Welfare Megha..

“A STUDY ON EMPLOYEE’S PERCEPTION TOWARDS
WELFARE FACILITIES OF ORGANIZATION”

(A Study of 40 Respondents Working In
Western Railway Baroda Division of Personnel
Department”)

A
RESEARCH DISSERTATION SUBMITTED TO
SOCIAL WORK FACULTY
M.S.UNIVERSITY

Research Guide

Researcher:

Mrs. Samina pathan

Megha

Thakkar M.

26th MARCH 2012

PREFACE
When the worker feels that the employer & the state are interested in his day.
Today life & would liter to make his lot happiness in even possible way his
tendency to grouse & grumble will steadily disappear.
Reage Committee

Labour welfare is a relative term. It is continuous process for state of well being
of employees. It is very difficult to define \ express the word welfare but it
covers all activity for well being of an individual. Statutory welfare facility under
factory act 1948 prescribed minimum level of welfare facility pertain to health,
safety & welfare of the employee and other social labour legislation parting to
welfare like bonus Act, ESIC Act etc.

Labourers are considered as valuable section of the society since 21 st century.
Generally people arranged every factor provision prescribed under provision of
minimum level of welfare facility, the condition of worker will definitely improve.

Mere theoretical knowledge cannot help one in any field whether it is
management, technology, research or any other field. The only things, which
can help one, are having a sound practical knowledge of the concerned field. As
part of my learning in management field and also as a requirement of the
DHRM Program, I have been very fortunate to receive practical knowledge in
WESTERN RAILWAY BARODA DIVISION PRATAPNAGAR.

To keep pace with fact moving world where distance & time are shrinking, in
the sphere of workers welfare as well, there is very great need for change. The
workers are the architects of their own future & that of their children & also of
the future of the nation”
The Underlies driving force today is the conviction that men and women should
be able to go to the organization as places of proper human habitation, where
they can work with more comfort.

Research Guide
Mrs. Samina Pathan
Megha M.

Researcher
Thakkar

ACKNOWLEDGEMENT
Walking down the memory lane for ONE year that have taken one to finish this
work. I see that this dissertation would not have been possible without the
active support and guidance of many important people in my life. Heartfelt
thanks to all of them for giving me the confidence and patience to go on.

I express my heartfelt gratitude to Dr. M. N Parmar Dean of faculty of social
work for providing me excellent infrastructural facilities and a learning culture
in the campus. I am sincerely thankful to, Mr. M.N shukla (DRM), of Western
Railway Baroda Division and All my Respondents without whom this study

would not possible. I am sincerely thankful to the Mrs. Geetha Nair(welfare
officer) at Western Railway for guiding me.

I take the privilege to thank my constant Research Guide Mrs. Samina Pathan,
from the depth of my heart for being a north star and always being ready to
direct me. I am thankful to him for immense patience and for coping with my
pace of work.

I find it obligatory on my part to express my heartfelt gratitude and
thankfulness to the all the faculty members for providing me opportunity to
throughout the ONE year of my studies.

Lastly, I am thankful to my parents and my friends for their constant emotional
support.

26th MARCH, 2012

Thakkar

Megha M

LIST OF TABLES

Table

Particular

No.

Page No.

Primary information of respondents.
1
2
3
4
5
6
7
8
9
10

Table showing Distribution of the respondents
with reference to their Age.
Table showing Distribution of the respondents
with reference to their Sex.
Table showing Distribution of the respondents
with reference to their marital status.
Table showing Distribution of the respondents
with reference to their type of resident.
Table showing Distribution of the respondents
with reference to their Education.
Table showing Distribution of the respondents
with reference to their Designation.
Table showing Distribution of the respondents
with reference to their Department
Table showing Distribution of the respondents
with reference to their work experience.
Table showing Distribution of the respondents
with reference to their type of family.
Table showing Distribution of the respondents
with reference to their Nos. of dependent.

34
35
36
37
38
39
40
41
42
43

Information about statutory facility
11
12
13
14

Table Showing information of first aid appliance
facility.
Table Showing information of canteen facility
Table Showing information of Rest room, shelter,
lunch room
Table Showing information of Drinking eater
facility

44
45
46
47

Index
Chapter No.

PARTICULAR

Page No.

***

Preface

***

***

Acknowledgement

***

***

List of Tables

***

I

Introduction & Research Methodology

1

II

Review of Literature

18

III

Data Analysis and Interpretation

33

IV

Finding, conclusion, suggestion

75

***

Bibliography

87

***

Annexure

89

Questionnaire

CHAPTER - I

Introduction

[1]

PHILOSOPHY OF LABOUR WELFARE:

Welfare is a broad concept referring to a state of living of an individual or a
group, in a desirable relationship with the total environment – ecological,
economic and social. Labour welfare includes both the social and economic
contents of welfare. Social welfare is primarily concerned with the solution of
various problems of the weaker sections of society like prevention of
destitution, poverty etc. It aims at social development by such means as social
legislations, social reform, social services, social work, social action etc. The
object of economic welfare is to promote economic development by increasing

production and productivity and through equitable distribution. Labour welfare
is a part of social welfare, conceptually and operationally. It covers a broad filed
and connotes a state of well being, happiness, satisfaction, conversion and
development of human resources.

HISTORICAL DEVELOPMENT OF LABOUR WELFARE:
Labour welfare activity in Indian was largely influenced by humanitarian
principles and legislation. During the early period of industrial development
efforts

towards

workers

‘welfare

was

made

largely

by

social

workers

philanthropists and other religious leaders, mostly on humanitarian grounds.
Before the introduction of welfare and other legislation in India. The conditions
of labour were miserable. Exploitation of child labour, long hours or work, bad
sanitation absence of safety measures etc. were the regular features of factory
life. The earliest legislative approach could be traced back of the passing of the
apprentices’ act of 1850.

[2]
This act was enacted with the objective of helping poor and orphaned children
to learn various trades and crafts. The next Act was the Fatal accident act of
1953 which aimed at providing compensation to the families of workmen who

lost their life as a result of “actionable wrong” Then came the Merchants
shipping act of 1859, which regulated the employment of seaman and provided
for the health accommodation etc. Earlier attempts at legislation in this
country were mainly aimed at regulation of employment.

DEFINITION OF LABOUR WELFARE:
Labour welfare has been defined in various ways, though no single definition
has found universal acceptance. The Oxford dictionary defines labour welfare
as "Efforts to make life worth living for workmen."
The Encyclopedia of Social Science defines it as "the voluntary efforts of the
employers to establish, within the existing industrial system, working and
sometimes living and cultural conditions of employees beyond what is required
by law, the customs of the industry and the condition of market
"In the Report II of the ILO Asian Regional conference, it has been stated that
worker's welfare may be understood to mean "such services, facilities and
amenities, which may be established outside or in the vicinity of undertakings,
to enable the persons employed therein to perform their work in healthy and
congenial surroundings and to provide them with the amenities conducive to
good health and high morale."
“The Labour Investigation committee (1944-46) includes under labour welfare
activities "anything done for the intellectual, physical, moral and economic
betterment of the workers, whether by employers, by government or by other
agencies, over and above what is laid down by law or what is normally expected

as per of the contractual benefits for which the workers may have bargained."
[3]
The Report of the Committee on Labour welfare (1969) includes under it "such
services, facilities and amenities as adequate canteens, rest and recreation
facilities, sanitary and medical facilities, arrangements for travel to and from
work and for the accommodation of workers employed at a distance from their
homes and such other services, amenities and facilities including social
security measures as contribute to improve the conditions under which worker
are employer."
Thus, the whole field of welfare is said to be one "in which much can be done to
combat the sense of frustration of the industrial workers, to relieve them of
personal and family worries, to improve their health, to afford them means of
self expression, to offer them some sphere in which they can excel others and
to help them to a wider conception of life". It promotes the well-being of workers
in variety of ways.
The oxford university defines labour welfare as efforts to make life worth living
for workmen. Another definition implies that welfare is fundamentally “an
attitude of mind on the part of management influencing the method by which
management activities are undertaken.

CONCEPT:
Labour welfare may be viewed as a total concept, as a social concept and as a
relative concept. The total concept is a desirable state of existence involving the
physical, mental moral and emotional well being. These four elements together
constitute the structure of welfare, on which its totality is based. The social

concept of welfare implies the welfare of man, his family and his community. All
these three aspects are inter- related and work together in a three dimensional
approach. The relative concept of welfare implies that welfare is relative in time
and place. It is a dynamic and flexible concept and hence its meaning and
content differ from time to time, region, industry to industry and country to
country, depending upon the value system, and level of dedication, social
customs degree of industrialization and general standard of the socio-economic
development of the people.
[4]
Labour welfare implies the setting up of minimum desirable standards and the
provision of facilities like health, food clothing housing medical assistance,
education insurance, job security, recreation etc. such facilities enable the
worker and his family to lead a good work life, family and social life. Labour
welfare also operates to neutralize the harmful effects of large –scale
industrialization and urbanization.

AIMS AND OBJECTIVE:
The aim or object of welfare activities is partly humanitarian to enable workers
to enjoy a fuller and ricer life and partly economic to improve the efficiency of
the workers and also partly civic – to develop among them a sense of
responsibility and dignity and thus make them worthy citizen of then nation.

Another object of labour welfare is to fulfill the future needs and aspirations of
labour. The following motives and considerations have prompted employers to
provide welfare measure (1) some of the early philanthropic and paternalistic
employers tried to ameliorate the working and living conditions of their workers
by proving various welfare measure. (2) Some of them took recourse to welfare
work to win over their employees, loyalty and to combat trade unionism and
socialist ideas. The devotion to welfare work by many American employers
during the twenties could be attributed to their anti – unionism. However such
a motive did not succeed in checking the spread of trade unionism (3) some
employers provided labour welfare service to build up a stable labour force to
reduce labour turnover and absenteeism and to promote better relations with
their employees. (4) At present labour welfare has been conceived of by some
employers as a incentive and good investment to secure, preserve and develop
greater efficiency and output from workers.
[5]
Anyhow, there is no direct relationship between welfare work on the one hand
and efficiency and productivity on the other. Apart from this it is very difficult
to quantify the additional contribution of welfare measures to the increased
productivity. (5) One of the objects for provision of welfare activities in recent
times by certain is to save themselves from heavy taxes on surplus. (6) The

purpose provision of welfare amenities by some companies is to enhance their
image and to create an atmosphere of good will between labour and
management and also between management and the public.
The aims and objectives of labour welfare progressively changed during the last
few decades. From the primitive policing and placating philosophy of labour
welfare, it gradually moved to the era of paternalism with philanthropic
objectives. Even today there is evidence of humanitarian outlook of some of the
employers in many employee

-welfare programmes. The recent thinking in

labour welfare however is more oriented towards, increasing productivity and
efficiency of the work people. At outstanding trend today is that it has become
a comprehensive concept concerned with the development of the total human
personality embracing physical mental social psychological and spiritual
aspects of employees will being. In future it will assume new dimensions in our
country as a result of added emphasis on the basic responsibilities of a welfare
state.

BASIC FEATURES OF LABOUR WELFARE:
A Perusal of the above definitions would indicate that the term labour welfare
has been used in a wide and a narrow sense. In the boarder sense, if may
indeed not only the minimum standard of hygiene and safety laid down in

general labour legislation but also

such aspects of working life as social

insurance schemes measures for the protection of women and young workers,
[6]
limitation of hours of

Labour welfare

is a very broad term covering from

social security to such
Activities as medical aid, crèches, canteens, recreation, housing, adult
education, arrangement for transport of labour row and from work place to
residence etc.
It may be noted that not only the intra mural but also extra mural statutory as
well

as no statutory activities undertaken by one of the three agencies the

employers, trade unions or the government for the physical and mental
development of a worker, both as a compensation for wars and tear that he
undergoes as a part of production

process and also to enable him to sustain

and improve upon the basic capacity of the large family encompassed by the
term labour welfare.

NECESSITY:
The necessity for labour welfare is left all the more in our country because of
its developing economy aimed at rapid economic and social development. In
this process it is trying to check the baneful effects of the industrial

revoluation on which have adversely affected the people all over the world.
The need for labour welfare was left by the Royal Commissions on labour as
fare back as 1931. The philosophy of labour welfare and its National Congress
on Fundamental Rights and

Economic Program in its Karachi Session in

1931. The resolution demanded that the organization of economic life in the
country must conform to the principles of justice and it might secure a decent
standard of living. It also emphasized that the state should safeguard the
interest of industrial workers and should secure from them by suitable
legislation, a living wage, health conditions of work limited hours of labour,
suitable machinery for the settlement of disputes between employers and
workmen and protection against the economic consequence of old age, sickness
and unemployment.

[7]
SCOPE:
It is somewhat difficult to accurately lay down the scope of labour welfare
work. Especially because of the fact about is composed of dynamic individuals
with complex need. Its scope has been described by writers and institutions of
different shades in different ways. The scope of labour welfare can be
interpreted in different ways by different countries, with varying stages of

economic

development,

political

outlook

and

social

philosophy.

While

expressing its interpretation regarding the scope of labour welfare, the ILO has
observed “the one which lends itself to various interpretations and it has not
always the same significance in different countries. Sometimes the concept is a
very wide one and is more or less synonymous with conditions of work as a
whole. It may include not only the minimum standard of hygiene and safety
laid down in general labour legislations. But also such aspects of working life
as social insurance schemes, measures for the protection of women and young
workers, limitation of hour of work paid vacation, etc. in other cases the
definition is much more limited and welfare in addition to general physical
working conditions, is mainly concerned with the day to day problems workers
and the social relationship at the place of work. In some countries the use of
welfare facilities provided is confined to the workers employed in the
undertaking concerned, while in other workers families are allowed to share in
many of the benefits which are made available.
As the subject welfare facilities is a very broad one covering a wide filed of
amenities and activities, limits cannot be rigidly said down regarding its scope
fore all industries and for all times. In the final analysis , labour welfare
services should include all extra mural and intra mural welfare work statutory
and non statutory welfare facilities undertaken by the employers, government

trade unions or voluntary organizations and also social security measures
which
[8]
contribute to workers welfare such as industrial health, insurance , provident
fund, gratuity,
Maternity, benefits workmen’s compensations, retirement benefits etc. More
specifically, we may examine the ways in which labour welfare is classified in
order to obtain a clear understanding of its scope. Labour welfare work can be
broadly divided into two categories (1) statutory and (2) non – statutory or
voluntary. Statutory welfare consists of those provisions of welfare work which
depend for their implementation on the coercive power of the government. The
government enacts certain rules of labour welfare to enforce the minimum
standards of health and safety of workers. The employers are required by law to
fulfill their statutory obligations on welfare. This need was also emphasized by
the constitution of the Indian in the chapter on the Directive Principles of State
Policy, Particularly in the following articles.

Article 38:
“ The state shall strive to promote the welfare of the people by securing and
protecting as effectively as it may a social order in which justice social
economic and political shall inform all the institutions of the national life “

Article 39:
“The state shall in particular, direct its policy towards securing (a) that the
citizens, men and women equally. Have the right to an adequate means

of

livelihood (b) that the ownership and control of the material resources of the
community are so distributed as best to sub serve the common good (c) that
the operation of the economic system does not result in the concentration of
wealth and means of production to the common detriment ( e) that the health
and strength of workers, men and women and the tender age of children are
not abused and that citizen are not
[9]
Forced by economic necessity to enter avocations unsuited to their age or
strength (f) that childhood and youth are protected against exploitation and
against moral and material abandonment.

Article 41:
: The state shall within the limits of its economic capacity and development
make effective provision for securing the right to work

to education and to

public assistance in cases of unemployment old age, sickness and disablement
and in other cases of underserved want”

Article 42:
“The state shall make provision for securing just and humane conditions of
work and for maternity relief.

Article 43:

“The State shall endeavor to secure by suitable legislation or economic
organization or in any other ways to all workers, agricultural industrial or
otherwise work a living conditions of work ensuring a decent standard of life
and full enjoyment if leisure and social and cultural opportunities and in
particular, the state shall endeavor to promote cottage industries on an
individual or cooperative basis in rural areas”
Thus the need for social and industrial welfare in India in all sectors is clearly
enunciated in our constitution.
The Planning Commission also realized the necessity of labour welfare, when it
observed that “in order to get the best out of a worker in the matter of
production, working conditions require to be improved to a large extent” The
worker should at least have the means and facilities to keep himself in a state
of health and efficiency. This is primary question of adequate nutrition and
suitable housing conditions. The working conditions should be such as to
safeguard his health and protect him against occupational hazard. The work
place should provide reasonable amenities for his essential needs.
The worker should also be equipped with necessary technical training and a
certain level of general education.
Non statutory welfare measure includes all those activities which employers
undertake for the welfare of their workers on a voluntary welfare service.
[10]

OBJECTIVES OF LABOUR WELFARE ACTIVITIES
The object of welfare activities is to promote economic development by
increasing production and productivity. The underlying principle is to make the

workers given their loyal services ungrudgingly in genuine spirit of cooperation, in return for obligations, voluntary and compulsory, accepted by the
employee towards the general well-being of the employees.

Improving the efficiency of the labour is another objective of labour welfare
activities. Efficiency gives double reward, one in the form of increased
production and the other in the shape of higher wages due to achievement of
higher productivity. Welfare activities add to their efficiency and efficiency in
turn help the worker to earn more wages. Therefore, welfare activities in an
organization are twice blessed. It helps the employer and the employee both.
Another objective of welfare activities is to secure the labour proper human
conditions of work and living. Working conditions of organization may be led by
an artificial environment which features are dust, fumes, noise, unhealthy
temperature, etc. It is generally found that these conditions impose strain on
the body.

The welfare activities are done to minimize the hazardous effect on the life of
the workers and their family members. It is the duty of the employer to see
these human needs. If welfare activities are viewed in this light, it can be seen
that they are guided by purposes of humanitarian and social justice.

The next objective of welfare activities is to add in a real way to the low earning
of the labour. The facilities are provided to supplement the income of the
workers by services such as housing, medical assistance, school, co-operative,
canteens, stores, play grounds etc.

Thus, the objective of activities are to promote greater efficiency of the workers,
assure proper human conditions to the workers and their family members,
supplement their wages in monetary teams, give more real wages and foster
better industrial relations.
[11]
PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION OF WELFARE
ACTIVITIES

The success of welfare activities depends on the approach which has been
taken into account in providing such activities to the employees. Welfare policy
should be guided by idealistic morale and human value. Every effort should be
made to give workers/ employees some voice in the choice of welfare activities
so long as it does not amount to dictation from workers.
There are employers who consider all labour welfare activities as distasteful
legal liability. There are workers who look upon welfare activities in terms of
their inherent right. Both parties have to accept welfare as activities of mutual
concern. Constructive and lasting Progress in the matter of social justice can
be achieved only if welfare activities are accepted as essential factors in the
progress of the
Business organization Labour welfare is dependent on certain basic principles.
The following are the principles on which successful implementation of welfare
program depends:
1. ADEQUACY OF WAGES:

Labour welfare measures cannot be a substitute for wages. Workers have a
right to adequate wages. But high wage rates alone cannot create healthy
atmosphere, nor bring about a sense of commitment on the part of workers.
A combination of social welfare, emotional welfare and economic welfare
together would achieve good results.
2. SOCIAL LIABILITY OF INDUSTRY:
Industry, according to this principle, has an obligation or duty towards its
employees to look after their welfare. The constitution of India also
emphasizes this aspect of labour welfare.
3. IMPACT ON EFFICIENCY:
This plays an important role in welfare services, and is based on the
relationship between
[12]
welfare and efficiency, though it is difficult to measure this relationship.
Program for
Housing, education and training, the provision of balanced diet and family
planning measures are some of the important program of labour welfare
which increases the efficiency of the workers, especially in underdeveloped
or developing countries.
4. INCREASE IN PERSONALITY:

The development of the human personality is given here as the goal of
industrial welfare which, according to this principle, should counteract the
baneful effects of the industrial system. Therefore, it is necessary to
implement labour welfare services. Both inside and outside the factory, that
is, provide intra-mural and extra-mural labour welfare services.
5. TOTALITY OF WELFARE:
This emphasizes that the concept of labour welfare must spread throughout
the hierarchy of an organization. Employees at all levels must accept this
total concept of labour welfare program will never really get off the ground.
6. CO-ORDINATION OR INTEGRATION:
This plays an important role in the success of welfare services. From this
angle,

coordinated approach will promote a healthy development of

the worker in his work, home and community. This is essential for the sake
of harmony and continuity in labour welfare services.
7. DEMOCRATIC VALUES:
The co-operation of the worker is the basis of this principle. Consultation
with, and the agreement of workers in, the formulation and implementation
of labour welfare services are very necessary for their success. This
principle is based on the assumption that the worker is "a mature and
rational individual." Industrial democracy is the driving force here. Workers
also develop a sense of pride when they are made to feel that labour welfare
program is created by them and for them.
[13]

8. RESPONSIBILITY:
This recognizes the fact that both employers and workers are responsible for
labour welfare. Trade unions, too, are involved in these program in healthy
manner, for basically labour welfare belongs to the domain of trade union
activity. Further, when responsibility is shared by different groups, labour
welfare work becomes simpler and easier.
9. ACCOUNTABILITY:
This may also be called the Principle of Evaluation. Here, one responsible
person gives an assessment or evaluation of existing welfare services on a
periodical basis to a higher authority. This is very necessary, for then one
can judge and analyze the success of labour welfare program.
10. TIMELY:
The timeliness of any service helps in its success. To identify the labour
problem and to discover what kind of help is necessary to solve it and when
to provide this help are all very necessary in planning labour welfare
program. Timely action in the proper direction is essential in any kind of
social work.
Last, but not the least is the fact that labour welfare must aim at helping
workers to help themselves in the long run. This helps them to become more
responsible and more efficient.

[14]

RESEARCH METHODOLOGY
 Title of the study
Title of the study is “ A study of 40 employees perception
towards the welfare facility in Western Railway Baroda Division
Of Personnel Department”
 Significance of study
Growing competency in the every sector, worker has to work
and live in unhealthy, slums area with least basic facility and
has to live in frustrated state of mind. To escape from this
entire difficult situation they abstains himself from the work
and becomes irregular. All changes have been referred to as “
The social invasion ”

Hence there is need for providing welfare services, good
education training worker should be actively associated welfare
work and every activity has to be conducted with their full
consent.
The association of workers in welfare activities has great moral
advantage. It creates confidence in the mind of the workers. It
fosters public spirit, sense of responsibility. It makes the
employees self reliant & able to manage their own problems.

[15]

From the view point of employee welfare measures must
eliminate risk and insecurity.
Welfare benefits not only raise employee morale but make it
easier for employers to attract and hire competent personnel
welfare helps build a positive image of the organization &
facilities dealing with the union.

 Object of the study.
1. To study the awareness of western railway personnel
department’s employees towards the welfare facility provided
by the management.

2. To study the utilization of the welfare facility by employee
which is provided by the management.
3. To study whether the provided facility needs changes or no ?
And if need changes then suggestion made by the
employees.
4. To study employees perception towards the management
through keeping the welfare facility in mind.
 Universe of the study.
For the purpose of research study I select personnel dept of
western Railway DRM office, total strength 150 employees of
personnel dept of Baroda division is the universe of study.
[16]
 Sample size of the study
The sample size of the research is taken as 40 employees i.e.
26.67% of total strength i.e. 40 employees under personnel
dept.
 Sampling technique of the study
The simple random sampling method used for research study
from the total strength of 150 employees, 40 employees have
selected from muster as randomly.
 Tools for data collection

I have applied questionnaire as a tool for data collection for
research study give questionnaire to respondents &
questionnaire made with close ended question where in
question on personal information and welfare facility as
keeping in mind all the components of the research study.

[17]

CHAPTER - II

Review
Of
Literature

[18]

(1) THE POLICY THEORY:
It is based on contention that a minimum standard of welfare is necessary for
labours. Here we assume that compulsion periodical supervision and
punishing employee will not provide even the minimum welfare facilities for
workers.

It is based on assumption that man is selfish and self centered and always tries
to achieve his own ends at the cost of the welfare of others,

The Policy Theory leads to (1) the passing of laws relating to the provision of
minimum welfare for workers (2) periodical supervision to ascertain that these
welfare measures are provided and implemented and (3) punishment of
employees who evade or disobey this law.

(2) RELIGIOUS THEORY:
It is based on the concept that man is essentially a religious animal. Even
today many acts of men are related to religious sentiments and beliefs.
According to this theory and good work is considered as a investment both the
benefactor and beneficiary are rewarded. Some
Some people take a welfare work in a spirit of atonement for their sins.
According to religious theory man is primarily concerned with the welfare
others.

The religious basis of welfare cannot be rational. It is neither universal nor
continuous. Welfare based on charity is not for beneficiary in the log run.

(3) PHILANTHROPIC THEORY:
It is based on men’s love for mankind. Man believed to have an instinct urge by
which he strives to remove the suffering of and promote their wellbeing. This
drive may be as rather powerful and may impact him to perform noble
sacrifices. When some employees have comparison for their fellow man they
may undertake labour measures for the benefit of their work.

[19]

(4) TRUSTEESHIP THEORY:

It is called the paternalistic theory of labour welfare according to which the
industrialist or employer holds the total investment, estate, properties and
profit occurring from trust. In other words he uses it for benefit of these
workers and also the society.

Gandhiji

propounded this theory in his own words. The realization of the

strength by combined with adherence to non –violence world enable them
(workers) to co –operate with capitals and from into proper use. Then they will
not regard as a conflicting interest. They will not regard the mill and the
machinery as belonging to the exploiting agent and grading them down but as
their win instruments of production and will therefore protect them as well as
they would protect their own properties.

They (Workers) will not steal time and turn own property. They will not steal
time and turn outlet work but put in the most they can, in fact capital and
labour will be mutual trustees and will trustees of consumers.

Thus days labour and capital are not to divergent forces separated by mutual
distrust but two partners worked together for the welfare of the community as a
whole. There is no legal binding but since it is a moral obligation it is supposed
to be less effective. Its value is related to the moral conscience of the
industrialists and workers.

(5) THE PLACATING THEORY:

It is based on the fact that labour group are becoming demanding and militant
and are more conscious of their rights and privileges than ever before. Their
demand for higher wages and better standards cannot be ignored. Timely and
periodical acts of labour welfare can oppose the Workers. They are some kind of
pacifiers which come with a friendly gesture. It has often being acted upon to
secure the workers co- operation.

[20]
(6) THE PUBLIC RELATION THEORY:

It is based on an atmosphere of goodwill between management and public. This
theory is based on the assumption that the labour welfare movement may
utilize to improve relation between management and labour. An advertisement
of exhibition of a labour welfare program may help an industrialist to project to

public good image of his company. His as well industrial relations may improve
resulting in a twofold benefit to the company.

(7) THE FUNCTIONAL THEORY:

Welfare is used as a means to secure, preserve and develop the efficiency and
productivity of labour. It is obvious that if an employer takes good care of his
workers they will tend to become more efficient and will thereby step up
production.
It will depend on a healthy collaboration between union and management and
their mutual concern for the growth and development of the industry. Higher
production is of benefit to both management and labour.

This is the functional aspect of welfare having efficiency and its objectives
which increases productivity. It can work well if both the parts have an
identical aim in view that is higher participation in welfare in welfare program
is necessary.

Functional theory of labour welfare works more effectively is reason of an
intelligent and willing participation of workers.

[21]

APPROACHES TO LABOUR WELFARE:
1) THE PATERNALISTIC APPROACH :
In the earlier period management considered itself as apparent and trustee of
the property. By philanthropic humanitarian and religious consideration did
much to improve the lot of working masses. It takes for the granted tat workers
belong to different and inferior social categories in need of help of help and
charity now a day it becomes outdated.

2) INDUSTRIAL EFFICIENCY APPROACH :
Considered that commitment and efficiency of workers is increased by bringing
out favorable changes in the environments conditions and by improving
working and living conditions.
It is true that there will increase efficiency of workers but maintaining and
keeping machinery up to date is quite different from labour welfare.

3) SOCIAL WELFARE APPROACH :

Labour welfare is a part of general welfare. Labour welfare is an end in itself
and development of loyalty towards employee or increase an efficiency is only
an incident but welfare is objective of social economic policy when it looks at
whole perspective changes and purpose of welfare services is to serve man.

4) PRINCIPAL AND PROBLEMS APPROACH :

Welfare measures are to serve any useful purpose, they should be according to
the needs of workers which should be assumed and priorities should be
established must take into account that the location of the undertaking nature
of work processes composition of labour forces etc.
Workers should be free to use or not to use the facilities and amenities provided
Workers should be asked to participate in the formulation and administration
of welfare program because
[22]
program are meat for workers therefore their participation is must. A failure to
understand principal will only make labour welfare measures unpopular of
ding good they will prove harmful to cases. Raising wages will have a more
salutary effect.

5) COST AND BENEFIT RELATIONSHIP APPROACH:
Generally we say that is will improve productivity and level of living standard of
workers. These effects will become apparent in the long run and such
expenditure should be planned on a long term basis.

RESEARCH CONDUCTED

1)

HRISHCHANDRA K. VAIDYA 1981

“Workers perception of the welfare facilities” Baroda

A study was conducted by Mr. H.K. Vaidya on 54 workers of Sayaji Iron Baroda;
the sample was selected from the entire department by stratified random
sampling. From the data collected was revealed that majority of the respondent
were old i.e. 28 out of 54 respondent. Respondents felt that medical helps is
provided only for primary help. The recreational facility was inadequate and
majority of them are not using it. Nobody is aware about cultural program.
Regarding the canteen facility 12 respondents out of 54 respondents felt that
food which is served in not Nutrition.

The study further revealed that 50 respondents felt that the cold water facility
is very poor. The respondents also felt that the interest rate of loan is very high
of cooperative society. The respondents also felt that the facility is not
adequate.

[23]

2. RAJESH P. VYAS 1984:
“A study of welfare facility and its utilization by workers”.

New shorok spinning and weaving Mgf. Co. Ltd. Nadiad.
A study was conducted on the above said topic by Mr, Rajesh Vyas.
Study was conducted on permanent workers from all department by the
method of stratified random sampling method Out of 4290 workers a sample of

50 workers was selected. The study revealed that majority of the respondents
were educated i.e. 41 respondents unto 12 the standard, 70 % of the
respondents were utilizing the medical facility through ESI scheme. 88 % of the
respondents felt that the housing facility was inadequate and poor. It was
found that 90 % of the respondents were not utilizing recreation facility
because of inadequacy The workers i.e. 14 of them were satisfied with financial
assistance provided by the management. 98 % respondents said that the food
in canteen is nutritious and were provided adequately. The co- operative society
seemed to be quite popular among the workers 90 % respondents said that
they take advantages of the co –operative societies activities and schemes.

3) AHWAL AMRJIT SINGH 1987:

“Critical

evaluation

of

welfare

facilities

given

to

employees

in

SG

Pharmaceuticals Ltd. Baroda “ from the study it was revealed that 70 & of the
respondents were falling in the age group of 31- 50 years. From the sampled
data it was found that 54 respondents have educated up to SSC. it was also
found from the study that 96 % of the respondents have been working for more
than 20 years, 88 % of the respondents are married and most of the workers
have more than two children ( 66 %) whereas 12 % workers have one child .
the study revealed that totally 17
facilities )

facilities ( Statutory and non statutory

were provided to the workers. The study showed that the workers

had high level of awareness regarding welfare facilities. The workers as they
were more experienced, they were aware ( 60 5) regarding educational , canteen
, dress , shoes, washing , drinking water, cycle stand ,

, co operative society,

aid fund, death fund , sort etc. Besides awareness the study also revealed that

the workers utilizing the medical allowance, education, drinking water, canteen
etc. The study show that the company did not provided
[24]
school, hospital, housing facility. The respondent felt that the educational fees
are inadequate because it provided for the children during secondary
education. The workers were investing more money in primary education.

The

study further revealed that 60 % of the workers with medical facilities. The
workers were not satisfied with education fess and housing facilities. They
suggested to increased fees and provided loan for the construction of houses.

4) RAJESH C. OZA 1987:
“Workers perception towards welfare facilities Tata Chemicals Ltd.
Mithapur”

The selection of sample conducted study on the above topic by selecting 50
workers. The selection of sample was done by lottery system picking 50
permanent

workers. The study was exploratory and descriptive in nature.

The study revealed that majority of the respondents are young, 44 % of
respondents were from the age group of 21 to 30 years. It was found that 41 %
respondents were educated to primary level and 48 % were educated unto
secondary level and

14 % were illiterate. Very few were ware of the

recreational facilities even though facilities were adequate. It was found that 56
% of the respondents were not satisfied with the canteen facilities and they felt
that good food should be served and the menu should be changed. The
financial assistance was inadequate. The 80 % of the respondent had good
opinion regarding overall facilities. In comparison to all other facilities. The

respondent felt that medical, educational and housing facilities were adequate.
More over the workers demanded for the insurance scheme which was not
provided by the management. Majority of the respondent had good working
experience i.e52 % it was found that 26 % of the respondents were drawing
monthly income between Rs. 500 to 1000 and remaining Rs 1000 above.

[25]

5) RAJKUMAR LAL, 1988
“Workers Awareness and utilization of welfare facilities”

A study conducted by Mr. Lal in Pararih Colliery, Dhanbad ,Bihar, Mr. Lal and
selected 73 mines loaders out of 320 mines loaders. The selection was done by
random sampling i.e. using sequential list technique by selecting every 52
workmen. The study was purely descriptive in nature.

The study revealed that 67 % of the respondents were between 20 to 30 years.
The study showed that 30 % of the respondents were educated up to primary
level. 20 % up to secondary level and remaining were facilities. It was found
that 43 % of the respondents were availing housing facilities. 28 % of them
were living in rented houses and remaining has their own house. The study
showed 75 % of the belong to nuclear family and 25% belong to joint family.
This showed that in the search of job many facilities had to migrate to the

place. 72 % of them had good working experience of 11 to 20 years. Majority of
the respondents were not satisfied with the educational facilities because there
were no proper schools and adult educational centre. Only vocational training
was provided to them. Majority of the respondents were happy with
recreational facilities as it was provided adequately. The family members were
utilizing this facility. Maximum numbers of the respondents said the medical
facility were adequate. Majority of the respondents felt that there should be
improvement in financial assistance and they felt that the amount of the loan
should be increased and should be free of interest. It was found that
respondents are not happy with the insurance facilities. Majority of the
respondents were not satisfied with the canteen facility because it was too far
from the work place and the quality of the food and quantity of food was
inadequate. The workers were not satisfied with the small rest room. Majority of
them demanded for a good rest room so that they can take lunch and dinner
properly in a hygienic place. All the respondents were utilizing the safety
appliance as it is a must. It was revealed from the study that all of them were
satisfied with safety appliances provided to them.

[26]
6) A STUDY OF 50 WORKERS OF ALEMBIC CHEMICAL CO. LTD.
BARODA BY SHINNDE DEVENDRA SATYANDRS IN 1984.
Alembic Chemical works is a public limited Company. It produces life saving
basic drugs. There were 3385 employee of which 2165 are the permanent.

The company provides statutory welfare facilities like canteen, dress, shoes,
and rest room. He studies facilities in six groups like medical, educational
housing, canteen. Drinking water, cycle stand and rest room. Dress shoes
washing co –operative society ad other sports, death funds etc.

Majority of workers were under age group of 31 to 50 years. All workers have
education up to secondary level. 80 % of the workers have been working for last
10 years and 60 % of the workers have more than two children. 27 % of them
workers have identified 7 to 9 facilities out of 17. Non statutory welfare facilities
like aid, fund in which workers contribute their fund therefore they do not
considered as non statutory welfare facility.

Majority of them have opinion that fees for education, death fund and statutory
welfare facility are adequate where as accommodation facility and education
facility like school are inadequate because of only two percent have
accommodation and workers children not studying in company’s school.

At least all workers are satisfied by statutory welfare facility but not satisfied
with the school and accommodation facility.

M. V. Pylee and Simon George has pointed out that "Even one discontented
employee or an employee nursing a grievance can eventually infect an entire
organization with the germ of discontent which, in turn, will result in lower
efficiency, poor morale and reduction in overall production".
[27]

The labour welfare activities in the form of health services centers are provided
with the philosophy that a good medical service center will help in ensuring
sturdy improvement of job satisfaction and productivity. A healthy worker is a
basic

requirement

of

an

organization.

It is, therefore, incumbent on the part of the employer to look after the health
of the workers and to provide such facilities which would ensure minimum
health hazards. The concerning law prescribes the minimum standard but
progressive employer must extend his activities to protect the health of the
labourers and their dependents. In return, their co-operation will be
wholehearted, efficiency will be maximum and attitude will be proper and
congenial.
Almost all workers have opinion that the management does not consider
welfare of the workers in formulating any policy.

AUTHOR:
Shobha

Mishra

and

Dr

Manju

Bhagat

(Ph.D.

Guide)

Labour welfare activities in an industrialized society has far reaching impact
not only on the work force but also all the facets of human resources. Labour
welfare includes all such activities, which not only secures existential
necessities but also ensures improvement in spiritual and emotional quotient.
It comprises of short term and long terms goal toward building a humane
society.

As labour welfare is a dynamic concept, changes in its principles activities and
the rationale supporting them have not been static. They closely follow the
stages of advancement of the industrialized society – from police Theory to
Functional Theory. Accordingly principles for successful implementation of
labour welfare activities ranges from adequacy of wages to impact on efficiency
as well as transformation of personality in nut shell, it is extension of
democratic values in an industrialized society.
[28]
Theories of Labour welfare Activities have been formulated on the conviction
that it is man behind the machine who is responsible for achieving mission of
an organization. A person can deliver at his best only when he is satisfied and
committed to the cause. To keep the employees motivated and committed
various welfare facilities are provided by the organization not only to the
employees but also to their family member too.
The term 'Welfare' expresses many ideas, meanings and connotations, such as
the state of well being, health, happiness, prosperity and the development of
human resources. It includes both the social and economic aspects of welfare.
The social concept of welfare implies the welfare of man, his family and his
community. All these three aspects are inter-related and work together. The
economic aspect of welfare covers promotion of economic development by
increasing

production

and

productivity.

Welfare is also called a relative concept, for it is related to time and space.
Changes in it have an impact on the system of welfare as well. As welfare is
growing and dynamic, the welfare potential changes, as a result of which its

content keeps on varying and has to keep pace with the changing times. Also
the characteristics of welfare vary for it depends of a nation in all fields. Its
meaning and components, therefore, differ from country to country and from
place to place.
The economic welfare activities are such, which can be brought directly or
indirectly into relation with money, Pig-out [1] defined economic welfare as that
part of social welfare that can be brought directly or indirectly into relation
with the measuring need of money. According to him, "the economic welfare
of a community of a given size is likely to be greater; the larger is the
share that accrues to the poor." However, he admitted that economic welfare
was

not

the

index

of

total

welfare.

The word labour means any productive activity. In a broader sense, therefore
the phrase labour welfare means the adoption of measures to promote the
physical, social, psychological and general well being of the working population.
Welfare work in any industry aims or should aim at improving the working and
living

conditions

of

workers

and

their

families.
[29]

The concept of labour welfare activities, however, is flexible, elastic and differs
from time to time, region to region, industry to industry and country to
country, depending upon the value system, level of education, social customs,
degree of industrializations and the general standard of the socio-economic
development of a people.
It is also related to the political situation in a country. Further it depends upon
the kinds of problems with which society is confronted as well as on the

structure of the industry. It is molded according to the age group, sex, sociocultural background, marital status, economic status and educational level of
the employees in various industries.

EVALUATION OF POLICY OPTIONS TO ENCOURAGE
WELFARE TO WORK:
Hielke Buddelmeyer John Freebairn and Guyonne Kalb
Additional contact information
Melbourne Institute Working Paper Series from Melbourne Institute of
Applied Economic and Social Research, the University of Melbourne
Abstract: This paper compares five alternative policy options with the
January 2006 tax and social security system. Each option is designed to
cost a similar amount of 5 billion dollars to the government at the current
level of labour supply. The five options are: reducing the lowest income tax
rate, increasing the tax-free threshold, increasing the low income tax
offset, decreasing all taper rates on own and partner’s income for a
number of allowances, and introducing an Earned Income Tax Credit. The
criteria for comparison are the labour supply responses, the expected
budgetary cost to the government after taking into account labour supply
responses, the number of winners and losers from the policy change, the
effects on the distribution of effective marginal tax rates, and the effect on
the number of jobless households. From the results, it is clear that the
option to reduce taper rates is dominated by the other options on all

criteria. The other four options each have their advantages and
disadvantages; no option scores best on all criteria.
[30]

Measuring Welfare Changes with Nonlinear Budget
Constraints in Continuous and Discrete Hours Labour Supply
Models:
J. Creedy and Guyonne Kalb
No 799, Department of Economics - Working Papers Series from The University
of Melbourne
Abstract: This paper examines the computation of exact welfare measures in
the context of labour supply models. It is suggested that the standard method
of

computing

compensating

and

equivalent

variations

does

not

allow

sufficiently for the nonlinearity of the budget constraint. An exact method is
suggested. The method is applied to contexts in which individuals are allowed
to vary their hours continuously and where only a limited number of discrete
hours of work are available. Discrete hours models have in recent years been
used in view of the substantial econometric advantages when estimating the
parameters of direct utility functions.

Did manual workers want industrial welfare? Canteens, latrines
and masculinity on British building sites 1918-1970:
Journal of Social History, Spring, 2002

by

Nick Hayes

Twentieth century employer welfarism-that "ragbag" of fringe remunerations
and non-money wages (1)--has, by and large, been judged pejoratively: damned
for being a "sugared pill" sufficiently appealing to steal away workers' class
allegiances or so important to them that its threatened denial promoted
disciplined workplace conformity. (2) Perhaps this is to misconstrue the social
relationship between employer and employee, welfare and work: arguably a
greater balance always existed in paternalistic practices between "coercion" and
active "consent". (3) Critically, however, neither overview sits easily with an
alleged, albeit relatively unexplored, worker antipathy to welfarism or
indifference to poor working conditions, where primacy was continually
afforded to "money wages" and little else. In these terms welfarism, as either a
coercive or consensual strategy, was largely misplaced and can best be
explained in terms of employers misinterpreting worker priorities. (4)
[31]
Yet trade union pressure for welfarism increased through time: indeed, the
greater prejudice against giving welfarism a “fair trial” came rather from
company directors and managers. (5) Wrigley notes that when, during the
Second World War, joint workplace committees were established in British
industry to improve productivity, “as much of as a third of their time was spent
on discussing welfare and other matters” (6) –a scenario more suggestive of

employer past neglect and worker interest, than coercive imposition. Nor
apparently

was

this

simply

wartime

bonhomie.

An

analysis

of

joint

consultation foci in the post 1945 period suggests a continuing workplace
preoccupation with “tea, towels and toilets”.
(7)Did workers themselves, therefore, want welfarism, and if not, why not? This
article tests the attitudes of operatives in the construction industry, from the
introduction of national collective bargaining shortly after World War One
through to the period of alleged modernization in the 1960s. The views of
building operatives offer an interesting pointer because construction was
reputed less for its pristine provision than its “primitive” welfare conditions:
here perhaps we can find a baseline marker against which attitudes in other
industries may be set and judged. Construction was almost exclusively an all
male world. Inherent within was a philosophy that placed little productive value
on improving working conditions, and instead stressed worker self-reliance. Yet
construction operated, too, within an industrial relations system reputed for its
capacity “to play fair”, (8) where the building unions increasingly demanded
reform and a broader industrial-political discourse existed championing the
cause to “hum maize” British industry.
The article takes as its starting point the construction of a positive masculine
site identity, based on skill but also on physical endurance and hardship.
Welfares’, it will be argued, frequently worked against the operatives’ cultural
understanding of what site life meant. Union representatives, however, viewed
this site life through different filters. Moreover, the socio-industrial constructs
of “conditions of work” issues changed through time. Only in such inter-locking
contexts (for example, workplace control, status, respectability and toughness)

can the negative attitudes of operatives to welfare and fringe benefit provision
be understood.
[32]

CHAPTER – III
Data Analysis
And

Interpretation
[33]
Section 1 primary information of respondents
Table No. 1
Distribution of the respondents with reference to their Age.

Age
30 to 40 years
40 to 50 years
50 to 60 years
Total

Frequency
3
18
19
40

Percentage
7.50%
45%
47.50%
100%

From the above table it could be interpreted that, 3 out of 40 i.e. 7.50%
respondents fall in the age between 30 to 40, then 18 out of 40 i.e. 45%
respondents fall in the age group between 40 to 50, then 19 out of 40 i.e.
47.50% of the respondents fall in the age group between 50 to 60,
So, Concluding above data, the result could be drawn that a majority of
respondents are in the 50 to 60 years so, it could identified that most of the
respondents have a very long period of service.

[34]

Table No. 2
Distribution of the respondents with reference to their Sex.

Sex
Male
Female
Total

Frequency
27
13
40

Percentage
67.50%
32.50%
100%

From the above table, it could be interpreted that 27 out of 40 i.e. 67.50%
respondents are male, while another 13(32.50%) respondents are female.
So, concluding above data, it could be analyzed that male employees are more
than female employees.

[35]

Table no. 3
Distribution of the respondents with reference to their marital status.

Marital status
Married
Unmarried
Total

Frequency
40
00
40

Percentage
100%
0%
100%

From the above table, it could be interpreted that 40 out of 40 i.e. 100% of the
respondents are married.
So, concluding, above data, the result could be drawn data, the majority of
respondents have more responsibility of their family

[36]

Table no. 4
Distribution of the respondents with reference to their type of resident.

Type of resident
Rent
Own
Head quarter
Total

Frequency
1
39
0
40

Percentage
2.50%
97.50%
0%
100%

Above table indicate that1( 2.50%) of respondents are living in rent home while
another 396(97.50%) respondents are living in own house. And no one is living
in Railway head quarter.

[37]

Table No. 5
Distribution of the respondents with reference to their Education.

Education
Illiterate
Primary
Secondary
Higher secondary
Graduate
Post Graduate
Any other specify
Total

Frequency
00
00
00
05
27
08
00
40

Percentage
0%
0%
0%
12.50%
67.50%
20%
0%
100 %

From the above table, it could be interpreted that, 5 out of 40 i.e. 12.50%
respondents have education of higher secondary then 27 out of 40 i.e. 67.50%
respondents are Graduate, then remaining 8 out of 40 i.e. 20% respondents are
Post Graduate. So, concluding the above data. It could be therefore said that all
the respondents are educated.

[38]

Table No 6
Distribution of the respondents with reference to their work Designation

Designation
Senior clerk
Junior clerk
Office
superintendent
Welfare inspector
Total

Frequency
4
4
25

Percentage
10%
10%
62.50%

7
40

17.50%
100%

Above table indicate that 4( 10%) respondents are Sr. clerk, another 4(10%) are
Jr. clerk, another25( 62.50%) respondents are OS, while remaining 7(17.50%)

respondents are welfare inspector. So it could be interpret that majority of
respondents are OS.

[39]

Table No 7
Distribution of the respondents with reference to their Department

Department
Commercial
Personnel
RP cell
Administration

Frequency
1
21
1
1

Percentage
2.50%
52.50%
2.50%
2.50%

Establishment
Policy
Settlement
Signal & tele
communication
Pay bill
Traffic

4
2
2
2

10%
5%
5%
5%

3
3

7.50%
7.50%

Total

40

100 %

Above table indicate that 1( 2.50%) respondents are from commercial Dept.
another21( 52.50%) respondents are from Personnel Dept. another1( 2.50%)
are from RP cell, another1( 2.50%) are from administration dept. another
4(10%) are from Establishment another 2(5%) are from Policy, another2( 5%)
are from Settlement another 2(5%) are from S & T another 3(7.50%) are from
Pay bill while remaining 3(7.50%) are from Traffic department.

[40]
Table No 8
Distribution of the respondents with reference to their Experience in
Railway

Experience
10 to 20 years
20 to 30 years
30 to 40 years
Total

Frequency
12
19
9
40

Percentage
30%
47.50%
22.50%
100%

From the above table, it could be interpreted that 12(30%) of respondents are
in the organization since 10 to 20 years, another respondents 19(47.50%) have
20 to 30 years of experience, while 9(22.50%) of the respondent have 30 to 40
years of experience.

[41]

Table No. 9
Distribution of the respondents with reference to their type of family .

Type of Family
Joint
Nuclear
Total

Frequency
15
25
40

Percentage
37.50%
62.50%
100%

From the above table it could be show that 15(37.50%) respondents are
belongs to the joint family, while another 25(62.50%) of respondents live in
nuclear families.
So, concluding the above data it could be said that majority of the employees
live in Nuclear families.

[42]

Table No. 10
Distribution of the respondents with reference to their Nos. of dependents

Nos. Of dependents
0
1
2
3
4
5
Total

Frequency
7
4
10
10
5
4
40

Percentage
17.50%
10%
25%
25%
12.50%
10%
100%

Above table indicate that 7( 17.50%) respondents have no dependent
another4( 10%) respondent have 1 dependent another10( 25%) respondent
have 2 dependents another 10(25%) respondents have 3 dependents
Another5( 12.50%) respondent have 4 dependent while remaining 4(10%)
respondents have 5 dependents.

[43]

Section 2 information about statutory facility

Table No. 11
Showing information of First aid appliances

Question
Awareness about facility
Utilization of facility
Medical insurance

Yes

No

Total

(%)
40

(%)
0

40

(100%)
33

(0%)
7

100%
40

(82.50%)
23

(17.50%)
17

100%
40

(57.50%)

(42.50%)

100%

Accident policy

9

31

40

Free medicine

(22.50%)
33

(77.50%)
7

100%
40

Is authority maintain

(82.50%)
38

(17.50%)
2

100%
40

facility?
Whether ambulance is

(95%)
40

(5%)
0

100%
40

(100%)
40

(0%)
40

100%
40

(100%)

(100%)

100%

provided?
ISs there ambulance Room?

Above table indicate that all 40(100%) respondents are aware about this facility
33(82.50%) respondents are utilize facility as 7(17.50%) do not utilize.
23(57.50%) of respondent know about medical insurance
9(22.50%) of respondent know about accident policy
33(82.50%) of respondent know about free medicine
38(95%) respondent are agree with that authority is maintaining facility
40(100%) respondents are agreeing with providing ambulance and ambulance
room.

[44]
Table No. 12
showing information about canteen facility

Question
Is there canteen in the
organization
Utilization of facility

Yes

No

Total

(%)
40

(%)
0

40

(100%)
8

(0%)
32

100%
40

(20%)

(80%)

100%

Satisfied with the quality of
food
Satisfied with the price of
food
Want any change in price &
quality

3

37

40

(7.50%)
8

(92.50%)
32

100%
40

(20%)
33

(80%)
7

100%
40

(7.50%)

(92.50%)

100%

Above table indicate that 40(100%) are aware about canteen facility
Only 8(20%) respondent utilize this facility and 32(80%) do not utilize
3(7.50%) respondent are satisfied with quality of food and 8(20%) are satisfied
with the price of food and 37(92.50%) respondents want change in canteen
facility.
It could be interpret that majority of respondent are not satisfied with this
facility.

[45]
Table No. 13

Showing information of Rest room, shelter, lunch room
Question

Yes

No

Total

Are you provide lunch room?

(%)
40

(%)
0

40

Whether lunch room is clean

(100%)
9

(0%)
31

100%
40

& hygiene?
Are provided rest room?

(22.50%)
27

(77.50%)
13

100%
40

Utilization of facility

(67.50%)
5

(32.50%)
35

100%
40

(12.50%)

(87.50%)

100%

Above table indicate that401( 100%) respondents say that lunch room is
provided and only 9(22.50%) respondent are say that lunch room is clean and
27(67.50%) respondent are say that rest room is provided and 35(87.50%) of
respondents do not utilize these facility.

[46]
Table No. 14
Showing information of drinking water facility

Question

Yes

No

Total

Is there this facility available

(%)
39

(%)
1

40

in the organization?
Do you feel that adequate &

(97.50%)
19

(2.50%)
21

100%
40

suitable drinking water shall

(47.50%)

(52.50%)

100%

24

16

40

Whether this facility is

(60%)
11

(40%)
29

100%
40

sufficient?
Whether organization

(27.50%)
35

(72.50%)
5

100%
40

undergo the process of

(87.50%)

(12.50%)

100%

be provided?
Utilization of facility

annual purification of water
Above table indicate that 39(97.50%) of respondent are say that this facility is
available in the organization and 21(52.50%) respondent feel that adequate &
suitable drinking facility shall be provided 27( 60%) respondents are utilize this
facility and 29(72.50%) respondents believes that this facility is not sufficient

and35( 87.50%) of the respondent agree that organization undergo the process
of annual purification of water.

[47]
Table No. 15
Showing information of sanitary facility.

Question
Are you provided adequate
urinal & lavatory?
Is it clean & maintained
regularly?

Yes

No

Total

(%)
40

(%)
0

40

(100%)
4

(0%)
36

100%
40

(10%)

(90%)

100%

Above table indicate that40 (100%) respondent i.e. 40 out of 40 are agree with
providing adequate urinal & lavatory. And4 (10%) respondent say that this
facility is clean & maintained regularly while another 36(90%) of the
respondents are not agree with this.

[48]
Table No. 16
Showing information of housing facility (Head quarter)

Question

Yes

No

Total

(%)
37

(%)
3

40

facility?
Do you pay for this?

(92.50%)
33

(7.50%)
7

100%
40

If you don’t use housing

(82.50%)
37

(17.50%)
3

100%
40

facility, are you provided

(92.50%)

(7.50%)

100%

Are you provide Housing

HRA?

Are you satisfied with the
amount of HRA?

21

19

40

(52.50%)

(47.50%)

100%

Above table indicate that 37(92.50%) respondents say that Housing facility is
provided then 33(82.50%) of the respondents pay for this facility and remaining
7(17.50%) respondents do not pay. And 37(92.50%) respondents says that they
are provided HRA, and 21(52.50%) respondents are satisfied with the amount
of HRA while another19 (47.50%) respondents are not satisfied with amount of
HRA.

[49]
Section 3 Information about Non Statutory facilities.

Table No. 17
Showing information of Medical facility.

Question
Whether specialist doctors
facility available in the
hospital?
Does organization take care
of your families medical
need?
Whether ICU room provided
in hospital?

Yes

No

Total

(%)
40

(%)
0

40

(100%)

(0%)

100%

40

0

40

(100%)

(0%)

100%

40

0

40

(100%)

(0%)

100%

Above table indicate that all 40(100%) of the respondents agree with providing
specialist doctors facility, All 40(100%) of the respondents say that organization
take care their families medical need. And all40( 100%) of the respondents
agree with providing ICU room in hospital.

[50]
Table No. 18
Showing information of Transportation facility.

Question

Yes

No

Total

(%)
18

(%)
22

40

(45%)
7

(55%)
33

100%
40

If you don’t use

(17.50%)
33

(82.50%)
7

100%
40

Transportation facility, are

(82.50%)

(17.50%)

100%

39

1

40

(97.50%)
38

(2.50%)
2

100%
40

(95%)

(5%)

100%

Are you provide
Transportation facility?
Is any charge taken for that?

you provided Travelling
allowance?
Are you provided parking
facility?
DO you utilize this facility?

Above table indicate that 18(45%) respondents are agree with providing
transportation facility while remaining 22(55%) are not agree with this. Then
7(17.50%) respondents say that there is charge taken for this and 33(82.50%)
respondents do not believe this. And 33(82.50%) of the respondents agree with
providing travelling allowance and 39(97.50%) i.e. majority respondents are
agree with providing parking facility. And 38(95%) respondents utilize parking
facility while only 2(5%) respondents do not utilize.

[51]
Table No. 19
Showing information of Education facility

Question

Yes

No

Total

(%)
29

(%)
11

40

(72.50%)
18

(17.50%)
22

100%
40

(45%)

(55%)

100%

children?
Is there library in your

34

6

40

organization?
Do you utilize library?

(85%)
20

(15%)
20

100%
40

Does organization give loan

(50%)
20

(50%)
20

100%
40

for your children’s

(50%)

(50%)

100%

25

15

40

(62.50%)

(37.50%)

100%

Does organization provide
Education facility?
Whether this facility is
provided to your spouse or

Education?
Does organization give any
award for ranker children of
employees?

Above table indicate that29 (72.50%) respondents agree with providing
education facility and 18(45%) respondents says that this facility is provided to
their children & spouse and34 (85%) respondents agree with providing library
in organization and20 (50%) respondents do not utilize library while 20(50%)
use library. And 20(50%) respondents believe that organization give loan for
children’s Education. And25 (62.50%) respondents believes that organization
give any award for ranker children of employees while another15 (37.50%)
respondents believes that organization do not give any award for ranker
children of employees.

[52]

Table No. 20
Showing information of Recreation facility.

Question
Does organization provide
Recreation facility?
Sports\Game
Reading room \library

Yes

No

Total

(%)
40

(%)
0

40

(100%)

(0%)

100%

40

0

40

(100%)
40

(0%)
0

100%
40

(100%)

(0%)

100%

Culture activity & festival

40

0

40

Children’s camp

(100%)
0

(0%)
40

100%
40

Any other facility

(0%)
0

(100%)
40

100%
40

Utilization of facility

(0%)
32

(100%)
8

100%
40

(80%)

(20%)

100%

Above table indicate that all 40(100%) of the respondents agree with providing
recreation facility then all 40(100%) respondents know about sports\game,
reading room & library, cultural activity & festival then no one respondents
know about children camp and any other facility. Majority i.e.32( 80%)
respondents utilize this facility and only 8(20%) respondents do not utilize.

[53]
Table No. 21
Showing information of cooperative society & credit society.

Question

Yes

No

Total

Do you have cooperative

(%)
39

(%)
1

40

society in organization?
Utilization of facility

(97.50%)
30

(2.50%)
10

100%
40

(75%)

(25%)

100%

Have you taken any loan
from this society?
Are you satisfied with
interest rate of this credit

29

11

40

(72.50%)
24

(27.50%)
16

100%
40

(60%)

(40%)

100%

society?

Above table indicate that 39(97.50%) respondents aware about cooperative
society. Then

30(75%) respondents utilize this facility and 29(72.50%)

respondents have taken loan from this society, 24(60%) respondents satisfied
with rate of interest & 16(40%) respondents do not satisfied with rate of
interest.

[54]
Table No. 22
Showing information of Mahila samities|Handi craft centre.

Question

Yes

No

Total

Awareness about this facility

(%)
38

(%)
2

40

Does organization provided

(95%)
26

(5%)
14

100%
40

vocational training in hadi

(65%)

(35%)

100%

24

16

40

(60%)

(40%)

100%

craft centre?
Is this benefited to your
family?

Above table indicate that 38(95%) respondents aware about this facility while
remaining 2(5%) respondents not aware about this facility then 26(65%)
respondents say that organization provided vocational training and 14(35%)
respondents say that organization does not provided vocational training then
24(60%) respondents believes that this is benefited to their family while
remaining 16(40%) believes that this is not benefited to their family.

[55]
Table No. 23
Showing information of Holiday Home facility

Question

Yes

No

Total

Awareness about this facility

(%)
40

(%)
0

40

(100%)
39

(0%)
1

100%
40

(97.50%)
18

(2.50%)
22

100%
40

(45%)

(55%)

100%

Do you need to pay for this
facility?
Are you satisfied with
Provided place?

Above table indicate that all 40(100%) respondents aware about this facility
and 39(97.50%) say that they are paying for this facility and remaining
1(2.50%) respondents say that they are not paying for this facility then 18(45%)
respondents are satisfied with provided place while remaining 22(55%)
respondents are not satisfied with provided place. So it could be interpret that
majority of respondents are not satisfied with provided place.

[56]

Table No. 24
Showing information of Any other facility
Question

Yes

No

Total

Is company personnel come

(%)
27

(%)
13

40

to your home in your crises

(67.50%)

(32.50%)

100%

time?
Whether loan is providing in

25

15

40

crises timings?
Are you happy with this type

(62.50%)
23

(37.50%)
17

100%
40

of cooperation by

(57.50%)

(42.50%)

100%

21

19

40

(52.50%)

(47.50%)

100%

management?
Would you like to have any
other facility of change in
present facility?

Above table indicate that 27( 67.50%) respondents say that company personnel
come to their home in their crises time and 13(32.50%) say that company
personnel does not come to their home in their crises time and 25(62.50%)

respondents believe that loan is providing in crises timings and remaining
15(37.50%) respondents believe that loan is not providing in crises timings and
23(57.50%) respondents are happy with this type of cooperation by
management another 17(42.50%) respondents are not happy with this type of
cooperation by management then 21(52.50%) respondents Would like to have
any other facility of change in present facility another19( 47.50%) respondents
Would not like to have any other facility of change in present facility.

[57]
Showing information of Organization and efficiency.

Question

Yes

No

Total

Do you think that is welfare

(%)
38

(%)
2

40

facility provided up to your

(95%)

(5%)

100%

with more efficiency?
Is welfare facility required for

39

1

40

efficient quality production?
Do you feel that now

(97.50%)
38

(2.50%)
2

100%
40

government must do changes

(95%)

(5%)

100%

expectation, you can work

in present labour laws to
benefit employees?
Above table indicate that 38(95%) respondents believe that if welfare facility
provided up to expectation, they can work with more efficiency. Then
39(97.50%) respondents believe that welfare facility required for efficient quality
production and 1(2.50%) does not believe that welfare facility required for
efficient quality production then 38(95%) respondents feel that now
government must do changes in present labour laws to benefit employees and
remaining 2(5%) respondents feel that now government must do changes in
present labour laws to benefit employees.

[58]

Table No. 26
Showing information of welfare officer

Question

Yes

No

Total

Do you have welfare officer in

(%)
40

(%)
0

40

(100%)
39

(0%)
1

100%
40

required in the organization?
Do you think that welfare

(97.50%)
25

(2.50%)
15

100%
40

officer take care of your

(62.50%)

(37.50%)

100%

14

26

40

(35%)

(65%)

100%

the organization?
Do you think welfare officer

welfare?
Does welfare officer play a
role of mediator between
worker and management?

Above table indicate that all 40(100%) respondents are aware about welfare
officer then

15( 37.50%) respondent believes that welfare officer required

in the organization while 1(2.50%) respondent does not believes that welfare
officer required in the organization then 25(62.50%) respondent believes that
welfare officer take care of their welfare while15( 37.50%) respondent does not
believes that welfare officer take care of their welfare then 14(35%) respondent
believes that welfare officer play a role of mediator between worker and
management while remaining 26(65%) respondents does not believes that
welfare officer play a role of mediator between worker and management.

[59]
Section 4: Opinion about welfare facility
Table No. 27
1. First aid appliances
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
0

Percentage
0%

19
12
5
4
40

47.50%
30%
12.50%
10%
100%

Above table indicate that no one is highly satisfied with this facility, And
19(47.50%) respondents are satisfied with this facility. Another 12(30%)
respondents Are neutral, another 5(12.50%) respondents are dissatisfied,
and another 4 (10%) respondents are highly dissatisfied with this facility.

[60]
Table No. 28
2. Canteen facility
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
0
2
2
19
17
40

Percentage
0%
5%
5%
47.50%
42.50%
100%

Above table indicate that no one is highly satisfied with this facility, And
2(5%) respondents are satisfied with this facility. Another 2(5%)
respondents are neutral, another 19(47.50%) respondents are
dissatisfied, and another 17 (42.50%) respondents are highly dissatisfied
with this facility.

[61]

Table No. 29
3. Rest room, shelter, lunch room
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
0
10
10
15
5
40

Percentage
0%
25%
25%
37.50%
12.50%
100%

Above table indicate that no one is highly satisfied with this facility, And
10( 25%) respondents are satisfied with this facility. Another 10(25%)
respondents Are neutral, another 15(37.50%) respondents are
dissatisfied, and another 5 (12.50%) respondents are highly dissatisfied
with this facility.

[62]
Table No. 30
4. Drinking water facility
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
1
11
6
19
3
40

Percentage
2.50%
27.50%
15%
47.50%
7.50%
100%

Above table indicate that 1(2.50%) respondents are highly satisfied
with this facility another 11(27.50%) respondents are satisfied with
this facility. Another 6(15%) respondents Are neutral, another
19(47.50%) respondents are dissatisfied, another3( 7.50%)
respondents are highly dissatisfied with this facility.

[63]
Table No. 31
5. Sanitary facility
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
0
3
5
24
7
40

Percentage
0%
7.50%
12.50%
60%
17.50%
100%

Above table indicate that no one is highly satisfied with this facility, And
3(7.50%) respondents are satisfied with this facility. Another 5(12.50%)
respondents Are neutral, another 24(60%) respondents are dissatisfied,
another 7(17.50%) respondents are highly dissatisfied with this facility.

[64]
Table No. 32
6. welfare officer
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
8
14
9
7
2
40

Percentage
20%
35%
22.50%
17.50%
5%
100%

Above table indicate that 8(20%) respondents are highly satisfied
with this facility another 14(35%) respondents are satisfied with
this facility. Another 9(22.50%) respondents Are neutral, another
7(17.50%) respondents are dissatisfied, and another 2 (5%)
respondents are highly dissatisfied with this facility.

[65]

Table No. 33
7. Head quarter facility
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
8
15
9
5
3
40

Percentage
20%
37.50%
22.50%
12.50%
7.50%
100%

Above table indicate that 8(20%) respondents are highly satisfied
with this facility another 15(37.50%) respondents are satisfied with
this facility. Another 9(22.50%) respondents Are neutral, another
5(12.50%) respondents are dissatisfied, and another 3 (7.50%)
respondents are highly dissatisfied with this facility.

[66]

Table No. 34
8. Medical facility
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
12
12
7
4
5
40

Percentage
30%
30%
17.50%
10%
12.50%
100%

Above table indicate that12 ( 30%) respondents are highly satisfied
with this facility another 12(30%) respondents are satisfied with
this facility. Another 7(17.50%) respondents Are neutral, another
4(10%) respondents are dissatisfied, and another 5 (12.50%)
respondents are highly dissatisfied with this facility.

[67]

Table No. 35
9. Transportation facility
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
10
12
10
4
4
40

Percentage
25%
30%
25%
10%
10%
100%

Above table indicate that 10(25%) respondents are highly satisfied
with this facility another 12(30%) respondents are satisfied with

this facility. Another10(25%) respondents Are neutral, another
4(10%) respondents are dissatisfied, another 4(10%) respondents
are highly dissatisfied with this facility.

[68]
Table No. 36
10.Education facility
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
10
17
7
4
2
40

Percentage
25%
42.50%
17.50%
10%
5%
100%

Above table indicate that 10(25%) respondents are highly satisfied
with this facility another 17(42.50%) respondents are satisfied with
this facility. Another 7(17.50%) respondents Are neutral, another
4(10%) respondents are dissatisfied, another 2(5%) respondents
are highly dissatisfied with this facility.

[69]

Table No. 37
11.Recreation facility
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
11
15
7
3
4
40

Percentage
27.50%
37.50%
17.50%
7.50%
10%
100%

Above table indicate that 11(27.50%) respondents are highly
satisfied with this facility another 15(37.50%) respondents are
satisfied with this facility. Another 7(17.50%) respondents Are
neutral, another 3(7.50%) respondents are dissatisfied, and
another 4 (10%) respondents are highly dissatisfied with this
facility.

[70]

Table No. 38
12.Cooperative society
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
5
19
9
7
0
40

Percentage
12.50%
47.50%
22.50%
17.50%
0%
100%

Above table indicate that 5(12.50%) respondents are highly
satisfied with this facility another 19(47.50%) respondents are
satisfied with this facility. Another 9(22.50%) respondents Are
neutral, another 7(17.50%) respondents are dissatisfied, and
another 0 respondents are highly dissatisfied with this facility.

[71]
Table No. 39
13. Mahila samities/ handi craft centre
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
1
15
16
7
1
40

Percentage
2.50%
37.50%
40%
17.50%
2.50%
100%

Above table indicate that 1(2.50%) respondents are highly satisfied
with this facility another 15(37.50%) respondents are satisfied with
this facility. Another 16(40%) respondents Are neutral, another
7(17.50%) respondents are dissatisfied, and another 1 (2.50%)
respondents are highly dissatisfied with this facility.

[72]
Table No. 40
14. Holiday home facility
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
3
21
12
4
0
40

Percentage
7.50%
52.50%
30%
10%
0%
100%

Above table indicate that 3(7.50%) respondents are highly satisfied
with this facility another 21(52.50%) respondents are satisfied with
this facility. Another 12(30%) respondents Are neutral, another
4(10%) respondents are dissatisfied, and another 0 respondents
are highly dissatisfied with this facility.

[73]

Table No. 41
15. Organization & efficiency
Particular
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Frequency
2
18
10
8
2
40

Percentage
5%
45%
25%
20%
5%
100%

Above table indicate that 2(5%) respondents are highly satisfied with this
facility another 18(45%) respondents are satisfied with this facility. Another
10(25%) respondents Are neutral, another 8(20%) respondents are dissatisfied,
and another 2 (5%) respondents are highly dissatisfied with this facility

[74]

CHAPTER- IV

Finding
Conclusion
And
Suggestion

[75]

FINDING
Section 1 primary information of respondents



Majority of the respondents are in the 50 to 60 years age group. It could
be identified that most of the respondents have a very long period of
service.



Majority of the respondents 67.50% are male, while another 32.50%
respondents are female.



All of the respondents i.e. 100% are married.



Majority of the respondents 97.50% having their own house.



All of the respondents 100% are educated, according to their Education,
while

67.50%

respondents

are

Graduate,

and

another

12.50%

respondents have completed their higher secondary another 20%
respondents have completed their post graduate.



Majority

of

the

respondents

62.50%

have

designation

of

office

superintendent another 20% are clerk another 17.50% are welfare officer.



Majority of the respondents 47.50% are in the organization since 20 to
30 years.



Majority of the respondents 62.50% live in nuclear families, while
another 37.50% of respondents live in joint families.



Half of the respondents i.e. 50% have 2 or 3 nos. of dependents.

[76]

Section 2 information about statutory facility.
First aid appliances
All the respondents 100% are aware about the first aid facilities.
Majority of the respondents 82.50% use this when need arise.
Majority 57.50% are also aware of other medical facilities.
Majority 77.50% are not aware about accident policy.
Majority of the respondents 82.50% are aware about free medicine.
Majority 95% believes that authority is maintaining this facility.
All the respondents 100% are aware about ambulance.

Canteen facility
All the respondents 100% are aware about canteen facility.

Majority of the respondents 80% do not use this facility.
Majority of the respondents 92.50% are not satisfied with quality of food.
Majority of the respondents 80% are not satisfied with price of food.
Majority of the respondents 92.50% want changes in price and quality of food.

Rest room, shelter, lunch room
All the respondents 100% are provided lunch room
Majority of the respondents 77.50% believes that lunch room is not clean &
hygiene.
Majority of the respondents 67.50% are aware about rest room.
Majority of the respondents 80% do not use this facility.

Drinking water facility
Majority of the respondents 97.50% are aware about this facility
Majority of the respondents 52.50% believes that adequate & suitable drinking
water facility shall not be provided.

[77]
Majority of the respondents 60% use this facility.
Majority of the respondents 72.50% believes that this facility is not sufficient.
Majority of the respondents 87.50% agree that organization undergo the
process of annual purification of water.

Sanitation facility
Majority 90% respondents believe that it is not clean and maintained regularly.

Housing facility (head quarter)
Majority 92.50% respondents are aware about housing facility.
Majority 82.50% respondents pay for this facility.
Majority 92.50% respondents are provided HRA.
Majority 52.50% respondents are satisfied with the amount of HRA.

Section 3 Information about non statutory facility.
Medical facility
All the respondents 100% believe that specialist doctors available in the
hospital.
All the respondents 100% believe that organization take care of their families
need.
All the respondents 100% believes that ICU room is provided in hospital &
believe that they have ICY room facility & its services are easily available

Transportation facility
Majority 55% respondents are not agreeing with providing transportation
facility.
Majority respondents 82.50% say that there is no any charge for this facility.
Majority respondents 82.50% are provided travelling allowance.
Majority 97.50% respondents are provided parking facility.
Majority 95% respondents use this facility.
[78]

Education facility
Majority respondents 72.50% provided this facility.
Half of the respondents 50% utilize thr facility of library.
Half of the respondents 50% believe that organization give loan for their
children’s education.
Majority respondents 62.50% agree that award are being given for their ranker
children.

Recreation facility
All the respondents 100% provided this facility
All the respondents 100% are aware about sports/game.
All the respondents 100% are aware about reading room/library
All the respondents 100% are aware about culture activity & festival.
All the respondents 100% do not know about children camp.
All the respondents 100% do not know about any other recreation facility.

Cooperative & credit society
Majority respondents 97.50% are agree with providing this facility.
Majority respondents 75% use this facility
Majority respondents 72.50% have taken loan from this society.
Majority respondents 60% satisfied with rate of interest of this facility.

Mahila samities/handi craft centre
Majority respondents 95% are aware about this facility.
Majority respondents 65% provided vocational training.

Majority respondents 60% have benefited this facility to their family.

Holiday home facility
All the respondents 100% are aware about this facility
Majority respondents 97.50% need to pay for this facility
Majority respondents 55% are not satisfied with this facility
[79]
Any other welfare facility
Majority respondents 67.50% agree with that personnel come to their home at
crises timing
Majority respondents 62.50% believes that loan is providing in their crises
timings
Majority respondents 57.50% are happy with this type of corporation by
management
Majority respondents 52.50% want changes in present facility

Organization and efficiency
Majority respondents 95% believes that welfare facility provided up to their
expectation, they can work more effectively.
Majority respondents 97.50% believes that welfare facility required for efficient
quality production.
Majority respondents 95% feel that now government must do changes in
present labour laws to benefit employee.

Welfare officer
All the respondents 100% are aware about welfare officer

Majority respondents 97.50% think welfare officer required in organization.
Majority respondents 62.50% think that welfare officer take care of their
welfare.
Majority respondents 65% do not agree that welfare officer play role of mediator
between mgt & worker.

[80]

Section 4 opinion about welfare facility



Majority respondents 47.50% are satisfied with this facility.



Majority respondents 47.50% are dissatisfied with this facility.



Majority respondents 37.50% are dissatisfied with this facility while
12.50% are highly dissatisfied with this facility.



Majority respondents 47.50% are dissatisfied with this facility while
27.50%are satisfied with this facility.



Majority respondents 60% are dissatisfied with this facility.



Majority respondents 35% are satisfied with this facility while 22.50%
respondents are neutral with this facility.



Majority respondents 37.50% are satisfied with this facility while 22.50%
respondents are neutral with this facility.



Majority respondents 30% are satisfied with this facility while another
30% are highly satisfied with this facility.



Majority respondents 30% are satisfied with this facility and 25% are
high satisfied and 25% are neutral with this facility.

[81]



Majority respondents 42.50% are satisfied with this facility and 25% are



highly satisfied with this facility.
Majority respondents 37.50% are satisfied with this facility and 27.50%
are highly satisfied with this facility.



Majority respondents 47.50% are satisfied with this facility and 22.50%
are neutral with this facility.



Majority respondents 40% are neutral with this facility and 37.50% are
satisfied with this facility.



Majority respondents 52.50% are satisfied with this facility.



Majority respondents 45% are satisfied with this facility and 25% are
neutral with this facility.

[82]

Conclusion

On the basis of above findings we draw conclusions about the opinion and
utilization of welfare services provided by the organization

The word labour welfare means any productive activity. Thus, in a broder
sense, the phrase labour welfare means the adoption of measures to promote
the physical, social, psychological and general well being of the working
population, welfare work in any organization aims at improving the working
living condition of employees and their families. The study conducted to know
about perception of employees towards welfare facility and from finding and
data analysis the result came as both side positive as well as negative
perception.



It can be concluded from the above findings and data analysis, a majority
of respondents are in the high age group, so, from it we could identified
that most of the respondents have a very long period of service.



It could be analyzed that male employees are more than female
Employees.



The result could be drawn data the majority of respondents have more
Responsibility of their family as they have 2 or 3 nos. of dependents.



It could be therefore said that all the respondents are educated and
Most of the respondents have designation of office superintendent.



It could be said that majority of the employees live in nuclear families.



All the respondents are aware about first aid appliance. All are known
about free medicine and ambulance room.



[83]
It could also be said that majority employees are not satisfied with price
charged on food items and quality of food. So, they do not take
advantages of canteen facility.



Majority respondents believe that adequate drinking water & sanitary
shall be provided so that presently they have negative attitude towards
these two.



It could be analyzed that mostly employees are taking advantage of
travelling allowance and they are satisfied with that amount.



.It could be analyzed that majority of employees are satisfied and have
positive attitude with medical facility of organization



It could be said that half of the respondents uses loan facility provided by
organization.



It could be analyzed that all the employees have positive attitude towards
recreation facility and they get use of these with their full satisfaction.



It could be analyzed that most of the respondents aware about mahila
samities and get use of providing vocational training to them.



It could be conclude that most of respondents are not satisfied with
provided place for holiday home facility that management can change the
place.



It could be analyzed that all the employees are not happy with this type
of cooperation by management.



[84]

It could be analyzed that all the workers are feel that now government
must make any changes in present labour laws and feel that welfare
facility required for efficient quality production.



It could be conclude that most of the respondents believe that welfare
officer does not play role between mgt and worker.



It could be concluded that none of the respondents are highly satisfied
with the First Aid, canteen, drinking water rest room, shelter, lunch
room, sanitation facility provided by the organization.



It could be concluded most of employees satisfied with transportation,
medical, education facility, holiday home facility.

[85]
Suggestion


All Employees are married and one persons is earning and it is
difficult to meet the expenses of family, so, if organization open one
shop where the employees gets their daily product at less price, than
it will help in cut down of expenses of family and get good quality of
the work.



The drinking facility areas should be indicated by signboard written in
local language. Water should be provided clean and pure like there
can be use of R\O system.



Sanitary facility and rest room should be clean and maintained
regularly.



Education facility should reach to every employee’s spouse and
children.



There should be yoga program\camp arranged for recreation facility.



Most of the employee does not enjoy canteen facility, if proper reason
is found as quality of food and price of food then, it will help
management to improve the canteen facility at fullest. Clean & pure
drinking water should be provided in canteen. There should be
change in menu of canteen means there can be kept variety of food
daily.



There should be proper infra structure for holiday home facility.



Welfare officer should take attention on employees’ grievances related
to welfare facility and try to solve those grievances with help of
management.

[86]

BIBLIOGRAPHY
A) Books
1.

Jain S. P

Industrial and labour laws
Dhanpat rai & co.

2. Mamoria ,Gankar
Dynamic of IR
Himalaya Publishing House
Thirteenth revised addition

3. Mamoria C.B,. Gankar S.v.
Personnel Management
Himalaya Publishing House
Twenty first revised addition

4. Sharma A.M.
Aspect of labour and Social security
Himalaya Publishing House.

B) Websites
1. Www. Yahoo.com

2. Www. Wekipedia.com
3. Www.google.com

[88]

Annexure
I Megha Thakkar pursuing PGDHRM, from Faculty of social work M. S.
University, Baroda .To fulfill our curriculum we need to undergo dissertation
work. The title of my research work is EMPLOYEES PERCEPTION TOWARDS
WELFARE FACILITIES. The information collected will be kept confidential & will
be only used for academic purpose .You are requested to tick mark ( ) any one
of the respective responsive category.Kindly response to each item.

QUESTIONNAIRE
Section : 1 Primary information of Respondents :(1)

Name of Respondents

: ______________________

(2)

Age

: ______________________

(3)

Sex

: (a) Male
(b) Female

(4)

Marital status

: (a) Married
(b) Unmarried

(5)

Type of resident

: Rent\Own\Head quarter

(6)

Education

: (a) Illiterate
(b) Primary
(c) Secondary
(d) Higher Secondary
(e) Graduate
(f) Post graduate
(g) Any other Specify

(7)

Designation

: _____________________

(8)

Department

: ______________________

(9)

Experience (In Railway)

(10) Type of family

:______________________
: Joint
Nuclear

(11)

Nos. of dependents

: _______________________

[90]

SECTION -2 INFORMATION ABOUT STATUTORY FACILITIES
a) FIRST AID APPLIANCE :
Question
1. Are you aware about this facility?
2. When the need arise , do you use this facilities ?
b) Do you have any other medical facilities provided by
the company ? If yes
 Medical insurance
 Accident policy
 Free Medicine
4. Your authority is maintaining all these facilities?
5. Whether ambulance is provided in your
organization?

Yes

No

6. If yes, is ambulance room in hospital?
b) CANTEEN FACILITIES :Question
1. Is there canteen in your company?
2. Do you utilize canteen facilities?
3. Are satisfied with the quality of food?
4. Are you satisfied with price of the food item?
c) Do you want any change in price & quality of food?

Yes

No

If yes, please specify,
d) REST ROOM, SHELTER, and LUNCH ROOM:1.
2.
3.
4.

Question
Are you provided lunch Room?
Whether lunch room is clean & hygiene?
Are you provided with rest room facilities?
Do you utilize above stated facilities?

Yes

No

[91]

d) DRINKING WATER FACILITIES:
Question
1. Is there any drinking water facility available in
Your company?
2. Do you feel that adequate and suitable drinking
Water shall be provided?
3. Do you utilize this stated facility?
4. Whether this facility is sufficient?
5. Whether your organization undergoes the process of
Annual Maintenance contract for purification of water?
e) SANITATION FACILITY:-

Yes

No

Question
1.Are you provided with adequate urinals &
Lavatory?
2. It is clean and maintained regularly?

Yes

No

f) Housing facility (HEAD QUARTER)
Question
1. Are you provided with housing facility?
2. Do you pay for this facility?
3. If you do not use housing facility, are you provided

Yes

No

HRA?
4 If yes, Are you satisfied with the amount of HRA?

Section – 3 INFORMATION ABOUT NON STATUTORY FACILITIES
a) MEDICAL FACILITY :
Question
1 Whether specialist doctors facility available in the
hospital?
2. Does company take care of your family’s medical
need?
3. Whether ICU room provided in hospital?

Yes

No

[92]

b) TRANSPORTATION FACILITY : Question
1. Transportation facility is provided to you by
Company?
2. If yes, is any charge taken for that?
3.If you are not utilize this facility ,organization give
Travelling allowance to you?
4. Are you provided with parking facility?
5. Do you utilize this facility?

Yes

No

c) EDUCATION FACILITY : Question
1. Does your company provide educational facility?
2. whether this facility is provided to your spouse or to
the
Children also?
3. Is there library in your company?
4. If yes do you utilize this facility?
5. Does the company give education loan for your
children’s
education?
6. Does the company give any award for ranker children
of
Employee ?

Yes

No

Yes

No

e) RECREATIONAL FACILITY : Question
1. Does your organization provide recreational facility ?
2. Which of the following re- creational facility provided
by
your Organization?
a) Sports/ Game
b) reading room & Library
c) Cultural activities & festivals
d) Any other ,
e) children’s camp
f) Any other, Specify _________________
3. If yes do you utilize this facility?

[93]
f) CO- OPERATIVE SOCIETY AND CO-OPERATIVE CREDIT

SOCIETY

:Question

Yes

No

Yes

No

Yes

No

Yes

No

1. Do you have co –operative credit society in your
Company?
2. Do you utilize this facility?
3. Have you taken any loan from this society?
4. Are you satisfied with interest rate of this credit
society?
g) MAHILA SAMITIES/HANDI CRAFT CENTRE
Question
1. Are you aware about these facilities?
2. Does organization provided vocational training in
handi
Craft centre?
3. Is this benefited to your family?
h) HOLIDAY HOME FACILITY
Question
1. Are you aware about these facilities?
2. Do you need to pay for this facility?
3. Are you satisfied with provided place?

I)ANY OTHER FACILITIES:Question
1.Is company personnel come to your home in your
crises
Time?
2. Whether loan is providing in crises timings?
3. Are you happy with this type of cooperation by
Management?
4. Would you like to have any other facility of change in
Present facility?

5. If yes, Please specify:

a) ____________________
b) ____________________
c) ____________________

[94]

j) ORGANIZATION AND EFFICIENCY :Question

Yes

No

Yes

No

1. Do you think that if welfare facilities are provided up
to
Your expectation , you can work with more
efficiency?
2. Is welfare facilities required for efficient quality
Production?
3. Do you feel that now government must do changes in
Present labour welfare laws to benefit employees?
k) WELFARE OFFICER :1.
2.
3.
4.

Question
Do you have welfare officer in your company?
Do you think a welfare officer is required in
Your company?
Does your welfare officer take care of your
Welfare?
Does welfare officer play a role of mediator
Between worker and management?

[95]
Section 4: WHAT IS YOUR OPINION ABOUT FOLLOWING FACILITY?
Sr.
No.

1]
2]
3]

4]
5]
6]
7]
8]
9]
10]
11]

Name of Welfare
Facility

First aid
appliances
Canteen facility
Rest Room,
Shelter,
Lunch Room
Drinking water
facility
Sanitary facility
Welfare officer
Head quarter
facility
Medical facility
Transportation
facility
Educational facility
Recreation club

Highly
Satisfied

Satisfied

Neutral

Dissatisfied

Highly
Dissatisfied

12]
13]

14]
15]

Co-operative
society
Mahila
samities/Handi
craft centre
Holiday home
facility
Organization and
Efficiency

[96]