DESHABHIMANI deffy

INTRODUCTION

Human resource management (HRM) is

concerned with the ‘people’ dimension in management.

HRM is the term increasingly used to refer to the

philosophy, policies, procedures and practices

relating to the management of people within

organization. Since every organization is made up of

people, acquiring their services, developing their

skills, motivating them to higher levels of

performance, and ensuring that they continue to

maintain their commitment to the organization are

essential to achieve organizational objectives.

The scope of Human Resource Management

(HRM) is indeed vast. All the major activities in the

working life of an employee from time of his entry

into an organization until he leaves the organization

comes under the purview of HRM.

Human Resource Management embraces a very

wide field of activities. The HR manager plays

multiple roles like that of a researcher, counselor,

bargainer, mediator, peacemaker, problem solver etc.

The functional areas of HRM are employment, selection

and training, employee services, wages, industrial

1

relations, health, safety and education.

Human Resource Management may be defined

as the field of management which has to do with

planning, organizing and controlling the functions of

procuring, developing, maintaining and utilizing a

labour force, such that the: objectives for which the

company is established are attained economically and

effectively, objectives of all levels of personnel

are served to the highest possible degree, objectives

of society are duly considered and served.

The objectives of Human Resource Management

(HRM) are influenced by organizational objectives and

individual and social goals. Every organization has

some objectives and every part of it should

contribute directly or indirectly to the attainment

of desired objectives. In order to achieve the

organizational objectives, integration of employer’s

interest and employee interests is necessary.

The primary aim of Human Resource Management is

the promotion of effectiveness of the employees with

performance of their allotted duties by the

substitution of cooperation in the common task in

place of the suspicions and hostility that have so

2

long been characteristics of relations between

employees and employers. Deshabhimani is one of the leading Malayalam

dailies in Kerala. It is the mouthpiece of the Kerala

State Committee of the Communist Party of India

(Marxist) it is run and published by the CPM of

Kerala, the paper acts as a media through which the

roots of the party can be firmly strengthened. It is

enjoying a common table circulation compared to other

Malayalam dailies in the scenario. As the literacy

level in Kerala is high, there is good circulation

for all the leading dailies and Deshabhimani has a

good position and status in Kerala.

Deshabhimani has editions at Kozhikode,

Kochi, Kannur, Thiruvanathapuram, Kottayam, Thrissur,

Malapuram, Abudhabi and it started its multi colour

edition at Kochi in 1993 and Thiruvanathapuram,

Kottayam and in 1994. Its internet edition started on

1 January of 1998 is another feather on the cap of

Deshabhimani. Deshabhimani is one among the three

most circulated dailies in Kerala. The children's

Magazine "Thathamma" a sister Publication is widely

accepted. The first spot magazine in

Malayalam"Kalikkalam" brought out by Deshabhimani.

3

Employee welfare work aims at providing such

service facilities and Amenities which enable the

workers employed in an organization to perform their

work in healthy congenial surrounding conductive to

good health and high morale. Employee welfare is a

comprehensive term including various services,

benefits and facilities offered by the employer.

Employee welfare means activities designed

for the promotion of the economic, social and

cultural well being of the employees. It includes

statutory as well as non- statutory activities

undertaken by the employers, trade unions and both

the central and state governments for the physical

and mental development of the workers.

Employee welfare enables workers to have

richer and more satisfying life. It raises the

standard of living of workers by indirectly reducing

the burden on their pocket. Welfare measures improve

the physical and physiological health of the

employees, which in turn enhance their efficiency and

productivity. Employee welfare promotes a sense of

belongings among the workers, preventing them from

resorting to unhealthy practices like absenteeism,

employee unrest strike, etc. welfare work improves

4

the relations between employees and employers.

STATEMENT OF THE PROBLEM

The project report is prepared based on

particular topic that is study on employee

satisfaction towards welfare facilities.

Human resource is an important asset of

every company. The skilled personnel are scarce and

are to be attached and sustained in the company. The

employee welfare measures help to counteract the

negative effects of the factory system. These

measures enable the employee and his family to lead a

good life.

5

Employee welfare improves the morale and

loyalty of workers by making them happy and

satisfied. It also helps to improve the goodwill and

public image to the enterprise.

The various welfare measures provided to

the workers will have immediate impact on the health,

physical and mental efficiency, alertness, morale and

overall efficiency of the workers and thereby

contributing to the highest productivity. Hence, the

research is to attempt to study and identify the

effectiveness of welfare schemes of Deshabhimani,

Cochin.

6

OBJECTIVE OF THE STUDY

Primary objective

The primary objective of the study is to

understand the effectiveness of employee

welfare measures among the employees in

Deshabhimani.

Secondary objectives

To identify various welfare measures provided

by the company for the employees

To see whether employees are satisfied with

the various welfare measures provided by the

company.

To understand whether there is any need of

improvement in the present welfare schemes.

To find out the level of satisfaction of both

the worker and the managerial staff in the

welfare measures taken by the company.

To study the impact of employee welfare on

employee satisfaction in Deshabhimani, Cochin.

To recommend few suggestions to improve the

satisfactory schemes adopted by the company,

based upon the findings.

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To know about the awareness of statutory

welfare measures in the company.

To measure Employees satisfaction on

Compensation and Benefits.

To compare the desired satisfaction with the

actual one.

SCOPE OF THE STUDY

The scope of the study is on the welfare

measures provided by Deshabhimani daily. Employee

welfare improves the morale and loyalty of workers by

making them happy and satisfied. It also helps to

improve the goodwill and public image to the

enterprise. The test of welfare activities is that it

removes directly or indirectly any hindrance,

physical and mental of the worker and restores to the

peace and joy of living the welfare work embraces the

worker and his family

The major findings of the study provide

valuable information to the management. This helps

8

the management to take necessary steps to review the

welfare measures provided and can take corrective

measures in case of necessity and thereby improve the

satisfaction of the employees towards the welfare

measures.

LIMITATIONS OF THE STUDY

The sample size chosen for the study were only

50, and so the result would not be applicable

to the whole of Deshabhimani.

Managers and the staff members from different

departments are constantly engaged in their

work to meet deadlines; this caused a

limitation in the collection of data from

multiple sources.

The study has been conducted purely for

academic purpose and it is not an exhaustive

one.

Many of the employees are working in night

shifts. This caused a limitation in collection

of data from them.

9

INDUSTRY PROFILE

A news paper is regularly scheduled publication

containing news, information and adverting. By 2007,

there were 6580 daily newspapers in the world selling

395 million copies a day. The worldwide recession of

20008, combined with the rapid growth of web- based

alternatives caused a serious decline in advertising

and circulation, as; many papers closed or sharply

retrenched operation. General- interest newspapers

typically publish stories on local and national

political events and personalities, crime, business,

entertainment, society and sports. Most traditional

papers also feature and editorial page containing

editorials written by an editor and columns that

express the personnel opinion of writers. Other

features include display and classified adverting,

comics and inserts from local merchants.

The newspaper is typically funded by paid

subscriptions and adverting. A wide variety of

material has been published in newspaper ; include

editorial opinions, criticism, persuasion,

obituaries, entertainment features such as crosswords

Sudoku and horoscopes; weather news and forecasts;

advice, food and other columns; reviews of movies,

10

plays and restaurants; classified ads; display ads,

editorial cartoons and comic strips.

When newspapers and magazines are combined, print

is the world's largest advertising medium. An

increase in the newspaper sale has been witnessed in

almost all continents including Asia, Europe, Africa

and South America except North America, which

registered a decline in the sales. Global newspaper

sales rose 2.3% in 2006, India grew 13 %.

Advertising revenues in paid dailies had been found

up 3.77 per cent. China, Japan and India account for

60 of the world’s 100 best-selling dailies while the

five largest markets for newspapers are China, India,

Japan, the US and Germany.

Indian newspaper business In India, over 150 million individuals read

a newspaper each day. One factor that has resulted in

making the print media ever more popular is the fact

India is a country of many diverse languages and more

than a thousand different dialects. In a country of

1.1 billion, there is more room for the newspaper

industry to grow, as the rural areas are largely

untapped.

11

To propel the newspaper growth in India, 26

percent foreign direct investment was allowed in

print media in 2002. Due to a hike in FDI limits in

the newspaper- publishing sector a lot more action is

likely to be seen from the global players wanting to

invest in this sector.

Press Council of India Press council of India (PCI) is a statutory

autonomous body established in 1966 by the parliament

on the recommendations of the First Press Commission

for the purpose of preserving the freedom of the

press, and of maintaining and improving the standards

of newspapers and news agencies in India. The Council

is headed by a Chairman, who is nominated by a

committee consisting of Chairman of Council of states

(Rajya Sabha), the speaker of the House of the People

(Lok Sabha), and a person elected from amongst the

Members of the Press Council cannot be questioned in

any court of law.

National Press Day – 16 November- is symbolic of

a free and responsible press in India. The press

council of India started functioning on this day.

Indian Newspaper SocietyThe Indian and Eastern Newspaper Society, now

12

renamed as The Indian Newspaper Society, enjoys a

unique position as the accredited spokesperson of the

newspaper industry. From newsprint to advertising,

from licenses for machinery to freedom of the Press,

INS today is involved in many spheres of activities.

Registrar of Newspapers for IndiaThe Office of the Registrar of Newspapers for

India, more popularly known as RNI came into being on

1st July, 1956, on the recommendation of the First

Press Commission in 1953 and by amending the Press

and Registration of Books Act 1867. The Office of

the Registrar of Newspapers for India is

headquartered in New Delhi, and has three regional

offices at Calcutta, Mumbai and Chennai to cater to

the needs of publishers in all corners of the

country.

RNI compiles and maintains a Register of

Newspapers containing particulars about all the

newspapers published. It informs the District

Magistrates about availability of titles to intending

publishers for filing declaration and issues

Certificate of Registration to the newspaper. It

ensures that newspapers are published in accordance

with the provisions of the Press and Registration of

Books Act 1867.

13

National Readership Studies Council

It is constituted by Advertising Agencies

Association of India, Audit Bureau of Circulations &

Indian Newspaper Society. The National Readership

Study 2006 (NRS 2006) in India is the largest survey

of its kind in the world, with a sample size of

2,84,373 house-to-house interviews to measure the

media exposure and consumer product penetration in

both urban and rural India – and of course the

estimated readership of publications. The study

covers 535 publications of which 230 are dailies and

305 are magazines.

News paper business in Kerala

Kerala has a rate of newspaper readership that is

among the highest in the world. In Kerala, there are

approximately 1576 newspapers in circulation! Among these,

only a few newspapers are widely circulated with a good

number of readers.

List of Leading Malayalam Language Newspapers

Malayala Manorama First appeared on 14th March

1890, as a weekly, currently has a readership of over

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15 million, with a circulation base of over 7.4

million copies. Manorama is Kerala's largest selling

and most widely read newspaper.

Mathrubhumi: The first copy of Mathrubhumi went

to press on 18th of March 1923. Mathrubhumi today

is the second most circulated newspaper in Kerala. It

is published from Calicut, Thiruvananthapuram,

Kottayam, Ernakulam, Thrissur, Kannur, Palakkad,

Malappuram and Kollam besides from Chennai,

Bangalore, Mumbai and New Delhi It has a circulation

of over 13 lakhs and its readership is around 75

lakhs.

Deshabhimani is a Malayalam newspaper run by

Communist Party of India (Marxist). Started as a

weekly in 1942 and converted to a daily in 1946.

Deshabhimani now has six different editions:

Kozhikode, Kochi, Thiruvananthapuram, Kannur,

Kottayam and Trichur.

Kerala Kaumudi is a popular Malayalam newspaper,

founded in 1911. Published from Thiruvananthapuram,

Kollam, Alappuzha, Kochi, Kozhikode, Kannur in Kerala

and Bangalore, Kerala Kaumudi is the fourth most

circulated Malayalam daily. The paper has online

15

editions in Malayalam and English that are updated

twice daily.

Deepika is one of the oldest newspapers published

in India. The first issue came out on 1887 April 15.

Deepika publishes editions from Kottayam, Kochi,

Kannur, Thrissur, Thiruvananthapuram and Kozhikode.

News Paper in the 20th Century

The 18th century saw the rise of the news paper

as the preferred media for communication of vast

amounts of information over a large geographical

area, the 18th century also witnessed a wide array of

inventions and progress in the field of

communication, such as the telephone, radio and

telegraph, though this helped in improving the

reporting and the overall effectiveness of the

newspaper, it also proved to be a better alternative

to the newspaper.

In the 1920’s, the radio gained

widespread acceptance due to its simplicity and

availability, a single FM radio station the

capability to cover an area of approximately 130km’s,

16

http://en.wikipedia.org/wiki/Kozhikode

http://en.wikipedia.org/wiki/Thiruvananthapuram

http://en.wikipedia.org/wiki/Thrissur

http://en.wikipedia.org/wiki/Kannur

http://en.wikipedia.org/wiki/Kochi%2C_India

http://en.wikipedia.org/wiki/Kottayam

http://en.wikipedia.org/wiki/Deepika

providing information live and to the minute, this

made it ideal for following sports events,

progressing news topics such as elections, live

weather and hazard updates. A radio receiver, even

though more expensive than a newspaper was only a one

time investment and radio broadcasts were free of

charge, this made the radio a stiff competitor to the

newspaper.

Further decline in the newspaper

readership came from the television; this was similar

to the radio in utility but offered video in addition

to the information. TV and radio both provided up to

the minute information on a wide variety of topics

which the newspaper could only present in the next

day, this made the public in general to opt towards

these media for news updates rather than the

newspaper hence causing a decline in readership,

demand and revenue.

By the beginning of 1990, the Internet was born

which was an even bigger threat as the people could

access information on demand on any topic or news

story. The Internet was considered a threat to the

radio and television due to its versatility,

accessibility and affordability and hence newspaper

readership declined even further.

The newspapers realized this rising trend and had

17

taken measures to counter the competition by

providing more specialized in depth analysis of

events and happenings from around the world. Along

with providing editorials and columns on important

topics with views that are generally different from

those of the other media, most newspaper publishers

now even have their own websites where there are live

updates and articles similar to what is printed.

Newspaper Industry- Global Perspective

According to the New York Times,

there are around 6700 daily newspapers in 215

countries around the world today that sell over 400

million copies daily. Out of these China, Japan and

India are the countries that have the largest

circulation of newspapers.

18

The following is a list of the 10 top selling

newspapers in the world today as published by the

World Association of Newspapers on the World Press

Trends, 2008.

No

Newspaper

Name

Circulat

ion

Country

Print

Langua

ge1 Yomiuiri

Shim bun

14,067,0

00

Japan Japane

se2 Asahi

Shim bun

12,121,0

00

Japan Japane

se3 Mainichi 5,587,00 Japan Japane

19

Shim bun 0 se4 Nihon

Keizai

Shim bun

4,635,00

0

Japan Japane

se

5 Chunichi

Shim bun

4,512,00

0

Japan Japane

se6 Bild 3,548,00

0

Germany German

7 Reference

News

3,183,00

0

China Chines

e8 The Times

Of India

3,146,00

0

India Englis

h9 The Sun 2,986,00

0

United

Kingdom

Englis

h10 People’s

Daily

2,808,00

0

China Chines

e

Modern newspapers, in the quest of generating

maximum revenue in the face of stiff competition

from alternative media like television and radio, now

feature stories which are aimed at catering to the

needs of a much wider variety of readers than before,

covering focus groups, interests of readers based on

geographical areas and other more specific

classification of readers.

Based on these forms of classification, the

20

following categories of newspapers are available

across the world.

Daily

Weekly

National Newspaper

International Newspaper

Newspaper Industry- Indian Perspective

The Indian print industry came into

being in 1780 with the publication of the Bengal

Gazette, based in Calcutta, which was India’s first

printed newspaper created by James Augustus Hickey

who is also known as the “Father of the Indian

Press”. Later in 1789, the Bombay Herald was

introduced, followed by the Bombay Courier, which was

amalgamated with the Times of India in 1861.

As per the latest Newspaper Readership

Surveys, the Indian language papers have more readers

than the English press; this is due to the mother

tongue of the people. The people in general found it

easier to read their papers printed in their mother

tongue rather than English papers; along with this

local language papers have more editions that cater

to the particular geographical area. This makes it

more relevant and up to date in covering a wide

21

variety of news from different parts or the places of

origin. This makes people prefer it to English

Language papers, hence increasing readership.

The growth of the press in India is not limited

and the expansion of Newspapers within the country

are measured in two different ways, because of

circulation and based on readership.

The following are the top 10 newspapers in India

based on circulation.

Ran

k

Newspaper Language Circulat

ion1 Dainik Jagran Hindi 159,50,0

002 Dainik

Bhaskar

Hindi 134,88,0

003 Hindusthan

Dainik

Hindi 108,39,0

004 Malayala

Manorama

Malayala

m

99,27,00

05 Amar Ujala Hindi 85,83,00

06 Lokmat Hindi 78,09,00

0

22

7 The Times Of

India

English 72,54,00

08 Dina Thanthi Tamil 72,45,00

09 Rajasthan

Patrika

Hindi 72,17,00

010 Enadu Telegu 71,05,00

0

COMPANY PROFILE

Deshabhimani is one of the leading Malayalam

dailies in Kerala. It is the mouthpiece of the Kerala

State Committee of the Communist Party of India

23

(Marxist) it is run and published by the CPM of

Kerala, the paper acts as a media through which the

roots of the party can be firmly strengthened. It is

enjoying a common table circulation compared to other

Malayalam dailies in the scenario. As the literacy

level in Kerala is high, there is good circulation

for all the leading dailies and Deshabhimani has a

good positions and status in Kerala.

Deshabhimani has editions at Kozhikode,

Kochi, Kannur, Thiruvanathapuram, Kottayam, Thrissur,

Malapuram, Abudhabi and it started its multi colour

edition at Kochi in 1993 and Thiruvanathapuram,

Kottayam and in 1994. Its internet edition started on

1 January of 1998 is another feather on the cap of

Deshabhimani. Deshabhimani is one among the three

most circulated dailies in Kerala. The children's

Magazine "Thathamma" a sister Publication is widely

accepted. The first spot magazine in

Malayalam"Kalikkalam" brought out by Deshabhimani.

HISTORY OF THE COMPANY Deshabhimani was started as `Prabhatam'

(The dawn) on 9 January 1935 at Shornur near Trichur

under the editorship of EMS Namboodirippad is

considered to be the harbinger of newspaper. When the

party started functioning openly in 1942, it took

24

initiative to have its own mouthpiece and that was

how Deshabhimani was born at Kozhikode. It started as

a weekly on September 6, 1942. The fund collected by

AKG sustained it initially. EMS disposed of his

ancestral property and donated the entire amount (Rs

50,000/- a big sum in those days) to the paper.

Deshabhimani editorial "The Call of Gallows"

in connection with the Kayyar martyrs infuriated the

British imperialists. The government took revenge and

ordered-the paper to security of Rs. 1000.But they

raised this amount within days. Four years later,

despite all onslaughts, Deshabhimani changed to four-

stage morning daily on January 18, 1946.The

proletarian perspective and progressive view of these

papers were so irritating to the erstwhile princely

rulers that the papers were banned once by the Cochin

Government and twice by the Divan of Travancore

during 1942-1946. But, by then, Deshabhimani had

become an instrument of fight for the struggling

people. It took up issues and lent its voice to many

struggles. The agitation of toddy tappers of

Anthikkad (Thrissur) and the strikes of Cochin

harbor, Sitharam Mill (Trichur) and Aaron Mill

(Kannur) were some of the outstanding struggles among

them. Not only had the mass agitations in different

parts of the state, but the struggles in other states

25

also reverberated in Deshabhimani pages.

To improve the quality and meet the growing

demand, the need to replace the double dummy cylinder

press by a speedier modern rotary press was felt in

1947. Again, when the workers approached the people

for fund, the response was fantastic. The experience

of Chombala village near Kozhikode at that time is

etched in people's memory forever. Here, palora

Matha, an illiterate, impoverished rural women who

had nothing else to part with, donated her only calf

to the party, telling the comrades to sell the calf

and utilize the money for Deshabhimani What a

gesture! Is anything more needed to prove the common

people's love for the paper?

SUBSEQUENT EDITIONS The span of time between the second and

subsequent editions was not as long as it was between

Kozhikode and Kochi editions. The growth was rapid,

reflecting the party's increasing popularity in the

state. The third edition of Deshabhimani was started

from Thiruvananthapuram on January 4, 1989. For it,

the party has decided to collect Rs. 25 lakhs but the

response was much greater. In just one day of bucket

collection, people generously donated Rs. 45 lakhs.

The next edition has started at Kannur on

26

January 30, 1994, a stronghold of the communist

movement. One day collection throughout the state for

this edition was Rs. 42 lakhs. Apart from this, Rs.

One crore were collected from Kannur and Kasargode

districts only, by way of 12 years subscriptions. In

1997, the fifth edition started from Kottayam. For it

two days of bucket, collection brought Rs. 75 Lakhs.

Besides Rs. 1.4, crore were collected through annual

subscription from the districts within the limits of

this edition alone.

Within a month, about Rs.1.05 crore were

collected for the sixth edition from Thrissur

district alone. People from all occupations

contributed to the fund. All most all workers,

peasants etc, contributed. The edition came out on

August 31, 2000. The paper started its multi color

edition at Kochi in 1993, and Thiruvanathapuram and

Kozhikode in 1994. Kannur and Kottayam editions

started with the color printing installations right

from the beginning. The internet edition started on

January 1, 1998 another feature in the pape’s cap.

All the printing and publishing companies that bring

out these editions are named after party stalwarts

like P Krishna Pillai, AKG, C H and E M S.

OBJECTIVES AND VISION

27

Its main objectives have always been acting

as the eloquent mouthpiece of the progressive forces

with clear political vision on national and

international issues.

Their vision is to make Deshabhimani the largest

circulated daily.

OTHER PUBLICATIONS (PRODUCT LINE) Deshabhimani Weekly

Sthree Shabdham(Women's Magazine)

Thathamma (Children's magazine)

Deshabhimani Diary(Annual diary from

Deshabhimani)

Deshabhimani Calendar

FUTURE PROSPECTS & GROWTH The main future scope of the Deshabhimani

is extension of circulation. By the extension of the

circulation, they will get more reputation. In

addition, their plan will be starting a new edition

from Malapuram and eighth edition starts from

Abudhabi.

28

DEPARTMENTAL PROFILE

There are eight departments in the company apart from

the editorial department. They are:

29

1. Production department

2. Purchase department

3. Personnel department

4. Administration department

5. HR department

6. Marketing department

7. Circulation department

8. Advertising department

30

PRODUCT PROFILE

SUPPLEMENTS Deshabhimani Varanthappathippu

Aksharamuttam

Sthree

Kilivathil

PUBLICATIONS

Deshabhimani Varika (weekly)

Thathamma (children publication)

ThathammaThathamma is a fortnightly comic

magazine in Malayalam. It is published

by Balasangam state committee Kerala. The magazine,

which features stories, cartoons, and comics,

emphasizes moral values and aims at enhancing

knowledge through humor and hobbies.

Deshabhimani Daily Deshabhimani is a prestigious

daily newspaper in Kerala, and the organ of the

Kerala State Committee of the Communist Party of

India (Marxist). It is one of the most prominent

newspapers in Kerala. It is run and published by CPM

31

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of Kerala, the paper helping to strengthen the roots

of Party in Kerala, indisputably. It is published in

six different editions, in Kochi, Thiruvananthapuram,

Kottayam, Trichur, Kannur and Kozhikode. It is an

undeniable fact that the newspaper holds a special

position in the households of Kerala. The publishing

history started in early 1942s, where it was

converted into a daily in 1946. At present, V. V.

Dakshinamoorthi, secretariat member of the CPI (M),

is the Chief Editor of the paper and P. Jayarajan the

G M.

REVIEW OF LITERATURE

EMPLOYEE WELFARE

Employee welfare facilities enable workers

to live a richer and more satisfactory life. After

employees have been hired, trained and remunerated,

they need to be retained and maintained to serve the

organization better. Welfare facilities are designed

to take care of the well- being of the employees

they do not generally result in any monetary benefit

to the employees. Nor are these facilities provided

by employers alone. Governmental and non-governmental

32

agencies and trade unions too, contribute towards

employee welfare.

Labour plays a very important role in the

industrial production of the country. The human

resource managers are concerned with the management

of people at work. It is necessary to secure the co-

operation of labour force in order to increase the

production and to earn higher profits. The co-

operation of labour force is possible only when they

are fully satisfied with their employer and the

working conditions on the job. In the past,

industrialists and the employers believed that their

only duty towards their employees was to pay them

satisfactory wages and salaries. In course of time,

with the introduction the concept of HRM,

psychological researches convinced them that the

workers required something more important. In

addition to providing monetary benefits, human

treatment given to employees plays a very important

role in seeking their co-operation. Labour or

employee welfare activities benefit not only the

workers but also the management in the form of

greater industrial efficiency. The HR managers

realize that the welfare activities pay a good

dividend in the long run, because they contribute a

lot towards the health and efficiency of the workers

33

and towards a high morale. It should be noted that

expenditure on labour welfare is a profitable

investment in the end as it motivates the workers for

higher productivity.

MEANING OF EMPLOYEE WELFARE

The term is derived from the French word

"welfare". The meaning of this French word is "well

being or happiness or prosperity of individuals".

Welfare means faring or doing well. It is a

comprehensive term and refers the physical, mental,

moral and emotional well being of individual.

According to the ILO report,

"Workers Welfare should be understood as

including such services, amenities and facilities

which may be established in or in the immediate

vicinity of undertakings to enable the persons

employed in them to perform their work in healthy and

peaceful surroundings and to avail of facilities

which improve their health and bring high morale"

OBJECTIVES OF EMPLOYEE WELFARE ACTIVITIES

Following are the objectives of the voluntary

employee welfare services by employer-

34

To win over employees loyalty and increase

their morale.

To develop efficiency and productivity among

workers.

To reduce the threat of future government

intervention.

To make recruitment more effective.

To earn goodwill and enhance public image.

To build up stable Employee force to reduce

Employee turnover and absenteeism.

FEATURES OF EMPLOYEE WELFARE Employee welfare is a comprehensive term

including various services, facilities and

amenities provided to workers for improving their

health, efficiency, economic betterment and

social status.

Welfare measures are in addition to regular wages

and other economic benefits available to workers

under legal provision and collective bargaining.

Employee welfare is dynamic in nature varying

from country to country, region to region and

organization to organization.

Employee welfare is a flexible and ever changing

concept as new welfare measures are added from

time to time to the existing measures.

35

Welfare measures may be introduced by the

employers, government, employees or by any social

or charitable agency.

The basic purpose of employee welfare is to

improve the lot of working class, bring about the

development of the whole personality of the

worker to make him a good worker and a good

citizen.

SIGNIFICANCE OF EMPLOYEE WELFARE

The basic objective of employee welfare is

to enable workers to live a richer and more

satisfactory life. Employee welfare is in the

interest of the labour, the employer and the society

as a whole. The main benefits of employee welfare

service are given below.

1.Benefits to the workers

Welfare facilities provide better physical and

mental health to the workers and make them

happy.

Welfare facilities like housing, medical

benefits, education and recreation facilities

for the workers families help to create

36

contended workers.

Improvement in material intellectual and

cultural condition of life protects workers

from social evils like drinking, gambling etc.

welfare facilities tend to make the worker

happy, cheerful and confident looking.

2.Benefits to organization

Employer welfare facilities help to increase

employee productivity or efficiency by improving

their physical and mental health.

Welfare facilities, besides removing

dissatisfaction help to develop loyalty in

workers towards the organization.

Welfare facilities help to motivate and retain

employees.

Welfare measures help to improve the goodwill and

public image of the enterprise

Welfare services serve to maintain some peace

with improve industrial relations and industrial

peace

Employee’s turnover is reduced due to the

provision of Welfare facilities. Employees take

active interest in their jobs and work with a

feeling of involvement and satisfaction.

37

3. Benefits to the Society Labour welfare is also in the interest of

the larger society because the health, efficiency and

happiness of each individual represent the general

well being of all. Well housed, well fed and well

looked after labour is only an asset to the employer

but serves to raise the standards of industry and

labour in the country.

Agencies of Labour welfare in India Labour welfare activities in India are

urgently needed because India is an industrially

backward country and the working conditions are not

satisfactory in Indian industries. The workers are

poor, illiterate, and generally blamed for being

irresponsible and lazy. Labour welfare activities are

necessary for improving their working conditions and

their economic standards. The employers have

recognized the importance of labour welfare

activities in India very recently, by the government

and by other agencies.

The main agencies engaged in labour welfare in India

include:

1. Central Govt.

38

2. State Government

3. Employers

4. Worker's organizations

5. Other agencies.

Types of Welfare activities The meaning of employee welfare may be made

clearer by listing the activities and facilities that

are referred to as welfare measures. Welfare measures

can be divided in to two broad groups; namely:

Welfare measures inside the work place.

Welfare measures outside the work place

I. Welfare measures inside the work

place

1)Condition of the work environment Neighborhood safety and cleanliness; attention

to approaches.

Housekeeping; keeping of premises- Compound

wall, lawns, gardens and so forth; white -

washing of wall and floor maintenance.

Workshop (room) sanitation and cleanliness;

temperature, humidity, ventilation, lighting,

elimination of dust, smoke, fumes, gases.

Control of effluents.

39

Workmen's safety measures i.e. maintenance of

machines and tools, providing helmets, aprons,

goggles and first - aid equipment.

Notice boards; posters, pictures, slogans;

information or communication.

2)Conveniences Wash basins, bathrooms, waste disposal.

Provision for drinking water.

Canteen services; full meal, mobile canteen.

Management of worker's cloak rooms, rest

rooms, reading room and library.

3)Workers health services Factory health centre: dispensary, ambulance,

emergency aid

Medical examination for workers; health

education, health research; family planning

services.

4)Women and child Welfare Antenatal and postnatal care, maternity aid,

crèche and childcare; women's general

education.

Separate service for women workers i.e. lunch

rooms, urinals, rest rooms.

Women’s recreation (indoor); family planning

40

services.

5)Worker's recreation Indoor games,

Strenuous games to be avoided during intervals

of work.

6)Employment follow-up Progress of the operative in his/ her work.

His/ her adjustment problems with regard to

machines and workload.

Supervisors and colleagues.

Industrial counselling.

7)Economic Service Co-operatives, loans, financial grants

Thrift and saving schemes

Budget knowledge

Health insurance

Profit-sharing and bonus schemes

Transport services,

Provident fund

Gratuity and pensions

Rewards and incentives

Workmen's compensation for injury

Family assistance in times of need.

41

8)Labour- Management Participation Formation and working of various committees i.e.

works committee, safety committee, canteen

committee etc.

Workers’ arbitration council.

Research bureau.

9)Workers' Education Reading room

Library

Visual education

Literary classes,

Adult education and social education

Daily news review

Factory news bulletin

Co-operation with workers in education

services.

II. Welfare measures outside the

workplace Housing: bachelor’s quarters, family

residences according to types and rooms.

Water sanitation, waste disposal

42

Roads, lighting, parks, recreation, play

grounds.

School, nursery, primary, secondary and high

school.

Markets, co-operatives, consumer and credit

societies.

Bank

Transport

Communication: post, telegraph and telephone

Security.

Employee Welfare Benefits and Principles

Employee welfare defines as “efforts to make life

worth living for workmen”. “Employee welfare is a

comprehensive term including various services,

benefits and facilities offered to employees and by

the employers. Through such generous fringe benefits

the employer makes life worth living for employees”.

Welfare includes anything that is done for the

comfort and improvement of employees and is provided

over and above the wages. Welfare helps in keeping

the morale and motivation of the employees high so as

to retain the employees for longer duration. The

welfare measures need not be in monetary terms only

but in any kind/forms. Employee welfare included

43

monitoring of working conditions, creation of

industrial harmony through infrastructure for health,

industrial relations and insurance against disease,

accident and unemployment for the workers and their

families.

Employee welfare entails all those activities of

employer which are directed towards providing the

employees with certain facilities and services in

addition to wages or salaries.

WELFARE SCHEMES Organizations provide welfare facilities to

their employees to keep their motivation levels high.

The employee welfare schemes can be classified into

two categories.

1) Statutory welfare schemes

2) Non-statutory welfare schemes

Statutory and Non- Statutory Welfare In India, welfare is of the statutory and

the none — statutory kinds. Though statutory welfare

ensures a bare minimum of facilities and reasonably

good working conditions, employers are free to

provide, or not to provide, non- statutory welfare.

However, practically all organizations in India

provide non- statutory measures in varying degrees.

44

Statutory Welfare After Independence, the Govt. of India

passed several acts. The statutory schemes are those

schemes that are compulsory to provide by an

organization as compliance to the laws governing

employee health and safety.

e.g.:- the Factories Act, the Employees' State

Insurance Act, the Minimum Wages Act, the payment of

Wages Act, and the Industrial Dispute Act, to ensure

a fair deal to employees in various aspects of their

jobs

NON-STATUTORY WELFARE SCHEMES

The non-statutory schemes differ from

organization to organization and from industry to

industry. Many non-statutory welfare schemes may

include the following schemes:

EMPLOYEE SATISFACTION

The needs and priorities of creative employees

seem to differ dramatically from those of workers in

older, less innovative industries. With the right

environmental factors, for example, an employee

producing widgets of some kind can be productive and

happy for years while doing a repetitive daily task.

However, a cell biologist who has to run the same

45

assay for more than a week will be screaming for

relief. Satisfied employees tend to be more

productive, creative and committed to their

employers.

DefinitionAcademicians and the executives commonly use the

term job satisfaction. In the words of Feldman and

Arnold “Job satisfaction is the amount of overall

positive effect or feelings that individuals have

towards their jobs.”

Job satisfaction is the amount of pleasure or

contentment associated with a job. If we like our job

intensely, we will experience high job satisfaction.

Kinds of Job SatisfactionThere are different kinds of job satisfaction.

Overall job satisfaction is actually a combination of

intrinsic and extrinsic job satisfaction:

Intrinsic job satisfaction is when employees

consider only the kind of job they do, the

tasks that make up the job.

Extrinsic job satisfaction is when employees

consider the conditions of job, such as their

pay, co-workers etc.

These two types of satisfaction are different,

46

and it helps to look at jobs from both points of

view. For example, if an employee is dissatisfied

with the current job, two questions can be asked to

him:-“to what extend is due to the kind of work he is

doing?” and “To what extend is it due to the

conditions of his work?” If it is primarily the kind

of work he is doing, it is intrinsic job

dissatisfaction

DimensionsThe level of job satisfaction is effected by a

wide range of variables relating to individuals,

social, cultural, organizational and environmental

factors relating as stated below:-

Individual factorsPersonality, education, intelligence, age,

abilities, marital status, orientation to work etc

are some of the individual factors to job

satisfaction.

Social factorsSome of social factors are relationships with co-

workers, group working and norms, opportunities for

interaction, informal relations etc.

47

Cultural factorsCultural factors are those factors, which are

related to attitudes, beliefs and values.

Organizational factorsNature and size, formal structure, personnel

policies and procedures, industrial relations, nature

of work, technology and work organizations,

supervision, leadership, management systems, working

conditions etc.

Environmental factorsEconomic, social, technical and government

influences are some of the environmental factors to

job satisfaction.

Determination of job satisfaction The following are the determinants of job

satisfaction

Nature of the jobJob satisfaction is related to the aptitude of

the employee. If the employee is given a work for

which he has no aptitude, the job will provide no

attraction to him.

48

Nature of supervisionThe employee-centered supervisory style enhances

job satisfaction as the leader looks after sub-

ordinates carefully, displays friendship, respect etc

towards them.

Working conditionsThe work will be more attractive if working

conditions are congenial to the task a worker

proposes to accomplish. Good working conditions

involve adequate light, comfortable temperature,

attractive salary etc.

Rewards Economic rewards play a significant role in

influencing job satisfaction for two reasons. First,

money is an important instrument to fulfill one’s

needs; and secondly, employees often see pay as a

reflection of management’s concern for them.

Opportunities for promotionThe desire for promotion is generally strong

among higher-level employees as it involves change in

job content, pay, responsibility, autonomy, status

and the like.

Employee morale

49

The workers will be loyal to the organization if

their morale is higher. The rates of absenteeism and

labour turnover will also be low because of

psychological satisfaction from the job.

RESEARCH METHODOLOGY

Definition of Research Methodology In the words of renowned researcher Clifford

Woody, ”research involves defining and redefining

problems; formulating suggested solutions or

hypothesis; collecting, evaluating and organizing

50

data, reaching conclusions and making deductions and

carefully testing the conclusions to find out if they

fit the formulating hypothesis or not” Redman and

Mory defined research as “a systematized effort to

gain knowledge”

Universe In any statistical investigation we are

interested in studying various characteristics of

individuals (or items) of a particular group. This

group of individuals under study is known as

population or Universe. The universe of this study

comprises of all the employees working in

Deshabhimani.

Meaning of Research Design The term design means drawing an outline,

planning, or arranging details. It is a process of

making decision before the situation arises in which

the decision has to be carried out.

Research design is planning a strategy

conducting research. It plans as to what is to be

observed, how it is to be observed, how to record

observation, how to analyze or interpret observations

and how to generalize. Research design is, thus a

detailed plan of how the goals of research will be

51

achieved.

Types of Research Design1) Descriptive Research

2) Explanatory Research

3) Exploratory Research

In this particular project, the researcher has

used descriptive research design.

Descriptive Research Design The major goal of a descriptive research is

to describe events, phenomena and situation. Since

description is made based on scientific observation.

It is expected to be more accurate and precise than

casual.

Sample Design A sample deign is apportion of people drawn

from a larger population. It will be representative

of the population only if it has same basic

characteristics of the population.

Sampling The method of selecting a sample from the

population is known as sampling.

Types of Sampling

52

There are two types of sampling.

A. Probability Sampling

Probability sampling is one in which every

unit of the population has equal probability of

being selected for the sample. It offers high

degree of representatives. However, this method is

expensive, time – consuming and relatively

complicated since it requires a large sample size

and the units selected are usually widely

scattered.

B. Non- Probability Sampling

Non- probability sampling makes no claim

for representatives, as no unit gets the chance of

being selected. The researcher decides which sample

units should be chosen.

DATA COLLECTION METHOD Data collection method is divided into two.

That is primary data and secondary data.

Primary data

Primary data is the information collected

during the course of an experiment in experimental

53

research. It can also be obtained through observation

or through direct communication with the person

associated with the selected subject by conducting

survey and interviews.

Secondary Data

Secondary data is the data, which has

already been collected and examined earlier by other

investigators. While making use of secondary data the

investigators has to first determine the source from

where the secondary data can be obtained. In this

method, the researcher is not at all aware of the

problems related to how the data was originally

collected. In this study the secondary data sources

comprises of company manuals, reports, magazines etc.

Sampling Period Sampling period is the duration taken for

conducting a particular research. In this particular

project, the researcher has taken 60 days to complete

the project.

Sampling Extent Defining the population of interest for

business research is the first step in sampling

process. In general, target population is defined in

54

terms of elements, sampling unit, extent and period.

The definition should be in line with the objectives

of the research study.

This project was conducted at Deshabhimani,

Cochin.

Sampling Frame The sample is drawn of the complete list.

In this study, the sampling frame comprises of

employee register of Deshabhimani.

Sampling Size The sample size plays a crucial role in the

sampling process. It is the number of respondents

taken in to consideration for the research process.

In this process, the researcher has taken 100

respondents as the sample size.

55

STATISTICAL TOOLS

A. Chi- square

A chi- square test or χ2 test, is

any statistical hypothesis test in which the sampling

distribution of the test statistics a chi- squared

distribution when the null hypothesis is true,

meaning that the sampling distribution (if null

hypothesis is true) can be made to approximate a chi-

squared distribution as closely as desired by making

the sample size large enough.

56

The formula for chi- square is-

χ² = ∑ (Oij -Eij) ²

Eij

B. Correlation

The word correlation refers to the

mutual relationship or co variation or association

between two (or more) variables. Either correlation

can be positive or it can be negative. The linear

relationship or association between two series. X and

Y are measured by calculating a coefficient, which is

called the coefficient of correlation, usually by the

symbol ∂.

r = n∑xy−(∑x−∑y)

√n∑x2(∑x)2−√n∑y2− ( y)∑ 2

C. Regression

Regression relationship is an average

relationship between a dependent and independent

variable. The regression coefficient indicates change

in the dependent variable for a unit change in the

independent variable.

Regression equation of x on y is x−¿ x=¿bxy¿ )

57

Where bxy = nΣxy−(Σx×Σy)

nΣy²−(Σy )²

Regression equation of y on x is y−y ¿ bxy¿ )


nΣx²−(Σx )²

ANALYSIS OF FINDINGS

The primary data of the study are based on

the responses of group of non-managerial employees.

The opinion of this respondent was gathered using

structured questionnaire, the findings are based on

the responses received from fifty respondents. All

the responses collected were tabulated and analyzed.

Statistical tools used for analysis are simple

percentage analysis method, weighted average method

and Chi-square test.

.

58

Table no: 1

Age group of the employees

Ages Number of

respondent

s

Percentag

e of

responden

ts25- 35 20 20

36- 45 32 32

46- 55 28 28

56-65 20 20

Total 100 100

Source: primary data

Chart No: 1

Age group of the respondents

59

25-35 35-45 45-55 55-650

5

10

15

20

25

30

35

NO OF RESPONDENTSPERCENTAGE OF RESPONDENTS

InterpretationThe table and chart shows that majority of the

respondents belongs to the group of 36-45 .i.e.

around 32%. Next category is 46-55 which

constitutes around 28%. Below 35 years of age,

there are only 20 employees. These constitute good

number of aged workers in the organization.

Table no: 2

Qualification of employees

60


Chart No: 2

Qualification of respondents

SSLCPRE-DEGREEGRADUATIONPOST-GRADUATION

Interpretation

The table shows that out of 100 employees who

61

Qualificat

ion

Number of

respondent

s

Percentage

of

respondent

sSSLC 20 20

Pre-

Degree

10 10

Graduation 46 46

Post-

Graduation

24 24

Total 100 100

participated in the survey 24% of them were

postgraduates, 46% of them were graduates and 10%

have

pre-

degree.

20 % of

them

were

SSLC.

Table

no: 3

Income of respondents

62

Income Number of

responden

ts

Percentage

of

respondent

s10000-

15000

40 40

15000-

20000

0 0

20000-

25000

42 42

25000-

30000

9 9

Total 100 100


Chart No: 3

Income of respondents

10000-1500015000-2000020000-2500025000-30000

Interpretation

From the above chart and table, it is derived that

40% of the respondents get the wages between 10000

and 15000. 42% of the respondents get the wages

between 20000 and 25000 and 9% of them were get the

wages between 25000 and 30000.

Table no: 4

Experience of the employees

63

Experien

ce

Number

of

responde

nts

Percentag

e of

responden

ts1- 10 32 3211- 20 12 12

21- 30 42 4231- 40 14 14

Total 100 100


Chart No: 4

Experience of the employees

1 to 10 11 to 20 21 to 30 31 to 400

5

10

15

20

25

30

35

40

45

NUMBER OF RESPONDENTS PERCENTAGE OF RESPONDENTS

Interpretation

The above table and the chart shows that out of 100

employees who participated in the survey 14% of the

employees have an experience of more than 30 years.

In addition, 42% of employees have more than 20 years

of experience .12% of employees have experience

between 11- 20 years. Moreover, 32% of employees have

only below 10 years of service.

Table No: 5

Working environment of the organization

64

Sou

rc e:

primary data

Chart No: 5

Working environment of the organization

HIGHLY

SATIS

FACTOR

Y

SATISF

ACTORY

NEEDS

IMPROV

EMENT

DISSAT

ISFACT

ORY

01020304050607080

NO: OF RESPONDENTS% OF RESPONDENTS

Interpretation

The above table and chart shows that out of 100

65

Particulars Number

of

responde

nts

Percentage

of

respondent

sHighly

satisfactory

10 10

Satisfactory 68 68

Needs

improvement

22 22

Dissatisfacto

ry

0 0

Total 100 100

employees who participated in the survey 10% of

employees are highly satisfied with the working

environment. 68% are just satisfied, 22% of the

employees needs improvement.

Table No: 6

Medical benefits provided by the organization


Chart No: 6

Medical benefits provided by the organization

66

Particulars Number of

respondents

Percentag

e of

responden

tsHighly

satisfactor

y

0 0

satisfactor

y

78 78

Needs

improvement

14 14

dissatisfac

tory

8 8

Total 100 100

HIGHLY SATISFACTORY SATISFACTORY

SATISFACTORY

NEEDS IMPROVEMENT

DISSATISFACTORY

04080

120160

% OF RESPONDENTSNO . OF RESPONDENTS

Interpretation

There is no one highly satisfied with the medical

benefit provided by the organization.78 % of the

employees are just satisfied with the medical

benefits, 14% of the employees need improvement and

8% of the employees are dissatisfied.

Table No: 7

Working hours of the organization

67


Chart No: 7

Working hours of the organization

Highly

Satis

factor

y

Satisf

actory

Need I

mprove

ment

Dissat

isfact

ory020406080

100120140160

% of respondentsNo of respondents

68

Particulars Number

of

responde

nts

Percentage

of

respondent

sHighly

satisfactory

22 22

Satisfactory 70 70

Needs

improvement

8 8

Dissatisfact

ory

0 0

Total 100 100

Interpretation

The

table shows that 22% of the employees are highly

satisfied with the working hours. 70% of the

employees are just satisfied, 8 % needs improvement

Table No: 8

General ambiance of the organization

69

Particulars Number

of

responde

nts

Percentage

of

respondent

sHighly

satisfactory

36 36

Satisfactory 48 48

Needs

improvement

16 16

Dissatisfact

ory

0 0

Total 100 100


Chart No: 8

General ambiance of the organization

highly satisfactorysatisfactoryneed improvementdissatified

Interpretation

The table shows that majority of the employees are

satisfied with the general ambiance provided by the

company.36 percentage of the employees are highly

satisfied. 48% of the employees are satisfied and 16%

of the employees need improvement.

Table No: 9

Conveyance allowance offered by the organization

70


Chart No: 9

Conveyance allowance offered by the organization

Highly SatisfactorySatisfactoryNeeds ImprovementDissatisfactory

71

Particulars Number

of

responde

nts

Percentage

of

respondents

Highly

satisfactory

10 10

Satisfactory 70 70

Needs

improvement

12 12

Dissatisfacto

ry

8 8

Total 100 100

Interpretation

Table shows

that 10 %

of the

employees are highly satisfied with the conveyance

allowance provided by the organization. 70% are just

satisfied, 12% of the employees need improvement and

only 8% of them are dissatisfied.

Table No: 10

Regular increments

72


respondents

Percentage

of

respondentsYes 100 100

No _ _

Total 100 100


Chart No: 10

Regular increments

Yes No020406080

100120140160180200

% of respondentsNo.of respondents

Interpretation

Table shows that 100% of the employees are agreed

with the regular increments.

Table No: 11

Leave policy of the organization

73

Source: primary data Chart No: 11

Leave policy of the organization

74

Particular

s

Number

of

responde

nts

Percentage of

respondents

Highly

satisfacto

ry

14 14

Satisfacto

ry

64 64

Needs

improvemen

t

18 18

Dissatisfa

ctory

4 4

Total 100 100

Highly Stisfactory

Satisfactory

Needs Improvement

Dissatisfactory

010203040506070

No.of respondents% of respondents

Interpretation

From the table 14% of the employees are highly

satisfied with the leave policy provided by the

organization. 64% of the employees are satisfied with

the leave policy, 18% of employees need improvement

and 4% are dissatisfied.

Table No: 12

Relation between trade union and the employees

75

Source

:

primary data

Chart No: 12

Relation between trade union and the employees

Highly

Satis

factor

y

Satisf

actory

Needs

Improv

ement

Dissat

isfact

ory

020406080

100120140

% of respondentsNo.of respondents

76

Particulars Number

of

responde

nts

Percentage

of

respondent

sHighly

satisfactory

14 14

Satisfactory 66 66

Needs

improvement

10 10

Dissatisfacto

ry

10 10

Total 100 100

Interpretation

From

the

table

14%

of

the

employees are highly satisfied with the relationship

of trade union with the employees. 66% are just

satisfied and 20% of employees need improvement and

10 % dissatisfied.

Table No: 13

Canteen service provided by the organization

77

Particulars Number

of

responde

nts

Percentage

of

respondents

Highly

satisfactor

y

18 18

Satisfactor

y

64 64

Needs

improvement

18 18

Dissatisfac

tory

_ _

Total 100 100


Chart No: 13

Canteen service provided by the organization

Highly SatisfactorySatisfactoryNeeds improvementDissatisfactory

Interpretation

Table shows that majority of the employees are

satisfied with the canteen service provided by the

company. 18% of employees are highly satisfied and

only 18% of employees need improvement.

Table No: 14

78

Organization take care of the employees working in

night shift


Chart No: 14

Organization take care of the employees working in

night shift

No. of respondents % of respondents0

102030405060708090

100

YesNo

Interpretation

79


respondents

Percentage of


No _ _

Total 100 100

From the table 100% of the employees are agreeing

with the statement.

Table

No: 15

Job

security

80

Particulars Number

of

responde

nts

Percentage

of

respondent

sHighly

satisfactory

18 18

Satisfactory 60 60

Needs

improvement

10 10

Dissatisfact

ory

12 12

Total 100 100


Chart No: 15

Job security

Highy

Satisf

actory

Satisf

actory

Needs

improv

ement

Dissat

isfact

ory

0

10

20

30

40

50

60

70

No.of Respondents% of respondents

Interpretation

From the table majority of the employees are

satisfied with the job security. 18% of the employees

are highly satisfied.10percentage of the employees

need improvement and 12% of the employees are

dissatisfied

Table No: 16

Safety measures taken by the company

81


Chart No: 16

Safety measures taken by the company

Highly Satisfactory

Satisfactory

Needs improvement

Dissatisfactory

020406080

100120140160

% of respondentsNo. of respondents

82


respondent

s

Percentage

of

respondent

sHighly

satisfactory

12 12

Satisfactory 68 68

Needs

improvement

12 12

Dissatisfact

ory

8 8

Total 100 100

Interpretation

From the table and chart, it shows that 12% of

employees are highly satisfied with the safety

measures provided by the company. 68% of employees

are satisfied. 12% of employees need improvement and

only 8% of employees are dissatisfied with the safety

measures provided by the company.

Table No: 17

Retirement benefits


83

Particular

s

Number

of

responde

nts

Percentage of

respondents

Highly

satisfacto

ry

12 12

Satisfacto

ry

72 72

Needs

improvemen

t

12 12

Dissatisfa

ctory

4 4

Total 100 100

Chart No: 17

Retirement benefits

Highly

Satis

factor

y

Satisf

actory

Needs

improv

ement

Dissat

isfact

ory0

1020304050607080

No. of respondents% of respondents

Interpretation

Table shows that 72% of employees are satisfied with

the retirement benefits provided by the company. 12%

of employees are highly satisfied, 12% of employees

need improvement, and only 4% of employees are

dissatisfied.

Table No: 18

Designation with respect to experience

84

Sou

rce :

primary data

Chart No: 18

Designation with respect to experience

Highly

Satis

factor

y

Satisf

actory

Needs

improv

ement

Dissat

isfact

ory010203040506070

No.of respondents% of respondents

Interpretation

85


responden

ts

Percentage

of

respondent

sHighly

satisfactory

22 22

Satisfactory 66 66

Needs

improvement

12 12

Dissatisfacto

ry

_ _

Total 100 100

From the table 22% of employees are highly satisfied

with their designation level. 66% of employees are

just satisfied and only 12% of employees need

improvement.

Table No: 19

Hygienic conditions in latrines and urinals

86


respondents

Percentage of

respondentsAbove average 36 36

Average 64 64

Below average _ _

Total 100 100


Chart No: 19

Hygienic conditions in latrines and urinals

Above average Average Below average0

10

20

30

40

50

60

70

No.of repondents% of respondents

Interpretation

From the table 36% of the employees value the

hygienic condition maintained in the latrines and

urinals as above average. 64% of the employees value

it as average.

Table No: 20

Recreational activities provided by the company

87


Chart No: 20

Recreational activities provided by the company


Interpretation

From the table 40% of the employees are satisfied

88


responden

ts

Percentage

of

respondentsHighly

satisfactory

12 12

Satisfactory 40 40

Needs

improvement

48 48

Dissatisfactor

y

_ _

Total 100 100

with the recreational activities provided by the

company.12percentage of employees highly satisfied,

and 48% of employees need improvement.

Table No: 21

HRA allowances provided by the company


Chart No: 21

HRA allowances provided by the company

89


responden

ts

Percentage

of

respondentsHighly

satisfactory

18 18

Satisfactory 56 56

Needs

improvement

24 24

Dissatisfactor

y

2 2

Total 100 100


Interpretation


with the HRA allowances provided by the company. 56%

of employees are just satisfied, 24% of employees

need improvement and 2% of employees are

dissatisfied.

Table No: 22

Transportation facility

90


Chart No: 22

Transportation facility

91


responden

ts

Percentage

of

respondentsHighly

satisfactory

23 23

Satisfactory 54 54

Needs

improvement

13 13

Dissatisfacto

ry

10 10

Total 100 100

highly

satis

factor

y

satisf

actory

needs

improv

ement

dissat

isfact

ory0

10

20

30

40

50

60

no:of responentspercentage of respondents

Interpretation


with the transportation facility provided by the

company. 54% of employees are just satisfied, 13% of

employees need improvement and 10%of employees are

dissatisfied with the facilities.

Table No: 23

Loan facilities provided by the company

92


Chart No: 23

93


responden

ts

Percentage

of

respondentsHighly

satisfactory

19 19

Satisfactory 54 54

Needs

improvement

17 17

Dissatisfacto

ry

10 10

Total 100 100

Loan facilities provided by the company

highly

satis

factor

y

satisf

actory

needs

improv

ement

dissat

isfact

ory0

10

20

30

40

50

60

no:of responentspercentage of respondents

Interpretation

Table shows that only 19% of employees are highly

satisfied with the loan facility provided by the

company. 54% of employees are just satisfied, 17% of

employees need improvement and 10% of employees are

dissatisfied.

Table No: 24

Educational allowance provided by the company

94


Chart No: 24

Educational allowance provided by the company

95


responden

ts

Percentage

of

respondentsHighly

satisfactory

12 12

Satisfactory 48 48

Needs

improvement

24 24

Dissatisfacto

ry

16 16

Total 100 100


Interpretation


satisfied with the educational allowances provided by

the company. 48% are satisfied, 24% of the employees

need improvement and 16 % of employees are

dissatisfied.

Table No: 25

Drinking water facility provided by the company

96


Chart No: 25

Drinking water facility provided by the company

97


responden

ts

Percentage

of

respondentsHighly

satisfactory

42 42

Satisfactory 36 36

Needs

improvement

22 22

Dissatisfacto

ry

_ _

Total 100 100

Highly

Satis

factor

y

Satisf

actory

Needs

improv

ement

Dissat

isfact

ory0102030405060708090

% of respondentsNo. of respondents

Interpretation


satisfied with the drinking water facility provided

by the company. 36% are satisfied 22% of the

employees need improvement.

Table No: 26

Stress at work place

98


Chart No: 26

Stress at work place


10

20

30

40

50

60

YesNo

99


respondents

Percentage of


No 40 40

Total 100 100

Interpretation

Table shows that 60% of the employees agree with that

they are suffering stress at work place and 40% of

the employees disagree.

Table No: 27

Overall satisfaction with the employee welfare

activities

100

Particulars Number

of

responde

nts

Percentage

of

respondent

s Excellent 16 16

Good 50 50

Average 34 34

Poor _ _

Total 100 100


Chart No: 27

Overall satisfaction with the employee welfare

activities

Highly ExcellentGoodAveragePoor

Interpretation

Table shows that 16% of the employees are excellent

with the overall satisfaction of the welfare

facilities provided by the company. 50% are good, 34%

of the employees are average in welfare activities.

Table No: 28

101

Maternity leave provided by the company


Chart No: 28

Maternity benefits provided by the company


102030405060708090100

YesNo

Interpretation

The table shows that 94% of the employees are

agreeing with the maternity benefits provided by the

102

Particulars Number

of

responde

nts

Percentage

of

respondent

sYes 94 94No 6 6

Total 100 100

company and. 6% are disagreeing.

Table

No:

29

Stress control programmes


Chart No: 29

Stress control programmes

103

Particulars Number

of

responde

nts

Percentage

of

respondent

sYes 38 38No 62 62

Total 100 100


10

20

30

40

50

60

70

YesNo

Interpretation

The table shows that 38% of the employees are

agreeing with the stress control programmes provided

by the company and 62% are disagreeing.

FORMING HYPOTHESIS

HYPOTHESIS 1

To analyze, if there is a relationship between

working environment and overall satisfaction of the

organization.

HYPOTHESIS 2


Satisfaction of employees regarding conveyance

allowance and transportation facilities provided by

104

the organization.

HYPOTHESIS 3


stress and programmes for reduce stress provide by

the organization.

TESTING TOOLS

1. Chi-Square Test

2. Correlation

3. Regression

CHI-SQUARE TEST

Hypothesis 1:

105


working environment and overall satisfaction of the

organization.

Null Hypothesis H0 :

There is no relationship between working

environment and overall satisfaction of the

organization.

OBSERVED FREQUENCY TABLE (O)

Excelle

nt

Good Average Poor Tot

alHighly

satisfied

8 2 _ _ 10

Satisfact

ory

8 44 16 _ 68

Need

improveme

nt

_ 4 18 _ 22

Dissatisf

ied

_ _ _ _ 0

Total 16 50 34 _ 100Source: Primary data

106

EXPECTED FREQUENCY TABLE (E)

Excelle

nt

Good Average Poor Tot

alHighly

satisfied

1.6 5 3.4 0 10

Satisfact

ory

10.88 34 23.12 0 68

Need

improveme

nt

3.52 11 7.48 0 22

Dissatisf

ied

0 0 0 0 0

Total 16 50 34 0 100Source: primary data

Expected Frequency (Eij) = Row total * column total

Grand Total

107

CHI-SQUARE TABLE

Oij Eij (Oij- Eij)² (Oij- Eij)²/

Eij8 1.6 40.96 25.68 10.88 8.2944 0.76230 3.52 12.3904 3.520 0 0 1.82 5 9 2.941144 34 100 4.4545

108

4 11 49 3.40 0 0 2.19260 3.4 11.56 14.795516 23.12 50.6944 00 7.48 110.6704 00 0 0 00 0 0 00 0 0 00 0 0 00 0 0 0

Oij =∑

100

Eij =∑

100

(Oij- Eij)²∑

= 392.5696

(Oij- Eij)²/∑

Eij

= 59.466

We have, χ² = [(Oij- Eij) ²∑ = 59.466 (Calculated

value)

Eij

Degrees of freedom (U) = (C- 1) (R- 1)

= (4- 1)

(4- 1)

= 9

109

Level of significance = 5%

Table value = 16.919

Computed χ² value = 59.466

Table χ² value =16.919

Since the calculated value is greater than the

table value, reject the null hypothesis. Therefore,

the hypothesis 1 is accepted and we accept the

hypothesis 1 i.e.

Hence,

There is relationship between working environment

and overall satisfaction with employee welfare

activities of the organization.

110

CORRELATION ANALYSIS

HYPOTHESIS 2To analyze, if there is a relation between

satisfaction of employees regarding conveyance

allowance and transportation facilities provided by

the organization.

Null Hypothesis H0

There is no relationship between conveyance

allowance and transportation facilities.

Conveyance Allowance (dependent variable) and

Transportation facilities (independent variable)

x y xy x² y²

10

23

230 100 529

70 54 3780 4900 2916

12 13 156 144 169

111

x 10 70 12 8

y 23 54 13 10

8 10 80 64 100

x = 100∑ y =∑

100

xy =∑

4246

x² =∑

5208

y² = 3714∑


r = n∑xy−(∑x−∑y)

√n∑x2(∑x)2−√n∑y2− ( y)∑ 2

= 0.96309

Here r value is positively correlated.

This value of r shows that there exist appositive

correlation between x variable and y variable which means

that they are directly proportional to each other i.e.

when x variable i.e. (transportation facilities) increases

more satisfaction of employees regarding conveyance

allowance also increases

T-TEST

T = r n−2

1−r2

= 0.96309 4- 2

1 – (.96309)2

112

= 60.19(Calculated value)

Degree of Freedom = (r – 1) (c -1)

= (2 – 1) (4 – 1)

= 1×3

= 3

Table value for 3 degree of freedom at 5% level of

significance = 2.353

Since the calculated value is greater than the table

value, null hypothesis is rejected

i.e. There is relationship with conveyance allowance and

transportation facilities.

CORRELATION ANALYSIS

HYPOTHESIS 2


job security and overall satisfaction of the

organization.

113

Null Hypothesis H0

There is no relationship between job security and

overall satisfaction of the organization.

Job Security (dependent variable) and Overall Satisfaction of the

Organization (independent variable)

x y x² y² xy16 18 256 324 28850 60 2500 3600 300034 10 1156 100 3400 12 0 144 0

x =∑

100

y = 100∑ x² =∑

3912

y² =∑

4168

xy∑

=3628

r = n∑xy−(∑x−∑y)

√n∑x2(∑x)2−√n∑y2− ( y)∑ 2

= 0.735

Here, r is positively correlated

The value of r shows that there exist positive

correlation between x variable and y variable which

means that they are directly proportional to each

114

x 16 50 34 0

y 18 60 10 12

other i.e. when x variable (overall satisfaction of

the organization) increases. If more job security are

also increases.

T-TEST

T = r n−2

1−r2

= 0.735 4- 2

1 – (0.735)2

= 1.52

Degree of Freedom = (r – 1) (c -1)

= (2 – 1) (4 – 1)

= 1×3

= 3

Table value for 3 degree of freedom at 5% level of

significance = 2.353

Since the calculated value is greater than the table

value, null hypothesis is rejected

i.e. There is relationship with job security and


115

REGRESSION ANALYSIS

HYPOTHESIS 3To analyze, if there is a relationship between

job security and overall satisfaction of the

organization.

Null Hypothesis H0

There is no relationship between job security and


Job Security (dependent variable) and Overall Satisfaction of the

Organization (independent variable)

x y x² y² xy16 18 256 324 28850 60 2500 3600 3000

116

x 16 50 34 0

y 18 60 10 12

34 10 1156 100 3400 12 0 144 0

x =∑

100

y = 100∑ x² =∑

3912

y² =∑

4168

xy∑

=3628

REGRESSION X on YRegression equation x on y is

x−¿ x=¿bxy¿ )


nΣy²−(Σy )²

= 4×3628 −10000

4× 4168−10000

= 0.676x= 100 ÷ 4 = 25y = 100 ÷ 4 = 25

x−¿ x=¿bxy¿ )

x- 25 = 0.676(y-25)

x- 25 = 0.676y -16.9

x- 25 = 0.676 y – 16.9 + 25

x = 0.676y + 8.1

Therefore, the regression equation x on y is

x = 0.676y + 8.1

117

REGRESSION Y on X Regression equation of y on x isy−y ¿ bxy¿ )


nΣx²−(Σx )²

= 4 × 3628 – 10000

4× 3912 – 10000

= 0.798x= 100 ÷ 4 = 25y = 100 ÷ 4 = 25y−y ¿ bxy¿ )

y- 25 = 0.798(x-25)

y- 25 = 0.798x -

y- 25 = 0.798x– 19.95 + 25

y = 0.798 x +5.05

Therefore, the regression equation x on y is

y =0.798x +5.05

118

0 10 20 30 40 50 600

10

20

30

40

50

60

70

18

60

1012

y

X Axis

Y Axis

Above graph shows value of x and y and extent of

correlation between variable x and variable y

119

FINDINGS

The analysis and interpretation of the data with

reference to the study has revealed the following

facts.

32% of the respondents belongs to the group of

36- 45. Next category is 46- 55 which

constitutes around 28%. Below 35 years of age,

there are only 20 employees. These constitute

good number of young workers in the

organization.

24% of the employees were postgraduates, 46% of

them were graduates and 10% have pre- degree.

20% of them were SSLC.

40% of the respondents get the wages between

10000 and 15000. Only 9% of the respondents get

the wages between 25000 and 30000 and 42% of

the respondents get wages between 20000 and

25000.

Out of 100 employees who participated in the

survey, 14% of the employees have an experience

of more than 30 years. Moreover, 42% of

employees have more than 20 years of experience

.12% of employees have experience between 11-

20 years. In addition, 32% of employees have

only below 10 years of service.

120

10% of employees are highly satisfied with the

working environment. 68% are just satisfied,

22% of the employees need improvement with the

working environment.

78% of the employees are just satisfied with

the medical benefits, 14% of the employees need

improvement and 8% of the employees are

dissatisfied.

22% of the employees are highly satisfied with the

working hours. 70% of the employees are just

satisfied, 8% needs improvement with the working

hours.

48% of the employees are satisfied with the

general ambiance provided by the company. 36% of

the employees are highly satisfied and 16% of the



conveyance allowance provided by the organization.

70% are just satisfied, 12% of the employees need

improvement and only 8% of them are dissatisfied.

100% of the employees are agreeing with the

regular increments.


leave policy provided by the organization.64% of

the employees are satisfied with the leave policy,

18% of employees need improvement and 4% are

121

dissatisfied.


relationship of trade union with the employees.

66% are just satisfied and 10% each of employees

need improvement and dissatisfied.


canteen service provided by the company. 18% of

employees are highly satisfied and only 18% of


100% of the employees are agreeing with the

statement organization take care of the employees

in night shift.

60% of the employees are satisfied with the job

security. 18% of the employees are highly

satisfied and only 10% of the employees need

improvement and 12% of the employees are

dissatisfied with the job security provided by the

company.


safety measures provided by the company. 68% of

employees are just satisfied, 12% of employees

need improvement and only 8% of employees are

dissatisfied with the safety measures provided by

the company.

72% of employees are satisfied with the retirement

benefits provided by the company. 12% of employees

122

are highly satisfied 12% of employees need

improvement and only 4% of employees are

dissatisfied with the retirement benefits.

22% of employees are highly satisfied with their

designation level. 66% of employees are just

satisfied and only 12% of employees need

improvement.

36% of the employees are value the hygienic

condition maintained in the latrines and urinals

as above average. 64% of the employees value it as

average.


recreational activities provided by the company.

12% of employees highly satisfied, and 48% of


18% of employees are highly satisfied with the HRA

allowances provided by the company. 56% of



dissatisfied.


transportation facility provided by the company.

54% of employees are just satisfied .13% of

employees need improvement and 10% 0f employees

are dissatisfied.


123

loan facility provided by the company. 54% of



dissatisfied.


educational allowances provided by the company.

48% are satisfied, 24% of the employees need

improvement and 16 % of employees are

dissatisfied.


drinking water facility provided by the company.

36% are satisfied, 22% of the employees need

improvement.

60% of the employees are agreeing with that they

were suffering stress at work place and 40% of the

employees are disagreeing.

16% of the employees have rated excellent, 50%

have rated good and the rest 34% have rated

average for the overall satisfaction with employee

welfare.

94% of the employees agree that their company

provides them maternity benefits. While the rest

6% are of the opinion that they do not get any

maternity benefit.

38% of the employees agree that their company

provides stress control programmes.

124

By doing the test it is found that,

1. There is relationship between working environment

and overall satisfaction with employee welfare

activities of the organization.

2. There is relationship with conveyance allowance and

transportation facilities.

3. There is relationship between job security and


125

SUGGESTIONS

From the study on the impact of employee welfare

on employee satisfaction, giving the following

suggestions and hope that it will help the

organization to increase the satisfaction of the

employees and thus become more productive.

Working hours

Company has to make sure that the working hours

and working conditions are giving satisfaction to

their employees.

Transportation facilities

Company has to take care into consideration about

the transportation facilities of their employees.

Night shift allowance

A fair night shift allowance should be maintained

126

by the organization that may motivate them to work.

Recreational facilities

Since majority of the employees are dissatisfied

with the recreational facilities company must provide

more emphasis for such activities. It will help to

make a sense of participation and belongings in the

employees and finally boost their performance.

Compensation

Giving satisfactory and fair amount of

compensation can probably eliminate most of the

labour disputes.

Medical benefits

Sickness benefit is useful to an employee who is

unable to work due to illness. In order to provide

social security during illness, long term hazards or

any other health hazards allowance should be given.

Life insurance

Insurance should be provided to cover for the

risks on the lives of a number of individual’s less

than one contract. This must be given to the

employees who work with an employer without evidence

of insurability.

127

Drinking water

Effective arrangements shall be made to provide

and maintain at points conveniently situated for all

workers employed therein, a sufficient supply of

drinking water should be provided in the premises.

Spittoons

There shall be provided a sufficient number of

spittoons at convenient places and they shall be

maintained in a clean and hygienic condition.

Pay and promotion

Higher pay and better opportunities for promotion

lead to higher job satisfaction.

Experience

Job satisfaction tends to go up with increasing

years of experience. Nevertheless, it may decrease

after about twenty years especially if employees do

not realize their job expectations.

Grievance

Effective grievance management is an important

and integral part of human resource management.

Company should take care of employee’s grievance

128

otherwise, they will become collective disputes.

Knowledge of rules

The employees must be informed clearly about what

constitutes good behavior and the rewards that may

emanate from it.

Employee satisfaction

Level of satisfaction of majority respondents is

clustered in the satisfactory region. The management

may take steps to convert satisfaction level from

satisfactory is highly satisfactory.

129

CONCLUSION

Welfare measures are those, which are

directed towards the workers, which is more than an

added advantage for the company. It is very necessary

to seek the co-operation of the labour force in order

to increase the production and to earn high profit.

The cooperation of the workers is possible only when

they are fully satisfied with their work and added

advantage like labour health, safety and welfare

activities.

After conducting the study, it has noticed

some loop holes in the welfare policies of the

company, which have been mentioned in the

suggestions. If the company works out on these

suggestions then it will definitely improve the

130

welfare activities of the company and its overall

effect will increase satisfaction level of employees.

This will result in increase in production and

profitability of the company.

It has attempted to link two variables

namely Welfare measures Vs Employee satisfaction. In

the analysis, a few factors of welfare measures came

out, which have linkage with employee satisfaction.

The research study has given me immense opportunity

to learn about the implementation of health, safety

and welfare measures. It has a practical exposure to

various aspects learned through theory classes. Above

all, I had the real feel of a corporate world.

BIBLIOGRAPHY

n Moser .C. A. and G. Kalton. . Survey Methods in

131

Social Investigation. London: William Heinemann

Ltd. 2nd edition 1958, P69- 74

n Goode, William J. and Paul K. Hatt.Metkods in

Social Research. New York: McGraw- Hill.3rd

edition 1988, P31- 40

n Individual Department Manuals and Documents.

n www.deshabhimani.com

n www.wikipedia.com

132

http://www.deshabhimani.com/

Topic: A study on the “Employee Satisfaction

towards Welfare Facilities”

In Deshabhimani, Cochin

NAME :

AGE :

SEX :

QUALIFICATION: SSLC Pre- Degree

Graduation Post- Graduation

INCOME : 10000- 15000

15000- 20000 20000- 25000 More

than 25000

1) From how many years you are working with this

organization.

a) 1- 10 years b) 11- 20 years

c) 21- 30 years d) 31- 40 2) How do you rate the working environment of the

organization?

a) Highly satisfactory b)

Satisfactory c) Needs improvement

d) Dissatisfactory

133

3) How do you rate the medical benefits provided by

the organization for the employees and their

families?



d) Dissatisfactory

4) How do you rate the working hours of the

organization?



d) Dissatisfactory

5) How do you rate the general ambiance of the

organization?

a) Highly satisfactory b) Satisfactory

c) Needs improvement

d) Dissatisfactory

6) How do you rate the conveyance allowance offered

by the organization?



d) Dissatisfactory

134

7) Do you get regular increments?

a) Yes b) No

8) How do you rate the leave policy of the

organization?



d) Dissatisfactory

9) How do you rate the relation between trade union

and the employees?

A) Highly satisfactory b)


d) Dissatisfactory

10) How do you rate the canteen service provided by

the organization?



d) Dissatisfactory

11) Does the organization take care of the employees

working in night shift?

a) Yes b) No

12) How secure do you feel in your job?

135



d) Dissatisfactory 13) How do you rate the safety measures taken by thecompany for employee safety? a) Highly satisfactory b)


d) Dissatisfactory

14) How do you rate the retirement benefits given to

the employees?



d) Dissatisfactory

15) How do you rate your designation with respect to

the experience?

a) Highly satisfactory b) Satisfactory

c) Needs improvement

d) Dissatisfactory

16) How hygienic are latrines and urinals?

a) Above average b) average

c) below average

17) Are the recreational activities arranged by the

136

company satisfactory?



d) Dissatisfactory

18) Is the HRA allowance provided by the company

satisfactory?



d) Dissatisfactory 19) How do you rate the transportation facility

provided by the company for the employees?



d) Dissatisfactory

20) How do you rate the loan facilities made

available to the employees?



d) Dissatisfactory

21) Is the educational allowance provided by the

company satisfactory?



137

d) Dissatisfactory

22) Are you satisfied with the drinking water

facilities provided?



d) Dissatisfactory

23) Do you come across stress at your workplace?

a) Yes b) No

24) Rate the overall satisfaction with employee

welfare activities of the organization?

a) Excellent b) Good

c) Average

d) Poor

25) Does the company provide maternity leave to

female employees?

a) Yes b) No

26) Does the company provide any programmes to reduce

stress?

a) Yes b) No

138

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