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8/6/2019 Sadam Proj Final Ver
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A Study On Impact Of Welfare Measures On Employee Job Satisfaction
A STUDY ON IMPACT OF WELFARE MEASURES
ON EMPLOYEE JOB SATISFACTION
Submitted By:
Sadam Hussain J.
Roll # 10M66
Master of Business Administration
New College Institute of Management
Chennai – 600 014.
To the University of Madras In Partial Fulfillment of Master of
Business Administration Curriculum.
Academic Year:
2011-2012
1
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A Study On Impact Of Welfare Measures On Employee Job Satisfaction
(Sadam Hussain J.)
2
DECLARATION
I, Sadam Hussain J. student of New College Institute of
Management have completed the Project on ‘A Study onImpact of Welfare Measures on Employee Job
Satisfaction’ for the Academic Year 2011-12.
The information given in this project is true to the best of my
knowledge.
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A Study On Impact Of Welfare Measures On Employee Job Satisfaction
Signature of the Guide Date:
3
CERTIFICATE
I hereby certify that Sadam Hussain J. student of New
College Institute Management has completed the Project on ‘A
Study on Impact of Welfare Measures on Employee Job
Satisfaction’ for the Academic Year 2010-11.
This information is true to the best of my knowledge.
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A Study On Impact Of Welfare Measures On Employee Job Satisfaction
4
ACKNOWLEDGEMENT
First of all I would like to take this opportunity to thank the New
College Institute of Management for having projects as a part of the
M.B.A. curriculum.
Many people have influenced the shape and content of this
project, and many supported me through it. I express my sincere
gratitude to Prof. Dr. S. Sheela Rani for assigning me a project on A
Study o n Impact o f Welfare Measures o n Employee Job Satisfaction, which is an
interesting and exhaustive subject.
She has been an inspiration and role model for this topic. Her guidance
and active support has made it possible to complete the assignment.
I also would like to thank Mr. Mohamed Ibrahim, General Manager of M/s White House Business Solutions Pvt. Ltd., Chennai, who have helped and
encouraged me throughout the working of the project.
Last but not the least I would like to thank the Almighty for always
helping me.
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A Study On Impact Of Welfare Measures On Employee Job Satisfaction
CONTENTS
CHAPTER I
Introduction6
CHAPTER II
C Company Profile9
CHAPTER III
Review of Literature12
CHAPTER IV
O Objectives of The Study28
CHAPTER V
Limitation of the study30
CHAPTER VI
Research Methodology 31
CHAPTER VII
Analysis and Interpretation37
CHAPTER VIII
Findings49
CHAPTER IX
Suggestions51
CHAPTER X
C Conclusion52
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A Study On Impact Of Welfare Measures On Employee Job Satisfaction
CHAPTER I
INTRODUCTION
An origination is made up of four resources namely, men, material,
money & machine, out of these, the first one is living one on the other three
are non-living. It is the human that make use of non-human resources. Hence
people of the most signification in an organization.
Besides being men, human resources differ from non-human resources
in other respects also. Human resources are heterogeneous in senesce that they
differ in personality, perception, emotions, values attitudes motives thought,
their behaviors is often in consistent and unpredictable all the other resources
efficient but human resources with the passage of time better educate ed &
Moure skills a re some of the distinguishing features of mode man resources
and efficient manner. Due to competitive and complex business environment
retaining qualified and competed employees has become in a challenge.
Meaning & definition of HRM
Human resource management (HRM) is a management function that
help manager recruit train and develop member for an organization obviously
HRM is concerned with the people dimension is organization.
HRM involves the application of management functions and principles.
The functions and principle are applied to acquisitioning developing
maintaining and remunerating employees in organization
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A Study On Impact Of Welfare Measures On Employee Job Satisfaction
OBJECTIVE OF HRM
The primary objective of HRM is to ensure the availability of a
competent and willing workforce to an organization. Beyond this, there are
other objectives, too. Specifically HRM objective are four fold-societal,
organizational, functional and personal.
Social objective:
To be ethically and socially responsible to the needs and
challenges of the society while minimizing the negative impact of such
demands upon the organization. The failure organization to use their
resources for the society’s benefit in ethical ways may lead to
restrictions.
Organization Objectives:
To recognize the role of HRM in bringing about organizational
effectiveness. HRM is not an end in itself. It is only a means to assistthe organization with its primary objective. Simple stated, the
department exists to serve the rest of the organization.
Functional Objective:
To maintain the department’s contribution at a level
appropriation to the organization’s need’s. Resources are wasted when
HRM is either more or less sophisticated to suit the organization’s
demands. The department’s level of service must be tailored to fit the
organization it service.
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A Study On Impact Of Welfare Measures On Employee Job Satisfaction
Personal Objective:
To assist employees in achieving their personal goals, HRM
mainly focuses on these goals enhance the individual’s contribution to
the organization. Personal objective of employees must be met if
workers are to be maintained, retained and motivated.
FUNCTIONS OF HRM:
In order to realize the objective stated above, HRM must perform
certain function. These functions have been stated while outlining the scope of
HRM. Generally, it may be stated that theirs is a correlation between the
objectives and the functions. In other words, some function help realize
specific objectives. For example, the organizational objective is sought to be
met by discharging such functions as HR planning, recruitment and selection,
training and development, and performance appraisal. Similarly, the personal
objective of employees is fulfilled.
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CHAPTER II
WHITE HOUSE BUSINESS SOLUTIONS (P) LTD.
Year of Estabilishment: - : 1999
Total no. of Employee : 332 (Regular time)
Timing : 9.30 a.m. - 6.30 p.m.
Sister concern : White House
Factories located at : Guduvancherry, Pudupakkam,
Keelakottaiyur, Pallavaram, Chrompet,
Tirupur and Nagari
Medical Camp : Yearly once
Bonus : Festival advance, Ramadan & Ayudha
Pooja gift.
Fire extinguisher : Carbon dioxide, dry Chemical powder.
Training : By Team Leads, Managers and other 3rd
party concerns.
Award and Reward : Based on performance appraisal
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About the Company
OVERVIEW
White House Business Solutions is one of the leading-edge technology
companies providing end-to-end e-learning solutions and integrated business
applications to a wide spectrum of clients including government
organizations, academic institutions and enterprises worldwide. We're a part
of White House Group with a group employee base of over 3000+ and over
300+ in Information Technology and Multimedia.
Since its inception in 1999, they have built a successful business by providing
quality, cost-effective and time-bound solutions to the clients around the
globe. They have state-of-the-art development center based in Chennai, India,
which is one of the world's favorite outsourcing destinations. Their global
sales offices are strategically located in USA, UK, France, Malaysia, UAE
and Saudi Arabia.
It is ISO 9001:2000 compliant, certified by Bureau Veritas Certification, and
adopting CMM Level 4 Development Standards, Key Processes and Quality
Assurance. They have a great expertise and track record in developing
learning management solutions with International content standards such as
SCORM 2004 and AICC.
Through their leading edge technology, unparalleled experience and
expertise., they facilitate the learning activities to meet local and global
demands, bringing benefits to academia and to business.
By leveraging a streamlined on-site/offshore development model, and
integrating highly trained and professionally skilled people with state-of-the-
art technology, they collaborate with clients to help them increase
productivity, efficiency and the overall effectiveness of the business.
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Vision & Mission:
Vision: “Lead the world to a new era of learning”
Mission:
Utilize the power of technology to devise new solutions and approaches for
real social and educational change, bringing benefits to academia and to
business
Simplify complex learning challenges by providing easier access to
teaching and learning resources.
Deliver comprehensive learning management systems and tools to help
transfer knowledge effectively.
Quality Policy
White House Business Solutions are committed to:
Provide quality, cost-effective and time-bound solutions to meet the
requirements of their customers
Ensure customer satisfaction by adopting state-of-the-art infrastructure,
latest technologies and skilled manpower
Ensure employees involvement towards the continual improvement of the
company’s operations and its quality management system
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CHAPTER III
Review of Literature
The term “labour welfare” is one, which lands itself to various
interpretations, and it has always the same significance in different countries.
As pointed out by the Royal commission on labour, the term ‘welfare’, as
applied to the industrial worker, “is one which must necessarily be elastic,
bearing a somewhat different interpretation in one country from another,
according to the different social customs, the degree of industrialization and
the education development of the worker”.
Welfare work is that it is anything for the comfort and improvement,
intellectual or social, of the employees over above the wages paid, which is
not necessity of the industry not required by law.
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A resolution adapted by the international labour conference at its 39 th
session, in June 1956, has enumerated some of these services and amenities.
These includes: (i) feeding facilities in or near the underrating, (ii) rest and
recreation facilities; and (iii) transportation to and from work where ordinary
public transport is inadequate or impracticable.
The labour investigation committee of the government of India clears
the scope of the welfare activities perhaps the best manner. It says, “for our
part we prefer to include under welfare activities anything done for the
intellectual, physical, moral and economic betterment of the workers, whether
Section 7
Ethical issues HR
Audit Challenges
Of HRM IHRM
Section 7
Ethical issues HR
Audit Challenges
Of HRM IHRM
Section 6
Industrial relation
Trade union
Disputes and
resolutions
Section 6
Industrial relation
Trade union
Disputes and
resolutions
Organanization
Goals
Organanization
Goals
Section 5
Employee welfare
Safety & Health
Promotion &
Transfers
Section 5
Employee welfare
Safety & Health
Promotion &
Transfers
Section 4
Motivation,
Applied
motivation,
Management,
Employee
Section 4
Motivation,
Applied
motivation,
Management,
Employee
Section 3Training and
development,
appraisal,
Remuneration
Section 3
Training and
development,
appraisal,
Remuneration
Competent and
willing work
force
Competent and
willing work
force
Section 2
HRP
Job analysis And
design employeeHiring orientation
and placement
Section 2
HRP
Job analysis And
design employee
Hiring orientationand placement
Section 1
Nature of HRM
and environment
of HRM and
strategic of HRM
Section 1
Nature of HRM
and environment
of HRM and
strategic of HRM
HRMHRM
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by employer, by government or by other agencies, over and above what is laid
down by law or what is normally expected as part of the contractual benefits
for which the workers may have bargained.
Definition
According to oxford dictionary, employee welfare or labour welfare
means “the efforts to make life worth living for workmen”.
According to international labour organization (ILO) report, “ workers
” welfare may be understood as including such services facilities and
amenities, which may be established in, or in the vicinity of undertakings to
perform their work in healthy and to avail of facilities which improve health
and bring high morale.
According to committee on labour welfare (1969) defines it “ such
service, facilities and amenities as adequate canteen, rest and recreation facilities, sanitary and medical facilities, arrangement for travel to and from
work and for the accommodation of workers employed at a distance from
their homes, and such as other services, amenities and facilities”, including
social security measures as contribute to improve the condition which workers
are employed”.
According to the labour investigation committee (1946), employee
welfare means, “ Anything done for intellectual, physical, moral and
economic betterment of the workers, whether by employers or by other
agencies, over and above what is laid down by law, or what is normally
expected on the part of the contracted benefits for which workers may have
bargained ”.
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Labour welfare: A historical perspective
The origin of welfare work in India may by trace to the war of 1914-18.
Till then, welfare of the workers was hardly though of owing to the ignoranceand illiteracy of the workers themselves, the shortsightedness of the
employees, the carelessness of the state, and the indifference of the public.
But, since the First World War, it has been expanding steadily, mostly
on a voluntary basis. The economic depression also did much to temper the
interest, which the war had kindled. The governments as well as industrials
were prompted to take active interest in welfare work due to the discontent
and industrial unrest that prevailed in the country, and to some extent due to
the moral pressure brought to bear on them by the work of the intonation
labour office. The Second World War revived and strengthened the welfare
movement, and the benefits resulting from a proper regard for the health and
well being of the employee were gradually recognized, and employers co-
operated with the government in the provision of improved amenities. Active
interest in welfare facilities has survived the impetus of the war and though
the welfare work in India is still considerably below to make rapid progress in
the year to come, especially when the Indian republic is wedded to the ideal of
a welfare state and a socialist pattern of society.
Scope of labour welfare
The scope of employee welfare actives including include housing,
medical and educational facilities, nutrition (including provision of canteens),
facilities for rest and recreation, co-operative societies, day nurseries and
crèches, provision, undertaken voluntarily by employers, along or jointly with
workers, including sickness and maternity benefit schemes, provident fund,
gratuities and pension etc.
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Classifications of labour welfare
Welfare work, taken in its more comprehensive term mentioned above,
and as all embracing phrase may also be divided into three categories:
1) Statutory
2) Voluntary
3) Mutual
1) Statutory:
Statutory welfare constitutes those provisions of welfare work,
which depend for their observance on the coercive power of the
government. In order to preserve the minimum standard of health
and safety of the workers, the government enacts certain rules,
which have to be abided by the employers, they may related to
certain essential working conditions, like hours of work, light,
hygiene and sanitation etc. such state increasing day by day in
every country.
2) Voluntary:
Under voluntary welfare come those activities which are
undertaken by employers for workers. The idea is apparently
philanthropic, but if we go deep into then matter, than, we find
that it is a sound investment also because the various welfare
activities of the employers not only increase the efficiency of the
workers but also reduce the changes of conflicts.
3) Mutual:
Mutual welfare is a corporate enterprise of the workers, who
improve their lot in a suitable manner. Trade unions for this
purpose undertaken many provision for the welfare of the
workers.
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Labour welfare and labour acts
Employee’s welfare provisions have been mentioned in various
acts. Important acts among them are:
• Workmen’s compensation act, 1923
• Payment of wages act, 1936
• Industrial disputes act, 1947
• Factories wages act, 1948
• Minimum wages act, 1948
• Employees state insurance ESI act, 1948
• The E.P.F. and miscellaneous provision act, 1952
• The maternity benefit act, 1961
• Payment of bonus act, 1965
• Public provident fund act, 1968
• Payment of gratuity act, 1872
Aim of labour welfare
The aim or object of welfare activities is partly humanitarian, partly
economic and partly civic. It is humanitarian, as it aims providing certain
facilities and amenities of life to the workers, which they themselves cannot
prove. It is economic, because it improves the efficiency of the workers and
keeps the workers contented and minimized the changes of conflict. It is civic,
because it is a means to make them better citizens.
Necessity of labour welfare
Following are the major points of necessities for labour welfare
activities in an industrial atmosphere;
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1) Victims of drink : when the workers are put in a strange uncongenialenvironment, they are liable to become addicts of drink.
2) Gambling and other vices: availability of non-recreational activities
normally leads to group formation and socially ill activities like
gambling.
3) Industrial peace: when the workers feels that the employer is
interested in his day-to-day life, is his tendency to grouse.
4) Permanent settled labour force: welfare activities of various kinds
ensure restriction of employee movement from one place to another.
5) Reduced labour turnover: once settled, resignation will come down
drastically.
Social
Advantage
Absenteeism
Reduce
Labour
turnover
Permanent
Settled
Labour Force
Industrial
peace
Gambling
&Other Vices
Victims of
Drink
Necessity of
Labour
Welfare
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6) Absenteeism: studies prove both authorized absence and unauthorized
absence are reducing drastically on account of labour welfare activities.
7) Social advantages: provision of various welfare measures to
employee will improve development of social status of both employees
and employers.
Various aspects of labour welfare activities
1. Canteen
The canteen is being increasingly recognized all over the world as an
essential part of industrial establishment, providing very great benefits from
the point of view of health, efficiency and well-bowing of the workers. The
object of an industrial canteen are to introduce an element of nutritional
balance into the otherwise deficient and unbalanced dietary of the workers, to
Various aspects of labour
Welfare actives
Canteen
Recreational Faculties
Crèches Washing and bathing facilities
Medical facilities Educational Facilities
Provident Fund
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provide cheap and clean food and offer an opportunity to relax in comfort near
the place of work, to save time and trouble to workers, on account of
exhausting journeys to and from the planked work after long hours in the
factory, and to enable them to surmount the difficulties experience in
obtaining meals or food stuffs. It can, thus, have a great influence on the
morale of the workers. “Canteen movement must be accepted by the state as a
definite charge and the running of canteens must be accepted by the
employers as a national investment”. For the successful running of a canteen
there are certain essential conditions. A canteen should be commodious,
being and clean, and must be situated in the factory. Every effort should be
made to create a friendly atmosphere inside it, so that the workers can reallyfeel comfortable and relaxed. It should be run on no profit basis, and the
articles supplied should be of good quality. The employers should subsidies
to it so that a canteen may be able to sell articles at cheap rates. The factory
management can also provide free building and furniture and crockery. It
may also pointed out that the Government of India hatefully acknowledged
the importance of industrial canteens and the factories Act of,1948, and the
Mines Act of 1952, empower State Governments to issue rules for the
provision of canteens in factories and mines employing 250 or more workers,
has been compulsory.
2. Creches:
As regards crèches, the Government of India, under the Factories Act, have
empowered the State Government to make rules requiring the reservation of a
suitable room for the use of children, under the age of six years, belonging to
women workers in factories, employing 50 or more woman workers, and
prescribing the standards for such rooms and the nature of supervision to be
exercised for the children. The importance of crèches is very great because
the efficiency of mothers will undoubtedly depends to a considerable extent
on the knowledge that their Children are safe and in good hands. However,
now, as mentioned under the welfare activities, crèches are provided in most
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of the mills, and at some places like the Madera Mills, Buckingham and
Caryatid Mills, the Delhi Cloth Mill etc.,
3. Recreational Faculties:
As regards recreational faculties, as pointed out by the Labor
Investigation Committee, the value and importance of entertainments, as a
means to relieve the monotony and drudgery of working long hours in the
factories or mines, and to introduce an element of joy and relief as well as to
import instructions and education to the ignorant workers cannot be over-
estimated. The provisional and cultural facilities, which include various types
of indoor and outdoor games, radio listening, excursions, lectures, concerts,cinema shows, reading rooms and libraries theatrical performances, holiday
homes, etc., must effectively fulfill this object, and go along way in reducing
the evils of franking and gambling, and particularly prostitution, which
prevails in the labor areas owing to the glaring numerical disparity of sexes. It
is very important as to how this leisure is utilized because it is said that the
use of a nation’s leisure in the test if its efficiency and civilization. A
recommendation, concerning the development of facilities for the utilization
of workers spare time, was also adopted by the international Labor conference
in 1924. It points out that “during their spare time, workers have the
opportunity of developing freely, according to their industrials tastes, their
physical, intellectual and moral power, and such development is of treat value
from the point of view of the civilization. The subject was again considered
by the International labour Conference at its 30th session in 1947 and its 39th
session in 1956.
4. Medical facilities:
As regards sanitary and medical facilities, their importance for the
worker can hardly be exaggerated. The royal Commission on labor I India
emphasized the point that the health of the industrial workers is of cardinal
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importance not only to him, but also in relation to general industrial
development and progress.
Sickness and ill-health are recognized to be among the most wide –
spread causes of absenteeism, lowered moral and bad timekeeping, leading to
decreased production, spoiled work and bad employee management relations.
In India the health of the workers is adversely affected due to bed climatic
conditions, under which work is performed, unhealthy conditions in most
factories, tropical diseases and illness due to ignorance and poverty. Long
hours of work and low wages, and low wages, and due to the fact that the
industrial workers is migratory in character, coming from rural areas, and the
city life is not conducive to his health. Hence the provisions for medicalfacilities for the workers are of great importance in the country. However, the
medical organization of the country as a whole is extremely inadequate, and
the medical facilities. The recommendations of the Health Survey and
Development Committee (Bore Committee) were also very useful in brining
about considerable improvement in the medical organization of the country as
a whole. The employee’s state Insurance scheme, providing for factory
workers medical care in times of sickness, employment injury and childbirth,
should also bring about improvement in the health of workers.
5. Washing and bathing facilities:
As regards washing and bathing facilities, the factories Act requires that
in every factory in which any process involving contact by the workers with
any injurious or obnoxious substance is carried on, a sufficient supply of
water, suitable for washing, shall be provided for the use of workers at
suitable places and with facilities for its use. Almost all the factories provide
water for washing soap, soda and towels which are also necessary. In many
cases the number of taps basins is inadequate.
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6. Provident Fund:
As regards the provisions for provident fund, gratuities and pensions, it falls
within the social security scheme. Some precision undertaken by the
employers in this respect have already been mentioned above.
7. Educational Facilities:
The provision of educational facilities for workers and their children is
a social service of great importance in India, where Illiteracy is widely
prevalent. The need for education is especially urgent in an era of industrial
expansion, when the process industrialization may involve the transfer of workers in large number from agricultural to industrial skills and techniques.
The removal of illiteracy and ability to acquire industrial skills are not the
only purposes of workers education. Education does not mean teaching of
their R’s only. It is teaching a broad conception of the whole scheme of life,
industrially, socially and personally. The royal commission also observed: “in
India nearly the whole mass of industrial labor is illiterate, a state of affrays
which in unknown in any other country of industrial importance”. Mr. Harold
bundler has observed: “in most Indian factories it is noticeable that the
workers are not the masters but the servants of their machines, they do not
understand them, and as a result of negligent tending cause.
More repine deterioration than in counties where the operative are
mechanically minded”. The objective of the programmed is to educate worker
in the principles and techniques of trade union organization and to enable
them to play an intelligent and responsible part in the affairs of the union and
of the management. The programmed of workers education, thus, consists of
three stages:
(a) The creation of the cadre of teacher administration;
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(b)Though teacher- administrators to train worker- teacher
drawn from various industrial units; and
(c) Training the rank and file through worker-teachers.
LABOUR WELFARE AND MOTIVATION
A basic principle is that the performance of an individual depends on
his or her ability backed by motivation. Stated algebraically the principle is:
Performance = f (ability x motivation)
Ability refers to the skill and competence of the person to complete a
given task. However, ability alone is not enough. The person’s desire to
accomplish the task is also necessary. Organizations become successful when
employees have abilities and desire to accomplish given tasks.
Motivation in simple terms may be understood as the set of forces that
cause people to behave in certain ways. The framework shown in Fig. helps
us understand the nature of motivation better .
Figure A. Framework of Motivation
24
Employee
Reassess needs
deficiencies
Searches for ways to
satisfy needs
Engages in goal-
directed behaviour
Performs
Identifies
needs
Receives rewa rds
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The framework (Figure A) comprises six steps. Motivation process as
shown in the figure begins with the individual’s needs (Step 1). Needs are felt
deprivations which the individual experiences at a given time and act as
energizers. These needs may be psychological (e.g., the need for recognition),
physiological (e.g., the need for water, air or food) or social (e.g., the need for
friendship). These deprivations force the individual to search for ways to
reduce or eliminate them (Step 2).
Motivation is goal directed (Step 3). A goal is a specific result that the
individual wants to achieve. An employee’s goals are often driving forces and
accomplishing those goals can significantly reduce needs. For example, some
employees have strong drives for advancement and expectations that working
long hours on visible projects will lead to promotions, raises and greater
influence. Such needs and expectations often create uncomfortable tension
within these individuals. Believing that certain specific behaviours can
overcome this tension, these employees act to reduce it. Employees striving
to advance may seek to work on major problems facing the organization inorder to gain visibility and influence with senior managers (Step 4).
Promotions and raises are two of the ways that organizations seek to maintain
desirable behaviours. They are signals (feedback) to employees that their
needs for advancement and recognition and their behaviours are appropriate
(Step 5). Once the employees have received either rewards or punishments,
they reassess their needs (Step 6).
Some definitions on motivation are worth citing in this context.
…how behaviour gets started, is energized, is sustained, is directed, is stopped, and what kind of subjective reaction is present in the organism whileall this is going on’ (Jones, 1955).
‘…the term motivation refers to a process governing choices made by
persons or lower organisms among alternative forms of voluntary activity.’3
‘Motivation is the result of processes, internal or external to the
individual that arouses enthusiasm and persistence to pursue a certain course
of action.’
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Labour measurements is a process that starts with a physiological or
psychological deficiency or need that activates behaviour or a drive that is
aimed at a goal or an incentive.’
Obviously, the first definition covers all stages shown in the motivation
model.
IMPORTANCE OF Labour welfare measurements:
Probably, no concept of HRM receives as much attention of academicians,
researchers, and practicing managers as motivation. The increased attention
towards motivation is justified by several reasons.
1. Motivated employees are always looking for better ways to do a job.
This statement can apply to corporate strategists, and to production
workers. When people actively seek new ways of doing things, they
usually find them. It is the responsibility of managers to make
employees look for better ways of doing their jobs. An understanding
of the nature of motivation is helpful in this context.
2. A motivated employee, generally, is more quality oriented. This is true
whether we are talking about a top manager spending extra time on data
gathering and analysis for a report, or a clerk taking extra care when
filing important documents. In either case, the organization benefits,
because individuals in and outside the organization see the enterprise as
Quality conscious. A clear understanding of the way motivation works
helps as a manager make his employees quality oriented.
3. Highly motivated workers are more productive than apathetic workers.
The high productivity of Japanese workers and the fact that fewer
workers are needed to produce an automobile in Japan than elsewhere is
well known. The high productivity of Japanese workers is attributable
to many reasons, but motivation is the main factor.6 Productivity of
workers becomes a question of the management’s ability to motivate itsemployees. An appreciation of the nature of motivation is highly useful
for managers.
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4. Every organization requires human resources, in addition to financial
and physical resources for it to function. Three behavioural dimensions
of HR are significant to the organizations-(i) people must be attracted
not only, to join the organization but also to remain in it; (ii) people
must perform the tasks for which they are hired, and must do so in a
dependable manner; and (iii) people must go beyond this dependable
role performance and engage in some form of creative, spontaneous,
and innovative behaviour at work. In other words, for an organization
to be effective, it must come to grips with the motivational problems of
stimulating both-the decision to participate and the decision to produce
at work.
5. Motivation as a concept represents a highly complex phenomenon that
affects, and is affected by, a multitude of factors in the organizational
milieu. A comprehensive understanding of the way in which an
organization functions, requires that increasing attention be directed
towards the question of why people behave as they do on their jobs. An
understanding of the topic of motivation is thus essential in order to
comprehend more fully the effects of variations in other reactions (such
as leadership style, job realization, and salary systems) as they relate to
performance, satisfaction, and so forth.
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CHAPTER IV
OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE:
To study about labour welfare programmes in the organization.
To know the labour satisfaction level regarding various labour welfare
programmes in the organization.
SECONDARY OBJECTIVES:
To ensure that the labours are really benefited with the welfare
programmes.
To know the labour families are really satisfied with welfare
facilities provided by the organization.
To study about the safety measures and safety facilities which are
provided to the labours.
To study and analyse about overall labour welfare programmes in the
organisation.
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SCOPE OF THE STUDY:
The research has made an attempt to assess the levels of labour
satisfaction attained with the help of various labour welfare programmes
provided by White House Business Solutions (P) LTD.
The main focus was given to find out and analyze various labour
welfare programmes, which are resulted to attain quality work environment
White House Business Solutions (P) LTD.
Selection of study area:
The selected study area was at White House Business Solutions (P) LTD.
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CHAPTER V
Limitation of the study
The sample size of the research is limited to 100.
The area of study for labour welfare is limited in a particular area that is
the White House Business Solutions (P) LTD.
Time factor can be considered as another limitation.
The study will not represent the whole size of population spread other
various parts of companies.
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CHAPTER VI
RESEARCH METHODOLOGY
Research methodology is a technique systematically solves the research
problem. It may be as a science of studying how research is done
scientifically in methodology, we study not only methods or techniques in
studying research problems, but also the logic behind them. A researcher not
only needs to know how to develop certain indices or tests, hogs to calculate
the mean, the mode and the detain, but also helter also needs to know which
are not, and what would they are not, and what would they mean and indicate
and why the research has to specify very clearly and precisely what decision
he selects and why he selects them so that they can be evaluated by others
also.
After the collected data have been processed, it is necessary that these data are
analyzed. As there are several statistical techniques available to do this the
researcher has to decide which of them he will use, in fact, a decision in this
respect is called for even before the data collection has began so that those
techniques can be used properly.
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Q UESTIONNAIRE DESIGN
Good questionnaires design is a key to obtaining good survey results.
The specific question asked will be a function of the type of information
needed to answer the question relevance and accuracy are especially useful in
exploratory research of at the beginning of a questionnaire, the language
should be sample to allow for variations in education levels. Questions should
not be leading or loaded and personal questions should be minimized. There
should be no ambiguous of double barreled of burdensome question.
Question sequence can be very important to the success of a survey. The
opening question should be interesting to the respondent; personal question
should be in the middle or at the end and general questions should precede
specific ones.
A questionnaire consists of a questions presented to respondents for
their answer. The questions used were closed and type is which perspective
all the possible answer. The questionnaire used simple direct and unbiased
wording.
A questionnaire consists of a number question of typed in a define the
order on to answer the questions of their own.
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SAMPLING DESIGN
Method of sampling
The selected respondents constitute what is technically called a
sample and selection process is called sampling technique. The survey so
conducted is known as sampling survey.
Sampling survey
Sampling survey is the process of obtaining the information about
entire population by examine only a part of it for the purpose of the study
the researchers has used the stratified random sampling
methods.
Sample
The total population was divided into group and samples are
collocated randomly from this group.
CONSTRUCTION OF TOOLS
The tool used for collecting data is questionnaire. A questionnaire is a
simply and related information. With tolerable accuracy and completeness.
In other words, it directs the questioning process and promotes the clear and
proper recording.
The data are collected through speculating designed questionnaire for
the present study the four points. Likes scaling is used in order to elicit frank
opinion of the respondents with regard to work value in for his purposed the
researched interviewed the executing of different levels and in various
departments. They are selected at stratified random sampling.
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SOURCES OF DATA
Both the primary data and the secondary data are taken its account for
the purpose of the study.
Primary data:
The instrument used to collect primary data is a well-designed
questionnaire. The questionnaire consisted only the liker scaled responses, the
questionnaire is carefully constructed and properly setup.
SECONDARY DATA:
Secondary data are extracted from. The file, resisters, records obtained
from personnel department.
Sample size
The tool used for collection data is questionnaire. Questionnaire is a
simply formalized scheduled to obtain and record specified and the relevant
information with to liable.
A sample size was taken up for the study was 100.
Study was mainly conducted with stipulated time of one month
given by organization. Selected respondents were interviewed
through organized questionnaire.
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WELFARE FACILITIES
The following are the welfare measures extended to the employees of the
White House Business Solutions (P) LTD.
1. MEDICAL TREATMENT FACILITY:
Free medical treatment is being given to workers and staffs in selected
dispensary. The agreement was passed between White House Management
and selected hospitals in and around Chennai and medical allowance also
given to supervisory category.
2. CANTEEN:
The canteen is available in the company. During the office work time.
It is maintain by the company on contract basis.
3. UNIFORM AND WASHING ALLOWANCE
Three sets of Terry cotton uniform and one pair of shoes with socks are
provided once in two years to the workers and staffs. Washing allowance atthe value of Rs.150/-per month is paid to all the employees of company.
4. EDUCATIONAL LOAN:
Interest free educational loan of Rs.10000/-, Rs.5000/- for professional
courses, Graduation and Diploma studies respectively is being paid to the
children, of employees to meet educational expenses per academic year.
5. FINANCIAL ASSTSTANCE FOR NOTE BOOKS:
A sum of Rs.100/-is being paid to the children of the employees who
are studying up to5th standard, 10th standard, ad 12th standard respectively not
more the 2 children of the employees per year.
6. MARRIAGE LOAN:
The marriage loan of Rs.10,000 is sanctioned to all workers and
employees. It is recovered from monthly salary on installment basis.
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7. FESTIVAL ADVANCE:
The employees are granted festival advance of Rs.1000/-, for festivals
and it is recovered from the salary on two monthly installments.
8. FREE MEDICAL TREATMENT WITH WAGE FOR MAJOR
DISEASES:
The employees who suffered from T.B., Cancers, Leprosy, and Heart
By pass surgery; Kidney transplant and Brain tumor are allowed leave with
wage for a maximum period of six months. The 50% actual treatment cost is
met by the Company as per labour Act provisions.
9. MEDICAL POLICY TO OFFICERS:
All the officers and Executives are covered under the Medicals
insurance policy.
10. ACCIDENT INSURANCE POLICY
The labours in production department are covered under AccidentInsurance Policy of Rs.1, 00,000. During the production time.
11. PROVIDENT FUND:
Every employee of the company is eligible to enroll in the Employees
provident Fund Scheme, The provident fund contribution will be12% of the
total salary drawn by the employee every month and company also contribute
the same amount to EPF Scheme.
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CHAPTER VII
ANALYSIS AND INTERPRETATION
TABLE – 1
Family welfare facilities.
INTERPRETATION
From the above table it is inferred that 40% of the employees are highly
satisfied with family welfare facilities provided by the organization.
Graph-1
Family welfare facilities
4035
20
540% 35% 20% 5%
0
10
20
3040
50
Highly
satisfied
Satisfied Moderately
satisfied
dissatisfied
Response
Number of
Employees Percentages
Highly satisfied 40 40%
Satisfied 35 35%
Moderately satisfied 20 20%
Dissatisfied 5 5%
Total 100 100%
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TABLE - 2
Bonus and incentives
Response
Number of
Employees PercentagesHighly satisfied 30 30%
Satisfied 42 42%
Moderately satisfied 22 22%
Dissatisfied 6 6%
Total 100 100%
INTERPRETATION
From the above table it is inferred that 42% of employees are satisfied and
30% of employees are highly satisfied with their Bonus and incentives
schemes.
Graph-2
Bonus and incentives
30
42
22
6
30% 42% 22% 6%0
5
10
15
20
25
30
35
40
45
Highly satisfied Satisfied Moderately
satisfied
Dissatisfied
TABLE - 3
All- the other allowancesResponse Number of Percentages
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Employees
Highly satisfied 20 20%
Satisfied 40 40%
Moderate satisfied 30 30%
Dissatisfied 10 10%
Total 100 100%
INTERPRETATION
From the above table it is inferred that 40% of the employees are satisfied
with their allowance schemes.
Graph-3
All- the other allowances
20
40
30
10
20% 40% 30% 10%0
5
10
15
20
25
30
35
40
45
Highly
satisfied
Satisfied Moderately
satisfied
Dissatisfied
TABLE - 4
Recreational facilities
Response
Number of
Employees Percentages
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Highly satisfied 28 28%
Satisfied 44 44%
Moderately satisfied 16 16%
Dissatisfied 12 12%
Total 100 100%
INTERPRETATION
From the above table it is inferred that 44% of employees are satisfied and
28% of highly satisfied with their recreational facilities.
Graph-4
Recreational facilities
28
44
16
12
28% 44% 16% 12%0
5
10
15
20
25
30
35
40
45
50
Highly
satisfied
satisfied Moderately
satisfied
Dissatisfied
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Pension and other retirement benefits
35
43
19
335% 43% 19% 3%05
10152025
3035404550
H i g h l y
s a t i s f
i e d
s a t i s
f i e d
M o d e r a
t e l y
s a t i s
f i e d
D i s s
a t i s f
i e d
TABLE - 6
Accident insurance and safety measures
Response
Number of
Employees Percentages
Highly satisfied 25 25%
Satisfied 42 42%
Moderately satisfied 28 28%
Dissatisfied 5 5%
Total 100 100%
INTERPRETATION
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From the above table it is inferred that 42% are satisfied with their accident
and safety measurements facilities.
Graph-6
Accident insurance and safety measures
25
42
28
5
25% 42% 28% 5%0
5
10
15
20
25
30
35
40
45
Highlysatisfied
Satisfied Moderatelysatisfied
Dissatisfied
TABLE - 7
Water and restroom facilities
Response
Number of
Employees PercentagesHighly satisfied 34 34%
Satisfied 39 39%
Moderately satisfied 23 23%
Dissatisfied 4 4%
Total 100 100%
INTERPRETATION
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From the above table it is inferred that 39% of employees are satisfied
with their water and restroom facilities.
Graph-7
Water and restroom facilities
3439
23
4
34% 39% 23% 4%05
1015202530354045
H i g h l y
s a t i s f
i e d
S a t i s
f i e d
M o d
e r a t e l y
s a t i s
f i e d
D i s s
a t i s f
i e d
TABLE - 8
Facilities of canteen and basic amenities
Response
Number of
Employees PercentagesHighly satisfied 25 25%
Satisfied 40 40%
Moderately satisfied 20 20%
Dissatisfied 15 15%
Total 100 100%
INTERPRETATION
From the above table it is inferred that the 40% of employees satisfiedin canteen and other amenities.
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Graph-8
Facilities of canteen and basic amenities
25
40
20
15
25% 40% 20% 15%0
5
10
15
20
25
30
35
40
45
Highly satisfied satisfied Moderately
satisfied
Dissatisfied
TABLE - 9
First aid and medical facilities
Response
Number of
Employees Percentages
Highly satisfied 20 20%
Satisfied 40 40%
Moderately satisfied 25 25%
Dissatisfied 15 15%
Total 100 100%
INTERPRETATION
From the above table it is inferred that 40% of employees are satisfied
with their first aid and medical facilities.
Graph- 9
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First aid and medical facilities
20
40
25
15
20% 40% 25% 15%0
5
10
15
20
25
30
35
40
45
Highly satisfied satisfied Moderately
satisfied
Dissatisfied
TABLE - 10
Loan facilities
Response
Number of
Employees Percentages
Highly satisfied 40 40%
Satisfied 34 34%
Moderately satisfied 20 20%
Dissatisfied 6 6%
Total 100 100%
INTERPRETATION
From the above table it is inferred that the 40% of employees are
highly satisfied loan and facilities with their.
Graph-10
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Loan facilities
40
34
20
6
40% 34% 20% 6%0
5
10
15
20
25
30
35
40
45
Highly satisfied Satisfied Moderately
satisfied
Dissatisfied
TABLE – 11
Educational facilities
Response
Number of
Employees Percentages
Highly satisfied 24 24%
Satisfied 36 36%
Moderately satisfied 30 30%
Dissatisfied 10 10%
Total 100 100%
INTERPRETATION
From the above table it is inferred that the 36% of employees are
satisfied in educational facilities provided by the organization.
Graph-11
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Educational facilities
24
36
30
10
24% 36% 30% 10%0
5
10
15
20
25
30
35
40
Highly satisfied Satisfied Moderatelysatisfied
Dissatisfied
TABLE - 12
General rating for implementation of welfaremeasurements
Response
Number of
Employees Percentages
Highly satisfied 15 15%
Satisfied 50 50%
Moderately satisfied 25 25%
Dissatisfied 10 10%
Total 100 100%
INTERPRETATION
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From the above table it is inferred that on the whole 50% of the
employees are satisfied with all facilities provided by the organization.
Graph-13
General rating for implementation of welfare Measures
25
40
25
10
25% 40% 25% 10%0
5
10
15
20
25
30
35
40
45
Highly satisfied Satisfied Moderately
satisfied
Dissatisfied
CHAPTER VIII
FINDINGS
1) It is found out that a majority of labours are highly satisfied with the
labour welfare facilities provided by the organization. This shows
that the labour welfare measurements adapoted in White House
Business Solutions (P) LTD.
2) It is found out that a majority of labours are highly satisfied with the
bonus and incentives provided in the White House Business
Solutions (P) LTD.
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3) It is found out that allowance provided by the company is highly
satisfied.
4) It is found out that majority of the e labours are highly satisfied with
the recreational facilities that are available in the organisation.
5) The majority of the labours are highly satisfied with the procedure
provided for pensions and other retirement benefits are excellent in
the organisation.
6) It is found out that majority of the labours are satisfied with the
insurance facilities and safety compensation measurements provided
by the White House Business Solutions (P) LTD.
7) On the whole it is found out that labours are highly satisfied with the
safety measures provided in the organization.
8) It is found out that majority of the labours are highly satisfied with
the quality working condition in the organization.
9) It is found out that majority of the labours agreed that during
festival time only they receive bonus.
10) It is found out that majority of labours are satisfied with proper
motivational aspects provided by the organisation.
11) In overall it is found out that majority of the labours are satisfied
with benefits and welfare programs provided by the organization.
12) The majority of the employees are satisfied with the good and
excellent welfare facilities provided by the organization.
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CHAPTER IX
Suggestions
1. It is suggested that the safety measurements provided by organisation
may be improved.
2. It is suggested that the group insurance benefits may be improved
3. Bonus may be delivered before 2 week of the festival.
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4. The canteen facilities must be improved proper manner
5. It is suggested that recreation facilities provided by the organisation
must be improved to some extent.
CHAPTER X
CONCLUSION
As labour welfare is playing vital role in organizing and motivating the
employees, the organisation must provide the quality-oriented welfare
programmes need to be implemented. Hence, the organisation should provide
a good concentration in improving welfare programmes to labours.
The various welfare facilities such as promotion, bonus, incentives and
others enable the worker to work with high-level motivation and more job
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satisfaction. From this study it is clear that Calciteh India (P) LTD is
providing good welfare facilities to the workers. The employees are more
satisfied with their task provided.