CONTENTS

CHAPTERS PARTICULARS PAGE NUMBERS

CHAPTER 1 INTRODUCTION OF TOPIC

1.1 INTRODUCTION 1-2

1.2 OBJECTIVES OF THE STUDY 3-3

1.3 NEED OF THE STUDY 4-4

1.4 SCOPE OF THE STUDY 5-5

1.5 RESEARCH METHODOLOGY 6-7

1.6 LIMITATIONS 7-8

CHAPTER 2 PROFILE OF INDUSTRY & COMPANY

2.1 INDUSTRY PROFILE 09-13

2.2 COMPANY PROFILE 14-24

CHAPTER 3 THEORETICAL FRAME WORK 25-38

CHAPTER 4 DATA ANALYSIS & INTERPRETATION 39-55

CHAPTER 5 5.1 FINDINGS 56-61

5.2 SUGGESTIONS

5.3 CONCLUSION

ANNEXURE 62-64

BIBLIOGRAPHY

1
 CHAPTER - 1
INTRODUCTION

2
 1.1 INTRODUCTION

Human Resource Management is a management function concerned with hiring,

motivating and maintaining people in an organization. It focuses on people in
organizations. It refers to a set of programmes, functions and activities designed and
carried out in order to maximize both employees as well as organizational effectiveness.

After employees have been hired, trained and remunerated, they need
top be retained and maintained to serve the organization are better in this context
providing welfare facilities to the labour is also part in industrial relations.

Any thing done for the intellectual, physical, morale and economic betterment of
the workers whether by employers, by government (or) by other agencies, over and above
what is laid down by law (or) what is normally expected of the contractual benefits for
which workers may have bargained.

Labour welfare is a comprehensive term including various services benefits and

facilitates offered to employees by employer. The labour welfare amenities are extended
in addition to normal rewards available to employees as per the legal provisions.

Labour welfare work is work for improving the health, safety and general well
being and the efficiency of the workers beyond the minimum standard lay down by
labour legislation. Welfare measures may also be provided by the government, trade
unions and non-government agencies in addition to the employer.

The significance of welfare measures was accepted as early as 1931, when

the Royal commission on labour stated. The benefits are of great importance to the
worker which he is unable to secure by himself.

3
 The schemes of labour welfare may be regarded as a wise investment
because these would bring a profitable return in the form of greater efficiency.

Labour welfare work, thus, serves the following purposes in the organization

1. Enables workers to have a richer and more satisfying life.

2. Raises the standard of living of the workers by indirectly reducing the burden on their
pocket. Welfare measures will improve the physical and psychological health of
employees, with in turn will enhance their efficiency and productivity.

3. It promotes a sense of belonging among workers, preventing them from resorting to

unhealthy practices like absenteeism, labour turnover, strike etc. It improves the relations
between employers and employees.

Labour welfare has been used in a wide as well as narrow sense. In the broader sense it
may include not only minimum standard of hygiene and safety laid down in general
labour legislation, but also such aspects of working life as social insurance schemes,
measures for protection of women and young workers, limitation of hours of work, paid
vacations etc. In the narrow sense welfare in addition to general physical working
conditions is mainly concerned with the day to day problems of the workers and social
relationship at the work place.

In the light of above the researcher selected the topic that “A study on employee
satisfaction towards labour welfare activities at Maddi Lakshmaiah & Co. Ltd. “to
carryout project work. The study is aimed at finding the satisfactory levels of employees
on labour welfare facilities on the basis of responses of selected respondents.

4
1.2 Objectives of the study:

The primary objective of the study is to examine the labor welfare facilities provided
by the employer for workers in the organization. The major objectives are:

1 To identify the various welfare activities followed by the company.

2 To study the implementation of various welfare activities in the company.

3 To study about the satisfaction level of workers regarding the welfare activities
provided by the company.

4 To know whether the company is encouraging workers to use welfare activities.

1.3 Need of the Study:

Human resource management is a recent concept in India. In HR there are

many concepts developing labour welfare aspects where every entrepreneur should gives
utmost importance. This is area of the important issue in the HR point of view. HR
department in an organization is able to care for the welfare of workers, and then only
they could achieve any task. Welfare helps in keeping the morale and motivation of the
employees high so as to retain the employees for longer duration. And it also improves
the relations between workers and employers. Labour welfare measures make the
workers to fulfill their basic needs. By means of these measures the productivity of the
workers will also increases and it creates better working conditions.

In the light of above the researcher selected the topic that “A study on employee
satisfaction towards labour welfare facilities at Maddi Lakshmaiah & Co.Ltd “to carryout
project work. The study is aimed at finding the satisfactory levels of employees on labour
welfare facilities on the basis of responses of selected respondents.

5
1.4 Scope of the study

The Study is beneficial to the company to know what welfare facilities are
provided by the company. Scope of the study can be studied in the following points.

1. The study helps in knowing the satisfactory levels of workers with regard to the
welfare facilities provided by the organization.

2. The study also helps in finding the different suggestions that the manpower want
to suggest to the management for improving the existing problems in the
organizations.

3. The study also helps the researchers for their research about the practical
problems existing in the organization related to the welfare facilities.

1.5 Research Methodology

Methodology is a systematic procedure of collecting information in order to

analysis and verifies a phenomenon.

Taking inspiration from the above reviewed study the researcher attempt is made to
carryout “A study on employee satisfaction towards labour welfare facilities” which was
only 45days duration. The present study was carried out at Maddi Lakshmaiah and
Company, Ganapavaram. The company provides good welfare facilities for the benefits
of workers and their family members.

Data collection:

Usually data is collected from two types of sources, Primary and Secondary.

6
 Primary data
Primary data is the data, which is collected for the first time and with out any
reference. Primary data for the present study is collected in the form of well
structured questionnaire and through interaction with the workers in the factory.

Secondary data
The data, which is collected from past records, text books, company profiles, news
papers, magazines, business today etc.

Research Instrument:

A structured questionnaire has been of closed ended and open ended

questions and employee perception ratings. And the responses of employees were filled.

Sampling Design: The method of random sampling has been adopted for the purpose
of getting the required sample frame and this has been done by selecting the workers in a
random manner. So that the data collected will bring out the varied opinions with regard
to labour satisfaction at Maddi Lakshmiah & Co. Ltd.

Sampling Plan:
Sample size: 80 respondents.
Sample Unit: The workers at the production unit of Maddi Lakshmaiah & Co. Ltd.

Statistical Tool:
For this study data is analyzed by using percentages, weighted average
method and graphical representation by using bar charts.

7
Weighted average method:

Weighted average can be defined as an average whose components aggregate of

the products are divided by the total weights. One of the imitations of simple arthematic
mean is that it gives equal importance to all the items in the distribution. Mean in which
each item being averaged is multiplied by a number (weight) based on the item's relative
importance. The result is summed and the total is divided by the sum of the weights.

An average that takes into account the proportional relevance of each

component, rather than treating each component equally. An average in which each
quantity that is being averaged is assigned a weight. The weightings determine the
relative contribution of each quantity to the average. Weightings are the equivalent of
having that many like items with the same value involved in the average.

Weighted Average = (x1 w1 + x2 w2. .+ xn wn) / (w1 + w2. . + wn)

1.6 Limitations:
1 The time period was limited only to 45 days.

2 Some people feel fear for revealing their opinions.

3 Sample size did not cover the opinions of all workers because sample size is small
when compared with whole number of workers in the organization.

4 The workers are uneducated so they didn’t understand the language in the
questionnaire.

8
 CHAPTER – 2
INDUSTRY & COMPANY PROFILE

9
 2.1 INDUSTRY PROFILE

HISTORY:

Tobacco is a plant that grows natively in north and South America. It is in the
same family as the potato, pepper and the poisonous nightshade, a very dead plant. The
seed of a tobacco plant is very small. A ‘1’ ounce sample contains about 300,000 seeds.
It is believed that tobacco began growing in the America about 6,000 B.C. As
early as ‘1’ B.C., American Indians began using tobacco in many different ways, such as
in religious and medicinal practices. Tobacco was believed to be a cure-all, and was used
to dress wounds, as well as a pain killer. Chewing tobacco was believed to relieve the
pain of a toothache.
Soon after, sailors brought tobacco back to Europe, and the plant was being
grown all over Europe. The major reason for tobacco’s growing popularity in Europe was
its supposed healing properties. Europeans believed that tobacco could cure almost
anything, from bad breath to cancer.
In 1571, a Spanish doctor named Nicolas Monardes wrote a book about the
history of medicinal plants of the new world. In this he claimed that tobacco could cure
36 health problems.
In 1588, a Virginian named Thomas Harriet promoted smoking tobacco as a
viable way to get one’s daily dose of tobacco. Unfortunately, he died of nose cancer
(because it was popular then to breathe the smoke out through the nose).
During the 1600’s, tobacco was so popular that it was frequently used as money!
Tobacco was literally “as good as gold!” This was also a time when some of the
dangerous effects of smoking tobacco were being realised by some individuals. In 1610
sir Francis Bacon noted that trying to quit the bad habit was really hard.

10
GROWTH:

In 1776, during the American revolutionary war, tobacco helped finance the
revolution by serving as collateral for loans the Americans borrowed from France! Over
the years, more and more scientists began to understand the chemical in tobacco, as well
as the dangerous health effects smoking produces.
In 1826, the pure form of nicotine was finally discovered. Soon after, scientists
concluded that nicotine was dangerous poison.
In 1836, New Englander Samuel Green stated that tobacco was an insecticide, a
poison, and can kill a man.
In 1847, the famous Phillip Morris was established, selling hand rolled Turkish
cigarettes. Soon after in 1849, J. E. Liggett and Brother were established in St. Louis,
Mo. (the company that has settled out of the big lawsuits recently). Cigarettes became
popular around this time when soldiers brought it back to England from the Russian and
Turkish soldiers.
Cigarettes in the U.S. were mainly made from scraps left over after the production
of other tobacco products, especially chewing tobacco. Chewing tobacco became quite
popular at this time with the “cowboys” of the American West.
In 1875, R. J. Reynolds Tobacco Company (better known for its Reynolds wrap
aluminium foil) was established to produce chewing tobacco. It wasn’t until the 1900’s
that the cigarette became the major tobacco product made and sold. Still, in 1901 3.5
billion cigarettes were sold, while 6 billion cigars were sold. Along with the popularity of
cigarettes however, was a small but growing anti-tobacco campaign, with some states
proposing a total ban on tobacco?
In 1902, the British Phillip Morris set up a New York headquarters to market its
cigarettes, including a now famous Marlboro brand. The demand for cigarettes grew
however, and in 1913 R.J. Reynolds began to market a cigarette brand called Camel.

11
WAR & CIGARETTES: A DEADLY COMBO:

The cigarette exploded during world war (1914-1918), where cigarettes were
called the “soldier’s smoke”. By 1923, Camel controls 45% of the U.S. market! In 1924,
Phillip Morris began to market Marlboro as a woman’s cigarette that is a “Mild as May”!
To battle this, American Tobacco Company, maker of the lucky strike brand,
began to market its cigarettes to women and gains 38% of the market. Smoking rates
among female teenagers soon tripled during the years between 1925-1935. In 1939,
American Tobacco Company introduced a new brand, Pall Mall, which allowed
American to become the largest tobacco company in the U.S.
During World War II (1939-1945), cigarette rates were at an all time high.
Cigarettes were included in a soldier’s C-Rations (like food). Tobacco companies sent
millions of cigarettes to the soldiers for free, and when these soldiers came home, the
companies had a steady stream of loyal customers. During the 1950’s, more and more
evidence was surfacing that smoking was linked to lung cancer.
In 1952 P. Lorillard markets its Kent brand with the ’Micronite’ filter, which
contained asbestos! This was fortunately discontinued in 1956. In 1953, Dr. Ernst L.
Wynders find that putting cigarette tar on the backs of mice causes tumors! In 1954, RJ
Reynolds introduced the sales brand, which was the first filter-tipped menthol cigarette.

HEALTH HAZARDS REVEALED:

In 1964, the Surgeon General’s Report on “Smoking and Health” came out. This
report assisted in allowing the government to regulate the advertisement and sales of
cigarettes. The 1960’s in general was a time when much of health hazards of smoking
were reported.
In 1965, television cigarette ads were taken off the air in Great Britain. In 1966,
those health warnings on cigarette packs began propping up. In 1968, Bravo, a non-
tobacco cigarette brand was marketed made primarily of Lettuce, it failed miserably!
Because of the negative press about tobacco, the major tobacco companies began
to diversify their products. Phillip Morris began to buy into the Miller Brewing company,

12
makers of Miller Beer, Miller Lite, and Red Dog Beer. RJ Reynolds Tobacco Company
drops the “Tobacco Company” in its name, and becomes RJ Reynolds industries.
It also began to buy into other products, such as aluminium. American Tobacco
Company also drops “Tobacco” from its name, becoming American Brands, Inc. In 1971,
television ads for cigarettes are finally taken off the air in the U.S. cigarettes, however,
were still the most heavily advertised product second to automobiles. In 1977, the first
national great American Smoke out took place.

13
 2.2 COMPANY PROFILE
HISTORY:

The highly competitive tobacco market represented tremendous growth potential

to Mr. Maddi Lakshmaiah. Foreseeing the and for quality Indian tobacco a long term
strategy was formulated. Right from its inception, the company adhered to international
standards and made rapid in roads to global tobacco markets.
A sophisticated threshing plant of international standards was commissioned in
1976 first in Andhra Pradesh. It created a revolution in tobacco processing and led to a
huge upsurge in demand. This led to the commissioning of two modern plants with
threshers, redryers and other sophisticated equipment for the processing of quality
tobacco.
ML Group has taken its credo of total quality to the furthest, whether in the
quality of process, products or working conditions for the vast workforce. The
foresighted innovation of Sri Maddi Lakshmaiah has given the group strong edge. The
personal involvement of the directors in all aspects of the business has resulted in high
quality operational parameters.
The company can proudly claim some of the most skilled work force and a highly
efficient management people who have contributed significantly to the prominent
position the company. The company has earned recognition from apex institutions and is
a recognized leader in tobacco markets the world over.
“ML GROUP” under its umbrella, various companies have an annul turnover of
Rs 1550 million and an asset base of Rs 2000 million. A real estate development wing
was setup to develop and lease commercial properties with working environment that
rival the best internationally.
The information about the establishment of the group which consists of five
concerns as displayed on the preceding pages, let us have a look on the various concerns
of ML Group individually.

14
ML group of companies (ML group) was founded by Mr.Maddi Lakshmaiah in 1970.
He joined in his family business in 1952 after completing his engineering degree. The
joint family business started payback in 1943 dealing with tobacco exports, well before
India.
ML group of companies (ML group), a pioneer in Indian un manufactured
tobacco industry has been exporting tobacco to all over the world for the past three
decades. It has solidified its relationship with overseas tobacco merchants&
manufactures.
Maddi Lakshmaiah & Co Ltd was set up at Chilakaluripet, a village in Andhra
Pradesh that produces some of the best tobacco in the country. Today it has evolved
into a diversified, multi products conglomerate known as ML Group that is recognized
world over for its excellence. The company processes tobacco and another agro based
products that are used both in the country and exported to the most quality conscious
world markets.
An emphasis on total quality and dedication to the interests of its client’s world
wide is a hallmark of ML group. The group is performing excellently well from the
date of its incorporation and has been exporting large volume of tobacco to Russia, CIS
countries, U.K, Europe, African countries, China, Latin American countries, Middle
East countries, Bangladesh & Nepal etc. The group established its branches in Russia &
European countries and has strong tie up with African and Latin American countries
and especially with the neighbour giant China.
The group is founded by Sri Maddi Lakshmaiah, a mechanical engineer after 15
years of versatile experience in tobacco industry in 1970 at Chilakaluripet , Guntur dist,
A.P .the group has 5 major concern namely;
 Maddi Lakshmaiah & Co Ltd (MLCO)
 ML Agro Products (MLAP)
 K.S Subbaiah Pillai & co ltd (KSSP)
 ML Exports (MLE)
 Coromandal Agro Products & Oils Ltd (CAPOL)

15
VISION:
 Descriptions of some thing can organization corporate culture, business
technology an activity in the future.
 The company is trying to develop world class information technology building in
Bangalore, china and Hyderabad in the coming 5 years time.
 The company is going for sheet tobacco plant in joint venture with on of the
Indian best tobacco cigarette manufacturer.
 The company is also contemplating for 100% tobacco joint venture association
with one of the best cigarette manufacturer.
 The company exports with second strongest country china, Russia and Germany.
 The ambassadors of South Africa are hold up and the company is having top joint
venture with U.K.
MISSION:
A mission statement is an enduring statement of purpose that distinguishes one
business from others similar firms. This statement identifies the scope of firms operations
in product and market terms.
M.L & company limited mission is to produce good quality of tobacco and get
number one position in India in producing and exporting tobacco.

POLICIES:
Policies can be considered a guide to action it is desirable that persons responsible
for implementation of policies use discretion and judgment in appraising and deciding
among alternative courses of action.
 The company has well defined policies for exports the quality tobacco.
 To conduct its operation with honesty integrity and transparency.
 This company shall maintain quality leadership by providing products and
services that completely and consistently meet the agreed.
 Requirements of all customs and unsure fitness for use of all products there by
ensuring total confidence to every customer.
 Canteen, cleaning, security maintenance of good industrial relation.

16
 FUTURE PLANS:
 The company (Maddi Lakshmaiah) for an ECB for 50 million dollars and
development of regular trade and also infrastructure projects in India.
 Maddi Lakshmaiah Company is also working on joint venture basis with UK
based Commodities Company for supply of agri products to South Asian
countries.
 The company already entered into joint venture with an US based company by
name CARGIL for the south Indian needs.
 They have worked for joint venture arrangements with Yugoslavian government
for their requirement for India.
 This for above five million dollars of investment in supply of 5000 tonnes every
year.

LAND MARKS:
 Maddi Lakshmaiah Company was the first Indian company to join with China to
do business.
 It was the first company to import tobacco and export tobacco.
 Ambassadors have already come here and 4th one is coming in this august.

NEGOTIATIONS:
 The company is trying to develop world class information technology building in
Bangalore, Chennai and Hyderabad in the coming five years time
 The company is going for sheet tobacco plant in joint venture with one of the
Indian best tobacco cigarette manufacture.
 The company is also contemplating for 100% tobacco joint venture in association
with one of the best cigarette manufacture.
 The company exports with the second strongest country china, Russia and India.

17
MADDI LAKSHMAIAH & CO. LTD:

ML & company Limited, the fore runner of all the companies of ML group, the
company enjoys a pre eminent standing in the world of tobacco, exporting to China,
Russia, Western Europe, Africa and Bangladesh among others.
Supported by a team of experts, technicians, engineering and a skilled world –
force, the company has forged a head setting standards that have become benchmarks in
the industry. Today Chilakaluripet is a well known name in the global tobacco business
in no little measure due to the pioneering efforts of the intrepid founder, Sri Maddi
Lakshmaiah.

ML EXPORTS:
ML exports is a totally export oriented unit, with clients in a variety of markets
around the world. The company enjoys a reputation for excellent delivery schedules and
transparent business practice in global markets.

SHARE HOLDING PATTERN & MANAGEMENT OF GROUP:

The group has been successfully improving its business in all of its activities such
as domestic sales, export sales, tobacco processing & other tobacco development
activities, warehousing facilities etc. The group has two tobacco processing plants and
one solvent extraction plant in South India. The group owns around 1, 00,000 sq. mts of
warehousing complexes in south India.

INCORPORTATION:
ML Company is a limited company (m/s Maddi Lakshmaiah and Company
Limited) which was originally incorporated on 8th day of October 1970 under the name,
Maddi Lakshmaiah and Company Private Limited having passed the necessary special
resolution on the 23rd day of March 2002, in terms of Sec 31(1)/44 of the Companies Act
1956 the name of the company changed to Maddi Lakshmaiah and Company Limited.

18
FINANCIAL STRUCTURE:

The initial investment of ML Company is 10, 00,000.

TURN OVER OF THE GROUP:

The turn over of the group for the financial year 1989-99 standards is at around
Rs 800 million. The net earnings after taxes of the group have been maintained at Rs
150/200 million per annum.
The group has sound assets base having assets spread in most of the prime centers
& ports of South India.
The group has developed excellent infrastructure during the past 30 years which has
been yielding a promising regular income of more than Rs 225 million every year.

TURNOVER OF THE COMPANY:

The turnover of ML Company for the following years of 2003-2009

is as follows:

S NO NO OF YEARS AMOUNT IN RS IN LAKHS

1 2003 2370
2 2004 1693

3 2005 488

4 2006 2372
5 2007 3358
6 2008 1778
7 2009 1000

19
 Profit after tax:

SNO NO OF YEARS AMOUNT IN RS IN LAKHS

1 2003 109
2 2004 270

3 2005 203

4 2006 312

5 2007 262

6 2008 134

7 2009 103

The above table represents the profit for the following years after paying all the
taxes.

20
The products of the M.L Company &their main uses:

The various products of the ML Company and their economic uses are as follows.

Karnataka light soil-My tobacco is preferred for low nicotine content, high filling
capacity and suitability to blend well with any tobacco.

Monsoon burley: Used in U.S. blended cigarettes

Traditional burley: Used for pipe mixture, chewing plugs and hookah tobacco paste.

Kurnool and Telangana (natu): Primarily used for cigarette blending and for hookah
tobacco paste making.

Eluru (natu tobacco): Mainly used for cheroots, snuff pipe tobacco, cigarette blending
and for hookah paste making.

Oriental: Used for cigarette blending.

Century fire cured tobacco: Used in pipe mixtures and hookah tobacco paste.

Bidi tobacco: Used in the manufacture of bidis, a hand rolled smoking products made by
wrapping tobacco with natured bony leaves.

Cigar wrapper tobacco:

Mainly used for wrapping the cigars.

Cigar filler tobacco:

Mainly used in the manufacture of cigars &exported to some countries for use in
hookah tobacco paste.
Tamilnadu: Used for chewing & cheroot.

21
Black Chopadia: Used as chewing tobacco.

Red Chopadia:
Mostly used for chewing also called lat Chopadia and safna. The export packing
ranges from 250gms-1000gms and is available in bales of up to 100kg.

Rustic tobacco: Used as chewing tobacco, hookah tobacco for tobacco sheet making,
for kreteks in Indonesia, pipe mixers& cigarette blending to some extent.

Motihari: Used in manufacture of various tobacco products such as chewing tobacco,

hookah paste, bidis etc.

OBJECTIVES OF THE COMPANY:

 To serve the nation’s vital interest in the tobacco related sectors.

 To earn a reasonable return on investment.
 To work towards achievement of self reliance in the field of tobacco,
threshing formulation& distribution system.
 To create strong research& development in the field of tobacco and
stimulate R&D of exports.
 To maximize utilization of the existing facilities in order to improve
efficient and increased productivity.
 To import training, conduct seminars, workshops and educational courses
on computers, computer maintenance software development and software
exports and to develop and design software in India.
 Abroad and to start software technology part in India or abroad and to
offer relationship management solutions for individuals and organizations
both individually and through strategic alliances with others companies.

22
BOARD OF DIRECTORS:

Managing Director : Sri Maddi Lakshmaiah

Director : Sri Maddi Seetha Devi
Director : Sri Maddi Venkateswara Rao (M.B.A in USA)
Director : Sri Maddi Ramesh
Excutive Director : Sri Mallavarapu Rama Mohana Rao
Executive Director : Sri Meaden Sekhar

MANAGEMENT TEAM:
Managing Director : M. Venkateswara Rao
Director : M. Lakshmaiah
General Director : M. Rama Mohana Rao
Personnel Manager : B. Babu Rao
Leaf Manager : M. Rama Mohana Rao
Finance Manager : M. Shekhar
Export Manager : M. Shekhar
Production Manager : K.S. Rami Reddy
Circle Manager : Anji Babu
Factory coordinator : P. Subba Rao

23
ORGANIZATION STRUCTURE:

The company (ML Company) is under the complete administrative control of the
managing director and he is reported by the director and he is reported by general
manager.
The General Manager (ML Company) is assisted by five General Managers.
o Manager personnel.
o Manager leaf department.
o Manger finance.
o Manager exports.
o Manager production.

24
 CHAPTER – 3
THEORETICAL FRAME WORK

25
 THEORETICAL FRAME WORK

Human resources may be defined as the total knowledge, skills, creative abilities, talents
and aptitudes of an organizations workforce, as well as the values, attitudes, approaches
and beliefs of the individuals involved in the affairs of the organization. Human resource
is concerned with human beings, who are energetic elements of management. People with
required skills to make an organization will depend on the ability, strength and
motivation of persons working in it.

Human resource is the most important assets of an organization. Planning

for human resource is an important managerial function. Human resource related to the
determination of personal needs in the organization. Human resource management lays
emphasis on better working conditions.

LABOUR WELFARE:

INTRODUCTION:

Classical economics and all micro-economics labour is one of four factors of production,
the others being land, capital and enterprise. It is a measure of the work done by human
beings. There are macro-economic system theories which have created a concept called
human capital (referring to the skills that workers possess, not necessarily their actual
work), although there are also counterpoising macro-economic system theories that think
human capital is a contradiction in terms.

Labor welfare is the key to smooth employer-employee relations. In order to increase

labor welfare, Employers offer extra incentives in the form of labour welfare schemes,
and to make it possible to pursued workers to accept mechanization.

26
DEFINITIONS OF LABOUR WELFARE:

According to report of the Committee on Labour Welfare (1969) Labour

Welfare includes under it “Such services, facilities and amenities as adequate canteens,
rest and recreational facilities, sanitary and medical facilities, arrangements for the travel
to and from and for the accommodation of workers employed at a distance from their
homes, and such other services, amenities and facilities including social security
measures as contributed to conditions under which workers are employed.”

The I.L.O report refers with regard to labour welfare as “A term which is
understood to include such services, facilities and amenities which may be established in
or in the vicinity of undertakings to enable the persons employed in them to perform their
work in healthy, congenial surroundings and to provide with amenities conductive to
good health and high morale”.

Objectives Of Labour Welfare:

 The object of welfare activities is to promote economic development by

increasing production and productivity.

 Another objective of welfare activities is to secure the labour proper human

conditions of work and living. And to relieve workers from industrial fatigue and
to improve intellectual, cultural and material conditions of living of the workers

 The welfare activities are done to minimize the hazardous effect on the life of the
workers and their family members.

 The objective of activities are to promote greater efficiency of the workers, assure
proper human conditions to the workers and their family members, supplement
their wages in monetary teams, give more real wages and foster better industrial
relations.

27
Basic Features of Labour welfare:

 It is the work which is usually taken within the premises or in the vicinity of the
undertakings for the benefit of the employees and the members of there families.

 The work generally includes those items of welfare which are over and above
what is provided by statutory provisions or required by the custom of the industry
what the employees expect as a result of a contact of service from the employers.

 The purpose of providing welfare amenities is to living about development of the

whole personality of the worker his social, psychological, economic, moral,
cultural and intellectual development to make him a good worker, a good citizen
and a good member of a family.

 These facilities may be provided voluntarily by progressive and enlightened

entrepreneurs at there own accord out of their realization of social responsibility
towards labour or statutory provisions may compel to make these facilities
available, or these may be undertaken by the government or trade unions, if they
have necessary fund for the purpose.

 Labour welfare is a very broad term covering social security and such other
activities as medical, canteen, recreation, housing, adult education and transport
of labour to and from the work place

28
Importance of Labour Welfare:

 They provide better physical and mental health to workers and thus promote a
healthy work environment

 Facilities like housing schemes, medical benefits, and education and recreation
facilities for workers’ families help in raising their standards of living. This makes
workers to pay more attention towards work and thus increases their productivity.

 Employers get stable labour force by providing welfare facilities. Workers take
active interest in their jobs and work with a feeling of involvement and
participation.

 Employee welfare measures increase the productivity of organization and

promote healthy industrial relations thereby maintaining industrial peace.

 The social evils prevalent among the labours such as substance abuse, etc are
reduced to a greater extent by the welfare policies.

 Welfare activities influence the sentiments of the workers. When workers feel that
the employers and the state are interested in their happiness, his tendency to
grouse and grumble will steadily disappear.

 Welfare measures, such as cheap food in canteen, free medical and educational
facilities etc. Indirectly increase the real income of the workers.

 Welfare measures will improve the physique, intelligence, morality and standard
of living of the workers, which in turn will improve their efficiency and
productivity.

29
Necessity of Labour Welfare in India:

Since a developing country like India is still going through the process of economic
development, it is of great consequences and some what easier for, to counteract
effectively the benefits will affect on the industrial revolution which have adversely
affected the people all over the world. The need for the labour welfare was strongly felt
by the committee of the “Royal Commission on Labour” as per back as in 1931,
primarily because of a lack of commitment to industrial work among factory workers and
also the harsh treatment they received from employers. This need was emphasized by the
constitutions of India and directive principles of state policy particularly in the following
articles.

Article 41:
The state shall within the limits of its economic capacity and development, make
effective provision for securing the rights to work to education and to public assistance in
cases of unemployment, old age, sickness and disablement and in other cases.

Article 42:
The state shall make provision for security just and human conditions of work for
maternity relief.

Article 43:
The state shall endeavor to secure by suitable legislation of economic organization or
in any other way to all workers, agricultural, industrial otherwise work a living wage
conditions of work ensuring a decent standard of life and full enjoyment of leisure, social
and cultural opportunities and in a particular state the endeavor to promote cottage
industries on an individual or cooperation basis in rural areas.

30
Principles of Labour Welfare:

Labour welfare measures depend on certain basic principles. Those are

Principle of Adequacy of Wages:

Labour welfare measures cannot be a substitute for wages. Workers have a right to
adequate wages. Neither high wage rates alone create a healthy atmosphere nor bring
about a sense of social welfare, emotional welfare and economic welfare to where would
achieve good results.

Principle of Social Responsibility of Industry:

This plays an important role in welfare service, and is based on the relationship
between welfare and efficiency, through it is difficult to measure this relationship.
Whether one accepts the social responsibility of industry or not the employer quite often
accepts responsibility for implementing such labour welfare measures as would increase
efficiency.

Principle of Re-personalization:

The development of the human personality is given here as the goal of industrial
welfare which according to this principle should contract the beneficial affects of the
industrial system.

Principle of Totality of Welfare:

It emphasizes that the concept of labour welfare must spread through out in
hierarchy of an organization. Employees at all levels must accept this total accept of
labour welfare because, without this acceptance, labour welfare programmes will never
really get off the ground.

31
Principle of Co-ordination of Interaction:

This plays an important role in the success of welfare services. Here, again, welfare
is a total concept. From this angle, co-ordination approach will promote healthy
development of the worker in this work, home and community. This is essential for the
sake of harmony and continuity in labour welfare services.

Principle of association and democratic value:

The co-operation of the worker is the basis of these principles. Consultation with and
the agreement of workers in, the formulation and implementation of labour welfare
services are very necessary for their success. Moreover, workers allowed to participate in
planning these programmes get keenly interested in their proper implementation.

Principle of Responsibility:

This recognizes the fact that both employers and workers are responsible for labour
welfare trade unions, too are involved in these programs in a healthy manner, for
basically labour welfare belongs to the domain of trade union activity.

Principle of Accountability:
This may also be called the principle of evolution. Here one responsible person has
given an assessment or evolution of existing welfare services on a periodical basis to a
higher authority. This is very necessary, for then one can judge and analyze the success
of labour welfare programmes. Such scientifically made evolution is lacking in labour
welfare services in Indian industries

32
Principle of Timeliness:

The timeliness of any service helps in its success. To identify the labour problem and
to discover what kind of help are is necessary to solve it and where to provide this help
all are very necessary in planning labour welfare programmes. Timely action and proper
direction is essential in any kind of social work.

Principle of Self help:

Last, but not least in importance is the fact that labour welfare must aim, at helping
workers not help themselves in the long run. This helps them to become more responsible
and more efficient.

Theories of labour welfare

Several theories constituting the conceptual framework of labour welfare have so far been
outlined these are

 Policy theory
 Religious theory
 Philanthropic theory
 Trusteeship theory
 Placating theory
 Public relations theory
 Functional theory

33
Policy theory:

This theory is based on the contention that a minimum standard of welfare is necessary
for workers. The assumption on which the theory is based is the without compulsion,
supervision and fear of punishment, no employer will provide even the barest minimum
of welfare facilities for workers this theory is based on the assumption that man is selfish
and self –centered, and always tries to achieve his own ends, even at the cost of the
welfare of others. According to this theory, owners and managers of industrial
undertakings make use of every opportunity to engage in this kind of exploitation. The
sate has therefore to step in to prevent exploitation by enacting stiff laws to coerce
industrialists into offering a minimum standard of welfare to their workers. Such
interference it is felt is in the interests of the progress and welfare of the state as well.
Laws are enacted to compel management to provide minimum wages, congenial working
conditions and reasonable hours of work and social security. The policy theory involves
several stages of implementation.

Religious theory:

The theory views were an essentially religious. Religious feelings are what sometimes
prompt employers to take up welfare activities in the belief of benefits either in his life or
in support after life. Any good work is considered an investment, because both the
benefactor and the beneficiary are benefited by the good work done by the benefactor.
This theory does not take into consideration that the workers are not beneficiaries but
rightful claimants to a part of the gains derived by their labour.

Philanthropic theory

Philanthropy is the inclination to do or practice of doing well to ones fellow men. Man is
basically self centered and acts of these kinds stem from personal motivation, when some
employers take compassion on their fellowmen, they may undertake labor welfare
measures for their workers.

34
Trusteeship theory

In this theory it is held that the industrialists or employers holds the total industrial estate,
properties and profits accruing form them in trust for the workmen, for himself , and for
society. It assumes that the workmen are like minors and are not able to look after their
own interests that they are ignorant because of lack of education. Employers therefore
have the moral responsibility to look after the interests of their wards, who are the
workers.

Placating theory

As labour groups are becoming better organized and are becoming demanding and
militant, being more conscious of their rights and privileges that even before, their
demand for higher wages and better standards increases. The placing theory advocates
timely and periodical acts of labour welfare to appease the workers.

Public relations theory

This underlining philosophy behind this theory is an atmosphere of goodwill between

management and labour and also between management and the public. Labour welfare
programmes under this theory, work as assort of an advertisement for companies and
helps build up good and healthy public relations.

Functional theory

The concept behind this theory is that a happy and healthy person is a better, more
productive worker. Here, welfare is used as a means to secure, preserve and develop the
efficiency and productivity of labour. As discussed earlier, the approach to any solutions,
especially as that as between the workers and the management should be dialogue and an
understanding of one another’s viewpoint.

35
STATUTORY WELFARE SCHEMES: The statutory welfare schemes include the
following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water should be
provided.

2. Facilities for sitting: In every organization, especially factories, suitable seating

arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided to the
needed employee.

4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in
the office and factory premises and are also to be maintained in a neat and clean
condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to

provide hygienic and nutritious food to the employees.

6. Lighting: Proper and sufficient lights are to be provided for employees so that they can
work safely during the night shifts.

7. Washing places: Adequate washing places such as bathrooms, wash basins with tap
and tap on the stand pipe are provided in the port area in the vicinity of the work places.

8. Changing rooms: Adequate changing rooms are to be provided for workers to change
their cloth in the factory area and office premises10. Rest rooms: Adequate numbers of
restrooms are provided to the workers with provisions of water supply, wash basins,
toilets, bathrooms, etc.

36
NON STATUTORY SCHEMES: Many non statutory welfare schemes may
include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the companies provide
the facility for extensive health check-up

2. Flexi-time: The main objective of the flextime policy is to provide opportunity to

employees to work with flexible working schedules. Flexible work schedules are initiated
by employees and approved by management to meet business commitments while
supporting employee personal life needs

3. Employee Assistance Programs: Various assistant programs are arranged like

external counseling service so that employees or members of their immediate family can
get counseling on various matters.

4. Harassment Policy: To protect an employee from harassments of any kind, guidelines

are provided for proper action and also for protecting the aggrieved employee

5. Maternity & Adoption Leave: Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.

6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance

coverage of employees for expenses related to hospitalization due to illness, disease or
injury or pregnancy.

7. Employee Referral Scheme: In several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for employment in the
organization.

37
Classification of Labour Welfare Activities
The committee of experts on welfare facilities for industrial workers convened by
International Labour Organization (I.L.O) in 1963 had divided welfare services in two
groups.

1) Intra-Mural Activities:
According to the recommendations of the I.L.O the welfare activities such as
 Toilet facilities
 Washing and cleaning facilities
 Crèches
 Rest shelters and canteen
 Hygienic environment
 Arrangements for drinking water
 Health services including occupational safety
 Uniform and protective clothing facility
 Shifting allowances

2) Extra-Mural Activities:
According to the recommendations of the I.L.O the welfare activities such as
 Maternity benefits
 Employee Provident Funds
 Social insurance measures including Gratuity pension, and rehabilitation.
 Benevolent fund
 Medical facilities
 Educational facilities
 Recreation facilities including sports, cultural activities, library and reading
rooms.
 Transport to the place of work.

38
 CHAPTER- 4
DATA ANALYSIS &
INTERPRETATION

39
(1) Is company is providing any welfare facilities?

S.NO Opinion Respondents Percentage (%)

1 Yes 80 100%

2 No 0 0%

Total 80 100%

INTERPRETATION:

From the above data we can understand that all the respondents accepted that

company is providing welfare activities. From this we can understand that company is

providing welfare activities to all employees.

40
2(a) Employee Awareness on Drinking Water Facility:
S.NO Opinion Respondents Percentage (%)

1 Yes 80 100%

2 No 0 0%

Total 80 100%

INTERPRETATION:

From the above data we can understand that all the respondents accepted that

company is providing drinking water. From this we can understand that company is

providing well drinking water facility to its employees.

41
2(b) Employee Awareness on Facilities for Sitting:
S.NO Opinion Respondents Percentage (%)

1 Yes 54 67.5%

2 No 26 32.5%

Total 80 100%

INTERPRETATION:

From the above data we can understand that 67.5% of the respondents accepted

that the company is providing sitting facilities and 32.5% of the respondents accepted that

the company is not providing sitting facilities. From this we can understand that company

is providing sitting facilities to majority of the employees.

42
2(c) Employee Awareness on Latrines and Urinals Facility:

S.NO Opinion Respondents Percentage (%)

1 Yes 80 100%

2 No 0 0%

Total 80 100%

INTERPRETATION:

From the above data we can understand that all the respondents accepted that the

company is providing latrines and urinals facilities. From this we can understand that

company is providing latrines and urinal facility at the work places.

43
2(d) Employee Awareness on Canteen Facilities:

S.NO Opinion Respondents Percentage (%)

1 Yes 58 72.5%

2 No 22 27.5%

Total 80 100%

INTERPRETATION:

From the above data we can understand that 72.5% of the respondents accepted

that the company is providing canteen facilities and 27.5% of the respondents accepted

that company is not providing canteen facilities. From this we can understand that

company is providing canteen facilities to majority of the employees.

44
2(e) Employee Awareness on Lighting & Ventilation Facility:
S.NO Opinion Respondents Percentage (%)

1 Yes 48 60%

2 No 32 40%

Total 80 100%

INTERPRETATION:

From the above data we can understand that 60% of the respondents accepted that

the company is providing lighting and ventilation facility and 40% of the respondents

accepted that company is not providing lighting and ventilation facility. From this we can

understand that company is providing lighting and ventilation facility to majority of the

employees.

45
2(f) Employee awareness on Rest room Facilities:

S.NO Opinion Respondents Percentage (%)

1 Yes 52 65%

2 No 28 35%

Total 80 100%

INTERPRETATION:

From the above data we can understand that 65% of the respondents accepted that

the company is providing rest room facility and 35% of the respondents accepted that the

company is not providing rest room facility. From this we can understand that company

is providing rest room facility to majority of the employees.

46
2(g) Employee Awareness on Washing Allowances:
S.NO Opinion Respondents Percentage (%)

1 Yes 53 66.25%

2 No 27 33.75%

Total 80 100%

INTERPRETATION:

From the above data we can understand that 66.25% of the respondents accepted

that the company is providing washing allowances and 33.75% of the respondents

accepted that the company is not providing washing allowances. From this we can

understand that company is providing washing allowances to majority of the employees.

47
2(h) Employee Awareness on Personal Health care:

S.NO Opinion Respondents Percentage (%)

1 Yes 41 51.25%

2 No 39 48.75%

Total 80 100%

INTERPRETATION:
From the above data we can understand that 51.25% of the respondents accepted

that the company is providing personal healthcare benefit and 48.75% of the respondents

accepted that the company is not providing personal healthcare benefit. From this we can

understand that company is providing personal health care benefit to majority of the

employees.

48
2(i) Employee Awareness on Medical Benefits:
S.NO Opinion Respondents Percentage (%)

1 Yes 57 71.25%

2 No 23 28.75%

Total 80 100%

INTERPRETATION:

From the above data we can understand that 71.25% of the respondents accepted

that the company is providing medical benefits and 28.75% of the respondents accepted

that company is not providing medical benefits. From this we can understand that

company is providing medical benefits to majority of the employees.

49
 Ratings
Highly Satisfied Moderately Dissatisfied Highly Weighted Ranks
satisfied 4 satisfied 2 dissatisfied average
5 3 1
Statutory
Welfare
benefits
Drinking 58(72.5%) 14(17%) 8(10%) 0 0 24.66 1
water
Facilities for 10(12.5%) 14(17.5%) 30(37.5%) 14(17.5%) 12(15%) 15.73 6
sitting
Latrines & 12(72.5%) 18(22.5%) 43(53.75%) 7(8.75%) 0 18.33 2
urinals
Lighting 8(10%) 13(16.25%) 27(33.75%) 19(23.5%) 13(16.25%) 14.93 7

Rest rooms 0 37(46.5%) 15(18.75%) 17(21.25%) 11(13.75%) 15.86 5

Washing 10(12.5%) 30(37.5%) 13(16.25%) 19(23.75%) 8(10%) 17.06 3

allowances
Canteen 10(12.5%) 11(13.75%) 37(46.25%) 14(17.5%) 8(10%) 16.06 4
facilities
Statutory benefits

Interpretation:

From the above information it is found that 72.5% of the respondents are highly
satisfied with drinking water, 53.75% of the respondents are moderately satisfied with
latrines and urinals facility,46.25% of the respondents are moderately satisfied with
canteen facilities and 10% of the respondents are highly dissatisfied with washing
allowances and canteen facilities. From this we can understand that employees are
moderately satisfied with statutory benefits provided by the company.

50
51
 Non-statutory Benefits

Ratings
Highly Satisfied Moderatel Dissatisfied Highly Weight
satisfied 4 y satisfied 2 dissatisfied ed Ranks
5 3 1 average
Non-
Statutory
Welfare
benefits

Maternity 11(72.5%) 12(15%) 27(33.75 18(22.5%) 12(15%) 15.46 2

benefits %)
Housing 9(12.5%) 20(25%) 8(10%) 22(27.5%) 21(26.25%) 14.26 4
facilities
Retirement 0 16(20%) 12(15%) 37(46.25%) 15(18.75%) 12.6 5
benefits
Provident 13(16.25%) 18(22.5%) 12(15%) 20(25%) 17(21.25%) 15.33 3
fund
Medical 12(15%) 19(23.75% 26(32.5%) 18(22.5%) 5(6.25%) 17 1
benefits
Old age 6(7.5%) 22(27.5%) 9(11.25%) 24(30%) 19(23.75%) 11.2 6
benefit

Interpretation:

From the above data we can understand that 46.25% of the respondents are
dissatisfied with retirement benefits, 33.75% of the respondents are moderately satisfied
with maternity benefits, 27.5% of the respondents are satisfied with old age benefits and
6.25% of the respondents are highly dissatisfied with medical benefits. From this we can
understand that the company is less focusing on non-statutory benefits.

52
53
 Voluntary Benefits

Ratings
Highly Satisfied Moderately Dissatisfied Highly Weigh
satisfied satisfied dissatisfied ted Ranks
5 4 3 2 1 averag
Voluntary e
Welfare
benefits
Educational 0 9(11.25%) 19(23.75%) 21(26.25%) 31(38.75%) 11.06 5
benefits
Transportation 7(8.75%) 10(12.5%) 27(33.75%) 19(33.75%) 17(21.25%) 14.06 2
facilities
Recreational 0 0 25(31.25%) 37(46.25%) 18(22.5%) 11.13 4

Personal health 0 16(20%) 25(31.25%) 24(30%) 15(18.75%) 13.46 3

care
Festival 12(15%) 7(8.75%) 43 (53.7%) 12(15%) 17(18.75%) 19 1
allowances

Interpretation:
From the above data we can understand that 53.75% of the respondents are
moderately satisfied with festival allowances, 46.25% of the respondents are dissatisfied
with recreational benefits, 33.75% of the respondents are moderately satisfied with
transportation facility. From this we can understand that the company is mainly focusing
on transportation facility and festival

54
55
 CHAPTER – 5
FINDINGS, SUGGESTIONS
&
CONCLUSION

56
5.1 FINDINGS:

 From this study it is found that all employees are aware of welfare functions.

 From this study it is found that majority of the employees are aware of drinking
water facility.

 From this study it is found that majority of the employees are aware of facilities
for sitting.

 From this study it is found that the majority of employees are aware of latrines
and urinals facility.

 From this study it is found that the majority of employees are aware of canteen
facilities.

 From this study it is found that the majority of employees are aware of lighting
and ventilation facility.

 From this study it is found that the majority of employees are aware of rest rooms
facility.

 From this study it is found that the majority of employees are aware of washing
allowances.

 From this study it is found that the majority of employees are aware of personal
health care facility.

 From this study it is found that the majority of employees are aware of medical
benefits.

57
 From this study it is found that only minimum numbers of employees are aware of
educational benefits.

 From this study it is found that the majority of employees are aware of
transportation facility.

 From this study it is found that only minimum numbers of employees are aware of
recreation facility.

 From this study it is found that only minimum numbers of employees are aware of
housing facility.

 From this study it is found that the majority of employees are aware of festival
allowances.

 From this study it is found that majority of women workers are aware of maternity
benefits.

 From this study it is found that only minimum numbers of employees are aware
of old age benefits.

 From this study it is found that only minimum numbers of employees are aware of
retirement benefits.

 From this study it is found that the company is providing provident fund to
majority of employees.

58
 From this study it is found that majority of employees are using all welfare
benefits provided by the company.

 From this study it is found that the company is following welfare legislation.

 From this study it is found that majority of employees accepted that company is
encouraging to use welfare activities.

 From this study it is found that the company is implementing new welfare
activities.

 From this study it is found that majority of employees are moderately satisfied
with statutory benefits provided by the company.

 From this study it is found that the company is less focusing on non-statutory
benefits.

 From this study it is found that the company is focusing on transportation facility
and festival allowances in voluntary benefits.

59
5.2 SUGGESTIONS:

 It can be suggested that the company should provide educational benefits to

more number of workers children. For retaining of the workers in the
company.

 It can be suggested that the company should provide recreation facilities to

workers to relieve them from normal work place.

 From the study it is observed that the majority of employees are not having
own houses, so it can be suggested that the company should provide housing
facility for those employees.

 It can be suggested that the company should improve retirement benefits for
retired employees in order to provide assistance in their old age.

 It can be suggested that the company should provide provident fund to

majority of the employees.

 It can be suggested that the company should provide masks and glouses for
the workers in the work place in order to safeguard their health.

 It can be suggested that the company should create awareness on personal

health care of employees. Because majority of the workers are uneducated.

60
 5.3 CONCLUSION

The survey at the MADDI LAKSHMIAH & Co. Ltd. to knowing the labour
welfare facilities provided by the company. The survey results are positive sign. The
workers are feeling better satisfaction with welfare facilities provided by the company.
And they are supporting for good results at work place.

Some percentage of the respondents was not satisfied with the facilities provided by
the company. So the organization has to take immediate action towards their
dissatisfaction. The providing facilities are well when compared with other competitive
organizations. The management has to concentrate on giving training about safety
measures to the employees, which leads to healthy environment in the organization.
Mean while the organization need to maintain better relation with the workers by the
management.

It can be concluded that providing the labour welfare facilities to the workers is
necessary. It helps the management to maintain healthy relationships with workers, helps
to reduce the industrial disputes, and helps to reduce the labour turn over and
absenteeism. Also increase the productivity of the workers.

61
BIBLIOGRAPHY

62
 BIBLIOGRAPHY

1) Aspect of Labor Welfare and Social Security

- A.M. Sharma, 11th edition, 2000, Himalaya Publishing House.

2) Dynamics of Industrial Relation in India

- C.B Mamoria, S.mamoria, 15th revised edition, 20006,

Himalaya Publishing House.

3) Industrial Relations

- Arun Monappa.

4) Industrial Labor Social Security and Industrial Peace in India

- Mamoria and Mamoria, Kitab Mahal Publishers

5) Labor Welfare trade unionism Industrial relations

- Ponkar Dcodhar Samkaram, Himalaya Publishing House

6) Personnel Management

-C.B Mamoria, S. V. Gankar, 26th edition, 2006, Himalaya Publishing

House.

7) Human Resource and personnel Management

-K.Aswathappa, 4th edition, 2005, Tata McGraw Hill Publications

63
QUESTIONNAIRE

64
QUESTIONNAIRE

A. Name: B. Age:
C. Gender: D. Educational Qualification:
E. Designation: F. Experience:

1. Is company is providing any welfare activities?

a. Yes b. No

2. The following questions deals with employee awareness on various welfare benefits
provided by company?

Facilities Yes No No opinion

Drinking water
Facilities for sitting
Latrines and Urinals
Canteen facilities
Lighting and Ventilation
Rest rooms
Washing allowances
Personal health care
Medical benefits
Educational benefits
Transportation facility
Recreation for employee
Housing facility
Festival allowances
Maternity benefits
Old age benefits
Retirement benefits
Provident fund

65
3. The following questions deals with satisfaction level of employees towards various
welfare benefits provided by company?

*5. Highly satisfied *4. Satisfied *3. Moderately satisfied

*2. Dissatisfied *1. Highly dissatisfied

Facilities 5 4 3 2 1
Drinking water
Facilities for sitting
Latrines and Urinals
Canteen facilities
Lighting and ventilation
Rest Rooms
Washing allowances
Personal health care
Medical benefits
Educational benefits
Transportation facility
Recreation for employees
Housing facility
Festival allowances
Maternity benefits
Old age benefits
Retirement benefits
Provident fund

4. Are you utilizing all the welfare facilities provided by the company?

a. Yes b. No

5. Do you accept that company is following the welfare legislation?

a. Yes b. No

66
6. Is the company is encouraging to use welfare activities?

a. yes b. No

7. Is the company implementing new welfare activities that prescribed in welfare

legislation?

a. Yes b. No

8. Any suggestions for further improvement in welfare activities of the company

67