CHAPTER - I

INTRODUCTION
The encyclopedia of social sciences defines labour welfare as the voluntary efforts of the employees to established with in the existing industrial system, working and some times living and cultural conditions of the employees beyond that which is required by law, the custom of the industry and the conditions of the market. The international labour organization defines labour welfare as such services, facilities and amenities as adequate canteen, rest and recreation facilities, arrangements for travel toad n from work and for the accommodation of the workers at a distance form their houses and such other service amenities and facilities as contribute to improve the conditions under which workers are employed. Labour Welfare measures may be classified as follows, 1. Extra-Morale activities 2. Intra-Morale activities 3. Statutory measures. 4. Voluntary schemes 5. Mutual Welfare Facilities.

EXTRA-MORALE ACTIVITIES Extra-Morale activities are commonly known as benefits. It consists of the following: Social security, medical allowance, insurance pension, provident fund, leave, travel facilities,

maternity facilities, compensation against injury fair price shop etc. INTRA-MORALE ACTIVITIES This is commonly known as service. It includes safety

clothes, canteens, transport, rest room, crches, toilet blocks, washing rooms, bathrooms, change rooms, schools, banks, recreational facilities and auditoriums. STATUTORY MEASURES Statutory welfare measures are those laid down by government through enactment of legislative laws. Most of the benefits mentioned in the above are statutory welfare measures. VOLUNTARY SCHEMES These are facilities it includes holidays, rest period, coffee bread etc., which are declared by employees.

MUTUAL WELFARE FACILITIES These are those facilities agreed to my mutual consultation between employees and employees. Examples are paid

vocations, leave etc BENEFITS OF LABOUR WELFARE 1). More effective requirement 2). Improved moral and loyalty 3). Lower turnover and absenteeism 4). Good industrial relations 5). Reduced influence of unions. 6). Reduced thread of further government interventions. OBJECTIVES OF LABOUR WELFARE 1. To give expression to philanthropic and paternalistic feelings. 2. To win over employees loyalty and increase their morale. 3. To combat trade unionism and socialist ideas.

4. To build up stable labour force to reduce labour turnover and absenteeism. 5. To develop efficiency and productivity among workers. 6. To save oneself from heavy taxes on surplus profits. 7. To earn goodwill and enhance public image. 8. To reduce threat of further government intervention. 9. To make recruitment more effective LABOUR WELFARE MEASURES IN INDIA In India the provision of labour welfare measures has a long history tracing as for as 1937 A.D. Conciding with the abolition of slavery in 1883. In 1919 the international labour organization was

established to protect the welfare of the working population world over. And in the early past of the 20 th century several acts were enacted to safeguard the workers interest. After the independence of the nation the successive governments took keen interest in provision of labour welfare

measures on planned phase. welfare measures accordingly. 1. The factories Act 1948.

The implementation of labour

2. The employees State Insurance Act 1948. 3. The plantation labour Act 1951. 4. The Mines act 1952 5. The employees provident Fund Act 1952. 6. The labour welfare fund Act 1953. 7. The payment of Bonus Act 1963. 8. The payment of Gratuity Act 1972 etc. Were enacted and amended from time to time. As a result of excellent draftsmanship, Indian Textile industry plays an important part in the national economy. The word textile is derived from the Latin word texere meaning To weave. It is one of the biggest and oldest industries in

India. Originally textile was referred to only woven fabrics and specifically excluded knitted cloths, lace, settings, felt, braid and card.

HISTORY AND DEVELOPMENT Textile industry in India has a long history. Even during

early periods of history people had the knowledge of converting staple cotton in to yarn subsequently weave in fabrics. Textiles came to be regarded as the best in the world market. Bombay and Ahamadabad were the largest cotton

textile centers in India in the early 1920. Bombay was known as the Manchester of India. Today cotton textile industry is spread practically all over India. India is one of the largest producers of cotton textiles in the world and the reasons for that are, abundant supply of cheap labour, the presence of hydroelectric power, abundant supplies of domestic cotton and vast internal markets. Keeping with the growth of textile industry in the country, state of Kerala also has made remarkable development in spite of non-availability of raw materials.

REASONS FOR THE SETBACKS OF TEXTILE INDUSTRY 1. The anti dumping duty stipulated by various countries abroad brings down the scope of export considerably. 2. Lack of modern technology. 3. High electrical changes 4. The cotton textile industry is going through a severe crisis following slump in exports of cotton textiles, yarns and garments to the ASIAN and other countries. 5. Due to the devaluating of the rupee the textile industries are not able to realize even cost price, compared to decreased payments by foreign countries. 6. Use of dyes also has been responsible for reduction in imports by developed countries like Germany, as the consumers were insisting that only fabrics processed with vegetables based dyes were acceptable to them.

COMPANY PROFILE CELEBRITY FASHIONS LTD

Vision As the information age unfolds, seamless business models and A borderless world emerges, Our quest is to become the most admired group by all our stakeholders alike customers, employees, share holders and society. We shall pursue would class standards in our people, products, processes and performance. We seek quantum growth to lead in the international and domestic market and enhance our international presence by encouraging innovation and naturing intellectual

processing. We will be always conscious of the path we take to ensure highest ethical and moral compliance even as we remain to tally focused on our goals.

Mission Achieve the sale turnover of 220 million US $ by 2008 with 100% delighted customers. Historical Mile Stones 1984 Celebrity Fashions ltd., as a composite Mill (comprising spinning & weaving unit) established. 1946 The wills managing agency rights were transferred to M/s. Thiagarajar Chettiar & Sons Private Limited, Chennai, The forerunners of the present management, under the able management of late Shri. Karumuthu Thiagarajar Chettiar who was well renowed textile industry. The company began its journey to become an important will in the country. 1969 With the abolition of the managing agency system, the Board of Directors looked after the Management with late Shri. Manickavasagam Chettiar, as managing director. 1976 Introduction 100% Tandem carding 1976 The first Airjet loom in the country was installed at Loyal.

 1980

Dr.

Karumuthu

Thiagarajar,

Ph.D.

(Business

Management) took over as Managing Director and shortly after that Shri. Manickam Ramasamy, B.Tech., a Gold Medalist from IIT Chennai became the Managing Director and the company registered further growth with emphasis on modernization, Export and Quality. 1980-1990 The company has covered a niche in the international multifold. 1986 LSF a dye house was started at RAJAPALAYAM 1992 LSF shifted to Cuddalore to take advantage of the common disposal system. 1994 Valli Mills limited, another composite Mill in Venkataslapuram, Sattur was amalgamated with Loyal Textile Mills Ltd., 2001 one of the first textile mills in the country to adopt the compact spinning technology. Today largest compact yearn manufacturing including the SIRO COMPACT market and exports have increased in

10

 2001 installed large sewage treatment plants at all units to recycle the sewage to green the campus. 2003 first mill in the country to install polypropylene contamination checking in auto corner clearers ZENITHPP clearing today 80% of loyal cone winders have

polypropylene checking clears. 2003 first mill in the country for the open width continuous water and chemical saving environmentally friendly process in India. 2005 we are the first company near zero solid effluent producing company using only bacteria and on zero for treatment. Interestingly the number of customers remained the same or a bit reduced and all customers have substantially increased their sourcing % from loyal. Loom capacity 222 looms Suizer Toyota Mythos 73 looms 18 looms 26 looms

production per day when Grey Fabric 75,000 meters

11

Knitting capacity 50 M/Cs Mayor & Cie Tersot Falmae Stoll Production per day Knitted Grey Fabric, 18,000 kgs Wet processing in LSF Woven Knitted 40,000 mtrs per day 15,000 kgs per day 11 machiners 08 machiners 17 machiners 1 machine

Garment capacity With a sewing lines Producing C 25000 worth of Garments per day Awards & Accolades Three star export house 15690 dated 07-3-2005 awarded by Govt. India.

12

 Buonze Trophy award given by cotton textiles export promotion council in 2001-2002 for outstanding

performance in yarn. Silver flag given by apparel export promotion council in 1999 for outstanding performance in non-Guota items. Bronze Trophy award given by cotton textiles export promotion council in 1998-1999. Silver Trophy award for second highest export in fabric category for 1997-1998. Golden Trading House dated 24-08-1999 awarded by Govt. of India. Trading House 579 dated 25-8-1995 awarded by Govt. of India. Export House 2540 dated 06.08.1992 awarded by Govt. of India. Certification Our concern have quality management system ISO 90012000 certified by BVGI,

13

 On progress certifications ISO 14001-2004 (EMS) On progress TPM in our concern

Yarn manufacturing process

Bale plucker

Auto coner

Ring frame

Blow room

Yarn preparation ring spinning

Simplex

Carding Mill master

unilap

Comber

Drawing with auto leading mechanism

Process Bale plucker Blow room Carding Drawing open end spinning Woven Fabric Production Process Process

14

FABRIC production Weaving

warping (creel section) Sizing

Toyota

Sulzer

Mythos

Inspection & Mending Warping (Creel section Warping (winding section) Sectional warping Sizing (creel section) Sizing (winding section) Airjet loom Toyota Projectile loom Sulzer Airjet loom mythos 100% inspection & mending Knitted Fabric Production Process Auto coner

Circular Knitting tubular

Circular knitting-single width

Flat bed knitting

15

Tension less inspection

Auto coner (with working) Xorella Xorella - yarn conditioning - yarn conditioning (1) (2)

Circular knitting machine tubular Circular knitting machine open with flat bed knitting machine 100% tensionless inspection Garment production process Dyed fabric checking Spreading Cutting Embroidery stitching 1) Dyed fabric checking 2) Gerber Tension free spreading 3) 4) Gerber computer aided cutting Embroidery

16

5) trimmer 6) 7) 8) Process

Stitching all M/Cs are computerised with under bed

Special machine pocket setta Special machine computerized velcrow attach Special machine belt loop attach

Singeing & De-sizing/M/c Bleaching Washing finishing

Mercerizing neutralizing / washing SINGEING & DESIZING M/C Washing range Mercerizing M/C Neutralizing / washing range Compacting on zero zero finishing

Total of workers Permanent workers Badaly = = 252 11

17

Badaly 2 Badaly 1 Training Scheme CC

= = = = =

43 107 115 350 462 1340

Total of workers =

18

CHAPTER II

REVIEW OF LITERATURE

The standard analysis of individual labour supply uses a utility function specified in terms of the consumption of goods, purchased with wage and non-wage income, and leisure. By then imposing a poverty level, the model can be used to examine the way in which alternative poverty measures change when the tax structure is altered; for examples, see Kanbur and Keen (1989), Kanbur, Keen and Toumala (1995) and Creedy (1997). A criticism of this type of approach is that some individuals, facing a given wage rate and tax structure, choose a level of labour supply which places them below the poverty level. The idea behind a poverty line is that individuals are substantially worse off as a result of being in poverty, compared with being just above the poverty line. It may therefore reasonably be asked why people would not make a strong attempt to avoid poverty if possible. A

19

major aim of the present paper is to explore a labour supply model in which each individual's utility function depends on a threshold consumption, or poverty, level and there is a strong utility premium to be gained by avoiding poverty.

According to John Creedy(2003) labour supply and social welfare are two important aspects when utility depends on a threshold consumption level. Employee privacy has become a controversial issue in the field of Human Resource management as employers have more technologies available to monitor telephones, computer

terminals, and voice mail. This privacy issue has been fueled by the increased use of a variety of electronic monitoring systems. Electronic monitoring is defined as "the computerized collection, storage, analysis, and reporting of information about employees' productive activities" (Office of Technology Assessment, 1987, p. 27). "Currently, as many as 26 million workers in the United States are monitored in their jobs, and this number will increase as computers are used more and more within companies and as the cost of these monitoring systems goes down" (DeTienne, 1993, p. 33). Of those monitored, 10 million have their work evaluated and pay based on the data collected (DeTienne, 1993).

20

"By the end of the decade, as many as 30 million people may be constantly monitored in their jobs" (DeTienne, 1993, p. 33). Because of these predictions, "Electronic monitoring and

surveillance have been the subject of high media profile" (Losey, 1994).

Managers use several types of employee monitoring systems. Some of the most commonly used are computer monitoring, which measures employee keystroke speed and accuracy; video surveillance, which detects employee the ft, horseplay, and safety; spying, which uses detective techniques, when there is suspicious and phone activity tapping, within which the track workplace; incoming,

eavesdropping

outgoing, and the frequency of employee phone calls; and the active badge system, which tracks an employee s location within the workplace.

Despite

the

recent

appearance

of

these

high-tech

monitoring systems, employee monitoring is not new to the business world. As a matter of fact, "employee monitoring has been utilized in the manufacturing industry for several decades to track output, inventory, and general efficiency" (Losey, 1994).

21

Prior to 1913, mechanical keystroke counters (cyclometers) and other methods were used for measuring typing output, and since the 1920s telephone calls have been monitored (Attewell, 1987). What has changed in more recent years is the method of supervision and the extent of information gathering capabilities available.

Employers compensate their employees not only with cash, but also with non cash payments. The latter, sometimes called "in-kind" or "fringe" benefits, include some that are legally required, such as Social Security, workers' compensation, and unemployment insurance, and some that are not, such as paid leave, health and life insurance, and pensions. This article discusses the effort of economists to measure the value individuals place on non cash payments. Economists have developed the concept of "cash-

equivalent value" to measure the value of non cash benefits to an individual. A person's cash-equivalent value is the least amount of money he or she would be willing to accept in exchange for not receiving particular non cash goods. When applied to an employer-provided benefit, the cash-equivalent value is the minimum amount of additional cash compensation

22

the worker will accept in lieu of receiving the benefit. Although some estimates of cash-equivalent value for Governmentprovided in-kind benefits such as food stamps, public and subsidized housing, Medicaid, and Medicare exist, little has been done to quantify employer-provided benefits, primarily because of a lack of data. Moreover, even if data were available, a variety of problems have made it difficult to implement the cashequivalent value approach. Information on the employer's cost of providing the benefit is readily available through the Bureau of Labor Statistics Employment Cost Index (ECI) program. To what extent does employer cost approximate employee value? We believe that there are various biases associated with using employer cost as the measure of the employee s value of employer-provided benefits. These biases can result in misleading conclusions.

23

CHAPTER III

RESEARCH METHODOLOGY
Research methodology is a way systematically solves the research problem. It may be understood as a science of studying how research is done scientifically. It is necessary for the

researcher to know no only the research methods/techniques but also the methodology. RESEARCH DESIGN A research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in purpose. It is descriptive in nature. DESCRIPTIVE RESEARCH Descriptive research studies are those studies, which are concerned with describing the character of a group. DATA There are two types of data (primary as well as secondary), used for this study.

24

PRIMARY DATA Primary data was collected through questionnaire. SECONDARY DATA Secondary data was collected from the journals, books and company records. SAMPLING A simple random technique selected for choosing the population, in such a way that every member of the population has an equal chance of being selected. SAMPLE SIZE 75 employees from Celebrity Fashions ltd limited is taken as sample for this present study. TOOLS OF ANALYSIS Data collected was analyzed using 1. Percentage analysis 2. Correlation and

25

OBJECTIVES OF THE STUDY

The objectives of this report are about the employee satisfaction towards best Celebrity Fashions ltd, Chennai. This study reveals whether the employees are satisfied. The following are the objectives of this study. 1. To identify the main factors influencing the welfare measures. 2. To find out whether the employees are satisfied with the prevailing welfare measures. 3. To study the awareness of respondents about the labour welfare measures provided by the company.

26

LIMITATIONS OF THE STUDY

1. The study was conducted in Celebrity Fashions ltd, Chennai. So it may not be universally applicable. 2. Some of the employees were unwilling to reveal certain information.

27

CHAPTER IV

ANALYSIS AND INTERPRETATION

TABLE 1. DISTRIBUTION ON THE BASIS OF AGE

AGE Below 30 30-40 Above 40 Total

NO. OF RESPONDENTS 33 24 18 75

PERCENTAGE 44 32 24 100

INTERPRETATION From the above table it is inferred that, 44% of the employees belong to below 30 years, 32% of the respondents are in between 30 40 years and 24% of the respondents are above 40 years.

28

CHART 1. DISTRIBUTION ON THE BASIS OF AGE

AGE GROUP 25 20 17 15 10 23

10 5 0 Below 30 Below 30 30-40 30-40

Above 40 Above 40

29

TABLE 2. DISTRIBUTION ON THE BASIS OF EXPERIENCE

EXPERIENCE Below 5 years 6 12 Above 12 Total

NO. OF RESPONDENTS 28 24 23 75

PERCENTAGE 37 32 31 100

INTERPRETATION

From the above table if is clear that 37% of the employees have below 5 years of experience, 32% of employees have 6 12 years of experience and 31% of employees have 12 years of experience.

30

CHART 2. DISTRIBUTION ON THE BASIS OF EXPERIENCE

38 37 36 35 34 33 32 31 30 29 28

37

32 31

Below 5 years Below 5 years

6 12 6 12

Above 12 Above 12

31

TABLE 3. DISTRIBUTION ON THE BASIS OF EDUCATIONAL QUALIFICATION

EDUCATIONAL QUALIFICATION Below 10th HSC ITI Diploma Degree Total INTERPRETATION

NO. OF RESPONDENT S 22 18 13 10 12 75

PERCENTAGE 29 24 17 14 16 100

It is clear that 29% of the respondents are below 10th standard, 24% of respondents are HSC, 16% of respondents are degree holders, 17% of respondents are ITI, 14% of respondents are diploma holders.

32

CHART 3. DISTRIBUTION ON THE BASIS OF EDUCATIONAL QUALIFICATION

29 30 24

25

20 Percentage

17 14

16

15

10

0 Below 10th HSC Below 10th HSC ITI ITI Diploma Diploma Degree Degree

33

TABLE 4. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT WORKING CONDITION

NO. OF RESPONDENTS 12 24 16 11 12 75

PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total

PERCENTAGE 16 32 21 14 17 100

INTERPRETATION It shows that 16% of the respondents are highly satisfied, 32% of the respondents are satisfied, 21% of respondents are neutral, 14% of the respondents are dissatisfied and 17% of the respondents are highly dissatisfied with the working condition in Celebrity Fashions ltd, Chennai.

34

CHART 4. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT WORKING CONDITION

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

32 35 30 25 Percentage 20 15 10 5 0 Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied 16 21 17 14

Opinion

35

TABLE 5. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT BATH ROOM AND WASHING FACILITIES

Particulars Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total

No. of Respondents 24 17 11 18 5 75

Percentage 33 22 14 24 7 100

INTERPRETATION Above table indicates that 33% of the respondents are highly satisfied, 22% of the respondents are satisfied, 14% of the respondents are neutral, 24% of the respondents are dissatisfied and 7% of the respondents are highly dissatisfied in their opinion about bath room and washing facilities.

36

CHART 5. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT BATH ROOM AND WASHING FACILITIES

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

33 35 30 22 25 Percentage 20 15 10 5 0 Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied 7 14

24

Opinion

37

TABLE 6. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT CANTEEN AND LAUNCH ROOM FACILITIES
PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total NO. OF RESPONDENTS 23 17 11 18 6 75 PERCENTAGE 30 22 16 24 8 100

INTERPRETATION The above table express that 30% of the respondents are highly satisfied, 22% of the respondents are satisfied, 16% of the respondents are neutral, 24% of the respondents are dissatisfied and 8% of the respondents are highly dissatisfied with canteen and launch room facilities.

38

CHART 6. Distribution on the basis of respondents opinion about canteen and launch room facilities

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

30 30 22 25 20 Percentage 15 8 10 5 0 Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied 16 24

Opinion

39

TABLE 7. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT MEDICAL FACILITIES AND FIRST AID PROVISIONS
PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total NO. OF RESPONDENTS 21 18 12 17 7 75 PERCENTAGE 28 24 16 23 9 100

INTERPRETATION Table 7 express that 28% of the respondents are highly satisfied,24% of the respondents are satisfied, 16% of the respondents are neutral,23% of the respondents are dissatisfied and 9% of the respondents are highly dissatisfied with medical facilities and first aid provisions.

40

CHART 7. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT MEDICAL FACILITIES AND FIRST AID PROVISIONS

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

28 30 25 20 15 10 5 0 Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied 16 24 23

Percentage

Opinion

41

TABLE 8. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT TRAINING AND DEVELOPMENT ACTIVITIES
NO. OF RESPONDENTS 26 24 17 6 2 75

PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total

PERCENTAGE 35 32 23 8 2 100

INTERPRETATION The above table indicates that 35% of the respondents are highly satisfied, 32% of the respondents are satisfied, 23% of the respondents are neutral, 8% of the respondents are dissatisfied and 2% of the respondents are highly dissatisfied with training and development activities.

42

CHART 8. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT TRAINING AND DEVELOPMENT ACTIVITIES

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

35 35 30 25 Percentage 20 15 10 5 0 Satisfied

32

23

8 2

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

Opinion

43

TABLE 9. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT JOB ROTATION IN ARJUNA TEXTILES PVT LIMITED
NO. OF RESPONDENTS 33 22 11 7 2 75

PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total

PERCENTAGE 44 29 14 9 4 100

INTERPRETATION Above table reveals that 44% of the respondents are highly satisfied, 29% of the respondents are satisfied, 14% of the respondents are neutral, 9% of the respondents are dissatisfied and 4% of the respondents are highly dissatisfied about job rotation in Celebrity Fashions ltd, Chennai.

44

CHART 9. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT JOB ROTATION IN

CELEBRITY FASHIONS LTD.

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

44 45 40 35 Percentage 30 25 20 15 10 5 0 Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied 14 9 4 29

Opinion

45

TABLE 10. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT VENTILATION IN THE WORK AREA
NO. OF RESPONDENTS 29 23 12 7 4 75

PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total INTERPRETATION

PERCENTAGE 38 30 16 9 7 100

Regarding ventilation 38% of the respondents are highly satisfied, 30% of the respondents are satisfied, 16% of the respondents are neutral,9% of the respondents are dissatisfied and 7% of the respondents are highly dissatisfied with ventilation in the work place.

46

CHART 10. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT VENTILATION IN THE WORK AREA

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

38 40 35 30 Percentage 25 20 15 10 5 0 Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied 16 9 30

Opinion

47

TABLE 11. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT DRINKING WATER FACILITIES
NO. OF RESPONDENTS 28 22 19 5 1 75

PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total

PERCENTAGE 37 29 25 6 3 100

INTERPRETATION From the above table it is clear that 34% of the respondents are highly satisfied, 24% of the respondents are satisfied, 22% of the respondents are neutral, 14% of the respondents are dissatisfied and 6% of the respondents are highly dissatisfied with drinking water facilities.

48

CHART 11. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT DRINKING WATER FACILITIES

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

40 35 30 Percentage 25 20 15 10 5 0

37 29 25

6 3

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

Opinion

49

TABLE 12. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT MEDICAL AND ACCIDENT BENEFIT SCHEME
NO. OF RESPONDENTS 28 21 18 8 0 50

PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total

PERCENTAGE 37 28 24 11 0 100

INTERPRETATION Above table express that 37% of the respondents are highly satisfied, 28% of the respondents are satisfied, 24% of the respondents are neutral, and 11% of the respondents are dissatisfied with medical and accident benefit scheme.

50

CHART 12. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT MEDICAL AND ACCIDENT BENEFIT SCHEME

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

40 35 30 Percentage 25 20 15 10 5 0

37 28 24

11

0 Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied

Opinion

51

TABLE 13. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT REST ROOM FACILITY

PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total

NO. OF RESPONDENTS 36 28 11 0 0 75

PERCENTAGE 48 37 15 0 0 100

INTERPRETATION Above table stated clearly that 48% of the respondents are highly satisfied, 37% of the respondents are satisfied, and 15% of the respondents are neutral with test room facilities.

52

TABLE 13. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT REST ROOM FACILITY

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

48 50 45 40 35 Percentage 30 25 20 15 10 5 0 Satisfied Highly Satisfied Neutral 0 Dissatisfied 0 Highly Dissatisfied 15 37

Opinion

53

TABLE 14. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT FRINGE BENEFITS
PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total NO. OF RESPONDENTS 34 26 15 0 0 75 PERCENTAGE 45 34 21 0 0 100

INTERPRETATION Table reveals clearly that 45% of the respondents are

highly satisfied, 34% of the respondents are satisfied, and 21% of the respondents are neutral with fringe benefits.

54

CHART 14. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT FRINGE BENEFITS

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

45 45 40 35 Percentage 30 25 20 15 10 5 0 Satisfied Highly Satisfied Neutral 0 Dissatisfied 0 Highly Dissatisfied 21 34

Opinion

55

TABLE 15. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT SAFETY EQUIPMENTS PROVIDED BY THE COMPANY
NO. OF RESPONDENTS 29 20 11 9 6 75

PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total

PERCENTAGE 38 26 14 12 10 100

INTERPRETATION Regarding safety equipments 38% of the respondents are highly satisfied, 26% of the respondents are satisfied, 14% of the respondents are neutral, 12% of the respondents are dissatisfied and 10% of the respondents are highly dissatisfied with the safety provisions.

56

CHART 15. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT SAFETY EQUIPMENTS PROVIDED BY THE COMPANY

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

38 40 35 30 Percentage 25 20 15 10 5 0 Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied 14 12 26

10

Opinion

57

TABLE 16. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT EDUCATIONAL FACILITIES
NO. OF RESPONDENTS 29 20 11 9 6 75

PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total

PERCENTAGE 42 28 18 8 4 100

INTERPRETATION Regarding educational facilities 28% of the respondents are highly satisfied, 42% of the respondents are satisfied, 18% of the respondents are neutral, 8% of the respondents are dissatisfied and 4% of the respondents are highly dissatisfied.

58

CHART 16. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT EDUCATIONAL FACILITIES

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

45 40 35 Percentage 30 25 20 15 10 5 0

42

28

18 8 4

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

Opinion

59

TABLE 17. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT OVER ALL WELFARE FACILITIES
NO. OF RESPONDENTS 29 22 12 12 75

PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total

PERCENTAGE 38 30 16 16 100

INTERPRETATION Above table indicates that 38% of the respondents are highly satisfied, 30% of the respondents are satisfied, 16% of the respondents are neutral, and16% of the respondents are dissatisfied with welfare facilities.

60

CHART 17. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT OVER ALL WELFARE FACILITIES

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

38 40 35 30 Percentage 25 20 15 10 5 0 Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied 0 16 16 30

Opinion

61

TABLE 18. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT WELFARE PROGRAMS ORGANIZED BY THE COMPANY
NO. OF RESPONDENTS 30 21 12 8 4 75

PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total

PERCENTAGE 40 28 16 11 5 100

INTERPRETATION Above table indicates that 28% of the respondents are highly satisfied, 40% of the respondents are satisfied, 16% of the respondents are neutral, 11% of the respondents are dissatisfied and 5% of the respondents are highly dissatisfied with the welfare program organized by the company.

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CHART 18. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT WELFARE PROGRAMS ORGANIZED BY THE COMPANY

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

40 40 35 30 Percentage 25 20 15 10 5 0 Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied 16 11 5 28

Opinion

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TABLE 19. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPENION ABOUT WORK CULTURE

PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total

NO. OF RESPONDENTS 31 22 16 5 1 75

PERCENTAGE 41 29 21 6 3 100

INTERPRETATION Above table reveals that 29% of the respondents are highly satisfied, 41% of the respondents are satisfied, 21% of the respondents are neutral, 6% of the respondents are dissatisfied and 3% of the respondents are highly dissatisfied with the prevailing state of work culture.

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CHART 19. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT WORK CULTURE

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

45 40 35 Percentage 30 25 20 15 10 5 0

41 29 21

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

Opinion

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TABLE 20. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT EMPLOYER EMPLOYEE RELATIONSHIP

PARTICULARS Satisfied Highly Satisfied Neutral Dissatisfied Highly Dissatisfied Total

NO. OF RESPONDENTS 31 22 14 6 2 75

PERCENTAGE 41 29 19 8 3 100

INTERPRETATION Above table reveals clearly that 29% of the respondents are highly satisfied, 41% of the respondents are satisfied, 19% of the respondents are neutral, 8% of the respondents are dissatisfied and 3% of the respondents are highly dissatisfied with employer employee relationship.

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CHART 20. DISTRIBUTION ON THE BASIS OF RESPONDENTS OPINION ABOUT EMPLOYER EMPLOYEE RELATIONSHIP

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

45 40 35 Percentage 30 25 20 15 10 5 0

41

29

19

8 3

Satisfied

Highly Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

Opinion

67

TABLE 21. LABOUR WELFARE MEASURES AND RELATED VARIABLES

facilityVentilation and drinking water Employer employee relationship .541* 68

Medical facilities Ventilation and drinking water facility Training Fringe benefits Safety equipments Employer employee relationship Welfare measures

.650* .496* .657* .411* .486* .092 .433* .338* .453* .372* .387* -.063 .451* .293* .522* .234* .107 .340* .547* .593* .314* .526* .437* .614* .723* .195 .206

All the selected dimensions of welfare measures are having positive as well as significant correlation with welfare measures. Among the independent variable fringe benefits is found to have

Safety equipments

Working condition

Medical facilities

Fringe benefits

Training

the highly correlated variable than others. The next high correlated variable is found to be employer employee

relationship and ventilation and drinking water facility shows the lowest correlation among the selected variables.

CHAPTER V

FINDINGS
1. 2. Majority 44% of the employees belong to below 30 years Majority 37% of the employees have below 5 years of experience 3. Majority 29% of the respondents are below 10th standard, 24% of respondents are HSC 4. Majority 48% of the respondents are satisfied with the working condition 5. Majority 55% of the respondents are satisfied about bath room and washing facilities 6. Majority 52% of the respondents are satisfied about canteen and launch room facilities

69

7.

Majority 52% of the respondents are satisfied about medical facilities and first aid provisions

8.

Majority

67% of the respondents are satisfied about

training and development activities 9. Majority 73% of the respondents are satisfied about job rotation in loyal textiles mills limited 10. Majority 68% of the respondents are satisfied about ventilation in the work area 11. Majority 66% of the respondents are satisfied about drinking water facilities 12. Majority 68% of the respondents are satisfied about welfare facilities 13. Majority 65% of the respondents are satisfied about medical and accident benefit scheme 14. Majority 85% of the respondents are satisfied about rest room facility 15. Majority 79% of the respondents are satisfied about fringe benefits

70

16.

Majority 64% of the respondents are satisfied about safety equipments provided by the company

17.

Majority 70% of the respondents are satisfied about educational facilities

18.

Majority 68% of the respondents are satisfied about welfare programs organized by the company

19.

Majority 70% of the respondents are satisfied about work culture

20.

Majority 70% of the respondents are satisfied about employer employee relationship

21.

All the selected dimensions of welfare measures are having positive as well as significant correlation with welfare measures.

22.

Among the independent variable fringe benefits is found to have the highly correlated variable than others.

71

CHAPTER - VI

SUGGESTIONS
The percentage analysis clearly shows that 50% of the employees are satisfied with the prevailing labour welfare measures provided by the company. The most of the employees are not aware of the safety measures provided by the company. So, more training

programmes should be provided to the employees covering safely aspects, which will definitely create awareness among the employees. The company should provide health care facilities to its employees and their family They should be mutual relationship between the employee and employer which will facilitate individual as well as organizational growth.

72

CHAPTER - VII

CONCLUSION

Starting from 1980 government has forcing welfare in work place has a main policy regarding labor welfare. The wide approach to the welfare strategy is getting more and more important every day. Preventing and maintain the physical,

mental and social well being of workers in all occupation should be given enough of attention. From this study it is concluded that welfare measures is influenced by fringe benefits, medical facilities, employer employee relationship, safety equipment provided by the company and training .

73

BIBLIOGRAPHY

1. KOTHARI C.R, Research methodology, Wishwa Prakashan publishing, New Delhi.

2. TRIPATHI

P.C,

Personnel

Management

&

Industrial

Relations, Sultan Chand & sons, New Delhi.

3. MAMORIA

C.B,

Personal

management,

Himalaya

Publishing House, New Delhi.

4. SATHISH MAMORIA, Himalaya Publishing House, New Delhi.

5. KAPOOR N.D, Elements of Industrial Laws, Sultan Chand & sons, New Delhi.

74

APPENDIX
A STUDY ON LABOUR WELFARES IN CELEBRITY FASHIONS LTD, CHENNAI Dear Employee, I have undertaken M.B.A. Project work on Labour Welfare. Your kind cooperation is solicited by the way of giving your valuable response. In this context, I assure that the data furnished by you will be kept confidential and will be used for the project purpose only Thanking you QUESTIONNAIRE Demographic 1. Name 2. Designation 3. Gender 4. Age : : : a) Below30years ( ) b) 31-40 Years ( ) c) Above 40 years ( ) 5. Educational qualification : a) Below SSLC b) HSC c) ITI d) Diploma e) Degree 6. Experience : a) Below 5 year b) 6-12 Years ( ) c) Above 12 years ( ) ( ) ( ) ( ) ( ) ( ) ( )

75

LABOUR WELFARE
SI. No . satisfie d ( 1) highly satisfie d (2) neutra l (3) dissatisfie d (4) highly dissatisfie d (5)

Questions

1.

Your opinion about the working condition? Your opinion about the bath room, urinal, toilets and washing facilities? Your opinion about the canteen and launch room facilities? Your opinion about the emergency medical facilities and first aid provided by the company? Your opinion about the training given by the company? Your opinion about the job rotation in the company? Your opinion about the ventilation in the work area? Your opinion about the drinking water facilities?

3.

5.

6.

7.

8.

76

SI. No .

Questions

satisfie d ( 1)

highly satisfie d (2)

neutra l (3)

dissatisfie d (4)

highly dissatisfie d (5)

9.

Your opinion about the welfare facilities provided by the company? Your opinion about the medical and accident benefit scheme provided by the company? Your opinion about the rest room facility? Your opinion about the fringe benefits? Your opinion about the safety equipment provided by the company? Your opinion about the educational facilities? Your opinion about the welfare programs in the company? Your opinion about the working culture in the company? Your opinion about the relationship between employees and

10 .

11 . 12 . 13 .

14 . 15 .

16 . 17

77

SI. No .

Questions

satisfie d ( 1)

highly satisfie d (2)

neutra l (3)

dissatisfie d (4)

highly dissatisfie d (5)

employer?

78