Chapter-1: Satisfaction of Employees On Welfare Facilities, at CIBI International

Satisfaction of employees on welfare facilities, at CIBI International
CHAPTER-1 INTRODUCTION
KLES S. NIJALINGAPPA COLLEGE
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CHAPTER 1
INTRODUCTION 1.1 INDUSTRY PROFILE
The Indian textile industry has its roots going back several thousand years. After the industrial revolution in Europe, this sector in India also saw its growth of an industrial complex. Today the industry contributes around 14 percent to industrial production in the country. It is estimated to directly employ approximately 35 million people, it accounts to 27 percent of the countrys exports, and in sum, an important economic engine for the nation.
The size of our Indian textile industry is estimated at Rs.1, 24,000 Crores constituting seven percent of the GDP. The industry has fair global exposure. Textile exports constitute about 35 percent of the total foreign exchange earnings of the country.
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During the last 10 years, the industrys actions, government policies as well as market events have begun to converge, providing several growth opportunities for the sector domestically as well as in the global market. The deficiencies of the industry can be broadly classified into three heads: the first being the gaps in the industry due to fragmented structure and dominance of small industry, the second are the regulatory disadvantages like the historical reservation of manufacturing for very small companies and the third being the disadvantages India faces as a country.
In this prevailing situation, building state-of-the-art technology, liberalizing the government controls and regulations, adoption of latest management tools and techniques, good technical education for developing the right king of resources are required to attain and sustain a pre-eminent global standing.
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1.2 COMPANY PROFILE
Cibi International was established in 1988 in the heart of the knitwear city of South India-Perundurai, as a Fashion house for the manufacture of export of Textile garments, today it is a fully integrated unit with machines to match global standards.
The company is located in Tumkur main road at about 20kms from BANGALORE railway station and about 54 kms from the airport. The factory area covers about 10,000sq.ft and it has a processing capacity of 10,000 ps/day .The present project cost is Rs.75 Crs and turnover is nearly about Rs.120Crs.
To produce quality goods on time, a good production facility, capable of taking up any challenge is needed. In this regard, Cibi International possesses the best infrastructure that has the ability and potential to give quality products.
All the machines are the latest available in the market, and whenever required, the company has never shied away from purchasing the most modern equipments. All their divisions are equipped with the latest equipments to maintain the quality and timeliness of the output.
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The manufacturing process has been vertically integrated to facilitate all the processes involved in garment manufacture under one roof. This enables the company to reduce the time spent in completing the order.
The company started with the sole export of knitted garments to USA and later extended its reach to Europe, Australia, New Zealand and Canada. The company primarily exports Knitwears and woven wears. Knitwears include T-shirts, Polos, Pyjamas etc., while woven wears comprise of Bermudas, Shirts, Work wears etc.
The plant has the capability to meet any level of demand from their buyers and thus creating a high degree of credibility to the company, in international markets.
With the in-house production capacity of over 10000 pieces per day, the company has been consistently able to be on top of the garments export market. Besides this, the companys garment production is supplemented by various companies which can turn out around 15000 pieces per day. It may be worthwhile to note here that all these products are subjected to thorough checking by the companys Quality Assurance Department Personnel.
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CHART 1.1.1 ORGANISATION STRUCTURE
MANAGING DIRECTOR
G.M (FINANCE)
G.M. (PRODUCTION)
G.M. (QUALITY CONTROL)
MANAGER (ADMIN)
MANAGER (ACCOUNTS)
MANAGER (PRODUC)
MANAGER (Q.C)
PERSONNEL OFFICER
ACCOUNTS OFFICER
SUPERVISOR
Q.C INSPECTOR
PERSONAL ASSISTANTS
CLERK
LINE SUPERVISOR
LINE INSPECTOR
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CHART 1.1.2 PRODUCTION CHART
Merchandising
Pattern Making
Cutting
Tailoring
Checking
Ironing
Trimming
Packing
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1.3 CONCEPTUAL BACKGROUND
The facilities provided for the workmen in their organization definitely have a physical and psychological effect on them. Based on this, the problems are found to be in different dimensions. Due to inadequate welfare facilities there leads to an increase in health and personal problems.
1.3.1 WORKING CONDITIONS
Working conditions under which the employees are exposed play a vital role in the relationship between the employee and the management. The factors like shift timings, workload and the environment under which the workers are put in kindles the spirit of the employees. The main aim of factories act is to protect human beings subjected to unduly long hours of bodily strain or mental work, in order to see that, employers carry out the provisions of the act for the well being of the workers. Government has appointed inspectors who make periodical visits to Industries for check - up.
The risks faced by the employees causes injuries in the working place everyday which may even cause inability to work for the rest of his/her life. This may be due to the lack of good safety measure, dust and fumes control, noise control or sufficient space for movement in the working place or lack of cleanliness or insufficient air circulation or inadequate lighting facilities.
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The working conditions include cleanliness, lighting facilities or proper illumination, ventilation or proper air circulation, work space, safety measure, noise control, dust and fumes control. The safe working conditions include,
a. b. c. d. e. f. g.
Good house keeping Good air circulation Adequate lighting Good work schedule Providing safety devices Properly guarded equipments Safe storage
Definition of working conditions
The modern concept of Industrial healthy working condition is referred to as the health, which is the outcome of the interaction between the individual and his environment. The modern concepts anticipate and recognizes potentially harmful situation and applies engineering control measure before series of injury results.
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According to the joint ILO/WHO committee (1987), Healthy Industrial working conditions are
i)
The prevention and maintenance of physical, mental and social well being of workers in all occupations.
ii)
Prevention of ill-health among workers caused by working conditions.
iii)
Protection of workers in their employment from risks resulting from factors to health and
iv)
Placing and maintenance of the workers in an occupational environment adapted to his physical and psychological equipment.
1.3.1.1 Cleanliness
According to sec 11 of the factories act 1948, every room must be kept clean from effluvia arising from any drain, privy, or other nuisance. The floor must be kept clean and there should not be any accumulation of dirt anywhere in the working place, which affects the health condition of the workers as well as the quality of the product. The act states that, the floor must be cleaned at least once in a week by washing and using disinfectors, effective drainage, regular repainting or revarnishing the inside wall and partitions, white washing or colour washing of the company. This may be done at least once every 14 months. Therefore, poor housekeeping will lead to an adverse effect on health of the workers and productivity.
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1.3.1.2 Lighting
According to sec 17 of the factories act 1948,in every part of a factory where workers are working or passing, there shall be provided sufficient and suitable lighting, natural or artificial, or both. All the glass windows and lights must be kept clean on both inner and outer surfaces. Effective measures must be taken for prevention of glass and formation of shadows, which may cause any strain, and risk of accidents. Therefore it is most important for an organization to provide good quality of lighting facilities in order to reduce accidents and make the workers to perform their duties efficiently without any distraction. 1.3 Ventilation
In the textile industries, ventilation plays a vital role. It is common that the textile industries are polluted due to cotton flying all over. The workers suffer from restless and suffocation and various disease of the type due to the polluted air. So, the need for adequate ventilation has become important. According to the factory rule 1950,In every factory, the amount of ventilating openings in a work room below the caves shall, except where mechanical means of ventilation as required by sub rule(2) are provided, be often aggregate area not less than 15% of the floor area and so located as to afford the continued supply of fresh air.
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1.3.1.4 Work Space
Over crowding in factories, where power and machine are made use of is likely to cause accident to workers. For efficient production also, overcrowding is not healthy. While the worker is in the process of doing his work, there should not be any disturbance due to the transportation of materials due to his co-workers. So, minimum required space must be allotted for each worker to work peacefully. According to sec16 there should be 350cubic feet of the space for each worker employed in factories which where started before 1948 and at least 500 cubic feet of space for every worker employed in factories which were started after 1948.
1.3.1.5 Safety Measure
For the purpose of the prevention of accidents and for the safety of the workers, effective measures should be taken to safeguard the workers. The machineries should be fenced and while the machine is in motion, there must not be any distraction. Fire fighting equipments should be provided sufficiently in all the areas of production. In textile industries machines must be provided with iron wire fencing and individual mechanical and electrical means of starting and stopping of such machines.
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1.3.1.6 Noise Control
In the case of machines, which generate enormous noise, it is tedious for the worker to work continuously for a long period. It will damage the ear drums of the worker. So, the noise should not divert the concentration of the worker.
1.3.2 LABOUR WELFARE Labour welfare is an important facet of industrial relations, giving satisfaction to the worker for which there is no other way of compensation. Modern welfare may be said to have been the outcome of the movement for better & more efficient management in industry including human angle. The acceptance of the concept Labour welfare all over is mainly due to (i) The need to provide better life for the workers & to maintain goodwill among the employees & to increase the productivity (ii) Growing public & government concern, especially in the
economically less developed countries, over the amelioration of the working & living conditions of industrial workers as an aspect of national policy. (iii) Steps to promote labour welfare has become a direct recognition of the situations like expansion in the advanced countries of the world
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and concomitant process of mass production and mass selling rendering the working class as a source of power.
Labour welfare services may be classified as a. Intramural and b. Extramural
Intramural services are those, which are provided within the factory like safety, health and counseling services.
Extramural services are those, which are provided within the factory like education, housing, transport, recreation etc.
Definition Labour Welfare Labour welfare is defined as Efforts to make life worth living for workmen. The voluntary effort on the part of the employer to improve the conditions of employment in the factories forms the scope of labour welfare efforts. The efforts to initiate the welfare facilities have their origin either in some statue formed by the state or in some local customer in a collective agreement or in the employers own initiative. 1.3.2.1 Welfare Facility
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The welfare facilities are 1. Drinking water facilities 2. Latrines and urinals 3. Washing facility 4. First aid facility
1.3.2.2 Drinking Water Facility
According to Factories Act 1948, every organization must provide adequate drinking water facility invariably to all the employers. It must be placed with in the department.
1.3.2.3 Latrines and Urinals Section 19 deals with Latrines and Urinals In every factory, sufficient latrine and urinal accommodation of prescribed types shall be provided conveniently situated and accessible to male and female workers at all times while they are in the factory.
1.3.2.4 Washing Facility
According to Section 42 every factory should provide adequate and suitable washing facilities for male and female workers.
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1.3.2.5 First Aid Facility
Adequate first aid facility must be provided for the workers in an organization. Injuries are caused every day and there fore prescribed medicines and equipments must compulsorily be kept in the first aid box. Whenever the employer is insured he must be provided first aid treatment and for that purpose, first aid box must be provided for every one hundred and fifty workers.
1.3.3 REST ROOM FACILITIES
According to section 47, every factory that has more than 150 employees, who are ordinarily employed, there should be a rest room with the drinking water facility. Therefore it is important to maintain the rest room clean and tidy and there should be good ventilation.
1.3.4 CANTEEN FACILITIES
According to section 46, for the factory, which has more than two hundred and fifty workers who are ordinarily employed, there should be a canteen for the workers. Hence, it is necessary to provide hygienic food with good quality at a considerable price.
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1.3.5 MEDICAL FACILITIES
There must be a hospital within one-kilometer distance from the factory which the organization should keep in touch for the treatment of the employee. If there is no hospital, then organization should provide separate medical room.
1.4
NEED FOR THE STUDY
There is a great need for good working condition in an industry. The improved working condition leads to improved productivity. Some of the basic reasons for the need for good working conditions are : to increase the loyalty of the employees towards the organization, to reduce injuries due to bad working conditions of machineries, to increase productivity, to
reduce resistance due to change, enhancing employees interest towards work, to reduce absenteeism and tardiness, to strengthen the morale and employee commitment.
The working conditions include cleanliness, lighting facilities or proper illumination, ventilation or proper air circulation, work space, safety measure, noise control, dust and fumes control. It is necessary to improve the conditions of the workers, which will ultimately lead to high production, and the progress of the country.
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It is necessary to save the workers from evils, to increase efficiency of the workers and to make the country more prosperous. For building up a stable and efficient labour force, it is essential labour force, it is essential to bring about a marked improvement in the conditions of the workers life and work. For achieving maximum result, welfare activities have to be under taken in the right spirit mainly with a view to make the lives of the workers happier and healthier.
An employee feels secure when he is placed in organization, which cares for the welfare of the labourers, and this cares a paternalistic feeling of them.
1.5
REVIEW OF LITERATURE
Man-Made textiles research organization (MANTRA) gives top priority for developing welfare facilities and caters to the multifarious needs of the industries. Its primarily aimed at planned and healthy growth of the employees of the decentralized textile industries. MANTRA has undertaken research on such areas as pollution control, mechanical and wet processing. Some of the on-going projects are effluent treatment and cleanliness of drinking water. Its researches have proved that good welfare facilities are a must in every organization.
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Peter Rogers Chairman, The strategic forum for construction has taken up research in industries and have concluded that unsafe, disorganized and dirty organizations lead to poor standards and settling for a compromise in the needs mean risking of lives. Spending more on prelims to provide good access, security and welfare facilities creates a safe working environment, often with reduced accidents and incident rates and a motivated workforce.
The National Research and Development Centre for Welfare and Health, Stakes is a society for allnetwork situated in United Nations. Its findings have proved that the facilitation and the integration of the welfare needs of the people of the organization, encourage the morale of the workforce of the nation.
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CHAPTER-2 OBJECTIVES OF THE STUDY
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CHAPTER 2
OBJECTIVES OF THE STUDY
1.
To study the welfare facilities existing in the organization. To study the workers satisfactory level of labour welfare facilities at Cibi International.
2.
3.
To make constructive suggestions to improve the welfare.
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CHAPTER-3 RESEARCH METHEDOLOGY
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CHAPTER 3
RESEARCH METHODOLOGY
3.1
RESEARCH DESIGN
The study adopts descriptive research method. The major purpose of descriptive research is description of the state of affairs as it exists at present. The methods of research utilized in descriptive research are survey methods. The facts and information collected are analysed to make a critical evaluation of the material.
3.2
SAMPLING DESIGN
i. Area of Study
Cibi International is a textile mill, which has been selected to study the level of satisfaction of labour welfare facilities.
ii. Sampling unit
Here the lower levels of employees are surveyed and each individual employee is the sampling unit.
KLES S. NIJALINGAPPA COLLEGE Page 23
iii. Sampling procedure
Out of the total population of 570 employees a sample of 200 respondents are selected for the study. The sampling done randomly according to stratified quota random sampling.
Strata Cutting & Pattern making Stitching Checking Ironing $ Packing Administration Total
Population
Sample
30 210 135 175 20 570
11 74 47 61 7 200
Rating Scale
The most commonly used method for study on effectiveness is rating scale. Under it, a printed form, one for each person to be rated. The traits are analysed and evaluated on a continuous scale. A ready comparison of scores among the employees is possible. When ratings are objectively given, they can provide useful feedback.
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3.3 DATA COLLECTION
i. Source of Data PRIMARY DATA The sources were both primary and secondary sources. Primary data have been collected by means of interview and schedule. The administered questionnaire consists of particulars like personal profile, working conditions, welfare facilities, canteen facilities, restroom facilities and medical facilities.
SECONDARY DATA
The secondary sources of information regarding details of welfare facilities and social security has been gathered from various books. Details were also collected from company books.
ii. Data Collection Method
Fieldwork is actual data collection operation. Data is collected through interview, schedule and questionnaire method. The respondents were asked to reveal their opinion regarding the satisfaction level of various welfare facilities provided by the company. The various departments are grouped as per their activities.
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3.4 TOOLS USED FOR ANALYSIS
Simple percentage calculation and chi-square analysis are the statistical tools used for the analysis.
3.5
LIMITATIONS OF THE STUDY
The sample of respondents belongs to a single organisation i.e. CIBI International. Therefore, the result of the study cannot be generalized to other organizations.
The attitude of the workers change from time to time. Hence, the result of the project may not be applicable in long run.
Due to a limited duration, a detailed and a comprehensive study could not be made.
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CHAPTER-4 ANALYSIS AND INTERPRETATION
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CHAPTER 4
ANALYSIS AND INTERPRETATIONS
4.1
ANALYSIS OF DATA
TABLE 4.1.1
AGE LEVEL OF THE RESPONDENTS
S.No.
Age Level
No. of Respondents
Percentage
1 2 3
Below 20 20-25 Above 25 Total
97 53 50 200
48.5 26.5 25.0 100.0
ANALYSIS From the above table it is inferred that 48.5% of the respondents belong to the age level below 20 years, 26.5% of the respondents belong to the age level of 20-25 years and 25.0% of the respondents belongs to the age level of above 25 years.
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120
100
80 RESPONDENTS % 40
60
20
0 BELOW 20 20-25 ABOVE 25
INTERPRETATION Observing the above chart we can infer that most of the respondents are below the age of twenty years
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TABLE 4.1.2
GENDER OF THE RESPONDENTS
S.No.
Sex
No. of Respondents
Percentage
1 2
Male Female Total
145 55 200
72.5 27.5 100.0
ANALYSIS
It is found from the above table that 72.5% of the respondents belong to male category and 27.5% of the respondents belong to female category.
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160 140 120 100 80 60 40 20 0 MALE FEMALE RESPONDENTS %
INTERPRETATION
In the above table we can observe that most of the respondents in the organization are male.
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TABLE 4.1.3 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS
S.No.
Educational Qualification Upto 5th Std. 6th -12th std. College level Total
No. of Respondents 96 39 65 200
Percentage
1 2 3
48.0 19.5 32.5 100.0
ANALYSIS
From the above table it is found that 48.0% of the respondents are qualified upto 5th std. level, 32.5% of the respondents are qualified upto college level and 19.5% of the respondents are qualified upto 6 th-12th std. level.
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120
100
80 respondents % 40
60
20
0 upto 5th std 6th -12th std college leve;
INTERPRETATION
It is observed that more than half of the respondents are not well qualified.
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TABLE 4.1.4
EXPERIENCE OF THE RESPONDENTS
S.No.
Experience
No. of Respondents
Percentage
1 2 3
Below 1 years 1 3 years Above 3 years Total
56 52 92 200
28.0 26.0 46.0 100.0
ANALYSIS
It is found from the above table that out of 200 respondents, 46.0% of the respondents have an experience of above 3 years, 28.0% of the respondents have an experience below 1 year and 26.0% of the respondents have an experience within 1-3 years.
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100 90 80 70 60 50 40 30 20 10 0 BELOW 1YEAR 1-3 TEARS ABOVE 3 YEARS Series 1 %
INTERPRETATION People who are experienced more than 3 years comprise considerable part of the respondents.
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TABLE 4.1.5
MARITAL STATUS OF THE RESPONDENTS
S.No.
Marital Status
No. of Respondents
Percentage
1 2
Married Single Total
106 94 200
53.0 47.0 100.0
ANALYSIS
It is found from the above table that out of 200 respondents, 53.0% of the respondents are married and 47.0% of the respondents are single.
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120
100
80 RESPONDENTS Series 2 40
60
20
0 MARRIED SINGLE
INTERPRETATION From the above statistics we can infer that, married and single comprise almost two halves of the whole lot of the respondents. There is a partial sharing between both categories
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TABLE 4.1.6
MONTHLY INCOME OF THE RESPONDENTS
S.No.
Monthly Income
No. of Respondents
Percentage
1 2 3
Upto Rs. 1000 Rs.1000-Rs.1500 Above Rs. 1500 Total
66 49 85 200
33.0 24.5 42.5 100.0
ANALYSIS
It is found from the above table that out of 200 respondents, 42.5% of the respondents are getting a monthly income in the range of above Rs.1500, 33.5% of the respondents are getting a monthly income in the range of below Rs.1000 and 24.5% of the respondents are getting a monthly income in the range of Rs.1000 Rs. 1500.
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90 80 70 60 50 40 30 20 10 0 upto rrs.1000 1000-1500 above 1500 Series 1 %
INTERPRETATION People earning more than 1500 a month comprise maximum part of the respondents.
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TABLE 4.1.7
NUMBER OF DEPENDENTS OF THE RESPONDENTS
S.No.
No. of Dependents
No. of Respondents
Percentage
1 2 3
Upto 3 members 4 members Above 4 members Total
46 34 120 200
23.0 17.0 60.0 100.0
ANALYSIS
It is found from the above table that out of 200 respondents, 60.0% of the respondents are having their family size of above 4 members, 23.0% of the respondents are having their family size of upto 3 members and 17.0% of the respondents are having their family size of 4 members.
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4.2
HYPOTHESIS TESTING
AGE AND LEVEL OF SATISFACTION OF WELFARE MEASURES
Null hypothesis:
There is no significant relation between age and level of satisfaction of welfare facilities.
Alternate hypothesis:
There is close significant relation between age and level of satisfaction of welfare facilities.
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TABLE 4.2.1 AGE AND LEVEL OF SATISFACTION OF WELFARE FACILITIES
Age group (in years)
Level of Satisfaction of Welfare Facilities Low Medium 22 31 15 68 High 60 11 24 95
Total
Below 20 20-25 Above 25 Total
15 11 11 37
97 53 50 200
70 60 50 40 30 20 10 0 below 20 20-25 above 25
low high Series 3
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CHI - SQUARE ANALYSIS
Calculated 2 value Degree of freedom Table value Significant result = = =
= 4 9.488
26.393
Significant at 5% level
Conclusion
It is found from the above analysis that calculated chi-square value greater than the table value at 4 degree of freedom. So, Null Hypothesis (H0) rejected. Hence, we conclude that, there is close significant relation between age and level of satisfaction of welfare facilities.
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GENDER AND LEVEL OF SATISFACTION OF WELFARE FACILITIES
Null hypothesis:
There is no significant relation between gender and level of satisfaction of welfare facilities.
Alternate hypothesis: 3
There is close significant relation between gender and level of satisfaction of welfare facilities.
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TABLE 4.2.2 GENDER AND LEVEL OF SATISFACTION OF WELFARE FACILITIES
Level of Satisfaction of Gender Welfare Facilities Low Male Female Total 25 12 37 Medium 57 11 68 High 63 32 95 145 55 200 Total
70 60 50 40 30 20 10 0 male female
low Series 2 Series 3
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= 2 5.991
6.647
Conclusion
It is found from the above analysis that calculated chi-square value greater than the table value at 2 degree of freedom. So, Null Hypothesis (H0) rejected. Hence, we conclude that, there is close significant relation between gender and level of satisfaction of welfare facilities.
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EDUCATIONAL QUALIFICATION AND LEVEL OF
SATISFACTION OF WELFARE FACILITIES
Null hypothesis:
There is no significant relation between educational qualification and level of satisfaction of welfare facilities.
There
is
close
significant
relation
between
educational
qualification and level of satisfaction of welfare facilities.
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TABLE 4.2.3 EDUCATIONAL QUALIFICATION AND LEVEL OF SATISFACTION OF WELFARE FACILITIES
Level of Satisfaction of Educational qualification Upto 5th Std. 6th -12th std. College level Total Welfare Facilities Low 10 13 14 37 Medium 40 12 16 68 High 46 14 35 95
Total
96 39 65 200
50 45 40 35 30 low 25 20 15 10 5 0 upto 5th 6-12 std college level medium high
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= 4 9.488
13.476
Conclusion
It is found from the above analysis that calculated chi-square value greater than the table value at 4 degree of freedom. So, Null Hypothesis (H0) rejected. Hence, we conclude that, there is close significant relation between educational qualification and level of satisfaction of welfare facilities.
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EXPERIENCE AND LEVEL OF SATISFACTION OF WELFARE FACILITIES
Null hypothesis:
There is no significant relation between experience and level of satisfaction of welfare facilities.
There is close significant relation between experience and level of satisfaction of welfare facilities.
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TABLE 4.2.4 EXPERIENCE AND LEVEL OF SATISFACTION OF WELFARE FACILITIES
Level of Satisfaction of Experience Welfare Facilities Low Below 1 years 1 3 years Above 3 years Total 17 10 10 37 Medium 15 20 33 68 High 24 22 49 95
Total
56 52 92 200
60
50
40 low 30 medium high 20
10
0 below 1 year 1-3 year above 3 year
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= 4 9.488
9.615
Conclusion
It is found from the above analysis that calculated chi-square value greater than the table value at 4 degree of freedom. So, Null Hypothesis (H0) rejected. Hence, we conclude that, there is close significant relation between experience and level of satisfaction of welfare facilities.
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MARITAL STATUS AND LEVEL OF SATISFACTION OF
WELFARE FACILITIES
Null hypothesis :
There is no significant relation between marital status and level of satisfaction of welfare facilities.
There is close significant relation between marital status and level of satisfaction of welfare facilities.
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TABLE 4.2.5 MARITAL STATUS AND LEVEL OF SATISFACTION OF WELFARE FACILTIES
Level of Satisfaction of Marital Status Welfare Facilities Low Married Single Total 25 12 37 Medium 46 22 68 High 35 60 95
Total
106 94 200
70 60 50 40 30 20 10 0 married single
low medium high
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= 2 5.991
18.965
Conclusion
It is found from the above analysis that calculated chi-square value greater than the table value at 2 degree of freedom. So, Null Hypothesis (H0) rejected. Hence, we conclude that, there is close significant relation between marital status and level of satisfaction of welfare facilities.
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MONTHLY INCOME AND LEVEL OF SATISFACTION OF WELFARE FACILITIES
Null hypothesis:
There is no significant relation between monthly income and level of satisfaction of welfare facilities.
There is close significant relation between monthly income and level of satisfaction of welfare facilities.
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TABLE 4.2.6 MONTHLY INCOME AND LEVEL OF SATISFACTION OF WELFARE FACILITIES
Level of Satisfaction of Monthly Income Welfare Facilities Low Upto Rs. 1000 Rs.1000-Rs.1500 Above Rs. 1500 Total 13 13 11 37 Medium 19 10 39 68 High 34 26 35 95
Total
66 49 85 200
45 40 35 30 25 20 15 10 5 0 upto 1000 1000-1500 above 1500 Series 1 Series 2 Series 3
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= 4 9.488
11.157
Conclusion
It is found from the above analysis that calculated chi-square value greater than the table value at 4 degree of freedom. So, Null Hypothesis (H0) rejected. Hence, we conclude that, there is close significant relation between monthly income and level of satisfaction of welfare facilities.
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NUMBER OF DEPENDANTS AND LEVEL OF SATISFACTION OF WELFARE FACILITIES
Null hypothesis:
There is no significant relation between number of dependants and level of satisfaction of welfare facilities.
There is close significant relation between number of dependants and level of satisfaction of welfare facilities.
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TABLE 4.2.7 NUMBER OF DEPENDANTS AND LEVEL OF SATISFACTION OF WELFARE FACILTIES
Level of Satisfaction of Number of Dependants Upto 3 members 4 members Above 4 members Total Welfare Facilities Low 12 10 15 37 Medium 16 13 39 68 High 18 11 66 95
Total
46 34 120 200
70 60 50 40 30 20 10 0 upto 3 members 4 members above 4 members
Series 1 Series 2 Series 3
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= 4 9.488
9.963
Conclusion
It is found from the above analysis that calculated chi-square value greater than the table value at 4 degree of freedom. So, Null Hypothesis (H0) rejected. Hence, we conclude that, there is close significant relation between number of dependants and level of satisfaction of welfare facilities.
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CHAPTER-5 FINDINGS AND SUGGESTIONS
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CHAPTER 5
FINDINGS
The following are the findings that could enlighten the Cibi International workers level and quantity and quality of the workers
5.1
FINDINGS
Most (48.5%) of the respondents were belongs to the age level of below 20 years
Maximum (72.5%) of the respondents were belongs to male category. Majority (48.0%) of the respondents were qualified upto 5 th std. level.
Most (37.0%) of the respondents were working in Stitching section.
Maximum (46.0%) of the respondents have experienced above 3 years.
Most (53.0%) of the respondents were married.
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Maximum (42.5%) of the respondents were getting monthly salary in the range of above Rs.1500.
Majority (60.0%) of the respondents were having their family size of above 4 members.
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CHI-SQUARE FINDINGS
There is close significant relation between age and level of satisfaction of welfare measures.
There is close significant relation between gender and level of satisfaction of welfare measures.
There is close significant relation between educational qualification and level of satisfaction of welfare measures.
There is close significant relation between experience and level of satisfaction of welfare measures.
There is close significant relation between marital status and level of satisfaction of welfare measures.
There is close significant relation between monthly income and level of satisfaction of welfare measures.
There is close significant relation between number of dependants and level of satisfaction of welfare measures.
The overall level of satisfaction of the employees with respect to welfare facilities has a strong association with the demographic factors.
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SUGGESTIONS
1.
Regarding canteen facilities, free tea can be provided for the third shift workers. Quality of the food items can be improved and the varieties can be increased further; proper hygiene can be maintained by providing boiled utensils to the employees every time.
2.
Latrines and urinal facilities can be improved by maintaining cleanliness and a frequent inspection will be helpful to maintain the cleanliness all over the organization.
3.
Water purifiers can be provided for each and every department, so that the satisfactory level can be increased further
4. 5.
Uniforms and shoes can be provided for the workers. Masks can be given to help in prevention of inhalation of dust particles.
6.
Regarding housing facilities, number of quarters can be increased for the benefit of the workers.
7.
Recreational facilities and clubs can be encouraged for the relaxation of the workers.
8.
Transportation facilities can be given for the employees by providing bus facilities for the employees coming from nearly villages.
9.
Education facilities for the children like education allowances can be provided
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CHAPTER-6 CONCLUSION
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.
CHAPTER-6 CONCLUSION
The study reveals that majority of the employees are satisfied with the working conditions and welfare facilities. Employees satisfactory level can be enhanced by improving the facilities regarding dust and fumes control, latrines and urinal facility, cleanliness of the canteen and the quality of food in the canteen.
A separate labour welfare committee can improve welfare facilities through regular inspection. This committee can also hear to the needs of the employees for the further improvements of the welfare facilities.
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CHAPTER-7 APPENDIX
Page 71
A STUDY ON THE SATISFACTION LEVEL OF THE EMPLOYEES ON THE VARIOUS WELFARE FACILITIES PROVIDED AT CIBI INTERNATIONAL, BANGALORE
PERSONAL DATA
1. Name 2. Age 3. Gender
------- Male / Female
4. Educational Qualification --5. Experience 6. Marital Status 7. Monthly Income 8. Number of Dependants ----- Single / Married -----
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What is your opinion on the following areas? (Mark a tick on your selected area)
HS N
- Highly Satisfied - Neutral
S DS
- Satisfied - Dissatisfied
HDS - Highly Dissatisfied
Area (1) Cleanliness (2) Lighting (3) Ventilation (4) Workspace (5) Safety measure (6) Noise control (7) Dust & fumes control (8) Sitting facility in work area (9) Drainage facility (10) Drinking water (11) Toilet facility (12) Washing storing facility (13) Crches facility (14) Spittoon facility (15) First aid facility (16) Ambulance facility (17) Canteen location
HS
DS
HDS
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Area (18) Canteen service (19) Canteen cleanliness (20) Canteen quality (21) Variety of food items in canteen (22) Price of food items (23) Rest room space accommodations (24) Rest room cleanliness THANK YOU HS S N DS HDS
Page 74
REFERENCES
1.
Tripathi P.C (2002), Personnel Management and Industrial Relations published by Sultan chand & Sons
Kapoor N.D (2001), Elements of Mercantile Law published by Sultan chand & Sons.
3.
Memoria C.B (2002), Personnel Management published by Himalaya publishing house.
4.
Compass, (2003) The house journal of the India cements Ltd.,(Golden jubilee Issue)
5.
Hanumantha Rao N, (2000) Industrial Relation in public enterprises (Jaipur) Print well publishers
6.
Malhotara R.K. Sharama S.D.& Nachhathar Singh (1999) Personnel management (New Delhi) Arnold Publications (p) Ltd.,
7.
Punekar S.D.Deodhar S.D., & Saraswathi Shankaran (2001) Labour Welfare trade unionism &Industrial relation (Bombay) Himalayas Publishing House.
Page 75
8.
Sharma A.M. (2000) Aspects of Labour welfare and social security (Bombay) Himalayas Publishing House
Page 76

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Satisfaction of employees on welfare facilities, at CIBI International

KLES S. NIJALINGAPPA COLLEGE

Satisfaction of employees on welfare facilities, at CIBI International

INTRODUCTION 1.1 INDUSTRY PROFILE

KLES S. NIJALINGAPPA COLLEGE

Satisfaction of employees on welfare facilities, at CIBI International

KLES S. NIJALINGAPPA COLLEGE

Satisfaction of employees on welfare facilities, at CIBI International

KLES S. NIJALINGAPPA COLLEGE

Satisfaction of employees on welfare facilities, at CIBI International

KLES S. NIJALINGAPPA COLLEGE

Satisfaction of employees on welfare facilities, at CIBI International

G.M. (QUALITY CONTROL)

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Satisfaction of employees on welfare facilities, at CIBI International

KLES S. NIJALINGAPPA COLLEGE

Satisfaction of employees on welfare facilities, at CIBI International

1.3.1 WORKING CONDITIONS

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Satisfaction of employees on welfare facilities, at CIBI International

Definition of working conditions

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Satisfaction of employees on welfare facilities, at CIBI International

Prevention of ill-health among workers caused by working conditions.

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Satisfaction of employees on welfare facilities, at CIBI International

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Satisfaction of employees on welfare facilities, at CIBI International

1.3.1.5 Safety Measure

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Satisfaction of employees on welfare facilities, at CIBI International

KLES S. NIJALINGAPPA COLLEGE

Satisfaction of employees on welfare facilities, at CIBI International

Labour welfare services may be classified as a. Intramural and b. Extramural

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Satisfaction of employees on welfare facilities, at CIBI International

1.3.2.2 Drinking Water Facility

1.3.2.4 Washing Facility

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Satisfaction of employees on welfare facilities, at CIBI International

1.3.3 REST ROOM FACILITIES

1.3.4 CANTEEN FACILITIES

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Satisfaction of employees on welfare facilities, at CIBI International

NEED FOR THE STUDY

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Satisfaction of employees on welfare facilities, at CIBI International

KLES S. NIJALINGAPPA COLLEGE

Satisfaction of employees on welfare facilities, at CIBI International

KLES S. NIJALINGAPPA COLLEGE

Satisfaction of employees on welfare facilities, at CIBI International

CHAPTER-2 OBJECTIVES OF THE STUDY

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Satisfaction of employees on welfare facilities, at CIBI International

OBJECTIVES OF THE STUDY

To make constructive suggestions to improve the welfare.

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Satisfaction of employees on welfare facilities, at CIBI International

CHAPTER-3 RESEARCH METHEDOLOGY

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Satisfaction of employees on welfare facilities, at CIBI International

ii. Sampling unit

Satisfaction of employees on welfare facilities, at CIBI International