“A STUDY ON EMPLOYEE’S PERCEPTION TOWARDS WELFARE FACILITIES OF ORGANIZATION” (A Study of 40 Respondents Working In Western Railway Baroda Division of Personnel Department”) A RESEARCH DISSERTATION SUBMITTED TO SOCIAL WORK FACULTY M.S.UNIVERSITY Research Guide Researcher:
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“A STUDY ON EMPLOYEE’S PERCEPTION TOWARDS WELFARE FACILITIES OF ORGANIZATION”
(A Study of 40 Respondents Working InWestern Railway Baroda Division of
Personnel Department”)
A
RESEARCH DISSERTATION SUBMITTED TO
SOCIAL WORK FACULTY
M.S.UNIVERSITY
Research Guide Researcher:
Mrs. Samina pathan Megha
Thakkar M.
26th MARCH 2012
PREFACE
When the worker feels that the employer & the state are interested in his
day. Today life & would liter to make his lot happiness in even possible way
his tendency to grouse & grumble will steadily disappear.
Reage Committee
Labour welfare is a relative term. It is continuous process for state of well
being of employees. It is very difficult to define \ express the word welfare
but it covers all activity for well being of an individual. Statutory welfare
facility under factory act 1948 prescribed minimum level of welfare facility
pertain to health, safety & welfare of the employee and other social labour
legislation parting to welfare like bonus Act, ESIC Act etc.
Labourers are considered as valuable section of the society since 21st
century. Generally people arranged every factor provision prescribed under
provision of minimum level of welfare facility, the condition of worker will
definitely improve.
Mere theoretical knowledge cannot help one in any field whether it is
management, technology, research or any other field. The only things, which
can help one, are having a sound practical knowledge of the concerned field.
As part of my learning in management field and also as a requirement of the
DHRM Program, I have been very fortunate to receive practical knowledge in
WESTERN RAILWAY BARODA DIVISION PRATAPNAGAR.
To keep pace with fact moving world where distance & time are shrinking, in
the sphere of workers welfare as well, there is very great need for change.
The workers are the architects of their own future & that of their children &
also of the future of the nation”
The Underlies driving force today is the conviction that men and women
should be able to go to the organization as places of proper human
habitation, where they can work with more comfort.
Research Guide ResearcherMrs. Samina Pathan Thakkar Megha M.
ACKNOWLEDGEMENT
Walking down the memory lane for ONE year that have taken one to finish
this work. I see that this dissertation would not have been possible without
the active support and guidance of many important people in my life.
Heartfelt thanks to all of them for giving me the confidence and patience to
go on.
I express my heartfelt gratitude to Dr. M. N Parmar Dean of faculty of social
work for providing me excellent infrastructural facilities and a learning
culture in the campus. I am sincerely thankful to, Mr. M.N shukla (DRM), of
Western Railway Baroda Division and All my Respondents without whom this
study would not possible. I am sincerely thankful to the Mrs. Geetha
Nair(welfare officer) at Western Railway for guiding me.
I take the privilege to thank my constant Research Guide Mrs. Samina
Pathan, from the depth of my heart for being a north star and always being
ready to direct me. I am thankful to him for immense patience and for coping
with my pace of work.
I find it obligatory on my part to express my heartfelt gratitude and
thankfulness to the all the faculty members for providing me opportunity to
throughout the ONE year of my studies.
Lastly, I am thankful to my parents and my friends for their constant
emotional support.
26th MARCH, 2012 Thakkar
Megha M
LIST OF TABLES
Table
No.Particular
Page
No.
Primary information of respondents.
1Table showing Distribution of the respondents
with reference to their Age.34
2Table showing Distribution of the respondents
with reference to their Sex.35
3Table showing Distribution of the respondents
with reference to their marital status.36
4Table showing Distribution of the respondents
with reference to their type of resident.37
5Table showing Distribution of the respondents
with reference to their Education.38
6Table showing Distribution of the respondents
with reference to their Designation.39
7Table showing Distribution of the respondents
with reference to their Department40
8Table showing Distribution of the respondents
with reference to their work experience.41
9Table showing Distribution of the respondents
with reference to their type of family.42
10Table showing Distribution of the respondents
with reference to their Nos. of dependent.43
Information about statutory facility
11 Table Showing information of first aid appliance
facility.44
12 Table Showing information of canteen facility 45
13Table Showing information of Rest room, shelter,
lunch room46
14Table Showing information of Drinking eater
facility47
15 Table Showing information of Sanitary facility 48
Index
Chapter
No.
PARTICULAR Page No.
*** Preface ***
*** Acknowledgement ***
*** List of Tables ***
I Introduction & Research Methodology 1
II Review of Literature 18
III Data Analysis and Interpretation 33
IV Finding, conclusion, suggestion 75
*** Bibliography 87
*** Annexure
Questionnaire
89
CHAPTER - I
Introduction
[1]
PHILOSOPHY OF LABOUR WELFARE:
Welfare is a broad concept referring to a state of living of an individual or a
group, in a desirable relationship with the total environment – ecological,
economic and social. Labour welfare includes both the social and economic
contents of welfare. Social welfare is primarily concerned with the solution of
various problems of the weaker sections of society like prevention of
destitution, poverty etc. It aims at social development by such means as
social legislations, social reform, social services, social work, social action
etc. The object of economic welfare is to promote economic development by
increasing production and productivity and through equitable distribution.
Labour welfare is a part of social welfare, conceptually and operationally. It
covers a broad filed and connotes a state of well being, happiness,
satisfaction, conversion and development of human resources.
HISTORICAL DEVELOPMENT OF LABOUR WELFARE:
Labour welfare activity in Indian was largely influenced by humanitarian
principles and legislation. During the early period of industrial development
efforts towards workers ‘welfare was made largely by social workers
philanthropists and other religious leaders, mostly on humanitarian grounds.
Before the introduction of welfare and other legislation in India. The
conditions of labour were miserable. Exploitation of child labour, long hours
or work, bad sanitation absence of safety measures etc. were the regular
features of factory life. The earliest legislative approach could be traced back
of the passing of the apprentices’ act of 1850.
[2]
This act was enacted with the objective of helping poor and orphaned
children to learn various trades and crafts. The next Act was the Fatal
accident act of 1953 which aimed at providing compensation to the families
of workmen who lost their life as a result of “actionable wrong” Then came
the Merchants shipping act of 1859, which regulated the employment of
seaman and provided for the health accommodation etc. Earlier attempts at
legislation in this country were mainly aimed at regulation of employment.
DEFINITION OF LABOUR WELFARE:
Labour welfare has been defined in various ways, though no single definition
has found universal acceptance. The Oxford dictionary defines labour welfare
as "Efforts to make life worth living for workmen."
The Encyclopedia of Social Science defines it as "the voluntary efforts of the
employers to establish, within the existing industrial system, working and
sometimes living and cultural conditions of employees beyond what is
required by law, the customs of the industry and the condition of market
"In the Report II of the ILO Asian Regional conference, it has been stated that
worker's welfare may be understood to mean "such services, facilities and
amenities, which may be established outside or in the vicinity of
undertakings, to enable the persons employed therein to perform their work
in healthy and congenial surroundings and to provide them with the
amenities conducive to good health and high morale."
“The Labour Investigation committee (1944-46) includes under labour
welfare activities "anything done for the intellectual, physical, moral 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 as per of the contractual benefits for which the workers
may have bargained."
[3]
The Report of the Committee on Labour welfare (1969) includes under it
"such services, facilities and amenities as adequate canteens, rest and
recreation facilities, sanitary and medical facilities, arrangements for travel
to and from work 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 contribute to improve the conditions
under which worker are employer."
Thus, the whole field of welfare is said to be one "in which much can be done
to combat the sense of frustration of the industrial workers, to relieve them
of personal and family worries, to improve their health, to afford them means
of self expression, to offer them some sphere in which they can excel others
and to help them to a wider conception of life". It promotes the well-being of
workers in variety of ways.
The oxford university defines labour welfare as efforts to make life worth
living for workmen. Another definition implies that welfare is fundamentally
“an attitude of mind on the part of management influencing the method by
which management activities are undertaken.
CONCEPT:
Labour welfare may be viewed as a total concept, as a social concept and as
a relative concept. The total concept is a desirable state of existence
involving the physical, mental moral and emotional well being. These four
elements together constitute the structure of welfare, on which its totality is
based. The social concept of welfare implies the welfare of man, his family
and his community. All these three aspects are inter- related and work
together in a three dimensional approach. The relative concept of welfare
implies that welfare is relative in time and place. It is a dynamic and flexible
concept and hence its meaning and content differ from time to time, region,
industry to industry and country to country, depending upon the value
system, and level of dedication, social customs degree of industrialization
and general standard of the socio-economic development of the people.
[4]
Labour welfare implies the setting up of minimum desirable standards and
the provision of facilities like health, food clothing housing medical
assistance, education insurance, job security, recreation etc. such facilities
enable the worker and his family to lead a good work life, family and social
life. Labour welfare also operates to neutralize the harmful effects of large –
scale industrialization and urbanization.
AIMS AND OBJECTIVE:
The aim or object of welfare activities is partly humanitarian to enable
workers to enjoy a fuller and ricer life and partly economic to improve the
efficiency of the workers and also partly civic – to develop among them a
sense of responsibility and dignity and thus make them worthy citizen of
then nation. Another object of labour welfare is to fulfill the future needs and
aspirations of labour. The following motives and considerations have
prompted employers to provide welfare measure (1) some of the early
philanthropic and paternalistic employers tried to ameliorate the working
and living conditions of their workers by proving various welfare measure.
(2) Some of them took recourse to welfare work to win over their employees,
loyalty and to combat trade unionism and socialist ideas. The devotion to
welfare work by many American employers during the twenties could be
attributed to their anti – unionism. However such a motive did not succeed in
checking the spread of trade unionism (3) some employers provided labour
welfare service to build up a stable labour force to reduce labour turnover
and absenteeism and to promote better relations with
their employees. (4) At present labour welfare has been conceived of by
some employers as a incentive and good investment to secure, preserve and
develop greater efficiency and output from workers.
[5]
Anyhow, there is no direct relationship between welfare work on the one
hand and efficiency and productivity on the other. Apart from this it is very
difficult to quantify the additional contribution of welfare measures to the
increased productivity. (5) One of the objects for provision of welfare
activities in recent times by certain is to save themselves from heavy taxes
on surplus. (6) The purpose provision of welfare amenities by some
companies is to enhance their image and to create an atmosphere of good
will between labour and management and also between management and
the public.
The aims and objectives of labour welfare progressively changed during the
last few decades. From the primitive policing and placating philosophy of
labour welfare, it gradually moved to the era of paternalism with
philanthropic objectives. Even today there is evidence of humanitarian
outlook of some of the employers in many employee -welfare programmes.
The recent thinking in labour welfare however is more oriented towards,
increasing productivity and efficiency of the work people. At outstanding
trend today is that it has become a comprehensive concept concerned with
the development of the total human personality embracing physical mental
social psychological and spiritual aspects of employees will being. In future it
will assume new dimensions in our country as a result of added emphasis on
the basic responsibilities of a welfare state.
BASIC FEATURES OF LABOUR WELFARE:
A Perusal of the above definitions would indicate that the term labour
welfare has been used in a wide and a narrow sense. In the boarder sense, if
may indeed not only the 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 the protection of women and young
workers,
[6]
limitation of hours of Labour welfare is a very broad term covering from
social security to such
Activities as medical aid, crèches, canteens, recreation, housing, adult
education, arrangement for transport of labour row and from work place to
residence etc.
It may be noted that not only the intra mural but also extra mural statutory
as well as no statutory activities undertaken by one of the three agencies
the employers, trade unions or the government for the physical and mental
development of a worker, both as a compensation for wars and tear that he
undergoes as a part of production process and also to enable him to sustain
and improve upon the basic capacity of the large family encompassed by the
term labour welfare.
NECESSITY:
The necessity for labour welfare is left all the more in our country because
of its developing economy aimed at rapid economic and social development.
In this process it is trying to check the baneful effects of the industrial
revoluation on which have adversely affected the people all over the world.
The need for labour welfare was left by the Royal Commissions on labour as
fare back as 1931. The philosophy of labour welfare and its National
Congress on Fundamental Rights and Economic Program in its Karachi
Session in 1931. The resolution demanded that the organization of economic
life in the country must conform to the principles of justice and it might
secure a decent standard of living. It also emphasized that the state should
safeguard the interest of industrial workers and should secure from them by
suitable legislation, a living wage, health conditions of work limited hours of
labour, suitable machinery for the settlement of disputes between employers
and workmen and protection against the economic consequence of old age,
sickness and unemployment.
[7]
SCOPE:
It is somewhat difficult to accurately lay down the scope of labour welfare
work. Especially because of the fact about is composed of dynamic
individuals with complex need. Its scope has been described by writers and
institutions of different shades in different ways. The scope of labour welfare
can be interpreted in different ways by different countries, with varying
stages of economic development, political outlook and social philosophy.
While expressing its interpretation regarding the scope of labour welfare, the
ILO has observed “the one which lends itself to various interpretations and it
has not always the same significance in different countries. Sometimes the
concept is a very wide one and is more or less synonymous with conditions
of work as a whole. It may include not only the minimum standard of hygiene
and safety laid down in general labour legislations. But also such aspects of
working life as social insurance schemes, measures for the protection of
women and young workers, limitation of hour of work paid vacation, etc. in
other cases the definition is much more limited and welfare in addition to
general physical working conditions, is mainly concerned with the day to day
problems workers and the social relationship at the place of work. In some
countries the use of welfare facilities provided is confined to the workers
employed in the undertaking concerned, while in other workers families are
allowed to share in many of the benefits which are made available.
As the subject welfare facilities is a very broad one covering a wide filed of
amenities and activities, limits cannot be rigidly said down regarding its
scope fore all industries and for all times. In the final analysis , labour welfare
services should include all extra mural and intra mural welfare work
statutory and non statutory welfare facilities undertaken by the employers,
government trade unions or voluntary organizations and also social security
measures which
[8]
contribute to workers welfare such as industrial health, insurance , provident
fund, gratuity,
Maternity, benefits workmen’s compensations, retirement benefits etc. More
specifically, we may examine the ways in which labour welfare is classified in
order to obtain a clear understanding of its scope. Labour welfare work can
be broadly divided into two categories (1) statutory and (2) non – statutory
or voluntary. Statutory welfare consists of those provisions of welfare work
which depend for their implementation on the coercive power of the
government. The government enacts certain rules of labour welfare to
enforce the minimum standards of health and safety of workers. The
employers are required by law to fulfill their statutory obligations on welfare.
This need was also emphasized by the constitution of the Indian in the
chapter on the Directive Principles of State Policy, Particularly in the
following articles.
Article 38:
“ The state shall strive to promote the welfare of the people by securing and
protecting as effectively as it may a social order in which justice social
economic and political shall inform all the institutions of the national life “
Article 39:
“The state shall in particular, direct its policy towards securing (a) that the
citizens, men and women equally. Have the right to an adequate means of
livelihood (b) that the ownership and control of the material resources of
the community are so distributed as best to sub serve the common good (c)
that the operation of the economic system does not result in the
concentration of wealth and means of production to the common detriment
( e) that the health and strength of workers, men and women and the tender
age of children are not abused and that citizen are not
[9]
Forced by economic necessity to enter avocations unsuited to their age or
strength (f) that childhood and youth are protected against exploitation and
against moral and material abandonment.
Article 41:
: The state shall within the limits of its economic capacity and development
make effective provision for securing the right to work to education and to
public assistance in cases of unemployment old age, sickness and
disablement and in other cases of underserved want”
Article 42:
“The state shall make provision for securing just and humane conditions of
work and for maternity relief.
Article 43:
“The State shall endeavor to secure by suitable legislation or economic
organization or in any other ways to all workers, agricultural industrial or
otherwise work a living conditions of work ensuring a decent standard of life
and full enjoyment if leisure and social and cultural opportunities and in
particular, the state shall endeavor to promote cottage industries on an
individual or cooperative basis in rural areas”
Thus the need for social and industrial welfare in India in all sectors is clearly
enunciated in our constitution.
The Planning Commission also realized the necessity of labour welfare, when
it observed that “in order to get the best out of a worker in the matter of
production, working conditions require to be improved to a large extent” The
worker should at least have the means and facilities to keep himself in a
state of health and efficiency. This is primary question of adequate nutrition
and suitable housing conditions. The working conditions should be such as to
safeguard his health and protect him against occupational hazard. The work
place should provide reasonable amenities for his essential needs.
The worker should also be equipped with necessary technical training and a
certain level of general education.
Non statutory welfare measure includes all those activities which
employers undertake for the welfare of their workers on a voluntary welfare
service. [10]
OBJECTIVES OF LABOUR WELFARE ACTIVITIES
The object of welfare activities is to promote economic development by
increasing production and productivity. The underlying principle is to make
the workers given their loyal services ungrudgingly in genuine spirit of co-
operation, in return for obligations, voluntary and compulsory, accepted by
the employee towards the general well-being of the employees.
Improving the efficiency of the labour is another objective of labour welfare
activities. Efficiency gives double reward, one in the form of increased
production and the other in the shape of higher wages due to achievement
of higher productivity. Welfare activities add to their efficiency and efficiency
in turn help the worker to earn more wages. Therefore, welfare activities in
an organization are twice blessed. It helps the employer and the employee
both.
Another objective of welfare activities is to secure the labour proper human
conditions of work and living. Working conditions of organization may be led
by an artificial environment which features are dust, fumes, noise, unhealthy
temperature, etc. It is generally found that these conditions impose strain on
the body.
The welfare activities are done to minimize the hazardous effect on the life of
the workers and their family members. It is the duty of the employer to see
these human needs. If welfare activities are viewed in this light, it can be
seen that they are guided by purposes of humanitarian and social justice.
The next objective of welfare activities is to add in a real way to the low
earning of the labour. The facilities are provided to supplement the income
of the workers by services such as housing, medical assistance, school, co-
operative, canteens, stores, play grounds etc.
Thus, 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.
[11]
PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION OF WELFARE
ACTIVITIES
The success of welfare activities depends on the approach which has been
taken into account in providing such activities to the employees. Welfare
policy should be guided by idealistic morale and human value. Every effort
should be made to give workers/ employees some voice in the choice of
welfare activities so long as it does not amount to dictation from workers.
There are employers who consider all labour welfare activities as distasteful
legal liability. There are workers who look upon welfare activities in terms of
their inherent right. Both parties have to accept welfare as activities of
mutual concern. Constructive and lasting Progress in the matter of social
justice can be achieved only if welfare activities are accepted as essential
factors in the progress of the
Business organization Labour welfare is dependent on certain basic
principles. The following are the principles on which successful
implementation of welfare program depends:
1. ADEQUACY OF WAGES:
Labour welfare measures cannot be a substitute for wages. Workers have
a right to adequate wages. But high wage rates alone cannot create
healthy atmosphere, nor bring about a sense of commitment on the part
of workers. A combination of social welfare, emotional welfare and
economic welfare together would achieve good results.
2. SOCIAL LIABILITY OF INDUSTRY:
Industry, according to this principle, has an obligation or duty towards its
employees to look after their welfare. The constitution of India also
emphasizes this aspect of labour welfare.
3. IMPACT ON EFFICIENCY:
This plays an important role in welfare services, and is based on the
relationship between
[12]
welfare and efficiency, though it is difficult to measure this relationship.
Program for
Housing, education and training, the provision of balanced diet and family
planning measures are some of the important program of labour welfare
which increases the efficiency of the workers, especially in
underdeveloped or developing countries.
4. INCREASE IN PERSONALITY:
The development of the human personality is given here as the goal of
industrial welfare which, according to this principle, should counteract the
baneful effects of the industrial system. Therefore, it is necessary to
implement labour welfare services. Both inside and outside the factory,
that is, provide intra-mural and extra-mural labour welfare services.
5. TOTALITY OF WELFARE:
This emphasizes that the concept of labour welfare must spread
throughout the hierarchy of an organization. Employees at all levels must
accept this total concept of labour welfare program will never really get
off the ground.
6. CO-ORDINATION OR INTEGRATION:
This plays an important role in the success of welfare services. From this
angle, coordinated approach will promote a healthy
development of the worker in his work, home and community. This is
essential for the sake of harmony and continuity in labour welfare
services.
7. DEMOCRATIC VALUES:
The co-operation of the worker is the basis of this principle. Consultation
with, and the agreement of workers in, the formulation and
implementation of labour welfare services are very necessary for their
success. This principle is based on the assumption that the worker is "a
mature and rational individual." Industrial democracy is the driving force
here. Workers also develop a sense of pride when they are made to feel
that labour welfare program is created by them and for them.
[13]
8. RESPONSIBILITY:
This recognizes the fact that both employers and workers are responsible
for labour welfare. Trade unions, too, are involved in these program in
healthy manner, for basically labour welfare belongs to the domain of
trade union activity. Further, when responsibility is shared by different
groups, labour welfare work becomes simpler and easier.
9. ACCOUNTABILITY:
This may also be called the Principle of Evaluation. Here, one responsible
person gives an assessment or evaluation 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 program.
10. TIMELY:
The timeliness of any service helps in its success. To identify the labour
problem and to discover what kind of help is necessary to solve it and
when to provide this help are all very necessary in planning labour
welfare program. Timely action in the proper direction is essential in any
kind of social work.
Last, but not the least is the fact that labour welfare must aim at helping
workers to help themselves in the long run. This helps them to become
more responsible and more efficient.
[14]
RESEARCH METHODOLOGY
Title of the study
Title of the study is “ A study of 40 employees perception
towards the welfare facility in Western Railway Baroda
Division Of Personnel Department”
Significance of study
Growing competency in the every sector, worker has to work
and live in unhealthy, slums area with least basic facility and
has to live in frustrated state of mind. To escape from this
entire difficult situation they abstains himself from the work
and becomes irregular. All changes have been referred to as
“ The social invasion ”
Hence there is need for providing welfare services, good
education training worker should be actively associated
welfare work and every activity has to be conducted with
their full consent.
The association of workers in welfare activities has great
moral advantage. It creates confidence in the mind of the
workers. It fosters public spirit, sense of responsibility. It
makes the employees self reliant & able to manage their
own problems.
[15]
From the view point of employee welfare measures must
eliminate risk and insecurity.
Welfare benefits not only raise employee morale but make it
easier for employers to attract and hire competent personnel
welfare helps build a positive image of the organization &
facilities dealing with the union.
Object of the study.
1. To study the awareness of western railway personnel
department’s employees towards the welfare facility
provided by the management.
2. To study the utilization of the welfare facility by employee
which is provided by the management.
3. To study whether the provided facility needs changes or
no ? And if need changes then suggestion made by the
employees.
4. To study employees perception towards the management
through keeping the welfare facility in mind.
Universe of the study.
For the purpose of research study I select personnel dept of
western Railway DRM office, total strength 150 employees of
personnel dept of Baroda division is the universe of study.
[16]
Sample size of the study
The sample size of the research is taken as 40 employees
i.e. 26.67% of total strength i.e. 40 employees under
personnel dept.
Sampling technique of the study
The simple random sampling method used for research
study from the total strength of 150 employees, 40
employees have selected from muster as randomly.
Tools for data collection
I have applied questionnaire as a tool for data collection for
research study give questionnaire to respondents &
questionnaire made with close ended question where in
question on personal information and welfare facility as
keeping in mind all the components of the research study.
[17]
CHAPTER - II
Review
Of
Literature
[18]
(1) THE POLICY THEORY:
It is based on contention that a minimum standard of welfare is necessary for
labours. Here we assume that compulsion periodical supervision and
punishing employee will not provide even the minimum welfare facilities for
workers.
It is based on assumption that man is selfish and self centered and always
tries to achieve his own ends at the cost of the welfare of others,
The Policy Theory leads to (1) the passing of laws relating to the provision of
minimum welfare for workers (2) periodical supervision to ascertain that
these welfare measures are provided and implemented and (3) punishment
of employees who evade or disobey this law.
(2) RELIGIOUS THEORY:
It is based on the concept that man is essentially a religious animal. Even
today many acts of men are related to religious sentiments and beliefs.
According to this theory and good work is considered as a investment both
the benefactor and beneficiary are rewarded. Some
Some people take a welfare work in a spirit of atonement for their sins.
According to religious theory man is primarily concerned with the welfare
others.
The religious basis of welfare cannot be rational. It is neither universal nor
continuous. Welfare based on charity is not for beneficiary in the log run.
(3) PHILANTHROPIC THEORY:
It is based on men’s love for mankind. Man believed to have an instinct urge
by which he strives to remove the suffering of and promote their wellbeing.
This drive may be as rather powerful and may impact him to perform noble
sacrifices. When some employees have comparison for their fellow man they
may undertake labour measures for the benefit of their work.
[19]
(4) TRUSTEESHIP THEORY:
It is called the paternalistic theory of labour welfare according to which the
industrialist or employer holds the total investment, estate, properties and
profit occurring from trust. In other words he uses it for benefit of these
workers and also the society.
Gandhiji propounded this theory in his own words. The realization of the
strength by combined with adherence to non –violence world enable them
(workers) to co –operate with capitals and from into proper use. Then they
will not regard as a conflicting interest. They will not regard the mill and the
machinery as belonging to the exploiting agent and grading them down but
as their win instruments of production and will therefore protect them as well
as they would protect their own properties.
They (Workers) will not steal time and turn own property. They will not steal
time and turn outlet work but put in the most they can, in fact capital and
labour will be mutual trustees and will trustees of consumers.
Thus days labour and capital are not to divergent forces separated by mutual
distrust but two partners worked together for the welfare of the community
as a whole. There is no legal binding but since it is a moral obligation it is
supposed to be less effective. Its value is related to the moral conscience of
the industrialists and workers.
(5) THE PLACATING THEORY:
It is based on the fact that labour group are becoming demanding and
militant and are more conscious of their rights and privileges than ever
before. Their demand for higher wages and better standards cannot be
ignored. Timely and periodical acts of labour welfare can oppose the
Workers. They are some kind of pacifiers which come with a friendly gesture.
It has often being acted upon to secure the workers co- operation.
[20]
(6) THE PUBLIC RELATION THEORY:
It is based on an atmosphere of goodwill between management and public.
This theory is based on the assumption that the labour welfare movement
may utilize to improve relation between management and labour. An
advertisement of exhibition of a labour welfare program may help an
industrialist to project to public good image of his company. His as well
industrial relations may improve resulting in a twofold benefit to the
company.
(7) THE FUNCTIONAL THEORY:
Welfare is used as a means to secure, preserve and develop the efficiency
and productivity of labour. It is obvious that if an employer takes good care
of his workers they will tend to become more efficient and will thereby step
up production.
It will depend on a healthy collaboration between union and management
and their mutual concern for the growth and development of the industry.
Higher production is of benefit to both management and labour.
This is the functional aspect of welfare having efficiency and its objectives
which increases productivity. It can work well if both the parts have an
identical aim in view that is higher participation in welfare in welfare
program is necessary.
Functional theory of labour welfare works more effectively is reason of an
intelligent and willing participation of workers.
[21]
APPROACHES TO LABOUR WELFARE:
1) THE PATERNALISTIC APPROACH :
In the earlier period management considered itself as apparent and trustee
of the property. By philanthropic humanitarian and religious consideration
did much to improve the lot of working masses. It takes for the granted tat
workers belong to different and inferior social categories in need of help of
help and charity now a day it becomes outdated.
2) INDUSTRIAL EFFICIENCY APPROACH :
Considered that commitment and efficiency of workers is increased by
bringing out favorable changes in the environments conditions and by
improving working and living conditions.
It is true that there will increase efficiency of workers but maintaining and
keeping machinery up to date is quite different from labour welfare.
3) SOCIAL WELFARE APPROACH :
Labour welfare is a part of general welfare. Labour welfare is an end in itself
and development of loyalty towards employee or increase an efficiency is
only an incident but welfare is objective of social economic policy when it
looks at whole perspective changes and purpose of welfare services is to
serve man.
4) PRINCIPAL AND PROBLEMS APPROACH :
Welfare measures are to serve any useful purpose, they should be according
to the needs of workers which should be assumed and priorities should be
established must take into account that the location of the undertaking
nature of work processes composition of labour forces etc.
Workers should be free to use or not to use the facilities and amenities
provided Workers should be asked to participate in the formulation and
administration of welfare program because
[22]
program are meat for workers therefore their participation is must. A failure
to understand principal will only make labour welfare measures unpopular of
ding good they will prove harmful to cases. Raising wages will have a more
salutary effect.
5) COST AND BENEFIT RELATIONSHIP APPROACH:
Generally we say that is will improve productivity and level of living standard
of workers. These effects will become apparent in the long run and such
expenditure should be planned on a long term basis.
RESEARCH CONDUCTED
1) HRISHCHANDRA K. VAIDYA 1981
“Workers perception of the welfare facilities” Baroda
A study was conducted by Mr. H.K. Vaidya on 54 workers of Sayaji Iron
Baroda; the sample was selected from the entire department by stratified
random sampling. From the data collected was revealed that majority of the
respondent were old i.e. 28 out of 54 respondent. Respondents felt that
medical helps is provided only for primary help. The recreational facility was
inadequate and majority of them are not using it. Nobody is aware about
cultural program. Regarding the canteen facility 12 respondents out of 54
respondents felt that food which is served in not Nutrition.
The study further revealed that 50 respondents felt that the cold water
facility is very poor. The respondents also felt that the interest rate of loan is
very high of cooperative society. The respondents also felt that the facility is
not adequate.
[23]
2. RAJESH P. VYAS 1984:
“A study of welfare facility and its utilization by workers”.
New shorok spinning and weaving Mgf. Co. Ltd. Nadiad.
A study was conducted on the above said topic by Mr, Rajesh Vyas.
Study was conducted on permanent workers from all department by the
method of stratified random sampling method Out of 4290 workers a sample
of 50 workers was selected. The study revealed that majority of the
respondents were educated i.e. 41 respondents unto 12 the standard, 70 %
of the respondents were utilizing the medical facility through ESI scheme. 88
% of the respondents felt that the housing facility was inadequate and poor.
It was found that 90 % of the respondents were not utilizing recreation
facility because of inadequacy The workers i.e. 14 of them were satisfied
with financial assistance provided by the management. 98 % respondents
said that the food in canteen is nutritious and were provided adequately. The
co- operative society seemed to be quite popular among the workers 90 %
respondents said that they take advantages of the co –operative societies
activities and schemes.
3) AHWAL AMRJIT SINGH 1987:
“Critical evaluation of welfare facilities given to employees in SG
Pharmaceuticals Ltd. Baroda “ from the study it was revealed that 70 & of
the respondents were falling in the age group of 31- 50 years. From the
sampled data it was found that 54 respondents have educated up to SSC. it
was also found from the study that 96 % of the respondents have been
working for more than 20 years, 88 % of the respondents are married and
most of the workers have more than two children ( 66 %) whereas 12 %
workers have one child . the study revealed that totally 17 facilities
( Statutory and non statutory facilities ) were provided to the workers. The
study showed that the workers had high level of awareness regarding
welfare facilities. The workers as they were more experienced, they were
suggestive of employer past neglect and worker interest, than coercive
imposition. Nor apparently was this simply wartime bonhomie. An analysis of
joint consultation foci in the post 1945 period suggests a continuing
workplace preoccupation with “tea, towels and toilets”.
(7)Did workers themselves, therefore, want welfarism, and if not, why not?
This article tests the attitudes of operatives in the construction industry,
from the introduction of national collective bargaining shortly after World
War One through to the period of alleged modernization in the 1960s. The
views of building operatives offer an interesting pointer because construction
was reputed less for its pristine provision than its “primitive” welfare
conditions: here perhaps we can find a baseline marker against which
attitudes in other industries may be set and judged. Construction was almost
exclusively an all male world. Inherent within was a philosophy that placed
little productive value on improving working conditions, and instead stressed
worker self-reliance. Yet construction operated, too, within an industrial
relations system reputed for its capacity “to play fair”, (8) where the building
unions increasingly demanded reform and a broader industrial-political
discourse existed championing the cause to “hum maize” British industry.
The article takes as its starting point the construction of a positive masculine
site identity, based on skill but also on physical endurance and hardship.
Welfares’, it will be argued, frequently worked against the operatives’
cultural understanding of what site life meant. Union representatives,
however, viewed this site life through different filters. Moreover, the socio-
industrial constructs of “conditions of work” issues changed through time.
Only in such inter-locking contexts (for example, workplace control, status,
respectability and toughness) can the negative attitudes of operatives to
welfare and fringe benefit provision be understood.
[32]
CHAPTER – III
Data Analysis
And
Interpretation
[33]
Section 1 primary information of respondents
Table No. 1
Distribution of the respondents with reference to their Age.
Age Frequency Percentage
30 to 40 years 3 7.50%
40 to 50 years 18 45%
50 to 60 years 19 47.50%
Total 40 100%
From the above table it could be interpreted that, 3 out of 40 i.e. 7.50% respondents fall in the age between 30 to 40, then 18 out of 40 i.e. 45% respondents fall in the age group between 40 to 50, then 19 out of 40 i.e. 47.50% of the respondents fall in the age group between 50 to 60, So, Concluding above data, the result could be drawn that a majority of respondents are in the 50 to 60 years so, it could identified that most of the respondents have a very long period of service.
[34]
Table No. 2
Distribution of the respondents with reference to their Sex.
Sex Frequency Percentage
Male 27 67.50%
Female 13 32.50%
Total 40 100%
From the above table, it could be interpreted that 27 out of 40 i.e. 67.50%
respondents are male, while another 13(32.50%) respondents are female.
So, concluding above data, it could be analyzed that male employees are
more than female employees.
[35]
Table no. 3
Distribution of the respondents with reference to their marital
status.
Marital status Frequency Percentage
Married 40 100%
Unmarried 00 0%
Total 40 100%
From the above table, it could be interpreted that 40 out of 40 i.e. 100% of
the respondents are married.
So, concluding, above data, the result could be drawn data, the majority of
respondents have more responsibility of their family
[36]
Table no. 4
Distribution of the respondents with reference to their type of
resident.
Type of resident Frequency Percentage
Rent 1 2.50%
Own 39 97.50%
Head quarter 0 0%
Total 40 100%
Above table indicate that1( 2.50%) of respondents are living in rent home
while another 396(97.50%) respondents are living in own house. And no one
is living in Railway head quarter.
[37]
Table No. 5
Distribution of the respondents with reference to their Education.
Education Frequency Percentage
Illiterate 00 0%
Primary 00 0%
Secondary 00 0%
Higher secondary 05 12.50%
Graduate 27 67.50%
Post Graduate 08 20%
Any other specify 00 0%
Total 40 100 %
From the above table, it could be interpreted that, 5 out of 40 i.e. 12.50%
respondents have education of higher secondary then 27 out of 40 i.e.
67.50% respondents are Graduate, then remaining 8 out of 40 i.e. 20%
respondents are Post Graduate. So, concluding the above data. It could be
therefore said that all the respondents are educated.
[38]
Table No 6
Distribution of the respondents with reference to their work
Designation
Designation Frequency Percentage
Senior clerk 4 10%
Junior clerk 4 10%
Office
superintendent
25 62.50%
Welfare inspector 7 17.50%
Total 40 100%
Above table indicate that 4( 10%) respondents are Sr. clerk, another 4(10%)
are Jr. clerk, another25( 62.50%) respondents are OS, while remaining
7(17.50%) respondents are welfare inspector. So it could be interpret that
majority of respondents are OS.
[39]
Table No 7
Distribution of the respondents with reference to their Department
Department Frequency Percentage
Commercial 1 2.50%
Personnel 21 52.50%
RP cell 1 2.50%
Administration 1 2.50%
Establishment 4 10%
Policy 2 5%
Settlement 2 5%
Signal & tele 2 5%
communicationPay bill 3 7.50%
Traffic 3 7.50%
Total 40 100 %
Above table indicate that 1( 2.50%) respondents are from commercial Dept.
another21( 52.50%) respondents are from Personnel Dept. another1( 2.50%)
are from RP cell, another1( 2.50%) are from administration dept. another
4(10%) are from Establishment another 2(5%) are from Policy, another2( 5%)
are from Settlement another 2(5%) are from S & T another 3(7.50%) are
from Pay bill while remaining 3(7.50%) are from Traffic department.
[40]
Table No 8
Distribution of the respondents with reference to their Experience in Railway
Experience Frequency Percentage
10 to 20 years 12 30%
20 to 30 years 19 47.50%
30 to 40 years 9 22.50%
Total 40 100%
From the above table, it could be interpreted that 12(30%) of respondents are in the organization since 10 to 20 years, another respondents
19(47.50%) have 20 to 30 years of experience, while 9(22.50%) of the respondent have 30 to 40 years of experience.
[41]
Table No. 9
Distribution of the respondents with reference to their type of
family.
Type of Family Frequency Percentage
Joint 15 37.50%
Nuclear 25 62.50%
Total 40 100%
From the above table it could be show that 15(37.50%) respondents are
belongs to the joint family, while another 25(62.50%) of respondents live in
nuclear families.
So, concluding the above data it could be said that majority of the
employees live in Nuclear families.
[42]
Table No. 10
Distribution of the respondents with reference to their Nos. of
dependents
Nos. Of dependents Frequency Percentage
0 7 17.50%
1 4 10%
2 10 25%
3 10 25%
4 5 12.50%
5 4 10%
Total 40 100%
Above table indicate that 7( 17.50%) respondents have no dependent
another4( 10%) respondent have 1 dependent another10( 25%) respondent
have 2 dependents another 10(25%) respondents have 3 dependents
Another5( 12.50%) respondent have 4 dependent while remaining 4(10%)
respondents have 5 dependents.
[43]
Section 2 information about statutory facility
Table No. 11
Showing information of First aid appliances
Question Yes
(%)
No
(%)
Total
Awareness about facility 40
(100%)
0
(0%)
40
100%
Utilization of facility 33
(82.50%)
7
(17.50%)
40
100%
Medical insurance 23
(57.50%)
17
(42.50%)
40
100%
Accident policy 9
(22.50%)
31
(77.50%)
40
100%
Free medicine 33 7 40
(82.50%) (17.50%) 100%
Is authority maintain
facility?
38
(95%)
2
(5%)
40
100%
Whether ambulance is
provided?
40
(100%)
0
(0%)
40
100%
ISs there ambulance Room? 40
(100%)
40
(100%)
40
100%
Above table indicate that all 40(100%) respondents are aware about this facility33(82.50%) respondents are utilize facility as 7(17.50%) do not utilize.23(57.50%) of respondent know about medical insurance 9(22.50%) of respondent know about accident policy33(82.50%) of respondent know about free medicine38(95%) respondent are agree with that authority is maintaining facility40(100%) respondents are agreeing with providing ambulance and
ambulance room.
[44]
Table No. 12
showing information about canteen facility
Question Yes
(%)
No
(%)
Total
Is there canteen in the
organization
40
(100%)
0
(0%)
40
100%
Utilization of facility 8
(20%)
32
(80%)
40
100%
Satisfied with the quality of
food
3
(7.50%)
37
(92.50%)
40
100%
Satisfied with the price of
food
8
(20%)
32
(80%)
40
100%
Want any change in price & 33 7 40
quality (7.50%) (92.50%) 100%
Above table indicate that 40(100%) are aware about canteen facility
Only 8(20%) respondent utilize this facility and 32(80%) do not utilize
3(7.50%) respondent are satisfied with quality of food and 8(20%) are
satisfied with the price of food and 37(92.50%) respondents want change in
canteen facility.
It could be interpret that majority of respondent are not satisfied with this
facility.
[45]
Table No. 13
Showing information of Rest room, shelter, lunch room
Question Yes
(%)
No
(%)
Total
Are you provide lunch room? 40
(100%)
0
(0%)
40
100%
Whether lunch room is clean
& hygiene?
9
(22.50%)
31
(77.50%)
40
100%
Are provided rest room? 27 13 40
(67.50%) (32.50%) 100%
Utilization of facility 5
(12.50%)
35
(87.50%)
40
100%
Above table indicate that401( 100%) respondents say that lunch room is
provided and only 9(22.50%) respondent are say that lunch room is clean
and 27(67.50%) respondent are say that rest room is provided and
35(87.50%) of respondents do not utilize these facility.
[46]
Table No. 14
Showing information of drinking water facility
Question Yes
(%)
No
(%)
Total
Is there this facility available
in the organization?
39
(97.50%)
1
(2.50%)
40
100%
Do you feel that adequate & 19 21 40
suitable drinking water shall
be provided?
(47.50%) (52.50%) 100%
Utilization of facility 24
(60%)
16
(40%)
40
100%
Whether this facility is
sufficient?
11
(27.50%)
29
(72.50%)
40
100%
Whether organization
undergo the process of
annual purification of water
35
(87.50%)
5
(12.50%)
40
100%
Above table indicate that 39(97.50%) of respondent are say that this facility
is available in the organization and 21(52.50%) respondent feel that
Majority respondents 60% have benefited this facility to their family.
Holiday home facility
All the respondents 100% are aware about this facility
Majority respondents 97.50% need to pay for this facility
Majority respondents 55% are not satisfied with this facility
[79]
Any other welfare facility
Majority respondents 67.50% agree with that personnel come to their home
at crises timing
Majority respondents 62.50% believes that loan is providing in their crises
timings
Majority respondents 57.50% are happy with this type of corporation by
management
Majority respondents 52.50% want changes in present facility
Organization and efficiency
Majority respondents 95% believes that welfare facility provided up to their
expectation, they can work more effectively.
Majority respondents 97.50% believes that welfare facility required for
efficient quality production.
Majority respondents 95% feel that now government must do changes in
present labour laws to benefit employee.
Welfare officer
All the respondents 100% are aware about welfare officer
Majority respondents 97.50% think welfare officer required in organization.
Majority respondents 62.50% think that welfare officer take care of their
welfare.
Majority respondents 65% do not agree that welfare officer play role of
mediator between mgt & worker.
[80]
Section 4 opinion about welfare facility
Majority respondents 47.50% are satisfied with this facility.
Majority respondents 47.50% are dissatisfied with this facility.
Majority respondents 37.50% are dissatisfied with this facility while
12.50% are highly dissatisfied with this facility.
Majority respondents 47.50% are dissatisfied with this facility while
27.50%are satisfied with this facility.
Majority respondents 60% are dissatisfied with this facility.
Majority respondents 35% are satisfied with this facility while 22.50%
respondents are neutral with this facility.
Majority respondents 37.50% are satisfied with this facility while
22.50% respondents are neutral with this facility.
Majority respondents 30% are satisfied with this facility while another
30% are highly satisfied with this facility.
Majority respondents 30% are satisfied with this facility and 25% are
high satisfied and 25% are neutral with this facility.
[81]
Majority respondents 42.50% are satisfied with this facility and 25%
are highly satisfied with this facility.
Majority respondents 37.50% are satisfied with this facility and 27.50%
are highly satisfied with this facility.
Majority respondents 47.50% are satisfied with this facility and 22.50%
are neutral with this facility.
Majority respondents 40% are neutral with this facility and 37.50% are
satisfied with this facility.
Majority respondents 52.50% are satisfied with this facility.
Majority respondents 45% are satisfied with this facility and 25% are
neutral with this facility.
[82]
Conclusion
On the basis of above findings we draw conclusions about the opinion and
utilization of welfare services provided by the organization
The word labour welfare means any productive activity. Thus, in a broder
sense, the phrase labour welfare means the adoption of measures to
promote the physical, social, psychological and general well being of the
working population, welfare work in any organization aims at improving the
working living condition of employees and their families. The study
conducted to know about perception of employees towards welfare facility
and from finding and data analysis the result came as both side positive as
well as negative perception.
It can be concluded from the above findings and data analysis, a
majority of respondents are in the high age group, so, from it we could
identified that most of the respondents have a very long period of
service.
It could be analyzed that male employees are more than female
Employees.
The result could be drawn data the majority of respondents have more
Responsibility of their family as they have 2 or 3 nos. of dependents.
It could be therefore said that all the respondents are educated and
Most of the respondents have designation of office superintendent.
It could be said that majority of the employees live in nuclear families.
All the respondents are aware about first aid appliance. All are known
about free medicine and ambulance room.
[83]
It could also be said that majority employees are not satisfied with
price charged on food items and quality of food. So, they do not take
advantages of canteen facility.
Majority respondents believe that adequate drinking water & sanitary
shall be provided so that presently they have negative attitude
towards these two.
It could be analyzed that mostly employees are taking advantage of
travelling allowance and they are satisfied with that amount.
.It could be analyzed that majority of employees are satisfied and have
positive attitude with medical facility of organization
It could be said that half of the respondents uses loan facility provided
by organization.
It could be analyzed that all the employees have positive attitude
towards recreation facility and they get use of these with their full
satisfaction.
It could be analyzed that most of the respondents aware about mahila
samities and get use of providing vocational training to them.
It could be conclude that most of respondents are not satisfied with
provided place for holiday home facility that management can change
the place.
It could be analyzed that all the employees are not happy with this
type of cooperation by management.
[84]
It could be analyzed that all the workers are feel that now government
must make any changes in present labour laws and feel that welfare
facility required for efficient quality production.
It could be conclude that most of the respondents believe that welfare
officer does not play role between mgt and worker.
It could be concluded that none of the respondents are highly satisfied
with the First Aid, canteen, drinking water rest room, shelter, lunch
room, sanitation facility provided by the organization.
It could be concluded most of employees satisfied with transportation,
medical, education facility, holiday home facility.
[85]
Suggestion
All Employees are married and one persons is earning and it is
difficult to meet the expenses of family, so, if organization open
one shop where the employees gets their daily product at less
price, than it will help in cut down of expenses of family and get
good quality of the work.
The drinking facility areas should be indicated by signboard written
in local language. Water should be provided clean and pure like
there can be use of R\O system.
Sanitary facility and rest room should be clean and maintained
regularly.
Education facility should reach to every employee’s spouse and
children.
There should be yoga program\camp arranged for recreation
facility.
Most of the employee does not enjoy canteen facility, if proper
reason is found as quality of food and price of food then, it will help
management to improve the canteen facility at fullest. Clean & pure
drinking water should be provided in canteen. There should be
change in menu of canteen means there can be kept variety of food
daily.
There should be proper infra structure for holiday home facility.
Welfare officer should take attention on employees’ grievances
related to welfare facility and try to solve those grievances with
help of management.
[86]
BIBLIOGRAPHY
A) Books
1. Jain S. P
Industrial and labour laws
Dhanpat rai & co.
2. Mamoria ,Gankar
Dynamic of IR
Himalaya Publishing House
Thirteenth revised addition
3. Mamoria C.B,. Gankar S.v.
Personnel Management
Himalaya Publishing House
Twenty first revised addition
4. Sharma A.M.
Aspect of labour and Social security
Himalaya Publishing House.
B) Websites
1. Www. Yahoo.com
2. Www. Wekipedia.com
3. Www.google.com
[88]
Annexure
I Megha Thakkar pursuing PGDHRM, from Faculty of social work M. S. University, Baroda .To fulfill our curriculum we need to undergo dissertation work. The title of my research work is EMPLOYEES PERCEPTION TOWARDS WELFARE FACILITIES. The information collected will be kept confidential & will be only used for academic purpose .You are requested to tick mark ( ) any one of the respective responsive category.Kindly response to each item.
QUESTIONNAIRE
Section : 1 Primary information of Respondents :-
(1) Name of Respondents : ______________________
(2) Age : ______________________
(3) Sex : (a) Male
(b) Female
(4) Marital status : (a) Married
(b) Unmarried
(5) Type of resident : Rent\Own\Head quarter
(6) Education : (a) Illiterate
(b) Primary
(c) Secondary
(d) Higher Secondary
(e) Graduate
(f) Post graduate
(g) Any other Specify
(7) Designation : _____________________
(8) Department : ______________________
(9) Experience (In Railway) :______________________
(10) Type of family : Joint
Nuclear
(11) Nos. of dependents : _______________________
[90]
SECTION -2 INFORMATION ABOUT STATUTORY FACILITIES
a) FIRST AID APPLIANCE :
Question Yes No
1. Are you aware about this facility?
2. When the need arise , do you use this facilities ?
b) Do you have any other medical facilities provided by the company ? If yes Medical insurance Accident policy Free Medicine
4. Your authority is maintaining all these facilities?
5. Whether ambulance is provided in your organization?6. If yes, is ambulance room in hospital?
b) CANTEEN FACILITIES :-
Question Ye
s
No
1. Is there canteen in your company?
2. Do you utilize canteen facilities?
3. Are satisfied with the quality of food?
4. Are you satisfied with price of the food item?
c) Do you want any change in price & quality of
food?
If yes, please specify,
d) REST ROOM, SHELTER, and LUNCH ROOM:-
Question Yes No
1. Are you provided lunch Room?
2. Whether lunch room is clean & hygiene?
3. Are you provided with rest room facilities?
4. Do you utilize above stated facilities?
[91]
d) DRINKING WATER FACILITIES:
Question Yes No
1. Is there any drinking water facility available in Your company? 2. Do you feel that adequate and suitable drinking Water shall be provided?3. Do you utilize this stated facility?4. Whether this facility is sufficient?5. Whether your organization undergoes the process of Annual Maintenance contract for purification of water? e) SANITATION FACILITY:-
Question Yes No
1.Are you provided with adequate urinals & Lavatory?2. It is clean and maintained regularly?
f) Housing facility (HEAD QUARTER)
Question Yes No
1. Are you provided with housing facility?
2. Do you pay for this facility?
3. If you do not use housing facility, are you provided
HRA?
4 If yes, Are you satisfied with the amount of HRA?
Section – 3 INFORMATION ABOUT NON STATUTORY FACILITIES
a) MEDICAL FACILITY :
Question Yes No1 Whether specialist doctors facility available in the hospital?2. Does company take care of your family’s medical need?
3. Whether ICU room provided in hospital?
[92]b) TRANSPORTATION FACILITY : -
Question Yes No1. Transportation facility is provided to you by Company? 2. If yes, is any charge taken for that? 3.If you are not utilize this facility ,organization give Travelling allowance to you?4. Are you provided with parking facility?5. Do you utilize this facility?
c) EDUCATION FACILITY : -
Question Yes No1. Does your company provide educational facility?2. whether this facility is provided to your spouse or to the Children also?3. Is there library in your company?4. If yes do you utilize this facility?5. Does the company give education loan for your children’s education?6. Does the company give any award for ranker children of Employee ?
e) RECREATIONAL FACILITY : -
Question Yes No
1. Does your organization provide recreational facility ? 2. Which of the following re- creational facility provided by your Organization? a) Sports/ Game
b) reading room & Library c) Cultural activities & festivals d) Any other , e) children’s camp f) Any other, Specify _________________
3. If yes do you utilize this facility?
[93]f) CO- OPERATIVE SOCIETY AND CO-OPERATIVE CREDIT SOCIETY : -
Question Yes No
1. Do you have co –operative credit society in your Company? 2. Do you utilize this facility? 3. Have you taken any loan from this society?4. Are you satisfied with interest rate of this credit society?
g) MAHILA SAMITIES/HANDI CRAFT CENTREQuestion Yes No
1. Are you aware about these facilities? 2. Does organization provided vocational training in handi Craft centre?3. Is this benefited to your family?
h) HOLIDAY HOME FACILITYQuestion Yes No
1. Are you aware about these facilities? 2. Do you need to pay for this facility?3. Are you satisfied with provided place?
I)ANY OTHER FACILITIES:- Question Yes No
1.Is company personnel come to your home in your crises Time?
2. Whether loan is providing in crises timings? 3. Are you happy with this type of cooperation by Management?4. Would you like to have any other facility of change in Present facility?
5. If yes, Please specify:
a) ____________________b) ____________________c) ____________________
[94]j) ORGANIZATION AND EFFICIENCY :-
Question Yes No
1. Do you think that if welfare facilities are provided up to Your expectation , you can work with more efficiency? 2. Is welfare facilities required for efficient quality Production? 3. Do you feel that now government must do changes in Present labour welfare laws to benefit employees?
k) WELFARE OFFICER :-
Question Yes No
1. Do you have welfare officer in your company? 2. Do you think a welfare officer is required in Your company?3. Does your welfare officer take care of your Welfare? 4. Does welfare officer play a role of mediator Between worker and management?
[95]
Section 4: WHAT IS YOUR OPINION ABOUT FOLLOWING FACILITY?
Sr.No.
Name of Welfare Facility
HighlySatisfie
d
Satisfied
Neutral Dis-satisfie
d
HighlyDis-
satisfied1] First aid
appliances 2] Canteen facility3] Rest Room,
Shelter,Lunch Room
4] Drinking water facility
5] Sanitary facility 6] Welfare officer7] Head quarter