CHAPTER-1

INTRODUCTION

INTRODUCTION

Labour welfare is a comprehensive term including various services, benefits and

facilitates offered to employees by employer. The labour welfare amenities
are extended in addition to normal rewards available to employees as per the
legal provisions. Labour welfare work is work for improving the health, safety and
general well-being and the efficiency of the workers beyond the minimum
standards lay down by labour legislation. Welfare measures may also be provided
by the government, trade unions and non-government agencies in addition to the
employer. The significance of welfare measures was accepted as early as
1931, when the Royal commission on labour stated. The benefits are of
great importance to the worker which he is unable to secure by himself. The
schemes of labour welfare may be regarded as a wise investment because these
would bring a profitable return in the form of greater efficiency. The concept of
labour welfare is flexible and elastic and differs widely with times, region to
region,

industry,

country

social

values

and

customs,

degree

of

industrialization and general socio-economic development of people. In the light

of above, the researcher has selected the Indchemie health specialties pvt. to
know the satisfaction levels of employees about labour welfare measures
provided by the organization on the basis of responses of sample respondents.
Indchemie health specialties pvt. is always ahead in improving the working
and living conditions of its employees and it has done a lot in respect of providing
welfare measures for its employees in the areas of Education, Medical, Housing,
2

Transport, Sports , Recreational facilities etc.

Small

and

Medium-scale

industries (SMIs) can play an important role in the process of a country's

industrial

and economic

development.

In

particular,

SMIs

can

make

significant contribution to achieve social and economic objectives such as

labour absorption, income distribution, rural development, poverty eradication and
balanced economic growth. The agricultural industrial sector plans stresses the
need for a self reliant approach to development. The SMIs sector plays a
significant

role

in the Indian economy.

A catalyst

for

socio-economic

transformation of the country, the sector is critical in meeting the national

objectives of generating employment, reducing poverty, and discouraging ruralurban migration. These enterprises help to build a thriving entrepreneurial ecosystem, in addition to promoting the use of indigenous technologies. The
sector has exhibited consistent growth over the last few years, but it has done so
in a constrained environment often resulting in inefficient resource utilization.
Industrial progress depends on satisfied labour force and in this connection the
importance of labour welfare measures was accepted long back. Way back in
1931 the Royal Commission on Labour stressed the need of labour welfare
primarily because of the harsh treatment meted out to the workers. This need was
further emphasized in independent India by the Constitution, (1950) which lays
down the following articles in this regard:Article 42: The state shall make
provision for securing just and humane conditions of work Article 43: The
3

state shall endeavour to secure bysuitable legislation or economic organization or

in any other way, to all workers agricultural, industrial or otherwise, a living
wage, conditions of work ensuring a decent standard of life and full enjoyment of
leisure and social and cultural opportunities.. Discussing the importance of
the labour welfare S.T. Edwards (1953) said: One can buy a mans time,
his physical presence at a particular space, even a few muscular movements,
but enthusiasm, initiative, loyalty and devotion to duty cannot be bought. They will
have to be created through right employer-employee relations, provision of
constructive opportunities for satisfying the major motivating desires of human
action.
Welfare is comfortable living and working conditions. Labour welfare means the
efforts to make life worth living for workman. Welfare is comfortable living and
working conditions. People are the most important asset of an organization, and the
accounting profession has to assess and record the value and cost of people of an
organization. Once this is accepted, the need for measuring the value for recording
it in the books of accounts arises. The value of human assets can be increased
substantially by making investment in their training and welfare activities in the

same way as the value of repairs/overhauling, etc. While the cost on training,
development, etc., can be recorded separately and to be within the eventual, the
4

expenditure on welfare activities can be added to the investment and the

returns judged. Unlike other assets which have depreciation value as years passes
by, value of human assets appreciates with passing years. The value can depreciate
by aging process which is generally hastened up by worries, unhealthy conditions,
etc. once this process is slowed down, or at least if the employee is made to feel
young in spirits the value of this asset appreciate considerably. Any investment
constitutes the assets of a company and therefore, any investment for welfare
of labor would constitute an extra investment in an asset. Industrial progress
depends on a satisfied labor force and the importance of labor welfare measures
was stressed as early as1931, when the Royal Commission on labor stated the
benefits which go under this nomenclature, are of great importance to the worker
and which he is unable to secure by himself. The schemes of labor welfare may be
regarded as a wise investment which should and usually does bring a profitable
return in the form of greater efficiency.

The basic features of labor welfare measures are as follows:

 Labor welfare includes various facilities, services and amenities provided to

workers for improving their health, efficiency, economic betterment and
social status.
Welfare measures are in addition to regular wages and other economic
benefits available to workers due to legal provisions and collective
bargaining.
Labor welfare schemes are flexible and ever-changing. New welfare
measures are added to the existing ones from time to time.
Welfare measures may be introduced by the employers, government,
employees or by any social or charitable agency.
The purpose of labor welfare is to bring about the development of the whole
personality of the workers to make a better workforce.
The very logic behind providing welfare schemes is to create efficient, healthy,
loyal and satisfied labor force for the organization. The purpose of providing such
facilities is to make their work life better and also to raise their standard of living.

The important 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.
The concept of labour welfare is flexible and elastic and differs widely with times,
regions, industry, country, social values and customs, degree of industrialization,
the general socio-economic development of the people and the political ideologies
prevailing at particular moments. It is also according to the age group, sociocultural background, marital status, economic status and educational level of the
workers in various industries.

Concept of Labour welfare

The concept of Labour welfare is flexible and elastic and differs widely
with times, regions, industry, country, social values and customs, the degree
of industrialization, the general social economic development of people and
political ideologies prevailing at particular moments. However, the Committee
on Labour Welfare (1969) defined the phrase to mean, Such facilities and
amenities as adequate canteens, rest and recreation facilities, sanitary and medical
facilities arrangements for travel to and from and for accommodation of
workers employed at a distance from their homes, and such other services,
amenities and facilities including social security measures as contribute to
conditions under which workers are employed. The second report of the ILO
refers with regard to labour welfare as, Such services and amenities which may be
established in or in the vicinity of undertakings to enable the persons employed in
them to perform their work in healthy, congenial surroundings and such
amenities conducive to good health, and high morale. On the basis of the
above two and other definitions, the chief characteristics of labour welfare
work may be summarized to include the work which is usually undertaken within
the premises or in the vicinity of the industrial undertakings for the benefit of the
employees and the members of their family and this generally includes

those items of welfare which are over and above what is provided by statutory
provisions and what the employees expect as a result of a contract of employment
from the employers. These facilities may either be provided voluntarily by the
progressive and enlightened employers of their own, out of their realization of
social responsibility towards labour or the statutory laws may compel them to
make provision for these facilities or these may be taken up by the govt. or the
trade unions. As far as the statutory measures to safeguard the welfare of
factory workers are concerned, the beginning of the same was made with the
passing of the Factories Act in 1881 as a result of the joint efforts of the
philanthropist and social workers and Lancashire manufacturers in Britain. This
Act applied to manufacturing establishments using mechanical power and
employing 100 or more persons. The Act regulated the employment of child
labour below 7 years and provided for 9 hours a day as the maximum
working hours for children in the age group of 7 to 12 years, an interval of 1 hour
for rest and a weekly holiday. The Act also contained provisions relating to
safety and inspection of factories. Later on, this Act was amended several times
gradually expanding its scope to cover more and more persons within its ambit (by
way of reducing the limit in terms of number of persons) and welfare measures,
finally culminating in the Factories Act, 1948 (Which came into force on 1st

April, 1949) which is in existence even today with some notable amendments
introduced in 1954, 1976 and 1987.
EFFECTIVENESS OF LABOUR WELFARE MEASURES
Enable workers to live a richer and a more satisfactory life.
Contribute to the productivity of labour and efficiency of the enterprise.
Enhance the standard of living of workers by indirectly reducing the
burden on their purse.
INTRODUCTION OF LABOUR WELFARE LAWS
Labour law also known as employment law is the body of laws,
administrative rulings, and precedents which address the legal rights of, and
restrictions on, working people and their organizations. As such, it mediates
many aspects of the relationship between trade unions, employers and
employees. In other words, Labour law defines the rights and obligations as
workers, union members and employers in the workplace. Generally, labour law
covers:
Industrial relations

certification of unions, labour-management

relations, collective bargaining and unfair labour practices;

Workplace health and safety;

10

 Employment standards, including general holidays, annual leave,

working hours, unfair dismissals, minimum wage, layoff procedures and
severance pay.
There are two broad categories of labour law. First, collective labour law
relates to the tripartite relationship between employee, employer and union.
Second, individual labour law concerns employees' rights at work and through
the contract for work. The labour movement has been instrumental in the enacting
of laws protecting labour rights in the 19th and 20th centuries. Labour rights have
been integral to the social and economic development since the industrial
revolution.

History of Labour laws

Labour law arose due to the demands of workers for better conditions, the right to
organize, and the simultaneous demands of employers to restrict the powers of
workers in many organizations and to keep labour costs low. Employers' costs can
increase due to workers organizing to win higher wages, or by laws imposing
costly requirements, such as health and safety or equal opportunities
conditions. Workers' organizations, such as trade unions, can also transcend
purely industrial disputes, and gain political power - which some employers may

11

oppose. The state of labour law at any one time is therefore both the product
of, and a component of, struggles between different interests in society.
International Labour Organisation (ILO) was one of the first organizations to deal
with labour issues. The ILO was established as an agency of the League of
Nations following the Treaty of Versailles, which ended World War I. Post-war
reconstruction and the protection of labour unions occupied the attention of many
nations during and immediately after World War I. In Great Britain, the Whitley
4 Commission, a subcommittee of the Reconstruction Commission, recommended
in its July 1918 Final Report that "industrial councils" be established throughout
the world. The British Labour Party had issued its own reconstruction programme
in the document titled Labour and the New Social Order. In February 1918, the
third Inter-Allied Labour and Socialist Conference (representing delegates from
Great Britain, France, Belgium and Italy) issued its report, advocating an
international labour rights body, an end to secret diplomacy, and other goals. And
in December 1918, the American Federation of Labor (AFL) issued its own
distinctively apolitical report, which called for the achievement of numerous
incremental improvements via the collective bargaining process.

12

As the war drew to a close, two competing visions for the post-war world emerged.
The first was offered by the International Federation of Trade Unions (IFTU),
which called for a meeting in Berne in July 1919. The Berne meeting would
consider both the future of the IFTU and the various proposals which had
been made in the previous few years. The IFTU also proposed including
delegates from the Central Powers as equals. Samuel Gompers, president of the
AFL, boycotted the

meeting, wanting the Central Powers delegates in a

subservient role as an admission of guilt for their countries' role in the bringing
about war. Instead, Gompers favored a meeting

in Paris which would only

consider President Woodrow Wilson's Fourteen Points as a platform. Despite

the American boycott, the Berne meeting went ahead as scheduled. In its
final report, the Berne Conference demanded an end to wage labour and the
establishment of socialism. If these ends could not be immediately achieved,
then an international body attached to the League of Nations should enact
and enforce legislation to protect workers and trade unions.The British proposed
establishing an international parliament to enact labour laws which each

13

member of the League would be required to implement. Each nation would have
two delegates to the parliament, one each from labour and management. An
international labour office would collect statistics on labour issues and enforce
the new international laws. Philosophically opposed to the concept of an
international parliament and convinced that international standards would lower
the few protections achieved in the United States, Gompers proposed that the
international labour body be authorized only to make recommendations, and
that enforcement be left up to the League of Nations. Despite vigorous
opposition from the British, the American proposal was adopted. The Americans
made 10 proposals. Three were adopted without change: That labour should not be
treated as a commodity; that all workers had the right to a wage sufficient
to live on; and that women should receive equal pay for equal work. A
proposal protecting the freedom of speech, press, assembly, and association was
amended to include only freedom of association. A proposed ban on the
international shipment of goods made by children under the age of 16 was
amended to 5 ban goods made by children under the age of 14. A proposal to
require an eight-hour work day was amended to require the eight-hour work day or
the 40-hour work week (an exception was made for countries where productivity
was low). Four other American proposals were rejected.

14

Meanwhile, international delegates proposed three additional clauses, which were

adopted: One or more days for weekly rest; equality of laws for foreign workers;
and regular and frequent inspection of factory conditions. The Commission issued
its final report on 4 March 1919, and the Peace Conference adopted it
without amendment on 11 April. The report became Part XIII of the Treaty of
Versailles. (The Treaty of Versailles was one of the peace treaties at the end
of World War I. It ended the state of war between Germany and the Allied
Powers. It was signed on 28 June 1919.) The first annual conference (referred to
as the International Labour Conference, or ILC) began on 29 th October 1919 in
Washington DC and adopted the first six International Labour Conventions,
which dealt with hours of work in industry, unemployment, maternity
protection, night work for women, minimum age and night work for young
persons in industry. The prominent French socialist Albert Thomas became its first
Director General. The ILO became a member of the United Nations system after
the demise of the League in 1946.

15

Evolution of Labour law in India

The law relating to labour and employment is also known as Industrial law in India. The history
of labour legislation in India is interwoven with the history of British colonialism. The
industrial/labour legislations enacted by the British were primarily intended to protect the
interests of the British employers. Considerations of British political economy were naturally
paramount in shaping some of these early laws. Thus came the Factories Act. It is well known
that Indian textile goods offered stiff competition to British textiles in the export market and
hence in order to make India labour costlier the Factories Act was first introduced in 1883
because of the pressure brought on the British parliament by the textile magnates of
Manchester and Lancashire. Thus India received the first stipulation of eight hours of work,
the abolition of child labour, and the restriction of women in night employment, and the
introduction of overtime wages for work beyond eight hours. While the impact of this
measure was clearly welfares the real motivation was undoubtedly protectionist. The earliest
Indian statute to regulate the relationship between employer and his workmen was the Trade
Dispute Act, 1929 (Act 7 of 1929). Provisions were made in this Act for restraining the rights of
strike and lock out but no machinery was provided to take care of disputes. The original colonial
legislation underwent substantial modifications in the post-colonial era because independent
India called for a clear partnership between labour and capital. The content of this
partnership was unanimously approved in a tripartite conference in December 1947 in which it
was agreed that labour would be given a fair wage and fair working conditions and in
return capital would receive the fullest co-operation of labour for uninterrupted production

16

and higher productivity as part of the strategy for national economic development and that all
concerned would observe a truce period of three years free from strikes and lockouts.
Ultimately the Industrial Disputes Act (the Act) brought into force on 01.04.1947 repealing the
Trade Disputes Act 1929 has since remained on statute book.

Labour Policy of India

Labour policy in India has been evolving in response to specific needs of the situation
to suit requirements of planned economic development and social justice and has two
fold objectives, namely maintaining industrial peace and promoting the welfare of labour.

Labour Policy Highlights

Creative measures to attract public and private investment.

Creating new jobs
New Social security schemes for workers in the unorganized sector.
Social security cards for workers.
Unified and beneficial management of funds of Welfare Boards.
Reprioritization of allocation of funds to benefit vulnerable workers.
Model employee-employer relationships.
Long term settlements based on productivity.
Vital industries and establishments declared as public utilities
Special conciliation mechanism for projects with investments of Rs.150 crores or more.
Industrial Relations committees in more sectors
Labour Law reforms in tune with the times. Empowered body of experts to suggest

required changes.
Statutory amendments for expediting and streamlining the mechanism of Labour

Judiciary.
Amendments to Industrial Disputes Act in tune with the times.
Efficient functioning of Labour Department.
More labour sectors under Minimum Wages Act.
Child labour act to be aggressively enforced.
Modern medical facilities for workers.
Rehabilitation packages for displaced workers.

17

 Restructuring in functioning of employment exchanges. Computerization and

updating of data base.
Revamping of curriculum and course content in industrial training.
Joint cell of labour department and industries department to study changes in laws
and rules.

LABOUR LAWS IN INDIA

The term labour means productive work especially physical work done for wages. Labour law
also known as employment law is the body of laws, administrative rulings, and precedents which
address the legal rights of, and restrictions on, working people and their organizations. There are
two broad categories of labour law. First, collective labour law relates to the tripartite
relationship between employee, employer and union. Second, individual labour law concerns
employees' rights at work and through the contract for work.

18

The law relating to labour and employment in India is primarily known under the broad
category of "Industrial Law". The prevailing social and economic conditions have been largely
influential in shaping the Indian labour legislation, which regulate various aspects of work such
as the number of hours of work, wages, social security and facilities provided.Under the
Constitution of India, Labour is a subject in the concurrent list where both the Central and State
Governments are competent to enact legislations. As a result , a large number of labour laws
have been enacted catering to different aspects of labour namely, occupational health,
safety, employment, training of apprentices, fixation, review and revision of minimum
wages, mode of payment of wages, payment of compensation to workmen who suffer
injuries as a result of accidents or causing death or disablement, bonded labour, contract
labour, women labour and child labour, resolution and adjudication of industrial disputes,
provision of social security such as provident fund, employees state insurance, gratuity,
provision for payment of bonus, regulating the working conditions of certain specific
categories of workmen such as plantation labour, beedi workers etc.

The legislations can be categorized as follows:

1) Labour laws enacted by the Central Government, where the Central Government
has the sole responsibility for enforcement.
2) Labour laws enacted by Central Government and enforced both by Central and
State Governments.
3) Labour laws enacted by Central Government and enforced by the State Governments.
4) Labour laws enacted and enforced by the various State Governments which apply
to respective States.

19

(A) Labour laws enacted by the Central Government, where the

Central Government has the sole responsibility for
enforcement
1)
2)
3)
4)
5)

The Employees State Insurance Act, 1948

The Employees Provident Fund and Miscellaneous Provisions Act,1952
The Dock Workers (Safety, Health and Welfare) Act, 1986
The Mines Act, 1952
The Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labour Welfare

(Cess) Act, 1976

6) The Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labor Welfare
Fund Act, 1976
7) The Mica Mines Labour Welfare Fund Act, 1946
8) The Beedi Workers Welfare Cess Act, 1976
9) The Limestone and Dolomite Mines Labour Welfare Fund Act, 1972
10) The Cine Workers Welfare (Cess) Act, 1981
11) The Beedi Workers Welfare Fund Act, 1976
12) The Cine Workers Welfare Fund Act, 1981

(B) Labour

laws

enacted

by

Central

Government

and

enforced both by Central and State Governments1) The Child Labour (Prohibition and Regulation) Act, 1986.
2) The Building and Other Constructions Workers (Regulation of Employment and
3)
4)
5)
6)
7)

Conditions of Service) Act, 1996.

The Contract Labour (Regulation and Abolition) Act, 1970.
The Equal Remuneration Act, 1976.
The Industrial Disputes Act, 1947.
The Industrial Employment (Standing Orders) Act, 1946.
The Inter-State Migrant Workmen (Regulation of Employment and Conditions

of Service) Act, 1979.

8) The Labour Laws (Exemption from Furnishing Returns and Maintaining Registers
by Certain Establishments) Act, 1988
9) The Maternity Benefit Act, 1961
10) The Minimum Wages Act, 1948
11) The Payment of Bonus Act, 1965

20

12) The Payment of Gratuity Act, 1972

13) The Payment of Wages Act, 1936
14) The Cine Workers and Cinema Theatre Workers (Regulation of Employment) Act,
1981
15) . The Building and Other Construction Workers Cess Act, 1996
16) The Apprentices Act, 1961
17) Unorganized Workers Social Security Act, 2008
18) Working Journalists (Fixation of Rates of Wages Act, 1958
19) Merchant Shipping Act, 1958
20) Sales Promotion Employees Act, 1976
21) Dangerous Machines (Regulation) Act, 1983
22) Dock Workers (Regulation of Employment) Act, 1948
23) Dock Workers (Regulation of Employment) (Inapplicability to Major Ports) Act,
1997
24) Private Security Agencies (Regulation) Act, 2005

(C) Labour laws enacted by Central Government and enforced

by the State Governments
1)
2)
3)
4)
5)
6)

The Employers Liability Act, 1938

The Factories Act, 1948
The Motor Transport Workers Act, 1961
The Personal Injuries (Compensation Insurance) Act, 1963
The Personal Injuries (Emergency Provisions) Act, 1962
The Plantation Labour Act, 1951

7) The Sales Promotion Employees (Conditions of Service) Act, 1976

8)

The Trade Unions Act, 1926

9) The Weekly Holidays Act, 1942

10) The Working Journalists and Other Newspapers Employees (Conditions of
Service) and Miscellaneous Provisions Act, 1955
11) The Workmens Compensation Act, 1923
12) The Employment Exchange (Compulsory Notification of Vacancies) Act, 1959
13) The Children (Pledging of Labour) Act 1938
14) The Bonded Labour System (Abolition) Act, 1976
15) The Beedi and Cigar Workers (Conditions of Employment) Act, 1966

21

State Labour Laws

1. Maharashtra

22

23

24

25

26

2. Gujarat

27

28

29

Purpose of labour legislation:

Labour legislation that is adapted to the economic and social challenges of
the modern world of
30

work fulfils three crucial roles:

It establishes a legal system that facilitates productive individual and
collective employment relationships, and therefore a productive economy;
By providing a framework within which employers, workers and their
representatives can interact with regard to work-related issues, it serves as
an important vehicle for achieving harmonious industrial relations based on
workplace democracy.
It provides a clear

and

constant

reminder

and

guarantee

of

fundamental principles and rights at work which have received broad

social acceptance and establishes the processes through which these
principles and rights can be implemented and enforced.
But experience shows that labour legislation can only fulfills these functions
effectively if it is responsive to the conditions on the labour market and the needs
of the parties involved.

NEED OF THE STUDY

31

1. To know about the Constitutional provisions in Indchemie heath specialties

pvt. Ltd.
2. To find whether Labor welfare helps in providing good industrial relations.
3. To know about the labour satisfaction towards welfare practices.
4. To find out the facilities entitled by Indchemie heath specialties pvt. Ltd.
company.

32

RESEARCH METHODOLOGY

Definition of Research

33

The manipulation of things, concepts or symbols for the purpose of generalizing

to

extend, correct or verity knowledge, whether that knowledge aids in

construction of theory or in the practice of an art.

-D. Slesinger and M.Stephenson
RESEARCH DESIGN
A research design is the arrangement of conditions for collection and analysis of
data in a manner that aims to combine relevance to the research purpose with
economy in procedure. Regarding this project, descriptive research design concern
with describing the perception of each individuals or narrating facts on welfare
measures and diagnostic design helps in determine the frequency with which
something occurs or its associated with something else. These two research design
help in understand the characteristic in a given situation. Think systematically
about aspects in given situation, offers idea for probe and research help to make
certain simple decision.

DESCRIPTIVE RESEARCH

34

In this research it deals with descriptive research type. It includes surveys and factfinding enquiries of different kinds. The major purpose of descriptive research is
description of thestate of affairs as it exists at present.

SAMPLE DESIGN
A sample design is a definite plan determined before any data are actually collected
for obtaining a sample from a given population. Sampling is used to collect data
from limited numbers whereas census is used for large numbers. For the research,
sampling method was used.
There are different types of sample design based on two factor namely the
representation basis and the element selection technique .There are two main
categories under which various sampling method can be put. There are
1. Probability sampling
2. Non probability sampling

In this particular research the A study is on probability sampling. And in the

simple random sample is used.

35

PROBABILITY SAMPLING
Probability sampling is based on the concept of random selection; the sample may
be either unrestricted or restricted. When each sample elements is drawn
individually from the population at large, then the sample so drawn is known as
unrestricted sample, Where as all other forms of sampling are covered under the
term restricted sample.

Simple random sample

Systematic sample
Stratified sample (proportionate & disproportionate)
Cluster sample

NON- PROBABILITY SAMPLING

Non-probability sampling is that sampling procedure which does not afford any
basis for estimating the probability that each item in the population has of
being included in the sample.
Judgment sampling
Convenient sampling

Quota sampling.
Snowball sampling

36

SAMPLING METHOD
In this research systematic sampling method is used to collect the primary data
byusing questionnaire.

SYSTEMATIC SAMPLING
A Systematic sample is selected at random sampling. When a complete list of the
population is available, this method is used. If a sample of 10 students is to be
selected from 100 students, under this method kth item is picked up from the
sample frame and k is the sample interval.

POPULATION SIZE
The over all population size is 500 .

SAMPLE SIZE
The total sample size of 110 has been taken for this study. Both male and female
labour have been interviewed.

DATA COLLECTION METHOD

37

Primary Source of Data

Primary data is known as the data collected fro the first time through field survey.
Such data are collected with specific set of objectives to assess the current status of
any variable studied.

RESEARCH INSTRUMENT
In this project, the data were collected through structured questionnaire.

QUESTIONNAIRE
A questionnaire is a schedule consisting of a number of coherent and formulated
series of question related to the various aspects of the under study. In this method a
pre print edits of question arranged in sequence is used to elicit response from
the important.

38

Types of questions
The following are the types of questions, which are used in research. They are:
A. Open ended question
B. Close ended question
A) Open ended questionnaire:
An open-ended question gives the respondents complete freedom to decide
the form length and detail of the form.

B) Close ended questionnaire:

The close-ended question is of two types they are as follows:
I.

II.

Dichotomous question
This type has only tow answers in the form of YES or NO,
TRUE or FALSE etc.
Multiple - choice question.
In this case the respondents are offered two or mores choices and the
respondent have to indicate which is applicable in the following
cases.

STATISTICAL TOOLS APPLIED

Percentage Analysis
Weighted Average
One-way ANOVA

PERCENTAGE ANALYSIS

39

Percentage refers to a special kind of ratio. Percentage analysis test is done to find
out the percentage of the response of the respondents. In these tool various
percentage are presented by the way of Bar-diagram, Pie charts in order to have
better understanding of the analysis.

FORMULA
Number of respondents
Percentage =

X 100
Total number of respondent

40

WEIGHTED AVERAGE
Mean in which each item being averaged is multiplied by a number (weight) based
on the item's relative importance. The result is summed and the total is divided by
the sum of the weights. Weighted averages are used extensively in descriptive
statistical analysis such as index numbers. Also called weighted mean.
FORMULA
WEIGHTED AVERAGE = WXi /Wi
WXi = The sum of weights (let x1, x2, x3..xn)
Wi = occur with weights (w1, w2, w3.wn)

41

ONE-WAY ANOVA
Under the one-way ANOVA, we consider only one factor and then observe that the
reason for said factor to be important is that several possible types of samples can
occur within that factor.
Analysis of variance table for one-way ANOVA

This ratio is used to judge whether the difference among several means is
significant or is just a matter of sampling fluctuations.
LIMITATIONS OF STUDY
Time is the important limitation. Due to time constraints only limited
population is taken for the study.
Findings based on this study cannot be used in other organizations.
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 There are chances of misrepresentation responses.

The biased view of the respondent is another cause of the limitation.

REVIEW OF LITERATURE
P.L. Rao, in his Labour Legislation in the Makingopines that professional bodies
like National Institute of Personnel Management should constitute a standing
committee to monitor the proceedings in the Parliament regarding the labour
welfare measures.
Using British national survey data, this article assesses the impact of unions on
management practices to reduce labour costs, implement high-performance work
systems, and make employee welfare provisions. Relative to non-union
workplaces, those with unions are found to have practices which are consistent
with 'mutual gains' outcomes. Cooperative Unionism and Employee Welfare by
Michael R. White, (University of Westminster - Policy Studies Institute)
,Industrial Relations Journal, Vol. 36, No. 5, pp. 348-366, September 2005.
Labour welfare practices. In conducting the survey, two sets of questionnaires
were drawn up. One set was administered to management and the other set went to
Library staff. The survey revealed that all the organizations under study have staff
development policies and training programs for staff to enhance their capabilities
and efficiency. Again, the survey revealed that staff welfare is catered for since

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several motivational avenues and incentive packages are available to boost their
morale.

INDUSTRY PROFILE

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