INTRODUCTION TO THE STUDY

Welfare 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. Labor welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries.

IMPORTANCE OF LABOUR WELFARE IN INDIA

Compared to other countries, India has much greater need and importance of labor welfare work. Such a condition is caused by certain deficiencies in Indian labor force that are not found in its counterpart in other countries. It is these defects of deficiencies that increase the importance of labor welfare activity in the country. Briefly, the following are the reasons why labor welfare work in India assumes greater importance than in other countries. 1. 2. 3. 4. 5. 6. 7. Lack of Strong Labour Union Movement Illiteracy Problem of Absenteeism and Migration Low level of health and nutrition Extreme poverty Lack of training Lack of healthy recreation

BASIC FEATURES
Labor welfare includes various facilities, services and amenities provided to workers for improving their health, efficiency, economic betterment and social status. 1. Welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining 2. Labor welfare schemes are flexible and ever-changing. New welfare measures are added to the existing ones from time to time.

3. Welfare measures may be introduced by the employers, government, employees or by any social or charitable agency. 4. The purpose of labor welfare is to bring about the development of the whole personality of the workers to make a better workforce.

BENEFITS
The benefits of welfare measures can be summarized as follows:

They provide better physical and mental health to workers and thus promote a healthy work environment

Facilities like housing schemes, medical benefits, and education and recreation facilities for workers families help in raising their standards of living. This makes workers to pay more attention towards work and thus increases their productivity.

Employers get stable labor force by providing welfare facilities. Workers take active interest in their jobs and work with a feeling of involvement and participation.

Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace.

The social evils prevalent among the labors such as substance abuse, etc are reduced to a greater extent by the welfare policies.

STATEMENT OF THE PROBLEM

Welfare measures play a vital role on the productivity of the workers. They include provision of housing, education, medical, recreation, transport and such of the facilities. Job satisfaction and industrial peace depend not only upon wages but also upon physical environment of work place, the likes and dislikes of a worker for the job, friendly atmosphere on the work place, recognition as an individual etc. The welfare measures provided by the company naturally acts as the motivational factor for the employee to work effectively in the organization. Thus the project is done on the title A STUDY ON LABOUR WELFARE MEASURES AT KOTHARI SUGARS AND CHEMICALS LTD, KATTUR

SCOPE OF THE STUDY

The study is an attempt that is made to assess the various welfare measures that are provided to the workers in the organization. The study also analyses and evaluates the

satisfaction level of the workers with welfare schemes and their attitude towards the existing labour welfare measures.

OBJECTIVES OF THE STUDY

1. To study the demographic characteristics of the respondents. 2. To find out the association between the facilities provided in the organization and the overall satisfaction level of the employees. 3. To find out the relationship between the demographic variables and the overall satisfaction level of the respondents. 4. To provide suggestions that improves the satisfaction level of the employees.

REVIEW OF LITERATURE RESEARCH METHODOLOGY

RESEARCH DESIGN The research design employed in the study is Descriptive Research. SAMPLING DESIGN The technique adopted for choosing samples is Simple Random Sampling. DATA COLLECTION METHODS Primary Data Collection 1. Primary data was collected by the method of survey by using questionnaire. 2. In this method, a questionnaire is given to the concerned persons with the request to answer the questionnaire consisting of number of questions printed or typed in a definite order on a form. In the research closed ended questions were used. Five point scaling techniques were adopted. Secondary Data Collection Secondary data, on the other hand, are those which have already been collected by someone else and have been already processed through statistical process.

RELIABILITY STATISTICS Reliability Statistics Cronbach's N of Alpha Items .814 28 The reliability of this study which consisted of 28 questions was found to be 0.814 according to Cronbachs alpha. STATISTICAL TOOLS The tools used here are, 1. Percentage Analysis Method 2. Chi-Square Test 3. One way Anova 4. Correlations 5. Multiple Regression

LIMITATIONS OF THE STUDY

1. The responses given by the respondents may be subjected to bias. 2. The labour welfare measures at Kothari sugars and chemicals ltd, Kattur might be unique and cannot be generalized to other organizations.

DATA ANALYSIS AND INTERPRETATION

1. Percentage Analysis Classification based on Work Experience S.No 1. 2. 3. 4. 5. Particulars 0-5 6-10 11-15 15-20 Above 20years Total Frequency 51 22 14 18 5 110 Percentage 46.4 20.0 12.7 16.4 4.5 100.0

Source: Primary Data

Interpretation From the above table, it is clear that 46.4% of the respondents have work experience of 05 years, 20% of the respondents have 6-10 years experience, 12.7% of the respondents have 1115 years of experience, 16.4% have 15-20 years of work experience and 4.5% of the respondents

have more than 20 years of work experience. Thus majority of the respondents have work experience of 0-5 years. Classification based on Work Experience

Emoluments S.No 1. 2. 3. 4. Particulars Disagree Neutral Agree Strongly Agree Total Frequency 3 21 47 39 110 Percentage 2.7 19.1 42.7 35.5 100.0

Source: Primary Data

Interpretation From the above table, it is clear that 2.727% of the respondents disagree that the emoluments provided by the company is beneficiary, 19.09% of the respondents neither agree nor disagree, 42.73% of the respondents agree that the emoluments provided by the company is beneficiary, and 35.45% strongly agree that the emoluments provided by the company is beneficiary. Thus majority of the respondents agree that the emoluments provided by the company are beneficiary.

Emoluments

Incentives S.No 1. 2. 3. 4. Particulars Dissatisfied Neutral Satisfied Highly satisfied Total Frequency 10 41 50 9 110 Percentage 9.1 37.3 45.5 8.2 100.0

Source: Primary Data

Interpretation From the above table, it is clear that 9.091% of the respondents are dissatisfied with the incentives given by the company, 37.27% of the respondents are neutral, 45.45% of the respondents are satisfied, and 8.182% are highly satisfied. Thus majority of the respondents are satisfied with the incentives given by the company.

Relationship with Higher Officials S.No 1. 2. 3. 4. Particulars Dissatisfied Neutral Satisfied Highly satisfied Total Frequency 4 23 56 27 110 Percentage 3.6 20.9 50.9 24.5 100.0

Source: Primary Data

Interpretation From the above table, it is clear that 3.636% of the respondents are dissatisfied with the relationship with their higher officials, 20.91% of the respondents remain neutral, 50.91% of the respondents are satisfied and 24.55% are highly satisfied. Thus majority of the respondents are satisfied with the relationship with their higher officials. Relationship with Higher Officials

Level of Satisfaction S.No 1. 2. 3. Particulars Neutral Satisfied Highly satisfied Total Frequency 14 61 35 110 Percentage 12.7 55.5 31.8 100.0

Source: Primary Data

Interpretation From the above table, it is inferred that 12.73% of the respondents remain neutral, 55.45% of the respondents are satisfied and 31.82% are highly satisfied. Thus majority of the respondents are satisfied in their job. Level of Satisfaction

2. CHI-SQUARE TESTS 1. To find out the association between the Emoluments and the level of satisfaction. Null Hypothesis: There is no association between the emoluments and the level of satisfaction. Alternate Hypothesis: There is an association between the emoluments and the level of satisfaction.

Association between the Emoluments and the level of satisfaction Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases Level of significance: 0.01. Result: Since the significant value is less than 0.01, we reject the null hypothesis and accept the alternate hypothesis. Hence, there is an association between the emoluments and the level of satisfaction. 2. To find out the association between the Grievance handled and the level of satisfaction. Null Hypothesis: There is no association between the Grievance handled and the level of satisfaction. Alternate Hypothesis: There is an association between the Grievance handled and the level of satisfaction. Association between the Grievance handled and the level of satisfaction Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases Level of significance: 0.01. Result: Since the significant value is less than 0.01, we reject the null hypothesis and accept the alternate hypothesis. Hence, there is an association between the Grievance handled and the level of satisfaction. Value 27.368a 24.541 20.299 110 Df 4 4 1 Asymp. Sig. (2-sided) .000 .000 .000 Value 35.308a 26.902 19.265 110 df 6 6 1 Asymp. Sig. (2-sided) .000 .000 .000

a. 5 cells (41.7%) have expected count less than 5. The minimum expected count is .38.

a. 2 cells (22.2%) have expected count less than 5. The minimum expected count is 2.80.

3. To find out the association between the workplace and the level of satisfaction. Null Hypothesis: There is no association between the workplace and the level of satisfaction. Alternate Hypothesis: There is an association between the workplace and the level of satisfaction. Association between the workplace and the level of satisfaction Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases Level of significance: 0.05. Result: Since the significant value is less than 0.05, we reject the null hypothesis and accept the alternate hypothesis. Hence, there is an association between the workplace and the level of satisfaction. 3. One Way ANOVA 1. To find out the difference between work experience of the respondents and the level of satisfaction. Null Hypothesis: There is no significant difference between work experience of the respondents and the level of satisfaction. Alternate Hypothesis: There is a significant difference between work experience of the respondents and the level of satisfaction. Difference between work experience of the respondents and the level of satisfaction Sum of Squares df Mean Square F Sig. Between 7.198 4 1.800 5.000 .001 Groups Within Groups 37.793 105 .360 Total 44.991 109 Level of significance: 0.01 Value 15.068a 12.003 3.723 110 df 6 6 1 Asymp. Sig. (2-sided) .020 .062 .054

a. 7 cells (58.3%) have expected count less than 5. The minimum expected count is .13.

Result: Since the significant value is less than 0.01, we reject the null hypothesis and accept the alternate hypothesis. Hence, there is a significant difference between work experience of the respondents and the level of satisfaction. 4. CORRELATIONS 1. To find out the relationship between the level of satisfaction and the educational facility Null Hypothesis: There is no relationship between the level of satisfaction and the educational facility. Alternate Hypothesis: There is a relationship between the level of satisfaction and the educational facility. Relationship between the level of satisfaction and the educational facility Level of Satisfaction Level of Satisfaction Education Facility Pearson Correlation Sig. (2-tailed) N Pearson Correlation Sig. (2-tailed) N 1 110 .362** .000 110 Education Facility

1 110

**. Correlation is significant at the 0.01 level (2-tailed).

Interpretation: The above table shows the relationship between the two variables Educational facility and the level of satisfaction. The two variables have a significant positive relationship. 5. MULTIPLE REGRESSION Null Hypothesis: The thirteen independent variables will not significantly explain the variance in the satisfaction level. Alternate Hypothesis: The thirteen independent variables will significantly explain the variance in the satisfaction level. Model Summary Std. Error of the Model R R Square Adjusted R Square Estimate a 1 .589 .347 .265 .553

5. MULTIPLE REGRESSION Null Hypothesis: The thirteen independent variables will not significantly explain the variance in the satisfaction level. Alternate Hypothesis: The thirteen independent variables will significantly explain the variance in the satisfaction level. Model Summary Std. Error of the Model R R Square Adjusted R Square Estimate a 1 .589 .347 .265 .553
a.Predictors:(Constant),AccidentCompensation,EducationFacility,Relationshipwithhigherofficial,WorkingTime, Transport Facility, Incentives, Training, Canteen, Leave Facilities, Grievance, Awards and Rewards, DFPF Pension

The above table shows that R (0.589) is the correlation of the thirteen independent variables with the dependent variable. The R Square (0.347) is the explained variance.

ANOVA Model 1 Regression Residual Total Sum of Squares 15.590 29.364 44.954 Df 12 96 108 Mean Square 1.299 .306 F 4.247 Sig. .000a

a. Predictors: (Constant), Accident Compensation, Education Facility, Relationship with higher officials, Working Time, Transport Facility, Incentives, Training, Canteen, Leave Facilities, Grievance, Awards and Rewards, DFPF Pension b. Dependent Variable: Level of Satisfaction

The above ANOVA table shows that the F value of 4.247 is significant at the 0.01 level. Inference It is inferred that 34.7% of the variance (R-Square) in satisfaction level has been significantly explained by the thirteen independent variables. Hence the null hypothesis is rejected and alternative hypothesis is accepted. Therefore the thirteen independent variables will significantly explain the variance in the satisfaction level.

Coefficients Unstandardized Standardized Coefficients Coefficients B Std. Error Beta .847 .689 .155 .086 .170 -.029 .104 -.027 .039 .086 .042 .012 .086 .013 .009 .096 .009 .157 .081 .207 -.026 .088 -.032 -.037 .088 -.044 .171 .079 .211 .046 .078 .055 .267 .107 .091 .089 .290 .105

Model 1 (Constant) Transport Facility Leave Facilities Canteen Working Time Training DFPF Pension Incentives Awards and Rewards Education Facility Relationship with higher officials Grievance Accident Compensation
a.

T 1.230 1.790 -.282 .451 .143 .092 1.947 -.302 -.421 2.160 .591 2.930 1.195

Sig. .222 .077 .778 .653 .887 .927 .054 .763 .674 .033 .556 .004 .235

Dependent Variable: Level of Satisfaction

This table helps us to see which among the thirteen independent variables influences most the variance in satisfaction level. The highest number in the column Beta in the standardized coefficients is 0.290 for Grievance, which is significant at 0.01 levels. Grievance is the only independent variable that is significant. Dependent Variable = 0.847+[(0.155)(Transport facility)-(0.029)(Leave facilities)+(0.039)(Canteen)+(0.012)(Working Time)+(0.009)(Training)+(0.157)(DFPF Pension)-(0.026)(Incentives)-(0.037)(Awards and Rewards)+(0.171)(Education facility)+(0.046)(Relationship with higher officials)+(0.267)(Grievance)+(0.107)(Accident Compensation)]. If one unit of change occur in the dependent variable(Level of satisfaction), transport facility will increase by 0.155, leave facilities will decrease by 0.029, canteen facility will increase by 0.039, working time will increase by 0.012, training will increase by 0.009, DFPF Pension will increase by 0.157, incentives will decrease by 0.026, awards and rewards will decrease by 0.037, education facility will increase by 0.171, relationship with higher officials will increase by 0.046, grievance will increase by 0.267 and accident compensation will increase by 0.107.

FINDINGS 1. Percentage Analysis 1. 34.5% of the respondents belong to the age group of 26-35 years. 2. 100% of the respondents are male. 3. 21.8% of the respondents have completed SSLC. 4. 56.4% of the respondents are married. 5. 42.73% of the respondents belong to the other category. 6. 46.4% of the respondents have work experience of 0-5 years. 7. 46.34% of the respondents belong to the income level of below Rs 5000. 8. 42.73% of the respondents agree that the emoluments provided by the company are beneficiary. 9. 41.82% of the respondents strongly agree that the salary given is regular. 10. 44.5% of the respondents neither agree nor disagree with the satisfaction level of the transport facility provided. 11. 65.5% of the respondents are satisfied with the leave facilities provided by the company. 12. 52.73% of the respondents are satisfied with the canteen facilities provided by company. 13. 52.73% of the respondents are satisfied with the working time. 14. 42.73% of the respondents are satisfied with the Dearness Allowance (DA), Provident Fund (PF), and pension given by the company. 15. 45.45% of the respondents are satisfied with the incentives given by the company. 16. 43.64% of the respondents are satisfied with the awards and rewards given by the company. 17. 47.27% of the respondents neither agree nor disagree that the educational facility given to the employees children is satisfactory. 18. 65.45% of the respondents are satisfied with the rest room facility provided by the company. 19. 50.09% of the respondents are satisfied with the medical facilities provided by the company. 20. 65.45% of the respondents are satisfied with the pollution control of the company. the

21. 61.82% of the respondents are satisfied with the workplace atmosphere. 22. 50.91% of the respondents are satisfied with the relationship with their higher officials. 23. 50.91% of the respondents are satisfied with the managements steps regarding grievance solving aspect. 24. 65.45% of the respondents agree that there are enough fire extinguishers in the company. 25. 65.45% of the respondents say that the various safety measures provided by the company are good. 26. 60% of the respondents are satisfied with the compensation given during accidents. 27. 55.45% of the respondents are satisfied in their job. 2. Chi-Square Tests 1. There is an association between the emoluments and the level of satisfaction. 2. There is an association between the pension and the level of satisfaction. 3. There is an association between the educational facilities provided and the level of satisfaction. 4. There is an association between the Grievance handled and the level of satisfaction. 5. There is an association between the workplace and the level of satisfaction. 6. There is no association between the pollution and the level of satisfaction. 3. One Way ANOVA 1. There is a significant difference between work experience of the respondents and the level of satisfaction. 2. There is a significant difference between age of the respondents and the level of satisfaction. 3. There is a significant difference between educational qualification of the respondents and the level of satisfaction. 4. Correlations 1. There is a relationship between the two variables Educational facility and the level of satisfaction. The two variables have the significant positive relationship.

5. Multiple Regressions 1. The thirteen independent variables will significantly explain the variance in the satisfaction level. SUGGESTIONS 1. Incentives can be given to the employees as it leads to increased productivity. 2. Awards and rewards can motivate the employees. 3. Transport and canteen facilities can be enhanced. 4. Awareness programmes can be conducted to create the awareness about the existing welfare measures. 5. The company can improve the educational facility provided to the workers as it can increase the satisfaction level. CONCLUSION In the post independence era, the Constitution, public policy, legislations, and union actions have sought to provide specific obligations for employers and employees. The

government has also set up infrastructure and inspectorate to monitor the situation. Regulation alone does not work; particularly, in the context of rapid changes in technology, manufacturing process. The weaknesses in labour administration also make regulation largely ineffective. What is needed is a strong commitment on the part of every organization, particularly top management towards the health, safety, and quality of working environment. The initiatives of the International Labour Office in this direction are laudable. And, there is growing tendency towards effective and meaningful cooperation between employers and unions in the design and implementation of measures for occupational health, safety, and quality of working environment. Thus, the labour welfare measures at Kothari sugars and chemicals Ltd, Kattur is satisfactory.

BIBLIOGRAPHY Books 1. Buckingham, marcus & Coffman, Curt, 2000, First Break All the Rules, p.63-93. 2. Dessler,Gary, 2003, Human Resource Management Eight Edition, Pearson Education publications.p.35-45 3. Geof, Cox, December 2003, How to develop top performers,AskHow2 p.17-28 4. Robbins Stephen P., Organizational Behavior Ninth Edition, Prentice-Hall India publications.p.23-37 publication,

Websites 1. www.Vensa.com 2. www.bambooweb.com 3. www.humanresources.com/cs/mgtsecret/index, 4. www.humanresources.com/od/managementtips/a/mgmtsecret 5. www.chally.com/enews/steppingstones 6. www.corning-cc.edu/cpd/staff

QUESTIONNAIRE A STUDY ON LABOUR WELFARE MEASURES AT KOTHARI SUGARS AND CHEMICALS LTD, KATTUR. 1. Name : 2. Age : Below 25 3. Gender : Male 26-35 Female 36-45 46-55 above 55

4. Education Qualification : Below SSLC 5. Marital Status Married Unmarried SSLC HSC UG PG

6. Technical Qualification: ITI Polytechnic BE Others

7. Work Experience (In years): 0-5 6-10 11-15 15-20 above 20 YEARS

8. Monthly Income: Below RS 5000 RS 15001 - 20000 RS 5001 - 10000 Above 20000 RS 10000-15000

9. The emoluments provided by the company is beneficiary Strongly agree Agree Neutral Disagree strongly disagree

10. The salary given by the company is regular Strongly agree Agree Neutral Disagree strongly disagree

11. What is your opinion about the transport facility? Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

12. The leave facilities provided by the company is Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

13. Your opinion about canteen facilities is

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

14. What do you think about the working time Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

15. What is your opinion about Dearness Allowance (DA), Provident Fund (PF), and pension given by the company? Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

16. How do you feel about the incentives given by the company? Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

17. What is your opinion about the awards and rewards given by the company? Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

18. The educational facility provided by the company to your children is satisfactory Strongly agree Agree Neutral Disagree strongly disagree

19. Your opinion about the rest room facility provided by the company Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

20. The medical facilities provided by the company Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

21. The pollution control level of the company is Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

22. What is your opinion about the work place atmosphere? Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

23. How is your relationship (Rapport) with your higher officials? Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

24. How do feel about the managements steps regarding grievance solving aspect? Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

25. There are enough fire extinguishers in the company Strongly agree Agree Neutral Disagree strongly disagree

26. The various safety measures provided by the company are? Excellent Good Neutral Bad Worse

27. The compensation given for the laborers during accidents are Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

28. The level of satisfaction of your job is Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

Report of National Commission on Labour (2002), Government of India, made recommendations in the area of labour welfare measures which includes social security, extending the application of the Provident Fund, gratuity and unemployment insurance etc. Shobha Mishra & Manju Bhagat, in their Principles for Successful Implementation of Labour Welfare Activities, sated that labour absenteeism in Indian industries can be reduced to a great extent by providing good housing, health and family care, canteen, educational and training facilities and provision of welfare activities. The principle for successful

implementation of labour welfare activities is nothing but an extension of democratic values in an industrialized society. P.L.Rao, in his Labour Legislation in the Making, opines that professional bodies like National Institute of Personnel Management should constitute a standing committee to monitor the proceeding in the Parliament regarding the labour welfare measures