards festival allowance provided.  39.4% of the respondents are satisfied, 33.3% of the respondents are neither satisfied nor dissatisfied, 12.1% of the respondents are highly dissatisfied, 9.1% of the respondents are dissatisfied, and 6.1% of the respondents are highly satisfied on rest room facility.  45.5% of the respondents are satisfied, 30.3% of the respondents are neither satisfied nor dissatisfied, 12.1% of the respondents are dissatisfied, 6.1% of the respondents are highly dissatisfied and highly dissatisfied towards training program conducted.  45.5% of the respondents are neither satisfied nor dissatisfied, 39.4% of the respondents are satisfied, 6.1% of the respondents are highly dissatisfied and

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dissatisfied, 3.0% of the respondents are highly dissatisfied towards counseling process.  42.4% of the respondents are neither satisfied nor dissatisfied and satisfied, 9.1% of the respondents are highly satisfied, 6.15 of the respondents are dissatisfied towards first aid provided.  48.5% of the respondents are satisfied, 30.3% of the respondents are neither satisfied nor dissatisfied, 12.1% of the respondents are dissatisfied, 6.1% of the respondents are highly satisfied, 3.0% of the respondents are highly dissatisfied on the grievance handling procedure in the company.  63.6% of the respondents are satisfied, 24.2% of the respondents are neither satisfied nor dissatisfied, 6.1% of the respondents are dissatisfied, and 3.0% of the respondents are highly dissatisfied and highly satisfied towards work shift timing.  57.6% of the respondents are satisfied, 24.2% of the respondents are highly satisfied, 12.1% of the respondents are neither satisfied nor dissatisfied, and 6.1% of the respondents are highly dissatisfied towards medical facility.  90.9% of the respondents enjoying, 6.1% of the respondents are not enjoying 3.0% of the respondents are not ready to answer about the housing facility.  81.15 of the respondents are enjoying, 15.2% of the respondents are not enjoying, and 3.05 of the respondents dont have opinion about the recreation facility.  54.5% of the respondents are not using, 33.3% of the respondents are using, and 12.1% of the respondents are not ready to answer about the uniform facility provided.  45.5% of the respondents are enjoying, 45.5% of the respondents are not enjoying, and 9.1% of the respondents not ready to answer about the health insurance.  66.7% of the respondents are enjoying, 18.2% of the respondents dont have opinion, and 15.2% of the respondents are not enjoying the working condition.  87.9% of the respondents are enjoying, 9.1% of the respondents are not enjoying, and 3.0% of the respondents are dont have opinion about the lighting and ventilation.  72.7% of the respondents using, 24.2% of the respondents are not using, and 3.0% of the respondents are not ready to answer about the water facility.  60.6% of the respondents are utilizing, 21.1% of the respondents are not utilizing, and 18.2% of the respondents are not answering about the rest room.

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Suggestions: From the research it is found that most of the employees believe that the current safety and welfare measures have created a good and healthy working environment between management and the employees which in turn states there complete level of satisfaction towards the measures. The report findings states to increase the employee working environment, will improve the work satisfaction. They can provide change in the recreation and cafeteria. Training program can be conduct frequently. Conclusion: It finally conclude by stating that safety acts as life line for the employees and welfare of the employees is to keep the morale and motivation of the employees always high to retain them for longer period of time which is very well understood by the management team of ICF and are taken very good care about these measures which has resulted in good level of satisfaction from employees towards safety and welfare measures From this study we can infer that the majority of the employees are satisfied with the welfare measures. The company can concentrate on other facility like crche facility, uniform and safety measures to boost the employees morale. The employee morale is good in the company.

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APPENDIX-1 RESEARCH TOOL Questionnaire A STUDY ON THE EMPLOYEE ATTITUDE TOWARDS WELFARE MEASURES IN ICF,CHENNAI Dear respondent, Im Archanadevi.K studying MBA II year in SKR Engineering College, Poonamallee, Chennai. For my academic purpose, I am undergoing a research on Welfare measures at ICF. For that I need your precious co-operation. I would be grateful if you kindly spare your valuable time to answer my Questions. This information will be used only for academic purpose and will be kept confidential. I. PERSONAL DETAILS Age Gender Marital status Educational qualification Designation Income II SATISFACTION TOWARDS WELFARE MEASURES INDICATE YOUR SATISFACTION LEVEL TOWARDS RATING GIVEN BELOW 5 HIGHLY SATISFIED 4 SATISFIED 3 NEITHER SATISFIED NOR DISSATISFIED 2 DISSATISFIED 1 HIGHLY DISSATISFIED S. No 1 2 STATEMENT The procedure adopted for career growth of workers Working environment of ICF Opinion

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3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

Safety practices for the welfare of its workers Staff benefit fund Recreation of employees Educational assistance provided for childrens education Organizations policy for death in harness Appreciation and recognition given to employees for their excellence Assistance for post death formalities of employees and relatives Retirement benefit HRA Canteen subsidy Festival allowance Rest room facility Training program conducted Counseling process First aid The grievance handling procedure in the company Work shift timings Medical facility

20. Which of the following facilities are provided by the company? FACILITY Housing Recreation Uniform YES NO NO OPINION

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Health insurance Conducive working conditions Lighting and ventilation Safe drinking water Rest room

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BIBLIOGRAPHY BOOKS 1.Kothari C.R., Research methodology, published by Tata McGraw- Hill published company Ltd., 13th Edition, 1982 2. Gupta, S.P., and Gupta, M.P., Business Statistics, Published by sultan Chand & Sons, 7th Edition, 1989 3. Personnel Management by C.B.Mamoria& S.V. Ganker, Published by Himalaya Publishing House. WEBSITES WWW.icf.com

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