AGRICULTURAL LABOUR:

A person who works on another persons land only as a labourer without exercising any supervision or
direction in cultivation, for wages in cash, kind or share such as share of produce”.

The report of the congress agrarian reforms committee classified agricultural

labourers into three groups:

Field labourers : They have only seasonal work

ordinary labourers:Ordinary labourers are those unskilled labourers employed in digging, silt
cleaning, building embankments,etc.

Skilled labourers :They include corpenters,masons,blacksmiths,etc.

BPO:

• BPO stands for Business Process Outsourcing.

• Major corporations in the US and Europe are outsourcing their back office operations to India to
save costs.

• E.g. employee payroll is maintained in India for their employees worldwide.

• Although these jobs usually are not directly IT-related, their data-based orientation often means
that they require IT departmental support to be successfully outsourced

BENEFITS:

1.A positive experience from operators 2.Accurate and appropriate responses

3.High level of customer satisfaction
4. Improved efficiency

ACTIVITIES & FUNCTIONS:

1) Organization design and staff planning

2) Building Customer service representatives (CSRs)
3) Quality Assurance Programs
4) Improvement initiatives
5) Outsourcing

ADVANTAGES:
1. SALARY
2. Qualification
3. Clean work
4. Growth-flexibility to change jobs easily
5. On job training
 6. Medical insurance
7. Opportunity to work overseas
8. Call center employees may be able work from home now .

DISADVANTAGES:
1. Odd working hours.
2. Family life.
3. Health issues.
4. Abusive clients.
5. Age factor.
6. Social issues/alcohol consumption.
7. Future trend.

TYPES:

1.HORIZONTAL 2.VERTICAL.
KPO:

• Knowledge Processing Outsourcing (popularly known as a KPO), calls for the application of
specialized domain pertinent knowledge of a high level.

• The KPO typically involves a component of Business Processing Outsourcing (BPO), Research
Process Outsourcing (RPO) and Analysis Proves Outsourcing (APO).

• KPO business entities provide typical domain-based processes, advanced analytical skills and
business expertise, rather than just process expertise.

• KPO Industry is handling more amount of high skilled work other than the BPO Industry. While
KPO derives its strength from the depth of knowledge, experience and judgment factor; BPO in
contrast is more about size, volume and efficiency.

FUTURE:

• National Association of Software and Services Companies Study Report (NASSCOM)

• Evalueserve Study

• Rocsearch, a UK-based research services company Study .

Why Knowledge Process Outsourcing Services:

• Cost Effectiveness – The labor cost in developed countries is too much higher than labor cost in
developing countries.

• Skilled Manpower – Countries like India, China, Taiwan, and Philippines has abundance of well
educated and professionally trained human resources.

• Time Management – Knowledge processes can be handed effectively in less time by

outsourcing.

• Work Perfection – Due to saturation of KPO jobs in a few countries, it is easier to find domain
experts.

• Extended Organizational Capability – Outsourcing KPO jobs to other expert organizations in

India or China provides extended organizational capability to parent organizations.

Comparison of Opportunity in BPO and KPO markets:

 CHILD LABOUR:

Child labour refers to the employment of children (who are 5-14 years age) at regular and
sustained labour. This practice is considered exploitative by many international organizations
and is illegal in many countries.

Child labour was utilized to varying extents through most of history, but entered public
dispute with the advent of universal schooling, with changes in working conditions during the
industrial revolution, and with the emergence of the concepts of workers' and children's rights.

HAZARDS OF CHILD LABOUR:

• Physical hazard

• Cognitive hazard

• Emotional hazard

• Social hazard

Moral hazard

CAUSES OF CHILD LABOUR:

• Poverty
• Parental illiteracy

• Adult unemployment & urbanization

• Social apathy

• Lack of education and exposure

• Ignorance

• Inadequate school facility

Working area of children:

• Mills

• Factories & brick works

• Chimney sweep

• Coal mines

• Cracker manufacturing etc.

Laws pertaining to Child Labour:

• Children [Pledging of Labour] Act (1933)

• Employment of Children Act (1938)

• The Bombay Shop and Establishments Act (1948)

• Child Labour -Prohibition and Regulation Act

• The Indian Factories Act (1948)

• Plantations Labour Act (1951)

• The Mines Act (1952)

• Merchant Shipping Act (1958)

• The Apprentice Act (1961)

• The Motor Transport Workers Act (1961)

• The Atomic Energy Act (1962)

• Bidi and Cigar Workers (Condition of Employment) Act (1966)

 State Shops and Establishments Act.

 Child labour today: Child labor is most rampant in Asia with 44.6 million or 13% percent of its
children doing commercial work followed by Africa at 23.6 million or 26.3% which is the
highest rate and Latin America at 5.1 million that is 9.8%

STEPS TO AVOID CHILD LABOUR:

Child labor and hunger is one of the principal social illnesses in my country. There are many
institutes, organizations, public departments and international organizations like UNICEF whose
main objective is to prevent child labor. They have many steps to prevent it and I have some
ideas that can help.

First, many children left their homes in a way to avoid the abuse that they are victims of from
their parents. To prevent this bad treatment, the government could help give conferences to the
parents about child labor and the consequences that it brings. In this way, we can help prevent
other children running away from home and living as homeless children.

Another option could be to build homes for those children that are living in the streets. They will
be sent to these homes and they would not have to live outside. In this way we can help prevent
children from any abuse that they can suffer in the streets. In these homes, children are not
supposed to work; they can study and learn a career, and they will get a better job and a future.

Child labor is a very serious problem. Politicians should make laws to prevent child labor and
find solutions. Children are our future and we have to take care of them if we want a better
future.

CONCLUSION:

The future of a community is in the well being of its children. The above fact is beautifully
expressed by Wordsworth in his famous lines “child is father of the man”. So it becomes
imperative for the health of a nation to protect its children from premature labor which is
hazardous to their mental, physical, educational and spiritual development needs. It is
urgently required to save children from the murderous clutches of social injustice and
educational deprivation, and ensure that they are given opportunities for healthy, normal and
happy growth.

CONSTRUCTION LABOUR:

NATURE OF INDUSTRY:

• Construction laborers can be found on almost all construction sites.

• Such as:

Building,
 Highway,

Heavy construction sites,

Residential and Commercial sites,

Tunnel and Shaft Excavations and, Demolition sites.

• Employees require:

Physical strength,

Training and

Experience

• Work They Do

• Construction laborers clean and prepare construction sites.

• They remove trees and debris, tend pumps, compressors and generators, and build forms for
pouring concrete.

• They erect and disassemble scaffolding and other temporary structures.

They load, unload, identify, and distribute building materials to the appropriate location
according to project plans and specifications.

• Laborers also tend machines; for example, they may mix concrete using a portable mixer or tend
a machine that pumps concrete, grout, cement, sand, plaster, or stucco through a spray gun for
application to ceilings and walls.

• They often help other craft workers, including carpenters, plasterers, operating engineers, and
masons.

• Operate a variety of equipment like pavement breakers;

• Jackhammers;

• Earth tampers;

• Concrete, mortar, and plaster mixers;

• Electric and hydraulic boring machines; torches;

• Small mechanical hoists;

• Laser beam equipment; and

 • Surveying and measuring equipment.

WORK ENVIRONMENT:

• Laborers do physically demanding work.

• They may lift and carry heavy objects, and stoop, kneel, crouch, or crawl in awkward positions.

• Use harmful materials or chemicals, fumes, odors, loud noise, or dangerous machinery.

• They are exposed to lead-based paint, asbestos, or other hazardous substances.

SHIFTS:

• Generally work 8-hour shifts.

• Overnight work may be required when working on highways.

• They may also experience weather-related work stoppages at any time of the year.

• In some parts of the country, construction laborers may work only during certain seasons.

EMPLOYMENT:

• Construction laborers held about 1.2 million jobs in 2006

• Concentrated in metropolitan areas.

• About 67 percent of construction laborers work in the construction industry, including 30

percent who work for specialty trade contractors. About 17 percent were self-employed in
2006.

EARNINGS:

• Nonresidential building construction = $13.62

• Other specialty trade contractors

= $12.93

• Residential building construction

= $12.82

• Foundation, structure, and building exterior contractors = $12.41

• Employment services = $9.90

GOODS AND SERVICES:

• Houses,

• Apartments,

• Factories,

• Offices,

• Schools,

• Roads, and

Bridges are products of construction industry.

ACTIVITIES:

• New structures,

• Site preparation,

• Additions and Modifications to existing ones

• Maintenance,

• Repair, and

Improvements on these structures

INDUSTRY ORGANIZATION:

• Three major segments

construction of building

 Heavy and civil engineering construction

 contractors

 Specialty trade contractors

WORKING CONDITIONS:

• Employees work full time or 40 hours in a week.

• Construction workers may sometimes work evenings, weekends, and holidays to finish a job or
take care of an emergency.

• Rain, snow, or wind may halt construction work.

CONTRACT LABOUR:
 The act came into force from 10 February 1971. it extends to the whole of India.

 A workman is deemed to be employed as Contract Labour when he is hired in connection

with the work of an establishment by or through a contractor.

 Contract workmen are indirect employees.

 Persons who are hired, supervised and remunerated by a contractor who, in turn, is
compensated by the establishment.

 Contract labour has to be employed for work which is specific and for definite duration.

The Act applies to

 Every establishment in which 20 or more workmen are employed or were employed on any
day on the preceding 12 months as contract labour and

 To every contractor who employs or who employed on any day of the preceding 12 months
20 or more workmen.

It does not apply to establishments where the work performed is of intermittent or

seasonal nature.

The contract labour should not be employed where: —

(a) The work is perennial and must go on from day to day;

(b) The work is incidental to and necessary for the work of the factory;

(c) The work is sufficient to employ considerable number of whole time workmen;

(d) The work is being done in most concerns through regular workmen.

Main provisions of the act:

1) Setting up of Advisory Boards:

The Central Government and State Governments are required to set up Central and
State Advisory Contract Labour Boards to advise the respective Governments on matters
arising out of the administration of the Act as are referred to them.

2) Registration of Establishment:

The establishments covered under the Act are required to be registered as principal
employers with the appropriate authorities. Every contractor is required to obtain a licence
and not to undertake or execute any work through contract labour except under and in
accordance with the licence issued in that behalf by the licensing officer. The licence granted is
 subject to such conditions as to hours of work, fixation of wages and other essential amenities
in respect of contract labour as laid down in the rules.

3) Prohibition of Employment of Contract Labour:

The Central Government on the recommendations of the Central Advisory

Contract Labour Board, have prohibited employment of contract labour in various

operations/ category of jobs in various establishments.

The employment of contract labour may not be permitted for any process and other work if it
is:

a) Incidental

b) Perennial nature.

c) If the work is being done ordinarily through regular workman in that establishment.

4) Welfare and Health of Contract Labour:

The Act has laid down certain amenities to be provided by the contractor to the
contract labour for establishment of Canteens and rest rooms and arrangements for sufficient
supply of wholesome drinking water, latrines and urinals, washing facilities and first aid
facilities and have been made obligatory.

5) Responsibility for Payment of Wages:

The contractor is required to pay wages to his workers. In case of failure on the part
of the contractor to pay wages either in part or in full, the Principal Employer is liable to pay
the same.

6) Penalties:

According to this act the punishment is imprisonment for a maximum term upto 3
months and a fine upto a maximum of Rs.1000/-

7) Inspectors and Rules:

a) Obligation of Principal Employers and Contractors

b) Rights of Principal Employers and Contractors.

8) Rights of Contract Labour

The contract labour has the right to claim against the contractor.
 DISEASES:

Bad environment or working condition will affect worker in the following ways

1. Physiological fatigue

2. Mental fatigue

Decreased efficiency resulting in reduced output however previously no attention was paid in
working condition like illumination , humidity, air ventilation, temperature etc. But its
importance is now being realised.

1. Mental Environment:

A bad working atmosphere with hot conditions will feel discomfort and fatigue. His efficiency
will decrease and he will not be able to take interest in the work

2.Illumination:

When we use artificial light, glare is most common defect, it is harmful to the eyes. It also
produces strain and headache. Spoilage of work also increases due to glare.

3.Hours of work:

Generally, the working hours should be distributed uniformly over the week. A worker should get
atleast one weekly holiday so that he can enjoy on that day, and feelings of fatigue and boredom
from his mind are removed, and thus he may return on duty as fresh in next week.

4.noise and vibrations:

When there is too much noise and vibrations it will produce mental fatigue and reduce the
efficiency of the worker. However, noise cannot be stopped totally for a running machinery but
can be reduced by enclosing the source of noise, use of baffles and sound proof materials etc.

5.plant and shop layout:

A properly designed factory layout looks pleasant where worker feels proud in working and take
more interest in his work. Therefore, factory should be kept clean, doors and windows should be
properly coloured and walls should be white-washed so that atmosphere in the factory looks
cheerful.

Statutory Safety and Health Measures:

The Factories Act was enacted in 1948 to provide adequate safety measures and to promote
the health and welfare of the workers employed in factories.
Important Provisions:
 The important provisions of the Act include (i) health, safety and welfare; (ii) hours of work, (iii)
employment of young persons and women, (iv) annual leave with wages, (v) occupational
diseases, (vi) administration, (vii) enforcement and (viii) penalties for offences.
There are about eleven chapters and 120 sections in the Factories Act, 1948 that deals with
the following provisions relating to the workers.

1. Fencing of Machinery
2. Work on or near machinery in motion
3. Devices for cutting off power from running machines in emergency shall be provided.
4. Casing of machinery
5. Hoists and lifts
6. Lifting machines, chains, ropes and lifting tackles
7. Revolving machinery
8. Excessive weights
9. Protection of eyes
10. Precautions against dangerous fumes
11. Precautions against Fire

Welfare Provisions

1. Washing Facilities

2. Sitting Facilities

3. First-Aid Appliances

4. Canteens

5. Shelter, Rest-rooms, Lunch-rooms

6. Creches

7.Welfare Facilities.

Industrial health:

The term “health” is a positive and dynamic concept and implies more than an absence of
illness. The W.H.O has defined health as “a state of complete physical, mental, and social well-
being and not merely the absence of disease or infirmity.”

Industrial health refers to a system of public health and preventive medicine which is
applicable to industrial concerns.
 According to the joint I.L.O / W.H.O Committee on Organizational Health, industrial
health is defined as,

1. The prevention and maintenance of physical, mental and social well-being of workers in all
occupations

2. Prevention among workers of ill-health caused by the working conditions

3. Protection of workers in their employment from the risks resulting from factors adverse to
health.

4. Placing and maintenance of the worker in an occupational environmental adapted to his

physical and psychological equipment.

The modern concept of industrial hygiene differs from the traditional concept. The latter is
concerned with the “the mere absence of an ascertainable disease or infirmity,” while the
modern concept refers to “the health which is the outcome of the interaction between the
individual and his environment. He is healthy who is well adjusted”.

The objective of I.H is the prevention of disease and injury rather that the cure disease.
It involves a programme of health conservation and prevention of occupational diseases.

IMPORTANCE O INDUSTRIAL HEALTH:

“On the one hand, efficiency in work is possible only when an employee is healthy; on the other
hand the industry exposes him to certain hazards which he would not meet elsewhere and
which may effect his health.

It is with the intention of reducing these hazards and improving the worker’s health
that the discipline of industrial health came into being as a branch of public health in its own
right.

The symptoms of bad health are a high rate absenteeism and turnover, industrial
discontent and indispline, poor performance and low productivity.

 The Royal Commission on Labour (1931).

 The Labour Investigation Committee (1946).

 The Health Survey and development Committee (1943).

 The Labour welfare Committee (1969).

 The national Commission on Labour (1969).

 In India all these committees emphasized upon the “creation and maintenance of as
healthy an environment as possible, in the homes of the people as well as in all places where
they congregate for work, amusement or recreation are essential”.

Employees in an industrial establishment are often subject to certain health hazards and
occupational disease.

According to Roland Blake, the normal occupational health hazards may be classified into
chemical, environmental, biological, and psychological hazards.

Chemical substances like,

Such as Carbon monoxide, carbon dioxide, nitrogen oxide,

sulphur dioxide, hydro-carbons, ozone, sulfuric acid, fumeric acid and tannic acid, limes and
alkalis cause injury when they are absorbed by the skin, or when they are ingested or inhaled.

The results are often disastrous. Workers may suffer from respiratory
diseases, skin diseases, allergy, heart disease, cancer and neurological disorders, all of which
often shorten life expectency.

Biological hazards:

which includes bacteria, fungi, viruses, insects, dietary deficiencies ,

excessive drinking, imbalances, allergies, brain fever, tetanus, emotional stress and strains with
their psychological concomitants of fever, rage, worry, and anxiety.

Environment hazards: Included such as radiation, noise, vibration, shocks and improper
atmospheric conditions.

Occupational Diseases.,

Occupational diseases are the results of physical conditions and the presence
of industrial poisonous and non-poisonous dust in the atmosphere. Raw materials, products by-
products and waste products may in the process of being extracted or manufactured enter in
the body in such qualities as to endanger the health of the workers.

For E.g; Cable makers, lead pipers makers, painters, plumbers etc.

Occupational diseases notified to the authorities under the factories 1948.

• Lead poisoning,

• Lead tetra-ethyl poisoning,

• Phosphorous poisoning,

• Manganese poisoning,
• Mercury poisoning,

• Arsenic poisoning,

• Poisoning from nitrous fumes,

• Carbon bi-Sulphide poisoning,

• Benzene poisoning,

Chrome ulceration,

• Antrax.

• Silicos.

• Poisoning from halogens or halogen derivatives of the hydro-carbon of the alphabetic series.

• Pathological manifestation due to radium or other-active substances and X-rays.

• Primary cancer of the skin.

• Toxic jaundice due to poisonous substances.

• Asbestosis.

• Toxic Anemia.

• Loss of induced by noise.

In additional to the above , the following diseases have been included under the
Workmen’s Compensation Act :1923

 Occupational contract caused by infra-red radiation

 Telegraphist’s cramp

 Begassoise.

THE CHILD LABOUR (PROHIBITION AND REGULATION) ACT, 1986

 The Act came into force from 23rd December 1986.

 Its main objectives are to prohibit the employment of children in certain categories of industries
and to regulate the conditions of work of children in certain industries.

It was amended in 1988.

Scope:
 The act is applicable to all establishments such as workshop,

farm, residential hotels, and restaurants, eating houses,

theatre or other places of public amusement where child

labour is largely employed. The act extends to whole of

India

IMPORTANT DEFINITIONS UNDER THE ACT

 “Workshop” means any premises wherein any industrial process is carried on, but does not
include any premises to which the provision of Factories Act 1948 applies.

“Occupier” in relation to an establishment, an occupier means the person who has ultimate
control over the affairs of the establishment of workshop.

 “Appropriate Government” means in relation to an establishment under the control of the

central Government or a railway administration or a major port or a mine or oilfield, the central
Government, and in all other cases the state Governments.

 “Child” means a person who has not completed fourteen years of age.

MAIN PROVISIONS OF THE ACT

1) Prohibition of employment of children in certain occupations and processes:

No children can be employed, or permitted to work in any of the occupations set forth in Part
A schedule or in any workshop wherein any of the processes set forth in Part B of the schedule is
carried on.

2.Hours and period of work:

a. No children shall be allowed to work in any establishment in excess of such number of hours
as may be prescribed for such establishment or class of establishments.
b. The daily hours of work shall be so fixed that no child shall be allowed to work for more than
three hours without prior interval of half an hour;
c. The hours of work shall be so arranged that inclusive of rest interval, time spread and the
time spread and the time spend in waiting for the work shall not exceed six hours a day.
d.No child shall be allowed to work between 7 p.m and 8 a.m;
e.No child shall be allowed to work overtime; and
f. No child shall be permitted to work in any establishment on any day on which he has already
worked in some worked in some other establishment.
WEEKLY HOLIDAY: Every child employed in any established shall be given one weekly holiday of 24
hours.

HEALTH AND SAFETY:

 The appropriate government by notification in the official gazette can make rules for health and
safety of children employed or permitted to work in any establishment or class of establishment.

 Without any prejudice to the generality of the foregoing provisions, the rules for health safety
may provide for all or any of the following matters namely.

 Cleanliness in the place of work and its freedom from nuisance

 Disposal of wastes and effluents

 Ventilation and temperature

 Dust and fumes

 Lighting

 Drinking water

 Artificial humidification

 Urinal

 Spittoons

 Fencing of machines

 Work at or near machinery in motion

CHILD LABOUR TECHNICAL ADVISORY COMMITTEE:

The central Government by notification in the official gazette may constitute a child labour technical
advisory committee to advice Government for the purpose of occupation and processes to be included
in the schedule. The committee shall consist of a chairman and such other members not exceeding ten.
It can meet as often as it likes to carry on its business. The committee is empowered to constitute one or
more sub-committees for general or any specific function.

POWER TO MAKE RULES:

The appropriate Government by notification in the official gazette can make rules for the proper
enforcement of the Act. Such rules may provide for all or any of the following matters;

a) The term of office and the manner of filling casual vacancies of and the allowances payable to
the chairman and members of the child labour technical advisory committee.
 b) Number of hours for which a child worker may be required to work.

c) Grant of certificate of age in respect of young persons in employment or seeking employment,

the medical authorities which may issue such certificate, the form of such certificate, the
charges which are required to be made in this respect and the manner of issuance of such
certificates.

APPOINTMENT OF INSPECTORS: The appropriate government may appoint inspectors for the purpose
of securing compliance of this Act.

Penalties: whosoever employs any child or permits any child to work in contravention of the
provision of act shall be punishable with imprisonment for a term of not less than three months but can
be extended to one year or with a fine which shall not be less than ten thousand rupees, however, it can
extended to twenty thousand rupees or with both.

Social security:

• Social security refers to protection provided by the society to its members against providential
mishaps over which a person has no control.

• The underlying philosophy of social security is that the state shall make itself responsible for
ensuring a minimum standard of material welfare to all its citizens on a basis wide enough to
cover all the main contingencies

• william beveridge has defined social security as ”a means of securing an income to take the
place of earnings when they are interrupted by unemployment, sickness or accident to provide
for the retirement through old age, to provide against loss of support by death of another
person or to meet exceptional expenditure connected with birth, death, or marriage

OBJECTIVES OF SOCIAL SECURITY:

The objectives of social security can be

subsummed under three, categories

1. Compensation

2. Restoration

3. Prevention

SCOPE:

The scope of social security is very wide.It covers

the aspects relating to social and economic

Justice.

The nine components of social security are:

• Medical care

• Sickness benefit

• Unemployment benefit

• Old age benefit

• Employment injury benefit

• Family benefit

• Maternity benefit

• Invalidity benefit

• Survivor’s benefit

NEED FOR SOCIAL SECURITY:

 The underlying philosophy of social security is to ensure a minimum level of material living to
needy or helpless ones of the society by the state.

 The worker does not have resources required to face the risks caused by sickness, accidents,
unemployment and old age. During that time social security helps to over the period of
adversity.

 The need for social security is realised not only toafford the needy workers protection against
the adversities of life, but also for the overall development of the state.

TYPES OF SOCIAL SECURITY:

There are two types of social security

1.social assistance

2.social insurance

Social assistance:

social assistance refers to the assistance

rendered by the government to the needy persons

without asking them to make contributions to be

entitled to get such assistance

Example:

workmen’s compensation,maternity benefits,old age,pensions,etc.

Social insurance:

social insurance refers to a schene of maintaining fund from the contributions made by
the employees and employer,with or without a subsidy from the government

Example:

Group insurance

provident fund

SOCIAL SECURITY MEASURES IN INDIA:

 The making of climate for industrial security in India started from the 10 th session of the
international labour conference held in 1927 in which two conventions and recommendations
were adopted for social security in the country.

 The assembly resolved that the introduction of any comprehensive scheme for social security on
the lines proposed by the ILO was impracticable under the conditions then prevailing in the
country.

 The employees State Insurance Act,1948 was enacted in India to inaugurate the social security
measures in the country

 India, as a ‘welfare state’ is expected to take care of the citizens from the ‘cradle to the grave’.

 In this realization , the constitution of India lays down that the state shall, within the limits of its
resources and development, make effective provisions for securing public assistance in event of
unemployment, old age, sickness and disablement.

 Various Social security schemes have been introduced in the country.

 Among the schemes, old age assistance scheme are the most important.

 In Tamilnadu in 1962 this scheme was designed to pay a monthly benefits to needy individuals
over the age of 70 years who had no one to support them.

 Subsequently, with increasing needs for social security along with the increasing levels of
national development, the government made various legislative provisions to afford the needy
people protection against uncertainties in their lives.
social security legislation in India:

The government of India has made the various enactments from time to time. The important among
them are

 The workmen’s compensation act, 1923

 The employees state insurance act, 1948

 The employees provident funds and miscellaneous provision act, 1952

 The Maternity benefit act, 1961

 The payment of gratuity act, 1972

The workmen’s compensation act, 1923

This act is the first planned step in the field of social security in India

Coverage: This act covers worker’s employed in factories, mines, plantations, mechanically propelled
vehicles, construction works, railways, ships, circus and other hazardous occupations.

Administration: Thos act is administered by the state govt. by appointing commissioners.

Benefits: Personal injuries, death of work man, occupational disease.

The employees state insurance act, 1948

The main objective of this act is to provide social insurance for workers.

Coverage: The act covers all workers whos e income do not exceed Rs 6500 / month.

Administration: the act is administered by the employees state insurance corporation.

Benefits: Medical benefits, sickness benefit, maternity benefit, disablement benefit, dependence
benefit.

The employees provident funds and miscellaneous provision act, 1952

The main objective of this act is to afford the retired workers financial security by the way of provident
funds, family pension, deposit linked insurance coverage.

Coverage: The act covers workers employed in a factory in any industry.

Administration: This act is administered by tripartile central board of trustees represented by

employers, employees and the government.

Benefits: Provident funds, pension, deposit, linked insurance.

The Maternity benefit act, 1961

The main objective of this act is to regulate women employment.

Coverage: The act is applicable to all establishments not covered under the employees state insurance
act, 1948.

Administration: The act is administered by the ESI corporation.

Benefits: From 1st February, 1996 a women worker is entitled to grant of leave with wages for a
maximum period of one month cases of illness arising out of tubectomy.

The payment of gratuity act, 1972

The objective of this act is to provide economic assistance on the termination of an employee.

Coverage: The act si applicable to the employees employed in factories, mines, oilfields, plantations,
ports, railways, companies, shops.

Administration: This act is administerd by a controlling authority appointed by the appropriate

government.

Benefits: under act, on completion of five years of service the employees are entitled to gratuity payable
at the rate of 15 days wages for each completed year of service.

WELFARE MEASURES OF DISABLED:

DISABILITY:

 Traditionally disabled people have been seen as the problem, to be tackled by focusing
interventions on the individual.

 Disability and poverty are intricately linked. Disability causes poverty and poverty exacerbates
disability – people with disabilities are among the poorest and most vulnerable.

 Global estimates indicate that at least ten percent of the world’s population lives with some
form of disability.

 Asia Region, a vast number of people are disabled and lack basic support such as access to social
safety nets, education, health services, and gainful employment.

IN INDIA:

 Estimated share of population living with disability: 8-10%

DISABILITY POLICY:

 Persons with Disabilities Act, 1995

  Mental Health Act, 1987

 Guidelines for Barrier Free Built Environment

National Trust Act, 1999

EDUCATION:

 Provide free education for every child with disability below age 18

 Provide non-formal and functional literacy for those above age 16

 Promote integrated education and special schools for children with special needs

 Provide transportation to disabled children or financial incentives to parents or guardians to

enable children with disabilities to attend school

 Remove all architectural barriers from schools, colleges and other educational institutions

HEALTH:

 Promote methods to prevent disability

 Provide aids and appliances to persons with disabilities

EMPLOYMENT:

 Establish quota (3% of vacancies) in all government establishments for people with disabilities

 Ensure employment of disabled persons through: Regulation; provision of non-handicapping

environment; and training and welfare measures

 Reserve seats (3%) for disabled students in all educational institutions

Provide incentives to public and private employers to ensure 5% of workforce comprising of people with
disabilities.

ACCESSIBILITY AND TRANSPORTATION:

 Ensure disabled-friendly and accessible public buildings and transport

 Ensure easy access and safety on roads and sidewalks

  Ensure disabled-friendly transportation – rail, road and air

HELP AVAILABLE:

 Physically disabled can get income–tax benefits, passes for travelling in trains and state
transport buses

 They have three per cent reservation in technical field jobs

 State government, nationalised banks give loans to start business

 Assistance also available for financial rehabilitation and self–employment

 Source: Times of India

WELFARE OF KNOWLEDGE WORKER

Knowledge Workers
 Knowledge Workers knows where to find the workers you need. The HR recruiter's services
include résumé processing, automatic qualifications matching, and requisition and response
management.

 Knowledge Workers will also implement staffing processes, such as recruiting, hiring, and
metrics collection, into existing human resources departments.
Emergence Of Knowledge Workers:
Along with the evolution of industry, management thought, science and technology, the profile
of employees has also evolved. While we began with the agrarian age and land labour, we have
moved to the information era and the knowledge worker. The following diagram traces the
changing profile of the worker.
Profile Of A Knowledge Worker:
 A knowledge worker is anyone who works for a living on the tasks of developing, or using,
knowledge.
 For example, a knowledge worker might be someone who works at any of the tasks of planning,
acquiring, searching, analyzing, organizing, storing, programming, distributing, marketing, or
contributing in some way to the transformation and commercialization of information.
 A term first used by Peter Drucker in 1959, in his book ‘Landmarks of Tomorrow’, the
knowledge worker includes.

 Programmers
 Systems analysts
 Technical writers
 Academic professionals
 Researchers
 Lawyers
 Teachers
 Scientists
 Students.
Who is a knowledge worker:
Knowledge workers are
 Highly motivated
 Self- thinking

 Self-acting individuals who do not work merely for the sake of money
 Work as an energizer as far as they are concerned and they strive for excellence in both
professional and personal life.
 They tend to be loyal not to their organizations, but to their professions; they seek out and
thrive on excitement and challenges.
 Knowledge workers form the core of a learning culture as they have the ability to acquire,
apply, create and share knowledge.
Management Of Knowledge Workers:
 Knowledge workers are believed to produce more when empowered to make the most of their
deepest skills.
 They can often work on many projects at the same time. They know how to allocate their time.
 They can multiply the results of their efforts through soft factors such as emotional intelligence
and trust (Francis Fukuyama, Manuel Castells).
The Knowledge Age
It is described by Charles Savage in "Fifth Generation Management."
 The first wave was the Agricultural Age with wealth defined as ownership of land.
 The second wave, the Industrial Age, wealth was based on ownership of Capital, i.e. factories.
 The third wave ,Knowledge Age wealth is based upon the ownership of knowledge and the
ability to use that knowledge to create or improve goods and services.
Hierarchy Of Knowledge Work:
 Knowledge work (e.g., writing, analyzing, advising)
 Knowledge functions (e.g., capturing, organizing, and providing access to knowledge)
 Knowledge processes (preserving, sharing and integration)
 Knowledge management programs link the generation of knowledge
Knowledge services

Types Of Knowledge Worker:

1.INFORMATION LITERATE
2.TECHNOLOGY LITERATE.
The Expectations From Knowledge Workers
 Constantly challenge.
 Specialized education.
Key characteristics of the feeling of belongingness of knowledge workers
 Manifested as a feeling element.
 Subjective and specific to individuals.
 Dynamic.
CONCLUSION:
HR needs to take in stimulating feeling of belongingness amongst the knowledge workers.
There should be paradigm (standard) shift in understanding and building organization climate. It
needs to be more sensitive & converge the energy of the human capital in the organization .
PSYCHOLOGICAL ADJUSTMENTS AT IT/BPO SECTOR:
WORK PSYCHOLOGY : “The scientific study of the relationship between man and the world
of work... in the process of making a living"
WORK & PSYCHOLOGICAL WELL-BEING:
 Little interest –little interest towards their work.
 More interest in physical well-being – consequences of not protecting employees from being
injured/killed recognized
 Legislation with practical health and safety frameworks put in place in order to protect
employees from physical injury and death
 A recognition that mental health can also suffer at work in terms of ‘nervous breakdowns’ and
fatigue
 Effects of poor job design recognized. Attempts to enrich work to increase job satisfaction and
performance
 Psychological ‘stress’ seen as a major health and safety issue - manual jobs decline, fewer
physical hazards
 Focus on more specific feelings such as mood and emotion (or affect) in relation to new kinds of
work performance and emotional intelligence
CONSEQUENCES OF STRESS:

Physiological
Consequences

Psychological Behavioral
Consequences Consequences
 SO HOW DOES WORK AFFECT PSYCHOLOGICAL WELL-BEING?

ASPECTS OF MENTAL
ASPECTS OF WORK
HEALTH
WORKLOAD
MOOD
CONTROL
EMOTIONS
SUPPORT
SUBJECTIVE WELL-BEING
JOB CHARACTERISTICS
CLINICAL CONDITIONS

Mysterious Processes

PSYCHOLOGICAL CONTRACT:

A psychological contract is one where the individual’s beliefs, is shaped by the organization, regarding
terms of an exchange between individuals and the organization.

WHAT IS THE PSYCHOLOGICAL CONTRACT??

 Employee beliefs
are conditional
“If I work
promises in hard I’ll get
the minds of promoted by
employees the
(if “If
I do X then well
I perform I “If Iorganization.
am caught
get Y) on this stealing then” the
assignment I’ll organization
get a better will fire me.”
assignment from
the organization
next time

THE EXCHANGE:
 Employer Employee
Gives Gives
Pay Effort
Training Skills
Can be very Respect Flexibilit
general: Promoti y
on Creativit
Promoti
Etc Effort
y
Or much on Etc
more Training Skills
specific:

IMPACT ON WELL-BEING AND BEHAVIOUR?

Reactions to violation (situations where employee believes that organization has broken promise)

 Strong negative emotions (e.g., anger, envy, rage)

 Withdrawal of effort

 Withdrawal of pro-social behaviour,Intention to quit

 Work and psychological well-being are both about relationships between:

 Employee and organization

 Line manager and employee

 Employees

 Focusing on the quality and fairness of work relationships likely to play a key role in enhancing
positive psychological well-being
WORK ADJUSTMENT:

 POSITIVE ADJUSTMENT, or developmental adjustment. Conformity to higher levels of a

hierarchy of values self-discovered and consciously followed. It is an acceptance of values after
critical examination and an autonomous choice. It is an adjustment to “what ought to be”. Such
hierarchy of values is controlled by (or developed from) the personality ideal.

 NEGATIVE ADJUSTMENT. Nondevelopmental adjustment. Unqualified conformity to a hierarchy

of values prevailing in a person's social environment. The values are accepted without an
independent critical evaluation. It is an acceptance of an external system of values without
autonomous choice. An adjustment to “what is”.

WORK MALADJUSTMENT:

 NEGATIVE MALADJUSTMENT. Rejection of social norms and accepted patterns of behavior

because of the controlling power of primitive drives and nondevelopmental or pathologically
deformed structures and functions. In the extreme case it takes the form of psychosis,
psychopathy, or criminal activity.

 POSITIVE MALADJUSTMENT: A conflict with and rejection of those standards and attitudes of
one's social environment which are incompatible with one's growing awareness of a higher scale
of values which is developing as an internal imperative.

WORK ADJUSTMENT & MALADJUSTMENT:

 Inner anxiety, inner conflicts, maladjustments, sorrows, and disruptions -- everything that
demeans our position in the scale of common values, work toward our passage to a world of
higher values.

 If you want to develop yourself truly, you should be able to adjust and also maladjust, to
different kinds and levels of reality.

 Of all the dynamisms of the first phase of positive disintegration, positive maladjustment is the
most important indicator of a potential for accelerated development.

In this process of development through multilevel positive disintegration, the human being develops
positive maladjustment to “what is” and an adjustment to “what ought to be”. This positive
maladjustment is basic for the development of mental health

WORK DAYS FUNCTIONS:

 Inattention to results—
Status and Ego
Avoidance of Accountability
—Low Standards
Lack of Commitment--
Ambiguity
Fear of Conflict—Artificial
Harmony
Absence of Trust--
Invulnerability

TRUST IS…

 Willingness to admit weaknesses and mistakes

 Ask for help

 Accept questions and input about their areas of responsibility

 Give one another benefit of doubt before arriving at conclusion

 Take risks

 Focus time and energy on important issues, not politics

 Look forward to meetings as opportunities to work with team

CONFLICT:

 Imperative to meet conflict “head on”. Any avoidance causes team deterioration.
  Acknowledging conflict is healthy and the first step to working as a team.

 Team members need to know that conflict is necessary and coach each other to keep conflict
going until resolved

 During a meeting where conflict occurs, team lead needs to remind others that this conflict is
healthy and necessary!

COMMITMENT:

 Clarity around directions and priorities

 Alignment of entire team around common objectives

 Developing an ability to learn from mistakes

 Taking advantage of opportunities before competitors do

 Moving forward without hesitation

 Changing direction without hesitation or guilt

ACCOUNTABILITY:

 Peer Pressure is the most effective and efficient means of keeping high standards.

 Defined as willingness to call their peers on performance or behaviors that might hurt the team

 Ways to assist: publish goals and standards for all to see; frequent progress reports; team
rewards

RESULTS:

 This is the ultimate dysfunction: ego and individual growth and status

 The established goals and standards must be the focus. It is not the individual, department,
group BUT the team that succeeds.

NATURE OF WORK & ITS EFFECT ON WELL BEING

WORK NATURE

 Shorter hours 6-8 hours per day

 Shorter weeks 4-5 days

 More holidays 46 week year

 Shorter working life-30years

  Work is more skilled,-more training is needed,-often contract work or part time,-we may do
several different jobs in a lifetime and work for many employers

 EFFECT ON WELL BEING:

 Is more productive

 Has less time off

 Is happier at work

 Is more likely to stay with that job

 Is worth training and investment

STRATEGIES TO MANAGE AND PROMOTE ORGANIZATIONAL & EMPLOYEE WELL BEING

COPING STRATEGIES FOR EMPLOYEES

Emotion-
Problem- focused
focused
Exercise
Time
Meditatio
Management
n
Mentoring
NON-FUNCTIONAL COPING STRATEGIES FOR

 DrinkingSocial
Role Support
 Taking drugs

Negotiation
Clinical
 ng
 Eating

COPING STRATEGIES FOR ORGANIZATIONS:

Problem- focused

 Job redesign

 Job rotation

 Reduction of uncertainty

 Job security

 Company day care

 Flextime/ job sharing

 Telecommuting

Emotion-focused

 On-site exercise facilities

 Organizational support

 Employee assistance programs

 Personal days/ Sabbaticals

 JOBS & OUTCOMES
Critical
Core job
psychological Outcomes
characteristics
states

Skill variety Experienced High motivation

Task identity meaningfulness
Task significance of work
Experienced High satisfaction
Autonomy responsibility
Feedback Knowledge of High work
from job actual results effectiveness

Moderators
10/31/2010 5:41 PM

LEADING PRACTICES FOR WELL BEING:

 Design, organize, and manage work and jobs to promote cooperation, initiative, empowerment,
innovation, and organizational culture

 Promote teamwork and skill sharing across work units and locations

 Empower individuals and teams to make decisions that affect quality and customer satisfaction

 Develop effective performance management systems, compensation, and reward and

recognition approaches

 Effective processes for hiring and career progression

 Make extensive investments in training and education

 Motivate employees to develop and use their full potential

 Maintain a work environment conducive to the well-being and growth of all employees

 Monitor extent and effectiveness of HR practices and measure employee satisfaction

PSYCHOLOGICAL ADJUSTMENTS AT A BPO

STAGES OF EXPATRIATE ADJUSTMENT

 STAGES OF WORK STRESS:

 HONEYMOON STAGE

 FULL THROTTLE STAGE

 CHRONIC SYMPTOMS STAGE

 CRISIS STAGE

 HITTING THE WALL STAGE

SIGNS OF STRESS:

Intellectual Symptoms: Emotional Symptoms:

 Memory problems.  Moody and hypersensitive.

 Difficulty making decisions.  Restlessness and anxiety.

 Inability to concentrate.  Depression.

 Confusion.  Anger and resentment.

 Seeing only the negative.  Easily irritated and “on edge”.

 Repetitive or racing thoughts.   Sense of being overwhelmed.

 Poor judgment.  Lack of confidence.

 Loss of objectivity.  Apathy.

 Desire to escape or run away.  Urge to laugh or cry at inappropriate times.

Physical Symptoms Behavioural Symptoms:

 Headaches.  Eating more or less.

 Digestive problems.  Sleeping too much or too little.

 Muscle tension and pain.  Isolating yourself from others.

 Sleep disturbances.  Neglecting your responsibilities.

 Fatigue.  Increasing alcohol and drug use.

 Chest pain, irregular heartbeat.  Nervous habits (e.g. nail biting, pacing).

 High blood pressure.  Teeth grinding or jaw clenching.

 Weight gain or loss.  Overdoing activities such as exercising or shopping.

 Asthma or shortness of breath.  Losing your temper.

 Skin problems.  Overreacting to unexpected problems

 Decreased sex drive.

MASLOW’S THEORY AT BPOs: