A STUDY ON LABOUR WELFARE MEASURES TOWARDS POTHYS PVT LTD,

THIRUNELVELI

BY

SOPHIA RANJANI S

(Reg. No. 962516631049)

A PROJECT REPORT

Submitted to the

FACULTY OF MANAGEMENT STUDIES

In partial fulfilment of the requirements

for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

IN

HUMAN RESOURCE

ANNA UNIVERSITY

CHENNAI -600025

JUNE – 2018
 RAJAS ENGINEERING COLLEGE

(Approved by AICTE New Delhi, Affiliated to Anna University)

Raja Nagar, Vadakkangulam-627116.

Ph: 04637 230142, 230077, 230066

www.rajas.edu

BONAFIDE CERTIFICATE

This is to Certify that the Project report titled A STUDY ON LABOUR

WELFARE MEASURES TOWARDS POTHYS PVT LTD, THIRUNELVELI is the
work of SOPHIA RANJANI S (Reg.No.962516631049) who carried out the work under my
supervision. Certified further that to the best of my knowledge the work reported herein does
not form part of any other project report or dissertation on the basis of which a degree or
award was conferred on an earlier occasion on this or any other candidate.

Place: Vadakkankulam

Date: Signature of the project Guide

Forwarded by HOD

Submitted for main project and viva-voce held on: - ________________________

Internal Examiner External Examiner

 DECLARATION

I do here by declare that the project work entitled " A STUDY ON LABOUR
WELFARE MEASURES TOWARDS POTHYS PVT LTD, THIRUNELVELI” on partial
fulfilment of the requirement for the degree in Master of Business Administration originally
carried out by me under the guidance of Mr. M SUDARSON M.B.A Assistant Professor,
Department of Management Studies, Rajas Engineering College, and Vadakkankulam.

I also declare that the project work is the result of my own effort and has not been submitted to
any other university earlier for award of any Degree.

Place: Signature

Date: (SOPHIA RANJANI S)

 ACKNOWLEDGEMENT

It gives me great pleasure to express my heartfelt thanks to the Lord Almighty who has
helped me with his blessings and made this project a successful one.

I specially thank Rajas Engineering College, Vadakkangulam, for giving me this

wonderful opportunity to do the project work. I also wish to extend my special thanks to our
beloved chairman, Dr. S.A JOY RAJA MBA, Ph.D.

I would like to express my sincere thanks to Dr. R JOSHUA SAMUEL RAJ M.E,
MBA, Ph.D., principal of Rajas Engineering College, Vadakkangulam, who gave the official
permission for doing the project work.

I would like to express my hearty thanks to Mrs. R PRINCITTA, BCA, MBA, (Ph.D.).
Head of the MBA Department for providing me an opportunity to do the study.

I am very thankful to Mrs. M SUDARSON MBA, my guide, who has rendered timely
information, valuable suggestions, assistance and encouragement which I found extremely useful
for the project, without which it could have been difficult to complete my project. With immense
pleasure, I ensure my deep gratitude especially to her.

I am also thankful to the Managing Director, Mr. SARAVANAN of POTHYS

PRIVATE LIMITED, for permitting me to visit their plant to do the project.

I express my heartfelt thanks to my parents, MBA department staff members, friends, and
well-wishers who have directly and indirectly contributed towards this project.

(SOPHIA RANJANI S)
 ABSTRACT

Welfare measures are having positive and significant effect on productivity of the
organization. The welfare facilities will directly influence employee productivity.

We are in the track of changing face due to various factors such as liberalization,
privatization, globalization and also the recent global economic.

So every organization is expected to meet the challenges by reshaping their labour

welfare measures. It is found that better working conditions and welfare facilities are made
available inside industrial units.

However, it is suggested to take the following initiatives for further improvement.

Maintenance of the parks and gardens needs to be improved.

Safety training must be given periodically and the employees who are unaware of
safety aspects must be identified and trained.

Training for handling of the safety equipment must be given periodically for the
employees.
 LIST OF CONTENT

CHAPTER PARTICULARS PAGE

NO NO
I INTRODUCTION 1
1.1 Introduction 1
1.2 Company profile 12
1.3 Industry profile 15
1.4 Statement of Problem
1.5 Objectives of Study
1.6 Scope of Study
1.7 Definition of Important Terms used in the Study 
1.8 Hypothesis
1.9 Limitations of The Study
1.10 Summary
II REVIEW OF LITERATURE 19
2.1 Introduction
2.2 Reviews
2.3 Summary
III RESEARCH METHODOLOGY 23
3.1 Introduction
3.2 Research Design 23
3.3 Collection of Data 23
3.4 Sampling Design 23
3.5 Sample Unit 23
3.6 Population Size 24
3.7 Sample Size 24
3.8 Period of The Study
3.9 Tools of The Study 24
3.10 Summary 25
IV DATA ANALYSIS AND INTERPRETATION 28
4.1 Introduction
4.2 Data Analysis and Interpretation
4.3 Summary

V FINDINGS, SUGGESTIONS AND CONCLUSION 67

5.1 Introduction
5.2 Findings 67
5.3 Suggestions 69
5.4 Conclusion 70
APPENDIX
BIBLOGRAPHY

LIST OF TABLES
FIGUR PARTICULARS PAGE
E NO NO
4.1.1 Table showing on the gender of respondents 16
4.1.2 Table showing on the age of the respondents 17
4.1.3 Table showing Educational Qualification of respondents 18
4.1.4 Table showing on the opinion of respondents towards the work 19
experience
4.1.5 Table showing on the opinion of respondents towards the income of the 20
employees
4.1.6 Table showing on the opinion of respondents towards the drinking water 21
facilities
4.1.7 Table showing on the opinion of respondents towards restroom facilities 22
4.1.8 Table showing on the opinion of respondents towards flexible of working 23
hours
4.1.9 Table showing on the opinion of respondents towards sitting 24
arrangement
4.1.10 Table showing on the opinion of respondents towards working 25
environment
4.1.11 Table showing on the opinion of respondents towards satisfaction of 26
family function leave
4.1.12 Table showing on the opinion of respondents towards grievance 27
redressal procedure system
4.1.13 Table showing on the opinion of respondents towards social welfare 28
benefit
4.1.14 Table showing on the opinion of respondents towards non-statutory 29
welfare facilities
4.1.15 Table showing on the opinion of respondents towards first aid boxes 30
4.1.16 Table showing on the opinion of respondents towards employee welfare 31
facilities
4.1.17 Table showing on the opinion of respondents towards provident fund 32
benefit
4.1.18 Table showing on the opinion of respondents towards withdrawal 33
facilities in the employee provident fund Scheme
4.1.19 Table showing opinion of respondent towards welfare measures problems 34
faced on employees
4.1.20 Table showing on the opinion of respondents towards maternity leave to 35
female employees
4.1.21 Table showing on the opinion of respondents towards overtime stipend 36
 offer
4.1.22 Table showing on the opinion of respondents towards sanitary facilities 37
4.1.23 Table showing opinion about handle emergency situation in employees 38
work place
4.1.24 Table showing on the opinion of respondents towards medical facilities 39
4.1.25 Table showing on the opinion of respondents towards aware of safety 40
and welfare policy

LIST OF CHARTS

FIGUR PARTICULARS PAGE

E NO NO
4.1.1 Chart showing on the gender of respondents 16
4.1.2 Chart showing on the age of the respondents 17
4.1.3 Chart showing Educational Qualification of respondents 18
4.1.4 Chart showing on the opinion of respondents towards the work experience 19
4.1.5 Chart showing on the opinion of respondents towards the income of the 20
employees
4.1.6 Chart showing on the opinion of respondents towards the drinking water 21
facilities
4.1.7 Chart showing on the opinion of respondents towards restroom facilities 22
4.1.8 Chart showing on the opinion of respondents towards flexible of working 23
 hours
4.1.9 Chart showing on the opinion of respondents towards sitting arrangement 24
4.1.10 Chart showing on the opinion of respondents towards working environment 25
4.1.11 Chart showing on the opinion of respondents towards satisfaction of family 26
function leave
4.1.12 Chart showing on the opinion of respondents towards grievance redressal 27
procedure system
4.1.13 Chart showing on the opinion of respondents towards social welfare benefit 28
4.1.14 Chart showing on the opinion of respondents towards non-statutory welfare 29
facilities
4.1.15 Chart showing on the opinion of respondents towards first aid boxes 30
4.1.16 Chart showing on the opinion of respondents towards employee welfare 31
facilities
4.1.17 Chart showing on the opinion of respondents towards provident fund 32
benefit
4.1.18 Chart showing on the opinion of respondents towards withdrawal facilities 33
in the employee provident fund Scheme
4.1.19 Chart showing opinion of respondent towards welfare measures problems 34
faced on employees
4.1.20 Chart showing on the opinion of respondents towards maternity leave to 35
female employees
4.1.21 Chart showing on the opinion of respondents towards overtime stipend 36
offer
4.1.22 Chart showing on the opinion of respondents towards sanitary facilities 37
4.1.23 Chart showing opinion about handle emergency situation in employees 38
work place
4.1.24 Chart showing on the opinion of respondents towards medical facilities 39
4.1.25 Chart showing on the opinion of respondents towards aware of safety and 40
welfare policy
 CHAPTER I

INTRODUCTION

1.1 Introduction:

          Welfare is a broad concept referring to a state of living of an individual or a group, in a

desirable relationship with the total environment, ecological, economic, and social welfare
includes both the social and economic contents.
The concept of ‘labour welfare’ is necessarily flexible and elastic and differs widely with
time, region, industry, social values and customs, degree of industrialization, the general socio-
economic development of the people and the political ideologies prevailing at a particular time.
It is also molded according to the age-group, sex socio-cultural background, marital and
economic status and educational level of the workers in various industries. Accordingly, the
concept cannot be very precisely defined. A series of sharply diverse opinions exists on the
motives and merits of labour welfare as well. In its widest sense, it is more or less synonymous
with labour conditions and as a whole, including labour legislation and social insurance.

Welfare in Indian industry implies the provision of medical and educational services, a
congenial work atmosphere, etc. The need for providing such services and facilities arises from
the social responsibility of industry, a desire for upholding democratic values and a concern for
employees. Labour welfare implies providing better work conditions, such as proper lighting,
heat control, cleanliness, low noise level, toilet and drinking-water facilities, canteen and rest
rooms, health and safety measures, reasonable hours of work and holidays, and welfare services,
such as housing, education, recreation, transportation and counselling.

1.1.1 Definitions of Labour Welfare Measures:

The Oxford Dictionary defines employee Welfare as ‘Efforts to make life worth living
for workmen’. 

The International Employee Organization defined Employee Welfare as such services,

facilities and amenities as may be established in or in the vicinity of undertakings to enable the
persons employed in them to perform their work in healthy, congenial surroundings and provided
with amenities conducive to good health and high morale”.
The Encyclopedia of Social Science defines Employee Welfare as “The voluntary efforts
of the employers to establish, within the existing industrial system, working and sometimes,
living and cultural conditions of the employees beyond what is required by law, the custom of
the country and the conditions of the market”.
According to the Committee on Labour Welfare, welfare services should mean, “Such
Services, facilities, and amenities as adequate canteens, rest and recreation facilities, sanitary and
medical facilities, arrangements for travel to and from place of work, and for the accommodation
of workers employed at a distance from their homes; and such other services, amenities and
facilities, including social security measures as contribute to the conditions under which workers
are employed.”

The International Labour Organisation (ILO) report refers to labour welfare as, “Such
services, facilities and amenities as may be established in or in the vicinity of undertakings to
enable the persons employed in them to perform their work in healthy, congenial surroundings
and provided with amenities conducive to good health and high morale.”

The Committee of Exports on Welfare Facilities for Industrial Workers convened by

ILO (in 1963) included the following items under the term ‘labour welfare.’

(A) Welfare and Amenities within the Precincts of the Establishment:

1. Laterines and urinals

2. Washing and bathing facilities

3. Crenches

4. Rest Shelters and canteens

5. Arrangements for drinking water

6. Health services, including occupational safety

B) Welfare Outside the Establishment:

1. Maternity benefit

2. Social insurance measures (including gratuity, pension, provident fund and rehabilitation)

3. Benevolent funds

4. Medical facilities (including programmes for physical fitness and efficiency, family planning
and child welfare)

5. Education facilities

6. Holidays homes and leave travel facilities

1.1.2 Importance of Labour Welfare Measures

Labour Welfare Measures got importance because of the following reasons-

 The provision of various welfare measures makes the workers realize that they also have
some stake in the undertaking in which they are engaged thus avoiding any reckless
action injurious to the interest of the undertaking.
 The welfare measures like subsidized food in canteens, free medical and educational
facilities etc. indirectly increase real income of the workers resulting in avoidance of
industrial disputes and strikes.
  Welfare activities will go a long way to better the mental and moral health to workers by
reducing the incidence of vices of industrialization.
 Welfare activities help in reducing labour turnover and absenteeism and create permanent
settled labour force by making service attractive to the workers.
 Lastly, welfare measures improve the physique, intelligence, morality and standard of
living of the workers which in turn will improve their efficiency and productivity.

1.2 COMPANY PROFILE

Pothys is a chain of textile showrooms in South India. Originally they exclusively sold
sarees, but today all manner of garments are sold. The flagship store in Chennai is called Pothys'
Place.

Established in the year 1990, Pothys in Tirunelveli Town, Tirunelveli is a top player in
the category Readymade Garment Retailers in the Tirunelveli. This well-known establishment
acts as a one-stop destination servicing customers both local and from other parts of Tirunelveli.
Over the course of its journey, this business has established a firm foothold in its industry. The
belief that customer satisfaction is as important as their products and services, have helped this
establishment garner a vast base of customers, which continues to grow by the day. This business
employs individuals that are dedicated towards their respective roles and put in a lot of effort to
achieve the common vision and larger goals of the company. In the near future, this business
aims to expand its line of products and services and cater to a larger client base.
In Tirunelveli, this establishment occupies a prominent location in Tirunelveli Town. It is
an effortless task in commuting to this establishment as there are various modes of transport
readily available. It is at, Near Nellaiyappar Kovil, which makes it easy for first-time visitors in
locating this establishment. The popularity of this business is evident from the 300+ reviews it
has received from Just dial users. It is known to provide top service in the following categories:
Readymade Garment Retailers, Apurva Silk Saree Retailers, Vest Dealers.
 Type Private
1.2.1 Product Industry Textile and
services offered: Genre Wardrobe store
Pothys in Founded 1923[1]
Tirunelveli Town Founder Thiru K. V. Pothy Moopanar has a
wide range of Headquarters Tirunelveli, Tamil Nadu, India products
and services to Area served India cater to
the varied Products Textiles
requirements of Services Silk sarees their
customers. The Website www.pothys.com staff at
this establishment are courteous and prompt at providing any assistance. They readily answer
any queries or questions that you may have. Pay for the product or service with ease by using
any of the available modes of payment, such as Cash, Master Card, Visa Card, Debit Cards,
Cheques, Credit Card. This establishment is functional from 09:00 - 22:00.

1.2.2 BUSINESS:
 Pothys has a retail stores in Srivilliputtur, Tirunelveli, Madurai, Chennai, Coimbatore,
Tiruchirappalli, Nagercoil, and Tiruvananthapuram.

Unlike most other apparel stores, Pothys have a unique billing system. While in most
stores you carry your purchase to a counter where you are billed and your purchases are packed,
it is done differently in Pothys. You pick what you wish to buy and the salesmen take them for
you to the counter and get a printed bill, while you do your other shopping and get them billed
the same way, your products get packed. You put all bills together and pay at the cash counter
and take it to the delivery section where your payment is verified and your purchases are
delivered to you. This method has been highly acclaimed by many organizations and institutions
as a very efficient way of processing checkouts, at a store that is always crowded.

1.2.3 VARIOUS SECTIONS IN POTHYS

1. Pothys – Silk
2. Textiles – Shirting & Suiting
3.Fabrics – Sarees, Voil Sarees
4. Moopanars – Blouse material, Gada Pothys
5. Garments – Children’s, Gents, Ladies.
1.2.4 TYPES OF SAREES SOLD IN POTHYS
 Samudrika Pattu.
 Parmpara Pattu.
 Subamangala Silks
 Vastrakala Pattu.
 Kancheepuram Silks.
 Party wear Sarees.
 Printed Silks.
 Handloom Silks.
 Silk Cotton.
 Embroidery Sarees.
 Kutty Sarees.
1.3 INDUSTRY PROFILE

1.3.1 Introduction:

The Indian textile industry has a great legacy, which is perhaps unmatched in the history
of India’s industrial development. India’s textile industry evolved and developed at a very early
stage and its manufacturing technology was amongst the best. Prior to colonization, India’s
manually operated textile machines were among the best in the world, and served as a model for
production of the first textile machines in newly industrialized Britain and Germany.
Indian textiles were sought after for their finesse, quality and design. According to
Chouta-Kuan, the Chinese observer preference was given to the Indian weaving for its and
delicacy’ Prestige trade textiles such as Patola from Patan and Ahmedabad, coast was sought
after by the
Malaysian royalty and wealthy traders of the Philippines.
 Textiles have historically formed an important component of India’s exports. Marco
Polo’s records show that Indian textiles used to be exported to China and South-East Asia.
Textiles have also comprised a significant portion of the Portuguese trade with India. These
included embroidered bedspreads, wall hangings and quits of embroidered wild silk on a cotton
or jute ground.
The attractiveness of the fast dyed, multi-colored Indian prints on cotton in Europe led to the
formation of the London East India Company in 1600, followed by Dutch and French
counterparts. By the late 1600s there was overwhelming demand for their governments to ban
the import of these cottons from India.
The legacy of the Indian textile industry stemmed from its wealth in natural resources
silk, cotton and jute. The textile industry stemmed from its wealth in natural resources silk,
cotton and jute, the technology used was superior and the skills of the weavers gave the finished
product a most beautiful and ethnic look. The Indian textile industry with such a great pedigree
could have gone only on way from here. But same did not happen.

1.3.2 Textile and clothing industry in India:

The Indian clothing or apparel industry had its origin during the Second World War
mainly for mass production of military uniforms. Over the years, its profile has undergone
significant changes. Technology has been gradually upgraded and there is qualitative and
quantitative improvement in apparel industry in India. Now India is well known for its fine
textile products and emerged as strong destination of all types of high end textile products.
India’s garments are exported to almost all parts of developed world. Most of the leading fashion
brands are sourcing substantial quantities from India now.
One of the basic needs of civilized mankind is clothes. The garment industry caters to the
need of clothing while textile refers to the production of intermediate products like fabric and
yarn etc. which are used to make the final product i.e. garment. The textile trade around the word
has expanded at rapid speed than the GDP growth and trade in international textile and clothing
has grown at higher rate than world trade.
Textile and Clothing (T&C) industry is one of the key contributor in Indian economy.
The textile industry accounts for 14% of industrial production, employs 35 million people,
accounts for approximately 12% of country’s total export basket and contributes 4% of GDP. At
current prices, the size of India’s textile industry is US$ 55 billion out of which 64% is
consumed in domestic market only.
As per available WTO data, India’s percentage share in global textile and clothing trade
was 4% in textiles and 2.8% in clothing during the year 2007. India’s rank in world trade has
been 7th in textile and 6th in clothing. The vision statement for the textile industry in the 11th
five-year plan (2012-2016) is to secure 7% share in global textile trade by 2016. The export
basket consists of a wide range of items comprising readymade garments, cotton textiles,
handloom textiles, manmade fiber textiles, wool and woolen goods, silk, jute and handicrafts
including carpets. Readymade garments accounts for almost 42% of total textile exports.
Readymade garments and cotton textiles accounts for nearly 72% of total textile exports.
Exports of textile and clothing products from India have increased steadily over the past
few years, particularly after 2004 when quota in textile was discontinued. In global context, India
offers a comparative advantage in textile and apparel sector, with its excellent raw material base,
skilled manpower and cost competitiveness. Through exports of textile and clothing products,
India earns its major chunk of foreign exchange required to payoff for its imports and minimizes
the trade deficit.

1.4 Statement of the problem:

Every organization encounters some problems in its operations. Some of the problem
relate to issue of inefficiency, low productivity, absenteeism, poor returns, high rates of labour
turnover, re-work, and resources wastage among others. These problem could be engendered by
many variables such as employee welfare/safety.

1.5 Objectives of the Study:

 To identify the various welfare measures provided to the employees.

 To know their satisfaction towards the welfare measures.
 To understand how welfare measures, improve the motivation of the Employee 
  To determine the awareness and level satisfaction of the employees towards the
welfare measures, working conditions and social security schemes provided by
the organization to the employees.
 To understand the awareness of safety and welfare facilities among the employees
provided by the organization.

1.6 Scope of the study:

The scope of labour Welfare cannot be limited, since it differs according to social
customs and the degree of industrialization indifferent countries and at different times. They
have to be elastic and flexible enough to suit the conditions of the workers, and to include all the
essential prerequisites of life and the minimum basic amenities. The laws of every country
highlight direction to specific application to the working class, the necessity of securing just and
humane conditions of work, for them. However, what these conditions actually imply cannot be
specified in rigid terms for all times and situations.

1.7 Definition of Important Terms used in the Study 

 ILO – International Labour Organization

1.8 Hypothesis
It is inferred from the above table that there is no significant difference between
employee’s income and employees provident fund scheme. Since the calculated value of the chi
square is greater than the table value at 0.05 level of significance, we accept the null hypothesis.
It is inferred from the above table that there is no significant difference between
employee’s income and employees provident fund scheme. Since the calculated value of the chi
square is greater than the table value at 0.05 level of significance, we accept the null hypothesis.
It is inferred from the above table that there is no significant difference between
employee’s work experience and social welfare benefits. Since the calculated value of the chi
square is greater than the table value at 0.05 level of significance, we accept the null hypothesis.
1.9 Limitations of the Study

 Time Frame: Due to the time limit, the researcher made use of one research
question and objectives.
 Source of Data: Much of the data used in this research were collected
through questionnaire.
 The validity of our results will be influenced by not just the methodology
used but by the response rate and by the reliability of the data collected.
 Access to official information: Due to the need to maintain vital official
secret, the management to official information.

1.10 Summary

In India, there is a large supply of labour force but our labourers are unskilled and
unorganized. Our labourers are the most venerable section among the rural poor. Their socio-
economic condition is miserable mainly due to widespread unemployment and under
employment, poor wages and unorganized nature of labour. The welfare measures provide by
the mill to the labourers is reflecting in their production, productivity and profit. And also it
reflects in workers behaviour, morale and attitude. The present study has made an honest
attempt to study the labour welfare measures provided by the Pothys private limited.

CHAPTER – II
REVIEW OF LITERATURE

2.1 INTRODUCTION
Review of literature is a systematic survey on the facts and figures of previous
researches on a particular topic. It is a collection of major findings of past researches. It is useful
to understand what has happened in the topic during the past period. In every research, there are
certain preliminary works and the review of literature is one of them. A detailed literature on
labour welfare measures and other related issues are given in this chapter.
2.2 Review of literature:

According to Ataul-Huq-Pramanik (2000) says the concept of welfare state gained

popularity during the period when the free market mechanism already established its
preeminence. The free market mechanism of the west together with the personal freedom being
nurtured in an environment of democratic political institutions led to the emergence of the
welfare state. The reason why the welfare state gained popularity during the period when the
industrialized world was enjoying economic prosperity was because of the growing need for
protecting the rights of citizens from any unforeseen events regardless of their existing socio-
economic conditions.

According to Kevin Olson (2003) says the United States adopted a new welfare regime
in 1996. The centerpiece of this legislation is a notion of personal responsibility that redefines
the relation between individuals and the state. This law was used as a foil to outline a new
paradigm of legal research. Welfare must be understood, as part of a self-referential legal system.
Law is legitimated by particular kinds of fair, democratic political agreement. When material
inequalities undermine political participation, however, the law must insure the bases of its own
legitimacy through welfare. Welfare law is thus vital to a nation’s legal system as a whole. Seen
from this perspective, the current American welfare system fails to fulfill the basic
presuppositions of legal legitimacy.

. According to C. P. John (2004) studied in the paper the large gaps existing between the
rich and the poor and the unorganized workers and the organized workers have led in several
countries to attempts at providing social and economic security to the poor and to the
unorganized sectors. In Kerala, the introduction of modern techniques of production and the
growth of capitalist production relations had important implications for the traditional crafts as
well as craftsman in Kerala. One of its implications has been the breakdown of the conventional
social security set-up. Craftsmen in Kerala belonged to a specific caste group, namely, Kammala
or Viswakarma.
 According to P.KPadhi (2007)stated that, the term welfare suggests the state of
wellbeing and implies wholesomeness of the human being. It is a desirable state of existence
involving the mental, physical, moral and emotional factor of a person. Adequate levels of
earnings, safe and humane conditions of work and access to some minimum social security
benefits are the major qualitative dimensions of employment which enhance quality of life of
workers and their productivity.

According to Ransley (2009) suggests that the absence of a comprehensive and

sustainable welfare policy in Kenya has contributed to the unsatisfactory provision of welfare
services, terms and conditions of service, poor morale, poor performance by the police and lack
of professionalism (Republic of Kenya, 2009). Based on the prevailing situation, the paper
attempts to assess the role of employee welfare services on performance of the national police
service in Kisii Central District with specific reference to health services.

According to Mishra & Manju Bhagat (2010) in their “Principles for Successful
Implementation of Labour Welfare Activities”, stated that labour absenteeism in Indian
industries can be reduced to a great extent by providing good housing, health and family care,
canteen, educational and training facilities and provision of welfare activities. This principle for
successful implementation of labour welfare activities is nothing but an extension of democratic
values in an industrialized society.

According to S.Poongavanam (2011) felt that the welfare measure will improve the
physique, intelligence, morality and standard of living of the workers, which in turn will improve
their efficiency and productivity. From the study on labour welfare facilities in AFT, the
researcher concluded that, the various welfare facilities such as health, safety, canteen, uniform,
education and gift facilities in AFT, enables workers to live a rich and more satisfactory life. It
also contributes to increasing productivity of the enterprise improving efficiency of the worker
and raises their standard of living. Thus the labour welfare facilities provided by AFT are good.

According to Sailesh Sindhu (2012) felt that, employee welfare measures increase the
productivity of organization and promote healthy industrial relations thereby maintaining
industrial peace. Organizations provide welfare facilities to their employees to keep their
motivation levels high. Business houses provide many such statutory and non-statutory things
and policies to maintain satisfactory level of their employee.

According to Rajeshwar W. Hendre (2013) says that statutory welfare provisions as

mentioned in the Factories Act, 1948 are basic and can be seen from various angles like
economic, social, psychological, technical and administrative. Its implementation is joint
responsibility of the four active stakeholders namely- workers, Trade Unions, management and
the Government. In case of OEM’s it is assumed to be far beyond than myopic version of mere
fulfillment of statutory provisions. However, the precise measurement of level of implementation
brought out some area like canteen, sitting facilities and facilities for storing and drying clothing
shall be improved by the companies. This will indicate to what extent we should take the same
for other companies such as vendors and component manufacturers.

2.3 Summary:

The previous researches on labour welfare have focused from different views. Many of
them are from labour and their unions’ point of view. Some studies are individual case studies,
concentrating on particular firms. At the same time, the Government has also made surveys. The
findings confirm that the labour welfare measures have to be improved to maximum extent. And
the part researcher has found out the welfare measures are implemented as mere legal
formalities.
CHAPTER-III

RESEARCH METHODOLOGY

3.1 Introduction

Research methodology is the description, explanation and justification of various

methods of conducting research. This area deals with the research design, sources of data
collection, sampling design, hypothesis and statistical tools used for the data analysis and
interpretation.

3.2 Research Design:

 It is a basic framework, which provides guidelines for the rest of the research process. A
research design is purely and simply the framework or plan of a study that guides the collection
and analysis of data.
Descriptive research is concerned with describing the characteristic of individual or a
group. The descriptive research design includes surveys and fact finding enquiries.

3.3 Collection of data:

Data refers to information or facts. It includes numerical figures, qualitative and

quantitative information there are two types of data sources.

1. Primary Data

2. Secondary Data

Primary Data:

Primary data are those which are collected for the first time which is original is
character. The primary data was collected through a well-structured questionnaire.

Secondary Data:

Secondary data is those which have already been collected by someone else. Secondary
data has been collected from company record a, text books, websites etc., Direct interviews
conducted with the officials had helped to collect Secondary data.

3.4 Sampling Design:

In this study, simple random sampling method was adopted for selecting the respondents.

3.5 Sample Unit:

The Sample unit is selected for the study is “POTHYS PVT LTD” THIRUNELVELI.

3.6 Population Size:

The total population of the Pothys Private Ltd was 1050 employees.

3.7 Sample Size:

 The sample size of the study consists of 100 respondents. Since the labours on daily
basis were alone considered for the study.
3.8 Period of the Study:
The present study has been completed within a period of 3 months.
3.9 Tools of the study:
 Weighted Average
 Chi square test
 Correlation co-efficient

Chi square

The chi square test was used to find out the association between two variables. Chi square is
generally denoted by 2

However, the value of the chi square test is depending on how the data is collected.
The formula for calculating chi square test is,

O = Observed Frequency

E = Expected Frequency

Coefficient of Correlation

Coefficient of correlation is a measure of such a tendency i.e., the degree to which the
two variables are interrelated is measure by a coefficient which is called coefficient of
correlation.

3.10 Summary
 Based on the above statement transparent data that most of the data has been collected
from primary sources.

CHAPTER IV

4.1Introduction:

In this chapter, the data is presented, analysed, described and interpreted in a systematic
manner as the next step of the research process. Tools used for analysing the data are percentage
analysis, weighted average method, chi square, co-efficient of correlation.

4.2 DATA ANALYSIS AND INTERPRETATION

4.2.1 Table showing on the gender of respondents

 S. No Particulars no. of respondents Percentage
1 Male 47 47
2 Female 53 53
3 Total 100 100
Source: primary data
Interpretation:
From the above table it is inferred that 53% of the respondents are female, and 47% of the
respondents are male.
Chart 4.2.1

The chart showing on the gender of respondents

54
53
52
No of respondents

51
50
49
53
48
percentage
47
46
47
45
44
male female

Gender

4.2.2 Table showing on the age of respondents

S. No Particulars No. of Respondents Percentage

1 Below 25 Years 33 33
2 26-35 Years 39 39
3 36-45 Years 21 21
4 46-55 Years 7 7
5 Above 56 Years - -
6 Total 100 100
Source: Primary data

Inference:
 The above table it was found that 39% of respondents to 26-35 years of age and 33 % of
respondents to below 25 years of age and 21% of respondents to 36-45 years of age and 7% of
respondents to 46-55 years of age and 0% of respondents to above 56 years of age.
CHART 4.2.2

The chart showing age of the respondents

45

40

35

30

25
No of Respondents

20 39
33
15 percentage
10 21

5
7
0
0
Below 25 26-35 years 36-45 years 46-55 years Above 56
Years years

Age

4.2.3 Table showing on the opinion of respondents towards the educational qualification

S. No Particulars No. of Respondents Percentage

1 SSLC/HSC 75 75
2 Diploma/IT 5 5
3 Graduate 2 2
4 Post graduate 1 1
5 Others 17 17
6 Total 100 100
Source: Primary data

Inference:
The above table it was found that 75% of respondents to SSLC/HSC of educational
qualification and 17% of respondents to others of educational qualification and 5% of
respondents to diploma/IT of educational qualification and 2% of respondents to graduate of
educational qualification and 1% of respondents to post graduate of educational qualification.
CHART 4.2.3

Chart showing Educational Qualification of the respondents

80

70

60

50
No of Respondents

40
75
percentage
30

20

10 17
5 2 1
0
SSLC/HSC Diploma/IT Graduate Post graduate Others
Educational Qualification

4.2.4 Table showing on the opinion of respondents towards the work experience

S. No Particulars No. of Respondents Percentage

1 Below 5 Years 43 43
2 6 - 8 Years 21 21
3 9 - 12 Years 20 20
4 13 - 16 Years 6 6
5 Above 17 Years 10 10
6 Total 100 100
Source: Primary data

Inference:
The above table it was found that 43% of respondents to below 5 years of work
experience and 21% of respondents to 6 - 8 years of work experience and 20% of respondents to
9 - 12 years of work experience and 10% of respondents to Above 17 years of work experience
and 6% of respondents to 13 - 16 years of work experience.
 CHART 4.2.4

Chart showing on the opinion of respondents towards the work experience

50
45
40
35
30
No of Respondents

25
43
20 percentage
15
10 21 20
5 10
6
0
Below 5 yrs 6 - 8 yrs 9 - 12 yrs 13 - 16 yrs Above 17 yrs
Work experience

4.2.5 Table showing on the opinion of respondents towards the income of employees

S. No Particulars No. of Respondents Percentage

1 Below 4000 15 15
2 5000 – 8000 57 57
3 9000 -12000 26 26
4 13000 -16000 2 2
5 Above 17000 - -
6 Total 100 100
Source: Primary data

Inference:
The above table it was found that 57% of respondents to 5000 - 8000 of income and 26%
of respondents to 9000 - 12000 of income and 15% of respondents to below 4000 of income and
2% of respondents to 13000 - 16000 of income and 0% of respondents to Above 17000 of
income.
CHART 4.2.5
Chart showing on the opinion of respondents towards the income of the employees

60

50

40
No of Respondents

30 57
percentage
20

26
10
15

2 0
0
Below 4000 5000 - 8000 9000 -12000 13000 -16000 Above 17000
Income

4.2.6 Table showing on the opinion of respondents towards drinking water facilities

S. No Particulars No. of Respondents Percentage

1 Highly satisfied 50 50
2 Satisfied 31 31
3 Neutral 11 11
4 Dissatisfied 5 5
5 Highly dissatisfied 3 3
6 Total 100 100
Source: Primary data

Inference:
The above table it was found that 50% of respondents to highly satisfied of drinking water
facilities and 31% of respondents to satisfied of drinking water facilities and 11% of respondents
to neutral of drinking water facilities and 5% of respondents to dissatisfied of drinking water
facilities and 3% of respondents to highly dissatisfied of drinking water facilities.
CHART 4.2.6

Chart showing on the opinion of respondents towards the drinking water facilities
 60

50

40
No of Respondents

30
50
percentage
20
31
10
11
5 3
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
Drinking water facilities

4.2.7 Table showing on the opinion of respondents towards restroom facilities

S. No Particulars No. of Respondents Percentage

1 Highly satisfied 16 16
2 Satisfied 44 44
3 Neutral 22 22
4 Dissatisfied 10 10
5 Highly dissatisfied 8 8
6 Total 100 100
Source: Primary data

Inference:
The above table it was found that 44% of respondents to satisfied of restroom facilities
and 22% of respondents to neutral of restroom facilities and 16% of respondents to highly
satisfied of restroom facilities and 10% of respondents to dissatisfied of restroom facilities and
8% of respondents to highly dissatisfied of restroom facilities.
CHART 4.2.7

Chart showing on the opinion of respondents towards restroom facilities

 50
45
40
35
30
No of Respondents

25
44
20 percentage
15
10 22
16
5 10 8
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
Restroom facilities

4.2.8 Table showing on the opinion of respondents towards flexible of working hours

S. No Particulars No. of Respondents Percentage

1 Highly satisfied 11 11
2 Satisfied 39 39
3 Neutral 24 24
4 Dissatisfied 17 17
5 Highly dissatisfied 9 9
6 Total 100 100
Source: Primary data

Inference:
The above table it was found that 39% of respondents to satisfied of working hours and
24% of respondents to neutral of working hours and 17% of respondents to dissatisfied of
working hours and 11% of respondents to highly satisfied of working hours and 9% of
respondents to highly dissatisfied of working hours.
CHART 4.2.8

Chart showing on the opinion of respondents towards flexible of working hours

 45

40

35

30
No of Respondents

25

20 39
percentage
15
24
10
17
5 11 9
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
Working hours

4.2.9 Table showing on the opinion of respondents towards sitting arrangement

S. No Particulars No. of Respondents Percentage

1 Highly satisfied 6 6
2 Satisfied 16 16
3 Neutral 25 25
4 Dissatisfied 19 19
5 Highly dissatisfied 34 34
6 Total 100 100
Source: Primary data

Inference:
The above table it was found that 34% of respondents to highly dissatisfied of sitting
arrangement and 25% of respondents to neutral of sitting arrangement and 19% of respondents to
dissatisfied of sitting arrangement and 16% of respondents to satisfied of sitting arrangement and
6% of respondents to highly satisfied of sitting arrangement.
CHART 4.2.9

Chart showing on the opinion of respondents towards sitting arrangement

 40

35

30

25
No of Respondents

20
34
15 percentage
25
10 19
16
5
6
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
Sitting arrangement

4.2.10 Table showing on the opinion of respondents towards working environment

S. No Particulars No. of Respondents Percentage

1 Highly satisfied 18 18
2 Satisfied 44 44
3 Neutral 24 24
4 Dissatisfied 7 7
5 Highly dissatisfied 7 7
6 Total 100 100
Source: Primary data

Inference:
The above table it was found that 44% of respondents to satisfied of working environment
and 24% of respondents to neutral of working environment and 18% of respondents to highly
satisfied of working environment and 7% of respondents to dissatisfied of working environment
and 7% of respondents to highly dissatisfied of working environment.
CHART 4.2.10

Chart showing on the opinion of respondents towards working environment

 50
45
40
35
30
No of Respondents

25
44
20 percentage
15
24
10 18
5
7 7
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
Working environment

4.2.11 Table showing opinion of respondents towards satisfaction of family function leave

S. No Particulars No. of Respondents Percentage

1 Highly satisfied 14 14
2 Satisfied 42 42
3 Neutral 18 18
4 Dissatisfied 13 13
5 Highly dissatisfied 13 13
6 Total 100 100
Source: Primary data

Inference:
The above table it was found that 42% of respondents to satisfied of family function leave
and 18% of respondents to neutral of family function leave and 14% of respondents to highly
satisfied of family function leave and 13% of respondents to highly dissatisfied and dissatisfied
of family function leave.
CHART 4.2.11

Chart showing on the opinion of respondents towards satisfaction of family function leave
 45

40

35

30
No of Respondents

25

20 42
percentage
15

10 18
14 13 13
5

0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
Family function Leave facility

4.2.12 Table showing on the opinion of respondents towards present grievance redressal
procedure system

S. No Particulars No. of Respondents Percentage

1 Highly satisfied 12 12
2 Satisfied 48 48
3 Neutral 24 24
4 Dissatisfied 8 8
5 Highly dissatisfied 8 8
6 Total 100 100
Source: Primary data

Inference:

The above table it was found that 48% of respondents to satisfied of grievance redressal
procedure and 24% of respondents to neutral of grievance redressal procedure and 12% of
respondents to highly satisfied of grievance redressal procedure and 8% of respondents to highly
dissatisfied and dissatisfied of grievance redressal procedure.
CHART 4.2.12
Chart showing on the opinion of respondents towards grievance redressal procedure system

60

50

40
No of Respondents

30
48 percentage
20

24
10
12
8 8
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
Present grievance redressal procedure

4.2.13 Table showing on the opinion of respondents towards social welfare benefits

S. No Particulars No. of Respondents Percentage

1 Highly satisfied 4 4
2 Satisfied 44 44
3 Neutral 19 19
4 Dissatisfied 16 16
5 Highly dissatisfied 17 17
6 Total 100 100
Source: Primary data

Inference:

The above table it was found that 44% of respondents to satisfied of social welfare benefit
and 19% of respondents to neutral of social welfare benefit and 17% of respondents to highly
dissatisfied of social welfare benefit and 16% of respondents to dissatisfied of social welfare
benefit and 4% of respondents to highly satisfied of social welfare benefit.
CHART 4.2.13

Chart showing on the opinion of respondents towards social welfare benefit

50
45
40
35
30
No of Respondents

25
44 percentage
20
15
10 19
16 17
5
4
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
Social welfare benefit

4.2.14 Table showing on the opinion of respondents towards non-statutory welfare facilities

S. No Particulars No. of Respondents Percentage

1 Very highly adequate 15 15
2 Highly adequate 27 27
3 Moderately adequate 24 24
4 Inadequate 23 23
5 Highly inadequate 11 11
6 Total 100 100
Source: Primary data
Inference:

The above table it was found that 27% of respondents to highly adequate of non-statutory
welfare facilities and 24% of respondents to moderately adequate of non-statutory welfare
facilities and 23% of respondents to inadequate of non-statutory welfare facilities and 15% of
respondents to very highly adequate of non-statutory welfare facilities and 11% of respondents to
highly inadequate of non-statutory welfare facilities.
CHART 4.2.14

Chart showing on the opinion of respondents towards non-statutory welfare facilities

30

25

20
No of Respondents

15
27 percentage
24 23
10
15
5 11

0
very highly highly moderately inadequate highly
adequate adequate adequate adequate
Non-statutory welfare facilities

4.2.15 Table showing on the opinion of respondents towards first aid boxes

S. No Particulars No. of Respondents Percentage

1 Very highly adequate 13 13
2 Highly adequate 22 22
3 Moderately adequate 36 36
4 Inadequate 17 17
5 Highly inadequate 12 12
6 Total 100 100
Source: Primary data

Inference:

The above table it was found that 36% of respondents to moderately adequate of first aid
boxes and 22% of respondents to highly adequate of first aid boxes and 17% of respondents to
inadequate of first aid boxes and 13% of respondents to very highly adequate of first aid boxes
and 12% of respondents to highly inadequate of first aid boxes.
CHART 4.2.15

Chart showing on the opinion of respondents towards first aid boxes

40

35

30

25
No of Respondents

20
36 percentage
15

10 22
17
13 12
5

0
.

..

.
.

.
a..

l..

a..
l..

q.
e
gh

e
ly

ly
at

ad

first aid boxes

hi

er
gh

gh
in
od
ry

hi

hi
ve

m
4.2.16 Table showing on the opinion of respondents towards employee welfare facilities

S. No Particulars No. of Respondents Percentage

1 Highly satisfied 6 6
2 Satisfied 42 42
3 Neutral 33 33
4 Dissatisfied 13 13
5 Highly dissatisfied 6 6
6 Total 100 100
Source: Primary data

Inference:

The above table it was found that 42% of respondents to satisfied of employee welfare
facilities and 33% of respondents to neutral of employee welfare facilities and 13% of
respondents to dissatisfied of employee welfare facilities and 6% of respondents to highly
dissatisfied of employee welfare facilities and 6% of respondents to highly satisfied of employee
welfare facilities.
CHART 4.2.16
Chart showing on the opinion of respondents towards employee welfare facilities

45

40

35

30
No of Respondents

25

20 42 percentage
33
15

10
13
5
6 6
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
employee welfare facilities

4.2.17 Table showing on the opinion of respondents towards provident fund benefit

S. No Particulars No. of Respondents Percentage

1 Very high 15 15
2 High 30 30
3 Moderate 30 30
4 Low 11 11
5 Very low 14 14
6 Total 100 100
Source: Primary data

Inference:

The above table it was found that 30% of respondents to high of provident fund benefit
and 30% of respondents to moderate of provident fund benefit and 15% of respondents to very
high of provident fund benefit and 14% of respondents to very low of provident fund benefit and
11% of respondents to low of provident fund benefit.
CHART 4.2.17

Chart showing on the opinion of respondents towards provident fund benefit

35

30

25
No of Respondents

20

15 30 30 percentage

10
15 14
5 11

0
very high High moderate low very low
provident fund benefit

4.2.18 Table showing on the opinion of respondents towards withdrawal facilities in the
employee provident fund Scheme

S. No Particulars No. of Respondents Percentage

1 Highly satisfied 12 12
2 Satisfied 31 31
3 Neutral 24 24
4 Dissatisfied 10 10
5 Highly dissatisfied 23 23
6 Total 100 100
Source: Primary data
Inference:

The above table it was found that 31% of respondents to satisfied of withdraw a provident
fund of employees and 24% of respondents to neutral of withdraw a provident fund of employees
and 23% of respondents to highly dissatisfied of withdraw a provident fund of employees and
12% of respondents to highly satisfied of withdraw a provident fund of employees and 10% of
respondents to dissatisfied of withdraw a provident fund of employees.
CHART 4.2.18
Chart showing on the opinion of respondents towards withdrawal facilities in the
employee provident fund Scheme

35

30

25
No of respondents

20

15 31 percentage

24 23
10

12
5 10

0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
withdraw facilities in employees PF

4.2.19 Table showing on the opinion of respondents towards solving the welfare measures
problems faced on employees

S. No Particulars No. of Respondents Percentage

1 Highly satisfied 13 13
2 Satisfied 30 30
3 Neutral 29 29
4 Dissatisfied 7 7
5 Highly dissatisfied 21 21
6 Total 100 100
Source: Primary data

Inference:
 The above table it was found that 30% of respondents to satisfied of problems faced by
employees and 29% of respondents to neutral of problems faced by employees and 21% of
respondents to highly dissatisfied of problems faced by employees and 13% of respondents to
highly satisfied of problems faced by employees and 7% of respondents to dissatisfied of
problems faced by employees.
CHART 4.2.19
Chart showing opinion of respondent towards welfare measures problems faced on employees

35

30

25
No of respondents

20

15 30 percentage
29

10 21

13
5
7
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
problem faced on employees

4.2.20 Table showing opinion of respondents towards maternity leave to female employee’s

S. No Particulars No. of respondents Percentage

1 Yes 65 47

2 No 35 53

3 Total 100 100

Source: primary data

Inference:

The above table it was found that 65% of respondents to yes of maternity leave to female
employees and 35% of respondents to no of maternity leave to female employees.
 Chart 4.2.20

Chart showing on the opinion of respondents towards maternity leave to female employees

70

60

50
No of respondents

40

65
30
percentage
20
35

10

0
yes No
maternity leave to female employees

4.2.21 Table showing on the opinion of respondents towards overtime stipend offer

S. No Particulars No. of Respondents Percentage

1 Highly satisfied 10 10
2 Satisfied 31 31
3 Neutral 17 17
4 Dissatisfied 17 17
5 Highly dissatisfied 25 25
6 Total 100 100
Source: Primary data

Inference:

The above table it was found that 31% of respondents to satisfied of overtime stipend
offer and 25% of respondents to highly dissatisfied of overtime stipend offer and 17% of
respondents to dissatisfied of overtime stipend offer and 17% of respondents to neutral of
overtime stipend offer and 10% of respondents to highly satisfied of overtime stipend offer.
CHART 4.2.21
Chart showing on the opinion of respondents towards overtime stipend offer

35

30

25
No of respondents

20

15 31 percentage
25
10
17 17
5 10

0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
Overtime stipend offer

4.2.22 Table showing on the opinion of respondents towards sanitary facilities

S. No Particulars No. of Respondents Percentage

1 Highly satisfied 15 15
2 Satisfied 41 41
3 Neutral 23 23
4 Dissatisfied 14 14
5 Highly dissatisfied 7 7
6 Total 100 100
Source: Primary data

Inference:

The above table it was found that 41% of respondents to satisfied of sanitary facilities and
23% of respondents to neutral of sanitary facilities and 15% of respondents to highly satisfied of
sanitary facilities and 14% of respondents to dissatisfied of sanitary facilities and 7% of
respondents to highly dissatisfied of sanitary facilities.
 CHART 4.2.22
Chart showing on the opinion of respondents towards sanitary facilities

45

40

35

30
No of respondents

25

20 41 percentage

15
23
10
15 14
5
7
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
sanitary facilities

4.2.23 Table showing on the opinion of respondents towards handling emergency situation
in employees work place

S. No Particulars No. of Respondents Percentage

1 Excellent 12 12
2 Very good 25 25
3 Good 35 35
4 Poor 21 21
5 Very poor 7 7
6 Total 100 100
Source: Primary data

Inference:

The above table it was found that 35% of respondents to good of work place handle in
employees and 25% of respondents to very good of work place handle in employees and 21% of
respondents to poor of work place handle in employees and 12% of respondents to excellent of
work place handle in employees and 7% of respondents to very poor of work place handle in
employees.
 CHART 4.2.23
Chart showing opinion about handle emergency situation in employees work place

40

35

30
No of respondents

25

20
35 percentage
15
25
10 21

5 12
7
0
Excellent Very good Good Poor Very poor
work place handle in employees

4.1.24 Table showing on the opinion of respondents towards medical facilities

S. No Particulars No. of Respondents Percentage

1 Excellent 13 13
2 Very good 28 28
3 Good 45 45
4 Poor 9 9
5 Very poor 5 5
6 Total 100 100
Source: Primary data

Inference:

The above table it was found that 45% of respondents to good of medical facilities and
28% of respondents to very good of medical facilities and 13% of respondents to excellent of
medical facilities and 9% of respondents to poor of medical facilities and 5% of respondents to
very poor of medical facilities.
CHART 4.1.24
Chart showing on the opinion of respondents towards medical facilities

50
45
40
35
No of respondents

30
25
45 percentage
20
15 28
10
13
5 9
5
0
Excellent Very good Good Poor Very poor
medical facilities

4.2.25 Table showing opinion of respondents towards aware of safety and welfare policy

S. No Particulars No. of Respondents Percentage

1 Excellent 18 18
2 Very good 19 19
3 Good 40 40
4 Poor 12 12
5 Very poor 11 11
6 Total 100 100
Source: Primary data
Inference:

The above table it was found that 40% of respondents to good of aware of safety and
welfare policy and 19% of respondents to very good of aware of safety and welfare policy and
19% of respondents to excellent of aware of safety and welfare policy and 12% of respondents to
poor of aware of safety and welfare policy and 11% of respondents to very poor of aware of
safety and welfare policy.
CHART 4.2.25
Chart showing on the opinion of respondents towards aware of safety and welfare policy

45

40

35

30
No of respondents

25

20 40 percentage

15

10 18 19
5 12 11

0
Excellent Very good Good Poor Very poor
aware of safety and welfare policy

4.2.2.1 WEGHITED AVERAGE METHOD

4.2.1 The Respondents are asked about some factors listed below in the organization.
 Particulars HS S N DS HD Total

Drinking water facilities 50 31 11 5 3 100

Restroom facilities 16 44 22 10 8 100

Working hours 11 39 24 17 9 100

Sitting arrangement 6 16 25 19 34 100

Working environment 19 44 23 9 5 100

Particulars HS S N DS HD Total XW=∑XW/∑W

(5) (4) (3) (2) (1) ∑XW

Drinking water 250 124 33 10 3 420 28

facilities

Restroom facilities 80 176 66 20 8 350 23.3

Working hours 55 156 72 34 9 326 21.7

Sitting arrangement 30 64 75 38 34 241 16.07

Working environment 95 176 69 18 5 363 24.2

Total 113.27

Particular XW=∑XW/∑W Weighted average accounting

to the rank

Drinking water facilities 28 1

 Restroom facilities 23.3 3

Working hours 21.7 4

Sitting arrangement 16.07 5

Work environment 24.2 2

Result:

According to the above weighted average table it shows 28% of the employees are satisfied
with the drinking water facilities ,24.2% of employees are satisfied with the work environment,
23.3% of the employee are satisfied with the restroom facilities, 21.7% of the employees are
satisfied with the transport working hours and 16.07% of the employees are satisfied with the
sitting arrangement.

4.2.2 The Respondents are asked about some factors listed below in the organization.
 Particulars HS S N DS HD Total

Family function leave 14 42 18 13 13 100

Grievance redressal 12 48 24 8 8 100

procedure
Social welfare benefits 4 44 19 16 17 100

Provident fund 12 31 24 10 23 100

withdrawal facilities

Particulars HS S N DS HD Total XW=∑XW/∑W

(5) (4) (3) (2) (1) ∑XW

Family function leave 70 168 54 26 13 331 22.07

Grievance redressal 60 192 72 16 8 348 23.2

procedure

Social welfare benefits 20 176 57 32 17 302 20.13

Provident fund 60 124 72 20 23 279 18.6

withdrawal facilities

Total 84
 Particular XW=∑XW/∑W Weighted average accounting
to the rank

Family function leave 22.01 2

Grievance redressal procedure 23.2 1

Social welfare benefits 20.13 3

Provident fund withdrawal 18.6 4

facilities

Result:

According to the above weighted average table it shows 23.2% of the employees are
satisfied the grievance redressal procedure, 22.01% of employees are satisfied with the family
function leave, 20.13% of the employee are satisfied with the social welfare benefits, 18.06% of
the employees are satisfied with the provident fund withdrawal facilities.
4.2.3 The Respondents are asked about some factors listed below in the organization.

Particulars HS S N DS HD Total

Employee welfare 6 42 33 13 6 100

facilities
Solving the problem 13 30 29 7 21 100
faced on employees
Overtime stipend offer 10 31 17 17 25 100

Sanitary facilities 15 41 23 14 7 100

Particulars HS S N DS HD Total XW=∑XW/∑W

(5) (4) (3) (2) (1) ∑XW

Employee welfare 30 168 99 26 9 329 21.93

facilities
Solving the problem 65 120 87 14 21 307 20.47
faced on employees
Overtime stipend offer 50 124 51 34 25 284 18.93

Sanitary facilities 75 164 69 28 7 343 22.87

Total 84.2
 Particular XW=∑XW/∑W Weighted average accounting
to the rank

Employee welfare facilities 21.93 2

Solving the problem faced on 20.47 3

employees
Overtime stipend offer 18.93 4

Sanitary facilities 22.87 1

Result:

According to the above weighted average table it shows 22.87% of the employees are
satisfied the sanitary facilities, 21.93% of employees are satisfied with the employee welfare
facilities 20.47% of the employee are satisfied with the solving the problem faced on employees,
18.93% of the employees are satisfied with the overtime stipend offer.
 4.3 CHI-SQUARE ANALYSIS

4.3.1 Association between employee’s income and employees provident fund scheme.
Null hypothesis (Ho)
There is no significant association between employee’s income and employees provident
fund scheme.
Alternative hypothesis (H1)
There is significant association between employee’s income and employees provident
fund scheme.
Observed frequency

Highly Highly
Income satisfied Satisfied Neutral Dissatisfied dissatisfied Total
Below 4000 2 3 5 1 4 15
5000 – 8000 6 17 14 7 13 57
9000 – 12000 3 10 5 2 6 26
13000- 16000 1 1 0 0 0 2
Above 17000 0 0 0 0 0 0
Total 12 31 24 10 23 100
Calculation of Expected Frequency
Ti * Tj
Expected frequency =
N

Ti = Total in the Row, Tj = Total in the column, N = Table Grand total

1.8 4.65 3.6 1.5 3.45

6.84 17.67 13.68 5.7 13.11
3.12 8.06 6.24 2.6 5.98
0.24 0.62 0.48 0.2 0.46
0 0 0 0 0
 No O E (O-E) (O-E)2 (O-E)2/E
1 2 1.8 0.2 0.04 0.0222
2 3 4.65 -1.65 2.7225 0.1554
3 5 3.6 1.4 1.96 0.5444
4 1 1.5 -0.5 0.25 0.1667
5 4 3.45 0.55 0.3025 0.0877
6 6 6.84 -0.84 0.7656 0.1032
7 17 17.67 -0.67 0.4489 0.0254
8 14 13.68 0.32 0.1024 0.007
9 7 5.7 1.3 1.69 0.2964
10 13 13.11 -0.11 0.0121 0.0009
11 3 3.12 -0.12 0.0144 0.004
12 10 8.06 1.94 3.7636 0.4669
13 5 6.24 -1.24 1.5376 0.2464
14 2 2.6 -0.6 0.36 0.1385
15 6 5.98 0.02 0.0004 0.00006
16 1 0.24 0.76 0.5776 2.4067
17 1 0.62 0.38 0.1444 0.2329
18 0 0.48 -0.48 0.2304 0.48
19 0 0.2 -0.2 0.04 0.2
20 0 0.46 -0.46 0.2116 0.46
21 0 0 0 0 0
22 0 0 0 0 0
23 0 0 0 0 0
24 0 0 0 0 0
25 0 0 0 0 0
Total 6.0448
 Chi square = 6.0448

Level of significance (α) =0.05

Degree of freedom = (r-1) * (c-1)

= (5-1) * (5-1)

=4*4

= 16

Calculated value = 6.0448

Tabulated value = 26.296

Calculated value < Tabulated value

Inference:
It is inferred from the above table that there is no significant difference between
employee’s income and employees provident fund scheme. Since the calculated value of the chi
square is greater than the table value at 0.05 level of significance, we accept the null hypothesis.

4.3.2 Association between work experience and working environment by the organization.
Null hypothesis (Ho)
There is no significant association between work experience and working environment by
the organization.

Alternative hypothesis (H1)

There is significant association between work experience and working environment by
the organization.

Observed frequency

Highly Dissatisfie Highly

Work experience satisfied Satisfied Neutral d dissatisfied Total
Below 5 years 6 23 10 3 1 43
6 – 8 years 4 10 2 3 2 21
9 – 12 years 4 8 6 0 2 20
13 – 16 years 3 0 2 1 0 6
Above 17 years 1 3 4 0 2 10
Total 18 44 24 7 7 100
Calculation of Expected Frequency
7.74 18.92 10.32 3.01 3.01

3.78 9.24 5.04 1.47 1.47

3.6 8.8 4.8 1.4 1.4

1.08 2.64 1.44 0.42 0.42

1.8 4.4 2.4 0.7 0.7

No O E (O-E) (O-E)2 (O – E)2 / E

1 6 7.74 -1.74 3.0276 0.3912
2 23 18.92 4.08 16.6464 0.8798
 3 10 10.32 -0.32 0.1024 0.009
4 3 3.01 -0.01 0.0001 0.00003
5 1 3.01 -2.01 4.0401 1.3422
6 4 3.78 0.22 0.0484 0.0128
7 10 9.24 0.76 0.5776 0.0625
8 2 5.04 -3.01 9.2416 1.8337
9 3 1.47 1.53 2.3409 1.5924
10 2 1.47 0.53 0.2809 0.1910
11 4 3.6 0.4 0.16 0.0444
12 8 8.8 -0.8 0.64 0.0727
13 6 4.8 1.2 1.44 0.3
14 0 1.4 -1.4 1.96 1.4
15 2 1.4 0.6 0.36 0.2571
16 3 1.08 1.92 3.6864 3.4133
17 0 2.64 -2.64 6.9696 2.64
18 2 1.44 0.56 0.3136 0.2177
19 1 0.42 0.58 0.3364 0.8010
20 0 0.42 0.42 0.1764 0.42
21 1 1.8 -0.8 0.64 0.3555
22 3 4.4 -1.4 1.96 0.4455
23 4 2.4 1.6 2.56 1.0667
24 0 0.7 -0.7 0.49 0.7
25 2 0.7 1.3 1.69 2.4143
Total 20.8628

Chi square = 20.8618

Level of significance (α) =0.05

 Degree of freedom = (r-1) * (c-1)

= (5-1) * (5-1)

=4*4

= 16

Calculated value = 20.8618

Tabulated value = 26.296

Calculated value < Tabulated value

Inference:
It is inferred from the above table that there is no significant difference between
employee’s income and employees provident fund scheme. Since the calculated value of the chi
square is greater than the table value at 0.05 level of significance, we accept the null hypothesis.

4.3.3 Association between work experience and social welfare benefits provided by the
company.

Null hypothesis (Ho)

 There is no significant association between work experience and social welfare benefits
provided by the company.
Alternative hypothesis (H1)
There is significant association between work experience and social welfare benefits
provided by the company.
Highly Highly
Work experience satisfied Satisfied Neutral Dissatisfied dissatisfied Total
Below 5 years 2 19 8 8 6 43
6 – 8 years 1 10 3 3 4 21
9 – 12 years 0 9 8 1 2 20
13 – 16 years 0 3 0 0 3 6
Above 17 years 1 3 0 4 2 10
Total 4 44 19 16 17 100
Observed frequency

Calculation of Expected Frequency

1.72 18.92 8.17 6.88 7.31

0.84 9.24 3.99 3.36 3.57

0.8 8.8 3.8 3.2 3.4

0.24 2.64 1.14 0.96 1.02

0.4 4.4 1.9 1.6 1.7

No O E (O-E) (O-E)2 (O-E)2 /E

1 2 1.72 0.28 0.0784 0.0456
2 19 18.92 0.08 0.0064 3.3827
3 8 8.17 -0.17 0.0289 0.0035
 4 8 6.88 1.12 1.2544 0.1823
5 6 7.31 -1.31 1.7161 0.2348
6 1 0.84 0.16 0.0256 0.0304
7 10 9.24 0.76 0.5776 0.0625
8 3 3.99 -0.99 0.9801 0.2456
9 3 3.36 -0.36 0.1296 0.0386
10 4 3.57 0.43 0.1849 0.0518
11 0 0.8 -0.8 0.64 0.8
12 9 8.8 0.2 0.04 0.0045
13 8 3.8 4.2 17.64 4.6421
14 1 3.2 -2.2 4.84 1.5125
15 2 3.4 -1.4 1.96 0.5765
16 0 0.24 -0.24 0.0576 0.24
17 3 2.64 0.36 0.1296 0.0490
18 0 1.14 -1.14 1.2996 1.14
19 0 0.96 -0.96 0.9216 0.96
20 3 1.02 1.98 3.9204 3.8435
21 1 0.4 0.6 0.36 0.9
22 3 4.4 -1.4 1.96 0.4454
23 0 1.9 -1.9 3.61 1.9
24 4 1.6 2.4 5.76 0.36
25 2 1.7 0.3 0.09 0.0529
Total 21.7042

Chi square = 21.7042

Level of significance (α) =0.05

Degree of freedom = (r-1) * (c-1)
 = (5-1) * (5-1)

=4*4

= 16

Calculated value = 21.7042

Tabulated value = 26.296

Calculated value < Tabulated value

Inference:
It is inferred from the above table that there is no significant difference between
employee’s work experience and social welfare benefits. Since the calculated value of the chi
square is greater than the table value at 0.05 level of significance, we accept the null hypothesis.

4.4 CORRELATION COEFFICIENT

Co-efficient of correlation is a measure of such a tendency i.e., the degree to which the
two variables are interrelated is measured by a coefficient which is called as correlation.

4.4.1 Coefficient correlation drinking water facilities and communication restroom

facilities by the organization.
 X = Drinking water facilities by the organization

Y = Restroom facilities by the organization

У ∑x2 ∑y2 ∑Χ У
Χ

50 16 2500 256 800

31 44 961 1936 1364

11 22 121 484 242

5 10 25 100 50

3 8 9 64 24

∑(X)=100 ∑(Y)=100 ∑(X²)=3616 ∑(Y²)=2840 ∑(XY)=2480

FORMULA

(5x2480) – (100) (100)

r=

|5(3616)−(10000) |5(2840)−(10000)

12400 -10000

|18080−10000 |14200−10000

2400
=

|8080 |4200

2400

89.89 * 64.81

2400

5825.77

= 0.41

Inference

So there is relation between drinking water facilities and restroom facilities by the
organization.

Summary:

Based on the above interpretation, it is concluded that the organization must take the
necessary steps to providing better for employees.

CHAPTER V
Findings, Suggestion and Conclusion

5.1 INTRODUCTION
This chapter deals with findings, suggestions and conclusions made by the researcher on
the basis of the collected data. The researcher has made an analysis and interpreted some results
and arrived some findings also a few suggestions are to reduce the existing labour welfare among
the employees.
5.2 Findings
1. 47% of respondents are male and the 53% of respondents are female of gender.
2. 50% of respondents are highly satisfied of employees in drinking water facilities.
3. 44% of respondents are satisfied of employees in restroom facilities.
4. 39% of respondents are satisfied with the flexibility of working hours.
5. 34% of respondents are highly dissatisfied of employees in sitting arrangement of the
organization.
6. 44% of respondents to the employees are satisfied in working environment of the
organization.
7. 42% of respondents to the employees are satisfied in company providing the festival
family function leave.
8. 48% of respondent employees are satisfied in present grievance redressal procedure
system.
9. 44% of respondent to the employees are satisfied in social welfare benefits providing the
company.
10. 27% of respondent to the employees are highly adequate with the non-statutory welfare
facilities providing the company.
11. 36% of respondents to the employees are moderately adequate of first aid boxes.
12. 42% of respondent to the employees are satisfied with the employee welfare facilities
providing the company.
13. 30% of respondents to the employees are high and moderate in provident fund benefit.
14. 31% of respondents are satisfied with the withdrawal facilities in the employee’s
provident fund scheme.
15. 30% of respondents are satisfied in welfare measures solving the problems faced by
employees.
16. 65% of respondents are yes that satisfied with the maternity leave of female employees.
17. 31% of respondents are satisfied with the employees in overtime stipend offered by the
organization.
18. 41% of respondents to the employees are satisfied in sanitary facilities.
 19. 35% of respondents to the employees are good in training for handling the any kind of
emergency situation in work place.
20. 45% of employees are respondents to good in medical facilities.
21. 40% of respondent to the employees are good in aware of safety and welfare facility in
the organization.

5.3 Suggestions

 Most of the respondent’s opinion towards medical facilities provided by the pothys is
normal satisfaction.
 Most of the respondent’s opinion about first aid boxes of the working place is normal.
  There could be no communication gap between the employees and the top management
so that the flow of information and knowledge is shared among the members of the
company.
 The company reduce the working hour and reduce the work load.

5.3 CONCLUSION
In India, there is a large supply of labour force but our labourers are unskilled and
unorganized. Our labourers are the most venerable section among the rural poor. Their socio-
economic condition is miserable mainly due to widespread unemployment and under
employment, poor wages and unorganized nature of labour. The welfare measures provide by
the mill to the labourers is reflecting in their production, productivity and profit. And also it
reflects in workers behaviour, morale and attitude. The present study has made an honest
attempt to study the labour welfare measures provided by the Pothys private limited.

APPENDEX

Name of the employee:

1. Gender :

a) Male b) Female

2. Age :

a) Below 25 Years b) 26-35 Years c) 36-45 Years

d) 46-55 Years e) Above 56 Years

3. Educational Qualification :

a) SSLC/HSC b) Diploma/IT c) Graduate

d) Post Graduate e) Others

4. Work experience :

a) Below 5 years b) 6-8years c) 9-12 years

d) 13-16 years e) Above 17 years

5. Income :

a) Below 4000 b) 5000-8000 c) 9000-12000

d) 13000-16000 e) Above 17000

6) Have you satisfied with the drinking water facilities provided by the organization?

a) Highly Satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly Dissatisfied

7) Have you satisfied with the restroom facilities provided by the organization?

a) Highly Satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly Dissatisfied

8) Have you satisfied with the flexibility of working hours provided by the organization?

a) Highly Satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly Dissatisfied

9) How do you rate the sitting arrangement of the organization?

a) Highly Satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly Dissatisfied

10) Have you satisfied with the working environment of the organization?

a) Highly Satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly Dissatisfied

11) Have you satisfied with the festival or family function to provide leave in pothys?

a) Highly Satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly Dissatisfied

12) How do you rate with the present grievance redressal procedure system?
 a) Highly Satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly Dissatisfied

13) State the Overall Satisfaction with the social welfare benefits provided by the company.

a) Highly Satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly Dissatisfied

14) State your overall satisfaction with non-statutory welfare facilities provided by the company.

a) Very Highly adequate b) Highly adequate c) Moderately adequate

d) Inadequate e) Highly Inadequate

15) How do you feel about the adequacy of first aid boxes?

A) Very highly adequate B) Highly adequate C) Moderately adequate

D) Inadequate E) Highly inadequate

16) Have you satisfied with the employee welfare facilities provided by the organization?

a. Highly satisfied b. Satisfied c. Neutral

d. Dissatisfied e. Highly Dissatisfied

17) What do you think about the provident fund benefit?

A) Very high B) High C) Moderate

D) Low E) Very low

18) Are you satisfied with the withdrawal facilities in the employee provident fund Scheme?

a. Highly satisfied b. Satisfied c. Neutral

d. Dissatisfied e. Highly Dissatisfied

19) Do the welfare measures help in solving the problems faced by employees?
a. Highly satisfied b. Satisfied c. Neutral
d. Dissatisfied e. Highly Dissatisfied

20) Does the organization give maternity leave to female employees?

a) Yes b) No

21) Rate the overtime stipend offered by the organization?

a. Highly satisfied b. Satisfied c. Neutral

d. Dissatisfied e. Highly Dissatisfied

22) How do you feel about the sanitary facilities provided?

a) Highly Satisfied b) Satisfied c) Neutral

d) Dissatisfied Highly e) Dissatisfied

23) To what degree you have trained for handling any kind of emergency situation in your work
place?

(a) Excellent b) Very good c) Good

d) Poor e) Very poor

24) How do you rate medical facilities provided by your organization?

(a) Excellent b) Very good c) Good

d) Poor e) Very poor

25) To what extent you are aware of safety and welfare policy of your organization?

(a) Excellent b) Very good c) Good

d) Poor e) Very poor

BIBLIOGRAPHY:

BOOKS

 Moorthy N.V- principles of labour welfare, Gupta bros-Visakapattanam,1968

 Rao V S P.2007 Human resource management text and cases. Excel books.
 S.D. Punekar, Labour Trade Unionism and Industrial Relations, (12TH
Edition, 1999, Himalaya Publishing House)
 Research Methodology by Kothari

WEBSITES

 www.scribd.com
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