A STUDY ON LABOUR WELFARE MEASURES IN THE LAKSHMI MILLS

COMPANY LIMITED, COIMBATORE

Dissertation submitted to Bharathiar University
in partial fulfillment of the requirements for the award of the degree of

MASTER OF PHILOSOPHY IN COMMERCE

Under the guidance of

Mrs.M.SHENBAGAVALLI M.Com.,M.Phil.,DCA.,D.Co.op,
Assistant Professor
Department of Commerce with Computer Applications

Submitted By
A.SANGEETHA
(Register No: 2014R1413)
Sri Jayendra Saraswathy Maha Vidyalaya College of Arts and Science
Contents…….
Introduction
Review of Literature
Industry & Company Profile
Data Analysis & Interpretation
Findings, Suggestion and Conclusion
Bibliography
Introduction…..
1.1 INTRODUCTION TO LABOUR WELFARE
The concept of Labour Welfare is flexible & elastic and
differs widely with times, regions, industry, social values
and customer’s degree of industrialization. The general
social economic development of people and the political
ideologies are prevailing at particular moments
The committee on the Labour Welfare has defined such
services and facilities as adequate canteens, rest and
recreation facilities, sanitary and medical facilities,
arrangement for travel to and from for the accommodation
of employees employed at a distance from their homes,
and such as other services and facilities including social
security measures, as contributed to continuous under
which workers are employed
OBJECTIVES OF LABOUR WELFARE…..
To secure employees loyalty and increase their morale.
To combat trade unionism.
To build stable labour force, to reduce labour turnover and
absenteeism.
To develop efficiency and productivity among workers.
To save one self from heavy taxes on surplus profit.
To each good will and enhance public image.
To reduce the threat of further government intervention.
To make recruitment more effective.
NEED FOR LABOUR WELFARE……
 Labour Welfare provides better life and maintains goodwill to
the employees. To meet their hopes and aspirations to reduce
frustrations, to provide amenities, to raise their morale by
elimination risk and insecurity, to reduce turn over and
absenteeism and to increase production and productivity by
improving the quality of work life. In short, welfare has come to
be known as “Internal Social responsibility” of the organization

APPROCHES OF LABOUR WELFARE

On the basis of location of welfare activities, labour welfare
work has been classified in to two specific categories, namely as
intramural and extra mural
APPROCHES OF LABOUR WELFARE…..
a.Intra Mural Activities
Consist of Labour Welfare schemes provided within
the functions such as
Drinking water
Toilets
Crèche
Washing facilities
Occupational Safety
Uniforms and protective clothing
Shift allowance
Canteen etc…
 APPROCHES OF LABOUR WELFARE
b.Extra Mural Activities
Deal with services and facilities provided outside the factory such as
Benevolent fund
Maternity benefits
Health and medical facilities
Education facilities
Housing facilities
Recreation facilities
Leave travel facilities
Worker’s co-operatives
Vocational training
Transport to and from place of work
Social insurance (gratuity, pension, PF etc) etc…
SCOPE OF LABOUR WELFARE…..
In the world of changing values, where ideologies are rapidly
undergoing transformation, rigid statements about the field of
Labour Welfare need to be revised. Labour Welfare work is
increasing with increasing opportunities and need to meet varying
situations. It is also increasing with the growing knowledge and
experience of techniques.

The interest of welfare activities is that it removes directly or

indirectly any hindrance physical or mental of the worker and
restores to him the peace and joy of living. Welfare work embraces
the worker, his wife and children.
WELFARE MEASURES INSIDE THE WORK PLACE
Conditions of the work environment
Conveniences
Workers health services
Women and child welfare
Workers recreation
Employment follow up
 OBJECTIVES OF THE STUDY
To study about the welfare facilities provided by
Lakshmi Mills to workers.
To find out the worker’s satisfaction in the
statutory welfare facilities.
To find out the worker’s satisfaction in the non-
statutory welfare facilities.
To identify workers opinion about welfare
facilities and to give recommendations
accordingly
LIMITATIONS OF THE STUDY
The present study is a micro level unit study. It is not applicable
anywhere else.
Due to the time constraint factor, 100 samples only were drawn
for the purpose of analyzing the present study.
The workers and majority of staff have not enough knowledge
with management terms, so it would have caused many problems
when they filled up their questionnaire.
Some workers were scared of the management to speak frankly
about the facts.
Most of the respondents co-operated by answering the
questionnaire with sincerity, but some of them were not aware of
the importance of the study.
RESEARCH METHODOLOGY
Research Methodology is a way to
systematically solve the research problem
SAMPLE DETAILS
Here, the researcher adopted stratified
sampling as well as simple random sampling
technique. Since the population from which the
sample is to be taken is not homogeneous so
stratified sampling method is applied to obtain
100 representative samples from the population
 RESEARCH METHODOLOGY
DATA COLLECTION DETAILS
SOURCE OF DATA
Primary data
the researcher collected the needful information from the respondents
Secondary data
The secondary data have been collected from the publications, office records,
profile of the company needed for the study
SAMPLING TECHNIQUES
The methodology followed for collecting data, selection of sample, and analysis
of data
Data Collection Technique
The questionnaire has been designed and supplied to the respondents for
collecting primary data from customers to conduct the study.

TOOL OF ANALYSIS
Simple percentage Analysis
Chi-square test
 REVIEW OF LITERATURE
Mayer, George Benjamin (1981), The constraint on
oil flow from the Middle East as a result of the 1973
war and the increased sophistication of aircraft
weapons systems are two important factors which
have contributed significantly to the interest in visual
flight simulation as an integral part of military flight
training. Costs associated with these factors, such as
procurement and fuel costs, are providing pressure
to the military establishment to improve their
capability to provide military pilots with visual flight
simulation systems which do not impair combat
effectiveness or aviation safety
 INDUSTRY PROFILE & COMPANY PROFILE
INDUSTRY PROFILE
Cotton yarn export is estimated to have declined by 15 per cent during 2014-15, with
a steep fall in shipments to China, which normally takes 40 per cent of the total.
In the first nine months of the financial year (April-December 2014), data compiled
by the Union textiles ministry showed a six per cent fall in the export, at 891 million
kg as compared to 946 mn in the same period a year before. The fall accelerated
afterwards. In 2013-14,cotton yarn export was 1,303 million kg

Yarn export to China has declined by 20 per cent due to a slowing in the textile
industry there. Exporters have tried to compensate from elsewhere and there has a
been a slight rise in yarn export to Sri Lanka, Bangladesh and Vietnam in recent
months
COMPANY PROFILE
Lakshmi Mills was established in the year 1910 by the
visionary and pioneer late G. Kuppuswamy Naidu.The history of
Lakshmi Mills is in many ways the history of the Textile Industry
in Coimbatore.

The Lakshmi Mills has contributed to the development of the

industry in general in Tamil Nadu and in particular in
Coimbatore District by promoting self reliance, research, import
substitution, exports and technology. The Company has also
demonstrated its staying power by ensuring quality and
customer satisfaction as the prime objectives. In fact, as a
pioneer, Lakshmi Mills today is looked upon with respect and
reverence as a company that paved the way for the rest to
follow.
Company Profile …….(continue)
GROUP
The Lakshmi Mills Company Limited has under its wing diverse
concerns that have made their mark in various fields -
education, synthetic machinery and support systems. The
companies have contributed in a large measure to the industry
and to society
Lakshmi Automatic Loom Works Limited
Educational Institutions
Mani Feeder School, Coimbatore
Mani Higher Secondary School, Coimbatore
The Lakshmi Mills Higher Secondary School, Kovilpatti
G Venkataswamy Naidu College, Kovilpatti
Sengadu Vocational Training Centre, Coimbatore
LAKSHMI GROUP OF COMPANIES

– Lakshmi Mills Company Ltd

– Lakshmi Card Clothing Manufacturing Company ltd
– Lakshmi Textile Exporters ltd
– Lakshmi Automatic Loom works
– Lakshmi Electrical Control System
– Lakshmi Precision Tools ltd
– Lakshmi Synthetic Machinery Manufacture ltd
– Knitting Machine works ltd.
 Company Profile …….(continue)
PRODUCT PROFILE
The company manufactures,
100% Cotton Combed Yarn
Polyester / Cotton Blended Yarn
100% Polyester Yarn
100% Micro Model Yarn
Micro Modal / Cotton Yarn
100% Micro Tencel Yarn
Tencel / cotton Blended Yarn
“The company has Yarn Depots at Mumbai, Ahmedabad,
Kolkata to sell its products at up-country centres.”
 ANALYSIS AND INTERPRETATION

INTERPRETATION
From the above table, it is inferred that, 18% of employees are between the
ages of 21-30 years. 32% of the employees are between 31-40 years. 31% are
between 41-50 years. And 18% of the employees are above 50 years.
Inference
Majority 32% of the respondents are employees between 31-40 years
 Chart No 1
AGE OF RESPONDENTS
 TABLE NO: 2
EDUCATIONAL QUALIFICATION RESPONDENTS

INTERPRETATION
From the above table, it is inferred that, 32% of employees are SSLC Standard. 38% of the
employees is between HSC Standard. 11% is ITI and 17%diploma. And only 2% of the
employees have completed UG degree.

Inference
Majority 38% of the respondents have the qualification of H.sc.
 GRAPH NO: 2
EDUCATIONAL QUALIFICATION RESPONDENTS
 TABLE NO:3
EXPERIENCE OF RESPONDENTS

INTERPRETATION
From the above table, it is inferred that, 9% of employees have the
experience below 10 years. 26% of the employees are between 11-15
years. 27% are between 16-20 years. 22% of the employees are between
21-25 years. And only 16% are above 25 years.
Inference
Majority 27% of the respondents have the work experience between 16
to 20 years.
 GRAPH NO:3
EXPERIENCE OF RESPONDENTS
 TABLE NO:4
RESPONDENT’S OPINION ABOUT THE WORKING HOURS

INTERPRETATION
From the above table, it is inferred that, 7% of the employees are highly
satisfied and 43% of the employees are satisfied with the working hours
in the company. 42% says that it is neutral. Only 8% of the employees are
dissatisfied with it.
Inference
Majority 43% of the respondents are satisfied with the current
working hours in the company
 GRAPH NO:4
RESPONDENT’S OPINION ABOUT THE WORKING HOURS
Findings & Suggestions……
FINDINGS
WE GIVEN ONLY MAJORITY VALUES FOR THE RESPONENT PERCENTAGE
SUGGESTIONS
Good working climate may be provided and employee’s ideas may be
encouraged and creativity must be rewarded.
The canteen atmosphere and the hygiene conditions need to be improved.
The water facility, toilet facility and hygiene to be maintained in the same
condition.
Monetary incentives should be given to the out standing employees for their
better performance.
The company may develop an in house facility to conduct various training
courses from time to time.
Management should consider employees participation in decision making.
Informal communication between the superiors and subordinates should be
enhanced, so that mutual trust is developed which would foster better
results.
Conclusion……
Welfare facilities provide a better work life and maintain good
will to the employees. In the present study, the researcher has
focused to identify whether the welfare facilities provided by the
organization are adequate or inadequate to the employees.

Undoubtedly the study emerges a conclusive result that the

Lakshmi Mills Co Ltd provides adequate welfare facilities to the
employees.
Bibliography……

REFERENCE
Rajasekar.N and Gurusamy.M (2011) “Analysis of cotton textile
industry in karur district Tamilnadu”vol.1,no.2,pp63-69.
Ekramul Hogue, Md. and Mayenulislam, Md. (2003)
“contribution of some behavioral factors to absenteeism of
manufacturing workers in Bangladesh”. Pakistan journal of
psychological research, vol.18,pp81-95.
Murty.T.N. and Abhinov.T (2012) “Canteen facility- A critical
factors for healthy physical work environment of the employees
in industrial organizations” Journal of Research in Commerce and
Management, vol.1,no12, pp37-49.
……Thank u all……