A STUDY ON EFFECT OF WELFARE MEASURES ON EMPLOYEE MORALE IN HIDESIGN, PUDUCHERRY.

ABSTRACT The welfare measure is An effort to make life worth living for workmen. It motivates employee to a great extent which leads to organizational growth. It is a major factor which affects the employee morale. The study on effect of welfare measure on employee morale in HIDESIGN, Puducherry .it was done to evaluate the level of satisfaction of employees about welfare measures and its effect on employee morale. The main objective of the study is to measure the effect of welfare measure on morale, level of satisfaction of employees regarding working condition and general attitude of employee towards the organization. Certain welfare measures provided by the company like medical facility, credit facility, canteen facility, infrastructure facility, and certain factors of morale like motivation. Job satisfaction interrelationships are considered in this study. This was a descriptive research study.

Nearly 50 samples were collected using simple random sampling method. A questionnaire of 17 questions was prepared and data were collected from the employees of HIDESIGN. Appropriate statistical tools were used to analyze the data. From the study it is inferred that most of the employees were satisfied with the welfare measures provided by the company. The employee morale was found to be good in the company.

CHAPTER:1

INTRODUCTION TO THE STUDY

The study was conducted in HIDESIGN in othiampet, puducherry to find the effect of welfare measures on employee morale. The study intends to see the satisfaction level of the employee on the facilities provided by the company and how these welfare measures boost the employee morale. The study on effect of welfare measure on employee morale gives the management an indication of the level of satisfaction among the employees regarding the general working condition and the other facilities provided by the organization. This helps the management to know the general morale of the employees. Employee Welfare Employee Welfare program is based on the management policy which is aimed shaping perfect employees. Therefore the concept of employee welfare includes to aspects namely physical and mental welfares 1. Applications of merit system or work performance system as the basis for employee rewarding. 2. Providing the retired employees with the old age allowance. 3. Employee insurance program to provide the employee with better security. 4. Improvement in health security for the employees and their families so that they can work confidently and productively. 5. Increase in basic salaries and pension as adjustment to the needs providing all work units and their officials with vehicles to help support smooth mobility.

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: To provide better life and health to the workers To make the workers happy and satisfied To relieve workers from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers. 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.

CHAPTER:2
2. COMPANY PROFILE
HIDESIGN WORLD WIDE Hidesign India Private Limited manufactures and retails fashion accessories such as leather handbags, clutches, briefcases, laptop cases, wallets, belts and garments. Its products include formal and casual work bags, travel bags, mens and womens accessories, and homewares. The Brand Founded in 1978 as a two man workshop, Hidesign has grown into a global brand recognized for its quality, ecological values and personalized service. By keeping its focus on a classic contemporary look, Hidesign caters to the savvy and sophisticated urban professional. Hidesign has grown from its artisan roots to an international brand with over 60 exclusive retail stores and a distribution network across more than 20 countries. Hidesign can be found at premium international outlets, including John Lewis and House of Fraser in the UK, Myers and David Jones in Australia, Stuttafords and Edgars in South Africa, Lifestyle and Shoppers Stop in India and Parkson, Robinsons and Isetan in Southeast Asia. The company also operates stores at airports in Hong Kong and Scandinavia. It sells its products through distributors in Australia, New Zealand, Canada, South Africa, the Netherlands, Russia, Greece, the United Kingdom, Denmark, India, Sri Lanka, Norway, the United States, and Hong Kong. Hidesign India Private Limited was founded in 1978 and is based in Puducherry, India. VISION OF HIDESIGN All Hidesign product lines reflect the Hidesign concept and create a harmonious image that reflects the sophisticated lifestyles of our customers. The core classic range of briefcases, handbags and wallets are always contemporary, sophisticated and ideal for the successful executive lifestyle. The wide range of garments reflects a continuous adaptation to the latest fashion tendencies. The extensive range of small leather goods and fashion
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accessories complement the handbags, the effect is stylish and harmonious. Kapur emphasizes on workmanship and design, making beautiful, affordable bags. 70% of the manufacturing is done by hand &craftsmen carry out labor-intensive steps such as doublestitching of pressure points. HISTORY OF HIDESIGN Hidesign was set up by Dilip Kapur in 1978 as a one-man artisian workshop at Auroville, Pondicherry which he operated from his house. Initially, the venture was just an extension of a special interest in leather craft that Kapur had developed while he was studying in the U.S. The name HIDESIGN was formed by merging the words "hide" and "design". And true to its name, Hidesign went on to become a premier design house for leather goods, gaining acceptance even in the highly competitive western markets. Most of Hidesigns initial customers were foreigners who spotted the bags while traveling in India. The Company received its first order from a German organization in India that had a catalog. Gradually the business expanded with the company winning a number of export contracts. Although initially, the firm experienced hiccups in developed markets like the UK and the US, its good quality, distinctive designs, and aggressive marketing strategy helped it succeed in carving out a niche for itself.

1978: Hidesign begins with a two-person workshop, marketing through small

alternative shops in Australia and the United States.

1982: Commences marketing in the UK. 1984: Development of solid brass buckles and subsequent discontinuation of zinc

alloy electroplated buckles.

1985: John Lewis in UK is the first department store to the carry the full line of

Hidesign leather goods that now includes handbags and wallets, as well as weekend, toiletry and computer bags.

1988: Hidesign introduces leather garments including jackets and pants. 1990: Factory established in Puducherry 1992: Accessory Magazine UK chooses Hidesigns Boxy Bag as Accessory of

the Year.
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1997: Hidesign opens its first international store in Moscow. 2000: Awarded Aksharam award for Outstanding achievement in Language

Technology.

2004: Alberto Ciaschini of Italy commences as lead designer. 2010: Launch of multistory flagship store in Puducherry.

The company was simple, to manufacture and provide the best quality product, using the finest available raw materials and embellishments at an affordable price in an eco friendly manner. Today , the brand is the best known player in the domestic market and has made steady in roods into carrying a niche for itself across the world markets where its products are retailed.Hidesign sells leather bags and garments under its own name in Australia, Greece, India, new Zealand, Scandinavia, Slovakia, south Africa, united kingdom and united states. It also works closely with some leather and fashion companies in the world to produce under their brand names. These include: Armani, Marlboro, Rock N blue, Mauritius, replay, Chevignon, and red skin.Hidesign has several integrated facilities at its disposal: where it started as a hobby, fueled by passion and of course, customer demand, the company has expanded its operation to encompass both backward and forward integration by virtue of owing and manufacturing facilities in Puducherry which are geared to meet the ever increasing demands of highly fashion driven exports markets as well as conscious customers in India. Hidesign serves customer demand by way of having appointed distributors in every market across the worlds and by having created a series of exclusive boutiques (show room) across India.To offer the finest quality by using natural materials and traditional skilled craftsmanship at an affordable prices. HIDESIGN offers classic and causal fashion through premium stores all over the world. Hidesign takes special care to avoid the excessive use of pigments, binders or lacquers that make the leather virtually indistinguishable form synthetic material. Hidesign bags and garments requires special skills. Since products are constructed not first stitched. Six workers carefully put together the bag with glue before it is stitched. Critical steps, which even the Italian masters, gave up as too much trouble, are then gone through. Steps such as double stitching all gussets, folding or bending all edges to prevent wear and tear and to strange the bag to small details such as knotting and matting down stitching ends.

The Hidesign is likely to be: Corporate Goal Hidesign goal is to become a leading leather label for bags and garments designed for work, travel and casual wear and to offer the finest quality using traditional skilled craftsmanship. Corporate Objective: Design integrity Hidesign products are designed by core design professional and are being offered twice a year seasonally. This is further reinforced by the recent introduction of an internationally removed fashion consultant repute who conceives the designs of the exclusive boutiques. Bags a) Classics: The core classic range is made from vegetable tanned leather in Between 20 and 50 years. Belongs to a high income household Travels frequently (often abroad). Buys quality products that have lasting value. Looks casually fashionable but nature and ecology.

tan, dark, brown, burgundy and black this intensive range has great strength in briefcases and travel bags, with additional and naively of ladieshand backpacks ,tot bags. bags,

b)

Casuals: An extensive range made from heavy oil tanned pull ups in tan

brown and black, its silky but natural feel makes the leather ideal for business bags, computer bags, rucksacks, sling bags, cavity cases as Hidesign as Beautiful designers, animalistic, stylish business bags.

c)

Fabric & leather: A range of canvas nags trimmed with heavy belting

leather is ideal casual wear.

Leather garments : Hidesigns line encompasses heavy duty natural leather garments ideal for winter usage. The wide range of garments in several heavy natural leathers reflects a continuous adaption to the latest fashion tendencies. HIDESIGN offers several heavy natural leather ideal for winter; while suedes and calf napes are ideal for spring. The vegetable tanned country and oil tanned ranch leathers are especially popular. Hidesign leather jackets are smart, casual, sophisticated and up market.

Small leather items &stationary :

An extensive range of small leather goods on ranch and classic leather, packed in brown colored HIDESIGN boxes. The bulk of this range is comprised of fined desktop accessories like organizers, folders, diaries, address books, notebooks, computer, computer mouse pads, and conference folders.

Belts : Hidesign offers a wide range of casual made heavy oil tanned leather with brass buckles in a natural braze or pewter finish which in turn are cast and hand polished in house.

Personal accessories: Mens wallet, coat, passport folder mobile phone cases, sunglasses, pen cases, visiting card cases and key wallets form part of this exclusive range. Ladies wallets, coin cases, cosmetics cases, key rings, key fobs and host of other items.

HIDESIGN BOUTIQUES IN INDIA In India there are nearly 22 Hidesign boutiques. Particularly in Chennai five boutiques, in Bangalore three, in Goa one, in Hyderabad one, in Mumbai three, in new Delhi three, in Pune one, in Calcutta one and four in Puducherry.

HIDESIGNS GLOBAL PRESENCE Hidesign has collaborated with some of the best known brands to design, develop and produce high quality products for them. Some of these include: Armani, Marlboro, Bock N Blue, Mauritius, replay, cherrion, redskin, libertys, anorexia. The brand has found of fraster and other which Epitomize quality, elegance, high fashion and design integrity.

The following are some reasons for attracting the companies to collaborate with Hidesign

Some of the best equipment in the world. 1800 highly skilled workers. A management that understands fashion trends, and is experienced in the

needs of international brands. In house production from raw leather to finish product, including metal

fittings. This allows tight control over quality. Prevent loss of design to outside copies and permits highly competitive pricing. Own tannery that is generally as one of the best equipped and experienced

tanneries in this area. Hidesign is present in India through a claim of owned and franchised exclusive in all major cities as well as through a distribution set up in the nervous regions. FUNCTIONAL ACTIVITES OF HIDESIGN MARKETING DEPARTMENT : Marketing is a total system of business activities designed the plan, price, promote and distribute want satisfying products, services, and ideas to target markets in order to achieve organizational objectives. Marketing is a system of integrated business activities to develop strategies and

plans (marketing mixes) to the satisfaction of customer wants of selected markets segments or targets.

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Even though hidesign has ability to sell itself to sell itself. Customers still need to

be inform of the products through various methods. Hidesign is now a well established brand with various manual like magazines and

advertisement to reach customers. Their aim is to supply the product to the customers, the highly valuable retail

partners with the information and support that will be enable the customers to be confident and gain knowledge at the point of purchase. At times develop and produce high quality product for them. The marketing department concentrates on the following policies. Brand value Quality of product made to aspire the customer Naturally tanned leather International design Global brand Customer service

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ORGANISATION CHART

President

VP merchandising

VPmarketing

Vp leather finising Division

design

VP Supplychain management &HR

VP commercial

MGR customer relational, leather goods & Garments

Sales MGR

CORP MGR North

Corp.MGR South

Boutique Inc. Account s Commercial Liason

EDP

personal

material

Pondy Team

QC Team

purchase

Stores

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SWOT ANALYSIS OF HIDESIGN LEATHER PRODUCTS. Strengths: HiDesign is recognized worldwide and now sells leather bags and garments

under its own name in Australia, Greece, India, New Zealand, Scandinavia, Slovakia, South Africa, the United Kingdom, and the United States. Weakness: They are very weak management wise. Their products are only for the higher income class people and very few for They have the expertise to create a product that is excellent. They do not compromise on quality of the products. They have stayed focused on innovation, based on the heritage of

craftsmanship. They stands out for the sensuous naturalness of its high quality leathers and

the smooth soft glow of its solid brass fittings. They have loyal customers.

middle class people. They have concentrated market i.e. only in metro cities. They follow traditional ways of production and through these ways it is very

difficult to compete with the competitors. They are highly dependent on craftsmanship. The rate of up gradation of technology is very slow.

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Opportunities: Demand of the leather products is very high in domestic as well as in

international market. They can expand their market share providing more range of products at

lower price mainly for middle class people. They can reduce the production time by using the advanced technologies. They can market their products in 2nd tier cities instead of marketing in only

metros. Threats: Competition is quite high in this industry. Threats from the competitors as they are using new technologies in

production and hidesign is still following the traditional way. Threats from some organizations like PETA as they are negatively advertising

the leather industry. Environmental threats as the waste from these industries are very harmful. International standards are very strict.

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2.1 REVIEW OF LITERATURE Human Resource Management is the process of procuring, developing, maintaining, and controlling human resources for effective achievement of organizational goals. This project is focused on employee welfare measure and employee morale. EMPLOYEE WELFARE DEFINITION Employee welfare means the effort to make life worth living for workmen. When all basic facilities are provided and employees obtain satisfaction then the productivity can be increased and development of the organization will be possible CONDITIONS OF WORK ENVIRONMENT 1) Working conditions Temperature Ventilation Lighting Dust Smoke Fumes and gases Noise Humidity Posture simple Hazard and safety complex devices

2) Factory Sanitation and Cleanliness: Provision of urinals in factories Provision of spittoons Provision for the disposal of waste and rubbish Provision for water disposal (drainage) Provision of proper bathing and washing facilities
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 3) Welfare Amenities

Cleanliness, white- washing and repair of buildings and workshops Care and maintenance of open spaces, gardens, roads, etc

Provision and care of drinking water Canteen services Lunch Rest room Crches Cloak rooms Other amenities

EMPLOYEES HEALTH SERVICES 1) Factory health services 2) Recreation 3) Workers education Education to improve skills and earning capacity Literacy Library, audio visual education, lecture programmes and
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Medical examination of employees Factory dispensary and clinic treatment First aid and ambulance room Treatment of accidents and Health education and research

Playgrounds for physical recreation (athletics, games, gymnastics, etc) Social and cultural recreation (music, singing, dancing, drama, etc)

Workers educational scheme and its working Employees co-operative societies Grain shops and fair price shops and Housing co-operatives Housing for employees and community services Economic Services

EMPLOYEE SERVICES AND BENEFITS These are concerned with the process of sustaining and maintaining the work force in an organization. They include : 1) Safety provision inside the workshop 2) Employee counseling 3) The medical services 4) The recreational and other welfare facilities 5) Fringe benefits and supplementary items 6) Study of the working of welfare Acts EMPLOYEE MORALE DEFINITION According to Yoder Morale is a feeling, somewhat related to esprit de corps, enthusiasm or zeal. Fippo has described morale s a mental condition or attitude of individuals and groups which determines their willingness to co-operate. Good morale is evidenced by employee enthusiasm, voluntary conformance with regulations and orders, and a willingness to cooperate with others in the accomplishment of an organizations objectives.

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FACTORS AFFECTING MORALE According to McFarland, the important factors which have a bearing on morale are the attitude of the executives and managers towards their subordinates. working conditions, including pay, hours of work, and safety rules effective leadership and an intelligent distribution of authority and responsibility in the organization the design of the organizations structure which facilities the flow of work and the size of the organization. CRITERIA THAT DETERMINES MORALE Several criteria seem important in the determination of levels of workers morale, such as: The organization itself The nature of the work The level of satisfaction The supervision received The perception of the self Workers perception of the past awards and future opportunities for rewards The employees age The employees educational level and occupational level.

TYPES OF MORALE Morale is generally referred to as high morale. ccording to McFarland, high morale exists when employee attitudes are favorable to the total situation of a group and to the attainm ent of its objectives low morale exists when attitudes inhibit the willingness and ability of an organization to attain its objectives High morale is represented by the use of such term spirit, zest, enthusiasm, loyalty, dependability and resistance to frustration. Low morale, on the other hand, is described by such words and phrases as apathy, bickering, jealously, pessimism, fighting, disloyalty to the organization, disobedience of the orders of the leaders, dislike of, or lack of interest in, ones job, and laziness.
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MORALE AND PERFORMANCE It has been pointed that there is a little evidence in the available literature that employee attitudes bear any relationship to performance on the job. First, there are some who assert that high satisfaction leads to high performance. The Hawthorne studies of 1930s seem to support this view, as do findings of other studies. Third, still others claim that there is no consistent relationship between morale and performance. Vroom found significant relationship between morale and performance in only 5 out of 22 studies undertaken by him. WARNING SIGNS OF LOW MORALE Among the more significant of the warning signals of low morale are High rate absenteeism Tardiness High Labour turnover Strike and sabotage Lack of pride in work and Wastage and spoilage.

IMPROVING MORALE A three-fold action may be initiated. In the first place, it is essential to change the policy or to correct it immediately. Employees do not lose their respect for the boss who admits his mistakes but they cannot respect one who makes too many, and they may have contempt for one who refuses to admit his mistakes. Second, misconceptions should be removed, and the correct position should be explained to the employees. Third, a reasonable attempt should be made to educate and convince the employees. Second, others take an opposite view. For example, Lyman Porter and Lawler say that satisfaction results from high performance, because most people experience satisfaction by accomplishing more tasks, like building a radio, or clinching a sale.
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2.2 OBJECTIVES OF THE STUDY: To study and analyze the safety and welfare measures of the employee. To evaluate the effect of the welfare measures on employee morale. To evaluate the satisfaction level of employee about the work environment. To find the level of satisfaction of employee about the facilities given by the company.

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CHAPTER :3
3. RESEARCH METHODOLOGY
RESEARCH MEANING Research is an art of scientific investigation. According to Redmen and Mary defines research as a systematic effort to gain knowledge.Research methodology is way to systematically solve the research problem. It is a plan of action for a research project and explains in detail how data are collected and analyzed. This research study is a descriptive research study. RESEARCH DESIGN A research design is a plan that specifies the objectives of the study, method to be adopted in the data collection, tools in data analysis and hypothesis to be framed. research design is an arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to research purpose with economy in procedure. NATURE OF DATA Primary data The primary data are collected from the employees of HIDESIGN through a direct structured questionnaire. Secondary data Company profiles, websites, magazines, articles were used widely as a support to primary data.

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SAMPLING SIZE AND TECHNIQUE Size of the sample It refers to the number if items to be selected from the universe to constitute a sample. Here 50 employees of Hidesign in Puducherry were selected as sample size. Sample design The sampling technique used in this study is simple random sampling method. This method is also called as the method of chance selection. Each and every item of population has equal chance to be included in the sample. Population design The population of this study is the total employee in the company. It is finite population. There are four production centers for the organization for this study I have taken only employees in one production centre. Questionnaire The questions are arranged logical sequence. The questionnaire consists of a variety of questions presented to the employees for the response. Dichotomous questions, multiple choice questions, rating scale questions were used in constructing questionnaire. STATISTICAL TOOLS USED To analyze and interpret collected data the following statistical tools were used. 1) Percentage method 2) One way annova.

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Percentage method The percentage is used for making comparison between two or more series of data. It is used to classify the opinion of the respondent for different factors. It is calculated as No. of respondents favorable Percentage of Respondents = Total no. of respondents X 100

One way anova: ANOVA is a essentially a procedure for the testing the difference among the different groups of data homogeneity. The essence of ANOVA is that the total amount of variation in a set data is broken down into two types, that amount which can attributed to chance and that amount which can be attributed to specific causes. There may be variation between the samples and also within sample items.

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CHAPTER:4
DATA ANALYSIS AND INTERPRETATION
FRQUENCY TABLE AGE WISE CLASSIFICATION OF THE EMPLOYEES. TABLE NO: 1 AGE 18-25 26-35 36-45 ABOVE 45 TOTAL FREQUENCY 18 17 7 8 50 PERCENT 36 34 14 16 100

CHART NO: 1

AGE
20 15 10 5 0 18-25 26-35 36-45 ABOVE 45

FREQUENCY

INTERPRETATION From the above table it is seen that 36%of the employees are in the age of (18-25),34% of them are in the age of (26-35),14% of them are in the age of (36-45),16% of them are in (above 45).From this we can infer that more employees are in (18-25) age group.
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GENDER WISE CLASSIFICATION OF THE EMPLOYEES. TABLE NO: 2 GENDER EMPLOYEES PERCENT MALE 24 48 52 100

FEMALE 26 TOTAL 50

CHART NO: 2

EMPLOYEES

MALE FEMALE

INTERPRETATION From the above table it is seen that 48% of the employees are male and 52% of the employees are female. From this we can infer that more number of employees of hidesign are females.

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CLASSIFICATION BASED ON EMPLOYEE QUALIFICATION. TABLE NO:3 QUALIFICATION FREQUENCY PERCENT BELOW HR.SEC HR SEC U.G P.G TOTAL 8 12 16 14 50 16 24 32 28 100

CHART NO:3

QUALIFICATION
16 14 12 10 8 6 4 2 0 BELOW HR.SEC HR SEC U.G P.G

FREQUENCY

INTERPRETATION From the above table it is seen that 16% of the employees are in the (below hr.sec) level, 24% of the employees are in(hr.sec)level,32% of the employees are in(u.g)level,28% of the employee are in (p.g)level. From this we can infer that most employees falls under the (u.g) level.

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CLASSIFICATION OF THE EMPLOYEES BASED ON EXPERIENCE. TABLE NO:4 EXPERIENCE FREQUENCY PERCENT 0-1YRS 1-5YRS 5-10YRS ABOVE 10YRS TOTAL 2 50 4 100 18 10 20 36 20 40

CHART NO:4

EXPERIENCE
20 15 10 5 0 0-1YRS 1-5YRS 5-10YRS ABOVE 10YRS FREQUENCY

INTERPRETATION From the above table it is seen that 36% of the employees have (0-1)yrs of experience,20% of them have (1-5)yrs,40% of them have (5-10)yrs and 4% of them have (above 10)yrs of experience. From this we can infer that most of the employees taken as sample have 5-10 yrs of experience.

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SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE WORK ENVIRONMENT PROVIDED BY THE COMPANY. TABLE NO:5 WORK ENVIRONMENT FREQUENCY PERCENT HIGHLY SATISFIED SATISFIED NEUTRAL TOTAL 25 12 13 50 50 24 100 100

CHART NO:5

WORK ENVIRONMENT
30 25 20 15 10 5 0 HIGHLY SATISFIED SATISFIED NEUTRAL FREQUENCY

INTERPRETATION From the above table it is seen that ,25 % of the employees are highly satisfied with the safety appliances provided,12% of the employees are satisfied and 13% of the employees are neutral. From this we can infer that more number of employees are highly satisfied with the safety appliances provided by the company.
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SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE MEDICAL FACILITIES PROVIDED BY THE COMPANY. TABLE NO:6 MEDICAL HIGHLY SATISFIED SATISFIED NEUTRAL HIGHLY DISSATISFIED TOTAL 8 50 16 100 16 16 10 32 32 20 FREQUENCY PERCENT

CHART NO: 6

MEDICAL FACILITIES
20 15 10 5 0

FREQUENCY

INTERPRETATION From the above table it is seen that , 32%of the employees are highly satisfied with the medical facilities provided,32% of them are satisfied ,20% of them are neutral and 16%are highly dissatisfied. From this we can infer that more number of employees are satisfied with the medical facilities provided by the company.

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SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE CANTEEN FACILITIES PROVIDED BY THE COMPANY . TABLE NO:7 CANTEEN HIGHLY SATISFIED SATISFIED NEUTRAL HIGHLY DISSATISFIED TOTAL 4 50 8 100 16 21 9 32 42 18 FREQUENCY PERCENT

CHART NO::7

CANTEEN FACILITES
25 20 15 10 5 0

FREQUENCY

INTERPRETATION From the above table it is seen that, 32% of the employees are highly satisfied with the canteen facilities provided by the company,42% of them are satisfied,18% of them are neutral,8%of them are highly dissatisfied. From this we can infer that more number of employees are satisfied with the canteen facilities provided by the company.
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SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE MOTIVATION GIVEN TO EMPLOYEE . TABLE NO :8 MOTIVATION EMPLOYEE HIGH VERY HIGH LOW VERY LOW MODERATE TOTAL TO FREQUENCY PERCENT 8 9 11 2 20 50 16 18 22 4 40 100

CHART NO:8

MOTIVATION TO EMPLOYEE
20 15 10 5 0 FREQUENCY

INTERPRETATION From the above table it is seen that , 16%of the employees have high level of motivation,18% of them have very high level of motivation,22% of them have low level of motivation,4% have very low level of motivation and 40% have moderate level of motivation .from this we can infer that more number of employees have moderate level of motivation from the company.
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SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE MANAGEMENT POLICIES PROVIDED BY THE COMPANY. TABLE NO:9 MANAGEMENT POLICES ALWAYS SOMETIMES RARELY NEVER TOTAL FREQUENCY PERCENT 11 11 26 2 50 22 22 52 4 100

CHART NO :9

MANAGEMENT POLICIES
30 25 20 15 10 5 0

FREQUENCY

INTERPRETATION From the above table it is seen that , 22% of the employees says they are informed about the policies always,22% of them says sometimes,52 % of them says rarely and 4 % says never .From this we can infer that more number of employees are rarely informed about the management policies. Because the management follows skeptic leadership styles, there is no coordination between the employees and the organization and hence the employees are not informed about the management policies.
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SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE ALLOWANCES PROVIDED BY THE COMPANY . TABLE NO:10 ALLOWANCES FREQUENCY PERCENT HIGHLY SATISFIED SATISFIED NEUTRAL TOTAL 14 20 16 50 28 40 32 100

CHART NO:10

ALLOWANCES
25 20 15 10 5 0 HIGHLY SATISFIED SATISFIED NEUTRAL FREQUENCY

INTERPRETATION From the above table it is seen that, 28% of the employees are highly satisfied with the allowances, 40 % of them are satisfied and 32% of them are neutral. From this we can infer that more number of employees are satisfied with the allowances provided by the company.

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SATISFACTION

LEVELS

OF

THE

EMPLOYEES

BASED

ON

THE

INFRASTRUCTURE PROVIDED BY THE COMPANY. TABLE NO:11 INFRASTRUCTURE FACILITIES HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED TOTAL 12 29 7 2 50 24 58 14 4 100 FREQUENCY PERCENT

CHART NO:11

INFRASTRUCTURE FACILITIES
30 25 20 15 10 5 0

FREQUENCY

INTERPRETATION From the above table it is seen that , 24%of the employees are highly satisfied with the infrastructural facilities provided by the company,58% of them are satisfied , 14% of them are neutral,4% of them are highly dissatisfied.From this we can infer that more number of employees are satisfied with the infrastructural facilities provided by the company.
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SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE MEASURES PROVIDED BY THE COMPANY. TABLE NO:12 SAFETY MEASURES YES NO TOTAL FREQUENCY PERCENT 44 6 50 88 12 100

SAFETY

CHART NO:12

SAFETY MEASURES

YES NO

INTERPRETATION From the above table it is seen that ,88% of the employees are satisfied with the safety measures provided by the company and 12% of them are not satisfied .From this we can infer that majority of the employees are satisfied with safety measures provided by the company.

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SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE GRIEVANCES HANDLING . TABLE NO:13 GREIVANCES HANDLING ALWAYS SOMETIMES RARELY NEVER TOTAL FREQUENCY PERCENT 4 24 16 6 50 8 48 32 6 100

CHART NO:13

GRIEVANCES HANDLING
25 20 15 FREQUENCY 10 5 0 ALWAYS SOMETIMES RARELY NEVER

INTERPRETATION From the above table it is seen that, 8%of the employee says the company always helps in grievances handling , 48% of them say sometimes ,32 % of them says rarely and 6% of them says never. From this we can infer that more number of the employees says that the company helps in grievances handling sometimes.
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SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE FREEDOM PROVIDED BY THE COMPANY. TABLE NO:14 LEVEL FREEDOM HIGH VERY HIGH LOW MODERATE TOTAL OF FREQUENCY PERCENT 7 6 25 12 50 14 12 50 24 100

LEVEL OF

CHART NO:14

LEVEL OF FREEDOM
25 20 15 10 5 0 FREQUENCY

INTERPRETATION From the above table it is seen that , 14% of the employees have high level of satisfaction in the level of freedom provided by the company,12%of them have very high level of satisfaction,50% of them have low level of satisfaction and 24% of them have moderate level of satisfaction. From this we can infer that there is no cordial relationship between the employee and the management hence more number of employees have low level of satisfaction.
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SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE JOB SATISFACTION. TABLE NO:15 JOB SATISFACTION FREQUENCY PERCENT ALWAYS SOMETIMES RARELY NEVER TOTAL 27 11 8 4 50 54 22 16 8 100

CHART NO:15

JOB SATISFACTION
30 25 20 15 10 5 0 ALWAYS SOMETIMES RARELY NEVER FREQUENCY

INTERPRETATION From the above table it is seen that , 54%of the employees says that they are always satisfied with their job,22% of them says they are sometimes satisfied ,16%of them says they are rarely satisfied and 8% of them say they are never satisfied. From this we can infer that more number

of employees are highly satisfied with their jobs.

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SATISFACTION

LEVELS

OF

THE

EMPLOYEES

BASED

ON

THE

COMMUNICATION BETWEEN SUPERVISORS AND EMPLOYEES. TABLE NO:16 COMMUNICATION BETWEEN FREQUENCY PERCENT 9 7 8 2 24 50 18 14 16 4 48 100

SUPERVISORS AND EMPLOYEES HIGH VERY HIGH LOW VERY LOW MODERATE TOTAL

CHART NO :16

COMMUNICATION BETWEEN SUPERVISORS AND EMPLOYEES

30 20 10 0

FREQUENCY

INTERPRETATION From the above table it is seen that , 18% of the employees high level of satisfaction in communication between supervisors and employees,14%of them have very high level of

satisfaction,16% of them have low level of satisfaction,4% of them have very low level of satisfaction and 48% of them have moderate level of satisfaction. From this we can infer that there is no cordial relationship between the employees and the supervisors.
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TEST OF HYPOTHESIS
ONE WAY ANNOVA TEST BETWEEN GENDER AND WELFARE MEASURES TABLE NO: 17

DESCRIPTIVES

95% Confidence Interval for Mean WELFA RE MEASU RES MALE FEMAL E Total N 24 Mean 9.7917 Std. Deviation Std. Error Lower Bound Upper Bound Minimum Maximum 3.29663 .67292 8.3996 11.1837 5.00 18.00

26

10.6538

2.79918

.54896

9.5232

11.7845

7.00

16.00

50

10.2400

3.04765

.43100

9.3739

11.1061

5.00

18.00

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ANOVA

WELFARE MEASURES

Sum Squares

of df 1 48 49 Mean Square F 9.277 9.288 .999 Sig. .323

Between Groups 9.277 Within Groups Total 445.843 455.120

INTERPRETATION H0-Null hypothesis- There is no difference in welfare measures among male and female. H1-Alternate hypothesis-- There is difference in welfare measures among male and female. From the above table, it can be inferred that the calculated value is .99 and significance value is 0.323 which is more than table value 0.05, hence reject alternative hypothesis. Hence there is no difference in welfare measures among male and female.

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TEST BETWEEN EXPERIENCE AND WELFARE MEASURES TABLE NO: 18

Descriptives

95% Confidence Interval for Mean WELFARE MEASURES N 0-1 Yrs 1-5 Yrs 5-10 Yrs 18 10 20 Mean 11.3333 10.6000 9.2000 9.0000 10.2400 Std. Deviation Std. Error Lower Bound Upper Bound Minimum Maximum 3.74166 2.45855 2.46235 .00000 3.04765 .88192 .77746 .55060 .00000 .43100 9.4727 8.8413 8.0476 9.0000 9.3739 13.1940 12.3587 10.3524 9.0000 11.1061 7.00 7.00 5.00 9.00 5.00 18.00 14.00 13.00 9.00 18.00

Above 10 Yrs 2 Total 50

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ANOVA

WELFARE MEASURES

Sum Squares

of df 3 46 49 Mean Square F 15.840 8.861 1.788 Sig. .163

Between Groups 47.520 Within Groups Total 407.600 455.120

INTERPRETATION H0-Null hypothesis- There is no differences in welfare measures among different experience groups. H1-Alternate hypothesis-- There is differences in welfare measures among different experience groups. From the above table, it can be inferred that the calculated value is 1.788 and significance value is .163 which is more than the table value 0.05, hence reject alternative hypothesis. Hence there is no differences in welfare measures among different experience groups.

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TEST BETWEEN QUALIFICATION AND WELFARE MEASURES TABLE NO:19

Descriptives

95% Confidence Interval for Mean WELFARE MEASURES N Below Hr Sec 8 Hr Sec UG PG Total 12 16 14 50 Mean 8.5000 8.8333 10.3750 12.2857 10.2400 Std. Deviation Std. Error Lower Bound Upper Bound Minimum Maximum 1.30931 .93744 3.09570 3.75046 3.04765 .46291 .27061 .77392 1.00235 .43100 7.4054 8.2377 8.7254 10.1203 9.3739 9.5946 9.4290 12.0246 14.4512 11.1061 7.00 8.00 5.00 7.00 5.00 10.00 10.00 14.00 18.00 18.00

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ANOVA

WELFARE MEASURES

Sum Squares

of df 3 46 49 Mean Square F 35.615 7.571 4.704 Sig. .006

Between Groups 106.846 Within Groups Total 348.274 455.120

INTERPRETATION H0-Null hypothesis- There is no difference in welfare measures among different qualification groups . H1-Alternate hypothesis-- There is difference in welfare measures among different qualification groups . From the above table, it can be inferred that the calculated value is 4.704 and significance value is .006 which is less than table value 0.05, hence accept alternative hypothesis. Hence there is difference in welfare measures among different qualification groups .

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TEST BETWEEN AGE AND WELFARE MEASURES TABLE NO: 20

Descriptives

95% Confidence Interval for Mean WELFAR E MEASUR ES 18-25 26-35 36-45 ABOVE 45 Total N 18 17 7 Mean 9.5556 12.8824 7.8571 Std. Deviation Std. Error Lower Bound Upper Bound Minimum Maximum 1.72259 3.17967 2.67261 .40602 .77118 1.01015 8.6989 11.2475 5.3854 10.4122 14.5172 10.3289 7.00 7.00 5.00 13.00 18.00 10.00

8.2500

.46291

.16366

7.8630

8.6370

8.00

9.00

50

10.2400

3.04765

.43100

9.3739

11.1061

5.00

18.00

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ANOVA

WELFARE MEASURES

Sum Squares

of df 3 46 49 Mean Square F 66.185 5.578 11.866 Sig. .000

Between Groups 198.554 Within Groups Total 256.566 455.120

INTERPRETATION H0-Null hypothesis- There is no difference in welfare measures among different age groups H1-Alternate hypothesis-- There is difference in welfare measures among different age groups. From the above table, it can be inferred that the calculated value is 11.866 and significance value is .000, hence accept alternative hypothesis. Hence there is difference in welfare measures among different age groups.

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CHAPTER:5
5.1 FINDINGS
Most of the employees falls in the age group of (18-35) years .There are equal number of employees in both male and female. Most of the employees who are working in hidesign are under and post graduated. More than 40% of the respondents are working for the period of 5-10 years. More than 50% of the respondents of hidesign are highly satisfied with the safety measures that has been implemented. More than 60% of the respondents of hidesign are satisfied with the medical facility. More than 70% of the respondents are satisfied with the canteen facility. Most of the respondents are satisfied with the working condition. Most of the employees are satisfied with the welfare and safety measures .Most of the employees are satisfied with the infrastructure and allowances More than 34% of the employees are satisfied with the motivation given by the company. Most of the employees are moderately satisfied with relation between supervisor and workers very few are satisfied .Most of the employees are not satisfied with the grievances handling system in the company. Most of employees are not having the clear knowledge about the management policies and future plans of the company.

5.2 SUGGESTIONS AND RECCOMENDATIONS The company can improve the grievance handling system so that they can increase the employee satisfaction. The company can concentrate on improving the motivating factors to the employees as it can improve the employee morale. The relationship between the supervisors and the employees can be improved as it helps increasing the employee satisfaction.

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5.3 CONCLUSION
The study on effect of welfare measure on employee morale helps the management to know the satisfaction level of the employees about the welfare measure provided by the company. From this study we can infer that the majority of the employees are satisfied with the welfare measures. The company can concentrate on other factors like grievances handling ,motivating the employees to boost the employee morale. The employee morale is good in the company. It is found that the effect of welfare measure on employee morale in this study is about 25%.

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CHAPTER:6
6.1 LIMITATIONS OF THE STUDY

The time period of the study is very short, so elaborate study was not made. Only certain factors are considered in this study to measure the effect of welfare measure on employee morale. The conclusions and suggestions were formed based on employees spot response. Some false information may be given by the employee

6.2 SCOPE FOR FURTHER STUDY The sample size taken for this study is only 50, it can be extended to a larger sample The study can be done by considering some other factors to measure the employee morale This study can be used to measure the satisfaction level of employee. This study can also be extended to the other production centers of the company.

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CHAPTER:7
7.1 QUESTIONNAIRE
PERSONAL DATA

1. Age: (a) 18-25 (b) 26-35 (c) 36-45 (d) Above 45

2. Gender: (a) Male (b) Female

3. Educational Qualification: (a) Below Hr Sec (b) Hr Sec (c) UG (d) PG

4. Experience: a) 0-1 Yrs (b) 1-5 Yrs (c) 5-10 Yrs (d) Above 10 Yrs

5. Designation:

6. Are you satisfied with the work environment? a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied

7. Specify the level of satisfaction on medical facilities provided. a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied

8. Specify the level of satisfaction on Canteen facility A) Highly satisfied B) satisfied C) neutral D) dissatisfied E) highly dissatisfied.

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9. Specify the level of satisfaction of other allowances provided. A) Highly satisfied B) satisfied C) neutral D) dissatisfied E) highly dissatisfied

10. Infra-structural facility: Specify the level of satisfaction

A) Highly satisfied B) satisfied C) neutral D) dissatisfied E) highly dissatisfied.

11. Level of communication between supervisor and employee (a) High (b) Very high (c) Low (d) Very low (e) Moderate

12 .Level of motivation given to employee (a) High b) Very high (c) Low (d) Very low (e) Moderate

13. Are u informed about all the management policies? (a) Always (b) Sometimes (c) Rarely (d) Never

14. Does the management solve all your grievances? (a) Always (b) Sometimes (c) Rarely (d) Never

15. Level of freedom to express your ideas? (a) High (b) Very high (c) Low (d) Very low (e) Moderate

16. Are you satisfied with the work you do. (a) Always (b) Sometimes (c) Rarely (d) Never

17. In general are you satisfied with the welfare and safety measures given by Management?

(a) Yes (b) No

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7.2 BIBLIOGRAPHY
BOOKS : 1. Kothari C.R., Research methodology, published by Tata Mc Graw-Hill Publishing Company Ltd., 13t h Edition, 1982. 2. Gupta, S.P., and Gupta, M.P., Business Statistics, Published by Sultan Chand & Sons, 7th Edition, 1989. 3. Personnel Management by C.B.Mamoria & S.V.Gankar, Published by Himalaya Publishing House.

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