Labour Welfare

CHAPTER - I

INTRODUCTION

The encyclopedia of social sciences defines labour welfare

as “the voluntary efforts of the employees to established with in

the existing industrial system, working and some times living and

cultural conditions of the employees beyond that which is

required by law, the custom of the industry and the conditions of

the market”.

The international labour organization defines labour welfare

as such services, facilities and amenities as adequate canteen,

rest and recreation facilities, arrangements for travel toad n from

work and for the accommodation of the workers at a distance

form their houses and such other service amenities and facilities as

contribute to improve the conditions under which workers are

employed.

Labour Welfare measures may be classified as follows,

1. Extra-Morale activities

2. Intra-Morale activities

3. Statutory measures.

4. Voluntary schemes

5. Mutual Welfare Facilities.

1

EXTRA-MORALE ACTIVITIES

Extra-Morale activities are commonly known as benefits. It

consists of the following: Social security, medical allowance,

insurance pension, provident fund, leave, travel facilities,

maternity facilities, compensation against injury fair price shop

etc.

INTRA-MORALE ACTIVITIES

This is commonly known as service. It includes safety

clothes, canteens, transport, rest room, crèches, toilet blocks,

washing rooms, bathrooms, change rooms, schools, banks,

recreational facilities and auditoriums.

STATUTORY MEASURES

Statutory welfare measures are those laid down by

government through enactment of legislative laws. Most of the

benefits mentioned in the above are statutory welfare measures.

VOLUNTARY SCHEMES

These are facilities it includes holidays, rest period, coffee

bread etc., which are declared by employees.

2

MUTUAL WELFARE FACILITIES

These are those facilities agreed to my mutual consultation

between employees and employees. Examples are paid

vocations, leave etc…

BENEFITS OF LABOUR WELFARE

1). More effective requirement

2). Improved moral and loyalty

3). Lower turnover and absenteeism

4). Good industrial relations

5). Reduced influence of unions.

6). Reduced thread of further government interventions.

OBJECTIVES OF LABOUR WELFARE

1. To give expression to philanthropic and paternalistic

feelings.

2. To win over employees loyalty and increase their

morale.

3. To combat trade unionism and socialist ideas.

3

4. To build up stable labour force to reduce labour turnover

and absenteeism.

5. To develop efficiency and productivity among workers.

6. To save oneself from heavy taxes on surplus profits.

7. To earn goodwill and enhance public image.

8. To reduce threat of further government intervention.

9. To make recruitment more effective

LABOUR WELFARE MEASURES IN INDIA

In India the provision of labour welfare measures has a long

history tracing as for as 1937 A.D. Conciding with the abolition of

slavery in 1883.

In 1919 the international labour organization was

established to protect the welfare of the working population

world over. And in the early past of the 20th century several acts

were enacted to safeguard the workers interest.

After the independence of the nation the successive

governments took keen interest in provision of labour welfare

4

measures on planned phase. The implementation of labour

welfare measures accordingly.

1. The factories Act 1948.

2. The employees State Insurance Act 1948.

3. The plantation labour Act 1951.

4. The Mines act 1952

5. The employees provident Fund Act 1952.

6. The labour welfare fund Act 1953.

7. The payment of Bonus Act 1963.

8. The payment of Gratuity Act 1972 etc.

Were enacted and amended from time to time.

As a result of excellent draftsmanship, Indian Textile

industry plays an important part in the national economy. The

word “textile” is derived from the Latin word “texere” meaning

“To weave”. It is one of the biggest and oldest industries in

India. Originally textile was referred to only woven fabrics and

specifically excluded knitted cloths, lace, settings, felt, braid and

card.

5

HISTORY AND DEVELOPMENT

Textile industry in India has a long history. Even during

early periods of history people had the knowledge of converting

staple cotton in to yarn subsequently weave in fabrics.

Textiles came to be regarded as the best in the world

market. Bombay and Ahamadabad were the largest cotton

textile centers in India in the early 1920. Bombay was known as

the “Manchester of India”. Today cotton textile industry is spread

practically all over India. India is one of the largest producers of

cotton textiles in the world and the reasons for that are,

abundant supply of cheap labour, the presence of hydroelectric

power, abundant supplies of domestic cotton and vast internal

markets.

Keeping with the growth of textile industry in the country,

state of Kerala also has made remarkable development in spite

of non-availability of raw materials.

6

REASONS FOR THE SETBACKS OF TEXTILE INDUSTRY

1. The anti dumping duty stipulated by various countries

abroad brings down the scope of export considerably.

2. Lack of modern technology.

3. High electrical changes

4. The cotton textile industry is going through a severe crisis

following slump in exports of cotton textiles, yarns and

garments to the ASIAN and other countries.

5. Due to the devaluating of the rupee the textile industries

are not able to realize even cost price, compared to

decreased payments by foreign countries.

6. Use of dyes also has been responsible for reduction in

imports by developed countries like Germany, as the

consumers were insisting that only fabrics processed with

vegetables based dyes were acceptable to them.

7

COMPANY PROFILE

CELEBRITY FASHIONS LTD

Vision

As the information age unfolds, seamless business models

and A borderless world emerges,

Our quest is to become the most admired group by all our

stakeholders alike customers, employees, share holders

and society.

We shall pursue would – class standards in our people,

products, processes and performance.

We seek quantum growth to lead in the international and

domestic market and enhance our international presence

by encouraging innovation and naturing intellectual

processing.

We will be always conscious of the path we take to ensure

highest ethical and moral compliance even as we remain to

tally focused on our goals.

8

Mission

Achieve the sale turnover of 220 million US $ by 2008 with

100% delighted customers.

Historical Mile Stones

1984 – Celebrity Fashions ltd., as a composite Mill

(comprising spinning & weaving unit) established.

1946 – The wills managing agency rights were transferred

to M/s. Thiagarajar Chettiar & Sons Private Limited,

Chennai, The forerunners of the present management,

under the able management of late Shri. Karumuthu

Thiagarajar Chettiar who was well renowed textile industry.

The company began its journey to become an important

will in the country.

1969 – With the abolition of the managing agency system,

the Board of Directors looked after the Management with

late Shri. Manickavasagam Chettiar, as managing director.

1976 – Introduction 100% Tandem carding

1976 – The first Airjet loom in the country was installed at

Loyal.

9

1980 – Dr. Karumuthu Thiagarajar, Ph.D. (Business

Management) took over as Managing Director and shortly

after that Shri. Manickam Ramasamy, B.Tech., a Gold

Medalist from IIT Chennai became the Managing Director

and the company registered further growth with emphasis

on modernization, Export and Quality.

1980-1990 – The company has covered a niche in the

international market and exports have increased in

multifold.

1986 – LSF a dye house was started at RAJAPALAYAM

1992 – LSF shifted to Cuddalore to take advantage of the

common disposal system.

1994 – Valli Mills limited, another composite Mill in

Venkataslapuram, Sattur was amalgamated with Loyal

Textile Mills Ltd.,

2001 – one of the first textile mills in the country to adopt

the compact spinning technology. Today largest compact

yearn manufacturing including the “SIRO COMPACT”

2001 – installed large sewage treatment plants at all units

to recycle the sewage to green the campus.

10

2003 – first mill in the country to install polypropylene

contamination checking in auto corner clearers – ZENITHPP

clearing today 80% of loyal cone winders have

polypropylene checking clears.

2003 – first mill in the country for the open width

continuous water and chemical saving environmentally

friendly process in India.

2005 – we are the first company near zero solid effluent

producing company using only bacteria and on zero for

treatment. Interestingly the number of customers remained

the same or a bit reduced and all customers have

substantially increased their sourcing % from loyal.

Loom capacity 222 looms

“Suizer” 73 looms

“Toyota” 18 looms

“Mythos” 26 looms

production per day

when Grey Fabric 75,000 meters

Knitting capacity 50 M/Cs

11

“Mayor & Cie” 11 machiners

“Tersot” 08 machiners

“Falmae” 17 machiners

“Stoll” 1 machine

Production per day

Knitted Grey Fabric, 18,000 kgs

Wet processing in LSF

Woven - 40,000 mtrs per day

Knitted - 15,000 kgs per day

Garment capacity

With a sewing lines

Producing C 25000 worth of Garment’s per day

Awards & Accolades

Three star export house 15690 – dated 07-3-2005 awarded

by Govt. India.

Buonze Trophy award given by cotton textiles export

promotion council in 2001-2002 for outstanding

performance in yarn.

12

Silver flag given by apparel export promotion council in

1999 for outstanding performance in non-Guota items.

Bronze Trophy award given by cotton textiles export

promotion council in 1998-1999.

Silver Trophy award for second highest export in fabric

category for 1997-1998.

Golden Trading House dated 24-08-1999 awarded by Govt.

of India.

Trading House – 579 dated 25-8-1995 awarded by Govt. of

India.

Export House – 2540 dated 06.08.1992 awarded by Govt.

of India.

Certification

Our concern have quality management system – ISO 9001-

2000 certified by BVGI,

On progress certifications – ISO 14001-2004 (EMS)

On progress TPM in our concern

13

Yarn manufacturing process

Process

Bale plucker

↓

Blow room

↓

Carding

↓

Drawing → open end spinning

Woven Fabric Production Process

Process

FABRIC production warping (creel section)

Weaving Sizing

14

Bale plucker Auto coner Ring frame

Blow room

Carding Mill master

unilap Comber Drawing with auto leading mechanism

Simplex Yarn preparation ring spinning

Toyota Sulzer Mythos

Inspection & Mending

Warping (Creel section

Warping (winding section)

Sectional warping

Sizing (creel section)

Sizing (winding section)

Airjet loom – Toyota

Projectile loom – Sulzer

Airjet loom – mythos

100% inspection & mending

Knitted Fabric Production Process

Auto coner

Circular Circular Flat bed Knitting tubular knitting-single width knitting

Tension less inspection

Auto coner (with working)

Xorella - yarn conditioning …… (1)

15

Xorella - yarn conditioning ……(2)

Circular knitting machine tubular

Circular knitting machine open with flat bed knitting machine

100% tensionless inspection

Garment production process

Dyed fabric checking

↓

Spreading

↓

Cutting

↓

Embroidery → stitching

1) Dyed fabric checking

2) Gerber Tension free spreading

3) Gerber computer aided cutting

4) Embroidery

5) Stitching – all M/Cs are computerised with under bed trimmer

6) Special machine – pocket setta

7) Special machine – computerized velcrow attach

16

8) Special machine – belt loop attach

Process

Singeing & De-sizing/M/c

Bleaching

Washing finishing

Mercerizing → neutralizing / washing

SINGEING & DESIZING M/C

Washing range

Mercerizing M/C

Neutralizing / washing range

Compacting on zero – zero finishing

Total of workers

Permanent workers = 252

Badaly = 11

Badaly 2 = 43

Badaly 1 = 107

Training = 115

Scheme = 350

17

CC = 462

Total of workers = 1340

18

CHAPTER II

REVIEW OF LITERATURE

The standard analysis of individual labour supply uses a

utility function specified in terms of the consumption of goods,

purchased with wage and non-wage income, and leisure. By then

imposing a poverty level, the model can be used to examine the

way in which alternative poverty measures change when the tax

structure is altered; for examples, see Kanbur and Keen (1989),

Kanbur, Keen and Toumala (1995) and Creedy (1997). A criticism

of this type of approach is that some individuals, facing a given

wage rate and tax structure, choose a level of labour supply

which places them below the poverty level. The idea behind a

poverty line is that individuals are substantially worse off as a

result of being in poverty, compared with being just above the

poverty line. It may therefore reasonably be asked why people

would not make a strong attempt to avoid poverty if possible. A

major aim of the present paper is to explore a labour supply

model in which each individual's utility function depends on a

threshold consumption, or poverty, level and there is a strong

utility premium to be gained by avoiding poverty.

19

According to John Creedy(2003) labour supply and social

welfare are two important aspects when utility depends

on a threshold consumption level.

Employee privacy has become a controversial issue in the

field of Human Resource management as employers have more

technologies available to monitor telephones, computer

terminals, and voice mail. This privacy issue has been fueled by

the increased use of a variety of electronic monitoring systems.

Electronic monitoring is defined as "the computerized collection,

storage, analysis, and reporting of information about employees'

productive activities" (Office of Technology Assessment, 1987, p.

27). "Currently, as many as 26 million workers in the United

States are monitored in their jobs, and this number will increase

as computers are used more and more within companies and as

the cost of these monitoring systems goes down" (DeTienne,

1993, p. 33). Of those monitored, 10 million have their work

evaluated and pay based on the data collected (DeTienne, 1993).

"By the end of the decade, as many as 30 million people may be

constantly monitored in their jobs" (DeTienne, 1993, p. 33).

Because of these predictions, "Electronic monitoring and

20

surveillance have been the subject of high media profile" (Losey,

1994).

Managers use several types of employee monitoring

systems. Some of the most commonly used are computer

monitoring, which measures employee keystroke speed and

accuracy; video surveillance, which detects employee the ft,

horseplay, and safety; spying, which uses detective techniques,

when there is suspicious activity within the workplace;

eavesdropping and phone tapping, which track incoming,

outgoing, and the frequency of employee phone calls; and the

active badge system, which tracks an employee s location within

the workplace.

Despite the recent appearance of these high-tech

monitoring systems, employee monitoring is not new to the

business world. As a matter of fact, "employee monitoring has

been utilized in the manufacturing industry for several decades

to track output, inventory, and general efficiency" (Losey, 1994).

Prior to 1913, mechanical keystroke counters (cyclometers) and

other methods were used for measuring typing output, and since

the 1920s telephone calls have been monitored (Attewell, 1987).

21

What has changed in more recent years is the method of

supervision and the extent of information gathering capabilities

available.

Employers compensate their employees not only with cash,

but also with non cash payments. The latter, sometimes called

"in-kind" or "fringe" benefits, include some that are legally

required, such as Social Security, workers' compensation, and

unemployment insurance, and some that are not, such as paid

leave, health and life insurance, and pensions. This article

discusses the effort of economists to measure the value

individuals place on non cash payments.

Economists have developed the concept of "cash-

equivalent value" to measure the value of non cash benefits to

an individual. A person's cash-equivalent value is the least

amount of money he or she would be willing to accept in

exchange for not receiving particular non cash goods. When

applied to an employer-provided benefit, the cash-equivalent

value is the minimum amount of additional cash compensation

the worker will accept in lieu of receiving the benefit. Although

some estimates of cash-equivalent value for Government-

provided in-kind benefits such as food stamps, public and

22

subsidized housing, Medicaid, and Medicare exist, little has been

done to quantify employer-provided benefits, primarily because

of a lack of data. Moreover, even if data were available, a variety

of problems have made it difficult to implement the cash-

equivalent value approach.

Information on the employer's cost of providing the benefit

is readily available through the Bureau of Labor Statistics

Employment Cost Index (ECI) program. To what extent does

employer cost approximate employee value? We believe that

there are various biases associated with using employer cost as

the measure of the employee s value of employer-provided

benefits. These biases can result in misleading conclusions.

23

CHAPTER III

RESEARCH METHODOLOGY

Research methodology is a way systematically solves the

research problem. It may be understood as a science of studying

how research is done scientifically. It is necessary for the

researcher to know no only the research methods/techniques but

also the methodology.

RESEARCH DESIGN

“A research design is the arrangement of condition for

collection and analysis of data in a manner that aims to combine

relevance to the research purpose with economy in purpose”.

It is descriptive in nature.

DESCRIPTIVE RESEARCH

Descriptive research studies are those studies, which are

concerned with describing the character of a group.

DATA

There are two types of data (primary as well as secondary),

used for this study.

24

PRIMARY DATA

Primary data was collected through questionnaire.

SECONDARY DATA

Secondary data was collected from the journals, books and

company records.

SAMPLING

A simple random technique selected for choosing the

population, in such a way that every member of the population

has an equal chance of being selected.

SAMPLE SIZE

75 employees from Celebrity Fashions ltd limited is taken

as sample for this present study.

TOOLS OF ANALYSIS

Data collected was analyzed using

1. Percentage analysis

2. Correlation and

25

OBJECTIVES OF THE STUDY

The objectives of this report are about the employee

satisfaction towards best Celebrity Fashions ltd, Chennai. This

study reveals whether the employees are satisfied. The following

are the objectives of this study.

1. To identify the main factors influencing the welfare

measures.

2. To find out whether the employees are satisfied with the

prevailing welfare measures.

3. To study the awareness of respondents about the labour

welfare measures provided by the company.

26

LIMITATIONS OF THE STUDY

1. The study was conducted in Celebrity Fashions ltd,

Chennai. So it may not be universally applicable.

2. Some of the employees were unwilling to reveal certain

information.

27

CHAPTER IV

ANALYSIS AND INTERPRETATION

TABLE 1. DISTRIBUTION ON THE BASIS OF AGE

AGE NO. OF RESPONDENTS

PERCENTAGE

Below 30 33 44

30-40 24 32

Above 40 18 24

Total 75 100

INTERPRETATION

From the above table it is inferred that, 44% of the

employees belong to below 30 years, 32% of the respondents are

in between 30 – 40 years and 24% of the respondents are above

40 years.

28

CHART 1. DISTRIBUTION ON THE BASIS OF AGE

29

TABLE 2. DISTRIBUTION ON THE BASIS OF EXPERIENCE

EXPERIENCENO. OF

RESPONDENTSPERCENTAGE

Below 5 years 28 37

6 – 12 24 32

Above 12 23 31

Total 75 100

INTERPRETATION

From the above table if is clear that 37% of the employees

have below 5 years of experience, 32% of employees have 6 – 12

years of experience and 31% of employees have 12 years of

experience.

30

CHART 2. DISTRIBUTION ON THE BASIS OF

EXPERIENCE

37

3231

2829303132333435363738

Below 5 years 6 – 12 Above 12

Below 5 years 6 – 12 Above 12

31

TABLE 3. DISTRIBUTION ON THE BASIS OF EDUCATIONAL

QUALIFICATION

EDUCATIONAL QUALIFICATION

NO. OF RESPONDENT

S

PERCENTAGE

Below 10th 22 29

HSC 18 24

ITI 13 17

Diploma 10 14

Degree 12 16

Total 75 100

INTERPRETATION

It is clear that 29% of the respondents are below 10th

standard, 24% of respondents are HSC, 16% of respondents are

degree holders, 17% of respondents are ITI, 14% of respondents

are diploma holders.

32

CHART 3. DISTRIBUTION ON THE BASIS OF

EDUCATIONAL QUALIFICATION

29

24

17

14

16

0

5

10

15

20

25

30

Percentage

Below 10th HSC ITI Diploma Degree

Below 10th HSC ITI Diploma Degree

33

TABLE 4. DISTRIBUTION ON THE BASIS OF

RESPONDENTS’ OPINION ABOUT WORKING

CONDITION

PARTICULARSNO. OF


Satisfied 12 16

Highly Satisfied 24 32

Neutral 16 21

Dissatisfied 11 14

Highly Dissatisfied 12 17

Total 75 100

INTERPRETATION

It shows that 16% of the respondents are highly satisfied,

32% of the respondents are satisfied, 21% of respondents are

neutral, 14% of the respondents are dissatisfied and 17% of the

respondents are highly dissatisfied with the working condition in

Celebrity Fashions ltd, Chennai.

34

CHART 4. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT WORKING

CONDITION

16

32

21

14

17

0

5

10

15

20

25

30

35

Per

cent

age

Satisfied HighlySatisfied

Neutral Dissatisfied HighlyDissatisfied

Opinion

Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied

35


RESPONDENTS’ OPINION ABOUT BATH ROOM AND

WASHING FACILITIES

ParticularsNo. of

RespondentsPercentage

Satisfied 24 33


Neutral 11 14

Dissatisfied 18 24


Total 75 100

INTERPRETATION

Above table indicates that 33% of the respondents are

highly satisfied, 22% of the respondents are satisfied, 14% of the

respondents are neutral, 24% of the respondents are dissatisfied

and 7% of the respondents are highly dissatisfied in their opinion

about bath room and washing facilities.

36

CHART 5. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT BATH ROOM AND

WASHING FACILITIES

33

22

14

24

7

0

5

10

15

20

25

30

35

Percentage



Opinion


37

TABLE 6. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT CANTEEN AND

LAUNCH ROOM FACILITIES

PARTICULARSNO. OF


Satisfied 23 30


Neutral 11 16

Dissatisfied 18 24


Total 75 100

INTERPRETATION

The above table express that 30% of the respondents are



and 8% of the respondents are highly dissatisfied with canteen

and launch room facilities.

38

CHART 6. Distribution on the basis of respondents’ opinion about canteen and launch

room facilities

30

22

16

24

8

0

5

10

15

20

25

30

Percentage



Opinion


39

TABLE 7. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT MEDICAL

FACILITIES AND FIRST AID PROVISIONS

PARTICULARSNO. OF


Satisfied 21 28


Neutral 12 16

Dissatisfied 17 23


Total 75 100

INTERPRETATION

Table 7 express that 28% of the respondents are highly

satisfied,24% of the respondents are satisfied, 16% of the

respondents are neutral,23% of the respondents are dissatisfied

and 9% of the respondents are highly dissatisfied with medical

facilities and first aid provisions.

40

CHART 7. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT MEDICAL

FACILITIES AND FIRST AID PROVISIONS

28

24

16

23

9

0

5

10

15

20

25

30

Percentage



Opinion


41


RESPONDENTS’ OPINION ABOUT TRAINING AND

DEVELOPMENT ACTIVITIES

PARTICULARSNO. OF


Satisfied 26 35


Neutral 17 23

Dissatisfied 6 8


Total 75 100

INTERPRETATION

The above table indicates that 35% of the respondents are



and 2% of the respondents are highly dissatisfied with training

and development activities.

42

CHART 8. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT TRAINING AND

DEVELOPMENT ACTIVITIES

35 32

23

8

2

0

5

10

15

20

25

30

35

Percentage



Opinion


43


RESPONDENTS’ OPINION ABOUT JOB ROTATION IN

ARJUNA TEXTILES PVT LIMITED

PARTICULARSNO. OF


Satisfied 33 44


Neutral 11 14

Dissatisfied 7 9


Total 75 100

INTERPRETATION

Above table reveals that 44% of the respondents are highly

satisfied, 29% of the respondents are satisfied, 14% of the


and 4% of the respondents are highly dissatisfied about job

rotation in Celebrity Fashions ltd, Chennai.

44

CHART 9. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT JOB ROTATION IN

CELEBRITY FASHIONS LTD.

44

29

14

9

4

0

5

10

15

20

25

30

35

40

45

Percentage



Opinion


45


RESPONDENTS’ OPINION ABOUT VENTILATION IN

THE WORK AREA

PARTICULARSNO. OF


Satisfied 29 38


Neutral 12 16

Dissatisfied 7 9


Total 75 100

INTERPRETATION

Regarding ventilation 38% of the respondents are highly


respondents are neutral,9% of the respondents are dissatisfied

and 7% of the respondents are highly dissatisfied with ventilation

in the work place.

46

CHART 10. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT VENTILATION IN

THE WORK AREA

38

30

16

97

0

5

10

15

20

25

30

35

40

Percentage



Opinion


47


RESPONDENTS’ OPINION ABOUT DRINKING

WATER FACILITIES

PARTICULARSNO. OF


Satisfied 28 37


Neutral 19 25

Dissatisfied 5 6


Total 75 100

INTERPRETATION

From the above table it is clear that 34% of the

respondents are highly satisfied, 24% of the respondents are

satisfied, 22% of the respondents are neutral, 14% of the

respondents are dissatisfied and 6% of the respondents are

highly dissatisfied with drinking water facilities.

48

CHART 11. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT DRINKING

WATER FACILITIES

37

29

25

63

0

5

10

15

20

25

30

35

40

Percentage



Opinion


49


RESPONDENTS’ OPINION ABOUT MEDICAL AND

ACCIDENT BENEFIT SCHEME

PARTICULARSNO. OF


Satisfied 28 37


Neutral 18 24

Dissatisfied 8 11


Total 50 100

INTERPRETATION

Above table express that 37% of the respondents are


respondents are neutral, and 11% of the respondents are

dissatisfied with medical and accident benefit scheme.

50

CHART 12. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT MEDICAL AND

ACCIDENT BENEFIT SCHEME

37

28

24

11

0

0

5

10

15

20

25

30

35

40

Percentage



Opinion


51


RESPONDENTS’ OPINION ABOUT REST

ROOM FACILITY

PARTICULARSNO. OF


Satisfied 36 48


Neutral 11 15

Dissatisfied 0 0


Total 75 100

INTERPRETATION

Above table stated clearly that 48% of the respondents are

highly satisfied, 37% of the respondents are satisfied, and 15% of

the respondents are neutral with test room facilities.

52

TABLE 13. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT REST ROOM

FACILITY

48

37

15

0 0

0

5

10

15

20

25

30

35

40

45

50

Percentage



Opinion


53

TABLE 14. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT FRINGE

BENEFITS

PARTICULARSNO. OF


Satisfied 34 45


Neutral 15 21

Dissatisfied 0 0


Total 75 100

INTERPRETATION

Table reveals clearly that 45% of the respondents are

highly satisfied, 34% of the respondents are satisfied, and 21% of

the respondents are neutral with fringe benefits.

54

CHART 14. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT FRINGE

BENEFITS

45

34

21

0 0

0

5

10

15

20

25

30

35

40

45

Percentage



Opinion


55

TABLE 15. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT SAFETY

EQUIPMENTS PROVIDED BY THE COMPANY

PARTICULARSNO. OF


Satisfied 29 38


Neutral 11 14

Dissatisfied 9 12


Total 75 100

INTERPRETATION

Regarding safety equipments 38% of the respondents are



and 10% of the respondents are highly dissatisfied with the

safety provisions.

56

CHART 15. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT SAFETY

EQUIPMENTS PROVIDED BY THE COMPANY

38

26

1412

10

0

5

10

15

20

25

30

35

40

Percentage



Opinion


57


RESPONDENTS’ OPINION ABOUT EDUCATIONAL

FACILITIES

PARTICULARSNO. OF


Satisfied 29 42


Neutral 11 18

Dissatisfied 9 8


Total 75 100

INTERPRETATION

Regarding educational facilities 28% of the respondents are



and 4% of the respondents are highly dissatisfied.

58

CHART 16. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT EDUCATIONAL

FACILITIES

42

28

18

84

0

5

10

15

20

25

30

35

40

45

Percentage



Opinion


59


RESPONDENTS’ OPINION ABOUT OVER ALL

WELFARE FACILITIES

PARTICULARSNO. OF


Satisfied 29 38


Neutral 12 16

Dissatisfied 12 16

Highly Dissatisfied – –

Total 75 100

INTERPRETATION



respondents are neutral, and16% of the respondents are

dissatisfied with welfare facilities.

60

CHART 17. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT OVER ALL

WELFARE FACILITIES

38

30

16 16

0

0

5

10

15

20

25

30

35

40

Percentage



Opinion


61


RESPONDENTS’ OPINION ABOUT WELFARE

PROGRAMS ORGANIZED BY THE COMPANY

PARTICULARSNO. OF


Satisfied 30 40


Neutral 12 16

Dissatisfied 8 11


Total 75 100

INTERPRETATION





welfare program organized by the company.

62

CHART 18. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT WELFARE PROGRAMS ORGANIZED BY THE COMPANY

40

28

16

11

5

0

5

10

15

20

25

30

35

40

Percentage



Opinion


63


RESPONDENTS’ OPENION ABOUT WORK CULTURE

PARTICULARSNO. OF


Satisfied 31 41


Neutral 16 21

Dissatisfied 5 6


Total 75 100

INTERPRETATION

Above table reveals that 29% of the respondents are highly




prevailing state of work culture.

64

CHART 19. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT WORK CULTURE

41

29

21

63

0

5

10

15

20

25

30

35

40

45

Percentage



Opinion


65


RESPONDENTS’ OPINION ABOUT EMPLOYER

EMPLOYEE RELATIONSHIP

PARTICULARSNO. OF


Satisfied 31 41


Neutral 14 19

Dissatisfied 6 8


Total 75 100

INTERPRETATION

Above table reveals clearly that 29% of the respondents

are highly satisfied, 41% of the respondents are satisfied, 19% of

the respondents are neutral, 8% of the respondents are

dissatisfied and 3% of the respondents are highly dissatisfied

with employer employee relationship.

66

CHART 20. DISTRIBUTION ON THE BASIS OF RESPONDENTS’ OPINION ABOUT EMPLOYER

EMPLOYEE RELATIONSHIP

41

29

19

8

3

0

5

10

15

20

25

30

35

40

45

Percentage



Opinion


67

TABLE 21. LABOUR WELFARE MEASURES AND RELATED VARIABLES

Work

ing

condit

ion

Medic

al

faci

litie

s

Venti

lati

on

and d

rin

king

w

ate

r fa

cilit

y

Tra

inin

g

Frin

ge

benefits

Safe

ty

equip

ments

Em

plo

yer

em

plo

yee

rela

tionsh

ip

Medical facilities

.650*

Ventilation and drinking water facility

.496* .338*

Training .657* .453* .293*

Fringe benefits

.411* .372* .522* .547*

Safety equipments

.486* .387* .234* .593* .437*

Employer employee relationship

.092 -.063 .107 .314* .614* .195

Welfare measures

.433* .451* .340* .526* .723* .206 .541*

All the selected dimensions of welfare measures are having

positive as well as significant correlation with welfare measures.

Among the independent variable fringe benefits is found to have

the highly correlated variable than others. The next high

correlated variable is found to be employer employee

relationship and ventilation and drinking water facility shows the

lowest correlation among the selected variables.

68

CHAPTER – V

FINDINGS

1. Majority 44% of the employees belong to below 30 years

2. Majority 37% of the employees have below 5 years of

experience

3. Majority 29% of the respondents are below 10th standard,

24% of respondents are HSC

4. Majority 48% of the respondents are satisfied with the

working condition

5. Majority 55% of the respondents are satisfied about bath

room and washing facilities

6. Majority 52% of the respondents are satisfied about

canteen and launch room facilities


medical facilities and first aid provisions


training and development activities

69

9. Majority 73% of the respondents are satisfied about job

rotation in loyal textiles mills limited


ventilation in the work area


drinking water facilities

12. Majority 68% of the respondents are satisfied about welfare

facilities


medical and accident benefit scheme

14. Majority 85% of the respondents are satisfied about rest

room facility

15. Majority 79% of the respondents are satisfied about fringe

benefits

16. Majority 64% of the respondents are satisfied about safety

equipments provided by the company


educational facilities

70

18. Majority 68% of the respondents are satisfied about welfare

programs organized by the company

19. Majority 70% of the respondents are satisfied about work

culture


employer employee relationship

21. All the selected dimensions of welfare measures are having

positive as well as significant correlation with welfare

measures.

22. Among the independent variable fringe benefits is found to

have the highly correlated variable than others.

71

CHAPTER - VI

SUGGESTIONS

The percentage analysis clearly shows that 50% of the

employees are satisfied with the prevailing labour welfare

measures provided by the company.

The most of the employees are not aware of the safety

measures provided by the company. So, more training

programmes should be provided to the employees covering

safely aspects, which will definitely create awareness

among the employees.

The company should provide health care facilities to its

employees and their family

They should be mutual relationship between the employee

and employer which will facilitate individual as well as

organizational growth.

72

CHAPTER - VII

CONCLUSION

Starting from 1980 government has forcing welfare in work

place has a main policy regarding labor welfare. The wide

approach to the welfare strategy is getting more and more

important every day. Preventing and maintain the physical,

mental and social well being of workers in all occupation should

be given enough of attention. From this study it is concluded that

welfare measures is influenced by fringe benefits, medical

facilities, employer employee relationship, safety equipment

provided by the company and training .

73

BIBLIOGRAPHY

1. KOTHARI C.R, Research methodology, Wishwa Prakashan

publishing, New Delhi.

2. TRIPATHI P.C, Personnel Management & Industrial

Relations, Sultan Chand & sons, New Delhi.

3. MAMORIA C.B, Personal management, Himalaya

Publishing House, New Delhi.

4. SATHISH MAMORIA, Himalaya Publishing House, New

Delhi.

5. KAPOOR N.D, Elements of Industrial Laws, Sultan Chand &

sons, New Delhi.

74

APPENDIX

A STUDY ON LABOUR WELFARES IN CELEBRITY FASHIONS LTD, CHENNAI

Dear Employee,

I have undertaken M.B.A. Project work on “Labour Welfare”. Your kind cooperation is solicited by the way of giving your valuable response. In this context, I assure that the data furnished by you will be kept confidential and will be used for the project purpose only

Thanking you

QUESTIONNAIREDemographic

1. Name

2. Designation :

3. Gender :

4. Age : a) Below30years ( )

b) 31-40 Years ( )

c) Above 40 years ( )

5. Educational qualification :a) Below SSLC ( )

b) HSC ( )

c) ITI ( )

d) Diploma ( )

e) Degree ( )

6. Experience : a) Below 5 year ( )

b) 6-12 Years ( )

c) Above 12 years ( )

75

LABOUR WELFARE

SI. No.

Questionssatisfie

d( 1)

highly satisfie

d(2)

neutral

(3)

dissatisfied

(4)

highly dissatisfie

d(5)

1. Your opinion about the working condition?

2 Your opinion about the bath room, urinal, toilets and washing facilities?

3. Your opinion about the canteen and launch room facilities?

4 Your opinion about the emergency medical facilities and first aid provided by the company?

5. Your opinion about the training given by the company?

6. Your opinion about the job rotation in the company?

7. Your opinion about the ventilation in the work area?

8. Your opinion about the drinking water facilities?

76

SI. No.

Questionssatisfie

d( 1)

highly satisfie

d(2)

neutral

(3)

dissatisfied

(4)

highly dissatisfie

d(5)

9. Your opinion about the welfare facilities provided by the company?

10.

Your opinion about the medical and accident benefit scheme provided by the company?

11.

Your opinion about the rest room facility?

12.

Your opinion about the fringe benefits?

13.

Your opinion about the safety equipment provided by the company?

14.

Your opinion about the educational facilities?

15.

Your opinion about the welfare programs in the company?

16.

Your opinion about the working culture in the company?

17 Your opinion about the relationship between employees and

77

SI. No.

Questionssatisfie

d( 1)

highly satisfie

d(2)

neutral

(3)

dissatisfied

(4)

highly dissatisfie

d(5)

employer?

78

Labour Welfare

Documents

benefits of labour welfare

objectives of labour

labour welfare fund

mutual welfare facilities

labour turnover

implementation of labour

plantation labour act

cotton textile industry