Labour Welfare INTUC

THE STUDY OF LABOUR WELFARE PRACTICES IN INTUC
1

CHAPTER-1
INTRODUCTION OF LABOUR WELFARE
After labours / employees have been hired, trained and remunerated,
they need to be trained and maintained to serve the organization
better. Welfare facilities are designed to take care of the well- being of
the employees they do not generally result in any monetary benefits
to the employees. Nor are these facilities provided by employers alone.
Government and non- government agencies and trade union too,
contribute towards employees welfare.
Meaning & Definition.
Welfare means faring or doing well. It is a comprehensive term and
refers to the physical, mental, moral, and emotional well-being of an
individual. Labour welfare also referred to as betterment work for
employees, related to taking care of the well being of workers by
employers, trade union and govt. and non-government agencies.
Labour welfare has two aspects- negative and positive. On the
negative side, labour welfare is concerned with counteracting the
baneful effects of the large-scale industrial system of production
especially capitalistic, so far as India is concerned on the personal /
family, and social life of the workers.
On the positive side, it deals with the provision of opportunities for the
worker and his/her family fir a good life as understood in its most
comprehensive sense.
2

Labour welfare defines as efforts to make life worth living
for workmen. These efforts have their origin either in some statute
formed by the state or in some local custom or in collective agreement
or in the employers own initiative.
To give expression to philanthropic and paternalistic feelings.
To win over employees loyalty and increase their morale.
To combat trade unionism and socialist ideas.
To build up stable labour force, to reduce labour turnover and
absenteeism.
To develop efficiency and productivity among workers.
To save oneself from heavy taxes on surplus profits.
To earn goodwill and enhance public image.
To reduce the threat of further government intervention.
To make recruitment re effective (because these benefits add to
job appeal).
Employee welfare means the efforts to make life worth living for
workmen. According to Todd employee welfare means anything done
for the comfort and improvement, intellectual or social, of the
employees over and above the wages paid which is not a necessity of
the industry.
In India, welfare is of the statutory and the non statutory kinds.
Though statutory welfare ensures the minimum of facilities and
reasonably good working condition, employers are free to provide, non
3

statutory welfare. However, practically all organizations in India
provide non statutory measure in varying degrees.
Why is such organization involved in extensive welfare measures?
These questions can be viewed from the point of view of workers, the
unions, and the employers. From the point of view of workers, welfare
measures must eliminate risk and insecurity. This is to ensure their
personal safety and provide them with equipment and atmosphere
needed to draw a fair days wage without any feeling of guilt. Given
workers economics constraints, probably due to large families,
organizations should provide facilities such as transport, medical aid,
crches, and subsidized food required by the workers.
Employee welfare also referred to as betterment work for employees
relates to taking care of the wellbeing of workers by employers , trade
unions and governmental and non governmental agencies. It is rather
difficult to define the term employee welfare precisely because of the
relatively of the concept.
Labour welfare is a term which must necessarily must be elastic,
bearing a somewhat different interpretation in one country according
to the different social customs the degree of industrialization and
educational level of the workers.
Employee welfare has two aspects-negative and positive. On the
negative side employee welfare is concerned with counteracting the
baneful effects of the large scale industrial productions.
4

OBJECTIVES OF THE STUDY
To know the effectiveness of welfare measures.
How many people actually know about the welfare measures?
What suggestive measures must be taken regarding welfare?
To study the satisfaction level of employees with respect to their
welfare in INTUC in Patna Plant and to suggest measures to
strengthen this regime.
To know how much employees are capable and interest at their
work place.
What are things still to be satisfy to the employees of INTUC?
To know the working condition and what are things that affect
them not to work properly

5

SCOPE OF THE STUDY
The present study on Labour Welfare Measure in India special case of
Patna Plant INTUC has been conducted in INTUC Patna Plant. The
work is limited to the study of the scheme of Labour Welfare in
achieving its desired objectives in the project. Relevant data have been
collected and analyzed and then broad generalizations were made. The
conclusions are based on the arguments that have been derived from
analysis of such data and the aim has been to consider the scheme in
all its essential manifestations.
To conduct any research adoption of a scientific method is a
prerequisite. In practice it is difficult to collect information from all the
employees. So, the sample of respondents was decided through
stratified random sampling. The sample size of 60 proportionately
represents the different categories of employees viz. Executives,
supervisors, workmen etc.

6

RESEARCH METHODOLOGY
Research is a term stand for A careful investigation or enquiry
especially through search for new fact in any branch of knowledge.
Research Methodology is way to systematically solve the research
problem. In it we study the various steps that are generally adopted by
a researcher in studying his research problem along with logic behind
them .We also need to understand the assumption underlying various
techniques and procedures will be applicable to certain problems and
other will not. So it is necessary for us to design methodology for the
problem as it differs from problem. So research methodology is not
only method research but also logic behind the methods we use in
context of our research study and explain why we are using a
particular method or technique and why we are not using others so
that research results are capable of being evaluated.
Marketing research is the systematic design, collection, analysis and
reporting of data and findings relevant to specific marketing situation
facing the company. An effective marketing research involves following
five steps in a sequential manner.
Defining the research objective
Developing research plan
Collecting the information
Analyze the information
Present the findings
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1. DEFINING RESEARCH OBJECTIVE
Objective is the main theme of in which is my job is based. Research is
a good planning of facilities and welfare measure of procedure to
compete in the market. The objective of the project should be very
precise; it should neither be very broad nor be very narrow.
For this research I defined the following objective:-
To study the satisfaction level of employees with respect to their
welfare in INTUC in Patna Plant and to suggest measures to
strengthen this regime.
What are things still to be satisfy facilities to the employees of
INTUC in Patna Plant?

DEVELOPING RESEARCH PLAN
The research plan is the main body or you can call the blue print in
which we carry the research. The research plans consist of data
sources, research approaches, research instruments, sampling plan
and contact methods.
1. DATA SOURCES:-
a. Primary Data:-
Primary data are the data gathered for the specific research project
and are directly taken from the very source of information.
I. Personal Interview with the Employees of INTUC.
II. Responses of Employees through Questionnaire.
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b. Secondary Data:-
Secondary data are the data, which already exists and were collected
for some other purpose or for similar previous studies. Secondary data
were proved to be instrumental in structuring the questions to be
asked for collecting primary data.
I. Various books on Human resources.
II. Website of INTUC, www.marutisuzuki.co.in
III. INTUC document and magazines.
IV. Journals

2. RESEARCH APPROACH:-
Primary data can be collected in several different ways these methods
of collecting primary data are called research approaches. Research
approaches are of following types:-
Observational research
Focus group research
Survey research
Experimental research.
Behavioral data research
9

For this project the survey research method was adopted, and a
survey was conducted in which employees were interviewed to know
how far employees are satisfied of INTUC.
3. RESEARCH INSTRUMENT:
The two main research instruments in collecting primary data are:
A. personnel Interview
B. Questionnaire
A) Personnel Interview:
It is one of the important sources to collect primary data. Through
personnel interview interviewer can ask question according to research
requirement. Data which is collect by personnel interview is more
reliable than other sources.
B) Questionnaire:
Questionnaires consist of a set of questions presented to the
respondent for their answer. Because of its flexibility the questionnaire
is by far the most common instrument used to gather primary data.
Questionnaire needs to be carefully developed and tested before they
are actually used on a large scale.

10

QUESTIONNAIRES ARE OF TWO TYPES:
a) Open ended questionnaire
It consists of open ended questions that allow the respondent to
answer in their own words. Such questionnaires revel more because
they do not constraint respondent's answers.
b) Closed ended questionnaire
This questionnaire consists of questions that pre-specified all the
possible answers, tabulation and interpretation of such
Questionnaires are easier as compare to open ended questionnaire.
Scale: 5- point scale.
Sampling: Simple random sampling the one which ensures elimination
of bias & estimation of sampling errors. Here we have used summated
(or likert- type scale) which consists of a number of statements that
expresses either a favorable or an unfavorable attitude towards the
given object to which the respondent is asked to react. The respondent
indicates his agreement or disagreement with each statement in the
instrument. Each response is given a numerical score, indicating its
favorableness or unfavourableness, and the score is totaled to
measure the respondents attitude. In other words, the overall score
represents the respondents position on the continuum of favorable-
unfavourableness towards an issue.

11

SAMPLING PLAN
After deciding on research and research instrument the researcher
must design a sampling plan. This plan calls for three decisions.
a) Sample population
It is segment to Executive class and Non-executive class employees of
INTUC.
b) Sampling frame
Since the manpower of INTUC in Patna Plant is 1600(approx) of
different grades, so the sample frame is obtained accordingly.
c) Sampling unit
The sample unit consists of all Executives and Non Executives of
INTUC Patna Plant.
d) Sample size
Large sample gives more reliable results than small samples. However
it is not necessary to sample the entire population or even a
substantial portion to achieve reliable result. After considering time
constraint and cost effectiveness for the project total 60 peoples are
surveyed.
Place of Information:- INTUC Patna Plant
.

12

DIFFICULTIES ENCOUNTERED
1. The study was restricted to main branch of INTUC Project.
2. Due to companys norms and regulations some of the official and
financial data which was important for my project could not be
available.
3. Many times the officials were so busy that they could not answer
the queries related to the topic.

13

CHAPTER-II
INTUC
About Us
To establish an order of society which is free from hindrance in the way on
an all round development of its individual members, which fosters the
growth of human personality in all its aspects and goes to the utmost limit
in progressively eliminating social political or economic exploitation and
inequality, the profit motive in the economic activity and organization of
society and the anti-social co ncentration in any form.
To place industry under national ownership and control in suitable form in
order to realize the aforesaid objectives in the quickest time.
To organize society in such a manner as to ensure full employment and the
best utilization of its manpower and other resources.
To secure increasing association of the worker in the administration of
industry and their full participation in its control.
To promote generally the social civic and political interest of the working
class
to secure an effective and complete organization of all categories of workers,
including agricultural labour.
To guide and co-ordinate the activities of the affiliated organizations.
To assist and co-ordinate the activities of the affiliated organizations.
To assist in the formation of trade unions.
To promote the organization of workers of each industry on a nation-wide
basis.
To assist in the formation of Regional or Pradesh Branches or Federations.
14

To secure speedy improvement of conditions of work and life and of the
status of the workers in industry and society.
To obtain for the workers various measures of social security, including
adequate provision in respect of accidents, maternity, sickness, old age and
unemployment.
To secure a living wage for every worker in normal employment and to bring
about a progressive improvement in the workers standard of living.
To regulate hours and other conditions of work in keeping with the
conditions of the workers and to ensure the proper enforcement of
legislation for the protection and up-lift of labour.
To establish just industrial relations.
To secure redressal of grievances, without stoppages of work, by means of
negotiations and conciliation and failing these by arbitration or adjudication.
To take recourse to other legitimate method, including strikes or any
suitable form of satyagraha, where adjudication is not applied and
settlement of disputes within a reasonable time by arbitration is not
available for the redress of grievances.
To make necessary arrangements for the efficient conduct satisfactory and
speedy conclusion of authorized strikes or satyagraha.
To foster the spirit of solidarity, service, brotherhood co-operation and
mutual help among the workers.
To develop in the workers a sense of responsibility towards the industry and
community.
To raise the workers' standard of efficiency and discipline.

15

History
The workers in India are only a section of the people and not a class
apart. The culture and their tradition form part of the common heritage of
the people of India. In organizing them and seeking the redressal of their
grievances, ways and means have to be evolved in consonance with our
condition. No more grafting or transplantation of a foreign ideology or
method however suited to the condition else where, is likely to yield healthy
results here. What is required is an indigenous movement having its roots in
the Indian and soil. Such a movement has for long been in existence and
has attained a remarkable center. A new organization, that would give the
correct lead to the working class and strives to established social justice,
peace and security with a constitution and working. Which would be
essentially democratic giving every one of its constituent units ample scope
for free expression of views and action has become imperative.
Thus declared the iron man and unifier of India. Sardar Vallabhbhai
Patel, in his presidential address to unique congregation of national leader
like Pandit Javaharlal Nehru, Jagjivan Ram, Aruna Asaf Ali, Ram Manohar
Lohia, G. Ramanujam, V.V. David, Shankar Rao Deo, B.G. Kher, O.P.
Ramasami Reddiar, Ravi ShankarShukla, Hare Krishna Mehtab, S.K. Patil,
Kamaldevi Chattopadhyaya, Ahoka Mehta, R.R. Diwakar and Bhimasen
Sacar. Prominent among the labour leaders attending the conference were
G.L. Nanda, Khadubhai Desai, Suresh Chandra Banerjee, Abid Ali
Jaffarbhoy Michael John, Deven Sen, Harihar Nath Shashtri, S.R. Vasavda,
S.P. Sen, R.K. Khedgikar, G.L. Mapara and G.D. Ambekar. They had all
gathered at conference, held at the Constitution Club, New Delhi on May 3
16

and 4 ,1947 , determined to form a new trade union centre which could
voice the genuine demands for realizing the aspirations of the working class
in the country, at the same time keeping the national interest foremost in
view. The number of trade unions centre which could voice the genuine
demands for realization of the working class in the country, at the same
time keeping the national interest foremost in view. The number of trade
unions represented at the same conference was 200 with a total
membership of over 5,65,000.
Acharya J.B. Kripalani, the then president of the Indian National Congess
who inaugurated the conference, in his address said: The proposed
organization should not hesitate to employe the weapon of strike, if it were
essential to promote the true interest of labour. But that weapon is to be
employed only after due consideration and with aim was to achieve any
legitimate economic and social objective. But it would however , not only be
misuse of this weapon but doing actual harm to labours own interests if it
were to be employes for the attainment of sectional political ends. If labour
were to submit its organized strength to such exploitation. It would become
a mere tool in the hands of unscrupulous party politicians.
Blessing the new organization, the Acharya said: It is a happy augury for
the Indian working class that trained and trusted leaders of the labour
movement are starting the new central organization on healthy lines.
Explaining the circumstances that led to the proposed organization, Shri
Ghulzari Lal Nanda, Secretary of the Hindustan Mazdoor Sewak Sangh
under whose auspices the meeting was held, pointed out that to disclosed
the productive organization of the nation at that crucial period in the history
17

of the country was really to strike a direct blow on the life of the nation and
its political integrity and it would harm which the communist activity was
causing from day to day if to mischief was not counteracted at once.
Concluding Shri Nanda said: While there is no common ground between
those inspired by communist philosophy and those who have fail in
democracy, the proposed organization can provide a broad platform and
ensure the largest measure of unity as the latter in pursuit of the aim of the
labour movement.
The main resolution moved by Dr. Suresh Chandra Banrjee said: Whereas
the course of the labour movement in the country is taking under the
leadership of those who are opposed to peaceful change and democratic
methods has provide extremely detrimental to the growth of strong and
healthy trade unionism and is doing incalculable harm to the true interest of
the masses of the country and whereas it has become a scared and
imperative obligation of those who are for the well-being of the working class
to take concerted action to safeguard and promote its interest, it is resolved
that to give effect to this purpose, an organization called the INDIAN
NATIONAL TRDE UNION CONGRESS be formed.

The resolution was by late Michael John and was passed by an
overwhelming majority.
Thus INTUC was born on May 3, 1947 as historic necessity, just before
Indian attained independence. The constitution of INTUC was adopted in the
second days proceedings of the conference, Mahatma Gandhi who was then
in Delhi also blessed the new found trade union centre.
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Affiliations
Any trade union of workers/association of employed person, whether
registered under the Trade Unions Act or any other statute, accepting the
objects, means and other obligations under the Constitution may seek
affiliation to the INTUC.
Any union seeking affiliation shall apply in the prescribed form and in
accordance with the procedure prescribed by the Working Committee.
There shall be remitted along with the application an application fee of Rs.
10/- and the affiliation fees payable as per this Constitution.
No union having on its executive committee members of any union or
organization rival to the INTUC shall be granted affiliation unless it be that
the Working Committee for any special reason grants exemption.
No union affiliation to any rival organization shall be granted affiliation.
The Working Committee may in the discretion, decline any application for
affiliation without assigning any reason.
Affiliation fee :
The Financial year of INTUC shall be from 1st April to 31st March.
Each affiliated union shall pay to the Congress annual affiliation fee at the
rate of Re. 1/- per member on the basis of membership on its rolls on the
close of the preceding year, subject to a minimum of Rs. 100/-. The Working
Committee may grant concession in the rate of affiliation fee in respect of
unions functioning in Bidi, Fisheries, Agriculture and such other industries
in the unorganized sector.
The Current Annual Affiliation fees shall be paid by the 30th September of
every year and the special levy within such time as may be prescribed.
19

Industrial Fedration

Indian National Bank Officers Congress
Flat No. A/203, Nilesh Co-op. Housing Soc. Ltd.,
Dahisar (West), Mumbai 400 092
Email: aiboboa@yahoo.com
Phone :- 022-22612058 (O), 28928983 (R), 22618484 (F)
Dr. G. Sanjeeva
Reddy,
MP(President)
K. K. Nair (G. S.)
Indian National Bank Employees Federations
C/o. Central Bank of India, Bajaj Bhawan, 1st Floor,
Nariman Point, Mumbai - 400 021
Email:
subhashsawant@vsnl.net,

Phone
:- 022- 22029887 (O), 28740949 (R), 22884783 (F),
09869023663 (M)
Dr. G. Sanjeeva
Reddy, MP
(President)
Subhas
S. Sawant (G. S.)

Indian National Building Construction,
Forest & Woodworkers Federation
5 RF 1, Unit 3
Mahatma Gandhi Road,
Bhubaneshwar-751 001.
Phone :- 0674 - 536646
R. C. Khuntia, MP
(President)
Heeralal
Sharma
(W.President)
S
. S. Chauhan (G.
S.)
Indian National Cement Workers Federation
Mazdoor Karyalaya Congress House,
Mumabi-400 004.
Phone :- 022-3871809, 3870804.
Dr. G.Sanjeeva
Reddy, MP
(President)
N. Nanjappan
(G. S.)
Indian National Chemical Workers Federation
Tel-Rasayan Bhawan,
Tilak Road, Dadar,
Mumbai-400 014.
Phone :- 022-24121776, 24121742, 24130950 (F)
K. H. Dastoor
(President)
Nandkishor
Khanvilkar
(G. S.)
Indian National Food & Drink Workers Federation
Pani Tanki Water Board Colony,
Boaring Road,
Patna 800 013.
Phone :- 0612-2278140 (O), 09431016951 (M),
09830063394 (M)
Chandra Prakash
Singh
(President)
Raman Pandey
(G. S.)
20

All India National Life Insurance Emp. Federation
Flat No. F-1, House No. 24-94/1, Balaji Enclave,
Anand Bagh, Malkajgiri, Hyderabad 500 047
M. K. Raghavan,
M.P.
(President)
V. Narsimhan
(G. S.)
Indian National Metal Workers Federation
4, Bhai Veer Singh Marg,
New Delhi 110 001.

Dr. G. Sanjeeva
Reddy MP
(President)
Rajsekhar Mantri
(G. S.)
Indian National Salaried Employees & Professional Workers
Federation
5/2183, Indira Gandhi Road,
Calicut-
01.

Phone: 0495-2720273, 2414242,
09847414242 (M), 09656539397 (M)

M. P.
Padmanabham
(President)
Naishadh Desai
(G. S.)
Indian National Defence Workers Federation
No. 6, St. Vaishnavi Nagar,
RCC Post, Chennai -54
Ashok Singh
(President)
R. Srinivasan (G.
S.)
Indian National Electricity Workers Federation
4, Bhai Veer Singh Marg, New Delhi 110 001.

Dr. G. Sanjjeva
Reddy, MP
(President)
Indian National Mineworkers Federation
Imperial House,
CJ-49, Salt Lake,
Calcutta 700 091.
Phone :- 033-3372158, 23372158 (F), 39503600 (F),
Email: imme@vsnl.com

Rajendra Pd. Singh,
MLA
(President)
S. Q. Zama (Sec.
Gen.) B.
K. Das (G. S.)
Indian National Municipal &
Local Bodies Workers Federation
H. No. 15-8-568, Siddi Amber Bazar
Hyderabad.
Phone :- 040-4745154 (R), 3221610 (O)

R.
Chandrasekharan
(President)
Massom Sharief
(G. S.)
21

Indian National Paper Mill Workers Federation
6/B, LIGH, Barkatpura,
Hyderabad 500 027.
Phone :- 040-7564706

G. Sanjeeva Reddy
(President)
R.
Chandrasekharan
(G. S.)
Indian National Port & Dock Workers Federation
TCL/II-9, Nua Bazar, V'Point,
Paradeep Port, 754142, Orissa.
P. K. Samantray
(President)
G. Kalan
(G. S.)
National Federation of Petroleum Workers
Tel-Rasayan Bhawan, Tilak Road, Dadar,
Mumbai 400 014.
Phone :- 022 4181742
K. H. Dastoor
(President)
N. Khanvilkar
(G. S.)
Indian National Plantation Workers
Federation

Post Box No.9, P.O. Kumli - 685
509,
Idukki District, Kerala.
P. A. Joseph
(President)
Mani
Kr. Darnal (G. S.)
National Federation of Indian Railwaymen
3, Chelmsford Road,
New Delhi 110 055.
Phone :- 011 23734013, 23343305, Email:
nfir@satyam.net.in
Ghuman Singh
(President)
M. Raghavaiah
(G. S.)
Indian National Rural Labour Federation
VPO Dhanouli,
Agra, UP
Tularam Sharma
(President)
Indian National Suger Mill Workers
Federation

A-176, Darulsafa Marg,
Lucknow (U.P.) Phone: 2282719 (O), 2309031 (R)
Ashok Kumar Singh
(President)
22

Indian National Transport Workers
Federation

L/1, Hathital Colony,
M. P. Housing Board,
Jabalpur 482001. Phone: 0761-429210
G. Sanjeeva Reddy
(President)
K. S. Verma
(G. S.)
Federation of National Postal Organization
T-24, Atul Grove,
New Delhi 110 001. Phone: 011-3321378
D. Tyagarajan
(Sec. Gen.)
National Federation of Telecommunication Organizations
T-14, Atul Grove,
New Delhi 110 001. 011-23723202
Thomas John
(President)
K. Vallinayakam
(G. S.)
Central Govt. Employees Confederation
3, Chelmsford Road,
New Delhi 110 055. Phone: 011-23734013
M. Raghavaiah
(President) N.
S. Pillai (G. S.)
Indian National Jute Workers Federation
41/B, Kabitirtha Sarani, 1st Floor,
Kolkata 700 023.

Ganesh Sarkar
(G. S.)
Indian National Textile Workers Federation
Shramjivi Sevalaya
Opp. Railway Station,
Surat 395003.
Phone :- 09825113887, 09894062404
Naishadh Desai
(President)
V. R. Jagnathan
(G. S.)

23

LABOUR FORCE
Labourforce is an innovative and professional staffing solutions services
provider. Our services are diverse and used across a wide range of
industries providing our customers recruiting services, supplementary
labour and complete workforce management. Our company started in 1998
initially as a provider to the logistics industry. We quickly became very
successful in this area and expanded into the industrial and commercial
sectors.
Labourforce is Australian owned and now operates from offices nationally
providing our customers with superior staffing services and contract
management. We seek to significantly improve our customers performance
through innovative and service oriented workforce solutions tailored to meet
every individual client needs. The service we provide is at the heart of our
mission statement.
Our Mission is to provide professional staffing and recruitment
solutions to our business partners for mutual growth and success
Labourforce provides supplementary and permanent labour solutions both
blue and white collar across a wide variety of industry sectors, including
manufacturing, transport & logistics, light & heavy industrial and the
service industry. Providing personnel to fill various positions, at multiple
levels, such as senior, middle & project management, administration, trade
qualified, skilled and semi skilled individuals.
Social Responsibility
Labourforces' approach to Social Responsibility is driven by the Labourforce
Company Values:
24

People
Knowledge
Innovation
People
Caring about people, customers and community and the role of work in their
lives.
Developing a diverse and inclusive labour market that reflects the
population as a whole.
Driving social cohesion - the inclusion of all disadvantaged groups in the
workforce - to the benefit of local, regional, national and international
economies.
Implementing Work/Life balance policies which recognize individuals'
requirements and create a more motivated and productive workforce.
Knowledge
Learning and growing by sharing knowledge and resources.
Delivering "Life Long Learning," improved employability and sustainable
employment to people of all ages and backgrounds through education and
training programs, skills development and work experience opportunities
that in turn will deliver a business benefit and secure employment for the
future.
Assisting companies to manage people effectively through good and bad
times, using efficient change management techniques.
Innovation
Daring to be innovative in driving business growth through social
responsibility.
25

Partnering and developing initiatives with business and business
organizations, government and local authorities, trade unions and non-
governmental organizations to the achievement of common goals.

TRADE UNION POLICY
The world economic crisis poses the greatest challenge faced by the
international trade union movement since the Second World War. This
presents a paradox: on the one hand, the facts bear out long-standing trade
union criticisms of neoliberalism, but on the other hand, the collapse of the
recently dominant economic policy approach does not automatically leave
the field clear for alternative strategies. Trade unions worldwide have
reacted to this contradictory situation with a dual strategy:
In order to prevent the spreading of the crisis they have supported
government measures aimed at rescuing financial institutions which are
systemically vital. The contribution of organised labour has been to put
saving jobs on the agenda on an equal footing with this.
In parallel to their active participation in crisis management the most
important trade union centres in the industrialised and developing
countries have developed their own proposals, which has allowed them to
join the debate on the reform of the international financial and economic
system.
Within the framework of its international trade union activities the
Friedrich-Ebert-Stiftung has actively supported the process of renewing the
international trade union movement, and continues to do so. The Friedrich-
26

Ebert-Stiftung is particularly suited to tackling this complex task since it is
the only trade union-friendly institution whose support efforts are aided by a
global network of project bureaus. The FESs presence in all key and almost
all significant countries in the global North and South enable it to develop
made-to-measure activities for its partners. In addition, the FESs global
network makes it possible to link up local trade union work in one country
with the global level of international trade union organisations.

27

CHAPTER-III
CONCEPT OF LABOUR WELFACE
After labours / employees have been hired, trained and remunerated,
they need to be trained and maintained to serve the organization
better. Welfare facilities are designed to take care of the well- being of
the employees they do not generally result in any monetary benefits
to the employees. Nor are these facilities provided by employers alone.
Government and non- government agencies and trade union too,
contribute towards employees welfare.
Meaning & Definition.
Welfare means faring or doing well. It is a comprehensive term and
refers to the physical, mental, moral, and emotional well-being of an
individual. Labour welfare also referred to as betterment work for
employees, related to taking care of the well being of workers by
employers, trade union and govt. and non-government agencies.
Labour welfare has two aspects- negative and positive. On the
negative side, labour welfare is concerned with counteracting the
baneful effects of the large-scale industrial system of production
especially capitalistic, so far as India is concerned on the personal /
family, and social life of the workers.
On the positive side, it deals with the provision of opportunities for the
worker and his/her family fir a good life as understood in its most
comprehensive sense.
28

Labour welfare defines as efforts to make life worth living
for workmen. These efforts have their origin either in some statute
formed by the state or in some local custom or in collective agreement
or in the employers own initiative.
To give expression to philanthropic and paternalistic feelings.
To win over employees loyalty and increase their morale.
To combat trade unionism and socialist ideas.
To build up stable labour force, to reduce labour turnover and
absenteeism.
To develop efficiency and productivity among workers.
To save oneself from heavy taxes on surplus profits.
To earn goodwill and enhance public image.
To reduce the threat of further government intervention.
To make recruitment re effective (because these benefits add to
job appeal).
Employee welfare means the efforts to make life worth living for
workmen. According to Todd employee welfare means anything done
for the comfort and improvement, intellectual or social, of the
employees over and above the wages paid which is not a necessity of
the industry.
In India, welfare is of the statutory and the non statutory kinds.
Though statutory welfare ensures the minimum of facilities and
29

provide non statutory measure in varying degrees.
Why is such organization involved in extensive welfare measures?
These questions can be viewed from the point of view of workers, the
unions, and the employers. From the point of view of workers, welfare
measures must eliminate risk and insecurity. This is to ensure their
personal safety and provide them with equipment and atmosphere
needed to draw a fair days wage without any feeling of guilt. Given
workers economics constraints, probably due to large families,
organizations should provide facilities such as transport, medical aid,
crches, and subsidized food required by the workers.
Employee welfare also referred to as betterment work for employees
relates to taking care of the wellbeing of workers by employers , trade
unions and governmental and non governmental agencies. It is rather
difficult to define the term employee welfare precisely because of the
relatively of the concept.

30

PHILOSOPHY OF LABOUR WELFARE
Labour welfare is a term which must necessarily must be elastic,
bearing a somewhat different interpretation in one country according
to the different social customs the degree of industrialization and
educational level of the workers.
Employee welfare has two aspects-negative and positive. On the
negative side employee welfare is concerned with counteracting the
baneful effects of the large scale industrial productions.
WHY WELFARE?
In India, welfare is of the statutory and the non statutory
kinds. Though statutory welfare ensures the minimum of facilities and
provide non statutory measure in varying degrees. Why is such
organization involved in extensive welfare measures? These questions
can be viewed from the point of view of workers, the unions, and the
employers.
From the point of view of workers, welfare measures must
eliminate risk and insecurity. This is to ensure their personal safety
and provide them with equipment and atmosphere needed to draw a
fair days wage without any feeling of guilt. Given workers economics
constraints, probably due to large families, organizations should
31

provide facilities such as transport, medical aid, crches, and
subsidized food required by the workers.
Feature of employee welfare
The features of employee welfare are: -
Employee welfare is a comprehensive term including various
services, facilities and amenities provided to employees for their
betterment.
The basic purpose in to improve the lot of the working class.
Employee welfare is a dynamic concept.
Employee welfare measures are also known as fringe benefits
and services.
Welfare measures may be both voluntary and statutory.

OBJECTIVES OF EMPLOYEE WELFARE
The objectives of employee welfare are: -
It helps to improve.
It improves the loyalty and morale of the employees.
It reduces labor turnover and absenteeism.
Welfare measures help to improve the goodwill and public image
of the enterprise.
It helps to improve industrial relations and industrial peace.
It helps to improve employee productivity.

32

TYPES OF LABOUR WELFARE
There are two broad groups of welfare measures. They are namely:-
Welfare measures inside the work place.
Welfare measures outside the work place.

Welfare
measure inside
the work place.
Condition
of work
environm
ent.
Convenie
nces.
Workers
Health
Services.
Workers
Recreation
.
Workers
Education
Women
and Child
Welfare.

Employm
ent
Follow-
Up.
33

RESPONSIBILITIES OF LABOUR WELFARE
Condition of work environment
Neighborhood safety and cleanliness.
Workshop {room} sanitation and cleanliness, temperature,
humidity, ventilation, lightning.
Distribution of work hours and provision for rest hours, meal
time and break.
Conveniences:-
Provision of drinking water: - water cooler.
Canteen Services: - full meal.

Workers health services:-
Factory health centers: - dispensary, ambulance, emergency aid,
family planning services.

Workers recreation:-
Indoor games: - strenuous games to be avoided during of work.

Workers Education:-
Reading room: - library, visual education, literacy classes, adult
education.

34

Women and child welfare:-
Antendal and postnatal care, maturity aid, crche and child
care.
Employment follow- up:-
Progress of the operative in his/her works his /her adjustment
problems with regard to machine and workload.

Housing:-
Bachelors quarters, family residences according to types and rooms.

Schools:-
Nursery, Primary, Secondary and High school.

Welfare
measures
outside the
work place.
Housing. Schools.
Health
and
medical
services.
Recreation.
Roads,
lightings,
parks,
playground.
Watch &
ward;
security.
Banks &
transport
facilities.
35

Health and medical facilities:-
Hospitals and dispensary.

Recreation:-
Games, clubs, craft- centers.
Road, lightings, parks, playgrounds.
Watch and ward:- security.
Banks and transport facilities.

36

CHAPTER-IV
STATUTORY WELFARE ACTIVITIES
Labour Welfare 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.
Labor welfare has the following objectives:
1. To provide better life and health to the workers
2. To make the workers happy and satisfied
3. To relieve workers from industrial fatigue and to improve intellectual,
cultural and material conditions of living of the workers.
STATUTORY WELFARE SCHEMES
The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking water
should be provided.
2. Facilities for sitting: In every organization, especially factories, suitable
seating arrangements are to be provided.
37

3. First aid appliances: First aid appliances are to be provided and
should be readily assessable so that in case of any minor accident
initial medication can be provided to the needed employee.
4. Latrines and Urinals: A sufficient number of latrines and urinals are
to be provided in the office and factory premises and are also to be
maintained in a neat and clean condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the
employer so as to provide hygienic and nutritious food to the
employees.
6. Spittoons: In every work place, such as ware houses, store places, in
the dock area and office premises spittoons are to be provided in
convenient places and same are to be maintained in a hygienic
condition.
7. Lighting: Proper and sufficient lights are to be provided for employees
so that they can work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash
basins with tap and tap on the stand pipe are provided in the port
area in the vicinity of the work places.
9. Changing rooms: Adequate changing rooms are to be provided for
workers to change their cloth in the factory area and office premises.
Adequate lockers are also provided to the workers to keep their clothes
and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the
workers with provisions of water supply, wash basins, toilets,
bathrooms, etc.
38

CHAPTER-V
NON STATUTORY WELFARE ACTIVITIES
NON STATUTORY SCHEMES
Many non statutory welfare schemes may include the following
schemes:
1. Personal Health Care (Regular medical check-ups): Some of
the companies provide the facility for extensive health check-up

2. Flexi-time: The main objective of the flextime policy is to
provide opportunity to employees to work with flexible working
schedules. Flexible work schedules are initiated by employees
and approved by management to meet business commitments
while supporting employee personal life needs

3. Employee Assistance Programs: Various assistant programs
are arranged like external counseling service so that employees or
members of their immediate family can get counseling on various
matters.

39

4. Harassment Policy: To protect an employee from
harassments of any kind, guidelines are provided for proper
action and also for protecting the aggrieved employee.

5. Maternity & Adoption Leave Employees can avail
maternity or adoption leaves. Paternity leave policies have also
been introduced by various companies.

6. Medi-claim Insurance Scheme: This insurance scheme
provides adequate insurance coverage of employees for expenses
related to hospitalization due to illness, disease or injury or
pregnancy.

7. Employee Referral Scheme: In several companies employee
referral scheme is implemented to encourage employees to refer
friends and relatives for employment in the organization.

40

CHAPTER-VI
ROLE OF MANAGEMENT, T.U, AND VOLUNTARY AGENCY
ROLE OF MANEGER
A manager is a very important person an organization. He/she is
responsible for all activities that take place in the organization
and they are answerable to the board of the organization. Funny
thing about managers is that they monitor all activities and they
take the credit for the success of the business. On the other
hand, any losses that are incurred by the company are taken to
be the failure of the manger even though they are not the people
who usually work on the ground. The main role of management
in organization is delegating different tasks to the most
competent staff members.
In a corporation there is a management stuff that is made of
several managers from different departments. This is the senior
position in an organization although there is the most senior
manager in the administration. He/she is the one who receives
the finished work from the managers.
They are also in charge of resources; money and time need to
complete a give task. Although managers have the same
obligation the leadership is relative to the type environment and
41

circumstances that predominate. There manager who are
autocratic and others are paternalistic. Tyrannical mangers are
the type of mangers who make decisions without considering
prospects of the employees. This means that the employees have
to produce exactly what they are told to.
The best administration is the one that listens to the employees
and takes into consideration their view before making decisions.
This means that everybody is involve in administration. To some
effects, this is the best managing strategy since it also helps in
motivating the employees.
Managers influence all the segments of Modern Corporation.
Sales managers are responsible for all sales force that creates
awareness to the general public. Personnel managers ensure that
the corporation has the best and the most competent workforce.
Plant managers control manufacturing maneuvers that produce
the food we consume, the cloths we wear as well as the vehicles
we drive.

In general, the peaceful co-existence among workers is and the
general public is the responsibility of management staff. It will be
prudent to say that, were it not for the management, the society
42

that encompasses any corporation would not exist as it is today.
In short the entire society requires good managers irrespective of
its development status.
Basically, the task of managers is to direct the entire business
organization toward objective accomplishment. Entirely,
corporations are present to fulfil certain goals. Managers are
accountable for merging and employing all firm resources to
warrant purpose achievement.
Maximum production by workforce is ensured by effective design
of activities. Generally, the collective individual contribution of
each worker is what determines the universal attainment of set
objectives. Management goes all-out to encourage individual
activities that will steer the organization towards its goal. At the
same point, it discourages any activity that could impede the
success of the corporation.
There is no more important idea than managing the gratifying the
goals and objectives of a corporation. The meaning of the
administration is described by its goals and objectives. All
administrators should have a single minded focus on the
fulfillment of the organizational goals. This way we achieve the
role of management in organization.
43

ROLE OF TRADE UNION
The Role of Trade Unions and Collective Bargaining last updated
November 1, 2003.
The European Union has recognized the central role to be played
by trade unions in preventing and combating sexual harassment:
Trade unions are uniquely able to take steps to "raise
awareness of the problem of sexual harassment in the
workplace" by conducting training of company officers and
representatives on sexual harassment and by including
information on sexual harassment in all union-sponsored or
approved training courses.
Trade unions also have an opportunity to encourage
employers to adopt "adequate policies and procedures to
protect the dignity of women and men at work in the
organization."
Trade unions may play a role as advisor to union members
who have sexual harassment complaints, providing
guidance on among other things, "any relevant legal rights.
Trade unions could consider designating specially trained
officials to advise and counsel members with complaints of
sexual harassment and act on their behalf if required. This
44

will provide a focal point for support. It is also a good idea to
ensure that there are sufficient female representatives to
support women subjected to sexual harassment."
Trade unions may introduce sexual harassment clauses in
contracts that it negotiates on behalf of union members.
These clauses would obligate that the employer take the
appropriate steps to prevent harassment described in the
Preventing Sexual Harassment Section.
Trade unions help in accelerated pace of economic
development in many ways as follows:
By helping in the recruitment and selection of workers.
By inculcating discipline among the workforce
By enabling settlement of industrial disputes in a rational
manner.
By helping social adjustments. Workers have to adjust
themselves to the new working conditions, the new rules
and policies. Workers coming from different backgrounds
may become disorganized, unsatisfied and frustrated.
Unions help them in such adjustment.
45

Trade unions are a part of society and as such, have to take
into consideration the national integration as well. Some
important social responsibilities of trade unions include:
promoting and maintaining national integration by reducing
the number of industrial disputes
Incorporating a sense of corporate social responsibility in
workers achieving industrial peace

46

CHAPTER-VIII
QUESTIONNAIRE
(TRADE UNIONS)
1. Do you think that your union is fulfilling its basic objective,
harmonizing the relationship between management and
workers?
Table no. 1
S.No.
Response No. Of response
%
a.
Yes
20 100
b.
No
0 0
Total 20 100

Table no.1 is showing the responses regarding question no.1 where we
have received (100%) positive answers. It shows that trade unions accept
the importance of unions & their role in the organisation. They accept that
trade unions are helpful in harmonising the relationship between the
management and workers.

Graph no. 1
a
100%
b
0%
a
b
47

2. Do you think that you are raising the life standard of workers
and also the developing the company?
Table no. 2
S.No.
%
a. Raising the life standard 0 0
b. Development of the company 6 30
c. Both 14 70
d.
None of them
0 0

Total
20 100

In the table no.2 we have received responses of question no. 2 in which
70% trade unions members responded that they are helpful in raising the
life standard of workers as well as developing the company other 30%
said that they are helpful in the development of the company.

Graph no. 2

a
0%
b
30%
c
70%
d
0%
a
b
c
d
48

3. Which of the following steps you would take in order to solve
the problems of workers?
Table no. 3
S.No.
%
1. Through communication 18 90
2. Through Notices 2 10
3. Gheroas 0 0
4.
Lockout
0 0
5.
Strikes
0 0

Total
20 100

Most of the trade unions are peace oriented they dont believe in any
militant/negative activities which has shown by the table no. 3. 90% of
the trade union wants to solve their problems through communication
(peaceful talk) and other 10% through notice.

Graph no. 3
a
90%
b
10%
c
0%
d
0%
e
0%
a
b
c
d
e
49

4. What steps or programmes you would organised for the welfare
of the company?
Table no. 4
S.No.
%
a. Provide training to workers 8 40
b. Awareness programmes 6 30
c. Social programmes 2 10
d.
Corporation by the
management
4 20

Total
20 100

Table no. 4 shows that for the welfare of the workers (40%) trade union
responded that they provided training to the workers, (30%) responded
they organise awareness programmes, (20%) provide corporation by the
management while (10%) responded that they organised social
programmes.

Graph no. 4

a
40%
b
30%
c
10%
d
20%
a
b
c
d
50

a
75%
b
25%
a
b
5. Are more number of trade unions an obstacle for the
development of the company?
Table no. 5
S.No.
%
a.
Yes
15 75
b.
No
5 25
Total 20 100
Regarding this question we have received 15(75%) responses as yes
and 5(25%) responses in no it shows that trade union leaders and
members themselves consider that more no. of unions are an obstacle for
company development so they also suggested reducing the numbers of
trade unions in organisation.

Graph no. 5

51

6. What are the reasons for the more numbers of unions in an
organisation?
Table no. 6
S.No.
%
a. Individual welfare 6 30
b. Giving preference to
personnel benefits
8

40
c. Personnel welfare 6 30
Total 20 100

Table no.6 shows that 40% trade union members says that the reasons
behind more numbers of unions is that they give preference to personnel
benefits and 30% says that they give preference to individual welfare and
personnel

Graph no. 6
a
30%
b
40%
c
30%
a
b
c
52

7. For the welfare of the workers whether all the unions should
come on the same platform to communicate with the
management?
Table no. 7
S.No.
%
a.
Yes
18 90
b.
No
2 10
Total 20 100

Pertaining to question no.7 we have received 90% positive response and
10% negative response which shows that all unions should come on the
same platform to communicate with the management for workers welfare.

Graph no. 7

a
90%
b
10%
a
b
53

8. Is the effect of unions is decreasing, in present scenario?
Table no. 8
S.No.
%
a.
Yes
12 60
b.
No
8 40
Total 20 100

Table no.8 showing the responses that 60% trade union members are
agreed that the effect of union is decreasing and 40% are disagreed with
this.

Graph no. 8

a
60%
b
40%
a
b
54

9. Are you satisfied by the welfare schemes of the employees in
Organization?
Table no. 9
S.No.
%
a. Fully satisfied 2 10
b. Satisfied 18 90
c. Unsatisfied 0 0
d.
Fully unsatisfied
0 0

Total
20 100

In the table no.9 we have received responses that 10% trade union
members are fully satisfied and 90% are just satisfied by the welfare
schemes of the employees in Organization. No one is unsatisfied.

Graph no. 9

a
10%
b
90%
c
0%
d
0%
a
b
c
d
55

10. Do you accept third party intervention in case of any industrial
dispute?
Table no. 10
S.No.
%
a.
Yes
6 30
b.
No
14 70
Total 20 100

Table no. 10 shows that (70%) of the trade union discarded third party
intervention and the remaining (30%) accepted the any kind of
intervention.

Graph no. 10

a
30%
b
70%
a
b
56

SUMMARY:
After the analyzing questionnaire and it is coming out that
trade unions understand their role in the organization and try to fulfil their
basic objective of harmonizing the relationship between workers and
management. They are well aware of factories act and labour laws. The
most striking fact which is coming out from the survey that is, more
number of trade unions are an obstacle for the development the company
which is also accepted by the trade union leaders and their workers and
suggested to reduce the number of trade union so as to lessen the inter-
rivalry and intra-rivalry and improving the industrial relationship. Another
fact which came out from this survey that trade union leaders are
concerned about workers and they struggle against management for its
irrational policies if those are not in favour of workers.

57

QUESTONNAIRE
(FOR MANAGEMENT)
1. What kind of communication channel you prefer between you
and workers for management policies and procedure?
Table no. 11
S.No.
%
a. Direct communication 22 44
b. Through trade union 8 16
c. Both 20 40

Total
50 100
In the table no. 11 we have received 22 (44%) positive response for the
first option, remaining 8(16%) for the second option and 20(40%) for the
third option. It shows that 44% of the management wants direct
communication with workers and 40% wants both the procedures for
communication.

Graph no. 11

a
44%
b
16%
c
40%
a
b
c
58

2. Do you think that all the statutory/non statutory benefits
provided to workers are reviewed and implemented at
regular period of time?
Table no. 12
S.No.
%
a.
Yes
36 72
b.
No
14 28
Total 50 100

In the table no. 13 regarding question no.3 we have received 72% answer
in favour of first option which shows that all the statutory and non-
statutory benefits reviewed and implemented at regular period of time and
28% says that benefits are not reviewed at regular period of time.

Graph no. 12

a
72%
b
28%
a
b
59

3. What kind of method used by the trade unions to express their
dissatisfaction?
Table no. 13
S.No.
%
a. Lockout 0 0
b. Strikes 14 29
c. Gheroas 3 6
d.
Peacefully table talk
27 53
e.
Dharna
6 12

Total
50 100
Most of the trade unions are peace oriented they dont believe in any
militant/negative activities which has shown by the table no.14. 53%
responses came in the favour peacefully table talk. Sometimes they also
use other tools for making their demands acceptable for the organisation,
which are strikes, Gheroas and Dharna but percentage of using these tools
are very less.

Graph no. 14

a
0%
b
28%
c
6%
d
54%
e
12%
a
b
c
d
e
60

4. In case of peacefully talk whats steps are taken by the
management regarding this matter?
Table no. 14
S.No.
%
a. Timely talk with unions 25 50
b. Open meetings with
workers
10 20
c. Timely
Implementation/solution
10 20
d.
Any grievance committee
5 10

Total
50 100
This is the continuation of question no.4 table no.15 shows different steps
taken by the management in case of table talk, 50% came in favour of
timely talk with unions so that they could able to reach their policies to
workers at time. Sometimes open meetings (20%) are also organised by
the management. Management also believe in creating any grievance
committee only (10%) at management level for knowing the workers
problem & recommended the solution to higher management.

Graph no. 14

a
50%
b
20%
c
20%
d
10%
a
b
c
d
61

5. In present scenario, trade unions are active for what?
Table no. 15
S.No.
%
a. In favour of workers 22 44
b. For their own benefit 8 16
c. For both 17 34
d.
Cant say
3 6

Total
50 100

In the table. no. 16. It shows that 44% of the management thinks trade
unions are active for the workers, 16% thinks they works for their own
benefits & 34% are in the favour of both while 6% doesnt share their
views.

Graph no. 15

a
44%
b
16%
c
34%
d
6%
a
b
c
d
62

6. Giving more rights to unions will affect in decisions making
and the development of the company?
Table no. 16
S.No.
%
a.
Yes
31 62
b.
No
19 38
Total 50 100

in favour of first option which shows that giving more rights to unions will
effect in decisions making and the development of the company while
38% says that it doesnt effect.

Graph no. 16

a
62%
b
38%
a
b
63

7. In present globalized environment, for the development of the
organisation is it necessary to have union?
Table no. 17
S.No.
%
a.
Yes
34 68
b.
No
16 32
Total 50 100

in favour of first option which shows that it is necessary to have unions for
the development of the organisation and 32% doesnt think unions are
important in an organisation.

Graph no. 17

a
68%
b
32%
a
b
64

8. In present scenario of globalisation and liberalization, the role
and effect of unions are decreasing?
Table no. 18
S.No.
%
a.
Yes
22 44
b.
No
28 56
Total 50 100

According to the response of this question, in the present scenario of
globalisation and liberalization 56% thinks that the role and effect of
unions are not decreasing while 44% thinks in the against.

Graph no. 18

a
44%
b
56%
a
b
65

9. Without involvement of trade unions which kind of relationship
with workers you have maintained?
Table no. 19
S.No.
%
a. Very good 14 28
b. Good 19 38
c. Satisfactory 17 34
d.
Dissatisfactory
0 0

Total
50 100
These responses show that without the involvement of trade union
management maintained good (38%), satisfactory (34%) and very good
(28%) relationship with the workers.

Graph no. 19

a
28%
b
38%
c
34%
d
0%
a
b
c
d
66

SUMMARY:
After the analysis it came out from survey that
management and trade unions maintained a sound and spontaneous
relationship in the organization except sometimes, they have strained
relationship on some matters like presently trade unions are not satisfied
with the promotional policies of the management. According to
management trade unions also maintained good relationship with workers
and they are concerned about the workers welfare. Management provides
all kind of statutory & non-statutory benefits to the workers and at regular
period of time they provide different kind of training programme to
educate and develop them. Management and trade union both are peace
oriented and always try to resolve the disputed matters through peaceful
talk.

67

QUESTIONNAIRE
(FOR WORKERS)
1. How is the relation between workers and your union leaders?
Table no. 20
S. No.
%
a. Harmonious 46 23
b. General 138 69
c. Formal 6 3
d.
Moderate
4 2
e.
Tensionful
6 3

Total
200 100
In the table no. 21 regarding question no.1, most of the workers thinks
that the relation between them and union leaders are general(69%) &
harmonious (23%).

Graph no. 20

a
23%
b
69%
c
3%
d
2%
e
3%
a
b
c
d
e
68

2. How is the relation between trade unions and management?
Table no. 21
S.No.
%
a. Harmonious 42 21
b. General 132 66
c. Formal 16 8
d.
Moderate
4 2
e.
Tensionful
6 3

Total
200 100
In the table no. 22 regarding question no.2, most of the workers thinks
that the relation between management and trade unions are general
(66%) & harmonious (21%).

Graph no. 21

a
21%
b
66%
c
8%
d
2%
e
3%
a
b
c
d
e
69

3. How you convey your needs and complaints to management?
Table no. 22
S.No.
%
a. Self 128 64
b. Through colleague workers 32 16
c. Through union leader 36 18
d.
There is no union
4 2

Total
200 100

Most of workers convey their needs and complaints to management by
themselves (64%) while some workers prefer to colleague workers (16%)
or union leader (18%).

Graph no. 22

a
64%
b
16%
c
18%
d
2%
a
b
c
d
70

4. Would you like to accept third party intervention in case of
industrial disputes?
Table no. 23
S.No.
%
a.
Yes
72 36
b.
No
128 64
Total 200 100
When this question asked by the workers during the survey we have
received 128(64%) responses in against which means they are not ready
to accept the third party intervention so it is analysed that in case of
disputes they have complete faith on management policies. Remaining
72(36%) workers dont rely on management policies regarding industrial
disputes.

Graph no. 23

a
36%
b
64%
a
b
71

5. Are you aware of factories Act?
Table no. 24
S.No.
%
a.
Yes
174 87
b.
No
26 13
Total 200 100

Table no.25 representing the awareness level of the workers about
factories Act, 87% workers responded, as they are aware of factories Act
and remaining 13% of the workers are unaware of factories Act.

Graph no. 24

a
87%
b
13%
a
b
72

6. Either any programme organised by management or by the
trade unions to make you aware of factories act?
Table no. 25
S.No.
%
a. Yes 100 50
b. No 38 19
c. To some extend 62 31
Total 200 100
Regarding this question we have received 50%(100) responses, that this
kind of programme organised by the management, 19%(38) responded
negatively and 31%(62) said that they are satisfied to some extent.
During the survey it was found that these kinds of programmes dont
organized by the trade unions directly but during their road meetings they
try to make them aware time to time.

Graph no. 25

a
50%
b
19%
c
31%
a
b
c
73

7. Do trade unions act properly for labour welfare?
Table no. 26
S.No.
%
a. Yes 132 63
b. No 56 27
c. Cant say 22 10
Total 200 100

According to table no.27, 63% of the responses are in favour that trade
unions work properly for labour welfare 27% are against and 10% cant
say anything.

Graph no. 26

a
63%
b
27%
c
10%
a
b
c
74

8. Trade unions do not work properly, why?
Table no. 27
S.No.
%
a. Selfish elements 48 24
b. Lack of coordination with
management
48 24
c. Preference to personal
work
54 27
d.
All of the above
50 25

Total
200 100
Regarding this question we got the responses as that 27% workers thinks
trade unions do not work properly because they give preference to
personal work and 24% workers responded as because of selfish elements
and lack of coordination with management while 25% workers are in the
favour of all the above options.

Graph no. 27

a
24%
b
24%
c
27%
d
25%
a
b
c
d
75

9. In your opinion, unions works for workers benefits or for
management?
Table no. 28
S.No.
%
a. For workers 128 64
b. For management 40 20
c. For union leaders 26 13
d.
Cant say
6 3

Total
200 100
These responses shows that 64% of workers are in favour that trade
unions works for the workers benefits, 20% responded that they work for
management and 13% says they works for union leaders while 3% cant
says anything.

Graph no. 28

a
64%
b
20%
c
13%
d
3%
a
b
c
d
76

10. Do you think, if there were no trade unions then it is more
beneficial for organisation?
Table no. 29
S.No.
%
a. Yes 30 15
b. No 164 82
c. Cant say 6 3
Total 200 100

In question no.10, (82%) workers responded that trade unions are
beneficial for the organisation and (15%) workers responded against this
while (3%) workers cant say anything about this.

Graph no. 29

a
15%
b
82%
c
3%
a
b
c
77

11. In your opinion, union numbers should be one or more?
Table no. 30
S.No.
%
a. One 4 2
b. Two 180 90
c. More 16 8
Total 200 100

Table no.31 shows that how many trade unions are acceptable by the
workers in the organisation. 90% of workers wants only 2 unions in the
organisation, 2% wants only 1 union while 8% of workers can accept more
than 2 unions.

Graph no. 30

a
2%
b
90%
c
8%
a
b
c
78

12. Are you satisfied with unions works?
Table no. 31
S.No.
%
a. Fully satisfied 26 13
b. Partially satisfied 146 73
c. Fully dissatisfied 14 7
d.
Moderate
10 5
e.
Tensionful
4 2

Total
200 100
Table no.32 shows the satisfaction level of workers regarding the role of
trade unions in the organisation. This table clearly shows that the workers
are not fully satisfied with the unions only (13%) workers are fully
satisfied. Most of the workers are partially satisfied. Remaining either fully
dissatisfied or moderate or Tensionful.

Graph no. 31

a
13%
b
73%
c
7%
d
5%
e
2%
a
b
c
d
e
79

13.(a) If satisfied then why?
Table no. 32
S.No.
%
a. Secure the objective of
unions
22 11
b. Security from
managements monopoly
98 49
c. Unity in workers through
unions
38 19
d.
Desired fulfilled through
unions
32 16
e.
Above all
10 5

Total
200 100
Regarding this worker responded that (49%) trade unions provide security
from management monopoly, (19%) thinks that workers get united
through unions, (16%) responded that union fulfilled their desire while
(11%) workers are in the favour that union secure the objectives.

Graph no. 32

a
11%
b
49%
c
19%
d
16%
e
5%
a
b
c
d
e
80

13.(b) If dissatisfied then why?
Table no. 33
S NO>
%
a. Improper working by unions 132 66
b. Puppet of management 42 21
c. Inactive union 8 4
d.
Leaders of unions are corrupted
10 5
e.
Emotional harassment of
workers by union
8 44

Total
200 100
According to the responses of the workers, they are dissatisfied because
(66%) workers thinks that unions are not working properly, (21%)
responded that they are puppet of management while (44%) responded
that unions emotionally harasses the workers.

Graph no. 33

a
66%
b
21%
c
4%
d
5%
e
4%
a
b
c
d
e
81

14. Are trade unions helpful in harmonising the relationship with
management?
Table no. 34
S.No.
%
a.
Yes
140 70
b.
No
60 30
Total 200 100
Although workers are not completely satisfied with the trade union but
they have given (70%) response to first option in which they consider that
trade unions are helpful in establishing the good relationship with the
management and remaining (30%) said that they are not helpful.

Graph no. 34

a
70%
b
30%
a
b
82

15. What efforts should be done by unions for workers welfare?
Table no. 35
S.No.
%
a. Dedication for work 28 14
b. Dutiful and liable 38 19
c. Organise awareness
workshops
38 19
d.
Honest and transparent
96 48

Total
200 100
Table no. 36 shows that workers responded, trade unions must be honest
and transparent towards workers welfare, (19%) responded that they
should be dutiful and liable as well as organise awareness workshops while
(14%) responded that they should dedicated towards works.

Graph no. 35

a
14%
b
19%
c
19%
d
48%
a
b
c
d
83

SUMMARY:
This analysis which is based on workers questionnaire
has given the correct view of the organization. After the analyzing, the
very fact which came out is that workers are partially satisfied with the
trade unions. During the survey it was found that those who are close to
the trade unions are satisfied with them but those who are neutral to
them are not satisfied with them. Although workers are no satisfied with
them but still they consider that trade unions are helpful in harmonizing
the relationship between management and workers in some extent also
accept their existence in the organization for their betterment.

84

CHAPTER-VIII
CONCLUSION
INTUC, Indias largest Milk Production Company. INTUC contributes nearly
one third of the countrys entire car manufacturing during 2011-12 and
plans to become a became largest company by 2017. While ample
opportunities to grow, INTUC has been ranked as one of the great place of
work in India by independent surveys.
INTUC performs all his social responsibilities very efficiently.
The job satisfaction level of employees is in its satisfactory level. . It
never lags behind in putting the optimum input through various
means to motivate the employees for the maximum and best output.
INTUC is well aware about its social and environmental
responsibilities.
The findings show that the employees are quite satisfied with the
policies, rules & regulations of INTUC.
The compensation and the welfare dimension of INTUC is at a higher
acceptability position amongst the employees.

85

SUGGESTIONS
Although INTUC is always committed towards their employees and their
families but then also I would like to give some of the suggestions.
It is must and necessary that there should be proper coordination and
understanding among executives and non-executives groups.
It is also necessary that the non- executives groups must be
motivated time to time by providing them some incentives, benefits or
doing some extra welfare works for them.
The feelings of satisfaction can be made better by making more
employees friendly especially for the non-executive population.
The INTUC administration should take steps to upgrade civil amenities
provided inside the colony. Transportation and communication should be
given a relook and rail connectivity & road connectivity should be made
more frequent & responsible.

86

*BIBLOGRAPHY*

Human Resource Management Ashwathapa
Management Competing in the Era- Bateman Snell
Research Methodology - C. R. Kothari

WEBSITES
www.intuc.co.in
www.google

Labour Welfare INTUC

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THE STUDY OF LABOUR WELFARE PRACTICES IN INTUC

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