A STUDY ON EFFECT OF EMPLOYEE WELFARE MEASURES

IN RICH PHYTOCARE PRIVATE LIMITED THENI

Submitted by
P.KUBENDRAN

Register No: 715215631016

In partial fulfillment for the award of the degree

of
MASTER OF BUSINESS ADMINISTRATION

ANNA UNIVERSITY
CHENNAI 600 025
June 2017
 VIVEKANANDA INSTITUTE OF MANAGEMENT
STUDIES
COIMBATORE – 641 107

PROJECT WORK

MAY/JUNE 2017

This is to certify that the project entitled

A STUDY ON EFFECT OF EMPLOYEE WELFARE MEASURES

IN RICH PHYTOCARE PRIVATE LIMITED THENI

Is the bonafide record of project work done by

P.KUBENDRAN
Register Number: 715215631016
of MBA during the year 2015 – 2017

……………………… ………………………
Faculty Guide Director

Submitted for the Project Viva – Voce examination held on…………………

……………………..
…………………………..
Internal Examiner External Examiner
 DECLARATION

I affirm that the project work titled “A STUDY ON EFFECT OF EMPLOYEE

WELFAREMEASURES IN RICH PHYTOCARE PRIVATE LIMITED THENI” being
submitted in partial fulfillment for the award of MBA is the original work carried out by me. It has
not formed the part of any other project work submitted for award of any degree or diploma, either
in this or any other University.

[Signature of the Candidate]

Register Number: 715215631016

I certify that the declaration made above by the candidate is true.

[Signature of the Faculty Guide]

Mrs.P.Kowsalya, MBA
Assistant professor
 ACKNOWLEDGEMENT

The success and final outcome of this project required a lot of guidance and assistance from
many people and I am extremely fortunate to have got this all along the completion of my project
work. Whatever I have done is only due to such guidance and assistance and I would not forget to
thank them.

I would like to express my sincere gratitude to our beloved Secretary Dr.V.Kulandaisamy

for having provided me with the best facilities & infrastructure for the completion of the project.

I heartily thank our, Dr.A.Valarmathi, Director, Vivekananda Institute of Management

Studies, for her guidance and suggestions during this project work.

I express my deepest thanks to Mr.K.Vijayalayan, Chief Executive officer, Vivekananda

Institute of Management Studies for his support and guidance the completion of the project.

I owe my profound gratitude to my project guide Mrs.P.Kowsalya, MBA Assistant

professor who took keen interest on my project work and guided me all along, till the completion
of my project work by providing all the necessary information for the completion of the project.

I respect and thank Mr.R.Anand, for giving me an opportunity to do the project work in
RICH PHYTOCARE PRIVATE LIMITED THENI and providing me all support and guidance
which made me complete the project on time. I am extremely grateful to him/her for providing
such a nice support and guidance though he had busy schedule managing the company affairs.

I am thankful to and fortunate enough to get constant encouragement, support and guidance
from all Teaching staffs of my college which helped me in successfully completing my project
work. Also, I would like to extend our sincere regards to all the non-teaching staff of our college
for their timely support.
 ABSTRACT

This project entitled “A Study on Effect of Employee welfares Measure In Rich Phytocare
Private Limited.” is intended to determine the whether employees are really satisfied with welfare
measure, expectation of employees about welfare, work environment of employees of the
organization.

The factories Act, 1948 lays stress on improved working conditions for the workers
employed in recognized industries. This Act implies providing better working conditions, such as
proper lighting, heat control, cleanliness, low noise level, toilet and drinking facilities, etc.,

The research was conducted in Rich Phytocare Private Limited Theni. A descriptive study
was conducted using simple random sampling method and the sample size was 100 respondents,
data collected through a questionnaire, which was developed based on research objectives.
The prepared questionnaire is used to get the response from the employees. The response
given by the employees are analyzed and interpret using different type of statistical tools such as
Frequency analysis, Descriptive statistics, ANOVA and Cross Tabs.

It is found that labour welfare measures in over all the workers are satisfied with the
facilities. The study found that certain group of people expected improve some facilities. Such as
first aid, canteen facility, increments, crèche facility, education and punctuality allowances,
working environment, and funeral expenses can be improved for the further satisfaction of
workers.

So the organization should be provide the good canteen facility to the employees. And
further improvements in provide increments and get increase the employee morale. The
organization should be improved in better working conditions giving to the employees.
Suggestions were made based on the findings.
 TABLE OF CONTENTS
CHAPTER NO. PARTICULARS PAGE NO.
Abstract i
List of Tables ii
List of Figures iv
Introduction, Design and Execution of the Study 1
1.1. Introduction to the Study 2
1.2. Industry Profile 3
1.3. Organization Profile 4
1
1.4. Statement of the Problem 5
1.5. Objectives of the Study 5
1.6. Scope of the Study 5
1.7. Limitations of the Study 6
2 Review of Literature 7-15
Research Methodology 16
3.1.Conceptual Framework 17
3.2 Research Design 18
3
3.3 Sampling Design 18
3.4 Data Collection Instruments 18

3.5 Measurement Scales and Tools 19

Data Presentations, Analysis and Interpretation 20

4.1 Data Preparation and Description 21
4.2. Frequency analysis 21
4
4.3. Descriptive analysis 38
4.4. One way ANOVA 40
4.5. Cross Tabs 43
Findings, Conclusions and Recommendations 47
5 5.1. Findings 48
5.2. Conclusions and Recommendations 50
 5.3. Conclusion 51
References 51
Annexure 53

List of Tables
TABLE PARTICULARS PAGE NO
NO
4.2.1 Age 20
4.2.2 Gender 21
4.2.3 Educational qualification 22
4.2.4 Experience 23
4.2.5 Annual Income 26
4.2.6 Safety appliances 27
4.2.7 Satisfaction level 28
4.2.8 Medical checkup 29
4.2.9 Crèche facility 30
4.2.10 Maternity benefit 31
4.2.11 Leave policy of the organization 32
4.2.12 Education welfare scheme 33
4.2.13 Seating and Temperature facility 34
4.2.14 Loan and advances facility 35
4.2.15 ESI benefit 36
4.2.16 Increment plans 37
4.3.1 Factors satisfaction levels in canteen facility 38
4.3.2 Satisfaction levels of allowances to the employee 38
4.3.3 Satisfaction levels of Infra-structure facility 39
4.4.1 One way ANOVA age vs seating arrangement and canteen 40
facility
 4.4.2 One way ANOVA experience vs increments 41
4.4.3 One way ANOVA education qualification and expression your 42
ideas
4.5.1 Cross tabulation for age and cleanliness 43
4.5.2 Cross tabulation for age and hygienic 44
4.5.3 Cross tabulation for age and serving 45
4.5.4 Cross tabulation for age and price 46

List of Figure
FIGURE PARTICULARS PAGE NO
NO
4.2.1 Age 22
4.2.2 Gender 23
4.2.3 Educational qualification 24
4.2.4 Experience 25
4.2.5 Annual Income 26
4.2.6 Safety appliances 27
4.2.7 Satisfaction level 28
4.2.8 Medical checkup 29
4.2.9 Crèche facility 30
4.2.10 Maternity benefit 31
4.2.11 Leave policy of the organization 32
4.2.12 Education welfare scheme 33
4.2.13 Seating and Temperature facility 34
4.2.14 Loan and advances facility 35
4.2.15 ESI benefit 36
4.2.16 Increment plans 37
 CHAPTER -1
INTRODUCTION, DESIGN AND
EXECUTION OF THE STUDY
 CHAPTER -1: INTRODUCTION
1.1 INTRODUCTION TO THE STUDY

In 1919 of the international labour organization was established to protect the welfare of
the work populace the world over. And in the early part of the 20th century several acts were
encased to safeguard the workers interest.

The international labour organization defines “Labour welfare as the services, facilities and
amenities which may be established in or in the vicinity of undertaking to enable person employed
therein to perform their work in healthy and congenial surroundings conductive to good health and
high morales”.

The efficiency of workers in the factory is directly linked with the congenial and homely
atmosphere prevailing in the work place. The royal commission emphasizing on such facilities said
“The provision of suitable washing facilities for employee are desirable and, other facility must be
desirable to all employees”.

Labour is an asset of every company. The needs of the labour must be satisfied in order to
meet the goals of the organization. Any organization would be effective only when there is high
degree of co-operation between the labour and management. Management seeks co-operation
between the labour forces by providing welfare facilities. These welfare facilities go a long way
stimulating interest in the workers to produce their full capacity and pay a good return to
management in the long run. Therefore, labour welfare activities act as motivators.

And the rest in the higher productivity and the profit. It also enables the worker employed
in industries to perform their work in healthy congenital surrounding conductive to good health &
high morale. Any attempt to increase the productivity of efficiency of labour can bear fruit only if
the workers are given the right type of environment and are provided with those basic amenities
of life which have direct bearing on his physical efficiency.

This study can be helpful for the management to identify the key factors for improving
employees’ welfare measures and safety with the help of suggestion and conclusion
1.2 INDUSTRY PROFILE

Agriculture start- ups is an emerging area, which can unleash umpteen opportunities for
start-ups and strengthen the supply chain in India agriculture. Agriculture plays a vital role in
India’s economy. Over 58% of the rural households depend on agriculture as their principal means
of livelihood.

Agriculture industry manufacture in fertilizers and pesticides. Many smaller companies are
involved in mixing purchased raw materials to produce customized fertilizer compounds with
special characteristics. The global agricultural chemical manufacturing industry is driven by food
production requirements. Large, fast-developing countries with major agricultural economies are
increasingly being targeted for industry growth.

The Indian fertilizer industry has played a pivotal support role in the Indian agricultural
industry. The growth in the use of chemical fertilizers amongst farmers has been the secret of the
nation’s so called green revolution of the late sixties. The main fertilizers used in the state include
phosphate based fertilizers, nitrogenous fertilizers, and complex fertilizers. Today India is the third
largest fertilizer producer in the world.

There are three major players in the Indian fertilizer industry namely the government
owned public sector undertakings, private sector units and cooperative societies. The Government
of India subsidies fertilizers to ensure that fertilizer is easily available to farmers and the country
remains.

Demand for agricultural chemical depends mainly on demand for various crops, which in
turn depends on crop prices. The profitability of individual companies is linked to efficient
operations and marketing. Big producers have large economies of scale production. Smaller
companies can compete effectively by making specialty chemicals or fertilizer mixtures for local
markets.

Agriculture is poised to be the keystone for economic growth and social development in
India. More than 30%percent of Asia’s irrigated land is in India. The corporate involvement and
the implementation of technology and modern methods of farming, farmers will be able to reap
rewards.
1.3 COMPANY PROFILE

Rich Phytocare Private Limited incorporated in Indian companies act during 2004,
promoted by a team of agricultural experts, with prime focus on specialty agricultural inputs. The
organization fastest growing specialty agro input company in South India having its head office at
Chennai and operations in all the southern states of India. It is specialty products include Water
soluble fertilizers, Organic farm products, Bio fertilizers, Plant growth promoters, Micro Nutrients
and Seeds. The organization offers quality service through its strong network of experts across the
world. It is committed to continuous improvement by introducing latest techniques to India and
also promote Indian expertise suitable to other countries interlinking the global farming
communities. Thus acting as a bridge of knowledge between the global. Its scope of service has
extended to Solar on grid and off grid installation, Channel partnership with MNRE, New Delhi
and Animal feeds.

Although the globe gyrates on its own orbit, its dynamism and vibrancy depends on the
pathways of the plough. Gifted with an insight to understand this greatness of mother earth and a
passion for preserving the promising potentials in the field of agriculture, the dawn of Rich
Phytocare happened in the minds of enterprising lovers of Nature with a commitment to radiate
hope through harmless eco-friendly practices. The products of Rich Phytocare are meticulously
brought forth with due care and concern born out of wide experience in the agro industry.
Agriculture, has always been the most positive adventure, the noblest transaction and a soul
elevating commune with Nature. The organization shares an inseparable bondage with Nature for
peace, prosperity and harmony. With decades of experience of testing times for the human spirit
and changing weathers in the Indian soil. The organization proved successful in protecting
Nature’s plenty through its world class products and services.
1.4 STATEMENT OF THE PROBLEM

It is found through discussion with the organizations key stakeholders and as well observed
there is a concern on employee welfare measures. Research project titled “A Study on Effect of
Employee welfares Measure In Rich Phytocare Private Limited. In this project the researcher
aimed to know the labour welfare measures provided in the Rich Phytocare Private Limited, and
to study the various dimensions of employee welfare measures as perceived by the worker and to
the perception of the respondents regarding the various labour welfare provided to them and to
suggest to suitable measures to enhance HRD intervention used in improve the welfare facilities.
To study the satisfaction level of various employees toward welfare measures in Rich Phytocare
Private Limited gains importance.

1.5 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:
 To study the employees welfare measures of Rich phytocare private ltd.

SECONDARY OBJECTIVES:
 To study and analyze the safety and welfare measures of the employees.
 To evaluate the effect of the welfare measures on employees.
 To evaluate the satisfaction level of employee about the work environment.
 To find the level of satisfaction of employee about the facilities given by the company.

1.6 SCOPE OF STUDY

 The study was conducted at Rich phytocare private ltd.

 The scope of the study is to find out how for the existing welfare schemes cater to the
requirement of the employee of Rich phytocare private ltd.
 The study will be able to throw light on the dark spots where it need some sort of
improvement in the welfare scheme that have been implement.
 In order to find out the level of welfare measure provided by management
 All available welfare measures of the company was taken into consideration for the
purpose.
  The purpose of the study is to measure the employees’ attitude regarding the welfare
measures provided in the company.
1.7 LIMITATION OF STUDY

 Most of the respondent were not frank enough to answer certain question.
 The research was conducted with minimum sample of 100.
 The important constraint of time and cost was definite limiting factor.
 Some of the favorable & unfavorable answer due to reasons unknown to them.
 CHAPTER-2
THE REVIEW OF LITERATURE
 CHAPTER-2: THE REVIEW OF LITERATURE
Bansode [1996] conducted research on “A study of Labour welfare facilities in the Jamshri SPG
and WVG mills” co.ltd, Solapur. She focused her research on Labour welfare facilities in Jamshri
SPG and WVG mills. She also found the awareness of employees and their knowledge towards
labour welfare programme. This research is conducted in Solapur with sample size of 86.Finally
she concluded that the improvement of human performance depends on how personnel department
takes care of employees’ attitude and health. It influences employees’ attitude towards work and
work environment. She said welfare programmes help the management to maintain harmony and
is essential human objective of the company to undertake welfare activities. The larger society also
believes that the company is normally responsible for the welfare of employees. The workers were
much co-operative for filling up the questionnaires. It is found that the workers are more or less
satisfied with the majority of the facilities provided by the company. But these welfare facilities
are being provided as a matter of formality and for fulfilling statutory requirements. It is found
that cleanliness, disposal of waste and effluents, ventilation and temperature ,lighting ,drinking
water ,latrines and urinal ,spittoons ,safety, canteen ,leave benefit, House rent allowance ,medical
facilities ,festival advance ,uniform etc. facilities are given to employees properly. It shows that
efforts are made by the company for providing the welfare facilities to the workers as per the
statutory provisions. Company should provide all facilities as per demand and need of workers
which will help in increasing the efficiency of workers.

Kaur [2008] conducted research on “To study the welfare measures provided to the workers in
Verka milk plant at Mohali”. He found in his research that labour welfare is a comprehensive term
including various services, benefits and facilities offered to employees by the employer.

Through such generous fringe benefits the employer makes life worth living for employees. The
welfare amenities are extended in addition to normal wages and other economic rewards available
to employees as per the legal provisions. Sample size is 50 for this research. Research is conducted
in Verka milk plant at Mohali. Majority of the workers feel that they work in a comfortable
surroundings, whereas some loopholes are there in sanitation measures. Finally she found half of
the workers are not satisfied with ventilation and hygiene measures. Safety Equipments are not
provided to some employees. Most of the employees are not satisfied with the medical facilities
concerning their families.
For men and women, washing facilities are not adequately provided separately. Facility for sitting
at the place of work has not been provided to the employees. Both first aid and ambulance facility
are not provided in all the cases. 100% employees are not satisfied with quality of products in the
canteen. Employees are not satisfied with the canteen rates which they find to be highly
unreasonable. She concluded that In Milk Plant Mohali, welfare measures are provided to the
workers in an organized manner. On the basis of the analysis on the welfare measures provided to
the workers, some loopholes are there in various kinds of amenities. Like hygiene and sanitation
require major form of improvement. Regarding the provision of safety equipment, it needs to be
looked as a priority. The system of medical checkups needs to be streamlined. Cultural events need
to be conducted into an organized manner. The quality of canteen products as 33 well as rates
charged on them should be adequate. One of the major drawbacks is lack of awareness about the
suggestion/ complaint box among the employees of Verka Milk Plant, Mohali.

Srinivas (2013), in his article titled: “A Study on Employee Welfare Facilities Adopted at Bosch
Limited, Bangalore”, made a detailed analyses of various welfare facilities provided by Bosch
Limited, Bangalore. He studied the satisfaction level with various welfare measures among
employees of the company. For the study, sample size of 100 employees of the Bosch Limited,
Bangalore was selected using convenience sampling technique. It was found that most of the
employees were aware about various statutory and non-statutory employee welfare facilities like
medical, canteen, safety measures 42 provided by the company and most of the employees were
satisfied with these welfare facilities provided by the company. He suggested that recreation
facility should be provided to the workers to boost their morale and to bring little diversion from
their monotonous routine. Annual health checkups, employee counseling, health camps,
hospitalization facilities should be improved.
Samaranthakani & Srinivasan (2013), in their study titled: “Evaluating Labour Welfare
Legislation Initiated by Perambalur Sugar Mills Ltd., Eraiyar, Perambalur”, investigated the
adequacy of labour welfare legislation in the industry to make the industrial climate progressive.
They indicated that the overall labour welfare and statutory measures were fairly satisfactory. The
employees were bothered about recreational facilities and hence these can be improved
significantly. They suggested that equitable relations between efforts and reward can increase the
level of job satisfaction among employees. Job rotations and internal transfers should be treated as
good remedies for fatigue and work economy.
Kumaret. (2012), in their article titled: “A Study on Labour Welfare Measures in Salem Steel
Plant, Tamilnadu”, explored the various labour welfare provisions provided by the Salem Steel
Plant to its employees and the attitude of workers towards various statutory and non-statutory
welfare facilities provided by organizations. The study also analyzed the impact of labour welfare
measures on the productivity of Salem Steel Plant. 150 employees of Salem Steel Plant were
selected for the study using simple random sampling technique. The study concluded that majority
of the employees were satisfied with the welfare facilities provided by the Salem Steel Plant. Very
few employees, i.e., about 8% were dissatisfied with medical, canteen and transport facilities. The
study recommended improvement in the functioning of cooperative society in the township
premises.

In a study by Bhavani & Selven (2011), on “Labour Welfare Measures-Step Stone of Healthy
Industrial Relation”, effort was made to see the impact of welfare measures on industrial relations
in the manufacturing sector in Tamilnadu. Primary data was collected from 150 employees
working in manufacturing sector in Tamilnadu using stratified random sampling technique. They
analyzed the different aspects of labour welfare measures such as housing, medical, education,
recreation, provident fund and concluded that labour welfare measures had a positive impact on
organizational performance and increased the commitment level of employees towards
organizations. They also concluded that employees working in the large manufacturing companies
were most satisfied as compared to small manufacturing companies at Tamil Nadu.

Bahnudas [2007] conducted research on a study of “labour welfare Activities and its impact on
quality of life of workers with special reference to Maharashtra Scooters Ltd”, Satara. The main
objective of the research is to study and examining labour welfare activities available to workers
in Maharashtra scooters. Sample size 48 was taken for the research. She also found the impacts of
welfare facilities on life of workers. Data was collected through observation, interviews with
personnel manager and questionnaire for workers. She concluded that safety training programme
and provisions of safety equipment’s keep the workers free from injuries. So workers life becomes
more safe, happier and full of enjoyment. Excellent leave facilities to workers are provided to meet
their requirements. Provision of provident fund, gratuity, and Pension schemes allows the workers
to spend their retirement in much better way. Welfare services are helpful in maintaining workers
moral and health good. Company is not provided medical facilities for families.
Most of workers are unable to fulfill their habit of reading because of inadequate time. Accident
insurance scheme is beneficial to workers .Payment for days in which workers remained absent
due to accident are being paid by the company. Through credit society financial problems with the
regards of purchasing essential commodities are to be solved .Company is providing interest free
loan to workers.

Quality and Safety in Health Care

Department of Community and Family Medicine, Dartmouth Medical School, 7251 Strasenburgh
Hall, Hanover, NH 03755, USA; Judith.Colla@dartmouth.edu

Nine surveys were found that measured the patient safety climate of an organization. All used
Likert scales, mostly to measure attitudes of individuals. Nearly all covered five common
dimensions of patient safety climate: leadership, policies and procedures, staffing, communication,
and reporting. The strength of psychometric testing varied. While all had been used to compare
units within or between hospitals, only one had explored the association between organizational
climate and patient outcomes.

Davis and Gibson (1994)

Conducted research on “Designing Employee Welfare Provision” concluded that design an

employee welfare process through which organizations might seek to implement interventions
relating to employee well-being, emphasizes the importance of a comprehensive needs assessment
both in obtaining the breadth of information needed to design appropriate interventions and also
in providing baseline information against which to evaluate programed effectiveness. Discusses
factors, which influence the type of intervention appropriate for a particular situation and
highlights their design Implications. Finally, provides guidance on programmer implementation
and evaluation, and discusses some of the advantages and disadvantages of different approaches
to tertiary welfare provision.
The Ecology of Work and Health

This article identifies new research and policy directions for the field of worksite health in the
context of the changing workplace. These directions are viewed from an ecological perspective on
worksite health and are organized around three major themes: (1) the joint influence of physical
and social environmental factors on occupational health, (2) the effects of non-occupational
settings (e.g., households, the health care system) on employee well-being and the implications of
recent changes in these settings for worksite health programs, and (3) methodological issues in the
design and evaluation of worksite health programs. Developments in these areas suggest that the
field of worksite health may be undergoing a fundamental paradigm shift away from individually
oriented wellness programs (provided at the worksite and aimed primarily at changing employees'
health behavior) and toward broader formulations emphasizing the joint impact of the physical and
social environment at work, job-person fit, and work policies on employee well-being.

Simpson, (2003), discussed about “employee satisfaction affect an employee’s health” but it also
affects a company’s productivity. If the employees are happy then the company will have good
productive workers. If employees like their job, they will have no problem doing it. If on the other
hand employees hate their job, they will try anything to avoid doing it. Unhappy employees waste
a lot of time and valuable work hours by standing around complaining, taking long lunches and
breaks, leaving early, coming to work late, and dragging out work to avoid doing it or getting more
work.

Preserving Employee Morale during Downsizing

Mishra propose a four-stage approach to downsizing, gleaned from interviews and surveys that
will retain workers' trust and sense of empowerment. The company should consider all
stakeholders' needs — survivors, laid-off employees, the community, local and national press, and
any affected government agencies. The implementation of all the above, is the most important.
Management should communicate frequently and be open and honest.
By: Trevor Marshall

Good managers know from their own observations that employee attitude affects their work and
eventually the company’s output.

It is essential that your incentive program will actually inspire and motivate them to work
efficiently and not just be competitive with each other. Healthy competition among the company’s
employees is good but too much of it may also cause the company to disintegrate. The company
should still be very much hands-on with the whole employee incentive program to ensure that the
outcome of the employee incentive program will be good.

Relative Effectiveness of Worker Safety and Health Training Methods

Michael J. Burke, PhD, Sue Ann Sarpy, PhD, Kristin Smith-Crowe, PhD, Suzanne Chan-Serafin,
BA, Rommel O. Salvador, MBA and Gazi Islam, BA

As training methods became more engaging (i.e., requiring trainees’ active participation), workers
demonstrated greater knowledge acquisition, and reductions were seen in accidents, illnesses, and
injuries. All methods of training produced meaningful behavioral performance improvements.

Professor Peter Saunders 2003

There are several reasons for trying to reduce welfare dependency rates and return more people to
economic self-reliance. There are two much stronger reasons for radical reform.

One is that income support is now costing taxpayers $80 billion per year. This expense is a key
factor keeping taxes high, even on workers with modest incomes with the result that work
incentives and rewards for effort get eroded indeed, we are chasing our tails for as we increase
taxation to meet the growing cost of income support payments, so it becomes less attractive to
work, and more people
Seek welfare as an alternative.

The second reason is that long periods on welfare corrode people’s work skills, destroy their habit
of self-reliance and undermine their wellbeing. Children raised in welfare-dependent families
perform worse than they should in school, are more likely to end up in trouble with the law, and
have a higher probability of winding up of benefits themselves. In short having one in six of our
working-age adults depending on benefits as their main or sole source of income is bad for those
who have to support them and is bad for the simultaneously on three fronts

Arun Monappa, “Industrial relations”, Tata Mc .Graw Hill Publishing company Ltd.,

In India, the foundation of modern industry was laid between 1850 and 1970. This was also the
period of emergence of the Indian working class. During this period of the growth of India
capitalist enterprises, the working and living conditions of the labour were very poor, and their
working hours were long. This was testified by the commission like Indian factory labour
commission (1980) and the Royal commission of lab our (1931). In addition to the long working,
their wages were low and the general economic condition was poor in industry. In order to regulate
the working hours and other services condition of Indian textile laborers, the Indian factories act
was enacted in India

A.M. Sharma “Aspects of lab our welfare and social security”, Himalayas publishing house,
Bombay

The necessity of lab our welfare is felt all the more in our country because of its developing
economy aimed at rapid economic and social development. Royal commission on labour stated
the benefits which go under this nomenclature, are of great importance to the workers and which
he is unable to secure by himself. The scheme of labour welfare may be regarded as a wise
investment, which should and usually does bring a profitable return in the form of greater
efficiency
C.B. Mamoria and S. Mamoria-“dynamics of industrial relations in India “Himalaya
publishing house, Bombay

Twenty years later the planning commission also realized the importance of lab our 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 workers should at least have the means
and facilities to keep himself in a state of health and efficiency. This is primarily a 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. The concept of lab our welfare is flexible
and elastic and differs widely with times, regions, industry, country, customs and degree of
industrialization prevailing at particular moments.

Tripathi, “personnel management &practice” sultan Chand and sons-new Delhi

It is however, difficult to precisely define the scope of lab our welfare efforts. Different writer
have defined it in different ways. Some writers say that only voluntary efforts on the part of
employer to improve the conditions of employment in their factory. Some others say it includes
not only voluntary efforts but also the minimum standards of hygiene and safety laid down in
general legislation.
 CHAPTER-3
RESEARCH METHODOLOGY
 CHAPTER-3: RESEARCH METHODOLOGY
Research is a process in which the researcher wishes to find out the end result for a given
problem and thus the solution helps in future course of action. The research has been defined as
“A careful investigation or enquiry especially through search for new fact in any branch of
knowledge”.

The procedure using, which researchers go about their work of describing, explaining and
predicting phenomena, is called Methodology. Methods compromise the procedures used for
generating, collecting, and evaluating data. Methods are the ways of obtaining information useful
for assessing explanation.

This research used in this project is descriptive in nature. Descriptive research is essentially
a fact finding related largely to the present, abstracting generations by cross sectional study of the
current situation Research is essentially creative and demands the discovery of facts on order to
lead a solution of the problem. A second limitation is associated whether the statistical techniques
dominate.

3.1. Conceptual Framework:

INDEPENDENT VARIABLE DEPENDENT VARIABLE

Ventilation
Transportation
Drinking water
Allowances Effect Of Employee Welfare
Measures
Working environment
Lighting
Canteen facility
Increment plans
3.2. Research Design:

Research design is the specification of the method and procedure for acquiring the
information needed to solve the problem. The research design followed for this research study is
descriptive research design where we find a solution to an existing problem. The problem of this
study is to find the effectiveness of Employees welfare measures and Safety & Health at Rich
Phytocare Private Limited.

To study and describe the satisfaction level of various employee welfare measure provided
to employee Rich Phytocare Private Limited is Descriptive Research. Descriptive research
includes surveys and fact finding enquires of different kinds. The major purpose of descriptive
research is description of the state affairs as it exist at present.

3.3. Sampling Design:

100 employees is taken from staffs, supervisor, accountants, store departments and labour
as the sample size. Which makes 100 as sample and it is a simple random sampling method. A
sample of 100 respondents was asked to participate in a self-administered at Rich Phytocare
Private Limited.

3.4. Data Collection Instruments:

 Primary Data collection method:

In this project, the data were collected through structured questionnaire. Data collected for
a specific research need: they are customized and specialized collection procedure.The survey
was adapted and the information was collected from 100 respondents. A questionnaire consists
of a number of question involves both specific and general question related to Employees
Safety & welfare. The data collected will bring out the varied opinions with regard to employee
satisfaction at Rich Phytocare Private Limited.
The following are the types of questions, which are used in research. They are:
 Dichotomous question: This type has only two answers in the form of ‘YES’ or ‘NO’,
‘TRUE’ or ‘FALSE’
 Multiple choice question: In this case the respondents are offered two or more choices
and the respondent have to indicate which is applicable in the following cases.
 Secondary data collection method:
The researcher collected the secondary data through company profile research papers,
reference book, articles, websites and journals were used widely as a support to primary data.

3.5. Measurement Scales and Tools:

 Frequency
 Descriptive statistics
 One way ANOVA
 Cross Tabs
 CHAPTER: 4
DATA PRESENTATIONS, ANALYSIS
AND INTERPRETATION
 CHAPTER: 4

DATA PRESENTATIONS, ANALYSIS AND INTERPRETATION

4.1. Data Preparation and Description:

The data has been collected from 100 employees of Rich Phytocare Private Limited.
Regarding Employee welfare measures has been analyzed and interpreted in the following table
and charts. Analysis was done with the help of Frequency analysis, Descriptive analysis, ANOVA
and Cross Tabulation analysis. The analysis was done using Statistical Package for Social Sciences
(SPSS), and content analysis for qualitative aspect.

4.2. Frequency analysis:

Table 4.2.1 Age of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

18-25yrs 48 48.0 48.0 48.0

26-35yrs 44 44.0 44.0 92.0

Valid
36-45yrs 8 8.0 8.0 100.0

Total 100 100.0 100.0

Interpretation:
From the above table 4.2.1 it was inferred that 48% of the respondents belong to the age
group of 18-25 years. 44% of the respondents belong to the age group of 26-35 and the remaining
8% of the respondents belong to the age group of 36-45.
 Figure 4.2.1 Age of the respondents

Table 4.2.2 Gender of the Respondents

Frequency Percent Valid Cumulative

Percent Percent

Male 77 77.0 77.0 77.0

Valid Female 23 23.0 23.0 100.0

Total 100 100.0 100.0

Interpretation:
From the table 4.2.2 it is inferred that 77% of the respondents are Male and 23% of the
respondents are Female.
 Figure 4.2.2 Gender of the respondents

Table 4.2.3 Education Qualification of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

SSLC 18 18.0 18.0 18.0

HSC 39 39.0 39.0 57.0

Diploma 9 9.0 9.0 66.0

Valid
UG 32 32.0 32.0 98.0

PG 2 2.0 2.0 100.0

Total 100 100.0 100.0

Interpretation:
From the above table 4.2.3 Shows that the Education Frequency of the respondents.18%
of the respondents are SSLC followed by 39% of the respondents are HSC, 9% of the
respondents are Diploma, 32% of the respondents are Under Graduates, and remaining 2% of the
respondents are from Postgraduates.
 Figure 4.2.3 Education qualification of the respondents

Table 4.2.4 Experience of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

0-1yr 4 4.0 4.0 4.0

1-5yrs 48 48.0 48.0 52.0

Valid 5-10yrs 47 47.0 47.0 99.0

Above 10yrs 1 1.0 1.0 100.0

Total 100 100.0 100.0

Interpretation:
From the above table 4.2.4 it was inferred that 4% of the respondents belong to the
experience of 0-1 year. 48% of the respondents belong to the experience of 1-5years. 47% of the
respondents belong to the experience of 5-10years and the remaining 1% of the respondents belong
to the experience of above 10years.

Figure 4.2.4 Experience of the respondents

Table 4.2.5 Annual Income of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

Below 75000 3 3.0 3.0 3.0

75000-125000 86 86.0 86.0 89.0

Valid 125000-175000 10 10.0 10.0 99.0

5.00 1 1.0 1.0 100.0

Total 100 100.0 100.0

Interpretation:
From the above table 4.2.5 it is clear that 3% of the respondent are earning below75, 000.
86% of the respondent are earning 70, 000-1, 25,000. 10% of the respondent are earning1, 25, 000-
1, 75,000. 1% of the respondent are earning above 1, 75,000.

Figure 4.2.5 Annual Income of the respondents

 Table 4.2.6 Safety appliances of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

Highly satisfied 51 51.0 51.0 51.0

Satisfied 45 45.0 45.0 96.0

Valid
Neutral 4 4.0 4.0 100.0

Total 100 100.0 100.0

Interpretation:

From the above table 4.2.6 it is clear that 51% of the people are highly satisfied and 45%
of the people satisfied 4% of the people neutral towards to Safety appliances in employee work
place

Figure 4.2.6 Safety appliances of the respondents

 Table 4.2.7 Satisfaction level of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

Highly satisfied 39 39.0 39.0 39.0

Satisfied 53 53.0 53.0 92.0

Valid
Neutral 8 8.0 8.0 100.0

Total 100 100.0 100.0

Interpretation:
From the above table 4.2.7 it is clear that 39 % of the people are highly satisfied and 53
%of the people satisfied 8% of the people neutral towards to satisfaction level.

Figure 4.2.7 Satisfaction level of the respondents

 Table 4.2.8 Medical checkup of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

Valid Yes 100 100.0 100.0 100.0

Interpretation:
From the above table 4.2.8 it is inferred that 100%of the respondents are yes opinion in
medical checkup.

Figure 4.2.8 Medical checkup of the respondents

 Table 4.2.9 Crèche facility of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

Valid No 100 100.0 100.0 100.0

Interpretation:
From the above table 4.2.9 it shows 100% of the respondents are no opinion in crèche
facility.

Figure 4.2.9 Crèche facility of the respondents

 Table 4.2.10 Maternity benefit of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

Highly Satisfied 26 26.0 26.0 26.0

Satisfied 70 70.0 70.0 96.0

Valid
Neutral 4 4.0 4.0 100.0

Total 100 100.0 100.0

Interpretation:
From the above table 4.2.10 it is clear that 26 percent of the people are highly satisfied and
70 percent of the people satisfied 4percent of the people neutral towards to maternity benefit to
women employee.

Figure 4.2.10 Maternity leave of the respondents

 Table 4.2.11 Leave policy of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

Highly Satisfied 4 4.0 4.0 4.0

Satisfied 60 60.0 60.0 64.0

Valid
Neutral 36 36.0 36.0 100.0

Total 100 100.0 100.0

Interpretation:
From the above table 4.2.11 Out of the 100 respondents surveyed to determine the welfare
measure with leave benefits provided by the company. It is found that only 4% of the people
responded as highly satisfied, 60% of the people responded as satisfied, 36% of the people
responded as neutral opinion.

Figure 4.2.11 Leave policy of the respondents

 Table 4.2.12 Education welfare scheme of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

Highly Satisfied 1 1.0 1.0 1.0

Satisfied 4 4.0 4.0 5.0

Valid Neutral 85 85.0 85.0 90.0

Dissatisfied 10 10.0 10.0 100.0

Total 100 100.0 100.0

Interpretation:
From the above table 4.2.12 Out of the 100 respondents surveyed to determine the welfare
measure with education welfare scheme in your organization provided by the company. It is found
that only 1% of the people responded as highly satisfied, 4% of the people responded as satisfied,
85% of the people responded as neutral opinion.

Figure 4.2.12 Education welfare scheme of the respondents

 Table 4.2.13 Seating& Temperature facility of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

Highly Satisfied 2 2.0 2.0 2.0

Satisfied 77 77.0 77.0 79.0

Valid Neutral 20 20.0 20.0 99.0

Dissatisfied 1 1.0 1.0 100.0

Total 100 100.0 100.0

Interpretation:

From the above table 4.2.13 it is found that 2% of the people are highly satisfied and 77%
of the people responded as satisfied, 20% of the people responded as neutral, 1% of the people are
dissatisfied towards to seating and temperature facility of the employee.

Figure 4.2.13 Seating & temperature of the respondents

 Table 4.2.14 Loans & advances of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

Moderate 44 44.0 44.0 44.0

Low 35 35.0 35.0 79.0

Valid
Very Low 21 21.0 21.0 100.0

Total 100 100.0 100.0

Interpretation:
From the above table 4.2.14 out of the 100 respondents surveyed to determine the welfare
measure with loans and advances facility provided by the company. It is found that 44% of the
people responded as moderate, 35% of the people responded as low, and 21% of the people
responded as very low opinion.

Figure 4.2.14 Loans & Advances of the respondents

 Table 4.2.15 ESI benefits of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

Highly Satisfied 70 70.0 70.0 70.0

Valid Satisfied 30 30.0 30.0 100.0

Total 100 100.0 100.0

Interpretation:
From the above table 4.2.15 it is clear that 70% of the people are highly satisfied and 30%
percent of the people satisfied towards the ESI benefits opinion in the organization.

Figure 4.2.15 ESI benefit of the respondents

 Table 4.2.16 Increment plans of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

Highly Satisfied 1 1.0 1.0 1.0

Satisfied 44 44.0 44.0 45.0

Valid Neutral 46 46.0 46.0 91.0

Dissatisfied 9 9.0 9.0 100.0

Total 100 100.0 100.0

Interpretation:
From the above table 4.2.16 out of the 100 respondents surveyed to determine the welfare
measure with increment plan provided by the company. It is found that 1% of the people responded
as highly satisfied, 44% of the people responded as satisfied, 46% of the people responded as
neutral and 9% of the people responded as dissatisfied opinion.

Figure 4.2.16 Increment plans of the respondents

4.3. Descriptive analysis:
Table 4.3.1. Factors satisfaction levels in canteen facility:

Descriptive Statistics
N Minimum Maximum Mean Std. Deviation

Cleanliness 100 4.00 5.00 4.7200 .45126

Hygienic 100 3.00 5.00 3.9900 .30134
Serving 100 2.00 4.00 3.3100 .63078
Price 100 2.00 5.00 3.2600 .48451

Interpretation:

From the above table 4.3.1 factors satisfaction levels in canteen facility of employees of
the respondents. Price has the least mean value 3.26 the respondents are consider this factor.
Cleanliness has the highest mean value 4.72, the respondents are not consider this factor.

Table 4.3.2. Satisfaction levels of allowances to the employees:

Descriptive Statistics
N Minimum Maximum Mean Std. Deviation

Transport allowance 100 1.00 5.00 4.5200 .64322

Attendance allowance 100 3.00 4.00 3.1600 .36845

Punctuality allowance 100 1.00 3.00 2.4800 .64322

Education allowance 100 2.00 3.00 2.4600 .50091

Interpretation:
From the table above 4.3.2 factors satisfaction levels of allowances to the employees of
respondents. Education allowance has the least mean value 2.46, and following other least mean
value 2.48 of punctuality allowance of the respondents are consider this factor.

Table 4.3.3. Satisfaction levels of Infra-structural facility:

Descriptive Statistics
N Minimum Maximum Mean Std. Deviation

Rest room Facility 100 4.00 5.00 4.7100 .45605

Drinking water 100 4.00 5.00 4.9000 .30151
Ventilation facility 100 4.00 5.00 4.4400 .49889
Lighting facility 100 4.00 5.00 4.8200 .38612
Toilet facility 100 3.00 5.00 3.6600 .60670
Working Environment
100 3.00 5.00 3.5000 .54123
facility
Transportation facility 100 3.00 5.00 4.0300 .59382

Interpretation:
From the table above 4.3.3 factors satisfaction levels of Infra-structural facility of the
employees of the respondents. Working environment facility has the least mean value 3.50, and
following other least mean value 3.66 of toilet facility of the respondents are consider this factor.
 4.4. One way ANOVA:
Null hypothesis

Ho= There is no significant difference among respondents of various age groups with regard to
canteen facility.

H1= There is significant difference among respondents of various age groups with regard to
canteen facility.

Table 4.4.1. One way ANOVA age vs seating arrangements and canteen facility:
ANOVA

Sum of Squares df Mean Square F Sig.

Between Groups .419 2 .209 .941 .394

Seat &Temperature
Within Groups 21.581 97 .222
facility
Total 22.000 99

Between Groups 5.879 2 2.939 20.613 .000

Cleanliness Within Groups 13.831 97 .143

Total 19.710 99

Between Groups .159 2 .079 .871 .422

Hygienic Within Groups 8.831 97 .091

Total 8.990 99
Between Groups 3.104 2 1.552 4.149 .019

Serving Within Groups 36.286 97 .374

Total 39.390 99

Between Groups 2.249 2 1.125 4.961 .009

Price Within Groups 21.991 97 .227

Total 24.240 99
Interpretation:
From the table 4.4.1 shows that the statistics of Age and Canteen facility of the employees.
From the table the construct cleanliness is (0.000) has the significant difference, and construct
serving facility is (0.019) has the significant difference, which is less than tabulated value (0.05).
So we reject null hypothesis and accept alternate hypothesis which says, there is a significant
difference among respondents of various age with canteen facility.

Table 4.4.2. One way ANOVA experience vs Increments:

Null hypothesis
Ho= There is no significant difference among respondents of Experience and Increments.

H1= There is significant difference among respondents of Experience and Increments.

ANOVA
Increment plans

Sum of Df Mean Square F Sig.

Squares

Between Groups 2.512 3 .837 1.970 .124

Within Groups 40.798 96 .425

Total 43.310 99

Interpretation:
From the table 4.4.2 shows that the statistics of experience and Increments facility of the
employees. From the table the construct Increments plans is (0.124) has the significant difference,
which is more than tabulated value (0.05). Accept null hypothesis and reject alternate hypothesis
which says, there is no significant difference among respondents of various age with canteen
facility.
Table 4.4.3. One way ANOVA Education qualification and Express your
ideas:
Null hypothesis
Ho= There is no significant difference among respondents of Education qualification and
Express your Ideas.

H1= There is significant difference among respondents of Education qualification and

Express your Ideas.

ANOVA
Expression of ideas

Sum of Df Mean Square F Sig.

Squares

Between Groups 12.572 4 3.143 4.612 .002

Within Groups 64.738 95 .681

Total 77.310 99

Interpretation:
From the table 4.4.3 shows that the statistics of Education qualification and Express your
ideas of the employees. From the table the construct Express your ideas is (0.002) has the
significant difference, which is less than tabulated value (0.05). Reject null hypothesis and accept
alternate hypothesis which says, there is a significant difference among respondents of various age
with canteen facility.
4.5. Cross Tabs:

Table 4.5.1 Age * Cleanliness Cross tabulation

Cleanliness Total

Highly Satisfied Satisfied

Count 47 1 48

% within Age 97.9% 2.1% 100.0%

18-25yrs
% within Cleanliness 64.4% 3.7% 48.0%

% of Total 47.0% 1.0% 48.0%

Count 21 23 44

% within Age 47.7% 52.3% 100.0%

Age 26-35yrs
% within Cleanliness 28.8% 85.2% 44.0%

% of Total 21.0% 23.0% 44.0%

Count 5 3 8

% within Age 62.5% 37.5% 100.0%

36-45yrs
% within Cleanliness 6.8% 11.1% 8.0%

% of Total 5.0% 3.0% 8.0%

Count 73 27 100

% within Age 73.0% 27.0% 100.0%

Total
% within Cleanliness 100.0% 100.0% 100.0%

% of Total 73.0% 27.0% 100.0%

Interpretation:
The above table 4.5.1 shows that the cross tabulations for age frequency and
canteen cleanliness. The 18-25years age group of people 47% of people responded as highly
satisfied, and 1% of the people responded as satisfied like canteen cleanliness.
 Table 4.5.2 Age * Hygienic Cross tabulation

Hygienic Total

Highly Satisfied Satisfied Neutral

Count 2 45 1 48

% within Age 4.2% 93.8% 2.1% 100.0%

18-25yrs
% within Hygienic 50.0% 49.5% 20.0% 48.0%

% of Total 2.0% 45.0% 1.0% 48.0%

Count 2 39 3 44

% within Age 4.5% 88.6% 6.8% 100.0%

Age 26-35yrs
% within Hygienic 50.0% 42.9% 60.0% 44.0%

% of Total 2.0% 39.0% 3.0% 44.0%

Count 0 7 1 8

% within Age 0.0% 87.5% 12.5% 100.0%

36-45yrs
% within Hygienic 0.0% 7.7% 20.0% 8.0%

% of Total 0.0% 7.0% 1.0% 8.0%

Count 4 91 5 100

% within Age 4.0% 91.0% 5.0% 100.0%

Total
% within Hygienic 100.0% 100.0% 100.0% 100.0%

% of Total 4.0% 91.0% 5.0% 100.0%

Interpretation:
The above table 4.5.2 shows that the cross tabulations for age frequency and
canteen hygienic food. The 26-35years age group of people 3% of people responded as neutral
opinion get disappointment in hygienic food. 39% of the people responded as satisfied and 2% of
the people responded as highly dissatisfied.
 Table 4.5.3 Age * Serving Cross tabulation

Serving Total

Satisfied Neutral Dissatisfied

Count 23 25 0 48

% within Age 47.9% 52.1% 0.0% 100.0%

18-25yrs
% within Serving 57.5% 49.0% 0.0% 48.0%

% of Total 23.0% 25.0% 0.0% 48.0%

Count 14 21 9 44

% within Age 31.8% 47.7% 20.5% 100.0%

Age 26-35yrs
% within Serving 35.0% 41.2% 100.0% 44.0%

% of Total 14.0% 21.0% 9.0% 44.0%

Count 3 5 0 8

% within Age 37.5% 62.5% 0.0% 100.0%

36-45yrs
% within Serving 7.5% 9.8% 0.0% 8.0%

% of Total 3.0% 5.0% 0.0% 8.0%

Count 40 51 9 100

% within Age 40.0% 51.0% 9.0% 100.0%

Total
% within Serving 100.0% 100.0% 100.0% 100.0%

% of Total 40.0% 51.0% 9.0% 100.0%

Interpretation:
The above table 4.5.3 shows that the cross tabulations for age frequency and
canteen service facility. The 26-35 years age group of people 30% of people responded as
dissatisfied opinion get disappointment in service facility. 14% of the people responded as
satisfied.
 Table 4.5.4 Age * Price Cross tabulation

Price Total

Highly Satisfied Neutral Dissatisfied

Satisfied

Count 0 7 39 2 48

% within Age 0.0% 14.6% 81.2% 4.2% 100.0%

18-25yrs
% within Price 0.0% 29.2% 53.4% 100.0% 48.0%

% of Total 0.0% 7.0% 39.0% 2.0% 48.0%

Count 1 16 27 0 44

% within Age 2.3% 36.4% 61.4% 0.0% 100.0%

Age 26-35yrs
% within Price 100.0% 66.7% 37.0% 0.0% 44.0%

% of Total 1.0% 16.0% 27.0% 0.0% 44.0%

Count 0 1 7 0 8

% within Age 0.0% 12.5% 87.5% 0.0% 100.0%

36-45yrs
% within Price 0.0% 4.2% 9.6% 0.0% 8.0%

% of Total 0.0% 1.0% 7.0% 0.0% 8.0%

Count 1 24 73 2 100

% within Age 1.0% 24.0% 73.0% 2.0% 100.0%

Total
% within Price 100.0% 100.0% 100.0% 100.0% 100.0%

% of Total 1.0% 24.0% 73.0% 2.0% 100.0%

Interpretation:
The above table 4.5.4 shows that the cross tabulations for age frequency and canteen food
price. The 18-25years age group of people 48% of people responded as neutral opinion get
disappointment in food price. 7% of the people responded as satisfied.
 CHAPTER: 5
FINDINGS, CONCLUSIONS AND
RECOMMENDATIONS
 CHAPTER: 5

5. FINDINGS, CONCLUSIONS AND RECOMMENDATIONS

5.1. Findings:
Frequency analysis:
 48% of the employee in the organization belongs to 18-25 age which means large people
is young.
 77% of the employee are male.
 86% of the employees are earning Rs.70, 000-1, 25,000 annual Income.
 39% of the respondents have an educational qualification of HSC and 32%of the
respondents have an educational qualification of Under Graduation.
 48% of the respondents belong to the experience of 1-5years and 47% of the respondents
belong to the experience of 5-10years
 100% of the employee are highly satisfied towards medical benefit to employee offered in
the organization.
 70% of the employee are satisfied towards the maternity benefit to women employee
offered in the organization.
 60% of the respondents have shown satisfied in the leave policy.
 77% of the people satisfied towards the seating and temperature facility in the organization.
 38% of the people satisfied towards the canteen facility offered in the organization
 40% of the people are satisfied towards the transport allowance.
 46% of the employee are satisfied towards the education allowance in the organization.
 65% of the people are satisfied towards the transport facility offered in the organization.
 90% of the people are highly satisfied towards drinking water facility provided in the
organization.
 46% of the people are neutral opinion towards the increment plans in the organization.
 56% of respondents were satisfied in the ventilation, and 52% of respondents were neutral
in working environment facility.

 44% of employees are moderate opinion on loans and advances.

 70% of respondents are highly satisfied in the ESI benefits.

Descriptive statistics:

 This study shows that the descriptive statistics satisfaction levels of the canteen facility of
the employees’ price has the least mean value 3.26. Cleanliness has the highest mean value
4.72.

 This study shows that the descriptive statistics satisfaction level of the allowances facility
of the employees’ education allowance has the least mean value 2.46 and following other
least mean value 2.48 of punctuality allowance

 This study shows that the descriptive statistics satisfaction levels of the Infra structural
facility of the employees’ working environment facility has the least mean value 3.50.

One way ANOVA:

 The study shows the information about the one way ANOVA tests of the shows that the
statistics of age and canteen facility factors of the respondents taken for the study. And the
construct cleanliness is (0.000) and construct serving facility is (0.019) has the significant
difference, which is less than tabulated value (0.05).
 The study shows that the statistics of experience and Increments facility of the employees.
From the table the construct Increments plans is (0.124) has the significant difference,
which is more than tabulated value (0.05).

Cross Tabs:

 The study found that the cross tabulations for age frequency and canteen service facility.
The 26-35 years age group of people 30% of people responded as dissatisfied opinion get
disappointment in service facility. 14% of the people responded as satisfied.
 The study found that the cross tabulations for age frequency and canteen food price. The
18-25years age group of people 48% of people responded as neutral opinion get
disappointment in food price. 7% of the people responded as satisfied.
5.2. CONCLUSION AND RECOMMENDATIONS:

To study and analyze the safety and welfare measures of the employees:
Regarding the safety appliances of welfare measures of the company, most of the
respondents’ opinion in satisfied.
Recommendations:
 The company can provide and improve safety equipments to the employees.
 Proper maintaining of adequate First aid facilities should be ensured.

To evaluate the effect of the welfare measures on employees:

Regarding the effect of the welfare measures of the company, most of the respondents feel that
canteen facility, increment plans neutral and dissatisfied
Recommendations:
 Quality of food in the canteen facility should be improved.
 The 18-25years age group of people maximum expected like less food price and good
service facility. So the company should be improve the canteen facility.
 Since most of the employees are married the company can concentrate on crèche facility.
 The salary increment for employees will increase the employee satisfaction and which in
turn increase the employee morale.

To evaluate the satisfaction level of employee about the work environment:

Regarding the working conditions of the company, most of the workers are neutral opinion.
Recommendations:
 The management of the company should take necessary steps to fix exhaust fan, air
machine etc., in essential places in the company.
 Work environment causes number of problems, counseling enables to overcome personal
and technical problems.
 The rest room should be reconstructed with sufficient space.
To find the level of satisfaction of employee about the facilities given by the company:
 The most of respondents feel that communication relationship moderate and different to
the employees and co-workers.
 Regarding the grievances handling of the company, most of the people responded as
sometime or rarely opinion.
Recommendations:
 The company can improve the grievance handling system so that they can increase the
employee satisfaction.
 The company can improve the employer, employee, and co-workers relationship.
 Schools with good standard providing Quality education should established.

5.3. CONCLUSION
The welfare measure are more important for every employee, without welfare measure
employee cannot work effectively in the organization. Social security’s measure like workmen
compensation, maternity benefit, old age benefit, medical benefit and family welfare benefit are
very important. The organization by providing better social securities to employee the satisfaction
towards job can be improved. But they are lacking in canteen facilities, worker’s education
facilities, marketing co-operative credit societies. They should take necessary steps to improve in
those measures. So that the employee can do his job more effectively. Employers should
understand what employees want and compensate them accordingly. Some of the suggested
measures for improving employees’ safety and health include first aid facilities, counseling
program, crèche facility for improving the effectiveness of employees’ safety and health.

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Websites:

Industry profile:

https://www.justdial.com/Theni/Rich-Phytocare-(P)-LTD
Bodinayakanur/9999P4546-4546-120820163910-K2P8_BZDET

Quality and Safety in Health Care

Department of Community and Family Medicine, Dartmouth Medical School, 7251 Strasen burgh
Hall, Hanover, NH 03755, USA; Judith.Colla@dartmouth.edu

Preserving Employee Morale during Downsizing

Karen E. Mishra, Gretchen M. Spreitzer and Aneil K. Mishra

Topic: Human Resource Management and Industrial Relations

Reprint 3927; winter 1998, Vol. 39, No. 2, pp. 83–95

 Annexure:
A STUDY ON EFFECT OF EMPLOYEE WELFARE MEASURES IN RICH
PHYTOCARE PRIVATE LIMITED

QUESTIONNAIRE

PERSONAL DATA

1. Name :
2. Age :
(a) 18-25yrs (b) 26-35yrs (c) 36-45yrs (d) Above 45yrs

3. Gender :
(a) Male (b) Female

4. Educational Qualification :
(a) SSLC (b) HSC (c) Diploma (d) UG (e) PG

5. Experience :
(a) 0-1 Yrs (b) 1-5 Yrs (c) 5-10 Yrs (d) Above 10 Yrs

6. Annual Income :
(a) Below 75000 (b) 75000-125000 (c) 125000-175000 (d) Above 175000
7. Designation :
8. Are you satisfied with the safety appliances in work place?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied

e) Highly Dissatisfied
9. Medical Facility
9.1 Specify the level of satisfaction

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied

e) Highly Dissatisfied

9.2 Is there any periodical medical checkup given to you

(a) Yes (b) No

10. Does the organization provide crèche facility?

(a). Yes (b). No

11. Does the company provide maternity leave to Female Employees?

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied

e) Highly Dissatisfied

12. Are you satisfied leave policy of the Organization?

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied

e) Highly Dissatisfied

13. Are you satisfied with education welfare scheme provided by the management?

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied

e) Highly Dissatisfied

14. Are you satisfied with seating arrangement & temperature facilities?

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied

e) Highly Dissatisfied
15. Canteen facility

Specify the level of satisfaction

Highly Highly
Satisfied Neutral Dissatisfied
Satisfied Dissatisfied

Cleanliness

Hygienic

Serving

Price

16. Credit facility:

16.1. How do you rate the benefits of Advances and loans given by them?

(a) Very high b) high c) moderate d) low e) very low

Specify the level of satisfaction of other allowances

Highly Highly
Satisfied Neutral Dissatisfied
Satisfied Dissatisfied

Transport allowance

Attendance allowance

Punctuality allowance

Education allowance

17. Are you satisfied with ESI benefits?

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied

e) Highly Dissatisfied
18. Are you satisfied with Increments plans?

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied

e) Highly Dissatisfied

19. Infra-structural facility :

Specify the level of satisfaction

Highly Highly
Satisfied Neutral Dissatisfied
Satisfied Dissatisfied

Rest room

Drinking water

Ventilation

Lighting

Toilets

Working
environment

Transportation

20. Interrelationship:

20.1. Relationship between co-workers

(a) Cordial (b) Moderate (c) Indifferent

20.2. Relationship between supervisor and workers.

(a) Cordial (b) Moderate (c) Indifferent

20.3. Level of communication between supervisor and employee

(a) Very high b) high c) moderate d) low e) very low

 21. Level of motivation given to employee

(a) Very high b) high c) moderate d) low e) very low

22. Level of freedom to express your ideas?

(a) Very high b) high c) moderate d) low e) very low

23. Does the management solve all your grievances?

(a) Always (b) Sometimes (c) Rarely (d) Never

24. Are you informed about all the management policies?

(a) Always (b) Sometimes (c) Rarely (d) Never

25. Are you satisfied with the entertainment activities conducted by them?

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied

e) Highly Dissatisfied

26. Are you satisfied with the work you do.

(a) Always (b) Sometimes (c) Rarely (d) Never

27. Suggestion for Improvements