Vetrivel, Apeejay - Journal of Management Sciences and Technology, 3 (3), June- 2016

ISSN -2347-5005

A Study on Satisfaction of Employees Towards the

Organisation’s Welfare Measures
S.C.Vetrivel
Assistant Professor, School of Management Studies,
Kongu Engineering College, Perundurai, Erode, Tamilnadu- India,
scvetrivel@gmail.com

Abstract: Welfare to employees is one of the essential activities of the top management through Human Resource
Department. It has multi-dimensional benefit to the organization like, employees retention in the organization for
a longer period, fulfilling the legal requirements of the state and effective management of the Human resource.
In the modern times, manager in organizations face one of the biggest challenges is to meet the requirements of
their employees. Workforce requirements and expectations are to be fulfilled to contribute to reduce turnover and
to increase productivity and innovation. Employees often expect some facilities in the work place and career
development for the work they perform. In this paper the survey was conducted to analyze the factors influencing
labour welfare at a product manufacturing company.

Key Words: benefit, expectations, welfare, career development.

I. INTRODUCTION
Employees are the great assets of an organization. Their good living and comfort in working place is a
primary duty of the organization. Investment made by the company in machineries and other assets for
induction and maintenance for their better performance. The same concept applied to employees also.
Proper welfare activities, effective training and required facilities to make them to feel comfortable in
work place and make them to perform better in their work place.

Welfare of employees is defined as "efforts to make life worth living for workmen". The efforts are
having their origin which is due to some statute or some customary activity or by it is due to employees
initiative.

II. REVIEW OF LITERATURE

Chaudhuri, S. [1] in his model named as Harris-Todoro discussed three sectors like skilled labour
emigration and non-migrants welfare and unemployment of unskilled labour in the urban areas.The
analysis suggests that in a reasonable production structure for a developing economy.A brain drain of
skilled labor raises urban unemployment of unskilled labour.The paper also shows that and emigration of
skilled labour may raise the welfare of the non-migrants in a tariff distorted economy, if it imports the
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ISSN -2347-5005

specialized manufacturing product on the labor intensive goods. However,if the economy imports the
welfare of the non-emigrating workers is likely to deteriorate.

Aswathappa [2] in his view focused on three major aspects which are suitable working time, appropriate
salary and occupational health care. It is nothing but the mental, physical, emotional and moral wellbeing
of an individual who is working in an organization. The safety and security in the environment of work
place provides the basic factor for the person to enjoy working .The work should not pose health hazard
for the person.The welfare measures aim at improving and integrating the social-psychological needs of
an employee, It creates a culture of commitment towards work in organization and society which provides
higher productivity and great job satisfactions to the employees.

Michael R.White [3] says that, the impact of unions on management practices to reduce labor 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.

Rao, P.L. [4] says that bodies like National Institute of personnel Management should constitute a
standing committee which has to monitor the proceedings in the parliament regarding the labor welfare
measures in the country.

According to Ghana Library [5] Employee welfare and staff development are the assets which are
valuable in an organization since an organization's primary aims are productivity and profitability. Every
organization primarily needs committed and dedicated staff that will help the organization to meet its
tactical and strategic objectives. Training programs are being offered to increase efficiencies, staff
competence and performance. It was also aimed at assessing staff welfare practices and how these affect
productivity and performance.

Singh, R.K. [6] observed that there is a positive relation between the welfare measures and man power
productivity i.e. if the proper welfare measures are taken the productivity of the employees will increase
and ultimately the profit of the organization as well as it enhances the morale and motivation of the
employees which gives a positive impact on the efficiency level of the organization.

Jegadeesan, G. [7] says that, the important of improvement of labour welfare for increasing productivity
of the organization. After globalization as the working condition of employees have been continuously
changing due to various factors, the organization are planning to implement various welfare and social
security program to minimized the social, physical, psychological problems and mitigate the risk
encountered by the employee in their work and social life. Welfare is not only motivated to give better
result in their job but also influence the sentiments of workers when an employee feel that the
management are interested in their wellness and happiness, his tendency to grumble will gradually

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ISSN -2347-5005

disappear. Thus welfare activities will develop the physique, morality, intelligence and the standard of
living of the worker will improve the efficiency and productivity.

Reddy, S. [8] says that, Employee health and wellness is a key concern for employees to prevent issues
relating to health and wellness, it will lead to loss of productivity and working days and time, loss of
valuable talent.Most accident reveal workers error as course and hence companies need to concentrate on
protecting the worker through safety equipment.

The welfare measures are defined by the I.L.O at Asian regional conference [9] “A term which is
understood to include such services, facilities and amenities as may be established in the vicinity of
undertaking to enable the person employed in them to perform their work in healthy, congenial
surroundings and to provide them with amenities conductive to good health and high morale.

III. OBJECTIVES OF THE STUDY

 To study the employees welfare measures in Production Company in Erode, Tamilnadu.
 To identify the various welfare measures provided to the employees.
 To know their satisfaction towards the welfare measures.

IV. RESEARCH METHODOLOGY

i) Sample Size: Sampling is a finite subset of population and the process of selection of samples is called
sampling. This refers to the number of items to be selected from the population to constitute a sample.
The overall population size is 1100.The total sample size of 110 has been taken for this study. The entire
questionnaire received were screened for errors, incomplete and missing responses.
ii) Sampling Method: Stratified random sampling method is used for this study which comes under
probability sampling technique.

V. ANALYSIS AND INTERPRETATION

A. Relationship between age and satisfaction with welfare programs

Null Hypothesis (Ho): There Is no Significant relationship Between Age And Satisfaction With Welfare
Programs

Alternate Hypothesis (H1): There is Significant Relationship between Age And Satisfaction With Welfare
Programs

TABLE 1
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 Vetrivel, Apeejay - Journal of Management Sciences and Technology, 3 (3), June- 2016

ISSN -2347-5005

AGE AND SATISFACTION WITH WELFARE PROGRAMS

Satisfaction with welfare programs

Highly Highly
Age satisfied Satisfied Neutral Dissatisfied dissatisfied
Upto 20 1 1 1 3 1
21 – 30 3 4 4 5 7
31 – 40 1 5 2 11 17
41 - 50 2 3 2 1 13
Above 50 2 2 3 7 9

TABLE 2
CHI SQUARE TEST

Chi – square value 15.567

Degrees of freedom 16

Table value 26.296

Significance level Not significant

Interpretation: From the above analysis the calculated value is less than the table value and the result is
not significant. Therefore Ho is accepted and there is no significance relationship between age and
satisfaction with welfare programs.

B. Relationship between length of service and satisfaction with welfare programs

Null Hypothesis (Ho): There is no significant relationship between length of the service and Satisfaction
with Welfare Programs

Alternate Hypothesis (H1): There is significant relationship between length of the service and Satisfaction
with Welfare Programs

TABLE 3
LENGTH OF SERVICE AND SATISFACTION WITH WELFARE PROGRAMS

Satisfaction with welfare programs

Length of Highly Highly

Service satisfied Satisfied Neutral Dissatisfied dissatisfied
Upto 5 years 2 4 4 3 4
6-10 years 2 4 2 8 18
11-15 years 1 3 2 7 12
16-20 years 1 3 3 2 5
Above 20 years 3 1 1 7 8

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 Vetrivel, Apeejay - Journal of Management Sciences and Technology, 3 (3), June- 2016

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TABLE 4
CHI SQUARE TEST

Chi – square value 14.636

Degrees of freedom 16

Table value 26.296

Significance level Not significant

Interpretation: From the above analysis the chi - square value is lesser than the table value and
the result is not significant. Therefore Ho is accepted and there is no significance relationship
between length of service and satisfaction with welfare programs.

VI. CONCLUSION

The study clearly shows that the factors influencing the satisfaction with the welfare measures
provided by the companies. It is based on the information collected from the employees. The
facilities provided to the employees have been considered as the welfare measures. It is found
that employees satisfaction with the welfare measures is not dependent either on their age or
their length of service in the organization.

The actual growth of any organization is the growth of its employees. Individually, neither the
organization nor the employees can grow. Taking this into consideration organization develops
itself as well as its employees. Finally it is reflected on the development of the economy

REFERENCES

[1] Chaudhuri, S. (2002). International Migration of Skilled Labour, Welfare and Unemployment of Unskilled Labour,
University of Calcutta, pp. 123.
[2] Aswathappa K. (2002), ‘Human Resource and Personnel Management’, Tata McGraw Hill, pp 325
[3] Michael R.White. (2005). Cooperative Unionism and Employee Welfare. Industrial Relations Journal, Vol. 36, No. 5, pp.
348-366.
[4] Rao, P.L. (2006). Labor legislation in the Making. Chaitanaya Publishing House, Allahabad, pp – 36-39.
[5] Ghana Library. (2007). Staff Development and Employee Welfare Practices and Their Effect on Productivity. Vol. 19 (1) ,
pp. 83-90
[6] Kumar, R. (2008). Journal Welfare Measures and its Impacts on Man Power Productivity. Pp .42.
[7] G.Jegadeesan. (2009). Workforce Welfare. The ICFAI University Press , pp. 61.
[8] Reddy, S. (2010). Article “Employee Health and Wellness in Journal of ICFAI University. Pp. 26.
[9] International Labour Organization about Welfare Measures (2011), Recommendation concerning Welfare Facilities for
Workers. Pp. 423

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