A STUDY OF LABOUR WELFARE MEASURES AT S.

S INDUSTRIES
– KARAIKAL

PROJECT REPORT SUBMITTED TO ANNAMALAI UNIVERSITY,

IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE
DEGREE
OF
MASTER OF BUSINESS ADMINISTRATION
Submitted by
A.MARIMUTHU
REGISTER:NO.
092347

UNDER THE GUIDANCE OF

Mr. A.GOPINATH,B.E M.B.A.,
(LECTURER of Dept. of Business Administration)

DEPARTMENT OF BUSINESS ADMINISTRATION

ANNAMALAI NAGAR - 608002.
TAMILNADU, INDIA.
2010

[1]
 DEPARTMENT OF BUSINESS ADMINISTRATION
ANNAMALAI NAGAR - 608002.
TAMILNADU, INDIA.
A STUDY OF LABOUR WELFARE MEASURES AT S.S INDUSTRIES,
KARAIKAL.
BONAFIDE RECORD OF WORK DONE BY

A.MARIMUTHU
REGISTER:NO.
092347
Submitted in Partial Fulfillment of the Requirement for the
award of the Degree of Master of Business Administration

Mr. A.GOPINATH,
Dr.N.PANCHANATHAM

Lecturer Professor & head

Dept. of Business Administration Dept. of Business

Administration

Submitted for the university Examination (viva-voice) held on

____________

INTERALEXAMINER EXTERNAL
EXAMINER

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 ACKNOWLEDGEMENT

I extend my heart full thanks to Dr.N.PANCHANATHAM, professor

& head, Dept of Business Administration in Annamalai University for his
help and encouragement

I acknowledge my sincere thanks to academic guide

MR.A.GOPINATH,B.E,MBA., Dept. of business Administration in
Annamalai University for his valuable guidance and advice. I am very
grateful to him for all the assistance given to me for completing this project
work successfully

I thank MR.R.RAMAKRISHNAN, Manager of HR and

Administration. The staff of S.S. industrial limited for being flexible in giving
me all the information with regard to the project

I convey my heartiest thanks to MR. M.VELUMANI, senior

executives of S.S industrial limited, who kindly granted permission to do this
project report in his esteemed organization

Date: Signature of the candidate

Place: Annamalai Nagar.

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 DECLARATION

I am A.MARIMUTHU hereby declare that this project report entitled

“A STUDY ON LABOUR WELFARE MEASURES AT SS
INDUSTRIES” Submitted in partial fulfillment of the requirement of the
degree of master of Business Administration ,Annamalai University is my
original work and has not from the basis for the award of any other degree

Place:

Date: (A.MARIMUTHU)

[4]
 ABSTRACT:

In this project, an attempt has been made to study of the Welfare

Measures available at S.S INDUSTRIES

The factories Act, 1948 lays stress on improved working conditions

for the workers employed in recognized industries. This Act implies
providing better working conditions, such as proper lighting, heat control,
cleanliness, low noise level, toilet and drinking facilities, etc.,

In order to study the objective, the data have been collected through
Primary survey by administrating a detailed questionnaire to section of the
employees selected at random. The sample size is 300 and is collected
randomly. The simple percentage analysis is used to know the satisfaction
level of the employees regarding welfare measures. It is observed that
overall the workers are satisfied with the facilities.

Suggestions were made based on the findings. The existing facilities

such as First aid, Night duty allowances, Restroom, Funeral expenses can
be improved for further satisfaction of workers.

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 CONTENTS

CHAPTER CONTENTS PAGE NO

‘ 5
ABSTRACT
7
LIST OF TABLES
8
LIST OF FIGURES
9
CHAPTER 1 INTRODUCTION
31
CHAPTER 2 OBJECTIVES OF THE STUDY
34
CHAPTER 3 RESEARCH METHODOLOGY
37
CHAPTER 4 ANALYSIS OF DATA AND INTERPRETATION
88
CHAPTER 5 FINDINGS, SUGGESTIONS
90
CHAPTER 6 CONCLUSION

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 LIST OF TABLES:

TABLE PAGE
N NAME OF THE TABLE N
O O
4.2.1 Age wise classification of employees 37
4.2.2 Designation wise classification of employees 39
4.2.3 Satisfaction with regard to SSP Hospital 41
4.2.4 Satisfaction with regard to Number of doctors in the 43
hospital
4.2.5 Satisfaction with regard to Referral system 45
4.2.6 Satisfaction with regard to Service Dress 47
4.2.7 Satisfaction with regard to quality of service dress 49
4.2.8 Satisfaction with regard to usefulness in performing duty 51
4.2.9 Satisfaction with regard to with regard to MONET 53
4.2.10 Satisfaction with regard to entertainment by MONET 55
4.2.11 Satisfaction with regard to canteen 57
4.2.12 Satisfaction with regard to food in Canteen 59
4.2.13 Whether the weightage is given to the suggestion by 61
employees
4.2.14 Satisfaction with regard to higher education 63
4.2.15 Satisfaction with regard to Township school 65
4.2.16 Satisfaction with regard to Number of teachers in School 67
4.2.17 Satisfaction with regard to Rest room 69
4.2.18 Satisfaction with regard to toilet facility 71
4.2.19 Satisfaction with regard to motivational scheme 73
4.2.20 Satisfaction with regard to Co-operative stores 75
4.2.21 Satisfaction with regard to Recreational measures 77
4.2.22 Satisfaction with regard to Sports and cultural activity 79
4.2.23 Satisfaction with regard to Non-statutory welfare measures 81

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 LIST OF FIGURES

CHART PAGE
N NAME OF THE TABLE N
O O
4.2.1 Age wise classification of employees 38
4.2.2 Designation wise classification of employees 40
4.2.3 Satisfaction with regard to SSP Hospital 42
4.2.4 Satisfaction with regard to Number of doctors in the 44
hospital
4.2.5 Satisfaction with regard to Referral system 46
4.2.6 Satisfaction with regard to Service Dress 48
4.2.7 Satisfaction with regard to quality of service dress 50
4.2.8 Satisfaction with regard to usefulness in performing duty 52
4.2.9 Satisfaction with regard to with regard to MONET 54
4.2.10 Satisfaction with regard to entertainment by MONET 56
4.2.11 Satisfaction with regard to canteen 58
4.2.12 Satisfaction with regard to food in Canteen 60
4.2.13 Whether the weightage is given to the suggestion by 62
employees
4.2.14 Satisfaction with regard to higher education 64
4.2.15 Satisfaction with regard to Township school 66
4.2.16 Satisfaction with regard to Number of teachers in School 68
4.2.17 Satisfaction with regard to Rest room 70
4.2.18 Satisfaction with regard to toilet facility 72
4.2.19 Satisfaction with regard to motivational scheme 74
4.2.20 Satisfaction with regard to Co-operative stores 76
4.2.21 Satisfaction with regard to Recreational measures 78
4.2.22 Satisfaction with regard to Sports and cultural activity 80
4.2.23 Satisfaction with regard to Non-statutory welfare measures 82

[8]
 CHAPTER 1

INTRODUCTION

Sree Ss Industries –ferro silicon division incorporated in 1995 is a joint

sector company promoted by the Sri Padmabalaji Group of companies. It’s plant
and facilities are spread over and 15.3Acres in the national highway at karaikal
near nagappattinam about 200 kmt From Chennai, India.

Sree.ss industries manufacture Ferro Silicon in different grades as per the

specifications of our clients. The Ferro Silicon is an alloy which is abundantly
used in the steel casting and steel manufacturing process. Depending on the
processes, Ferro Silicon can be used as the de-oxidizing agent or as the reducing
agent for the production of low carbon alloys. Ferro Silicon is used in the
production of corrosion resistant & high-temperature resistant ferrous silicon
alloys, used in transformer cores as well as electro motors..

Sree ss industries believes in continuous improvement which leads to

excellence our effort to achieve excel enceinte all spares set us a part form
other’s and has earned our global presence excellence for us is as ever moving
target like that the over ending journey of the sun.
Sree ss is engaged in the manufacturer manufacture Ferro Silicon in
different grades as per the specifications of our clients. The Ferro Silicon is an
alloy which is abundantly used in the steel casting and steel manufacturing
process. Depending on the processes, Ferro Silicon can be used as the de-
oxidizing agent or as the reducing agent for the production of low carbon alloys.

Sri Padmabalaji Steels Pvt Ltd is the head of sri ss industries This Unit an
ISO: 9001-2000 Company incorporated on 24th February 1995 in the industrial

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 City of Coimbatore in Tamil Nadu and have its factory at Annur (30 kms from
Coimbatore). This first foundry at Annur started with an initial object of
producing MS Ingots. Thereafter from the year 2002 the unit diversified into a
steel and alloy Steel Castings Manufacturing Company. It produces Castings
from our Annur plant to International Standards having in mind to cover all the
requisite parameters in manufacturing Value Added Castings.

The unit derives its competitive through world class technology tips-ups
with global majors for the manufacture of ferro silicon.

Policy:-
 Create, develop and employee to accomplish the basic
organizational goal.
 Create a feeding that “people work us than people work for us.

Philosophy:-
Sree ss industries philosophy is based on the four pillars
representing the objectives and idea’s of sree padmabalaji group the
following are the basis of its philosophy.

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Vision of the sree ss:-

• To be a prime supplier of steel and alloy castings to our valuable

customers.
• To be market leader in delivering steel and alloy castings bearing in mind
quality and on-time delivery.
• To be rated as one of the best employer and employee relations company.
• To become an eco-friendly institution

Mission of the sree ss:-

To deliver superior value to our customer, best services ,
employees and society of large

Value for the sree.ss:-

 Integrity
 Commitment
 Passion
 Seamlessness
 Speed.

Slogan
Innovation is our stringent kaizen our core competency let’s
use these to face competition

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Customaries
Commitment of provide customer with not only quality products
but also anticipate their needs.

Institutionalize
To formalize and systemize the management process endorsing
there with a structure that is consistently across the whole group of
companies.

Strategies
To set up a frame work for the future growth through key strategies
that stress then business and some skills.

Quality policy
To meet requirements and offer quality products at competitive rates,
adhering to the delivery schedule for achieving enhanced customer satisfaction
and continually make improvement in all spheres of our activities.

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ACHIEVEMENTS:

 Awards for achievements 2000: under plant award – July award for
people development.
 Pressure Equipment Directive 97/23/EC Certification

 Safety award – II place for the year 1997 given by the government of
Tamilnadu.
 IBR (Indian Boilers Regulation Act 1952) -The foundry is certified by
IBR for production of castings as "Well Known Foundry"..
 Quality Management System Certification ISO 9001: 2000

Organization structure:
Organization structure is the pattern of relationship among carious
components (or) parts of the organization. It shows the horizontal and vertical
flow of responsibility authority. Accountability and channels of communication.

It brings about like and co-ordination between people in the organization.

The over all management of sree ss Industries Ltd, is vest with the
executive president and general manger technical.

The pivotal area namely finance, marketing, personnel and administration

come under the assistant vice president.

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 ORGANIZATION STRUCTURE

EXECUTIVE PRESIDENT

Functional Functional Functional

headtechnical commercial Head HR

Division
Division Division head Division head
Division head
operation head
safety marketing HR
s
finance

Section Section Section

Section head Section head
head operation head
marketing
safely s finance Administration

Section Head
PR & Liason

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Office layout

Office layout refers to the arrangement and placing of Men and equipment
within each department (or) section of the office with a view to make the best
possible utilization of available space of accommodation.

Office location

Sree ss plant is spread over 15.3 acres in the national highway of

karaikal near nagapattinam in Southern India. The registered office is located at;
SREE SS INDUSTRIES LIMITED,
50,MAIN ROAD THENNANGUDI,
KARAIKAL-609607.

The advantage of it is location is that it is accessible to the workers

and is closer to the port.

The office equipment which is required to be used during the

course, of work is provided with sufficient space. The size and shape of the
office lighting and ventilation are made convenient to both staff and
customers.

The arrangement of furniture and equipment within the available floor

space is to make the best utilization of space and to smoothern the working of
the office. The effective office of Sree Ss industries Ltd enables the firm to
operate efficiently and economically.

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Executive Secretary to Chief General Finance
president’s Executive Administrativ Manager Directors
room president e

Waging CORRIDOR

RECEPTION VISITORS MANAGING INFORMATION HUMAN

Wality HAil Director technology resources rooms CORRIDOR

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SCOPE OF WELFARE MEASURES:

Labour, at all times, has been recognized as a separate factor of

production. Any work, whether manual or mental, which is undertaken for a
monetary consideration is called as labour. There have been differences of
opinion with regard to the importance of labour, but the fact remains that no
production possible without an efficient labour force.

Labour investigations committee defines welfare as “anything done for

intellectual, physical, moral and economic and betterment of the workers,
whether by employers, by government or by other agencies or over and
above what is normally expected on the part of the contractual benefits or
which workers have bargained”.

International labours organizations refers with regard to labour welfare

as such services, facilities and amenities which may be established in or in
the vicinity of undertaking to enable the persons employed in them to
perform their work in healthy, consequential surrounding and provided with
amenities conductive to good health and high morale.

[17]
1.4.1. Importance of Employee Welfare:

The importance in the conditions of their life and work will lead to
high production and peace, which will ultimately lead to the national
progress. Employee welfare increases the productive efficiency of the
workers and induce them a new sprit of self-relation and consciousness. To
save the workers from the evils, to increase productivity efficiency of the
workers and to make the country more prosperous, labour welfare measures
are essential for industry.

1.4.2. Definition

The term “employee” and “labour” is used interchangeably in the

study unit. In this study employee welfare refers to labour welfare.
Efficiency of the workforce is directly and indirectly linked with the
conditions and environment under which they are required to work. Even
the most sincere employee cannot contribute his productivity is bound to
increase when he is comfortable at the workplace and he is conscious of the
welfare amenities.

If he is forced to work in inadequate light conditions or polluted air

conditions, his output potential will decline. Overacting of the environment
are worse than under heating although both are expensive in terms of
decline in output since respiratory ailments would be caused by both the
conditions

[18]
1.4.3. Employee Welfare Activities

Employee welfare constitutes the provision of welfare work, which

depends for their observance on the compulsion of the government.

Voluntary

Voluntary facilities are the facilities, which are provided by the

explorer voluntarily for the benefit of the employees. Even though more
provisions are becoming statutorily obligatory, new avenues for voluntary
welfare work are always opening up as a result of new situations arising out
of more accelerated pack of industry. So there is a vast scope for employers
to play their role in providing voluntary facilities.

Mutual

Mutual welfare facilities are the joint enterprise of the workers to

improve their lot. This is a place where trade unions can play the active role
and undertake many provisions for the betterment of the workers. But they
are not much developed to provide these facilities to the workers.

[19]
1.4.4. Employee Welfare Measures – An Overview

The following Acts provides these measures:

1. Factories Act 1948

2. Employees family pension scheme 1971
3. Employee state insurance Act 1948
4. Workmen’s compensation Act 1923
5. Payment of gratuity Act 1972.
6. Employees provident fund Act 1952
7. Maternity benefit Act 1961

Factories Act 1948

The existing law reacting to regulation of labour employed in factories

in India is embodies in the factories act 1934. Experience of the working
of the act has revealed a number of defects and weakness, which hamper
effective administration. Hence the factories act 1948 was enacted and new
changes were introduced to male health safety and welfare measures more
appropriate to the factory workers. The main object of this act is to protect
factories act from being subject to unduly long hours of bodily strain or
manual labour. It also provides that employees should work in healthy and
better sanitary conditions so far as the manufacturing process will allow and
precautions should be taken for their safety and for the preventions on
accidents.

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1. Washing Facility (Sec.42)

In every factory adequate and suitable facilities (separately and

adequately screened for the use of male and female workers) shall be
provided and maintained for the use of the workers therein and such
facilities shall be conveniently accessible and shall be kept clean.

2. Facility for storing and drying clothing (Sec.43)

The state government may make rules requiring the provision of

suitable places for keeping clothing of workers not worn during working
hours and for the drying or wet clothing in respect of any factory or class of
factories.

3. Facility for sitting (Sec.44)

Provision of status arrangement for workers obliged to work in a

standing position. In every factory, suitable arrangements for sitting shall be
provided and maintained for all workers who are obliged to work in a
standing position. This has been done in order that workers may take
advantage of any opportunities for rest, which may occur in the course of
their work.

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 Provision of seating arrangement for workers doing work which can be
done in a sitting post if the workers in any factory engaged in a particular
manufacturing process or working in a particular room are able to do their
work, the chief inspector may require the occupier of the factory to provide
such seating as may be practicable.

4. First aid appliances (Sec.45)

At least one first-aid box with prescribed contents for every 150
workers. There shall in every factory be provided and maintained so as to
be readily accessible during all working hours, first-aid boxes or cupboards
with the prescribed contents. There shall be at least one such box for every
150 workers ordinarily employed at any one time in the factory.

First-aid box to have prescribed contents. Only the prescribed contents

shall be kept in a first aid box or cupboard. Most first-aid box to be in the
charge of responsible person. Each First-aid box shall be kept in the charge
of separate responsible person who holds a certificate in the First-aid
treatment recognized by the state government. Further, such person shall
always be readily available during the working hours of the factory.

Ambulance room in a factory employing more than 500 workers. In

every factory wherein more than 500 workers are ordinarily employed there
shall be provided and maintained an ambulance room containing the
prescribed equipment.

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 The room shall be in the charge of such medical and nursing staff as
may be prescribed and those facilities shall always be made readily
available during the working hours of the factory.

5. Canteens (Sec.46)

Canteen in factory employing more than 250 workers the state

government may make rules. The state government may make rules
requiring that in any specified factory wherein more than 250 workers are
ordinarily employed, a canteen shall be provided and maintained by the
occupier for the use of the workers.

6. Shelters, rest rooms and lunch rooms (Sec.47)

Provision for shelters, rest rooms. Lunch rooms in a factory employing

more than 150 workers. In every factory wherein more than 150 workers
are, there shall be a provision for shelters, rest rooms, lunch rooms where
workers can eat meals brought by them with provision for drinking water,
however, any canteen maintained in accordance with the provision of Sec
46 shall be regard as part of this requirement. Where a lunchroom exists, no
worker shall eat any food in the workroom.

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7. Crèches (Sec.48)

Provision of crèches in factories employing more than 30 women

workers. In every factory wherein more than 30 women workers are
ordinarily employed, there shall be provided and maintained a suitable
room for use of children under the age of 6 years of such women.

Crèches should be adequate lighted and ventilated and to be under the

charge of trained women. Rooms for use of children shall provide adequate
accommodation shall be adequately lighted and vent lighted.

Further they shall be maintained in a clean and sanitary condition shall

be under the charge of women trained in the care of children and infants.
The location and the standards in respect of construction, accommodation,
furniture and other equipment of rooms for use of children belonging to
women workers.

8. Welfare officers

Employment of welfare officers in a factory employing 500 or more

workers. In every factory wherein 500 or more employees there shall be one
welfare officer for the purpose of marinating those facility.

[24]
Employees Family pension scheme – 1971

The family pension seeks to provide some monetary relief to the

family members of employees, who die in service, that is, before
superannuating. In the event of an employee’s death his family gets pension
on a graded scale depending on the employee’s last salary grade.

The range of pension is around Rs.50 to Rs.200. In addition to pension

sum of Rs. 1000. Is also paid as life insurance benefit. Those employees,
who retire from service, get a lump sum of Rs. 4000/- as retirement benefit,
obviously under the present scheme, retiring employees do not benefit from
any sort of pension.

The employee, the employer and the state government contribute 1-

1/6%
of the employee’s pay as contribution to fund. The central government
pays the administrative cost of the scheme.

Employees State Insurance Act 1948

This Act applies in the first instance to the personnel factories using
power and employing 20 or more persons. The objective of this act is to
provide certain benefits to employees. In case of sickness, maternity and
employment injury and to evolve a scheme for socio-economic welfare of
the workers. The act covers all factories and industries, which run on
permanent basis, and it does not include any seasonal factory.

[25]
Workmen’s compensation Act 1923

In 1923 the government of India passed the workmen’s compensation

act intended to provide for the compensation to those workman who sustain
personnel injuries by the accidents arising out of and in the course of their
employment. The act applies to all permanent employees employed in
railways, factories, mines, plantations, mechanically prepared vehicles
construction work and certain hazardous occupations of drawing a salary
not exceeding Rs. 1000

The employer is liable to pay under this act, the compensation incase
of personnel injury by accident arising out of and in the course of
employment. No compensation is however payable if the incapacity of the
worker, not resulting in death.

The amount of compensation payable depends on the nature of injury

and the average monthly wages of the worker concerned for this purpose,
injury has been divided into three categories.

They are: a) Causing death, b) total or partial permanent disablement

and Temporary disablement. The rates of compensation are fixed for all
type of injuries according to wager ranges. If the period of disablement does
not exceed 28 days, no compensation is paid for the first thirty days.

[26]
Payment of gratuity Act 1972

The government has also passed the government of gratuity act 1972
under which employees in factories. Since, oil fields, plantations, ports,
railways, companies, shops or other establishments are entitled to gratuity
under completing 5 years of service, at the rate of ½ month’s wages for each
completed years of services subject to a maximum of 20 months wages.
This scheme applies to workers drawing a monthly salary of Rs. 1000 or
less.

Employees Provident Fund Act 1952

The act was passed in 1952 covering factories employing 50 or more

workers in 6 major industries Viz., Iron and Steel industries, Textiles,
Engineering, Cement, Paper and Cigarettes. Establishment employing
between 20 and 50 persons are also exerted for 5 years. The employees and
employers contribute 6 % of the total emoluments.

The scheme covers every employee drawing as salary of Rs.100 or less

and who has completed one year continues service and actually worked for
240 days in that period. A special reserve fund was made for making the
payment to outgoing members.

[27]
 Maternity benefit Act 1961

Maternity benefit act 1961 has been passed to regulate the employment
of women in certain establishment for certain periods before and after
childbirth to provide different kinds of benefit to female wage earners.

Section (4) of this act prohibits of work by women under certain

circumstances.
1) Women shall not be employed during six weeks immediately following the day
of her delivery or miscarriage.
2) No pregnant women shall be made to do any work which involves long
hours of standing.

DUTIES OF WELFARE OFFICER

The duties of welfare officer shall be the following

a) To establish the conduct and hold consultations with a view to

maintain harmonious relation between the factory management and workers.

b) To bring the notice of the factory management the grievances of

workers, individuals as well as collective with a view to secure expeditions
redress and to act as liaison officer between the management and labour.

c) To study and understand ht point of view of labour in order to help

the management to shape and formulae labour polices to the workers in a
language they can understand.

[28]
 d) To watch industrial relation with a view to use his influence in the
event of dispute between the factory management and workers to help and
to bring about a settlement by persuasive effect.

e) To advice the management and concern departments of the factory

obligations, statutory or otherwise concerning regulations of working hours,
maternity benefit, medical scare compensation for injuries and sickness and
other welfare and social benefit measures.

Other duties
a) To advice and assist the management in the fulfillment of its
obligations statutory or otherwise concerning. Prevention of personnel
injuries
and marinating a safe work environment, in such factories where a safety
officer is not required to be appointed under the enabling provisions under
section 40B of Act.
b) To promote regulations between the concerned departments of the
factory and workers, which will bring about productive efficiency as well
as amelioration in the working conditions and to help workers to adjust and
adopt themselves to their working environment.

c) To encourage the formulation of ht workers and joint production

committee, co-operative societies and welfare comities and to supervise
their works.

d) To encourage the provision of amenities such as canteens, crèches

adequate latrine facilities, drinking water, sickness and benefit schemes
payment, guarantee of loans and legal advice to workers.

[29]
 e) To help the factory management in regulating grant of leave with
wages and explain to the workers. The provision relating to leave with wages
and
other leave privileges and to guide the workers in the matter of submission
of application for grant of leave for regulating authorized absence.

f) To advice the provision of welfare facilities, such as housing

facilities
foodstuffs social and recreational facilities sanitation advice on individual,
personnel problems and education of children.

h) To work for the improvement of educational facility and promote

adoption of the family welfare measures among the workers. Welfare
officers not to deal with disciplinary cases or appear on behalf of the
management
against workers.

No welfare officer shall deal with any disciplinary against a person

employed in a factory or appear before a conciliation officer, court or
tribunals on behalf of the management. When he is required by a
conciliation officer, court or tribunals to appear as an indefinite witness.

[30]
 CHAPTER 2

OBJECTIVES OF THE STUDY

2.1. Objectives

 To study the existing welfare measures adopted

by the organization

 To identify the impact of the welfare measures

upon the workers health and productivity.

 To pin point disparity in the existing welfare

facilities.

 To identify the place of deviation in the

implementation of welfare measures from the statutory regulation of
the Factories Act.

 To recommended suitable remedies related to

welfare problem so as to increase the job satisfaction and
productivity of the employees.

[31]
[32]
2.2 Scope of the Study

The concept of labour is necessarily dynamic and has been interpreted

in different ways from country to country and time-to-time and even in the
same country. According to the social institution degree of the
industrialization and general level of social and economic department. So
also, the concept of welfare is interpreted from various angles.

Labour welfare may be viewed as a total concept and as a relative

concept. The total concept is a desirable state of existence involving the
physical, mental, moral and economical well-being. These four elements
together constitute the structure of the welfare implies the welfare of man,
his family and community.

All these three aspects are interrelated 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 form time-to-time, industry-to-industry and
country-to-country depending upon the value system level of education,
social customs and degree of industrialization and general standards of a
socio-economic department of people.

[33]
2.3. Limitation of the study

 This primary data is collected from these employees during their

little leisure hours and co-operation in responding to the schedule
was not encouraging. So, 100% accuracy cannot be expected in this
study.

 This study deals with labour welfare measures and management

relations provided by S.S INDUSTRIES, to its employees.

 For analysis, Labour welfare measures provided as per the provision

of Factories Act, 1948 and other voluntary welfare measures alone
have been taken in this survey.

[34]
 CHAPTER 3

RESEARCH METHODOLOGY

3.1. Introduction

Research is a systemized effort in gain knowledge. It can also be

referred to as ‘the search of knowledge’. Research methodology is a
technique used to systematically solve a research problem. It helps the
researcher to know which research method and analysis could be utilized to
bring out a possible solution for a research problem. The researcher should
know why a particular technique to the project.

3.2. Research Design

Research design acts as the blueprint for the research by using this
framework the researcher moves step by step in to the research process. It
constitutes the basic forms for the collection, measurement and analysis of
data. Research design stands fro the advanced planning of the methods to be
adopted for collection of relevant data. Moreover it explains about the
techniques to be used in the analysis, keeping in view the objective of the
research and availability of staff, time and money. This research design was
selected based on the objective on the study and keeping in mind the time
and availability of recourses for the research.

[35]
3.3. Type of Research

The type of research design used in this project was the descriptive
research. Because, it helps to describe the characteristics of a particular
group of people, working within a company. The characteristics of a work
group may differ in many ways in different companies. Each group may
have separate reasons for exhibiting such characteristics within the
company. The descriptive study was carried out to seek these reasons.
Careful design of descriptive studies was necessary to ensure the complete
interpretation of the situation and to ensure minimum bias in the collection
of data.

3.4. Sources of Information

It is necessary for every research to have both primary data and

secondary data, without which the research would be inefficient. In this
research the primary data was collected by means of a structured
questionnaire. The questionnaire consisted of twenty-five questions
inquiring various factors related to their Welfare measures in SSP. The
secondary data was collected through company profile, journals, websites
and other databases of the company. All these data were helpful in carrying
out the analysis.

[36]
3.5. Sampling Design

Sample design lays down all the details to be included in a sample. It

is a definite plan for obtaining a sample from a given population. The
sampling technique used was the simple random sampling. It was the
method by which each number of the population had a chance of being
selected.

[37]
 CHAPTER 4

ANALYSIS OF DATA AND INTERPRETATION

Table 4.2.1: AGE WISE CLASSIFICATION OF EMPLOYEES

AGE RESPONDENTS PERCENTAGE

25-30 16 16.00
31-40 44 43.67
41-50 32 32.00
Above 50 08 08.33
Total 100 100

FIGURE 4.2.1: AGE WISE CLASSIFICATION OF EMPLOYEES

INFERANCE:

This table indicates that 16% of the respondents were between

the age group of 25-30. 44% of the respondents were between the age
group of 31-40. 32% of the respondents were between the age group
of41-50. 8 % of the respondents were between the age group of above
50.

[38]
 Table 4.2.2 :DESIGNATION WISE CLASSIFICATION OF
EMPLOYEES

DESIGNATION RESPONDENTS PERCENTAGE

Technician 20 20
Operator 27 27
Sr.Technician 17 17
Sr.operator 25 25
Metallurgical services 11 11
TOTAL 100 100

FIGURE 4.2.2: DESIGNATION WISE CLASSIFICATION OF

EMPLOYEES

INFERANCE:
This table indicates that 20% of the respondents under
technician
department. 27 % of the respondents under operator department. 17% of
the respondents under Sr.technician department.25% of the respondents
under Sr.operator department. 11% of the respondents under
Metallurgical service department.

[39]
 Table 4.2.3 :SATISFACTION WITH REGARD TO S.S HOSPITAL

SATISFACTION RESPONDENTS PERCENTAGE

Highly Satisfied 21 21
Satisfied 20 20
Neutral 25 25
Dissatisfied 34 34
Total 100 100

FIGURE 4.2.3:SATISFACTION WITH REGARD TO S.S HOSPITAL

INFERANCE:
The above Table indicates that 21% of the employees are
highly satisfied with the facilities provided in SSP hospital. 20% of the
employees are satisfied with the facilities provided in SSP hospital. 25%
of the employees are Neutrally satisfied with the facilities provided in S.S
hospital. 34% of the employees are dissatisfied with the facilities
provided in S.S hospital.

[40]
Table 4.2.4: SATISFACTION WITH REGARD TO NUMBER OF DOCTORS
IN THE HOSPITAL

AVAILABILITY RESPONDENTS PERCENTAGE

Yes 22 22
No 79 79
TOTAL 100 100

FIGURE 4.2.4: SATISFACTION WITH REGARD TO NUMBER OF

DOCTORS IN THE HOSPITAL

INFERANCE:
This Table indicates that 22% of the employees are highly
satisfied with the sufficient number of doctors in the hospital.78% of the
employees are not satisfied with the sufficient number of doctors in the
hospital.

[41]
Table 4.2.5: SATISFACTION WITH REGARD TO REFERRAL SYSTEM.

Satisfaction Respondents Percentage

Highly Satisfied 4 4
Satisfied 69 69
Neutral 17 17
Dissatisfied 8 8
Highly Dissatisfied 2 2
Total 1400 1400

FIGURE 4.2.5: SATISFACTION WITH REGARD TO REFERRAL

SYSTEM

INFERENCE:
This Table indicates that 4.00% of the employees are highly
satisfied with the existing referral system in hospital. 69% of the
employees are satisfied with the existing referral system in hospital. 17%
of the employees are Neutrally satisfied with the facilities provided in
SSP hospital. 8% of the employees are dissatisfied with the existing

[42]
 referral system in hospital. 2% of the employees are highly dissatisfied
with the existing referral system in hospital.

Table 4.2.6: SATISFACTION WITH REGARD TO SERVICE

DRESS

SATISFACTION RESPONDENTS PERCENTAGE

Yes 59 59
No 42 42

Total 100 100

FIGURE 4.2.6: SATISFACTION WITH REGARD TO SERVICE DRESS

INFERANCE:

This Table indicates that 58% of the employees are satisfied

with their service dress. 42% of the employees are not
satisfied with their service dress.

[43]
 Table 4.2.7: SATISFACTION WITH REGARD TO QUALITY OF
SERVICE DRESSES
SATISFACTION RESPONDENTS PERCENTAGE
Highly Satisfied 7 7
Satisfied 57 57
Neutral 26 26
Dissatisfied 10 10
Total 100 100

FIGURE 4.2.7: SATISFACTION WITH REGARD TO SERVICE DRESS

INFERANCE:
This table indicates that 7% of the employees are highly
satisfied with their quality of service dress.57% of the employees are
satisfied with their quality of service dress.26. % of the employees are

[44]
Neutrally satisfied with their quality of service dress. 10% of the
employees are dissatisfied with their quality of service dress.

[45]
Table 4.2.8: SATISFACTION WITH REGARD TO USEFULNESS IN
PERFORMING THE DUTY

PERFORMANCE RESPONDENTS PERCENTAGE

Highly Helpful 27 27
Helpful 61 61
No effect 12 12
Total 100 100

FIGURE 4.2.8: SATISFACTION WITH REGARD TO USEFULNESS IN

PERFORMING THE DUTY

INFERENCE:

[46]
 This table indicates that 27% of the employees are rate their
service dress is highly helpful to perform their duty. 61% of the
employees are rate their service dress is helpful to perform their duty.
12% of the employees are rate that no effect in their service dress to
perform their duty.

Table 4.2.9: SATISFACTION WITH REGARD TO MONET

PERFORMANCE RESPONDENTS PERCENTAGE

Yes 57 57

No 43 43

Total 100 100

FIGURE 4.2.9: SATISFACTION WITH REGARD TO MONET

[47]
INFERANCE:
This table indicates that 57% of the employees are
satisfied with the functioning of MONET. 43% of the employees
are not satisfied with the functioning of MONET.

[48]
Table 4.2.10: SATISFACTION WITH REGARD TO ENTERTAINMENT BY
MONET

SATISFACTION RESPONDENTS PERCENTAGE

Highly Satisfied 15 15
Satisfied 17 17
Neutral 19 19
Dissatisfied 22 22
Highly Dissatisfied 27 27
Total 100 100

FIGURE 4.2.10: SATISFACTION WITH REGARD TO ENTERTAINMENT

BY MONET

INFERANCE:
This Table indicates that 15% of the employees are highly
satisfied with entertainment by MONET among township resident.
MONET satisfies 17% of the employees with entertainment among
township resident. MONET neutrally satisfies 19% of the employees with
entertainment among township resident. MONET dissatisfied 22% of the
employees with entertainment among township resident. MONET highly
dissatisfied 28% of the employees with entertainment among township
resident.

[49]
 Table 4.2.11: SATISFACTION WITH REGARD TO CANTEEN

Highly
SATISFACTION Satisfactory Satisfactory Neutral Dissatisfactory

a) Quality of food 22.67 58.33 19.00 0

b)Hygiene 19.67 65.00 12.00 3.33

c)Service 17.33 71.67 8.67 2.33

FIGURE 4.2.11. SATISFACTION WITH REGARD TO CANTEEN

INFERENCE:
This Table indicates that 23% of the employees are highly
satisfied with quality of food in canteen. 20% of the employees are highly
satisfied with Hygiene of food in canteen. 17% of the employees are highly
satisfied with Canteen service.

[50]
 Table 4.2.12: SATISFACTION WITH REGARD TO FOOD IN
CANTEEN

RESPONDENT
CANTEEN S PERCENTAGE
Highly Satisfied 15 15
Satisfied 72 72
Neutral 10 10
Dissatisfied 2 2
Total 100 100

FIGURE 4.2.12:SATIFACTION WITH REGARD TO FOOD IN CANTEEN

INFERENCE:

[51]
 This Table indicates that 15% of the employees are highly
satisfied with the food in canteen. This Table indicates that 72% of the
employees are satisfied with the food in canteen.10% of the employees
are neutrally with the food in canteen. 2% of the employees are
dissatisfied with the food in canteen.

[52]
Table 4.2.13: WHETHER THE WEIGHT AGE IS GIVEN TO THE
SUGGESTION BY EMPLOYEES

SATISFACTION RESPONDENTS PERCENTAGE

Yes 68 68

No 32 FIGURE
32
4.2.13:
Total 100 100 WHETHER
THE
WEIGHTAGE IS GIVEN TO THE SUGGESTION BY EMPLOYEES

INFERENCE:
This table indicates that 68% of the employees are rated that

their suggestions is consider by canteen in charge. 32% of the

employees are rated that their suggestions is not consider by
canteen in charge.

[53]
Table 4.2.14: SATISFACTION WITH REGARD TO HIGHER EDUCATION

SATISFACTION RESPONDENTS PERCENTAGE

Yes 72 72

No 28 28

Total 100 100

FIGURE 4.2. 14: SATISFACTION WITH REGARD TO EDUCATION

INFERENCE:
This Table indicates that 72% of the employees are satisfied
with the promotional measures. 28% of the employees are not satisfied
with the promotional measures.

[54]
Table 4.2.15 :SATISFACTION WITH REGARD TO TOWNSHIP SCHOOL

SATISFACTION RESPONDENTS PERCENTAGE

Highly Satisfied 5 5
Satisfied 65 65
Neutral 17 17
Dissatisfied 10 10
Highly Dissatisfied 3 3
Total 100 100

FIGURE 4.2.15: SATISFACTION WITH REGARD TO TOWNSHIP

SCHOOL

INFERANCE:

[55]
 This Table indicates that 5% of the employees are highly satisfied with
the Township school. 65% of the employees are satisfied with the Township
school. 17%of the employees are neutrally with the Township school. 10%
of the employees are dissatisfied with the Township school. 3% of the
employees are highly dissatisfied with the Township school.

[56]
Table 4.2.16: SATISFACTION WITH REGARD TO NUMBER OF
TEACHERS IN THE SCHOOL

SATISFACTION RESPONDENTS PERCENTAGE

Yes 75 75

No 25 25

Total 100 100

FIGURE 4.2.16: SATISFACTION WITH REGARD TO NUMBER OF

TEACHERS IN THE SCHOOL

INFERENCE:

[57]
 This Table indicates that 75% of the employees are satisfied with the
number of teachers available in Township school. 25% of the employees are
satisfied with the number of teachers available in Township school.

[58]
 Table 4.2.17 : SATISFACTION WITH REGARD TO REST ROOM

SATISFACTION RESPONDENTS PERCENTAGE

Yes 37 37

No 63 63

Total 100 100

FIGURE 4.2.17: SATISFACTION WITH REGARD TO REST ROOM

INFERENCE:

This Table indicates that 37% of the employees are satisfied with the rest
room. 63% of the employees are satisfied with the rest room.

[59]
Table 4.2.18: SATISFACTION WITH REGARD TO TOILET FACILITY

SATISFACTION RESPONDENTS PERCENTAGE

Yes 77 77

No 23 23

Total 100 100

FIGURE 4.2.18.: SATISFACTION WITH REGARD TO TOILET

FACILITY

INFERENCE:

[60]
 This Table indicates that 77% of the employees are satisfied with the
toilet facility.23% of the employees are not satisfied with the toilet
facility.

Table 4.2.19: SATISFACTION WITH REGARD TO MOTIVATIONAL

SCHEME
SATISFACTION RESPONDENTS PERCENTAGE
Highly Satisfied 20 20
Satisfied 50 50
Neutral 16 16
Dissatisfied 12 12
Highly Dissatisfied 2 2
Total 100 100

FIGURE 4.2.19: SATISFACTION WITH REGARD TO MOTIVATIONAL

SCHEME

[61]
INFERENCE:
This Table indicates that 20% of the employees are highly
satisfied with the Motivational Scheme. 49% of the employees are
satisfied with the Motivational Scheme. 16% of the employees are
neutrally with the Motivational Scheme. 12% of the employees are
dissatisfied with the Motivational Scheme. 2% of the employees are
highly dissatisfied with the Motivational Scheme.

[62]
 Table 4.2.20: SATISFACTION WITH REGARD TO CO-OPERATIVE
STORES

SATISFACTION RESPONDENTS PERCENTAGE

Highly Satisfied 3 3
Satisfied 19 19
Neutral 32 32
Dissatisfied 33 33
Highly Dissatisfied 13 13
Total 100 100

FIGURE 4.2.20: SATISFACTION WITH REGARD TO CO-OPERATIVE

STORES

INFERENCE:
This Table indicates that 2% of the employees are highly satisfied with
the functioning of co-operative stores. 19% of the employees are satisfied
with the functioning of co-operative stores. 32% of the employees are
neutrally satisfied with the functioning of co-operative stores. 33% of the
employees are highly dissatisfied with the functioning of co-operative stores.

[63]
 Table 4.2.21. SATISFACTION WITH REGARD TO RECREATIONAL
MEASURES
SATISFACTION RESPONDENTS PERCENTAGE
Highly Satisfied 2 2
Satisfied 57 57
Neutral 31 31
Dissatisfied 9 9
Highly Dissatisfied 2 2
Total 100 100

FIGURE 4.2.21. SATISFACTION WITH REGARD TO RECREATIONAL

MEASURES

INFERENCE:
This Table indicates that 2% of the employees are highly satisfied with the
functioning of Recreational measures. 57% of the employees are satisfied with the
functioning of Recreational measures. 31% of the employees are Neutrally satisfied

[64]
with the functioning of Recreational measures. 9% of the
employees are dissatisfied with the functioning of Recreational measures. 2% of the
employees are highly dissatisfied with the functioning of Recreational measures.

[65]
 Table 4.2.22: SATISFACTION WITH REGARD TO SPORTS AND
CULTURAL ACTIVITIES

SATISFACTION RESPONDENTS PERCENTAGE

Yes 75 75
No 25 25
Total 100 100

FIGURE 4.2.22: SATISFACTION WITH REGARD TO SPORTS AND

CULTURAL ACTIVITIES

INFERENCE:
This Table indicates that 75% of the employees are satisfied
with the Sports and Cultural activities. 25% of the employees
are not satisfied with the Sports and Cultural activities.

[66]
 Table 4.2.23: SATISFACTION WITH REGARD TO NON-STATUTORY
WELFARE MEASURES

Highly
NON-statutory Satisfied Satisfied Neutral Dissatisfied

Transport facility 60 29.67 5.33 5.00

Education facility 5 65.00 16.67 13.33

Milk during night shift 2 78.33 12.67 7.00

FIGURE 4.2.23: SATISFACTION WITH REGARD TO NON-

STATUTORY
WELFARE MEASURES

INFERANCE:

[67]
 This Table shows that 60% of the employees are highly satisfied with the
transport facility. 13% of the employees are dissatisfied with the education facility.
78% of the employees are satisfied with the milk during night shift.

[68]
 CHI-SQUARE

Table A.2.1 Chi-Square on age and satisfaction level of hospital

Satisfaction

HS S N D
Age range O E O E O E O E

25-30 18 10.08 10 9.6 12 12.16 8 16.16

31-40 20 27.51 24 26.2 40 33.19 47 44.10

41-50 19 20.16 21 19.2 18 24.32 38 32.32

Above 50 6 5.25 5 5 6 6.33 8 8.42

Null hypothesis Ho : There is no significant in satisfaction

level
about hospital facility among the
different
age group

Alternate hypothesis H1: There is a significant different in

satisfaction level about hospital facility
among the different age group.

[69]
 The observed Frequency (O) is the value obtained from the collected
data and the expected frequency (E) is calculated using equation (A.2.1)

Row total of the cell X column total of the cell

E =
Grand total --------- (A.2.1)

In the next step the corresponding values of O and E are calculated

using the formula in equation (A.2.2)

(O–E)
X = ---------- --------- (A.2.2)
E

Here the calculated value of Chi-Square is 17.21 and a tabulated value

for degrees of Freedom 9 [d.f= (c-1)(r-1)] at 0.05% level of significance is
16.9. Hence conclude we reject the null hypothesis and accept the
alternative hypothesis. There is significance between age group and the
satisfaction level of hospital.

[70]
Table A.3.1 Chi-Square on Designation of employees and satisfaction
level of Monet

Satisfaction

HS S N D HD
Designation O E O E O E O E O E
Technician 8 8.95 9 10.37 12 11.59 15 13.22 17 16.88
Operator 10 11.88 11 13.77 15 15.39 18 17.55 27 22.41
Sr.technician 9 7.63 10 8.84 11 9.88 12 11.27 10 14.39
Sr.operator 12 10.85 14 12.58 13 14.06 15 16.03 20 20.47
Metallurgical 5 4.69 7 5.44 6 6.08 5 6.93 9 8.85

Services

Null hypothesis Ho : There is no significant different in

Satisfaction level of MONET among
the different department

Alternate hypothesis H1 : There is a significant different in

satisfaction level of MONET among
the different department.

[71]
 The observed Frequency (O) is the value obtained from the collected
data and the expected frequency (E) is calculated using equation (A.3.1)

Row total of the cell X column total of the cell

E =
Grand total --------- (A.3.1)

In the next step the corresponding values of O and E are calculated

using the formula in equation (A.3.2)

(O–E)
X = ---------- --------- (A.3.2)
E

Here the calculated value of Chi-Square is 5.7 and a tabulated value

for degrees of freedom 16 [d.f= (c-1)(r-1)] at 0.05 % level of significance is
26.3 Hence conclude, we accept the null hypothesis and reject the
alternative hypothesis. There is no significance between department and the
satisfaction level of MONET.

[72]
 CHAPTER 5
FINDINGS

From the survey conducted, it has observed that the company provides
several welfare measures for its employees. The opinion of the respondents
shows that in general, most of the employees are satisfied with the medical
facilities extended to them. Regarding referral system in the hospital, only 2
percent of the employees are satisfied with the existing guidelines. Majority
of the employees are satisfied with the service dress issued by the company.
Only 12 percent of the respondents feel that service dress is not helpful to
perform their duty. Further, employees feel that MONET is the best channel
for communicating company information and events among employees and
their family members residing in the Township. It is also observed that most
of the employees are highly satisfied with the canteen facilities.

Regarding education facilities, 72 percent of the respondents are

satisfied with the functioning of the Township schools meant for the
children of the employees. Regarding motivational scheme in vogue, the
same is well accepted by the employees. However it is derived that many
are not satisfied with the functioning of Co-operative society in the
Township premises. Regarding recreational measures, only 2 percent of the
respondents are disagreement with the existing facilities.

The survey results shows that majority of the employees are satisfied
with other welfare measures like washing allowances, night shift allowance,
festival advances, house rent allowance, shift duty allowance, bonus vehicle
advance, etc.,

[73]
SUGGESTIONS

 While rewarding suggestion master quality of suggestions could be

considered instead of quantity.

 Employees could be oriented to utilize Welfare facilities

 Employees can self-access, finding faults and correcting them.

 Alternative rewards could be give as reward for quality circles

[74]
CONCLUSION

The study clearly shows that majority of the employees are satisfied
with the existing welfare measures in S.S. industries. Only a meagre
percentage of about 8 percentages (overall) of the employees are not in
agreement with the various existing welfare measures like canteen, medical,
Township, school lighting facility, ventilation, and service dress, transport
facility. Employees are also satisfied with various monetary facilities like
festival advances, house building advance and vehicle advance provided by
the company. To sum up, in general employees are satisfied with the
various welfare measures currently in S.S. INDUSTRIES.

However, a section of the employees are under the impression that

facilities for rest room especially for lady employees can be thought of as
an additional welfare measure. Also the services rendered by the MONET
and Cooperative society are to be improved further.

[75]
BIBILIOGRAPHY:

BOOKS

 Kothari C.R (2003) , research methodology method and techniques ,

vishwa prakasam , second edition

 S. Dwivedi (1997) Human Relations & organizational Behaviour, New

Delhi

 S. Krishnasamy (1984) First Edition Hand Book of Labour Laws, Senthil

publications Chennai
 C.B. Memoria (1983) Third edition labour social security and industrial
peace in India, Allahabad.

WEBSITES

 www.google.com

 www.wikipedia.com

[76]
A STUDY OF LABOUR WELFARE MEASURES AT S.S INDUSTRIES
– KARAIKAL

EMPLOYEES SURVEY:

1.NAME :

2.AGE :

3.Are you satisfied with the facilities provided in SSP hospital?

¨ Highly satisfactory ¨ satisfactory ¨ Neutral ¨ dissatisfactory

¨ Highly dissatisfactory

4. Is the hospital is occupied with the sufficient no. of doctors

¨ Yes ¨ No

[77]
5. Please specify the level of satisfaction in the medical facility available
in the hospital

¨ Highly satisfactory ¨ satisfactory ¨ Neutral

¨ dissatisfactory ¨ Highly dissatisfactory

6. Are you satisfied with the existing referral system in the hospital

¨ Highly satisfactory ¨ satisfactory ¨ Neutral

¨ dissatisfactory ¨ Highly dissatisfactory
7. Are you satisfied with the existing system of issue of service dress?
¨ Yes ¨ No

8. Are you satisfied with the quality of service dress provided by the
company

¨ Highly satisfactory ¨ satisfactory ¨ Neutral

¨dissatisfactory ¨ Highly dissatisfactory

9. How service dress help the employee to perform their duty

¨ Highly helpful ¨ helpful ¨ no effect

10. Does MONET help the employees and their dependents in the
Township in the communication of company performance and events

¨ Yes ¨ No

[78]
 11. How is the MONET entertain the employees and their family members
¨ Highly satisfactory ¨ satisfactory ¨ Neutral
¨ dissatisfactory ¨ Highly dissatisfactory

12. Please specify the level of satisfaction with regard to canteen in respect
of following:
13.

Highly Highly
satisfactory Satisfactory Neutral Dissatisfactory dissatisfactory
a) Quality of food
b) Hygiene
c) Service

13. Please specify the level of satisfaction with regard to food in

the canteen.

¨ Highly satisfactory ¨ satisfactory ¨ Neutral

¨dissatisfactory ¨ Highly dissatisfactory

14. Does the suggestions given by you is given due weight age by the
canteen in charge or not
¨ Yes ¨ No

[79]
15. Does the company promote employees to acquire higher educational
qualification to enrich their knowledge?
¨ Yes ¨ No

16. If yes, are you satisfied with the existing promotional measures?
¨ Yes ¨ No

17. Please specify the quality of coaching in the Township school

¨ Highly satisfactory ¨ satisfactory ¨ Neutral

¨dissatisfactory ¨ Highly dissatisfactory

18. Is the School is equipped with the sufficient no. Of qualified Teachers
¨ Yes ¨ No

19. Does the company provide the rest room for employees?
¨ Yes ¨ No

20. Do you feel the toilet facilities provided by the company is sufficient?
¨ Yes ¨ No
21. Are you satisfied with the motivational scheme with regard to good
work award, suggestion scheme award, etc.,

¨ Highly satisfactory ¨ satisfactory ¨ Neutral ¨dissatisfactory

[80]
 22. Are you satisfied with the performance of the cooperative stores?

¨ Highly satisfactory ¨ satisfactory ¨ Neutral

¨dissatisfactory ¨ Highly dissatisfactory

23. How do you rate the sports and recreational measures existing in the
plant
¨ Highly satisfactory ¨ satisfactory ¨ Neutral
¨dissatisfactory ¨ Highly dissatisfactory

24. Does the company give due weightage for promoting sports and
cultural activities among the employees and their dependents
¨ Yes ¨ No

25. Please specify the level of satisfaction with regard to non-statutory

welfare measures
Highly Highly
satisfactory Satisfactory Neutral Dissatisfactory dissatisfactory
a) Transport facility
b) Educational facility
c) Milk during night
shift

[81]