Chapter 7 ANALYTICAL STUDY ON WELFARE OF WOMEN WORKING IN SSI OF KALYAN …shodhganga.inflibnet.ac.in/bitstream/10603/16087/19/19... · 2015-12-04 · Analytical Study on Welfare

Chapter 7

ANALYTICAL STUDY ON WELFARE OF WOMEN

WORKING IN SSI OF KALYAN-DOMBIVALI MIDC UNITS

7.1 Introduction

7.2 Profile of Superiors of Women Employees

7.3 Treatment of Women Employees undertaken by

Industry Association

7.4 Measures undertaken by Superiors towards

Women Employees

7.5 Conclusion

Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units

224

Chapter 7

ANALYTICAL STUDY ON WELFARE OF WOMEN WORKING

IN SSI OF KALYAN-DOMBIVALI MIDC UNITS

7.1 Introduction

Kalyan-Dombivali MIDC units provide large scale employment opportunities

to women employees. Most of the women employees concentrated on the higher jobs

whereas remaining women employees worked at lower jobs. Women employees play

a prominent role in the production process of small scale industries of Kalyan-

Dombivali MIDC units. Women employees have a large share in the development

process and growth of MIDC units. They act as real assets of an organization. Hence,

the welfare of women employees becomes a prior duty of an organization. However,

welfare of working women in SSI of Kalyan-Dombivali MIDC units is a recent

phenomenon.

This chapter deals with the analytical study of the welfare of women

employees in the Kalyan-Dombivali MIDC units. The profile of superiors of women

employees included variables such as age, communication skill adopted with

employees, basic treatment undertaken by industry association for women employees

such as equal wages, maternity leave, crèche facility, promotion facility, training


225

facility etc. discussed in detail. Certain measures undertaken by

management/superiors to solve the various problems of women employees such as

social-economical problems, organizational problems are tabulated thoroughly.

7.2 Profile of Superiors of Women Employees

In the present study “superiors” are defined as the immediate superior of

women employees. As per the guidance of superiors, women employees perform their

duties in the organizations. The superior evaluate the performance of their

subordinates and discussed the same with their employees. If there is any kind of

drawback in the performance of employees then superiors provide appropriate

guidance to them. A good quality of superior is that who does not act as boss but act

as a friend of employees who always try to find out their problems and offer clear cut

solution for it. The sample of women employees working at higher jobs as well as

lower jobs were selected from small scale industries in Kalyan-Dombivali MIDC

units so naturally the sample of superiors of women employees is selected from

various industries established in MIDC area. The sample size of superiors was 51.

They were from several industries such as textile industry, chemical industry, and

pharmaceutical industry and so on. The profile of superiors is shown with the help of

the table as under:

A large number of women employees working in small scale industries in

Kalyan-Dombivali MIDC units. They perform their day to day work according to

guidelines provided by their superiors. However to find out which age group of

superiors handle maximum number of women employees in their industry, the


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researcher has considered the age of superiors in the organizations. The profile of

superiors is shown with the help of table and graph as below:

7.2.1 Age of superiors in SSI of Kalyan-Dombivali MIDC units

Table 7.1

Age of superiors in SSI of Kalyan-Dombivali MIDC units

Sr. No. Age No. of Respondents Percent

1. Up to 30 2 3.9

2. 31-40 42 82.4

3. Above 40 7 13.7

Total 51 100.00

Source: Compiled from primary data collected.

Graph 7.1

Age of superiors in SSI of Kalyan-Dombivali MIDC units

2

42

7

0

5

10

15

20

25

30

35

40

45

Up to 30 31-40 Above 40

No. of Respondents


227

The age of superiors is categorized into three groups, Table 7.1 and Graph 7.1

indicate that respondents up to 30 age group is 2, between 31 years to 40 years is 42

and 41 and above is 7. Thus, it can be concluded that number of respondents between

31 years to 40 years were maximum it means that they were employed more number

of women employees in their industries.

7.2.2 Shift duty system in Kalyan-Dombivali MIDC units

Due to large scale production of goods and services, shift duty system

adopting by number of small scale industries in Kalyan-Dombivali MIDC unit. To

find it out the researcher asked question to the superiors, “Do they have shift duty

system in the unit?” The responses of superiors are recorded in table and graph as

below:

Table 7.2

Shift duty system in Kalyan-Dombivali MIDC units

Sr. No. Responses No. of Respondents Percent

1. Yes 4 7.8

2. No 47 92.2

Total 51 100.00



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Graph 7.2

Shift duty system in Kalyan-Dombivali MIDC units

No. of Respondents

4

47

Yes

No

Table 7.2 and Graph 7.2 shows that 4 superior’s adopt shift duty system in

their organizations whereas 47 superiors did not have shift duty system in their

organizations. Thus, it can be concluded that women employees comprises maximum

numbers in various industries but they were not able to manage to work in shift duty

hence majority of superiors avoid shift duty system for women employees in their

industries.

7.2.3 Communication between superiors and subordinates

Communication between superiors and subordinates is another important

factor discussed in research study. Proper flow of communication creates healthy

relationship between superiors and workers. Therefore, the researcher asked question

to the superiors, “Do they conduct dialogue with employees about their day to day


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performance?” The responses of superiors are explained in the table and graph as

under:

Table 7.3

Communication between employees and superiors

Sr. No. Communication scale Yes No Total

1. Employees day to day performance 50 1 51

2. Employees personal problems 50 1 51


Graph 7.3

Communication between employees and superiors

50

1

50

10

10

20

30

40

50

Employees day today performance

Employees personalproblems

Yes

No


230

The Table 7.3 and Graph 7.3 depicts that 50 superiors agreed with the

statement that they had good talk with their subordinate about their day to day

performance. They further stated that they were also discussing the employee’s

personal problems and difficulties. Only one superior disagreed with the statement.

Thus, it can be concluded that majority of superiors were friendly with their

subordinates. Efficiency of employees highly depends upon the healthy relationship

with their superiors.

7.3 Treatment of Women Employees Undertaken by Industry Association

Small scale industries in Kalyan-Dombivali MIDC units play a significant role

in providing employment opportunities to large number of women employees. It helps

to improve standard of living of women employees and help to make them self

sufficient. The number of women employees in small scale industries in Kalyan-

Dombivali MIDC units is increasing rapidly due to advance treatment provided by

industry association towards their women workforce. For attracting more number of

women employees and inducing them for employment industries provide them better

facilities and incentives in their organizations. In this way there is women

empowerment which helps to build self confidence among them.

7.3.4 Equal wages for male and female employees

Equality between male and female employees is basic phenomenon of the

research study. To avoid discrimination between male and female employees, number

of organizations offer equal wages and allowances to employees. Therefore to find


231

out whether organizations provide equal wages to the male and female employees, the

researcher asked question to the superiors, “Do they offer equal wages and other

allowance for male as well as female employees?” The responses of superiors are

recorded in the table as under:

Table 7.4

Allotment of equal wages for male and female employees


1. Yes 46 90.2

2. No 5 9.8

Total 51 100.00


Graph 7.4

Allotment of equal wages for male and female employees

46

5

0

10

20

30

40

50

No. of Respondents

Yes

No


232

Table 7.4 and Graph 7.4 indicate that 46 respondents agree with the statement

that they offer equal wages and allowance to their employees whereas 5 respondents

disagree with the statement. The researcher has found that maximum number of

industries offer equal wages to their male as well as female employees. It leads to

remove discrimination between male and female and helps to create feeling of

equality among employees.

7.3.5 Maternity leave for women employees

Maternity leave is another factor included in research study. To find out

whether industries of Kalyan-Dombivali MIDC units are providing maternity leave to

their women employees or not, the researcher asked question to the superiors about

maternity leave and the responses are very insignificant and it is recorded in the table

and graph as below:

Table 7.5

Maternity leave provided to women employees


1. Yes 1 2

2. No 50 98

Total 51 100



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Graph 7.5

Maternity leave provided to women employees

No. of Respondents1

50

Yes

No

The responses of industry organizations are much unexpected. Table 7.5 and

Graph 7.5 depicts that 2 percent industries provide maternity leave to their women

employees whereas 98 percent industries did not provide maternity leave to their

women employees. Hence it is inferred that maximum number of industries did not

take maternity leave as a serious requirement of women employees. It is in turn to

affect the overall performance of the employees and also ultimately affects production

process of the industry.

7.3.6 Superiors opinion about activeness of women employees

A women employee has to play different kind of roles in their day to day life.

Many of time due to excessive responsibilities on their shoulder they may not be able

to balance their household duties as well as not be able to perform their job

appropriately at the work place. To fulfill need of family members particularly;


234

children’s requirement, women employees may be excused at their work. To find out

over all observation of superiors about their women employees the researcher asked a

question to the superiors whether they think women make more excuse for not doing

their work and the responses of superiors are recorded in the table as under.

Table 7.6

Superiors opinion about activeness of women employees


1. Yes 2 3.9

2. No 49 96.1

Total 51 100.00


Graph 7.6

Superiors opinion about activeness of women employees

No. of Respondents

2

49

Yes

No


235

The responses of majority of industries are positive as they were well aware

about problems of women employees. Table 7.6 and Graph 7.6 indicate that 2

industries agreed with the statement that women employees make more excuse for not

doing their work. Whereas 49 industries were disagreed with the statement, they

strongly opposed the statement. Hence, it can be stated that small scale industries in

Kalyan-Dombivali units are very conscious about their women employees. It was also

found out that various industries are being more concerned with the problems of

women employees.

7.3.7 Superiors opinion about work performance of women employees

To find out the opinion of industry associations about their women employees

that whether they are able to achieve their target well in time, the researcher asked a

question to the superiors, “Do women employees achieve their target well in time than

men?” The responses of industry association’s are recorded in the table as under:

Table 7.7

Superiors opinion about work performance of women employees

Sr. No. Scale No. of Respondents Percent

1. Always 1 2.0

2. Mostly 4 7.8

3. Sometimes 25 49.0

4. Never 21 41.2

Total 51 100.00



236

Superiors opinion about work performance of women employees

Graph 7.7

14

25

21

0

5

10

15

20

25Alw

ays

Mostl

ySo

met

imes

Never

No. of Respondents

Table 7.7 and Graph 7.7 depict that majority of industry associations agree

with the statement that women employees are very efficient and do their work more

sincerely therefore they are able to achieve target on time. It can be stated that small

scale industries in Kalyan-Dombivali MIDC units encourage their women employees

for completing their work with in an allotted period of time.

7.3.8 Superiors opinion about excuses women employees

Further to find out industry associations opinion about women employees that

they are always excused from their duties on the part of their family problems the

researcher asked a question, “Do women employees bring up their family problems


237

for completing their work on time?” The responses are stated in the table and graph as

follows:

Table 7.8

Superiors opinion about excuses of women employees

Sr. No. Scale No. of Respondents Percent

1. Always - 0.0

2. Mostly - 0.0


4. Never 2 3.9

Total 51 100.00


Table 7.8 and Graph 7.8 reveals that majority of industry associations agreed

with the statement that sometimes women employees bring up their family problems

for not completing their work on time. It can be stated that industries are considered

the family problems of women employees and sometime adjusting their work

schedule as per their requirement.


238

Graph 7.8

Superiors opinion about excuses of women employees

0 0

49

20

10

20

30

40

50

Alway

s

Mostl

ySo

met

imes

Never

No. of Respondents

7.3.9 Superiors opinion about dedication and commitment of women employees

Dedication of women employees at work place is also undertaken in the

research study therefore the industry associations of small scale industries in Kalyan-

Dombivali MIDC units were asked “Women employees are more dedicated and

committed than men?” The responses are listed below in the table and graph:

Table 7.9 and Graph 7.9 exhibit that maximum number of industry

associations agree with the statement that women employees are more dedicated and

committed than men. In fact they believed that women employees are hard working

and alert to perform their duty at work place. Hence it can be concluded that industry

associations have positive attitudes towards their women employees. It turns to

improve morale of women employees. It also helps to create feeling of belongingness

among women employees.


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Table 7.9

Superiors opinion about dedication and commitment of women employees

Sr. No. Scale No. of Respondents Per Cent

1. Definitely true 3 5.8

2. Mostly true 11 21.6

3. Sometime true 21 41.2

4. False 16 31.4

Total 51 100.00


Graph 7.9

Superiors opinion about dedication and commitment of women employees

3

11

21

16

0

5

10

15

20

25

No. of Respondents

Definitely true

Mostly true

Sometime true

FALSE


240

7.3.10 Superiors opinion about extra efforts of women employees in their work

The next parameter to measure extra effort’s of women employees to perform

duties at work place. Once a certain job is accepted, a person is ready to put extra

effort to complete it on time therefore to find it out the researcher asked question to

superiors, “Do they think that women employees put extra efforts to perform their

duties?” The responses are recorded in the table and graph as under:

Table 7.10

Superiors opinion about extra efforts of women

employees in their work

Sr. No. Responses No. of Respondents Per Cent

1. Yes 20 39.2

2. No 31 60.8

Total 51 100.00


Table 7.10 and Graph 7.10 show that 20 superior’s agreed with the statement

that women employees put an extra effort’s in the work whereas 31 superiors disagree

with the statement. Thus it can be concluded that maximum industries in Kalyan-

Dombivali area are not in favour of women employees about their extra efforts in

work.


241

Graph 7.10

Superiors opinion about extra efforts of women

employees in their work

No. of Respondents

20

31

Yes

No

7.3.11 Superiors opinion about women employees in acceptance of promotion

facilities

Promotion facility is another factor discussed in the research study. An

employee is highly motivated due to adequate promotion facilities provided by

superiors in the organization. In order to find out the industry associations opinion

about women employees in accepting promotion opportunities in the industry, the

researcher asked question to the superiors, “Whether they think women employees are

not willing to take up promotion opportunities?” The responses are recorded in the

table and graph as below:


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Table 7.11

Superiors opinion about women employees in

acceptance of promotion facilities

Sr. NO. Scale No. of Respondents Percent

1. Always - 0.0

2. Mostly 19 37.3


4. Never 8 15.7

Total 51 100.00


Graph 7.11


acceptance of promotion facilities

0

19

24

8

0

5

10

15

20

25

Alway

s

Mostl

ySo

met

imes

Never

No. of Respondents


243

Table 7.11 and Graph 7.11 reveal that 43 superiors agreed with the statement

that promotion opportunities are accepted by their women employees. Whereas 8

superiors were of the opinion that their women employees do not show any kind of

positive response towards promotion facilities offered by organizations. Thus it can be

concluded that majority of industry organizations provide promotion opportunities

towards their women employees. It helps to motivate employees to work harder and

give best result out of it.

7.3.12 Superiors opinion about women employees in acceptance of training

facilities

Training is one of the important aspects of manpower development. It consists

of planned programs undertaken to improve employee’s knowledge, skills attitudes

and social behaviour so that the performance of the organization improves

considerably. To find opinions of industry associations about women employees in

accepting training facilities provided them in the organization the researcher asked

question provided with training facilities women employees readily take it up and the

responses of superiors are listed below in the table and graph:


244

Table 7.12

Superiors opinion about women employees in acceptance of training facilities

Sr. NO. Scale No. of Respondents Percent

1. Always - 0.0

2. Mostly 46 90.2

3. Sometimes 5 9.8

4. Never - 0.0

Total 51 100.00


Graph 7.12


acceptance of training facilities

Table 7.12 and Graph 7.12 shows that 100 per cent superiors agreed with the

statement that women employees readily accepted training facilities provided in the

organization. Hence it can be stated that training is a productive investment in human

0

46

50

0

10

20

30

40

50

Alway

s

Mostl

y

Som

etim

es

Never

No. of Respondents


245

resource that promises better returns in future. An adequate training act as means of

motivating the personnel may be because they get a break from the routine work

during the training period or may be because they are learning new things.

7.3.13 Safety measures for employees

Safety measures refer to freedom from the occurrence or risk of injury and

loss whereas safety measures for employees refer to the protection of workers from

the danger of industrial or occupational accidents. With that context in mind the

researcher asked question to the superiors, “Do they adopt safety measures for

employees working in their unit?” The responses of it are recorded below in the table

and graph:

Table 7.13

Safety measures adopted by companies for employees



1. Yes 40 78.4

2. No 11 21.6

Total 51 100.00


246

Graph 7.13

Safety measures adopted by companies for employees

40

11

0

5

10

15

20

25

30

35

40

No. of Respondents

Yes

No

Table 7.13 and Graph 7.13 represents that 40 managers agreed with the

statement that safety measures undertaken for their employees in the organization

whereas 11 managers did not adopt safety measures for the employees in the

organization. Thus we can infer that majority of industries have undertaken safety

measures for the employees. It leads to improve the level of confidence and spirit of

personnel.

7.3.14 Health facilities for women employees

Health practices are another important parameter of research study. Health is a

state of complete physical, mental and social well being of individual. According to a


247

joint committee on Organizational Health of International labour organization and

World Health Organization industrial health is prevention among workers of ill health

caused by the working conditions. Therefore, to find out researcher requested the

management of SSI of Kalyan-Dombivali MIDC units to provide details of health

practices adopted for employees and the responses of management/superiors are

recorded in the table and graph as below:

Table 7.14

Company offered health facilities for women employees



1. Yes 1 2

2. No 50 98

Total 51 100


248

Graph 7.14

Company offered health facilities for women employees

No. of Respondents1

Yes

No

Table 7.14 and Graph 7.14 exhibits that only 2 percent superiors agreed with

the statement that they adopted adequate health practices for their employees in the

organization whereas 98 percent superiors disagreed with the statement. Hence it can

be concluded that maximum number of industry organizations ignore to adopt health

measures for the employees. In turn it has adverse effects on the heath of employees

and leads to decrease in the production level of organization. The inadequate health

practices in the organization are highly responsible for job dissatisfaction among

employees.


249

7.3.15 Housing facilities for employees

Accommodation/housing facility is one of the significant needs of those

employees staying far from the work place. The organization must provide housing

facility for the employees migrating from the other cities, when the researcher asked a

question, “Do they offer housing facilities for employees in their unit?” The responses

are very insignificant and listed in the table and graph as below:

Table 7.15

Company offers housing facilities for employees


1. Yes 2 3.9

2. No 49 96.1

Total 51 100.00


Table 7.15 and Graph 7.15 indicate that only 2 managers provided housing

facility to their employees whereas 49 managers did not provide housing facility to

their employees in the organization. Due to lack of housing facility, employees are

unable to reach on time at the work place and it creates stress amongst them. It can be

stated that majority of industry organizations did not pay adequate attention towards

their employees. It causes to decreased morale of the personnel.


250

Graph 7.15

Company offers housing facilities for employees.

No. of Respondents

2

49

Yes

No

7.3.16 Retirement benefits to the employees

To find out whether industry organization provide incentives and monetary

benefits after the employees retire from their jobs. The researcher asked question to

the superiors, “Do they offer attractive retirement benefits to employees in their unit?”

The table and graph below represents the responses of managers in detail:

As per Table 7.16 and Graph 7.16 only 2 managers provided retirement

benefits to the employees after their retirement whereas 49 managers did not provide

retirement benefits to the employees in the organization. Lack of retirement benefit

may affect economic condition of the individual and create economic problems in the

post retirement period of the personnel.


251

Table 7.16

Retirement benefits provided to the employees


1. Yes 2 3.9

2. No 49 96.1

Total 51 100.00


Graph 7.16

Retirement benefits provided to the employees

No. of Respondents

2

49

0

10

20

30

40

50

Yes

No


252

7.3.17 Grievance redressal cell for women employees

While performing duty in the industry organization women employees were

facing various work related problems in order to express it in the proper manner there

is need to have adequate grievance cell in the organization. To find it out the

researcher asked question to the superiors, “Do they have grievance redressal system

for employees in their unit?” The following table and graph gives the brief account of

it.

Table 7.17

Grievance redressal system undertaken for employees


1. Yes 1 2

2. No 50 98

Total 51 100


Table 7.17 and Graph 7.17 shows that 2 managers were aware about the

problems faced by women employees in the organization and therefore undertook

grievance redressal system in their industry whereas, 98 managers did not have

grievance cell in the organization for their employees. Hence, it was found that

majority of industry organizations neglected to provide grievance cell facility for their

employees. The result of this was that the problems of employees related to the work


253

remain unsolved and they continuous to face similar type of problems at the work

place, which make them more irritated and affects their efficiency and at the same

time create unhealthy environment in the organization.

Graph 7.17

Grievance redressal system undertaken for employees

No. of Respondents1

50

Yes

No

7.4 Measures undertaken by Management towards Women Employees

7.4.1 Career development programs for women employees

The management of SSI of Kalyan-Dombivali MIDC units can identify

potential of the human resources; the management can undertake programmes for

career development of the employees in the organization. Such career development

programs not only benefit the individual employees but also bring benefits to the

organization. To find out whether industry organization empower their employees by

adopting such programmes the researcher asked question to the superiors, “Do they


254

offer career development programme for employees in their unit?” The views of

managers are presented in the table below:

Table 7.18

Career development programs undertaken for women employees


Table 7.18 and Graph 7.18 depict that 8 managers undertook career development

programmes for their employees in the organization whereas 43 managers did not

undertake any such programme for their personnel. Thus, it can be concluded that

majority of industry organizations did not pay adequate attention towards the overall

development of their employees, which leads to de-motivation of the employees and

as a result there is decrease in the efficiency and productivity of the organization.


1. Yes 8 15.7

2. No 43 84.3

Total 51 100.00


255

Graph 7.18

Career development programs undertaken for women employees

8

43

0

5

10

15

20

25

30

35

40

45

No. of Respondents

Yes

No

7.4.2 Special training program for women employees

In many industries organization’s special training program’s undertaken by

management for improving work performance of employees. Such special training

program is not only useful for employees but also helps to reduce wastage of

resources in the organization, when a question asked to the superiors, “Do they offer

any special training program for employees in their unit?” The responses are listed

below in the table and graph


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Table 7.19

Special training programmes adopted for women employees


Graph 7.19

Special training programmes adopted for women employees

No. of Respondents

12

39

Yes

No


1. Yes 12 23.5

2. No 39 76.5

Total 51 100.00


257

Table 7.19 and Graph 7.19 reveal that 12 managers of SSI in Kalyan-

Dombivali MIDC units agreed that they undertook special training programmes for

their employees for improving their skill and work performance whereas 39 managers

did not undertake such special training programme for their employees. Hence it is

found that due to lack of special training programme in majority of industry

organizations, employees; particularly women employees are not able to improve

their skills and knowledge in the work performance, which is one of the major

organizational problem faced by women employees in the organization.

7.4.3 Opportunities to use own knowledge and skills

An opportunity to use their own knowledge and skills by the employees in

their work performance is an effective measure is undertaken by various industry

organizations. Using own knowledge and skill is not only beneficial for individual

employees as it improve their morale and skill but it also benefits in increased output

of the organization, when researcher asked a question to the superiors, “Do they offer

an opportunity to employees to use their knowledge and skill in the working

process?” The responses were very significant, it is listed in the table and graph as

under:

Production process can be effective when efficient employees allow using

their knowledge and skill in it. Table 6.20 and Graph 6.20 shows that 47 managers

agreed with the statement that they allow their employees to use their knowledge and

skills in the production process of the organization. Only 4 managers did not allow

any interference of employees in the working process of the organization. Thus it can


258

be stated that majority of industry organizations allow their male as well as female

employees to use their own knowledge and skills in the production process which

leads to high level of motivation to the personnel.

Table 7.20

An opportunity to the employees to use skills and

knowledge in work performance

Sr. No Responses No. of Respondents Percent

1. Yes 47 92.2

2. No 4 7.8

Total 51 100.00


Graph 7.20

An opportunity to the employees to use skills and

knowledge in work performance

47

4

0

10

20

30

40

50

No. of Respondents

Yes

No


259

7.4.4 Superiors approach towards improvement in standard of living of women

employees

Standard of living is one of the social problems faced by a number of

employees in the organization. The management can take initiative measures such as

providing loans for purchasing house, vehicle and other requirement of employees.

Such initiative action of management not only helps to improve lifestyle of employees

but also increases productivity of the industry, when the researcher asked a question,

“Do they take such initiative actions for improving standard of living of employees in

their unit?” The responses are recorded in the table and graph as under:

Table 7.21

Superiors approach to improving standard

of living of the women employees

Sr. No. Companies approach towards employees Yes No Total

1. Housing loan 2 49 51

2. Loan for vehicle 24 27 51

3. Loan for household equipment 35 16 51



260

Graph 7.21

Superiors approach to improving standard

of living of the women employees

2

49

24

27

35

16

0%

20%

40%

60%

80%

100%

Housingloan

Loan forvehicle

Loan forhouseholdequipment

No

Yes

The responses of managers in terms of improving standard of living of the

employees by providing loan facility for purchasing house, vehicle or other household

equipments are very insignificant. Table 7.21 and Graph 7.21 depict that more than

fifty percent managers did not undertake initiative action for improving the standard

of living of their employees. Hence, it was found out that maximum number of

employees suffered by low standard of living which is one of the significant social

problems of employees working in various industry organizations.

7.4.5 Reward for better job performance

Reward to the employees for better job performance and behaviour is an

important function of human resource manager. Appropriate rewards not only

motivate employees but such actions on the part of the organization communicate the


261

organizations value to the employees. The researcher asked question, “Do they

rewarding employees for their better job performance?” The responses are listed

below in the table and graph:

Table 7.22

Rewards for better job performance of the employees


1. Yes 16 32

2. No 35 68

Total 51 100


Graph 7.22

Rewards for better job performance of the employees

16

35

0

5

10

15

20

25

30

35

40

No. of Respondents

Yes

No


262

Table 7.22 and Graph 7.22 indicate that 32 percent managers in different

industries in Kalyan-Dombivali MIDC units agreed with the statement that they

reward their employees for better job performance whereas 68 percent managers did

not rewarded their employees for their extra efforts in the organization. Thus, it can be

inferred that rewards providing to the employees in the form of higher pay, other

monetary incentives leads to solve economic problems of employees. Majority of

organizations did not reward their employees for their better work performance. This

in turn decreases the efficiency of the employees in the organization.

7.4.6 Promotion facilities to women employees

Management of human resource ensures right promotion of the employees in

the organization. Promotion involves higher pay, higher power and higher status. The

measures undertaken by managements of organizations in the promotion process

involves performance appraisal to find out whether the existing work force has the

necessary qualification and qualities as per the job requirement, the researcher asked

question to the superiors whether they offer promotion opportunities in their unit for

better performance of suitable employees and the responses are very significant and

recorded in the table and graph as under:

Table 7.23 and Graph 7.23 depict that 82 percent managers undertook

promotion practices for their employees whereas, 18 percent managers did not

undertake promotion practices for their employees in the organization. Hence it can

be concluded that majority of industry organizations take promotion measures for


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their employees it leads to motivate the personnel and help to solve their economic

problems.

Table 7.23

Promotion opportunity provided to women employees


1. Yes 42 82

2. No 9 18

Total 51 100


Graph 7.23

Promotion opportunity provided to women employees

No. of Respondents

42

9

Yes

No


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7.4.7 Identification and utilization of employees potentials

The organization grows due to expansion, diversification, and introduction of

new technology etc. such expansion and diversification calls for new roles and

challenges. The human resource manager plays a prominent role to identify and

utilize potentials of employees to perform new roles and face challenges. To find it

out the researcher asked a question, “Do they take efforts to identify and utilize

potential of employees in their unit?” The responses are very positive. It is recorded in

the table and graph as below:

Table 7.24

Companies efforts to identify and utilize

potentials of employees


1. Yes 42 82.4

2. No 9 17.6

Total 51 100.00


Table 7.24 and Graph 7.24 indicate that 42 human resource managers of

different industry organizations took initiative measures to identify and utilize

potentials of employees in the production process. Only 9 managers did not take such

efforts for employees working in their organizations. Hence, it can be inferred that

maximum numbers of managers take effective action to identify potential of


265

employees in their work performance. It helps to provide job satisfaction and increase

efficiency of employees in the organization.

Graph 7.24

Companies efforts to identify and utilize potentials of employees

No. of Respondents

42

9

Yes

No

7.5 Conclusion

In the present study the researcher has explained the profile of superiors of

women employees in Kalyan-Dombivali MIDC units. The researcher has found out

that various treatment for women employees are undertaken by industry associations

particularly equal wage payment for male and female employees. The majority of

superiors had positive opinion about their women employees. They were satisfied

with the work performance of their women employees. However there is no major


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difference in work performance of women and men subordinates. The researcher also

found that effective measures undertaken by management/superiors for solving

various problems such as social problems, economic problems and organizational

problems of women employees as well as male employees. Hence it can be concluded

that the industry association and management of human resource in organizations

undertakes various measures to improve standard of living of women employees and

make them more comfortable at the work place.

Documents

Chapter 7 ANALYTICAL STUDY ON WELFARE OF WOMEN WORKING IN SSI OF KALYAN …shodhganga.inflibnet.ac.in/bitstream/10603/16087/19/19... · 2015-12-04 · Analytical Study on Welfare