Full Report (3) )

A STUDY ON EMPLOYEE WELFARE, DEVELOPMENT
AND SAFETY MEASURES IN IT SECTOR, CHENNAI
Submitted in partial fulfilment of the requirements for the award of
MASTER OF BUSINESS ADMINISTRATION
by
A.SOUNDARYA LAKSHMI
REGISTER
NO:42410129
DEPARTMENT OF BUSINESS
ADMINISTRATION SCHOOL OF MANAGEMENT
STUDIES
SATHYABAMA
INSTITUTE OF SCIENCE AND TECHNOLOGY
(DEEMED TO BE UNIVERSITY)
Accredited with Grade “A” by NAAC I 12B Status by UGC I Approved by AICTE
JEPPIAAR NAGAR, RAJIV GANDHI SALAI, CHENNAI - 600 119
I
II
SCHOOL OF MANAGEMENT STUDIES
BONAFIDE CERTIFICATE
This is to certify that this Project Report is the bonafide work of A.SOUNDARYA
LAKSHMI 42410129 who carried out the Project Training “A STUDY ON
EMPLOYEE WELFARE, DEVELOPMENT AND SAFETY MEASURES IN IT
SECTOR, CHENNAI”under my supervision from January 2023 to March 2023.
Dr.M.RAJA
Internal guide External Guide
Dr. BHUVANESWARI .G, MBA., Ph.D

Dean – School of Management Studies
Submitted for Viva voce Examination held on
Internal Examiner External Examiner
III
DECLARATION
I A.SOUNDARYA LAKSHMI (42410129) hereby declare that the Project Report

entitled “A STUDY ON EMPLOYEE WELFARE, DEVELOPMENT AND SAFETY
MEASURES IN IT SECTOR, CHENNAI” done by me under the guidance of
DR.M.RAJA is submitted in partial fulfilment of the requirements for the award of Master
of Business Administration degree.
DATE:
PLACE:
A.SOUNDARYA LAKSHMI
IV
ACKNOWLEDGEMENT
I am pleased to acknowledge my sincere thanks to Board of Management of

SATHYABAMA for their kind encouragement in doing this project and for
completing it successfully. I am grateful to them.
I convey my sincere thanks to Dr. G. Bhuvaneswari, MBA., Ph.D., Dean - School

of Management Studies and Dr. A. Palani, M.Com., M.Phil., M.B.A., Ph.D., -
Head - School of Management Studies for providing me necessary support and
details at the right time during the progressive reviews.
I would like to express my sincere and deep sense of gratitude to my Project Guide
DR.M.RAJA for her valuable guidance, suggestions and constant encouragement
paved way for the successful completion of my project work.
I wish to express my thanks to all Teaching and Non-teaching staff members of the
School of Management Studies who were helpful in many ways for the
completion of the Training.
A.SOUNDARYA LAKSHMI
V
TABLE OF CONTENTS
CHAPTER
TITLE PAGE NO.
NO.
Abstract (i)
List of tables (ii)
List of charts (iii)
INTRODUCTION 1
1.1 . Introduction 1
1.2 . Industry profile 10
1.3 . Company profile 11
1 1.4 . Statement of the problem 20
1.5 . Need of the study 20
1.6 . Objectives for the study 20
1.7 Scope of the study 20
1.8 Limitation of the study 20
2 REVIEW OF LITERATURE 21
3.1. Research Design 34
3.2. Sources of data 35
3.3. Structure of the Questionnaire 35
3.4. Sample size 36
3.5. Sampling Technique 36
3.6. Area of the study 36
3.8. Analytical Tools 36
DATA ANALYSIS AND INTERPRETATION 38
4.1 Percentage analysis 38
4
4.2. Anova 58
4.3. Correlation 59
FINDINGS, SUGGESTIONS AND CONCLUSION 60
5.1. Findings of the study 60
5
5.2. Suggestions & recommendations 62
5.3. Conclusion 63
References 64
VI
ANNEXURE I – Questionnaire 69
ANNEXURE II - Research article 74
VII
ABSTRACT
Employee health, safety and welfare activities in our country are urgently required because India is a
country which can be described as a country in its least growth of and the working conditions are not up to
the level of satisfaction among the employees. Employee health, safety and welfare activities are necessary
for improving the working conditions and the economic and living standards of industrial workers. In
modern society, economic development of employees plays an imperative role in productivity. Hence, by
uplifting work force, the economic development of the nation increases markedly which in turn increases
the National productivity.
This study would throw light on the perception of the employees regarding safety and welfare. IT
organizations can identify the areas where it can improve so as to improve the performance of the
employees. This study would also help to analyze if there is dependence between. The present study is
limited to IT organizations. The research design adopted for this study is Descriptive Research. Descriptive
method was adopted because it deals with description of the state of affairs as it exists at present. The
method used for data collection was “Questionnaire method” that is structured one. It is a mixture of open-
ended and closed ended and multiple choices. The words used were simple and helps in avoiding confusion
and misinterpretation among the respondents.
This paper highlights the welfare measures taken in the IT industry, the employees satisfaction level, and to
identify the overall quality of work life of the employees. The Data collection was done through schedule.
In some cases personal interview was needed at the time of filling up of questionnaire. To analyze, the
collected data the researcher used simple percentage analysis, one way Correlation and Chi-Square test and
regression. Different charts and graphs were drawn to interpret the collected data.
VIII
LIST OF TABLES
TABLE NO. PARTICULARS PAGE NO.

4.1.1 AGE OF THE RESPONDENTS 38
4.1.2 GENDER OF THE RESPONDENTS 39
4.1.3 MARITAL STATUS OF THE RESPONDENTS 40
EDUCATION QUALIFICATION OF THE
4.1.4 40
RESPONDENTS
4.1.5 EXPERIENCE OF THE RESPONDENTS 41
4.1.6 ROLE OF THE RESPONDENTS 42
4.1.7 DEPARTMENT OF THE RESPONDENTS 43
MOST OF THE EFFECTIVE ENGAGING
4.1.8 44
EMPLOYEE
4.1.9 SATISFICATION OF ORGANIZATION CULTURE 45
4.1.10 RECOGNITION OF WORK 46
4.1.11 RECREATIONAL ACTIVITY 47
4.1.12 MOTIVATION ENVIRONMENT 48
4.1.13 COMPENSATION AND BENIFITS 49
4.1.14 ENCOURAGES TO ACQUIRE NEW SKILLS 50
4.1.15 SHARING THEIR KNOWLEDGE WITH OTHERS 50
OPPORTUNITES TO KEEP KNOWLEDGE
4.1.16 51
UPDATE
4.1.17 CAREER ADVANCEMENT 52
4.1.18 STRESS IS MANAGEABLE 53
4.1.19 ORGANIZATION PROVIDE EQUIPMENTS 54
4.1.20 WORK VALUED BY ORGANIZATION 55
4.1.21 LEAVE FACILITIES 55
4.1.22 WORKING HOURS IS FLEXIBLE 56
MANAGER IS OPEN TO IDEAS AND
4.1.23 57
SUGGESTION
4.1.24 FEEDBACK FROM MANAGER OR TL 57
IX
LIST OF CHARTS
CHARTS NO. PARTICULARS PAGE NO.

4.1.1 AGE OF THE RESPONDENTS 38
4.1.2 GENDER OF THE RESPONDENTS 39
4.1.3 MARITAL STATUS OF THE RESPONDENTS 40
4.1.4 EDUCATION QUALIFICATION OF THE
40
RESPONDENTS
4.1.5 EXPERIENCE OF THE RESPONDENTS 41
4.1.6 ROLE OF THE RESPONDENTS 42
4.1.7 DEPARTMENT OF THE RESPONDENTS 43
4.1.8 MOST OF THE EFFECTIVE ENGAGING
44
EMPLOYEE
4.1.9 SATISFICATION OF ORGANIZATION
45
CULTURE
4.1.10 RECOGNITION OF WORK 46
4.1.11 RECREATIONAL ACTIVITY 47
4.1.12 MOTIVATION ENVIRONMENT 48
4.1.13 COMPENSATION AND BENIFITS 49
4.1.14 ENCOURAGES TO ACQUIRE NEW SKILLS 50
4.1.15 SHARING THEIR KNOWLEDGE WITH OTHERS 50
4.1.16 OPPORTUNITES TO KEEP KNOWLEDGE
51
UPDATE
4.1.17 CAREER ADVANCEMENT 52
4.1.18 STRESS IS MANAGEABLE 53
4.1.19 ORGANIZATION PROVIDE EQUIPMENTS 54
4.1.20 WORK VALUED BY ORGANIZATION 55
4.1.21 LEAVE FACILITIES 55
4.1.22 WORKING HOURS IS FLEXIBLE 56
X
4.1.23 MANAGER IS OPEN TO IDEAS AND
57
SUGGESTION
4.1.24 FEEDBACK FROM MANAGER OR TL 57
XI
XII
CHAPTER 1
INTRODUCTION AND BACKGROUND OF THE STUDY
1.1 INTRODUCTION
Employee health, safety and welfare are the measures of promoting the efficiency of employees.
Various welfare measures provided by the employer will have instant impact on the health,
physical and mental efficiency alertness, morale and overall competence of the employees and
there are by contributing to the maximum productivity. Some of the amenities and services
which fall within the preview of laborers’ welfare like sufficient canteen facilities,
accommodation arrangements, recreational facilities, medical facilities and transportation
Safety and welfare measures are inevitable to any organization where workers are involved. An
organization‘s responsibility to its employees extends beyond the payment of wages for their
services. The labor’s safety and welfare on and off the job within the organization is a vital
concern of the employer. Providing a safe and healthy environment is a pre-requisite for any
productive effort. This research deals with the study on the welfare measures provided to the
employees at IT organizations.
Like other IT organizations, IT organizations is satisfying and fulfilling the welfare and security
needs of the workers, would give them a better motivation and more time to concentrate on job
performance. A voluntary approach on the part of the management to offer welfare programmes
which are over and above what is laid down by the law would boost the morale of the employees
and motivate them to perform better. A preliminary study conducted by the researcher with
respect to welfare showed that there was scope for improvement in certain areas. This formed the
basis of the research problem.
1.2 INDUSTRY PROFILE

Introduction
The global sourcing market in India continues to grow at a higher pace compared to the IT-BPM
industry. India is the leading sourcing destination across the world, accounting for approximately
55% market share of the US$ 200-250 billion global services sourcing business in 2019-20.
Indian IT & BPM companies have set up over 1,000 global delivery centres in about 80 countries
across the world. India has become the digital capabilities hub of the world with around 75% of
global digital talent present in the country.
1
Market Size
IT-BPM industry’s revenue was estimated at around US$ 191 billion in FY20, growing at 7.7%
y-o-y it is estimated to reach US$ 350 billion by 2025. Moreover, revenue from the digital
segment is expected to form 38% of the total industry revenue by 2025. Digital economy is
estimated to reach Rs. 69,89,000 crore (US$ 1 trillion) by 2025. The domestic revenue of the IT
industry was estimated at US$ 44 billion and export revenue was estimated at US$ 147 billion in
FY20.
Total number of employees grew to 1.02 million cumulatively for four Indian IT majors
(including TCS, Infosys, Wipro, HCL Tech) as on December 31, 2019. Indian IT industry
employed 205,000 new hires; up from the 185,000 jobs added in FY19 and had 884,000 digitally
skilled talents in 2019.
Investments/ Developments
Indian IT's core competencies and strengths have attracted significant investment from major
countries. The computer software and hardware sector in India attracted cumulative foreign
direct investment (FDI) inflow worth US$ 45.97 billion between April 2000 and June 2020. The
sector ranked 2nd in FDI inflows as per the data released by Department for Promotion of
Industry and Internal Trade (DPIIT)
2
Leading Indian IT firms like Infosys, Wipro, TCS and Tech Mahindra are diversifying their
offerings and showcasing leading ideas in blockchain and artificial intelligence to clients using
innovation hubs and research and development centres to create differentiated offerings.
Some of the major developments in the Indian IT and ITeS sector are as follows:
 November 2020, Wipro partnered with Cisco to deliver managed software-defined wide
area network (SD-WAN) transformation services to Olympus, a medical devices and
systems company in headquartered in Tokyo, Japan.
 In November 2020, Tata Consultancy Services (TCS) announced that it is developing an
investment insights solution, leveraging SAP’s Business Technology Platform, for the
capital markets industry.
 In October 2020, Tata Consultancy Services was selected as a strategic partner for
managed IT services by AG Insurance to help enhance the latter’s digital channels and
modernise IT systems.
 In October 2020, Infosys completed the acquisition of Kaleidoscope Innovation, a US-
based product design and development firm for Rs. 308 crore (US$ 42 million).
 In September 2020, HCL Technologies announced that it will acquire DWS Ltd, an
Australian-based IT solutions firm. This acquisition will help HCL Technologies
strengthen its position in the Australia and New Zealand market.
 In July 2020, Infosys won a multiyear deal worth US$ 1.5 billion from investment
management company, Vanguard.
 In July 2020, HCL Technologies signed a five-year deal worth US$ 600 million with
telecom equipment maker Ericsson.
 In May 2020, SirionLabs, a software-as-a-service (SaaS) provider, raised US$ 44 million
as part of its Series C round led by Tiger Global and Avatar Growth Capital.
 PE (private equity) investment in the sector stood at US$ 11.8 billion across 493 deals in
2019.
 In January 2020, Nippon Telegraph and Telephone, a Japanese tech announced its plans
to invest a significant part of its US$ 7 billion global commitments for data centres
business in India over the next four years.
3
 As of February 2020, there were 417 approved SEZs across the country with 274 from IT
& ITeS and 143 as exporting SEZs.
 In February 2020, Tata Consultancy Services bagged a worth Rs. 10,650 crore (US$ 1.5
billion) from pharma company Walgreens Boots Alliance.
 In June 2019, Mindtree was acquired by L&T.
 Nasscom has launched an online platform which is aimed at up-skilling over 2 million
technology professionals and skilling another 2 million potential employees and students.
Government Initiatives
Some of the major initiatives taken by the Government to promote IT and ITeS sector in India
are as follows:
 On May 2019, the Ministry of Electronics and Information Technology (MeitY) launched
the MeitY Startup Hub (MSH) portal.
 In February 2019, Government released the National Policy on Software Products 2019
to develop India as a software product nation.
 The Government has identified Information Technology as one of 12 champion service
sectors for which an action plan is being developed. Also, the Government has set up a
Rs. 5,000 crore (US$ 745.82 million) fund for realising the potential of these champion
service sectors.
 As part of Union Budget 2018-19, NITI Aayog was to set up a national level programme
to enable efforts in AI^ and leverage AI^ technology for developing the country.
 In the Interim Budget 2019-20, the Government announced plans to launch a national
programme on AI* and setting up of a National AI* portal.
4
 National Policy on Software Products-2019 was passed by the Union Cabinet to develop
India as a software product nation.
5
Achievements
Following are the achievements of the Government during 2019-20:
 About 200 Indian IT firms are present in around 80 countries.

 Total export revenue of the industry is expected to grow 8.1% y-o-y to US$ 147 billion in
FY20. IT-BPM sector accounted for the largest share in the Indian services export at
45%.
 Total number of employees grew to 1.02 million cumulatively for four Indian IT majors
(including TCS, Infosys, Wipro, HCL Tech) as on December 31, 2019.
Road Ahead
India is the topmost offshoring destination for IT companies across the world. Having proven its
capabilities in delivering both on-shore and off-shore services to global clients, emerging
technologies now offer an entire new gamut of opportunities for top IT firms in India. The
industry is expected to grow to US$ 350 billion by 2025 and BPM is expected to account for
US$ 50 55 billion of the total revenue.
1.4 PROBLEM STATEMENT

Welfare and development includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in keeping the morale and
motivation of the employees high so as to retain the employees for longer duration. The welfare
measures need not be in monetary terms only but in any kind/forms. Employee welfare includes
monitoring of working conditions, creation of industrial harmony through infrastructure for
health, industrial relations and insurance against disease, accident and unemployment for the
workers and their families.
6
1.5 OBJECTIVES OF THE STUDY
Primary Objective:
To study the employee welfare, development and safety measures adopted by IT organizations
that enhances the organizational performance
Secondary Objective:
 To study employee welfare measures offered by the IT organizations.
 To identify the statutory and non-statutory welfare measures adopted by the company.
 To do a comprehensive study on welfare measures.
 To measure the satisfaction level of regarding welfare measures taken by organization.
 To suggest modern methods in improving the welfare of employees in the company
1.6 SCOPE OF THE STUDY

 This study would give an overview of the welfare and developmental measures taken by
IT organizations for its employees
 Welfare, development and safety measures are two important elements essential for
improving the productivity of an organization
 A study on the existing facilities at work place would help the organization perform
better
 This study would throw light on the perception of the employees regarding welfare and
safety provisions given by the company
 IT organizations can identify the areas where it can improve so as to improve the
performance of the employees.
 The scope of this present study is limited to IT organizations, Chennai
1.7 NEED FOR THE STUDY

 The study can bring out the level of safety, welfare and development of the employees in
their work.
7
 The study helps to reveal drawbacks relating to safety and health of the employees and to
fulfillment and improve the drawbacks by making them perfect.
 Through this study the company can take remedial steps so that they can build a positive
rapport with the employees.
 Also the company can know about the existing level of satisfaction in case of safety and
welfare of the employees.
CHAPTER 2
REVIEW OF LITERATURE
2.1 INTRODUCTION
The review of literature of this study covers the previous studies made in the selected topic of
employee welfare, development and safety measures. This literature surveys for this chapter has
been derived from various secondary sources like reports of surveys, Committees and
Commissions, text books, theses and from magazines and journals
2.2 LITERATURE BY COMMISSIONS & COMMITTEES

ILO1 in its publication, “Approaches to Social Security” stated that social security relates to
those services which provide the citizen with benefits designed to prevent or cure disease to
support him, when unable to earn and to restore him to gainful activity.
The Employee Investigation Committee2 while appointing 38 different Industrial sub-

committees entrusted the work on coal sector to Deshpande who made an exhaustive
investigation into the work life of coal miners and brought out their miserable conditions
8
Mahindra Committee3 dealt with the problems of coal industry rather than those of the
problems of coal miners.
But the report of the Coal Mines Employee Enquiry Committee 4 concentrated its efforts only
on the collieries of the Hyderabad state.
Fortunately, the National Commission on Employee5 appointed separate study groups for
knowing the problems of coal workers in different coal mines. The study groups on coal made
certain important suggestions to improve the conditions in collieries.
The Committee on Employee Welfare6 made various recommendations to the Government

about the need for the provision of a minimum standard of welfare to coal miners.
2.3 TEXT BOOKS
David, A Decenzo (2001)7 and Stephen P. Robbins in their book, “Personnel / Human Resource
Management explained the various benefits and services provided by the companies to their
employees. According to them, the legally required benefits and services include social security
premiums, unemployment compensation, workers compensation and state disability programs.
They felt that the cost of the voluntary benefits offered appears to be increasing.
Michael (2001)8 in his book, “Human Resource Management and Human Relations” said that
the provision of intra-mural and extra-mural welfare facilities help in improving the quality of
work life of employees thereby good human relations will develop among different cadres of
employees.
Kannan (2001)9 stated that the ever increasing demand for welfare funds for each and every sub-
sector of the informal sector may be viewed as a desperate reaction of the workers for a measure
of social security in an unprotected employee market.
9
Pylee and Simon George10 in their book, “Industrial Relations and Personnel Management”
stated that companies should provide retirement benefits such as provident fund, gratuity and
pension to employees. They felt that the provision of these benefits assists employees to be free
from fear of want and fear of starvation besides instilling in them a feeling of security.
Punekar, Deodhar and Sankaran (2004)11 in their book, “Employee Welfare, Trade Unionism
and Industrial Relations” stated that employee welfare is anything done for the comfort and
improvement, intellectual and social-well being of the employees over and above the wages paid
which is not a necessity of the industry.
Shashi, K. Gupta and Rosy Joshi (2005) 12 in their book, “Human Resource Management”
discussed “employee welfare” in detail The book covers all the aspects of employee welfare such
as types of employee welfare, statutory provisions concerning welfare, approaches to welfare and
also the significance of employee welfare.
Mamoria et al.,(2005)13 in their book “Dynamics of Industrial Relations” discussed the welfare
facilities provided by various organisations such as cotton mills in Mumbai, Jute mills, steel
plants, mines, plantations, railways, postal & telegraphs, ports and dockyards. They also
discussed the employee welfare measures undertaken by the Government from the First Five
Year Plan to Eighth Five Year Plan period.
Singh (2005)14 in his book, “Industrial Relations: Emerging Paradigms“ stated that social
security is an attack on five giants such as wants, disease, ignorance, squalor and idleness.
According to him, social security is not a burden but a kind of wise investment that offers good
social dividends in the long run.
VenkataRatnam (2006)15 in his book, “Industrial Relations” discussed the provisions made for
social security in the constitution of India, employee legislations, collective agreements and
voluntary arrangements for the organised sector. He also discussed the key issues in social
security in the context of the emerging socio-economic environment.
Micheal Armstrong (2006)16 in his book, “A Hand Book of Human Resource Management”
discussed the various welfare services provided to employees in detail. He stated that the
provision of welfare services in terms of individual services, group services and employment
10
assistance programs help in improving the identification of employees with the companies in
which they are employed.
Malik (2007)17 in his book discussed the various welfare measures to be provided to workers and
employees under various Acts Viz., Mines Act, 1952, Factories Act, 1948, Environment
(Protection) Act, 1986 etc.
Aquinas (2007)18 in the book, “Human Resource Management” explained the intra-mural and
extra-mural welfare benefits provided to employees. He stated that some welfare benefits are
provided as per legislation while some 42 other welfare benefits are provided voluntarily by
management or as a result of bi-partite settlements between the Management and Trade Unions.
Scott Snell and George Bohlander (2007) 19 in their book, “Human Resource Management”
throw light on the various benefits especially social security benefits such as provident fund,
gratuity, pension and insurance cover provided to employees.
Gary Dessler and BijuVarkkey (2009)20 in their book, “Human Resource Management”
discussed the benefits and services provided to employees in India. They also discussed the
benefits to be provided as per Central or State Law besides the discretionary benefits provided by
employers.
John M. Ivancevich (2010)21 in his book, “Human Resource Management” stated that an
employer has no choice about offering mandated benefits programs and cannot change them in
any way without getting involved in the political process to change the existing laws. According
to him, the three mandated programmes are unemployment insurance, social security and
workers compensation.
Aswathappa (2010)22 in his book, “Human Resource Management” discussed the various types
of benefits and services provided to employees in terms of payment for time not worked,
insurance benefits, compensation benefits, pension plans etc. He also discussed the ways to
administer the benefits and services in a better way.
2.4 THESES
11
Chattopadhyay Ramakrishna23 in his thesis, “Social Perspective on Employee Legislation in
India” discussed in detail about the importance given to social security in various legislations,
which are enacted from time to time by the Government of India.
Moulvi (2003)24 in his thesis, “Impact of Social Security-cum-Employee welfare Measures on

Production, Absenteeism and Attitudes of Industrial workers - A Comparative Study of KSRTC
Regional Work Shops of Hubli and Bangalore” found that the productivity of the workers has
increased with the provision of welfare facilities. Further, employees have formed positive
attitudes. However, provision of social security and welfare measures has not helped in the
reduction of absenteeism.
SrinivasaRao (2004)25 in his thesis, “Functioning of Trade Unions in Indian Coal Mining
Industry: A Case Study of Singareni Collieries Company Limited” studied the functions of trade
unions at length. He also explained the role of trade unions in improving the quality of work life
of employees in SCCL.
Rama Vani (2006)26 in her thesis, “Incentive Schemes in Coal Industry: A Case Study of
Singareni Collieries Company Limited” discussed the various incentives provided by SCCL to
its employees so as to improve the productive performance of the company. She concluded that
the incentives provided by the company helped in improving the productive performance of the
company.
VenkateswaraRao (2006)27 in his M.Phil. dissertation, “A Study of Health and Welfare

Measures for workers in Singareni Collieries Company Limited inquired into the various health
and welfare facilities provided by the company to its employees. The researcher concluded that
SCCL is highly employee-welfare oriented.
Srivastava (2007)28 in his thesis, “Study of Employee Welfare and Social Security in the
Industrial undertakings of RaiBareilli District” discussed comprehensively about the various
welfare and social security measures provided by various companies in the district. The study
found that a majority of the companies is employee welfare and social security oriented.
12
Viswanadh (2008)29in his thesis, “A Study on Welfare Facilities and its Impact on the efficiency
of employees in APSRTC found that the provision of welfare facilities has a positive impact on
the efficiency of employees
2.5 MAGAZINES AND JOURNALS
Madhumathi and Desai (2003)30 in their article, “Analysis of Pre and Post Reform Security and
Employee Welfare Expenditure in Karnataka State Road Transport Corporation” analysed the
social security and employee welfare measures provided by KSRTC in detail. The study found
that employee welfare expenditure in 51 KSRTC had grown year after year under pressure as
well as the changing relations between employees and management. They further found that per
capita employee welfare expenditure had increased substantially during the postreforms period.
NaliniNayak (2005)31 in her article, “Social Security for the Unorganised Sector” felt that the
bill assuring social security for workers in the unorganised sector does not go far assuring access
rights to natural resources enjoyed as per tradition by certain groups or organisations. She also
stated that in the state of Kerala, workers agitated in a sustained manner for recognition of their
rights. However, for lack of state support, these organisations are dwindling in number.
Raju and Jena (2005)32 in their article, “Pioneering Welfare Practices in Oil and Natural Gas
Corporation Limited-Rajahmundry Asset” stated that the employee welfare practices adopted by
ONGC contributed to the economic development in total by moulding workers into a productive,
efficient and committed employee force. Further, it has tremendous potentialities for fostering
good industrial relations.
Sakthivel, S. and PinakiPoddar (2006)33 in their article, “Unorganised Sector Workforce in

India” stated that the pro-rich and pro-capital policy of the present regime is reflected in the
recent downward revision of the interest rate of the subscribers of provident fund. Further, the
move towards defined contributory schemes away from defined benefit scheme of pension funds
is not good. In short, given the poor affordability and lack of institutional mechanism, any design
of social security that relies heavily on a contributory basis is bound to fail dismally. 52 Ravi
13
Duggal (2006)34 in his article, “Need to Universalise Social Security” stated that those who can
afford it get their own social security through a public mandate and those who can not afford it
have to buy or arrange their own social security. Further, he stated that the malaise can only be
overcome by universalising social security.
VenkateswaraRao and Rajesh (2007)35 in their article, “Singareni Collieries Company Limited:
The Great Turnaround Story” analysed the reasons for the sickness of SCCL. They also
discussed the various measures taken by the company for the successful turnaround of the
company.
DebashishSengupta (2007)36 in his article, “Responsibility for Sustainability – The Changing

Face of Corporate Social Responsibility” stated that organisations should design welfare
schemes keeping in view the well-being of employees. This is because, the provision of welfare
facilities leads to a motivated and happy work force, who are obviously more productive,
efficient and creative, ultimately leading to the formation of a performing organisation.
Anjali Ganesh and Vijayi D. Souza (2008)37 in their article ”Social Security and Welfare
Measures at New Mangalore Port Trust - A Case Study” felt that employees at NMPT are quite
satisfied with the social security benefits provided by the organisation. They also stated that the
provision of welfare facilities and social security benefits has a greater influence on the working
of employees through psychological and social satisfaction.
Kala (2008)38 in her article, “Social Security of Unorganised workers” felt that people who are
employed in shops and establishments, handlooms and power looms, agriculture, construction
are not covered by social security measures and hence the government introduced
AamAdmiBimaYojana and Indira Gandhi National old Age pension scheme to help the
unorganised sector employees as well as the old people who are above 65 years of age.
Deepika (2008)39 in her article, “A Relook into the Measurement of Human Welfare and
Happiness” stated that Governments should measure the gross National Happiness (GNH) rather
than Gross National Product (GNP) as gross national happiness is a better indicator of human
welfare and happiness.
14
Venkateswarlu (2008)40 in his article, “Social Security Measures for the Empowerment of the
Aged” highlighted the various social security measures provided by the Government in terms of
old age pension, old age homes, mobile geriatric measures, marginal subsidies on train and flight
tickets for empowering the old age people.
SudansuRath (2008)41 in his article, “Public Choice, Public Policy and Social Welfare in a
Democratic Country: A Theoretical Analysis” felt that Governmental intervention is required in
the case of market failure. Public choice, public policy and social welfare concepts are relevant
in the context of a democratic welfare state. He also stated that public policy determined by
political behaviour misrepresents public choice and deviates from maximum social welfare.
Finally, assessment of social welfare and social justice rests on value judgement.
ParomitaGoswami (2009)42 in the article, “A Critique of the Unorganised Workers Social

Security Act” made an attempt to discuss the unorganised workers security Act, 2008. The writer
felt that the Act does not make it mandatory for the Government to introduce new welfare
schemes. It unfairly divides unorganised workers into those below the poverty line and those
above, and is silent on a national minimum wage, improving working conditions, and the
problems of women workers like unequal pay, sexual harassment at the work place etc.
Mukul, G. Asher (2009)43 in his article, “Pension Plans, Provident Fund Schemes and
Retirement policies: India’s Social Security Reform Imperative” stated that the major objectives
of any social security system are consumption smoothing over an individual’s life time,
insurance against longevity and inflation risks, income redistribution for society as a whole and
poverty relief. He felt that these have to be traded off against economic growth, employee market
efficiency and employee market flexibility.
Hitesh I. Bhatia (2010)44 in his article, “Social Security for the Most Overlooked Human
Resources in India” stated that the formal social security support is available to only a small
fraction of India’s employee force working in the organised sector. A massive 93 per cent of the
employee workforce in the unorganized sector continues to remain uncovered by any social
security programs despite its huge contribution to the GDP.
Jeya A. and Kirubakaran Samuel (2010)45 in their article, “A Study on Impact of Social
Welfare Schemes on Rural women in Cuddalore District” dealt with the impact of social welfare
15
schemes on rural women. It also outlined the extent of benefit availed by the rural women based
on field survey. The result is that rural women are greatly benefited by the provision of social
welfare schemes.
Poongavanam (2011)46 in his article, “A Study on Employee Welfare Facility (with reference to
AFT, Pondicherry) made an attempt to study the Welfare facilities provided by a large, well-
recognised Government enterprise in Pondicherry, namely Anglo French Textiles. The study
found that welfare measures will improve the physique, intelligence, morality and standard of
living of workers, which in turn will improve their efficiency and productivity
CHAPTER 3
RESERCH METHODOLOGY
A research design is a detailed blue print used to guide a research study toward its objective. The
process of designing a research study involves many interrelated decisions. The most significant
decision is the choice of research approach, because it determines how the information will be
obtained. The choice of the research approach depends on the nature of the research that one
wants to do. The research design adopted for this study is Descriptive Research. Descriptive
method was adopted because it deals with description of the state of affairs as it exists at present.
16
The next step in research study after collecting data is the sampling process. When a decision is
made to use the sample, a number of factors must be taken into consideration. The various steps
involved in the sampling process are:
 Identifying target population
 Determining sample frame
 Selecting sampling procedure
 Determine sample size
 Execute sampling
 Obtaining information from respondents
 Generating information for decision making
3.2 TARGET RESPONDENTS

The target population in this study is the employees of IT organizations.
3.3 SAMPLING TECHNIQUE

The sampling technique had to be selected. There are two types of sampling techniques,
probability and non-probability. For this study we used probability sampling
Probability sampling
Among the probability sampling, the sampling used in this study was Stratified sampling.
Stratified Sampling
If the population from which a sample is to be drawn does not constitute a homogeneous group,
then stratified technique is applied so as to obtain a represented sample. In this technique, the
population is stratified into number of non-overlapping sub populations or strata and sample
items are selected from each stratum. If the items selected from each stratum is based on simple
random sampling, the entire procedure, first stratification and then simple random sampling is
17
known as stratified sampling. The stratified sampling results in more reliable and detailed
information. The researcher uses simple random sampling for selection of items from each
stratum.
Sample Size
Among the entire employees populations in the organization a sample of 100+ was taken for the
study. Using the method of proportional allocation, the number of samples is selected from each
stratum.
3.4 TOOLS FOR DATA COLLECTION

There are several ways of colleting the appropriate data. While deciding about the method of
data collection to be used for the study, the researcher should keep in mind, that there are 2 types
of data.
 Primary data
 Secondary data
Primary data are those which are collected a fresh and for the first time and thus happen to be
original in character. Primary data can be collected either through experiment or through survey.
The secondary data on the other hand are those which have already been collected by someone
else and which have already been passed through the statistical process. In this study, the data
was collected from the primary source through interview schedule.
3.5 STATISTICAL TECHNIQUES
This phase consists of the data analysis of the data collected based on the stratified simple
random probabilistic sampling technique. The data collected were analyzed using the following
methods.
Percentage analysis: The number of responses of each category is summarized to percentage
format for the convenience to use other statistical tools namely pie chart and bar diagrams.
Statistical Tools
Chi-square test
18
One Way ANOVA
Pearson’s Correlation
Regression
3.6 LIMITATIONS OF THE STUDY

1. The study is restricted to IT organizations alone.
2. Due to time constraint the whole population could not be considered.
3. The study considered only 80 samples.
4. The employees could not contribute more time. Some of the employees won’t be
willing to answer
5. The research may not reveal exact results due to the bias answers of the employees
CHAPTER 4
DATA ANALYSIS AND INTERPRTATION
4.1 PERCENTAGE ANALYSIS
TABLE 1
2. TABLE SHOWING AGE OF THE RESPONDENTS
Frequency Percent Valid Cumulative
Percent Percent
Vali 20-25 Years 3 3.8 3.8 3.8
d 26-30 years 48 60.0 60.0 63.8
31-35 years 26 32.5 32.5 96.3
36 and above years 3 3.8 3.8 100.0
19
Total 80 100.0 100.0
CHART 1
CHART SHOWING AGE OF THE RESPONDENTS
INTERPERETATION
4% of the respondents are 20-25 years old, 60% of them are 26-30 years old, 33% of them are
31-35 years and 4% of them are above 36 years old
TABLE 2
3. TABLE SHOWING GENDER OF THE RESPONDENTS
Percent Percent
Male 39 48.8 48.8 48.8
Valid Female 41 51.3 51.3 100.0
Total 80 100.0 100.0
20
CHART 2
CHART SHOWING GENDER OF THE RESPONDENTS
INTERPERETATION
49% of the respondents are male and rest 51% of them is female respondents
TABLE 3
4. TABLE SHOWING MARITAL STATUS OF THE RESPONDENTS
Percent Percent
Married 24 30.0 30.0 30.0
Valid Single 56 70.0 70.0 100.0
Total 80 100.0 100.0
21
CHART 3
CHART SHOWING MARITAL STATUS OF THE RESPONDENTS
INTERPERETATION
30% of the respondents are married and rest 70% of them is in single status
TABLE 4
5. TABLE SHOWING EDUCATION OF THE RESPONDENTS
Percent Percent
Valid SSLC 1 1.3 1.3 1.3
HSC 1 1.3 1.3 2.5
Diploma 1 1.3 1.3 3.8
22
Under Graduate 42 52.5 52.5 56.3
Post Graduate 35 43.8 43.8 100.0
Total 80 100.0 100.0
CHART 4
CHART SHOWING EDUCATION OF THE RESPONDENTS
INTERPERETATION
1% of the respondents are SSLC and HSC qualified, 1% of them are diploma holders, 53% of
them hold bachelors’ degree, 71% of them are post graduates
TABLE 5
6. TABLE SHOWING INCOME OF THE RESPONDENTS
Percent Percent
Below Rs.15000 29 36.3 36.3 36.3
Rs.15,001 – Rs.30,000 13 16.3 16.3 52.5
Vali Rs.30,001 – Rs.45,000 24 30.0 30.0 82.5
d Rs.45,001- Rs.60,000 12 15.0 15.0 97.5
Rs.60,001 & Above 2 2.5 2.5 100.0
Total 80 100.0 100.0
23
CHART 5
CHART SHOWING INCOME OF THE RESPONDENTS
INTERPERETATION
36% of the respondents are earning less than 15,000 per month, 16% of them have their income
range between 15,001-Rs.30,000, 30% respondents are in the income group of Rs.30,001-
45,000, 15% respondents are earning Rs.45,001-60,000 per month and rest 3% respondents earn
more than Rs.60,000 per month
TABLE 6
7. TABLE SHOWING NUMBER OF DEPENDENTS FOR THE RESPONDENTS
Percent Percent
Less than 2 28 35.0 35.0 35.0
2-4 18 22.5 22.5 57.5
Valid 5-7 20 25.0 25.0 82.5
Above 7 14 17.5 17.5 100.0
Total 80 100.0 100.0
24
CHART 6
CHART SHOWING NUMBER OF DEPENDENTS FOR THE RESPONDENTS
INTERPERETATION
35% of the respondents said they have less than 2 dependents, 23% of them said to have 2-4
dependents, 25% of them have 5-7 and rest 18% have more than 7 dependents in their family
TABLE 7
8. TABLE SHOWING EXPERIENCE OF THE RESPONDENTS
Percent Percent
Less than 2 years 34 42.5 42.5 42.5
2-5 years 17 21.3 21.3 63.8
Vali
6-10 years 26 32.5 32.5 96.3
d
Above 10 years 3 3.8 3.8 100.0
Total 80 100.0 100.0
25
CHART 7
CHART SHOWING EXPERIENCE OF THE RESPONDENTS
INTERPERETATION
43% of the respondents are less than 2 years experienced, 21% of them are having 2-5 years of
experience, 33% of the respondents have 6-10 years, and 4% of them are having more than 10
years of experience
9. WELFARE AND DEVELOPMENT

TABLE 8
a) TABLE SHOWING CAREER ENHANCEMENT OPPORTUNITIES
Percent Percent
Vali Strongly Agree 49 61.3 61.3 61.3
d Agree 12 15.0 15.0 76.3
Neutral 7 8.8 8.8 85.0
Disagree 9 11.3 11.3 96.3
26
Strongly Disagree 3 3.8 3.8 100.0
Total 80 100.0 100.0
CHART 8
CHART SHOWING CAREER ENHANCEMENT OPPORTUNITIES
INTERPERETATION
61% of the respondents strongly agree that the Career Enhancement opportunities are the best
influencing factor of quality of work life of employees, 15% of them agree with this, 9% of them
are neutral towards this, 11% respondents of respondents disagree and rest 4% of them strongly
disagree with this
TABLE 9
b) TABLE SHOWING FLEXIBLE WORK TIMINGS
Percent Percent
d Agree 43 53.8 53.8 61.3
Neutral 24 30.0 30.0 91.3
27
Disagree 4 5.0 5.0 96.3
Total 80 100.0 100.0
CHART 9
CHART SHOWING FLEXIBLE WORK TIMINGS
INTERPERETATION
8% of the respondents strongly agree that the flexible work timings are the best influencing
factor of quality of work life of employees, 54% of them agree with this, 30% of them are neutral
towards this, 5% respondents of respondents disagree and rest 4% of them strongly disagree with
this
TABLE 10
c) TABLE SHOWING PROMOTIONS AND REWARDS
Percent Percent
d Agree 28 35.0 35.0 51.3
Neutral 31 38.8 38.8 90.0
28
Disagree 4 5.0 5.0 95.0
Total 80 100.0 100.0
CHART 10
CHART SHOWING PROMOTIONS AND REWARDS
INTERPERETATION
8% of the respondents strongly agree that the promotions and rewards are the best influencing
factor of quality of work life of employees, 35% of them agree with this, 39% of them are neutral
towards this, 5% respondents of respondents disagree and rest 5% of them strongly disagree with
this
TABLE 11
d) TABLE SHOWING LEAVE POLICY
Percent Percent
d Agree 8 10.0 10.0 68.8
Neutral 13 16.3 16.3 85.0
29
Disagree 8 10.0 10.0 95.0
Total 80 100.0 100.0
CHART 11
CHART SHOWING LEAVE POLICY
INTERPERETATION
59% of the respondents strongly agree that the leave policies of the company are the best
influencing factor of quality of work life of employees, 10% of them agree with this, 16% of
them are neutral towards this, 10% respondents of respondents disagree and rest 5% of them
strongly disagree with this
TABLE 12
e) TABLE SHOWING RECOGNITION
Percent Percent
Valid Strongly Agree 25 31.3 31.3 31.3
Agree 34 42.5 42.5 73.8
30
Neutral 13 16.3 16.3 90.0
Disagree 7 8.8 8.8 98.8
Total 80 100.0 100.0
CHART 12
CHART SHOWING RECOGNITION
INTERPERETATION
31% of the respondents strongly agree that recognition of work is the best influencing factor of
quality of work life of employees, 43% of them agree with this, 16% of them are neutral towards
this, 9% respondents of respondents disagree and rest 1% of them strongly disagree with this
TABLE 13
f) TABLE SHOWING WELL REWARDED FOR THE EFFORT PUT ON WORK
Percent Percent
d Agree 27 33.8 33.8 65.0
31
Neutral 18 22.5 22.5 87.5
Disagree 7 8.8 8.8 96.3
Total 80 100.0 100.0
CHART 13
CHART SHOWING WELL REWARDED FOR THE EFFORT PUT ON WORK
INTERPERETATION
31% of the respondents strongly agree that they are well rewarded for the effort put on work,
34% of them agree with this, 23% of them are neutral towards this, 9% respondents of
respondents disagree and rest 4% of them strongly disagree with this
TABLE 14
g) TABLE SHOWING AUTHORITY AND RESPONSIBILITY ARE IN PAR
Percent Percent
Agree 46 57.5 57.5 70.0
32
Neutral 21 26.3 26.3 96.3
Disagree 2 2.5 2.5 98.8
Total 80 100.0 100.0
CHART 14
CHART SHOWING AUTHORITY AND RESPONSIBILITY ARE IN PAR
INTERPERETATION
13% of the respondents strongly agree that authority and responsibility are in par at the
organization, 58% of them agree with this, 26% of them are neutral towards this, 3% respondents
of respondents disagree and rest 1% of them strongly disagree with this
TABLE 15
h) TABLE SHOWING BALANCE IN WORK TIME AND LEISURE TIME
Percent Percent
d Agree 27 33.8 33.8 78.8
33
Neutral 14 17.5 17.5 96.3
Disagree 2 2.5 2.5 98.8
Total 80 100.0 100.0
CHART 15
CHART SHOWING BALANCE IN WORK TIME AND LEISURE TIME
INTERPERETATION
45% of the respondents strongly agree that there is a balance in work time and leisure time, 34%
of them agree with this, 18% of them are neutral towards this, 3% respondents of respondents
disagree and rest 1% of them strongly disagree with this
TABLE 16
i) TABLE SHOWING TRAINING PROGRAMMES
Percent Percent
d Agree 6 7.5 7.5 51.3
34
Neutral 27 33.8 33.8 85.0
Disagree 8 10.0 10.0 95.0
Total 80 100.0 100.0
CHART 16
CHART SHOWING TRAINING PROGRAMMES
INTERPERETATION
44% of the respondents strongly agree that training programs influence quality of work life, 8%
of them agree with this, 34% of them are neutral towards this, 10% respondents of respondents
disagree and rest 5% of them strongly disagree with this
TABLE 17
j) TABLE SHOWING GRIEVANCE REDRESSAL
Percent Percent
35
Agree 37 46.3 46.3 62.5
Neutral 25 31.3 31.3 93.8
Disagree 5 6.3 6.3 100.0
Total 80 100.0 100.0
CHART 17
CHART SHOWING GRIEVANCE REDRESSAL
INTERPERETATION
16% of the respondents strongly agree that grievance redressal best influences quality of work
life of employees, 46% of them agree with this, 31% of them are neutral towards this, 6%
respondents of respondents disagree
TABLE 18
k) TABLE SHOWING IMPLEMENTATION OF INNOVATIVE THOUGHTS
Percent Percent
Strongly Agree 12 15.0 15.0 15.0
36
Agree 11 13.8 13.8 28.8
Neutral 27 33.8 33.8 62.5
Vali
Disagree 27 33.8 33.8 96.3
d
Total 80 100.0 100.0
CHART 18
CHART SHOWING IMPLEMENTATION OF INNOVATIVE THOUGHTS
INTERPERETATION
15% of the respondents strongly agree that implementation of innovative thoughts best influence
the quality of work life of employees, 14% of them agree with this, 34% of them are neutral
towards this, 34% respondents of respondents disagree and rest 4% of them strongly disagree
with this
TABLE 19
l) TABLE SHOWING DELEGATION OF TASK BASED ON THE EXPERIENCE
Percent Percent
37
Agree 22 27.5 27.5 55.0
Neutral 27 33.8 33.8 88.8
Disagree 9 11.3 11.3 100.0
Total 80 100.0 100.0
CHART 19
CHART SHOWING DELEGATION OF TASK BASED ON THE EXPERIENCE
INTERPERETATION 28% of the respondents strongly agree delegation of task based on the
experience best influence the quality of work life of employees, 28% of them agree with this,
34% of them are neutral towards this, 11% respondents of respondents disagree
10. RANK THE PERCEPTION OF FACILITIES

TABLE 20
a) TABLE SHOWING MEDICAL LEAVE
Percent Percent
38
Agree 14 17.5 17.5 56.3
Vali Neutral 15 18.8 18.8 75.0
d Disagree 18 22.5 22.5 97.5
Total 80 100.0 100.0
CHART 20
CHART SHOWING MEDICAL LEAVE
INTERPERETATION
39% of the respondents strongly agree that medical break facilities are given in the organization,
18% of them agree with this, 19% of them are neutral towards this, 23% respondents of
respondents disagree and rest 3% of them strongly disagree with this
TABLE 21
b) TABLE SHOWING HOUSING ALLOWANCE
39
Percent Percent
Agree 20 25.0 25.0 38.8
Vali Neutral 42 52.5 52.5 91.3
d Disagree 5 6.3 6.3 97.5
Total 80 100.0 100.0
CHART 21
CHART SHOWING HOUSING ALLOWANCE
INTERPERETATION
14% of the respondents strongly agree that housing allowance benefits are given in the
TABLE 22
c) TABLE SHOWING TRAVELLING AND RECREATION
40
Percent Percent
Agree 32 40.0 40.0 51.3
Vali Neutral 33 41.3 41.3 92.5
d Disagree 3 3.8 3.8 96.3
Total 80 100.0 100.0
CHART 22
CHART SHOWING TRAVELLING AND RECREATION
INTERPERETATION: 11% of the respondents strongly agree that travelling and recreations
are given in the organization, 40% of them agree with this, 41% of them are neutral towards this,
4% respondents of respondents disagree and rest 4% of them strongly disagree with this
TABLE 23
d) TABLE SHOWING CHILD EDUCATION
41
Percent Percent
Agree 27 33.8 33.8 48.8
Vali Neutral 34 42.5 42.5 91.3
d Disagree 5 6.3 6.3 97.5
Total 80 100.0 100.0
CHART 23
CHART SHOWING CHILD EDUCATION
INTERPERETATION
15% of the respondents strongly agree that child education facilities are given in the
TABLE 24
e) TABLE SHOWING INCENTIVES AND BONUS
42
Percent Percent
Vali Agree 22 27.5 27.5 97.5
d Neutral 2 2.5 2.5 100.0
Total 80 100.0 100.0
CHART 24
CHART SHOWING INCENTIVES AND BONUS
INTERPERETATION
70% of the respondents strongly agree that incentives and bonus benefits are given in the
organization, 28% of them agree with this, 3% of them are neutral towards this
11. STATUTORY MEASURES

TABLE 25
a) TABLE SHOWING DRINKING WATER
43
Percent Percent
Excellent 9 11.3 11.3 11.3
Very Good 21 26.3 26.3 37.5
Vali Good 42 52.5 52.5 90.0
d Normal 5 6.3 6.3 96.3
Poor 3 3.8 3.8 100.0
Total 80 100.0 100.0
CHART 25
CHART SHOWING DRINKING WATER
INTERPERETATION
11% of the respondents said the drinking water at the work place is excellent, 26% of them said
it is very good, 53% respondents said it is good, 6% of them said it is normal and rest 4%
respondents said it is poor
TABLE 26
b) TABLE SHOWING CANTEEN FACILITIES
44
Percent Percent
Excellent 12 15.0 15.0 15.0
Very Good 24 30.0 30.0 45.0
Va Good 39 48.8 48.8 93.8
lid Normal 4 5.0 5.0 98.8
Poor 1 1.3 1.3 100.0
Total 80 100.0 100.0
CHART 26
CHART SHOWING CANTEEN FACILITIES
INTERPERETATION
15% of the respondents said the canteen facilities at the work place is excellent, 30% of them
said it is very good, 49% respondents said it is good, 5% of them said it is normal and rest 1%
TABLE 27
c) TABLE SHOWING FIRST AID APPLIANCES
45
Percent Percent
Excellent 11 13.8 13.8 13.8
Very Good 27 33.8 33.8 47.5
Vali Good 36 45.0 45.0 92.5
d Normal 4 5.0 5.0 97.5
Poor 2 2.5 2.5 100.0
Total 80 100.0 100.0
CHART 27
CHART SHOWING FIRST AID APPLIANCES
INTERPERETATION
14% of the respondents said the first aid facilities at the work place is excellent, 34% of them
said it is very good, 45% respondents said it is good, 5% of them said it is normal and rest 3%
TABLE 28
d) ABLE SHOWING REST ROOMS
46
Percent Percent
Excellent 15 18.8 18.8 18.8
Very Good 25 31.3 31.3 50.0
Vali Good 32 40.0 40.0 90.0
d Normal 7 8.8 8.8 98.8
Poor 1 1.3 1.3 100.0
Total 80 100.0 100.0
CHART 28
CHART SHOWING REST ROOMS
INTERPERETATION
19% of the respondents said the rest rooms at work place are excellent, 31% of them said it is
very good, 40% respondents said it is good, 9% of them said it is normal and rest 1%
TABLE 29
e) TABLE SHOWING CLEAN PHYSICAL ENVIRONMENT
47
Percent Percent
Excellent 9 11.3 11.3 11.3
Very Good 21 26.3 26.3 37.5
Vali Good 44 55.0 55.0 92.5
d Normal 2 2.5 2.5 95.0
Poor 4 5.0 5.0 100.0
Total 80 100.0 100.0
CHART 29
CHART SHOWING CLEAN PHYSICAL ENVIRONMENT
INTERPERETATION
11% of the respondents said the physical environment of the organization is excellent, 26% of
them said it is very good, 55% respondents said it is good, 3% of them said it is normal and rest
5% respondents said it is poor
TABLE 30
f) TABLE SHOWING OVERTIME ALLOWANCE
48
Percent Percent
Excellent 3 3.8 3.8 3.8
Very Good 20 25.0 25.0 28.8
Va
Good 56 70.0 70.0 98.8
lid
Normal 1 1.3 1.3 100.0
Total 80 100.0 100.0
CHART 30
CHART SHOWING OVERTIME ALLOWANCE
INTERPERETATION
4% of the respondents said the overtime allowances are excellent, 25% of them said it is very
good, 70% respondents said it is good, 1% of them said it is normal
TABLE 31
g) TABLE SHOWING SAFETY DURING NIGHT SIFTS
49
Percent Percent
Excellent 7 8.8 8.8 8.8
Very Good 19 23.8 23.8 32.5
Va
Good 52 65.0 65.0 97.5
lid
Normal 2 2.5 2.5 100.0
Total 80 100.0 100.0
CHART 31
CHART SHOWING SAFETY DURING NIGHT SIFTS
INTERPERETATION
9% of the respondents said the safety during night work is excellent, 24% of them said it is very
TABLE 32
h) TABLE SHOWING SUITABLE LIGHTING SYSTEM
50
Percent Percent
Excellent 41 51.3 51.3 51.3
Very Good 25 31.3 31.3 82.5
Va
Good 11 13.8 13.8 96.3
lid
Normal 3 3.8 3.8 100.0
Total 80 100.0 100.0
CHART 32
CHART SHOWING SUITABLE LIGHTING SYSTEM
INTERPERETATION
51% of the respondents said the suitable lighting system is excellent, 31% of them said it is very
TABLE 33
i) TABLE SHOWING PROPER VENTILATION
51
Percent Percent
Excellent 2 2.5 2.5 2.5
Very Good 30 37.5 37.5 40.0
Va Good 46 57.5 57.5 97.5
lid Normal 1 1.3 1.3 98.8
Poor 1 1.3 1.3 100.0
Total 80 100.0 100.0
CHART 33
CHART SHOWING PROPER VENTILATION
INTERPERETATION
3% of the respondents said there are excellent ventilation, 38% of them said it is very good, 58%
respondents said it is good, 1% of them said it is normal and rest 1% said it is poor
12. HOW DOES WELFARE MEASURES TAKEN CARE OF ?
TABLE 34
a) TABLE SHOWING REGULAR MEDICAL CHECK-UPS
52
Percent Percent
Excellent 17 21.3 21.3 21.3
Very Good 23 28.8 28.8 50.0
Good 31 38.8 38.8 88.8
Valid
Normal 6 7.5 7.5 96.3
Poor 3 3.8 3.8 100.0
Total 80 100.0 100.0
CHART 34
CHART SHOWING REGULAR MEDICAL CHECK-UPS
INTERPERETATION
21% of the respondents said the Regular medical check-ups organized by the organization are
excellent, 29% of them said it is very good, 39% of them said it is good, 8% said it is normal and
rest 4% respondents said it is poor
TABLE 35
b) TABLE SHOWING EMPLOYEE ASSISTANCE PROGRAMS
53
Percent Percent
Excellent 8 10.0 10.0 10.0
Very Good 21 26.3 26.3 36.3
Vali Good 42 52.5 52.5 88.8
d Normal 6 7.5 7.5 96.3
Poor 3 3.8 3.8 100.0
Total 80 100.0 100.0
CHART 35
CHART SHOWING EMPLOYEE ASSISTANCE PROGRAMS
INTERPERETATION
10% of the respondents said the employee assistance program of the organization is excellent,
26% of them said it is very good, 53% of them said it is good, 8% said it is normal and rest 4%
TABLE 36
c) TABLE SHOWING HARASSMENT POLICY
54
Percent Percent
Excellent 12 15.0 15.0 15.0
Very Good 27 33.8 33.8 48.8
Good 34 42.5 42.5 91.3
Valid
Normal 5 6.3 6.3 97.5
Poor 2 2.5 2.5 100.0
Total 80 100.0 100.0
CHART 36
CHART SHOWING HARASSMENT POLICY
INTERPERETATION
15% of the respondents said the policies against harassment in the organization is excellent, 34%
of them said it is very good, 43% of them said it is good, 6% said it is normal and rest 3%
TABLE 37
d) TABLE SHOWING MEDICLAIM INSURANCE SCHEME
55
Percent Percent
Excellent 55 68.8 68.8 68.8
Very Good 21 26.3 26.3 95.0
Valid Good 2 2.5 2.5 97.5
Poor 2 2.5 2.5 100.0
Total 80 100.0 100.0
CHART 37
CHART SHOWING MEDICLAIM INSURANCE SCHEME
INTERPERETATION
69% of the respondents said the mediclaim insurance policies in the organization is excellent,
26% of them said it is very good, 3% of them said it is good and rest 3% respondents said it is
poor
TABLE 38
e) TABLE SHOWING EMPLOYEE REFERRAL SCHEME
56
Percent Percent
Excellent 12 15.0 15.0 15.0
Very Good 24 30.0 30.0 45.0
Good 36 45.0 45.0 90.0
Valid
Normal 5 6.3 6.3 96.3
Poor 3 3.8 3.8 100.0
Total 80 100.0 100.0
CHART 38
CHART SHOWING EMPLOYEE REFERRAL SCHEME
INTERPERETATION
15% of the respondents said the employee referral scheme of the organization is excellent, 30%
of them said it is very good, 45% of them said it is good, 6% said it is normal and rest 4%
TABLE 39
f) TABLE SHOWING CRECHE FACILITY
57
Percent Percent
Excellent 30 37.5 37.5 37.5
Very Good 32 40.0 40.0 77.5
Vali
Good 12 15.0 15.0 92.5
d
Normal 6 7.5 7.5 100.0
Total 80 100.0 100.0
CHART 39
CHART SHOWING CRECHE FACILITY
INTERPERETATION
38% of the respondents said the creche facility of the organization is excellent, 40% of them said
it is very good, 15% of them said it is good, 8% said it is normal
TABLE 40
13. TABLE SHOWING WORKING IN THE ORGANIZATION PROVIDING SENSE
OF SECURITY AND WELLNESS
58
Percent Percent
Highly Satisfied 9 11.3 11.3 11.3
Satisfied 21 26.3 26.3 37.5
Val Moderately satisfied 42 52.5 52.5 90.0
id Dissatisfied 5 6.3 6.3 96.3
Highly Dissatisfied 3 3.8 3.8 100.0
Total 80 100.0 100.0
CHART 40
CHART SHOWING WORKING IN THE ORGANIZATION PROVIDING SENSE OF
SECURITY AND WELLNESS
INTERPERETATION: 11% of the respondents are highly satisfied with working in this
organization providing them a feel of security and wellness, 26% of them are satisfied, 53%
respondents said they are moderately satisfied, 6% said they are dissatisfied and rest 4% of them
said they are highly dissatisfied
TABLE 41
14. TABLE SHOWING PHYSICAL WORKING CONDITION IN THE COMPANY
Percent Percent
59
Satisfied 31 38.8 38.8 70.0
Va Moderately satisfied 15 18.8 18.8 88.8
lid Dissatisfied 8 10.0 10.0 98.8
Total 80 100.0 100.0
CHART 41
CHART SHOWING PHYSICAL WORKING CONDITION IN THE COMPANY
INTERPERETATION: 31% of the respondents are highly satisfied with physical working
condition in the organization, 39% of them are satisfied, 19% respondents said they are
moderately satisfied, 10% said they are dissatisfied and rest 1% of them said they are highly
dissatisfied
TABLE 42
15. TABLE SHOWING SATISFACTION WITH THE EMPLOYEE ENGAGEMENT
POLICIES OF THE ORGANIZATION
60
Percent Percent
Satisfied 6 7.5 7.5 67.5
Vali Moderately satisfied 14 17.5 17.5 85.0
d Dissatisfied 8 10.0 10.0 95.0
Total 80 100.0 100.0
CHART 42
CHART SHOWING SATISFACTION WITH THE EMPLOYEE ENGAGEMENT
POLICIES OF THE ORGANIZATION
INTERPERETATION: 60% of the respondents are highly satisfied with the employee
engagement policies of the organization, 8% of them are satisfied, 18% respondents said they are
moderately satisfied, 10% said they are dissatisfied and rest 5% of them said they are highly
dissatisfied
TABLE 43
16. TABLE SHOWING SATISFISFACTION WITH CURRENT JOB
Percent Percent
61
Satisfied 33 41.3 41.3 71.3
Valid Moderately satisfied 16 20.0 20.0 91.3
Dissatisfied 7 8.8 8.8 100.0
Total 80 100.0 100.0
CHART 43
CHART SHOWING SATISFISFACTION WITH CURRENT JOB
INTERPERETATION:
30% of the respondents are highly satisfied with their current job, 41% of them are satisfied,
20% respondents said they are moderately satisfied, 9% said they are dissatisfied
TABLE 44
17. TABLE SHOWING COMPANY HAVE CAREER DEVELOPMENT PROGRAMS
TO HELP EMPLOYEES BECOME MORE EFFECTIVE AT WORK
62
Percent Percent
Agree 17 21.3 21.3 61.3
Vali Neutral 12 15.0 15.0 76.3
d Disagree 17 21.3 21.3 97.5
Total 80 100.0 100.0
CHART 44
CHART SHOWING COMPANY HAVE CAREER DEVELOPMENT PROGRAMS TO
HELP EMPLOYEES BECOME MORE EFFECTIVE AT WORK
INTERPERETATION: 40% of the respondents strongly agree that the company have career
development programs to help employees become more effective at work, 21% of them agree
with this, 15% of them are neutral towards this, 21% respondents of respondents disagree and
rest 3% of them strongly disagree with this
TABLE 45
18. TABLE SHOWING COMPANY ORGANIZE HOLIDAY CAMPS AND PICNICS
TO IMPROVE QUALITY OF WORK LIFE
63
Percent Percent
Satisfied 23 28.8 28.8 92.5
Moderately satisfied 2 2.5 2.5 95.0
Valid
Dissatisfied 2 2.5 2.5 97.5
Total 80 100.0 100.0
CHART 45
CHART SHOWING COMPANY ORGANIZE HOLIDAY CAMPS AND PICNICS TO
IMPROVE QUALITY OF WORK LIFE
INTERPERETATION: 64% of the respondents are highly satisfied with the company
organizing Holiday camps and picnics to improve quality of work life, 29% of them are satisfied,
3% respondents said they are moderately satisfied, 3% said they are dissatisfied and rest 3% of
them said they are highly dissatisfied
4.2 CHISQUARE TEST
H0 (Null hypothesis) = There is no significant relationship between age of the respondents

and their opinion on the flexible work timings of the organization
64
H1 (Alternate hypothesis) = There is a significant relationship between age of the respondents
and their opinion on the flexible work timings of the organization
Age * Flexible Cross tabulation

Flexible Total
Strongly Agree Neutral Disagree Strongly
Agree Disagree
Count 0 2 0 0 1 3
20-25 Years
Expected Count .2 1.6 .9 .2 .1 3.0
Count 4 24 17 3 0 48
26-30 years
Expected Count 3.6 25.8 14.4 2.4 1.8 48.0
Age
Count 2 16 6 0 2 26
31-35 years
Expected Count 2.0 14.0 7.8 1.3 1.0 26.0
36 and above Count 0 1 1 1 0 3
years Expected Count .2 1.6 .9 .2 .1 3.0
Count 6 43 24 4 3 80
Total
Expected Count 6.0 43.0 24.0 4.0 3.0 80.0
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 19.445a 12 .078
Likelihood Ratio 16.791 12 .158
Linear-by-Linear Association .004 1 .947
N of Valid Cases 80
a. 16 cells (80.0%) have expected count less than 5. The
minimum expected count is .11.
FORMULA:
CHI SQUARE =∑ [(O-E) 2 / E]
O – Observed frequency
E – Expected frequency
(O – E) = Difference between observed frequency and expected frequency.
(O – E) =Square of the difference
65
Degree of freedom = (R-1) (C-1)
= (4-1) (5-1)
= 12
At 5% level of significance and df (12) the table value is 19.445
Calculated value = 0.078
Pearson Chi-square Value (0.078) > greater than the significance level (0.05)
Inference: H0 is accepted.
Interpretation:
Hence, there is no relationship between age of the respondents and their opinion on the flexible
work timings of the organization
4.3 ONE WAY ANOVA TEST

Hypothesis set between experience of the respondents and their level of satisfaction with the
Employee Engagement Policies of the Organization
66
Null Hypothesis:
Ho = There is no statistically significant relationship between experience of the respondents and
their level of satisfaction with the Employee Engagement Policies of the Organization
Alternate Hypothesis:
H1 = There is a statistically significant relationship between experience of the respondents and
their level of satisfaction with the Employee Engagement Policies of the Organization
Descriptives
Employee engagement
N Mean Std. Std. Error 95% Confidence Minimum Maximum
Deviation Interval for Mean
Lower Upper
Bound Bound
Less than 2 years 34 1.50 .896 .154 1.19 1.81 1 4
2-5 years 17 2.82 1.704 .413 1.95 3.70 1 5
6-10 years 26 2.00 1.166 .229 1.53 2.47 1 4
Above 10 years 3 1.00 .000 .000 1.00 1.00 1 1
Total 80 1.93 1.281 .143 1.64 2.21 1 5
ANOVA
Employee engagement
Sum of df Mean Square F Sig.
Squares
Between Groups 22.579 3 7.526 5.347 .002
Within Groups 106.971 76 1.408
Total 129.550 79
Interpretation: This is the table that shows the output of the ANOVA analysis and we have a
statistically significant difference between our group means. We can see that the significance
level is 0.002 (p = .002), which is less than 0.05, therefore, there is a statistically significant
relationship between experience of the respondents and their level of satisfaction with the
Employee Engagement Policies of the Organization
67
4.4: SPEARMAN RANK ORDER CORRELATION
A Pearson product-moment correlation was run to determine the correlation between the
statutory measures of the organization
Correlations
Drinking Canteen Firstaid Restroom Clean
68
Correlation Coefficient 1.000 -.095 .512** .499** .116
Drinking Sig. (2-tailed) . .401 .000 .000 .307
N 80 80 80 80 80
Correlation Coefficient -.095 1.000 -.050 -.060 .034
Canteen Sig. (2-tailed) .401 . .659 .600 .763
N 80 80 80 80 80
Correlation Coefficient .512** -.050 1.000 .545** -.080
Spearma
Firstaid Sig. (2-tailed) .000 .659 . .000 .479
n's rho
N 80 80 80 80 80
Correlation Coefficient .499** -.060 .545** 1.000 -.033
Restroom Sig. (2-tailed) .000 .600 .000 . .774
N 80 80 80 80 80
Correlation Coefficient .116 .034 -.080 -.033 1.000
Clean Sig. (2-tailed) .307 .763 .479 .774 .
N 80 80 80 80 80
**. Correlation is significant at the 0.01 level (2-tailed).
INTERPRETATION
A Spearman's rank-order correlation was run to determine the relationship between 80
respondents’ opinion on the statutory measure of the organization. There was a combination of
both positive and negative correlation found between the selected statutory measures, which was
statistically significant
4.5 LINEAR REGRESSION ANALYSIS

Null Hypothesis: Ho = There is no statistically significant relationship between income of the
respondents and their opinion on incentives and bonus given by the organization
69
Alternate Hypothesis: H1 = There is a statistically significant relationship between income of
the respondents and their opinion on incentives and bonus given by the organization
Variables Entered/Removeda
Model Variables Variables Method
Entered Removed
b
1 Income . Enter
a. Dependent Variable: Incentives
b. All requested variables entered.
Model Summary
Model R R Square Adjusted R Std. Error of
Square the Estimate
a
1 .043 .002 -.011 .52513
a. Predictors: (Constant), Income
This table provides the R and R2 values. The R value represents the simple correlation and is
0.043 (the "R" Column), which indicates a high degree of correlation. The R2 value (the "R
Square" column) indicates how much of the total variation in the dependent variable, opinion on
incentives and bonus, can be explained by the independent variable, income In this case, 2% can
be explained, which is very small.
ANOVAa
Model Sum of df Mean Square F Sig.
Squares
Regression .041 1 .041 .147 .702b
1 Residual 21.509 78 .276
Total 21.550 79
b. Predictors: (Constant), Income
This table indicates that the regression model predicts the dependent variable significantly well.
This indicates the statistical significance of the regression model that was run. Here, p > 0.702,
which is more than 0.05, and indicates that, overall, the regression model statistically
significantly predicts the outcome variable (i.e., it is a good fit for the data).
70
Coefficientsa
Model Unstandardized Standardized t Sig.
Coefficients Coefficients
B Std. Error Beta
(Constant) 1.369 .129 10.592 .000
1
Income -.019 .050 -.043 -.384 .702
INTERPRETATION
A linear regression established that income of the respondents could statistically significantly
predict their opinion on incentives and bonus given by the organization, F (1, 78). The regression
equation was: income = -0.019 + 1.369 (incentives).
CHAPTER 5
FINDSINGS, SUGGESTIONS AND CONCLUSION
5.1 FINDINGS OF THE STUDY
71
 4% of the respondents are 20-25 years old, 60% of them are 26-30 years old, 33% of
them are 31-35 years and 4% of them are above 36 years old
 49% of the respondents are male and rest 51% of them is female respondents
 30% of the respondents are married and rest 70% of them is in single status
 1% of the respondents are SSLC and HSC qualified, 1% of them are diploma holders,
53% of them hold bachelors’ degree, 71% of them are post graduates
 36% of the respondents are earning less than 15,000 per month, 16% of them have their
income range between 15,001-Rs.30,000, 30% respondents are in the income group of
Rs.30,001-45,000, 15% respondents are earning Rs.45,001-60,000 per month and rest 3%
respondents earn more than Rs.60,000 per month
 35% of the respondents said they have less than 2 dependents, 23% of them said to have
2-4 dependents, 25% of them have 5-7 and rest 18% have more than 7 dependents in their
family
 43% of the respondents are less than 2 years experienced, 21% of them are having 2-5
years of experience, 33% of the respondents have 6-10 years, and 4% of them are having
more than 10 years of experience
 61% of the respondents strongly agree that the Career Enhancement opportunities are the
best influencing factor of quality of work life of employees, 15% of them agree with this,
9% of them are neutral towards this, 11% respondents of respondents disagree and rest
4% of them strongly disagree with this
 8% of the respondents strongly agree that the flexible work timings are the best
influencing factor of quality of work life of employees, 54% of them agree with this, 30%
of them are neutral towards this, 5% respondents of respondents disagree and rest 4% of
them strongly disagree with this
 8% of the respondents strongly agree that the promotions and rewards are the best
 59% of the respondents strongly agree that the leave policies of the company are the best
72
 31% of the respondents strongly agree that recognition of work is the best influencing
factor of quality of work life of employees, 43% of them agree with this, 16% of them are
neutral towards this, 9% respondents of respondents disagree and rest 1% of them
strongly disagree with this
 31% of the respondents strongly agree that they are well rewarded for the effort put on
work, 34% of them agree with this, 23% of them are neutral towards this, 9% respondents
 13% of the respondents strongly agree that authority and responsibility are in par at the
organization, 58% of them agree with this, 26% of them are neutral towards this, 3%
respondents of respondents disagree and rest 1% of them strongly disagree with this
 45% of the respondents strongly agree that there is a balance in work time and leisure
time, 34% of them agree with this, 18% of them are neutral towards this, 3% respondents
 44% of the respondents strongly agree that training programs influence quality of work
life, 8% of them agree with this, 34% of them are neutral towards this, 10% respondents
 16% of the respondents strongly agree that grievance redressal best influences quality of
work life of employees, 46% of them agree with this, 31% of them are neutral towards
this, 6% respondents of respondents disagree
 15% of the respondents strongly agree that implementation of innovative thoughts best
influence the quality of work life of employees, 14% of them agree with this, 34% of
them are neutral towards this, 34% respondents of respondents disagree and rest 4% of
 28% of the respondents strongly agree delegation of task based on the experience best
influence the quality of work life of employees, 28% of them agree with this, 34% of
them are neutral towards this, 11% respondents of respondents disagree
73
 39% of the respondents strongly agree that medical leave facilities are given in the
 14% of the respondents strongly agree that housing allowance benefits are given in the
 11% of the respondents strongly agree that travelling and recreations are given in the
 15% of the respondents strongly agree that child education facilities are given in the
 70% of the respondents strongly agree that incentives and bonus benefits are given in the
organization, 28% of them agree with this, 3% of them are neutral towards this
 11% of the respondents said the drinking water at the work place is excellent, 26% of
them said it is very good, 53% respondents said it is good, 6% of them said it is normal
and rest 4% respondents said it is poor
 15% of the respondents said the canteen facilities at the work place is excellent, 30% of
 14% of the respondents said the first aid facilities at the work place is excellent, 34% of
 19% of the respondents said the rest rooms at work place are excellent, 31% of them said
it is very good, 40% respondents said it is good, 9% of them said it is normal and rest 1%
 11% of the respondents said the physical environment of the organization is excellent,
26% of them said it is very good, 55% respondents said it is good, 3% of them said it is
normal and rest 5% respondents said it is poor
 4% of the respondents said the overtime allowances are excellent, 25% of them said it is
very good, 70% respondents said it is good, 1% of them said it is normal
74
 9% of the respondents said the safety during night work is excellent, 24% of them said it
is very good, 65% respondents said it is good, 3% of them said it is normal
 51% of the respondents said the suitable lighting system is excellent, 31% of them said it
is very good, 14% respondents said it is good, 4% of them said it is normal
 3% of the respondents said there are excellent ventilation, 38% of them said it is very
good, 58% respondents said it is good, 1% of them said it is normal and rest 1% said it is
poor
 21% of the respondents said the Regular medical check-ups organized by the
organization are excellent, 29% of them said it is very good, 39% of them said it is good,
8% said it is normal and rest 4% respondents said it is poor
 10% of the respondents said the employee assistance program of the organization is
excellent, 26% of them said it is very good, 53% of them said it is good, 8% said it is
 15% of the respondents said the policies against harassment in the organization is
 69% of the respondents said the mediclaim insurance policies in the organization is
excellent, 26% of them said it is very good, 3% of them said it is good and rest 3%
 15% of the respondents said the employee referral scheme of the organization is
 38% of the respondents said the creche facility of the organization is excellent, 40% of
them said it is very good, 15% of them said it is good, 8% said it is normal
 11% of the respondents are highly satisfied with working in this organization providing
them a feel of security and wellness, 26% of them are satisfied, 53% respondents said
they are moderately satisfied, 6% said they are dissatisfied and rest 4% of them said they
are highly dissatisfied
 31% of the respondents are highly satisfied with physical working condition in the
organization, 39% of them are satisfied, 19% respondents said they are moderately
75
satisfied, 10% said they are dissatisfied and rest 1% of them said they are highly
dissatisfied
 60% of the respondents are highly satisfied with the employee engagement policies of the
organization, 8% of them are satisfied, 18% respondents said they are moderately
satisfied, 10% said they are dissatisfied and rest 5% of them said they are highly
dissatisfied
 30% of the respondents are highly satisfied with their current job, 41% of them are
satisfied, 20% respondents said they are moderately satisfied, 9% said they are
dissatisfied
 40% of the respondents strongly agree that the company have career development
programs to help employees become more effective at work, 21% of them agree with
this, 15% of them are neutral towards this, 21% respondents of respondents disagree and
rest 3% of them strongly disagree with this
 64% of the respondents are highly satisfied with the company organizing Holiday camps
and picnics to improve quality of work life, 29% of them are satisfied, 3% respondents
said they are moderately satisfied, 3% said they are dissatisfied and rest 3% of them said
they are highly dissatisfied
76
5.2 SUGGESTIONS AND RECOMMENDATIONS
The recommendations to make the safety, welfare and developmental measures better in IT
organizations are:
 It is suggested to maintain safety, cleanliness, health administration, safety precaution,
safety training and medical facilities at good level
 The management should educate the employees regarding the employees’ periodical
development schemes and conduct counselling to avoid the minimum utilization of
employees’ development scheme.
 The management should identify the wastage areas and should conduct special training
process relating to the wastage and educate them.
 Proper care in regular pay for dependents, assurance of job for the children of deceased
person
 Management can improve first aid facilities to the employees.
 Circulars have to be placed in the notice board and the information should be clearly
explained to the employees.
 Monthly meetings can be arranged with project employees.
 Counseling programme has to be arranged to the employees to relieve them from the
stress.
 Yearly once tour programme can be arranged.
 Training, self-development programmes can be given to the executives to enhance their
skills.
 Transport facility for the employees can be introduced.
 Seating arrangement should be properly allotted to each employee.
 Process for getting stationary items should be smoothened.
77
5.3 CONCLUSION
As a conclusion topic on employee welfare, development and safety measures, it is found that
employee welfare is an important and vital part of the organisation. And welfare measures taken
up by IT organizations for its employees play a major role in the Software development activities
and maintaining good will of the company.
As a part of the study, a thorough study on the employees’ welfare, development and safety
measures are conducted IT organizations. It is found that majority of the employees are happy
and contended with the welfare, development and safety measures provided to them and also
there is some minor level of dissatisfaction observed
IT organizations have been majorly successful in implementing and maintaining welfare

measures in the organisation and keeping the workers contended It is suggested to take action on
the minor level of dissatisfaction for the betterment of the organisation
Through this study it is found that most of the respondents have better level of welfare
facilities from IT organizations.
78
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September 2009, Vol.39, No.1 pp.1-18.
44. Hitesh I. Bhatia, “Social Security for the Most Overlooked Human Resources in India”,
HRM Review, Hyderabad, March 2010, pp. 49-53.
45. Jeya A and Kirubakaran Samuel, “A Study on Impact of Social Welfare Schemes on
Rural women in Cuddalore District”, International Journal of Rural Development and
Management Studies, International Science Press, Haryana”, Vol.4, No.1, June 2010, pp.
110-114.
46. Poongavanam, S. “A Study on Employee Welfare Facility (with reference to AFT,
Pondicherry), International Journal of Research in Commerce, Economics &
Management, May 2011, Vol.1, No.1, pp. 40-44.
82
ANNEXURE
QUESTIONNAIRE
Personal profile:
1. Name: _________________________________________
2. Age: a) 20-25 b) 26-30 c)31-35 d) 36 & above
3. Gender: a) Male b) Female
4. Marital Status: a) Married b) Unmarried
5. Educational Qualification
a) SSLC b) HSC c) Diploma d) Under Graduate e) Post Graduate f) Others
6. Income
a) Below Rs.5000 b) Rs.5001 – Rs.10,000 c) Rs.10,001 – Rs.15,000
d) Rs.15,001- Rs.20,000 e)Rs.20,001 & Above
7. Number of dependents
a) Less than 3 b) 3-5 c) Above 5
8. You have been in this organization for:

a) Less than 2 years b) 2-5 years c)6-10 years d)Above 10 years
Please indicate your personal views about the following:
9. Welfare And Development SA A N DA SDA

a) Career Enhancement opportunities
b) Flexible Work Timings
c) Promotions and rewards
d) Leave policy
e) Recognition
f) well rewarded for the effort put on work
g) Authority and responsibility are in par
h) Balance in work time and leisure time
i) Training Programs
j) Grievances Redressal
k) Implementation of Innovative thoughts
l) Delegation of task based on the experience
83
10. Rank the Perception of Facilities SA A N DA SDA
a) Medical Leave
b) Housing Allowance
c) Travelling and Recreation
d) Child Education
e) Incentives and bonus
11. Statutory Measures Excellent Very Good Normal Poor

Good
a) Drinking water
b) Canteen facilities
c) First Aid Appliances
d) Rest rooms
e) Clean physical environment
f) Overtime Allowance
g) Safety during night shifts
h) Suitable lighting system
i) Proper Ventilation
12. How does Welfare Measures taken care Excellent Very Good Normal Poor
of? Good
a) Regular medical check-ups
b) Employee Assistance programs
c) Harassment policy
d) Mediclaim insurance scheme
e) Employee referral scheme
f) Creche facility
13. How does working in this organization provide you feel the sense of security and
wellness?
a) Highly satisfied b) Satisfied c) Moderately satisfied
d) Dissatisfied e) Highly Dissatisfied
14. How is the physical working condition in the Company?

a) Highly satisfied b) Satisfied c) Moderately satisfied d) Dissatisfied e) Highly
Dissatisfied
84
15. Can you say that you are satisfied with the employee welfare, development and safety
policies of the organization?
16. Can you say that you are satisfied with your current job?
17. Does your company have career development programs to help employees become more
effective at work?
a) Strongly agree b) Agree c) Neutral

d) Disagree e) Strongly disagree
18. Does the company organize Holiday camps and picnics to improve quality of work life?
85

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A STUDY ON EMPLOYEE WELFARE, DEVELOPMENT

AND SAFETY MEASURES IN IT SECTOR, CHENNAI

Submitted in partial fulfilment of the requirements for the award of

MASTER OF BUSINESS ADMINISTRATION

Internal guide External Guide

Dr. BHUVANESWARI .G, MBA., Ph.D

Submitted for Viva voce Examination held on

Internal Examiner External Examiner

I A.SOUNDARYA LAKSHMI (42410129) hereby declare that the Project Report

I am pleased to acknowledge my sincere thanks to Board of Management of

I convey my sincere thanks to Dr. G. Bhuvaneswari, MBA., Ph.D., Dean - School

TABLE NO. PARTICULARS PAGE NO.

CHARTS NO. PARTICULARS PAGE NO.

1.2 INDUSTRY PROFILE

 About 200 Indian IT firms are present in around 80 countries.

1.4 PROBLEM STATEMENT

1.6 SCOPE OF THE STUDY

1.7 NEED FOR THE STUDY

2.2 LITERATURE BY COMMISSIONS & COMMITTEES

The Employee Investigation Committee2 while appointing 38 different Industrial sub-

The Committee on Employee Welfare6 made various recommendations to the Government

2.3 TEXT BOOKS

Moulvi (2003)24 in his thesis, “Impact of Social Security-cum-Employee welfare Measures on

VenkateswaraRao (2006)27 in his M.Phil. dissertation, “A Study of Health and Welfare

2.5 MAGAZINES AND JOURNALS

Sakthivel, S. and PinakiPoddar (2006)33 in their article, “Unorganised Sector Workforce in

DebashishSengupta (2007)36 in his article, “Responsibility for Sustainability – The Changing

ParomitaGoswami (2009)42 in the article, “A Critique of the Unorganised Workers Social

3.2 TARGET RESPONDENTS

3.3 SAMPLING TECHNIQUE

3.4 TOOLS FOR DATA COLLECTION

3.6 LIMITATIONS OF THE STUDY

9. WELFARE AND DEVELOPMENT

10. RANK THE PERCEPTION OF FACILITIES

11. STATUTORY MEASURES

12. HOW DOES WELFARE MEASURES TAKEN CARE OF ?

H0 (Null hypothesis) = There is no significant relationship between age of the respondents

Age * Flexible Cross tabulation

At 5% level of significance and df (12) the table value is 19.445

Calculated value = 0.078

4.3 ONE WAY ANOVA TEST

4.5 LINEAR REGRESSION ANALYSIS

IT organizations have been majorly successful in implementing and maintaining welfare

1. Approaches to Social Security, ILO, Geneva 2002

23. Ramakrishna chattopadhyay, “Social Perspective on Employee Legislation in India”,

Magazines and Journals

2. Age: a) 20-25 b) 26-30 c)31-35 d) 36 & above

3. Gender: a) Male b) Female

4. Marital Status: a) Married b) Unmarried

a) Below Rs.5000 b) Rs.5001 – Rs.10,000 c) Rs.10,001 – Rs.15,000

d) Rs.15,001- Rs.20,000 e)Rs.20,001 & Above

8. You have been in this organization for:

9. Welfare And Development SA A N DA SDA

11. Statutory Measures Excellent Very Good Normal Poor

a) Highly satisfied b) Satisfied c) Moderately satisfied

d) Dissatisfied e) Highly Dissatisfied

14. How is the physical working condition in the Company?

a) Highly satisfied b) Satisfied c) Moderately satisfied

d) Dissatisfied e) Highly Dissatisfied